THEY BECAME ONE : MR & MRS AKINWANDE. Reported by Olalude Gbenga s

RESPONSIBILITIES AND DISCIPLINE IN LOCAL GOVERNMENT ADMINISTRATIVE SYSTEM IN KADUNA STATE

BY

Olalude Gbenga Samson

• INTRODUCTION

The administration of Local Government would be rendered nugatory if responsibilities are not given to, and discipline is not instilled in the conduct and attitude of the personnel who constitute both the political and technical structure of the system. The intention and wisdom behind the creation and institutionalization of the Local Government system is to bring governance to the grass root or doorsteps of the people within a particular locality. To effectively achieve that, an orderly personnel regime must be put on ground where things will be done in a prescribed and organized manner. This will assist the political structure of the Local Government administration which comprises chiefly of politicians who may not have technical know-how in the management of the system. The staff or personnel must know their respectively roles and functions in administration of the Local Government. To ensure that personnel work accordingly, there must be a disciplinary system on ground to check recalcitrant staff. Therefore, the need to assign responsibility and instill discipline in Local Government administration cannot be over-emphasized. This paper shall discuss the responsibilities or roles of the personnel of Local Government and the corresponding disciplinary measures put in place for their control within the ambit of the provisions of the law, guidelines and approved scheme of service for employees, especially the Kaduna State Local Government (Administration) Law No. 11 of 2012, Kaduna State Unified Local Government Scheme Staff  Regulations, 2012, and the Operational Guidelines for the Kaduna State Unified Local Government Service, 2012.

From the outset, it is important to point out that the personnel of the Local Government include both the political office holders (members of the Local Government Council) and the administrative/technical staff.

• OBJECTIVE OF THIS WRITE-UP

The objective of this write-up is to highlight on the following critical areas:

1. The various responsibilities and duties of the personnel of the Local Government.
2. What is expected of the personnel of the Local Government in the discharge of their respective responsibilities and duties.
3. The minimum disciplinary standard required of the personnel of the Local Government.
4. What amounts to indiscipline and gross misconduct in the Local Government system.
5. The procedure put on ground for disciplinary measures or actions to be taken on the personnel of the Local Government for wrong-doing.

• RESPONSIBILITIES IN THE LOCAL GOVERNMENT

We shall examine the responsibilities in the Local Government system from the following angles: the political personnel, the administrative/technical personnel, and the Council.

3.1      Responsibilities of the Political Personnel

The political personnel of the Local Government comprise of the Chairman, Vice Chairman, Secretary, and the Councillors, including the Supervisory Councillors.

3.1.1   The Local Government Chairman:

The Chairman, as a political officer holder, is elected by the people within the Local Government Area. Under section 30 of the Kaduna State Local Government (Administration) Law No. 11 of 2012 (hereinafter referred to as “the Law”), the executive powers of the Local Government are vested in the Chairman of the Local Government Council which shall be exercised my him directly or through the Vice Chairman or other officers in the service of the Local Government[1].

In discharging his executive powers, the Chairman is expected to hold regular meetings with the Vice Chairman and all the Councillors for the purpose of determining the general direction of the policies of the Local Government; co-ordinating the activities of the Local Government; and generally discharging the executive functions of the Local Government.[2] The Local Government Chairman shall also preside over all the meetings of the Council[3]; and cause to be prepared and laid before the Council the budget which comprises of the revenue and expenditure of the Local Government Area[4].

3.1.2   The Local Government Vice Chairman

The Vice Chairman, like the Chairman is also elected into office. Under section 3(1) of the Law, the Local Government Chairman may assign to the Local Government Vice Chairman specific or general responsibilities in respect of the business of the Local Government.

3.1.3   The Local Government Secretary

The Secretary is appointed by the Chairman. The responsibilities of the Local Government Secretary include the following:

1. Making arrangements for meetings of the Council
2. Preparing agenda and minutes of the meetings
3. Conveying the decisions of the Council to the members and, with the approval of the Chairman, to other persons or organizations
4. Preparing all other functions as may be officially assigned to him by the Council[5].

It must be emphasized that under this dispensation, the responsibilities of the Local Government Secretary are purely clerical/secretarial and not administrative. All files, mails and correspondences bordering on administrative issues must be routed by the Chairman directly to the Director of Administration and General Services. Conversely, all mails and correspondences bordering on administrative matters that are going out of the Local Government must be signed by the Director of Administration and General Services on behalf of the Chairman and not the Secretary.

3.1.4   The Local Government Supervisory Councillor

 The Supervisory Councillors are appointed by the Chairman with the approval of the Council[6] to supervise the affairs specific departments in the Local Government assigned to them. Although the Law has not expressly stated their responsibilities and duties, practice and experience have shown that the following may be said to be their responsibilities:

1. As the political heads of the departments assigned to them, supervise the day to day affairs of the departments.
2. Representing the Council in the departments by acting as the Council’s eyes and ears.
3. Giving directive to the Heads of Departments on policy matters, but not on administrative or management matters.
4. Co-ordinating the relationship between their departments and others
5. Presenting the proposals of their department to the Council and the Finance and General Purposes Committee.
6. Acting as spokespersons on behalf of their departments in debates and in the presentation of departmental reports.
7. Maintaining good relationship with the heads and staff of their departments, and between the department and the Council.

3.1.5   The Local Government Councillors

The Councillors are also elected into office. Apart from Supervisory Councillors who are assigned with specific responsibilities in the affairs of thee departments that they supervise, the other Councillors have no specific responsibilities except specially assigned to do something by the elected Chairman. In practice, however, the responsibilities of the Councillors include the following:

1. Constantly attending Council meetings and other committee meetings that they are members.
2. Actively participating and partaking in the debates and deliberations sequel to the passage of Local Government Bye-Laws.
3. Actively participating and partaking in the debates and deliberations sequel to the approval and passage of Local Government annual budget estimates.
4. Monitoring and supervising the execution of capital and other projects in the Local Government Area, especially those in their respective Wards.
5. Mobilizing their respective communities to participate in community development projects.
6. To serve as members of any committee established by the Council or the Chairman.
7. Serving as agents in their respective Wards in the maintenance of peace and security.

3.2      Responsibilities of the Administrative/Technical Personnel

The administrative/technical personnel of the Local Government are the staff that carry out the general day-to-day administrative and management activities of the Local Government; and these activities are carried out vide the following departments of the Local Government:

1. Administration, Legal and General Services
2. Agriculture and Natural Resources
3. Budget, Planning, Research and Statistics
4. Finance and Supplies
5. Primary Healthcare
6. Social Development, Education and Information
7. Sports and Culture
8. Works, Transport, Housing, Land and Survey[7].

These departments are manned by Heads of Departments. The responsibilities of the various Heads of Departments generally include the day-to-day administration and management of the staff and affairs of their departments, and the preparation of the annual budget estimates in respect of their departments. Each department has units which are manned by Unit Heads.

Two (2) Heads of Departments stand out: the Director of Administration and General Services (popularly and formerly called DPM: Director of Personnel Management), and the Local Government Treasurer who heads the Finance and Supplies Department[8] (formerly, the Head of Finance, Budget and Planning Department). This is because these two are the signatories to the Local Government bank accounts with the Chairman as the approving officer who signs the schedules of payments[9]. Because of this, we shall briefly state their responsibilities.

3.2.1   The Director of Administration and General Services (DPM)

 The Director of Administration and General Services, assisted by the Legal Officer and Deputy Director (Administration), is responsible in the discharge of the duties assigned to his office by the Local Government Service Commission. His responsibilities include the following:

1. He is in charge of the management of the personnel, legal and general administration of the Local Government.
2. He signs all cheques, contractual agreements, Local Purchase Orders (LPO), supplies, etc.
3. Signs all administrative and management mails and correspondences within and going out of the Local Government Council on behalf of the Chairman.
4. Assist the Local Government Secretary in the formulation, review and implementation of policies and resolutions of the Council.
5. Heads the Junior Staff Management Committee as its Chairman.
6. Assist in the preparation of the annual budget estimates of the Local Government.
7. Perform such other duties and responsibilities as may be assigned to him by the Chairman of Local Government Service Commission.

3.2.2  The Local Government Treasurer

 The Treasurer also shall be responsible in the discharge of the duties assigned to his office by the Local Government Service Commission. His responsibilities include the following:

1. He is responsible for the performance of the duty of the chief financial adviser to the Local Government.
2. He is a signatory to the Local Government bank accounts.
3. He is charge of the administration and management of the staff and activities of the Finance and Supplies Department of the Local Government.
4. He is responsible for the performance of the duty of the chief accounts officer for receipts and payments made by the Local Government.
5. He ensures the Local Government accounting system as laid down by extant financial regulations and memoranda by the State and Federal Governments are followed and complied with by all the departments of the Local Government.
6. Supervises the accounts of all the departments of the Local Government.
7. Assist in the preparation of the annual budget estimates of the Local Government.
8. Preparation and publishing of monthly and annual financial statements of the Local Government.
9. Ensuring all financial records, cash books, payment vouchers and other financial documents are up to date.
10. Discharging such other responsibilities as contained in the extant financial regulations and memoranda published by the State and Federal Governments, or such other responsibilities assigned to him by the Chairman or Local Government Service Commission.

3.3      Responsibilities of the Local Government Council

First, and importantly, the Local Government Council has a legal duty and responsibility to protect the lives and property of the people within its locality. Accordingly, the Local Government together with individual members thereof shall do its best to prevent the commission of crime within its area[10]. The Local Government is also expected to generally assist in the maintenance of law, order and good governance within the area of its authority[11].

Second, the Local Government has economic responsibility to boost its revenue generation drive. To achieve this objective, it has a duty to make Bye-Laws in the following matters:

1. Markets and motor parks
2. Sanitary inspection, sewage, refuse and night soil disposal
3. Control of vermin
4. Slaughter slabs
5. Public conveniences
6. Cemeteries and burial grounds
7. Registration of birth, death and marriages
8. Provision of community and recreational centres
9. Parks, gardens and open space
10. Fuel plantation
11. Licensing, supervision and regulation of bake houses, eating houses and laundries
12. Licensing and regulation of bicycles (other than vehicles which are mechanically propelled) and canoes
13. Control or keeping of animals
14. Control of hoarding, advertisement, use of loud speakers in or near public places and drumming
15. Control of land held under customary tenure
16. Naming of roads and streets and numbering of plots and buildings
17. Control and collection of private forest estates
18. Collection of vehicle parking charges
19. Collection of community tax, property and other rates and designated revenue[12].

Third, the Local Government has social responsibility to carter for the welfare and wellbeing of the people within its area of authority. To achieve this objective, it has a duty to make Bye-Laws in the following matters:

1. Health centres, maternity centres, dispensaries and clinics, ambulance service, leprosy clinics and preventive health centres
2. Meat inspections and abattoirs
3. Nursery, primary and adult education
4. Information and public enlightenment
5. Provision of scholarship and bursaries
6. Provision of public libraries and reading rooms
7. Agricultural and animal health extension services and veterinary clinics
8. Rural and semi-urban water supply
9. Fire services
10. Provision of roads (other than truck roads), their lighting and drainage
11. Support for arts and culture
12. Control of pollution
13. Control of beggars, prostitution and repatriation of destitute
14. Provision of houses for destitute, the infirm and orphans
15. Provision of public utilities including road and water transport
16. Public housing programmes
17. Regulation and control of buildings
18. Town and country planning
19. Operation of commercial undertakings
20. Control of traffic and parking
21. Piped sewage systems
22. Control of sale and consumption of alcohol[13]

It should be noted that in carrying out the foregoing responsibilities, the Local Government may engage in any form of trade, commerce or industry; shall have powers to provide and maintain works and services which are incidental to the discharge of the responsibilities[14]; and may enter into contracts that are necessary for the discharge of its responsibilities[15]. Local Government Councils may also discharge additional responsibilities imposed on them by the State or Federal Government, or under any other law in force[16].

• DISCIPLINE IN THE LOCAL GOVERNMENT SYSTEM

Discipline is the practice or method of teaching to ensure and enforce acceptable or organized pattern or way of behaviour. It is also the ability to behave in a controlled way. The Local Government administrative system will be ineffective and ineffectual if there is no minimum standard of discipline in both the political and administrative structures. Therefore, discipline has been an integral part of Local Government administration; and it is to be given all the importance it deserves. We shall briefly examine the disciplinary procedures put in place for both the political and administrative personnel.

4.1      Disciplinary Procedure for the Political Personnel

As we stated earlier, the political personnel of the Local Government administrative system under the Local Government Law comprises of the Chairman, Vice Chairman, and Councillors and the Supervisory Councillors among them.

4.1.1   The Local Government Chairman or Vice Chairman

 The Chairman or Vice Chairman of the Local Government Council may be disciplined for misconduct through the instrumentality of removal (impeachment) from office by the Councillors after following the due process and procedures laid down under the Law[17]; or suspension by the Governor for a period not exceeding three (3) months where the Chairman or Vice Chairman has committed gross misconduct[18]. Here, “misconduct” or “gross misconduct” includes the breach of the Oath of Allegiance or Oath of Office or breach of the provisions of the Local Government (Administration) Law, or a misconduct of such nature as to amount to bribery and corruption or false declaration of assets and liabilities or conviction for treasonable felony.

Once removed or impeached from office, the Chairman or Vice Chairman is stripped off of all the rights, benefits, duties, responsibilities and paraphernalia attached to the office they occupy.

4.1.2   The Local Government Council Secretary

The power to appoint the Local Government Council Secretary is vested in the elected Local Government Chairman[19]. Ideally, this power is the exclusive prerogative of the Chairman. In practice, however, this appointment is usually made after based on political considerations and exigencies after due consultations with the relevant political stakeholders of the Local Government Area, and the express approval of the Governor.

The Law is silent on the procedure for the discipline of the Secretary. However, this is not a problem. Under section 30 of the Kaduna State Interpretation Law[20], a person who the power to appoint under any Law also has the corresponding power, in the absence of contrary intention, to remove, suspend, dismiss, reappoint or reinstate. Based on this, the Chairman has power to discipline the Secretary by suspending or dismissing him for misconduct, gross misconduct or for political reasons; and to notify the Governor accordingly.

4.1.3   The Supervisory Councillors

The Supervisory Councillor is appointed by the Chairman and confirmed by the Council. However, it is important to note that he is also elected as a Councillor under the Law just like the Chairman and other elected Councilors before he is appointed as Supervisory Council by the Chairman.

Just like the Council Secretary, the Chairman has power to discipline the Supervisory Councillor qua Supervisory Councillor by suspending or dismissing him for misconduct, gross misconduct or for political reasons. It should be noted that the removal of the Supervisory Councillor qua Supervisory Councillor does not in any way affect his election as a Councillor and, by extension, as a Council member. He vacates his office as Supervisory Councillor only and thereby forfeits all the attendant rights, benefits, duties and responsibilities attached to the portfolio of the office. He still remains a Councillor and Council member thereafter.

4.1.4   The Elected Councillor

These include the Supervisory Councillors. They are elected into office by the people of the various Wards they represent. Since the power to appoint the Councillors is vested in the people in their respective Wards through election, the power to remove them from office through the instrumentality of recall on grounds of loss of confidence in the Councillors is also vested in the people[21].

Also, the Governor may suspend a Councillor for a period not exceeding three (3) months acts amounting to gross misconduct[22].

Once removed from office, the Councillors are stripped off of all the rights, benefits, duties, responsibilities and paraphernalia attached to the office they occupy.

4.1.5   The Local Government Council

The Governor has an oversight disciplinary control over the entire Local Government Council. Section 14 of the Law states that where a Council fails in any year to hold the meetings it is required to hold under the Law, or the Governor is satisfied that a Council is not discharging its functions under the Law in a manner conducive to the welfare of the people of the Local Government Area, the Governor may by order suspend the Council for a period not exceeding three (3) months within which an inquiry shall be held and concluded.

The problem with the above provision is that the Law has not stated the fate of the Local Government Council in the event that it is found guilty of the allegations contained under section 14. The effect of this, in our opinion, is that whether or not an inquiry is held or concluded; and whether or not they Council is found guilty of the allegations contained, the Council shall resume automatically and/or immediately after the expiration of the said three (3) months suspension period ordered by the Governor.

4.2      Disciplinary Procedure for Administrative/Technical Personnel

The discipline of and disciplinary procedure for the administrative personnel of the Local Government personnel is contained in the Kaduna State Unified Local Government Service Staff Regulations, 2012, the Operational Guidelines for the Kaduna State Unified Local Government Service, 2012, and other extant laws and regulations in Kaduna State bordering on service and disciplines of civil servants generally.

Generally, the power to exercise disciplinary control over and dismiss staff in the Local Government service is vested in the Local Government Service Commission, although part of this power may be delegated to any member of the Commission or any staff or committee in the Local Government service. Consequently, the Local Government Service Commission has delegated full disciplinary powers to the Local Government Senior and Junior Staff Committees in respect of staff on salary on GL.01 to GL.13 with the exception of the power of dismissal which has been delegated only on staff from GL.01-06[23]. The Committees are headed by the Head of Administration and General Services.

Disciplinary proceedings may be initiated against Local Government personnel for either misconduct or gross misconduct.

“Misconduct” is defined as a specific act of wrong-doing or improper behaviour which can be investigated and proven. It includes:

1. Willful act or omission or general misconduct to the scandal of the public or to the prejudice of discipline and proper administration of the Local Government e.g. sleeping on duty, loitering, unruly behaviour, dereliction of duty, etc.
2. Engaging in trade or business without authority which amounts to pecuniary interest disrupting service performance.
3. Improper dressing to office or while performing official duties.
4. Hawking merchandise or engaging in any other form of trading on office premises during office hours[24].

“Serious misconduct” is defined as a specific act of very serious wrong-doing and improper behavior which can be investigated and proved. It includes the following:

1. Willful act or omission or general misconduct to the scandal of the public
2. Conviction on a criminal charge (other than a minor traffic or sanitary offence or the like)
3. Absence from duty without leave or permission
4. Disobedience of lawful order, such as refusal to proceed on transfer or to accept posting, etc
5. Negligence
6. Suppression of records
7. False claims against Local/State or Federal Government
8. Serious financial embarrassment
9. Engaging in political activities
10. Unauthorized disclosure of official information etc
11. Corruption
12. Embezzlement
13. Fighting while on duty
14. Membership of Secret Societies
15. Violation of Section 14(3) of the 1999 Constitution of the Federal Republic of Nigeria
16. Contravention of any provision of the Local Government Service Rules and Regulations and Financial Memoranda
17. Dishonesty
18. Drunkenness
19. Insubordination
20. Falsification of records
21. Failure to keep records
22. Use of foul language
23. Serious pecuniary embarrassment from whatever cause regarded as necessarily impairing the efficiency of a staff and rendering him liable to disciplinary proceedings at the discretion of the Local Government Service Commission e.g. a staff shall not engage in agriculture or in business, etc to such an extent that he thereby neglects his duties toward the Local Government[25].

4.2.1   Disciplinary Procedure for Misconduct

 Under the Staff Regulations, if it is represented to the Local Government Service Commission that a staff has been guilty of misconduct and the Commission does not consider the alleged misconduct serious enough to warrant disciplinary proceedings  with a view to dismissal, it may cause an investigation to be made into the matter in such manner as it considers proper and the staff shall be entitled to know the whole case made against him, and shall be given adequate opportunity of making his defence. If as a result the Commission decides that the allegation is proved, it may inflict any other punishment upon the staff such as reduction in rank, withholding or deferment of increment or otherwise[26].

4.2.2  Disciplinary Procedure for Serious Misconduct

 Under the Staff Regulations, disciplinary procedure for serious misconduct shall be as follows:

1. When a serious case that may lead to dismissal has been instituted against a staff, the Head of Local Government Administration may interdict him on not more than half pay pending the determination of the case.
2. Recommendations to the Commission for interdiction shall be made only if it is against the public interest that the staff should continue to perform any of the duties of his rank; or when the charge against him is such that the continued performance of his present duties is against the public interest or prejudicial to the investigation of the charge against him.
3. Although consideration shall be given to putting him on alternative duties, interdiction shall only be resorted to when this is not possible.
4. When a staff is interdicted he shall cease to report for duty and shall receive such proportion of his emoluments, being not less than one half, as the Commission may determine. The letter informing a staff of his interdiction shall also indicate the proportion of emoluments he is to receive while on interdiction.
5. If proceedings reveal that he is not guilty of the charge made against him, the staff shall immediately be reinstated and shall receive full amount of his emoluments denied him while he was interdicted.
6. If he is found guilty but is not dismissed, he may be refunded such portion of the emoluments denied him as the Commission may determine.
7. A staff who is under interdiction or suspension shall notify his Local Government of his station. He shall however not leave the country without the specific approval of the Local Government Service Commission.
8. He is also responsible for keeping his Local Government informed of the address at which instructions to him can be delivered.
9. If he fails to comply with the instructions delivered to him at such address within seven days of such delivery, he will be regarded as absent from without leave and/or permission[27].
10. Suspension shall not be shall apply only where a prima facie case, the nature of which is serious, has been established against a staff and it is considered necessary in the public interest that he should forthwith be prohibited from carrying on his duties. Pending investigation into the misconduct, the Local Government (if within its delegated powers) shall forthwith suspend such a staff from the exercise of the powers and functions of his office and from the enjoyment of his salary and allowances[28].
11. The ultimate penalty for serious misconduct is dismissal. A staff that is dismissed forfeits all claims to retiring benefits, leave or transport grant, etc.

4.3            Punishments for Misconduct or Gross Misconduct

Generally, the following are the punishments that may be meted out for misconduct or gross misconduct under the Staff Regulations:

1. Dismissal
2. Termination of appointment
3. Retirement
4. Reduction in salary
5. Withholding or deferment of increment
6. Loss of pay/no payment for the corresponding days if the staff is not at his duty post or station without authority
7. Surcharge
8. Reprimand
9. Written warning
10. Verbal warning[29].

4.4            Practical Approach to Disciplinary Procedure

The two (2) procedures examined above are, however, different in practice. What is practicably obtainable now is that in Local Governments, there are two standing management committees; to wit: the Junior Staff Management Committee headed by the Deputy Director (Administration), and the Senior Staff Management Committee headed by the Director of Administration and General Services. These two Committees drew their legitimacy from section 14 of the Staff Regulations wherein the Local Government Service Commission has delegated full disciplinary powers to them.

4.4.1         The Junior Staff Management Committee

 The practical procedure adopted Local Governments now is simple. It is as follows:

1. When a case, whether serious or not, has been instituted against a junior staff, the Deputy Director (Administration) shall convey a meeting of the Junior Staff Promotion and Disciplinary Committee to commence disciplinary proceedings against that staff.
2. The staff shall appear before the Committee to defend himself.
3. If the allegations against the staff are not established, no further action will be taken.
4. If the allegations are established, the staff may be punished accordingly, the ultimate of which is dismissal from service.
5. The Committee may interdict or suspend the staff depending on the seriousness of allegations against him during the pendency of the proceedings.
6. Where the staff is dismissed, the Local Government Chairman and the Local Government Service Commission must be notified accordingly.

• The Senior Staff Management Committee

1. When a case, whether serious or not, has been instituted against a senior staff, the Director of Administration and General Services shall convey a meeting of the Senior Staff Management Committee to commence disciplinary proceedings against that staff.
2. The staff shall appear before the Committee to defend himself.
3. If the allegations against the staff are not established, no further action will be taken.
4. If the allegations are established, the Committee shall make recommendations to the Local Government Service Commission on the appropriate measures to be taken.
5. Where the Committee deems it necessary that the staff be interdicted or suspended during the pendency of the proceedings, it shall make such recommendation to the Local Government Service Commission; and notify the Local Government Chairman accordingly.

4.3      Right of Appeal

 Every staff has a right of appeal against any decision of the appropriate authority which may include the Junior Staff Management Committee, the Senior Staff Management Committee, the Local Government Service Commission, and in some cases, to the Governor. This provision is very important because the decisions to appeal against are not limited to disciplinary issues only but also to all personnel matters[30].

It is common place in the Local Government service to see staff taking the Local Government Council and/or the Local Government Service Commission to court on personnel matters while they are still in service. This is very wrong in the Local Government service. The Operational Guideline provides thus:

Under no circumstance shall an aggrieved staff file a Court case on personnel matters without exhausting the procedure of appeals as per this section of the Guidelines. An officer who defies the procedure and initiates litigation in the Court of Law against the Commission or Local Government shall forthwith be suspended from work on half pay until Court ruling. Disciplinary actions or otherwise shall only commenced based on the Court ruling.

• CONCLUSION

This write-up has attempted to put the responsibilities and the discipline of Local Government personnel in brief perspective. Disciplinary actions are taken against staff of Local Governments without following due process and procedure as laid down by the extant laws and regulations; and these have resulted in unnecessary litigations. Also, the electorates are ignorant of the fact that they can discipline the members of the Local Government Council through the instrumentality of impeachment and recall. It is hoped that this write-up has created the desired awareness.

ENDNOTES

[1] See sub-sections (1) and (2)(a)&(b) of the Law.

[2] See section 32(3).

[3] See section 33.

[4] See section 34.

[5] See section 5(3).

[6] See section 5(1)(b).

[7] See section 17(1) of the Law.

[8] Before the coming into force of the Kaduna State Local Government (Administration) Law No. 11 of 2012, the Treasurer was the Head of Finance, Budget and Planning Department. Now, the Budget and Planning is an independent Department.

[9] See section 51(2).

[10] See section 18(1).

[11] See section 17(2)(b).

[12] See section 20 of the Law.

[13] See section 21(1) of the Law.

[14] See section 19 of the Law.

[15] See section 48(1).

[16] See section 21(2).

[17] See section 8 of the Law.

[18] See section 14.

[19] See section 5(3).

[20] Cap 77, Laws of Kaduna State, 1991.

[21] See section 16.

[22] See section 14.

[23] See section 14 of the Kaduna State Unified Local Government Service Staff Regulations, 2012 (hereinafter referred to as “Staff Regulations”).

[24] See section 16 of the Staff Regulation.

[25]See section 17 of the Staff Regulation.

[26] See section 16 (5) (a) of the Staff Regulation.

[27]See section 17(1) (b) of the Staff Regulation.

[28] See section 17 (2) of the Staff Regulation.

[29] See section 14 of Part V of the Operational Guidelines for Kaduna State Unified Local Government Service, 2012 (hereinafter referred to as the “Operational Guidelines”).

[30] See section 1(a) to (e) of Part VI of the Operational Guidelines

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