Attachment 9 - 4 Local Compensation Plans.pdf

LOCAL COMPENSATION PLAN

REVISED VERSION (JANUARY 2018)

Page

LCP Effective 12/14/2017 GHANA

ACCRA, GHANA

REVISED FSN COMPENSATION PLAN

EFFECTIVE JANUARY 7, 2018

NEW CHANGES TO LCP:

Reference Cable Effective

Date

Change(s)

18 ACCRA 230

12/14/2017

Amendment of Overtime policy

Ref. 18 ACCRA 230 dated February 26, 2018, (Effective January 7, 2018 – pp 01)

HISTORIC CHANGES TO THE LCP:

Reference Cable Effective

Date

Change(s)

98 STATE 229012 11/9/97 Revised Salary Schedule for 40 & 48 hour workweeks

99 STATE 36091 05/9/99 Revised Salary Schedule for 40 & 48 hour workweeks

99 STATE 241582 10/01/00 Funeral Payment Plan for FSN Employees (Amount revised)

Medical Plan (Percentage Payments revised)

Local Leave Plan (Amount of Annual Leave standardized – 28 workdays for all employees)

Premium Pay for FSN Employees (Night Differential discontinued)

FSN Separation Notice Plan (Amount of Notice revised)

00 STATE 42469 05/21/00 Revised Salary Schedule for 40 & 48 hour workweeks

00 STATE 215986 12/30/00 Transportation Allowance revised

New Year-End Bonus (½ month’s basic salary (4.17%) – pp26)

New Meal/Beverage Allowance

00 STATE 228343 01/14/01 Revised Salary Schedule for 40 & 48 hour workweeks

01 STATE 17863 03/25/01 New Transportation Allowance of GH¢1.00 - (Additional)

01 STATE 100886 07/15/01 Salary Schedule for 40 hour workweek for Exception Rate Range FSN-6 Nurse Position http://repository.state.gov/searchcenter/Results.aspx?k=mrn%3a%2218%20ACCRA%20230%22 http://repository.state.gov/searchcenter/Results.aspx?k=mrn%3a%2218%20ACCRA%20230%22

01 STATE 98241,

89109, 96527, 96999 & 17965

07/15/01 Revised Salary Schedule for 40 & 48 hour workweeks

Salary Advance Plan revised (Max amount now 3 months basic salary)

Medical Plan revised (Inclusion of new providers)

01 STATE 77668,

100886

08/12/01 Revised Salary Schedule for 40 hour workweek for

Exception Rate Range FSN-8 Nurse Position

01 STATE 192445 11/4/01 Medical Plan (Percentage Payments revised)

01 STATE 36094;

FSC Paris 07592

11/18/01 New Unique Conditions of Work Benefit

01 STATE 193552 12/30/01 New Interim Retirement Plan

01 STATE

213756; 02

STATE 04129

02/24/02 Salary Schedule for 40 hour workweek for

Exception Rate Range Regional Educational

Advising Coordinator position

02 STATE 48561 04/21/02 Salary Schedule for 40 hour workweek for

Exception Rate Range Consular Assistant position

02 STATE 48558,

35541, 191824

05/19/02 Revised Salary Schedule for 40 & 45 hour workweek

Funeral Payment Plan, Miscellaneous Benefit, Transportation, Meal/Beverage Allowances

(amounts revised) Year-End Bonus (revised – one month basic salary – pp23)

02 STATE 48551 05/19/02 Salary Schedule for 40 hour workweek for

Exception Rate Range Human Rights Assistant position

03 STATE 59011,

58285

05/04/03 Revised Salary Schedule for 40 & 45 hour workweek

Funeral Payment Plan, Miscellaneous Benefit, Meal/Beverage Allowances (amounts revised).

Supplemental Retirement Plan (formerly Interim Retirement Plan)

03 STATE 97039

& 132997

06/01/03 Medical Plan – (Annual Maximum limit increased from ¢4m to ¢8m; Catastrophic Illness Benefit increased from ¢15m to ¢30m)

03 STATE

213036, 71219 &

247703

09/07/03 Revised Salary Schedule for 40 hour workweek for

Exception Rate Range FSN-9 Nurse Position

04 STATE 123791 07/11/04 Revised Salary Schedule for 40 & 45 hour workweek

Miscellaneous Benefit, Meal/Beverage Allowances (amounts revised).

Local Leave Plan (amended to include US Military Leave)

04 STATE 253760

& 068856

06/12/05 Salary Schedule for 40 hour workweek for Exception Rate Range FSN Civil/Structural &

Electrical Engineer Positions

Funeral Benefit Allowance (amount revised)

04 STATE 253821

& 05 STATE

89782, 05 STATE

126526

06/26/05 Revised Salary Schedule for 40 hour workweek (abolition of 45 hour work week schedule).

Miscellaneous Benefit & Meal/Beverage Allowances (amounts revised)

05 STATE 93137

& 06 STATE

048627

05/14/06 Revised Salary Schedule for 40 hour workweek

Revised Salary Schedule for 40 hour workweek for Exception Rate Range FSN-9 Nurse, Consular

Assistant, Human Rights Assistant, Regional

Educational Advisor and Civil/Structural &

Electrical Engineer Positions

New LES Iraq Temporary Duty Allowance

07 STATE

00037544

05/13/07 Revised LES Salary Schedules for workweeks of 40 hours

Exception Rate Range - Civil Engineer &

Electrical Engineer (40-hour)

Exception Rate Range – Nurse (40-hour)

Exception Rate Range – REAC (40-hour)

Exception Rate Range - Consular Assistant

(40-hour)

Exception Rate Range - Human Rights

Assistant (32-hour)

(Addition of Section G.17 - Revised

Voluntary Leave Transfer Program, authorized by 96 State 237897 - Original policy authorized by 92 State 177667, effective

January 12, 1992.

NB: Procedural changes also made to Section K –

Medical Care Plan

07 STATE

00095213

07/08/07 Local Currency Change from Cedis (¢) to Ghana Cedis (GH¢) as a result of re-denomination exercise (authorized by Section

41 (4) of the Bank of Ghana Act 2002).

08 STATE

00043389 dated

April 24, 2008

05/25/08 Revised LES Salary Schedules for Workweeks of 40 hours

Increase in Meal/Beverage Allowance

Increase in Annual Maximum Limit for Medical Coverage (from GH¢1,200 to GH¢1,500)

Increase in Major Medical Benefit (from GH¢3,000 to GH¢5,000)

08 STATE

00043389

05/25/08 Revised LES 40-hour salary schedule

Meal & Beverage Allowance (Amount revised) 03 STATE 97039 05/25/08 Increase in Major Medical Benefit Ceiling 03 STATE 132997 05/25/08 Increase in Major Medical Benefit Ceiling

09 STATE 069888 07/05/09 Revised LES 40-hour salary schedule

10 STATE 053871 05/26/10 Revised LES 40-hour salary schedule

Miscellaneous Benefit Allowance – Amount revised)

11 STATE 113686 12/18/11 Revised Salary Advance Plan

06 STATE

00075136

12/18/11 Revision of Compensatory Time for Official Travel for LE staff (Travel and TDY Benefits

Plan)

12 STATE 33259

& 12 STATE

52391

05/20/12 Revision of Local Social Security System (LSSS) Participation

Authorization: Unable to locate original authorization cable

Revision: Ref. 12 STATE 33259 dated April 5, 2012 & 12 STATE 52391(Effective July 15, 2012

– pp15)

12 STATE 50144 05/20/12 Amendment of Premium Pay Plan

Revision: Ref. 12 STATE 50144 dated May 17, (Effective July 15, 2012 – pp15)

12 STATE 84502 08/16/12 Amendment of Premium Pay plan

Revision: Ref. 12 STATE 84502 dated August 16, (Effective September 23, 2012)

12 STATE 62142 08/01/12 Authorized Benefit Levels for LE Staff Medical Plan

Revision: Ref. 12 STATE 62142 dated June 18, (Effective August 01, 2012)

13 STATE 53928 05/05/13 Revised LE Staff Salary Schedules for Workweeks 40 hours (25% increase exemption to

Wage Freeze)

Increase of steps on the salary schedule from 11 to 12 steps

Revision: Ref. 13 STATE 53928 dated April 04, (Effective May 05, 2013 – pp09) 13 STATE 169384 02/09/14 Implementation of Death Benefit Plan

Effective: February 09, 2014

Revisions: 13 STATE 169384 dated December 23, Revision of Funeral Benefit Plan Effective: February 09, 2014

Replaces the Plan effective: 10/03/1993

Authorized By: 04 STATE 253760 &

93 STATE 315282

Revisions: 13 STATE 169384 dated December 23, 14 STATE 9404 04/06/14 Medical Plan – Dependent Coverage Revision Effective: April 06, 2014

Revisions: 14 STATE 9404 dated January 28, 14 STATE 52190

& 14 STATE

07/13/14 Revised LE Staff Salary Schedules for workweeks of 40 hours

59726 Exception Rate Range – Nurse (40-hour) and Consular Assistant (40-hour); Increase of steps on the salary schedule from 11 to 12 steps

Revision: Ref. 14 STATE 52190 dated May 02, 2014 and 14 STATE 59726 dated May 18, 2014

(Effective July 13, 2014 – pp14)

15 STATE 77140,

15 MDA 10774, &

15 ACCRA 900

05/19/15 Revised LE Staff Salary Schedule for workweeks of 40 hours

Revision: Ref. 15 STATE 77140 dated June 29, 2015, 15 MDA 10774 dated May 19, 2015, and

15 ACCRA 900 dated June 24, 2015

(Effective July 26, 2015 – pp15)

15 STATE 4328 &

14 STATE 65194

01/15/15

05/29/14

Death Gratuity Authorized By: 15 STATE 4328 dated

January 15, 2015

16 STATE 58354 07/24/16 Local Social Security System Authorized By: 16 STATE 58354 dated

May 23, 2016

16 STATE 58348 07/24/16 Separation Notice Plan Authorized By: 16 STATE 58348 dated

May 23, 2016

16 STATE 58344 07/24/16 Separation For Age Plan Authorized By: 16 STATE 58344

May 23, 2016

16 MDA 11582,

16 ACCRA 1126,

16 ACCRA 1148 &

16 STATE 76982

08/07/17 Revised LE Staff Salary Schedule for workweeks of 40 hours

Revision: Ref. 16 MDA 11582 dated June 08, 2016, 16 ACCRA 1126 dated June 20, 2016, 16

ACCRA 1148 dated June 22, 2016 and 16 STATE

76982 dated July 07, 2016

(Effective August 07, 2016 – pp16)

15 STATE 105272

17 STATE 878

09/08/15

01/05/17

Authorized Benefit Levels for LE Staff Medical Insurance Solicitation

Revision: Ref. 15 STATE 105272 dated September 08, 2015

(Effective February 01, 2017)

Authorization to Implement LE Staff Medical Contract

Ref. 17 STATE 878 dated January 05, 2017

(Effective February 01, 2017)

17 MDA 14688,

17 ACCRA 1206,

17 ACCRA 1222,

& 17 STATE

76410

8/20/2017

Revised LE Staff Salary Schedule for workweeks of 40 hours

Revision: Ref. 17 MDA 14688 dated July 17, 2017, 17 ACCRA 1206 dated July 19, 2017, 17

ACCRA 1222, and 17 STATE 76410 dated July 24, 2017.

(Effective AUGUST 20, 2017 – pp 17)

17 STATE 118476

12/01/2017

Revised Blanket Authorization for Unique

Conditions of Work Benefit (UCWB)

Ref. 17 STATE 118476 dated November 29, 2017, (Effective January , 2018 – pp 01)

17 STATE 83954

12/01/2017

Updated Reduction In Force (RIF) Policy

Ref. 17 STATE 83954 dated August 14, 2017, (Effective January , 2018 – pp 01)

b. Table of Contents

SECTION PAGE

1. Remarks 9

2. Holiday List 12

3. Allowances/Benefits 13

a. Transportation Allowances/Benefits

b. Meal Allowances/Benefits

c. Family Allowances/Benefits

d. Housing and Utility Allowances/Benefits

e. Unique Conditions of Work Allowances/Benefits

f. Other Allowances/Benefits (Miscellaneous Benefit)

4. Year End Bonus 15

5. Premium Pay Plan 16

6. Local Social Security System (LSSS) Participation 19

a. Host Government LSSS

b. Other Country’s LSSS

7. Salary Advance Plan 21

8. Leave Benefits and Policies 23

a. Local Leave Plan (LLP)

b. U.S. Style Leave Plan

c. Excused Absence for Preventative Health Screenings

d. Restoration of Annual Leave Policy

e. Voluntary Leave Transfer Program

f. U.S. Military Leave

g. Compensatory Time for Official Travel for LE Staff

9. Medical Benefits 33

a. Medical Benefits Provided by the Host Government

b. Medical Benefits Reimbursed/Paid by the Mission

c. Medical Benefits Reimbursed/Paid by a Vendor

10. Death and Disability Benefits 38

a. Death Benefit Plan

b. Funeral Benefit Plan

c. Life/Accident/Disability Insurance

d. Section 413 FS Act Death Gratuity

11. Severance Pay Plan 41

12. Separation Notice Plan 43

13. Separation for Age Plan 45

14. Reduction in Force (RIF) 46

15. Retirement and other End of Service Benefits 47

a. LSSS Retirement

b. U.S. Civil Service Retirement (CSR)

c. U.S. Social Security

d. LSSS Replacement Retirement Plans

e. Retirement Benefits Paid by the Mission

f. Retirement Benefits Paid by a Vendor

16. Workers’ Compensation 50

17.

Travel and TDY Benefits

a. Compensatory Time for Travel

b. Personal Travel

c. Relocation Plan

d. TDY Health and Accident Insurance

e. Unique Conditions of Work Benefit (UCWB) for TDY to a

Designated U.S. Danger Pay Post

f. Iraq TDY Benefits

18. Long Service Award Plan 56

Salary Schedules 57

Signature page 61

Section 1: Remarks

1. This Local Compensation Plan (LCP) for Ghana applies to Locally

Employed (LE) Staff in Accra 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 Bangkok, unless an exception to permit payment at post is authorized by HR/OE/CM and documented in this LCP or payment is made by a third party vendor such as an insurance company.

2. Participants: The participating USG agencies are: State, USAID, Peace Corps, IBB, DAO, OSC, DHS, MCC, NAMRU, FCS, FAS, DEA, and Treasury.

3. Currency: Unless otherwise stated, all compensation is denominated in Ghana Cedis and paid in Ghana Cedis. Exceptions are the following Exception Rate Range positions, where the compensation is denominated in US Dollars, but paid in Ghana Cedis:

Authorization Cable

Effective Date

Position Title and Classification

14 STATE 52190 &

14 STATE 59726

07/13/2014 Nurse, FSN-510-9

14 STATE 52190 &

14 STATE 59726

07/13/2014 Consular Assistant, FSN-1405-7

4. Basic workweek: The basic full time workweek is Monday through Friday and the weekend is Saturday and Sunday. The basic full time workweek schedule is 40 hours per week, or 80 hours per biweekly pay period.

5. Waiting Period for Within Grade Increases (WGIs): The waiting period for all periodic step increases is 52 weeks. The effective date is the first day of the first pay period following 52 weeks.

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. In accordance with 08 State 129981, effective 12/11/2008, CSR deductions and contributions are calculated using basic pay. Basic pay is subject to the Executive Level IV pay cap in 5 U.S.C. 5373 and 3 FAM 7332, as amended by 08 State 129981. This supersedes any reference to “basic rate”, “basic salary”, or “basic compensation” used in connection with CSR deductions and contributions and stated in the LCP, regulations, handbooks, and/or other policy statements.

8. Frozen Rate (FR): The following employees are on Frozen Rate (FR):

FROZEN RATE

PAYROLL

NUMBERS

000175905

000028982

9. 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.

Section 2: Holiday List

The 2017 Holiday Schedule for the U.S. Mission to Ghana is as follows:

Holiday Date Day Type New Year’s Day January 1 Monday A/G

M. L. King's Birthday January 15 Monday A

Presidents' Day February 19 Monday A

Independence Day March 6 Tuesday G

Good Friday March 30 Friday G

Easter Monday April 2 Monday G

May Day May 1 Tuesday G

African Union Day May 25 Friday G

Memorial Day May 28 Monday A

Eid-Il-Fitr June 15 (TBA) Friday G**

Republic Day July 2 Monday G[1]

Independence Day July 4 Wednesday A

Eid-Il-Adha August 22 (TBA) Wednesday G**

Labor Day September 3 Monday A

Founder’s

Day

September 21 Friday G

Columbus Day October 8 Monday A

Veterans Day November 12 Monday A[2]

Thanksgiving Day November 22 Thursday A

Christmas Day December 25 Tuesday A/G

Boxing Day December 26 Wednesday G

A = AMERICAN Holiday G = GHANAIAN Holiday

**TBA = To Be Announced: Based on Lunar Calendar. Dates could change, depending on lunar movement.

Section 3: Allowances & Benefits

a. Transportation Allowance

The Mission provides a transportation allowance as described below:

Effective March 25, 2001, as authorized by STATE 01 STATE 17863, transportation allowance of Ghana Cedis 1.00 shall be paid per day on those days when an employee is required to work outside of his normal tour of duty. For overtime worked during the regular workweek there will be a two-hour minimum before the employee will be eligible to receive the

[1] Monday, Jul.2 will be observed as Republic Day, unless otherwise announced, as it falls on Sunday, July 1.

[2] Monday, November 12 will be observed as Veterans Day, unless otherwise announce, as it falls on Sunday November 11 transportation allowance. No minimum is required outside the regular workweek (i.e. weekends and holidays). All employees are eligible.

b. Meal/Beverage Allowance

The Mission provides a meal/beverage allowance as described below:

Effective June 08, 2008, as authorized by 08 STATE 00043389, dated

04/24/08, the Meal/Beverage Allowance has been revised as follows:

FSN 1-7: Ghana Cedis 200.00 per annum

FSN 8-13: Ghana Cedis 300.00 per annum

All employees are eligible. This allowance will be paid to all FSN employees, and will be prorated based on number of hours worked per pay period and should not be subject to withholding. All employees under an

80-hour biweekly work schedule work 10 days per pay period. While on leave, the meal/beverage allowance should be paid as follows:

Annual Leave 100% paid

Sick Leave 100% paid when compensated at

100%; 50% paid when compensated at 50%

Special Leave 100% paid

Maternity Leave 100% paid

Leave Without Pay Not paid

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 (UCWA)

The Mission does not provide any Unique Conditions of Work Benefits based on conditions in Ghana.

f. Miscellaneous Benefit Allowance

The Mission provides a Miscellaneous Benefit Allowance as described below:

Effective June 6, 2010, as authorized by STATE 53871, dated 05/26/05, the

Miscellaneous Benefit Allowance (MBA) has been revised as follows:

FSN 1-4 - Ghana Cedis 900.00 per annum

FSN 5-7 - Ghana Cedis 1,300.00 per annum

FSN 8-13 - Ghana Cedis 3,246.00 per annum.

For post information, the Miscellaneous Benefit Allowance is comprised of amounts comparators provide for staff incentive, loans, social programs, car and car-related benefits, food packages, education assistance, rental subsidy, savings fund, transportation, and clothing allowance. Payment is made in 26 equal installments through the pay year, and should not be subject to withholding.

SECTION 4: YEAR-END BONUS

The Mission provides a Year-End Bonus as described below:

Effective May 19, 2002, as authorized by STATE 48554, all FSNs will be paid a year-end bonus of one month's basic salary in pay period 23, which will not be subject to withholding. Employees who have been on the rolls for less than 26 pay periods prior to payment of the bonus will receive a prorated payment. An employee separated prior to the date the bonus is payable will receive a bonus payment at separation, prorated for the period of service between the previous bonus payment and the date of separation. The bonus is computed on the basis of the employee's basic salary rate in effect at the time the bonus is payable or on the date the employee is separated, as appropriate.

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.

Periods of LWOP shall be deducted from the service credit used to calculate the bonus. The total bonus will be reduced each time the employee has accumulated a full pay period in LWOP status during the bonus year.

The bonus should be compensated as follows when employees are on leave:

Annual Leave 100%

Sick Leave at 100% 100%

Sick Leave at 50% 50%

Maternity Leave 100%

Special Leave 100%

Leave Without Pay (LWOP) Not

Paid

SECTION 5: PREMIUM PAY PLAN

(Amended per 12 State 50144, effective July 15, 2012)

Definitions and Rules

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

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

Basic Workweeks at Post: Days considered to be Regular work days are

Monday – Friday. Rest days are Saturday & Sunday. A six day work week will still consist of no more than 40 regular hours. Those hours will just be spread throughout six days instead of five. The day off can vary.

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 tour of duty requires another Personnel Action.

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

Workweek factor is the number of total hours in an employee's basic workweek, divided by 40.

Workweek factors for Ghana are set for a 40 hour schedule only.

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

Regular pay is total pay (BR plus allowances) normally received for daily work within the basic workweek, exclusive of any overtime pay, holiday pay or differential. 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.

Overtime pay is compensation for work performed outside the total hours in an employee's basic workweek hours.

If an American holiday falls outside of the employee's basic workweek, an alternate 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.

Holiday pay is 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 on a local holiday. The American holiday pay rate applies to work on an American holiday that is not also a local holiday.

Specific day differential is a premium paid for work during basic workweek hours on the specified day and is paid in addition to regular pay. Work on the specified day outside of the employee's basic workweek hours is compensated with overtime pay. Specific day differentials are not currently authorized for Ghana.

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 twenty six pay periods from the end of the pay period in which it was accrued. Except as provided below, compensatory time not used within this time period is forfeited.

Effective 12/14/17, employees in grades FSN-10 and above (except for Peace

Corps employees)can receive overtime subject to the availability of funds by their respective agency for each hour of overtime work or work on a holiday. If due to special work circumstances, the employee's supervisor is unable to permit the employee to receive overtime, then the employee may request compensatory time before this request would be forfeited.

Compensatory time earned must be used within 26 pay periods after the end of the pay period in which it is accrued. If accrued compensatory time is not used by an employee within 26 pay periods it is forfeited. If the employee separates from the Mission or transfers to another agency within the Mission before expiration of the 26 pay period time limit, the employee must be paid for the compensatory time at the basic rate in effect when the payment is made. Post management must ensure that compensatory time is used within this time limit.

Compensatory time earned must be used within 26 pay periods after the end of the pay period in which it is accrued. If accrued compensatory time is not used by an employee within 26 pay periods it is forfeited. If the employee separates from the Mission or transfers to another agency within the Mission before expiration of the 26 pay period time limit, the employee must be paid for the compensatory time at the basic rate in effect when the payment is made. Post management must ensure that compensatory time is used within this time limit.

II. CODES Workweek Rest Day A Rest Day B

Overtime OT1 0T2 OT3

OT3 OT3 OT3

LOCAL HOLIDAY LH1 N/A N/A

AMERICAN HOLIDAY AH1 N/A N/A

Authorized Rates

Effective October 8, 2000, the Premium Pay Plan has been revised as follows:

OT1: For employees in grades 9 and below, 100% of HS plus 25% of HS for each hour of overtime worked on a workweek day. FSN 10-12 will earn compensatory time.

OT2: For employees in grades 9 and below, 100% of HS plus 50% of HS for each hour of overtime worked on a rest day. FSN 10-12 will earn compensatory time.

OT3: For employees in grades 9 and below, 100% of HS plus 50% of HS for each hour of overtime worked on a American/Local holiday. FSN 10-12 will earn compensatory time.

OT4: For employees in grades 10 and above, 100% of HS for each hour of overtime worked for which compensatory time has been earned but cannot be taken due to special work circumstances.

LH: For employees in grades 9 and below, as well as for employees in grades 10 and above, for which compensatory time has been earned but cannot be taken due to special work circumstances, 100% of HS for each hour worked (in addition to RP).

AH1: 100% of HS for each hour worked (in addition to RP)

ND1: None authorized (discontinued effective 10/08/00)

SD1: None authorized.

Glossary of Terms

HS = Hourly Salary RP = Regular Pay LH = Local Holiday

OT = Over Time AH = American Holiday ND = Night Differential

SECTION 6: LOCAL SOCIAL SECURITY SYSTEM (LSSS) PARTICIPATION

a. Host Government LSSS

Authorization: 12 State 52391, effective 7/15/12

REF: The National Pensions Act 766, 2008

The Mission participates in the National Pensions Scheme and all eligible LE Staff are required to participate, unless grandfathered under CSR.

Ghanaian–Americans or Expatriates are exempted from contributing to the Local Social Security Scheme. All compensation payments made by the USG to enrolled employees are subject to LSSS employer contributions and employee deductions except the following:

BENEFIT AUTHORIZATION

Unique Conditions of Work Benefit (UCWB)

17 STATE 118476, effective 01/09/2018

Iraq TDY Allowance STATE 93137, effective 05/14/2006

Meal/Beverage Allowance 08 STATE 43389, effective 05/25/2008

Miscellaneous Benefits Allowance

10 STATE 053871, effective 05/26/2010

Year-End Bonus STATE 48558, effective 05/19/2002

Premium Pay 12 STATE 50144, effective

07/15/2012 & 12 STATE

84502, effective

09/23/2012

Awards 12 STATE 33259, effective 05/20/2012

All LE Staff are subject to payroll deductions for mandatory contributions to the National Pensions Scheme at the applicable rate under the above referenced local labor law and/or social security regulations. The USG contributes the employer percentage at the applicable rate governed by local law to the National Pensions Scheme.

Effective January 1, 2010, the contribution rates as required by the

National Pensions Scheme are:

(% of salary)

Employee Contribution 5.5%

Employer Contribution 13%

Total Contributions 18.5%

Unless listed above, all pay components will be considered by the payroll office to be subject to LSSS contributions/deductions including but not limited to base pay, premium pay, allowances, bonuses, awards, the cash value of in kind benefits, and all end of service payments such as severance, pay in lieu of notice, lump sum payment for unused annual leave, death benefits, and retirement benefits.

Host government changes to the percentage employer and employee contribution rates and to the limits of LSSS covered earnings may be implemented by post without prior HR/OE/CM authorization once funding is arranged and the GFS payroll office and HR/OE/CM are notified by telegram.

Post must revise and distribute LCP to end users as described in 07 State

033223. Post must also send to HR/OE/CM an English language copy of the

LSSS/host government regulation or notice upon which post’s change is based.

Any change to the definition of LSSS covered earnings require HR/OE/CM authorization prior to implementation.

b. Local Social Security System

Authorization: 16 State 58354 dated 05/23/16 Effective Date: 07/24/16 Reference: Local Legal Opinion submitted 05/13/2015 & 03/01/2016

All LE Staff with the exception of employees who have reached age 60 are subject to payroll deductions for mandatory contributions to the National

Pensions Scheme at the applicable rate under the above referenced local labor law and/or social security regulations. The USG contributes the employer share at the applicable rate governed by local law to the

National pensions Scheme.

c. Other Country’s LSSS

Not applicable.

SECTION 7: SALARY ADVANCE PLAN

Under the authority contained in 3 FAM 7341 and consistent with prevailing employment practices and local law in Ghana, interest-free salary advances may be authorized as of 12/18/2011, to eligible Locally Employed Staff of all U.S. Government agencies following the Mission's joint Local

Compensation Plan, subject to the following rules:

Eligibility

This plan is applicable to Locally Employed Staff who are (a) paid under the Local Compensation Plan; (b) have a minimum of 1 year of creditable service; and (c) are employed on a full-time basis under non-temporary direct hire appointments or under Personal Services Agreements/Contracts that are not time limited to less than one year.

Excluded from coverage are employees working under a temporary direct hire appointment; employees working under a PSA/PSC that is time limited to less than one year; employees with a When Actually Employed (WAE) or intermittent workweek schedule; employees with less than one year of creditable service; non-personal services contract personnel and their employees; employees of USAID institutional contractors; Peace Corps personal services contractors as indicated in MS 743; and Official

Residence Expense (ORE) employees.

Justification for an Advance

An advance may be requested for personal emergencies, family emergencies or hardships.

Maximum Salary Advance

The maximum amount of the advance is 3 month's basic pay.

Interest charged

None

Creditable Service

Creditable USG service will be defined as it is in post's Local Leave

Plan.

Submission of Request

An employee requesting a salary advance must submit a written request to the HR Office. The request is subject to the approval of the employee's

American supervisor and the head of the employing agency, or designated

American official. Each request is subject to the availability of funds.

Appropriate documentation (proof of expenses) may be required.

Repayment Terms

The salary advance must be repaid within the same fiscal year through regular payroll deductions over a period not to exceed 26 pay periods (12 months). The employee must sign a written agreement to repay the advance through regular payroll deductions. The salary advance repayment will begin in the first pay period following receipt of the advance. If the employee leaves the service of the U.S. Mission in Ghana, 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 deducted from the employee's final salary payment, lump sum payment for unused annual leave, and any other final payment.

Another salary advance will not be granted to an employee until a previous advance is fully repaid.

Authorization and Effective Date

This plan was authorized by 93 State 315055, 10/15/93 effective 03/06/94.

This revised plan is effective 12/18/11 by 11 State 113686 and replaces the plan effective 07/01/01.

SECTION 8: LEAVE BENEFITS AND POLICIES

a. Local Leave Plan (LLP)

Effective January 1994, as authorized by STATE 364500, dated December 31, 1993, the Local Leave Plan (LLP) has been revised as follows:

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 Foreign National Employees 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.

Policy

It is the policy of the Foreign Affairs agencies to adopt locally prevailing leave benefits for FSN employees in lieu of any benefits patterned after the provisions of the U.S. Annual and Sick Leave Act of 1951.

Workweeks

The amounts of leave listed in this plan are applicable to employees with regularly scheduled 40-hour workweeks. Employees on other workweek schedules will accrue and expend appropriately prorated amounts of leave.

Maximum limits will also be appropriately prorated for employees on other than 40 hour workweek schedules.

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 accrued or granted on an annual or occasional basis.

Salary Payments

Salary paid by the US Mission to an employee while on paid annual, sick, maternity and special leave, as well as any lump sum payments for unused annual leave, will be calculated on the basis of the employee's Basic Rate

(BR) plus any other allowances or payments that are regularly paid each pay period, to the extent provided below. Salary payments made while on approved leave will not include any premium pay.

Annual Leave

Amount of Annual Leave

Employees with 40 hour workweek schedules will earn the following amounts of annual leave each leave year. Salary payments while on annual leave will be based on 100 percent of the employee’s basic rate (BR) plus 100 percent of the Miscellaneous Benefit Allowance.

YEARS OF CREDITABLE

SERVICE

NUMBER OF

WORK DAYS

NUMBER OF HOURS

FSN 1 through 6

Less than 5 years 24 192

5 to less than 10 years 26 208

10 to less than 15 years 28 224

15 or more years 30 240

FSN 7 through 12

Less than 5 years 30 240

5 to less than 10 years 32 256

10 or more years 34 272

Carry Over of Annual Leave from One Year to the Next

Each employee may carry over to the next leave year a maximum of one year's annual leave entitlement, except as provided for herein through restoration or payment upon separation procedures. Any unused annual leave at the end of the leave year in excess of the maximum limit is forfeited.

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 Administrative Officer and reported to the timekeeper.

Minimum Charge for Annual Leave

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

Leave Accrued

Annual leave balances accrued under the leave system patterned after the

U.S. Annual and Sick Leave Act, not to exceed 240 hours (40 hour workweek) 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 indicated below.

Lump Sum Payment for Unused Annual Leave

(a) Upon separation, an employee will receive a lump 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 (BR plus Miscellaneous Benefit Allowance) used for salary payments when an employee uses annual leave.

(b) Payment will be for the total of (A) the number of unused annual leave hours accrued under the USG-style leave plan; plus (B) 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 (C) the number of unused annual leave hours earned during the current leave year. However, payment for the combined total of these three types of unused annual leave will be subject to a maximum limit of one year's entitlement.

(c) 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.

Advancement of Annual Leave

An employee with a minimum of one year of 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 Counselor. 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 or any other final payment.

Responsibilities of Supervisors and Employees

Appropriate action will be taken by supervisors to ensure that each employee is permitted to take a regular vacation each year. Because of the benefits resulting both to the employee and the service, all employees should be granted, consistent with work requirements of the office involved, sufficient continuous leave for vacation purposes to provide an adequate period of rest and recreation. Leave must be approved by the employee's

American Supervisor in writing and reported to the timekeeper.

Minimum Charge for Annual Leave

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

Sick Leave

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 or her American

Supervisor for permission to use sick leave for the purpose of medical, dental, or optical examination or treatment. Leave must be approved by the employee's American Supervisor in writing and reported to the timekeeper.

Amount of Sick Leave

Employees on a 40 hour workweek schedule will earn 26 work days (208 hours) of sick leave per year. While on short-term sick leave, not exceeding 13 workdays, employees will receive 100 percent of the BR and

100 percent of the Miscellaneous Benefit Allowance. When an employee proceeds on long-term sick leave, payment will be made as follows:

Years of Service Workdays at

100% Salary

Workdays at 50%

Salary

Less than 4 35 35

4 to less than 10 84 84

10 or more 99 99

While on long-term sick leave, the employee will receive 100% of the

Miscellaneous Benefit Allowance when compensated at 100% of salary, and 50% of the Miscellaneous Benefit Allowance when compensated at 50% of salary.

Effective March 25, 2001, an employee with less than two weeks of accrued sick leave may request up to four hours of excused absence per year in order to participate in preventative health screenings. Excused absence is paid time off without loss of pay or charge to leave.

Crediting of Sick Leave

Sick leave is credited on a prorated basis each pay period beginning with the employee's entrance on duty. Eight hours of sick leave are credited in each pay period.

Carryover of sick leave from one year to the next

Employees on a 40 hour workweek schedule may carry over unused sick leave from one leave year to the next, subject to the following limits. Any unused sick leave at the end of the leave year in excess of the maximum limit is forfeited.

COMPLETED YEARS OF MAXIMUM

CREDITABLE SERVICE CARRY OVER

Less than 10 years 1200 hours (150 days)

10 or more years 1400 hours (175 days)

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 Administrative Officer. 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.

Minimum charge for sick leave

Sick leave will charged in minimum increments of one hour.

Unused sick leave entitlements 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.

Unused sick leave accrued under leave system patterned after 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 01/09/94, which does not exceed the maximum limit in section VIII (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 VIII (D) at the end of each leave year.

For employees not enrolled under CSR: Any unused sick leave accrued prior to

1/9/94 in excess of the limit in section VIII (D) above is forfeited upon enrollment under the local leave plan.

For employees enrolled under CSR: Unused sick leave accrued prior to 1/9/94 in excess of the maximum limit in section VIII (D) above, as well as any additional accrued prior to 1/9/94 which the employee chooses not to retain for use will be frozen in a separate balance. This frozen balance of sick leave may not be used or added to in the future. At the time of final separation, this frozen sick leave may be used in the computation of an immediate CSR annuity to the extent permitted by OPM regulations at the time of each employee's retirement otherwise, the frozen sick leave is forfeited.

Maternity Leave

Amount of Maternity Leave

Upon submission of a properly documented request, a female employee is eligible for 12 weeks (480 hours if 40 hour workweek schedule) of paid maternity leave from the U.S. Mission. While on maternity leave, the employee will receive 100 percent of her BR and 100 percent of the

Miscellaneous Benefit Allowance.

Supplemental Maternity Leave

In the case of an abnormal delivery or multiple births, an employee is eligible for 2 weeks (80 hours) of supplemental maternity leave. Salary payments will be the same as when the employee is on regular maternity leave.

Leave Beyond 12 or 14 Weeks

Leave for maternity purposes beyond 12 or 14 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.

Minimum Charge

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

Nursing Breaks

Upon return from maternity leave, the employee is eligible upon request for one extra hour in two breaks per day for nursing her child. This will be provided until the child is 9 months old. Salary will be paid in full, that is, 100 percent of employee's BR plus 100 percent of the Miscellaneous

Benefit Allowance.

Special Leave

Definition

Special leave is paid leave, without charge to annual leave, which may be granted for a personal emergency with the approval of the employee's

American supervisor.

Amount of Special Leave

An employee may be granted a maximum of 4 work days (32 hours) of special leave in a leave year. Salary payments while on special leave will be based on 100 percent of the employee's BR plus 100 percent of the

Miscellaneous Benefit Allowance.

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.

Minimum Charge

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

Advancement of Special Leave

Advancement of special leave is not permitted.

Special Leave Required Proof

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

Unused Special Leave

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

Leave Without Pay

Leave without pay for up to 20 consecutive work days may be granted for justified reason as considered appropriate by the employee's American supervisor and the Administrative Officer. Extended leave without pay, in excess of 20 consecutive work days, may be granted for a specified reason as defined in 3 FAM 3510. Leave without pay granted to an employee in excess of 80 hours 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 BR nor any allowances will be paid. In addition, no payment will be made for medical expenses incurred while on extended leave without pay beyond two weeks.

Local or U.S. holidays which 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 work day preceding the holiday or the work day 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 the period. LWOP does not affect entitlements to maternity and special leave.

Holidays

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

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 Financial

Management 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 he/she approves.

The Financial Management Office will maintain leave records of individual employees. These records will be considered as the official leave files.

As necessary, the Financial Management Office will provide instructions and forms to T&A Clerks.

Inquiries

Any questions concerning this leave plan should be directed to the

Financial Management Office.

b. U.S. Style Leave Plan

Employees who entered on duty prior to 01/09/94 and chose not to be covered by the Local Leave Plan are covered under the U.S. Style Leave Plan.

c. Excused Absence for Preventative Health Screenings

The Mission does not provide Excused Absence for Preventative Health

Screenings, as described in 01 STATE 121436.

d. Restoration of Annual Leave Policy

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 (03 State 121436).

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

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

Scheduled annual leave that would otherwise forfeited at the end of the leave year may qualify for restoration under the following circumstances:

(a) an exigency of the public business;

(b) absence on approved leave due to employees illness or injury or due to family event;

(c) administrative error;

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

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

(b) 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.