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            STAFF REGULATIONS OF THE EUROPEAN UNION SATELLITE CENTRE             (1)

PRELIMINARY REMARKS

PREAMBLE

Article 1

TITLE I —   GENERAL PROVISIONS

Authority

Declaration

Conduct

Financial responsibility

Security

TITLE II —   STATUS OF STAFF MEMBERS

CHAPTER I —   GENERAL PROVISIONS

Privileges and immunities

Assistance and compensation

Proprietary rights

External activities

Candidacy for public or political office

CHAPTER II —   RECRUITMENT AND CONTRACTS

Initial contracts

Probationary period

Termination of contracts

Compensation for loss of job

Reduced notice of termination

CHAPTER III —   SALARIES AND ALLOWANCES

Household allowance

Children's and other dependants' allowance

Education allowance

Handicapped children's and other dependants' allowance

Rent allowance

Transport allowance

Internal tax

Contributions to pension scheme

Contributions to supplementary insurance scheme

CHAPTER IV —   TRAVEL COSTS

CHAPTER V —   INTERNAL ORGANISATION

CHAPTER VI —   REPORTS AND PROMOTION

CHAPTER VII —   DISCIPLINARY MEASURES

CHAPTER VIII —   APPEALS AND APPEALS BOARD

CHAPTER IX —   PENSION SCHEMES

Article 31

TITLE III —   PROVISIONS APPLICABLE TO TEMPORARY STAFF

TITLE IV —   PROVISIONS APPLICABLE TO EXPERTS AND SECONDED EXPERTS

PRELIMINARY REMARKS

The Staff Regulations of the European Union Satellite Centre have been drawn up in parallel with those of the Institute for Security Studies, which explains the considerable similarities between the two texts. However, it must be stressed that there are differences, owing to certain specific features of the Centre.

The Centre is an operational body, which explains for instance why staff members must, in exceptional cases assume responsibility at a higher level than that warranted by their posts or why they have to work outside ‘normal’ working hours.

The particular location of the Centre, in a military airbase in the host country, is the second factor which justifies certain differences, particularly as regards security and transport.

PREAMBLE

The Satellite Centre is an agency of the European Union, affiliated to the Coordinated Organisations.

Article 1

These Regulations define the status, rights, duties and responsibilities of the members of the staff of the European Union Satellite Centre, hereinafter referred to as ‘the Centre’.

The staff of the Centre comprises natural persons who hold contracts as staff members or temporary staff. Paid experts and trainees are subject to specific provisions listed in Title IV.

The Director of the Centre is authorised to make such amendments to these Regulations as prove necessary, with the assent of the Board.

These Regulations shall apply to all staff members except where the Board has taken decisions to the contrary in respect of hors grade personnel.

TITLE I

GENERAL PROVISIONS

Article 2

Provisions applicable to all staff members

1.   Authority

Staff members shall be subject to the authority of the Director and responsible to him for the performance of their duties, which they shall undertake to carry out as scrupulously and conscientiously as possible.

2.   Declaration

On accepting engagement with the European Union Satellite Centre each staff member shall subscribe to the following declaration:

                        ‘I solemnly undertake to exercise in all loyalty, discretion and conscience the functions entrusted to me as member of the staff of the European Union Satellite Centre, and to discharge these functions with the interests of the Centre only in view. I further undertake not to seek or accept instructions in regard to the performance of my duties from any government or from any authority other than the Centre.’                     

3.   Conduct

Staff members shall conduct themselves at all times in a manner compatible with their status as representatives of the European Union Satellite Centre. They shall abstain from any action or activity that may in any way undermine the dignity of their position or the good name of the Centre.

4.   Financial responsibility

Staff members may be required to reimburse the Centre, either partly or in full, any financial loss suffered by it owing to their negligence, or because they have deliberately violated any regulation or procedure approved by the Board or the Director.

5.   Security

Staff members shall, on engagement, acquaint themselves with the Centre's security regulations. They shall sign a declaration whereby they acknowledge their disciplinary and financial responsibility in the event of non-compliance with those regulations.

TITLE II

STATUS OF STAFF MEMBERS

CHAPTER I

GENERAL PROVISIONS

Article 3

General provisions applicable to staff members

Staff members of the Centre are natural persons holding contracts as defined in Chapter II below, and occupying budget posts listed in the table of staff annexed each year to the Centre's budget.

1.   Privileges and immunities

The privileges and immunities conferred on staff members are accorded in the interests of the European Union Satellite Centre and not for their personal convenience. They must not be used to avoid private obligations, or as an excuse for failure to observe the laws or police regulations of the host State.

In any incident where these privileges and immunities are involved, the staff member concerned shall immediately report the incident to the Director. In the event of infringement of local legislation, the Director may decide to waive the privileges or immunities if he deems this necessary.

2.   Assistance and compensation

The Centre shall provide assistance to staff members who, by reason of their current appointment or duties at the Centre, and through no fault of their own, are subject to threats, insults, defamation or attack. Compensation for any material damage sustained may be granted provided that:

All decisions in this matter that could involve action or payments by the Centre shall be taken by the Director, who has a discretionary power in assessing the circumstances of the case, what form the assistance should take and what compensation, if any, should be granted.

3.   Proprietary rights

All rights, including title, copyright and patent rights, in any work carried out by a staff member in the performance of his official duties, shall be vested in the Centre.

4.   External activities

Vis-à-vis outside organisations and persons, staff members shall obtain the prior approval of the Director if they wish to:

5.   Candidacy for public or political office

CHAPTER II

RECRUITMENT AND CONTRACTS

Article 4

Recruitment

1.   Offers of employment shall be made by the Director, except in respect of the post of Director. The Centre shall be responsible for publishing vacant posts.

2.   Candidates under 18 or over 60 years of age will not normally be considered for engagement.

3.   Candidates closely related by blood or marriage to a staff member will not normally be selected for engagement. Exceptions may be authorised by the Director, provided that neither of the persons concerned serves in a capacity subordinate to the other.

4.   Recruitment of staff members shall be limited to nationals of the Member States of the European Union.

5.   Staff members shall be engaged at the lowest step of the grade of the post for which they are selected. However, the Director may grant a higher step where this is justified.

6.   The Director shall determine which posts are to be filled by examination or competition, and shall lay down the tests for engagement which candidates for such posts will be required to pass. Examining or selection boards shall be chosen by the Director from among the staff of the Centre, to which he may add an external examiner.

7.   The travel and accommodation costs of candidates invited to the Centre for interview or examination shall be met on the same conditions as those applying to staff members travelling on duty (2).

Article 5

Age limit for employment

The age limit for employment is set at the end of the month in which the staff member reaches the age of 65. The Director may authorise extensions up to a maximum of 12 extra months.

Article 6

Medical examinations

1.   Engagement of staff members shall be subject to a statement from a doctor approved by the Centre certifying that the candidate is physically fit for employment with the Centre and for the duties of his post, and that he is free from any disability or disease that would represent a risk to other staff members.

2.   Staff members shall be required to undergo a medical examination each year.

3.   The doctor approved by the Centre shall provide expert advice to the Director on the unsuitability of any staff member to continue to occupy his post.

4.   If the results of an annual or other medical examination show that a staff member is no longer able to carry out his duties, his contract shall be terminated within three months and a medical board shall be convened to establish his entitlement to invalidity pension.

Article 7

Contracts and length of contracts

1.   Initial contracts

Apart from specific provisions applicable to the Director, initial contracts given by the Centre shall be for three years. These contracts may be renewed by the Director for the same or shorter periods, with the staff member's agreement.

2.   Probationary period

The first six months of initial contracts shall be a probationary period beginning on the date of entry into service.

During that period, contracts may be terminated, without any right to loss-of-job indemnity, with one month's notice given by the Centre or the staff member.

At the end of the probationary period, or earlier, the staff member shall receive notice in writing that his contract is confirmed or terminated.

The probationary period shall form an integral part of the period of the initial contract. It shall count towards seniority and pension rights.

3.   Termination of contracts

In the situations provided for in Annex I, contracts may be terminated or not renewed by the Centre or the staff member himself:

4.   Compensation for loss of jobs

Other than for disciplinary reasons, the termination or non-renewal of a contract by the Centre shall entail:

The termination or non-renewal of a contract by a staff member shall not entitle him to loss-of-job indemnity (3).

5.   Reduced notice of termination

If the interests of the service so require, the period of notice stipulated at paragraph 3(a) above may be reduced; in that case the staff member concerned shall be entitled to the payment of an additional sum representing the salary and allowances that he would have received if the actual date of expiry of his contract had coincided with the end of a six-month period of notice.

These provisions shall not apply in the case of termination for disciplinary reasons.

CHAPTER III

SALARIES AND ALLOWANCES

Article 8

General provisions

The remuneration paid to members of the staff of the Centre shall include basic salary, expatriation allowance, and family and social allowances.

Contributions and deductions shall be made from these emoluments in respect of internal tax, the pension scheme and social welfare.

Staff members' current accounts shall be credited with the amount due during the last working week of the month.

Changes in staff members' personal circumstances that may have financial consequences shall be taken into account for the remuneration of the month during which changes are notified to the Centre's administrative section; changes to remuneration already paid may not be made.

All over-payments shall be reimbursed by the staff member to the Centre.

Article 9

Basic salary

Net basic salary shall be the amount shown for the grade and step of a staff member in the scales approved each year by the Board.

Gross basic salary shall correspond to net basic salary plus the internal tax due from the staff member.

Article 10

Expatriation allowance

This allowance shall be paid to staff members in A, L and B grades who, at the time of their first appointment, were not nationals of the State in whose territory their permanent place of duty is situated and who had not been continuously resident in that State's territory for three years.

This allowance shall cease to be payable if a staff member is transferred to the country of which he is a national.

The amount of the allowance shall be calculated in accordance with Annex II.

Where a staff member is appointed by the Centre immediately after having been employed in the country where he performs his duties by another international organisation or administration, years of service with his previous employer shall be taken into account when calculating entitlement to the allowance and the amount.

Article 11

Family and social allowances

These allowances shall be added to basic salary monthly.

1.   Household allowance:

This allowance:

2.   Children's and other dependants' allowance:

This allowance:

Definitions and the conditions under which this allowance is granted are set out in Annex III.

3.   Education allowance

Staff members who are entitled to household allowance, and whose dependant children, as defined in Annex III are in full-time primary, secondary or higher education (4), shall be entitled to an annual education allowance. The allowance shall be equal to twice the amount of the dependant child's allowance, and shall be payable for each child in one sum at the beginning of the school year. The staff member concerned shall provide to the administrative section all supporting evidence of expenditure at the beginning of each school year.

4.   Handicapped children's and other dependants' allowance

5.   Rent allowance

6.   Transport allowance

Since the duty station is remote from residential areas and the Satellite Centre is located in a military base which is not served by public transport, staff of the Centre shall receive a flat-rate monthly transport allowance. The amount of the allowance shall be set by the Director at the beginning of each calendar year.

Article 12

Extra duties allowance

Article 13

Installation allowance

1.   An installation allowance shall be paid to staff members whose place of residence was more than 100 kilometres from their duty station at the time they accepted employment with the Centre.

2.   The amount of the allowance shall be 30 days' basic salary.

3.   Installation allowance shall be paid in advance to the staff member when he assumes his duties at the Centre.

4.   Staff members shall be required to reimburse half the installation allowance if they leave their appointment of their own accord before two years have elapsed.

5.   The Director may authorise an exception to the provisions governing reimbursement where their strict application might cause special hardship.

Article 14

Deductions

1.   Internal tax

Internal tax shall amount to 40 % of the basic salary in respect of a given grade and step. This sum shall be added to net basic salary to give gross basic salary. This sum shall be shown as a monthly deduction on pay slips.

2.   Contributions to pension schemes

A monthly deduction as approved by the Coordinated Organisations for the pension scheme applied to staff members and corresponding to a percentage of net basic salary shall be made from staff members' emoluments and paid into the Centre's pensions budget.

3.   Contributions to supplementary insurance scheme

A monthly deduction in respect of supplementary insurance shall be made from staff members' emoluments. The percentage shall be determined, at the beginning of the year for the following 12 months, by agreement between the Centre and the insurance company operating the scheme. The amount deducted shall be added to the employer's contribution and paid at the end of the year to the company providing this insurance.

Article 15

Salary advances and reimbursement

1.   Unless decided otherwise by the Director, the Centre's Head of Administration and Personnel may, depending on available cash resources, authorise interest-free advances to members of the staff who can justify this need.

2.   The amount of this advance shall not exceed three months' net basic salary.

3.   Such advances shall be repaid by monthly deductions from staff members' emoluments; repayment must be completed within ten months of the end of the month in which the advance was granted.

CHAPTER IV

TRAVEL COSTS

Article 16

Installation and departure

1.   Staff members shall be entitled to reimbursement of travel costs for the journey from their previous place of duty to the location of the Centre, in respect of themselves and members of their family living with them.

2.   The same entitlement shall apply when staff members leave the service of the Centre and return to the country where they were in post before joining the Centre.

3.   Reimbursement shall be made in accordance with the provisions of Annex VI, Section I of these Regulations.

Article 17

Removal expenses

1.   Staff members shall be entitled to reimbursement of the costs of removal from their previous place of duty to the location of the Centre.

The same entitlement shall apply when staff members leave the service of the Centre and return to the country where they were in post before joining the Centre.

2.   Reimbursement of costs shall cover removal of staff members' personal household effects, excluding motor cars, boats or other forms of transport, up to the limits, in weight and volume, set out in Annex VI.

Reimbursement shall be made directly by the Centre, on production of the bill by the removal firm.

Article 18

Travel on duty

Members of the staff of the Centre shall be entitled to reimbursement of expenses incurred in connection with travel on official duty ordered by the Director (5).

Reimbursement shall concern travel costs proper plus accommodation and associated costs in the places to which staff members are sent. The conditions, rates and other details of reimbursement are set out in Annex VII.

CHAPTER V

INTERNAL ORGANISATION

Article 19

Hours of work

Article 20

Public holidays

The list of public holidays shall be drawn up by the Director on the basis of the official list of public holidays published in the Boletin Oficial del Estado (BOE).

These public holidays shall not be deducted from staff members' annual leave entitlement.

If one of these days falls on a Saturday or Sunday, the Director may designate another day in lieu.

Article 21

Leave

1.   Annual leave

2.   Unpaid leave

If requested by a staff member, the Director may grant additional, unpaid leave up to a limit of 15 consecutive days.

This does not affect either seniority or pension rights.

However, the full deductions in respect of pensions and social welfare will be made as if the staff member had been paid normally for the period of unpaid leave.

3.   Sick leave, maternity leave and other special leave

Special leave shall be granted, in addition to annual leave, for illness, maternity or exceptional circumstances.

Details and the procedures to be followed are given in Annex VIII.

Article 22

Home leave

Failure to comply with (i) will result in the staff member concerned being obliged to reimburse to the Satellite Centre all the payments received in connection with the home leave and may also result in the staff member's unexpended leave being reduced by the number of days home leave granted. The Director may decide to derogate from the provisions in (ii) and (iii) if he considers that their strict application would expose the staff member concerned to an injustice or to particular difficulties.

Article 22a

Special leave

CHAPTER VI

REPORTS AND PROMOTION

Article 23

General provisions

1.   The work of all staff members, apart from the Director, shall be evaluated once a year, at the latest by 15 December.

Reports shall comment on the relative proficiency of staff members and shall provide the opportunity to congratulate staff members or, on the contrary, warn them of shortcomings with a view to an improvement in their service.

2.   Reports shall concern the following criteria:

The entire evaluation shall be summarised on an annual report form kept in the staff member's personal file.

Article 24

Procedure

1.   The Director shall designate the staff members responsible for reporting on personnel wholly or partly subordinate to them.

2.   When all reports have been written, the Director shall convene a Promotions Board, chaired by himself, which will include all staff members who have written one or more reports. The Head of Administration and Personnel shall attend all meetings of the Promotions Board, and shall have a right to vote regarding his own subordinates and a consultative role regarding others.

3.   On the basis of the advice of the Head of Administration, the Director shall make a definitive evaluation of each staff member and have reports written that shall be signed by all members of the Promotions Board.

4.   Each staff member shall be interviewed personally by the Director, or his delegate if necessary, normally during a session of the Promotions Board. He shall be notified of his annual evaluation, and shall sign the report form, thus testifying that he has been informed of it.

5.   An annual report is an administrative measure for internal use, against which there can be no appeal to any external body.

Article 25

Follow-up action on reports

1.   An exceptionally good report may justify exceptional promotion to a higher step or even grade, provided that the budgeted post allows such promotion, or the award of a financial bonus. The maximum amount of the bonus which may be awarded shall be fixed by the Director at the beginning of each calendar year.

2.   Two successive adverse reports shall justify keeping the staff member at his present step for an additional year.

3.   Two or more adverse reports may justify non-renewal of contracts.

CHAPTER VII

DISCIPLINARY MEASURES

Article 26

Definitions

1.   Any failure by a staff member or former staff member to comply with his obligations under the Staff Regulations, whether intentionally or through negligence on his part, shall make him liable to simple, financial or statutory disciplinary action, notwithstanding the compensation he may be required to make by virtue of Article 2(4) and Article 27 of these Regulations.

Disciplinary measures shall be decided by the Director; simple disciplinary measures may be decided by the Head of Administration and Personnel, acting on behalf of the Director, except where a meeting of the Disciplinary Board is convened (6).

2.   If a charge of serious misconduct is made against a staff member, and the Director considers that the charge is prima facie well founded, and that the staff member's continuance in office pending an investigation would prejudice the Centre, the staff member concerned may be immediately suspended from his functions pending investigation, with or without pay at the discretion of the Director.

Article 27

Compensation for damage

Staff members may be required to pay compensation, either in part or in full, for any damage sustained by the Centre through their gross negligence or wilful act. Where the staff member has left the Centre, this compensation may be obtained by withholding a percentage of the benefits due under the pension scheme, up to 70 % of the pension.

Article 28

Notification of complaints

When a proposal is made that a disciplinary measure under Article 26 be taken against any staff member, he shall be notified in writing within two clear days after the request for disciplinary action has been lodged with the Director or the Head of Administration and Personnel. Such notification shall be accompanied by the documents relating to the ground of the complaint against him, together with all reports written on him.

Article 29

Disciplinary Board

Within five working days of his being notified as provided by Article 28, the staff member concerned may make a request in writing that his case be examined by a Disciplinary Board, which shall be convened by the Director within five days. The Disciplinary Board shall meet during the week following the date of issue of the convocation.

The composition and procedures of the Disciplinary Board are given in Annex IX.

The opinion of the Disciplinary Board shall not be binding upon the Director.

CHAPTER VIII

APPEALS AND APPEALS BOARD

Article 30

Appeals

Serving or former staff members, or their heirs and assigns, may appeal against decisions made by the Director. Such appeals, or procedures arising from them, shall not stay the execution of the decisions being complained of.

1.   Internal administrative appeals

An internal administrative appeal is a procedure whereby a staff member who considers that he has suffered an infringement of his rights as laid down in these Regulations submits a reasoned request to the Director of the Centre to reverse the decision that he considers has infringed those rights.

The Director shall acknowledge this appeal and reply within five clear days of receipt of the request.

In the event of a negative reply, the staff member may request mediation. Such mediation is not obligatory.

2.   Mediation

The mediator shall be a qualified, independent legal expert appointed by the Director for a renewable period of three years.

He shall be provided by the Director and the staff member concerned with all documents he considers necessary for an examination of the case.

He shall submit his conclusions within 15 days of the date on which he has been apprised of the case.

These conclusions shall not be binding on either the Director or the staff member.

The costs of mediation shall be borne by the Centre if the conclusions are refuted by the Director; 50 % of the costs shall be borne by the staff member if it is he who refuses to accept the findings.

3.   Contentious appeals

Having exhausted the possibilities of the first resort (an internal administrative appeal), staff members shall be at liberty to seek a settlement before the Centre's Appeals Board.

The composition, operation and specific procedures of that body are given in Annex X.

4.   Decisions of the Appeals Board

Decisions of the Appeals Board shall be binding on both parties. There shall be no appeal from them.

CHAPTER IX

PENSION SCHEMES

Article 31

The rules and conditions contained in the Pension Schemes Rules of the Coordinated Organisations are applied mutatis mutandis to the staff members of the Centre. The ‘New Pension Scheme (NPS) of the Coordinated Organisations’ applies mutatis mutandis to staff members taking up duty after 30 June 2005.

TITLE III

PROVISIONS APPLICABLE TO TEMPORARY STAFF

Article 32

Statutory provisions

Temporary staff are auxiliary personnel recruited in principle for short periods. They do not have the status of international staff, and are entirely subject to the laws and regulations of the host State and the State of which they are nationals.

1.   Temporary staff are employees who do not occupy budgeted posts defined in the Centre's establishment table.

2.   These employees shall be subject to the provisions of Title I and the following provisions of Title II:

Article 33

Contracts

Temporary staff shall be engaged for a period of 1 to 6 months. Contracts shall be renewable under the same conditions. The Centre and the temporary staff member may terminate contracts by giving 10 clear days' notice.

Article 34

Remuneration

1.   The remuneration of temporary staff shall be fixed contractually; it shall be made up of a net monthly salary excluding any additional allowances, whatever the family or social situation of the person concerned.

2.   As temporary staff do not benefit from the pension scheme, no deduction shall be made in respect of it.

3.   At the beginning of the year the remuneration of temporary staff shall be increased by the same percentage as that granted to staff members by the Board.

Article 35

Special provisions

1.   Installation and departure expenses.

Temporary staff may not claim reimbursement of installation or departure expenses for their families.

2.   Leave.

Temporary staff shall be entitled to one and a half days' leave per month served.

3.   Disputes.

Internal disputes concerning the rights and remuneration of temporary staff shall be dealt with under the appeals procedures described in Article 30 of these Regulations.

All other disputes shall come within the jurisdiction of the ordinary courts of the host State.

TITLE IV

PROVISIONS APPLICABLE TO EXPERTS AND SECONDED EXPERTS

Article 36

Statutory and financial provisions

1.   Experts and seconded experts shall have the status of visitors to the Centre. They shall be subject to the provisions of Title I of these Regulations, with which they shall acquaint themselves on appointment.

2.   Their overall remuneration shall be fixed from the beginning of their activities at the Centre; it shall be paid in successive portions, as defined by the Director, in accordance with the results of the work for which they have been engaged or accepted.

3.   Appointed experts shall be entitled to reimbursement of travel expenses for themselves only when they arrive at the Centre and when they leave it. Exceptionally, and as decided by the Director, this reimbursement may be paid to a trainee.

4.   Seconded experts from third States shall have the status of visitors to the Centre. They shall be subject to the provisions of Title I of these Regulations, with which they shall acquaint themselves on appointment, without prejudice to the provisions of the Annex to the Council Joint Action on the establishment of a European Union Satellite Centre.

Article 37

Representation of staff

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(1)  Adopted by the Council by written procedure on 21 December 2001 (OJ L 39, 9.2.2002, p. 44), pursuant to Article 9(3) of Council Joint Action No 2001/555/CFSP of 20 July 2001 (OJ L 200, 25.7.2001, p. 5) and, with regard to Title II, Chapter III, Article 14(2) and Title II, Chapter IX, amended by the Director with the assent of the Board on 15 June 2005, pursuant to Article 1(3) of the Staff Regulations. (New version replacing the previous version of 21 December 2001 (OJ L 39, 9.2.2002, p. 44)).

(2)  See Annex VII to these Regulations.

(3)  For the conditions governing entitlement and calculation of loss of job indemnity, see Annex I.

(4)  i.e. excluding nursery school or equivalent.

(5)  Such reimbursement is representative of expenses, and should not be seen as additional remuneration.

(6)  In this case, the disciplinary measure is decided by the Director himself.

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ANNEX I

INDEMNITY FOR LOSS OF JOB

1.   Circumstances in which the indemnity is awarded.

An indemnity for loss of job (1) may be awarded to a staff member whose contract is terminated for one of the following reasons:

The indemnity shall not be due if:

2.   Payment of the indemnity to staff members having served less than 10 years at the Centre. (3)

Provided that their current contract has not come to an end, such staff members shall be entitled to an indemnity amounting to 50 % of their net monthly remuneration multiplied by the number of months (4) remaining up to the expiry of the term of their contract, up to a maximum of 5 months' remuneration.

Net remuneration shall be taken to mean basic salary plus all additional allowances and indemnities paid monthly.

3.   Payment of the indemnity to staff members having served more than 10 years at the Centre. (3)

Such staff members shall be entitled to an indemnity equal to 100 % of their net monthly remuneration per year of service at the Centre, up to a maximum of 24 months.

The amount of the indemnity shall not represent a number of months (4) which exceeds the period that the staff member would have to serve before reaching the age limit specified in Article 5 of these Regulations.

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(1)  As distinct from leaving allowance, which represents merely the settlement of pension rights.

(2)  Only in cases where the post occupied requires such clearance.

(3)  Or 10 years accumulated uninterrupted service at the Centre and another international organisation.

(4)  Or fractions of months, expressed in thirtieths.

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ANNEX II

EXPATRIATION ALLOWANCE

1.   
Staff members so entitled under Article 10 of the Staff Regulations shall receive a monthly expatriation allowance. The amount of the allowance shall be:

2.   

The reference salary shall be the net basic salary payable at step 1 of staff members' grades.

3.   

Expatriation allowance shall not be lower than the basic salary payable at grade B3 step 1.

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ANNEX III

CHILDREN AND OTHER DEPENDANTS

1.   Dependant children

2.   Other dependants

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ANNEX IV

HANDICAPPED DEPENDANTS

1.   

A dependant is deemed to be handicapped if it is established by medical evidence that he is suffering from a serious and permanent disability necessitating either special care or supervision not provided free of charge, or special education or training.

2.   

The decision to pay the allowance shall be made by the Director after consulting a board which he shall constitute for the purpose, and which shall include at least one medical practitioner. The Director's decision shall specify the period for which the allowance is to be paid, subject to review.

3.   
The criterion for entitlement to the provisions of these Regulations shall be the serious and continuing impairment of the physical or mental activities.
Dependant persons may thus be deemed to be handicapped where they suffer from:

The above list shall not be deemed to be exhaustive. It is given by way of indication only, and shall not be taken as a basis for assessing the degree of disability or incapacity.

4.   

The amount of the allowance shall be equal to the amount of the allowance for a dependant child, and shall be additional thereto.

5.   

In the event that the staff member concerned or his household is entitled to a similar allowance under a national or international scheme, the amount of the allowance payable by the Centre shall be the amount by which the rate payable under these Regulations exceeds the amount payable under the national or international scheme.

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ANNEX V

RENT ALLOWANCE

1.   
The amount of the allowance shall be a proportion of the difference between the actual rent paid, excluding all charges mentioned in Article 11(5)(a), and a sum calculated as follows:

2.   
The said proportion shall be:

3.   
The allowance shall not exceed:
Net basic salary shall be deemed to mean the actual basic salary as given in the annual scales agreed by the Board, but excluding any other additions to or deductions from remuneration.

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ANNEX VI

TRAVEL COSTS AND REMOVAL EXPENSES

SECTION I —   Travel costs of staff members and their families between their place of residence and duty station

SECTION II —   Removal expenses

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(1)  Or dependants in the sense given in the provisions of Annex IV.

(2)  The two estimates must refer to the same weight (or volume), transported over the same distance.

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ANNEX VII

OFFICIAL DUTY EXPENSES

Staff members travelling on official Centre duty shall be entitled to reimbursement of all of their travel costs and to a daily allowance to cover subsistence when away from their place of duty in accordance with the provisions of Article 18 of these Regulations.

SECTION I —   Means of transport

Travel by staff members on duty shall be performed by the most economic means available, subject to the derogations provided for in this Section (1).

Air and rail travel are considered to be the normal means of transport. The Director may, however, authorise staff members on official duty to use a private or official car, in particular when a doctor certifies that they cannot travel by air for medical reasons, and that travel by rail is either not possible, too long or too expensive.

If a staff member travelling on official duty chooses, and is authorised, to travel by means other than the most economic available, the following rules shall apply:

1.   Air travel

Except where authorised by the Director, all travel shall be in ‘economy’ class or the equivalent.

2.   Rail travel

3.   Road journeys — use of private cars

SECTION II —   Subsistence allowance for staff members travelling on official duty

3.   Reduced subsistence allowance

The allowance shall be reduced:

4.   Additions to subsistence allowance

The allowance shall be deemed to cover all the expenses liable to be incurred by a staff member travelling on duty, except the expenses listed below, for which additional reimbursement may be claimed:

If in certain circumstances the expenditure on accommodation exceeds 60 % of the daily subsistence allowance, the Centre may reimburse the excess amount partially or totally on presentation of vouchers and sufficient proof that additional expenditure was unavoidable. This reimbursement may not exceed 30 % of the daily subsistence allowance.

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(1)  These provisions may be extended to temporary staff, as decided by the Director.

(2)  The total sum paid may not exceed the amount that the Centre would otherwise have had to disburse.

(3)  In such cases, ‘passengers’ shall not be entitled to any reimbursement of travel costs.

(4)  These periods are to be counted as from the date and time of departure from the Centre or the staff member's home up to the date and time of return to the Centre or home. If the staff member is on leave before the beginning of the mission, the date and time to be taken are those when the mission began, and if the staff member is on leave immediately after the end of the mission, the date and time to be used are those when the mission ended.

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ANNEX VIII

SICK LEAVE, MATERNITY LEAVE AND OTHER SPECIAL LEAVE

1.   Absence for health reasons and sick leave

2.   Infectious diseases, vaccination and accidents

3.   Special leave, marriage leave and maternity leave

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ANNEX IX

COMPOSITION AND PROCEDURES OF DISCIPLINARY BOARDS

1.   Composition of the Disciplinary Board

The Disciplinary Board shall consist of:

2.   Procedure

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ANNEX X

APPEALS BOARD

A.   Jurisdiction

The Appeals Board shall have authority to settle disputes arising out of violations of these Regulations or of the contracts provided for in Article 7. To that end it shall have jurisdiction with regard to appeals brought by serving or former staff members, or by their heirs and assigns, against a decision of the Director.

B.   Composition and status

C.   Secretariat of the Board

D.   Appeals

E.   Preliminary procedure

F.   Convening of the Board

The Appeals Board shall be convened by its Chairman. It shall in principle consider appeals submitted to it within four months of the date on which they were lodged.

G.   Meetings of the Board

H.   Decisions of the Board

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