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4a~&-1A ~:1&+ :JIL",FEDERAL NEGARITGAZETA

OF THE FEDERAL DEMOCRATIC REPUBLIC OF ETHIOPIA

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{'ihWIl +(/)I,\,,',Y. !/"hc fl.'1' mq<l:~'l' {'lOnl ADDIS ABABA- 19" February, 2007

"7~ftJ, CONTENTS

1\tp~:41'rc: ?1fl(}/lUx:H1 ~.9" Proclamation No. 515/2007

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h'P~ cJI'1'C~ f I~/Il1f2J1 PROCLAMATION NO. 515/2006

f4..1r.IrIA uv't"l F+ lPt-1' i1 "fhCP ~THE FEDERAL CIVIL SERVANTS

PROCLAMA TlON

r.lA.,Y../;./.\ dD't°IP"r IP/;..,..7f'''y. "tp~ 4rTC WHEREAS, it is appropriate to address ~he problemsfll~fl/Ijjf1Q Op'/;.- ",e htpt\ 0:\" f1moD'-r'} identified during the implementation of proclamationr hL '1"9" ~y.°Il":~}" t\ "7f1m11: hr.' .,/.\iJ ,f /.\tf~. No. 262/2002 and give the later sufficient clarity;

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WHEREAS, it is necessary to strengthen the justice systemso as to give civil servants better protection and it is essentialto incorporate in a new law the changes occurring as a resultof the implementation of the. human resource managementsub-program ofthe civil service reform program;

NOW, THEREFORE, in accordance with ArticleOh.'rf"*" f ~.f..t.lt«P. ~.quht.o.f«P. tr-ot\.h ih1

55/1/ of the constitution of the Federal Democratic011')"1P"r

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, :r(J}.i>' A:: I Republic of Ethiopia, it is hereby proclaimed as? follows:

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en:"""PART ONE

General

Ii h 6J.1>C C 6f11. Short ,Title

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Civil Servants Proclamation No. 515/2007"

I +C~OJL2. Definitions

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In this Proclamation unless' the context requiresotherwise:

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1) "Civil Servant" means a person employedpermanently by federal government'institution; provided, however, that it shallnot include the following:

a) governmel1t officials with the rank ofstate minister, deputy director generaland their equivalent and above;

b) members of. the House of Peoples'Representatives and the House of theFederation;

c) federal judges and prosecutors;

d) members oLthe Armed, Forces and theFederal Police includingotheremplo-yees governed by the regulations of theArmed forces and the Federal Police;

e) employees excluded from the coverageof this Proclamation by other appropriatelaws.

2) "Temporary Civil Servant" means a personwho is employed in a government office forajob which is not permanent in ,nature orwhere circumstances so require to apermanent position; however it shall notinclude, the following:

a) persons. employed as ,daily labourers Whoare paid on daily basis;

b) persons who are assigned for internshipor training;

c) persons who enter into a contract with agovernment office as an independentcontractor for consideration;

d) persons who enter into a contra~t with agovernment office due to their specialskills and ability on part-time basis forconsideration.

3) "Government Institution" means anyfederal government office established as anautonomous entity.. by' a proclamation orregulations and fully or partially financed bygovernment budget; included in the list. ofgovernment institutiqns to be drawn up bythe Council of Ministers.

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ry, dismissal, retrenchment and severance..1: :_1: 1 rr...: ", roarl1IriC

1)) "Redeployment" means assigning a civilservant to a higher position withoutannouncing the position for promotionaccording to article 30 of this proclamation,Qr to similar position of an equal grade andsalary, or to a lower grade where the civilC'Oo.""/o._" co"- I']Irr...o.oco

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13) "Administrative Decision" shall mean forthe purpose of par~ (10) a decision given bythe Head of a government institution, eitherorally or in writing, on a recommendation bydisciplinary or grievance handling committeein accordance with the power conferred bylaw or a decision given by the Head of agovernment institution without following therequired due process.

14) "Appeal" means a procedure wherebyadministrative decisions are to be reviewedby administrative tribunal upon complaints ofemployees aggrieved by decisions of thehead of a government institution,

J. Scope of Application

This proclamation shall be applicable on"government institutions" and ;'civil servants"covered by the definition given under article:: ofthis proclamation.

PART TWOPosition Classification, Salary Scale and Allowances

4. Organizational structure

1) Any government institution shall undertakesstudies and decide its own organizationalstructure and staffing plan to enable it toachieve its goals.

2) If the organizational structure and the staffingplan prepared under the authority given bysub article /1/ of this Article requiresadditional budget, a government institutionshall first obtain the approval of the Ministryof Finance and Economic Developmentbefore implementing it.

3) The Agency shall issue detailed directivesregarding the preparation and implementationof organization structure and staff planningby government institutions.

5. Classifications of Positions

1) When a government institution creates newpositions that are similar to positions that arealready classified under a class, it shallallocate the positions under such class andimplement the same.

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2) Any government institution shall completepositions classification questionnaire arydsubmit to the Agency for evaluation andclassification when a totally new job iscreated.

6. Salary Scale

l) The Agency shall prepare a salary scale to beapplicable to the Civil Service in general andsubmits the same to the Council of Ministers,and supervises its proper implementationupon approval.

2) The salary scale shall contain the base,maximum pay and step increments of eachgrade.

3) Notwithstanding Sub-Article 1 of this Articleand upon permission of the Council ofMinisters, the Agency based on the specificnature ofa government institution shallundertake studies of salary scales andsubmits the same to the council; and uponapproval, supervises their properimplementation.

4) When necessary the Agency shall undertakeperiodical revisions of salary scales based oneconomic changes and other relevantconditions and submit same to the decisionof the Council of Ministers.

7. Equal Pay for Equal Work

All positions of equal value shall have equal basesalary.

8. Payment of Salary

Any Government office, shall, at the end of everymonth, make payments of salary to civil servantsor their legal representatives.

9. Increment of Salary

l) Periodical salary increments to be made tocivil servants shall be based on theirperformance evaluation results.

2) Civil servants obtaining an evaluation resultof satisfactory or above satisfactory shall beentitled to a salary increment to be madeevery two years.

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3539

to. .<\ttachmentand Deduction of Salary

1) The salary of a civil servant may not beattached or deducted except in accordancewith:a) a written consent of the civil servant;

b) court order; or

c) the provisions of the law.

2. Monthly deductions from the salary of a civilservant to be made pursuant to Sub-Article(l) (b) or (c) of this Article shall not exceedone third of his salary.

11. Allowances

1) Any allowance shall be paid only for thepurpose of carrying out the functions of thecivil service.

2) The Agency shall undertake studies on thetypes and payment of various allowances andsubmit the same to the Council of Ministersand, upon approval, supervise theirimplementation.

PART THREEHuman Resource Planning, Staffing and

Performance Evaluation

CHAPTER ONESelection and Recruitment

12. Human Resource Planning

1) The purpose of Human Resource Planningshall be to enable a government institution totake measure to meet the objective specifiedin the strategic plan, to forecast its humanresource demand, to acquire human reSourcein the right numberand type, tp develop andproperly utili:ze it, monitor and evaluate itsresult and make corrective measures fromtime to time.

2) Any government institution based on itsstrategic plan shall prepare and implementshort, medium and long term human resourceplan.

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3) Vacancies may be filled through recruitment,promotion, transfer or deployment on thebasis of the human resource plan.

4) The Agency shall issue detailed guidelines onhuman resource planning.

3. Filling of vacancies

1) There shall be no discrimination among jobseekers or civil servants in filling vacanciesbecause of their ethnic origin, sex, religion,political outlook, disability, HIV/AIDS orany other ground.

2) A vacant position shall be filled only by aperson who meets the qualification requiredfor the position and scores higher than othercandidates.

3) Notwithstanding the provisions of Sub-Articles (1) and (2) of this Article, inrecruitment promotion and deploymentpreference shall be given to:

a) female candidates;b) candidates with disabilities; andc) members of nationalities comparatively

less represented in the governmentoffice,

having equal or close scores to that othercandidates.

4) The definition of disability applicable in theappropriate law relating to disability shallalso apply for the purposes of this Article.

14. Eligibility

1) The following shall not be eligible to be civilservants:

a) a person under the age of 18 years;b) any person who has been convicted by a

court of competent jurisdiction of breachoftrust, theft, or fraud;

c) any person who is unwilling to take oathfidelity according to Article 18 of thisProclamation

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3541

d) Wrthout prejudice to Sub-Article (1) (b)of this Article a civil servant who hasbeen dismissed on grounds ofdisciplinary offence, before the lapse offive years from the date of his dismissal.

2) Notwithstanding Sub-Article (1) (a) of thisArticle, the Agency may issue directives oncircumstances in which young persons abovethe age of 14 under 18 may be appointed ascivil servants and on the conditions of serviceapplicable to them.

15. Employment of foreigners

. Without prejudice to the provisions of Article5(2) of the proclamation providing foreignNationals of Ethiopian Origin with certain rightsto be exercised in their country of OriginProclamation No 270/2002 and Article 22(2) ofthis proclamation, a person who is not anEthiopian national may not be eligible to be aCivil Servant.

16. Vacancy Announcement and Examinationfor Recruitment

1) Government institutions shall advertise everyvacant position to be filled by a new civilservant.

2) Notwithstanding Sub-Article /1/ of this Article,whenever there is shortage of professionals in thelabour market, a government institution maysolicit graduates of higher educational institutionsfor recruitment in cooperation with theinstitutions.

3) The Agency shaH issue directives with regard toadvertising vacant positions, and the preparationand conducting of examinations and disclosing theresults thereof.

17. Medical Certificate and Police Record

Without prejudice to Article 1313/ of thisProclamation, the candidate who has scored thehighest mark from among the competitors andpassed the examination, shall submit medicalcertificate except HIV1AIDS' test to proye hisfitness for s~rvice and written testimony to provethat he has no police record with regard to crimesreferred to in sub-Article/l/ /bl of Article 14 ofthis proclamation.

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.18. Appointment and Oath of Fidelity

I) A newly appointed civil servant shall beserved with a letter of probationalappointment, signed by the Head or any otherauthorized Qfficial of the governmentinstitution, stating the title and grade of hisposition, his salary and date ofcOl11mencementof his appointment, togetherwith job descriptions of his position.

2) The appointed civil servant shall, beforecommencement of his work, take thefollowing oath of fidelity:

"I being a civil servant solemnly andsincerely swear to faithfully serve the people andexecute government policy, and to respect at alltimes the Constitution and the laws of theCountry and not to disclose to any partyinformation that is revealed to me by reason ofmy duties and is classified as secret orconfidential by law or standard transparentprocedure"

19. Determination of Starting Salary

1) Any newly appointed civil servant shall bepaid the base salary as fixed by the civilservice salary scale for the position he hasbeen appointed.

2) The agency shall issue detailed directives onthe circumstances in which governmentinstitutions may decide to pay a higher basesalary to new recruits and the directives mayinclude the types of position, the extent ofdeparture from the base salary, the eligibilitycriteria and other relevant matters.

20. Probation

1) The purpose of probation shall be to provethe competence of a newly appointed civilservant through follow-up of hisperformance.

2) The period of probation of a civil servant onthe position of his appointment shall be forsix months; provided however, if theperformance result is below satisfactory, itmay be extended for an additional period ofthree months.

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19lhFebruary. 2007... Page

3) The' service of a probationary civil servantshall be terminated where the performanceevaluation result is below satisfactory for theextended period of probation.

4) Where the civil servant on probation is absentfrom his work due to employment injury andwithout prejudice to the provisions of sub.Articles (2) and (3) of Article 53 of thisproclamation, he shall be allowed tocomplete the remaining probation periodfollowing the date of his recovery.

5) Where the civil servant on probation period isabsent due to force majeure for a period lessthan one month, the performance evaluationwill cover only the period in which he waspresent at work.

6) Notwithstanding the provision of sub-Article (5)of this Article, a civil servant on probation isabsent due to maternity leave, for a period of morethan one month,' she shall be allowed to completethe remaining probation period following the endof her maternity leave. However, that if herabsence is less than a month, her evaluation willcover only the period in which she was present atwork.

7) Unless otherwise provided in thisproclamation, a civil servant shall haveduring the probation period, the same rightand obligations that a civil servant who hascompleted his probation.

21 .Permanent Appointment

1) Where the civil servant on probation hasrecorded satisfactory or above satisfactoryperformance result, a letter of permanentappointment shall be issued to a civil servant.

2) If performance evaluation result of the civilservant. on probation is not evaluated before theexpiry date of the probation period and withoutprejudice to the responsibility of the officialconcerned, the performance ,evaluation shall becarried out within one month following theprobation period.

22. Temporary employment

I) Without prejudice to Sub- Article 2 of this Article,a government.institution may appoint a temporarycivil servant only for a job which is not of apermanent nature, provided, however, that agovernment office may, where circumstances sorequire, appoint a temporary civil servant to apermanent position.

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2) A government office may appoint a foreignnational on temporary bases, where it isproved that it is impossible to filI a vacantposition that requires high level professionalby an Ethiopian through promotion, transferor recruitment.

3) The agency shalI issue detailed directives onrecruitment, right and duties as well as workconditions of temporary employees.

CHAPTER TWOPromotion

3. Objectives

Promotion shall be given for the purpose ofenhancing the performance of governmentinstitutions and to motivate the employees.

4. Selection for Promotion

1) Any civil servant who has completed hisprobation, may compete for promotion,unless he is prohibited by relevant directiveson promotion.

2) The Agency shalI issue detailed directives onthe promotion of Civil Servants. .

5. Revocation of Promotion

A promotion obtained on the basis of fraudulentevidence or granted in contravention of the lawshalI, with out prejudice to disciplinary andcriminal liability, be revoked any time.

CHAPTER THREETransfer and Reassignment

6. Internal Transfer

1) A government institution may, whenevernecessary, based on a transparent procedure,transfer a civil servant to another similarposition of an equal grade and salary or toanother place of work within the governmentinstitution.

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2) 'Notwithstanding the provisions of Sub-Article "(1)of this Article, a civil servant may,without affecting his salary, be temporarilyassigned to another position, for not morethan a year, irrespective of the grade or typeof functions where it is required to preventthe occurrence or rectify the damage of anydisaster to the government institution.

3) Where it is proved by a medical certificate that acivil servant who has completed his probation isunable to carry out the functions of his position orto reside in his place of work due to his healthcondition, he shall be transferred to anothersuitable position or place of work with:

a) the same grade where such vacantposition is available; or

b) a lower grade where a vacant position ofthe same grade is not available and he iswilling to be transferred to a position oflower grade.

4) Where the position of a civil servant isabolished, he shall be transferred to anotherposition of an equal grade within thegovernment institution.

27. Acting- Assignment

1) Where circumstances so require a civilservant may be assigned to a higher po~itionin an acting capacity for not more than ayear.

2) Notwithstanding the provision of sub-Article(1) of this Article a civil servant may beassigned to higher position in acting capacityto replace a civil servant who is on educationor training program, that lasts more than ayear.

3) Any civil servant assigned in an actingcapacity shall be entitled to acting allowance.The Agency shall issue directives on theamount of such allowance.

8. Transfer from Another Government Institution

1) A government institution may, whenevernecessary and the recipient and sender

. government institutions as well as the civilservant so agree, transfer a civil servant to asimilar position of equal grade and salaryfrom other government institution bynotifying the Agency.

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2) Where the concerned civil servant, regionalgovernment institution and the recipientfederal government institution so agree andwhen the appropriate auth9rity in the regionapproves it, a civil servant may be transferredfrom the regional government institution tothe federal government institution to similarposition of equal grade and salary.

3) A civil servant transferred under this articleshall not lose the salary and benefits acquiredby virtue of his grade and service before thetransfer.

29. Secondment

1) A civil servant may, where it is necessary andthe government institution and the civilservant so agree, be seconded to anothergovernment institution or regionalgovernment institution or public enterprise ornon-governmental organizations to perform aspecific duty for a period not exceeding oneyear.

2) Where it is necessary, any governmentinstitution may second an employee frompublic enterprise, regional governmentinstitution or non-governmental organizationfor a period not exceeding one year.

3) Notwithstanding Sub-Article /1/ of thisArticle, upon the decision of the federalgovernment a civil servant may, withoutaffecting his salary ,be assigned to anothergovernment institution or based on therequest of a regional state to a governmentinstitution of such state, for a period notexceeding one year.(

4) Where a civil servant is seconded inaccordance with Sub-Article /1/ of thisArticle:

a) his salary and other benefits shall not beaffected because of his assignment;

b) his performance shall be evaluated by thegovernment institution to which he isseconded;

c) he shall be subjected to disciplinarymeasures to be taken by his employerwhenever he commits disciplinaryoffences.

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30. Redeployment

I) "The,fiI~ingof a vacant position in any governmerInstitutIOn through redeployment of a permanercivil servant from another government institutio~hal,1 ?e ,made only where the governmerInstItutIOn ISclosed or it has redundant manpoweor the position of the civil servant is abolished anthe Agency so decides.

2) Any government institution may redeploy it~employees on the basis of competition whenit implements a new organizational structure.

3) A civil servant redeployed under this Articleshall be entitled to his previous salary andbenefits acquired by virtue of his grade andservice.

CHAPTER FOURPerformance Evaluation

J. Performance Evaluation

I) Thepurpose of performance evaluation shaH be:

a) to enable civil servants to effectivelydischarge their duties in accordance withthe expected level, quality standards andtime and expense;

b) to evaluate civil servants on continuous

.basis and identify their strengths andweaknesses with a view to improve theirfuture performance;

c) to identify training needs of employees;

d) to give reward based on result;

e) to enable management to make itsadministrative decisions based onconcrete evidence.

2) Performance evaluation shall be carried outin a transparent manner.

3) The Agency shall issue directives onperformance evaluation.

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19'hFebruary, 2007... Page

PART FOURWorking Hours and Types of Leave

CHAPTER ONEWorking Hours

2. Regular Working Hours

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Regular working hours of civil servant shall bedetermined on the basis of the conditions of theirwork and shall not exceed 39 hours a week.

3. Office Hours

The time when the office hours of civil servantsbegins and ends shall be determined byRegulations of the Council of Ministers.

4. Overtime Work

1) Any civil servant who has worked overtimeis entitled to compensatory leave or over timepay based on his preference.

2) The Agency shall issue directive on theconditions of overtime work, amount ofpayment and compensatory leave.

5. Public Holidays and Weekly Rest Day

1) Any civil servant shall incur no reduction inhis regular pay on account of having notworked on public holiday or weekly rest dayor on a day offices are closed by the order ofthe government.

2) Any civil servant ordered to work on a publicholiday or on a day government institutionsare closed by the order of the government,due to compelling circumstances, shall beentitled to overtime payor compensatoryleave based on his preference.

3) Notwithstanding the provision of Article34/1/ of this Proclamation a civil servantordered to work on a weekly rest day, due tocompelling circumstances, shall be granted acompensatory leave during working days ofthe next week.

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CHAPTER TWOAnnual Leave

6. Objectives

I) The purpose of annual leave is to enable acivil servant get rest and resume work withrenewed strength.

2) Any newly appointed civil servant shall notbe entitled to annual leave before serving foreleven months.

3) There shall be no payment in lieu of annualleave; provided, however, that payment maybe made for unused annual leave due totermination of appointment.

7. Duration of Annual Leave

I) A civil servant shall be entitled to annualleave of 20 working days for his first year ofservice.

2) A civil servant having a service of more thana year shall be entitled to additional leave ofone working day for every additional year ofservice; provided, however, that the durationof annual leave shall not exceed 30 workingdays.

3) Previous service rendered in any governmentinstitutions and regional governmentinstitutions shall be considered for theapplicationof Sub-Article(2) of this Article.

8. Granting of Annual Leave

I) Annual leave. shall be granted within the budgetyear in accordance with a leave made known tothe civil servants and leave made and prepared onthe basis of due consideration of the interest of thegovernment office and, as much as possible, thepreference of each civil servant.

2) A civil servant shall be entitled to advancepayment of his monthly salary at the time oftaking his annual leave.

3) Without prejudice to the provisions of Article36/2/ a civil servant after the completion ofII months shall be granted annual leavebased on the service rendered.

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4) A civil servant who resigns after taking hisannual leave in accordance with Sub Article/1/ of this Article before the end of the budgetyear shalI be liable to pay back part of theadvance salary for which he has not renderedservIce.

9. Postponement of Annual Leave

1) Notwithstanding the provisions of Article38( 1) of this Proclamation, the head of agovernment institution may authorize thepostponement of annual leave for two budgetyears, where the government office, due tocompelIing reasons, is unable to grant a civilservant his annual leave within the samebudget year; provided however, that theaccumulated leave shall be granted to thecivil servant in the third budget year.

2) Notwithstanding the provisions of Article36(3) of this Proclamation, a civil servantwhose annual leave is postponed for twoyears in accordance with sub-Article (1) ofthis Article, may claim payment, and thegovernment institution shall make thepayment forthe first year of the accumulatedannual leave from a budget alIocated for sllchpurpose,

40. Unused Annual Leave

1) Where the appointment of a civil servant isterminated, the payment shall be made for thenumber of working days of unused annualleaves which are postponed as specifiedunder Article 39/1/ of this Proclamation.

2) The provision of Sub Article /1/ of thisArticle shall not apply to the civil servanttransferred under Article 28 of thisProclamation or redeployed under Article 30of this Proclamation. However, unused leavethat had been postponed as specified underarticle 39 /1/ of this Proclamation will betransferred to the government institution towhich he is transferred or redeployed.

CHAPTER THREEOther Leaves

1. Maternity Leave

1) A pregnant civil servant shall be entitled to:

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a) paid leave for medical examination inaccordance with a doctor's recommend~dation;

b) paid leave before delivery if recommendedby a doctor.

2) A pregnant civil servant shall be entitled to aperiod of 30 consecutive days of maternityleave with pay preceding the presumed dateof her confinement and a period of 60consecutive days of maternity leave after herconfinement.

3) If the pregnant civil servant deliver on beforethe completion of prenatal leave which isgranted under sub-article 2 of this Article,the unused prenatal leave will granted afterher confinement.

4) If the pregnant civil servant does not deliveron the presumed date, the days subsequentlytaken before her confinement shall bereplaced by the annual leave she is entitled towithin the budget year or that of the -following budget year if no annual leave isleft.

5) The civil servant shall be entitled to sickleave in accordance with Article 42(1) of thisProclamation, if she becomes sick aftercompletion of her maternity leave under sub-Article (2) of this Article.

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6) Any civil servant shall be entitled a paternityleave with pay for five working days at thetime of his wife's delivery.

2. Sick Leave

1) Any civil servant shall be entitled to sickleave where he is unable to work due tosickness.

2) The duration of sick leave to be granted to apermanent civil servant in accordance withSub-Article (1) of this Article shall notexceed eight months in a year or twelvemonths in four years, whether countedconsecutively or separately starting from thefirst day of his sickness.

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3) Sick leave to be granted in accordance withSub-Article (2) of this Article shall be withfull pay for the first three months, half payfor the next three months and without pay forthe last two months,

4) A Civil Servant on probation shall be entitledto one month sick leave with pay.

5) Where any civil servant is absent from workdue to sickness:

a) he shall, as soon as possible, notify thegovernment institution unless preventedby force majeure;

b) he shall produce a medical certificate incase of absence for three consecutivedays or for more than six days within abudget year.

3. Leave for Personal Matters

Any civil servant shall be entitled leave forpersonal matters such as mourning, wedding,examination and the like for a maximum of sevendays within a budget year.

4. Special Leave With Pay

Any civil servant shall be entitled to special leavewith pay where:

1) he is summoned by a court or any othercompetent authority, for the time utilized forthe same purpose;

2) he participates in the election of governmentofficials, for the duration of the voting.

5. Special Leave without Pay

1) A civil servant who has completed hisprobation, u'pon sufficient ground, applies fora special leave without pay; the head of thegovernment institution may authorize thegrant of such leave if it does not adversely

.affect the interest of the institution,

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2) A civil servant who has completed hisprobation period and runs for election shallbe entitled to leave without pay during theelection campaign and for the duration of thevoting.

6. Medical Benefit

1) A civil servant who has ,completed hisprobationary period as specified under Sub.Article 2 of this Article: -

a) shall have the right to get all medicalservices in government medicalinstitutions without incurring additionalcosts;

b) shall have the right to get med icalservices, with half pay, in governmentmedical institutions for his spouse andminor children.

2) The Agency jointly with other relevantgovernment institution shall undertakestudies regarding the amount of monthlycontribution to be made by civil servantstowards the medical benefits they are entitledto under Sub Article (1) of this Article andsubmit the same to the Council of Ministersfor approval and supervise its implementationup on approval.

PART FIVEOccupational Safety and Health

7. Employment Injury

1) "Employment Injury" means employmentaccident or occupational disease.

2) "Employment Accident" means any organicinjury or functional disorder suddenlysustained by a civil servant during or inconnection with the performance of his work,and shall include the following:

a) injury sustained by a civil servantoutside of his regular work, or outside ofhis regularworking place or hours, whilecarrying out orders by a competentauthority;

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b) injury sustained bya civil servantduring or outside of working hours whileattempting to save his work place fromdestruction of imminent danger, thoughwithout order by a competent authority;

c) injury sustained by a civil servant whilehe is proceeding to.or from his place ofwork in a transport service vehicleproviOed by the government institutionwhich is available for the common use ofits employees or in a vehicle hired and'expressly destined by the office for thesame purpose;

d) any injury sustained by a civil servantbefore or after his work or during anyinterruption of work, if he is present inthe work place or the premises of theundertaking by reason of his duties inconnection with this work;

e) any injury sustained by a civil servant asa result of an action of the employer or athird person during the performance ofhis work.

3) "Occupational Disease" means any pathologicalcondition of a civil servant which arises, as aconsequence of the kind of work he performs orbecause of the agent that causes the disease for acertain period prior to the date in which thedisease became evident; provided, however, that itdoes not include endemic or epidemic diseasewhich are prevalent and contracted in the areawhere the work is done.

4) The extent of disability and disease caused byan employment injury shall be determinedunder Article 24 of civil servant pensionProclamation no. 345/2003.

5) Notwithstanding the provisions of Sub-Article (1) of this Article, any injurysustained by the deliberate act of the civilservant, in particular, by his non-observanceof express safety instructions or by reportingto work in a state of intoxication shall not bedeemed an employment injury.

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191hFebruary, 2007... Page

8. Safety Measures

1) Any government institution shall have theresponsibility to:

a) ensure that the work place does not causehazard to the health and safety of civilservants;

b) provide civil servants with protectivedevices and materials and give theminstructions on their usage.

2) Any civil servant shall have the obligation to:

a) observe directives issued in relation tosafety and health;

b) properly use safety devices and marteri-als; and

c) promptly inform the concerned official ofany situation which he may have reasonto believe could present a hazard.

3) The Agency shall supervise occupationalsafety and health in government institutionsand shall issue directives regarding safetyprecaution measures.

4) The Agency shall undertake studies on theoccupational safety and health of work placesand facilitate training for its implementationin the government institutions.

49. Principle of Disability

1) "Disablement" means any employment injuryas consequence of which there is a decreaseor loss of capacity to work.

2) The effects of disablement are temporarydisablement, permanent partial disablement,permanent total disablement and death.

O. Temporary Disablement

"Temporary disablement" means the reduction fora limited period of time of the worker's capacityfor work partially or totally.

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1. Permanent Partial Disablement

"Permanent partial disablement" means incurableemployment injury decreasing the injuredworker's capacity,

2. Permanent Total Disablement

"Permanent total disablement" means incurableemployment injury, which prevents the injuredworker from engaging in any kind of remuneratedwork.

.

~edical Benefits and Injury Leave

1) The government institution shall cover thefollowing medical expenses incurred by acivil servant due.to employment injury:

""\a, general and special medic,al treatment

and surgical care expenses,

b. hospital andexpenses,

pharmaceutical care

c, any necessary prosthetic or orthopedicappliance expenses,

2) Any civil servant who. has sustained anemployment injury .shall be entitled to injuryleave with pay until, he recovers and resumeswork or until it is medically certified that heis permanently disabled~ however, on theevent of medical determination that the.~mployee is unable to work permanently, heshall be entitled to the benefits provided for

.under Agicle 54 of this Proclamation.

3) Where the ..civil servant intentionally delayshis recovery by not following the treatmentproperly or by his non-observance of doctor'sinstructions, his entitlement of medicalbenefits and leave under Sub- Articles /1/ and/2/ of this Article shall cease.

4. Disability Pension and Gratuity

1) Any civil servant who has sustainedpermanent total or partial disability due toemployment injury shall be entitled tobenefits provided for in the public servant'spension law,

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2) ~njuries. which, although not resulting inincapacIty for work, cause serious mutilation ordisfigurement of the injured civil servant, shall beconsidered permanent partial disablement ,for thepurpose of payment of compensation and otherbenefits.

3) The assessment of the extent of employmentinjure under Article 28 of Public Servant'sPension Proclamation No. 345/2003 shallalso apply for the implementation of Sub-Article /2/ of this Article.

4) Where an employment injury resulted in thedeath of the civil servant the survivors shallreceive gratuity provided in the relevantpension law;

5. Exemption from Tax

Any payment to be made pursuant to Article 54 ofthis Proclamation shall be. exempt from taxationand may not be att~ched, deducted by way of setoff or assigned by die beneficiary.

6. Claims of Compensation from Third Party

1) Where the injury sustained by the civilservant is caused by the fault of a third party,the government institution shall be entitled toclaim compensation from rhe third party anamount equal to the expenses, which it hasincurred due tothe injury.

2) In the event that the civil servant receivescompensation from the third party who causedinjury, the government institution may deductfrom the. salary of the civil servant the expensesincurred pursuant to Article 53 Sub-Articles (1)and (2) of this Proclamation. Where the amount ofcompensation received by the civil servant is lessthan the cost incurred by the governmentinstitution, the. institution can claim the differencefrom the third party.

.

PART SIXTraining of Civil Servants

7. Objectives

A Civil servant shalJ be trained to improve hiscapability and attain better performance or toprepare him for higher responsibility based oncareer development.

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19thFebruary, 2007... Page 3558

58. Responsibility to Train Civil Servants

1) A government institution shall have the dutyto identify the training needs of the institutionand the civil servants and to prepare plansand budget for training and thereby ensurethat civil servants receive the necessarytraining and furnish information thereon tothe Agency.

2) The Agency shall, with a view to make thetraining of civil servants effective, prepare apolicy with regard to conditions of traininglocally and abroad and submit the same to theCouncil of Ministers and supervise itsimplementation upon approval.

PART SEVENManaging Information Profile of Civil Servants

9. Personnel Records

1) Any government institution and the Agencyshall keep personnel records containing allrelevant information regarding each civilservant as well as temporary employees.

2) Any civil servant shall have access to allinformation contained in his personnelrecords or to have a copy thereof.

3) Any person other than the concernedadministrative staff shall not have access topersonnel records unless authorized by thehead of the government institution.

4) It is prohibited to deposit any document inthe personnel records of a civil servantwithout his knowledge.

5) Any government institution shall beresponsible for keeping personnel records ofcivil servants for a period determined in thedirectives issued by the governmentinstitution authorized by law.

The Responsibility of Organizing Profile ofCivil Servants

1) The Agency shall have the duty to:

a) implement uniform human resourcemanagement information system at anational level ;

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b) organize civil servants human resou-rce data base at national level;

c) colle~t and compile statistical datarelating to civil servants.

2) Every government office shall sendinformation on timely basis to Agency'shuman resource database,

3) Any government office shall have a duty tosend information on time to the humanresource data base established by the Agency.

PART EIGHTObligations and Ethics of Civil Servants

t, Obligations of Civil Servants

Any civil servant shall:

1) be loyal to the public and the Constitution;

2) devote his whole energy and ability to theservice of the public;

3) discharge the functions specified in his jobdescription and accomplish other tasksordered legally;

4) observe laws, regulations and directivesrelated to the civil service;

5) have a duty to perform government policyefficiently.

2. Ethical Conduct of Civil Servants

Without prejudice to the provisions of Article 61of this proclamation, the Council of Ministersshall issue detailed code of conduct Regulationsof the Civil Servanst.

63. Compulsory Medical Examination

1) Any civil servant shall have the obligation totake medical examination, with the exceptionfor HIV/AIDS, when required by thegovernment institution on sufficient groundsrelated to the service.

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19thFebruary. 2007". Page

2) Expenses incurred pursuant to Sub-Article(1) of this Article shall be covered by thegovernment institution.

64, Handling and Use of Property

Any civil servant shall have the responsibility toproperly handle and use the equipment andmaterials provided to him for the carrying out ofhis duties.

65. Extent of Liability

Any civil servant shall be liable for the damage orloss of equipment and materials provided to himfor the carrying out of his duties, where suchdamage or loss is caused by his negligence orintentional act.

PART NINEDisciplinary Measures And Grievance Procedure

66, Objectives of Disciplinary Penalties

The objectives of disciplinary penalty shall be torehabilitate a delinquent civil servant when he canlearn from his mistakes and become a reliablecivil servant or to discharge him when hebecomes recalcitrant.

67. Types and Classification of Disciplinary Penalties

1) Depending on the gravity of the offence, oneof the following penalties may be imposed ona civil servant for breach of discipline:

a) oral warning;

b) written warning;

c) fine up to one month's salary;

d) fine up to three moth's salary;

e) down grading up to the period of twoyears;

t) dismissal.

2) The penalties specified under Sub-Article (1)(a)-(c) of this Article shall be classified assimple disciplinary penalties.

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3) The penalties specified under Sub-Article (1)(d) - (t) of this Article shall be classified asrigorous penalties.

4) A civi I servant who is demoted in accordancewith Article (1) (e) of this Article and uponthe lapse of his period of punishment, shallbe reinstated:

a) to a similar available vacant post,without any promotion procedures;

b) in absence of a vacant post, he shall bereinstated to a similar post without anypromotion procedures when itbecomes available at a later time.

5) After a disciplinary measure has been takenon a civil servant, such measure shall remainin his record:

a) for two years, where the penalty issimple;

b) for five years, where the penalty isrigorous.

68. Offences Entailing Rigorous Penalties

Rigorous disciplinary penalties may be imposedfor the following offences:

1) to undermine one's duty by beingdisobedient, negligent or tardy or by none-observance of working procedures;

2) deliberate procrastinationmistreatment of clients;

of cases or

3) to deliberately obstruct work or to collaboratewith others in committing such offence;

4) unjustifiable repeated absenteeism or non-observance of office hours in spite of being

-penalized by simple disciplinary penalties;

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5) to initiate physical violence at the place ofwork;

6) neglect of duty by being alcoholic or drugaddict;

7) to accept or demand bribes;

8) to commit an immoral act at the place ofwork;

9) to commit an act of theft or breach of trust;

10) to commit an act of misrepresentation 'orfraudulent act;

11) to inflict damages to the property of thegovernment due to an intentional act ornegligence;

12) abuse of power;

13) to commit sexual violence at the place of work;

14) to commit any breach of discipline of equalgravity with the offences specified under thisArticle.

.

69. Taking Disciplinary Measures

1) A government institution shall establish adisciplinary committee which .shall investigatedisciplinary charges brought against civil servantsand thereby submit recommendations to theconcerned officials.

2) Disciplinary measures may be takenirrespective of any court proceedings ordecision.

70. Suspension from Duty

1) Any civil servant will be suspended fromduty if it is presumed that:

a) he may obstruct the investigation byconcealing, damaging or destroyingevidence related to the alleged offence;orhe may commit additional offence on theproperty of the government institution;orthe alleged offence is so grave as todemoralize other civil servants ornegatively affect the public trust towardscivil servants;

.

b)

c)

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d) the disciplinarydismissal.

offence may lead to

2) A civil servant can be suspended from dutyand may not get his salary according to Sub-article (1) of this Article only for a maximumperiod of not exceeding two months.

3) The decision given in accordance with Sub-article (2) of this Article shall be notified tothe civil servant in writing, with the groundsand duration of his suspension signed by theHead of the government institution.

4) Unless a decision of dismissal is renderedagainst a suspected civil servant, the salarywithheld at the time of suspension shall bepaid to him without interest.

5) The suspension of a civil servant shall notdeprive him of other rights and duties thatare not affected by the suspension.

71. Period of Limitation

I) Disciplinary measure shall not be taken against acivil servant who has committed an offenceentailing simple disciplinary penalty unless suchmeasure is taken within six months, from the timethe commission of the offence is known; provided, however, that the official who has failed to takethe disciplinary measures within the time limitshall be held responsible.

2) No disciplinary charge shall be brought against acivil servant who has committed an offenseentailing rigorous disciplinary penalty and suchoffense also subjected to criminal liability,Unless the disciplinary charges is brought withinthe time limit provided in the criminal code forsuch criminal offense.

3) No disciplinary charge shall be brought against acivil servant who has committed an offenseentailing rigorous disciplinary penalty and suchoffense is not subjected to criminal liability,Unless the disciplinary charges is brought withinthe time limit provided in the criminal code forpetty offenses.

4) Notwithstanding the provisions of Sub-Articles 121and 131of this Article the official,who has failed to take the measures within apeiod of one year, shall be held responsible.

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5) Any c1aim by a civil servant for payment ofmoney shall be barred by limitation after sixmonths from the date it becomes due.

72. Establishment of Grievance Handling.Committee

Any government institution shall establish agrievance handling committee that conductsgrievance inquiry, and submits recommendationto the Head of the government institution.

73. Duties of Grievance Handling Committee

The grievance handling committee shall investigatecomplaints lodged by .civil servants and submitrecommendations relating to:.

1) interpretation and implementation of lawsand directives;

2) protection of rights and benefits;

3) occupational safety and health;

4) placement and promotion;

5) performance appraisal;

6) undue influence exerted by supervisors;

7) disciplinary measures provided under Article67/11/a/./c/;

8) other issues related to conditions of service.

PART TENAd ministra tive Tribunal

74.. Establishment of the Administrative Tribunal

1) An Administrative Tribunal, which hears,litigates and decides cases brought to it onthe basis of Article 75, is hereby established.

2) The Administrative Tribunal shall havechambers, which examine and decide onappeal cases.

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3) Each chamber shall have a chairperson andtwo members designated by the GeneralDirector.

4) The Administrative Tribunal shall have apower, given to an ordinary court under civilprocedure code, to execute its own decision,decree, order and the court procedure.

5) The Agency may issue directives relating tothe way the judges perform their functions,the code of ethics they shoul.d observe, andother related matters.

75. Jurisdiction of the Administrative Tribunal

The Administrative Tribunal shall have the power tohear and decide on appeals brought by a civil servantrelating to:

1) unlawful suspension or termination ofservice;

2) being penalized by rigorous disciplinarypenalty;

3) an illegal attachment or deduction of hissalary or other payments;

4) infringement of his rights arising from anemployment injury;

5) except provided in Article 73/7/ of thisProclamation ,cases investigated and decidedupon by grievance handling committee;

6) matters arising from his request fortermination letters and testimonials ofservice.

76. Decision of the Administrative Tribunal

1) The Administrative Tribunal may, afterhearing the appeal, . confirm or reverse thedecision or vary the decision in favor of theappellant.

2) The decision of the Administrative tribunalon question of facts shall be final; provided,however, that anyone of the parties mayappeal to the Federal Supreme Court onquestion of law within 30 days from the dateof the decision of the AdministrativeTribunal.

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77. Execution

1) Any government institution against which adecision is given by the AdministrativeTribunal shall have the obligation toimmediately execute the decision.

2) Where the beneficiary of a decision pleadedthat thedecisioli of the AdministrativeTribunal given in accordance with Article 76of this Proclamation is not executed within30 days, the Administrative Tribunal shaHexecute the decision.

3) The Head of the government institution whofailed to execute the decision of theAdministrative Tribunal shall be liable forthe damage sustained by the institution andthe civil servant.

PART ELEVENTermination and Extension of Service

78. Resignation

1) Without prejudice to the obligations providedin laws and contracts any civil servant may,by giving a one month prior notice, resign atany time.

2) Any civil servant, who has terminated hisservice without giving a one month priornotice, provided in Sub- Article /1/ of thisArticle, may be subjected to civil andcriminal liability.

3) Where the service of the civil servant isindispensable and he could not be replacedeasily, the Head of the government institutionmay delay his release for a period notexceeding three months including the date ofapplication.

79. Termination Due to Illness

1) Where a civil servant is unable to resumework with in the time specified underArticle 42/2/ and /4/ of this Proclamation,he shall, be deemed unfit for service andbe discharged.

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19th February, 2007". Page

2) Without prejudice to the provisions ofArticle 53/21 of this Proclamation, wherea civil servant who has sustainedemployment injury is medicallydetermined to be permanently disabled,his service shall forthwith be terminated.

..

3) If a civil servant who has completed hisprobation period does not agree on the transferthat could be undertaken in accordance toArticle 26/3/'0/ of this Proclamation. hisserviceshall be terminated.

.

80. Termination on Grounds of Inefficiency

I) The service of a civil servant who hascompleted his probation period may beterminated due to inefficiency where hisperformance evaluation result is belowsatisfactory for two successive evaluationperiods despite exerting all his knowledgeand ability to accomplish his work.

2) Notwithstanding the provisions of Sub-Articlell/of this Article, a civil servant' whose performanceevaluation result is above satisfactory for fivesuccessive years may not be dismissed on groundsof inefficiency unless his performance resultbecomes below satisfactory for the following threesuccessive evaluation periods.

3) The termination of service of a civil servantunder Sub-Articlelll and 121 of this Articleshall only be effected for the achievement of'the purpose of performance evaluation underArticle 31 of this Proclamation where it isdeemed necessary.

81. Termination due to Force Majeure Situations

I) A civil servant who has completed probationand is absent from work due to forcemajeure, shall inform the situation within onemonth to the respective governmentinstitution.

2) The government institution that has receivedthe reasons of absence of a civil servant inaccordance with sub-Article (1) of thisArticle shall, after verifying the validity ofthe reason, keep the post of the civil servantvacant for six months. Provided however, ,that the service of a civil servant may beterminated if he is unable to resume workwithin the six months.

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191hFebruary,2007... Page

3) Without prejudice to the provision of Sub-Article (1) of this Article, when a civilservant who has completed his probation isabsent from his work for ten consecutiveworkings days due to unknown reasons thegovernment institution may terminate theemployment after calling him in two noticesin ten days' interval.

4) Notwithstanding the Provisions of Sub-Article (3) of this Article, a governmentinstitution may reinstate the civil servant tohis job if the civil servant applies for his jobwithin six months after the termination of hisemployment, produces sufficient evidence toprove that his reasons of absence was due toforce majeure and there exists a similarvacant position within the institution.

5) A civil servant who responded to the noticesmade in accordance with Sub-Article (3) ofthis Article within a month from the first dayof absence shall be placed on his job and theHead of the government institution shalldecide afterwards on the case after examiningthe reasons and the supporting evidencecausing the absence.

6) The service of a civil servant who has notcompleted his probation shall be terminatedwithout any additional formality, where he is

.

absent from work for one month due to forcemajeure.

2. Nullification of Appointment

Any appointment obtained on the basis of falserepresentation regarding educational qualificationor work experience or made by unauthorizedperson or in contravention of this Proclamation,regulations and directives issued hereunder or anyother law shall be nullified by the decision of thehead of the government institution or the Agency.

83. Retrenchment

1) . Any civil servant shall be retrenched where:

a) his position is abolished;

b) the government office is closed; or

c) redundancy of man power is created;

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3569

and where it is not possible to reassign him inaccordance with Article 30/1/ of thisProclamation or where he is reluctant toaccept a position of a lower grade.

2) Retrenchment of a civil servant in accordancewith Sub..Article (1) (c) of this Article shallbe made when it is proved that hisperformance and qualification are lowerwhen compared with other civil servantsholding the same position.

84. Termination of Service 011Disciplillary Grounds

I) The service of a civil servant shall be. terminated where:

a) a disciplinary penalty under Sub-Article1/f/ of Article 670f this Proclamation isimposed on him; and

b) the penalty is not revoked on appealmade under Article 76 of thisProclamation.

2) Where the penalty is mitigated or revoked onappeal the civil servant shall be entitled towithout interest, the payment of his unpaidsalary withheld during the appeal.

85. Retirement

I) The service of a civil servant whose serviceis not extended beyond retirement agepursuant to article 89 , shall be terminated onthe last date of the last month in which heattained the retirement age determined bylaw.

2) The civil servant shall be notified of hisretirement in writing three months prior to hisretirement.

86. Termination on the Ground of Death

I) The service of a civil servant shall beterminated on the day of his death.

2) The full salary for the month in which a civilservant has passed aWay shall be paid to hisspouse or legal heir.

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87. Certificate of Service

Where the service of a civil servant on service isterminated for any reason or where he so requests,he shall be provided with a certificate of serviceindicating the type and duration of service as wellas his salary,

88. Severance Pay

I) Any civil servant who has been retrenchedunder Article 83 of this Proclamation and isnot entitled to pension allowance on the dateof the termination of the employmentcontract. shall be paid:

a) his salary of three months for the firstyear of his service; and

b) one-third of his monthly salary for eachadditional year of his service provided,however, that such payment shall notexceed his salary of 12 months.

2) A civil servant who has completed hisprobation and served for less than one yearshall be entitled to severance pay inproportion to his service.

3) Without prejudice to the provisions of the relevantpension law, where the service of a civil servant isterminated due to death an amount equivalent tohis three month's salary shall be paid to his spouseor dependent who have been made known to thegovernment institution in writing, Where the civilservant died without notifying the name of hisspouse or dependants in writing payment will bemade when the spouse or the dependant(s)produce a valid title of succession from thecompetent court or authority.

4) Any payment to be made pursuant to Sub-Article (3) of this Article shall be exemptfrom taxation and may not be attached ordeducted.

89. Extension of Service

1) The' service of a civil servant who hascompleted his probation may be extendedbeyond his retirement age for a period up tofive years at a time and for a period notexceeding ten years in total.

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2) The service of a civil servant may beextended under Sub.Article (1) of this Articlewhere:

a) his qualification, special skill and abilityis found to be essential to thegovernment institution;

b) it is not possible to replace him byanother civil servant through promotion.transfer or recruitment;

c) he is proved fit for service by medicalcertificate;

d) he has agreed to the extension of hisservice; and

e) the extension is approved by the Agency.

PART TWELVEM iscella neous Provisions

j. r:'»1'CT r ~(.Jf iJ1:1:"T r ~OD(J}1f6Jl>"'1('A'i 90. Effects of Nullification of Appointment, Pro.1\." 1';'f»F ODlP{'lI r~J''''horI\O)- m-m.orT motion, Salary Increment and Other Benefits

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1) Without prejudice to his criminal liability, acivil servant whose appointment, promotion,salary increment or other benefits has beennullified may not be requested to pay backthe salary and other benefits he has receivedup to the date of the nullification measure.

2) An official or member of a committee whointentionally or negligently authorizesunlawful appointment, promotion, salaryincrement or other benefits shall be liableunder the relevant criminal and civil law.

3) Where the Agency finds out the commitmentof the fault specified under Sub-Article 2 ofthis Article, it may submit the case withpertinent evidence to the relevant governmentbody that has the power to initiate criminal orcivil proceedings against the personsresponsible for the fault.

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91. Delegation of Power

The Agency may delegate its powers and dutiesunder this Proclamation to government institu-tions where it deems it necessary for theefficiency and effectiveness of the civil service.

92. Supervision of Implementation of the Procla-mation

1) The Agency shall have the powers and dutiesto supervise the implementation of thisProclamation and regulations and directivesissued hereunder.

2) The Agency, in exercising its powers andduties under Sub-Article (1) of this Article,may at any time:

a) examine files and other records bysending inspectors to governmentinstitution or by ordering them to submitsuch files and records; and

b) require the concerned official or othercivil servants to give oral or writtenexplanation.

3) Where the Agency, through its investigationunder Sub-Article (2) of this Article orotherwise, discovers that the law is infringedor a discriminatory act is committed, it shallhave the power to:

a) order the rectificationirregularities;

theof

b) suspend the execution of the matteruntil decision is made thereon;

c) caUse the taking of administrativemeasures against the official or thecivil servant re$ponsii:>le for the act,

d) enforce powers entrusted under article90/3/ of this proeIamaticm,

93. Power to Issue Regulations and ])irectins

1) The Council of Ministers may issueregulations necessary for the prc)perimplementationof this Proclamation.

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2) The Agency may issue directives necessaryfor the proper implementation of thisProclamation and Regulations issuedpursuant to the Proclamation.

3) The Agency may waive the application of some ofthe provisions of this Proclamation and directivesissued under its authority for the purposes ofundertaking reform programs that aim atimproving the utilization of human resources andimplementing government programs for the samepurpose and as such may also pilot test newconcepts and procedures developed there under ingovernment institutions after approval by theCouncil of Ministers.

94. Transitory Provisions

1) Government institutions, in accordance withArticle 4/2/ Proclamation No.262/2002, shaHsubmit to the Agency's approval theirorganizational structure and jobs forevaluation and classifications until theAgency issues directives on job gradingpursuant to article 5(1) of this Proclamation.

2) Temporary civil servant shall be governed bythe relevant provisions of Federal CivilServants Proclamation No.262/2002 until theAgency issues directives concerning thempursuant to Article 22 of this Proclamation.

3) The relevant provisions of Legal Notice No419 of 1972 Public Service PositionClassification and Scale Regulations NO.2and other directives, in so far as they areconsistent with this proclamation, shallremain enforce until replaced by regulationsand directives issued in accordance witharticle 93 of this proclamation.

95. Repealed Laws

11 Without prejudice to the provisions of Article94(1) and (2) of this proclamation, FederalCivil Servants Proclamation No.262/2002 ishereby repealed.

1) No law, directive or practice shall, in so faras it is inconsistent with this Proclamation,have effect in respect of matters provided forin this Proclamation.

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.

71, 1..,:< r"t8~0+ 1.tL 96. Effective date

.eu h~»: O~...e..&.A j;l6+ ;IlL"' ;r+tfOfUJ)"IO+ +1 1:9"(:' roc; .etrC;t:\;:

This Proclamation shall come in to force up onPublication in the Federal Negarit Gazeta.

h-\,. 1.011''li:+ I' +, .all'Jli 't."'. Done at Addis Ababa, this 19th day of February, 2007

."C"? OJI\I.1."C1."

r1\.+"*1 .f.~~"-e ~""h~t\'-e 6Tl1l\hT"ll~'+

GIRMA WOLDEGIORGIS

PRESIDENT OF THE FEDERADEMOCRATICREPUBLIC OF ETHIOPIA

I

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