There is a proficiency bar at the top of every salary scale; no employee is allowed to
cross the bar into higher salary scale except on promotion to a higher post or when the
position he is filling has been upgraded.
- Pay days
Seasonal/monthly contract staff are paid salaries and wages on the following days of the
month in arrears:- Mid-month advances – 15th of every month.
- Salary/wages – Last day of every month.
- Permanent and senior staff are paid their salaries on the following dates of
the month in arrears. - Mid-month advances – 10th of every month.
- Salaries/wages – on 25th every month.
- Salary/wage deductions
The following salary/wage deductions are made every month on income received:
Statutory deductions- Pay as you Earn (PAYE);
- 10% of salary to National Social Security Fund (NSSF) or 5% of salary to
Parastatal Pension Fund (PPF) and - 2% of salary as fees to trade Union membership.
Non-statutory deductions
- Mid-month salary advance.
- Recovery of loans given but not exceeding 25% of salary every month.
- Fine or penalty given resulting from the decision of the disciplinary commit-
tee as per security of employment act 1964. - Short time attendance (i.e. days not worked by seasonal/monthly contract
employees). - Tobacco savings and employees voluntary associations recognised by the
employer as official organs e.g. burial assistance fund.
Advances
Salary paid in advance is granted under extreme financial hardship that could not have
been foreseen. Only permanent employees are entitled to short term loans and they are
recovered in full in no more than 6 months after being paid out. Furthermore, the em-
ployee must have worked for at least one year. Other conditions include, expenses
should not be like school fees, which the employee ought to have budgeted from the
salary. The applicant has not been subjected to severe disciplinary action, and has no
outstanding loan. Supporting evidence is required. Cases that may justify the loan in-
clude death of a relative, a family member falling seriously ill and severe damage of
personal accommodation due to weather.
Training and development
Training and development at TTLP are given the utmost priority through a training pol-
icy. For TTLP, there is no clear difference between training and development although
in practice strategies and procedures used show systematic approach to human resource
training and development.