South Sudan Employees Justice Chamber (SSEJC)

Functions :: Structure :: Projects and Programs :: Publications and Documents :: Contacts
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Dr. Dhieu Mathok Diing Wol
Chairperson
 

Vision:

 

A transformed Civil Service labour relations and conducive working environment where justice, equality and fairness prevail.

 

Mission:

 

To investigate and determine the grievances of the Civil Service employees, lobby and advocate for their rights to ensure justice, equality and fairness at the workplace.

 

Core Values:

 

  1. Integrity and transparency – SSEJC seeks highest level of integrity in all interventions. It works to uphold honesty, fairness and resists all forms of exclusion.
  2. Consistency – SSEJC seeks to be consistent in the process of investigations. As much as possible, SSEJC will ensure uniformity and standardization in its judgments and will seek to build confidence with its clients.
  3. Impartiality in service delivery – SSEJC seeks to uphold justice, rule of law and impartiality in all it does.
  4. Embracing diversity – SSEJC seeks and promotes variety and diversity at the workplace and promotes coexistence.
  5. Accessibility – SSEJC seeks to avail services to all employees.
  6. Teamwork – SSEJC believes in working together and shared responsibilities.
  7. Commitment to excellence in the workplace - SSEJC will work to uphold commitment to excellence in all it does. It will display commitment to its values and employees’ justice.

 

Formation of SSEJC


SSEJC was established by a Presidential Decree No. 57/2006 of H.E. General Salva Kiir Mayardit by the power vested to him under Article 145(1) of the Interim Constitution of Southern Sudan (ICSS), 2005 in June 2006. By the same Decree No. 57/2006 and No. 42/2007, the President appointed five members of the chamber as:
 

  1. Mrs Elizabeth Manoa Majok, Chairperson
  2. Mr Chuol Rambang, Deputy Chairperson
  3. Late Mrs Josephine Aken, Executive Director
  4. Mr Ajang Akon Majok, Member
  5. Mrs Mary Puru Michael, Member

 

Functions:

 

The mandate of the chamber is to consider and determine grievances from South Sudan civil service employees and make recommendations or propose remedies to the President of the Republic to ensure justice for civil service employees. 

 

Formation of the Investigation Circuit


To enable the SSEJC to carry out its work as mandated in the ICSS, the Chamber has formed a Circuit that is an investigative body composed of retired experts in public service regulations, labour laws and professionals with law background. This body is meant to look into the complaints filed by the aggrieved employees. The Circuit has policies and procedures to guide them through the investigation process. They meet twice a week to investigate, interview, summon witnesses and refer other cases to the appropriate jurisdictions.
 

 

Structure:

 

The structure of the SSEJC was developed around the required number of staff who would actively carry out its activities. The SSEJC organizational structure has four directorates that are overseen by the Commissioners and supervised by the Director General. Under the Directorates, there are departments headed by the Directors. The State offices under the supervision of the Director General are headed by the Director of State Affairs in the Headquarters and then by Deputy Directors at the State level. Other departments are hereunder:

 

  1. Department of Finance, Administration and Human Resource
  2. Investigations Department
  3. Department of Strategy, Training and Communication
  4. Department of States Affairs

 

Three-Year Plan


Since the establishment of the Chamber, it had been handling cases as they come until 2007 when it decided to focus its efforts and resources in sharnessed manner. It carried out a Strategic Plan workshop and identified five strategic priorities that will guide its operations for the coming three years (2008-2010). The Strategic Plan workshop highlighted the following five strategic directives:
 

  1. Investigation and determination of grievances;
  2. Capacity building and formation of workplace foras;
  3. Facilitation of establishment of State offices;
  4. Lobbying and advocacy; and
  5. Information and Communication.
     

 

The above strategic directives will guide the SSEJC operations and the Chairperson, Commissioners and entire staff, reaffirmed their commitment to work tirelessly to enable the Chamber carry out its mandate and operate as an integral part of the government.
 

Projects and Programs: 

 

  1. Investigate grievances and complaints made by civil service employees
  2. Reconcile work-place disputes
  3. Advise parties in dispute about the procedures to follow when seeking solutions
  4. Publish and educate the civil service employees on RSS labour laws and public service regulations and procedures
  5. Promote capacity building and training for civil service employees in areas of employment and employee rights
  6. Facilitate establishment of staff forums to discuss issues
  7. Plan and conduct research/surveys on issues effecting employees and advise the RSS on measures deemed appropriate to improve working conditions of employees.

 

Publications and Documents:

 

  1. Annual Report 2007
  2. State Survey report
  3. Field Trips Reports
  4. Staff Data Collection Survey at GOSS level
  5. South Africa Training report
  6. Staff Induction Reports
  7. Strategic Plan

 

 

Contacts:

 

South Sudan Employees Justice Chamber (SSEJC)
P.O. Box 15, Juba

Along Muduria- Airport road

100metres West of Sahara Hotel
ssejcc@yahoo.com

 

Savia Aya Sylvester
Director General for Administration and Finance
Tel: 0924661887 / 0955523633
Email: saviaas@yahoo.com 
 

 

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Functions :: Structure :: Projects and Programs :: Publications and Documents :: Contacts

 

 

 

This article was updated on Jun 25, 2013