Un Interagency Mobility Agreement

The incentive is paid to staff who have served in an organization of the United Nations common system for at least five consecutive years, starting with their second deployment after geographical relocation. Employees assigned to Category “H” locations are not eligible for the incentive. The incentive is paid for a maximum period of five years. Employees who work in “H” locations and who have received the mobility allowance or who have received a letter of offer containing the mobility allowance will receive the current amount for a maximum period of five years or the transition to the next assignment, whichever comes first. The incentive for mobility will be increased by 25% from the 4th use and by 50% from the 7th use. A mobility incentive will be introduced to replace the current mobility allowance. The annual amounts of the mobility incentive per grade bracket are as follows: UNDP`s new mobility policy provides a clear framework on how mobility is implemented and managed within UNDP. It applies to all International Professional Employees (IPs) who hold a letter of appointment from UNDP and who are hired for Temporary Appointments (FTAs) and Permanent Appointments (PAs). The Directive defines mobility as the regular transfer of workers to new or reclassified positions within the same occupational group or a different functional area, laterally or at another level, in the same or a different workplace.

The policy reintroduces a mobility requirement for most IP positions and a tour of service element. In addition, categories of geographical, functional and inter-agency mobility will be created. The directive was amended to clarify the procedure on how to recover excessive payments to employees, including by placing greater emphasis on reimbursement agreements and expanding the options available to recover overpayments. As part of People for 2030, OHR is implementing a mobility policy that enables UNDP to deploy the right people to the right place at the right time, ensuring that the organization can fulfill its critical mission and achieve its goals of promoting sustainable development. Specifically, the policy aims to: The following notice has been posted on the “Salaries and Related Allowances” home page to clarify: 4. Breastfeeding employees may leave the office up to twice a day to breastfeed their baby or produce milk outside the workplace. The maximum period of absence for these purposes is as follows: 9. Revised selection and termination of free trade agreements not covered by the pool of applicants, 3 October 2016 The R&R eligibility criteria for CIs have been aligned with the IC Directive. 9. Finally, the Directive provides examples of each of the four prohibited types of conduct in order to dispel misunderstandings concerning acts and behaviours of harassment, sexual harassment, discrimination and abuse of power. To ensure clearer simplification and accountability, the revised directive reduces the documentation and forms required for the submission of certified sick leave.

With the corresponding procedures, the function of requesting sick leave and uncertified sick leave in the Atlas e-Services module has also been introduced. 58. Entitlement to international benefits and rights and determination of official citizenship of the United Nations, 23 September 2019 In 2017, the Staff Regulations and Staff Regulations of the United Nations were mainly updated to reflect changes to the new compensation package approved by the General Assembly on 23 December 2015. Eligibility for the repatriation allowance is subject to a minimum of five years` service abroad. Staff in service shall retain their eligibility for the current grant up to the number of years accumulated at the time of implementation. In addition, the second lump sum of an additional month`s net salary, previously paid under the option of non-removal in the event of a move to field offices for three years or more, has been abolished. If the letter addressed to the agent contains a payment of the second lump sum, this shall be taken into account. This empowerment policy offers expanded eligibility by including all students enrolled in the final year of a bachelor`s degree and one year after completing a master`s degree or equivalent. It also removes the requirement for interns to take out life insurance, as well as the prohibition of employment after the internship, while clarifying that interns are not allowed to apply for jobs during their internship. The revised policy introduces the principle that UNDP is not a lending institution.

If there are no lending institutions or if borrowing is not possible, UNDP may, under certain conditions, pay a salary advance. The Directive specifies, inter alia, that in cases where a staff member does not receive his regular salary through no fault of his own, an advance equal to the amount due is automatically granted. The revised policy also focuses on the recovery of outstanding advances on final compensation and any other balances in excess of final compensation. 102. Flexible Work Arrangements, December 13, 2021 The following provision, which previously required a request for accelerated activation, is no longer required (i.e., . .