PERSONNEL POLICY SUPPLEMENT INTERNATIONAL STAFF

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1 CONTENTS 1. WORKING HOURS HOLIDAYS SALARY PAYMENT RECOGNIZED HOME BASE ALLOWANCES General Dependant Children Eligibility Housing & Utilities Allowance Vehicle/Vehicle Allowance Education Allowance Hardship, Post and Cost of Living Allowances Relocation/Furnishing Allowance Temporary living expenses TRAVEL Placement Travel Home Leave Travel SHIPPING ASSISTANCE BAGGAGE PENSION PLANS Withdrawal of Benefits GROUP INSURANCE PLAN General Coverage Dependant Eligibility Life insurance Accidental Death and Dismemberment Insurance Hospital and Major Medical Insurance Long-term Disability Insurance Travel Accident Insurance Bridging Insurance MEDICAL EVACUATION LEAVE Annual Leave Home Leave Sick Leave Maternity Leave Unpaid Leave SEPARATION BENEFITS/COMPLETION OF CONTRACT APPOINTMENT REDUNDANCY COMPENSATION Effective: 1st January 2011

2 15. DISCIPLINE AND DISCIPLINARY PROCEDURE GRIEVANCE PROCESS APPENDIX ALLOWANCES / BENEFITS (APPLICABLE AT ALL LOCATIONS) Effective: 1st January 2011

3 1. WORKING HOURS 1.1 Staff assigned to regional offices/duty stations will follow the working hours applicable to each duty station, listed in Appendix Staff are not paid for overtime. 2. HOLIDAYS 2.1 Staff will be entitled to 10 public or official holidays a year. These will be selected from within the holidays granted to national staff at the duty station so that all staff enjoy common holidays. These holidays will include 1 st January and other important religious as well as national holidays at each duty station. 2.2 The HR Director will determine the holidays applicable to IWMI Headquarters staff and the Head of Office will determine the holidays applicable at each duty station. The holidays will be published and made known to all staff at the beginning of each calendar year. 3. SALARY PAYMENT 3.1 IWMI uses the Association of International Agricultural Research Centers (AIARC) as its pay master. It administers payroll, retirement and health insurance benefits for international staff. 3.2 All salaries and other dollar payments are made by AIARC on instructions from IWMI. 3.3 The base salaries of international staff will be paid monthly in US dollars. 3.4 AIARC will process payroll payments once per month. AIARC will endeavour to make all direct deposits and wire international transfers so that funds will be in the staff member s accounts by the last business day of the month. 3.5 It is staff s own responsibility to ensure information required for payroll processing has been given to the Human Resources Office or AIARC in time for the monthly processing. 4. RECOGNIZED HOME BASE 4.1 The recognized home base is generally the city and country that the staff member considers as his/her permanent domicile because of birth, citizenship or permanent residency. IWMI must approve the recognized home base and it is officially recognized as such in the letter of appointment. 3 Effective: 1st January 2011

4 4.2 Staff may request a change in the recognized home base should his/her circumstances change. However, where the staff member wishes to make such a change, IWMI requires evidence that this is a bona fide change. 5. ALLOWANCES 5.1 General Staff members are provided with several allowances (described below) in US dollars or local currency to assist them in establishing themselves and their dependants and adjusting to living conditions in their country of posting In most cases, these allowances are intended to compensate staff for expenses they would not normally incur to the same extent had they remained at their recognized home base. 5.2 Dependant Children Eligibility The prescribed age limit for consideration of children as authorized dependants for the purpose of medical insurance is until their 26 th birthday For all other allowances, the authorized age limit for dependant children is until their 24 th birthday. 5.3 Housing & Utilities Allowance IWMI provides a housing allowance to staff members posted outside their recognized home base (or housing in those countries where it is provided as set forth in country or institutional agreements) The Housing and Utilities allowance payable to staff is indicated in Appendix 1. This allowance is paid for the staff member to meet house rent, utility bills and house maintenance costs Housing allowance is not payable: (a) to staff posted to the country of their nationality, unless another country is recognized in their letter of appointment as their recognized home base; (b) to staff who own or are buying their principal place of residence at their duty station; (c) concurrently with any period during which temporary living expenses (see section 5.7) are provided Normally IWMI will sign the lease and guarantee the payment of rent. The Director Finance & Administration at Headquarters or in the case of a Regional Office, the Head of Office, will approve the lease. 4 Effective: 1st January 2011

5 5.2.5 IWMI continues to be the lessee in order to facilitate the agreements and stand guarantee for the payment of rent and utility bills IWMI will advance up to a maximum of 12 months rental costs but will not be responsible for rental deposits IWMI is not responsible for the maintenance of staff residences. It is the staff member s responsibility to deal with the owner direct whenever repairs/maintenance has to be carried out. 5.3 Vehicle/Vehicle Allowance For personal/business transportation of self and family members, IWMI will either provide an IWMI owned or leased vehicle or a vehicle allowance of US$400 per month Post-Doctoral Fellows have the option of taking an interest free loan up to $6000 to purchase/loan a vehicle When a vehicle is provided for personal use, it will be fully insured and registered by IWMI. It may be driven only by the staff member, immediate family members who are licensed to operate in the post country or a duly licensed local driver hired by the staff member The vehicle may not be taken from the post country without the advance permission of the HR Director or the Head of the duty station. This is to ensure that registration will permit such use and that insurance is adequate The cost of fuel is to be met in full by the staff member. IWMI will be responsible for tyre and battery replacement, routine maintenance, and repairs. In those situations where the maintenance or repairs are due to negligence or fault of the staff member or an authorized driver, the staff member may bear the cost If it becomes necessary to use the car provided for personal use for business purposes, the cost of fuel, parking, and tolls may be claimed for reimbursement. Staff are discouraged from using their personal vehicle for business trips outside the base station area where roads are not well maintained. 5.4 Education Allowance IWMI provides assistance to staff posted outside their recognized home base with the education of dependant children enrolled in school, from age five through secondary education Staff members posted to the country of their nationality are not eligible to receive the education allowance unless another country is recognized in their letter of appointment as their official home base. 5 Effective: 1st January 2011

6 5.4.3 The allowance is limited to: assistance with the education of three children; and reimbursement of up to 75% of the authorized costs for each grade/level of a designated international school in the country of posting Authorized costs include: admission fees, regular tuition, required books, laboratory fees, examination fees, diploma fees, school-provided local transportation and all normal non-optional curricular and other activities Staff who elect to send their children to schools other than as set out above will be reimbursed for tuition books, room and board up to the level established for the local school. The staff member is responsible for covering all costs of this schooling that exceed the allowance established each year for the local school If there is no suitable school at the duty station or within commuting distance, then reimbursable costs may include board and room charges. In such situations, two round trip airfares between school and the duty station by the most direct routing will also be provided for the student annually. It is normally expected that one of these trips will be coordinated with the family s home leave Children in primary or secondary school programs outside the post country will be entitled to two least cost, round trip air fares by the most direct routing between post and school each year Where the staff member has children with special educational needs (e.g., for a disabled child), an additional entitlement may be approved by the Director General IWMI does not provide education assistance beyond secondary school. However, dependant children who are: enrolled in an undergraduate educational institution, and not residing at the duty station, are entitled to one round trip each year between duty station and home base by the most direct routing. This benefit is available until reaching their 24 th birthday, completing a first university degree or becoming married whichever event occurs first. This entitlement is not in addition to home leave if the dependant also qualifies for home leave. 6 Effective: 1st January 2011

7 5.5 Hardship, Post and Cost of Living Allowances A hardship, post and/or cost-of-living allowance may be provided to international staff posted at specified locations deemed by IWMI to present difficult or unusually expensive living conditions. 5.6 Relocation/Furnishing Allowance The relocation/furnishing allowance is to assist staff with the purchase of furniture and appliances and with the small costs associated with moving a residence from one international post to another On appointment, or on permanent transfer to another location, a fixed relocation/furnishing allowance will be paid as a non-accountable lump sum payment to staff (Details of relocation/furnishing allowance are provided in Appendix 1) Staff are responsible for the repair and maintenance of all furniture, appliances and furnishings. 5.7 Temporary living expenses Temporary living expenses may be provided for staff (and authorized accompanying dependants) posted to a duty station outside their recognized home base This allowance is paid to cover food and lodging costs immediately upon arrival at a new duty station, if regular accommodation is not then available. It is paid for up to 25 days. See Appendix 1 for details Accommodation in Colombo and at other regional offices may be at the IWMI guesthouse or a hotel depending on availability. IWMI will cover the accommodation and meal costs at the guesthouse/hotel. The monthly housing and utilities allowance will not be paid during this period During repatriation, the staff member will be entitled for temporary living expenses (accommodation and meals) for up to a maximum of six days. He/she will also continue to receive the applicable housing and utilities allowance up to the last working day. 6. TRAVEL 6.1 Placement Travel All placement travel i.e. to assume new appointment will be on economy airfare. 7 Effective: 1st January 2011

8 6.2 Home Leave Travel Staff members with contracts of at least two years in duration and posted to an IWMI office outside their recognized home base, are entitled to home leave travel Such staff are entitled to home leave travel once in each full year of service except in the year that employment ceases. In that year staff are entitled to repatriation travel to their home base Those who have completed a minimum of nine months service since joining IWMI or six months since returning from a prior home leave are entitled to home leave travel for self and each authorized dependant in residence with them at the duty station, provided that upon return they have at least six additional months of service on their appointment When/if there is a total change in contract, i.e. from a post-doc contract to a researcher contract, the home leave travel entitlement will continue to be calculated without a break, provided there is no break in service between the completion of the post-doc contract and the commencement of the researcher contract The staff member will thus be entitled for a home leave travel during the final year of the post-doc contract instead of the repatriation travel that he/she would have been entitled to at the end of his post-doc contract under normal circumstances If however there is a break in service, the researcher contract will be considered a fresh contract and a fresh home leave travel entitlement beginning with one home leave travel per two year contract as a researcher would become effective Staff members are not entitled to accrue or carry over the home leave travel entitlement to the next year The annual home leave travel entitlement is a round trip economy air ticket between duty station and home base by the most direct routing, plus reimbursement for related ground transportation and 10 kg of excess baggage for each authorized traveler. The excess baggage allowance can be used to cover unaccompanied baggage, provided the total cost of the excess baggage allowance is not exceeded To claim this entitlement, staff members must spend seven days at their designated home base In the event a staff member requests home leave vacation time while on duty travel to his/her home country, the duty travel substitutes for any separate entitlement to IWMI-paid home leave travel Staff members also have the option to make use of the home leave travel entitlement to travel to a destination other than the staff member s home base or make use of ground/sea transportation instead of air travel, provisional to the following: 8 Effective: 1st January 2011

9 (a) IWMI will only cover costs up to the normal home leave travel entitlement, i.e., round trip economy air fare between duty station and home base by the most direct routing, plus reimbursement for related ground transportation and 10 kg excess baggage for each authorized traveler. Costs over and above this normal home leave travel entitlement due to the staff member s decision to travel to a different destination will be borne by the staff member concerned. (b) If the staff member chooses to travel by road, rail or ship instead of air travel, IWMI will cover costs up to the normal home leave travel entitlement as described above. Any costs over and above the normal entitlement will be borne by the staff member concerned A pro-rated deduction from separation payments will be made for home leave travel entitlements used by staff members if separation occurs within six months after return from home leave, except in the case of termination of appointment because of redundancy, disability or death. 7. SHIPPING ASSISTANCE 7.1 IWMI provides shipping assistance for personal and household possessions to staff: posted to a duty station outside their recognized home base at the beginning of their IWMI service, for interim transfers, and at the end of their IWMI service. 7.2 Shipping assistance is provided based on the most direct routing available at the time of shipment and within the weight allowances and other conditions explained below. 7.3 IWMI's country agreements generally provide for the import of staff members authorized personal possessions without payment of duty and if duty is levied IWMI will reimburse the cost of such levy. 7.4 Maximum shipping allowances for personal effects of the staff member when joining or leaving IWMI shall be as follows: By Air (Gross / airline chargeable weight) By Sea (Net) Staff member & spouse/companion 100 kg 2,400 kg (20 ft container) Each dependant 25 kg 400 kg Post Doctoral Fellow & spouse/companion 400 kg - Each dependant 100 kg 9 Effective: 1st January 2011

10 7.5 The normal shipping allowance is 2,400 kg (20 ft container). Staff may apply to the HR Director if there are exceptional needs. 7.6 Staff members may change from sea to air or vice versa providing the cost does not exceed allowance of cheapest route (usually sea). 7.7 Air shipments are gross weight, which includes the weight of all packing materials, crates and containers. 7.8 Sea shipments are net weight, which includes all packing materials and internal crates and boxes but not the outer lift van or crating. 7.9 In cases where staff used a larger container to ship goods at the time of appointment, the entitlement at repatriation will be matched IWMI will provide insurance to a limit set by IWMI (see Appendix 1) or reimburse the staff member for insurance while goods being shipped are in transit. To obtain this insurance, IWMI must be notified in advance of the shipment with an inventory of items shipped and their values Staff members have the option to arrange for the shipments through IWMI or request to en-cash the shipping allowance in order to make their own arrangements. When staff opt for the latter, IWMI will not pay the insurance for goods in transit IWMI does not provide personal property insurance for loss, theft, or damage once possessions are no longer in transit. Staff members should provide their own coverage. AIARC can be of assistance if requested by the staff member IWMI does not normally cover storage costs for staff members personal goods. 8. BAGGAGE 8.1 Unless justified by special circumstances, IWMI does not reimburse for excess baggage except as set forth below. Additional amounts must be approved in advance kg of excess baggage is authorized for all business trips as the facts and circumstances dictate kg of excess baggage is authorized for the staff member and each authorized onpost dependant on first joining, each transfer thereafter, and upon termination kg of excess baggage is authorized for the staff member and each authorized onpost dependant for annual leave. This entitlement may be combined into one air freight shipment at IWMI s expense but the cost must not exceed the excess accompanied baggage costs for 10 kg per person from post to home base plus 10 kg per person from home base to post. 10 Effective: 1st January 2011

11 9. PENSION PLANS 9.1 IWMI provides two retirement plans. Postdoctoral Fellows (PDFs), Visiting Scientists and Staff on short-term appointments of one year or less, are not covered by these plans 9.2 One plan is for US Citizens only and is administered by Vanguard; the other plan is for non-us Citizens and is administered by AIARC. Both US and Non US retirement contributions are calculated identically. 9.3 IWMI s contribution to the relevant plan is 15% of base salary in respect of the enrolled staff. 9.4 In addition to IWMI s contribution, staff may make further voluntary contributions, as defined in each plan. Details of the plans are in the booklet Retirement Plan issued to staff members at the time of enrolment. 9.5 A third option can accommodate staff members who may already be covered by another employer s retirement plan e.g. in the case of staff seconded from other organizations and who may be obligated or prefer to continue such an employer plan. 9.6 IWMI must be satisfied that the staff member can indeed continue such enrollment and that the program provides reasonable protection in comparison with that which he/she might enjoy under the AIARC programs. 9.7 IWMI will not make contributions to a private pension plan nor make payments directly to a staff member. 9.8 IWMI s contribution to another employer s plan will not exceed the rate of contribution applicable under the options maintained by AIARC nor will IWMI be able, if the required rate of contribution is less, to purchase a second plan or convert the balance to any other benefit Withdrawal of Benefits a) Up to two withdrawals may be made per year. Whilst remaining an active employee, only the voluntary portion of account is available for withdrawal. At termination or retirement the total funds are available for withdrawal. b) An account cannot fall below US$5000 and remain in the plan. 10. GROUP INSURANCE PLAN 10.1 General 11 Effective: 1st January 2011

12 IWMI provides, without charge, an insurance package comprising medical, life, accidental death & dismemberment and long-term disability provided through J. van Breda and Generali Coverage a) In order to enroll, the staff member must complete the Van Breda application form and return it to the Human Resources Office. This form is included in the set of enrollment forms sent at the time of recruitment. Without this form Van Breda cannot issue insurance cards or process any claims. b) The staff member should carry his/her insurance ID card at all times and keep the AIARC Personnel Coordinator and the Human Resources Office informed of any additions and/or deletion of dependants and any change in marital status. c) Coverage takes effect 5 days prior to the first day of employment and ends 25 calendar days after date of termination Dependant Eligibility a) The following are covered: Wife or husband and Unmarried children who are under 26 years of age. Domestic partner 10.4 Life insurance a) Staff are entitled to a death benefit of a multiple of 3 times annual base salary, rounded to next higher US$1,000. Cover in excess of $200,000 is subject to approval by the insurer. If the salary multiple exceeds $200,000, a Medical Questionnaire Form must be completed and will be provided to the staff member by AIARC. b) The benefit entitlement will be paid as a lump sum to the Trustees of the Plan who will then distribute this benefit to the beneficiary(ies) named on the Plan Election Form. c) The life benefit will be paid upon receipt by the Insurer of all the following documents: the notice of death a death certificate a completed claim form 10.5 Accidental Death and Dismemberment Insurance a) The Accidental Death and Dismemberment Benefit is provided in case of death or dismemberment occurring within 180 days of an accident. The death benefit 12 Effective: 1st January 2011

13 entitlement is a multiple of 3 times annual base salary, rounded to next higher US$1, Hospital and Major Medical Insurance a) Please refer to the insurance booklet sent at the start of employment which outlines the health expense coverage for staff and dependants. It explains the benefits payable, the medical expenses covered and payment limits Long-term Disability Insurance a) Long Term Disability is a monthly benefit payable in the event that, due to either sickness or accident, the staff member is totally unable to perform his/her usual occupation and, after 30 months, any occupation. b) The staff member will receive a benefit equal to 70% of monthly salary indexed at 5% and retirement plan contribution Travel Accident Insurance a) All long-term employees of IWMI who are accepted as eligible members by AIARC may receive this benefit. b) If the staff member should die due to an accident while travelling on behalf of IWMI, whilst away from the duty station, an additional sum equal to three times annual salary is payable. The beneficiaries for this coverage are the same as those designated by the staff member under life and AD&D coverage on the group insurance application form Bridging Insurance a) A staff member who has served at least two years prior to terminating may continue medical insurance at the participant s expense for up to 12 months. 11. MEDICAL EVACUATION 11.1 In the event that adequate medical facilities are not available to treat a critically ill staff member or authorized on-post dependant, emergency medical transfer of the patient from the duty station to the nearest medical facility able to provide the medical service required, is possible through a fully insured medical evacuation product called MEDEX PLUS The program is fully insured which means travel costs for any evacuation will be paid by MEDEX provided the evacuation is approved and conducted by MEDEX. 13 Effective: 1st January 2011

14 11.3 Self-evacuations conducted by the staff member s family or IWMI will not qualify under the program. Refer to the MEDEX PLUS brochure for further details of the evacuation program and process. 12. LEAVE 12.1 Annual Leave International staff members earn a total of 30 working days annual leave per year at the rate of 2 ½ days per month. Local leave is included within these 30 working days Post-Doctoral Fellows earn a total of 24 days annual leave per year at the rate of 2 days per month. Local leave is included within this entitlement Leave plans will be approved by the staff member s immediate supervisor in consultation with Theme Leader/Director if appropriate Leave will be granted with due regard to work schedules, IWMI requirements and the staff member s preference All leave including local and home leave must be supported by a leave application and authorized by the approving authority Home Leave Staff members with contracts of 2 years or more are entitled to Home Leave. Home Leave should be taken annually but may be accumulated to a maximum of 48 working days Working days for home leave purposes are working days agreed each year for internationally recruited staff in the country of posting All home leave must be approved in advance by immediate supervisor in consultation with Theme Leader/Director if appropriate. Leave must be taken at times that are convenient to both IWMI and the staff member Home leave may be taken at times other than above in exceptional situations with the specific approval of the Director General For the purpose of calculating the amount of home leave used, the day of departure and arrival for home leave, if a working day, does not count as a leave day Leave earned and unused over the 48 days maximum accumulation will be forfeited at the start of each year. 14 Effective: 1st January 2011

15 When, because of unusual and pressing needs of IWMI, it is necessary to delay leave taking and this has been approved by the HR Director, special arrangements will be made appropriate to the situation Earned unused leave may only be paid for at separation to the maximum of the 48 days. It is paid at the base salary rate in effect on the date of separation Staff and their on-post authorized dependants are entitled to round trip economy class travel by the most direct route between duty station and their home base for home leave. Also refer section Sick Leave Sick Leave is earned at the rate of two days per month and can be accumulated to a maximum of 120 days for international staff and accumulated to a maximum of 48 days for Post-Doctoral Fellows All absences for illness should be reported to the Line Manager or the officer in charge of the duty station and followed up with a leave application Absences of three days or more should be supported by a doctor's certificate Unused sick leave is not paid for at any time Maternity Leave Female staff members are entitled to leave with full pay for a period of twelve calendar weeks. Normally this is taken two calendar weeks before and 10 calendar weeks after confinement For the third and subsequent confinements and for stillbirths the entitlement is as follows: full pay for two calendar weeks before and four calendar weeks after confinement Maternity leave is only granted after submission of the appropriate medical certificates Unpaid Leave Staff members may request unpaid leave in the event of a personal situation for which he/she has no other usable leave entitlement. The Director General may grant such request as the situation warrants Retirement contributions for the leave period will not be made. Allowances will normally be stopped during the leave. Housing, use of vehicles, and schooling will remain in effect upon approval by the Director General. 15 Effective: 1st January 2011

16 When granted, salary and salary-related benefits will be deducted for pay periods occurring during the leave at the base salary rate in effect at that time. Group insurance will continue during the leave period. 13. SEPARATION BENEFITS/COMPLETION OF CONTRACT APPOINTMENT 13.1 Staff (excluding Post-Doctoral Fellows) completing their service with IWMI on termination of contract of service will receive: a. Base salary as of the date of termination which is calculated to be the last working day; b. Payment for earned unused leave to date of termination or 48 days whichever is the lesser at the base salary in effect on the termination date; c. Contribution to pension fund where applicable on the amounts paid in a. and b; d. Economy class air travel via the most direct route between post and home base for the staff member and authorized on-post dependants; e. Shipping entitlements as set out in Section 7; f. Group insurance will continue for 25 days following last day worked as defined in paragraph (a) above. Procedures for the continuance of the group insurance plans are set forth in the AIARC booklet describing the plans and the operational procedures; and g. A non-pensionable severance payment as follows: 13.2 To assist staff who have completed the duration of their period of appointment with IWMI to become resettled in their home country, IWMI provides a non-pensionable, lump sum, ex-gratia payment based on years of continuous service since 1 January Post-Doctoral Fellows are not eligible for this payment. It is calculated as follows: Years of Continuous Service to date of termination less than 2 years equal to or more than 2 and less than 3 years equal to or more than 3 and less than 4 years equal to or more than 4 and less than 5 years equal to or more than 5 and less than 6 years equal to or over 6 years Severance Payment The equivalent of 0 months of base salary 1 month of base salary 1.5 months of base salary 2 months of base salary 2.5 months of base salary 2.5 months of base salary plus an additional ½ month s base salary for each year over 5 to a maximum of 4 months of base salary. 16 Effective: 1st January 2011

17 14. REDUNDANCY COMPENSATION 14.1 If in the event of redundancy it becomes necessary for IWMI to terminate an appointment before its stated termination date, IWMI will give the staff member at least six months notice or in lieu of notice a non-pensionable, lump sum indemnity payment equal to six months of base salary or those months of base salary to the normal date of termination, whichever is the lesser In addition, the staff member will receive all of the payments and benefits set out in Section DISCIPLINE AND DISCIPLINARY PROCEDURE 15.1 IWMI s Code of Conduct sets forth the standards for staff conduct, action and behaviour to ensure that the highest ethical and professional standards are met and maintained. Employees are expected to adhere to the Code of Conduct and behave responsibly and within IWMI policies at all times Disciplinary proceedings will result if employees display unsatisfactory conduct; contravene IWMI policies and procedures, or neglect duties and obligations Detailed disciplinary policy and procedure is available on the Intranet. 16. GRIEVANCE PROCESS 16.1 IWMI aims to provide fair treatment for all employees at work. Where employee grievances arise, IWMI tries to achieve resolutions that are acceptable and reasonable to all parties The first option is to manage the issue informally IWMI recognizes that in some circumstances formal procedures may need to be followed. Employees may refer the grievance policy and process on the Intranet for details. 17 Effective: 1st January 2011

18 ALLOWANCES / BENEFITS (applicable at all locations) Appendix 1 Housing & Utilities Allowance International Staff - $1500 per month Post-Doctoral Fellows - $1000 per month Vehicle Allowance International Staff and Post-Doctoral Fellows - $400 per month Relocation/Furnishing Allowance - Staff whose dependants do not join them at the duty station will be treated as single for the purpose of this allowance. (a) On initial appointment: International Staff and Post-Doctoral Fellows (Married) - $6,000 International Staff and Post-Doctoral Fellows (Single) - $4,000 (b) On subsequent transfers: International Staff and Post-Doctoral Fellows (Married) - $3,000 International Staff and Post-Doctoral Fellows (Single) - $2,000 (c) On final departure: International Staff and Post-Doctoral Fellows (Married) - $1,000 International Staff and Post-Doctoral Fellows (Single) - $500 (d) Staff reverting to home base on transfer: International Staff and Post-Doctoral Fellows (Married) - $1,000 International Staff and Post-Doctoral Fellows (Single) - $500 C & D will not be paid concurrently Temporary living allowance on joining and repatriation US$50/- per day per staff member and each authorized dependant where meal expenses are not covered directly by IWMI Insurance/Shipment of goods - Insurance cover for goods to be shipped by air, surface or boat is based on the value of the goods up to a maximum of US$25,000 (by surface or boat) and up to a maximum of US$5,000 (by air). Professional membership subscriptions up to a maximum of $250 per annum 18 Effective: 1st January 2011