Official Portal Public Service Department JPA

Overtime Pay

Overtime is refers to a situation where an officer, under the instruction of the Head of Department, performs official duty outside the normal working hours or on weekends/public holidays.

(General Order 11 Chapter G and Paragraph 1.2 of the Service Circular Letter No. 1 of 1980

2. Who is entitled to claim for overtime pay?

All officers within the Support Group are eligible to be paid overtime pay except officers in the Royal Malaysian Force, Malaysian Armed Forces, Prison Department, Fire and Rescue Department, and Malaysian Maritime Enforcement Agency.

[Service Circular No. 9 of 1991 (PP 9/1991), Article 24 Appendix D6)

3. What are the requirements to claim for overtime pay?

Overtime pay can be claimed for all types of work such as counter service, processing, supervision and monitoring subject to the following conditions:

emergency tasks;
urgent work that is not possible to be done the next day as it would be detrimental to service;
work that is beyond the routine; and
work that needs to be completed within a limited time.

(Circular Service No. 9 of 1981, Paragraph 24 Appendix D6)

4. Can employees who qualify to claim for overtime pay choose Replacement Leave instead?

Yes. A qualified officer can decide either to be paid for the overtime or choose Replacement Leave. If the officer chooses Replacement Leave, then the officer needs to acquire nine (9) hours of overtime in order to be considered for one (1) day of Replacement Leave.

(General Order 40 Chapter C, Service Circular No. 13 of 2005, Service Circular No. 2 of 2007 and PSD Circular Letter dated August 11, 2010)

5. Can an officer who carries out overtime work outside the headquarters claim for overtime pay and Official Duty Allowances?

Yes. An officer ordered to perform overtime work outside the headquarters is entitled to claim overtime pay and official duty allowances such as Food, Hotel and Travel Allowance subject to the guidelines set out in WP 1.4 / 2013.

(PSD Circular Letter dated 15 November 2001)

6. Can an officer who is instructed to work overtime on a public holiday/ weekends claim for their journey from home to the office?

Yes. An officer is entitled to claim for his/her travel if directed in writing by the Head of Department to come to the office or any other place to perform official duties after normal working hours or on public holidays/ weekends.

(Article 13, Treasury Circular WP1.4)

7. Can a driver and any other officer that is on duty outside the Headquarters claim for overtime pay for their traveling time?

A driver who is ordered to work overtime outside the Headquarters is entitled to claim for overtime pay, including his travelling time due to the fact that driving is the driver’s main duty. However, for other officers, travelling time can be regarded as overtime if the period of duty outside the Headquarters is less than 24 hours. If the period exceeds 24 hours, the officer is not entitled to claim overtime pay.

(PSD Circular Letter dated 15 November 2001)

8. Is an officer who is on leave and later called to duty allowed to claim overtime?

An officer who is on leave is not entitled to claim for overtime. Instead, the officer should cancel/shorten his/her leave when instructed to work. Overtime pay is only allowed if the officer performs overtime within the purview of the rules in force.

(General Order 11 Chapter G)

9. Can an officer who participates in courses/ seminars/ workshops held outside working hours claim for overtime?

No. Officers who are participants of courses/seminars/workshops held outside the working hours are not entitled to be paid for overtime or Replacement Leave except for officers in the secretariat that coordinate/manage the course/seminar/workshop.

Regional Relocation Allowance

1. What are the allowances and perquisites entitlements of a regional relocation officer?

The allowances and perks entitlement of regional a relocation officer are as follows:

Regional Incentive (BIW);
Regional Housing Allowance (EPW);
Disturbance Allowance (EG);
Fare Perk for Visiting the Region of Origin;
Courtesy Fare; and
Transportation Fare Claim to Manage the Officer’s Dead Body.

2. What is the definition of regional relocation?

Regional relocation involves an officer who serves in any region except his own region of origin. In this context, region is defined as Peninsular Malaysia, Sabah, Sarawak and Labuan. The officer’s region of origin is based on his/her mother’s or father’s birth place.

3. Can an officer who was born in Peninsular Malaysia declare Sabah as his region of origin based on his mother’s place of birth?

Yes.The officer can declare Sabah as his region of origin based on the existing rules which allow the officer to choose either his mother’s or father’s birthplace as his region of origin.

4. Is an officer is given the freedom to choose between EPW and Fixed Housing Allowance (ITP)?

Yes. An officer is given the freedom to choose between EPW and ITP subject to the approval by the Head of Department.

5. When is an officer entitled to EPW?

An officer is entitled to EPW from the first day of reporting for duty in the placement region.

6. What is the meaning of "Courtesy Fare"?

Courtesy Fare is granted to an officer who fulfils the criteria of a regional relocated officer as stated in Paragraph 7, Service Circular No. 5 of 1978. The officer can claim up to four times throughout his service to visit his/her mother, father, mother-in-law or father-in-law due to critical illness or death.

7. What is Disturbance Allowance?

Disturbance Allowance is an officer’s one month basic salary granted to an officer who is involved in regional relocation. If necessary, the allowance may be disbursed at half rate (half month salary) in advance (during the officer’s first regional placement) and the remaining balance will be disbursed when the officer returns to his region of origin.

8. Who is entitled for a free passage to attend a funeral?

A free passage for funeral expenses is granted to an officer’s family involved in regional relocation through Service Circular No. 5 of 1978 and Service Circular Letter No. 3 of 2003. Following the death of a regional relocated officer, the officer’s family members are entitled for a free passage from the officer’s residential area in the serving region to the place of burial. The husband/wife or a family member of the dead officer is allowed to return to the officer’s home in the serving region to organise the shifting of the dead officer’s belongings at the Government’s expense.

9. References

Service Circular No. 1 of 2012
Service Circular No. 22 of 2008
Service Circular No. 4 of 2002
Service Circular No. 11 of 2001
Service Circular No. 4 of 1988
Service Circular No. 5 Year 1978

Financial Task Incentive

1. When is the actual date accounted after an officer passed the exam for increment of Financial Task Incentive from RM40.00 to RM80.00? Is it based on the date of examination or the date of examination result being issued?

According to the regulations currently in force, an officer who has passed the Financial Task Incentive Examination is entitled for the increment from RM40.00 to RM80.00 in the following month after the examination result is issued. For example, if the result is issued on Jan. 3 or Jan. 28 in 2006, the increment of Financial Task Incentive to RM80.00 per month will take into effect on 1st February 2006.

2. What is the definition of "full-time carrying financial task"?

The meaning of "full-time carrying financial task" is the entire daily routine duties of an officer are financial in nature as described in Appendix A of Service Circular No. 3 of 1999 or the tasks set out in the Accountant General's Department Circular No. 2 of 1999. If financial duty is just one of the officer’s total daily duties, he then cannot be defined as “full-time carrying financial task” and so is not entitled for Financial Task Incentive.

3. An officer who is receiving Financial Task Incentive has also taken Maternity Leave for 60 days. What is the condition of the incentive received?

According to Article 9, Service Circular No. 3 of 1999, an officer who received the incentive, but has left the financial duty for 28 days or more consecutively, the incentive shall be stopped during the period. However, exemptions are granted to officer who leave the financial duty for a period not exceeding 92 consecutive days, including weekly holidays and public holidays in the following circumstances:

Attending courses as directed by the Head of Department;
Carrying out official task as directed by the Head of Department and
On Medical Leave supported by Medical Certificate in accordance with Chapter C of General Orders.

In this concern, the Financial Task Incentive must be stopped due to the justification that Maternity Leave is not considered as Medical Leave but rather leave granted for recovery purpose

4. Financial Task Incentive of RM40.00 per month is payable to PT (P/O), PT (K) and Assistant Accountant who do not have certificate and RM80.00 per month for those who have certificate. In a particular department, there is an officer who carry out financial duty on full-time basis and at the same time obtained High Level Malaysia Certificate and Diploma of Commerce from institutions of higher education. Is this officer entitled for Financial Task Incentive at RM80.00 per month?

As set out in Article 7 and 8, Service Circular No. 3 of 1999, PT (P/O) and Assistant Accountant who holds certificate issued by Accountant General's Department is eligible for Financial Task Incentive at RM80.00 per month. In this concern, the qualified certificate entitled for incentive of RM80.00 per month can only be determined by the Accountant General’s Department.

5. Paragraph 6 of Service Circular No. 3 of 1999 explains that PT (P/O) who is working alone in a small office can be granted Financial Task Incentive even if he carries out financial duties along with other non-financial duties. What is the definition of "working alone in a small office" in this context?

According to this circular, working alone in a small office means there is only one PT (P/O) working in a small office. In this context, small office is an office that exists in isolation and is not a division or unit being apart of a larger office. For example, school office which has only one PT (P/O) is defined as working alone in a small office.

6. An Administrative Officer Grade N27 is placed in a Finance Unit, where he is assigned to supervise and administer the unit. Overall his daily duties are financial in nature. Meanwhile, due to insufficient of PT (P/O), an Office Assistant (PAP) is assigned to carry out the financial duty on full-time basis at the same office. Both officers have applied for Financial Task Incentive. According to the existing regulations, are both officers entitled for Financial Task Incentive?

According to Service Circular No. 3 of 1999, the Financial Task Incentive is payable only to PT (P/O) and Assistant Accountant to carry out full-time financial duty. However, with the released of Service Circular No. 5 of 2001, Article 4 of the circular explains that the Financial Task Incentive can be also extended to other scheme of services which are equivalent to or lower than PT (P/O), Assistant Accountant and PT (K). With regard to this explanation, the Administrative Officer Grade N27 is not entitled for Financial Task Incentive, while the Office Assistant (PAP) is entitled for the incentive as stipulated in Service Circular No. 3 of 1999.

Shifting Claim Upon Personal Application

1. Can an officer who has been approved to shift upon personal application claim the shifting disbursement?

Yes. An officer that has been approved by the Head of Department to shift upon personal application is eligible to be considered for the shifting disbursement if the shifting fulfils one of the following conditions:

The officer has been working for at least 5 years at the station or 3 years at difficult-to-live area; or
To accompany his/her spouse who has been transferred first with the condition that the officer has been working for more than a year at his latest placement; or
The officer or his/her family members have health problems (husband/wife/children), which has to be verified by a Government Medical Officer; or
To take care of the officer’s mother/father that needs medical attention and intensive care, which needs to be verified by a Government Medical Officer; or
Due to incompatibility of placement based on the officer’s knowledge expertise or awkward situations that may cause harm to the officer.

2. Is a retiree who chooses for early retirement entitled to claim the shifting disbursement after retirement?

Yes. An officer who retired on personal application can be paid the shifting disbursement to any place at his own choice in Malaysia.

3. References

Treasury Circular No. 4 of 1995
Distributed Letter: JPA (S) 63/163 / (30) dated 23 August 1994
Distributed Letter: JPA (S) 63/163 / (40) dated 10 November 1994

Office Secretary Assistant / Office Secretary Allowance (PSP/SP Allowance)

1. An Office Secretary Assistant/Office Secretary (PSP/SP) who receives the PSP/SP Allowance has taken Maternity Leave. Is she entitled to the allowance during her Maternity Leave?

No. Based on the current regulations, PSP/SP Allowance for PSP/SP will be stopped during her Maternity Leave.

2. A PSP/SP is requested by her Head of Department to be a temporary PSP/SP because the existing PSP/SP is on Maternity Leave. In this situation, does the replacing PSP/SP entitled for PSP/SP Allowance during the period of replacement?

Yes. Officer who retired on personal application can be paid shift disbursement to any place at his own choice in Malaysia.

3. A PSP/SP Grade N17 is assigned by the Head of Department to be the Office Secretary for officer on Gred Utama C. In this situation, what is the rate of PSP/SP Allowance entitlement for the PSP/SP Grade N17? Is it RM75.00 or RM100.00 (entitlement of Grade N22)?

A PSP/SP Grade N17 who is placed as the Office Secretary to an officer in Gred Utama C is entitled for PSP/SP Allowance of RM150 per month (PSP/SP Allowance entitlement for an officer in Gred Utama C) subject to the approval of the Department.

4. A PSP/SP Grade N17 is placed administratively as Office Secretary to an officer in Grade M48. Is the PSP/SP entitled for PSP/SP Allowance?

No. The PSP/SP not entitled for PSP/SP Allowance because there is no established post of PSP/SP post for the officer in Grade M48.

5. Is a PSP/SP without a Head of Department (who has been transferred due to promotion) entitled for PSP/SP Allowance?

Yes. The PSP/SP is still entitled for the PSP/SP Allowance as long as he/she carried out the duties of a PSP/SP to the officer who covers the duty of the vacant post.

6. Is a PSP/SP who serves a Deputy Minister in the Deputy Minister’s Office entitled for PSP/SP Allowance?

No. A PSP/SP who is placed under and serves a Deputy Minister is not entitled for PSP/SP Allowance. This is because there is no established post for a PSP/SP in the Deputy Minister’s Office and usually, a PSP/SP is placed there administratively to serve the Deputy Minister.

7. References

Service Circular No.1 of 2010

Cost Of Living Allowance (COLA)

1. Will an officer who has been approved Half-Pay Study Leave be disbursed COLA?

Yes. An officer that has been approved Half-Pay Study Leave can be disbursed COLA a month after the study leave starts. The rate is half of the actual COLA rate based on the university’s location.

2. Will an officer who has been allocated a special institutional quarter (within 25 km from the office) and also receives the Special Housing Payment be disbursed COLA at half rate?

Yes. An officer who has been allocated with a special institutional quarter can be disbursed COLA at half rate.

3. References

Service Circular No. 28 of 2005
Service Circular No. 7 of 2006
Service Circular No. 6 of 2007
JPA (BGE)(S)63/145/1-2(47) date on 19 Dec 2008
JPA (BGE)(S)63/145/1-2(48) date on 19 Dec 2008
JPA (S)63/57/2 KH.8(97) date on 8 Feb 2010
Service Circular No. 3 of 2012

Store-Management Task Incentive

1. Is a lower grade Store Manager (N11) who carries out the store management task on a full-time basis entitled for the Store Management Incentive?

No. In accordance with the provision of article 3, Service Circular No. 8 of 1999, the Store Management Incentive is paid to officers in Administrative Assistant (clerical/ optional) scheme who carry out full-time store management duty. For the time being, the eligibility condition of this incentive is not to be extended to other services. As such, the lower grade Store Organiser (N11) is not entitled to receive the incentive even if he is carrying a full-time store management duty.

2. What is the eligibility of an officer who has been granted 60 days maternity leave to continuously receive the store management incentive? Shall the incentive be stopped or continuously paid to the officer?

Provision 8 Service Circular No. 8 of 1998 states that when an officer leaves his/her task for 28 consecutive days, the Store Management Incentive must be stopped during that specific period.

However, an exemption is given to those who leave the task for a period not exceeding 92 days consecutively (including weekends and public holidays) in following situations;

Attending a course with the Head of Department’s instruction.
Performing official duties with the Head of Department’s instruction.
On medical leave with medical certificate (General Order, Chapter C)

Regarding the question raised, the Store Management Incentive should be stopped as Maternity Leave is not considered as Medical Leave.

3. In a situation where an officer has been ordered to cover the store management post since the actual officer is on 3 months’ Medical Leave, is the officer entitled to the Store Management Incentive?

Yes. In accordance with the provision of article 3, Service Circular No. 8 of 1996, the Store Management Incentive shall be paid to an officer who carries out a full-time duty as a store manager. As such, an officer who performs duties other than the store management duties simultaneously is not eligible to receive the Store Management Incentive.

4. In a situation where an officer has been appointed as an Administrative Assistant (clerical/ optional) on a part-time basis and he was ordered to carry out a full-time duty as a store manager. What is his eligibility to the Store Management Incentive?

Not eligible. Paragraph 5 of Service Circular No. 8 of 1999 mentions that only officers appointed on contract and temporary term who carry out a full-time duty as a store manager shall receive the Store Management Incentive. In this regard, the part time officer is not eligible to receive the Store Management Incentive although he carries out the store management task full time.

5. In a situation where an officer has passed an examination to enable him to receive an increment of the Store Management Incentive from RM40.00 to RM80.00, when will the new rate be effective?

An increment of the Store Management Incentive from RM40.00 to RM80.00 per month shall start in the month following the month that the officer passes the examination. For example, an officer who passed the exam on 3 January or 28 January 2006 shall receive the new rate effective from 1 February 2006.

6. In a situation where an officer has been ordered by the Head of Department to carry out both financial management and store management tasks simultaneously, is the officer entitled to both Store Management Incentive and Financial Management Incentive at the same time?

No. An offer who have been ordered to carry out both financial management and store management tasks simultaneously is not eligible to receive both incentives because it will be impossible for him to be able to carry out both tasks on a full-time basis. An officer should be able to carry out a duty on a full-time basis to make him legible to receive the above said incentives.

7. References

Service Circular No. 8 of 1999
Service Circular No. 8 of 1998
Service Circular No. 8 of 1996

Regional Housing Allowance (EPW)

1. What is the definition of "regional relocation" and "region of origin"?

According to Service Circular No.11 of 2001, “regional relocation” involves an officer from Sabah/ Sarawak/ Labuan serving in Peninsular Malaysia or an officer from Peninsular Malaysia serving in Sabah/ Sarawak/ Labuan. “Region of Origin” is defined based on the birthplace of the officer’s mother or father.

2. Can Regional Housing Allowance (EPW) be granted to an officer who serves and was born in Sabah (including his parents)?

No. The officer is not entitled for EPW.

3. Can EPW be granted to an officer who serves and was born in Peninsular Malaysia (including his mother), but his father was born in Sarawak?

In this situation, the officer must first declare his region of origin, which will be recorded in the officer’s Service Book. The officer can choose either his mother’s or his father’s place of birth as his region of origin only once throughout his service.

4. Is an officer entitled to EPW if he stays in a house bought by his spouse that is paid using a Government Housing Loan?

Yes. The officer is entitled for EPW.

5. When is an officer entitled for EPW?

An officer is entitled to EPW from the first day of reporting for duty in the placement region.

6. Is an officer who bought a house near his office by using a commercial bank loan entitled to EPW?

Yes. The officer is entitled for EPW.

7. Can an officer who chose EPW opt to ITP?

No. The officer is not permitted to opt for ITP during the regional relocation period. However, the officer can make a new choice when it comes to a new regional relocation.

8. References

Service Circular No.11 of 2001
Service Circular No. 22 of 2008
Distributed Letter: JPA (S) 63/75/2/(SV61) dated 12 October 2000
Distributed Letter: JPA (S) 63/151 Klt. 23 (8) dated 14 July 2009

Disturbance Allowance

1. Can an officer that originates from Sabah be paid Disturbance Allowance in Sabah before he/she relocates to Peninsular Malaysia?

BIW is paid to a public service officer who is relocating to another region (for work purposes). Officers considered as relocating their region of work are as follows:

Officers originated from Sabah and Sarawak and appointed and/or stationed in Peninsular Malaysia;
Officers originated from Peninsular Malaysia and appointed and/or stationed in Sabah and Sarawak; or
Officers originated from Sabah or Sarawak that are stationed within the two states.

2. Will this allowance be declined for an officer that is undergoing training courses (including studying if considered within the meaning of training) overseas only or would it also be declined for an officer that is undergoing training courses (including studying if considered within the meaning of training) for more than three (3) months?

Yes. The allowance will be declined for an officer that is undergoing training courses for more than three (3) months regardless of it being held locally or overseas.

3. Is an officer who is paid the BIW eligible for Cost of Living Allowance (COLA)?

No. An officer who is a BIW recipient is not entitled to receive COLA. This is mentioned in paragraph 4, Circular Service No. 28 of 2005.

4. For an officer that is undergoing training for more than three (3) month, either locally or internationally, the BIW will be stopped. Therefore, would the said officer be eligible for COLA (amount according to the region where they are undergoing training)?

An officer that is undergoing training (including study leave) for more than three (3) month is not eligible to receive BIW. However, he/she will be given COLA based on the principle to overcome the increase in the cost of living. This is underlined in the Study Leave for Public Service Officers Undergoing Medium-Term or Long-Term Courses (Full Time) Guideline governed by the Human Capital Development Division, PSD.

As stated in Service Circular No. 3 of 2012, COLA is paid according to the location of the officer’s learning institution.

On the other hand, Regional Housing Allowance (EPW) will not be paid to an officer that is undergoing training for more than three (3) months. However, the officer will be given a Fixed Housing Allowance (ITP). This is also underlined in the Study Leave for Public Service Officers Undergoing Medium-Term or Long-Term Courses (Full Time) Guideline governed by the Human Capital Development Division, PSD

5. Reference:

[1] Service Circular No. 4 of 1988

Regional Incentive Allowance (BIW)

1. What is Regional Incentive Allowance (BIW)? Which officer is eligible to receive the allowance?

No. When necessary, Disturbance Allowance amounting to half of the officer’s salary can be paid in advance when he/she is instructed to relocate to Peninsular Malaysia. The remaining balance shall be paid before the officer returns back to his/her original region.

2. Is it possible to backdate the payment for Disturbance Allowance if the time of relocation took place a long time ago?

No. If there is a situation where an officer is not paid Disturbance Allowance during or after he/she relocates back to his/her original region, the allowance shall be paid in accordance with the current date and could not be backdated to the date of relocation.

3. Which department is responsible for paying the Disturbance Allowance?

Disturbance Allowance is under the responsibility of the officer’s last office before he/she relocates back to his/her original region. Disturbance Allowance shall be paid by the department before the officer relocates and the amount is based on the officer’s salary at the time of relocation.

4. What is the timeline to claim for the Disturbance Allowance?

An officer that is undergoing training (including study leave) for more than three (3) months is not eligible to receive BIW. However, he/she will be given COLA based on the principle to overcome the increase in cost of living. This is underlined in the Study Leave for Public Service Officers Undergoing Medium-Term or Long-Term Courses (Full Time) Guideline governed by the Human Capital Development Division, PSD.

As stated in Service Circular No. 3 of 2012, COLA is paid in accordance to the location of the officer’s learning institution.

On the other hand, Regional Housing Allowance (EPW) will not be paid to an officer that is undergoing training for more than three (3) month. However, the officer will be given Fixed Housing Allowance (ITP). This is also underlined in the Study Leave for Public Service Officers Undergoing Medium-Term or Long-Term Courses (Full Time) Guideline governed by the Human Capital Development Division, PSD

5. BIW is usually paid to an officer that is stationed at a region other than his/her original region. Thus, what is the justification for a lecturer originated from Sarawak and stationed in UNIMAS (Sarawak) to receive the BIW?

BIW is paid to:

Officers originated from Sabah and Sarawak and appointed and/or stationed in Peninsular Malaysia;
Officers originated from Peninsular Malaysia and appointed and/or stationed in Sabah and Sarawak; or
Officers originated from Sabah or Sarawak that are stationed within the two states.

BIW is paid according to a certain percentage determined by an officer’s salary band (refer to Appendix I, Service Circular No. 1 Year 2012). Furthermore, paragraph 4(d) Service Circular No. 3 of 2012 states that an officer receiving Regional Incentive Allowance (BIW) is not entitled for COLA. An officer residing in a government quarters will be paid the BIW.

6. Will both husband and wife receive Regional Housing Allowance (EPW) in a situation where the husband is stationed in Sarawak whereas the wife is stationed in Sabah?

According to paragraph 6.5, Service Circular No. 11 of 2001 (PP11/2001), officers that are husband and wife who are relocating their work to another region and do not occupy government quarters can each be awarded Fixed Housing Allowance (ITP). One of the spouses can decide to choose Regional Housing Allowance (EPW). The explanation for para 6.5 PP 11/2001 is as follows:

Husband and wife (officers) that are relocated in the same region and do not reside in government quarters can each be paid a Fixed Housing Allowance (ITP). However, one of them is entitled to choose the Regional Housing Allowance (EPW); and
Husband and wife (officers) who are relocated to different regions and do not reside in government quarters are both entitled to be paid EPW.

Thus, the award of EPW is determined in accordance to paragraph 6.5 PP 11/2001 and the above explanation for paragraph (b) as both husband and wife (originated from Peninsular Malaysia) is relocated to different regions.

7. Reference:

Service Circular No. 6 Year 1987
Service Circular No. 4 Year 1988
Service Circular No. 2 Year 1996
Service Circular No. 11 Year 2001
Service Circular No. 12 Year 2001
Service Circular No. 4 Year 2002
Service Circular No. 28 Year 2005
Service Circular No. 7 Year 2007
Service Circular No. 1 Year 2012
Service Circular No. 3 Year 2012

Cash Grant Award Entitlement In Lieu Of Annual Leave That Has Not Been Utilised By Contract Officers

1. What is the rationale for giving a cash grant award under SPP 17/2008?

The provision of a cash grant award under SPP 17/2008 is to show the Government’s appreciation and recognition towards the service rendered by contract officers.[1]

2. Is it possible to backdate the payment of Disturbance Allowance if the time of relocation has already taken place after a long period of time?

Contract officers are eligible for a cash grant award under SPP 17/2008 if they fulfilled the following conditions[2]:

Officers who are appointed under a contract of service based on PP 2/2008;
The contract shall not be less than one (1) year; and
To include a provision of a cash grant award in the new contact agreement.

* The rules are only applicable to new contracts signed effective on January 1, 2009.

3. What is the maximum numbers of days that can be considered for the cash grant award under SPP 17/2008 for each contract?

The maximum number is eight (8) days or one-fourth (quarter) of the total days of Annual Leave, whichever is lower.[3]

4. How many days of Annual Leave entitled are contract officers entitled to?

Contract officers are entitled to the same number of Annual Leave as permanent officers who have served for less than 10 years.[4]

5. What is the maximum number of Annual Leave allowed for cash grant under SPP 17/2008?

The maximum number of Annual Leave allowed for the cash grant award under SPP 17/2008 during the period of service on a contract basis with the Government (whether with the Federal Public Service, State Public Service, Statutory Authorities [Federal and State] or Local Authorities) is 75 days.[5]

6. When will the cash grant award under SPP 17/2008 be granted to officer?

The cash grant award under SPP 17/2008 is granted to an officer after the contract ends. [6]

7. Is a contract officer who is still in service entitled for the cash grant award under SPP 17/2008?

Yes.[7]

8. For contract officers who are currently in service, should their contracts be amended / added with new provisions to entitle them for the cash grant award under SPP 17/2008?

Serving contract officers can be considered for the cash grant award under SPP 17/2008 without having their contracts amended/ added with new provisions.[7]

9. Reference

Paragraph 3, SPP 17/2008
Paragraph 5, SPP 17/2008
Paragraph 7.1, SPP 17/2008
Paragraph 54, PP 2/2008
Paragraph 7.2, SPP 17/2008
Paragraph 7.4, SPP 17/2008
Paragraph 8, SPP 17/2008

Allowances