The Association of Liberia Human Resource Professionals (ALHRP) has issued a statement, expressing grave concerns regarding the recent headcount exercise executed by the Civil Service Agency (CSA) across 103 Spending Entities (SEs) under the Employee Status Regularization Project (ESRP).
While the objectives of this project—to enhance pay efficiency, eliminate payroll fraud, and reinforce transparency within the public sector are fundamentally sound, ALHRP insists that the CSA’s methods and actions must rigorously comply with Liberia’s statutory and regulatory frameworks, including the Civil Service Standing Orders and the HR Manual.
ALHRP acknowledges the urgency of addressing systemic inefficiencies within the civil service.
However, the institution believes it is critical that the CSA ensures all measures undertaken during the ESRP adhere strictly to established laws and HR best practices.
“We have observed, with significant concern, that some of the CSA’s recent actions, particularly those relating to employee status verification, may not align with the legal protections afforded to classified civil servants under the Civil Service Standing Orders, HR Manual, and other statutory provisions.”
ALHRP says actions such as suspensions, pay deductions, warnings, and terminations, if executed in contravention of these legal frameworks, risk violating the rights of civil servants.
The Association of Liberia Human Resource Professionals (ALHRP) reiterates that classified civil servants should not be unduly penalized for systemic failings that are the result of historical inadequacies in administrative oversight.
“The persistent lack of adequate attendance records, a responsibility of the heads of SEs, ALHRP raises serious concerns about the accountability of these entities in maintaining proper HR systems. It is the duty of SEs to establish and sustain accurate HR processes, including the completion of Personnel Action Notices (PAN) and civil servants must not suffer the consequences of institutional shortcomings beyond their control.”, stated in it’s press release issued.
The ALHRP strongly dooms the manner and form in which the Civil Servants Agency conducted its recent press conference, where decisions concerning suspensions, pay reductions, and other disciplinary actions were publicly disclosed.
According to the institution, this approach, not only swerves from professional HR practices but also risks tarnishing the reputations of the civil servants involved, potentially leading to blacklisting, jeopardizing future employment opportunities, and causing unnecessary psychological agony.
“Such disciplinary actions should be communicated through formal, confidential channels, ensuring that affected individuals receive adequate notice and the opportunity to respond.”
“We do not believe that this behavior of the CSA represented its Core Values As enshrined in Section 4 of the HR Manual, particularly “Fairness” which is defined as Exhibiting conduct that is unbiased in the interaction with and treatment of employees and in the application of Civil Service policies and regulations as enshrined in Section 66.2 of the Act Creating the Civil Service Agency”
In addition , ALHRP indicates that “the arbitrary” dismissal of five employees from the Monrovia City Corporation (MCC) for allegedly insulting the President of the Republic of Liberia via a social media post constitutes a flagrant violation of the 2019 Kamara A Kamara (KAK) Act which decriminalized “Insults to the president” and of Freedom of Speech as enshrined under our 1986 Constitution.
“More notably, it is a gross violation of the CSA’s own Standing Order and HR Manual which provides for disciplinary procedures and or due process before dismissal.”
In the release, the pro-human resource organization added that “the arbitrary” action and name-calling of civil servants as “unscrupulous and dangerous characters” creates a psychologically unsafe work environment and sets a dangerous precedent for civil liberties within the workplace.
It maintains that this also sets the basis for future violation of the rights of civil servants which is contrary to the mission of the Civil Service Agency in ‘protecting the rights of civil servants” as per Section 3 (4) of the CSA HR Manual.
ALHRP notes that CSA’s reference to Section 1508 of the Labour Practices Law of Liberia, an outdated statute that was repealed over a decade ago, further underscoring the need for adherence to current legal standards.
The institution which is know for it’s stance on human resource related matter also reminds the CSA of important provisions in its Standing Order and HR Manual, to guide the ESRP process as follow:
In accordance with Section 4.1.1(b) of the Civil Service Standing Orders, payroll deductions for unauthorized absences are permissible; however, automatic dismissal is only justifiable after 14 consecutive days of absence.
The simultaneous issuance of warning letters and pay deductions for absences spanning 12 months contradicts these provisions and raises serious concerns about the rationale and timing of such actions.
Sections 4.2.6 and 4.2.8 of the Civil Service Standing Orders mandate that suspensions and salary reductions for disciplinary purposes be thoroughly documented and communicated in writing, with explicit conditions.
Chapter 7 of the Standing Orders for the Civil Service contains regulations on Discipline. Section 4.1.1 also states: “Disciplinary proceedings […] may be initiated by an Agency Head or the Director – General because of an employee’s misconduct or general inefficiency.” It is the policy of the Civil Service to take corrective action(s) when inappropriate conduct has occurred in the workplace.
The purpose of any disciplinary action is corrective and not punitive in nature. Disciplinary action is taken for conduct contrary to or which violates established policies, procedures, norms, rules, and/or standards governing the workplace. If at any time after a disciplinary action(s), the employee fails to change behavior(s), the next logical steps in the process may be written warnings, suspension, fines and/or dismissal.
Section 93 – Dismissal In accordance with Section 4.2.5 of the Standing Orders for the Civil Service, “whenever it is the intention of an Appointing Authority to recommend to the President/Head of State the discharge of an employee, the Director-General and the employee concerned shall be notified in writing in advance of the effective date of such dismissal, if possible, but in any event no later than 24 hours after the effective date. Under normal circumstances one month’s notice of the dismissal should be given to both the employee and he Director-General, where this is not possible the employee shall be entitled to one month’s pay in lieu of notice.”
Section 6 HR Manual: The human resources legislative framework within the Liberian Civil Service contributes to the making of a just and fair society in which civil servants embrace the diversity of the Liberian people, who, irrespective of ethnic background or gender, will be given the opportunity to meaningfully participate and contribute towards the development goals of Liberia.
ALHRP at the same time insists that these procedures must be meticulously followed to guarantee transparency, fairness, and compliance with Liberia’s labor laws.
The Association of Liberians Human Resource Partners (ALHRP) further calls on the CSA to modernize its HR practices to pre-empt the necessity of corrective initiatives like the ESRP.
This modernization, according to ALHRP should include regular updates to the Civil Service Standing Orders and HR Manual to reflect contemporary HR realities, ongoing audits of employee records, and the adoption of advanced HR management technology to ensure accurate and efficient record-keeping.
“Furthermore, the establishment of a robust onboarding process, the promotion of transparency, and the provision of continuous training for HR and payroll staff are vital to maintaining an efficient and legally compliant civil service.”,
“In our continued support of the government’s efforts to improve public sector management and reforms, the ALHRP urges the CSA to uphold the principles of fairness, freedom of expression under our laws, psychological safety, and transparency in all actions taken under the ESRP.”
In closing, ALHRP highlights that the future integrity and professionalism of Liberia’s civil service depend on our collective commitment to managing our workforce in accordance with the highest legal and HR standards.
