14 days ultimatum over unpaid salaries

The Academic Staff Union of the Tai Solarin College of Education, Omu-Ijebu, Ogun State, has again given the state government a 14-day ultimatum over its failure to pay their 48-month salary arrears as at February 10, 2015

In a letter to Governor Ibikunle Amosun dated January 26, 2015, and signed by its Chairman, Dr. Dan Oludipe and the Secretary, Modupe Owolabi-Gabriel, respectively, the union listed among the contending issues the non- payment of their July-December 2010, and February-September 2011 salaries and salary
arrears from July 2009 – June, 2013, all totalling 48 months.

They sent the letter through the Commissioner for Education Science and Technology, Mrs. Segun Odubela. The union also demanded that the government should regularise the payment of their salaries and return the
institution to its original permanent site at Ijagun.

According to them, if that is done, TASCE will have access to her Internally Generated Revenue and will be able to assist the government in meeting some of its financial obligations as obtained in other state-owned tertiary institutions.

The union had also demanded that the government should constitute a formidable governing council for the college and the release of the white paper on the existence of the Tai Solarin Institutions (TASCE and Tai
Solarin University of Education), as submitted by the visitation panel.

Besides, the union urged the state government to retrieve all the certificates of the affiliated programme (full-time and part-time) of TASCE, issued out by
TASUED, and return same to TASCE along with huge funds realised from the issuance.

The union leaders said the 14-day ultimatum became necessary following the expiration of a 21-day strike notice given the government last November.

Oludipe, who said the last time they received their salaries was in August 2014, pleaded with the government to come to their aid as the members were
finding it difficult to meet their financial obligations.

The governor in November last year during the strike by the union said his administration did not owe them 48
months salaries, but the immediate past
administration.

He, however, promised to pay as soon as the government was buoyant enough to do so.

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Writing a Job description

  A job description is the details of what is expected of an individual  to do for the organization as a member of the organization.

In writing out a well detailed Job description (JD)

Firstly, we need to identify:

Our Vision

Our Goals

Our Mission statements

What do we do ?

How do we do what we do?

Also, Outline what needs to be done in total to achieve our vision.

Outline who needs to do what - this will help one know how many staff do we need now, how many can we afford.

Map out a functional organizational structure, so we know who is reporting to who in the organization.

One may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.

A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in the future.

Job descriptions sometimes may be seen as hindrances for the employee to carry out some task that is beneficial to the organization but a wise organization will put this at the bottom of every of their Job descriptions -

"NOTE: THIS JOB DESCRIPTION IS NOT INTENDED TO BE ALL INCLUSIVE. EMPLOYEE MAY PERFORM OTHER RELATED DUTIES AS NEGOTIATED TO MEET THE NEEDS OF THE ORGANIZATION"

So as to protect the employee and the organization against some crucial decisions that may be taken in the nearest future tendering the job description as an evidence.

A detailed job description can be in this order:

Company name:

Job Title: The name of the Position to be filled

Department: What department is in need of this person

Job Grade: What is the level of the person in the organization? Is it top management, middle management, senior management, supervisory level, entry level

Position overview: What does this position actually look like, what it entails

Essential job Functions: The task the individual is expected to carry out, the core of the post

Non- essential job functions: The other task that this position might carry out sometimes.

Requirements: What we expect you to have to be able to fill this position, certificates, experiences, educational level, professional body certification

Other skills / Abilities: The skills required for this position so one will perform well at work.

Who to contact: who to contact, names, email address, etc

Deadline date: The last day for submission of Curriculum Vitae.

Now you can write a good job description that will help you know what to expect from your employee, and also know how to evaluate them when necessary.

It may be taken in the nearest future tendering the job description as an evidence.

A detailed jib description can be in this order:
Company name:
Job Title: The name of the Position to be filled
Department: What department is in need of this person
Job Grade: What is the level of the person in the organization? Is it top management, middle management, senior management, supervisory level, entry level
Position overview: What does this position actually look like, what it entails
Essential job Functions: The task the individual is expected to carry out, the core of the post
Non- essential job functions: The other task that this position might carry out sometimes.
Requirements: What we expect you to have to be able to fill this position, certificates, experiences, educational level, professional body certification
Other skills / Abilities: The skills required for this position so one will perform well at work.
Who to contact: who to contact, names, email address, etc
Deadline date: The last day for submission of Curriculum Vitae.

Now you can write a good job description that will help you know what to expect from your employee, and also know how to evaluate them when necessary.