Monrovia—The Association of Liberia Human Resource Professionals (ALHRP) has voiced serious concerns over the recent headcount exercise conducted by the Civil Service Agency (CSA) across 103 spending entities as part of the Employee Status Regularization Project (ESRP).
By Selma Lomax, [email protected]
In a statement released on Thursday in Monrovia, ALHRP emphasized the importance of adherence to Liberia’s legal and regulatory frameworks, including the Civil Service Standing Orders and HR Manual, as the CSA undertakes this initiative.
As the ESRP aims to enhance pay efficiency, eliminate payroll fraud, and reinforce transparency within the public sector, the ALHRP insists that these goals must be pursued within the bounds of established laws and best HR practices.
The association noted with alarm that some of the CSA’s recent actions, particularly concerning employee status verification, might conflict with the legal protections afforded to classified civil servants under existing statutes.
“The suspension, pay deductions, warnings, and terminations executed without proper legal grounding risk violating the rights of civil servants,” the ALHRP stated. “Classified civil servants should not be unfairly penalized for systemic failings rooted in historical administrative oversight.”
The ALHRP highlighted the persistent inadequacies in maintaining attendance records, a responsibility that falls on the heads of spending entities.
The association called for the proper establishment and maintenance of HR processes, including the completion of Personnel Action Notices (PAN), to ensure civil servants are not unfairly held accountable for institutional shortcomings beyond their control.
In addition, the ALHRP condemned the CSA’s handling of its recent press conference, where it publicly disclosed decisions regarding suspensions, pay reductions, and other disciplinary actions.
The association criticized this approach as a deviation from professional HR practices, warning that it could tarnish the reputations of the civil servants involved, potentially leading to blacklisting, jeopardizing future employment opportunities, and causing unnecessary psychological distress.
The ALHRP stressed that such disciplinary actions should be communicated through formal, confidential channels, ensuring affected individuals receive adequate notice and the opportunity to respond.
The ALHRP also took issue with the CSA’s arbitrary dismissal of five employees from the Monrovia City Corporation (MCC) for allegedly insulting the President of Liberia via a social media post.
The association pointed out that this action violates the 2019 Kamara A. Kamara (KAK) Act, which decriminalized insults against the president, as well as the constitutional right to freedom of speech.
Additionally, the ALHRP noted that the dismissals contravened the CSA’s own Standing Orders and HR Manual, which require disciplinary procedures and due process before dismissal.
“The arbitrary dismissal of employees and the public labeling of civil servants as ‘unscrupulous and dangerous characters’ create a psychologically unsafe work environment and set a dangerous precedent for civil liberties within the workplace,” the ALHRP warned.
The association also criticized the CSA’s reference to Section 1508 of the Labour Practices Law of Liberia, noting that it is an outdated statute that was repealed over a decade ago, further underscoring the need for adherence to current legal standards.
The ALHRP, however, reminded the CSA of key provisions in its Standing Orders and HR Manual that should guide the ESRP process, including Payroll Deductions and Dismissals.
“In accordance with Section 4.1.1(b) of the Civil Service Standing Orders, payroll deductions for unauthorized absences are permissible, but automatic dismissal is only justified after 14 consecutive days of absence.”, ALHRP statement quoted.
The ALHRP expressed concern over the simultaneous issuance of warning letters and pay deductions for absences spanning 12 months, questioning the rationale and timing of such actions.
Under Documentation of Disciplinary Actions, the statement added: “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”.
The ALHRP reminded the CSA that disciplinary actions should be corrective, not punitive, in nature, as outlined in Chapter 7 of the Standing Orders.
The association also called for adherence to the proper procedures for warnings, suspensions, fines, and dismissals.
The ALHRP further urged the CSA to modernize its HR practices to prevent the need for corrective initiatives like the ESRP and the modernization 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.
The association also called for the establishment of a robust onboarding process, the promotion of transparency, and the provision of continuous training for HR and payroll staff to maintain an efficient and legally compliant civil service.
In its continued support of the government’s efforts to improve public sector management and reforms, the ALHRP urged the CSA to uphold the principles of fairness, freedom of expression, psychological safety, and transparency in all actions taken under the ESRP.
The future integrity and professionalism of Liberia’s civil service, the ALHRP said, depend on a collective commitment to managing the workforce by the highest legal and HR standards
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