<PAGE>

                                                              Exhibit 4(c)(iv).1


EuroTel
================================================================================
Guideline No.:  S 002
Version:        5.0
Issued:         July 1, 2000
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


                 REMUNERATION OF EMPLOYEES OF EUROTEL BRATISLAVA
                 -----------------------------------------------


Contents:


             I. Introduction
             II. Monetary Forms of Remuneration
             III. Non-Monetary Forms of Remuneration
             IV. Final Provisions


                                 I. Introduction

1.1.     Purpose
----------------

The purpose of this Directive is the definition of rules applicable to the
remuneration of employees of EuroTel Bratislava (hereinafter referred to as the
"Company") pursuant to Act No. 1/1992 of Coll. on Wages, Remuneration for
On-call Work and on Average Earnings as amended.


1.2.     Scope
--------------

1.2.1. The Directive on the Remuneration of Employees of the Company
(hereinafter referred to as the "Directive") applies to all employees who are
employed by the Company.

1.2.2. The remuneration terms of the Company's Directors (Management) are
specified in individual manager's contracts. Modifications of the remuneration
of the Company's Directors are recommended by the Director of the Administration
Department and approved by the General Director of the Company.


1.3.     Remuneration Scheme
----------------------------

<TABLE>
<CAPTION>
----------------------------------------------------------------------- ---------------------------------
                            Monetary form
----------------------------------------------------------------------- Non-monetary form
Basic                                Incentive
------------------------------------ ---------------------------------- ---------------------------------
<S>                                  <C>                                <C>
>>  base salary                      >>  bonus                          >>  fringe benefits
>>  salary for overtime work             - monthly                      >>  contributions
>>  salary for work at night             - quarterly                    >>  other
>>  salary benefit for
    working on Saturday and Sunday   >>  semi-annual merits bonus
>>  salary and salary                >>  annual bonus
    compensation for work during     >>  special bonus
    public holidays                  >>  premium for on-call work
>>  salary for performance of
    other work
------------------------------------ ---------------------------------- ---------------------------------
</TABLE>

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<PAGE>

EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.



                       II. Monetary Forms of Remuneration

Basic Monetary Form


2.1.     Base salary
--------------------

2.1.1 Based on the agreed type of work, the Company shall identify the position
and wage category for a given employee in accordance with the job catalogue
(Appendix 2). Individual positions fall into specific wage categories.
Individual base salaries of individual employees are derived from respective
wage categories. There is a salary range defined for each wage category
(Appendix 3).


2.1.2. Individual base salaries awarded to individual employees shall be
determined in accordance with the type of work performed by the given employee
and his/her scope of responsibility, work complexity, necessary expertise and
training, organizational and management demands and special requirements the
employee is expected to meet.


2.1.3. During the probation period, a newly employed person shall be paid 80% of
the agreed base salary (rounded up to hundreds of SKK) by the Company. Prior to
expiration of the probation period, the direct superior shall assess the
performance of the employee on probation and propose an adjustment of the base
salary.


2.1.4.   Change of Base Salary


A change of the base salary may be proposed:

     1.   with effective date April 1st of the current year on the basis of the
          annual assessment of performance defined in the Performance Management
          System
     2.   in case of a substantial change in the scope of responsibilities of an
          employee resulting from a change in the position and wage category of
          the employee
     3.   based on a decision of the Company's management responding to a
          material change in the wage levels for individual professions in the
          labour market

A proposed base salary adjustment cannot apply to an employee in the course of
his/her term of notice, or, an employee who files a notice of termination within
30 days from his/her base salary adjustment.

2.1.5. Wage and position specification for a newly recruited employee, or, any
change in the current wage and position specification of an employee (pursuant
to clause 2.1.4 herein above) shall be submitted by the superior manager of the
given employee in form of a request (Appendix 4), including a job description
(Appendix 1), to the respective Division Director for approval. The Division
Director forwards the request approved by him/her to the Director of the
Administration Department and to the General Director.

The request must be discussed and approved no later than one week prior to the
effective date of the contract of employment or of the Addendum to the contract
of employment.

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


2.2      Salary for overtime work
---------------------------------

2.2.1 The salary for overtime work and the salary benefit amounting to 25% of
the average earnings shall be paid to an employee for hours of overtime work.
Overtime work is work performed in excess of the defined weekly working time and
in excess of scheduled working shifts -

     1.   in shops and sales-related activities, activations, technical support
          and telephone contact
     2.   in 24-hour operations
     3.   in other cases only upon the instruction of a Division Director

An employee is not entitled to a salary benefit for overtime work if the Company
agreed with the employee on a leave of absence as compensation for overtime
work.

2.2.2. The agreed salaries of managing officers at all levels of management and
employees in wage categories A, B, C accommodate any overtime work of the
officer/employee and therefore such employees are not entitled to a salary for
overtime work.


2.3.     Salary for work at night
---------------------------------

An employee in round-the-clock operations that works in a night shift for at
least 3 hours, is entitled to a fixed salary benefit of SKK 70 for each such
shift.


2.4.     Salary benefit for working on Saturday and Sunday
----------------------------------------------------------

Employees in shops or involved in sales-related activities, activations,
technical support who work on a Saturday and Sunday are entitled to a salary
benefit for work during the said days in the amount of 25% of average earnings.


2.5.     Salary and salary compensation for work during public holidays
-----------------------------------------------------------------------

2.5.1. For work during public holidays, an employee is entitled to his/her base
salary plus salary benefit in the amount of 50% of average earnings, unless the
Company agreed with the employee on a a leave of absence as compensation for the
work during public holidays.

o    a salary and salary benefit cannot be claimed by:

     -    an employee working in round-the-clock operations whose free day falls
          on a public holiday,

2.5.2 An employee not working on his/her usual working day because of a public
holiday falling on the given day is entitled to a salary compensation in the
amount of his/her average earnings.


2.6.     Salary for performance of other work
---------------------------------------------

In cases when an employee is charged to stand in and hold an additional position
temporarily, but for at least one month, the employee may be awarded a
supplement

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


to the monthly base salary for the period of holding an additional position that
may be up to a maximum of SKK 10,000. The decision on charging the employee to
stand in is issued by the Administration Department Director based on an
approved proposal (Appendix 7).


Incentive monetary form


2.7      Bonuses
----------------


2.7.1. The Company pays monthly, quarterly, or, combined bonuses to employees in
sales, customer service and collections. The payment of such bonuses to any
other employees is subject to a decision of the Company's Management.

2.7.2. An employee shall be awarded a bonus upon fulfillment of the pre-defined
bonus indicators and personal appraisal criteria that are specified for
individual positions in respective bonus sheets.

2.7.3. Bonus sheets for individual positions shall be defined by respective
Division Directors and shall specify:

[X]      bonus scheme              [X]      bonus size as a percentage
[X]      assessment period         [X]      weight structure of the bonus
[X]      bonus indicators          [X]      personal appraisal criteria


2.7.4. The bonus indicators may be tied to collective and individual tasks. If
the employee involved in a collective bonus is absent from work for a full
calendar month, he/she is not entitled to the bonus. If his/her absence is
longer than 5 working days or working shifts in a row, the bonus shall be
proportionally reduced by the number of such days. Part of this bonus may be
redistributed among the other employees who where assigned the concerned
employee's tasks.


2.7.5. The evaluation of the bonus indicators' fulfillment is performed by the
direct superior based on the attained results in the period subject to
evaluation. The bonus amount is recommended by the direct superior and approved
by the next senior officer in the given organizational unit.


2.8.   Merits Bonus
-------------------

2.8.1. Employees that passed probation may be paid a merits bonus by the
Company. This incentive component of remuneration represents an instrument for
motivating and rewarding exceptional performance of employees that receive no
other bonuses.

2.8.2. The money pool for merits bonuses available to a manager will amount to
13% of the total base salaries of the employees of the respective organizational
unit for the last 6 months and per assessed period. Retained funds in the money
pool shall be carried over into the next period.

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


2.8.3. The merits bonus amount of each employee is recommended by the employee's
direct superior in writing based on performance appraisal and the fulfillment of
defined targets. The recommended amount will be supported with reasoning by this
direct superior using the form specified under the Performance Management System
and approved by a senior officer the direct superior reports to.

The merits bonus amount depends on:

              60% ............................... meeting targets
              40% ............................... performance appraisal

2.8.4. Merits bonuses are paid in accordance with the calendar Performance
Management System, i.e. twice for the assessed period:

<TABLE>
<S>                                               <C>
|X|   assessment in the middle of the period      in the salary package for the month of October
|X|   assessment at the end of the period         in the salary package for the month of April
</TABLE>


2.9.     Premium for on-call work
---------------------------------

2.9.1 For an ordered on-call status in excess of the obligatory working hours,
the employee is entitled to a premium depending on the place of on-call work
performance and the nature of the respective daily work schedule in the
following amounts:

<TABLE>
<CAPTION>
---------------------- ---------------------------------------- -----------------------------------------
   Period ordered          During other than working days                 During working days
---------------------- ---------------------------------------- -----------------------------------------
<S>                        <C>                                       <C>
    For each hour                      SKK 25                                    SKK 15
---------------------- ---------------------------------------- -----------------------------------------
</TABLE>


2.9.2. If the employee interrupts an ordered on-call status by effective
performance of work, such work is deemed overtime work.


2.10.    Special premium
------------------------

A special premium for the fulfillment of extraordinary tasks may be awarded to
an employee by the respective Division Director or by the Head of the
Administration Department in the amount of up to SKK 10,000. Proposal on
awarding any special premium exceeding the above limit is subject to the General
Director's approval.


2.11.   Annual Bonus
--------------------

2.11.1. An employee may be paid an annual bonus by the Company based on a
decision of the Board of Directors of the Company after the financial statements
of EuroTel Bratislava, a.s. for the respective year have been audited.


2.11.2.  Criteria underlying the payment of an annual bonus:

o    meeting EBITDA, i.e. revenues minus operating expenses and cost of sales,
     as specified in the annual plan

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


o    being employed in the Company as of January 31st of the respective year


2.11.3.  The annual bonus has been set in the amount of

o    15% of the payroll base for employees in wage categories A, B
o    10% of the payroll base for other employees.

and is dependent upon the degree of meeting the Company's planned EBITDA, as
specified in the following table:

<TABLE>
<CAPTION>
------------------------------------------------------------ --------------------------------------------
              Actual to planned EBITDA ratio                         Adjustment of the level of
                            in %                                        the annual bonus in %
------------------------------------------------------------ --------------------------------------------
<S>                                                                              <C>
                      Less than 80.00                                            0.00
------------------------------------------------------------ --------------------------------------------
                      80.00 and above                                           60.00
------------------------------------------------------------ --------------------------------------------
                      90.00 and above                                           80.00
------------------------------------------------------------ --------------------------------------------
                     100.00 and above                                          100.00
------------------------------------------------------------ --------------------------------------------
                     110.00 and above                                          120.00
------------------------------------------------------------ --------------------------------------------
</TABLE>


2.11.4.  The payroll base is comprised of the sum of the following annual
amounts

o    base salaries paid,
o    semi-annual merits bonuses paid,
o    compensations for personal holidays and public holidays,
o    compensations paid in case of leave of absence provided in accordance with
     the provisions of the Labour Code.

The payroll base of an employee is net of the financial amounts paid during
probation.

2.11.5. In case of a change in the wage category of an employee and in the
percentage of the annual bonus, the ultimate level is equal to the sum of its
calculated proportionate parts.

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


                    III. Non-Financial Forms of Remuneration

3.1.     Fringe benefits
------------------------

Employees are awarded fringe benefits on the basis of internal directives.
Equivalents of fringe benefit can be appraised according to their type, extent
and frequency.


3.1.1    Motor vehicles

Managers and selected employees of the Company may be provided with a passenger
motor vehicle for business and private use based on an agreement. One per cent
(1%) of the acquisition cost of the motor vehicle constitutes an item added to
the income tax base of respective employees. The costs of fuel consumed during
private use of the motor vehicle shall be paid by the employee, other costs
related to the operation and maintenance of the vehicle shall be borne by the
Company.


3.1.2. Mobile Telephones

Every employee that passed probation is entitled to use a mobile telephone for
business purposes.


3.1.3.  Healthcare

After working one year in the Company, the employee can undergo once a year a
comprehensive medical check in a specialized medical center at the price of SKK
3,350.


3.1.4. Accident Insurance

Those employees that work in hights are insured by the Company under a group
accident insurance policy. Insurance applies only after passing probation. In
case of a job change of an insured employee, this insurance cover ceases to
apply to him/her.



3.2.     Contributions
----------------------

The Company provides the employees with contributions within the scope of the
Company's Social Scheme./1/

/1/ Social Scheme available on Lotus Notes Bulletin Boards


3.3.     Other
--------------

3.3.1. All motor vehicles of the Company are covered by the so-called Million
Insurance applying to all persons present in the vehicle.


3.3.2. When putting out of service unnecessary and depreciated assets, the
Company enables their purchase by the employees for a price determined by the
liquidation commission.

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


3.3.3. The Company, upon request of the employees, provides professional advice
and consulting in the areas of law, income taxation, social matters as well as
the counseling of a psychologist.

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


                              IV. Final provisions

4.1.     Salary deductions
--------------------------

Salary deductions may only be carried out on the basis of the agreement on
salary deductions. Otherwise the Company may withhold only the items specified
in the provisions of Paragraph 121 of the Labour Code.


4.2      Payment of salary
--------------------------

4.2.1 The salary for the current month is payable in a single payment no later
than on the 12th day of the following calendar month.


4.2.2 The basis for the salary calculation is the attendance record for the
respective calendar month including documents on holiday leaves, documents on
sickness or taking care of a family member and on leaves of absence approved by
the organization, the work and payroll report for identified groups of employees
(Appendices 5 and 6) as well as documents on bonuses, premiums, and others.


4.2.3 When paying salaries or other financial deliverables in favour of the
employee, the Company is obliged to transfer, after withholding the relevant
salary deductions pursuant to applicable legal regulations, the resulting amount
to the employee's account in a Slovak bank specified by the employee.


4.2.4 The Company is obliged to issue a written document to the employee on
his/her monthly payroll containing information on individual payroll components
and on deductions applied. The Company shall present, upon request of an
employee, the documents, on the basis of which the payroll was calculated, for
his/her inspection.


4.3      Joint and transitory provisions
----------------------------------------

4.3.1. The year-to-year base salary growth percentage and the merits bonuses
money pool percentage for the respective year shall be quantified by the General
Director based on a recommendation of the Director of the Administration
Department in compliance with the objectives of the wage policy of the Company.


4.3.2. The payroll funds can be used for the payment of other bonuses,
contributions (for the members of the Board of Directors, members of the
Supervisory Board, shareholder representatives for their work in the Company's
bodies), severance pay in case of employment termination due to organizational
changes and others, governed by applicable general legal provisions or by any
internal decisions adopted in this regard.


4.3.3. The Company is obliged to allow the employees to inspect the respective
internal guideline on remuneration and inform the employees about any changes in
remuneration in advance.


4.3.4. Any claims raised before the effective date of this Directive shall be
handled according to the hitherto applicable directives.

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EuroTel
================================================================================
Guideline No.:  S 002
Version:        3.0
Issued:         31 March 1998
Title:          Remuneration of Employees of EuroTel Bratislava, a.s.


4.3.5.   This Directive shall come into effect on July 1, 2000.




Drafted by:  Ing. Maria Solekova
             Janka Kovacicova


Submitted by: JUDr. Hana Zacharova, Head of the Administration Department



Approved by: Ing. Jozef Barta, General Director

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