FICSA Circular 899 2001

INDEX OF DECISIONS OF THE 54^th FICSA COUNCIL

ICAO, Montreal, 5 to 9 February 2001

CONTENTS
I.	DECISIONS TAKEN WITHOUT REFERENCE TO A COMMITTEE
II.	LEGAL QUESTIONS
III.	HUMAN RESOURCES MANAGEMENT
IV.	SOCIAL SECURITY/OCCUPATIONAL HEALTH AND SAFETY
V.	CONDITIONS OF SERVICE IN THE FIELD
VI.	GENERAL SERVICE QUESTIONS (incl. PTC/NON-HQ)
VII.	PROFESSIONAL SALARIES AND ALLOWANCES
VIII.	ADMINISTRATIVE AND BUDGETARY QUESTIONS
I.	DECISIONS TAKEN WITHOUT REFERENCE TO A COMMITTEE	RESPONSIBILITY
A.	THEME
	FICSA will have an enduring theme, "A Labour Rights for All Staff in International Organizations" (Para. 121).
B.	RELATIONS WITH ICSC
	The Federation will renew its relationship with ICSC and the Executive Committee will report to the membership its assessment of the new strategy (Para. 34 and Resolution 54/1).
C.	RELATIONS WITH HLCM
	The Executive Committee should monitor closely the evolution of HLCM and HLCP, in particular the arrangements being made for decision-making processes, and ensure that the broadest possible form of dialogue be instituted within the new system at all levels. Member associations/unions should lobby their executive heads on these issues (Para. 58).
	With regard to HR practices, the FICSA secretariat should work closely with Member Associations/Unions to identify best practice both within and outside the UN system. Member Associations/Unions shall work with their administrations to implement best practice, while FICSA will work with HLCM to gain approval for the UN system of best practices applied by non-UN system organizations (Para. 58).
D.	TRUTHFUL BUDGETING
	Member Associations/Unions should request from their administrations an opportunity to contribute to the preparation of the draft programme budget and participate in the work of the Administrative and Budgetary Committee with a view to ensuring that programme allocations include a truthful assessment of staffing and related costs, such as security (Para. 57).	Member Associations/Unions
	Member Associations and Unions should establish how much it costs to employ short-term rather than regular staff.	Member Associations/Unions
E.	STAFF/MANAGEMENT RELATIONS
	The Executive Committee should closely monitor the evolution of the situation in relation to HLCM. The Executive Committee should, in particular, ensure that the broadest possible form of dialogue be instituted within the new system at all levels.
	Member Associations and Unions should lobby with their executive head, the most senior administrative manager and the head of human resources management to ensure that they support the aforementioned broadest possible form of dialogue.
	Member Associations and Unions should identify best practices in the field of terms and conditions of employment and human resources management. Where such best practices are applied by one or more organizations in the common system and are relevant to others, Member Associations and Unions should press their administrative services to introduce them as well. Where such best practices are applied outside the common system - and in particular where they are called for by initiatives from common system organizations (such as ILO Conventions and Recommendations) - the Executive Committee should refer the matter to HLCM and seek a decision for implementation in the entire common system.
F.	COLLECTIVE BARGAINING
	The document FICSA/C/54/10 on Collective Bargaining should be used as a reference by Member Associations/Unions when drafting agreements with management (Para. 59).
II.	LEGAL QUESTIONS	RESPONSIBILITY
	Chair: Richard Kerby (UNDP/UNFPA/UNOPS New York) Vice-Chairs: Lahouari Belgharbi (WHO/HQ Geneva) Jan Hladík (UNESCO Paris) Richard Kigaraba (UPU Bern) Jessica Vapnek (FAO/WFP-APS Rome)
1.	The principles identified in paragraph 10 of the Standing Committee's report should be proposed as a framework for the settlement of disputes concerning private obligations.	Member Associations/Unions
2.	UNESCO STU should continue to monitor the situation regarding decisions relating to reclassifications, personal promotions, appointments and end-of-career promotions made by the previous Director-General and keep FICSA informed.	UNESCO STU
3.	A working group should be constituted to identify the best available legal insurance scheme.	Chair and Vice-Chairs
III.	HUMAN RESOURCES MANAGEMENT	RESPONSIBILITY
	Chair: Roy Croxen (ICAO Montreal) Vice-Chairs: Carole Fenn (PAHO/WHO Washington) Lahouari Belgharbi (WHO/HQ Geneva)
A.	Human resources management framework follow up (Paras. 5, 8, 11)
1.	Reports of WHO HRM task forces and external consultant report to be made available to FICSA and to member associations/unions.	WHO/HQ SA Executive Committee
2.	FICSA to participate in ALL fora where HRM issues are discussed. Investigate possibilities for collaboration with CCISUA on HRM issues.	Executive Committee
3.	Working group (ICAO, PAHO and WHO/HQ) to prepare a first outline for a paper within 6 to 8 weeks after Council session, and distribute to members for comments; Within that time, member associations/unions to provide information on best practices, problems and experiences within their respective organizations;	Working group Member Associations/Unions FICSA Research Officer to act as Focal Point
	Once outline prepared and all information available, a decision to be taken how best to move forward with regard to analysing the information e.g. using PSI, Cranfield or some other external consultant.	Member Associations/Unions Executive Committee
B.	Staff development and training (SDT) (Paras. 13, 14)
1.	As part of above HRM paper, FICSA to collect information on best practices of SDT and budgeting.	Executive Committee
2.	FICSA to reiterate its previous recommendation on the importance of having a sufficient budget for SDT and that organizations should earmark at least 3 per cent of staff costs for SDT, across the board (without age discrimination), and involve staff in the determination of overall training. The recommendation should emphasize the importance of also training local staff, and staff in the field.	Executive Committee
C.	Broadbanding (Para. 15)
	FICSA and member associations/unions should not develop a position until more is known about the form of broadbanding that may be proposed for the common system.	Executive Committee Member Associations/Unions
D.	Work/family agenda (Paras. 17, 19, 20)
1.	FICSA to distribute the IOM model of work/family agenda to members as a basis for collecting information on best practices for work/family, family visit, and maternity/paternity leave.	Executive Committee
2.	FICSA to recommend that the UN common system increase the maternity leave from 16 to 18 weeks in accordance with the ILO recommendation.	Executive Committee
E.	Outsourcing (Paras. 22, 23)
1.	FICSA to recommend that each organization formulate a clear policy regarding outsourcing, involving staff not only in its formulation but also in its implementation.	Executive Committee
2.	Member associations/unions may use the UN guidelines on outsourcing as a possible starting point to prepare guidelines on outsourcing. The policy should stipulate that no outsourcing is to take place: (a) without first undertaking a comprehensive cost-benefit analysis of issues of security and quality; and, (b) ensuring redeployment of affected staff.	Executive Committee Member Associations/Unions
F.	Conditions for taking on outside work (Para. 24)
	FICSA to distribute UN administrative instruction on "conditions for taking on outside work" to all members, asking for information on best practices. As certain aspects in the UN instruction were found to be inappropriate (and rather over-bureaucratic), each organization to adapt as appropriate.	Executive Committee
G.	Gender equality (Paras. 26, 29)
1.	Members who have not yet provided information regarding their focal point for gender issues are asked to provide this information to FICSA as soon as possible.	Member Associations/Unions
2.	For the next Council, FICSA to collect and provide more information on how to tackle the more practical problems related to the implementation of a gender ratio strategy. A round table discussion should be set up.	Executive Committee Member Associations/Unions Chair of SC
H.	Job classification survey (Para. 31)
	Results of WHO survey on job satisfaction to be made available to FICSA and to members.	Executive Committee Chair of SC
I.	Cranfield human resources management course (Para. 33)
1.	The Cranfield human resources management course to be repeated for staff representatives.	Executive Committee
2.	Member associations/unions to be involved in the actual drafting of any such future programmes for Cranfield courses. Consideration should also be given to involve representatives from the administration, and programme managers.	Executive Committee
J.	Other matters (Para. 34)
	No items to be put on the agenda of the Standing Committee unless a background paper is provided. All background papers to indicate the author of the proposal. (Only information items may be presented without background paper.)	Executive Committee Chair of SC
IV.	SOCIAL SECURITY/OCCUPATIONAL HEALTH AND SAFETY	RESPONSIBILITY
	Chair: Gustavo Strittmatter (PAHO/WHO Washington) Vice-Chair: Dean Neal (IAEA Vienna)
A.	Pension rights and transfer agreements between UNJSPF and the former Soviet Union
	Partial payments should be made from UNJSPB emergency fund resources on humanitarian grounds to former participants in Russia entitled to a benefit under the draft agreement between the Pension Board and the Russian Federation, as well as to other former participants in USSR successor states who had transferred their pension rights.
B.	Pensions in soft-currency duty stations and determination of final average remuneration (FAR)
1.	The 1996 proposal (JSPB/47/CRP.8/Corr.1) developed by FICSA and the participants' representatives should be resubmitted and supported by data which demonstrates sharp declines in pensionable remuneration and is supported by annual UNJSPF statements submitted to individual participants.
2.	The PAHO/WHO Staff Association has obtained a significant number of individual worksheets and a review of this figure will be worked out this year. Mr. Walter P. Scherzer (IAEA Staff Association) offered his expertise to work on these figures.
C.	Purchase of pensions
	Local joint staff pension committees should be approached to determine the feasibility of "buy-in" schemes for staff.
D.	Mandatory age of separation
	Staff representatives should pursue the matter of increasing the mandatory age of retirement from 60 to 62 for those who entered into service prior to 1 January 1990. Member associations/unions should advocate for the corresponding changes in their Regulations and Rules with their organizations.
E.	Cost-of-living adjustments
	The threshold for annual cost-of-living adjustments of pensions in award should be reduced further to one per cent by 1 April 2003. The Committee further recommended the elimination of the 1.5 percentage point reduction applied to the initial adjustment due after separation. The Committee recommended that participants' representatives, executive heads, and the FICSA observer be contacted to monitor the proceedings of the recently created Working Group.
F	Rate of accumulation
	The rate of accumulation during the first ten years should be restored to 2 per cent per annum. The Committee recommended that participants' representatives and the FICSA observer be contacted to ensure that the Working Group consider this important change.
G.	Interest rates
	Interest rates applicable to lump-sum commutations should be reduced beyond 6 per cent, the level set for possible introduction as of 1 January 2001.
H.	Adjustment of deferred pensions
	The current age-bound restriction on adjustment of deferred pensions should be lifted.
I.	Divorced spouses
	FICSA should support the proposals described in paragraph 2(c) of document FICSA/C/54/SOCSEC/7 (Resolution on the United Nations Pension System).
J.	Long-term care
	A proposal should be submitted to HCLM advocating a mandatory long-term care insurance scheme at the earliest possible opportunity as noted in the 1998 CCAQ proposals.
K.	Improved eligibility for after-service health insurance
	Member associations/unions should press for improvements in the after-service health insurance schemes, particularly as regards the eligibility requirements for staff separating before the age of 55, and should draw on the experience of other associations/unions in that endeavour.
L.	Reinstatement of staff recovering from disability
1.	FICSA should draft a new rule to protect staff who have recovered from a disability and who wish to return to work and press for a disability reinstatement provision in the body of Law covering the UN common system as a whole.
2.	FICSA should examine the possibility of requesting that medical services and the organizations be more proactive in ensuring that all persons retiring under disability get their mandatory medical reviews on time to secure continuing payment of benefits.
M.	Working with visual display units (VDUs)
	This item should be re-named "Health and Safety Recommendations for Working with Computer Equipment". Member associations/unions should submit relevant material for collection and distribution throughout FICSA.
N.	Taxation of pensions
	FICSA should support the idea that pension and salary emoluments should be exempted from national taxation.
O.	Recognition of domestic partnership for dependency purposes (FICSA/C/54/SOCSEC/2)
	Domestic partnership should be viewed under the framework of local laws.
P.	Healthy workplaces
1.	A "resource box" should be established on asbestos removal, prevention and indemnity information, in order that information (including web site addresses) can be shared amongst the Federation membership.
Q.	Health-promotion in the workplace (Health and Safety Committees)
	Member associations/unions should send their experiences to the FICSA Executive Committee so that the Federation can act as a clearing house to exchange information and views on the matter of establishing health and safety committees.
R.	Occasional recuperation break (FICSA/C/54/SOCSEC/6)
1.	Member associations/unions should adapt the text of this Regulation to the specific circumstances of their own missions/assignments with a view to expanding it to other hardship situations, and urge their executive heads to adopt relevant provisions.
2.	Check whether the noted FICSA document containing the administration instruction corresponds to the best practice within the UN common system and if so recommend member associations and unions to urge the executive heads to adopt the same provisions.
S.	Health consequences of depleted uranium in Kosovo (FICSA/C/54/SOCSEC/6)
	The Committee should find out if there are other locations in the world where UN staff are suffering from illnesses related to depleted uranium. Each organization should be responsible for properly orienting staff to health precautions/medical requirements to take when deployed to hazardous environments. Each organization should also maintain a list of staff assigned to areas of potential danger, so that their health status may be tracked to monitor any resulting illnesses related to exposure to hazardous chemicals or other potentially harmful working environments. FICSA should issue periodic updates on this front.
T.	Medical evacuation (FICSA/C/54/SOCSEC/1)
1.	Check whether the United Nations administrative instruction (ST/AI/2000/10) reflects best practice within the common system.
2.	Member associations and unions should advocate with their administrations to introduce new policies according to best practice.
3.	The implementation of a 24-hour a day, 7 days per week medical/accident insurance should be provided by each organization for staff while traveling on duty.
U.	Safety and security of United Nations personnel (FICSA/C/54/SOCSEC/8) and Security Training (FICSA/C/54/SOCSEC/10)
	Check with the administrations whether the dissemination of the Security Handbook is progressing as scheduled and make sure that all the information is widely disseminated and made available as soon as possible to both internationally- and locally-recruited staff.
V.	UN staff living with HIV/AIDS (FICSA/C/54/SOCSEC/9)
	Each organization should be encouraged to make a policy statement on the issue of equal treatment of UN staff living with HIV/AIDS.
V.	CONDITIONS OF SERVICE IN THE FIELD	RESPONSIBILITY
	Chair: Basharat Ahmad (FUNSA Pakistan) Vice-Chairs: Laura Beker (FAPSNUBA Argentina) Khadija El-Rharbi (FLPNUM Morocco) Dimitri Samaras (UNDP/UNFPA/UNOPS New York)
A.	Various
1.	FICSA should finalize and distribute the questionnaire for the survey on harassment in field duty stations and report to the 55th Council.	Chair, Vice-Chairs of SC FICSA Secretariat
2.	Regional Members should report to Council on the follow-up actions taken in response to specific issues raised in the field.	Executive Committee Regional Members
3.	FICSA should provide information on FUNSAs to all staff.	Executive Committee
4.	FICSA should write to the Resident Coordinator stressing the importance of liaising with the FUNSA on common system matters and issues at the duty station.	Executive Committee
5.	The local heads of agencies should be fully briefed on salary survey processes.
B.	Staff security and safety
1.	Security training should be provided for all staff in all field duty stations whether or not the country is in crisis.
2.	The FICSA General Secretary should draft a resolution on staff security issues.
3.	The Security Handbook should be revised to incorporate sufficient coverage of all UN staff, irrespective of contractual status. The FICSA General Secretary and the Chair of the Standing Committee should look into the revisions of the security manual and request input from the field.
4.	FICSA should monitor and follow up with UNSECOORD on issues relating to the implementation of the provisions of the Field Security Handbook.
5.	FICSA should request all FUNSAs, where applicable, and others (e.g. UNDP Staff Associations) to report on the implementation status of the security plan in their duty stations.
6.	FICSA President (or Regional Member) should visit Rwanda to assess the situation of detained staff; also in other countries as required.
C.	Hardship and mobility (Classification of duty stations)
1.	Member associations/unions and FUNSAs should be involved at the field level in the completion of the questionnaire.
2.	The Professional field staff should be fully informed of the criteria used for the classification of a duty station.
3.	FICSA should inform Headquarters associations/unions, FUNSAs and local staff associations of the list of countries included in the review.
4.	FICSA should ask the ICSC to provide the schedule of countries under review.
5.	FICSA should alert and provide assistance to FUNSAs and local staff associations in completing the questionnaire.
6.	FICSA should promote an effective and equitable reassignment policy.
D.	Appeals boards
	A mechanism should be established to provide staff with information on appeals procedures.
E.	Relationship between international and local staff
1.	The situation should be monitored; local staff should be fully informed of their rights and the process to be used to resolve any conflicts.
2.	Each organization should brief/orient their international staff members assigned to the field in a mandatory session on cultural sensitivity and interpersonal relations.
F.	WFP staff employed on the basis of UNDP contracts
	The FICSA Standing Committee on Legal Questions should examine the legality of the contract and the responsibility of the organizations. Accordingly, FICSA should clarify the legal aspects of the contracts, the responsibility of the agencies concerned and the staff representation issues of the WFP field staff.
2.	UNDP and WFP should also assess the legal aspects of the contracts issued by UNDP for WFP field staff.
G.	Coordination, communication, networking
1.	The email addresses of the FUNSAs and the Field Staff Associations should be updated and distributed to FICSA Regional Members. Addresses should be grouped by region.
2.	A discussion group on field issues should be established through a website to encourage participation by field staff.
H.	HIV/AIDS
	FICSA to coordinate with UNDP/UNFPA/UNOPS Staff Association on the promotion of the Mark Hamilton Project.
VI.	GENERAL SERVICE QUESTIONS	RESPONSIBILITY
	Chair: Varghese Joseph (ITU Geneva) Vice-Chairs: Lori Baldo (ICAO Montreal) Rolando Chacon (PAHO/WHO Washington)
1.	FICSA should inform the administration of PAHO/WHO in writing of the staff's right to participate in the local salary survey workshops.	Executive Committee
2.	FICSA should request that a copy of the software used by ICSC on salary surveys be made available to local staff associations and representatives for meaningful participation in the salary survey exercise.	Executive Committee
3.	FICSA should identify and analyse the implications of the review of the pay and benefits system for General Service staff.	Executive Committee
4.	FICSA should organize eight workshops on salary survey methodology for non-headquarters duty stations, with priority given to Bangladesh, Costa Rica and Jamaica: Africa - Two venues to be determined; special consideration given to Abidjan. Eastern Europe - One venue to be determined. Asia/Pacific - Three venues; Bangladesh given priority. Caribbean - Two workshops; scope expanded to include an overview on job classification; Costa Rica and Jamaica given priority; PAHO/WHO will host workshop in Jamaica and ICAO will provide resource personnel.
5.	Local associations should be encouraged to bear the cost of the workshops. FICSA should request that local administrations share the cost of the workshops.	Executive Committee Member, Associations/Unions
6.	FICSA should provide a list of previous workshops, including venue and number of participants.	Executive Committee
7.	FICSA should analyse the GS salary survey methodology after the current cycle is completed.	Executive Committee
8.	A component on field issues should be included in the agenda of the Standing Committee on GS Questions.	Chair, Vice-Chairs of SC
VI.(a)	PTC FOR HEADQUARTERS DUTY STATIONS (PTC/HQ)
	Coordinator (by interim): Varghese Joseph (ITU Geneva)
	The PTC should organize workshops on technical training to refresh the knowledge of existing resources persons and train new people.	Coordinator, PTC
VI.(b)	PTC FOR NON-HEADQUARTERS DUTY STATIONS (PTC/NHQ)
	Coordinator: Rolando Chacon (PAHO/WHO Washington) Vice-Coordinator: Basharat Ahmad (FUNSA Islamabad)
1.	The Executive Committee should follow up on recommendations of the salary survey workshops held in 2000, as contained in document FICSA/C/54/GSQ/1.	Executive Committee
2.	Request lead agencies to provide information on all salary surveys in non-headquarters duty stations.
3.	The following criteria for selection of outside employers should be eliminated from the methodology: sector representation, number of employees, number of years employer established in locality.
4.	The 75% threshold percentile should no longer be applied to benefits provided by the employer.
5.	The provision for global job matching should be eliminated from the methodology because it does not reflect the real situation in the field.
6.	Job matching should include posts in the outside market requiring university degrees.
7.	New in-kind benefits should be included in interim surveys.
VII.	PROFESSIONAL SALARIES AND ALLOWANCES	RESPONSIBILITY
	Chair: Matthew Montavon (FAO/WFP-APS Rome) Vice-Chairs: Stephan Flaetgen (UNDP/UNFPA/UNOPS New York) Dean Neal (IAEA Vienna)
1.	FICSA should monitor the progress and proceedings of the focus groups and prepare a critical review of the recommendations coming from the focus groups. FICSA should have greater participation in the focus group process. The pitfalls of some of the options under consideration, particularly broadbanding, should be clearly articulated.	Executive Committee
2.	FICSA should participate in next session of ACPAQ.
3.	FICSA should write to ICSC requesting that salaries be increased to bring them to the margin of 120, in recognition of the fact that the margin was below the desirable midpoint, with an additional adjustment to bring salaries in line with the best paid civil service i.e. the German civil service. The letter should be copied to all missions in New York.	Executive Committee
4.	Research is needed to identify the extent of alternative contracts that leave employees with more limited rights.
VIII.	ADMINISTRATIVE AND BUDGETARY QUESTIONS	RESPONSIBILITY
1.	The External Auditor's recommendations should be implemented as in FICSA/C/54/A&B/1/Add.1.
2.	Interim balance sheet: Where references are made to exchange rates, the actual exchange rate used at the time should be shown. Figures should be shown in both CHF and US$ for both years for comparison purposes.
3.	Budget performance report: show the CHF and US$ figures.
4.	The Regional Member for Africa should contact FUNSA Accra regarding their arrears.
5.	Status of contributions: show the amounts assessed, owing and paid for each year in both currencies to define the exact duration and annual amount of arrears.
6.	Utilize the expertise available in the FICSA offices and the local member associations/unions to represent FICSA at external activities whenever possible.
7.	Line items should reflect the percentage difference in both currencies between the proposed budget and the actual expenditure of the previous year.
8.	New job descriptions should be prepared for Amanda Gatti, Christelle Maurel and Marielle Pégat-Gerlier so that jobs can be reclassified before the next Council.