UG FSN compensation plan 2009 by 3Z4LUP

VIEWS: 106 PAGES: 54

									                                            Current

                  COMPENSATION PACKAGE (ATTACHMENT)
            ATTACHMENT TO POST JOINT LOCAL COMPENSATION PLAN
                           AMERICAN EMBASSY
                            KAMPALA, UGANDA



                                    May 2009 Edition




Mission Kampala has included the following policies to the LCP:

1) Restoration of annual leave (authorized by State 121436 dated May 08, 2003)
effective January 4, 2009.

2) LES Compensatory Time for Official Travel (authorized by State 075136 dated May 10,
2006) effective March 15, 2009.

3) LES TDY Health and Accident Insurance (authorized by State 328740 dated
November 16, 2003) effective December 01, 2003.

4) LES Unique Conditions of Work Benefit (UCWB) for TDY to a Designated U.S.
Danger Pay Post (authorized by State 036094 dated February 28, 2001) effective June
21, 2009.




Distribution:

       - HR/OE/CMD
       - FSC Charleston (Payroll Section)
       - Mission Participating Agencies
       - Mission HR Office
                              Table of Contents
Section                                                      Page
1. Remarks                                                   4
2. Holiday List                                              6
3. Allowances/Benefits
   a. Transportation Allowances/Benefits                     7
   b. Meal Allowances/Benefits                               7
   c. Family Allowances/Benefits                             7
   d. Housing and Utility Allowances/Benefits                7
   e. Unique Conditions of Work Allowances/Benefits          7
   f. Other Allowances/Benefits                          7
4. Bonuses                                                   8
5. Premium Pay Plan                                          10
6. Local Social Security System (LSSS) Participation
   a. Host Government LSSS                                   13
   b. Other Country's LSSS                                   13
7. Salary Advance Plan                                       14
8. Leave Benefits and Policies
   a. Local Leave Plan (LLP)                                 15
   b. U.S. Style Leave Plan                                  24
   c. Excused Absence for Preventative Health Screenings     24
   d. Restoration of Annual Leave Policy                     24
   e. Voluntary Leave Transfer Program                       26
   f. U.S. Military Leave                                    26
9. Medical Benefits
   a. Medical Benefits Provided by the Host Government       27
   b. Medical Benefits Reimbursed/Paid by the Mission        27
   c. Medical Benefits Reimbursed/Paid by a Vendor           27
10. Death and Disability Benefits
   a. Death Benefit Plan                                     32
   b. Funeral Benefit Plan                                   32
   c. Life/Accident/Disability Insurance                     32
11. Severance Pay Plan                                       33
12. Separation Notice Plan                                   37
13. Separation for Age Plan                                  40
14. Reduction in Force (RIF)
   a. RIF Plan                                               41
   b. RIF Benefits Plan                                      45
15. Retirement and other End of Service Benefits
   a. LSSS Retirement                                        46
   b. U.S. Civil Service Retirement (CSR)                    46
   c. U.S. Social Security                                   46
   d. LSSS Replacement Retirement Plans                      46
   e. Retirement Benefits Paid by the Mission                49
                                                                    2
  f. Retirement Benefits Paid by a Vendor                    49
16. Workers' Compensation                                    50
17. Travel and TDY Benefits
  a. Compensatory Time for Travel                       51
  b. Personal Travel                                         52
  c. Relocation Plan                                         52
  d. TDY Health and Accident Insurance                       52
  e. Unique Conditions of Work Benefit (UCWB) for TDY        52
      to a Designated U.S. Danger Pay Post
  f. Iraq TDY Benefits                                       52

Salary Schedules                                             (attachment)

Signature page                                               54




                                                                            3
                         JOINT LOCAL COMPENSATION PLAN

SECTION 1: REMARKS

1. This Local Compensation Plan (LCP) for Post Kampala applies to Locally Engaged
(LE) staff in Kampala, Entebbe, Tororo, and Gulu, who are employed by the USG and
compensated in accordance with the LCP. All compensation will be paid through the
Global Financial Services (GFS) payroll office in Charleston, unless an exception to permit
payment at Post is authorized by HR/OE/CM and documented in this LCP or payment by a
third party vendor such as an insurance company.

2. Participants: The participating USG agencies are; Agency for International
Development, Centers for Disease Control, Department of Defense, National Institute of
Health, Peace Corps, and Department of State.

3. Currency: Unless otherwise stated, all compensation is denominated in Uganda
Shillings and paid in Uganda Shillings.          HR/OE/CM has authorized the following
exceptions; all base rates for the exceptional rate ranges at Post (including ERR-FSN 501-
12 Medical Program Specialist, ERR-FSN 402-10 Regional Financial Specialist, ERR-FSN
510-09 Nurse, and ERR-FSN 510-08 Nurse) are stated on the LCP in U.S dollars and all
except ERR-FSN 402-10 Regional Financial Specialist are paid in Uganda Shillings. Sec
State 45554/2008 and Sec State 38279/2008 are the authorizing telegrams.

4. Basic workweek: The basic full time workweek is Monday through Friday and the
weekend is Saturday and Sunday. The basic full time workweek schedules are 40 hours
per week, or 80 hours per biweekly pay period for all employees and 45 hours per week,
or 90 hours per biweekly pay period.

5. Waiting Period for Within Grade Increases (WGIs): Before becoming eligible for a
WGI to a higher step, an LE employee must serve a minimum of 52 consecutive weeks
of Good or Exceptional performance on each step between 1 through 12. Except when
granted a Meritorious Step Increase (MSI) (as authorized in Sec State 132688 dated 18
Dec 2008) authorizing a special within grade increase for sustained superior
performance. The MSI is in addition to any regularly scheduled WGI granted for time in
class and may not negatively impact the granting of WGIs, unless final step and within
grade has been reached.

6. Local Income Taxes: LE Staff are responsible for calculating and paying local
income taxes. The U.S. Mission does not withhold or make local income tax payments.

7. Saved Rate (SR)/Frozen Rate (FR)/Temporary Schedule Revision Allowance
(TSRA): If there are any employees paid from the schedule who are in saved rate or
frozen rate status or who have a TSRA, list the employee numbers (not names). Details
of each affected employee's compensation must be documented in a personnel action
each time the schedule is revised.
                                                                                       4
8. Conflicts Clause: In the event of any discrepancy between (a) this Local
Compensation Plan and FAM/FAH regulations and (b) the LE Staff Handbook, this Local
Compensation Plan and FAM/FAH regulations will prevail.




                                                                                  5
SECTION 2: HOLIDAY LIST

Following is a list of holidays to be observed by the U.S. Mission during the year 2009.

        DATE          DAY                  HOLIDAY                           COUNTRY

      Jan 1      Thursday                New Year's Day                     USA/Uganda
      Jan 19Monday                Birthday of Martin Luther King Jr.   USA
      Jan 26Monday                Liberation Day                       Uganda
      Feb 16     Monday                  President's Day                    USA
      April 21   Friday                  Good Friday                        Uganda
      April 13   Monday                  Easter Monday                      Uganda
      May 1      Friday                  Labor Day                          Uganda
      May 25     Monday                  Memorial Day                       USA
      June 3Wednesday             Martyrs' Day                         Uganda
      June 9Tuesday               Heroes' Day                          Uganda
      July 3     Friday                  Independence Day                   USA
      Sept 7     Monday                  Labor Day                          USA
      Sept --    **-------               Idd El-Fitri                       Uganda
      Oct 9      Friday                  Independence Day                   Uganda
      Oct 12     Monday                  Columbus Day                       USA
      Nov 11     Wednesday               Veteran's Day                      USA
      Nov 26     Thursday                Thanksgiving Day                   USA
      Nov --     **----                  Idd Adhuha                         Uganda
      Dec 25     Friday                  Christmas Holiday                  USA/Uganda

** Holidays marked with asterisks are based on the lunar calendar and is an estimate
only. Any ad hoc local holidays announced by the host government will be documented
by sending a telegram to the GFS payroll office and HR/OE/CM.




                                                                                           6
SECTION 3: ALLOWANCES/BENEFITS


a. Transportation Allowance/Benefits: The Mission does not provide any
transportation (commuting) benefits.

b. Meal Allowance/Benefits: The Mission provides a meal allowance of Uganda
Shillings 421,800/= only, per annum to all salary grades (1-13) with a regularly
scheduled five day workweek. It's authorized in State 126216 dated May 24, 1995 and
amended in State 08905 dated January 24, 2007. The effective date of the allowance is
May 24, 1995.

c. Family Allowance/Benefits: The Mission does not provide a family allowance,
education benefits for employees' children, or any other family related benefits.

d. Housing and Utility Allowance/Benefits: The Mission does not provide any housing
or utility benefits.

e. Unique Conditions of Work Allowance/Benefits (UCWA/UCWB): The Mission
does not provide any Unique Conditions of Work Benefits based on conditions in
Uganda.

f. Other Allowances/Benefits: Employees working on a full time non-temporary, full
time temporary and part time non-temporary basis are eligible. Employees working on a
part time temporary, WAE non-temporary, and WAE temporary basis are not eligible.

a) Miscellaneous Benefit Allowance (MBA): (Per 06 State 182489 effective 01-07-
2007 and 07 State 08905):

An MBA - combined monetary value of benefits and allowances which are not supported
as stand alone benefits, (that include company sponsored activities, loans, housing
allowance, bonus, transportation, and family allowance) is paid to all employees and
varies by the grade of the employee. Indicated below are annual amounts per grade but
is prorated and paid bi-weekly.

FSN-1 -6                       1,203,239
FSN-7                          2,597,241
FSN-8                          3,894,228
FSN-9                          4,279,529
FSN-10                         6,099,188
FSN-11                         7,415,788
FSN-12&13                      9,078,559


                                                                                    7
SECTION 4: BONUSES

ANNIVERSARY BONUS PLAN

Under the authority contained in 3 FAM 7341 and consistent with prevailing employment
practices in Uganda, Anniversary bonuses will be authorized as of June 25, 1995 to
eligible LE Staff of all U.S. Government Agencies following the Mission's Joint Local
Compensation Plan subject to the following rules:

1.    Applicability. This plan is applicable to full-time Direct Hire employees under
non-temporary appointments and to personal services agreement employees.

Excluded from coverage are part-time employees; employees under "temporary"
appointments; non-personal services contract personnel and their employees, supplied
by an independent contractor licensed to do business in Uganda who provides services
to other local organizations as well as to the U.S. Mission; Peace Corps personal
services contracts as required by section 10 (a)(5) of the Peace Corps Act and section
4.1 of MS 735; Foreign Agricultural services personal services contractors as required
by Public Law 100-202, December 22, 1987, and 6FAS/FAM 211.5; and domestic
servants at official residences.

Persons separated prior to the effective date of this plan, regardless of type of
employment, are not entitled to anniversary bonuses for their prior service under the
terms of this plan.

2.     Benefit Amounts. Upon completion of the indicated years of USG service, the
following bonuses will be paid:


             Years of USG Service             Bonus Amount

                   10 Years               USH.250,000
                   15 Years                    350,000
                   20 Years                    450,000
                   25 Years                    500,000
                   30 Years                    550,000
                   35 Years                    650,000


b.    No payment will be made for service anniversaries which occurred prior to
06/25/1995. No prorated payment will be made for an employee who separates before
completing the required years of service for an anniversary bonus.



                                                                                     8
(3)   Creditable Service.

The following criteria govern the determination of creditable U.S. Government service.

a) Creditable service is documented continuous service with USG agencies under a
direct hire appointment, personal services agreement, or personal services contract.
Continuous service is service without a break of more than 3 calendar days.

b) Continuous service includes transfers, without a break of more than 3 calendar days
from a direct-hire appointment to a personal services agreement/contract, and vice
versa.
c) Creditable service does not include indirect employment or so-called non-personal
services with an in-house entity providing services exclusively to the mission unless all
of the following criteria are met and documented: (1) the host government considers the
entity to be an integral part of the mission; (2) such service immediately precedes
creditable Personal Services Agreement, Personal Services Contract or Direct Hire
employment without a break in service of more than three calendar days, and (3) such
service is recognized by local law to be continuous service with the USG.

d) Creditable service does not include any personal services contract time with Peace
Corps, as required by Section 10(A) (5) of the Peace Corps Act and Section 4.1 of MS
735.

e) Creditable service does not include any personal services contract time with the
Foreign Agricultural Service. As required by Public Law 100-202, December 22,1987,
and 6 FAS/FAM 211.5.




                                                                                         9
SECTION 5: PREMIUM PAY PLAN

LE Staff employees of the U.S. Mission in Uganda are paid in Uganda Shillings for 26
pay periods per year. Payment is made directly into the employee's bank account
through electronic funds transfer.

a) Premium Compensation

Definitions and Rules:

1.     Basic workweek is the defined days of the week in which a full time employee is
regularly scheduled to work.

2.     Rest days are the one or two days per week in which a full time employee is not
regularly scheduled to work.

3.    Basic workweeks at Post                   Days considered being
                                                Rest Day A Rest Day B

              Monday - Friday                   Saturday       Sunday

4.     Tour of Duty is an employee's basic workweek hours. An employee's tour of duty
is recorded on a personnel action and a permanent change in the tour of duty requires a
separate personnel action.

5.    Hourly salary is annual salary divided by 2080, divided by the workweek factor.

6.     Workweek factor is the number of total hours in an employee's basic workweek,
divided by 40. Workweek factors for Uganda are:

                            40 Hour Schedule           1.000
                            45 Hour Schedule           1.125

7. Salary for purposes of premium pay calculations is defined as basic salary.

8.     Regular pay is total pay (Basic Rate plus allowances) normally received for daily
work within the basic workweek, exclusive of any overtime pay or holiday pay. Regular
pay is also provided for a paid holiday or observed holiday that occurs during an
employee's basic workweek whether or not the employee is required to work.

9.    Overtime pay is compensation for work performed outside the total hours in an
employee's basic workweek hours and must be approved in advance.

                                                                                         10
10.     If an American holiday falls outside of the employee's basic workweek, an
alternative day within the employee's basic workweek will be designated as the
employee's observed holiday. Work during the basic workweek on an observed holiday
entitles the employee to holiday pay.

11.   Holiday pay is a premium paid for work performed on a holiday observed during
the employee's basic workweek hours. Holiday pay is paid in addition to regular pay.
Work performed on a holiday outside the employee's basic workweek hours is
compensated with overtime pay. The local holiday pay rate applies to work performed on
a local holiday. The American holiday pay rate applies to work performed on an
American holiday.

12. Compensatory time may be granted in lieu of overtime pay, at the rate of one hour of
compensatory time for each hour of overtime worked. Compensatory time must be used
within 8 pay periods after the end of the pay period in which it was accrued.
Compensatory time not used within this time period is forfeited.

13. Effective September 3, 2006 (Pay period 18), employees are eligible to earn
compensatory time for official travel that occurs on or after September 3, 2006 and that
is not otherwise compensable hours of duty. This benefit will be provided in accordance
with the plan in 06 State 075136 (attached as Appendix I).

14. Flextime. The Mission allows Flextime for agencies and sections that have not
opted out of the plan.

b). Authorized Rates:

Overtime 1: 100 percent of hourly salary plus 50 percent of hourly salary for each hour
of overtime worked

Local Holiday 1: 100 percent of hourly salary for each hour worked (in addition to regular
pay)

American Holiday 1: 100 percent of hourly salary for each hour worked (in addition to
regular pay)

c). Frozen Basic Rate:

If the Basic Rate is higher on the previous Salary Schedule than on the current
Schedule, the Basic Rate from the old Schedule (Frozen Basic Rate) will be used to
calculate the benefits listed under Basic Rate above.




                                                                                        11
d). Step Increase

Within Grade Increases: Will be granted after 52 weeks of continuous, satisfactory
service. This is contingent upon the receipt of an Employee Evaluation Report signed by
the employee's supervisor and reviewed by the American officer in charge of the
section.




                                                                                     12
SECTION 6: LOCAL SOCIAL SECURITY SYSTEM (LSSS) PARTICIPATION

a. Host Government LSSS

The Mission does not participate in the National Social Security Fund (NSSF), as
authorized by the Department in State 204438 dated November 28, 2001.

b. Other Country's LSSS

Not applicable




                                                                                   13
SECTION 7: SALARY ADVANCE PLAN


Authority. Under the authority contained in 3 FAM 7341 and consistent with prevailing
employment practices in Kampala, Uganda, salary advances are authorized as of March
26, 2000 to eligible LE Staff of all U.S. Government Agencies following the Mission's
Joint Compensation Plan, subject to the following rules:

a. Eligibility. An LE Staff who (A) is employed on a full time basis under a non-
temporary direct hire appointment or personal services agreement and (B) has
completed a minimum of one year of continuous USG service may request a salary
advance under the terms of the plan.

Excluded from coverage are employees with less than one year of service; employees
working under "temporary" appointment; non-personnel and their employees; employees
of USAID institutional contractors; Peace Corps personal services contractors as
required by Section 10(A)(5) of the Peace Corps Act and Section 4.1 of MS 735; and
domestic employees at official residences.

b. Justification for advance: An advance may be requested for a personal or family
emergency.

c. Maximum Salary Advance: 2 months basic salary

d. None.

e. Repayment Terms: The employee must sign a written agreement to repay the advance
through regular payroll deduction over a period not to exceed 12 months or 26 pay periods.
 If the employee leaves the service of the U.S. Mission, regardless of whether it is a
voluntary or involuntary separation or death in service, then any outstanding balance must
be immediately and fully repaid. If necessary, the advance will be recouped from the
employee's final payment.

f. Another salary advance will not be granted until a previous advance is fully paid.




                                                                                        14
SECTION 8: LEAVE BENEFITS AND POLICIES

a. Local Leave Plan (LLP)

I. Authority

Section 408 of the Foreign Service Act of 1980, as amended, provides that any local
compensation plan established under that section may include provisions for leaves of
absence with pay for Locally Employed Staff in accordance with prevailing law and
employment practices in the locality of employment without regard to any limitations
contained in Section 6310 of Title 5, United States Code. Authorized in State 124342
dated November 24, 2008.

II. Policy

It is the policy of the Foreign Affairs Agencies to adopt locally prevailing leave benefits
for Locally Employed Staff in lieu of any benefits patterned after the provisions of the
U.S. Annual and Sick Leave Act of 1951. All employees who enter on duty on or after
the effective date of the leave plan (May 24, 1995) are required to be covered by the
local leave plan.

III. Creditable Service

The following criteria govern the determination of creditable U.S. Government (USG)
service when determining local leave entitlements:

a) Creditable service is documented continuous service with USG agencies under a
direct hire appointment, personal services agreement, or personal services contract.
Continuous service is service without a break of more than 3 calendar days.

b) Continuous service includes transfers, without a break of more than 3 calendar days
from a direct-hire appointment to a personal services agreement/contract, and vice
versa.
c) Creditable service does not include indirect employment or so-called non-personal
services with an in-house entity providing services exclusively to the mission unless all
of the following criteria are met and documented: (1) the host government considers the
entity to be an integral part of the mission; (2) such service immediately precedes
creditable Personal Services Agreement, Personal Services Contract or Direct Hire
employment without a break in service of more than three calendar days, and (3) such
service is recognized by local law to be continuous service with the USG.

d) Creditable service does not include any personal services contract time with Peace
Corps, as required by Section 10(A) (5) of the Peace Corps Act and Section 4.1 of MS
735.

                                                                                         15
e) Creditable service does not include any personal services contract time with the
Foreign Agricultural Service. As required by Public Law 100-202, December 22,1987,
and 6 FAS/FAM 211.5.

f) Approved Leave without Pay does not constitute a break in continuous service.
However, periods of Leave without Pay that accumulate to two weeks or more are
deducted from creditable service.

IV. Workweeks

The amounts of leave listed in this plan are applicable to employees with regularly
scheduled 40 and 45-hour workweeks. Employees on other workweek schedules will
accrue and expend appropriately prorated amounts of leave. Maximum limits also
will be appropriately prorated for employees on other than 40/45-hour workweek
schedules.

V. Leave Year

The leave year normally will begin on the first day of pay period 1 and end on the last
day of pay period 26. During the infrequent occasions when there are 27 pay periods in
a year, the leave year will begin on the first day of pay period 1 and end on the last day
of pay period 27. Leave that is accrued on a per pay period basis (annual and sick
leave) will be accrued during pay period 27 at the rate it was accrued during pay period
25. No change will be made to annual limits of other types of leave (maternity and
special) that are granted on an annual or occasional basis.

VI. Annual Leave

A. Amount of Annual Leave Earned

Employees with 40/45-hour workweek schedules will earn the following amounts of
annual leave each leave year.

While on annual leave, the U.S. Mission will pay the employee 100% regular
compensation (basic rate and allowances regularly paid each pay period).




                                                                                        16
LE Staff Grade Level    Number of Work Days          Number of Hours

                                     40-hr               45-hr

FSN 1 - 3               22           176         198

FSN 4 - 6               25           200         225

FSN 7 - 9               28           224                 N/A

FSN 10 - 13             32           256         N/A


B. Crediting of Annual Leave

Annual leave is credited on a prorated basis each pay period beginning with the
employee's entrance on duty as follows:

LE Staff Grade          No. of               Hours Earned Each           Hours
                                                                        Earned in
Level            Hours (Earned/Year) of First 25 Pay Periods           Pay Period 26

                    40-hr 45-hr              40-hr 45-hr           40-hr     45-hr

FSN 1 - 3              176   198              6.75     7.75        7.25       4.25
FSN 4 - 6              200   225              7.75     8.75        6.25       6.25
FSN 7 - 9              224   N/A              8.75     N/A         5.25       N/A
FSN 10 - 13            256   N/A             10.00     N/A         6.00       N/A

C. Carry Over of Annual Leave from One Year to the Next

Each employee may accumulate, for carryover to the next leave year, a maximum of
one year's annual leave entitlement. For example, an FSN-6 employee (40-hour
workweek schedule) may carry over a maximum of 200 hours of unused annual leave.
Except as provided for herein through restoration or payment upon separation
procedures, any unused annual leave at the end of the leave year is forfeited.

D. Restoration of Annual Leave

Previously approved and scheduled annual leave which is canceled by the employee's
supervisor due to work requirements at post, and which otherwise is subject to forfeiture,
may be restored to the employee's account at the beginning of the next leave year for
use during that leave year. Restored annual leave must be used within one year and
may not be carried over from year to year. Restoration of canceled annual leave must
be approved in writing by the employee's supervisor and by the Human Resources

                                                                                        17
Office, and reported to the timekeeper.

E. Minimum Charge for Annual Leave

Annual leave will be accrued and charged in minimum increments of one hour.

F. Annual Leave Accrued Under System Patterned After U.S. Annual and Sick Leave Act

Annual leave balances accrued under the leave system patterned after the U.S. Annual
and Sick Leave Act, not to exceed 240 hours for employees on a 40-hour workweek
schedule and 270 hours for employees on a 45-hour workweek schedule will remain to
the employee's credit after the date of enrollment in the local leave system. This annual
leave will be maintained in a separate balance and may be used by the employee to
supplement annual leave accrued under the local leave plan. This leave may be drawn
down by the employee but may not be increased. At the time of separation from
employment, the outstanding balance of this annual leave will be converted to a lump
sum payment subject to the limitations in section VI.G below.

G. Lump Sum Payment for Unused Annual Leave

(1) Upon separation, an employee will receive a lump sum payment for unused annual
leave, computed on the basis of the employee's pay rate at the time of separation.
Payment will be calculated using the same salary basis used for salary payments when
an employee is on annual leave. That is basic rate plus allowances normally paid each
pay period.

(2) Payment will be for the total of the number of unused annual leave hours accrued
under the USG style leave plan, not to exceed 240 hours (for the 40-hour
workweek)/270 hours (for the 45-hour workweek). Payment will also be for (a) the
number of unused annual leave hours accrued under the local leave plan that were
carried over from the previous leave year and not used during the current leave year,
plus (b) the number of unused annual leave hours earned during the current leave year.
 However, payment for the combined total of annual leave accrued under the local leave
plan (a and b) is subject to a maximum limit of one year's annual leave entitlement. For
example, an FSN 6 employee (40-hour workweek schedule) may be paid for a maximum
of 200 hours accrued under the local leave plan plus a maximum of 240 hours accrued
under the USG style leave plan.

(3) In addition to payment for the above three types of unused annual leave, payment
will be made for any unused annual leave that was restored to the employee's leave
account at the beginning of the year in which the employee separates. Payment for
unused restored annual leave is subject to a maximum limit of one year's entitlement.




                                                                                       18
H. Advancement of Annual Leave

An employee with a minimum of one year's service may be advanced annual leave up to
the amount the employee will earn in the remainder of the leave year. Advancement of
annual leave requires the written approval of the employee's American supervisor and
the Management or Human Resources Officer. Any indebtedness for annual leave at
the time of separation must be repaid by the employee. If necessary, the amount owed
will be deducted from the employee's final salary, severance pay, or any other final
payment.

VII. Sick Leave

A. Policy

Sick leave will be authorized when the employee is unable to work because of sickness
or injury or when the employee needs medical examination or treatment that can be
obtained only during the time when the employee normally would be working. Sick leave
may not be used by the employee in connection with the care of a family member or to
obtain medical examination or treatment for a family member. Absences such as these
are chargeable to annual leave or leave without pay. Every absence due to sickness or
injury must be reported immediately to the employee's American supervisor and to the
employee's timekeeper so that the appropriate charge of sick leave will be made.
Absence of three or more consecutive work days must be supported by a physician's
certificate and a physician's certificate may be required for an absence of two
consecutive work days or less if the employee's supervisor has reason to believe that
the employee is using sick leave improperly. The employee must submit in advance, a
request to his/her supervisor for permission to use sick leave for the purpose of medical,
dental, or optical examination or treatment. Leave must be approved by the American
supervisor in writing and reported to the time keeper.

B. Amount of Sick Leave

Employees will earn 26 work days (208 hours for the 40-hour workweek, 234 hours for
the 45-hour workweek) of sick leave per year.

While on sick leave, the U.S. Mission will pay the employee 100% of the basic rate plus
100% of the allowances regularly paid each pay period, with the following exception:
Zero percent of the meal allowance will be paid when an employee is on sick leave.

C. Crediting of Sick Leave

Sick leave is credited on a prorated basis each pay period beginning with the
employee's entrance on duty. For employees on a 40-hour workweek schedule, eight
(8) hours of sick leave are credited in each pay period. For employees on a 45-hour
workweek schedule, nine (9) hours of sick leave are credited in each pay period.

                                                                                        19
D. Carry Over of Sick Leave from One Year to the Next

Employees may carry over unused sick leave from one leave year to the next, subject to
the maximum limits shown below. Any unused sick leave at the end of the leave year in
excess of the maximum limit is forfeited.


  Completed Years              Maximum Annual Carryover
  of USG Service               Limit (No. of Hours)

                                    40-hr               45-hr

    Less than 5                     720                  810
    5 or more                      1040                 1170


E. Advancement of Sick Leave

An employee with a minimum of one year of service may be advanced sick leave up to
the amount the employee will earn in the remainder of the leave year. Advancement of
sick leave requires the written approval of the employee's American supervisor and the
Human Resources Office. Any indebtedness for sick leave at the time of separation
must be repaid by the employee. If necessary, the amount owed will be deducted from
the employee's final salary, severance pay, or any other final payment. The amount
owed will be calculated using the same salary basis used when an employee takes sick
leave, that is, 100% of the basic rate plus 100% of the allowances regularly paid each
pay period, but not the meal allowance.

F. Minimum Charge for Sick Leave

Sick leave will be charged in minimum increments of one hour.

G. Unused Sick Leave Entitlement under Local Leave Plan

Upon separation, no lump sum payment will be made to the employee for any unused
sick leave. Sick leave accrued under the local leave plan is not creditable for computing
CSR or any other type of retirement benefits.

H. Unused Sick Leave Accrued Under Leave System Patterned after the U.S. Annual and
Sick Leave Act

Upon enrollment under the local leave plan, the employee may retain for use unused
sick leave accrued prior to enrollment that does not exceed the maximum limit in section
VII D above. Sick leave accrued under the local leave plan will be added to this balance
and the total balance will be subject to the sick leave limit in section VII D at the end of
each leave year.
                                                                                          20
VIII. Maternity Leave (Ref. Uganda's Employment Act, 2006 and State 22008 dated 03/04/08)

A. Amount of Maternity Leave

Upon submission of a properly documented request, a female employee is eligible for 12
weeks (480 hours for the 40-hour hour week, 540 hours for the 45-hour workweek) of
paid maternity leave; at least 4 weeks (160 hours for the 40-hour week, 180 hours for
the 45 hours workweek) shall be reserved for post delivery. While on maternity leave,
the employee will receive 100% of the basic rate plus 100% of the allowances regularly
paid each pay period, but not the meal allowance. Zero percent of the meal allowance
will be paid.

Note: An employee is eligible for maternity leave in the case of a miscarriage.

B. Leave beyond Twelve Weeks

Leave for maternity purposes beyond 12 weeks may be granted with the approval of the
employee's supervisor and requires the use of annual leave or leave without pay. Sick
leave may be requested if the absence is medically necessary.

C. Minimum Charge

Maternity leave will be charged in minimum increments of one hour.

IX. Paternity Leave (Ref. Uganda's Employment Act, 2006 and State 22008 dated 03/04/08)

A. Amount of Paternity Leave

Upon submission of a properly documented request, a male employee is eligible for 4
week days (32 hours for the 40-hour hour week, 36 hours for the 45-hour workweek) of
paid paternity leave immediately after his wife gives birth. While on paternity leave, the
employee will receive 100% of the basic rate plus 100% of the allowances regularly paid
each pay period, but not the meal allowance. Zero percent of the meal allowance will be
paid.

Note: An employee is eligible for paternity leave in the case of a miscarriage.

B. Minimum Charge

Paternity leave will be charged in minimum increments of one hour.




                                                                                            21
X. Special Leave

A. Definition

Special leave is paid leave, without charge to annual leave, which may be granted at the
discretion of the employee's American supervisor for a compelling personal or
compassionate reason such as a death in the employee's immediate family. Salary
payments while on special leave will be based on 100% of the employee's basic rate
plus 100% of the allowances regularly paid each pay period.

B. Amount of Special Leave

An employee may be granted 3 work days (24 hours for the 40-hour workweek, 27 hours
for the 45 hour workweek) of special leave in a leave year.

C. Accrual and carry over of Special Leave.

Special leave is not accrued each leave year, rather, it is granted on an as needed basis
subject to the limits stated above. Unused entitlements to special leave are forfeited
and may not be carried over or accumulated from year to year.

D. Minimum Charge

Special leave will be charged in minimum increments of one hour.
E. Advancement of Special Leave

Advancement of special leave is not permitted.

F. Proof required

An employee's American supervisor may require appropriate proof to support a request
for special leave.

G. Unused Special Leave

Upon separation, no lump sum payment will be made for unused special leave.

XI. Voluntary Leave Transfer (VLT)

Under the authority contained in Section 408(a)(1) of the Foreign Service Act of 1980
(22 U.S.C. 3968 (A)(1), as amended by Section 148 of the Foreign Relations Auth Act,
Fiscal Years 1992 and 1993 (Public Law 102-238), and consistent with 96 State 237897
and 04 State 140519, VLT was authorized as of June 25, 2004 to eligible LE Staff of all
U.S. Government agencies following the Mission's Joint Local Compensation Plan who
need such leave because of a medical emergency.

                                                                                       22
XII. Leave without Pay (LWOP)

Leave without Pay for up to 10 consecutive workdays may be granted for justified
reason as considered appropriate by the employee's American supervisor and the
Management Officer. Extended leave without pay, in excess of 10 consecutive work
days, may be granted for specified periods of time for any reasonable purpose. Leave
without pay granted to an employee in excess of 80 hours (for the 40-hour workweek)/90
hours (for the 45-hour workweek) must be documented by a Notification of Personnel
Action. Upon the employee's return to duty status, a Notification of Personnel Action
must be processed to return the employee to pay status.

While on LWOP, the employee receives no salary payments. Neither the basic rate nor
any allowances will be paid. While on extended LWOP, the employee's medical
coverage will cease. Local or U.S. holidays that occur within a period of leave without
pay will be charged as leave without pay. However, if an employee is in pay status on
the workday preceding the holiday or the workday following the holiday, the holiday will
not be charged to leave without pay.

When an employee's absence on LWOP within a year totals the equivalent of the hours
in one pay period no proportionate amount of annual or sick leave will be earned for that
period. LWOP does not effect entitlements to maternity, paternity, and special leave.

XIII. Holidays

If a holiday falls within a period of approved paid leave, the employee will not be charged
leave on the holiday.

XIV. Responsibility for leave records

The time and attendance (T&A) clerk is responsible for the proper reporting of leave and
making any required reports to the Human Resources Office. The T&A clerk will
maintain a copy of the T&A leave report. The American supervisor is responsible for the
accuracy of the leave reported on the T&A cards which s/he approves. The Human
Resources Office will maintain leave records of individual employees. These records
will be considered as the official leave files. As necessary, the Human Resources Office
will provide instructions and forms to the T&A clerk.

XV. Inquiries

Any questions concerning the leave plan should be directed to the Human Resources
Office.

XVI. Effective Date

This revised plan is effective as of January 5, 2009

                                                                                         23
b. U.S. Style Leave Plan

Annual Leave Accrued Under System Patterned after U.S. Annual and Sick Leave Act
(Ref. State 126214 dated May 24, 1995)

Annual leave balances accrued under the leave system patterned after the U.S. Annual
and Sick Leave Act, not to exceed 240 hours for employees on a 40-hour workweek
schedule and 270 hours for employees on a 45-hour workweek schedule will remain to
the employee's credit after the date of enrollment in the local leave system. This annual
leave will be maintained in a separate balance and may be used by the employee to
supplement annual leave accrued under the local leave plan. This leave may be drawn
down by the employee but may not be increased. At the time of separation from
employment, the outstanding balance of this annual leave will be converted to a lump
sum payment subject to the limitations in section 8.VI. G above.

c. Excused Absence for Preventative Health Screenings

The Mission does not provide Excused Absence for preventative health screenings as
described in 01 State 024004, 02/08/2001.

d. Restoration of Annual Leave Policy (authorized by State 121436 dated May 08,
2003)

1. This guidance applies to all Locally Employed (LE) Staff covered under the US style
leave plan and to all LE Staff covered under a post's Local Leave Plan (LLP) if the LLP
provides for restoration of annual leave.

2. Restoration of annual leave is a privilege and not an entitlement.

3. Both management and employees are responsible for planning and scheduling annual
leave throughout the leave year to avoid forfeiture. Employees have an obligation to
request annual leave in a timely manner and to take into account any other types of
leave provided under the Local Leave Plan which the employee expects to request
during the leave year. The supervisor has the obligation to consider both the needs of
the office and the employee's right to schedule and take annual leave before approving
requested leave. Scheduled leave is always subject to cancellation, whether for the
exigency of the public business or because of normal workload, vacancies, poor leave
scheduling, or other non-exigent circumstances. An employee's failure to schedule
annual leave, or to reschedule previously denied or cancelled leave, in order to avoid
forfeiture does not relieve management of its responsibility to ensure that an employee's
leave is in fact scheduled for use. An employee who refuses to schedule leave for use
during the leave year, or to take previously scheduled leave, is not entitled to restoration
of forfeited annual leave.

4. In order to qualify for restoration, the employee must have requested to use the

                                                                                          24
annual leave in writing, and the supervisor must have approved the employee's request
in writing, prior to the end of pay period 23. If post's Local Leave Plan does not have a
pay period 1 through pay period 26 leave year, then for employees covered by the Local
Leave Plan it must have been approved a minimum of 3 full pay periods prior to the end
of the leave year. If the initial request for annual leave is not approved, the employee
and supervisor must make every effort to reschedule the annual leave.

5. Scheduled annual leave that would otherwise be forfeited at the end of the leave year
because of denial or cancellation may qualify for restoration under one of the following
circumstances: (a). an exigency of the public business, (b). absence on approved leave
due to the employee's illness or injury or due to a family event,
(c). administrative error.

6. A request for restoration of forfeited annual leave must include the following
documentation:

--The SF-71 showing approval of scheduled leave a minimum of 3 full pay periods prior
to the end of the leave year.

--A written statement prepared by the official who either denies or cancels an
employee's scheduled annual leave, dated and signed, and prepared at the time of
denial or cancellation. The statement should indicate why the official denied or cancelled
the leave, and describe the specific operational demand, with its inclusive dates, which
caused the denial or cancellation.

--In the case of a request on the basis of the exigency of public business, the statement
above must include a description of the specific exigency of public business that
necessitated the denial or cancellation. Normal workload, staffing turnover, and poor
leave scheduling are not qualifying exigent reasons.

--In the case of a request on the basis of absence on approved leave, the statement
must include a description of the leave taken (sick leave, maternity leave, child care
leave, etc.) and the dates when it was taken. Note: this administrative policy does not
override any provision in a Local Leave Plan which requires employees to forfeit annual
leave and/or to not accrue annual leave during the period when the employee is on
approved maternity leave, child care leave, etc. End Note.

--In the case of a request on the basis of Administrative Error, a description of the
Administrative Error.

--In all cases, the reasons for not rescheduling the denied or cancelled annual leave
must be documented in the same manner and detail as required for initially canceling
scheduled annual leave.

7. Requests for leave restoration must be submitted with the required documentation
                                                                                        25
through the employee's supervisor to the Embassy's Management Officer who has the
authority to approve the restoration of annual leave for Locally Employed Staff. If the
required documentation is not submitted, there is no basis for approving the restoration
of annual leave. Leave restoration requests should be submitted to the Management
Officer within 90 calendar days after the completion of the leave year. The Management
Officer may consider exceptions to the 90 day policy on a case-by-case basis. Requests
for exceptions require full documentation specifying the reasons for the delay.

8. A copy of the approved request for leave restoration, together with supporting
documentation, must be sent to the appropriate FSC Payroll Office.

e. Voluntary Leave Transfer Program

Effective June 25, 2004, the Mission implemented the Voluntary Leave Transfer
Program in accordance with 97 State 237373 and 96 State 237897.

f. U.S. Military Leave

The Mission does not participate in the U.S Military leave Program.




                                                                                      26
SECTION 9: MEDICAL BENEFITS

a. Medical Benefits Provided by the Host Government

There is no host government provided medical care for which LE Staff are eligible.

b. Medical Benefits Reimbursed/Paid by the U.S. Mission

The U.S. Mission does not directly reimburse medical expenses.

c. Medical Benefits Reimbursed/Paid by a Vendor

Effective December 26, 2008, the Mission has a contract with East African Underwriters
Company to provide medical benefits to participating LE Staff. The contract will expire
on December 25, 2009. Premium costs are fully funded by the USG. Participation is
voluntary. Below is the description of the health insurance.

C.1. HEALTH INSURANCE SERVICES

The Government of the United States of America requires Health Insurance coverage
for its employees as further described in C.1.2 in Uganda. The Government has
determined that the prevailing practice by employers in Uganda is to provide for their
employees health insurance protection and that the cost of such insurance protection is
usually borne by the employer. Health insurance protection will be representative of
locally prevailing compensation practice as further described in C.1.2. The specific
health benefit coverage under this contract is set forth in Section C and the Exhibits in
Section J.

The Contractor shall insure that health care under this contract does not exclude
HIV/AIDS care.

C.1.1 Employee and Dependent Health Services Benefits

The health benefits under this contract are as follows. Reimbursement of covered
expenses is limited to the stated percentages of reasonable and customary costs.
Proposals that contain more benefits (even if there is no increase in cost) or fewer
benefits than stated in the solicitation may be deemed technically unacceptable.

C.1.1.1.      Hospitalization: Emergency transfer, consultation, treatment, surgery,
pathology, laboratory fees, prescribed drugs, appliances, x-rays in a hospital and/or
clinic with admission facilities, as an admitted patient. 100%

C.1.1.2.     Surgery: Admission, consultation, treatment, surgery, pre and post-
operative care, pathology, laboratory fees, x-ray, appliances and prescribed drugs.
100%
                                                                                       27
C.1.1.3.      Doctor Visits: Consultation, treatment, surgery, pathology, laboratory fees,
prescribed drugs by approved providers only, appliances, x-rays in the out-patient
department of any approved clinic and/or hospital where there is no admission or in a
hospital and/or clinic with admission facilities as an admitted patient. 100%

C.1.1.4.    Prescription Drugs: by approved providers only including those that
suppress opportunistic infections, such as tuberculosis and toxoplasmosis. 100%

C.1.1.5.      Maternity: pre-natal care, delivery, and post-natal care - including
provisions for brief courses of anti-retroviral drugs during childbirth to prevent the
transmission of HIV to the employee’s child. Duration of treatment is to be determined
by the employee’s personal physician, following WHO and CDC guidelines. 100%

C.1.1.6.      Hospital Outpatient Services: Consultation, treatment, surgery, pathology,
laboratory fees, prescribed drugs by approved providers only, appliances, x-rays in the
out-patient department of any approved clinic hospital where there is no admission.
100%

C.1.1.7.      Optical Service (For Employee Only): One eye exam and set of corrective
lenses (may opt for contact lenses) per year, and one set of frames every two years.
Excludes reading glasses, sunglasses and any other type glasses that are not worn
fulltime and contact lens solutions. 50%

C.1.1.8.     Physical Therapy: No

C.1.1.9.     Psychiatric Treatment: No

C.1.1.10.   Ambulance Service: Emergency ambulance services from private
commercial service providers.

C.1.1.11.    Hearing Aids: No

C.1.1.12.    Expenses Incurred Out-of-Country: No

C.1.1.13.    Other Benefits:
             Dental: Cleaning, amalgam filling, extraction 100%
             HIV/AIDS treatment: 100%
             Vaccinations: Standard UNEPI vaccinations. 100%
             Pre-employment Examination: as arranged through U.S. Mission 100%

C.1.1.14     Reserved

C.1.1.15     Maximum Limits: U.S. Dollars 5,555.00 or Uganda Shillings 10,000,000.00
per person per year
                                                                                         28
C.1.2 Health Benefits Conditions and Limitations

There is no reimbursement for elective cosmetic surgery; spa cures; rejuvenation cures;
massage; exercise therapy; long term rehabilitative therapy; eyeglass frames; non-
medical hospital charges such as telephones or television; home help, family help, or
similar household assistance; fees of persons who are not licensed physicians or
nurses; or services or supplies which have not been prescribed or approved by a
physician or nurse.

There is no reimbursement for expenses that will be reimbursed or paid directly under a host
country medical program or workers' compensation program; the U.S. workers’ compensation
program; or post’s les workers’ compensation program.

There is no reimbursement for expenses related to an illness or injury that is a result of
an unlawful action on the part of the patient; the practice of a dangerous sport;
excessive or illegal use of alcohol or drugs; a self-inflicted wound; or service in the
armed forces of any country.

There is no reimbursement for medical expenses incurred outside of Uganda. There is
no reimbursement for round trip transportation expenses to travel out of country for
medical treatment.

C.1.3 Eligible Employees

The employees eligible for the health insurance services include the following:

C.1.3.1.       All current active employees of the United States Government, employed
within the geographic boundaries of Uganda paid under the Local Compensation Plan,
and certified by the Contracting Officer. Covered employees include

C.1.3.1.1.    Foreign Service Nationals (FSNs) employed as direct hires;

C.1.3.1.2.    FSNs employed under Personal Services Agreements (PSAs);

C.1.3.1.3.    FSNs employed under Personal Services Contracts (PSCs);

C.1.3.1.4.    Third Country Nationals (TCNs) employed as direct hires;

C.1.3.1.5.    TCNs employed under PSAs;

C.1.3.1.6.    TCNs employed under PSCs;

C.1.3.1.7.    Locally hired U.S. citizens employed as direct hires; and

                                                                                          29
C.1.3.1.8.   Locally hired U.S. citizens employed under PSCs or PSA Plus.         .

C.1.3.2     The above individuals must be employed within the geographic boundaries
of Uganda by:

             Department of State
             U.S. Agency for International Development (USAID)
             Center for Disease Control and Prevention (CDC)
             Peace Corps
             National Institute of Health
             Department of Defense

C.1.4        Individuals Not Eligible for Coverage

Individuals not eligible for coverage under this contract are nonpersonal services
contract personnel; Peace Corps Personal Services Contractors as required by MS 743;
employees working on a temporary basis; employees with an intermittent, seasonal, or
WAE (when actually employed) schedule; and any other individual not falling within one
of the categories of employees described in this clause.

C.1.5.       Other Eligible Participants

The following additional categories of persons are covered by this insurance:

One spouse of the eligible employee and five biological or legally adopted children age
18 or under of eligible employee and or age 22 of those children who reside with the
insured employee and are full time students attending an accredited boarding or higher
institution of learning.

C.1.6.       Eligibility

C.1.6.1.     Term of Eligibility and Effective Date

Each current active eligible employee is enrolled for health benefits under this contract
upon award and thereafter during the performance period of this contract. Each new
eligible employee will be enrolled upon entering on duty with the United States
Government. An employee is considered active ("on the rolls") whenever such
employee is on approved leave, with or without pay.

C.1.6.2.     Period of Ineligibility

Employees and their dependents are not entitled to health benefits during any period of
employment for which premiums are not paid.

                                                                                       30
Additionally, employee's dependents are not entitled to health benefits during any period
of employment during which the employee was not eligible to participate.

During a period of Leave without Pay or unpaid leave that is one pay period or less,
coverage under the insurance contract will continue. The USG will pay the total premium
cost to the Contractor. The employee’s share of the premium will be collected through
payroll deduction in that or the subsequent pay period.

During a period of extended (beyond one pay period) of Leave without Pay or unpaid
leave, the employee is responsible for the full cost of the insurance premiums for self
and dependents. The Mission will pay the premiums directly to the contractor, and will
collect the full cost from the employee on a quarterly basis. Alternatively, the employee
may elect to have coverage cease if that employee prefers not to pay the premium.

C.17         Health Benefits Conditions and Limitations

Conditions and limitations on the entitlement to health care under this contract are as
follows: Immediate termination of health care on termination of employment.

In the event of a discrepancy between the terms of the contract and the plan benefits
described in the LCP, the terms of the contract prevail.




                                                                                        31
SECTION 10: DEATH AND DISABILITY BENEFITS

Under the authority contained in 3 FAM 7341 and consistent with prevailing employment
practices in Uganda, death benefits will be authorized as of June 25, 1995, to eligible LE
Staff of all U.S. Government agencies.

1) Death Benefit Plan: Effective December 17, 2000 (State 211504), the death benefit
paid upon the death of an eligible locally engaged employee is Uganda Shillings one-
third of a month's basic rate for each completed year of service. The employee's rate on
the date of death will be used in the calculation.

2) Funeral Benefits Plan: Effective December 17, 2000 (State 211504), the benefit
paid upon the death of an eligible dependent (spouse/child) is Uganda Shillings 400,000.
 The benefit paid upon the death of an LE Staff employee is a flat rate of 600,000
Uganda Shillings.

This payment is intended to assist the employee's family with funeral expenses. In the
case of the death of an employee, payment will be made to the employee's named
beneficiary. In the case of the death of a dependent, payment will be made to the
employee.

Definition of eligible dependants: Eligible dependants are defined as eligible employee's
first legal spouse and unmarried dependent children of the first legal spouse who are
under 18.

3. Life/Accident/Disability Insurance: The U.S. Mission health insurance contract does
not cover life/accident/disability insurance. Refer to the Workers' compensation section
for work related accidents/disabilities.




                                                                                        32
SECTION 11: SEVERANCE PAY PLAN

Effective: 10/12/2008
Replaces: Severance Pay Plan effective 05/25/1995
Authorized by: State 095726 dated 09/08/08
Under the authority contained in 3 FAM 7341 and consistent with local law and
prevailing employment practices in Uganda, severance pay is authorized to eligible
Locally Employed Staff of all U.S. Government agencies following the Mission's joint
Local Compensation Plan, subject to the following rules.

1. Applicability

This plan is applicable to employees who (a) are working on a full-time or part-time basis
under non-temporary direct hire appointments or under personal services
agreements/contracts that are not time limited to less than one year; (b) have completed
the probationary period and have a minimum of six months' creditable service; and (c)
are paid under the terms of the Local Compensation Plan.

Excluded from coverage are employees working under temporary direct hire
appointments; employees working under personal services agreements/contracts that
are time limited to less than one year; employees working on intermittent or when
Actually Employed (WAE) schedules; employees who have not completed the
probationary period; employees with less than six months' creditable service; non-
personal services contract personnel and their employees, supplied by an independent
contractor licensed to do business in Uganda who provides services to other local
organizations as well as to the U.S. Mission; employees of USAID institutional
contractors; Peace Corps personal services contractors as indicated in MS 743; and
Official Residence Expense (ORE) employees.

Persons separated prior to the effective date of this plan, regardless of type of
employment, are not entitled to severance pay for their prior service under the terms of
this plan. Severance pay entitlements for these employees will be in accordance with
the Severance Pay Plan, if any, in effect at the time of their separation.

2. Amount of Severance Payment

a. An eligible employee is entitled to a lump sum severance payment of one month's
basic salary for each year of creditable service.

b. A prorated amount will be paid for a partial year of service.



                                                                                        33
c. The salary basis used to compute severance is the Employee's basic salary in effect
on the date of separation. Basic salary does not include any allowances, bonuses,
premium pay, or any other payments.

d. If an employee is regularly scheduled to work on a part time basis at the time of
separation, the salary used to calculate the severance benefit is the full time (40 hour
workweek) scheduled basic salary for the employee's grade and step. Creditable
service for part time employment is prorated as required by section 4.g.

3. Eligibility Requirements

An employee paid under the terms of the joint Local Compensation Plan is eligible for
severance pay, unless:

a. The employee is involuntarily separated for cause.

b. The employee dies in service.

c. The employee voluntarily resigns or voluntarily retires.

d. The employee is separated on or after age 60.

e. The employee has not completed the probationary period or has less than six months'
creditable service.

f. The employee is separated from full time employment and reemployed, without a
break in service, on a part time basis, or vice versa.

g. The employee is eligible for an immediate retirement benefit from the U.S. Civil
Service Retirement System. However, if the employee is otherwise eligible for
severance, payment will be made for periods of employment under personal services
contracts before January 1983 which are not included in CSRS annuity calculations and
for which severance payment has not previously been made.

h. The employee is eligible for a deferred retirement benefit from the U.S. Civil Service
Retirement System. The employee may receive severance pay if otherwise eligible;
however, the amount of severance pay may not exceed an amount corresponding to
salary the employee would have received from the date of separation to the date of
deferred annuity eligibility, based on salary rates in effect at the time of separation, or
the amount for periods of employment under personal services contracts before January
1983 which are not included in CSRS annuity calculations and for which severance
payment has not previously been made, whichever is greater.




                                                                                         34
4. Creditable Service

The following criteria govern the determination of creditable U.S. Government service:

a. Creditable service is documented continuous service with U.S. Government (USG)
agencies under direct hire appointments, personal services agreements, and personal
services contracts for which severance pay has not been received. Continuous service
is service without a break of more than three calendar days.

b. Creditable service does not include any personal services contract time with Peace
Corps as indicated in MS 743.

c. Creditable service does not include indirect employment or so-called non-personal
services with an in-house entity providing services exclusively to the Mission unless all
of the following criteria are met and documented:

(1) Severance pay has not previously been received for this service;
(2) In the case of non-personal services with an in-house entity, the host government
considers the entity to be an integral part of the mission;
(3) such service immediately precedes creditable personal services agreement, personal
services contract or direct hire employment without a break in service of more than three
calendar days, and
(4) Such service is recognized by local law to be continuous service with the USG.

d. Creditable service does not include any period during which an individual provided
services to the U.S. Mission under a purchase order.

e. Periods of leave without pay or other unpaid leave which accumulate to more than two
weeks are deducted from creditable service.

f. Periods of leave which are excluded from creditable service in the Local Leave Plan
are deducted from creditable service for purposes of severance pay.

g. Part-time service will be prorated (reduced) according to the number of regularly
scheduled hours in the employee's workweek. For purposes of prorating, 40 hours is a
full time workweek.

5. Refunds of Payment

Persons who have received severance pay from the USG and are reemployed by the
USG shall not be permitted to refund any portion of the payment. Eligibility toward new
severance pay entitlements shall begin as of the date of reemployment.




                                                                                         35
6. Transfers

a. Between USG Agencies Within a Country

Severance pay is not authorized to employees who are transferred between civilian USG
agencies within a country. Transfers are considered a change in employment from one
USG agency to another without a break in service of more than three calendar days.
Service credit toward severance pay entitlements which has been earned through
employment with the losing agency is transferred to the gaining agency. The gaining
agency will assume all obligations for severance pay for prior creditable periods of
service with any USG agency, if the employee is entitled to severance pay on final
separation. For transfers involving military service components, interagency funding (if
necessary) is to be resolved on a case-by-case basis.

b. Between or Within USG Agencies in Different Countries

The rules in paragraph 6.a apply. Under these circumstances, service credit toward
severance pay entitlements earned under the terms of the losing post's plan would be
transferred to the gaining post. Any severance pay entitlements of such employees are
based on the terms of the severance pay plan in effect at the gaining post.

7. Appeals

If disputes involving severance pay entitlements or requirements arise; the employee
has the right of appeal to the Ambassador or designee. The decision of the
Ambassador or designee shall be final. However, the rules of this plan may not be
waived or revised without the written authorization of the Department (HR/OE/CM).
Rules governing grievance appeals are on file at the Mission's HR Office.




                                                                                      36
SECTION 12: SEPARATION NOTICE PLAN


1. Authority: Under the authority contained in 3 FAM 7341 and consistent with Local
Law and prevailing employment practices in Uganda, separation notice or payment in
lieu is authorized as June 25, 1995, to eligible LE Staff of all U.S. Government Agencies
following Mission's Joint Local Compensation Plan, subject to the following rules:

2. Policy: Eligible employees separated by the Mission are entitled to a written notice of
separation/payment in lieu from the Mission. Employees who voluntarily resign or retire
are required to give the Mission written notice of their intent to separate. The amount of
notice required, whether given by the Mission or the employee, is based on the
employee's length of service. Likewise, eligible employees separated by the Mission are
entitled to written notice of separation from the Mission. Employees who voluntarily
resign or retire are required to give the Mission written notice of their separation.

3. Notice will be given as follows:


             YEARS OF COMPLETED SERVICE                AMOUNT OF NOTICE

                    Less than 1 year                          7 Calendar days
                    1 to less than 3 years                    15 Calendar days
                    3 to less than 5 years                    1 Month
                    5 to less than 10 years                   2 Months
                    10 or more years                          3 Months


4. Separation notice entitlements for these employees will be in accordance with the
plan, if any, in effect at the time of their separation.

5. Eligibility Requirements for Separation Notice from the Mission. All employees
paid under the terms of the Joint Local Compensation Plan and whose employment with
the USG is terminated by the Mission are eligible for separation notice from the Mission,
except:

    Those that are separated for cause.

    Those that voluntarily leave the service.

    Those that are separated from "Temporary" appointments.

    Those that are separated during the probationary period.


                                                                                        37
    Those who are separated from full-time employment and re-employed, without a
     break in service, on a part-time basis, or vice versa.

    Employees with a personal services agreement due to be renewed or an
     employee who transfers to a direct-hire position without a break in service of
     more than three calendar days.

6. Payment In Lieu Of Notice: If the Mission terminates employment before the end of
the period of notice due from the employer, the Mission will reimburse the employee for
the remainder of the period of notice. If the employee terminates employment before the
end of the required period of notice from the employee, the employee is required to
provide payment in lieu of notice to the Mission.

If the Mission has given an employee notice of separation and the employee voluntarily
resigns or retires during the period of notice, no payment for the remainder of the period
of notice will be made by the Mission.

In the event of a death in service, payment is not due from either party.

Payment in lieu of notice will be computed on the basis of the employee's salary at the
time of separation. Salary payments normally made each pay period (basic rate plus
allowances) will be used to calculate the payment. Irregular or occasional payments
such as bonuses and premium pay will not be included in the calculation. If necessary,
any payment in lieu of notice owed by the employee will be deducted from the
employee's final salary payment, lump sum payment for unused annual leave, or any
other final payment.

7. Transfers:

Between USG Agencies within a Country

Separation notice or payment in lieu is not authorized to employees who are transferred
between civilian USG agencies within a country. Transfers are considered a change in
employment from one USG agency to another without a break in service of three
calendar days or more. Service credit toward separation notice entitlements that have
been earned through employment with the losing agency is transferred to the gaining
agency. The gaining agency will assume all obligations for separation notice or payment
in lieu for prior creditable periods of service with any USG agency, if the employee is
entitled to separation notice on final separation. For transfers involving military service
components, interagency funding (if necessary) is to be resolved on a case-by-case
basis.




                                                                                         38
b. Between or Within USG Agencies In Different Countries

The rules in paragraph 7a apply. Under these circumstances, service credit toward
separation notice entitlements earned under the terms of the losing Post's plan would be
transferred to the gaining Post. Any separation notice or payment in lieu entitlements of
such employees are based on the terms of the separation notice plan in effect at the
gaining Post.




                                                                                       39
SECTION 13: SEPARATION FOR AGE PLAN


Effective Date: 10/12/2008
Replaces: not applicable (no previous formal plan)
Authorized by: State 92962 dated 08/29/2008

Under the authority contained in 3 FAM 7732.3, separation for age is authorized for
Locally Employed Staff of all U.S.Government agencies in Uganda following the
Mission's Joint Local Compensation Plan, subject to the following rules.

1. Applicability: This plan is applicable to all Locally Employed (LE) Staff in Uganda
who are working under direct hire appointments, personal services agreements, and
personal services contracts. It is applicable to employees working under any type of
workweek schedule including full time, part time, intermittent, and When Actually
Employed.

2. Policy: It is the policy of the U.S. Government that employment conditions for LE
Staff be consistent with local law, customs, and practices to the extent feasible and in
support of efficient operations of the Mission. Accordingly, it is a condition of
employment that LE Staff in Uganda will be separated for age at the end of the pay
period in which the employee attains the age of 60.

3. Exceptions: In unusual circumstances, an employee may continue in employment
for up to one year beyond age 60, with the written approval of the head of the
employee's agency and State's U.S. Management Officer. An extension will be rare and
granted only for the convenience of the U.S. Government. The employee's performance
must meet requirements for continued service. An employee will not be granted more
than one extension.

4. End of Service Benefits: An employee who is separated for age will receive end of
service benefits including but not limited to separation notice in accordance with the
terms of the Local Compensation Plan that is in effect on the date of separation.




                                                                                      40
SECTION 14: REDUCTION IN FORCE (RIF)


a. RIF Plan: Based on the authorization in the 3FAM 7732.4, this plan became effective
August 1, 2006 and supersedes all other RIF plans used previously in the U.S. Mission
in Kampala

i. General: There may be times when it is necessary for the U.S. Government (USG) to
reduce the number of its employees for such reasons as lack of funds, reduction in
workloads, a decrease in employment ceilings, and/or any other specific circumstances.
When these conditions exist, or where the USG deems it appropriate, some employees
may be separated under Reduction-In-Force (RIF) procedures to meet employment goals
and limitations.

The Mission has the discretion to amend this Reduction in Force (RIF) Plan (the "Plan")
from time to time without notice.

The provisions of this plan are applicable to Locally Engaged Staff (LES) under the local
compensation plan.

ii. Definitions:

1. Mission

The U.S. Diplomatic Mission in Kampala, including the embassy and applicable
agencies.

2.     Designated Area for Competition

An agency, one or more posts served by an agency, or a section of an agency in which
employees work. A RIF may affect only one post in country, all posts served by an agency, or
only one section in one post for that agency.

3. Competitive Level

All positions in a designated area and in the same grade which are sufficiently alike in
qualifications, requirements, duties, responsibilities, pay schedule and working
conditions, so that the incumbent of any one position could be assigned to any of the
other positions without undue interruption of the work program.

4. Retention Register

A listing of all employees at a competitive level in the designated area arranged
according to the number of retention points of each individual.

                                                                                          41
5. Retention Points

The total of the positive and negative points which may be assigned to each employee on
the retention register according to the guidelines given in section 4 of this Plan.

6. Retention Standing

The precise rank of an employee on the retention register based on the total number of
the retention points, positive and negative.

iii. Competitive Area:

When a RIF action becomes necessary, employees selected for separation shall be
determined as follows:

(1)   In order to minimize the number of employees that will be subject to a RIF action,
      post will first identify those national employees (LES) who are eligible for immediate
      retirement based on years of service and age under Post retirement policies and
      local labor laws.

(2)   Each agency will select the positions to be eliminated. Each agency will have its own
      retention register and cannot include employees from other agencies.

(3)   Once positions are identified for elimination by the appropriate supervisor, each
      agency's Human Resources Office will prepare a retention register listing employees
      who encumber positions designated for elimination. Retention registers will be unique
      for each agency. Each agency concerned will select the number and type of
      positions to be eliminated. The retention register lists employees with the same title
      and grade in descending order according to total retention points. An employee who
      is on the bottom of the retention register shall be the first one to be separated.

(4)   One agency cannot compete with another agency. Each agency will have its own
      retention register and cannot include employees from another agency.

iv. Retention Register

Priority on the retention register is determined as follows:

(1) Plus Points

a) 1 Point    For each full year of creditable service. This shall include time as a direct-
              hire employee or personal services agreement/contractor. Any time in
              excess of nine months left over from the number of full years shall be
              deemed to be a full year for point credit.
                                                                                          42
b) 1 Point    For each award within the last four years under the incentive awards
              program (or the equivalent program for personal services
              agreement/contractors), and/or for receipt of a meritorious step increase
              within the last five years (2 points for individual Franklin and Meritorious
              awards).

c) 3 Points   For each annual evaluation of performance in the last five years with a
              summary rating of "outstanding" (2 points if the evaluation report covers a
              period of less than 9 months).

d) 2 Points   For each annual evaluation of performance in the last five years with a
              summary rating of "commendable" (1 point if the evaluation report covers a
              period of less than 9 months).

e) 1 Point    For each official recognition of superior performance, such as a letter of
              appreciation, issued in the last five years. Such official recognition must be
              included in the employee's official personnel folder to be considered for point
              credit.

f) 1 Point    For each formal training course successfully completed within the last five
              years which is directly job-related, up to a maximum of 3 points. All courses
              must have been taken after the employee entered on duty and must be
              documented in the employee's official personnel file to be considered for
              point credit.

(2) Minus Points

Each occurrence of the following will result in the corresponding minus points being
deducted from the total plus points:

a) 6 Points   For each evaluation of performance in the last five years with an overall
              rating of "unsatisfactory" (-3 points if the evaluation report covers a period of
              less than 9 months).

b) 2 Points   For each evaluation of performance in the last five years with an overall
              rating of "needs improvement" (-1 point if the evaluation report covers a
              period of less than 9 months).

c) 4 Points   For each official reprimand included in the employee's official personnel
              folder in the last five years, but only if the reprimand is independent of an
              incident for which points are otherwise deducted under this section.

d) 6 Points   For each documented abuse of sick leave, act of insubordination, or
              comparable instance of detrimental or unfavorable behavior included in the
                                                                                            43
               employee's official personnel file in the last five years.

e) 6 Points    For each 8 to 24 hour period of unjustified absence without leave (AWOL)
               documented in the last five years (-3 points for less than an 8 hour period of
               AWOL).

f) 10 Points   For each suspension from duty, less any points already deducted for the
               acts or behavior giving rise to the suspension, in the last five years.

If any issue listed under subsection 4(2) (a through f) is under review through established
grievance procedures, it will remain in full force and effect for purposes of the calculation
of the retention register until such time as it is reversed or otherwise adjusted.

(3) Note

In a case where two or more employees have the same number of points on the same
retention register, the appropriate American supervisor in the line of supervision over the
tied employees will determine their relative standing on the register.

v. Notice of Reduction-In-Force: An employee to be separated under RIF procedures will
be given notice in accordance with the applicable provisions of the Mission separation
notice plan.

vi. Appeals:

(1) An employee has the right to appeal to his/her agency RIF review board after receiving
notice of intent to separate under Reduction-In-Force if the employee believes the agency
has applied regulations incorrectly. The employee may not appeal the determination as to
which position is to be abolished. An appeal must be made in writing and must be received
not later than ten (10) calendar days after receipt of the separation notice. The appeal
should be sent to the chairperson of the agency's Reduction-In-Force review board, giving
the specific reasons for the appeal. The employee may also request in writing the
opportunity to appear in person before the board to present the appeal.

The Reduction-In-Force review board shall not act as a substitute grievance board. Issues
listed under "Grievable Actions" under the Mission grievance policy may not be presented
for appeal to the Reduction-In-Force review board.

(2) RIF Review Board

The RIF review board is made up of the following:

a) Chair: For State employees: Management Officer; or, for associated agency employees:
 agency head at post.

                                                                                           44
b) Members: Employee's Section Chief (or designee) and a U.S. or Foreign National
Employee of the appellant's choice.

c) The Mission Human Resources Officer or a representative of the Mission HR Office may
be requested to attend to answer questions or to explain actions taken. This person does
not have a vote.

The decision of the Reduction-In-Force review board shall be final. There is no further
appeal.

vii. Outplacement Assistance: Employees identified for separation under a reduction in
force will be assisted to the extent possible in locating other employment if they request
such assistance. Additionally, the Mission will retain a rank order register of RIF'ed
employees and offer them consideration for any openings that occur in their career field.
Also, other agencies will be asked to consider RIF'ed employees in positions for which
they are qualified.

b. RIF Benefits Plan:

The Mission does not have a RIF Benefits Plan.




                                                                                        45
SECTION 15. RETIREMENT AND OTHER END OF SERVICE BENEFITS

a. LSSS Retirement: Not applicable - there is no host country LSSS.

b. U.S. Civil Service Retirement (CSR) System: There are no LE Staff participating in
CSR

c. U.S. Social Security: LE Staff who are U.S. citizens or U.S. permanent resident
aliens (green card holders) are required to participate in the U.S. social security system.

d. LSSS Replacement Retirement Plans:

i) DCP: Effective 10/12/2008, the Mission participates in the FSN Defined Contributions
Plan (DCP). The rules of the Plan, including eligibility requirements and the definition of
creditable service, are located on the HR/OE/CM intranet website. The DCP covers
qualified prior service on or after 01/01/1998. The Basic (LSSS Replacement)
Retirement Plan for Prior Service is implemented effective 10/12/2008 and covers
qualified prior continuous USG service in Uganda from 10/30/1980 through 12/31/1997.

ii) Basic (LSSS Replacement) Retirement Plan for Prior Service

Effective: 10/12/2008
Replaces: Temporary Basic (LSSS Replacement) Retirement Plan effective 01/13/2002
Authorized by: State 095726 dated 09/08/08

Under the authority contained in section 408 of the Foreign Service Act and 3 FAM
7341, Basic Retirement Pay for prior service only is authorized as a replacement for the
LSSS Pension benefit to eligible Locally Employed Staff of all U.S. Government
agencies in Uganda following the Mission's Local Compensation Plan, subject to the
following rules.

1). Applicability

This plan is applicable only to employees who (a) are participants in the FSN Defined
Contributions Plan and (b) entered on duty in Uganda prior to 01/01/98.

2). Amount of Basic Retirement Pay for Prior Service

a. Upon separation from the service of the U.S. Mission, an eligible employee is entitled
to a lump sum benefit equal to 12% of basic salary for each year of prior creditable
service.



                                                                                          46
b. The salary basis used to compute the payment is the employee's final basic salary at
the time of separation. Basic salary does not include any other separate payments such
as allowances, bonuses, and premium pay.

c. Payment will be made in the same currency in which basic salary is normally paid.

d. In the case of a death in service, payment will be made to the same beneficiary (ies)
who receive (s) payment from the FSN Defined Contributions Fund (DCF).

3). Separation for Cause

An employee who is involuntarily separated for cause or voluntarily leaves the service to
avoid being separated for cause is entitled to the basic retirement benefit. However, the
U.S. Mission reserves the right to deduct from the basic retirement benefit, any sum
owed by the employee to the USG.

4). Creditable Service

The following criteria govern the determination of creditable U.S. Government service:

a. Creditable service is documented continuous service with U.S. Government (USG)
agencies under a non-temporary direct hire appointment or under a personal services
agreement/contract that was not time limited to less than one year, for which basic
retirement pay has not previously been received. Continuous service is service without
a break of more than three calendar days.

b. Creditable service does not include any service under a temporary direct hire
appointment or under a personal services agreement/contract that was time limited to
less than one year.

c. Creditable service does not include any service of any type performed in a country
other than Uganda.

d. Creditable service does not include any service before 10/30/1980 or after
12/31/1997. No payment will be made for service for which contributions were paid into
the DCF.

e. Creditable service does not include any service during which the employee was
enrolled under the U.S. Civil Service or Foreign Service Retirement Plan even if the
employee is no longer contributing to the plan.

f. Creditable service does not include any personal services contract time with Peace
Corps, as indicated in MS 743.



                                                                                         47
g. Creditable service does not include indirect employment or so-called non-personal
services with an in-house entity providing services exclusively to the Mission unless all
of the following criteria are met and documented:

(1) basic retirement pay has not previously been received for this service;

(2) the employee was not enrolled in the LSSS during this period of service;
(3) in the case of non-personal services with an in-house entity, the host government
considers the entity to be an integral part of the mission;

(4) such service immediately precedes creditable personal services agreement, personal
services contract or direct hire employment without a break in service of more than three
calendar days, and

(5) such service is recognized by local law to be continuous service with the USG in
Uganda.

h. Creditable service does not include any period during which an individual provided
services to the U.S. Mission under a purchase order, grant, cooperative agreement,
institutional contract, recreation association, commissary association, Fulbright
commission and similar arrangements.

i. Periods of leave without pay or other non-pay status which accumulate to more than
two weeks are deducted from creditable service.

j. Part-time service will be prorated (reduced) according to the number of regularly
scheduled hours in the employee's workweek. For purposes of prorating, 40 hours is a
full time workweek.

k. Non-temporary service when working under a When Actually Employed (WAE) or
intermittent workweek schedule will be prorated based on the hours in a pay status
excluding overtime.

5). Refunds of Payment

Persons who have received basic retirement pay from the USG and are reemployed by
the USG shall not be permitted to refund any portion of the payment.

6). Transfers

a. Between USG Agencies Within Uganda
Basic retirement pay is not authorized to employees who are transferred between civilian
USG agencies within Uganda. Transfers from one USG agency to another within
Uganda are only considered a change in employment when there is a break in service of
more than three calendar days. Service credit toward basic retirement pay entitlements,
                                                                                       48
which have been earned through employment with the losing agency, is transferred to
the gaining agency. The gaining agency will assume all obligations for basic retirement
pay for prior creditable periods of service with any USG agency. For transfers involving
military service components, interagency funding (if necessary) is to be resolved on a
case-by-case basis.

b. Between or Within USG Agencies in Different Countries

Since basic retirement pay benefits under this plan are not portable from one country to
another, basic retirement pay is authorized to employees who transfer from USG
employment in Uganda to USG employment in another country. Payment will be made
at the time of the transfer.

7). Appeals

If disputes involving basic retirement pay entitlements or requirements arise, the
employee has the right of appeal to the Ambassador or designee. The decision of the
Ambassador or designee shall be final. However, the rules of this plan may not be
waived or revised without the written authorization of the Department (HR/OE/CM).
Rules governing grievance appeals are on file at the mission HR office.

e. Retirement Benefits Paid by the Mission

The Mission does not have a directly paid retirement or end of service plan.

f. Retirement Benefits Paid by a Vendor

The Mission does not have a retirement or end of service plan paid by a vendor.




                                                                                      49
SECTION 16: WORKERS' COMPENSATION

a. The Mission provides workers' compensation benefits through the U.S. Workers'
Compensation Program (FECA).

b. Mission Kampala does not provide any workers' compensation benefits directly to
employees.

c. Mission Kampaal does not provide workers' compensation benefits through a contract
with an insurance company or other vendor.




                                                                                     50
SECTION 17: TRAVEL AND TDY BENEFITS

a. Compensatory Time for Travel

Effective March 15, 2009, employees are eligible to earn compensatory time for official
travel that occurs on or after March 15, 2009 that is not otherwise compensable hours of
duty. This benefit is provided in accordance with the plan in 06 State 075136,
05/10/2006."

b. Personal Travel

The Mission does not provide any USG paid benefits for personal travel.

c. Relocation Plan

Mission does not have a Relocation Plan.

d. TDY Health and Accident Insurance

Effective December 01, 2003, USG funded short-term health and accident insurance is
provided, when appropriate, for employees who are traveling outside their country of
employment on official USG orders for the purpose of training or other official duties, in
accordance with the terms set forth in 03 State 328740, 11/26/2003.

e. Unique Conditions of Work Benefit (UCWB) for TDY to a Designated U.S. Danger
Pay Post

Effective June 21, 2009, Mission Kampala implemented the Unique Conditions of Work
Benefit for TDY to a designated U.S. Danger Pay Post as described in 01 State 036094
dated 02/28/2001.

f. Iraq TDY Benefits

In accordance with 05 State 093137, an employee who is on TDY in Iraq will receive an
Iraq TDY Allowance equal to 50% of basic salary, effective May 01, 2008.

In accordance with 08 State 093137 and 08 State 021234, LE staff on TDY to Iraq are
entitled to all LE Staff IBP benefits from the date of arrival in Iraq.

(1) Salary/Premium Pay/TDY Allowance:
While on TDY in Iraq, LE Staff will continue to be paid salary and premium pay for all
overtime worked in Iraq. They will also receive a TDY Allowance equal to 50 percent of
basic salary. Payments will be calculated in accordance with their home country LCP.
The TDY Allowance ceases when the employee is outside Iraq. Details of this
allowance are contained in 05 State 93137.
                                                                                         51
(2) Visitation and Recuperation Breaks (VRB):

a) LE Staff on TDY in Iraq for six months or more, but less than one year, are eligible for
one Visitation and Recuperation Break (VRB) trip back to the employee's home country
after three (3) months service in Iraq.

b) LE Staff on TDY for one year to Iraq are eligible for three VRB trips back to there
home country. The three VRB leave periods for a 1 year TDY should not exceed a total
of 63 calendar days, a minimum of 21 calendar days away from the Iraqi Post (including
travel time for each VRB.

c) Employees will be given up to two days for travel time (but not to exceed the actual
time needed to get from Iraq to their home country) which is not counted against
excused absences (see next paragraph) or against annual leave. If it takes longer than
two days to return to the employee's home country, that additional time will be counted
against excused absence or annual leave. Otherwise excused absence and/or annual
leave begins the next day after the employee's return to his/her home country.

(3) Leave:

(a) Excused absence (consistent with 3FAM 7450): LE Staff on TDY to Iraq for 6
months or more are authorized time off with pay to be used during VRB.

i) For 6 months or more but less than one year - up to five days may be used for the one
VRB trip.

ii) For one year TDY - up to five days may be used per VRB trip (3) not to exceed a total
of 15 work days per years for this purpose.

(b) Restoration of annual leave: The Department has designated employees serving in
Iraq as performing "national emergency'" work. Per the public interest determination
(PID) approved by the Under Secretary for Management, LE Staff will not suffer the loss
of annual leave accumulated during the year in which they serve at least six months
TDY in Iraq. If the home country LCP contains a "use of lose" clause, the LCP is
amended to reflect this exception as approved in the PID. Le Staff must formally apply
for leave restoration through their home post time keeper.

(c) Transition leave: LE Staff who complete a 12 month TDY assignment in Iraq are
eligible for 10 work days of transition leave upon return to their home country.

(4) Emergency Visitation Travel. Employees on TDY to Iraq for one year are eligible to
travel at U.S Government expense to their home country, in certain situations of family
emergency. For the purposes of this authorization, the employee's or employee's
spouse's immediate family is defined as a child, parent, or sibling.
                                                                                         52
a) Eligibility: Emergency travel is only authorized under the following circumstances and
must be approved by the employee's American Supervisor.

i) Medical - the employee is seriously ill (requires approval of Regional Medical Officer)
or an immediate family member is seriously ill or injured and faces imminent death.

ii) Death - an immediate family member has died.

iii) Unusual Personal Hardship - emergency travel in situations involving unusual
personal hardship may be approved in exceptional circumstances on a case by case
basis by the Supervisor and HRO. Requests for approval of travel at U.S Government
expense in this category must detail the exceptional circumstances under which such a
request is made and must include a statement by the employee certifying the nature of
the circumstances and any available documentation relating to the circumstances of the
request.

(b) Leave: Eligible employees must take annual or sick leave, in accordance with the
U.S Department of State and their local compensation plan leave regulations.

(5) Other benefits:

a) Medical: Basic medical care for TDYers in Iraq in accordance with 03 State 328740.

b) UAB Shipment: Unaccompanied Air Baggage (UAB) consisting of 250 pounds gross
weight is approved for LE Staff serving a one year TDY in Iraq. No UAB is authorized
for TDYers of less than one year.




                                                                                        53
                                    AGENCY APPROVALS


Its contents have been read and approved as follows:

For the Department of State:

________________________________________                    _______________
  Ronald D. Acuff, Management Officer                            Date

For the Agency for International Development:

________________________________________                    _______________
  David Eckerson, Director                                       Date

For Peace Corps:

_______________________________________                     _______________
  James L. Brown, Director                                       Date

For Centers for Disease Control (CDC):

______________________________________                 _______________
  Kevin Mills McNeil, Director                                    Date


For DAO:

_____________________________________                       _______________
 Col. Gregory Joachim, Defense Attaché                           Date

For National Institute of Health:

______________________________________                 _______________
  Steven Reynolds, Director                                       Date




                                                                              54

								
To top