Military Ombud Act, 2012 (Act No. 4 of 2012)NoticesRemuneration and Other Terms and Conditions of Service for the Staff of the Military OmbudPart 8 : Probation, Promotion and Termination of Service |
| 60. | Probation: All new appointees need to complete a probation period of not less than twelve (12) months which can be extended with a further three (3) months should the supervisor or line manager considers this appropriate. |
| 61. | Appointments can only be confirmed when an appropriate security clearance has been issued as per section 9(3) of the Military Ombud Act. |
| 62. | Promotion: Promotion to a higher salary level can only take place by appointment into that post as all vacancies must be advertised to ensure free and fair competition between all applicants. No automatic promotions will take place. |
| 63. | Termination of Service: Employees may leave the employ of the Office in the following circumstances which will be further regulated by policy: |
| (a) | Resignation - This option can be followed at any stage of employment where the employee decides to leave the service of the Office and seek employment elsewhere. |
| (b) | Normal Retirement - This option is utilised when the employee reach the compulsory retirement age of sixty five (65) years of age. |
| (c) | Early Retirement - Early retirement can be utilised by an employee from the age of fifty five (55) years of age with penalties and from sixty (60) years of age without penalties according to the rules of the applicable pension fund. |
| (d) | Ill Health Retirement - When an employee has a medical condition that is permanently affecting his/her ability to perform his/her daily work, the Office can apply for ill health retirement due to this medical condition. |
| (e) | Dismissal/Retrenchment - There are different reasons to utilise dismissal/retrenchment as an option to terminate an employees' service: |
| (i) | Disciplinary action when an employee did something that requires the disciplinary process to be followed. |
| (ii) | Dismissal due to poor performance during probation period or during a performance management and development cycle when all corrective steps were taken and no progress was made. |
| (iii) | Administrative dismissal when the employee was on leave without authority for a period of more than thirty (30) days without notifying the Office or the supervisor/manager. This process can also be followed when an employee was convicted and found guilty of an offence. |
| (f) | Death - When an employee passes on employment is automatically terminated although all the necessary administrative processes must still be completed. |