INDICATIVE TERMS AND CONDITIONS OF EMPLOYMENT
FOR REGIONAL ORGANISATIONS AS OF DEC 1998
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Alternative 1 |
Alternative 2 |
Alternative 3 |
Alternative 4 |
Alternative 5 |
| Salary 1.1 Salary (specify if expressed in
SDR or in which currency). |
Denominated in SDR (Special
Drawing Rights) and paid in local currency according to the average SDR exchange rate for
preceding month. |
Adopt SDR system. Salaries are expressed in
currencies of base station. |
Denominated in SDR (Special Drawing Rights)
and paid in local currency according to the average SDR exchange rate for preceding month. |
Denominated in SDR and paid in local currency
Adjusted every 6 months on moving average SDR/WST over preceding 6 months. |
Denominated in USD and paid in local currency
according to the exchange rate on the day of processing payroll (every fortnight) |
| 1.2 Salary on commencement |
At starting level of salary
range or at higher or lower level in exceptional circumstances. |
At starting level. |
At starting level of salary range or at higher
or lower level in exceptional circumstances. |
At starting level of salary
range or at higher or lower level in exceptional circumstances. |
At starting level of salary range or at higher
or lower level in exceptional circumstances. |
| 1.3 Salary on renewal |
Higher salary scale on
renewal. Level corresponds with starting salary |
At renewal level (higher than at 1st
appointment) |
Higher salary scale on renewal. Level
corresponds with starting salary. |
Higher salary scale on renewal. Level
corresponds with starting salary. |
Higher salary scale on renewal. Level
corresponds with starting salary. |
| 1.4 Salary adjustments |
3 yearly |
3 yearly |
Salary subject to review every 3 years |
See 1.1 in relation to SDR, otherwise 3
yearly. |
When negotiating new contract. Comprehensive triennial
review. |
| 1.5 COLA |
No Adjustment |
No longer applicable |
No Adjustment |
COLDA is based on COL difference between Suva
and host country. Adjusted annually only if variations of + or - 5% in index. |
No COLA but COLDA (Cost of Living Adjustment)
which is based on comparison between Suva and host country. |
1.6 Annual Increment
|
Nil |
None |
Nil |
Not automatic. Director has discretion to
award an increment where the performance in prior year is highly satisfactory |
No |
| 1.7 Job Sizing |
Positions sized against market 3 yearly basis
by external consultant |
Positions sized against market 3 yearly basis
by external consultant |
Positions sized against market 3 yearly basis
by external consultant |
As adopted for the previous harmonisation
exercise |
No |
| Superannuation |
7% of salary (paid as a cash supplement to
salary or to nominated superannuation fund |
6% to 7% |
7% of salary (paid as a cash supplement to
salary or to nominated superannuation fund |
7% of base salary paid as allowance or to
nominated fund. |
7.5% of basic salary plus location allowance,
paid as a cash supplement or to nominated superannuation fund. |
| Housing |
Rental assistance of 17%
base salary with minimum assistance of $1100 a month or $13200 p.a, to be reviewed
annually based on housing component of host country’s CPI. |
Rental assistance of 17% base salary with
minimum assistance of $1000 a month. |
Rental assistance of 17% base salary with
minimum assistance of $1000 a month. |
Rental assistance of 18% of base salary.
Reviewed annually and adjusted on relative movement |
No Housing Allowance or Assistance. Housing
for expat staff only who pay rent equivalent to 12.5% of base salary. |
| Annual Leave |
Five weeks p.a. (25 days) |
2 to 30 working days depending on location |
Five weeks p.a. (25 days). |
6 weeks per annum (30 working days) |
30 working days |
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Alternative 1 |
Alternative 2 |
Alternative 3 |
Alternative 4 |
Alternative 5 |
| Sick Leave 5.1 Paid Sick Leave |
36 Days p.a. |
30 working days |
36 days per annum |
36 days per annum |
36 days per annum |
| 5.2 Maximum Accrual |
108 days |
90 working days |
108 days |
108 days |
108 days |
| Other Leave |
· Compassionate Leave - 5
days per event (immediate family members only).
· Maternity Leave - 60 days
after 1 year service.
· Special Leave or Leave
without pay on discretion of Secretary General.
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· Compassionate Leave - 5
days
· Maternity Leave - 14 weeks
after 1 years service
· Special Leave or Leave
without pay at discretion of Director General.
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· Compassionate Leave - 5
days per event (immediate family members only)
· Maternity Leave - 60 days
after 1 yr service
· Special Leave or Leave
without pay on discretion of Director.
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· Compassionate leave - 5
days per event, with a max. of 10 days p.a. - (immediate family only)
· Maternity leave - 60 days
after 1 year service.
· Special Leave Without Pay
- at the discretion of the Director.
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| Working Hours |
Mon-Thurs: 8.30am - 5pm Friday 8.30-4.30pm
Lunch - 1 hour btw 12-2pm |
Suva based staff Monday-Thursday
8am to 4.30pm
Friday - 8am to 4.00pm
Noumea : Monday - Friday : 7.30am to 4.00pm |
Mon-Thurs : 8.00 am-4.30pm Fri: 8.00-4.00pm
Lunch - 1hr : 12-2pm |
8.00am to 12 noon and 1.00pm to 4.35pm Monday
to Friday. Contract staff are also on call at any time |
Mon-Fri : 8.00am-4.30pm Lunch – 1hr btw
12-1pm |
| Travel on recruitment and repatriation. |
Transport for staff member, spouse and
accompanying dependants between point of recruitment and Suva by most economical route. |
Transport for staff member,
spouse and accompanying dependants between point of recruitment (outside of greater Suva
Area) and Suva by most economical route. |
Transport for staff member,
spouse and accompanying dependants between point of recruitment (outside of greater Suva
Area) and Suva by most economical route. |
Economy air travel for staff member, spouse
and accompanying dependants (business class for Director), between point of recruitment
and host country by most economical route. |
Travel between host country and hometown by the
most direct and most economical route for staff and dependants. |
| Accommodation on arrival and repatriation |
6 working days hotel accommodation only on
arrival and repatriation. |
For Suva-based staff, on appointment, whilst
suitable accommodation is being sought per diem will be paid for up to 2 wks. On
termination, staff from their rental accommodation if still available. If not, per diems
will be paid for the period in question.
For Noumea based staff, hotel accommodation is provided if there is no suitable
accommodation available. Rental deductions commence on the date of arrival. |
6 working days hotel accommodation only on
arrival and repatriation. |
5 working days hotel accommodation only on
arrival and repatriation. Housing subsidy not paid during this period. |
6 working days hotel accommodation only on
arrival and repatriation. |
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Alternative 1 |
Alternative 2 |
Alternative 3 |
Alternative 4 |
Alternative 5 |
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Staff depart from their rented accommodation,
if still available. If not, hotel accommodation will be provided and staff rental
deduction ceases on departure date. |
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| Establishment grant |
$3000 for all contract positions from outside
the greater urban area of host country |
|
Only for staff recruited from outside host
country -FJD1125. |
Only for staff recruited from outside of host
country. WST$2,060. |
For non- host country
citizens - USD834. Director is USD1,111. |
| Removal expenses |
Reasonable removal expenses (packing,
insuring, shipping and unpacking) from place of recruitment and on end of contract.
Normally, 6 cub metres for staff 2 cub metres for spouse
1 cub metres for each
dependant child. |
Removal expenses from place of recruitment as
follows: up to 5 cu metres for staff
up to 2 cu metres for spouse
up to 1 cu metres for dependant child. On termination, as above but to designated home. |
Reasonable removal expenses (packing,
insuring, shipping and unpacking) from place of recruitment and on end of contract Staff:
12 cubic metres
Spouse: 4 cubic metres
Children: 2 cubic met/child. |
Reasonable expenses (packing, insuring,
shipping and unpacking) from place of recruitment and on end of contract. Limited to 12
cub m for staff, 4 cub m for spouse and 2 cub m per dependant child. |
Reasonable removal expenses from hometown to
Honiara including packing, insurance, freight, and port charges etc. Allowance is 6 cu. m
for staff member, 2 cu. m for spouse, and 1 cu. m per dependant child. For non-Sl citizens
only. |
| Repatriation Grant (or gratuity if specified) |
Equivalent to 2 week’s salary at
repatriation. |
Equivalent to 2 week’s (basic) salary at
repatriation. |
Equivalent to 2 week’s (basic) salary at
repatriation. |
For non host country citizens, gratuity at end
of non-renewed contracts of 14% basic salary for 2-year contracts, 21% for 3-year
contracts, or 33% for 6 year. |
Rep grant plus gratuity 14% base salary for 2
year contract, 21% for 3 year contract. |
| Home Leave Travel |
At end of first contract for staff who are
renewing contract. Return economy class airfares between capital of host country and point
of recruitment for staff member, spouse and dependants. |
After 18 months service for staff based in New
Caledonia. Once every year for staff based in Solomon Islands and FSM. |
At end of first contract for staff who are
renewing contract. Return economy class airfares between capital of host country and point
of recruitment for staff member, spouse and dependants. |
Annual return economy class airfares, between
Apia and normal home, by most economical route, for staff member, spouse and dependent
children. |
Return economy airfares between host country
and home town by the most direct and most economical route or staff and dependants for
each completed year of service except for the final year of employment. |
| Education Allowance |
Up to FJD7905 per child up to a maximum of
FJD23715 per family per annum claimable against receipts |
FJD3,600 per child with no limit on no. of
children. |
Up to FJD6000 per child up to a maximum of
FJD18000 per family per annum claimable against receipts (non host country citizens only). |
Up to WST$10,788 per child, for up to a
maximum of 3 dependant children, for actual education costs, claimable against receipts. |
USD6,500 per child per year up to 3 children.
For non-host country citizens only. |
| School Holiday Travel |
One economy class return airfare per annum for
staff member or spouse to visit dependant child studying overseas or for child to visit
Suva (non host country citizens only). |
Fare limited to fare between base station and
designated home. |
One economy class return airfare per annum for
staff member or spouse to visit dependant child studying overseas or for child to visit
capital of host country (non host country citizens only). |
One economy class return airfare per annum,
for staff member or spouse to visit dependant child studying overseas, or for child to
visit capital of host country. |
Return airfare per year for each child
between school town and capital of host country, or one return airfare for staff or spouse
to visit children in school. |
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Alternative 1 |
Alternative 2 |
Alternative 3 |
Alternative 4 |
Alternative5 |
| Tax Status |
Tax free for non host country citizens. |
Tax free for all professional staff as well as
support staff based in host countries |
Tax free for non host country citizens |
Tax free for host country residents or
citizens. |
Tax free in host country for non-host country
citizens. |
| Duration of Contract |
3 years renewable, maximum of 6 years.
Provision for extension beyond 6 years but only in very exceptional circumstances at
discretion of SG. |
3 years renewable. |
3 years renewable |
3 years renewable. |
3 years renewable, readvertise after 6 years
– incumbent may apply. |
| Termination of Contract |
One month’s notice. |
One month’s notice. |
One month’s notice. |
One month’s notice |
One month’s notice |
| Salary (state currency) |
Broadband 1-4 Appendix 1 - salary scale
(Annual increments on satisfactory performance). |
Same as for Forsec. |
Broadband 1-4 Appendix 1 - salary scale
(Annual increments on satisfactory performance). |
Salary scale Grades 1-5, (Schedule IVA
attached) are in Samoan currency. No automatic annual increments, but can be paid at the
discretion of Director on the basis of exceptional performance. |
All contract staff. 1-4 levels expresses and
paid in SBD. Annual increments on highly satisfactory performance. |
| Superannuation |
7% of salary |
6% to 7% of salary |
7% of salary |
7.5% of salary |
7.5% of salary |
| Housing |
Nil |
None for those based in host country |
Nil |
Nil |
Housing allowance of 20% for levels 1-3 and
15% for level 4. This is based on Public Service rates. |
| Annual Leave |
18 days p.a. for first 5 years service and 21
days p.a. from Yr. 6 onwards. |
20to 30 working days per annum depending on
location |
18 days p.a. for first 5 years service and
21 days p.a. from Yr. 6 onwards. |
15 working days per annum. No carryover
without the Director’s approval. Maximum carryover is 50 days. |
22 working days for each year service. |
| Sick Leave 5.1 Paid Sick Leave |
36 days p.a. |
30 working days p.a. |
36 days per annum |
36 days per annum |
Now follow ForSec |
| 5.2 Maximum Accrual |
90 days |
108 days |
108 days |
108 days |
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Alternative 1 |
Alternative 2 |
Alternative 3 |
Alternative 4 |
Alternative 5 |
| Other Leave (eg. Long service, compassionate). |
· Long
Service Leave - 20 days after 12 yrs service, 10 days after 15 yrs and 20 yrs, 20 days
after 25 yrs and 30 yrs. · Compassionate
Leave - 5 days per event (immediate family members)
· Maternity Leave - 60 days
after 1 yr service.
· Special Leave or Leave
Without pay on discretion of Secretary General. |
· Long
Service Leave: 40 working days after 10 yrs service. Thereafter, one working day for
additional three-month period of service. · Compassionate Leave: Same as for ForSec but not exceeding 10 days in any year.
However, local law and practice to be applied.
· Maternity Leave: 14 weeks
after 1 yr of continuous service.
· Special Leave: |
· Long
Service Leave - 20 days after 12 yrs service, 10 days after 15 yrs and 20 yrs, 20 days
after 25 yrs and 30 yrs. · Compassionate
Leave - 5 days per event (immediate family members).
· Maternity Leave - 60 days
after 1 yr service.
· Special Leave or
LeaveWithout pay on discretion of Secretary General |
· No Long
Service Leave
· Compassionate Leave - 5
days per event, with a max. of 10 days p.a. - (immediate family only).
· Maternity Leave - 60 days
after 1 year service.
· Special Leave Without Pay
- at the discretion of the Director. |
No Long Service Leave. |
| Working Hours |
Maintenance Staff - Mon-Thurs 7.30am-5pm,
Friday 7.30am-4.30pm
Other support staff
Mon-Thurs 8.30am-5pm
Friday 8.30am-4.30pm
Lunch - 1hr btw. 12-2pm |
Suva Based Staff Maintenance Staff
Mon-Thurs: 730 to 4.30pm
Friday 7.30am to 3.30pm
Other support Staff:
Mon-Thurs 8.00am to 4.30pm
Friday 8.00am to 4.00pm
For New Caledonia
Maintenance Staff
7.00am to 3.30pm
Other Support Staff:
7.30am to 4.00pm
Other locations:
Observe local practice |
Maintenance Staff Mon-Thus 7.30-5pm
Friday 7.30am-4.30pm
Other support Staff
Mon-Thur 8am-4.30pm
Friday 8.00am-4.00pm
Lunch - 1hr : 1pm to 2pm. |
8.00am to 12 noon and 1.00pm to 4.35 pm Monday
to Friday |
Same as professional staff. Mon-Fri 8.00am -
4.30pm Lunch - 1 hr btw 12-1pm. |
| Health |
Free health insurance covering local medical
consultation, pharmaceutical benefits and overseas medical treatment for staff member,
spouse and dependent children. |
Staff contribute 1.5% of salary towards medical
insurance scheme. |
Free health insurance covering local medical
consultation, pharmaceutical benefits and overseas medical treatment (subject to certain
conditions) for staff member, spouse and dependent children. Includes optical and dental
schemes. |
"Reasonable" medical dental, optical
and pharmaceutical costs, for staff member, spouse and dependent. Insurance cover
(Medivac) for urgent overseas treatment (but is subject to conditions). |
Now available for support staff same as
professional staff - any reasonable medical, dental, and optical expenses. |
| Life Insurance |
Term life insurance twice base salary for
staff member. |
Accident Compensation – 3 yr’s salary
in the event of death, with proportional liability in the event of non-fatal injuries or
illness. |
Term life insurance equivalent to twice base
salary for staff member. Also Total Permanent Disability covers. |
Annual life insurance twice base salary for
staff member. |
Now available for support staff same as
professional staff – 3 times salary for staff member. |
| Other Benefits |
· Use of organisation’s
vehicle and selected equipment on user pays basis
· Provision for advance pay
in extenuating circumstances.
|
Advance pay granted only when on leave |
· None (Director’s
discretion)
· None (Director’s
discretion)
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No rights to use organisation’s
vehicles or equipment.
No advances of salary, whatsoever. |
None. Encouraged establishment of Staff Credit
Union so staff can obtain loans from the Credit Union. |
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