Annotated Staffregulation Draft Eng

INTERNATIONAL HYDROGRAPHIC ORGANIZATION
Staff Regulations
7th edition Edition 8.0.0
June 2004 ??? 2016
(Revised March 2009)

IHO Publication M-7
International Hydrographic Bureau Organization

4b, Quai Antoine 1er
B.P. 445 - MC 98011 MONACO Cedex
Principaut de Monaco
Telefax: (377) 93 10 81 40
E-mail: info@iho.int
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Original text - showing any proposed changes in red
Proposed revised text incorporating any changes1
INTRODUCTION
INTRODUCTION
The first edition of the Staff Regulations (which combined the former
Personnel Statutes and Staff Regulations adopted by the Xth International
Hydrographic Conference) was drawn up in accordance with the decisions
of that Conference and came into force in January 1974, following
approval by IHO Member States.
The first edition of the Staff Regulations (which combined the former
Personnel Statutes and Staff Regulations adopted by the Xth International
Hydrographic Conference) was drawn up in accordance with the decisions
of that Conference and came into force in January 1974, following
approval by IHO Member States.
The second edition (January 1980) incorporated the decisions of the XI th

I.H. Conference, together with supplementary provisions and rules of an
administrative nature.
The second edition (January 1980) incorporated the decisions of the XIth
I.H. Conference, together with supplementary provisions and rules of an
administrative nature.
The third edition (January 1988) incorporated the decisions taken by the
XIIIth I.H. Conference following recommendations by a Sub-Committee of
the Finance Committee, as well as amendments for the purpose of
clarifying the texts and improving their application.
The third edition (January 1988) incorporated the decisions taken by the
XIIIth I.H. Conference following recommendations by a Sub-Committee of
the Finance Committee, as well as amendments for the purpose of
clarifying the texts and improving their application.
The fourth edition (April 1993) incorporated the decisions taken by the
XIVth I.H. Conference following the recommendations by a Finance
Committee Working Group on the Terms and Conditions of Service of the
Directors and Staff of the IHB. This edition also took into consideration
amendments to the third edition produced in 1989, 1990 and 1991 as well
as those agreed at a Joint Staff Consultative Meeting of 31 August 1992.
The fourth edition (April 1993) incorporated the decisions taken by the
XIVth I.H. Conference following the recommendations by a Finance
Committee Working Group on the Terms and Conditions of Service of the
Directors and Staff of the IHB. This edition also took into consideration
amendments to the third edition produced in 1989, 1990 and 1991 as well
as those agreed at a Joint Staff Consultative Meeting of 31 August 1992.
The fifth edition (1998), included the amendments resulting from decisions
of the XVth IH Conference, as well as other amendments approved by the
IHB Joint Staff Consultative Committee.
The fifth edition (1998), included the amendments resulting from decisions
of the XVth IH Conference, as well as other amendments approved by the
IHB Joint Staff Consultative Committee.
The sixth edition (2003) included amendments resulting from decisions of

the IHB Directing Committee, amendments approved by the IHO Member
States and decisions of previous Conferences.
The sixth edition (2003) included amendments resulting from decisions of

the IHB Directing Committee, amendments approved by the IHO Member
States and decisions of previous Conferences.
The seventh edition (June 2004) incorporated the decisions taken by

Member States following the recommendations by the Finance Committee
Working Group on the Alignment of IHB salaries with the UN System.
The seventh edition (June 2004) incorporated the decisions taken by

Member States following the recommendations by the Finance Committee
Working Group on the Alignment of IHB salaries with the UN System.
In the case of any inconsistency with the amended text in column 1, the revised text in this column shall prevail.
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Explanation and Remarks

No changes are being proposed
This eighth edition effective [insert effective date of these Staff

Regulations] incorporates the decisions taken by Member States
following recommendations contained in the reports of the Staff
Regulations Working Group established by the XVIIth IH Conference in
2007 and re-formed by the XVIIIth IH Conference in 2012 and discussed at
the 5th Extraordinary International Hydrographic Conference in 2014.
This eighth edition effective [insert effective date of these Staff

Regulations] incorporates the decisions taken by Member States
following recommendations contained in the reports of the Staff
Regulations Working Group established by the XVIIth IH Conference in
2007 and re-formed by the XVIIIth IH Conference in 2012 and discussed at
the 5th Extraordinary International Hydrographic Conference in 2014.
This eighth edition also anticipates the entry into force of the Protocol of
Amendments to the Convention on the IHO. Until such time as the
Protocol of Amendments enters into force, all references to the roles and
functions of the Secretary-General should be taken as referring to the
Directing Committee, except in the case of Regulations 3.1.8, 5.5.1 and
5.11.c, where the functions described in these Regulations for the
Secretary-General shall be undertaken by the President of the Directing
Committee.
This eighth edition also anticipates the entry into force of the Protocol of
Amendments to the Convention on the IHO. Until such time as the
Protocol of Amendments enters into force, all references to the roles and
functions of the Secretary-General should be taken as referring to the
Directing Committee, except in the case of Regulations 3.1.8, 5.5.1 and
5.11.c, where the functions described in these Regulations for the
Secretary-General shall be undertaken by the President of the Directing
Committee.
The provisions contained in these Regulations regarding social benefits

are normally in conformity with the social laws in the Principality of
Monaco, particularly as stated in those Regulations e.g. Caisse de
compensation et des Services Sociaux (CCSS).
A T The following table indicating the sources of the various articles lists
the changes made to this edition of the Staff Regulations is kept at the
IHB Secretariat for the record including a summary of the nature of those
changes.

Proposed update to the Introduction to reflect
this revised version of the Staff Regulations.
This clause does not reflect the fact that the Staff
Regulations are, in effect, aligned as far as is
reasonable with two comparator organizations the UN for Internationally Recruited Members of
Staff and the Monaco Civil Service for Locally
Recruited Members of Staff. This is now clarified
in the revision of Regulation 1.5. Accordingly,
this clause should be removed.
The following table lists the changes made to this edition of the Staff
Regulations including a brief summary of the nature of those changes.
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A table of sources was introduced as Annex B to

the 4th Edition (1993). The existing regulation
was introduced in the 5th Edition (1998) at which
time Annex B was removed. However, no
consolidated record of the sources of changes
made since 1998 can be found in the Secretariat
and no such record is currently being
maintained. Nevertheless, the reasoning behind
all significant changes are recorded as part of
Member State decisions made at Conference or
by Circular Letter.

Record of Changes
Regulation
No.
Brief summary of
justification and
impact
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Promulgated
via:
Effective
date

It is proposed that a record of changes be
introduced with this proposed new edition of the
Staff Regulations.
Proposed revised text incorporating any changes
Definitions DEFINITIONS
DEFINITIONS
For the purposes of these Regulations, except for Annex E

which contains its own definitions, and unless otherwise
indicated in the text, it shall be understood that:
For the purposes of these Regulations, except for Annex E

which contains its own definitions, and unless otherwise
indicated in the text, it shall be understood that:
II.1
the
a.
the
IHO,
means
the
Hydrographic Organization.
Regulations, means these Staff Regulations of

the IHO.
b.
Regulations, means these Staff Regulations of

the IHO.
(e) c. by "Conference Assembly", means the

Assembly of the International Hydrographic
Conference Organization, as described in the
Convention (as amended);
c.
Assembly, means the Assembly of the

International Hydrographic Organization, as
described in the Convention (as amended).
d.
Convention, means the Convention on the

International Hydrographic Organization (as
amended).
e.
General
Regulations
and
"Financial
Regulations", means the Regulations annexed to
the Convention. (Convention Article XI)
f.
Host Agreement, means the agreement

between the host country (where the IHO has its
headquarters) and the IHO and in which the
privileges and immunities relating to the IHO
are stipulated.
g.
Secretariat, means the personnel and the

functions as described in Article VIII(a) of the
Convention and Articles 9-15 of the General
Regulations.
(i) a. by "the Organization IHO", means

International Hydrographic Organization;
b.
(f) d. by "Convention", means the Convention on the

International Hydrographic Organization (as
amended);
(g) e. by "General Regulations" and "Financial
Regulations", means the Regulations annexed to
the Convention. (Convention Article XI)
(h) f. by "Host Agreement", means the agreement
between the host country (where the
Organization IHO has its headquarters) and the
International Hydrographic Organization IHO
and in which the privileges and immunities
relating to the Organization IHO are stipulated;
g.
Secretariat, means the personnel and the

functions as described in Article VIII(a) of the
Regulations
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International
No substantive changes are being proposed to

this particular regulation.
The changes proposed here are either
clarifications or editorial amendments to reflect
the revised administrative arrangements and
nomenclature described in the revised
Convention and the consequential revisions
proposed for these Staff Regulations.
h.
Member of Staff, means any of the Permanent

Members of Staff and Probationary Members of
Staff.
h.
Member of Staff, means any of the Permanent

Members of Staff and Probationary Members of
Staff.
This definition is proposed to simplify the

structure of the Staff Regulations.
i.
Secretary-General and Director, means

those officers described in Article VIII of the
Regulations.
i.
Secretary-General and Director, means

those officers described in Article VIII of the
Regulations.

j.
Assistant Director, means an Internationally

Recruited Member of Staff engaged by the
Secretary-General in accordance with the
conditions set out elsewhere in these
Regulations.
For the purposes of these
Regulations, Assistant Directors are considered
as Managerial Members of Staff.
j.
Assistant Director, means an Internationally

Recruited Member of Staff engaged by the
Secretary-General in accordance with the
conditions set out elsewhere in these
Regulations.
Regulations, Assistant Directors are considered
as Managerial Members of Staff.

(b) k. by "Permanent Member of Staff Member",

means the Secretary-General and Directors and
any person holding a contract of employment of
2 years or more, who, following a pPeriod of
pProbation, has been confirmed in his their
post. Such persons are identified in paragraphs
(a), (b) and (c) of Article 11 of the "Host
Agreement".
k.
Permanent Member of Staff, means the

Secretary-General and Directors and any
person, who, following a Period of Probation,
has been confirmed in their post. Such persons
are identified in paragraphs (a), (b) and (c) of
Article 11 of the "Host Agreement".
(d)
by "Staff Member" or "Employee", any person

engaged by the Directing Committee under the
terms described in paragraphs (a), (b) and (c)
above.
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(c) l. by "Temporary Member of Staff Member",
means any person who is employed for an
occasional task or mission of less than six
month two years duration. Such persons are
identified as non-permanent employees in
Article 11 (d) of the "Host Agreement".

l.
This does not include personnel seconded to the

Secretariat by Member States from time to time
under the terms of IHO Resolution 3/1987.
These officers are subject to separate terms and
conditions as agreed between the SecretaryGeneral and the Member State of origin.
(a)m. "Probationary Member of Staff Member",
means any person who is undergoing a pPeriod
of compulsory pProbation to achieve a
permanent appointment.
n.
Period of Probation, means a period of not

less than 12 months and not more than 24
months.
Temporary Member of Staff, means any

person who is employed for an occasional task
or mission of less than two years duration.
Such persons are identified as non-permanent
employees in Article 11 (d) of the "Host
Agreement".
This does not include personnel seconded to the
Secretariat by Member States from time to time
under the terms of IHO Resolution 3/1987.
These officers are subject to separate terms and
conditions as agreed between the SecretaryGeneral and the Member State of origin.
m.
"Probationary Member of Staff", means any

person who is undergoing a Period of Probation
in order to achieve a permanent appointment.
n.
Period of Probation, means a period of not

less than 12 months and not more than 24
months.
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A maximum period of two years employment,
rather than six-months, aligns with the expiry of
the maximum period for a Probationary Member
of Staff. After two years, all Members of Staff,
become, in effect, Permanent Members of Staff.
A Temporary Member of Staff was employed
recently as a Capacity Building Assistant for a
period of 18 months. This person, not being
subject to the Staff Regulations, was employed
under contract via a local temporary staffing
agency in order to be covered under the national
employment regulations for Monaco.

These definitions are based on the UN Common
System and are introduced to simplify and
standardise the structure and scope of the Staff
Regulations.
o.
Internationally Recruited Member of Staff,

means a Member of Staff who is based in
Monaco and engaged to deliver the substantive
work of the IHO in any location or country and
who therefore receives a compensation package
which is established with reference to the global
labour market, in order to attract and retain the
best available talent from all Member States.
o.

means a Member of Staff who is based in
Monaco and engaged to deliver the substantive
work of the IHO in any location or country and
who therefore receives a compensation package
which is established with reference to the global
labour market, in order to attract and retain the
best available talent from all Member States.
p.
Locally Recruited Member of Staff, means a

Members of Staff who is engaged to provide
local expertise and/or support services in
Monaco and who therefore receives a
compensation package established with
reference to the local labour market, in order to
attract and retain the best available local talent.
p.
Locally Recruited Member of Staff, means a

Member of Staff who is engaged to provide
local expertise and/or support services in
Monaco and who therefore receives a
compensation package established with
reference to the local labour market, in order to
attract and retain the best available local talent.
q.
Managerial Member of Staff, means a

Member of Staff that is assigned by the
Secretary-General
to
predominantly
management and supervisory functions and who
reports to the Secretary-General or to the
Directors for those functions.
Managerial
Members of Staff may be Internationally
Recruited Members of Staff or Locally
Recruited Members of Staff.
q.
Managerial Member of Staff, means a

Member of Staff that is assigned by the
Secretary-General
to
predominantly
management and supervisory functions and that
reports to the Secretary-General or to the
Directors for those functions.
Managerial
Members of Staff may be Internationally
Recruited Members of Staff or Locally
This definition is introduced to simplify the

r.
Seniority, means the number of months or

years that a Member of Staff is considered to
have worked continuously in a job in the
Secretariat for the purposes of placement on the
relevant salary progression table. In the event
of a new contract of employment or re-election
to the same position, prior seniority shall be
carried forward.
r.
Seniority, means the number of months or

years that a Member of Staff is considered to
have worked continuously in a job in the
Secretariat for the purposes of placement on the
relevant salary progression table. In the event
of a new contract of employment or re-election
to the same position, prior seniority shall be
carried forward.
This definition is introduced to support the

revised salary progression tables.
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s.
Year, means twelve consecutive months;
Calendar Year means the period 1 January to

31 December inclusive;
t.
Calendar Year means the period 1 January to

31 December inclusive;
(k) u. by "Month", means a period of one calendar

month each of the twelve named periods into
which a year is divided;
u.
Month, means each of the twelve named

periods into which a year is divided;
(l) v. by "Recognized Home Country Address",

means the place address with which the a
Member of Staff Member had the closest
residential ties being that persons main centre
of interest, both professionally and personally,
prior to entering the Bureau Secretariat's service
and which he was declared as his their home at
that time;
v.
Recognized Home Country Address, means

the address with which a Member of Staff had
the closest residential ties being that persons
main centre of interest, both professionally and
personally, prior to entering the Secretariat's
service and which was declared as their home at
that time;
(j) s. by "Year", means twelve consecutive months

t.

This definition is used to determine eligibility for

several benefits, including leave travel, relocation
expenses and education grant.
The change from Recognized Home to
Recognized Home Country Address is intended
to avoid ambiguity or confusion with the local
address that a Member of Staff may occupy in
the area of Monaco while employed in the
secretariat.
The definition of Recognized Home Country
Address is based on definitions used in the UN
Common System.
w.
Normal Residence, means the address in or

near Monaco declared by the Member of Staff
as their local residence while employed in the
Secretariat;
w.
Normal Residence, means the address in or

near Monaco declared by the Member of Staff
as their local residence while employed in the
Secretariat;
x.
In or near Monaco, means the Principality of

Monaco and the surrounding district of AlpesMaritimes;
x.
In or near Monaco, means the Principality of

Monaco and the surrounding district of AlpesMaritimes;
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These definitions are proposed because a

number of benefits refer to the family place of
residence in or near Monaco. The definition
equates to the duty station in the UN Common
System.

(m) y. by "Dependent Family", means a wife Spouse
and unmarried Dependent cChildren
z.
Dependent Child, means:

y.
Dependent Family, means a Spouse and any

Dependent Children.
z.
Dependent Child, means:
the natural child of a Member of Staff, or
the natural child of a Member of Staff, or
the legally adopted child of a Member of

Staff, or
the legally adopted child of a Member of

Staff, or
the step-child of a Member of Staff provided

that the child is residing with the Member of
Staff
the step-child of a Member of Staff provided

that the child is residing with the Member of
Staff
and who fulfils the following requirements:
and who fulfils the following requirements:
the child must be under the age of 18 years,

or
the child must be under the age of 18 years,

or
children up to the age of 21 years who are if

in full-time attendance at an educational
institution., or
up to the age of 21 years if in full-time

attendance at an educational institution, or
if the child is certified to be incapacitated
owing to physical or mental impairment of a
permanent nature, then no age limit shall be
applied.
if, however, a the child is certified to be

incapacitated owing to physical or mental
impairment of a permanent nature, no age
limit shall be applied.
In all cases, the Member of Staff must be

providing the main and continuing support for
the child.
In all cases, the Member of Staff must be

providing the main and continuing support for
the child.
aa.
Spouse, means a persons partner in marriage

or civil partnership, as currently recognized in
the country of the Recognized Home Country
Address of the person and supported by relevant
documentation as required in Regulation 5.7.
aa.
Spouse, means a persons partner in marriage

or civil partnership, as currently recognized in
the country of the Recognized Home Country
Address of the person and supported by relevant
documentation as required in Regulation 5.7.
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These amended definitions are based on those
used in the UN Common System.

Dependent Spouse, means a Spouse of an
Internationally Recruited Member of Staff
whose occupational earnings, if any, do not
exceed the lowest entry level of the UN General
Service gross salary bands in force on 1 January
of the Calendar Year concerned for the duty
station in the country of the Spouse's place of
work or a Spouse of a Locally Recruited
Member of Staff whose occupational earnings,
if any, do not exceed the minimum wage (SMIC
Salaire Minimum de Croissance as
published by the French website ServicePublic.fr) assuming full time employment as
established by the labour regulations applying
in Monaco.
This definition is based on those used in the UN

Common System.
Termination, means a separation from service

initiated by the Secretary-General other than by
retirement or summary dismissal.

dd.
CCSS, means Caisse de Compensation des

Services Sociaux - which is the social security
system applicable in Monaco.
This definition has been introduced to support

the revised regulations concerning retirement
benefits.
ee.
CAR means the Caisse Autonome des

Retraites - which is the Monaco State pension
system.
This definition has been introduced to support

the revised regulations concerning retirement
benefits.
Dependent Spouse, means a Spouse of an

whose occupational earnings, if any, do not
exceed the lowest entry level of the UN General
Service gross salary bands in force on 1 January
of the Calendar Year concerned for the duty
station in the country of the Spouse's place of
work or a Spouse of a Locally Recruited
Member of Staff whose occupational earnings,
if any, do not exceed the minimum wage (SMIC
- Salaire Minimum de Croissance - as published
by the French website Service-Public.fr)
assuming full time employment as established
by the labour regulations applying in Monaco.
bb.
(n) cc.by "Termination", means a separation from

service initiated by the Directing Committee
Secretary-General other than by retirement or
summary dismissal.
cc.
dd.
CCSS, means Caisse de Compensation des

Services Sociaux - which is the social security
system applicable in Monaco.
ee.
CAR means the Caisse Autonome des

Retraites - which is the Monaco State pension
system.
bb.
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Specifying the size of the income of a dependent

spouse is intended to avoid situations where the
IHO might otherwise pay allowances or grants
that should reasonably be affordable by the
Member of Staff and their families.

CHAPTER I 1 - PREAMBLE INTRODUCTION
CHAPTER 1 - INTRODUCTION

I 1.1 Scope and Purpose
1.1
In pursuance of the requirements of accordance with Article

X 10 of the Convention and Article 31 of the General
Regulations, these Staff Regulations set out the duties and
obligations, the conditions of service and the basic rights of
the Members of Staff Members of the Bureau Secretariat of
the IHO.
In pursuance of the requirements of Article 10 of the General

Regulations, these Staff Regulations set out the duties and
obligations, the conditions of service and the basic rights of
the Members of Staff of the Secretariat of the IHO.

I 1.2 Responsibility of the Secretary-General in relation

to the Staff Regulations
1.2 Responsibility of the Secretary-General in relation

to the Staff Regulations

I 1.2.1
The Directing CommitteeSecretary-General is

responsible for ensuring that all personnel employed in the
Bureau Secretariat comply with these Regulations, which are
designed to facilitate the work of the Bureau Secretariat
whilst at the same time safeguarding the welfare of the
Members of Staff.
1.2.1 The Secretary-General is responsible for ensuring that

all personnel employed in the Secretariat comply with these
Regulations, which are designed to facilitate the work of the
Secretariat whilst at the same time safeguarding the welfare
of the Members of Staff.

1.2.2 In order to ensure the efficient operation of the

Secretariat the Secretary-General may delegate in writing
some of the responsibilities described in these Regulations to
a Director or to any Managerial Member of Staff.
1.2.2 In order to ensure the efficient operation of the

Secretariat the Secretary-General may delegate in writing
some of the responsibilities described in these Regulations to
a Director or to any Managerial Member of Staff.
This new regulation is proposed to enable the

efficient day to day operation of the
responsibilities of the Secretary-General.
Scope and Purpose
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1.2.3 In cases where the Secretary-General is empowered by

these Regulations to exercise discretion in their application,
any decision that personally affects the Secretary-General,
shall be endorsed by the Chair of the Council.
1.2.3 In cases where the Secretary-General is empowered by

these Regulations to exercise discretion in their application,
any decision that personally affects the Secretary-General,
shall be endorsed by the Chair of the Council.

This regulation is included to avoid any
perceived conflict of interest in the decisionmaking of the Secretary-General. It is consistent
with the principles underlying Articles 17 to 23 of
the new General Regulations in which the Chair
of the Council is nominated as the IHO office
bearer that will conduct the election of a
replacement for the Secretary-General, should it
be required.
The UN Common System avoids any possible
conflict of interest regarding the application of
Staff Regulations by placing the SecretariesGeneral on individual employment contracts
rather than treating them as Members of Staff.
In the case of the IHO, providing separate
conditions of service for the Secretary-General is
considered to be an unwarranted additional
administrative overhead.
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I 1.3 Amendments to Staff Regulations
1.3
Amendments to Staff Regulations
These Regulations may be amended by the Conference or by

a decision by of the Member States at the Assembly or by
correspondence through the Councilvoting by Circular Letter
(Convention Article V (g)). They may also be amended by
the Directing Committee Secretary-General subject to the
maintenance of the acquired rights of the Members of Staff
Members and as long as no financial costs to the Bureau
IHO are introduced beyond those approved in the 5 year
budget.
These Regulations may be amended by a decision of the

Member States at the Assembly or by correspondence
through the Council. They may also be amended by the
Secretary-General subject to the maintenance of the acquired
rights of the Members of Staff and as long as no financial
costs to the IHO are introduced beyond those approved in the
budget.

The specific reference (Art. V (g)) regarding the
approval process concerning the status of the
directors and staff of the Bureau has been
removed since it is no longer included in the
amended Convention.
The other proposed changes are editorial in nature
and reflect the revised administrative arrangements
under the revised Convention.
A table of sources was introduced as Annex B to

the 4th Edition (1993). The existing regulation
was introduced in the 5th Edition (1998) at which
time Annex B was removed. However, no
consolidated record of the sources of changes
made since 1998 can be found in the Secretariat
and no such record is currently being maintained.
Nevertheless, the reasoning behind all significant
changes are recorded as part of Member State
decisions made at Conference or by Circular
Letter.
All amendments will be serially numbered and promulgated

by Staff Memorandum. A notification shall be made inside
the front cover of each copy of the Staff Regulations when
each correction has been made to that copy.
It is proposed that a record of changes be

introduced with this proposed new edition of the
Staff Regulations (see new section in the revised
Introduction above).
I.4
It is proposed to delete this regulation because

the English text is now gender-neutral.
Applications
Wherever the words "he" or "his" are used in these

Regulations, the alternatives "she" or "her" are also
understood.
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I 1.4 Languages
1.4
These Regulations have been drawn up in the English

language and translated into French. Each text shall be
considered equally authentic.
Should, however, any
divergence be found in the meaning of the two texts, the
Directing Committee Secretary-General shall decide on the
precise interpretation, after consulting a legal expert if
considered necessary, and shall inform Member States of
any significant interpretation decisions.
These Regulations have been drawn up in the English

language and translated into French. Each text shall be
considered equally authentic.
Should, however, any
divergence be found in the meaning of the two texts, the
Secretary-General shall decide on the precise interpretation,
after consulting a legal expert if considered necessary.
1.5
1.5
Rules of Reference
Languages
Rules of Reference
1.5.1. For the purpose of defining a compensation package

described in these Regulations that is aligned with the global
labour market, Internationally Recruited Members of Staff
are aligned, as far as is practicable, with the UN Common
System maintained by the UN International Civil Service
Commission (ICSC).
1.5.1. For the purpose of defining a compensation package

described in these Regulations that is aligned with the global
labour market, Internationally Recruited Members of Staff
are aligned, as far as is practicable, with the UN Common
System maintained by the UN International Civil Service
Commission (ICSC).
1.5.2 For the purpose of defining a compensation package

that is aligned with the local labour market, Locally
Recruited Members of Staff are aligned, as far as is
practicable, with the provisions applied to the permanent
civil servants of the Principality of Monaco.
1.5.2 For the purpose of defining a compensation package

that is aligned with the local labour market, Locally
Recruited Members of Staff are aligned, as far as is
practicable, with the provisions applied to the permanent
Civil Servants of the Principality of Monaco.

The changes proposed here reflect the revised
administrative arrangements and nomenclature
described in the revised Convention.
In conformance with the executive powers
assigned to the Secretary-General through Article
10.d of the new General Regulations, it is
proposed to remove the specific requirement for
the Secretary-General to report inconsistencies in
the texts to Member States.
This new regulation reflects the guiding principles
reaffirmed at EIHC-5 concerning the alignment of
the Staff Regulations.
The UN Common System represents common
standards, methods and arrangements that are
applied to salaries, allowances and benefits for
the staff of the United Nations, those specialized
agencies which have entered into a relationship
with the United Nations, the International Atomic
Energy Agency and a number of other
international organizations.
The UN Common System is designed to avoid
serious discrepancies in terms and conditions of
employment, to avoid competition in recruitment
of personnel and to facilitate the interchange of
personnel. It applies to over 52,000 staff
members serving at over 600 duty stations.
Where the UN Common System documentation
lacks details on the implementation of specific
arrangements, the arrangements in place in the
UN International Maritime Organization (IMO),
based in London and the Marine Laboratories of
the International Atomic Energy Agency (IAEA),
based in Monaco, have been used as comparator
organizations.
-16-
CHAPTER II 2 - DEFINITIONS,
ORGANIZATION OF THE IHB SECRETARIAT
2.1
The Bureau Secretariat shall consist of the

pPermanent, pProbationary and Ttemporary
personnel Members of Staff.
CHAPTER 2 - ORGANIZATION OF THE

SECRETARIAT
2.1
The Secretariat shall consist of the Permanent,

Probationary and Temporary Members of Staff.
2.2
The Secretary-General and Directors shall be

elected by the Assembly in accordance with the
conditions set out in Article V(e)(iii) of the
Convention and Articles 17 to 26 of the General
Regulations.
Regulations
the
Secretary-General
and
Directors shall be considered as Internationally
Recruited Members of Staff, subject to specific
provisions in the Convention or in the General
Regulations.
2.3
Assistant Directors shall be Internationally

Recruited and engaged by the Secretary-General
in accordance with the conditions set out
elsewhere in these Regulations.
For the
purposes of these Regulations, Assistant
Directors shall be considered as Managerial
Members of Staff.
The permanent Staff is classified as follows:

Category A
- Professional Staff
Category B - Technical and Administrative

Staff
Category C - Service Staff
2.2
The Secretary-General and Directors shall be

elected by the Assembly in accordance with the
conditions set out in Article V(e)(iii) of the
Convention and Articles 17 to 26 of the General
Regulations.
Regulations
the
Secretary-General
and
Directors shall be considered as Internationally
Recruited Members of Staff, subject to specific
provisions in the convention or in the General
Regulations.
2.3
Assistant Directors shall be Internationally

Recruited and engaged by the Secretary-General
in accordance with the conditions set out
elsewhere in these Regulations.
For the
purposes of these Regulations, Assistant
Directors shall be considered as Managerial
Members of Staff
-17-

These amended regulations reflect the revised
arrangements set out in the revised Convention
and associated new General Regulations.
2.4
Locally Recruited Members of Staff shall be

engaged by the Secretary-General in accordance
with the conditions set out elsewhere in these
Regulations.
2.5
Probationary and Temporary employees

Members of Staff will be classified in the
appropriate categories as the Permanent Staff
except those employed on an hourly, daily or
weekly basis for a specific purpose, the latter
are not being governed by these Regulations but
will be subject to the social laws in force in
Monaco, as set out in the terms and conditions
of their individual contracts of employment.
b2.6 The number of posts in each category the

Secretariat shall be fixed in the annual threeyear budgetary estimates.
The Directing
Committee Secretary-General may, however,
make temporary appointments necessary for the
functioning of the Secretariat within the
available funds.
c2.7 The Directing Committee Secretary-General
shall make provision for the classification of
posts and Members of sStaff according to the
nature of the duties and responsibilities
required, subject to any directives from
following the decisions of the Conference
Assembly.
2.4
Locally Recruited Members of Staff shall be

engaged by the Secretary-General in accordance
with the conditions set out elsewhere in these
Regulations.
2.5
Temporary Members of Staff are not governed

by these Regulations but will be subject to the
social laws in force in Monaco, as set out in the
terms and conditions of their individual
contracts of employment.
This revised regulation is intended to make it

clear that Temporary Members of Staff are not
eligible for the pension and medical benefits
available to the Probationary or Permanent
Members of Staff, but are to be provided with
arrangements that conform to the local minimum
employment conditions. For most practical
purposes, this means that Temporary Members
of Staff will be recruited and employed via a
temporary employment agency, as has always
been the case in recent times.
2.6
The number of posts in the Secretariat shall be

fixed in the three-year budgetary estimates. The
Secretary-General may, however, make
temporary appointments necessary for the
functioning of the Secretariat within the
available funds.
This adjustment takes into account the threeyear planning cycle.
2.7
The Secretary-General shall make provision for

the classification of posts and Members of Staff
according to the nature of the duties and
responsibilities required, subject to any
directives from the Assembly.
-18-
The other changes proposed here are either

CHAPTER III 3 - DUTIES, OBLIGATIONS AND

PRIVILEGES
III 3.1
Preamble General
CHAPTER 3 - DUTIES, OBLIGATIONS AND

PRIVILEGES
3.1
General
3.1.1 In accordance with the Convention on the IHO,

and in particular Article VIII f, Tthe
Directors and Staff Members of Staff are
servants of the International Hydrographic
community IHO; their responsibilities are
therefore
exclusively
international.
Consequently, they shall discharge their
functions and regulate their conduct with the
interests of the Organization IHO only in view.
The Members of Staff shall not seek or receive
instructions from any Member State or from
any authority external to the Organization.
They shall refrain from any action that may be
incompatible
with
their
positions
as
international officials.
3.1.1 In accordance with the Convention on the IHO,

and in particular Article VIII f, the Members of
Staff are servants of the IHO; their
responsibilities are therefore exclusively
international.
Consequently, they shall
discharge their functions and regulate their
conduct with the interests of the IHO only in
view. The Members of Staff shall not seek or
receive instructions from any Member State or
from any authority external to the Organization.
They shall refrain from any action that may be
incompatible
with
their
positions
as
international officials.
3.1.2 Directors and The Members of Staff shall

conduct themselves at all times in a manner
befitting their status. They shall not engage in
any activity that is incompatible with the
interests of the Organization IHO. They shall
avoid any action, and in particular any kind of
public pronouncement, which may adversely
reflect on the Organization IHO or which would
be incompatible with their integrity and
impartiality.
3.1.2 The Members of Staff shall conduct themselves

at all times in a manner befitting their status.
They shall not engage in any activity that is
incompatible with the interests of the IHO.
They shall avoid any action, and in particular
any kind of public pronouncement, which may
adversely reflect on the IHO or which would be
incompatible with their integrity and
impartiality.
-19-

The changes proposed here are primarily
3.1.3 Members of Staff who may have, or be

perceived to have, a financial interest, directly
or indirectly in matters relating to their work,
shall disclose that interest to the Chair of the
Finance Committee and, except as otherwise
authorized by that officer, either dispose of that
financial interest or formally disqualify
themselves from participating with regard to
any involvement in that matter which might
give rise to a conflict of interest.
3.1.3 Members of Staff who may have, or be

perceived to have, a financial interest, directly
or indirectly in matters relating to their work,
shall disclose that interest to the Chair of the
Finance Committee and, except as otherwise
authorized by that officer, either dispose of that
financial interest or formally disqualify
themselves from participating with regard to
any involvement in that matter which might
give rise to a conflict of interest.
3.1.4 The Members of Staff shall not use their

office or knowledge gained therefrom for the
private gain, financial or otherwise, for
themselves or any third party, including family,
friends and those they favour.
3.1.4 The Members of Staff shall not use their office

or knowledge gained therefrom for the private
gain, financial or otherwise, for themselves or
any third party, including family, friends and
those they favour.
3.1.5 a.
The Members of Staff shall not
accept any gratuity or favour from any
commercial firm, individual or entity doing or
seeking business with the IHO.
3.1.5 a.
The Members of Staff shall not accept
any gratuity or favour from any commercial
firm, individual or entity doing or seeking
business with the IHO.
b.
Official gifts to Members of Staff for
protocol purposes are not considered gratuities,
They shall be entered into an Official Gifts
Register prior to the item being displayed or
stored.
b.
Official gifts presented to Members of
Staff for protocol purposes are not considered
gratuities. They shall be entered into an
Official Gifts Register prior to the item being
displayed or stored.
c.
Personal gifts other than token gifts of
less than 50 in value may not be accepted
unless it is likely that declining them would
cause offence. In such circumstances personal
gifts should be entered into an Official Gifts
Register and the Secretary-General shall decide
the most appropriate treatment.
c.
Personal gifts other than token gifts of
less than 50 in value may not be accepted
unless it is likely that declining them would
cause offence. In such circumstances personal
gifts should be entered into an Official Gifts
Register and the Secretary-General shall decide
the most appropriate treatment.
-20-
These revised regulations concern conflict of

interest and are based on proposals originally
developed by SRWG-1. They follow similar
conditions included in the Staff Regulations of
the IMO and the IAEA.
3.1.6 No Secretary-General or Director may

accept outside employment.
All other
Members of Staff must obtain the prior written
permission of the Secretary-General before
accepting any outside employment or any form
of remuneration, or an offer of remuneration,
for outside work done in their spare time.
3.1.6 No Secretary-General or Director may accept

outside employment. All other Members of
Staff must obtain the prior written permission of
the Secretary-General before accepting any
outside employment or any form of
remuneration, or an offer of remuneration, for
outside work done in their spare time.
c3.1.7 The obligations contracted on behalf of the

Bureau Secretariat in an official capacity by a
Director the Secretary-General or by any other
Member of Staff Member appointed by the
Directing Committee Secretary-General to
represent the Bureau IHO or the Secretariat
shall not render them him in any way personally
responsible.
3.1.7 The obligations contracted on behalf of the

Secretariat in an official capacity by the
Secretary-General or by any other Member of
Staff appointed by the Secretary-General to
represent the IHO or the Secretariat shall not
render them in any way personally responsible.
d3.1.8 The immunities and privileges accorded to

Directors and Staff the Members of Staff by
virtue of Articles 10 and 12 of the Host
Agreement are conferred in the interests of the
Organization IHO.
These privileges and
immunities shall not be invoked to excuse the
personnel who enjoy them from discharging
private obligations or from observing laws and
police regulations. In any case where these
privileges and immunities are invoked, the
Director or Member of Staff Member concerned
shall immediately report to the President of the
Directing Committee Secretary-General who
shall decide whether they shall be waived (see
Article 13 of the Host Agreement).
3.1.8 The immunities and privileges accorded to

Members of Staff by virtue of Articles 10 and
12 of the Host Agreement are conferred in the
interests of the IHO. These privileges and
immunities shall not be invoked to excuse the
personnel who enjoy them from discharging
private obligations or from observing laws and
police regulations. In any case where these
privileges and immunities are invoked, the
Member of Staff concerned shall immediately
report to the Secretary-General who shall decide
whether they shall be waived (see Article 13 of
the Host Agreement).
-21-

III 3.2
Functions and Duties of the Directing
Committee Secretary-General and Duties of
the Directors
3.2.1 The functions of the Directing Committee
Secretary-General are indicated in the
Convention and its General and Financial
annexed Regulations. Under the terms of
Articles 23(a) 9 to 14 of the General
Regulations,
the
Directing
Committee
Secretary-General shall administer the Bureau
Secretariat in accordance with the provisions of
the Convention and the Regulations and with
directives given by the Conference Assembly.
3.2.2 The Directing Committee Secretary-General
may, by special resolution, nominate one of its
members the Directors or any other mMember
of the Staff of the Bureau to represent it him or
her in law or in ordinary transactions.
3.2.3 The distribution of work among Directors, as
well as the means by which the decisions of the
Directing Committee are reached, are indicated
in Article 30 of the General Regulations. The
individual responsibilities of the SecretaryGeneral and Directors will be listed and
published in the Annual Report.
3.2.4 In order to ensure a satisfactory hand-over
between the retiring Secretaries-General and
retiring Directors members of the Directing
Committee and their successors, an overlap of a
maximum period of 10 ten working days
between the incoming and outgoing Directing
Committee incumbents is allowed.
This
overlap period does not modify the official date
on which the new Directing Committee
Secretary-General assumes its duties and
3.2
Functions and Duties of the Secretary-General

of Directors
3.2.1 The functions of the Secretary-General are
indicated in the Convention and its General and
Financial Regulations. Under the terms of
Articles 9 to 14 of the General Regulations, the
Secretary-General
shall
administer
the
Secretariat in accordance with the provisions of
the Convention and the Regulations and with
directives given by the Assembly.
3.2.2 The Secretary-General may nominate one of the
Directors or any other Member of Staff to
represent him or her in law or in ordinary
transactions.
3.2.3 The individual responsibilities of the SecretaryGeneral and Directors will be listed and
published in the Annual Report.
3.2.4 In order to ensure a satisfactory hand-over

between retiring Secretaries-General and
retiring Directors and their successors, an
overlap of a maximum period of ten working
days between the incoming and outgoing
incumbents is allowed. This overlap period
does not modify the official date on which the
new Secretary-General and Directors take over,
which is 1 September in accordance with the
-22-

Directors take over, which remains is 1st

September in accordance with the terms of
Article 28 14 of the General Regulations.
terms of Article 14 of the General Regulations.
3.2.5 During this overlap period, the practical

arrangements of which will be settled by mutual
agreement, both the incoming and outgoing
Secretaries-General and Directors concerned
will receive all emoluments and allowances
provided for in the Staff Regulations.
III 3.3
a.
Duties of the Members of Staff
3.3
These amended regulations reflect the revised

arrangements set out in the revised Convention
and associated new General Regulations.
Duties of the Members of Staff
Category A Staff shall be assigned duties by the

Directing Committee. Category A Staff will be
responsible to the Directing Committee.
3.3.1 The duties of Directors shall be assigned by the

Secretary-General in accordance with Article 9
of the General Regulations.
3.3.2. The duties of the Managerial Members of Staff
shall be assigned by the Secretary-General in
consultation with the Directors.
3.3.3 Managerial Members of Staff shall
responsible to the Secretary-General
Directors as appropriate.
be
or
3.3.4 Category B Staff The remaining Members of

Staff shall carry out administrative, secretarial,
translation, and technical and general service
duties allocated to them by Category A Staff the
Managerial Members of Staff, Directors or
Secretary-General and by the Directing
Committee as may be appropriate.
c.
3.2.5 During this overlap period, the practical

arrangements of which will be settled by mutual
agreement, both the incoming and outgoing
Secretaries-General and Directors will receive all
emoluments and allowances provided for in the
Staff Regulations.
3.3.1 The duties of Directors shall be assigned by the

Secretary-General in accordance with Article 9
of the General Regulations.
3.3.2 The duties of the Managerial Members of Staff
shall be assigned by the Secretary-General in
consultation with the Directors.
3.3.3 Managerial Members of Staff shall
responsible to the Secretary-General
Directors as appropriate.
be
or
3.3.4 The remaining Members of Staff shall carry out

administrative, secretarial, translation, technical
and general service duties allocated to them by
the Managerial Members of Staff, Directors or
Secretary-General as may be appropriate.
Deleted because the concept of Category A, B

and C Members of Staff has been discontinued
in this edition.
Category C Staff shall carry out general

services to fulfil the IHB requirements.
-23-
d.
No Staff Member may accept outside

employment without the Directing Committee's
authorization in writing.
e.
Staff Members shall obtain the prior approval,

in writing, of the Directing Committee, before
accepting remuneration, or an offer of
remuneration, for outside work done in their
spare time.
f.
Staff Members shall not accept any gratuity or

favour from any commercial firm, or individual
doing or seeking business with the
Organization.
III 3.4
Hours of Work
These conditions of these regulations are

covered in Regulations 3.1.5 and 3.1.6.
3.4
Hours of Work
The working hours of the Bureau Secretariat shall be 37.5

hours a week (exclusive of a mid-day break), based on the
normal 5 five working days per week.
The working hours of the Secretariat shall be 37.5 hours a

week (exclusive of a mid-day break), based on five working
days per week.
III 3.5
3.5
Flexibility
The prescribed hours of attendance are 37.5 hours per week.

The Directing Committee Secretary-General will consider
applications by Members of Staff Members for a flexible
working schedule, provided that the core hours of 0930
until 1530 each day are met. Besides the mid-day break,
non-attendance during the core hours may be authorised by
the Secretary-General in exceptional circumstances, subject
to meeting the needs of the IHO. Staff Memos reflecting
tThe working timetable of the IHB Members of Staff
Members other than the Secretary-General and Directors
shall be approved by the Secretary-General will be and
published annually, after consulting the Joint Staff
Consultative Committee (see XII.1 Regulation) in a Staff
Memo.
Flexibility
The Secretary-General will consider applications by

Members of Staff for a flexible working schedule, provided
that the core hours of 0930 until 1530 each day are met.
Besides the mid-day break, non-attendance during the core
hours may be authorised by the Secretary-General, in
exceptional circumstances, subject to meeting the needs of
the IHO. The working timetable of the Members of Staff
other than the Secretary-General and Directors shall be
approved by the Secretary-General and published in a Staff
Memo.
-24-
The flexibility to waive the core hours in some

circumstances reflects the established practice in
the secretariat for more than the last 10 years.
III 3.6
Official holidays
A list of official holidays to be observed during each

cCalendar yYear shall be promulgated by means of a Staff
Memo at the beginning of the Calendar yYear, based on the
assignment of official holidays granted to the permanent
3.6
Official holidays
A list of official holidays to be observed during each

Calendar Year shall be promulgated by means of a Staff
Memo at the beginning of the Calendar Year, based on the
assignment of official holidays granted to the permanent
The Monaco Civil Service usually recognizes

12 public holidays plus 2 days for the Monaco
Grand Prix. The UN Common System allows a
maximum of 10 public holidays to be recognized
per Calendar Year, even if there are more than
10 public holidays in the local calendar, such as
in Monaco. However, some individual UN
organizations recognize between 7 and twelve
additional days in order to observe the public
holidays in their country of location.
It is proposed that in future the IHO will only
recognize the same days as the Monaco Civil
Service.
Given that the Internationally Recruited
personnel spend a considerable amount of time
on mission, it is unusual for them to be able to
take even 10 public holidays per Calendar Year.
In this case, recognizing all 12 Monaco Civil
Service public holidays will have little or no
practical impact on the already existing
conditions of the Internationally Recruited
Members of Staff.
-25-
III 3.7
Overtime
Depending on the workload, Staff Members of Staff may be

required to work outside their normal working hours. which
are promulgated by Staff Memo (see III.5). Category B and
C Non-Managerial Members of Staff will be compensated
for these supplementary hours as specified in the Ttable IV
in Annex A.
3.7
Overtime
Depending on the workload, Members of Staff may be

required to work outside their normal working hours. NonManagerial Members of Staff will be compensated for these
supplementary hours as specified in the table in Annex A.
Monaco Civil Servants are not paid overtime, but

are compensated with a fixed allowance set at
25% of their basic salary intended to cover
disruptive elements of service, including
requirements for overtime and travelling on duty.
Notwithstanding the 25% loading, staff are also
eligible for compensatory leave of 0.5 days for
any 3.75 hours of extra work undertaken in a
month.
The long-established practice in the Secretariat,
more closely follows the industrial arrangements
in place in Monaco and France. Implementing a
system similar to that practiced under the
Monaco Civil Service would incur a significant
increase in the salary bill and given the low level
of overtime required at the Secretariat cannot be
justified as a cost effective option.
The Directing Committee Secretary-General may grant leave

of absence, at the request of a non-Managerial Staff
Members of Staff in Category B and or C who has have
worked supplementary hours, in lieu of monetary
compensation. Rates to be paid for supplementary hours
worked, together with the corresponding compensatory leave
allowance, are laid down in the Ttable IV in Annex
A.appended to these Regulations. Any compensatory leave
granted shall be taken within the leave year in which it was
granted (see Regulation 6.1.3.b).
The Secretary-General may grant leave of absence, at the

request of non-Managerial Members of Staff who have
worked supplementary hours, in lieu of monetary
compensation. Rates to be paid for supplementary hours
worked, together with the corresponding compensatory leave
allowance, are laid down in the table in Annex A. Any
compensatory leave granted shall be taken within the leave
year in which it was granted (see Regulation 6.1.3.b).
-26-
This regulation has been updated to improve the

long-term management of staff resources by
avoiding excessive amounts of leave being
carried forward to subsequent Calendar Years.
CHAPTER IV 4 - SALARIES AND

ALLOWANCES
CHAPTER 4 - SALARIES AND ALLOWANCES
IV 4.1
Salaries
IV 4.1.1
Principles
General principles governing salaries are as follows:

a.
That in the case of Directors, Category A The starting
point for the salaries of Internationally Recruited s Members
of Staff and Translators they be assimilated to shall be based
on the appropriate UN salary bands as indicated below on
initial appointment (or on re-appointment following external
competition, in which case they will start on the first step of
the relevant pay scale), inclusive of the relevant UN Post
Adjustment factor.
4.1
Salaries
4.1.1 Principles
General principles governing salaries are as follows:
a.
The starting point for the salaries of Internationally

Recruited Members of Staff and Translators shall be
based on the UN salary bands as indicated below,
inclusive of the relevant UN Post Adjustment factor.

In 1992 the XIVth IHC decided that the salaries of
the Professional Staff and Translators of the
Secretariat should be aligned with the UN
Common System. However, this decision was
not implemented until 2004.
In 2002 the XVIth IHC directed the Finance
Committee to establish a working group to study
outstanding matters related to the alignment of
IHB salaries with the UN Common System. The
WG was provided with a comparative evaluation
study completed by the Global Consulting
Services (GCS) of the UN in 2003.
The GCS considered that IHO Directors should
be aligned with the UN D-2 salary band,
Assistant Directors (then called Category A
Internationally Recruited Members of Staff)
should be aligned with UN salary band P-5 and
IHO Translators should be aligned with UN
salary band P-2. However, in the interests of
affordability and to avoid a very significant
(>25%) increase in existing salaries, Member
States agreed in 2003 that the alignments should
be downgraded by one salary band for each of
the three categories. Those alignments have
been in force since 2004 and have been carried
forward in these revised Staff Regulations.
A comparison of the existing IHO salary
progression tables with the corresponding tables
in the UN Common System and the Monaco Civil
Service has been undertaken by the Directing
Committee.
The current IHO tables for Internationally
Recruited Members of Staff are based on values
set in 2004 and then progressively increased
according to the changes applicable to the
Monaco Civil Service.
-27-

The proposed tables in Annex D and the
requirement for reviews and realignment where
necessary (see Regulation 5.10.2.h) provide a
more consistent reference.
In making a comparison between the salaries
under the UN Common System and the IHO,
account has been taken that the comparator
organizations (for example, the IMO) levy
internal taxes at significantly higher rates than
the IHO. In the case of the IMO approximately
25% of gross salary is levied as internal tax,
whereas only 10% is levied in the IHO. This
means that for the same gross salary, an IHO
employee will retain a larger proportion as aftertax income compared to a UN counterpart. The
rate of the internal tax levied on Internationally
Recruited Members of Staff in the IHO and those
in the UN Common System has therefore been
taken into account as part of the comparison
process.
In order to make realistic comparisons, the net
dependents salaries in the ICSC tables
(applicable 1 Jan 2015) minus internal taxes
have been used to develop the revised salary
progression tables proposed in Annex D.
Because of the nature of internal tax and its
linkage to the setting of the gross salary,
increasing the rates of internal tax would not
provide any additional income to the IHO budget.
(1)
The starting point alignment of the

Secretary-General will be against the UN
D-2 salary band;
(1)
The starting point alignment of the SecretaryGeneral will be against the UN D-2 salary band;
This reflects the decision of EIHC-3 which

accepted the recommendations of the SPWG
regarding the Amendments to the Convention on
the IHO and the consequent adjustments to the
Organization.
(2)
The starting point alignment of Directors
(2)
The starting point alignment of Directors will
The adjustment to this regulation formalises the
-28-
will be with against the UN D-1 salary

band;
(3)
The starting point alignment of Category

A Staff Assistant Directors will be with
against the UN P-4 or other salary band
as appropriate;
(4)
The starting point alignment of the Head

Translator will be against the UN P-2
salary band.
(4)
The starting point alignment of

Translators (BT) will be with against the
UN P-1 salary scale band.
The starting point alignment of the Head

Translator will be against the UN P-2 salary
band.
(5)
The starting point alignment of Translators will

be against the UN P-1 salary band.
(5)
b.
c.
be against the UN D-1 salary band;
That In the case of Category B (except BT) and

C Locally Recruited Members of Staff (except
Translators), they salaries will be established to
be comparable with civil servants similar posts
in the Monaco Civil Service.
All salaries ( except those of Directors) will be
adjusted in accordance with follow the
evolution of salaries the cost of living
adjustments applied to the basic salary of the
permanent Civil Servants of the Principality of
in Monaco of Civil Servants in Monaco (see
Regulation 4.1.2.a).
(3)
The starting point alignment of Assistant

Directors will be against the UN P-4 salary
band;
b.
In the case of Locally Recruited Members of Staff

(except Translators), salaries will be established to be
comparable with similar posts in the Monaco Civil
Service.
c.
All salaries will follow the cost of living adjustments

applied to the basic salary of the permanent Civil
Servants of the Principality of Monaco (see
Regulation 4.1.2.a).
-29-

long-standing practice that that the UN salary
bands are only used as the starting point for
alignment with the salary progression tables
proposed in Annex D. This is because the ICSC
salary progression tables advance at a faster
rate that the IHO, and would result in a
significant increase in the IHO salary bill.
In the IHO, all Translators have been allocated to
UN salary P-1 band. No account has been taken
of the fact that the Head Translator has a
coordination role and supervisory role in addition
to translation. It is therefore proposed that the
Head Translator be aligned with the UN P-2
salary band. Noting that the current Head
Translator is already being paid an after-tax
salary equivalent to UN P2-1 salary band, this
proposed change will have no impact on the
current IHO budget.

proposed for these Staff Regulations. The
amended text is intended to provide more
specific guidance.

(d)
It is proposed that the salaries of the SecretaryGeneral and Directors will be adjusted in the
same way as for other Internationally Recruited
Members of Staff. Accordingly, this regulation is
no longer required.
The salaries of Directors will be adjusted in

accordance with an increase after three years in
office, calculated on the average awards made
to the Monaco Civil Service during the past
three years.
(e) d The Salary Tables annexed to these Regulations

are subject to periodical changes by the
Directing Committee to keep them updated with
respect to the other systems on which they are
based. Such changes will be notified to all
Member States by Finance Committee (FC)
letters.
All salaries will be adjusted in
accordance with the salary progression tables at
Annex D to these Regulations.
d.
All salaries will be adjusted in accordance with the

salary progression tables at Annex D to these
Regulations.
The salary bands are unlikely to require regular

revision. They will only require review and
possible re-alignment if the relevant ICSC or
Monaco Civil Service progression intervals are
changed significantly. Such review is covered
under Regulation 5.10.2.
(f)
All salaries will be reviewed at the midpoint

between the Conferences and the results
reported to the Conference 6 months before.
Such a review has not taken place for

Internationally Recruited Members of Staff and
Translators since before 2004. In any case, the
review process will now be undertaken under the
terms of Regulation 5.10.2. Accordingly, this
regulation is no longer required.
g.
Other aspects of Staff salaries are to be fixed by

and the Directing Committee and submitted to
the Finance Committee.
The revised regulations in this proposed new

edition of the staff Regulations require that any
matters not within the authority of the SecretaryGeneral must be submitted to the Members
States via the Council.
Accordingly, this
regulation is considered to be obsolete.
-30-
IV 4.1.2
a.
b.
Salary calculations and adjustments
4.1.2 Salary calculations and adjustments
(1) The Bbasic salaryies of all Staff Members

are is calculated by multiplying a fixed the
relevant salary scale index iin the Salary
Progression tables in Annex D, assigned to Staff
Member, by a factor c. The Ffactor c is based
on the evolution of increased according to the
progression of the value of the point used by
the salaries of Government of Monaco to
calculate salaries in the Monaco Civil
sServiceants in Monaco. a factor which is
subject to periodic revision.
a.
(2) The gross salary for Internationally Recruited

Members of Staff and Locally Recruited Managerial
Members of Staff equals the basic salary.
(2) The Ggross salary for Internationally

Recruited Members of Staff and Locally
Recruited Managerial Members of Staff equals
the basic salary.
(3) The gross salary for Translators equals basic

salary and overtime.
(4) For other Locally Recruited Members of Staff,
the gross salary is composed of the basic salary, the
Monaco allowance (5% of basic salary), the language
allowance (see Regulation 4.2.2.2), the annual bonus
(see Regulation 4.2.2.1) and overtime (see Regulation
3.7).
(3) The gross salary for Translators equals

basic salary and overtime.
(4) For other Category B and C Locally
Recruited Members of Staff except Translators,
the gross salary is composed of the Bbasic
salary, including, the Monaco Aallowance (5%
of basic salary), and other the language
allowance permissible under these Regulations,
the including annual bonus (IV see Regulation
4.2.2.1) and overtime (see Regulation 3.7).
b.
Salaries are calculated by multiplying the relevant

salary scale index in the Salary Progression tables in
Annex D by a factor c and then adding any other
applicable payments and allowances.
For example, for a Locally Recruited Member of Staff
(see Salary Progression Table 3B) whose job is
assigned to Step 3, with 4 years seniority, where the
(1) The basic salary is calculated by multiplying the

relevant salary scale index in the Salary Progression
tables in Annex D by a factor c. The value of the
factor c takes into account the cost of living
adjustments and its impact on salary. The factor c
is increased according to the progression of the value
of the point used by the Government of Monaco to
calculate salaries in the Monaco Civil Service.
This method described in this regulation has

been the long-established methodology used for
salary calculations and adjustments in the IHO.
It is the same method used by the Monaco Civil
Service.
For Internationally Recruited Members of Staff
and Locally Recruited Managerial Members of
Staff, there are no additional supplements to the
basic salary. These are all assumed to be
incorporated in the basic salary. This means that
the gross salary is also the basic salary. This
gross = basic salary figure is then used to
calculate internal tax. This same salary figure
minus internal tax is used to calculate the
contributions to the personalized retirement
plans.
For Locally Recruited Members of Staff,
excluding Translators there are supplementary
salary elements. However, not all of these are
currently taken into account in calculating the
pension contributions and internal tax:
only basic salary less internal tax is used to
calculate basic pension contributions.
the basic salary plus language allowance and
5% Monaco allowance is used for calculating
contributions to the AMRR pension scheme
b.
Salaries are calculated by multiplying the relevant

salary scale index in the Salary Progression tables in
Annex D by a factor c and then adding any other
applicable payments and allowances.
For example, for a Locally Recruited Member of Staff
(see Salary Progression Table 3B) whose job is
assigned to Step 3, with 4 years seniority, where the
value of c is 7.97186:
-31-
the basic salary plus language allowance plus

5% Monaco allowance plus annual bonus is
used to calculate the internal tax
The proposed amendments to this regulation
align the definition of gross salary for all
Members of Staff. This means that in future, all
salary elements will be included in the gross
salary for the purpose of calculating internal tax
and pension contributions. For Members of Staff
whose basic salary is based on the UN system,
the UN salary level is used to determine an
equivalent value on the IHO Salary Progression
value of c is 7.97186:
tables at Annex D.
Gross monthly salary =
Gross monthly salary =

basic salary
424 x 7.97186
+ Monaco Allowance
(424x7,97186)
5%
of
basic salary
424 x 7.97186
+ Monaco Allowance
(424x7,97186)
5%
of
+ Language Allowance (if applicable)
+ Language Allowance (if applicable)
+ overtime (if/when awarded)
+ overtime (if/when awarded)
Strictly adopting the ICSC salary progression

tables and post adjustments factors for the
Internationally Recruited Members of Staff would
result in the value of salaries progressing at a
faster rate than under the established IHO
mechanism. This would have a significant
adverse effect on the IHO budget. Accordingly, it
is proposed to continue using the established
IHO mechanism for all Members of Staff.
The method of calculating salaries has been rewritten to make it clearer.
An example calculation has been included in the
regulation to assist understanding.
c.
Internal tax is levied, under the provisions of IV

Regulation 4.3, at the rate of 10% of gross
salary.
c.
Internal tax is levied, under the provisions of

Regulation 4.3.
-32-
The specific rate of the internal tax is quoted in

Regulation 4.3. It is proposed to omit the rate in
this regulation in order to avoid duplication.
d.
The pensionable salary applicable for the

personalized retirement plans or the Internal
Retirement Fund (IRF) scheme, as applicable, is
the gross salary less the corresponding part of
the internal tax.
d.
The pensionable salary applicable for the personalized

retirement plans or the Internal Retirement Fund (IRF)
scheme, as applicable, is the gross salary less the
corresponding part of the internal tax.
This new regulation makes it clear that the

pensionable salary used for calculations relating
to the personalized retirement plans and the
Internal Retirement Fund (IRF) are consistent
with the value of the salaries used to levy the
internal tax.
The impact of this new regulation will be that the
pension contributions made by the IHO on behalf
of the Locally Recruited Members of Staff and
the contributions made by the Locally Recruited
Members of Staff will increase.
The estimated increase in contributions by the
IHO will be approximately 2.5% of the existing
retirement benefit contributions (~9K more per
annum) and between 2% and 3.3% of the gross
salaries of the Locally Recruited Members of
Staff.
The increased contributions by both the IHO and
the locally Recruited Members of Staff will result
in a commensurate increase in the value of the
pensions payable on retirement. At the same
time it will reduce the likelihood that the IHO will
be required to meet the minimum retirement
benefit described in Regulation 9.6.
(d)e. The Nnet salary is the gross salary minus the

internal tax and contributions to all retirement
schemes (IRF, personalized retirement plans
and the AMRR Association Mongasque de
Retraite par Rpartition). sum actually received
by the Staff Member on a monthly basis.
f.
There shall be no differentiation on account of

marital status the Member of Staff having a
Spouse or not..
e.
The net salary is the gross salary minus the internal

tax and contributions to all retirement schemes (IRF,
personalized retirement plans and the AMRR
Association Mongasque de Retraite par Rpartition).
f.
There shall be no differentiation on account of the

Member of Staff having a Spouse or not.
-33-

have been introduced to provide clarity and more
specific guidance.
IV 4.2
Allowances
4.2
Allowances
IV 4.2.1.
Directors and all Staff Family Allowance
4.2.1. Family Allowance

Family allowance is paid subject to a Member of Staff
producing either a certificate of deletion from any other
scheme offering benefits of the same nature or any other
justifying document certifying that neither the Member
of Staff nor their Spouse receive any similar benefits.
Family allowance is paid subject to a Member

of Staff producing either a certificate of deletion
from any other scheme offering benefits of the
same nature or any other justifying document
certifying that neither the Member of Staff nor
their Spouse receive any similar benefits.

IV.2.1.1
a.
Internationally Recruited Members of Staff with

Dependent Family who meet the conditions described
in the definition of Dependent Family receive family
benefits, based on the current rates in force in the UN
Common System.
a.
Internationally Recruited Members of Staff with

Dependent Family who meet the conditions described
in the definition of Dependent Family receive family
benefits, based on the current rates in force in the UN
Common System.
The qualifying criteria used in this proposed

regulation are drawn from the relevant
regulations under the UN Common System.
Until now, Internationally Recruited Members of
Staff have received dependency benefits based
on the local CCSS rates (currently a total of
60,610 over the eligibility time span of a
dependent child). Overall, the UN-based rates
are marginally less generous (total of 56,900)).
Noting that the UN Common System has been
adopted for other allowances, wherever possible,
it is proposed to follow the UN rates for Family
Allowance in future.
-34-
IV 4.2.2
IV.2.2.
Locally Recruited Members of Staff
b.
Locally recruited Staff
IV 4.2.2.1 Family Allowances

All Category B and C Personnel including Directors, Locally
Recruited Members of Staff with dDependent cChildren
receive family benefits, in conformity with the current rates
and conditions in force at in the C.C.S.S. (Caisse de
Compensation et des Services Sociaux) Monaco Civil
Service. These payments are made subject to the Staff
Member producing either a certificate of deletion from any
other scheme offering benefits of the same nature or any
other justifying document certifying that neither the Staff
Member nor his spouse receive any similar benefits.
Personnel not receiving an Education Grant for with children
in full-time education shall receive, where eligible, a School
Grant payable once yearly.
IV 2.1.2c. Crche
(Day
Allowances
Nursery),
and
Playschool
The payment of a Crche (Day Nursery) Allowance and/or a

Playschool Allowance shall be made to Staff Members who
satisfy the general requirements laid down by the C.C.S.S.
The rules and conditions governing the payment of these
allowances are published in a Staff Memo.
All Locally Recruited Members of Staff with

Dependent Children receive family benefits, in
conformity with the current rates and conditions in
force in the Monaco Civil Service. Personnel with
children in full-time education shall receive, where
eligible, a School Grant payable once yearly.
Until now, this regulation has been based on the

applicable CCSS rates and conditions.
However, wherever possible, the Monaco Civil
Service is being used as the baseline reference
for Locally Recruited Members of Staff.
Accordingly, the Monaco Civil Service is being
used as the reference in this revised regulation.
In any case, the conditions for family allowance
in the Monaco Civil Service are based on the
CCSS.
The reference to certifying that a Member of Staff
does not receive similar benefits from elsewhere
has been moved to Regulation 4.2.1 above.
c.
Crche (Day
Allowances
Nursery),
and
Playschool
The payment of a Crche (Day Nursery) Allowance and/or a

Playschool Allowance shall be made to Members of Staff
who satisfy the general requirements laid down by the
C.C.S.S.
-35-
There is no requirement to publish a Staff Memo

since the conditions are available directly from
the CCSS
4.2.2 Locally
Recruited Members of Staff (except

Translators and Locally Recruited Managerial
Members of Staff)
IV2.1.3 4.2.2.1
a.
Annual Bonus
A bonus, equal to one months Ggross Ssalary shall be

paid annually to the Category B (except BT) and C
Staff Locally Recruited Members of Staff, (except
Members of Staff), in conformity with the bonus paid
to permanent Civil Servants in of the Principality of
Monaco (35% in July & 65% in December). In the
case of personnel, who have entered or who have left
the service during the course of the Calendar yYear,
the payment of this bonus will be on a pro-rata basis,
based on the actual length of service during the whole
Calendar yYear. Staff Members of Staff whose
service is terminated under the provisions of X.1 (b),
(d) or (e) Regulations 10.1.1.c, 10.1.1.d, 11.1.1.d or
11.1.1.e will not be eligible for this pro-rata payment.
4.2.2 Locally
Recruited Members of Staff (except

Members of Staff)
4.2.2.1
a.
Annual Bonus
A bonus, equal to one months gross salary shall be

paid annually to Locally Recruited Members of Staff,
(except Translators and Locally Recruited Managerial
Members of Staff), in conformity with the bonus paid
to permanent Civil Servants of the Principality of
Monaco (35% in July & 65% in December). In the
case of personnel, who have entered or who have left
the service during the course of the Calendar Year, the
payment of this bonus will be on a pro-rata basis,
based on the actual length of service during the whole
Calendar Year. Members of Staff whose service is
terminated under the provisions of Regulations
10.1.1.c, 10.1.1.d, 11.1.1.d or 11.1.1.e will not be
eligible for this pro-rata payment.
(a.)
Category B Locally Recruited Members of Staff and

C Staff, (except Translators), and Locally Recruited
Managerial Members of Staff), who entered service
before [insert effective date of these Staff Regulations]
and, who show proficiency and competence in a
second official language, and who are regularly
employed oin using this second official language, will
be eligible for a language allowance. Three Two
levels of proficiency together with monthly rates of
payment are established and are shown in Table VI

This regulation is no longer required. Revised

conditions are now reflected in Regulation
4.1.2.b.
Bonuses are not to be considered in the calculations

for pensions.
IV 4.2.2.2 Language Allowance

4.2.2.2
a.
Language Allowance
Locally Recruited Members of Staff (except

Members of Staff), who entered service before [insert
effective date of these Staff Regulations], and who
show proficiency and competence in a second official
language, and are regularly employed in using this
second official language, will be eligible for a
language allowance. Two levels of proficiency
together with monthly rates of payment are
established and are shown in the table in Annex B.
-36-
The Monaco Civil Service has no recognized

requirement for multi-language skills.
In the last ten years, one of the selection criteria
for all Locally Recruited Members of Staff has
been a demonstrated proficiency in a second
official language. Accordingly, the payment of a
language allowance for new Locally Recruited
Members of Staff is no longer justified, since it is
now, in effect, a pre-requisite for employment in
the Secretariat.
It is proposed to retain language allowance for
the table in Annex B appended to these Regulations.

Members of Staff who enter service after [insert
effective date of these Staff Regulations] are ineligible
for language allowance.
(b)
When completing compiling the Aannual

Efficiency Report staff performance assessment
reports on a Staff Member on Locally Recruited
Members of Staff (except Translators), who
entered service before [insert effective date of
these Staff Regulations], the Promotion
Advisory Staff Performance Assessment Board
and the Staff Member responsibleshall assess
the level of competence in the use of a second
official language, so as to enable the Directing
Committee Secretary-General to decide on the
level of the language allowance payable to the
Member of Staff Member during the
forthcoming Calendar yYear.
Members of Staff who enter service after [insert

effective date of these Staff Regulations] are
ineligible for language allowance.
b.
existing Members of Staff, since to discontinue

such a payment for existing staff would, in effect,
be the withdrawal of an acquired right. However,
it is not proposed to adjust the value of the
allowance for the effects of inflation and the
growth in salaries in general.
When compiling annual staff performance assessment

reports on Locally Recruited Members of Staff
(except Translators), who entered service before
[insert effective date of these Staff Regulations],
the Staff Performance Assessment Board shall assess
the level of competence in the use of a second official
language and make recommendations, so as to enable
the Secretary-General to decide on the level of the
language allowance payable to the Member of Staff
during the forthcoming Calendar Year.
The levels are:
The levels are:
Level 1: Competence in a second official

language of the Organization sufficient to
enable a Locally Recruited Member of Staff to
communicate effectively in writing and verbally
in either official language, and to participate in
detailed and complex discussions.

communicate effectively in writing and verbally
in either official language, and to participate in
detailed and complex discussions.

communicate effectively within the Secretariat
in either official language.

communicate effectively within the Secretariat
in either official language.
-37-
It is proposed to remove the lower third level of

the allowance. All existing eligible Members of
Staff qualify for language allowance at the first or
second levels. As it is proposed to discontinue
the allowance for newly appointed personnel,
there is no further requirement to include a third
level.
(b.)
This regulation is no longer required. Revised

conditions are now reflected in Regulation
4.1.2.b.
For purposes of calculating the pension

contributions the language allowance is not
included in the old or new Bureau pension
contribution, but it is included in the calculation
for the AMRR contribution (see IX.7).
IV 4.2.3
Directors and Category A Internationally

Recruited Members of Staff Internationally recruited
only
IV 4.2.3.1 Education Grant

(a)a. A Director or Category A Internationally
Recruited Staff Members of Staff whose
rRecognized hHome Country Address is outside
Monaco and the neighbouring area of France,
shall be entitled to receive an education grant
for each dDependent cChild who meets the
conditions laid down described in the definition
of Dependent Family in Article II.1 (m), other
than maximum age, which is covered by
(Regulation 4.2.3.1.b) below, and who is in fulltime attendance at an educational institution.
Internationally Recruited Members of Staff
joining the Secretariat during the school year,
whose Recognized Home Country Address is in
France but outside Monaco or the surrounding
district of Alpes-Maritimes, may receive an
education grant for the balance of that school
year. In that situation, admissible expenses
include boarding expenses (see Regulation
4.2.3.1.h).
4.2.3 Internationally Recruited Members of Staff

4.2.3.1
a.
Education Grant
Internationally Recruited Members of Staff whose

Recognized Home Country Address is outside
Monaco and France, shall be entitled to receive an
education grant for each Dependent Child who meets
the conditions described in the definition of
Dependent Family, other than maximum age, which is
covered by Regulation 4.2.3.1.b below, and who is in
full-time attendance at an educational institution.
Internationally Recruited Members of Staff joining the
Secretariat during the school year, whose Recognized
Home Country Address is in France but outside
Monaco or the surrounding district of AlpesMaritimes, may receive an education grant for the
balance of that school year. In that situation,
admissible expenses include boarding expenses (see
Regulation 4.2.3.1.h).
-38-
This allowance is in place to enable

Internationally Recruited Members of Staff to
place their children in either international schools
or in schools that operate curricula compatible
with those in their Recognized Home Country
Address. The additional statement regarding
internationally recruited staff already resident in
France recognizes that those Members of Staff
can transfer their children to another French
school at the end of the school year to minimize
adverse impact on their educational progress.
This change will have no adverse impact on the
IHO budget or existing Members of Staff.
(b) b. The grant shall be payable from the point when

a child is five years or older at the beginning of
the school year or when the child reaches age
five within three months of the beginning of the
school year up to the end of the 4th fourth year
of post-secondary studies, but cannot be paid
beyond the award of the first recognized degree
or beyond the end of the academic year during
which the child reaches the age of 25.
(c) c. Where the period of service of the Staff
Member of Staff is less than a full academic
year, the amount of the grant shall be calculated
on a pro rata basis. Grants shall not be paid in
respect of periods of attendance at an
educational institution prior to the Staff
Member's appointment of the Member of Staff.
(d).d. Where attendance is for two-thirds or less of the
academic year, the amount of the grant shall be
calculated on a pro-rata basis.
(e) e. Subject to (g) below, the amount of the grant
shall be 75 per cent of the expenses admissible
for reimbursement under the present Article
Regulation, up to a maximum per academic
year as indicated in accordance with the
conditions and amounts indicated in the relevant
Ttables promulgated by the International Civil
Servants Commission of the United Nations
ICSC.
b.
The grant shall be payable from the point when a child

is five years or older at the beginning of the school
year or when the child reaches age five within three
months of the beginning of the school year up to the
end of the fourth year of post-secondary studies, but
cannot be paid beyond the award of the first
recognized degree or beyond the end of the academic
year during which the child reaches the age of 25.
c.
Where the period of service of the Member of Staff is

less than a full academic year, the amount of the grant
shall be calculated on a pro rata basis. Grants shall
not be paid in respect of periods of attendance at an
educational institution prior to the appointment of the
Member of Staff.
d.
Where attendance is for two-thirds or less of the

academic year, the amount of the grant shall be
calculated on a pro-rata basis.
e.
Subject to (g) below, the amount of the grant shall be

in accordance with the conditions and amounts as
indicated in the relevant tables promulgated by the
ICSC.
These regulations are based on the UN Common

System.
The existing Regulation covering education

allowance is based on the current ICSC
conditions and tables. However, it is expected
that the ICSC will shortly adjust its mechanism
such that the fixed percentage (75%) will be
replaced by a sliding scale ranging from 61% for
the highest expenses to 86% for expenses up to
10,000USD.
Based on historical payments of Education
allowance by the IHO, no long-term increase in
expenditure is expected if the proposed revised
ISCS rules enter into force.
-39-
(f) f. Admissible expenses shall in all cases include

educational expenses such as the cost of
enrolment, registration courses, including
optional courses provided by the educational
institution as part of its regular programme,
prescribed textbooks, examinations and the
delivery of diplomas and shall exclude all other
fees and charges. , except tThe cost of midday
meals provided by the educational institution
and the cost of daily group transportation shall
be included in admissible expenses if the
Directing Committee Secretary-General is
satisfied that local conditions justify it.
f.
Admissible expenses shall in all cases include tuition

(including mother-tongue tuition) and enrolment
related fees.
It is expected that the ICSC will shortly introduce

simplified regulations covering the admissible
education expenses. This proposed revision to
the Regulation reflects the changes being
considered by the ICSC.
(g) g. No education grant shall be paid where the

admissible expenses are inferior to less than the
minimum threshold amounts specified by the
dispositions of the International Civil Servants
Commission of the United Nations ICSC in the
course of an academic year.
g.
No education grant shall be paid where the admissible

expenses are less than the minimum threshold
amounts specified by the ICSC.
This existing regulation ensures that the

education grant is only provided to Internationally
Recruited Members of Staff for education
expenses that are significantly higher than those
incurred by Locally Recruited Members of Staff.
-40-
(h) h. Where the child attends an primary or

secondary level educational establishment as a
boarder beyond commuting distance from the
family place of residence in or near Monaco, in
the Recognized Home Country of the
admissible expenses include, in addition to
educational expenses as defined above:an
allowance shall be provided in the form of a
lump sum
h.
Where the child attends a primary or secondary level

educational establishment as a boarder in the
Recognized Home Country of the Internationally
Recruited Member of Staff, an allowance shall be
provided in the form of a lump sum per academic
year, as promulgated in the relevant ICSC regulations
covering boarding assistance.
i. (1) the cost of board where the child is a

boarder at an educational institution.
ii. (2) a flat amount per academic year, as
promulgated in the relevant ICSC
regulations covering boarding assistance.
subject to the overall maximum stipulated
by the International Civil Servants
Commission of the United Nations, if the
child is not a boarder.
The principle purpose of this allowance is to

assist in the continuity of the education of any
dependent children. In that context, it is
proposed to follow the ICSC by limiting the
conditions under which boarding allowance will
be admissible such that a child either
accompanies the Member of Staff to the Monaco
area or remains at school in the Recognized
Home Country. Unlike in the UN Common
System, where there may not be suitable
educational facilities at the duty station, in the
case of Monaco and the surrounding area, there
is no justification for the IHO to, in effect,
subsidise the education of dependent children in
a third country.
Introducing this amended regulation will have no
impact on existing Members of Staff but is likely
to reduce expenditure in the future.
The final part of this regulation has no relevance
to this paragraph and should be deleted.
Boarding costs referred to in this paragraph

shall not be payable in respect of an educational
institution within Monaco and adjacent France,
if the Directing Committee is satisfied that a
suitable school exists within commuting
distance.
-41-
(i)
(j)
Where the educational institutions are deemed

unsuitable by the Directing Committee,
Directors and Category A Staff shall be entitled
to reimbursement of the full amount of boarding
costs in excess of the annual maximum
education grant stipulated, to a ceiling of up to
the amount indicated per academic year,
provided that this entitlement should apply only
in respect of children at the primary and
secondary levels of education.
Regulation to be deleted.
Correspondence courses shall be reimbursable

only if the Directing Committee considers them
to be the best available substitute for full-time
attendance at a school of a type not available in
Monaco: however, the Directing Committee
may authorize payment of the grant for a
correspondence course where such a course is
required as a result of the staff member's
expatriation.
This discretionary arrangement is not included in

the UN Common System. In any case, the
Member of Staff is not restricted in the choice of
educational institution to select. If a particular
institution is deemed unsuitable, then the
Member of Staff should select another that is
affordable within the allowance that is payable by
the IHO.
No allowances are available for distance learning

in the UN Common System.
The Monaco area is not a remote locality. There
is a selection of good local schools and several
fee-paying international schools in the area. The
Staff Regulations also provide support for
Internationally Recruited Members of Staff that
choose to enrol their children in educational
institutions that include boarding, either in the
country of their Recognized Home Country
Address or elsewhere. In the circumstances,
there appears to be no justification for the IHO to
support an option for distance learning.
-42-
(k)
(l)
Private tuition shall be reimbursable only for

the learning of the language of the country in
which the staff member's recognized home is
situated and if the Directing Committee
considers that it is not possible to learn this
language in Monaco: however, the Directing
Committee may authorize payment of the grant
in respect of private tuition by duly qualified
tutors to supplement authorized correspondence
courses, or for special coaching required in a
subject taught by the school or any other subject
which is required for the child's subsequent
education, subject to the proviso that
reimbursement in respect of such coaching shall
not exceed 50% of the maximum annual grant.
The grant shall not be paid in respect of :
i.
attendance at a kindergarten or any

school at the pre-primary level.
This regulation is redundant because the

restrictions are now covered in other amended
regulations.
ii.
vocational training or apprenticeships

which do not involve fulltime attendance
or during which the child receives any
payment for services rendered.
An allowance for private tuition is not included in

the UN Common System.
This allowance has not been claimed by any
Internationally Recruited Members of Staff for at
least 20 years.
-43-
(m) i. Directors and Staff Members Internationally

Recruited Members of Staff receiving an
education grant shall declare any scholarship
that the child receives, or that they receive on
behalf of the child, from sources outside the
IHB IHO. The amount of such scholarships
shall be deducted from the expenses incurred by
Internationally Recruited Staff Members of
Staff in respect of a child's education (including
the expenses not admissible for reimbursement
under this Article Regulation) before
calculation of the amount of the grant to which
they are entitled.
(n)
i.
Internationally Recruited Members of Staff receiving

an education grant shall declare any scholarship that
the child receives, or that they receive on behalf of the
child, from sources outside the IHO. The amount of
such scholarships shall be deducted from the expenses
incurred by Internationally Recruited Members of
Staff in respect of a child's education (including the
expenses not admissible for reimbursement under this
Regulation) before calculation of the amount of the
grant to which they are entitled.

This regulation is redundant.
Payment shall be made following the directions

established by the Directing Committee for this
purpose.
-44-
(o) j. Each child in respect of whom which boarding

costs under (g) h above are payable may travel
once in each calendar year at Bureau IHO
expense from the place of study to the Normal
Residence, and return on condition that: ,as
follows:
j.
Each child in respect of whom boarding costs under

(h) above are payable may travel at IHO expense from
the place of study to the Normal Residence, and
return, as follows:
i.
the requested journey is, in the opinion of

the Secretary-General, not unreasonable,
either because of its closeness to other
authorized travel of the Staff Member, of
his spouse or of dependent children, or
because of the brevity of the visit.
ii.
attendance at the educational institution is

for not less than two-thirds of the
academic year.
(1)
an eligible child may travel twice at IHO

expense during the calendar year in
which the Internationally Recruited
Member of Staff does not receive home
leave, and
(1)
An eligible child may travel twice at IHO

expense during the Calendar Year in which the
Internationally Recruited Member of Staff does
not receive home leave, and
(2)
an eligible child may travel once at IHO

expense during the calendar year in
which the Internationally Recruited
Member of Staff does receive home
leave.
(2)
An eligible child may travel once at IHO

expense during the Calendar Year in which the
Internationally Recruited Member of Staff does
receive home leave.
-45-
The editorial adjustments reflect the conditions

that apply in the UN Common System and the
practice that is already applied in the IHO.
(p)
The operative elements of this regulation have

been included in Regulation (j) above.
A child may travel twice at the Bureau's

expense from the place of study to the family
place of residence in or near Monaco and return
during the calendar year in which the Staff
Member does not receive home leave, subject to
the stipulation in clause (n) (o)i. above.
Attendance at the educational institution must
be for not less than half the academic year in
order for entitlement to exist in respect of each
of the two return journeys within a single
calendar year.
(q) k. The reimbursement of travel under this Article

Regulation shall not exceed the cost of travel by
the most direct route, in economy class by air,
cabin class by sea or second class by rail, at
student rates wherever applicable, between the
recognized home Recognized Home Country
Address or the place of study and the Normal
Residence.
k.
The reimbursement of travel under this Regulation

shall not exceed the cost of travel by the most direct
route, in economy class by air, cabin class by sea or
second class by rail, at student rates wherever
applicable, between the Recognized Home Country
Address or the place of study and the Normal
Residence.
This editorial adjustment clarifies that the local

residence for personnel can be Monaco or the
surrounding region.
(r) l. Where Internationally Recruited a Director or

Members of Staff are entitled to travel expenses
under (o) (j) and (p) above in respect of one or
more children, he the Internationally Recruited
Member of Staff may, in exceptional
circumstances and subject to such conditions as
may be prescribed in each case, be authorized to
exchange that entitlement for a journey to be
made by himself themselves or by his their
sSpouse from the Normal Residence to visit the
child or children at the place of study or to meet
with the child or children in some other place,
provided that the cost shall not exceed that of
travel by the child or children under (n) and (o)
j above and subject to the same conditions.
l.
Where Internationally Recruited Members of Staff are

entitled to travel expenses under (j) above in respect
of one or more children, the Internationally Recruited
Member of Staff may, in exceptional circumstances
and subject to such conditions as may be prescribed in
each case, be authorized to exchange that entitlement
for a journey to be made by themselves or by their
Spouse from the Normal Residence to visit the child
or children at the place of study or to meet the child or
children in some other place, provided that the cost
shall not exceed that of travel by the child or children
under (j) above and subject to the same conditions.

-46-

A Director or Staff Member will not forfeit the

Family Allowance if he is in receipt of the
Education Grant (see IV.2.1.1). He will
however forfeit the School Grant payable
yearly.
Internationally Recruited Members of Staff are

not eligible for the School Grant, which is only
paid to qualifying Locally Recruited Members of
Staff. Accordingly, this regulation is redundant.
Note: Provisions for disabled children, as well as details on

the application of these Articles, will be followed in
accordance with the instructions promulgated by the U.N.
Secretariat.
This regulation is redundant because the basic

principle of basing the application of relevant
entitlements on the UN Common System is
already stated in these Staff Regulations.
(s)
This regulation can be deleted.
This regulation can be deleted.
IV 4.2.2.3.2
1.
2.
House Rent Allowance Rental Subsidy
4.2.3.2
Rental Subsidy
All these regulations have been replaced by
corresponding conditions based on the UN
Common System and are included in the revised
regulations covering rental subsidy.
A rent allowance shall be payable to a Director or

Category A Staff Member provided that :
(a)
he was internationally recruited;
(b)
he occupies as a tenant unfurnished premises

within a radius of 50 kms from Monaco
commensurate with his grade and family
circumstances and neither he nor his spouse
owns suitable accommodation in the area;
(c)
the rent paid, excluding all charges (e.g.

heating, lighting, water, gas, electricity),
exceeds 25% of basic salary exclusive of all
allowances and deductions.
For the purpose of 1 (b) and (c) above, "premises"

shall be understood to mean any private residence
subject to a rent agreement. Residence in a hotel or
furnished accommodation will not qualify for
consideration of a rent allowance.
-47-
3,
Claimants shall supply the IHB with all information

necessary to ensure that the qualifying conditions are
satisfied and to determine the amount of allowance
payable.
4.
The amount of the allowance shall be a percentage of

the difference between the rent paid and 22% of the
basic salary of the Director or Category A Staff
Member concerned.
5.
The said percentage shall be 50% in the case of a

single or married unaccompanied officer, or 60% for a
married accompanied officer subject to an overriding
maximum of 20% of basic salary.
6.
The rental of a garage will be considered a part of the

basic rent only if the garage forms an integral part of
the rented premises and cannot be rented separately
from the living accommodation.
7.
Recipients of a rent allowance must inform the IHB in

writing immediately of any change in circumstances
which affects their eligibility for the allowance.
8.
Method of payment:
(i)
Rent allowances will be payable monthly on the

same date as the emoluments for the month
following that in respect of which the allowance
is due.
(ii)
A Staff Member who receives a retrospective

increase in his emoluments will be required to
pay back the difference between the allowance
he has been drawing since the date of the
increase and the adjusted allowance to which he
is entitled on the basis of his new emoluments.
Where applicable he will be paid, with
retrospective effect, any increased allowance
that may result therefrom.
-48-
Regulation 9 is deleted because there is no

equivalent entitlement under the UN Common
System.
9.
Where a member of the Staff, who would qualify for a

rent allowance, purchases a suitable property to be
used as the sole residence of the officer and his family,
the allowance will be applied to the interest on a
mortgage.
a.
A subsidy may be paid to Internationally Recruited

Members of Staff when their rent exceeds the
reasonable rental level as described in Regulation
4.2.3.2.e.2 and 3 below.
a.
A subsidy may be paid to Internationally Recruited

Members of Staff when their rent exceeds the
reasonable rental level as described in Regulation
4.2.3.2.e.2 and 3 below.
b.
The subsidy starts at 80% of the difference between

the rent and the threshold rental as promulgated by the
ICSC, for the first four years, and is reduced to 60%,
40% and 20%, respectively, for the next three years,
after which it is discontinued. Normally subsidies do
not exceed 40% of the rent.
b.
The subsidy starts at 80% of the difference between

the rent and the threshold rental as promulgated by the
ICSC, for the first four years, and is reduced to 60%,
40% and 20%, respectively, for the next three years,
after which it is discontinued. Normally subsidies do
not exceed 40% of the rent.
c.
The subsidy covers the basic rental of an unfurnished

house or apartment, garage, if part of the house or
building. The subsidy does not cover the cost of
charges and utilities, including heating, gas,
electricity, hot water, telephone, internet and cable
TV. A rental subsidy is not paid for the period during
which an Internationally Recruited Member of Staff is
receiving a Daily Subsistence Allowance, usually the
first 15 days following arrival at the Secretariat.
c.
The subsidy covers the basic rental of an unfurnished

house or apartment, garage, if part of the house or
building. The subsidy does not cover the cost of
charges and utilities, including heating, gas,
electricity, hot water, telephone, internet and cable
TV. A rental subsidy is not paid for the period during
which an Internationally Recruited Member of Staff is
receiving a Daily Subsistence Allowance, usually the
first 15 days following arrival at the Secretariat.
-49-
This regulation is based on the conditions that

apply under the UN Common System,
supplemented by reference to a publicly
available baseline value, being the average rent
value per square metre for unfurnished
accommodation in the Alpes-Maritimes at the
time of the application for a rental subsidy, as
published by an independent reference source
such as Lacoteimmo.com or in the case that
Lacoteimmo.com ceases to publish figures, then
an equivalent reference.
This regulation is based on the conditions that

apply under the UN Common System and
reflects the conditions that currently apply in the
IHO.
d.
e.
Eligibility
d.
Eligibility
1.
Applications for Rental Subsidy must be made

within 12 months of commencement of service.
1.
Applications for Rental Subsidy must be made

within 12 months of commencement of service.
2.
Applicants must satisfy the Secretary-General

that reasonable efforts have been made to
secure accommodation within the applicable
rental ceiling.
2.
Applicants must satisfy the Secretary-General

that reasonable efforts have been made to
secure accommodation within the applicable
rental ceiling.
3.
Eligibility for Rental Subsidy may be

transferred from one rental property to another
provided that the period between quitting the
first property and taking up residence in the
second property is not more than three months.
In such a case, the allowance payable for the
second property will be based on the new rental
and the percentages applicable for the
remaining time of eligibility (see Regulation
4.2.3.2.b), but in no case will result in an
increase in the previous level of Rental Subsidy.
3.
Eligibility for Rental Subsidy may be

transferred from one rental property to another
provided that the period between quitting the
first property and taking up residence in the
second property is not more than three months.
In such a case, the allowance payable for the
second property will be based on the new rental
and the percentages applicable for the
remaining time of eligibility (see Regulation
4.2.3.2.b), but in no case will result in an
increase in the previous level of Rental Subsidy.
4.
Rental Subsidy is payable for a maximum

period of seven consecutive years which
includes re-appointment or re-election. Once
Rental Subsidy is discontinued, Members of
Staff are ineligible to re-apply.
4.
Rental Subsidy is payable for a maximum

period of seven consecutive years which
includes re-appointment or re-election. Once
Rental Subsidy is discontinued, Members of
Staff are ineligible to re-apply.
The following conditions are to be observed for the

payment of a rental subsidy:
1.
The maximum allowable area

calculation of rental subsidy is:
for
the
e.
The following conditions are to be observed for the

payment of a rental subsidy:
1.
The maximum allowable area

calculation of rental subsidy is:
Member of Staff alone (1 bedroom) :

50m2
50m2
Member of Staff
bedrooms) : 60m2
Member of Staff
100m2 bedrooms) : 60m2
with
spouse
(2
for
the
Member of Staff alone (1 bedroom) :

50m2
-50-
with
spouse
This proposed regulation clarifies the conditions

under which the ICSC principles will be applied
in the IHO.
The number of rooms is based on the conditions

that apply under the UN Common System. The
total size of the accommodation is based on the
average surface area for accommodation in the
Alpes-Maritimes as published by the
independent
reference
source
Lacoteimmo.com.2
50m
(2
100m2
Member of Staff with one child (2

bedrooms) : 60m2
Member of Staff with one child (2

100m2
Member of Staff with two children (3

bedrooms) : 80m2
Member of Staff with two children (3

150m2
Member of Staff with three or more

children (4 bedrooms) : 100m2
Member of Staff with three or more

180m2 children (4 bedrooms) : 100m2
180m2
2.
In order to calculate the rental subsidy payable,

a reasonable rent level will be used based on a
survey of rent levels in the local market. The
reasonable rent level shall be the average rent
published by an independent reference such as
Lacoteimmo.com or in the case that
2.
In order to calculate the rental subsidy payable,

a reasonable rent level will be used based on a
survey of rent levels in the local market. The
reasonable rent level shall be the average rent
published by an independent reference such as
Lacoteimmo.com or in the case that
3.
The reasonable rent level shall be used to

calculate the maximum rental subsidy allowable
by multiplying the gross surface area of the
rental accommodation by the reasonable rent
level per M2.
3.
The reasonable rent level shall be used to

calculate the maximum rental subsidy allowable
by multiplying the gross surface area of the
rental accommodation by the reasonable rent
level per M2.
4.
For the Secretary General or a Director the

reasonable rent level is increased by 20% in
recognition of the requirement to undertake
representational duties on behalf of the IHO
from time to time.
4.
For the Secretary General or a Director the

reasonable rent level is increased by 20% in
recognition of the requirement to undertake
representational duties on behalf of the IHO
from time to time.
5.
For rental subsidy purposes, the family of an

Internationally Recruited Member of Staff shall
be considered as comprising the Spouse and
Dependent Children actually residing with that
employee in their Normal Residence for the
major part of the year. However, when the
Dependent Children of that Member of Staff are
5.
For rental subsidy purposes, the family of an

Internationally Recruited Member of Staff shall
be considered as comprising the Spouse and
Dependent Children actually residing with that
employee in their Normal Residence for the
major part of the year. However, when the
Dependent Children of that Member of Staff are
-51-
absent from the Normal Residence in

connection with their studies, an additional
bedroom for every two children studying away
from the Normal Residence will be added in
determining the reasonable maximum rent level
applicable to that Member of Staff. In no case
shall the total number of bedrooms exceed those
allowable under Regulation 4.2.3.2.e.1.
76.
Recipients of a rental allowance subsidy must

inform the IHB Secretary-General in writing
immediately of any change in circumstances
which affects their eligibility for the allowance.
absent from the Normal Residence in

connection with their studies, an additional
bedroom for every two children studying away
from the Normal Residence will be added in
determining the reasonable maximum rent level
applicable to that Member of Staff. In no case
shall the total number of bedrooms exceed
those allowable under Regulation 4.2.3.2.e.1.
6.
Recipients of a rental subsidy must inform the

Secretary-General in writing immediately of
any change in circumstances which affects their
eligibility for the allowance.
-52-

f.8.
Method of payment:
f.
(i) a. Rental allowances subsidy will be

payable monthly on the same date as the
emoluments salary for the month
following that in respect of which the
allowance is due.
(ii) b. A Internationally Recruited Members of
Staff
Member
who receives
a
retrospective increase in his emoluments
salary will be required to pay back the
difference between the allowance he that
has been drawing drawn since the date of
the increase and the adjusted allowance to
which he is they are entitled on the basis
of his their new salary emoluments.
Where applicable the Internationally
Recruited Member of Staff will be paid,
with retrospective effect, any increased
allowance that may result therefrom.
g.
Annex C provides an example of the calculation of

rental subsidy. The rates used in the example are
purely indicative. The applicable rates should be
checked before making any decision on
accommodation.
g.
Method of payment:
1.
Rental subsidy will be payable monthly on the

same date as the salary for the month following
that in respect of which the allowance is due.
2.
Internationally Recruited Members of Staff who

receive a retrospective increase in salary will be
required to pay back the difference between the
allowance that has been drawn since the date of
the increase and the adjusted allowance to
which they are entitled on the basis of their new
salary.
Annex C provides an example of the calculation of

rental subsidy. The rates used in the example are
purely indicative. The applicable rates should be
checked before making any decision on
accommodation.
-53-

The last sentence is deleted because if there is
an increase in salary it cannot result in an
increase in the rental subsidy.
An example is being provided to assist in

understanding the application and applicability of
rental subsidy and to assist Members of Staff in
choosing
appropriate
and
affordable
accommodation.
IV.2.2.3
All the relevant conditions are now incorporated

in Regulations 8.2 and 8.3.
Repatriation
(i)
In the case of Category A staff recruited
internationally, repatriation of the Staff Member and
his dependent family to their recognized home at the
Organization's expense may be authorized by the
Directing Committee in the following circumstances:
1.
On separation from service of a Staff
Member who has completed 2 years' service,
provided, however, such separation is not due to
disciplinary
measures.
The
Directing
Committee may decline to pay travelling
expenses to a Staff Member who resigns within
twelve months of his return from home leave.
2.
On termination of an appointment under
X. 1.1 (a), or (c).
3.
On termination during or on completion
of the period of probation.
(ii) Repatriation
restricted to:
expenses
will
normally
be
1.
The means of travel specified in VIII. 1.3
2.
2.4
Removal expenses if entitled under VIII.
(iii) Where repatriation expenses are authorized,

they must be claimed within 6 months of separation.
-54-
The conditions in this regulation are now in

Regulation 4.2.2.2.
IV.2.3Language allowance
(a) Category B and C staff, excluding translators,
who show proficiency and competence in a second
language, and who are regularly employed on using
this second language, will be eligible for a language
allowance. Three levels of proficiency together with
monthly rates of payment are established and are
shown in Table V appended to these Regulations.
When completing the Annual Efficiency Report on a
Staff Member, the Promotion Advisory Board and the
Staff member responsible shall assess the level of
competence in the use of a second language so as to
enable the Directing Committee to decide on the level
of the language allowance payable to the Staff
Member during the forthcoming year.
(b) For purposes of calculating the pension
contributions the language allowance is not included
in the old or new Bureau pension contribution, but it is
included in the calculation for the AMRR contribution
(see IX.7).
IV 4.3
Internal Tax
An internal tax, at the rate and under the conditions provided

hereunder, shall be applied to the salaries and remuneration
benefits of all Permanent and Probationary IHB Staff
Members of Staff personnel.including Directors: at the rate
and under the conditions set out below:
4.3
Internal Tax
An internal tax, shall be applied to the salaries and

remuneration benefits of all Members of Staff at the rate and
under the conditions set out below:
Regulation deleted. The effect of this regulation

is covered in the preceding regulation.
(a) The tax will be levied on Directors and

permanent Staff Members of all categories.
(b) a. The rate of the internal tax shall be fixed at 10%
of the gross salary. Internal tax will be levied monthly
and deducted at source.
The editorial adjustments are included to clarify

and to aid understanding.
a.
The rate of the internal tax shall be fixed at 10% of the

gross salary. Internal tax will be levied monthly and
deducted at source.
-55-
The editorial adjustments are intended to clarify

and to aid understanding.
(c) b. Excluded from the taxable remuneration are

sums and indemnities, fixed by contract or not,
representing compensation for expenses incurred in
the course of duty (as specified in VIII).
b.
Excluded from the taxable remuneration are sums and

indemnities, fixed by contract or not, representing
compensation for expenses incurred in the course of
duty.
Specific reference
unnecessary.
(d) c. The sums accruing from the levy of an internal

tax would constitute a specific income to the
Organization's budget of the IHO, and will be are
distinguished as a separate item.
c.
The sums accruing from the levy of an internal tax

constitute a specific income to the budget of the IHO,
and are distinguished as a separate item.

(e) d. (1) In the event that income tax is levied on

IHO salary by a Director's or Staff Member's own the
country of residence of a IHB Member of Staff or
related to their Recognized home country Address,
and subject to the provision of relevant documentary
evidence, the internal tax paid by the Member of Staff
shall be reimbursed by the Organization subject to the
provisions of subparagraphs (i) to (iii) below:
d.
(1)
Until now, the Staff Regulations have followed

the principles adopted by the UN Common
System, which seeks to place staff members
subject to taxation in the position they would
have been if their official emoluments were not
taxed. Such countries that levy taxes that take
into
account
salaries
earned
in
Intergovernmental Organizations include Eritrea,
France and the USA.
In the event that income tax is levied on IHO

salary by the country of residence of a Member
of Staff or related to their Recognized Home
Country Address, and subject to the provision
of relevant documentary evidence, the internal
tax paid by the Member of Staff shall be
reimbursed.
(ii)
the tax payable on a Director's or a

Staff Member's total income,
including emoluments received
from the IHB, and
the tax which would be payable on

his income, but excluding IHB
earnings.
Chapter
VIII
is

Under the UN Common System, this is achieved

by placing the internal tax from all UN Members
of Staff in a Tax Equalization Fund, from which
all eligible reimbursements are then made. The
balance of the Fund, if any, is then distributed to
Member States as a pro rata discount on their
annual financial contributions. The IHO has
never operated a similar fund. To do so would
incur unwarranted administrative overheads and
require additional income (from increased
Member State contributions?) to meet the
shortfall in revenue currently obtained through
including the internal tax as revenue.
(i) (1) The amount of reimbursement made by

the Organization will be limited to the
difference between:
-
to
When a specific tax agreement has been

concluded with a Government of a
Directors or a Staff members country
As indicated in Regulation 4.3.c, the internal tax

that is levied on Members of Staff is treated as
revenue in the IHO accounts. Any eligible
-56-
levying the income tax of origin, the

provisions of this agreement apply.
(2)
(2)
Internal tax will only be reimbursed in the case

that the IHO income is taxed in its own right.
No reimbursement will apply in the case where
the IHO income is not taxed directly, but is
nevertheless taken into account in determining
the relevant tax threshold or effective rates of
tax or payments to be applied to other income.
(iii) (3)
Directors and Staff Members Members of
Staff are personally responsible for complying
with the income tax laws applicable to them.
Any penalties, interest or other charges payable
because of a Staff Member's the failure of a
Member of Staff to comply with such laws will
not be reimbursed by the Organization IHO.
e.
Internal tax will only be reimbursed in the case

that the IHO income is taxed in its own right.
No reimbursement will apply in the case where
the IHO income is not taxed directly, but is
nevertheless taken into account in determining
the relevant tax threshold or effective rates of
tax or payments to be applied to other taxable
income.
Members of Staff are personally responsible for

complying with the income tax laws applicable to
them. Any penalties, interest or other charges payable
because of the failure of a Member of Staff to comply
with such laws will not be reimbursed by the IHO.
reimbursements are then made from the

operational budget of the Organization.
Under the UN Common System no differentiation
is made between tax levied directly on a UN
salary by a home country and any other tax
levied on additional income that may take the UN
salary into account for the purpose of
determining the rate of tax.
In the case of France, where most Members of
Staff are considered permanent residents, an
Exchange of Letters between Monaco and
France done on 31 May 1976, makes it clear that
while France recognises the tax exempt status of
IHO salaries, it will take the IHO salary into
account in taxing any additional income of its
own citizens and permanent residents in France.
Taxable income in France is calculated on a
combined family basis rather than an individual
taxpayer basis.
Maintaining the current arrangements for the
reimbursement of income tax places a potentially
significant and continually unpredictable liability
on the IHO. It is also unclear why the IHO
should be in the position of potentially
subsidising the taxes on individual tax payers in
any particular country in relation to their non-IHO
income.
The proposed amendments to this Regulation
will limit the conditions under which the IHO will
compensate Members of Staff only to those
instances where IHO salaries would otherwise be
taxed twice.
It makes it clear that no
reimbursement will apply where the IHO income
is not taxed directly, but is nevertheless taken
into account in determining the relevant tax
threshold or effective rates of tax or payments to
be applied to other taxable income.
-57-
IV 4.4
Payment of salaries
The rules governing the payment of salaries are as follows:
4.4
Payment of salaries
The rules governing the payment of salaries are as follows:
(a) 4.4.1
Salaries shall be payable monthly in
arrears, i.e., no later than on the last but one
working day of each month. Salaries shall be
paid in Euros to a bank account in Monaco or
France.
4.4.1 Salaries shall be payable monthly in arrears, no later

than the last but one working day of each month.
Salaries shall be paid in Euros to a bank account in
Monaco or France.
(b) 4.4.2
Staff Members of Staff about to proceed
on duty or on leave may be authorized by the
Directing Committee Secretary-General to draw
their salaries in advance for the entire duty or
leave period at the time of departure.
4.4.2 Members of Staff about to proceed on duty or on

leave may be authorized by the Secretary-General to
draw their salaries in advance for the entire duty or
leave period at the time of departure.
(c)
The editorial adjustment avoids the use of a

Latin-based abbreviation (i.e.).

It is proposed to remove this regulation. The
secretariat only deals in Euros. Dealing in other
currencies
always
incurs
additional
administrative and financial costs.
Upon request, salaries, or portions thereof, may

be paid in any currency available to the Bureau
at the current rate of exchange on the date of
payment.
4.4.3 The Secretary-General may, in exceptional and

intermittent circumstances, authorize the
payment of an advance on the monthly salary
for any compelling reason other than those
mentioned above.
4.4.3 The Secretary-General may, in exceptional and

intermittent circumstances, authorize the payment of
an advance on the monthly salary for any compelling
reason other than those mentioned above.
This regulation reflects established practice in

the Secretariat for more than the last 10 years.
(d4.4.4
In the event of a Staff Member's the death
of a Member of Staff, the current month's salary
shall be paid to his their legal heirs, or, if there
are none, to any designated recipient.
4.4.4 In the event of the death of a Member of Staff, the

current month's salary shall be paid to their legal heirs,
or, if there are none, to any designated recipient.

-58-

IV 4.5
Recovery of overpayments
The IHB IHO shall be entitled to recover any payment made

in error. but w Where the recipient accepted the payment in
good faith, the following limitations will apply:
4.5
Recovery of overpayments
The IHO shall be entitled to recover any payment made in

error. Where the recipient accepted the payment in good
faith, the following limitations will apply:
(i) a. no recovery shall be made if two years have

elapsed since the overpayment was made or, if
several overpayments have been made over a
period of time, two years have elapsed since the
last overpayment;
a.
No recovery shall be made if two years have

elapsed since the overpayment was made or, if
several overpayments have been made over a
period of time, two years have elapsed since the
last overpayment;
(ii) b. recovery of overpayments made over a period

of time shall be restricted to the amount
overpaid during the twelve months immediately
preceding the last overpayment;
b.
Recovery of overpayments made over a period

of time shall be restricted to the amount
overpaid during the twelve months immediately
preceding the last overpayment;
(iii) c. unless otherwise agreed, recovery shall be made

by deduction, over a period not exceeding
twelve months, from the monthly or other
payments due to the Staff Member of Staff
concerned.
c.
Unless otherwise agreed, recovery shall be made

by deduction, over a period not exceeding twelve
months, from the monthly or other payments due
to the Member of Staff concerned.
-59-

CHAPTER V 5 - APPOINTMENT AND

PROMOTIONPROGRESSION
CHAPTER 5 - APPOINTMENT AND

PROGRESSION
The Note should be deleted because there are

no Category A (now known as Internationally
Recruited) Members of Staff remaining that were
appointed before June 1997.
NOTE: The XVth IH Conference, in 1997, approved

new terms and conditions for contracts of employment
of the Category A Staff. It was also approved that these
new terms would only be applicable to the Members of
Staff commencing service at the IHB after June 1997.
Therefore, the former regulations on contracts and
terms of service, which apply to Category A Staff
having joined the IHB before June 1997 are included as
Annex I to this Chapter V.
V 5.1 Preamble
5.1
Preamble
Appointment of Members of Staff shall be made in such a

manner as to ensure that employees are of the highest
standard of efficiency, competence and integrity. Selection
of Members of Staff shall be made without distinction as to
age, race, religion or sex.
Appointment of Members of Staff shall be made in such a

manner as to ensure that employees are of the highest
standard of efficiency, competence and integrity. Selection
of Members of Staff shall be made without distinction as to
age, race, religion or sex.
-60-
Age has been included, based on the

procedures followed in the UN Common System
and the Monaco Civil Service.
V 5.2
Selecting Selection Principles
5.2.1 In accordance with Article 31 11(d) of the General

Regulations, all Members of Staff Members other
than the Secretary-General and Directors shall be
appointed by the Directing Committee SecretaryGeneral, who, while making the selection, shall be
guided by the principles set out in V Regulation 5.1.
5.2
Selection Principles
5.2.1 In accordance with Article 11(d) of the General

Regulations, all Members of Staff other than the
Secretary-General and Directors, shall be appointed
by the Secretary-General, who, while making the
selection, shall be guided by the principles set out in
Regulation 5.1.

V.3 Recruitment
5.2.2 While bearing in mind the principles stated in V
Regulation 5.1, the composition of the Category A
Staff Internationally Recruited Managerial Members
of Staff shall cover as wide a geographical basis as
possible, priority being given to candidates who are
citizens of a country which is a Member State of the
IHO.
5.2.2 While bearing in mind the principles stated in

Regulation 5.1, the composition of the Internationally
Recruited Managerial Members of Staff shall cover as
wide a geographical basis as possible, priority being
given to candidates who are citizens of a country
which is a Member State of the IHO.
5.2.3 Vacancies for Category A posts Internationally

Recruited Managerial Members of Staff shall be
made known to Member States by Circular Letter
and candidates should, as far as possible, submit
their applications through the Head of the
Hydrographic Office official representative of a
Member State, who, in forwarding the application,
should include his their opinion and any other
relevant information which could be useful to the
Directing Committee Secretary-General in making
its reaching a decision. Nevertheless, applications
from Bureau Staff who are deemed to have the
requisite qualifications and experience shall be given
priority.
5.2.3 Vacancies for Internationally Recruited Managerial

Members of Staff shall be made known to Member
States by Circular Letter and candidates should, as far
as possible, submit their applications through the
official representative of a Member State, who, in
forwarding the application, should include their
opinion and any other relevant information which
could be useful to the Secretary-General in reaching a
decision.
-61-
The last sentence is being deleted in order to

provide equal opportunity in the selection
process.
The term official representative is being
proposed to conform with the term used in Article
2 of the new General Regulations.
V.4 5.3
Documents required on recruitment
5.3
In the case of applicants for Category A

Internationally
Recruited
Managerial
posts,
photocopies or certified copies of official diplomas
certificates of qualifications should accompany the
application.
Both Internationally and Locally
Recruited Aapplicants must also submit bona fide
references
attesting
to
their
professional
qualifications and integrity moral character. In the
case of Category B and C Locally Recruited
Members of Staff, in addition to the above, tests
appropriate to the post may be given to the
applicants. All applicants must produce evidence of
date of birth.
V.5 5.4
Medical certificate
All appointments of Members of Staff, except the

Secretary-General and Directors, shall be conditional upon
certification by a medical officer designated by the
Directing Committee Secretary-General that the candidate
is in good general health and is free from any defect or
disease likely to interfere with the proper discharge of his
their duties. All applicants shall be required to furnish a
medical certificate when forwarding their applications.
Documents required on recruitment

In the case of applicants for Internationally Recruited
Managerial posts, certified copies of certificates of
qualifications should accompany the application.
Both Internationally and Locally Recruited applicants
must submit bona fide references attesting to their
professional qualifications and integrity. In the case
of Locally Recruited Members of Staff, in addition to
the above, tests appropriate to the post may be given
to the applicants.
5.4
Medical certificate

The editorial adjustments are intended to
improve understanding.
Evidence of age as part of the application
process could be considered as discriminatory.
Accordingly it is proposed to delete the
requirement from this Regulation.
Noting that age cannot be used as a criterion for
selection, evidence of date and place of birth (as
noted in passport/identity card), is now only
required as part of the enrolment process for
successful applicants (see Regulation 5.7.2).
The practice in the secretariat for at least the last

ten years has been to seek a medical certificate
from the successful applicant rather than for all
applicants. The proposed change reflects this
established practice.
All appointments of Members of Staff, except the SecretaryGeneral and Directors, shall be conditional upon certification
by a medical officer designated by the Secretary-General that
the candidate is free from any defect or disease likely to The appointment of the Secretary-General and
interfere with the proper discharge of their duties.
Directors is governed by Article V.e of the
revised Convention and Article 20 of its
associated new General Regulations. As a
consequence, it is not possible to introduce a
conditional limitation in these Staff Regulations.
-62-
V.6 5.5
Terms of appointment
5.5
Terms of appointment
5.5.1 A candidate other than the Secretary-General

or a Director, selected for appointment as a
staff mMember of Staff shall receive a Letter
of Appointment signed by the SecretaryGeneral, which specifies the starting salary,
any seniority awarded in consideration of
previous experience, and the relevant position
on the salary progression table and the terms
of
the
appointment,
including
the
commencement date of employment. signed
by the President or, in his absence, by another
Member of the Directing Committee,
specifying the terms of the appointment.
5.5.1 A candidate other than the Secretary-General or

a Director, selected for appointment as a
Member of Staff, shall receive a Letter of
Appointment signed by the Secretary-General,
which specifies the starting salary, any seniority
awarded in consideration of previous
experience, and the relevant position on the
salary progression table and the terms of the
appointment, including the commencement date
of employment.
5.5.2 A copy of the Staff Regulations in force There

shall be attached annexed to the Letter of
Appointment. a copy of the Staff Regulations
in force.
5.5.2 A copy of the Staff Regulations in force shall

be attached to the Letter of Appointment.
5.5.3 In accepting an appointment, the a candidate

shall declare in writing submit a Letter of
Acceptance including an acknowledgement
that he has taken cognizance of the Staff
Regulations in force and that he accepts an
acceptance of their conditions.
5.5.3 In accepting an appointment, a candidate shall

submit a Letter of Acceptance including an
acknowledgement of the Staff Regulations in
force and an acceptance of their conditions.
-63-

The adjustments in this section are intended to
provide clarity and to better enable the selected
candidate to understand their career progression
prospects.
5.5.4 The Letter of Appointment and the Letter of

Acceptance, duly signed, and the Staff
Regulations annexes as specified in
Regulation(b) 5.5.2, shall constitute his the
contract of employment of the Member of
Staff. These documents shall be retained in
the Staff Member's personal file dossier of the
Member of Staff throughout his their
employment in the Bureau Secretariat. The
commencement date of employment should be
agreed during this exchange of letters.
V.7 5.6
Effective date of appointment
The appointment of a staff mMember of Staff shall take

effect from the date on which he they start authorized
travel to assume his their duties or, if no such travel is
involved, from the date on which he they assumes his their
duties.
5.5.4 The Letter of Appointment and the Letter of

Acceptance duly signed, and the Staff
Regulations, as specified in Regulation 5.5.2,
shall constitute the contract of employment of
the Member of Staff. These documents shall be
retained in the personal file of the Member of
Staff throughout their employment in the
Secretariat.

The date of commencement of employment is
now included as part of Regulation 5.5.1.
5.6
Effective date of appointment
The appointment of a Member of Staff shall take effect from

the date on which they start authorized travel to assume their
duties or, if no such travel is involved, from the date on
which they assume their duties.
-64-

V.8 5.7
of Staff
Information required of Staff Members
5.7.1 Staff mMembers of Staff shall, on appointment,

supply whatever information may be required for the
purpose of determining their status under the Staff
Regulations or of completing administrative arrangements
in connection with their appointments.
5.7.2 Specifically, these requirements
evidence and relevant details of:
shall
include
a.
, in the case of international recruits,
nationality,
b.
passport and visa if required, or French or
Monaco identity card as appropriate,
c.
and for all staff Spouse,
d.
Recognized dependency status Dependent
Children,
e.
Normal Residence,
f.
information relevant to the establishment of
their rRecognized hHome Country Address address,
and
g.
designation of their beneficiary.
5.7.3 They Members of Staff shall notify the Directing

Committee Secretary-General promptly, in writing, of any
subsequent changes in these matters or other matters likely
to affect their status under the Staff Regulations.
5.7
Information required of Members of Staff
5.7.1 Members of Staff shall, on appointment, supply

whatever information may be required for the purpose of
determining their status under the Staff Regulations or of
completing administrative arrangements in connection with
their appointments.
5.7.2 Specifically, these requirements shall include evidence
and relevant details of:
a.
nationality,
b.
passport, and visa if required, or French or

Monaco identity card as appropriate,
c.
Spouse,
d.
Dependent Children,
e.
Normal Residence,
f.
Recognized Home Country Address, and
g.
designation of their beneficiary.
5.7.3 Members of Staff shall notify the Secretary-General

promptly, in writing, of any subsequent changes in these
matters or other matters likely to affect their status under the
Staff Regulations.
-65-

The adjustments to these regulations provide a
standardised requirement for information from all
Members of Staff.
V.9 5.8
Contracts of employment
5.8
Contracts of employment
(a.)
Contracts of employment for Category A

other than the Secretary-General and Directors
shall be fixed-term appointments as specified
in V.10.1. Regulation 5.9.1.
a.
Contracts of employment for Internationally

Recruited Members of Staff other than the
Secretary-General and Directors shall be fixedterm appointments as specified in Regulation
5.9.1.
(b.)
At least four six months prior to the date of

termination of a fixed-term contract
appointment, the Staff Member of Staff
concerned is to inform the Directing
Committee Secretary-General, in writing,
whether he they wishes his their contract
appointment to be considered for renewed
renewal or not. The Directing Committee
Secretary-General will then inform the
employee Member of Staff whether the
contract appointment will be renewed. or in
the case of Category B and C whether an
indeterminate appointment will be granted.
b.
At least six months prior to the date of

termination of a fixed-term appointment, the
Member of Staff concerned is to inform the
Secretary-General, in writing, whether they
wish their appointment to be considered for
renewal or not. The Secretary-General will then
inform the Member of Staff whether the
appointment will be renewed.
(c.)
Contracts of employment for Categories B

and C Locally Recruited Members of Staff
shall be for an initial period of indeterminate
appointment as specified in Regulation 5.9.2,
after a successful 2 years [(including a
probationary pPeriod of Probation (See
V.11(a)) and thereafter for an indeterminate
appointment as specified in V.10.2 (see
Regulation 5.10.1).
c.
Contracts of employment for Locally Recruited

Members of Staff shall be an indeterminate
appointment as specified in Regulation 5.9.2,
after a successful Period of Probation (see
Regulation 5.10.1).
-66-
V.10 5.9
Forms of Contracts
10 5.9.1
Fixed-term
appointment
Internationally
Recruited Members of Staff (except the SecretaryGeneral and Directors)
(a.)
Upon satisfactory completion of the Period of

Probation, Internationally Recruited Members
of Staff (except the Secretary-General and
Directors) may be granted A a fixed-term
appointment shall be an appointment for a
continuous period of not less than two five
years ending on a date specified in the a Letter
of Appointment.
(b.)
Such A a fixed-term appointment may, at the

discretion of the Directing Committee
Secretary-General and subject to the skills and
experience requirements of the Organization
at the time, be renewed under a new contract
for a further fixed-term appointment (see (c)
below). It shall not, however, carry any
expectation of, or imply any right to, such
renewal and unless renewed shall expire
according to its terms, without notice or
indemnity, except for termination under X
Regulation 10.1.
(c.)
Should it be agreed that a new fixed-term

contract be offered to commence on the expiry
of an existing fixed term appointment, it shall
be for a period of no more than five
yearsrenewed beyond the initial two years
contract, in the case of Category A employees,
it may be followed by a fixed-term contract t
of two years, and if agreed to renew it again,
for a fixed term of five years. For a further
5.9
Forms of Contracts
5.9.1 Internationally Recruited Members of Staff (except

the Secretary-General and Directors)
a.

Probation, Internationally Recruited Members
of Staff (except the Secretary-General and
Directors) may be granted a fixed-term
appointment of five years ending on a date
specified in a Letter of Appointment.
b.
Such a fixed-term appointment may, at the

discretion of the Secretary-General, and subject
to the skills and experience requirements of the
Organization at the time, be renewed under a
new contract for a further fixed-term
appointment (see c below).
It shall not,
however, carry any expectation of, or imply any
right to, such renewal and unless renewed shall
expire according to its terms, without notice or
indemnity, except for termination under
Regulation 10.1.
c.
Should a new fixed-term contract be offered to

commence on the expiry of an existing fixedterm appointment, it shall be for a period of no
more than five years. Any new contract offered
under this Regulation shall recognize the
seniority of the incumbent. The conditions of
the Staff Regulations in force at that time shall
apply in all other aspects.
-67-

The concept of fixed-term contracts for Locally
Recruited Members of Staff is not feasible
because of the requirement to offer appropriate
transferable social benefits when the Member of
Staff leaves the IHO after a relatively short
period. This is the reason that the IHO uses
Temporary Members of Staff to meet relatively
short fixed-term requirements. It is proposed to
change this regulation such that fixed-term
appointments apply only to Internationally
Recruited Members of Staff (except the
Secretary-General and Directors).
It is proposed to adjust the contract periods for
Internationally Recruited Members of Staff,
(which are the Assistant Directors) from the
current periods of 2 years + 2 years+ 5 years,
followed by open competition for a further cycle
of 2 years +2 years + 5 years to a one-year
Period of Probation + up to 5 years followed by
renewable periods of up to 5 years at the
discretion of the Secretary-General and the
needs of the Organization. These conditions are
similar to the conditions of employment of
professional staff at the IMO.
The obligation to periodically expose the

positions of professional staff to open
competition is considered unnecessary. It is
proposed that it is more appropriate that as the
chief administrative officer of the Organization,
the Secretary-General should have the discretion
to seek replacement personnel at the end of their
terms of contract to best meet the needs of the

contract renewal beyond 9 years total
employment, the incumbents must compete
against other candidates, if any. (See also
V.3). Any new contract offered under this
Regulation shall recognize the seniority of the
incumbent. The conditions of the Staff
Regulations in force at that time shall apply in
all other aspects.
10 5.9.2
Indeterminate appointment Locally Recruited

Members of Staff
(a

Probation, Locally Recruited Members of
Staff may be granted Aan indeterminate
appointment shall being an appointment
without limit of time.
(b.)
An indeterminate appointment may be granted

to a Category B and or C Staff Members on
completion of the initial fixed-term
appointment of 2 years.

Organization at the time.
5.9.2 Locally Recruited Members of Staff

Probation, Locally Recruited Members of Staff may
be granted an indeterminate appointment being an
appointment without limit of time.
-68-
V.11 5.10 Progression

Members of Staff
of
Appointed
(a.) 5.10.1 Period of Probation.

Permanent appointments Members of Staff other
than the Secretary-General and Directors are subject
to a pPeriod of pProbation of one year. This The
pPeriod of Probation shall normally be 12 months,
however, may, however, be shortened by a decision
of in exceptional cases the Directing Committee
Secretary-General may extend the Period of
Probation by a further period of no more but in no
case shall such an appointment be confirmed in less
than six 12 months.
(b.) 5.10.2 Initial salary
(b)a.
b.
c.
5.10 Progression of Members of Staff

5.10.1
Period of Probation
Permanent Members of Staff other than the SecretaryGeneral and Directors are subject to a Period of
Probation. The Period of Probation shall normally be
12 months; however, in exceptional cases the
Secretary-General may extend the Period of Probation
by a further period of no more than 12 months.
5.10.2
Initial salary. At the time of appointment of a

Member of Staff, the Directing Committee
Secretary-General shall fix set the initial
salary step in the salary scale relevant band in
the appropriate category for the Staff Member
salary progression tables in Annex D. On
successful completion of the probationary
period, the Directing Committee shall fix the
permanent starting step in the salary scale for
the Staff Member.
a.
For all Members of Staff appointed before

[insert effective date of these Staff
Regulations], Tables 1A, 2A or 3A in Annex
D will apply. These Tables do not include a
starting and end point for the salary
progression of the Members of Staff.
b.
For all Members of Staff appointed, re-
c.
Initial salary
At the time of appointment of a Member of
Staff, the Secretary-General shall set the initial
salary step in the relevant band in the salary
progression tables in Annex D.

The proposed amendment to this regulation
provides more detail on the duration of the
Period of Probation and provides discretion for
the Secretary-General in circumstances where
further observation is warranted before deciding
to confirm a permanent position or not.
Until now, there have been no ceilings placed on

salary progression in the IHO. Salaries have
therefore progressively increased throughout the
working lives of Members of Staff. In addition,
accelerated promotion has been used to
reward exceptional performance. This distorts
the salary differentials between Members of
Staff.
The proposed changes in this regulation
introduce the concept of salary bands and a
starting and end point for the indices for salary
progression in each of those salary bands.
will apply. These Tables do not include a

starting and end point for the salary progression
of the Members of Staff.
Regulations 5.10.2, 3 and 4 are based on

concepts proposed by the first epoch SRWG.
The salary progression ceilings are based on the
corresponding ceilings adopted by the UN
Common System and the Monaco Civil Service
and are intended to overcome the shortcomings
that have been described above.
For all Members of Staff appointed, re-elected,
The strict adoption of the ICSC salary
For all Members of Staff appointed before
[insert effective date of these Staff

Regulations], Tables 1A, 2A or 3A in Annex D
-69-
elected, re-classified or subject to a new

contract of employment after [insert effective
date of these Staff Regulations], Tables 1B, 2B
or 3B in Annex D will apply. These Tables
include a starting and end point for the indices
for salary progression for the employment
levels against which a Member of Staff is
appointed.
d.
For Internationally Recruited Members of

Staff recruited after [insert effective date of
these Staff Regulations] the initial step on the
relevant salary progression table will be at the
level of zero seniority.
e.
For Locally Recruited Members of Staff

including Translators, the initial step in the
relevant salary band may be set above the
starting step to recognize previous experience
and additional relevant qualifications.
f.
g.
On successful completion of the Period of

Probation, the Secretary-General may readjust the seniority of a Locally Recruited
Member of Staff based on their demonstrated
performance during the Period of Probation.
The starting point for Internationally
Recruited Members of Staff and Translators is
based on the net dependent published in the
relevant ICSC salary bands, adjusted for
Monaco. A comparison between the salaries
based on the adjusted ICSC value and the
values obtained from Tables 1B and 2B shall
be made whenever a revised ICSC salary scale
is published.
re-classified or subject to a new contract of

employment after [insert effective date of
these Staff Regulations], Tables 1B, 2B or 3B
in Annex D will apply. These Tables include a
starting and end point for the indices for salary
progression for the employment levels against
which a Member of Staff is appointed.
d.

recruited after [insert effective date of these
Staff Regulations] the initial step on the
relevant salary progression table will be at the
level of zero seniority.
e.
For Locally Recruited Members of Staff

including Translators, the initial step in the
relevant salary band may be set above the
starting step to recognize previous experience
and additional relevant qualifications.
f.
g.
On successful completion of the Period of

Probation, the Secretary-General may re-adjust
the seniority of a Locally Recruited Member of
Staff based on their demonstrated performance
during the Period of Probation.
The starting point for Internationally Recruited
Members of Staff and Translators is based on
the net dependent salaries published in the
relevant ICSC salary scales, adjusted for
Monaco. A comparison between the salaries
based on the adjusted ICSC value and the
values obtained from Tables 1B and 2B shall be
made whenever a revised ICSC salary scale is
published.
-70-

progression tables and post adjustments factors
for Internationally Recruited Members of Staff
would result in the value of salaries progressing
approximately three times faster than under the
established IHO mechanism. The rate of salary
progression on the ICSC scale is approximately
2.2% per year (up to step 13), whereas the rate
of salary progression used by the IHO has been
approximately 2.2% every 2 or 3 years,
depending on seniority. After nine years of
service, salaries on the ICSC scales increase by
18%, whereas the increase is only 6% using the
established IHO rates of progression.. For these
reasons, it is proposed to use the base levels
corresponding to the base level values
promulgated by the ICSC but to retain the
established IHO salary progression rates
currently used for Category A personnel.
However, it is not possible to introduce salary
progression ceilings for existing Members of
Staff because they were recruited on the
understanding that there were no salary
progression ceilings. To introduce them now
would, in effect, be the withdrawal of an acquired
right.
Accordingly, the new salary progression tables
(Tables 1B, 2B and 3B) will only apply to new
Members of Staff and to existing Members of
Staff if their existing contracts or terms of office
are renewed at the end of their current terms..
Otherwise, consolidated versions of the existing
tables will continue to apply to existing Members
of Staff until completion of their service.
In accordance with the UN Common System and
the established practice for the elected Directors
(and now Secretary-General) and the selected
Assistant Directors, all Internationally Recruited

h.
i.
j.
In the case of significant differences between

the salary based on the ICSC baseline value
and the salaries derived from the indices in the
tables 1B and 2B shown in Annex D, the
Secretary-General shall seek the endorsement
of the Finance Committee and subsequently
the Member States for any proposed
realignment of the Tables.
The starting point for Locally Recruited
Members of Staff is based on the relevant
salary bands used by the Monaco Civil
Service.
The Secretary-General will
determine the appropriate salary band for each
Locally Recruited position by comparing the
Secretariat position with similar positions or
levels of responsibility in the Monaco Civil
Service. At the midpoint between Assemblies
confirmation shall be sought from the
Government of Monaco that the values
obtained from Table 3B remain comparable
with salary values in the Monaco Civil
Service.
the salaries based on Table 3B and the
comparable values used by the Monaco Civil
Service, the Secretary-General shall seek the
endorsement of the Finance Committee and
subsequently the Member States for any
proposed realignment of the Table.

h.

the salary based on the ICSC baseline value and
the salaries derived from the indices in tables
1B and 2B shown in Annex D, the SecretaryGeneral shall seek the endorsement of the
Finance Committee and subsequently the
Member States via the Council, for any
proposed realignment of the Tables.
i.
The starting point for Locally Recruited

Members of Staff is based on the relevant salary
bands used by the Monaco Civil Service. The
Secretary-General
will
determine
the
appropriate salary band for each Locally
Recruited position by comparing the Secretariat
position with similar positions or levels of
responsibility in the Monaco Civil Service. At
the midpoint between Assemblies confirmation
shall be sought from the Government of
Monaco that the values obtained from Table 3B
remain comparable with salary values in the
j.

the salaries based on Table 3B and the
comparable values used by the Monaco Civil
Service, the Secretary-General shall seek the
endorsement of the Finance Committee and
subsequently the Member States via the
Council, for any proposed realignment of the
Table.
-71-

Members of Staff will continue to join with no
seniority awarded for previous experience.
In accordance with the established practice for
Locally Recruited Members of Staff, seniority
may be awarded to acknowledge previous
experience. This provides the Secretary-General
with more flexibility in order to attract and recruit
the best experienced candidates suitable for the
positions in the Secretariat.
(c)5.10.3
Salary scale.Progression
5.10.3
Salary progression
For each of the Staff categories, there shall be salary

scales showing the indices from which the basic
salary is derived. These scales, together with the
number of years normally to be served in each
step, are shown in the Salary Index Tables I and
II (pages 35-36) reviewed periodically. The
salary scales will be adjusted in accordance with
the evolution of salaries of Civil Servants in
Monaco, and will always be reviewed at the
midpoint between the Conferences and the
results reported to the Conference 6 months
before. They can also be amended by the
Directing Committee in accordance with Article
1.3 of these S.R.
a.
The salaries of Members of Staff shall be

increased progressively to acknowledge their
levels of experience and competence over
time. The value of individual salaries shall
progress according to the relevant salary
progression Tables shown in the Tables in
Annex D to these Regulations. The salary
progression tables show the indices for each
employment level from which the basic salary
is derived.
b.
Following the practices in the UN Common

System and the Monaco Civil Service, as
appropriate, for Members of Staff appointed
or elected after [insert effective date of these
Staff Regulations], the salary progression
tables include ceiling levels, representing the
maximum seniority beyond which there is no
further advancement on the relevant salary
band. The ceiling levels are as follows:
a.
The salaries of Members of Staff shall be

increased progressively to acknowledge their
levels of experience and competence over time.
The value of individual salaries shall progress
according to the relevant salary progression
Tables shown in the Tables in Annex D to these
Regulations. The salary progression tables
show the indices for each employment level
from which the basic salary is derived.
b.
Following the practices in the UN Common

System and the Monaco Civil Service, as
appropriate, for Members of Staff appointed or
elected after [insert effective date of these
Staff Regulations], the salary progression
tables 1B, 2B and 3B include ceiling levels,
representing the maximum seniority beyond
which there is no further advancement on the
relevant salary band. The ceiling levels are as
follows:
-72-
See notes above concerning salary progression
Secretary-General and Directors (based

on UN D-2 and D-1 salary bands)
9 years Seniority
Assistant Directors (based on UN P-4

salary band)
o
16 years Seniority
Translators (based on UN P-1 and P-2

salary bands)
o

(except Translators) (based on the rates
of salary progression in the Monaco Civil
Service)
o
(d)
c
18 years Seniority
Progress salary steps. Ordinarily, a

Advancement from one step to the next higher
step on the relevant salary progression table
shall be automatic, provided the Staff Member
has given evidence of demonstrated
satisfactory service, competence and
performance., but is n Nevertheless,
progression is always subject to the Directing
Committee's decision approval of the
Secretary-General. The Directing Committee
Secretary-General may, depending upon the
particular circumstances for each Staff
Member of Staff, and based upon the written
evaluations of annual Staff performance
assessment reportat the end of each year, act
to accelerate the advancement or to require
further service in the same step prior to
18 years Seniority

(except Translators) (based on the rates of
salary progression in the Monaco Civil
Service)
o
c.
16 years Seniority
Translators (based on UN P-1 and P-2

salary bands)
o
18 years Seniority
9 years Seniority
Assistant Directors (based on UN P-4

salary band)
o
Secretary-General and Directors (based on

UN D-2 and D-1 salary bands)
18 years Seniority
Advancement from one step to the next higher

step on the relevant salary progression table
shall be automatic, provided that the Member of
Staff has demonstrated satisfactory service,
competence and performance. Nevertheless,
progression is always subject to the approval of
the Secretary-General. The Secretary-General
may,
depending
upon
the
particular
circumstances for each Member of Staff, and
based upon the annual staff performance
assessment report, require further service in the
same step prior to advancement.
-73-
advancement.
5.10.4
a.
b.
c.
Exceptional Performance Bonus

The Secretary-General may recognize
outstanding and exceptional performance of
Members of Staff, excluding Directors,
through the award of an Exceptional
Performance Bonus corresponding to the
annual value of one step at the current grade
on the salary progression table of the Member
of Staff.
The award will be limited to no more than
0.5% of the annual salary bill for all Members
of Staff excluding the Secretary-General and
Directors.
The award of such a bonus will be based on
the annual staff performance assessment
reports of Members of Staff together with any
recommendations from the Staff Performance
Assessment Board.
5.10.4
Exceptional Performance Bonus
a.
The
Secretary-General
may
recognize
outstanding and exceptional performance of
Members of Staff, excluding Directors, through
the award of an Exceptional Performance
Bonus corresponding to the annual value of one
step at the current grade on the salary
progression table of the Member of Staff.
b.
The award will be limited to no more than 0.5%

of the annual salary bill for all Members of
Staff excluding the Secretary-General and
Directors.
c.
The award of such a bonus will be based on the

annual staff performance assessment reports of
Members of Staff together with any
recommendations from the Staff Performance
Assessment Board.
Until now, the IHO has used accelerated

promotion as the mechanism for rewarding
particularly good performance. However, using
accelerated promotion to reward good
performance distorts the relative seniority across
the Staff population and has long term impacts
on the IHO salary bill and on pension
contributions. This is because any accelerated
advancement on the salary progression table
has the year-on-year effect of increasing overall
salary for the remainder of the service of a
Member of Staff.
The UN Common System has included the
option of rewarding performance in monetary
terms since 1997 and has recently reconfirmed
its recommendation for replacing accelerated
step increments as an incentive with other cash
or non-cash awards.
The ICSC has
recommended that a bonus of 5% to 10% of
basic salary would be meaningful. This equates
to the annual value of one step at the current
grade on the IHO salary progression tables.
Meanwhile, the Monaco Civil Service continues
to recognize exceptional performance through
accelerated performance, as described above
and currently used in the IHO.
It is therefore proposed to follow the UN
Common System recommendations and the
practices used increasingly by industry and use
performance bonuses rather than accelerated
promotion to recognize exceptional performance
of Members of Staff.
It is proposed that the cost of the award be
limited to no more than 0.5% of the salary bill.
Currently this would be approximately $5000 per
year. This is equivalent to a one-step salary
progression awarded to up to two Members of
-74-
Staff, but without incurring the cumulative cost

and comparative salary distortion effects
explained above. While this regulation is
intended primarily to reward truly exceptional
performance of individuals it also provides the
flexibility for the Secretary-General to make
award to a deserving team, which is currently not
the case using accelerated promotion.
(e) 5.10.5 Exceptional Promotion Reclassification

of Existing Positions
In circumstances where the work value of a position
occupied by a Locally Recruited Member of Staff,
except a Translator, has increased significantly in
relation to a comparable position in the Monaco
Civil Service, The Directing Committee the
Secretary-General, subject to any limitations of the
approved budget, may, in certain circumstances,
exceptionally promote allocate the position at a
higher level on Tables 3B in Annex D. In such
circumstances, the Secretary-General shall re-assign
any incumbent Staff Member of Staff to to an higher
salary step within the same category or from one
category to the next higher category appropriate
seniority level in the higher salary band, taking into
account the experience, competencies and
qualifications of that Member of Staff. All positions
that are reclassified in this way will be subject to the
relevant end point, regardless of the date of original
appointment of the incumbent.
5.10.5 Reclassification of Existing Positions

In circumstances where the work value of a position
occupied by a Locally Recruited Member of Staff, except a
Translator, has increased significantly in relation to a
comparable position in the Monaco Civil Service, the
Secretary-General, subject to any limitations of the approved
budget, may allocate the position at a higher level on Table
3B in Annex D. In such circumstances, the SecretaryGeneral shall re-assign any incumbent Member of Staff to an
appropriate seniority level in the higher salary band, taking
into account the experience, competencies and qualifications
of that Member of Staff. All positions that are reclassified in
this way will be subject to the relevant end point, regardless
of the date of original appointment of the incumbent.
-75-
This regulation describes a mechanism that has

always existed. The proposed amendments are
intended to describe the purpose and the scope
more clearly.
(f) 5.11
Efficiency
Assessment.
Reports
Staff
Performance
5.11.1 An efficiency annual staff performance

assessment report for each Staff Member of
Staff other than the Secretary-General and
Directors will be prepared at the end of each
Calendar yYear. In the case of Category A
Staff Managerial Members of Staff, the
reports shall be written by the SecretaryGeneral in consultation with the Directors
concerned.
The Efficiency Report The staff performance
assessment reports shall be drafted for on each
Category B and C Staff Member nonManagerial Members of Staff shall be made
compiled by a Promotion Advisory Staff
Performance Assessment Board on a Staff
Member, the Promotion Advisory Board
consisting of the Professional Assistants
Managerial Members of Staff and with input,
if necessary as appropriate, from any
supervising the Category B Staff nonManagerial Member of Staff responsible for
the person concerned.
following the
Organization Diagram of the IHB. In drafting
the reports, language allowance assessments
should be considered in accordance with
Regulation
4.2.2.2.b
Advancement
recommendations should be considered in
accordance with Regulation 5.11.2. These
draft reports, together with supplementary
comments and any recommendations, if any,
shall be submitted to the Directing Committee
Secretary-General by the end of the Calendar
Year. The Secretary-General, in consultation
with the Directors, shall, in January of each
5.11 Staff Performance Assessment

5.11.1 An annual staff performance assessment report
for each Member of Staff other than the
Secretary-General and Directors will be
prepared at the end of each Calendar Year. In
the case of Managerial Members of Staff, the
reports shall be written by the SecretaryGeneral in consultation with the Directors
concerned.
The staff performance assessment reports for

non-Managerial Members of Staff shall be
compiled by a Staff Performance Assessment
Board, the Staff Performance Assessment
Board consisting of the Managerial Members of
Staff with input, as appropriate, from any
supervising non-Managerial Member of Staff
responsible for the person concerned. In
drafting the reports, language allowance
assessments should be considered in accordance
with Regulation 4.2.2.2.b.
Advancement
recommendations should be considered in
accordance with Regulation 5.11.2. The draft
reports, together with supplementary comments
and any recommendations, shall be submitted to
the Secretary-General by the end of the
Calendar Year. The Secretary-General, in
consultation with the Directors, shall, in
January of each Calendar Year, review the draft
reports in order to draw up a final report.
-76-

The proposed revision of this regulation is based

on the procedures currently in place in the
Secretariat.
Calendar Year, review the draft reports in

order to draw up a final report.
(g5.11.2
Efficiency Review. The Directing
Committee shall, in early January of each
year, review all efficiency reports rendered on
Staff Members in order to make a final
evaluation which shall
The annual staff performance assessment report will
be communicated individually to each
employee Member of Staff during an annual
performance review conducted with the
Member of Staff by the Secretary-General or
the relevant Director in the presence of the
supervising Managerial Member of Staff.
Promotion Advancement or other recognition
of the performance of Staff Members of Staff
will be based upon take these final evaluations
reports into account.
(h5.11.3) Appeals concerning Efficiency Reports.
Staff Members of Staff who wish to contest an
adverse
efficiency
staff
performance
assessment report may address an appeal to
the President of the Directing Committee
Secretary-General. (See also XIII Chapter 13).
The proposed revision of this regulation is based

on the procedures currently in place in the
Secretariat.
5.11.2 Efficiency Review. The annual staff

performance assessment report will be
communicated individually to each Member of
Staff during an annual performance review
conducted with the Member of Staff by the
Secretary-General or the relevant Director in
the presence of the supervising Managerial
Member of Staff. Advancement or other
recognition of the performance of Members of
Staff will take the final reports into account.
5.11.3 Appeals concerning Efficiency Reports.

Members of Staff who wish to contest an
adverse staff performance assessment report
may address an appeal to the Secretary-General.
(See also Chapter 13).
-77-

This section is no longer required because there

are no Members of Staff appointed before June
1997 that would be affected.
Annex 1 to Chapter V
- Contracts and Terms of Service for Category A Staff
Appointed before June 1997
Articles V.9 and V.10 of the present Staff Regulations are
not applicable to the Category A Staff appointed before
June 1997.
The articles which apply to these Staff Members are as
follows :
V 5.10
Contracts of employment (former Article
V.9 of April 1993 edition)
(a.)
Contracts of Cat A Staff shall be for two initial

periods of 2 years [including a probationary
period see V. 10 (a)*] and thereafter for at least
one further period of 5 years, subject in each
case to the Directing Committee's discretion as
to the satisfactory performance of the Staff
Member of Staff and of the duties required of
the post at the time of the renewal of the
contract.
(b.)
...
(c.)
At least four months prior to the date of

termination of a contract, the Staff Member of
Staff concerned is to inform the Directing
Committee in writing whether he wishes his
contract to be renewed or not. The Directing
Committee will then inform the employee
whether the contract will be renewed or
whether, for any of the reasons outlined in X.
1.1**, the contract will not be renewed. In the
latter case, Articles X. 1.1 (a), X. 2 and X. 3**
apply.
-78-
*
Paragraph number in April 1993 edition.
Identical to V.11 (a) in the present edition.
**
Paragraph number(s) in April 1993 edition.
Identical to that/those in the present edition.
-79-
CHAPTER VI 6 LEAVE
CHAPTER 6 LEAVE
This regulation should be deleted because it is
unnecessary in the revised version of the Staff
Regulations.
VI.1 Leave - Application

The rules apply to Directors and all Staff unless
specified to the contrary.
VI.2 6.1
Annual Leave
6.1
Annual Leave
6.1.1 All leave is subject to prior approval by the Directing

Committee Secretary-General.
6.1.1 All leave is subject to prior approval by the SecretaryGeneral.
6.1.2 The Secretary-General shall ensure that a Director is

can be contacted during all periods when the SecretaryGeneral is on leave or otherwise out of contact.
6.1.2 The Secretary-General shall ensure that a Director can

be contacted by the staff of the Secretariat during all periods
when the Secretary-General is on leave or otherwise out of
contact.
6.1.3 All Members of Staff shall be granted annual and

special leave in accordance with the following rules. All
leave is subject to prior approval by the Directing Committee
6.1.3 All Members of Staff shall be granted annual and

special leave in accordance with the following rules.
-80-
The changes proposed here are primarily


(a.)
Rate. Annual leave shall be granted at

the rate of 2.5 working days for each
calendar month of service (or fraction
thereof pro rata) on a full pay basis.
Annual leave may be taken in units of
days or half days; periods of leave
exceeding ten five days duration should
normally be taken in accordance with the
approved leave schedule prepared with
the object of ensuring the availability of
sufficient Members of sStaff for duty
throughout the Calendar yYear.

a.)
Rate. Annual leave shall be granted at the rate of

2.5 working days for each calendar month of
service (or fraction thereof pro rata) on a full pay
basis. Annual leave may be taken in units of
days or half days; periods of leave exceeding five
days duration should normally be taken in
accordance with the approved leave schedule
prepared with the object of ensuring the
availability of sufficient Members of Staff for
duty throughout the Calendar Year.

Leave under the Monaco Civil Service is accrued
at the rate of 2.75 days per month.
Leave under the UN Common System is accrued
at the rate of 2.5 days per month.
The current rate of accrual of leave in the
secretariat is 2.5 days per month. However, for
more than 80 years, the IHB has been closed
between Christmas and New Year.
This
provides, in effect, an average of three extra
days leave each year. Accordingly, it is
proposed to retain the existing accrual rate of 2.5
days, rather than adopt the Monaco Civil Service
rate of 2.75 days - the annual difference being
the extra three days provided by the IHO over
the closed Christmas period.
Reducing the leave planning requirement from
10 days to 5 days of continuous leave reflects
the current practice in the Secretariat.
-81-

(b.)
VI.3 6.2
Period of application. Annual leave, and

any accumulated compensatory leave in
lieu of overtime, must be taken during the
leave year, meaning the cCalendar yYear
in which it is earned or, at the latest, prior
to 31 January of the following Calendar
yYear. Leave outstanding after that date
shall be forfeited.
In exceptional
circumstances, Members of Staff may
apply to the Directing Committee
Secretary-General no later than the end of
October may authorize a Staff Member to
carry forward up to fifteen days of his
their annual leave to the following
Calendar yYear or to have an advance of
annual leave up to a maximum of fifteen
days.
Special Leave
Special Leave shall be granted as follows:
b.
6.2
Period of application. Annual leave, and any

accumulated compensatory leave in lieu of
overtime, must be taken during the leave year,
meaning the Calendar Year in which it is earned
or, at the latest, prior to 31 January of the
following Calendar Year. Leave outstanding
after that date shall be forfeited. In exceptional
circumstances, Members of Staff may apply to
the Secretary-General no later than the end of
October to carry forward up to fifteen days of
their annual leave to the following Calendar Year
or to have an advance of annual leave up to a
maximum of fifteen days.
Special Leave
Special Leave shall be granted as follows:

The additions to this regulation will assist in
planning the availability and continuity of staff
resources throughout the year
The UN Common System does not provide

specific guidance on special leave, but leaves
the implementation to the head of the relevant
organization to determine.
This leave is now covered by Paternity Leave in
Regulation 6.7
(a) Birth: of a Staff Members child: two working

days for the father (a mother will be granted maternity
leave as provided for in Articles VI. 7 and VII. 5 of
these Regulations).
-82-

(b) a. Marriage and civil partnership:
Member: four working days.
(1)
of a Staff

a.
(1)
Marriage or civil partnership of the

Member of Staff
5 working days
Adoption:
b.
In addition to the leave entitlement under

Regulation 6.8, Members of Staff may be
granted adoption leave with full pay for the
adoption of a child for a period of two days.
(c)
Death:
(1) Death of an immediate relative of a
Member of Staff (defined as husband or wife
Spouse, son or daughter, father, mother,
grandparent, grandchild, brother or sister)
four 3 working days.
(2) Death of other close relatives
1 working day
(at the discretion of the Secretary-General,
taking into account the particular circumstances
and the relationship of the deceased to the
Member of Staff).
In connection with sSpecial lLeave for the death
of an immediate relative, should the Staff
Member of Staff be compelled to travel a
considerable distance to attend the funeral, the
Directing Committee Secretary-General may
grant him them additional travel time.
Marriage or civil partnership of the

Member of Staff
5 working days
These conditions are based on the recognition of

civil partnerships in these Staff Regulations. The
leave rates are based on those applying in the
(2) Marriage or civil partnership of a child of

a Member of Staff 1 working day.
(2) Marriage or civil partnership of a child of

a Member of Staff 1 working day
b.
Marriage and civil partnership:
Adoption:
In addition to the leave entitlement under
Regulation 6.8, Members of Staff may be
granted adoption leave with full pay for the
adoption of a child for a period of two days.
c.
Death:
(1) Death of an immediate relative of a
Member of Staff (Spouse, son or daughter,
father, mother, grandparent, grandchild, brother
or sister)
3 working days.
(2) Death of other close relatives
1 working day
(at the discretion of the Secretary-General,
taking into account the particular circumstances
and the relationship of the deceased to the
Member of Staff).
In connection with Special Leave for the death
of an immediate relative, should the Member of
Staff be compelled to travel a considerable
distance to attend the funeral, the SecretaryGeneral may grant them additional travel time.
-83-
This condition is retained because the Members

of Staff are purposely recruited on a wide
geographical basis.
Leave Travel to Recognized Home Country

Address - Internationally Recruited Members of
Staff
This regulation has been revised to indicate that

it is an entitlement to certain reimbursements of
travel on normal leave to a Recognized Home
Country Address rather than home leave as a
special sort of leave. The regulation now also
more clearly describes the entitlement to the
reimbursement of the associated travel
expenses.
Category A6.3.1 Internationally Recruited

Members of Staff and their Dependent Families
shall be entitled to reimbursement of travel
expenses air or rail fares including transport
costs to and from the airport or railway station,
or the equivalent transport by self-drive vehicle
or other means of transportation, whilst
proceeding to and from their Recognized Home
(see V.7 (b) for the purpose of taking annual
leave, once for every 24 months, after they
have completed 12 months of service (including
probationary service) for the purpose of taking
leave at their Recognized Home Country
Address.
6.3.1 Internationally Recruited Members of Staff and

their Dependent Families shall be entitled to
reimbursement of air or rail fares including
transport costs to and from the airport or
railway station, or the equivalent transport by
self-drive vehicle or other means of
transportation, for every 24 months of service
(including any probationary service), for the
purpose of taking leave at their Recognized
Home Country Address.
Reference to Regulation V.7(b) has been deleted

because it was invalid in the previous version.
(6.3.2)
In exceptional circumstances, the home
leave entitlement to reimbursement of the cost
of travel for the purpose of taking leave at their
Recognized Home Country Address may be
advanced or postponed by up to 12 months
without affecting the due date of the next
entitlement, but in no circumstances may
reimbursement of travel expenses for home
leave be paid until 12 months service
(including any probationary service) have has
been completed.
6.3.2 In exceptional circumstances, the entitlement to

reimbursement of the cost of travel for the
purpose of taking leave at their Recognized
Home Country Address may be advanced by or
postponed by up to 12 months without affecting
the due date of the next entitlement, but in no
circumstances may reimbursement be paid until
12 months service (including any probationary
service) has been completed.

VI.4 6.3 Home Leave Travel to Recognized Home

Country Address - Category A Internationally Recruited
Members of Staff
6.3
VI.4.1 Category A
(a)
-84-
The cost of travel to and from airports or railway

stations has always been included in
reimbursement by the IHO and is also part of the
UN Common System conditions.

(c.)
Reimbursement of travel expenses for home

leave of a dependent family, spouse and/or
children, will be authorized once in every 24
months, after the Category A Staff Member
concerned has completed 12 months service
(including probationary service) provided it
coincides with the Category A Staff Members
home leave and its timing is reasonably close in
relation to travel authorized in regulation a
above.
(d)
Travelling time by the quickest route will be

admissible in conjunction with home leave.
(e)6.3.3
Reimbursement of the cost of travel
expenses of the an Category A Internationally
Recruited Staff Member of Staff and/or his their
dDependent fFamily shall be limited to
economy class air travel or first class rail travel.
If a personal automobile self-drive vehicle, or
other means of transportation means are used,
Article VIII Regulation 8.1.3 applies.

These regulations should be deleted because
travelling time has no relevance in relation to the
regulations governing the reimbursement of
travel costs for leave travel to a recognized home
country address.
6.3.3 Reimbursement of the cost of travel of an

and/or their Dependent Family shall be limited
to economy class air travel or first class rail
travel. If a self-drive vehicle, or other means of
transportation are used, Regulation 8.1.3
applies.
-85-

This regulation is no longer required because the

Secretary-General and the Directors will be
subject to the Regulations 6.3.1, 6.3.2 and 6.3.3
covering Internationally Recruited Members of
Staff.
VI.4.2Directors
Directors and their dependent families shall be entitled
to reimbursement of travel expenses once in every 24
months after they have completed 12 months in
service whilst proceeding to and from their recognized
home for the purpose of taking annual leave, or they
may travel to some other place provided that in no
case the cost is higher than the cost of economy air
travel from their Recognized Home. If rail is used,
first class train fares may be used. If he and/or his
dependent family travel by personal automobile,or
other transportation means, Article VIII.1.3 applies.
VI.5 6.4
Leave without pay
Leave without pay not exceeding one month may be granted

by the Directing Committee Secretary-General in
exceptional cases. This would not prejudice the Staff
Members entitlement of the Member of Staff to social
benefits nor will it constitute a break in service. A Staff
Member of Staff on leave without pay shall be required to
make his their full contribution to the Internal Retirement
Fund or the personalized retirement plan based on his their
last months salary.
6.4
Leave without pay
Leave without pay not exceeding one month may be granted

by the Secretary-General in exceptional cases. This would
not prejudice the entitlement of the Member of Staff to social
benefits nor will it constitute a break in service. A Member
of Staff on leave without pay shall be required to make their
full contribution to the Internal Retirement Fund or the
personalized retirement plan based on their last months
salary.
-86-


VI.6 6.5
Sick Leave
6.5.1 A Staff Member of Staff who is medically unfit for

work shall be entitled to sick leave under the following
conditions:(a.)
No Staff Member of Staff shall absent himself

themselves from work for more than two three
consecutive days without sending to the Bureau
a medical certificate (non-certified sick leave)
signed by a qualified medical practitioner. Any
Member of Staff may take up to a total of seven
days of non-certified sick leave within one
leave year; any additional sick leave must be
supported by a medical certificate or deducted
from annual leave, or charged as special leave
without pay.
b.

6.5
Sick Leave
6.5.1 A Member of Staff who is medically unfit for work

shall be entitled to sick leave under the following conditions:
a.
No Member of Staff shall absent themselves

from work for more than three consecutive days
without a medical certificate (non-certified sick
leave). Any Member of Staff may take up to a
total of seven days of non-certified sick leave
within one leave year; any additional sick leave
must be supported by a medical certificate or
deducted from annual leave, or charged as
special leave without pay.
Members of Staff shall be responsible for

informing their supervisors as soon as possible
of absences due to illness or injury.
b.
Members of Staff shall be responsible for

informing their supervisors as soon as possible
of absences due to illness or injury.
(b) c. On expiry of the period covered by the medical

certificate the Staff a Member of Staff must
return to duty or send to the Bureau Secretariat
a further medical certificate extending the
period of absence.
c.
On expiry of the period covered by the medical

certificate a Member of Staff must return to duty
or send to the Secretariat a further medical
certificate extending the period of absence.
d.
d.
A Probationary Member of Staff shall be

granted sick leave credit at full pay at the rate of
two working days per month of service. After
all their sick leave credits have been used, they
will be placed on half pay for no longer than
three months after which the contract is
terminated in accordance with Regulation
10.3.3 (6). In the case of sick leave exceeding
A Probationary Member of Staff shall be

granted sick leave credit at full pay at the rate of
two working days per month of service. After
all their sick leave credits have been used, they
will be placed on half pay for no longer than
three months after which the contract is
terminated in accordance with Regulation
10.3.3 (6). In the case of sick leave exceeding
-87-

Minor updates are proposed for this regulation to
continue to align it with the current conditions
applicable in the Monaco Civil Service. As is
currently the case, the regulation will continue to
apply to both Internationally and Locally

It is proposed to introduce sick leave

entitlements for Probationary Members of Staff.
Three months at half pay is proposed. This is
not as generous as for Permanent Members of
Staff.
15 days, the Period of Probation shall be

extended by the period of sick leave taken.
15 days, the Period of Probation shall be

extended by the period of sick leave taken.
(1) A maximum of three months sick leave
shall be granted at full salary during any period
of twelve consecutive months. Beyond this
period, but not exceeding three years, a Staff
Member on sick leave will be placed on half
pay.

(2) When a Member of Staff is affected by a

medical condition which requires lengthy and
expensive treatment and is on the official list
maintained by the Government of Monaco, then
the member of staff may be granted sick leave
on full salary for no more than 12 months
before reverting to half pay for a maximum of
two more years.
(2) When a Member of Staff is affected by a

medical condition which requires lengthy and
expensive treatment and is on the official list
maintained by the Government of Monaco, then
the member of staff may be granted sick leave
on full salary for no more than 12 months
before reverting to half salary for a maximum of
two more years.
These proposed regulations updates reflect the

current conditions that apply in the Monaco Civil
Service.
(3) When the medical condition is

tuberculosis, cancer, mental disease or neuromuscular disease a Member of Staff may be
granted sick leave of periods up to one year at a
time on full salary for no more than a maximum
of three years, followed by no more than two
years on half salary.
(3) When the medical condition is

tuberculosis, cancer, mental disease or neuromuscular disease a Member of Staff may be
granted sick leave of periods up to one year at a
time on full salary for no more than a maximum
of three years, followed by no more than two
years on half salary.
(c) e. (1) A maximum of three months sick leave

shall be granted at full salary during any period
of twelve consecutive months. Beyond this
period, but not exceeding three years, a Staff
Member on sick leave will be placed on half
pay.
f.
When the entitlement to sick leave has been

exhausted, further certified sick leave shall be
charged to annual leave. When the entitlements
to sick leave and annual leave have been
exhausted, the Member of Staff shall be
separated on medical grounds.
e.
f.
When the entitlement to sick leave has been

exhausted, further certified sick leave shall be
charged to annual leave. When the entitlements
to sick leave and annual leave have been
exhausted, the Member of Staff shall be
separated on medical grounds.
-88-

This regulation is proposed because there is no

similar provision under the Monaco Civil Service.
Monaco Civil Servants that have exhausted all
sick leave, are either redeployed or placed on
retirement rather than compulsorily separated.
This is not feasible given the small number of
employees in the IHO. This proposed regulation

is based on the UN Common system.
(d.) g.
Staff A Members of Staff granted sick
leave may be required by the Secretary-General
at any time to submit a medical certificate as to
their condition or to undergo to an examination
by a medical officer practioner designated
recognized by the Directing Committee CCSS.
If the Secretary-General is satisfied that such is
in the interest both of the Organization and of
the individual, further sick leave may be refused
or a period of sick leave may be required to
enable proper treatment to be undertaken,
provided that, if the Member of Staff so
requests, the matter shall be referred to an
independent practitioner or a medical board
acceptable to both the Secretary-General and
the Member of Staff.
(e)
g.
A Member of Staff may be required by the

Secretary-General at any time to submit a
medical certificate as to their condition or to
undergo examination by a medical practitioner
recognized by the CCSS. If the SecretaryGeneral is satisfied that such is in the interest
both of the Organization and of the individual,
further sick leave may be refused or a period of
sick leave may be required to enable proper
treatment to be undertaken, provided that, if the
Member of Staff so requests, the matter shall be
referred to an independent practitioner or a
medical board acceptable to both the SecretaryGeneral and the Member of Staff.
This proposed regulation clarifies the existing

regulation that provides the opportunity for the
Secretary-General, in the interests of the IHO, to
seek independent verification of the justification
for any sick leave being granted. It is based on
the UN common System.
Sick leave entitlements for temporary employees

are now covered under Regulation 2.5.
Temporary employees will be placed on half

pay as of the fourth day of sick leave and
probationary employees as of the thirtieth day.
In the case of probationary employees the
period of probation shall be extended by the
amount of sick leave taken if such leave has
exceeded 15 days.
-89-
h.
Whilst on sick leave a Member of Staff shall

not leave Monaco or the surrounding district of
Alpes-Maritimes without the prior approval of
the Secretary-General.
h.
Whilst on sick leave a Member of Staff shall

not leave Monaco or the surrounding district of
Alpes-Maritimes without the prior approval of
the Secretary-General.
These conditions are based on the social

benefits conditions applicable in Monaco.
i.
Sick leave shall be counted as a period of

service for the purposes of the accrual of annual
leave and eligibility for the annual bonus.
i.
Sick leave shall be counted as a period of

service for the purposes of the accrual of annual
leave and eligibility for the annual bonus.
These conditions are based on those applicable

in the Monaco Civil Service.
VI.7 6.6
Maternity Leave (see also VII.5)
Maternity leave shall be granted to Members of Staff. on full

pay as follows:.
a.
b.
c.
d.
first or second birth

third or more birth
twin birth
multiple birth
6.6
Maternity Leave
Maternity leave shall be granted to Members of Staff on full

pay as follows:
16 weeks
26 weeks
34 weeks
46 weeks
a.
b.
c.
d.
First or second birth

Third or more birth
Twin birth
Multiple birth
Maternity leave is not considered as sick leave.
6.7
6.7
Paternity Leave
Paternity Leave
Paternity leave shall be granted to Members of Staff at

90% of the salary of the last 12 months, as follows:
Paternity leave shall be granted to Members of Staff at

90% of the salary of the last 12 months, as follows:
a.
Single birth
12 calendar days
a.
Single birth
12 calendar days
b.
Multiple birth
19 calendar days
b.
Multiple birth
19 calendar days
Adoption Leave
Members of Staff may be granted adoption leave with
full pay for a period of eight weeks for one child, ten
weeks for multiple adoption or if there are already
children in the family.
6.8
Adoption Leave
Members of Staff may be granted adoption leave with
full pay for a period of eight weeks for one child, ten
weeks for multiple adoption or if there are already
children in the family.
-90-
The reference to VII.5 should be deleted. It has

no purpose.
The maternity leave arrangements reflect those
in force for the Monaco Civil Service.
16 weeks
26 weeks
34 weeks
46 weeks
Maternity leave is not considered as sick leave.
6.8
Paternity Leave is not recognized in the UN

Common System.
These conditions are based on those applying in
the Monaco Civil Service.
Adoption Leave is not recognized in the UN

Common System.
The conditions for adoption leave are based on
those applying in the Monaco Civil Service.
CHAPTER VII 7- SOCIAL SECURITY MEDICAL

AND DISABILITY ARRANGEMENTS
VII 7.1
Preamble Social Security Cover
The Bureau runs its own Social Security scheme IHO

provides social security cover for illness, accident, injury,
maternity, invalidity and death benefits for the welfare of its
active and retired Members of Staff in accordance with the
conditions set out in these Staff Regulations, including
Directors, which conforms to . The entitlements are based,
in general, on the provisions applying to the permanent Civil
Servants of the Principality of Monaco.
VII 7.2
CHAPTER 7 - MEDICAL AND DISABILITY

ARRANGEMENTS
7.1
Social Security Cover
The IHO provides social security cover for illness, accident,

injury, maternity, invalidity and death benefits for its active
and retired Members of Staff in accordance with the
conditions set out in these Staff Regulations.
The
entitlements are based, in general, on the provisions applying
to the permanent Civil Servants of the Principality of
Monaco.

The UN relies, in effect, on a commercial
insurance scheme in order to meet its social
security obligations. Meanwhile, the Monaco
Civil Service uses the State-based insurance
scheme in order to meet its social security
obligations. The IHO is unable to join either the
UN or the Monaco schemes because of the
small number of personnel involved and the
ongoing liability that it has for its retirees.
The IHO therefore has always operated a selffunded medical and disability scheme. In order
to maintain equality and to simplify
administration, the conditions for the IHO
benefits have always been based on the
entitlements of the Monaco Civil Service for all
Members of Staff, including Internationally
This regulation is no longer required. Its purpose
is covered by the preceding regulation.
Adherence to Monaco Conditions
Staff Member in service, or retired, as well as their

dependent family, shall be granted by the Bureau as regards
social security - and especially in the case of illness,
accident, injury, maternity, invalidity or death -social
benefits at least equivalent to those provided by the laws of
Monaco provided that the Staff Members fulfil the
conditions of such laws.
These regulations should be deleted because

they are unnecessary and superseded by the
revisions in this edition of the Staff Regulations.
VII.4 Sick Leave (see VI.6)

VII.5 Maternity Leave (see V I.7)
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VII.6 7.2
Social Medical Benefits
Concerning reimbursement of medical expenses, the

following rules apply:
(a.)
Directors and Staff Members of Staff in service

will be reimbursed the cost of medical claims
incurred by themselves and their dependent
families on the basis of the CCSS scheme for
that applies to the Monaco Civil Serviceants of
the Principality of Monaco.
(b.)
In the case of temporary employees,

reimbursement of medical care charges shall be
made in accordance with the C.C.S.S. rules if
the employee has completed 120 hours' service
in the Bureau.
b.
The rate of reimbursement shall be 100% of the

basic CCSS (green card) rate for a Member of
Staff and 80% reimbursement for their
Dependent Spouse and Dependent Children.

7.2
Medical Benefits
Concerning reimbursement of medical expenses, the

following rules apply:
a.
Members of Staff in service will be reimbursed

the cost of medical claims incurred by themselves
and their dependent families on the basis of the
CCSS scheme that applies to the Monaco Civil
Service.

These conditions are based on those applying in
the Monaco Civil Service.
The rates of reimbursement are included in this
regulation for clarification. They have been in
use at the Secretariat since the CCSS was
introduced in Monaco in 1944.
This regulation is not required.

Temporary Members of Staff are subject to the
Monaco employment regulations. In the case of
the Temporary Members of Staff employed at the
secretariat, this is achieved by employing staff
via a commercial hiring agency.
b.
The rate of reimbursement shall be 100% of the

basic CCSS (green card) rate for a Member of
Staff and 80% reimbursement for their
Dependent Spouse and Dependent Children.
-92-
These proposed new regulations reflect the longstanding practices in the IHO.

VII 7.3
c.
VII.7 7.3
Contestation
Any contestation of a medical or administrative
nature, including any possible abuse, shall be
reported to t The ruling of the Administration
and medical authorities of the C.C.S.S CCSS.,
in order to obtain a suitable decision is sought
in all cases where the rate of reimbursement is
unclear or disputed by a Member of Staff.
Medical Benefits following Retirement
7.3.1 Directors who continue to reside in Monaco or

France on completion of their term of service, and r
Locally Recruited etired Staff Members of Staff who:
(1)
c.
7.3
The ruling of the Administration and medical

authorities of the CCSS is sought in all cases
where the rate of reimbursement is unclear or
disputed by a Member of Staff.
Medical Benefits following Retirement

7.3.1 Locally Recruited Members of Staff who:
have reached retirement age, and
(2) live in Monaco or France (excluding all

other countries), and
(1)
(2)
live in Monaco or France, and
(3)
retire immediately following service, and
(3)
(4)
have completed at least ten years

service,
(4)

service,
shall be entitled to the above-mentioned medical

benefits described in Regulation 7.2 on behalf of
themselves and their dependent families Spouse and
dependent Children.
shall be entitled to the medical benefits

described in Regulation 7.2 on behalf of
themselves and their Dependent Spouse and
Dependent Children.

This editorial adjustment reflects the longstanding practice in the IHO.
Locally Recruited Members of Staff, because of

their employment in the IHO and the tax exempt
status of their salaries in Monaco and France,
are ineligible to contribute to the national social
security schemes of those countries. Therefore
when these employees retire the IHO continues
to provide medical cover since they cannot claim
against a national scheme to which they have
not contributed.
Previously, the conditions of this regulation were
extended to Internationally Recruited Members
of Staff that continued to reside in Monaco or
France upon retirement. Such conditions are not
provided under the UN Common System.
, provided they have completed at least ten

years' service in the Bureau before their
completion of term of service or retirement,
respectively.
7.3.2 Internationally Recruited Members of Staff who
these Staff Regulations] and:

these Staff Regulations] and:
-93-
However, in the case of some existing

Internationally Recruited Members of Staff no
alternative provisions will have been made.
(1)
(1)
(2)
(2)
(3)
(3)
(4)

service,
(4)

service,

Dependent Children.

Dependent Children.
7.3.3. Internationally Recruited Members of Staff who

do not meet all the conditions stipulated in Regulation
7.3.2 are not covered for medical benefits upon their
retirement or completion of service.

do not meet all the conditions stipulated in
Regulation 7.3.2 are not covered for medical
benefits upon their retirement or completion of
service.
-94-

For this reason, it is proposed that the previous
benefit for medical cover upon retirement in
Monaco or France shall continue to apply to
Internationally Recruited Members of Staff that
entered service before these revised Staff
Regulations enter in to force.
Proposed
Regulation 7.3.2 is intended to cover these
personnel.
In the long term, the proposed changes will have
a positive effect on the financial liability of the
IHO.
The UN Common System places the

responsibility on an Internationally Recruited
Member of Staff to make their own arrangements
to cover social security benefits upon their
retirement in whatever country they choose to
retire. This is made clear in the proposed new
Regulation 7.3.3.

VII.8 7.4
Medical Expenses outside Monaco

7.4
Medical Expenses outside Monaco
In the event of medical expenses incurred outside Monaco

and the area of the CCSS Convention, a Staff Member of
Staff and his their dDependent fFamily shall be able to
obtain reimbursement of such expenses as specified in VII. 6
Regulation 7.2 provided on condition that the cost to the IHB
IHO is no more than if the treatment had taken place in
Monaco or the neighbouring area and further, provided and
that he gives they provide all the necessary information in
due time. and, oOn his their return, complies with eventual
verification requirements as mentioned in VI. 6 (d), and
produces they shall produce adequate validation evidence of
expenses incurred to enable a comparison to be made with
the applicable CCSS rates and a reimbursement calculated.
(See VIII 1.6).
In the event of medical expenses incurred outside Monaco, a

Member of Staff and their Dependent Family shall be able to
obtain reimbursement of such expenses as specified in
Regulation 7.2 on condition that the cost to the IHO is no
more than if the treatment had taken place in Monaco, and
that they provide all the necessary information in due time.
On their return, they shall produce adequate evidence of the
expenses incurred to enable a comparison to be made with
the applicable CCSS rates and a reimbursement calculated.
VII.9 7.5
7.5
Injuries and Illnesses contracted at work
Injuries and Illnesses contracted at work
Staff Members of Staff shall be entitled to compensation in

the event of injury and illness attributable to the performance
of their duties, in accordance with the relevant regulations
under the CCSS scheme in force in Monaco.
Members of Staff shall be entitled to compensation in the

event of injury and illness attributable to the performance of
their duties, in accordance with the relevant regulations
under the CCSS scheme.
VII.10 7.6 Occupational Disability
7.6
Any Staff Members of Staff having developed an

occupational disability shall be granted benefits equal to
those granted under relevant local regulations those granted
Members of Staff having developed an occupational

disability shall be granted benefits equal to those granted
Occupational Disability
-95-


this particular regulation. They are clarifications.
These arrangements follow the same principle
used for medical benefits by following the local
CCSS for both Locally and Internationally
this particular regulation. They are clarifications.
These arrangements follow the same principle
VII.11 7.7 Disability Benefits
7.7
Disability Benefit
7.7.1(a)
Any Staff Members of Staff who
becomes incapacitated for further service before
reaching the conditions to receive retirement
benefits (see IX Regulations 9.2 and IX 9.3), on
account of a physical or mental deficiency of a
permanent or long term character, shall be
granted disability benefits either under (b)
Regulation 7.7.2, or those payable under the
local CCSS legislation.
7.7.1
Members of Staff who become incapacitated for

further service before reaching the conditions to
receive retirement benefits (see Regulations 9.2
and 9.3), on account of a physical or mental
deficiency of a permanent or long term
character, shall be granted disability benefits
under Regulation 7.7.2.
7.7.2(b)
Any Staff mMembers of Staff,
irrespective of the retirement scheme to which
he they contributes, and those who are eligible
but does not wish to draw the lump-sum benefit
referred to in Annex A E regarding Retirement
Benefits (A.4), shall be entitled, and so long as
the disability continues, to a disability benefit
equal to 1/55 of his final average salary over the
past 12 months multiplied by the number of
years' service (not exceeding 35), which in no
case shall be less than 1/3 of his final salary a
disability benefit equal to that granted under the
CCSS scheme. A disability benefit becomes
payable only when the Staff Member of Staff
has exhausted all sick leave on full or half pay
as laid down in these Regulations. Such Staff A
Member of Staff shall not be entitled to draw
simultaneously a retirement pension and a
disability pension, but he they shall be entitled
to choose the most advantageous one.
7.7.2
Members of Staff, irrespective of the retirement

scheme to which they contribute, and those who
are eligible but do not wish to draw the lumpsum benefit referred to in Annex E regarding
Retirement Benefits (A.4), shall be entitled, and
so long as the disability continues, to a
disability benefit equal to that granted under the
CCSS scheme. A disability benefit becomes
payable only when the Member of Staff has
exhausted all sick leave on full or half pay as
laid down in these Regulations. A Member of
Staff shall not be entitled to draw
simultaneously a retirement pension and a
disability pension, but they shall be entitled to
choose the most advantageous one.
-96-

The levels of payment described in Regulation
7.7.2 are similar to those provided by the CCSS.
Including a choice of either the IHO value
described in Regulation 7.7.2 or the CCSS value
(which may change from time to time) is
ambiguous and unpredictable. For this reason, it
is proposed to remove the option to choose the
CCSS value.
The proposed changes follow the same principle

Recruited Members of Staff. Following the
CCSS entitlements provides rates for partial as
well as full disability. This is not included in the
current Staff Regulations and is therefore open
to interpretation. The rates for full disability
under the CCSS are similar to those reflected in
the existing Regulation.
7.8
Death Benefits
In the event of the death of a Member of Staff the
designated beneficiary will receive the benefits
provided under the IRF or the relevant personalized
retirement plan, as applicable.
-97-

This Regulation is being introduced to provide
clarification on the benefit that would be
applicable.
CHAPTER VIII 8 - TRAVEL AND REMOVAL

EXPENSES
CHAPTER 8 - TRAVEL AND REMOVAL EXPENSES
VIII 8.1
Travelling Expenses on Official Business
VIII 8.1.1 Authority

The Directing Committee Secretary-General provides
the authority for Directors and Staff Members of Staff
to travel on the Organization's official IHO business.
VIII 8.1.2 Expenses covered

Travelling expenses shall include the cost of travel,
local transportation, incidental expenses and a per
diem daily subsistence allowance paid in accordance
with the scheduled UN rates for the places visited.
8.1
Travelling Expenses on Official Business
8.1.1
Authority
The Secretary-General provides the authority for

Members of Staff to travel on official IHO business.
8.1.2
Expenses covered
Travelling expenses shall include the cost of travel,

local transportation, incidental expenses and a daily
subsistence allowance paid in accordance with the
scheduled UN rates for the places visited.
-98-

VIII 8.1.3 Classes of Travel methods permissible
8.1.3 Classes of Travel
(a) a. Air. Air travel
a.
Air
(1) For journeys where the cumulative flying

time (not to include time on the ground) to a
destination is less than eight hours by the most
direct route, travel will normally be by economy
class.; however, All air travel for missions
within Europe will be by economy class
regardless of the duration of the journey.f
(1) For journeys where the cumulative flying

time (not to include time on the ground) to a
destination is less than eight hours by the most
direct route, travel will be by economy class.
All air travel for missions within Europe will be
by economy class regardless of the duration of
the journey.
(2) For long missions to destinations outside

Europe where the cumulative flying time (not to
include time on the ground) to a destination is
more than 8 hours, and/or exceptional cases, the
Directing Committee Secretary-General may
authorize travel may be by business class. For
any flights over eight hours that are
predominantly undertaken in daytime, economy
or premium economy class should be
considered.
(2) For missions to destinations outside

Europe where the cumulative flying time (not to
include time on the ground) to a destination is
more than 8 hours, travel may be by business
class. For any flights over eight hours flying
time that are predominantly undertaken in
daytime, economy or premium economy class
should be considered.
(b) b. Train
Railway.
The
Secretary-General,
Directors and Category A Managerial Members
of Staff travelling by train railway are entitled
to 1st first Cclass fares. All other Staff
Members of Staff are entitled to 2nd second
Cclass fares.
b.
Railway.
The
Secretary-General,
Directors
and
Managerial Members of Staff travelling by
railway are entitled to first class fares. All other
Members of Staff are entitled to second class
fares.
-99-

The classes of travel described in these
proposed changes are comparable with the rules
in the IMO, WMO and IAEA. IMO authorises
business class for travel to destinations outside
Europe, WMO authorises business class travel
for a single flight over 7 hours, IAEA authorises
business class travel for journeys over 7 hours.
The proposed rules shown in this revised
regulation are based on those that have been in
place at the IHO Secretariat since 2005 when the
then Directing Committee issued implementation
guidance which aligned them with the IMO.


(c) c. Personal Self-drive Automobile Vehicle or
other means of Transportation

c.
Means.Directors and all Staff Members of Staff

may travel by personal automobile self-drive
vehicle and will be authorized to do so on the
express condition that the automobile vehicle is
covered by an insurance policy against all risks
of accident, the consequences of which might in
any way involve a responsibility for the Bureau
IHO. In such casesWhen travel is authorised, a
mileage allowance, based on the mileage rates
published by the French Fiscal Authorities, for
the direct route will be paid. at rates given in the
current "Staff Memo on the subject. The
necessary road, bridge and tunnel tolls and ferry
charges shall also be reimbursed.
Other
transportation means may be permitted on
subject to the approval of the Directing
or
other
means
of
Members of Staff may travel by self-drive

vehicle and will be authorized to do so on the
express condition that the vehicle is covered by
an insurance policy against all risks of accident,
the consequences of which might in any way
involve a responsibility for the IHO. When
travel is authorised, a mileage allowance, based
on the mileage rates published by the French
Fiscal Authorities, for the direct route will be
paid. The necessary road, bridge and tunnel
tolls and ferry charges shall also be reimbursed.
Other transportation means may be permitted
subject to the approval of the Secretary-General.
a.
They are less generous than the rules that they

replace.
Travel time shall be the time for a journey by

the route, mode of transportation and class
prescribed by the Directing Committee. Travel
time shall be included in the calculation of the
daily subsistence allowance where this is
payable under these rules:
For
journeys
not
involving
overnight

These revised rules are based on the UN

Common System.
8.1.4 Calculation of Daily Subsistence Allowance
Daily Subsistence Allowance

(a)

The amount of a claim for travel by self-drive

vehicle or by other means shall not exceed the
cost of an economy class air fare for the route
travelled.
The amount of the a claim for travel by personal selfdrive automobile vehicle or alternative by other means
shall not exceed the cost of an economy class air fare
for the route travelled.
VIII 8.1.4 Travel Time on Official Business Calculation of
Self-drive Vehicle
Transportation
Previously, subsistence allowance was paid for

significant periods of the time spent in air travel,
where no expenses were incurred.
a.
For
journeys
-100-
not
involving
overnight
Under these revised rules, the total subsistence

paid on intercontinental travel will be reduced by
accommodation, the calculation of the daily

subsistence allowance, shall be as follows:

(1)
For return journeys from Monaco and its

environs of less than ten hours duration,
no daily subsistence allowance shall be
payable.
(1)

environs of less than ten hours duration,
no daily subsistence allowance shall be
payable.
(2)

environs of more than ten hours duration
not involving overnight accommodation,
40% of the ICSC daily subsistence
allowance for the destination shall be
payable.
(2)

environs of more than ten hours duration
not involving overnight accommodation,
40% of the ICSC daily subsistence
payable.
(3)
For journeys by air or railway, the

duration of a journey shall be calculated
from the scheduled time of departure
from Nice airport or main reailway
station to the time of actual arrival back
at Nice airport or main railway station, as
appropriate.
(3)
For journeys by air or railway, the

from the scheduled time of departure
from Nice airport or main railway station
to the time of actual arrival back at Nice
airport or main railway station, as
appropriate.
(4)
For journeys by road transport, the

from the time of departure from Monaco
or the Normal Residence to the time of
arrival back at Monaco or the Normal
Residence, as applicable.
(4)
For journeys by road transport, the

from the time of departure from Monaco
or the Normal Residence to the time of
arrival back at Monaco or the Normal
Residence, as applicable.
b.
For
journeys
involving
overnight
(1)
the full ICSC daily subsistence allowance

for the destination shall be applicable on
the day of arrival and each day in the
b.
For
journeys
involving
overnight
(1)
The full ICSC daily subsistence

applicable on the day of arrival and each
-101-

between half a day and one day.
locality, but not for the day of departure.

This payment applies regardless of the
time of arrival or departure.
(2)
(3)
(b)
in the case of missions or travel involving

overnight stops in intermediate locations,
the rules in paragraph 8.1.4.b.(1) still
apply. In other words, no payment will
be made on the date of departure from a
place, but payment will be made for the
next overnight stop commencing on the
date of arrival at that stop.
No daily subsistence allowance will be
payable for any days on which Members
of Staff are authorised to take leave while
on mission.
day in the locality, but not for the day of

departure.
This payment applies
regardless of the time of arrival or
departure.
(2)
In the case of missions or travel involving

overnight stops in intermediate locations,
the rules in paragraph 8.1.4.b.(1) still
apply. In other words, no payment will
be made on the date of departure from a
place, but payment will be made for the
next overnight stop commencing on the
date of arrival at that stop.
(3)
No daily subsistence allowance will be

payable for any days on which Members
of Staff are authorised to take leave while
on mission.
This regulation is no longer required given that
long journeys are normally made using business
class air travel.
For long air journeys involving a travel time in

excess of 18 hours, a "stop-over" of up to 24
hours may be authorized.
(c) (4) When travel by private self-drive car
vehicle is authorized in the interests of
the Organization IHO, travel time shall
be computed on the basis a minimum
distance travelled of 500 kilometres in no
more than 9 hours driving time, should be
expected for each day of travel.
(4)
When travel by self-drive vehicle is

authorized in the interests of the IHO, a
minimum distance travelled of 500
kilometres in no more than 9 hours
driving time, should be expected for each
day of travel.
-102-
EU Regulation (EC) 561/2006 concerning

commercial drivers normally allows a maximum
of 9 hours driving per day. A minimum of 45
minutes rest must be taken every 4.5 hours.
The rate of advance of 500 kilometres per day
used in this regulation is based on a normal IHO
working day of 7.5 hours, a meal break, regular
driving breaks and an average speed of 80km/h
VIII 8.1.5 Excess baggage

Whilst travelling on official business, a Staff Member
of Staff may be authorized by the Directing
Committee
Secretary-General
to
receive
reimbursement of excess baggage charges for
documentation, display material and other items
necessary in the discharge of duty on behalf of the
Organization IHO. The quantum of excess baggage
allowable shall be determined by the Directing
VIII.1.6
8.1.5 Excess baggage

Whilst travelling on official business, a Member of
Staff may be authorized by the Secretary-General to
receive reimbursement of excess baggage charges for
documentation, display material and other items
necessary in the discharge of duty on behalf of the
IHO. The quantum of excess baggage allowable shall
be determined by the Secretary-General.

This regulation is not required as it is covered

under Regulation 7.4.
Medical expenses when travelling
In the case of unforeseen medical expenses incurred while

travelling on official business, the IHB will cover all costs,
in accord with and on condition that all the necessary
information required in VII.8 is provided.
-103-

VIII 8.2
Travelling Expenses
Appointment and Separation
VIII 8.2.1.1 Application
when
taking

up
Internationally Recruited
Members of Staff
a.
Recruited Staff Members of Staff and their Dependent
Family shall be entitled to the reimbursement of
certain travel costs involved in taking up their
appointments and, on separation, in returning to their
own countries Recognized Home Country Address
(see Article V.8 about recognized home address) on
the completion of their mandate term of office or
contract, or upon resignation after more than two
years service:
8.2
Expenses when taking up Appointment and on

Separation
8.2.1 Internationally Recruited Members of Staff

a.
Internationally Recruited Members of Staff and
their Dependent Family shall be entitled to the
reimbursement of the following expenses involved in
taking up their appointments and in returning to their
Recognized Home Country Address on the completion
of their term of office or contract, or upon resignation
after more than two years service:
(1)
(1)
travel by economy class air travel, or by

First Class railway travel including
railway station, or the equivalent
transport by self-drive vehicle or other
means of transportation. The amount of
any claim for travel by railway or by selfdrive vehicle or by other means shall not
exceed the cost of an economy class air
fare for the route travelled.
Travel by economy class air travel, or by

First Class railway travel including
railway station, or the equivalent
transport by self-drive vehicle or other
means of transportation. The amount of
any claim for travel by railway or by selfdrive vehicle or by other means shall not
exceed the cost of an economy class air
fare for the route travelled.
(2)
(2)
subsistence as specified in Regulation

8.2.3;
Subsistence as specified in Regulation

8.2.3;
(3)
(3)
removal expenses
Regulation 8.2.5.
Removal expenses
Regulation 8.2.5.
as
specified
in
-104-
as
specified
in
It is proposed to delete the term separation

from the existing regulation to avoid any
inference that repatriation expenses will be paid
in the case of resignation during the initial period
of service.
The relevant travel rules, which are unchanged,
have also been incorporated in this proposed
revision in order to provide consistency and ease
of understanding.

VIII.2.1.2

This regulation can be deleted. The conditions
relating to separation on the grounds of disability
are now covered in Regulation 8.3
Expenses covered
Travel for himself and his dependent family, by any

one of the methods and in the class specified in VIII.
1.3. Subsistence as specified in VIII. 2.3. Removal
expenses as specified in VIII. 2.4.
Directors are entitled to the reimbursement of these
expenses when taking up their appointment as well as
on separation, but only on completion of their mandate
of 5 years, except in the case of becoming
incapacitated as specified in Article 29 of the General
Regulations.
However in the latter case, the entitlement must be
claimed by the last day of the year in which they
complete their term of directorship. Category A Staff
are entitled to reimbursement upon confirmation in the
post.
b.
Should a Member of Staff wish to return to any

other place than the Recognized Home Country
Address, the cost of travel borne by the IHO
shall not exceed the maximum amount that
would have been payable on the basis of return
transportation to the Recognized Home Country
Address.
b.
Should a Member of Staff wish to return to any

other place than the Recognized Home Country
Address, the cost of travel borne by the IHO
shall not exceed the maximum amount that
would have been payable on the basis of return
transportation to the Recognized Home Country
Address.
This new regulation, which reflects existing

practice in the IHO, is the same as the
implementation of the UN Common System used
by the IMO.
c.
The Directing Committee Secretary-General

may decline to pay the cost of travelling
expenses to for a Staff Member of Staff and
their Dependent Family when the Member of
Staff who resigns within twelve months of his
return from home leave at their Recognized
Home Country Address that was funded by the
IHO.
c.
The Secretary-General may decline to pay the

cost of travel for a Member of Staff and their
Dependent Family when the Member of Staff
resigns within twelve months of return from
leave at their Recognized Home Country
Address that was funded by the IHO.

-105-
The proposed revision is intended to improve

understanding.
d.
The IHO shall not pay any repatriation expenses

to a Member of Staff who is dismissed under
disciplinary action.
d.
The IHO shall not pay repatriation expenses to a

Member of Staff who is dismissed under
-106-
This new regulation is intended to make it clear

that the IHO will not pay for the repatriation of a
Member of Staff that is dismissed for disciplinary
reasons.
VIII.2.2 8.2.2
Category B and C Locally Recruited

Members of Staff Entitlement
Category B and C Locally Recruited Members
of Staff shall not normally be entitled to any
travel reimbursement of travel costs when
taking up an appointment in the Bureau
Secretariat. They may however be authorized
by the Directing Committee Secretary-General
to receive reimbursement of travelling expenses
on taking up their appointment when Staff
Locally Recruited Members of Staff are
recruited from outside a radius of 100
kilometres from Monaco or the surrounding
district of Alpes-Maritimes.
The Directing Committee Secretary-General
may also grant to Category B and C Locally
Recruited Members of Staff recruited from
outside a radius of 100 kilometres from Monaco
or the surrounding district of Alpes-Maritimes,
for a period not to exceed 15 days, a reasonable
daily subsistence allowance based on the UN
rate applicable for France intended to cover
their essential living expenses whilst finding a
permanent home.
VIII.2.3 8.2.3
Subsistence Allowance on first

Appointment and on separation - Directors and
Category A
Recruited Members of Staff when taking up
their appointment at the Bureau Secretariat and
who are obliged to take hotel accommodation
whilst making more permanent arrangements,

8.2.2 Locally Recruited Members of Staff
Locally Recruited Members of Staff shall not
normally be entitled to any reimbursement of travel
costs when taking up an appointment in the
Secretariat. They may however be authorized by the
Secretary-General to receive reimbursement of
travelling expenses on taking up their appointment
when Locally Recruited Members of Staff are
recruited from outside Monaco or the surrounding
district of Alpes-Maritimes.

The Secretary-General may also grant to Locally

Recruited Members of Staff recruited from outside
Monaco or the surrounding district of AlpesMaritimes, for a period not to exceed 15 days, a daily
subsistence allowance based on the UN rate
applicable for France intended to cover their living
expenses whilst finding a permanent home.
8.2.3 Subsistence Allowance on first Appointment

Internationally Recruited Members of Staff when taking up
their appointment at the Secretariat and who are obliged to
take hotel accommodation whilst making more permanent
arrangements, will be entitled to receive the UN daily
subsistence allowance for France, for themselves and
accompanying Dependent Family members, the latter being
provided with subsistence at half the rate for the
-107-
The proposed amendments simplify this existing

regulation and indicate that the applicable rates
relate to France, where it is expected that the
Member of Staff will reside, rather than Monaco.

will be entitled to receive in addition to the cost
of their temporary accommodation, a
subsistence allowance, the amount of which is
fixed by the Directing Committee in agreement
with the Chairman of the Finance Committee
the UN daily subsistence allowance for France,
for themselves and accompanying dDependent
fFamily members, the latter being provided
with subsistence at half the rate for the
Directors or Category A Internationally
Recruited Member of Staff Member. The rate of
such subsistence allowance shall be reviewed
and fixed from time to time and promulgated by
Staff Memo.
In no case should the combined cost of their
accommodation and subsistence exceed the UN
"per diem" rate for Monaco.

Internationally Recruited Member of Staff.
The UN daily subsistence allowance for France shall be

available for an initial period of up to 30 days. However, the
Secretary-General may consider extending the period up to a
maximum of another 15 days.
The hotel accommodation and UN daily

subsistence allowance for France shall be
available for an initial period of up to 30 days.
However, if the Directing Committee SecretaryGeneral may consider extending the period up
to a maximum of another 15 days. is satisfied
that reasonable alternative accommodation
could not be found within the first 30 days the
accommodation and allowance costs will be
extended up to a maximum of another 30 days.
In no case should the combined cost of the
accommodation and subsistence exceed the
U.N. per diem rate for Monaco.
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8.2.4 Relocation Allowance
a. Additionally, Directors and Category A
Internationally Recruited Staff Members of
Staff are entitled, upon completion of their
mandate or contract, to a leaving relocation
allowance corresponding to one month's net
salary for 5 years spent at the IHB for a
Director, and at least 4 years in the case of a
Category A Staff Member.
b. The relocation allowance will not be paid
upon resignation of a Member of Staff or a
dismissal under disciplinary action.
c. Relocation allowance will only be paid in
circumstances where the former Member of
Staff is also entitled to reimbursement of travel
expenses and removal costs.

8.2.4 Relocation Allowance
a.
b.
c.
Additionally,
Internationally
Recruited
Members of Staff are entitled, upon completion
of their mandate or contract, to a relocation
allowance corresponding to one month's net
salary.
The relocation allowance will not be paid upon
resignation of a Member of Staff or a dismissal
under disciplinary action.
Relocation allowance will only be paid in
circumstances where the former Member of
Staff is also entitled to reimbursement of travel
expenses and removal costs.

The long established allowance payable by the
IHO is 4 weeks net salary provided after at least
4 years service.
The UN Common System for leaving allowance
provides a leaving allowance based on the
numbers of years service and the net leaving
salary. For a Member of Staff with dependents,
sample allowances are:
6 years service
16 weeks net salary
9 years service
22 weeks net salary
12 or more years service

net salary
28 weeks
The repatriation allowance is only paid to those

former Members of Staff that are repatriated to
their Recognized Home Country Address by the
Organization.
Moving to the UN Common System for the
payment of repatriation allowance would
significantly increase the financial liability on the
IHO Relocation Fund by an average of at least
40,000 per annum. This represents at least a
25% increase on the current cost of relocating
and recruiting a replacement Internationally
Recruited Member of Staff.
It is proposed to retain the current and longestablished IHO rate for the relocation allowance
on the grounds of affordability. Regulation 8.2.4.c
makes it clear that repatriation allowance is only
payable to those former Members of Staff that are
disrupted by a physical relocation.
-109-

VIII.2.4 8.2.5
Removal Expenses
1. a. Directors and Category A Internationally

Recruited Members of Staff Members taking up
permanent appointments and on separation from
the IHB Secretariat after two or more years of
service, in accordance with Regulation 8.2.1,
shall be entitled to the refund of removal
expenses necessarily incurred on initial
appointment (confirmation in post in the case of
Category A Staff) as follows :
a

8.2.5 Removal Expenses
a.

taking up permanent appointments and on
separation from the Secretariat after two or
more years of service, in accordance with
Regulation 8.2.1, shall be entitled to the refund
of removal expenses necessarily incurred on
initial appointment as follows:

The proposed amendment clarifies the

conditions under which goods will be relocated at
the expense of the IHO. It is consistent with the
regulations for the associated travel
reimbursement for relocation.
The removal of personal effects and

household goods on appointment to the
IHB will be from the place of recruitment
and on separation to the recognized as
home for purposes of home leave [See
V.8)].
-110-
This proposed regulation is similar to the existing

regulation and is based on the conditions that
apply under the UN Common System.
(b 2) The maximum weight and volume shall

be 27 measurement tons of 40 cubic feet
each (1080 cubic feet or 30.6 cubic
metres), inclusive of packing crates and
lift van for a Director or a Category A
Staff Member without spouse or
dependent child and 45 measurement tons
(1800 cubic feet or 51 cubic metres) for a
Director or Cat. A Staff Member with a
spouse or dependent child who
accompanies him to Monaco.
b.
For Internationally Recruited Members of

Staff without Dependent Family, the
entitlement shall be 4,890 kg or 33.90
cubic metres, inclusive of packing crates
and lift vans.
For Internationally
Recruited Members of Staff with
Dependent Family who accompany the
Member of Staff to Monaco or the
surrounding area, the entitlement shall be
8,150 kg or 67 cubic metres.
b.

without Dependent Family, the entitlement shall
be 4,890 kg or 33.90 cubic metres, inclusive of
packing crates and lift vans. For Internationally
Recruited Members of Staff with Dependent
Family who accompany the Member of Staff to
Monaco or the surrounding area, the entitlement
shall be 8,150 kg or 67 cubic metres.
(c 3) The personal effects and household goods

effects shall include all effects and goods
normally required for personal or
household use provided that animals,
boats, automobiles, motor cycles and
other power assisted conveyances, shall
not in no case be considered as such
effects and goods.
c.
The personal and household effects shall

include all effects normally required for
personal or household use provided that
animals, boats, automobiles, motor cycles and
other power assisted conveyances, shall not be
considered as such effects.
(d 4) Shipments shall normally be made in one

consignment and by the most economical
means. Reasonable costs of packing,
crating, cartage, and unpacking and
d.
Shipments shall normally be made in one

consignment and by the most economical
means. Reasonable costs of packing, crating,
cartage and unpacking of such shipments within
-111-

uncrating of such shipments within the

limits of the authorized weight or and
volume will be reimbursed. Storage and
demurrage charges shall not be
reimbursed, unless they are directly
incidental to the transportation of the
consignment.
(e 5) The cost of insurance for of personal
effects and household goods effects in
transit (excluding articles of special value
for which premium rates of premium are
charged) shall be reimbursed up to the
cost for maximum valuation in
accordance with the dispositions of the
UN s Common System. The IHB IHO
shall in no case be responsible for loss or
damage.
the limits of the authorized weight or volume

will be reimbursed. Storage and demurrage
charges shall not be reimbursed, unless they are
directly incidental to the transportation of the
consignment.
e.
The cost of insurance for personal and

household effects in transit (excluding articles
of special value for which premium rates are
charged) shall be reimbursed up to the cost for
maximum valuation in accordance with the UN
Common System. The IHO shall in no case be
responsible for loss or damage.
-112-

(f 6) The
Director
or
Category
A
Internationally Recruited Members of
Staff Member shall furnish the IHB
Secretariat, prior to shipment, with an
itemized inventory in duplicate of all
articles, including containers such as
suitcases and the replacement value in
Euros of each article in the shipment.
(g 7) Claims for refund of expenses must be
supported with receipted invoices and
such other documentary evidence as is
necessary to establish the validity and
reasonableness of the expenses incurred.
h.
Should a Member of Staff wish to

relocate to any other place than the
Recognized Home Country Address, the
cost of removal borne by the IHO shall
not exceed the maximum amount that
would have been payable on the basis of
a removal to the Recognized Home
Country Address.

f.

shall furnish the Secretariat, prior to shipment,
with an itemized inventory in duplicate of all
articles, including containers such as suitcases
and the replacement value in Euros of each
article in the shipment.
g.
Claims for refund of expenses must be

supported with receipted invoices and such
other documentary evidence as is necessary to
establish the validity and reasonableness of the
expenses incurred.
h.
Should a Member of Staff wish to relocate to

any other place than the Recognized Home
Country Address, the cost of removal borne by
the IHO shall not exceed the maximum amount
that would have been payable on the basis of a
removal to the Recognized Home Country
Address.
-113-


2.8.2.6
Claims for refund of removal expenses
will not be entertained if:
a.
if removal has not commenced within 6

months two and a half years from the date
of commencement of service in the
Secretariat and 6 months after of
appointment or separation. or,
b.
iIn the case of removal from Monaco

back to the Recognized Home Country
Address, if resignation takes place within
2two years of appointment.
c.
If separation follows dismissal under

8.2.6 Claims for refund of removal expenses will not be

entertained:
a.
If removal has not commenced within two and a

half years from the date of commencement of
service in the Secretariat and 6 months after
separation.
b.
In the case of removal back to the Recognized

Home Country Address, if resignation takes
place within two years of appointment.
c.
If separation follows
-114-
dismissal
under
This proposed revision to the regulation follows

the UN Common System.

VIII.3 8.3 Transportation Repatriation of decedents
Members of Staff and Dependents in case of death or
disability
8.3.1 Following the death of a Staff Member of Staff or of a
dependent member of his immediate their family, the
Organization IHO shall pay for the transportation of
the remains body from the place of death to the Staff
Member's rRecognized hHome Country Address or to
some other place to which the cost of transportation
does not exceed the cost to his recognized home.
These expenses shall include reasonable costs for the
preparation of the remains body.
8.3.23.
In the event of the death or disability of a
Director or Category A an Internationally Recruited
Staff Member of Staff, the cost of travel for his them
and their dependents returning to their rRecognized
hHome Country Address (see V.8) will be reimbursed
together with the cost of transportation of their
personal effects as in (1 Regulation 8.2.5) above.
8.3.3 The
Secretary-General
may
authorize
the
reimbursement of transportation or travel to another
destination than the Recognized Home Country
Address, subject to the cost not exceeding the cost of
transportation or travel to the Recognized Home
Country Address.

8.3
Repatriation of Members of Staff and Dependents

in case of death or disability
8.3.1
Following the death of a Member of Staff or a

dependent member of their family, the IHO shall pay
for the transportation of the body from the place of
death to the Recognized Home Country Address.
These expenses shall include reasonable costs for the
preparation of the body.
8.3.2
In the event of the death or disability of an

Internationally Recruited Member of Staff, the cost
of travel for them and their dependents returning to
their Recognized Home Country Address will be
reimbursed together with the cost of transportation
of their personal effects as in Regulation 8.2.5
above.
8.3.3
The Secretary-General may authorize the

reimbursement of transportation or travel to another
destination than the Recognized Home Country
Address, subject to the cost not exceeding the cost of
transportation or travel to the Recognized Home
Country Address.
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IX 9.1
CHAPTER IX 9 RETIREMENT
CHAPTER 9 RETIREMENT
Preamble
Prior to 1.09. September 1987 all Directors and Members of

Staff contributed to an InternalHB Retirement Fund, details of
which are given in Annex A E. After that date, Directors and
all newly recruited appointed Staff Members of Staff contribute
to personalized retirement plans, as specified in paragraph IX
Regulation 9.3.
9.1
Preamble
Prior to 1 September 1987 all Members of Staff

contributed to an Internal Retirement Fund, details of
which are given in Annex E. After that date, all newly
appointed Members of Staff contribute to personalized
retirement plans, as specified in Regulation 9.3.

The date format in this Regulation has been
changed to avoid ambiguity between dd/mm/yy
and mm/dd/yy.
Under the terms of the Vienna Convention on
Diplomatic Relations - 1961, intergovernmental
organizations, such as the IHO, and their
Members of Staff are able to benefit from
independence from the majority of local State
government regulations.
However, these
exemptions, particularly the exemption from
State taxes and contributions means that those
intergovernmental organizations and their
Members of Staff cannot take advantage of
State social benefit schemes such as medical
cover or unemployment, disability, death and
retirement benefits. For large intergovernmental
organizations, such as the UN, it is possible to
operate their own insurance-based schemes.
The Directing Committee, as part of this review
of the Staff Regulations, has investigated the
possibility of joining either the schemes
applicable to the Civil Service of Monaco or the
UN Common System or other comparable
schemes. In all cases this is not feasible
because of the prohibitive entry requirements
that include such things as the need to belong to
the UN Common System, or the need to buyback previous years of service at prohibitively
high rates, and in no case will these schemes
recognize the existing IHO retirees.
The Directing Committee has approached
various commercially based life, pensions and
medical insurance companies that specialise in
insuring an international client base. However,
these commercial organizations are only
prepared to consider the IHO personnel as a
separate community rather than as part of larger
-116-

general community. The effect is to raise the
risk level on the comparatively small number of
personnel insured and therefore the premiums
required for insurance. In addition, the risks to
the insurers for the existing IHO retirees have
the effect of further increasing the premiums for
any commercial insurance scheme.
As a result, the IHO must continue to operate its
own social benefit schemes for Members of
Staff in order to provide benefits comparable
with the schemes of the UN Common System or
Monaco Civil Service, as appropriate.
-117-

IX 9.2
Retirement Age and Term

9.2
Retirement Age
9.2.1 Retiring Age means the age of 65 years apart from the
exceptions given in IX.3 The minimum qualifying service for a
pension from the IHB Retirement Fund is fixed at ten years.
Internationally Recruited Members of Staff. The
mandatory age of retirement for Internationally Recruited
Members of Staff (except the Secretary-General and
Directors) shall be the applicable mandatory age of
retirement promulgated by the ICSC at the time of
retirement of the Internationally Recruited Member of
Staff.
9.2.2 Locally Recruited Members of Staff.
9.2.1 Internationally Recruited Members of Staff. The

mandatory age of retirement for Internationally
Recruited Members of Staff (except the SecretaryGeneral and Directors) shall be the applicable
mandatory age of retirement promulgated by the
ICSC at the time of retirement of the Internationally
Recruited Member of Staff.
9.2.2 Locally Recruited Members of Staff.
a.
The mandatory age of retirement for Locally
Recruited Members of Staff shall be the minimum age of
retirement applicable under the system of the Monaco
Caisse Autonome des Retraites (CAR) at the time of
retirement.
a.
The mandatory age of retirement for Locally
Recruited Members of Staff shall be the minimum
age of retirement applicable under the system of the
Monaco Caisse Autonome des Retraites (CAR) at
the time of retirement.
b.
However, if the minimum age of retirement
applicable under the general social security pension
regime of France at the time of retirement of the Locally
Recruited Member of Staff is later than the minimum age
of retirement under the CAR system, then Locally
Recruited Members of Staff may remain in service until
that age of retirement but not beyond.
b.
However, if the minimum age of retirement
applicable under the general social security pension
regime of France at the time of retirement of the
Locally Recruited Member of Staff is later than the
minimum age of retirement under the CAR system,
then Locally Recruited Members of Staff may
remain in service until that age of retirement but not
beyond.
9.2.3 Regulations 9.2.1 and 9.2.2 do not apply to those

Members of Staff entitled to a pension from the Internal
Retirement Fund, for which the Regulations in Annex E
apply.
9.2.3 Regulations 9.2.1 and 9.2.2 do not apply to those

Members of Staff entitled to a pension from the
Internal Retirement Fund, for which the Regulations
in Annex E apply.
-118-

The condition concerning retiring age is no
longer relevant because the IRF was closed to
new Members of Staff in 1987.
In the revised arrangements set out in Articles
17 to 20 of the General Regulations, for the
Secretary-General and Directors, there is no
age limit on employment.
The UN Common System places an age limit on
employment that has been rising over the years
- it is currently set at 65 years. Meanwhile in
France and Monaco, the age of retirement and
qualification for pensions is rising progressively.
For Internationally recruited Members of Staff
the proposed changes to this regulation reflect
the conditions of service applicable under the
ICSC.
For Locally Recruited Members of Staff, the IHO
must ensure that those Staff are not placed in a
situation where mandatory retirement would
deprive them of any residual pension or social
benefits in Monaco or France to which they may
be entitled at the retirement age applicable in
those countries. In addition, the IHO must
ensure that it is not exposed to underwriting the
personalized retirement plans of Members of
Staff with a pension similar to the CAR at an
earlier date than they would qualify for such a
pension under the CAR scheme.
Accordingly, it is proposed to align the age of
retirement with the minimum age of retirement
under the CAR scheme but to provide Member
staff with the possibility to extend their service
until such time as they would qualify for any
residual benefits in Monaco or France.
This regulation should be withdrawn because

under the pension arrangements in place under
the AMRR and the personalized pension plans
since 1987, it is not possible for Members of
Staff other than those under the IRF to access a
pension before Retirement Age.
IX.3 Retirement Age - exceptions

Four exceptions shall be allowed:
(i)
(ii)
The retiring age does not apply to the Directors,

who are governed by the provisions of Article
27(c) of the General Regulations.
A Staff Member who, after the age of 60 years, has

completed 40 years service, may retire at his own
request.
(iv)
If, after the age of 60 years, and having completed

10 years service, the health of an employee is
recognized upon medical examination to be such
that he is no longer able to carry out his duties
satisfactorily, the employee may retire, either at his
own request or by decision of the Directing
Committee.
IX9.43
Regulation IX.3 (i) is no longer applicable. The

new General Regulations governing the
Secretary-General and Directors sets no age
limits.
At the request of a Staff Member the Directing

Committee may authorize the lowering of retiring
age to a lower limit of 62 years of age, or as
described in (iii) or (iv) below.
(iii)
Personalized Retirement Plans
9.3.1 The IHB Staff and Directors Members of Staff will

be covered by personalized retirement plans, based
upon money purchased principles under the
control of an independent Trustee
arranged
through a low-risk investments with a wellestablished insurance company or other financial
institution (for example, a bank) as endorsed by
the Finance Committee.
9.3.2 Members of Staff may not withdraw any or all of
The exceptional conditions in Regulations IX.3

(ii), (iii) and (iv) now only apply for Members of
Staff covered by the IRF scheme. Accordingly,
these conditions have been transferred to
Annex E of the Staff Regulations that describes
all other conditions for the IRF pensioners.
9.3
Personalized Retirement Plans

9.3.1 The Members of Staff will be covered by
personalized retirement plans, based upon
low-risk investments with a well-established
insurance company or other financial
institution (for example, a bank) as endorsed
by the Finance Committee.
9.3.2 Members of Staff may not withdraw any or
all of the accumulated capital in personalized
-119-

are based on experience, and are intended to
provide greater flexibility in choosing suitable
investment arrangements for the Members of
Staff.
Because the IHO is guaranteeing a retirement
benefit at least equivalent to the CAR system,
this amended regulation seeks to clarify that
Members of Staff cannot withdraw some or all of
their accumulated capital in personalized
retirement plans before the completion of
the accumulated capital in personalized retirement

plans before retirement age or on completion of
employment with the IHO.
retirement plans before retirement age or on

completion of employment with the IHO.
9.3.3 Members of Staff who commenced
employment before 1 September 1987 and
who chose not to join a personalized
retirement plan when it became available
contribute to the Internal Retirement Fund,
under the conditions described in Annex E of
these Staff Regulations.
9.3.3 Members of Staff who were recruited commenced

employment before 1.09.September 1987 and who
chose not to join a personalized retirement plan
when it became available contribute to the
InternalHB Retirement Fund, under the conditions
established described in Annex A E of these Staff
Regulations. unless they have exercised the option
IX.6 below.

employment in the IHO.
Seeking the endorsement of the Finance
Committee prior to making significant changes
to the investment arrangements formalises the
existing practice whereby recent Directing
Committees have sought the endorsement of
the Finance Committee Officers before
implementing significant changes to the financial
arrangements of the Organization that are
ordinarily within its powers to change without
reference to the Member States.
Internationally-Recruited Members of Staff who are

required by their national laws, or may find it beneficial
to maintain a former national pension plan instead of, or
in addition to the IHO or personalized retirement plans
described in Regulation 9.3, may do so provided that in
no case does the total expenditure of the IHO in making
contribution payments (in other words, contributions plus
any administrative or currency charges) exceed the 15%
of basic salary, specified in Regulation 9.5 and provided
that in the case of their death while in service, the IHO
will not be obligated to payment of a death benefit to
their beneficiaries.
9.4
Internationally-Recruited Members of Staff who are

required by their national laws, or may find it
beneficial to maintain a former national pension
plan instead of, or in addition to the IHO or
personalized retirement plans described in
Regulation 9.3, may do so provided that in no case
does the total expenditure of the IHO in making
contribution
payments
(in
other
words,
contributions plus any administrative or currency
charges) exceed the 15% of basic salary, specified
in Regulation 9.5 and provided that in the case of
their death while in service, the IHO will not be
obligated to payment of a death benefit to their
beneficiaries.
This unchanged
Regulation IX.6
(b)9.5 The IHB IHO will contribute 15% of pensionable salary

(basic salary minus internal tax) (as defined in
Regulation 4.1.2.d) to such plans and the Director or
Staff Member of Staff concerned a minimum of 57.5% of
their pensionable salary.
The benefits and the
circumstances in which each personalized pension is
payable will be individually negotiated with the
Insurance Company to suit the circumstances and wishes
9.5
The IHO will contribute 15% of pensionable salary

(as defined in Regulation 4.1.2.d) to such plans and
the Member of Staff concerned a minimum of 7.5%
of their pensionable salary.
This proposed amendment increases the

personal contribution of Members of Staff to
their retirement plans from 5% to 7.5%.
9.4
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regulation
was formerly
Under the IRF, which was discontinued in 1987,

the IHO contributed 15% of salary and Members
of Staff contributed a minimum of 7.5% of
salary. Under the personalized retirement
plans, introduced in 1987, the IHO continued to

contribute 15%, but the minimum contribution
for Members of Staff was reduced to 5% of
salary. Most Members of Staff that have joined
the personalized retirement plans subsequently,
have elected to contribute at the minimum level
of 5% of salary.
of each Director and Staff Member.
Given that the IHO can only access inherently

more expensive commercially-based retirement
investment options, rather than governmentbased not-for-profit schemes such as the CAR,
it is unlikely that an IHO personalized retirement
plan can provide equal or better benefits than
the CAR system with an employee contribution
rate of only 5%. This has proven to be the case
for a recent IHO retiree.
Taking the above circumstances into account it
is proposed that the minimum level of personal
contribution to personalized retirement plans
should be raised to 7.5%, as is the case for the
IHOs IRF retirement scheme. Raising the
minimum contribution rate for staff to 7.5%
assumes that the current very low levels of
interest rates will gradually improve in the midterm.
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9.6
Option for Locally-Recruited Members of Staff to

choose between benefits under a personalized
retirement plan and an alternative pension based on
the minimum requirements in force in Monaco
9.6.1 Upon retirement after a period of not less than ten
years service, and in the event that the pension
available under a personalized retirement plan is
less than the comparable pension provided under
the CAR scheme, then Locally-Recruited
Members of Staff may choose to receive a pension
from the IHO that is equivalent to the comparable
pension provided under the CAR. In that case, the
accumulated capital lodged in the personalized
retirement plan will be transferred to the Internal
Retirement Fund and will become the property of
the IHO.
9.6.2 Locally-Recruited Members of Staff must inform
the Secretary-General in writing of their choice
between the two options no less than 3 months
prior to retirement.
9.6.3 An inherited part-pension will cease to be payable
in the case of remarriage or new civil partnership.
9.6.4 All recipients of pensions paid by the IHO shall
inform the Secretary-General as soon as possible
of any changes to their circumstances that are
likely to affect their eligibility and the terms of
their pensions and in any case should confirm their
continuing eligibility for a pension every year on
the anniversary of their first receipt of their
pension.

9.6
Option for Locally-Recruited Members of Staff

to choose between benefits under a personalized
retirement plan and an alternative pension based
on the minimum requirements in force in
Monaco
9.6.1 Upon retirement after a period of not less
than ten years service, and in the event that
the pension available under a personalized
retirement plan is less than the comparable
pension provided under the CAR scheme,
then Locally-Recruited Members of Staff
may choose to receive a pension from the
IHO that is equivalent to the comparable
pension provided under the CAR. In that
case, the accumulated capital lodged in the
personalized retirement plan will be
transferred to the Internal Retirement Fund
and will become the property of the IHO.
9.6.2 Locally-Recruited Members of Staff must
inform the Secretary-General in writing of
their choice between the two options no less
than 3 months prior to retirement.
9.6.3 An inherited part-pension will cease to be
payable in the case of remarriage or new civil
partnership.
9.6.4 All recipients of pensions paid by the IHO
shall inform the Secretary-General as soon as
possible of any changes to their
circumstances that are likely to affect their
eligibility and the terms of their pensions and
in any case should confirm their continuing
eligibility for a pension every year on the
anniversary of their first receipt of their
pension.
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This proposed regulation has been included to
cover all Locally Recruited Members of Staff so
as to conform with the principles of alignment
with the conditions of the Civil Servants of the
Principality of Monaco.
Articles 34 and 34(b) of Monaco Law 455 of 27
June 1947 requires that pension benefits offered
to employees that have been in recognized
employment for more than ten years shall be no
less than those provided by the CAR (Caisse
Autonome des Retraites) scheme of Monaco. In
this respect, the pension benefits of the Civil
Servants of the Principality of Monaco are better
than those of the CAR.
The principle that an IHO pension would not be
inferior to the CAR pension for Locally Recruited
Members of Staff was part of the conditions of
the IHO Internal Retirement Fund (IRF) that was
discontinued in 1987. The same conditions
were offered to those Members of Staff that
opted to move to personalized retirement plans
upon the closure of the IRF scheme in 1987 and
were included in various forms in the 3rd to 6th
editions of the Staff Regulations that were
applicable between 1988 and 2004. However,
while the minimum employee contribution rate to
the IRF was set at 7.5% of salary, the minimum
rate for those transferring to personalized
retirement plans was only set at 5%.
The principle of guaranteeing a pension at least
equivalent to the CAR system was not included
in the 7th edition of the Staff Regulations
adopted in 2004 and as a result has not been
implemented in the conditions of service of
Locally Recruited Members of Staff after that
date.
It is only recently that the Directing Committee
has realised that guaranteeing a minimum

pension level equivalent to the CAR system for
Locally Recruited Members of Staff places an
additional financial liability on the IHO in the
case that the personalized retirement plans
perform poorly. In addition, the potential liability
is higher because all but one Member of Staff
have been making their employee contribution
to their personalized retirement plan at the
minimum rate of 5%. In the current investment
climate, this means that their personalized
retirement plans may not yield a pension
superior to the CAR, which sets a higher
minimum rate of employee contribution.
Under the commercial personalized retirement
plans, contributors have the option to nominate
a beneficiary for a part-pension in the event of
the death of the pensioner. However, the value
of the primary pension is reduced because of
the increased actuarial risk to the pension
provider. The increased financial risk to the IHO
is similar in the case that a Locally Recruited
Member of Staff elects to receive a pension
under the terms of Regulation 9.6.1. For this
reason, it is proposed to include similar
conditions to those imposed in the commercially
based scheme that Regulation 9.6.1 may be
required to replace.
As an example, a
commercially based pension with inheritance
rights is currently at least 40% less than one
with no rights of inheritance.
It is very difficult to estimate the size of the
additional financial liability that is being placed
on the IHO through providing a guaranteed
minimum level of pension. This is because it
depends on many variables, including the
prevailing interest rates for the personalized
retirement plan investments (which are low at
the moment) and the age, health and prospects
of future retirees. However, it is not a new
-123-

phenomenon, since it is the same dilemma that
the IHO has faced for many years in
anticipating, managing and funding the existing
pension liabilities placed on the IRF. In effect,
the pension guarantee can be seen as an
overall increase in the potential liability on the
funds currently being set aside for the IRF.
The Directing Committee considers that in order
to meet the additional financial liabilities of
guaranteeing a minimum level of pension under
this Regulation, and taking into account an
increase in personal contributions to 7.5% of
salary, an additional sum of up to 25,000 per
year may be required to be contributed to the
IRF annually in future years.
9.7 Adjustment of alternative pensions provided by the

IHO based on the minimum requirements in force in
Monaco
Any alternative pension provided by the IHO under Regulation
9.6 shall be adjusted annually according to the value of the
point as promulgated by the CAR.
9.7
Adjustment of alternative pensions provided by

the IHO based on the minimum requirements in
force in Monaco
The proposed regulation provides guidance on

how the alternative pensions, which are based
on the rates published by the CAR, will be
adjusted annually.
Any alternative pension provided by the IHO under

Regulation 9.6 shall be adjusted annually according
to the value of the point as promulgated by the
CAR.
For consistency and better understanding, this
regulation has been moved to 9.4.
IX.6 Alternative Pension Plans

Directors and Staff Members who are required by their national
laws, or may find it beneficial to maintain a former national
pension plan instead of, or in addition to the Bureau or Personal
Pension Plans, may do so provided that in no case do the
contributions of the IHB exceed the 15% of basic salary,
specified in IX.5.
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9.8
Payment of benefits by the IHO

9.8
Payment of benefits by the IHO
9.8.1 Pensions paid by the IHO shall normally be paid

monthly in euros.
9.8.1 Pensions paid by the IHO shall normally be

paid monthly in euros.
9.8.2
9.8.2 Ordinary expenses incurred in remitting

pensions shall be borne by the IHO.
IX.5 9.9
Ordinary expenses incurred in remitting pensions

shall be borne by the IHO.
Supplementary Retirement Benefits
Category A and B All Members of Staff other than the

Secretary-General and Directors are affiliated to a
supplementary pension scheme operated by the Association
Mongasque de Retraite par Rpartition (AMRR). This
scheme requires payments of contributions amounting to a
percentage fixed by the AMRR and calculated on the gross
salaries (excluding the annual bonus) of the Staff Members of
Staff concerned, 60% of these contributions being payable by
the Bureau IHO, and 40% by the Staff Member of Staff in
accordance with the ceilings set by this scheme. The rights to
these supplementary pension benefits will be maintained for all
contributing Staff Members of Staff when they reach retirement
pensionable age, irrespective of the country in which they are
residing.
For the purposes of the AMRR the Secretary-General and the
Directors are considered by the scheme operators to be
Administrators and are therefore ineligible to belong to the
AMRR scheme.
9.9
Supplementary Retirement Benefits
All Members of Staff other than the Secretary-General and

Directors are affiliated to a supplementary pension scheme
operated by the Association Mongasque de Retraite par
Rpartition (AMRR). This scheme requires payments of
contributions amounting to a percentage fixed by the
AMRR and calculated on the gross salaries (excluding the
annual bonus) of the Members of Staff concerned, 60% of
these contributions being payable by the IHO, and 40% by
the Member of Staff in accordance with the ceilings set by
this scheme. The rights to these supplementary pension
benefits will be maintained for all contributing Members
of Staff when they reach retirement age, irrespective of the
country in which they are residing.
For the purposes of the AMRR the Secretary-General and
the Directors are considered by the scheme operators to be
Administrators and are therefore ineligible to belong to the
AMRR scheme.
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This new proposed regulation formalises the
existing practices in the IHO secretariat
regarding the payment of pensions.

The retirement benefits in the Monaco Civil
Service comprise a basic and a supplementary
government-guaranteed pension scheme.
Similarly, in order to provide a reasonable level
of pension benefits, the IHO operates a basic
and a supplementary scheme for its Members of
Staff. However, the basic scheme is necessarily
a commercially-based basic pension insurance
or investment arrangement supplemented by
the AMRR supplementary scheme that all nongovernment entities in Monaco (and France) are
obliged to use. The rate of return of the IHO
schemes is assumed to be less than the
Monaco government scheme. The IHO is
ineligible to join the basic Monaco government
pension scheme.
It is notable that there is no supplementary
pension scheme offered to the SecretaryGeneral and the Directors.
9.10 Contentious Matters
9.10 Contentious Matters
9.10.1 Any retired Member of Staff who has a specific

complaint regarding their retirement benefits may request the
Secretary-General hear their complaint. The Secretary-General
will respond within 30 days.
9.10.1 Any retired Member of Staff who has a specific

complaint regarding their retirement benefits may request
the Secretary-General hear their complaint.
The
Secretary-General will respond within 30 days.
9.10.2 At the written request of the persons concerned, any

complaint, which has not been resolved by the SecretaryGeneral, may be submitted to an Appeals Board. This Board
shall comprise the Chair and Vice Chair of the Finance
Committee. The written request shall be submitted via the
Secretary-General within a period of 30 days of receipt of the
response from the Secretary-General.
9.10.2 At the written request of the persons concerned, any

complaint, which has not been resolved by the SecretaryGeneral, may be submitted to an Appeals Board. This
Board shall comprise the Chair and Vice Chair of the
Finance Committee.
The written request shall be
submitted via the Secretary-General within a period of 30
days of receipt of the response from the Secretary-General.
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This proposed regulation will provide a
mechanism for retirees to resolve complaints
that may arise during their retirement. It follows
a similar process that is proposed in Chapter 13
for existing Members of Staff. Given that any
complaints will be restricted to financial benefits,
it is considered appropriate that the Finance
Committee Officers represent the IHO in the
final appeal process.
CHAPTER X 10 - SEPARATION FROM SERVICE
CHAPTER 10 - SEPARATION FROM SERVICE
X 10.1
Termination of Appointment
X 10.1.1
The Directing Committee Secretary-General may
terminate the appointment of a Staff Member of Staff other
than the Directors for the following reasons:
(a).
If the necessities of service require

abolition of the post or reduction of Staff
in
personnel;
when
terminating
appointments, due regard shall be paid to
efficiency, competence, integrity and
length of service;
(b).
If the services of the Staff Member become

unsatisfactory;
(cb). If the Staff a Member of Staff is certified

by a medical authority to be incapacitated
for further service by reason of his their
health;
(dc). If any facts anterior relating prior to the
appointment of the Staff Member of Staff
and relevant to his their suitability come to
light which, had they been known at the
time, should have precluded his their
appointment.
(ed). If disciplinary measures are imposed on
the Staff a Member of Staff under XI. 1
(iv) Regulation 11.1.1 (iv d and e).
10.1 Termination of Appointment

10.1.1
The Secretary-General may terminate the

appointment of a Member of Staff other than the
Directors for the following reasons:
a.
If the necessities of service require

abolition of the post or reduction in
personnel; when terminating appointments,
due regard shall be paid to efficiency,
competence, integrity and length of
service;

No substantive changes are being proposed
to this particular regulation.
clarifications or editorial amendments to
reflect
the
revised
administrative
arrangements and nomenclature described
in the revised Convention and the
consequential revisions proposed for these
Staff Regulations.
Existing Regulation 10.1.1.b is covered by

Regulation 11.1.1.d.
b.
If a Member of Staff is certified by a

medical authority to be incapacitated for
further service by reason of their health;
c.
If any facts relating prior to the

appointment of the Member of Staff and
relevant to their suitability come to light
which, had they been known at the time,
should have precluded their appointment.
d.
If disciplinary measures are imposed on a

Member of Staff under Regulation 11.1.1.d
and e.
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X 10.1.2
Consultation on Termination
In all cases the action to terminate the services of

an employee Member of Staff should be
considered jointly by the Directing Committee
and the Joint Staff Consultative Committee
(JSCC) under the terms specified in Regulation
12.2
10.1.2
Consultation on Termination
In all cases the action to terminate the services of a Member of

Staff should be considered by the Joint Staff Consultative
Committee (JSCC) under the terms specified in Regulation
12.2.
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This Regulation has been included in
previous editions of the Staff Regulations,
but has not provided clarity on the meaning
of considered jointly.
The proposed
adjustments seeks to provide this clarity and
are based on the relevant parts of the Staff
Regulations of the IMO and guided more
generally by French and Monaco labour laws

X 10.2
Notice of Termination
10.2 Notice of Termination
In the above cases, the Staff Members of Staff that have

served between six months and two years will be entitled to 4
one months' notice and Members of Staff serving more than
two years will be entitled to two months notice. During the
period of probation, the services of a Staff Member of Staff
may be terminated with one month's notice. The Directing
Committee
Secretary-General
may,
under
special
circumstances, authorize payment of salary and allowances in
lieu of notice or in part thereof.
In the above cases, Members of Staff that have served between

six months and two years will be entitled to one months notice
and Members of Staff serving more than two years will be
entitled to two months notice. The Secretary-General may,
under special circumstances, authorize payment of salary and
allowances in lieu of notice or in part thereof.
X 10.3
10.3 Termination Indemnity
Termination Indemnity
10.3.1 Permanent Staff Members of Staff whose

appointments are terminated under the provisions
of X.1.1.a, b or c Regulations 10.1.a or b shall be
entitled to a termination indemnity in accordance
with the following schedule, provided they have
completed two years of service:

The Monaco Civil Service rules do not
stipulate a requirement to provide any period
of notice prior to termination. However, other
employers in Monaco are required to provide
a minimum notice period. These minimum
notice periods have been used in this
proposed revision to Regulation 10.2.
10.3.1 Permanent
Members
of
Staff
whose
appointments are terminated under the provisions
of Regulations 10.1.1.a or b shall be entitled to a
termination indemnity equivalent to 75% of net
monthly salary for a number of months equal to
the number of years of service.
Number of years of service

2
1
0
1
1
1
2
1
3
1
4

are intended to more closely align with the
Monaco Civil Service. Accordingly, the table
of benefits has been replaced by a fixed
percentage benefit based on years of
service. The value of the benefits based on
the Monaco based scale is slightly less
generous than the table it replaces. The
basis for the existing table is unknown.
1
5
o
r
m
o
r
e
Months of salary (*)
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3
9
.
5
1
0
1
0
.
5
1
1
1
1
.
5
1
2
equivalent to 75% of net monthly salary for a

number of months equal to the number of years
of service.
(*) For the purposes of this schedule the term
"pay salary" means the last net salary (excluding
bonus) drawn by the Staff Member of Staff.
10.3.2 In cases of termination of appointment for
disciplinary action [X.1.1 (e)] in accordance with
Regulation 10.1.1.d, a termination indemnity
will, at the discretion of the Directing
CommitteeSecretary-General, be paid in an
amount not exceeding one half of the amounts
listed in the above schedule indicated in
Regulation 10.3.1.
10.3.2 In cases of termination of appointment for

disciplinary action in accordance with Regulation
10.1.1.d, a termination indemnity will, at the
discretion of the Secretary-General, be paid in an
amount not exceeding one half of the amount
indicated in Regulation 10.3.1.
10.3.3 No termination indemnity shall be paid to:
10.3.3 No termination indemnity shall be paid to:
(i 1) a Staff Member of Staff who resigns;
(1)
A Member of Staff who resigns;
(ii 2) a Staff Member of Staff who is summarily

dismissed under XI Regulation 11.2;
(2)
A Member of Staff who is summarily

dismissed under Regulation 11.2;
(3)
A Member of Staff whose entry into the

service would have been precluded under
Regulation 10.1.1.c;
(4)
A Member of Staff who abandons their post

(see Regulation 11.3);
(iii 3) a Staff Member of Staff whose entry into

the service would have been precluded
under X Regulation 10.1.1.c;
(iv 4) a Staff Member of Staff who abandons his
their post (XI see Regulation 11.3);
(v 5) a Staff Member of Staff who departs upon
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reflect
the
revised
administrative
Staff Regulations.
(6)
completion of a fixed-term contract.
(5)
a Member of Staff whose Probation Period

is incomplete or unsatisfactory.
A Member of Staff who departs upon

completion of a fixed-term contract.
(6)
A Member of Staff whose Probation Period

is incomplete or unsatisfactory.
This clause is no longer relevant. It was

introduced as part of the transition
arrangements before all Internationally
Recruited Managerial Staff were employed
under fixed-term contracts.
(Note: This paragraph is only applicable to Category

A staff appointed after June 1997)
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10.4 Medical Cover after Termination
(d). In cases of termination of appointment under the
provisions of X.1.1 (a), (b) or (c) Regulations
10.1.1.a or b, the reimbursement of costs for
medical care permitted under these Regulations
shall be maintained for a period of one year,
provided:
(i 1) the Staff Member of Staff has completed at
least two years' service; and
(ii 2) he the Member of Staff continues to reside
in Monaco or France; and
(iii 3) he the Member of Staff certifies that they
does not are not entitled to receive such
benefits from any other source.
The benefits will cease automatically on the
expiry of one year from the date of termination of
appointment.
X 10.45
Resignation

10.4 Medical Cover after Termination
In cases of termination of appointment under the
provisions of Regulations 10.1.1.a or b, the
reimbursement of costs for medical care
permitted under these Regulations shall be
maintained for a period of one year, provided:
(1)
The Member of Staff has completed at least

two years' service; and
(2)
The Member of Staff continues to reside in

Monaco or France; and
(3)
The Member of Staff certifies that they are

not entitled to receive such benefits from
any other source.
10.5 Resignation
A Member of Staff may resign upon giving the SecretaryGeneral written notice one month in advance; preferably this
notice should be of three months' duration, in order that the
vacancy may be filled in a timely manner.
10.6 Medical Cover after Resignation
10.6 Medical Cover after Resignation
(1)
the Member of Staff has completed at least
Members of Staff who cease to be employed

by the IHO are not eligible for local
unemployment or medical benefits upon
separation because they have not
contributed to the local social security
schemes. For this reason, it is appropriate
for the IHO to provide medical cover for a
certain period after separation.
The threshold of two years service is the
same as the conditions prevailing in Monaco.
The benefits will cease automatically on the expiry of one

year from the date of termination of appointment.
A Staff Member of Staff may resign upon giving the Directing

Committee Secretary-General written notice one month in
advance; preferably this notice should be of three months'
duration, in order that the vacancy may be filled in a timely
manner. In all such cases, the Staff Member shall be entitled
to all benefits accruing to him under these Regulations.
In cases of resignation, the reimbursement of costs for

medical care permitted under these Regulations shall be
maintained for a period of three months, providing:
In cases of resignation, the reimbursement of costs for

medical care permitted under these Regulations shall be
maintained for a period of three months, providing:
(1)
The Member of Staff has completed at least
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It is proposed to delete the last sentence

because it is unnecessary.
This regulation is being proposed because

Members of Staff who cease to be employed
by the IHO are not eligible for local
unemployment or medical benefits upon
separation. This is because they have not
contributed to the local social security
schemes. For this reason, it is considered
two years' service;
two years' service;
(2)
the Member of Staff continues to reside in

Monaco or France;
(2)
The Member of Staff continues to reside in

Monaco or France;
(3)
the Member of Staff certifies that they are

any other source.
(3)
The Member of Staff certifies that they are

any other source.

appropriate that the IHO provides medical
cover for a limited period after resignation,
but not for as long a period as the period
covered for Members of Staff that have
separated because of termination.
The threshold of two years service is the
same as the conditions prevailing in Monaco.
The benefits will cease automatically on the expiry of

three months from the date of termination of appointment.
This new benefit could increase the financial

liability of the IHO, but its impact will be
marginal because it would only come into
effect in the event of a resignation, which
occurs infrequently in the IHO.
10.7 Commutation or reimbursment of annual leave upon

separation
10.7 Commutation or reimbursement of annual leave upon

separation
a.
If upon separation a Member of Staff has accrued
annual leave, they may be paid in lieu thereof a sum of money
for the period of such accrued leave up to a maximum of 30
working days. The payment shall be calculated on the basic
salary.
a.
If upon separation a Member of Staff has accrued annual
leave, they may be paid in lieu thereof a sum of money for the
period of such accrued leave up to a maximum of 30 working
days. The payment shall be calculated on the basic salary.
This proposed regulation aligns with

conditions under the UN Common System
and the Monaco Civil Service.
The benefits will cease automatically on the expiry of

three months from the date of termination of appointment.
b.
If upon separation a Member of Staff has taken an
advance of annual leave, they shall pay back a sum of money
for the period of such leave. The payment shall be calculated
on the basic salary.
b.
If upon separation a Member of Staff has taken an
advance of annual leave, they shall pay back a sum of money
for the period of such leave. The payment shall be calculated
on the basic salary.
X 10.58
Leaving Employment prior to Resignation
before the end of the Period of Notice
10.8 Leaving Employment before the end of the Period of

Notice

A Staff Member of Staff who, without the approval of the

Directing Committee Secretary-General, wilfully leaves their
employment during the obligatory one-month period of notice
of resignation shall lose all rights to the remaining part of their
salary as well as the benefits accruing to them under these
Regulations other than the retirement benefits.
A Member of Staff who, without the approval of the SecretaryGeneral, wilfully leaves their employment during the
obligatory one-month period of notice of resignation shall lose
all rights to the remaining part of their salary as well as the
benefits accruing to them under these Regulations other than
the retirement benefits.

reflect
the
revised
administrative
Staff Regulations.
-133-
-134-
CHAPTER XI 11 DISCIPLINARY MEASURES
CHAPTER 11 DISCIPLINARY MEASURES
XI 11.1
Disciplinary Procedures
11.1.1
A Staff Member of Staff who fails to carry out
their duties in a satisfactory manner, or is negligent,
disobedient, or guilty of misconduct, shall be subject to any of
the following disciplinary measures by the Directing
Committee Secretary-General:
(i)a. A verbal warning;
(ii)b. A written censure which will be recorded in his
their dossier personal records;
(iii)c. Deferment or withholding of salary increment;
(iv)d. Termination of service for aggravated cases,
being unsatisfactory performance after the receipt
of three written censures;
e.
11.1.2
Termination of service in for serious misconduct
A Staff Member of Staff who wishes to appeal a

disciplinary action may submit their case in writing to
the Director in charge of Personnel Secretary-General.
This appeal shall be made within a period of 30 days of
receipt of the decision or of the action contested by the
Staff Member of Staff. If not satisfied, the Member of
Staff may appeal to the Joint Appeals Board, as
provided for in Regulation 13.2.
11.1 Disciplinary Procedures

11.1.1
A Member of Staff who fails to carry out their
duties in a satisfactory manner, or is negligent, disobedient,
or guilty of misconduct, shall be subject to any of the
following disciplinary measures by the Secretary-General:
a.
A verbal warning;
b.
A written censure which will be recorded in

their personal records;
c.
Deferment or withholding of salary increment;
d.
Termination of service for aggravated cases,

being unsatisfactory performance after the
receipt of three written censures;
e.
Termination of service for serious misconduct
11.1.2 A Member of Staff who wishes to appeal a

disciplinary action may submit their case in writing
to the Secretary-General. This appeal shall be made
within a period of 30 days of receipt of the decision
or of the action contested by the Member of Staff. If
not satisfied, the Member of Staff may appeal to the
Joint Appeals Board, as provided for in Regulation
13.2.
-135-

The proposed adjustments to this regulation are
intended to provide greater clarity over the
procedure to be followed in the case of
aggravated unsatisfactory performance.


XI 11.22
Serious misconduct

11.2 Serious misconduct
A Staff Member of Staff found guilty of serious misconduct of

a criminal nature or activities prejudicial to the interests of the
Organization IHO may be summarily dismissed by the
Directing Committee Secretary-General. In such a case, no
notice of termination of service is required to be given and the
Staff Member of Staff shall forfeit all benefits accruing to
them under these Regulations other than their retirement
benefits.
A Member of Staff found guilty of serious misconduct of a

criminal nature or activities prejudicial to the interests of the
IHO may be summarily dismissed by the Secretary-General.
In such a case, no notice of termination of service is required
to be given and the Member of Staff shall forfeit all benefits
accruing to them under these Regulations other than their
retirement benefits.
XI 11.33
11.3 Unauthorized absence
Unauthorized absence
11.4.1
Unauthorized absence from duty shall render a 11.3.1
Unauthorized absence from duty shall render a
Staff Member of Staff liable to disciplinary action.
Member of Staff liable to disciplinary action.
11.4.2
Such Unauthorised absence for 15 consecutive
days or more shall be considered as abandonment of post and
the Staff Members services and the contract of employment
between the Member of Staff and the IHO shall be deemed to
have ceased on the first day of absence.
In these
circumstances the former Member of Staff shall not be entitled
to any termination benefits.
11.3.2
Unauthorised absence for 15 consecutive days
or more shall be considered as abandonment of post and the
services and the contract of employment between the
Member of Staff and the IHO shall be deemed to have
ceased on the first day of absence. In these circumstances
the former Member of Staff shall not be entitled to any
termination benefits.
-136-


intended to provide clarity regarding the
consequences of a prolonged unauthorized
absence
CHAPTER 12 JOINT STAFF CONSULTATIVE

COMMITTEE

12.1 A Joint Staff Consultative Committee (JSCC) shall be

constituted in order to provide for consultation between the
staff and the Secretary-General. Its principal object shall be
to promote cooperation between the Administration and the
staff and to keep under review the welfare and working
conditions of the staff.

12.2 The Committee shall be consulted on general

questions relating to staff welfare and administration,
including policy on appointments, promotions and
terminations and on salaries and related allowances, and
shall be entitled to make proposals to the Secretary-General
on such questions on behalf of the Members of Staff.
12.2 The Committee shall be consulted on general

questions relating to staff welfare and administration,
including policy on appointments, promotions and
terminations and on salaries and related allowances, and
shall be entitled to make proposals to the Secretary-General
on such questions on behalf of the Members of Staff.
The text in this proposed regulation is extracted

from the Staff Regulations of the IMO and is
intended to clearly describe the consultative,
non-executive status of the JSCC.
12.3 The Joint Staff Consultative Committee will meet at

least twice per year, or and may also meet at the request of
any staff representative.
12.3 The Committee will meet at least twice per Calendar

Year, and may also meet at the request of any staff
representative.

CHAPTER XII 12 JOINT STAFF CONSULTATIVE

COMMITTEE
XII
Joint Staff Consultative Committee (JSCC)
12.1 A Joint Staff Consultative Committee (JSCC), referred

to as the Staff Committee, shall be constituted in order to
provide for consultation between the Sstaff and the Directing
Committee Secretary-General. Its principal object shall be
to promote cooperation between the Administration and the
Sstaff and to keep under review the welfare and working
conditions of the Sstaff.
-137-

12.4 ThisThe Committee shall consist of the following

members:
12.4 The Committee shall consist of the following

members:
the Director responsible for the Staff SecretaryGeneral (Chairman);
one member representing Category A the

Managerial Members of Staff;
two members representing Category B and C

the non-Managerial Members of Staff.
the Secretary-General (Chair);
one member representing the Managerial

Members of Staff;
two members representing the non-Managerial

Members of Staff.

12.5 These members shall be properly elected at least every

two years by the categories concerned Members of Staff that
they represent. In the event of the unavoidable absence of
one member, the category relevant Members of Staff may
depute appoint a substitute.
12.5 These members shall be properly elected at least every

two years by the Members of Staff that they represent. In
the event of the unavoidable absence of one member, the
relevant Members of Staff may appoint a substitute.

12.6 Minutes of the meetings shall be recorded and signed

by the Committee members present, then countersigned by
the Chairman. These will be circulated to all Staff Members
of Staff.
12.6 Minutes of the meetings shall be recorded and signed

by the Committee members present, then countersigned by
the Chair. These will be circulated to all Members of Staff.

-138-


CHAPTER XIII 13 - APPEALS
CHAPTER 13 - APPEALS
XIII 13.1
Individual Complaints
13.1 Individual Complaints
Any Staff Member of Staff who has a specific complaint

regarding his their conditions of service may request that the
Directing Committee Secretary-General hear his their
complaint. The Directing Committee Secretary-General will
respond within a period of 30 days.
Any Member of Staff who has a specific complaint

regarding their conditions of service may request that the
Secretary-General hear their complaint. The SecretaryGeneral will respond within a period of 30 days.
XIII 13.2
13.2 Appeals Procedure
Appeals Procedure
At the written request of the persons concerned, any

grievance complaint, which has not been resolved by the
Directing Committee Secretary-General, may be submitted
to a Joint Appeals Board. This Board, chaired by the Chair
of the Finance Committee Council Chairman, will consist of
a Director the Chair of the Council, the Secretary-General
and an elected Staff the Member of Staff belonging to the
same category as that represents the plaintiff complainant on
the Joint Staff Consultative Committee. In the event that the
complainant is also a representative in the JSCC, an elected
alternate from the same category as the complainant will
participate in the Joint Appeals Board. ThisThe written
request shall be submitted to the Secretary-General within a
period of 30 days of receipt of the response from the
Directing Committee Secretary-General.
At the written request of the persons concerned, any

complaint, which has not been resolved by the SecretaryGeneral, may be submitted to a Joint Appeals Board. This
Board, chaired by the Chair of the Council, will consist of
the Chair of the Council, the Secretary-General and the
Member of Staff that represents the complainant on the Joint
Staff Consultative Committee. In the event that the
complainant is also a representative in the JSCC, an elected
alternate from the same category of staff as the complainant
will participate in the Joint Appeals Board. The written
request shall be submitted to the Secretary-General within a
period of 30 days of receipt of the response from the
Secretary-General.
-139-

this particular regulation other than to nominate
the Chair of the Council as the most appropriate
independent officer to deal with any Appeals
process.
Other changes proposed here are either
13.3 Final Appeals Procedure
13.3 Final Appeals Procedure
13.3.1 The IHO recognizes the jurisdiction of the

International Labour Organization and its Administrative
Tribunal in resolving disputes based on decisions taken
unilaterally by the administration (in this case, the IHO) and
which have legal consequences for the employee concerned.
13.3.1
The IHO recognizes the jurisdiction of the
International Labour Organization and its Administrative
Tribunal in resolving disputes based on decisions taken
unilaterally by the administration (in this case, the IHO) and
which have legal consequences for the employee concerned.
13.3.2
In the event of a grievance still not being
resolved After all internal procedures have been exhausted,
Staff Members of Staff, serving or former, may appeal to the
aAdministrative tTribunal of the ILO (International Labour
Organization (ILO Tribunal).
13.3.2
After all internal procedures have been
exhausted, Members of Staff, serving or former, may appeal
to the Administrative Tribunal of the International Labour
Organization (ILO Tribunal).
13.3.3
In accordance with the rules of the ILO
Tribunal, Aappeals to the ILO Tribunal shall must be
submitted within 90 days of receipt of the response of from
the Joint Appeals Board.
13.3.4
Expenses occasioned by the sessions or
hearings of the ILO Tribunal of the ILO shall be borne in
accordance with the Statutes and the decisions of the ILO
Tribunal.
13.3.3
In accordance with the rules of the ILO
Tribunal, appeals to the ILO Tribunal must be submitted
within 90 days of receipt of the response from the Joint
Appeals Board.
13.3.4
Expenses occasioned by the sessions or
hearings of the ILO Tribunal shall be borne in accordance
with the Statutes and the decisions of the ILO Tribunal.
-140-

intended to indicate the terms under which the
IHO recognizes the jurisdiction of the ILO
Tribunal by including text derived from the
statutes of the ILO tribunal and the guidance
published by the ILO.

It is proposed to delete this regulation because it
does not provide any relevant practical
information. More relevant information is now
included in Regulation 13.3.
XIII 13.3 ILO Tribunal Jurisdiction (Statute of the

Administrative Tribunal of the International Labour
Organization, Article II, 5)
"The Tribunal shall also be competent to hear
complaints alleging non-observance, in substance or
form, of the terms of appointment of officials and of
provisions of the Staff Regulations of any other
intergovernmental
international
organization
approved by the Governing Body which has addressed
to the Director General a declaration recognizing, in
accordance with its Constitution or internal
administrative rules, the jurisdiction of the Tribunal
for this purpose, as well as its Rules of procedure."
-141-
TABLE V ANNEX A - TABLE OF OVERTIME AND COMPENSATORY LEAVE TIME RATES

Overtime
a.
b.
c.
Pay
From 1 one to 8 eight

hours worked over and
above
the
agreed
working week (Monday
to Saturday inclusive)
Basic salary per hour

increased by 25%
Above 8 eight hours

worked over and above
the agreed working
week
(Monday
to
Saturday inclusive)

increased by 50%
Any
overtime
on
Sundays or approved,
official, public holidays

increased by 100%
Compensatory Time
Equivalent number of
worked increased by 25%
Twice the
worked
number
of
hours
hours
hours
This table was included as Table V. It

has been redesignated as Annex A.
No substantive changes are being
proposed to this particular regulation.
clarifications or editorial amendments
to reflect the revised administrative
arrangements
and
nomenclature
described in the revised Convention
and the consequential revisions
Monaco Civil Servants do not receive
overtime payments. They are paid
25% more in addition to their salary to
compensate for any additional hours
they may be asked to work and other
extraordinary requirements such as
short term travel commitments,
etcetera.
The IHO Secretariat does not require
significant out of hours work from its
non-Managerial Members of Staff so it
is more cost effective for the IHO to
retain the basic salary and to
compensate
its
non-Managerial
Members of Staff through specific,
authorised overtime compensation
arrangements.
Note :
Basic salary per hour =
Monthly basic salary * 0.9 x 12

------------------------------------------1950
-143-
TABLE VI ANNEX B - LANGUAGE ALLOWANCE

Effective as of 2006
Proficiency Level
Monthly Allowance in Euros
A1
97 Euros
B2
77 Euros
58 Euros
-144-

It is proposed to remove the lower third
level of the allowance. All existing eligible
Members of Staff qualify for Language
Allowance at the first or second levels. As
it is proposed to discontinue the allowance
for newly recruited personnel, there is no
further requirement to include a third level.
see Regulation 4.2.2.2
Proposed new text Proposed new text

Annex C
EXAMPLE OF CALCULATION OF RENTAL SUBSIDY

Figures shown in this example are for illustrative purposes only.
Inputs used in this example
- Internationally Recruited Member of Staff, Spouse and two Dependent Children
- Monthly salary - Reasonable Rent Level (obtained from local reference (see Reg.4.2.3.2.e.2)) - Reasonable rent level (apartment with 3 rooms - max 80m2 (See Reg.4.2.3.2.e.1)) - (= 80 x 25)
- Percentage threshold for duty station (Monaco) (as published by ICSC)
- Maximum reimbursement level (See Reg.4.2.3.2.b)
- Monthly rent paid by Member of Staff
1.
2.
Determination of whether subsidy is payable

a. Determine threshold rent : (= salary x percentage threshold for Monaco) - (= 6500 x 21%)
b. Compare monthly reasonable rent with threshold rent:
If monthly reasonable rent level is lower than threshold rent no subsidy available
If monthly reasonable rent level is higher than threshold rent; use difference to calculate subsidy :
(= 2000 -1365)
Calculation of subsidy:
a. Calculate maximum rental subsidy payable (= 40% of monthly rent (See Reg.4.2.3.2.b)) - (=2500 x 40%)
b. Calculate possible reimbursement: (= possible rental subsidy x 80%) (= 635 x 80%)
508
c. Compare with the maximum subsidy payable: (508 vs. 1000 )
- calculated reimbursement is less than maximum subsidy payable, therefore :
d.
Rental subsidy will be paid as follows:
First 4 years Year 5 ( 508x 60%) Year 6 (508 x 40%) Year 7 (508 x 20%) -
-145-
6500
25 / m2
2000
21%
80%
2500
1365
+ 635
1000
508 per month

305 per month
203 per month
101 per month

ANNEX D - SALARY PROGRESSION TABLES
Proposed replacement text

ANNEX D - SALARY PROGRESSION TABLES

As described in the notes accompanying
the proposed amendments to Regulation
5.10.2 and elsewhere, the following
tables are based on the salary
progression tables used in the UN
Common System and the Monaco Civil
Service, as applicable to the various
Members of Staff in the secretariat.
A comparison of the existing IHO salary
progression
tables
with
the
corresponding tables in the UN Common
System and the Monaco Civil Service
was undertaken by the Directing
Committee. Until now, there has been
no obligation in the Staff Regulations to
review the salary progression tables in
the event that the comparator
organizations adjust their tables. The
current IHO tables for Internationally
Recruited Members of Staff are based
on values set in 2004 and then
progressively increased according to the
changes applicable to the Monaco Civil
Service.
As a result, the IHO salary progression
tables for Internationally Recruited
Members of Staff have provided higher
after-tax salaries than in the comparator
organizations. The proposed tables in
Annex D and the requirement for reviews
and realignment where necessary (see
Regulation 5.10.2.h) will avoid a similar
situation occurring in the future.
In making a comparison between the
salaries under the UN Common System
and the IHO account has been taken
-146-

that the comparator organizations
(particularly the IMO) levy internal taxes
at significantly higher rates than the IHO.
In the case of the IMO approximately
25% of gross salary is levied as internal
tax, whereas it is 10% in the IHO. This
means that for the same gross salary, an
IHO employee will retain a larger
proportion as after-tax salary compared
to a UN counterpart. The rate of the
internal tax levied on Internationally
Recruited Members of Staff in the IHO
and those in the UN Common System
has therefore been taken into account as
part of the comparison process.
In order to make realistic comparisons,
the gross salaries minus internal taxes
have been used to develop the revised
salary progression tables proposed in
Annex D.
-147-
Original text

TABLE 1B - Salary Progression Table
- Internationally Recruited Members of Staff
(applicable to Internationally Recruited Members of Staff whose contract or appointment commenced
after [insert effective date of these Staff Regulations])
Step
Duration *
Value of basic
monthly salary
(in ) as at
1 January 2016**
Index
(see Regulation
4.1.2 for definition
of basic salary)
SG/3
SG/2
SG/1
D/3
D/2
D/1
AD/6
AD/5
AD/4
-148-
1831
Top of SG salary
band
1778
1726
1686
14 597
14 172
Sec-Gen (UN D-2)

entry level
Top of Director
salary band
1637
13 759
13 439
13 047
1589
Director (UN D-1)

entry level
12 667
1284
Top of AD salary
band
10 233
1256
10 013
1219
9 722
Original text

AD/3
AD/2
AD/1
*
**
1184
9 438
1149
1116
9 163
Asst Dir (UN P-4)
entry level
8 897
Number of years spent at each step

The values shown in this column will be revised at each announcement of a change in
the value of c by the Government of Monaco
-149-
TABLE II2A - CATEGORY B PERSONNEL TRANSLATORS (BT Locally Recruited Translators)
TABLE 2A - Salary Progression Table

- Locally Recruited Translators
(effective 1st July 2004 SM/ 04applicable to Translators who

commenced employment before [insert effective date of these
Staff Regulations])
(applicable to Translators who commenced employment before [insert effective date of these Staff
Regulations])
Step
Duration *
Index (i)
10
9
8
7
6
5
4
3
2
1
3
3
3
3
3
3
3
3
2
2
816
796
775
754
734
713
692
672
651
630
Number of years normally spent at each step.
Step
10
9
8
7
6
5
4
3
2
1
Duration*
3
3
3
3
3
3
3
3
2
2
Index
Value of basic
monthly salary (in
) as at
1 January 2016**
816
796
775
754
734
713
692
672
651
630
(see Regulation
4.1.2 for definition
of basic salary)
6 505
6 346
6 178
6 011
5 851
5 684
5 517
5 357
5 190
5 022
* Number of years spent at each step

** The values shown in this column will be revised at each announcement of a change in
-150-
Original text
Proposed new text

- Locally Recruited Translators
In the IHO, all Translators have been

allocated to UN salary band P-1. No
account has been taken of the fact that
the Head Translator has a, coordination
and supervisory role in addition to
translation. It is therefore proposed in
Regulation 4.1.1.a(5) that the Head
Translator be aligned with the UN P-2
salary band.
(applicable to Translators who commenced employment after [insert effective date of these
Staff Regulations])
Step
Duration*
Value of basic
monthly salary
(in ) as at
1 January 2016**
Index
(see Regulation 4.1.2

for definition of basic
salary)
T2/6
T2/5
T2/4
T2/3
T2/2
3
3
3
3
T2/1
890
864
839
815
791
768
Top of the Head

Translator salary
band 2
The Head Translator

salary band 2 entry
level (UN P-2)
Top of Translator
salary band 1
7 095
6 888
6 688
6 497
6 306
6 122
T1/6
T1/5
684
5 453
T1/4
664
5 293
T1/3
645
5 142
T1/2
626
T1/1
705
608
5 620
4 990
Translator entry level
(UN P-1)
4 847
* Number of years spent at each step

** The values shown in this column will be revised at each announcement of a change in
-151-
This Table 2B provides an alignment with

the UN P-1 and P-2 salary bands.

TABLE III3A - CATEGORY B PERSONNEL*Salary
Progression Table
- Locally Recruited Members of Staff except Translators
(applicable to Locally Recruited Members of Staff (except
Translators) who commenced employment before [insert effective
date of these Staff Regulations])
B1
2
2
2
2
2
2
2
2
2
2
2
2
3
3
TABLE 3A - Salary Progression Table

- Locally Recruited Members of Staff except Translators
(applicable to Locally Recruited Members of Staff (except Translators) who commenced
employment before [insert effective date of these Staff Regulations])
B2
Durati
Inde
Step
on **
x (i)
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
648
635
622
609
596
583
570
557
544
531
518
505
492
479
463
Index
Value of basic
monthly salary
(in ) as at
1 January
2016**
648
635
622
609
596
583
570
557
544
531
518
(see Regulation
4.1.2 for
definition of
basic salary)
5 166
5 062
4 958
4 855
4 751
4 648
4 544
4 440
4 337
4 233
4 129
Durati
Inde
Step
on *
x (i)
Step
18
17
16
15
14
13
2
2
2
3
3
27
26
25
24
23
22
21
20
19
18
17
531
518
505
492
479
463
-152-
Duration*
2
2
2
2
2
2
2
2
2
2
12
11
10
9
8
7
3
3
3
3
3
3
447
434
421
408
395
382
12
11
10
9
8
7
6
5
4
3
2
1
3
3
3
3
3
3
3
3
3
3
3
3
447
434
421
408
395
382
369
356
343
330
317
304
This Table is applicable to Category B Staff recruited after 1st July

1998. For the Staff recruited before this date, Table III (bis) applies.
**
Number of years normally spent at each step.
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
2
2
3
3
3
3
3
3
3
3
3
3
3
3
3
3
505
492
479
463
447
434
421
408
395
382
369
356
343
330
317
304
4 026
3 922
3 819
3 691
3 563
3 460
3 356
3 253
3 149
3 045
2 942
2 838
2 734
2 631
2 527
2 423
** The values shown in this column will be revised at each announcement

of a change in the value of c by the Government of Monaco
-153-
Proposed new text

- Locally Recruited Members of Staff (except Translators)
(applicable to Locally Recruited Members of Staff except Translators who commenced employment after [insert
effective date of these Staff Regulations])
Step
Duration*
Index
M4/6
M4/5
M4/4
M4/3
M4/2
3
3
3
3
M4/1
M3/6
M3/5
M3/4
M3/3
M3/2
3
3
3
3
M3/1
M2/6
-154-
Value of
basic
monthly
salary (in )
as at
1 January
2016**
1 294
1 256
1 219
1 184
1 149
1 116
1 073
1 042
1 012
982
954
926
890
(see
Regulation
4.1.2 for
definition of
basic salary)
Top of salary
10 314
band M4
10 013
9 722
9 438
9 163
Entry level
8 897
(UN P-4
Top of salary
8 558
band M3
8 308
8 066
7 832
7 603
Entry level
7 382
(UN P-3)
Top of salary
7 098
band M2
Proposed new text
7/6
7/5
7/4
7/3
7/2
7/1
5/6
5/5
5/4
5/3
5/2
5/1
3/6
3/5
3/4
3/3
3/2
3/1
1/6
1/5
1/4
1/3
1/2
1/1
M2/5
M2/4
M2/3
M2/2
3
3
3
3
M2/1
6/6
6/5
6/4
6/3
6/2
6/1
4/6
4/5
4/4
4/3
4/2
4/1
2/6
2/5
2/4
2/3
2/2
2/1
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
864
839
815
791
768
760
735
710
685
660
635
610
590
570
550
532
514
496
478
460
442
424
406
388
373
358
343
328
313
Entry level
(UN P-2)
Top level 7
Top level 6
Entry level 7
Top level 5
Entry level 6
Top level 4
Entry level 5
Top level 3
Entry level 4
Top level 2
Entry level 3
Top level 1
Entry level 2
Entry level 1
6 891
6 690
6 495
6 306
6 122
6 059
5 859
5 660
5 461
5 261
5 062
4 863
4 703
4 544
4 385
4 241
4 098
3 954
3 811
3 667
3 524
3 380
3 237
3 093
2 974
2 854
2 734
2 615
2 495
**
The values shown in this column will be revised at each announcement of a change in the value of c by
the Government of Monaco
-155-
Proposed new text
TABLE III (bis) - CATEGORY B PERSONNEL*

(Effective 1 December 1999 SM 9/99
Step
18
17 (b)
17 (a)
16 (b)
16 (a)
15 (b)
15 (a)
14 (b)
14 (a)
13 (b)
13 (a)
12 (b)
12 (a)
11
10
9
8
7
6
5
4
3
2
1
Duration
4
4
4
4
4
2
2
2
2
2
2
2
2
2
2
2
2
3
3
3
3
3
3
3
3
3
3
3
Index
648
635
622
609
596
583
570
557
544
531
518
505
492
479
463
447
434
421
408
395
382
369
356
343
-156-
Proposed new text
TABLE IV - CATEGORY C PERSONNEL

NUMBER OF YEARS
NORMALLY SPENT AT
STEP
STEPS
Dure normale d'un
chelon
14
13
12
11
10
9
8
7
6
5
4
3
2
1
4
4
4
3
3
3
3
3
3
3
3
2
2
2
INDEX
357
345
333
322
311
300
289
279
269
260
250
242
234
225
-157-
TABLE V - TABLE OF OVERTIME AND COMPENSATORY LEAVE TIME RATES

Overtime
Note :
Pay
Compensatory Time
a.
From 1 to 8 hours
worked over and above
the agreed working
week
(Monday
to
Saturday inclusive)

increased by 25%
hours
b.
Above 8 hours worked

over and above the
agreed working week
(Monday to Saturday
inclusive)

increased by 50%
hours
c.
Any
overtime
on
Sundays or approved,
official, public holidays

increased by 100%
Twice the
worked
hours
Basic salary per hour =
Monthly basic salary * 0.9 x 12

------------------------------------------1950
-158-
number
of
This table has been moved and

redesignated as Annex A.
TABLE VI - LANGUAGE ALLOWANCE

Effective as of 1 January 1992 (as amended 2006)
Proficiency Level
Monthly Allowance in Euros
97 Euros
77 Euros
58 Euros
-159-
This table has been redesignated as

Annex B and revised.
ANNEX A E- RETIREMENT CONDITIONS OF

STAFF MEMBERS OF STAFF CONTRIBUTING TO
THE IHB INTERNAL RETIREMENT FUND (IRF)
ANNEX E - RETIREMENT CONDITIONS OF

MEMBERS OF STAFF CONTRIBUTING TO THE IHB
INTERNAL RETIREMENT FUND
This Annex and its supporting Appendix has

been redesignated as Annex E and Appendix to
Annex E.
Notes for this edition of the Staff Regulations:
Notes for this edition of the Staff Regulations:
The proposed changes in this Appendix are only

to adjust references where necessary.
1.
This Annex was previously included in Edition 7
(June 2004) of the Staff Regulations. It will continue to
apply only to existing pensioners under the IRF scheme
and those remaining Members of Staff that are
subscribed to the IRF.
1.
This Annex was previously included in Edition 7
(June 2004) of the Staff Regulations. It will continue to
apply only to existing pensioners under the IRF scheme
and those remaining Members of Staff that are
subscribed to the IRF.
2.
No attempt has been made to adjust the
nomenclature to reflect the new administrative structure
of the IHO secretariat, nor to make the text genderneutral nor to use the amended titles and terms being
used elsewhere in these Staff Regulations.
2.
nomenclature to reflect the new administrative structure
of the IHO secretariat, nor to make the text genderneutral nor to use the amended titles and terms being
used elsewhere in these Staff Regulations.
3.
Where any necessary clarifying notes or revised
cross-references are required that relate to this edition of
the Staff Regulations they are shown in square brackets [
] in this Annex.
3.
Where any necessary clarifying notes or revised
cross-references are required that relate to this edition of
the Staff Regulations they are shown in square brackets [
] in this Annex.
4.
Any reference to the basic texts of the IHO refers
to the versions in force on the last date of revision of
Edition 7 of the Staff Regulations (2009).
4.
Any reference to the basic texts of the IHO refers to
the versions in force on the last date of revision of Edition 7
of the Staff Regulations (2009).
-160-

nomenclature to reflect the new administrative
structure of the IHO secretariat, nor to make the
text gender-neutral, nor to use the amended
titles and terms being used elsewhere in these
Staff Regulations.
Accordingly, no substantive changes are being
proposed to this Annex or to its supporting
Appendix.
Preamble
The definitions and rules below relate to the traditional IHB
Staff Retirement Fund, a "group" scheme based upon the UN
Joint Staff Pension Fund Regulations and the measures
approved by CL22/68. Directors taking up duty with the IHB
and Staff Members entering service on or after 1.09.1987 are
ineligible to join this Fund. Instead they will be covered by
private, personalized, retirement plans. When making the
latter decision, the XIIIth I.H. Conference agreed to support
the IHB Fund with transfers from capital to compensate the
diminution of contributions to the Fund. Staff Member's
contributions were also increased by 50% from 01.01.1988.
-161-

A.1
Definitions
The following definitions are established:

(a)
"Lump sum benefit" means the capital amount

paid to a Staff Member on cessation of service
at the Bureau, or to his "survivors", or, in the
case of a married woman, to her widower, in the
event of the employee's death.
(b)
"Pension" means the periodical remuneration

paid by the Bureau to a retired Staff Member or
to his "survivors".
(c)
"Benefit", used generally, refers to either a lump

sum settlement or a pension.
(d)
"Actuarial equivalent of a pension" means the

capital which, theoretically, according to
official statistics, would be necessary to pay a
pension to the beneficiary for the rest of his life,
or to his "survivors" as provided in these
Regulations. This amount is calculated on the
basis of the "Table of coefficients for the
calculation of the actuarial equivalent of a
pension" as shown as Appendix to this Annex
A. This Table will be brought up to date each
time the United Nations adopt new coefficients.
(e)
"Retiring Age" is was defined in Section IX.2 of

the 7th and earlier editions of the Staff
Regulations.
Retirement Age has been redefined in this 8th
edition of the Staff Regulations. The relevant
Regulations (previously in Section IX.2 of the
7th edition) concerning Retirement Age that
continue to apply to the IRF are as follows:
(e)
"Retiring Age" was defined in Section IX.2 of

the 7th and earlier editions of the Staff
Regulations.
Retirement Age has been redefined in this 8th
edition of the Staff Regulations. The relevant
Regulations (previously in Section IX.2 of the
7th edition) concerning Retirement Age that
continue to apply to the IRF are as follows:
-162-
"Retiring Age" was defined in Section IX.2 of the

7th and earlier editions of the Staff Regulations.
It is proposed to redefine Retirement Age in this
8th edition of the Staff Regulations.
For this reason, the relevant Regulations
(previously in Section IX.2 of the 7th edition)
concerning Retirement Age have been included
here.

IX.2
(f)
IX.2
Retiring Age means the age of 65 years apart

from the exceptions given in IX.3. The minimum
qualifying service for a pension from the IHB
Retirement Fund is fixed at ten years.
Retiring Age means the age of 65 years apart

from the exceptions given in IX.3. The minimum
qualifying service for a pension from the IHB
Retirement Fund is fixed at ten years.
IX.3
IX.3
Retirement Age - exceptions
Retirement Age - exceptions
(i)
The retiring age does not apply to the

Directors, who are governed by the
provisions of Article 27(c) of the General
Regulations.
(i)
The retiring age does not apply to the

Directors, who are governed by the
provisions of Article 27(c) of the General
Regulations.
(ii)
At the request of a Staff Member the

Directing Committee may authorize the
lowering of retiring age to a lower limit of 62
years of age, or as described in (iii) or (iv)
below.
(ii)
At the request of a Staff Member the

Directing Committee may authorize the
lowering of retiring age to a lower limit of 62
years of age, or as described in (iii) or (iv)
below.
(iii)
A Staff Member who, after the age of 60

years, has completed 40 years service, may
retire at his own request.
(iii)
A Staff Member who, after the age of 60

years, has completed 40 years service, may
retire at his own request.
(iv)
If, after the age of 60 years, and having

completed 10 years service, the health of an
employee is recognized upon medical
examination to be such that he is no longer
able to carry out his duties satisfactorily, the
employee may retire, either at his own
request or by decision of the Directing
Committee. ]
(iv)
If, after the age of 60 years, and having

completed 10 years service, the health of an
employee is recognized upon medical
examination to be such that he is no longer
able to carry out his duties satisfactorily, the
employee may retire, either at his own
request or by decision of the Directing
Committee. ]
"Pensionable salary" will be equivalent to 90%

of the basic salary as defined in IV.1.2(a). [
Regulation IV.1.2(a) is now Regulation 4.1.2.a
in this edition of the Staff Regulations ]
(f)
"Pensionable salary" will be equivalent to 90%

of the basic salary as defined in IV.1.2(a). [
Regulation IV.1.2(a) is now Regulation 4.1.2.a
in this edition of the Staff Regulations ]
-163-

(g)
"Basic Pension" means the retirement pension

to which a Staff Member is entitled on cessation
of his service at the Bureau, or, if he dies whilst
in service, the pension to which he would have
been entitled had he been of retiring age at the
date of death.
(h)
"Survivor" means a widow, or a widower, or a

child, or a secondary dependent, who survives
the Staff Member whether he died in service or
when retired, and who is entitled to a benefit
under these Regulations.
(i)
"Secondary dependent" means a mother or a

father or a brother or a sister who is recognized
as a dependent by the Directing Committee.
(j)
"Designated recipient" means a person or

persons, physical or corporate, designated by
the Staff Member as the person or persons
eligible to receive the benefits payable under
these rules to a designated recipient. Where
more than one person is so designated, the Staff
Member shall determine the proportion of the
benefits to be paid to each such person.
(k)
"Variations in cost of living" over a certain

period mean the variations officially observed
by the Bureau in calculating Staff Members'
basic salaries. The Bureau applies the same
adjustments as those made for civil servants of
the Government of Monaco.
(l)
The term "Staff Member" used in this Annex

refers to members of staff recruited who
commenced employment prior to 1 September
1987.
-164-

A.2
Staff Retirement Fund [This is now called the

Internal Retirement Fund (IRF)]
(a)
(b)
(c)
(d)
(e)

A.2
Staff Retirement Fund [This is now called the

Internal Retirement Fund (IRF)]
The Staff Retirement Fund will be maintained

by the Bureau and administered by the
Directing Committee assisted by the Staff
Committee.
The Staff Retirement Fund will be identified
separately from all other funds. Interest earned
by the Staff Retirement Fund will be credited to
the Fund.
Each Staff Member's account in the Retirement
Fund shall be kept in Euros; Euros shall
constitute the basis for contributions and the
calculation of benefits due payable in Euros.
The Staff Retirement Fund will be regularly
augmented by contributions as follows:
(i)
An amount equal to 7.5% of each Staff
Member's pensionable salary will be
deducted and paid into the Fund monthly.
(ii) The Bureau will pay into the Staff
Retirement Fund monthly an amount
equal to 15% of the pensionable salaries
of all Staff administered under the group
scheme.
The amounts paid into the Staff Retirement
Fund will be exclusively set apart for the
payment of pensions and lump sum benefits as
well as for a guarantee thereof. They cannot,
therefore, be employed, even temporarily, for
any other purpose, nor be subject to seizure by
any creditor, nor deposited with any person as
security.
-165-

Clarification

(f)
(g)
Each permanent Staff Member contributing to

the Staff Retirement Fund shall be entitled to
retirement benefits as defined in these
Regulations.
Upon the death of a Staff Member who does not
leave a survivor or a widower entitled to
benefits, his entitlement from the Retirement
Fund shall be paid to his designated recipient. If
the designated recipient does not survive the
Staff Member, or if the latter has not made, or
has revoked, a designation, such sum shall be
paid to the Staff Member's estate.
-166-
A.3
(h)
A Staff Member who leaves the service of the

Bureau and subsequently returns will be treated
as a new employee under the provisions given
in Chapter X.
[ Chapter X is now Chapter 10 in this edition of
the Staff Regulations ]
(i)
Each Staff Member may be provided, at his

request, with a statement of the benefits due to
him from the Retirement Fund as of any
specific date.

(h)
A Staff Member who leaves the service of the

Bureau and subsequently returns will be treated
as a new employee under the provisions given
in Chapter X.
[ Chapter X is now Chapter 10 in this edition of
Retirement Benefits - Staff Members whose service

ceases at retiring age after completing at least 10
years' service
(a)
Subject to the modification in (b) below, a Staff

Member who leaves the service at retiring age
having completed 10 years' service or more may
choose to receive benefits in accordance with
one of the two schemes described hereunder :
-167-

Clarification

(i)
A basic pension, the annual amount of

which shall be calculated on the basis of
the formula :
Annual pension

(i)
A basic pension, the annual amount of

which shall be calculated on the basis of
the formula :
S x A
----------55
where:
Annual pension
A = years of service (35 years

maximum)
(ii)
S x A
----------55
where:
S = sum of number of index points

i as mentioned in IV.1.2 (a)
received over last 12 months'
service, multiplied by the
last factor c applied for the
last
monthly
salary,
multiplied by 0.9.
[ Regulation IV.1.2(a) is now
Regulation 4.1.2.a in this edition of
S = sum of number of index points

i as mentioned in IV.1.2 (a)
received over last 12 months'
service, multiplied by the
last factor c applied for the
last
monthly
salary,
multiplied by 0.9.
[ Regulation IV.1.2(a) is now
Regulation 4.1.2.a in this edition of
A = years of service (35 years maximum)
The possibility to opt (fully or partially),

to commute this pension into a capital or
lump sum gratuity (actuarial equivalent)
by multiplying the pension (or portion
thereof) calculated according to sub-para
(i) above or (b) below by a coefficient as
defined in the "Table of coefficients for
the calculation of the actuarial equivalent
of a pension" (see para A.1(d) and
Appendix to this Annex).
-168-

Clarification
(b)
For Staff Members in Category B who received

an 18.5% increase in basic salary from
1.01.1988 for working the increased standard
hours of 37.5 hours per week, the formula in
(a)(i) is modified as follows :
Annual pension
(S1 x A1) + (S2 x A2)

--------------------------55
where :
S1 = the same as S in (a) (i)
A1 = years of service since 1.01.1988
(in years and months) multiplied
by 3.5 (see Note 3) but not to
exceed the total number of years
worked.
S2 = S1 divided by (k) factor (see note 1)
A2 = total number of years worked - A1
A1 + A2
= a maximum of 35 years
Notes:
(1)
The factor (k) is required to avoid

"windfall benefits" arising from increase
in basic salaries. In the case of salaries to
B & C Category staff from 1.01.1988,
this factor k will value 1.185.
(2)
For Staff Members who reach retiring age

within 10 years of transferring to the new
conditions, the duration of A1 should be
multiplied by a coefficient c = 3.5. This
value represents the maximum number of
years' service in A.3a (35 years) divided
-169-
by the minimum length of service (10 years)

required to qualify for a pension under
A.3.
(c)
Payment of the retirement benefit to which a

Staff Member is entitled shall be effected as
from the end of the month in which the Staff
Member reaches retiring age (See: A.1 (e)).
* This clause is herewith reported for information only, as it

is no longer effective since 31 December 1997.
A.4
Retirement Benefits - Staff Members whose

service ceases before retiring age
A Staff Member who leaves the service at, or before, retiring

age, having completed less than 10 years' service, shall be
entitled to receive a lump sum gratuity equivalent to one
tenth of all basic salary received during the period of service.
A Staff Member who leaves the service before retiring age,
having completed 10 years' service or more, shall be entitled
to receive a lump sum gratuity equivalent to one tenth of the
average of his basic monthly salary over the last 12 months'
service multiplied by the number of months' service in all.
(However, if in the course of the last 12 months an
adjustment of all salaries has occurred in relation to cost of
living, the lump sum gratuity shall be calculated on the
assumption that the adjustment applied to the whole 12
months).
-170-

A.5
Disability Benefits

A.5
Disability Benefits
Any Staff Member who, before reaching the conditions to

receive retirement benefits (see IX.2 and IX.3), has become
incapacitated for further service owing to serious physical or
mental impairment of a permanent or long-term character,
and who does not wish to draw the lump-sum benefit
referred to in A.4 above, shall be entitled, whichever the
retirement scheme to which he contributes, so long as the
disability continues, to a disability benefit equal to 1/55 of
his final average salary over the past 12 months multiplied
by the number of years' service, not exceeding 35, which in
no case shall be less than 1/3 of his final salary. This
disability benefit becomes payable only when the Staff
Member has exhausted all sick leave on full or half pay as
laid down in these Regulations.
[ Regulations IX.2 and IX.3 have been superseded for all
Members of Staff other than those subject to this Annex.
Former Regulations IX.2 and IX.3 are reproduced as part of
Regulation A.1 (e) in this Annex]
Any Staff Member who, before reaching the conditions to

receive retirement benefits (see IX.2 and IX.3), has become
incapacitated for further service owing to serious physical or
mental impairment of a permanent or long-term character,
and who does not wish to draw the lump-sum benefit
referred to in A.4 above, shall be entitled, whichever the
retirement scheme to which he contributes, so long as the
disability continues, to a disability benefit equal to 1/55 of
his final average salary over the past 12 months multiplied
by the number of years' service, not exceeding 35, which in
no case shall be less than 1/3 of his final salary. This
disability benefit becomes payable only when the Staff
Member has exhausted all sick leave on full or half pay as
laid down in these Regulations.
[ Regulations IX.2 and IX.3 have been superseded for all
Members of Staff other than those subject to this Annex.
Former Regulations IX.2 and IX.3 are reproduced as part of
Regulation A.1 (e) in this Annex]
A Staff Member shall not be entitled to draw from the

Bureau a retirement pension and a disability pension
simultaneously, but he shall be entitled to choose the most
advantageous one.
A Staff Member shall not be entitled to draw from the

Bureau a retirement pension and a disability pension
simultaneously, but he shall be entitled to choose the most
advantageous one.
-171-

Clarification

A.6
Benefits for widow or widower and children or

secondary dependent of a Staff Member who dies
while in service
(a)
In the event of the death of a Staff Member, his

widow, or, in the case of a married woman, her
widower, shall be entitled to receive one of the
lump sum gratuities referred to in A.4,
depending on whether or not the deceased had
completed 10 years' service. If the Staff
Member had no spouse but had dependent
children, such children shall be entitled to
receive the lump sum settlement, provided,
however, that they had previously been
designated as legal heirs by the Staff Member.
In the case of an unmarried Staff Member, the
lump sum accruing shall be payable to the
secondary dependent or designated recipient.
(b)
If the deceased was married, and provided that,

at the time of his death, he had completed a
minimum of 10 years' service, his widow may
choose to receive a pension, for herself and any
dependent children of the marriage, instead of
the lump sum settlement. If the Staff Member
was a widower with children eligible for benefit
under the conditions in subpara. (d) hereunder,
such children (or their legal guardians on their
behalf) may choose to receive a pension instead
of a lump sum settlement, provided the
deceased had completed a minimum 10 years'
service.
(c)
If the widow has at least one dependent child of

the marriage she shall be entitled to receive a
pension as from the date of her husband's death.
-172-
Otherwise she shall be entitled to receive a

pension as from the age of 50 years.
(d)
Any child of a deceased Staff Member shall be

entitled to receive a pension as from the date of
his parent's death until he attains the age of
eighteen. However, if the child is completing an
apprenticeship or attending an educational
establishment full time, this benefit shall be
continued
until
completion
of
such
apprenticeship or studies. The child shall cease
to be eligible when he attains the age of
twenty-one except in the case of educational
benefits which may be 25 years of age or by
reason of permanent or long-term physical or
mental incapacity, the child is totally disabled
and unable to support himself. In this case he
shall continue to receive the pension so long as
the disability continues.
(e)
The amount of the widow's pension shall be

equivalent to half of the basic pension of the
Staff Member.
The amount of each child's pension, if the
mother is still alive and is entitled to the
pension, shall be equivalent to one quarter of
the basic pension.
If the mother is deceased one of the children
shall be entitled to a pension equivalent to
one half of the basic pension.
However, the total pensions of widow and
children shall not exceed the basic pension.
(f)
The widow's entitlement to a pension shall

cease in the event of her remarriage.
-173-
If the widow ceases to be entitled to a pension

the entitlement of each child to a quarter of the
basic pension shall be continued.
(g)
Ruling in particular cases not provided for in

these Regulations shall be made by the
Directing Committee after due consideration
and, if necessary, consultation with qualified
experts.
Any contentious matters shall be dealt with
according to the procedure under A.12.
A.7
(h)
In the case of a widow or widower of a Staff

Member being proved by medical examination
to be totally and permanently unable, for
physical or mental reasons, to support herself or
himself and any children, the pension benefits
stipulated above for a widow shall apply.
(i)
The above provisions shall apply to the

surviving partner in the case of divorce or legal
separation if the deceased has been ordered to
pay a subsistence allowance.
Benefits for widow or widower and children in the

event of the death of a Staff Member recipient of a
retirement pension
If a retired Staff Member who is a recipient of a pension

dies, his widow/her widower, if she/he was his wife/her
husband at the time of cessation of his/her service with the
Bureau, shall be entitled to receive a pension. Articles
A.6(c), (e), (f), and (i) shall be applicable - in all cases,
"widow" referring equally to "widower". If there are
dependent children, A.6(d), (e), (f) and (g) shall be
applicable.
-174-

A.8
Benefits for secondary dependents or designated

recipients
Upon the death of a Staff Member who does not leave a

widow or a widower or a child entitled to benefit, but who
leaves a secondary dependent or a designated recipient, that
person shall be entitled to receive either the lump sum
payment as under A.4 or in certain circumstances pension
benefits as under A.3, provided he/she has been designated
by the Staff Member on IHB Form 21.
The pension benefits shall be paid under the following
conditions:
(i)
The secondary dependent shall prove to the

satisfaction of the Directing Committee that the
deceased Staff Member was contributing
materially to his support.
(ii)
In the case of a mother or father the amount of

dependent's pension shall be equivalent to a
widow's or disabled widower's pension
respectively, under A.6.
(iii)
In the case of a brother or sister the amount of

dependent's pension shall be equivalent to a
child's pension, under A.6.
The benefits under subpara. (ii) above shall be
payable under the same conditions as the
benefits to a widow and shall cease in the event
of remarriage of the dependent parent.
The benefit under subpara. (iii) above shall be
payable under the same conditions as a child's
benefit under A.6(d) and provided that the
brother or sister is unmarried.
-175-
Not more than one secondary dependent of a

deceased Staff Member shall be eligible for
benefit.
A.9
Choice between Bureau Benefits and those offered

under the provisions in force in Monaco
Recipients of retirement benefits may receive, if they so

request, instead of the benefits provided under these
Regulations, the benefits provided under the laws of
Monaco. Any such request must be made within 30 days
following the date at which they become entitled to benefit.
If the person concerned chooses to receive the latter benefits,
under no circumstances shall he be entitled to claim
simultaneously application of certain provisions from both
sets of regulations as he considers most favourable to his
own interests. It is specified, notably, that the actuarial
equivalent of a pension shall always be calculated as
provided for under these Regulations.
A.10 Choice between capital, part capital or pension
A Staff Member who leaves the Bureau's service, or a
survivor eligible for a benefit, entitled to choose between a
capital or part capital amount (lump sum gratuity or actuarial
equivalent) and a pension, shall be required to sign a
statement indicating his choice. Any such statement shall be
signed within 30 days following the date at which he
becomes entitled to benefit.
If the capital (or part capital) is preferred, such statement
shall declare that the Staff Member and his survivors thereby
relinquish all rights to that part of the pension paid in the
form of capital (or part capital).
If the relevant pensions are preferred, for himself and his
survivors, such statement shall declare that he thereby
-176-
relinquishes all rights to the capital, except in the event of

dissolution of the Bureau, when the pension shall be
converted into an actuarial equivalent.
If part pension and part capital is chosen, such statement
shall declare :
-
the amount of capital paid,
the number of index points i, which will

correspond to the part pension at retirement age,
and the value of the factor c applied for the first
pension payment.
A.11 Adjustment of pensions

Pensions shall be adjusted periodically in relation to the cost
of living under the same conditions as such adjustment to the
salaries of current Staff Members.
The percentage adjustment shall be the same for all
recipients of pensions, wherever they may reside.
-177-
A.12 Payment of benefits

(a)
Pensions shall normally be paid quarterly, in

arrears, upon request by the recipient, they may
be paid monthly.
(b)
Any person entitled to a pension who is unable,

or disinclined, to apply to the Bureau
headquarters in person to receive it, may request
that it be sent to him by post or direct bank
deposit. The Directing Committee shall
establish for each case the mode of payment
guaranteed to avoid any irregularity.
Ordinary expenses incurred in remitting
pensions shall be borne by the Bureau.
(c)
In the case of a widow or widower of a former

Staff Member or a secondary dependent
recipient of a pension, he or she shall be
required to sign a written promise to notify the
Bureau in the event of marriage or remarriage.
Furthermore, every year such persons shall
submit a declaration that such marriage or
remarriage has not taken place.
(d)
Any child's pension or lump sum due shall be

paid to the legal guardian on submittal of a
signed declaration that the child is still living.
In the case of a child entitled to a pension until
the age of 21, every year from the age of 18
onwards he shall be required to submit
documents certifying that he is completing an
apprenticeship or is still a full time student.
-178-

(e)
The pension or the capital (lump sum gratuity or

actuarial equivalent of a pension) due shall
normally be payable in Euros. However, a
person eligible for benefit who resides, or
intends to reside, in a country where the legal
currency is other than the Euro may request at
any time that the pension or the capital be paid
in that country in dollars or sterling or Swiss
francs, provided, however, that funds in these
currencies are available in the Bureau's
accounts.
(f)
Any receipt of benefits under false pretences, or

attempt to receive the same by a false
declaration, shall result in legal proceedings
against the person responsible in accordance
with the law in his country of residence, and
any amounts irregularly received shall be
reclaimed.
-179-
A.13 Contentious Matters

Should a divergence of opinion arise between a Staff
Member and the Directing Committee concerning the
interpretation of any of the Rules set out in this Chapter IX
"Retirement" and Annex A, the matter may be referred by
either party to the Finance Committee for a decision.
A.14 Application of the Retirement Rules
The above Rules set out in this Chapter Annex came into
force with effect from 1 January 1988 and supersede all
previous rules or regulations.
-180-
APPENDIX TO ANNEX A E - Table of Coefficients for the calculation of the Actuarial equivalent of a pension
[Article A.3 (a) (ii)]
Age
Men
Women
Age
Men
Women
Explanation
and Remarks
60
13.79
14.72
73
8.24
9.22
61
13.37
14.32
74
7.84
8.79
No changes are
being proposed
to this table.
62
12.95
13.91
75
7.44
7.95
63
12.52
13.50
76
7.05
7.54
64
12.08
13.08
77
6.67
7.36
65
11.64
12.67
78
6.30
7.14
66
11.21
12.25
79
5.94
6.75
67
10.78
11.82
80
5.59
6.37
68
10.35
11.39
81
5.25
5.98
69
9.92
10.94
82
4.92
5.64
70
9.49
10.51
83
4.61
5.30
71
9.07
10.08
84
4.30
4.97
72
8.65
9.65
85
4.01
4.63
-181-

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INTERNATIONAL HYDROGRAPHIC ORGANIZATION

(Revised March 2009)

International Hydrographic Bureau Organization

Original text - showing any proposed changes in red

Proposed revised text incorporating any changes1

The second edition (January 1980) incorporated the decisions of the XI th

The sixth edition (2003) included amendments resulting from decisions of

The sixth edition (2003) included amendments resulting from decisions of

The seventh edition (June 2004) incorporated the decisions taken by

The seventh edition (June 2004) incorporated the decisions taken by

Explanation and Remarks

Original text - showing any proposed changes in red

Proposed revised text incorporating any changes1

This eighth edition effective [insert effective date of these Staff

This eighth edition effective [insert effective date of these Staff

The provisions contained in these Regulations regarding social benefits

Explanation and Remarks

A table of sources was introduced as Annex B to

Original text - showing any proposed changes in red

Proposed revised text incorporating any changes1

Explanation and Remarks

Original text - showing any proposed changes in red

Proposed revised text incorporating any changes

For the purposes of these Regulations, except for Annex E

For the purposes of these Regulations, except for Annex E

Explanation and Remarks

Regulations, means these Staff Regulations of

Regulations, means these Staff Regulations of

(e) c. by "Conference Assembly", means the

Assembly, means the Assembly of the

Convention, means the Convention on the

Host Agreement, means the agreement

Secretariat, means the personnel and the

(i) a. by "the Organization IHO", means

(f) d. by "Convention", means the Convention on the

Secretariat, means the personnel and the

No substantive changes are being proposed to

Original text - showing any proposed changes in red

Proposed revised text incorporating any changes

Explanation and Remarks

Member of Staff, means any of the Permanent

Member of Staff, means any of the Permanent

This definition is proposed to simplify the

Secretary-General and Director, means

Secretary-General and Director, means

This definition is proposed to simplify the

Assistant Director, means an Internationally

Assistant Director, means an Internationally

This definition is proposed to simplify the

(b) k. by "Permanent Member of Staff Member",

Permanent Member of Staff, means the

by "Staff Member" or "Employee", any person

Original text - showing any proposed changes in red

Proposed revised text incorporating any changes

This does not include personnel seconded to the

Period of Probation, means a period of not

Temporary Member of Staff, means any

"Probationary Member of Staff", means any

Period of Probation, means a period of not

Explanation and Remarks

Original text - showing any proposed changes in red

Proposed revised text incorporating any changes

Explanation and Remarks

Internationally Recruited Member of Staff,