ATTACHMENT 4 - U.S. MISSION COLOMBIA LOCAL COMPENSATIO PLAN.pdf

U.S. MISSION COLOMBIA: LOCAL COMPENSATION PLAN

LCP effective 01/28/2010 Page 1 of 113 Colombia

U.S. MISSION COLOMBIA

LOCAL COMPENSATION PLAN

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A. INTRODUCTORY PAGE

POST: COLOMBIA

Effective date: May 4, 2009 (Revised/Reformatted LCP – per HR/OE 08 STATE 124482, dated Nov 24, 2008)

Summary list of revisions:

State Cable No.

Date Cable Subject Line

38116 04/15/2010 LE Staff: Local Leave Plan Revisions (Death in the family)

6085 01/21/2010 LE Staff: TDY Afghanistan Benefits Package (ABP)

13784 02/17/2010 LES Staff Colombia: Colombia: Transportation Allowance

008627 01/29/2010 LES Staff Colombia: Colombia: 2010 Compensation Authorization

000202 01/04/2010 LE Staff: Colombia: Extension of Unique Condition of Work Allowance (UCWA)

131121 12/28/2009 LE Staff: Colombia: Correction to Authorization to amend Severance Plan.

022208 03/10/2009 LE Staff: Colombia: 2009 Compensation authorization.

121151 11/14/2008 LE Staff: Colombia: Extension of Unique Condition of Work Allowance (UCWA).

21234 03/01/2008 Public interest determination (PID)– Benefits for Locally Employed (LE)Staff Volunteers for TDY in IRAQ.

152564 11/05/2009 LE Staff: Colombia: Corrected 2007 compensation authorization.

152165 11/02/2007 LE Staff: Colombia: Authorization of Unique Condition of Work Allowance continuation.

122008 08/29/2007 LE Staff: TDY Iraq benefits package (IBP).

201875 12/21/2006 LE Staff: Colombia: Revision to Authorization of Maximum Benefits for Medical Insurance Solicitation (supersedes 06 STATE 08197, dated 05/19/2006).

187346 11/15/2006 LE Staff: Colombia: Authorization of Unique Condition of Work Allowance.

115966 07/14/2006 LE Staff: Colombia: Compensation increase authorization.

81099 05/19/2006 LE Staff: Colombia: Authorization of Maximum Benefit Levels for Life Insurance Solicitation.

75136 05/10/2006 LE Staff: Compensatory time for official travel.

43881 03/20/2006 LES: Colombia: Revision to premium pay plan.

206694 11/10/2005 LES: Authorization of Unique Condition of Work Allowance – Colombia.

58127 03/30/2005 FSN: Family and transportation allowances – Colombia.

44103 03/11/2005 FSN: Premium pay plan – Colombia.

36893 03/03/2005 Unilateral termination payment – Colombia.

7081 01/12/2005 FSN: 2005 Salary review – Colombia.

224218 10/18/2004 FSN: Unique Condition of Work Allowance – Colombia.

28561 02/09/2004 FSN: Definition of salary – Colombia.

25645 02/05/2004 FSN: GOC decreed increase to transportation allowance – Colombia.

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25658 02/05/2004 FSN: Addition of FSN‐8 to 48‐hour extended workweek schedule – Colombia.

346656 12/22/2003 2004 Compensation authorization – Colombia.

238633 11/22/2002 FSN: GOC decreed increases to family, transportation and paternity leave ‐ Colombia

264524 12/23/2002 FSN: 2003 Salary review – Colombia.

06277 01/11/2002 FSN: 2002 Salary review – Colombia.

89191 05/21/2001 FSN: GOC decreed increases to family and transportation – Colombia.

08380 01/16/2001 FSN: 2001 Salary review – Colombia.

83934 05/04/2000 FSN: 48 hour extended workweek schedule – Colombia.

77124 04/14/2000 FSN: GOC decreed increase to family and transportation – Colombia.

234997 12/14/1999 FSN: 2000 Salary survey review ‐ Colombia

47522 03/16/1999 FSN: GOC decreed increases to family and transportation – Colombia

20912 02/04/1999 FSN: 1999 Salary increase ‐ Colombia

147249 08/12/1998 Regarding a revision to change the accrual period

137008 07/28/1998 FSN: 1998 spot check survey ‐ Colombia

128956 07/16/1998 Regarding Family Allowance and Transportation Allowance.

08142 10/21/1997 Regarding a revision to increase contributions by employing agencies to Civil Service Retirement Program.

182835 09/29/1997 FSN: 1997 UNDP comprehensive survey Colombia.

95753 05/21/1997 Regarding a revision to delete Attachment J, “Work Connected Injury Benefits”

46377 03/13/1997 Regarding Transportation Allowance and Family Allowance

240869 11/21/1996 FSN: Law 100, Social Security Reform – Colombia.

201677 09/27/1996 Regarding a revision to the FSN salary schedule.

74938 04/11/1996 Regarding Family Allowance and Transportation Allowance.

131506 06/25/1996 FSN: 1996 Salary change survey

159720 07/03/1995 Regarding increases to basic rates on the FSN salary schedule, Parking Allowance, Meal Allowance and Education Grant.

113778 05/09/1995 Regarding Family Allowance and Transportation Allowance.

134974 05/04/1993 Regarding increases to basic rates on the FSN salary schedule.

198994 07/26/1994 Regarding increases to basic rates on the FSN salary schedule, Parking Allowance, Meal Allowance and Unique Conditions Allowance

078353 03/24/1994 Regarding Family Allowance and Transportation Allowance.

134974 05/04/1993 Regarding increases to basic rates on the FSN salary schedule.

128906 04/28/1993 Regarding Transportation Allowance.

114695 04/15/1993 Regarding increases to basic rates on the FSN salary schedule, Benefit Allowance and Parking Allowance.

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SUMMARY LIST OF REVISIONS ‐ CONTINUED:

191599 06/16/1992 Regarding increases to basic rates on the FSN salary schedule.

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B. TABLE OF CONTENTS

SECTION PAGE

1. REMARKS 7‐8

2. HOLIDAY LIST 9‐10

3. ALLOWANCES/BENEFITS 11‐24

A. TRANSPORTATION ALLOWANCES/BENEFITS 11

B. MEAL ALLOWANCES/BENEFITS 13

C. FAMILY ALLOWANCES/BENEFITS 14

D. HOUSING AND UTILITY ALLOWANCES/BENEFITS 17

E. UNIQUE CONDITIONS OF WORK ALLOWANCES/BENEFITS 18

F. EDUCATION GRANT 19

G. BENEFIT ALLOWANCE 21

H. SAVINGS PLAN 22

I. PARKING ALLOWANCE 23

OTHER ALLOWANCES (N/A) 24

4. BONUSES

A. CHRISTMAS BONUSES

B. SERVICES BONUSES

25‐32

C. VACATION BONUSES

D. LENGTH OF SERVICE BONUSES

5. PREMIUM PAY PLAN 33‐35

6. LOCAL SOCIAL SECURITY SYSTEM(LSSS)PARTICIPATION 36‐41

A. HOST GOVERNMENT LSSS 36

B. OTHER COUNTRY’S LSSS (N/A) 41

7. SALARY ADVANCE PLAN (N/A) 42

8. LEAVE BENEFITS AND POLICIES 43‐56

A. LOCAL LEAVE PLAN (LLP) 43

B. U.S. STYLE LEAVE PLAN 51

C. EXCUSED ABSENCE FOR PREVENTATIVE HEALTH SCREENINGS (N/A) 52

D. RESTORATION OF ANNUAL LEAVE POLICY 53

E. VOLUNTARY LEAVE TRANSFER PROGRAM (N/A) 55

F. U.S. MILITARY LEAVE 56

9. MEDICAL BENEFITS 57‐64

A. MEDICAL BENEFITS PROVIDED BY THE HOST GOVERNMENT 57

B. MEDICAL BENEFITS REIMBURSED/PAID BY THE MISSION (N/A) 58

C. MEDICAL BENEFITS REIMBURSED/PAID BY A VENDOR 59

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B. TABLE OF CONTENTS – CONTINUED.

10. DEATH AND DISABILITY BENEFITS 65‐68

A. DEATH BENEFIT PLAN (N/A) 65

B. FUNERAL BENEFIT PLAN 66

C. LIFE/ACCIDENT/DISABILITY INSURANCE 67

11. SEVERANCE PAY PLAN 69‐76

12. SEPARATION NOTICE PLAN 77

13. SEPARATION FOR AGE PLAN 78‐79

14. REDUCTION IN FORCE (RIF) 80‐84

A. RIF PLAN 80

B. RIF BENEFITS PLAN – UNILATERAL TERMINATION PAYMENT 81

15. RETIREMENT AND OTHER END OF SERVICE BENEFITS 85‐90

A. LSSS RETIREMENT 85

B. U.S. CIVIL SERVICE RETIREMENT (CSR) 86

C. U.S. SOCIAL SECURITY 87

D. LSSS REPLACEMENT RETIREMENTS PLANS (N/A) 88

E. RETIREMENT BENEFITS PAID BY THE MISSION 89

F. RETIREMENT BENEFITS PAID BY A VENDOR (N/A) 90

16. WORKERS’ COMPENSATION 91

17. TRAVEL AND TDY BENEFITS 92‐106

A. COMPENSATORY TIME FOR TRAVEL 92

B. PERSONAL TRAVEL (N/A) 94

C. RELOCATION PLAN (N/A) 95

D. TDY HEALTH AND ACCIDENT INSURANCE 96

E. UNIQUE CONDITIONS OF WORK BENEFIT (UCWB) FOR TDY TO A

DESIGNATED U.S. DANGER PAY POST (N/A)

F. IRAQ TDY BENEFITS

G. AFGHANISTAN TDY BENEFITS

18. ADDITIONAL BENEFITS (NOT COVERED PREVIOUSLY IN OTHER SECTIONS)

‐ SEVERANE PAY PLAN ATTACHMENT

‐ SALARY SCHEDULE

‐ SIGNATORY SHEET

107‐111

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SECTION 1: REMARKS

1. THIS LOCAL COMPENSATION PLAN (LCP) FOR COLOMBIA APPLIES TO LOCALLY EMPLOYED

(LE) STAFF IN BOGOTA, BARRANQUILLA AND CARTAGENA 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 IS MADE BY A THIRD PARTY VENDOR SUCH AS AN

INSURANCE COMPANY.

2. Participants: The participating USG agencies are: Department of State (including NAS); U.S.

Agency for International Development (AID); Foreign Agricultural Service (including APHIS);

Foreign Commercial Service (FCS); Department of Defense (including DAO, FPD, TAT, USACE and USMILGP); Department of Homeland Security (including CPB and ICE); Department of Justice (including ATF, DEA, ICITAP, JSRP, JUDATT, OPDAT, JSRP, JUDATT); Department of the Treasury (including IRS, OFAC, USSS)

3. CURRENCY: UNLESS OTHERWISE STATED, ALL COMPENSATION IS DENOMINATED IN

COLOMBIAN PESOS AND PAID IN COLOMBIAN PESOS.

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; the alternative authorized schedule for certain positions is 48 hours per week, or 96 hours per biweekly pay period.

5. WAITING PERIOD FOR WITHIN GRADE INCREASES (WGIS): THE WAITING PERIOD FOR ALL

PERIODIC STEP INCREASES IS 52 WEEKS OF GOOD OR EXCEPTIONAL PERFORMANCE FOR EACH

STEP ABOVE STEP 1.

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):

SAVED RATE (SR) EMPLOYEES NO: L11000921. GRADE RETENTION EMPLOYEES NO: L11000469, L11001764, L11001785, L11002341 [NOTE: DETAILS OF EACH AFFECTED EMPLOYEE'S

COMPENSATION MUST BE DOCUMENTED IN A PERSONNEL ACTION EACH TIME THE SCHEDULE

IS REVISED.]

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.

REMARKS FROM THE PREVIOUS LCP

1. CURRENT BASIC RATE IS FORMER ADJUSTED BASIC RATE, ELIMINATED VIA STATE 328297

DATED 10/03/91.

2. COMPENSATORY TIME OFF (HR OFF PER HR WORKED) MAY BE GRANTED FOR ALL

AUTHORIZED OVERTIME WORK FOR WHICH PREMIUM COMPENSATION IS NOT PAID.

3. BONUS PAYMENT AND SEVERANCE PAYMENTS ARE PAID IN ACCORDANCE WITH THE

RULES ATTACHED.

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4. AUTHORITY TO GRANT ADDITIONAL CSR APPOINTMENTS WITHDRAWN BY WASHINGTON

MAY 7, 1981.

5. EFFECTIVE OCTOBER 1, 2008, EMPLOYEES ARE ELIGIBLE TO EARN COMPENSATORY TIME

FOR OFFICIAL TRAVEL THAT OCCURS ON OR AFTER OCTOBER 1, 2008 AND THAT IS NOT

OTHERWISE COMPENSABLE HOURS OF DUTY. THIS BENEFIT WILL BE PROVIDED IN

ACCORDANCE WITH THE PLAN IN 06 STATE 75136.

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SECTION 2: HOLIDAY LIST

(Published in Embassy Management Notice No 149, October 15, 2009)

The following is the list of holidays which will be observed during calendar year 2010:

January 1 Friday (A‐C) New Year’s Day January 11 Monday (C) Epiphany January 18 Monday (A) Martin Luther King Jr’s Birthday February 15 Monday (A) Washington's Birthday March 22 Monday (C) St. Joseph's Day April 1 Thursday (C) Holy Thursday April 2 Friday (C) Good Friday May 17 Monday (C) Ascension Day May 31 Monday (A) Memorial Day June 14 Monday (C) Feast of the Sacred Heart July 5 (*) Friday (A‐C) Independence Day/ Sts. Peter And Paul July 20 Tuesday (C) Independence Day August 16 Monday (C) Assumption Day September 6 Monday (A) Labor Day October 11 Monday (A) Columbus Day November 11 Thursday (A) Veterans Day November 25 Thursday (A) Thanksgiving Day December 8 Wednesday (C) Feast of the Immaculate Conception December 24(**) Friday (A) Christmas Day Holiday December 31 Friday (A) New year’s Day

(A) ‐ American Holidays

(C) ‐ Colombian Holidays

Although May 1, June 7, August 7, October 18, November 1, November 15 and December 25 are Colombian holidays, American and Locally Employed Staff are expected to be at work unless they have pre‐approved leave by their supervisors.

(*) July 4, 2010 is a holiday for most employees. However, employees whose regular tour of duty includes work on Sunday will observe this holiday on July 5, 2010 (July 4, 2010 will be a regular work day for these employees).

(**) December 25 is a holiday for most employees. However, employees whose regular tour of duty includes work on Saturday will observe this holiday on December 24, 2010 (December 25 will be a regular work day for these employees).

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SECTION 2: HOLIDAY LIST (CONTINUED)

(Rev. April 21, 1995)

U.S. and Colombian Holidays

New Year’s Day (A‐C)

Independence Day (A)

Epiphany (C)

Colombian Independence Day (C)

Martin Luther King, Jr’s Birthday (A)

Battle of Boyaca (C)

Washington’s Birthday (A)

Assumption Day (C)

St. Joseph’s Day (C)

Labor Day (A)

Holy Thursday (C)

Columbus Day (A‐C)

Good Friday (C)

All Saint’s Day (C)

Colombian Labor Day (C)

Veteran’s Day (A)

Ascension Day (C)

Independence of Cartagena (C)

Memorial Day (A)

Thanksgiving Day (A)

Corpus Christi (C)

Feast of the Immaculate Conception (C)

Feast of the Sacred Heart (C)

Christmas Day (A‐C)

Sts. Peter and Paul (C)

Only 20 holidays will be observed during the calendar year

(A) ‐ American Holidays

(C) ‐ Colombian Holidays

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SECTION 3: ALLOWANCES/BENEFITS

SECTION 3(a)

TRANSPORTATION ALLOWANCE/BENEFITS

The Mission provides a transportation allowance as described below:

1. Name of the allowance: Transportation allowance.

2. Number/date of the State authorization telegram: 10 State 13784 (dated Feb. 17, 2010).

Subject: LE Staff: Colombia authorization for revision of LCP: Transportation allowance. [Reference Colombian Decree No. 5054]

3. Definition of the allowance: Under the authority contained in 3 FAM 7341 and consistent with local labor law and prevailing employment practices in Colombia, transportation allowances are authorized for eligible employees subject to items No. 4

– 8 below:

4. Effective date: January 3, 2010 (amended in accordance with Colombian Decree)

5. Eligibility: Employee eligibility for the transportation allowance is limited to those employees whose monthly remuneration does not exceed two (2) times the minimum monthly legal salaries. The transportation allowance is payable in those locations where there is a public transportation system.

This plan is applicable to full‐time and part‐time employees who are (a) working under non‐temporary direct hire appointments, personal service contracts, and personal service agreements and, (b) paid under the terms of the missions' local compensation plan.

Excluded from coverage are employees under temporary appointments; non personal services contract personnel and their employees, supplied by an independent contractor licensed to do business in Colombia 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 required by section 10(A)(5) of the Peace Corps Act and Section 4.1 of MS 735; foreign agricultural service personal services contractors as required by Public Law 100‐202, December 22,1987, and 6 FAS/FAM 211.5; and domestic servants at official residences (OREs).

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SECTION 3(a)

TRANSPORTATION ALLOWANCE/BENEFITS – CONTINUED.

6. Annual Amount: All eligible employees are entitled to receive the monthly transportation allowance amount of CP $ 61,500.

7. Frequency: This allowance will be paid biweekly.

8. Percentage of allowance paid during leave: The allowance is calculated as an hourly rate and paid each pay period through the FSC payroll system. Payment is made for regular duty hours, compensatory time used, paid holidays, and when the employee is on paid leave. The allowance is not paid when the employee is in a non‐pay status (e.g., LWOP).

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SECTION 3(b) Meal Allowance/Benefits

The Mission provides a meal allowance as described below:

1. Name of allowance: Meal Allowance.

2. Number/date of the State authorization telegram: 01 STATE 08380 (dated JAN 16, 2001).

Subject: FSN: 2001 Salary review – Colombia.

3. Definition of allowance: Post’s historical record reflects that 91 STATE 328927 (dated

October 3, 1991) authorized the establishment of a Meal Allowance for all Direct Hire and PSC employees.

4. Effective date: Revised February 25, 2001

5. Eligibility: "All employees are eligible."

6. Annual amount: The revised Meal Allowance for employees on a 40‐hour and for employees on a 48‐hour workweek is CP$751,955 annually.

7. Frequency: This allowance will be paid biweekly basis of amount $28,921.35.

8. Percentage of allowance paid during leave: The allowance is not paid when the employee is in a non‐pay status (e.g., LWOP).

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SECTION 3(c)

FAMILY ALLOWANCE/BENEFITS – CONTINUED.

The Mission provides a family allowance as described below:

1. Name of the allowance: Family Allowance Plan.

2. Number/date of the State authorization telegram: 07 STATE 120496 (dated AUG 27, 2007.)

Subject: LE Staff: Colombia: Authorization of LCP revision: family allowance.

3. Definition of allowance: Under the authority contained in 3 FAM 7341 and consistent with local labor law and prevailing employment practices in Colombia, family allowances are payable to eligible employees subject to items No 4 – 8 below.

4. Effective date: Revised January 01, 2007 (revised in accordance with Colombian decree).

5. Eligibility: This plan is applicable to full‐time and part‐time employees who are (a) working under non‐temporary direct hire appointments, personal service contracts, and personal service agreements and, (b) paid under the terms of the missions’ local compensation plan.

Excluded from coverage are employees under temporary appointments; non personal services contract personnel and their employees, supplied by an independent contractor licensed to do business in Colombia 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 required by section 10(A)(5) of the Peace Corps Act and Section 4.1 of MS 735; foreign agricultural service personal services contractors as required by Public Law 100‐202, December 22,1987, and 6 FAS/FAM 211.5; and domestic servants at official residences (OREs).

Employee eligibility for the family allowance is limited to those employees whose monthly remuneration does not exceed four (4) times the minimum monthly legal Colombian salaries;

provided they work at least 96 hours per month; and also provided that the sum total of their and their spouse's or permanent companion's incomes are not greater than six (6) times the minimum monthly legal Colombian salaries.

Employees are entitled to the family allowance for the following dependent beneficiaries:

a) Legitimate, natural, adopted children, including stepchildren less than 18 years of age.

To determine eligibility to receive the family allowance, employees must present the child's

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Family Allowance/Benefits – continued.

birth certificate, and marriage certificate in the case of stepchildren. For children 12 years of age and older the parent must submit evidence to attest to the fact that he child is enrolled and attending classes in a duly approved educational institution.

b) Orphan children under 18 who live under the same roof, are economically dependent and comply with the school certificate referred to above.

c) Parents of the employee, 60 years of age or older, provided none of them receives a salary, income or pension. This allowance may not be claimed by more than one of the working children.

d) Disabled or physically limited parents, orphan children and children who are unable to work shall be entitled to a double family allowance without age limitation. The employee must demonstrate that these individuals are economically dependent and reside with the employee.

e) In the case of death of one of the eligible dependents, an extra subsidy will be paid for the month in which the dependent died equivalent to 12 months of the subsidy that the worker was receiving for the deceased dependent, in cash.

f) In the case of death of the employee, the employer shall immediately inform the Colombian Family Compensation Fund. The Family Compensation Fund will continue paying the family allowance for 12 months to the person attesting to having assumed responsibility for the dependent(s).

g) The mother and father may simultaneously claim the family allowance for the same children provided their joint total remuneration does not exceed four (4) times the minimum legal monthly Colombian salaries.

6. Annual amount: All eligible employees hired after July 1, 2003 who are regularly scheduled to work a minimum of 96 hours per month are entitled to receive the monthly amount of CP $ 16,883 effective January 1, 2007. The amount of this benefit is frozen at CP $ 18,000 for those employees hired prior to July 1, 2003.

7. Frequency: The allowance is calculated as an hourly rate and paid each pay period through the FSC payroll system.

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Family Allowance/Benefits – continued.

8. Percentage of allowance paid during leave: Payment is made for regular duty hours, compensatory time used, paid holidays, and when the employee is on paid leave. The allowance is not paid when the employee is in a non‐pay status (e.g., LWOP).

NOTE: See also benefit “f. Education Grant”.

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SECTION 3(d)

HOUSING AND UTILITY ALLOWANCE/BENEFITS

THE MISSION DOES NOT PROVIDE ANY HOUSING OR UTILITY BENEFITS.

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SECTION 3(e)

UNIQUE CONDITIONS OF WORK ALLOWANCE/BENEFITS (UCWA/UCWB)

THE MISSION PROVIDES A UNIQUE CONDITIONS OF WORK ALLOWANCE AS DESCRIBED BELOW:

1. NAME OF THE ALLOWANCE: UNIQUE CONDITIONS OF WORK ALLOWANCE (UCWA).

2. NUMBER/DATE OF THE STATE AUTHORIZATION TELEGRAM: STATE 000202 (DATED JAN

04, 2010).

SUBJECT: LE STAFF: COLOMBIA: EXTENSION OF UNIQUE CONDITION OF WORK

ALLOWANCE (UCWA).

3. DEFINITION OF ALLOWANCE: THIS UCWA IS EFFECTIVE FOR ONE YEAR AND WILL EXPIRE

ON DECEMBER 5, 2010. PRIOR TO DECEMBER 5, 2010 POST MUST COME INTO THE

DEPARTMENT WITH A REQUEST TO EXTEND THE UCWA IF THE CONDITIONS AT POST

HAVE NOT CHANGED OR HAVE ESCALATED. THIS IS NOT AN ACQUIRED RIGHT AND THE

UCWA WILL BE TERMINATED ONCE THE CONDITIONS AT POST AT SUCH THAT IT IS NO

LONGER WARRANTED.

4. EFFECTIVE DATE: DECEMBER 6, 2009.

5. ELIGIBILITY: "ALL EMPLOYEES ARE ELIGIBLE."

6. ANNUAL AMOUNT: 5% OF BASIC SALARY.

7. FREQUENCY: PAID BI‐WEEKLY WITH PAYROLL.

8. PERCENTAGE OF ALLOWANCE PAID DURING LEAVE: THE ALLOWANCE IS NOT PAID

WHEN THE EMPLOYEE IS IN A NON‐PAY STATUS (E.G., LWOP).

NOTES:

(1) THE MISSION DOES NOT PROVIDE ANY UNIQUE CONDITIONS OF WORK BENEFITS BASED ON

CONDITION IN COLOMBIA.

(2) SEE ALSO SECTION 17 (E).

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SECTION 3(f) Education Grant

1. Name of the allowance: Education Grant

2. Number/date of the State authorization telegram: 01 STATE 08380 (dated JAN 16, 2001) Subject line: Subject: FSN: 2001 Salary review – Colombia

3. Definition of allowance: This benefit may be paid for a maximum of three children per employee and is applicable to children at any educational level as long as the student is enrolled full‐time to receive a degree (this benefit would not be applicable to a refresher English course or single computer course for word processing, etc.)

Employees can receive up to the maximum Education Grant after completion of the 60 days probationary period for the upcoming school year and upon presentation of the receipts for matriculation fees, monthly tuition, books and school transportation and, in the case of having performed military service, upon presentation of proof of such service. Although it is preferable that only one payment be made a year, if necessary more than one payment a year can be made.

Educational grant will not be granted for repeated grades.

4. Effective date: February 25, 2001.

5. Eligibility: 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.

Employees’ children who are under age 22 and unmarried, dependent on employee, and full‐time students;

Employees’ children who have performed their military service for one year, under age 23, dependent on employee, and a full‐time student; and

Employees’ children who have performed their military service for two years, under age 24, dependent on employee, and full‐time student will be entitled to receive an annual education allowance.

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SECTION 3(f) continued.

Education Grant

6. Annual Amount: All eligible employees are entitled to receive an annual education allowance of CP $1,294,429.

7. Frequency: Although it is preferable that only one payment be made a year, if necessary more than one payment a year can be made.

8. Percentage of allowance paid during leave: Not Applicable.

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SECTION 3(g) Benefit Allowance

1. NAME OF THE ALLOWANCE: BENEFIT ALLOWANCE

2. NUMBER/DATE OF THE STATE AUTHORIZATION TELEGRAM: 99 STATE 20912 (DATED FEB 4,

1999) SUBJECT: 1999 SALARY INCREASE – COLOMBIA.

3. DEFINITION OF THE ALLOWANCE: THIS ALLOWANCE ACCOUNTS FOR SEVERAL BENEFITS

PROVIDED BY POST’S COMPARATORS, INCLUDING COMPANY SPONSORED ACTIVITIES,

PARKING, UNION BONUS AND HOUSING LOANS.

4. EFFECTIVE DATE: REVISED FEBRUARY 28, 1999.

5. ELIGIBILITY: 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.

6. ANNUAL AMOUNT: ALL ELIGIBLE EMPLOYEES ARE ENTITLED TO RECEIVE AN ANNUAL

BENEFIT ALLOWANCE OF CP $1,072,273.

7. FREQUENCY: THIS ALLOWANCE WILL BE PAID ON A BIWEEKLY BASIS OF AMOUNT COP

$41,241.27

8. PERCENTAGE OF ALLOWANCE PAID DURING LEAVE: THE ALLOWANCE IS NOT PAID WHEN

THE EMPLOYEE IS IN A NON‐PAY STATUS (E.G., LWOP).

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SECTION 3(h) Savings Plan

1. Name of the Allowance: Savings Plan (“Deposito de Ahorro”)

2. Number/date of the State authorization telegram: 92 STATE 164823 (dated May 23, 1992) authorized to develop a savings plan.

Subject: FSN Outstanding Benefits from 1991 full survey – Colombia.

3. Definition of the allowance: The institution selected to administer the fund will be one of the oversight of the Government of Colombia. Principal and interest will be paid to employee upon separation, except when separation is for cause. When separation is for cause the employee will receive only his/her contributions plus interest accrued by the employee's contribution.

Contributions will be as follows:

Basic Salary Employer 5.8 percent Employee 5.8 percent

4. Effective date: Revised March 17, 1996.

5. Eligibility: Employees working on a full time non‐temporary, full time temporary, and part

All employees paid under the terms of the Joint Local Compensation plan are eligible to join the plan after completion of the 60 days probationary period.

6. Annual amount: See #3 above. Contributions are paid on basic salary.

7. Frequency: This allowance will be paid on biweekly contributions.

8. PERCENTAGE OF ALLOWANCE PAID DURING LEAVE: THE ALLOWANCE IS NOT PAID

WHEN THE EMPLOYEE IS IN A NON‐PAY STATUS (E.G., LWOP).

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SECTION 3(i) Parking Allowance

THE MISSION DOES NOT PROVIDE ANY PARKING ALLOWANCE.

State Telegram No. 182835 of September 29, 1997, authorizes Post to discontinue, retroactive to July 6, 1997, the current Parking Allowance for all Direct Hire, PSC, and PSA.

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SECTION 3 – Other Allowances/Benefits

THE MISSION DOES NOT PROVIDE ANY OTHER ALLOWANCES.

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SECTION 4: BONUSES

Section 4(a) Christmas Bonus

Four bonuses are paid to Colombian employees: Christmas, Service Bonus, Vacation Bonus and Length of Service Bonus.

1. Name of the bonus: Christmas bonus.

2. Number/date of the State authorization telegram: 98 STATE 147249 (Aug. 12, 1998).

Subject: (note – copy of the cable not available).

3. Definition: A Christmas Bonus is payable to employees working under Direct Hire Appointments, Personal Services contracts, and Personal Services Agreements who are paid under the terms of the Mission’s Local Compensation Plan.

4. Effective date: Revised August 12, 1998.

5. Eligibility: "Employees working on a full time non‐temporary, full time temporary, and part

Employees otherwise eligible to receive these bonuses are excluded if separated for:

a) For cause of misconduct or malfeasance as determined by the employing agency.

b) For cause of willfully committing material damage to his/her office or building, machinery, materials, instruments and other objects connected with his/her work.

c) For cause of security when employing agency determines that termination is necessary and advisable in the interest of the national security of the United States.

6. Annual Amount: The amount of the bonus is 1/12 of annual basic salary.

7. Timing of the bonus payment: This benefit will be paid in pay period 22 each year and will cover service from pay period 22 of one year to pay period 21 of the next year.

8. Service Credit: Periods of Leave Without Pay (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 workweek in LWOP status during the bonus year.

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Section 4(a) Christmas Bonus continued.

9. Calculation of partial year payments: If an employee is separated between the beginning and ending date of a bonus calculation period, a prorated bonus will be given. The prorated bonuses are calculated as follows: One month of the annual basic rate that would be given as bonus for a full year is divided by 26 pay periods. The result of this equation is then multiplied by the number of pay periods the employee was in pay status during the bonus calculation. The result of this equation is the prorated bonus.

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Section 4.b. Service Bonus

1. Name of the bonus: Service Bonus.

2. Number/date of the State authorization telegram: 98 STATE 147249 (dated AUG 12, 1998).

3. Definition of the bonus: A Service Bonus is payable to employees working under Direct Hire appointments, Personal Services Contracts, and Personal Services Agreements who are paid

4. Effective date: August 12, 1998.

5. ELIGIBILITY: 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."

b) For cause of willfully committing material damage to his/her office or building, machinery, materials, instruments and other objects connected with his/her work.

c) For cause of security when employing agency determines that termination is necessary and advisable in the interest of the national security of the United States.

6. Annual amount of the bonus: The amount of the bonus is 1/12 of annual basic salary.

7. Timing of the bonus payment: This benefit will be paid in pay period 13 each year and will cover service from pay period 13 of one year to pay period 12 of the next year.

8. Service credit: Periods of Leave Without Pay (LWOP) shall be deducted from the service

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Section 4.b. Service Bonus – continued.

9. Calculation of partial years payments: If an employee is separated between the beginning and ending date of a bonus calculation period, a prorated bonus will be given. The prorated bonuses are calculated as follows: One month of the annual basic rate that would be given as bonus for a full year is divided by 26 pay periods. The result of this equation is then

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Section 4(c) Vacation Bonus

1. Name of the Bonus: Vacation Bonus.

2. Number/date of the State authorization telegram: 09 STATE 147249 (August 12, 1998).

3. Definition of the bonus: A Vacation Bonus is payable to employees working under Direct Hire appointments, Personal Services Contracts, and Personal Services Agreements who are paid

4. Effective date: August 12, 1998.

5. Eligibility: "Employees working on a full time non‐temporary, full time temporary, and part non‐temporary, and WAE temporary basis are not eligible."

machinery, materials, instruments and other objects connected with his/her work.

c) For cause of security when employing agency determines that termination is necessary and advisable in the interest of the national security of the United States.

6. Annual Amount of the bonus: The amount of the bonus is 1/12 of annual basic salary.

7. Timing of the bonus payment: This benefit will be paid in pay period 13 each year and will cover service from pay period 13 of one year to pay period 12 of the next year.

8. Service Credit: Periods of Leave Without Pay (LWOP) shall be deducted from the service

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Section 4(c) Vacation Bonus – continued.

9. Calculation of partial years payments: If an employee is separated between the beginning and ending date of a bonus calculation period, a prorated bonus will be given. The prorated bonuses are calculated as follows: One month of the annual basic rate that would be given as bonus for a full year is divided by 26 pay periods. The result of this equation is then

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Section 4.d. Length of Service Bonus

Four bonuses are paid to Colombian employees: Christmas, Service Bonus, Vacation Bonus and

1. Name of the bonus: Length of Service.

2. Number/date of the State authorization telegram: Ref: 98 STATE 52857 (dated MAR 25, 1998)

3. Definition: Financial reward for continuous length of service. Bonus for length of service (see paragraphs #6 and 7).

3. Effective date: Ref: 52857 dated March 25, 1998.

4. Eligibility: Employees working on a full time non‐temporary, full time temporary, and part machinery, materials, instruments and other objects connected with his/her work.

c) For cause of security when employing agency determines that termination is necessary and advisable in the interest of the national security of the United States.

5. Annual amount of the bonus: The length of service bonus is payable as follows:

One calendar day's salary is defined as the employee's annual basic rate divided by 360.

Years of Continuous USG Service

Calendar Day’s Salary

5 15 10 20

15 and 20 30 25 and 30 40

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Section 4.d. Length of Service Bonus – continued.

6. Timing of the bonus: This bonus will be paid every five years in the last pay period of the month of the employee’s anniversary date.

7. Service credit: Creditable service for part‐time employees should be prorated (reduced) according to the number of regularly scheduled workweek hours. Periods of leave without pay are not included in creditable service. This bonus will be paid only for anniversaries that are observed since May 25, 1986.

8. Calculation of partial year payments: Not Applicable.

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SECTION 5: PREMIUM PAY PLAN

EFFECTIVE DATE: JUNE 26, 2005

I. 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 to be Rest Day A Rest day B A. 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 another personnel action.

5. Hourly salary is annual salary divided by 2880. This applies in all cases except for premium pay on a U.S. Holiday only, when the hourly salary will be determined by dividing the employee's annual salary by the number of hours in the employee's basic workweek. For employees on a 40 hour workweek schedule the annual salary is divided by 2080 and 2496 for employees on a 48 hour workweek schedule.

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

40. Workweek factors for Bogota are:

40 hour schedule 1.000 48 hour schedule 1.2

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, 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.

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

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SECTION 5: PREMIUM PAY PLAN – CONTINUED.

10. 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.

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

12. Night differential is a premium paid for regularly scheduled work at night. Work at night outside of the employee's basic workweek hours is compensated with overtime pay.

13. 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 Bogota.

14. 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.

II. Codes

Workweek Rest Day A Rest Day B

OT1 OT2 N/A

OT2 OT2 N/A

OT3 OT3 OT3

OT4 OT4 OT4

ND1 ND1 N/A

ND2 ND2 ND2

Sunday Differential N/A N/A SD

Local Holiday LH N/A N/A

American Holiday AH N/A N/A

Overtime

Night Differential

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SECTION 5: PREMIUM PAY PLAN – CONTINUED.

III. Authorized rates

OT1: 125% of HS for each hour of overtime worked between 6:01 a.m. and 10:00 p.m. on Monday through Saturday excluding a local holiday.

OT2: 175% of HS for each hour of overtime worked between 10:01 p.m. and 6:00 a.m. on Monday through Saturday excluding a local holiday.

OT3: 200% of HS for each hour of overtime worked between 6:01 a.m. and 10:00 p.m. on a Sunday or a local holiday.

OT4: 250% of HS for each hour of overtime worked between 10:01 p.m. and 6:00 a.m. on a Sunday or a local holiday.

ND1: 35% of HS for each basic workweek hour worked between 10:01 p.m. and 6:00 a.m. on Monday through Saturday excluding a local holiday (in addition to RP).

ND2: 110% of HS for each basic workweek hour worked between 10:01 p.m. and 6:00 a.m. on a Sunday or a local holiday (in addition to RP).

SD: 75% of HS for each basic workweek hour worked (in addition to RP).

LH: 75% of HS for each basic workweek hour worked (in addition to RP).

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

HS = hourly salary RP = regular pay N/A = not applicable

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SECTION 6: LOCAL SOCIAL SECURITY SYSTEM (LSSS) PARTICIPATION

A. HOST GOVERNMENT LSSS

THE MISSION PARTICIPATES IN THE LOCAL SOCIAL SECURITY SYSTEM (LSSS) AND ALL ELIGIBLE

LE STAFF ARE REQUIRED TO PARTICIPATE, UNLESS EMPLOYEES GRANDFATHERED UNDER CSR

FOR PENSION. ALL COMPENSATION PAYMENTS MADE BY THE USG TO ENROLLED EMPLOYEES

ARE SUBJECT TO LSSS EMPLOYER CONTRIBUTIONS AND EMPLOYEE DEDUCTIONS EXCEPT*

SEVERANCE, ANNUAL INTEREST ON SEVERANCE, SERVICE BONUS, LENGTH OF SERVICE,

FUNERAL BENEFIT, FAMILY ALLOWANCE, TRANSPORTATION ALLOWANCE, EDUCATION GRANT,

UNILATERAL TERMINATION PAYMENT, UNIQUE CONDITIONS OF WORK ALLOWANCE,

COMPLEMENTARY HEALTH INSURANCE, COMPLEMENTARY LIFE INSURANCE AND SAVINGS

PLAN.

NOTE: *COLOMBIAN LAW MANDATES THAT THE BASE PAY MUST INCLUDE ALL BENEFITS THAT

ARE “SALARY FACTORS.” THE EMBASSY DEFINES THE SALARY FOR SEVERANCE COMPUTATION

TO INCLUDE: BASIC SALARY, TWO BONUSES (VACATION AND CHRISTMAS), MEAL ALLOWANCE,

BENEFIT ALLOWANCE AND OVERTIME.

Colombian Social Security System (Rev. Dec. 8, 1996)

In accordance with Section 408 of the Foreign Service Act of 1980, all employees hired after May 7, 1981 were enrolled in the Colombian Social Security System in lieu of the U.S. Civil Service Retirement System. In addition, all employees could opt to switch coverage from Civil Service Retirement to the Colombian Social Security System.

The object of the Integral Social Security System is to guarantee the irrevocable rights of each person and the community to have a quality of life in accordance with human dignity, by means of protection against contingencies which might affect them.

The system includes the obligations of the state and society, institutions and resources destined to guaranteeing coverage of benefits of an economic, health and complementary services nature, subject of Law 100, or others which may be incorporated in the future.

The integral Social Security System is the harmonious combination of public and private entities, regulations and procedures, and consists of the general systems established for pensions, health, professional risks, and complementary social services defined in Law 100 of 1993.

1. Pension System

The object of the General Pensions System is to guarantee coverage to the population against contingencies deriving from old age, disability and death, by means of payment of the pensions and benefits determined in Law 100, and also to aim for progressive extension of coverage to segments of the population which are not covered by a pension system.

The general pension system consists of two exclusive joint systems which coexist, e.g.:

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‐ Joint system with half bonus and defined benefit (ISS).

‐ Joint individual savings system (Pension Funds).

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A. HOST GOVERNMENT LSSS – CONTINUED.

Employees to the General Pension System may choose the pension system which they prefer.

A. Eligibility

All FSN (not applicable for employees under the CSR system), PSC and PSA employees are eligible to contribute to one of the two pension systems.

B. Payment

The rate of contribution for pension is 15% (percentage may increase 0.5 until year 2007 and effective year 2008 may increase 1%) of the Base Salary (basic salary, Christmas/vacation bonuses, benefit/meal allowances and overtime). The employer assumes 75% of the amount of the cost of the payment and the employee pays the remaining 25% (which is deducted from his salary).

The employer shall be responsible for paying its share (75%) for pension and employees' share (25%). For this, the employer shall deduct from the salary of each employee, at the time of payment, the amount of the compulsory contributions and those voluntary ones which the employee has expressly authorized in writing, and shall transfer these amounts to the entity selected by the worker, together with the amounts corresponding to its own contribution, within the terms determined by the Colombian government. The maximum amount of the base salary (IBC) is 25 Colombian minimum wages.

Employees who earn equal or greater than four (4) times the current Colombian monthly legal minimum salary shall be charged an additional percentage for pension solidarity fund. This additional amount is paid entirely by the employee.

Equal or greater than four Colombian minimum wage = 1% From 16 to 17 Colombian minimum wage = 1.2% additional From 17 to 18 Colombian minimum wage = 1.4% additional From 18 to 19 Colombian minimum wage = 1.6% additional From 19 to 20 Colombian minimum wage = 1.8% additional Above 20 Colombian minimum wage = 2% additional

The employer shall be responsible for the full amount of the contribution, even if it has not made the corresponding deduction from the worker.

Contributions not deposited within the terms indicated shall incur interest on arrears, chargeable to the employer at the same rate as that for income tax and complementary taxes.

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A. HOST GOVERNMENT LSSS – CONTINUED.

2. Health System (Compulsory Plan "POS")

The General Social Security Health System creates the conditions for access to a Compulsory Health Plan for all inhabitants of Colombia. This plan will allow for the integral protection of families for maternity and general illness risks in the health promotion and development phases, and prevention, diagnosis, treatment and rehabilitation for all pathologies, according to intensity of use and the care and complexity levels which are defined. The Compulsory Health Plan shall cover the whole family.

Access to the provision of certain high‐cost services for persons who affiliate with the system may be subject to minimum contribution periods, which in no case may be greater than 100 weeks of affiliation with the system, 26 weeks of which should have been paid in the last year. For lower contribution periods, access to such services shall require a payment by the user, which shall be established in accordance with his or her socio‐economic capacity.

The General Social Security Health System will allow different entities to take part in the administration and provision of health services, under State regulations and supervision, and will ensure that users are free to choose between the different health promoter entities and health service institutions.

A. Eligibility

All FSN (applicable also for employees under CSR system), PSC and PSA employees are eligible to contribute to the health system. FSN employees under the CSR system were all enrolled as of December 1996.

B. Payment

The rate of contribution for health is 12.5%. The employer assumes 8.5% of the amount of the cost of the payment and the employee pays the remaining 4% deducted from his salary).

C. Retirement

The compulsory plan can be carried into retirement with the same sharing of premium mentioned above for employees retiring as of December 1996.

3. Work‐Connected Injuries and Professional Illness System

Health services related to work‐connected injuries or professional illness shall be provided by the health promoter entities referred to in Law 100, who shall claim against the entities responsible

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A. HOST GOVERNMENT LSSS – CONTINUED.

for administering the accidents at work and professional illness resources to which the respective worker is affiliated.

A. Eligibility

All FSN (applicable also for employees under the CSR system), PSC and PSA employees are eligible.

B. Payment

The rate of contribution for worker’s compensation is according to the risk of the company. For the Embassy is 0.522%. The total amount of the cost of payment is paid by the employer.

The salary base on which all of the above costs of payment are calculated may not exceed 20 times the legal monthly minimum salary.

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B. OTHER COUNTRY'S LSSS

NOT APPLICABLE.

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SECTION 7: SALARY ADVANCE PLAN

THE MISSION DOES NOT HAVE A SALARY ADVANCE PLAN.

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SECTION 8: LEAVE BENEFITS AND POLICIES

A. LOCAL LEAVE PLAN (LLP)

Local Leave Plan ‐ Colombia

1. Authority

State Telegram No. 38116 of April 15, 2010 (10 STATE 38116). Subject: LE STAFF: COLOMBIA:

Local Leave Plan revisions. Note: Death in the Family, (Law 1280 dated January 5, 2009).

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 leave 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 6130 of Title 5, United States Code.

2. Policy

It is the policy of Foreign Affairs Agencies to adopt locally prevailing leave benefits for FSN/PSC/PSA employees in lieu of any benefits patterned after the provisions of the Annual and Sick Leave Act of 1951. All features of the prevailing leave practice must be adopted for FSN/PSC/PSA employees who are enrolled in the host government Social Security System (not applicable for employees under CSR system), to the total exclusion of any benefits patterned after the US leave system.

3. Workweeks

Amounts of leave listed in the local leave plan are applicable to employees with a regularly‐ scheduled five day/40 hour workweek. Employees with workweeks of more or less than five days/40 hours will accrue and expend appropriately prorated amounts of leave.

4. Definition of "Pay"

As the word is used in the leave plan, "pay" is defined as the employee's basic rate plus allowances that are normally paid on a bi‐weekly basis.

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A. LOCAL LEAVE PLAN (LLP) – CONTINUED.

5. Annual Leave

A. Accrual of Annual Leave:

1) Employees will accrue 16 work days of annual leave per year.

2) The leave year will begin on the first day of pay period 1 and end on the last day of pay period 26.

B. Crediting of Annual Leave:

Annual leave will be credited on a pay‐period basis as follows:

Pay Periods Hours to be Credited…