[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-for-employees-in-the-public-service---2011":3,"menu:\u002Fen-mt:":129,"sites:htmlblocks":303,"subsites":1502,"cite-subsites":5067,"footer:root":5544,"suggested:root":5632,"cite-footer:root":5636},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":109,"content_type_view":110,"extra_breadcrumbs":111,"body":113,"body_blocks":124,"related_pages":128},506,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_MT","\u002Fcms\u002Fpages\u002F506\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Malta","en-mt",{"title":18,"slug":19},"Work in Malta","work-in-malta",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T07:09:51.875107+02:00","2026-04-02T11:54:08.739415+02:00",{"cba":30,"clauses":41,"details":107,"translations":108},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"collective-agreement-for-employees-in-the-public-service---2011","726f868e-af6a-11e8-992e-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmalta\u002Fcollective-agreement-for-employees-in-the-public-service---2011\u002Fcollective-agreement-for-employees-in-the-public-service---2011\u002F","Collective Agreement for Employees in the Public Service - 2011","Collective Agreement for Employees in the Public Service - 2011 - 2011","Malta - Collective Agreement for Employees in the Public Service - 2011 - 2011","Collective Agreement for Employees in the Public Service - 2011 - 2011 - Public administration, police, interest groups",{"name":39,"data":40},"COLLECTIVE AGREEMENT FOR EMPLOYEES IN THE PUBLIC SERVICE.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"iso-8859-1\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=iso-8859-1\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT FOR EMPLOYEES IN THE PUBLIC SERVICE \u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>EFFECTIVE: 01st JANUARY, 2011 - 31st DECEMBER, 2016.\u003C\u002Fp>\n\n\u003Cp>TABLE OF CONTENTS\u003C\u002Fp>\n\n\u003Ch2>1. Preamble\u003C\u002Fh2>\n\n\u003Cp>1.1 Conscious of the improved conditions of service of public officers,\nemanating from past Collective Agreements;\u003C\u002Fp>\n\n\u003Cp>and recognising that the established arrangement of negotiating a Collective\nAgreement at regular intervals is conducive to industrial stability and\ncompetitive levels of compensation; it is the intention and purpose of the\nparties to this Collective Agreement:\u003C\u002Fp>\n\n\u003Cp>a. to acknowledge the conditions characterising the economy on a national\nscale and to include measures which contribute towards the long term\ndevelopment of Malta and the Public Service;\u003C\u002Fp>\n\n\u003Cp>b. to sustain harmonious industrial relations between the Government of\nMalta, the employees in the Public Service and their respective Unions;\u003C\u002Fp>\n\n\u003Cp>c.to enhance the range and quality of the public services to the Government\nand the people through the improved productivity of public officers; and\u003C\u002Fp>\n\n\u003Cp>d.to maintain and improve the conditions of employment and the well-being of\nthe employees in the Public Service; accordingly, the parties to this Agreement\nhave agreed to the following clauses forming part of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>2. Introduction\u003C\u002Fh2>\n\n\u003Cp>2.1 The Government and the Unions affirm that this Agreement is a contract\nthat legally binds the parties concerned.\u003C\u002Fp>\n\n\u003Cp>2.2 It is agreed by the signatories of this Agreement that this agreement is\nto be\u003C\u002Fp>\n\n\u003Cp>construed and interpreted in accordance with the provisions of the Public\nAdministration Act (PAA), the Public Service Management Code (PSMC), Sectoral \\\nAgreements and other emanating agreements thereof that are in force from time\ntoh' time.J l\u003C\u002Fp>\n\n\u003Cp>2.3 Any reference to the law that is not a reference to a specific law or\nother instrument with the force of law shall be deemed to be a reference to the\nEmployment & Industrial Relations Act (Cap 452) and any subsidiary\nlegislation or other instrument with the force of law issued there under from\ntime to time or to any legislation or instrument with the force of law that\nsubstitutes for, adds to or amends this Act.\u003C\u002Fp>\n\n\u003Cp>The Employer and the Unions agree that the benefits stipulated in this\nAgreement are not additional to any similar benefits stipulated by Law, or by\nthe enactment of legislation or as provided for by the respective Sectoral\nAgreement during the period of validity of this Agreement provided that the\nemployee shall receive the benefit which is more favourable to the employee.\u003C\u002Fp>\n\n\u003Ch2>3. Definitions\u003C\u002Fh2>\n\n\u003Cp>3.1 For the purpose of this Agreement:\u003C\u002Fp>\n\n\u003Cp>a. \"Agreement\" means this Collective Agreement for employees in the Public\nService entered into between the Government of Malta and the Unions signatories\nto this agreement which shall come into effect as from 1st January, 2011;\u003C\u002Fp>\n\n\u003Cp>b. \"Consultation\" means the exchange of views and establishment of dialogue\nbetween the employees' representatives and the employer (Legal Notice 10 of\n2006).\u003C\u002Fp>\n\n\u003Cp>c. \"Employer\" means the Government of Malta;\u003C\u002Fp>\n\n\u003Cp>d. The term \"Employee\" or \"Employees\", wherever used in this Collective\nAgreement, means all public officers in the Public Service in salary scales\nbetween 1 and 20 covered by this Collective Agreement. Employees in Salary\nScale 1-4 shall be considered as Managerial posts, where applicable.\u003C\u002Fp>\n\n\u003Cp>e. \"Unions\" means the employee representatives organisations signatory to\nthis Agreement, i.e.:\u003C\u002Fp>\n\n\u003Cp>■ General Workers' Union\u003C\u002Fp>\n\n\u003Cp>■ Malta Union of Midwives and Nurses’\u003C\u002Fp>\n\n\u003Cp>■ Malta Union of Professional Psychologists\u003C\u002Fp>\n\n\u003Cp>■ Malta Union of Teachers\u003C\u002Fp>\n\n\u003Cp>■ Medical Association of Malta\u003C\u002Fp>\n\n\u003Cp>■ Union Haddiema Maghqudin\u003C\u002Fp>\n\n\u003Cp>■ Union Periti u Inginiera tas-Servizz Pubbliku\u003C\u002Fp>\n\n\u003Cp>f. \"Immediate Family\" means the husband, wife, married or unmarried\nchildren, as well as family relations up to the first degree, and whether\nliving in the same household or not and persons having legal custody of a\nchild.\u003C\u002Fp>\n\n\u003Cp>g. Whenever in this Collective Agreement the word \"Management\" is used, it\nshall be interpreted to mean the Principal Permanent Secretary or his\nauthorised representatives.\u003C\u002Fp>\n\n\u003Cp>h. \"Working-Day -days -hours\" for the purpose of notice of industrial action\nshall mean such day\u002Fs\u002Fhours as are worked by the central administration of the\nGovernment and for this purpose days of shut-down, Saturdays, Sundays and\nPublic Holidays shall not be considered as working days.\u003C\u002Fp>\n\n\u003Cp>i. \"Union Official\" shall mean those officers who are nominated by the Union\nfrom time to time and about whom the Employer is informed about in an adequate\ntimeframe.\u003C\u002Fp>\n\n\u003Cp>j. Employees - if any - on a part-time basis who are entitled to pro rata\nbenefits in terms of the law shall benefit from the provisions of this\nAgreement on a pro rata basis and shall be subject to all applicable procedures\nand shall be considered as forming part of the work-force for the purposes of\nUnion recognition.\u003C\u002Fp>\n\n\u003Cp>k. Employees - if any - on a whole-time with reduced hours basis shall form\npart of the work-force for Union recognition purposes and shall benefit from\nthe rights conferred by this Agreement and be subject to the obligations\nthereof on a pro rata basis where applicable in accordance with the law.\u003C\u002Fp>\n\n\u003Cp>i. Words importing the masculine gender shall include the female gender.\u003C\u002Fp>\n\n\u003Cp>m. Sectoral Agreements shall refer to an agreement between the employer and\nthe respective Union\u002Fs of a particular class concerning conditions, mostly on\ncareer progression and entry requirements and other specific conditions, in a\nparticular class.\u003C\u002Fp>\n\n\u003Cp>n. Any reference to disciplinary procedures for Public Officers means PSC\ndisciplinary procedures in force from time to time.\u003C\u002Fp>\n\n\u003Ch2>4. Management of Business\u003C\u002Fh2>\n\n\u003Cp>4.1 Without prejudice to the provisions of this Agreement, the management of\nthe\u003C\u002Fp>\n\n\u003Cp>business, deployment of staff and the operations in general of the Employer\nand the authority to execute all the various duties, functions and\nresponsibilities incidental I thereto are vested in the Employer.IQ\u003C\u002Fp>\n\n\u003Cp>4.2 The Employer shall ensure the full compliance with all work practices by\nits ' employees.\u003C\u002Fp>\n\n\u003Ch2>5. Term of Agreement\u003C\u002Fh2>\n\n\u003Cp>5.1 This Agreement shall remain in effect until 31st December, 2016 and\ncovers all employees as defined in 3.1(d) hereof be they employed on an\nindefinite or definite contract, full time or part time irrespective of whether\nemployee worts on reduced hours or on other family friendly measures.\u003C\u002Fp>\n\n\u003Cp>5.2 Negotiations in respect of the next Collective Agreement, effective 1st\nJanuary, 2017, will commence in March 2016. During negotiations and until a new\nAgreement is signed, the conditions laid out in this Agreement shall remain in\nforce.\u003C\u002Fp>\n\n\u003Ch2>5. Union Recognition - Collective Agreement\u003C\u002Fh2>\n\n\u003Cp>5.1 For the purpose of this collective agreement and its duration thereof,\nGovernment recognises the Unions signatory to this agreement as the only\norganisations with which it shall negotiate collectively regarding and in the\nname of the employees covered by this agreement.\u003C\u002Fp>\n\n\u003Cp>5.1.1 The Government shall ensure that there shall be no discrimination or\nintimidation in favour of or against employees because of membership or\nnon-membership in the Union, and undertakes to give reasonable necessary\nassistance to the Union officials to exercise their legitimate functions under\nthis agreement, provided that the operations of the Government shall not be\nimpeded.\u003C\u002Fp>\n\n\u003Cp>5.1.2 The Union shall immediately inform the Management, in writing, of the\nnames of the employees appointed as its official representatives and of any\nother Union representative and keep this information up to date as\napplicable.\u003C\u002Fp>\n\n\u003Ch2>6. Union Recognition - Sectoral Agreements\u003C\u002Fh2>\n\n\u003Cp>For all intents and purposes of sectoral agreements, signatories to this\nagreement hereby agree that:\u003C\u002Fp>\n\n\u003Cp>6.1 In cases where a class of employees is not regulated by a sectoral\nagreement, a Union may put forward a request to represent the said employees\ngiven that they represent the majority of these employees (50%+l). Following\nsuch a claim by a union, a verification exercise as described below is to be\ncarried out:\u003C\u002Fp>\n\n\u003Cp>i. The Director for Industrial and Employment Relations (DIER) shall be\nentrusted to verify the request put forward by the Union claiming\nrecognition.\u003C\u002Fp>\n\n\u003Cp>ii. Following a result where it is declared that the union represents the\nmajority of these employees (50%+l) the Management may award recognition.\u003C\u002Fp>\n\n\u003Cp>iii. If on the other hand it does not result that the union putting forward\nthe claim does not represent the majority (50%+l) the status quo shall prevail.\nIn such circumstance, same recognition cannot be claimed again within a period\nof one year from the same Union.\u003C\u002Fp>\n\n\u003Cp>6.2 Without prejudice to clause 7.3 in cases where a class of employees is\nalready regulated by a sectoral agreement, its original signatories shall be\nrespected for all intents and purposes of the same sectoral agreement.\u003C\u002Fp>\n\n\u003Cp>6.3 Any Union may request sole recognition for any sectoral agreement\npresently in force. In order to do so the Union claiming recognition needs to\nprovide sufficient hard evidence to the DIER in the form of membership forms\nand or equivalent verifiable documentation of membership to substantiate its\nclaim that it represents at least 5096+1. Prior to notifying DIER, the\nManagement shall inform the party\u002Fparties signatory to the original sectoral\nagreement. In such circumstance the following shall apply:\u003C\u002Fp>\n\n\u003Cp>i. In this case the DIER shall be requested to verify only the request put\nforward by the Union claiming recognition.\u003C\u002Fp>\n\n\u003Cp>ii. If it results that the Union claiming recognition does not represent the\nmajority (50%+l) of the said employees, the status quo shall prevail.\u003C\u002Fp>\n\n\u003Cp>iii. In cases where there is more than one Union signatory to the agreement\nin question the status quo shall only prevail if none of the Unions signatory\nto the agreement have more than 50% of employees as members.\u003C\u002Fp>\n\n\u003Cp>iv. If it results that the Union claiming recognition represents the\nmajority (50%+l) of the said employees, the other Union\u002Fs involved in the\nagreement concerned shall be notified accordingly and a further verification\nprocess will be undertaken using a secret ballot system. If after this process\nit results that a Union represents the majority of the said employees (50%+l)\nthat Union shall be awarded sole recognition.\u003C\u002Fp>\n\n\u003Cp>6.4 In any circumstance, recognition for the same class cannot be claimed\nagain within a period of one year from the same Union.\u003C\u002Fp>\n\n\u003Ch2>7. Disagreement on the Operation and\u002For Interpretation of Agreement\u003C\u002Fh2>\n\n\u003Cp>7.1 The Employer and the Unions agree that the interpretation and\u002For\noperation of this agreement and all interaction between them should be carried\nout in such a manner as to promote harmony. The same provisions apply in cases\nof interpretations, implementation, negotiations and all interaction between\nthem with regard to any sectoral agreement.\u003C\u002Fp>\n\n\u003Cp>7.2 When there is disagreement between the Employer and the Unions, or a\nparticular Union, on the manner in which any agreement should be interpreted,\napplied or observed, or about any industrial dispute that may arise from time\nto time, the parties undertake to follow the procedure below, to ensure that\nthe disagreement is settled in adequate timeframes to the satisfaction of both\nparties, and to further strengthen and facilitate the relations between the\nEmployer and the Union\u002Fs:\u003C\u002Fp>\n\n\u003Cp>a. The Employer and the Union\u002Fs are to meet to discuss and resolve the\ndispute\u002Fissue. Should no discussions be held, or should these discussions fail\nto settle the dispute\u002Fissue at hand, the Union has the right to formally notify\nthe respective Permanent Secretary of the unresolved matter. The Permanent\nSecretary shall be obliged that within five (5) days to chair a meeting between\nboth parties. If agreement is not reached either party may refer the\ndispute\u002Fissue to the established conciliation mechanism after all attempts for\ndiscussions of negotiations have failed with the Permanent Secretary\nconcerned.\u003C\u002Fp>\n\n\u003Cp>b. Without prejudice to any mechanism available at Law for the\nreconciliation of disputes, the Employer and the Unions agree to the\nconciliatory structure composed of a Chairman and two members, all three\nappointed by Government in agreement with the Unions. Conciliation meetings\nwill take place after an industrial dispute is declared as indicated in this\nsection. Such appointments shall be made within one month of signing of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>c. The conciliation mechanism can be invoked by either party. When the Union\nis to invoke this process, it is to write to the respective Permanent Secretary\nto ensure that the mechanism is invoked. In the case of conciliation being\ninvoked by Management, the Union shall be informed accordingly. Within 15 days\nthe Conciliation process should commence, which conciliation should not take\nany longer than two (2) months to submit the report.\u003C\u002Fp>\n\n\u003Cp>d. Following the procedures above, in the event of an agreement not being\nreached the matter shall be referred to a Board, if both parties agree, set up\nin accordance with clauses (i) to (iv) hereunder with the sole scope to address\nany disputes or interpretation of an agreement referred to it. This Panel of\nArbitrators should only be invoked after having exhausted all possible avenues\nto settle amicably and hence as a last resort.\u003C\u002Fp>\n\n\u003Cp>i. The Employer and the Unions agree to the setting up of respective Panel\nof Arbitrators as may be required. The respective Panel of Arbitrators shall be\nappointed by the Government in agreement with the Union. The setup shall be\nwith the sole scope to address any industrial relations disputes or\ninterpretation of an agreement referred to it, after having exhausted all\npossible avenues to settle the issue amicably. A matter may be referred to this\nPanel of Arbitrators following the procedures above, including official\nconciliation. The decisions taken by the respective Panel of Arbitrators shall\nbe binding on both parties and considered as final.\u003C\u002Fp>\n\n\u003Cp>ii. Any decision or award made by the Panel of Arbitrators shall be binding\non both parties, on the workers represented in the dispute, and the workers\naffected by it, provided that it shall not be open to either of the parties to\nseek by unilateral action or a reversion of any award or decision of the Panel\nof Arbitrators before the expiration of at least one year from the date of such\nan award or decision.\u003C\u002Fp>\n\n\u003Cp>iii. This board shall be composed of a Chairman and two members, all three\nappointed by Government in agreement with the Unions. Within fifteen (15) days\nthe board should be convened and which arbitration process should not take any\nlonger than two (2) months to submit the report.\u003C\u002Fp>\n\n\u003Cp>iv.Such appointments shall be made within one (1) month of signing of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>e. Prior to taking industrial action that is not in breach of any legal\nprovisions and of this agreement, the party taking such action is to notify the\nother with not less than three (3) working days notice in writing.\u003C\u002Fp>\n\n\u003Cp>f. Without prejudice to the above, in instances where:\u003C\u002Fp>\n\n\u003Cp>i. Management issues instructions with immediate effect, without consulting\nthe Union\u002Fs and which directly affect employees' working conditions; and\u003C\u002Fp>\n\n\u003Cp>ii. In the event of a clear and present danger to health and safety of an\nemployee\u002Fs at the place of work;\u003C\u002Fp>\n\n\u003Cp>the Union reserves the right to take immediate remedial action as provided\nby at Law.\u003C\u002Fp>\n\n\u003Cp>The Management reserves the right to take remedial action, including seeking\nlegal action, in a competent court of law, when it is of the opinion that the\nconditions set out in article 8.2(f)(ii) above have been abused.\u003C\u002Fp>\n\n\u003Cp>g. No-one except Union officials may give directives concerning industrial\naction to employees. Such directive shall be communicated in writing to\nmanagement.\u003C\u002Fp>\n\n\u003Cp>h. Prior to any stoppage the Union shall as far as reasonably possible\ncooperate to permit work that is required to protect the property and equipment\nof the Employer.\u003C\u002Fp>\n\n\u003Cp>i. Employee Union representatives (shop stewards) shall not have any pay\nreduction in respect of time away from work to participate in the procedure\nabove, provided that permission has been sought from their superiors which\npermission shll only be refused for serious reasons.\u003C\u002Fp>\n\n\u003Cp>j. Clause 8 shall be reviewed if either party submits an official request\nfor its reconsideration within twelve (12) months of the signing of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>7.3 Definite Contracts\u003C\u002Fp>\n\n\u003Cp>7.3.1 An employer who dismisses an employee (except following PSC\ndisciplinary procedure) before the expiration of the time definitely specified\nby a contract of service, shall pay to the employee one-half of the full wages\nthat would have accrued to the employee in respect of the remainder of the time\nspecifically agreed upon.\u003C\u002Fp>\n\n\u003Cp>7.3.2 An employee who abandons the service before the time definitely\nspecified by the contract of service shall pay to his employer a sum equal to\none-half of the full wages to which he would have become entitled if he had\ncontinued in the service for the remainder of the time so specifically agreed\nupon.\u003C\u002Fp>\n\n\u003Cp>7.3.3 The provisions of Legal Notice 51 of 2007, and any amendments thereof,\nshall apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>7.4 Hours of Work\u003C\u002Fp>\n\n\u003Cp>7.4.1 Employees work an average of 40 hours per week annually or as\notherwise stipulated in the respective Sectoral Agreement.\u003C\u002Fp>\n\n\u003Cp>7.4.1.1 Employees who are to work on a shift basis which may result to be in\nexcess of the average forty hours per week annually, shall continue to be\ncompensated as regulated by PSMC and\u002For any sectoral agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.4.2 The Employer and the Unions recognise the need of flexibility in work\nschedules in order to ensure the effective and efficient delivery of service or\nto meet demands for new services, and in order to achieve this objective:\u003C\u002Fp>\n\n\u003Cp>a. The Employer shall take effective steps to introduce new schedules\naccording to the exigencies of the Service;\u003C\u002Fp>\n\n\u003Cp>and\u003C\u002Fp>\n\n\u003Cp>b. Changes with respect to appropriate work schedules to be adopted by the\nEmployer in particular Ministries, Divisions, Departments or Units shall be\nthoroughly discussed between the Employer and the Union\u002Fs concerned for a\nperiod not exceeding 4\u003C\u002Fp>\n\n\u003Cp>months. Such discussions shall be taken into account, during the decision\nmaking process, before such changes are introduced and brought into force,\nwithout prejudice to the Unions' rights.\u003C\u002Fp>\n\n\u003Ch2>9. Unofficial Industrial Action\u003C\u002Fh2>\n\n\u003Cp>9.1 Employees who take industrial action on their own initiative will be in\nbreach of this Agreement\u003C\u002Fp>\n\n\u003Cp>9.2 Employees who take such industrial action shall be subject to\ndisciplinary action, in accordance with disciplinary regulations.\u003C\u002Fp>\n\n\u003Cp>9.3 No-one except Union officials may give directives to employees to take\nor refrain from taking industrial action. For the avoidance of\nmisunderstanding, a shop steward or member of the Union committee is not\nconsidered to be a Union official.\u003C\u002Fp>\n\n\u003Ch2>10. Confidentiality\u003C\u002Fh2>\n\n\u003Cp>10.1 The relationship between Employer and Employee should be one that\npromotes loyalty, confidentiality and respect.\u003C\u002Fp>\n\n\u003Cp>10.2 Without prejudice to any legislation no-one may at any time give\ninformation to any person, company, corporation or organisation of any type\nexpect in the normal course of their duties and as requested by the Employer\nfor the proper execution of the work of the Employer or as a result of a lawful\norder from a competent body that has statutory rights to require the disclosure\nof information to it.\u003C\u002Fp>\n\n\u003Cp>10.3 Employees who do not observe this obligation of confidentiality shall\nbe subject to disciplinary procedures which may lead to dismissal.\u003C\u002Fp>\n\n\u003Cp>10.4 This provision shall not be considered to replace any other\nconfidentiality obligation that an employee may be requested to undertake\nbecause of the nature of his duties\u002Fresponsibilities.\u003C\u002Fp>\n\n\u003Ch2>11. Improved Conditions\u003C\u002Fh2>\n\n\u003Cp>11.1 The Employer and the Unions recognise the importance of Government's\nobjectives in its social economic plans including full employment, quality and\nproductivity at work, social cohesion, human capital development in an\ninclusive labour market. Parties agree that in accordance with these objectives\nevery effort will be made to implement measures which ensure enhanced\nefficiency, improved skill levels and greater inclusiveness.\u003C\u002Fp>\n\n\u003Cp>11.2 The Public Administration Human Resource Office (PAHRO) together with\nthe Ministries and Departments will support and encourage initiatives that:\u003C\u002Fp>\n\n\u003Cp>• promote and maintain a high degree of physical, mental, and social\nwell being of public officers in all occupations;\u003C\u002Fp>\n\n\u003Cp>• further the participation of female employees, in particular in the\nprofessional, vocational and managerial grades;\u003C\u002Fp>\n\n\u003Cp>• enhance as far as possible the status of disabled employees and\nthrough reasonable accommodation continue to facilitate their entry and\nopportunities for advancement in the Public Service. Government departments\nwill endeavour to ensure that all premises are accessible to disabled\nemployees.\u003C\u002Fp>\n\n\u003Cp>11.3 In particular the PAHRO notes the need for constant restructuring and\nmodernisation in several areas. Therefore conscious of the EU 2020 strategy the\npublic sector, qua the largest employer, strives to be a model employer and as\na result needs to:\u003C\u002Fp>\n\n\u003Cp>• Attract and retain more personnel with institutional knowledge in\nits employment; and\u003C\u002Fp>\n\n\u003Cp>• Modernise the work force; and\u003C\u002Fp>\n\n\u003Cp>• Improve adaptability of workers; and\u003C\u002Fp>\n\n\u003Cp>• Increase investment in human capital through better education and\nskills, in particular through the Centre for Development Research and\nTraining.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>11.4 Through the 'Employee Support Programme for Public Employees' (ESP), a\nproject partly funded by EU funds under the European Social Fund Cohesion\nPolicy 2007- 2013, PAHRO will continue to support the business of Government by\noffering the necessary awareness and support on psycho-social or disability\nissues that may affect employees (PAHRO Circular 8\u002F2011). This programme is\naccessible to all employees across the Public Administration, and will strive\nto be successful in the following matters:\u003C\u002Fp>\n\n\u003Cp>• The ESP aims to identify and respond to the needs of employees\nexperiencing personal, emotional and\u002For behavioural problems which are\ninterfering with their work-life balance.\u003C\u002Fp>\n\n\u003Cp>• This will enable employees to be healthier, more productive, able\nto contribute better to their place of work and to assist the general\npublic.\u003C\u002Fp>\n\n\u003Cp>• The Programme is designed to deal with a broad range of\ndifficulties such as work-related stress, mental health difficulties and\nemotional stress, marital and family concerns, bereavement and terminal\nillness, addictive behaviours, and disability issues.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>• Through the partner organisation and their qualified professionals,\nthe ESP provides confidential assessment and referral as well as short term\nsupport in the above-mentioned fields.\u003C\u002Fp>\n\n\u003Cp>11.5 The parties agree that the age capping in article 5.4 regarding Reduced\nhours of the PSMC is to be increased to \"sixteen years\". The parties are aware\nthat management may need advance notice that a parent will be applying for\nreduced hours and\u002For applying to continue working on reduced hours in terms of\nthis clause. The parties acknowledge that management, having proposed this\nincrease, will do its utmost to entertain requests whilst ensuring minimal\ndisruption at the office. In those cases where a request cannot be entertained\nwith immediate effect, the line management and the employee, who may be\nrepresented by a union official are to endeavour to find a reasonable\nsolution.\u003C\u002Fp>\n\n\u003Ch2>12. PPP Initiatives\u003C\u002Fh2>\n\n\u003Cp>12.1The Employer will explore opportunities with a view to putting in\npractice other Public Private Partnership projects or other similar\ninitiatives. Parties agree that the terms and conditions of employees deployed\non such projects, as shown in Appendix I, will serve as the basis for further\nconsultation prior to the implementation of new projects.\u003C\u002Fp>\n\n\u003Ch2>13. Conditions of Work\u003C\u002Fh2>\n\n\u003Cp>13.1 Resignations and Termination of Employment - Indefinite Contracts\u003C\u002Fp>\n\n\u003Cp>Full-time Employees shall be subject to the following periods of notice of\ntermination of employment:\u003C\u002Fp>\n\n\u003Cp>i. employed for more than one month but less than six months - 1 week\u003C\u002Fp>\n\n\u003Cp>ii. employed for more than six month but less than two years - 2 weeks\u003C\u002Fp>\n\n\u003Cp>iii. employed for more than two years but less than four years - 4 weeks\u003C\u002Fp>\n\n\u003Cp>iv. employed for more than four years or more - 8 weeks\u003C\u002Fp>\n\n\u003Cp>v. Or such longer periods as may be agreed by the employer and employee in\nthe case of technical, administrative, executive or managerial posts.\u003C\u002Fp>\n\n\u003Cp>13.1.1 Article 13.1 above shall come into effect six months after the\nsigning of this Agreement.\u003C\u002Fp>\n\n\u003Cp>13.1.2 An employee who wishes to resign from the service of the Government\nshall give not less than the notice specified above - or in accordance with any\nagreement made - and if such notice is not given the employee shall refund the\nGovernment according to law, which at this time requires that half the salary\nearned during the unelapsed period of notice shall be payable.\u003C\u002Fp>\n\n\u003Cp>13.1.1 Employees who resign from their incumbent to start a new employment\nwithin the Public Administration (including entities within the Public Sector)\nshall be subject to a 4 week notice period.\u003C\u002Fp>\n\n\u003Cp>13.4 Structured Mobility\u003C\u002Fp>\n\n\u003Cp>13.4.1 The Employer and the Unions acknowledge that structured mobility\noffers to the employees the opportunity of exposure, experience and sustainable\ndevelopment while at the same time it addresses the various work exigencies and\nwork practices of the different departments. Where the Employer identifies\ncases of under employment, the Employer and the Unions recognise the continuing\nand increasing need to lend support to retraining and multi-skilling\ninitiatives.\u003C\u002Fp>\n\n\u003Cp>13.4.2 The Employer shall establish a mechanism whereby structured mobility\nof non-specialised grades, whenever possible and appropriate, can be affected\nacross the Public Service.\u003C\u002Fp>\n\n\u003Cp>13.4.3 Whereas it is the prerogative of the Employer to design and implement\nthe structured mobility, the Union\u002Fs concerned shall be consulted\naccordingly.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>13.5 Flexi-Time\u003C\u002Fp>\n\n\u003Cp>13.5.1 The.Employer in particular Ministries, Divisions, Departments or\nUnits may consider allowing its employees to work on a flexi-time system. By\nflexi-time it should be understood that the Management may approve requests\nfrom employees to work on flexi-time as long as:\u003C\u002Fp>\n\n\u003Cp>• the hours of work requested shall satisfy all the number of hours\nof work that ought to be followed in a particular day;\u003C\u002Fp>\n\n\u003Cp>• the service is not affected negatively;\u003C\u002Fp>\n\n\u003Cp>• no extra cost shall be incurred to accede to such request.\u003C\u002Fp>\n\n\u003Cp>This concession may be allowed at the discretion of the Management and\nalways subject to work exigencies permitting.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.5.2 An employee who would like to make use of the facility, has to submit\na written request to the Management. Such a request has to be made one (1)\nmonth before the employee plans to start working under this system.\u003C\u002Fp>\n\n\u003Cp>13.5.3 Whenever such requests are approved, they have to be covered by a\nwritten agreement in which the conditions under which such\u003C\u002Fp>\n\n\u003Cp>approval would be granted shall be listed amongst which the period for which\nsuch an approval is granted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>13.5.4 An employee who is granted permission to work on flexi-time shall be\nentitled for overtime pay only when and if he exceeds the normal weekly hours\nof work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.5.5 Due to work exigencies, the Management may temporarily \u002F permanently\nsuspend the concession after providing a valid reason and one month notice.\u003C\u002Fp>\n\n\u003Cp>13.5.6 An employee who had been granted permission to work on flexi-time and\nwould like to revert to normal working time schedule shall submit a written\nrequest to the Management which shall indicate the date from which such\nreversion shall be allowed if at all.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>13.6 Vacation Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>13.6.1 All employees shall be entitled to paid annual leave as provided for\nfrom time to time by law which currently stipulates an entitlement of the\nequivalent in hours of four weeks and four working days calculated on the basis\nof a forty-hour working week, and an eight- hour working day (that is, on the\nbasis of 192 hours) exclusive of the intervals for breaks, meals and rest;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.6.1.1 Provided that in cases where the average weekly working time,\ncalculated on the basis of a reference period of seventeen weeks, is below or\nexceeds forty hours per week, the annual leave entitlement in hours,\nirrespective of the number and duration of weekly attendances, shall be\nadjusted accordingly as a percentage of the said 192 hours on the basis of the\nfollowing equation:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>average\u003C\u002Fmi>\n      \u003Cmi>hours\u003C\u002Fmi>\n      \u003Cmi>worked\u003C\u002Fmi>\n      \u003Cmi>per\u003C\u002Fmi>\n      \u003Cmi>week\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>40\u003C\u002Fmn>\n      \u003Cmi>hours\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>X 192hours\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.6.2 This leave shall be taken in accordance with the exigencies of work\nand with prior approval of the Management.\u003C\u002Fp>\n\n\u003Cp>13.6.3 The leave year is from 1st January to 31st December of each year.\u003C\u002Fp>\n\n\u003Cp>13.6.4 Notwithstanding the provisions of the preceding paragraph, a serving\npublic officer, who on the 31st December 2005 was working on a shift roster in\na particular Division\u002FDepartment, shall continue to enjoy on a personal basis\nthe present leave entitlement equivalent in hours on the particular shift\nroster on which the serving officer is currently deployed and this provision\nshall continue to apply as long as the serving officer is deployed on such\nrosters within the same Division\u002FDepartment where he\u002Fshe is currently serving.\nThe provisions of this clause cannot be used as a precedent for work practices\nnot covered by this paragraph.\u003C\u002Fp>\n\n\u003Cp>13.6.5 The leave entitlement of employees is to be availed of in whole\ndays\u002Fattendances computed in hours:\u003C\u002Fp>\n\n\u003Cp>13.6.5.1 Provided further that employees, including those on reduced hours,\nmay avail themselves of shorter absences up to a maximum of forty (40) hours\nand a minimum of one (1) hour at a time, subject to Management approval.\u003C\u002Fp>\n\n\u003Cp>13.6.6 The pro rata leave entitlement of employees on reduced hours shall be\ncomputed in hours on the basis of paragraph 13.7.1.1.\u003C\u002Fp>\n\n\u003Cp>13.7 Taking of Leave\u003C\u002Fp>\n\n\u003Cp>13.7.1 It is expected that employees spread their leave over the whole year,\nThe Employer shall abide by the legal regulations in force from time to\ntime.\u003C\u002Fp>\n\n\u003Cp>13.7.2 If the Employer is not satisfied with the rate at which leave is\nbeing taken it may order employees to take leave. However if an employee who\nhas submitted repeated requests for vacation leave but approval was not granted\nbecause of work exigencies, the Employer shall not apply this provision.\u003C\u002Fp>\n\n\u003Cp>13.7.3 No employee may, unless written approval has been given beforehand,\nleave more than five (5) days (forty hours) leave pending for the months of\nNovember and December.\u003C\u002Fp>\n\n\u003Cp>13.7.4 Leave applications are to be made on the approved forms and in\naccordance with the procedures established by the Employer from time to\ntime.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Health and Safety\u003C\u002Fp>\n\n\u003Cp>13.8.1 While it is the Employer's duty to ensure the health and safety of\nits employees, it is also the duty of every employee to safeguard one's own\nhealth and safety and to cooperate with the employer and with the Workers'\nHealth and Safety Representative\u002Fs on all matters relating to health and\nsafety, and for this purpose, employees shall be\u003C\u002Fp>\n\n\u003Cp>obliged to follow any order, instruction, or direction issues for, on behalf\nof the Employer to safeguard health and safety.\u003C\u002Fp>\n\n\u003Cp>13.8.2 A Health and Safety Representative\u002Fs shall be elected, chosen or\notherwise by every Ministry. The Health and Safety Representative shall be\nconsulted in advance and in good time by the Employer on matters which may\naffect occupational health and safety. The implementation of this clause shall\nbe within one year of this signing of this Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>13.8.3 The Employer at its own expense shall provide all necessary health\nand safety clothing\u002Fequipment. The clothing\u002Fequipment shall remain the property\nof the Employer.\u003C\u002Fp>\n\n\u003Cp>13.8.4 Employees shall make careful use of the protective clothing\u002Fequipment\nsupplied and avoid negligent damage thereto.\u003C\u002Fp>\n\n\u003Cp>13.8.5 Employees who cause negligent or deliberate damage to health and\nsafety clothing\u002Fequipment have to make good for the damage caused by having\nsaid expense deducted from their salary or be asked to refund such expenses.\nApart from that they may be suspended immediately on half pay and be subject to\ndisciplinary action.\u003C\u002Fp>\n\n\u003Cp>13.8.6 Employees shall sign for clothing\u002Fequipment received and shall be\nresponsible for all damages caused through improper use or losses suffered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.8.7 All employees are obliged to observe health and safety regulations\nwith particular reference to the regulations relating to working time and shall\nreport for work duly rested in order not to constitute a danger to themselves\nand other employees.\u003C\u002Fp>\n\n\u003Cp>13.8.8 An employee, who because of activities outside his normal working\nschedule, would not be observing or be breaking the provisions of the working\ntime directive in force in Malta as a result of EU Directives, and as they may\nbe amended from time to time, and\u002For reports for work in a condition that may\nconstitute a danger to health and safety, may be either refused access to the\nworkplace or sent home if he had already started work. In such cases the\nemployee shall be deemed to be absent without authorisation, shall lose the\nday's pay and be subject to disciplinary action that may lead to dismissal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>13.9 Training and Development\u003C\u002Fp>\n\n\u003Cp>13.9.1 Unless otherwise provided for in any particular sectoral agreement\nthe following provisions shall apply:\u003C\u002Fp>\n\n\u003Cp>13.9.1.1 With the aim that the employees are kept abreast with the\nEmployer's requirements, the Management shall endeavour to provide\ntraining\u002Feducational courses from time to time and as the work exigencies\npermit to attain this scope. Such courses may also be offered by the Management\nto those employees who would be returning to work after periods of absence.\nProgress registered by the employee, following such training, shall be taking\ninto account in the event of calls for applications for promotions.\u003C\u002Fp>\n\n\u003Cp>13.9.2 Training as Prescribed by Management\u003C\u002Fp>\n\n\u003Cp>13.9.2.1 Training\u002Feducation may be offered either to particular employees or\nsections. Employees so identified have to attend for such courses when and\nwhere indicated by Management, even if it is outside normal working hours.\nManagement must distribute training\u002Feducation as equitably as possible amongst\nemployees.\u003C\u002Fp>\n\n\u003Cp>13.9.2.2 Employees who are obliged to attend courses\u002Ftraining outside normal\nworking hours shall be compensated at single rate TOIL, or if provided for as\nspecified in the respective sectoral agreement.\u003C\u002Fp>\n\n\u003Cp>13.9.3 Training as Offered by Management\u003C\u002Fp>\n\n\u003Cp>13.9.3.1 Training may be offered by the Management to its employees. In such\ncircumstances, the employees are to be informed of such courses and invited to\napply in writing to attend for such courses. The selection of the prospective\ncandidates is at the discretion of the Management. Those employees so selected\nto attend courses at the expense of the Management, even if these courses are\nheld during outside the normal working hours, shall not be entitled to any sort\nof compensation or allowance.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>13.9.3.2 Training\u002Feducational courses may be held either in Malta or abroad.\nIn the latter case those employees selected to attend for such courses shall be\nentitled to the pertinent allowances as established by the Ministry of Finance\nfrom time to time.\u003C\u002Fp>\n\n\u003Cp>13.9.4 Courses of Study Sponsored by the Employer\u003C\u002Fp>\n\n\u003Cp>13.9.4.1 The Employer may offer courses of study in matters that are\nconsidered of importance to its operations.\u003C\u002Fp>\n\n\u003Cp>13.9.4.2 These courses of study are to be brought to the attention of the\nemployees so that those interested may apply.\u003C\u002Fp>\n\n\u003Cp>13.9.4.3 Officials granted sponsorship to attend degree\u002Fdiploma courses\nshould be selected through an organisation-wide or Ministry\u002FDepartment\nselection process following the issue of a call for applications. In the case\nof sponsored courses extending beyond one academic year, prior approval from\nthe Centre for Development, Research and Training (CDRT) should be sought.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>13.9.4.4 A written agreement shall be entered between the Employer and the\nemployee wherein the conditions under which such courses are granted are\nlisted.\u003C\u002Fp>\n\n\u003Cp>13.9.4.5 The successful completion of the course does not give any automatic\nright to the employee for any promotion and\u002For other compensation (and this\nincludes qualification allowance).\u003C\u002Fp>\n\n\u003Cp>13.9.5 Courses of Study Undertaken on the Initiative of the Employee\u003C\u002Fp>\n\n\u003Cp>13.9.5.1An employee who on his own initiative undertakes a course of study\nin a subject related to his work or that may be of interest to the Employer,\nmay request in writing the Employer to exempt him from attending for specific\nperiods of work or permission to leave early from work if attending evening\ncourses after working time. Documentary evidence has to be submitted when\npresenting the request.\u003C\u002Fp>\n\n\u003Cp>13.9.5.2 It is in the discretion of the Employer, and working exigencies\npermitting, whether such requests are to be favourably considered. Approval has\nto be given in writing. The Management may include conditions.\u003C\u002Fp>\n\n\u003Cp>13.9.5.3 The successful completion of courses does not give the employee any\nright for promotion.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch2>14. Classification and Grading Structures\u003C\u002Fh2>\n\n\u003Cp>14.1 The Employer and the Unions agree that the established benchmarks shall\nnot be disturbed. The salary structures in the current Public Service\nClassification Agreements shall continue to respect these benchmarks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. Salaries\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>15.1 The parties agree that salary scales payable to employees during the\nyears will be as shown in Appendix II to the Agreement.\u003C\u002Fp>\n\n\u003Cp>15.2 The salary scales for the years as shown in Appendix II are inclusive\nof any cost of living adjustments (COLA) which the Government may award in\nrespect of these years. Should there be instances, in the duration of this\nagreement where it results that COLA is higher then the agreed collective\nagreement increases for any particular scale\u002Fs, such instances will be\nrectified by topping up the respective collective agreement increase to ensure\nthat COLA, as declared for that particular year is incorporated in the basic\nwage of the respective scale\u002Fs. There are to be no amendments whatsoever to\nthose scales where the collective agreement increase equates to or is greater\nthan COLA.\u003C\u002Fp>\n\n\u003Cp>15.3 Serving Officers, as on the date of signing of this agreement, who are\non salary scales 19 and 20 and whose salary falls within these scales and who\nbenefitted from a cash payment in 2011 of €272.96 for scale 20 and\n€109.84 for scale 19, shall, as on 1st January 2012, have this sum (i.e.\n€272.96 for scale 20 and €109.84 for scale 19) incorporated into\ntheir basic wage on a personal basis. For the years 2013 -2016 these employees\nshall benefit from the respective collective agreement increases respective to\ntheir grade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. Payment for Work performed on Public Holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>16.1 As from the date of signing of this agreement, both rostered work and\novertime, performed on Public Holidays shall be compensated at basic hourly\nrate in accordance with the PSMC provisions regulating payment of overtime rate\nx 2 for every hour worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17 Official engagements abroad during Public Holiday\u003C\u002Fh2>\n\n\u003Cp>17.1 As from the date of signing of this agreement, an Officer requested by\nhis superiors, to attend duties abroad, including seminars, conferences and\nmeetings, shall be compensated at basic hourly rate in accordance with the PSMC\nprovisions regulating payment of overtime rate x 2 for every hour of actual\nwork performed or for every hour of attendance to seminars, conferences and\nmeetings. In all instances attendance must be endorsed by superior.\u003C\u002Fp>\n\n\u003Cp>**For the Government\u003C\u002Fp>\n\n\u003Cp>- Prinicipal Permanent Secretary\u003C\u002Fp>\n\n\u003Cp>- Permanent Secretary, Ministry of Finance, the Economy and Investment\u003C\u002Fp>\n\n\u003Cp>- Head of Public Administration, Collective Bargaining Unit\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>**For the Unions\u003C\u002Fp>\n\n\u003Cp>- General Workers' Union\u003C\u002Fp>\n\n\u003Cp>- Malta Union of Midwives and Nurses\u003C\u002Fp>\n\n\u003Cp>- malta Union of Professional Psychologists\u003C\u002Fp>\n\n\u003Cp>- Malta Union of Teachers\u003C\u002Fp>\n\n\u003Cp>- Medical Association of malta\u003C\u002Fp>\n\n\u003Cp>- Union Haddiema Maghqudin\u003C\u002Fp>\n\n\u003Cp>- Union Periti u Inginiera tas-Servizz Pubbliku\u003C\u002Fp>\n\n\u003Cp>******\u003C\u002Fp>\n\n\u003Cp>APPENDIX I\u003C\u002Fp>\n\n\u003Cp>PUBLIC PRIVATE PARTNERSHIP SCHEME - Package for Public Officers\u003C\u002Fp>\n\n\u003Cp>The following administrative arrangements are applicable for Public Officers\ndeployed on Public Private Partnership Government projects. These arrangements\nmake the necessary safeguards and provide for benefits and incentives as\nfollows:\u003C\u002Fp>\n\n\u003Cp>• Retention of all present and future rights to appointments in the\nPublic Service, privileges, and pensionability arrangements;\u003C\u002Fp>\n\n\u003Cp>• Guarantee of conditions of work no worse than those obtaining at\npresent;\u003C\u002Fp>\n\n\u003Cp>• Payment of basic salary guaranteed through linkage with the\nTreasury which will continue to compute and indemnify salaries;\u003C\u002Fp>\n\n\u003Cp>• A flexibility bonus of 10% to 25% on basic salary may be paid by\nthe Government for flexibility in working arrangements such as duties beyond\nthose expected from the substantive grade, and for working to flexible\ntime-tables and outside established hierarchical structures. Guidelines for the\naward of bonuses will be drawn up;\u003C\u002Fp>\n\n\u003Cp>• Cash bonuses may also be paid by the management of the partnership\nrelated to performance, responsibility and multitasking;\u003C\u002Fp>\n\n\u003Cp>• Opportunities will be provided for retraining and reskilling;\u003C\u002Fp>\n\n\u003Cp>• Participation in incentive schemes may be administered by the\nmanagement of the partnership;\u003C\u002Fp>\n\n\u003Cp>• Though the performance of an employee's substantive duties whilst\non a PPP initiative on Government projects is mandatory, participation on\nprojects of the private partner beyond the normal working week is voluntary;\u003C\u002Fp>\n\n\u003Cp>• Assignment on higher duties for higher pay may be made by the\nmanagement of the partnership on the basis of merit irrespective of grade\nstructure and seniority, resulting in a changing and less rigid chain of\ncommand;\u003C\u002Fp>\n\n\u003Cp>• Employees promoted following a PSC call may opt to remain in the\nnew grade with the partnership;\u003C\u002Fp>\n\n\u003Cp>• The management of the partnership may summarily deal with employees\nfor minor misconduct as defined in the PSC Disciplinary Regulations 1999 and\nmay also effect a reduction from allowances\u002Fbonuses payable over and above the\nbasic salary;\u003C\u002Fp>\n\n\u003Cp>• Serious breaches of discipline will continue to be dealt with under\nthe PSC Disciplinary Regulations 1999;\u003C\u002Fp>\n\n\u003Cp>• Vacancies already identified within a Unit immediately prior to its\nfunction migrating to private management under a PPP project, will be proceeded\nwith subject to parameters. If the vacancy is filled by an employee from\noutside the Unit, the appointment will be subject to joining the Unit under\nprivate management. Vacancies arising within the Unit through wastage,\npromotion, etc during the course of the Project will be filled in the usual\nmanner;\u003C\u002Fp>\n\n\u003Cp>• Employees who perform satisfactorily in a grade higher than the\nsubstantive grade for a period of five years will, apart from the higher\nremuneration associated with the higher duties, be also awarded a salary scale\nhigher than that to which the employee is entitled by virtue of the substantive\ngrade, on a personal basis;\u003C\u002Fp>\n\n\u003Cp>• If the partnership ceases to operate, the employee will return to\nthe Public Service in the substantive grade. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Appendix II: SCHEDULE OF SALARIES APPLICABLE TO PUBLIC OFFICERS FOR YEARS\n2011 TO 2016\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>All figures are inclusive of COLA.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">Salary Scale\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">2011\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">2012\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">2013\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">Annual Increment\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">2014\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">2015\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">2016\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">Annual Increment\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Annul Increase\u003C\u002Ftd>\n      \u003Ctd>Minimum Salary\u003C\u002Ftd>\n      \u003Ctd>Maximum salary\u003C\u002Ftd>\n      \u003Ctd>Annul Increase\u003C\u002Ftd>\n      \u003Ctd>Minimum Salary\u003C\u002Ftd>\n      \u003Ctd>Maximum salary\u003C\u002Ftd>\n      \u003Ctd>Annul Increase\u003C\u002Ftd>\n      \u003Ctd>Minimum Salary\u003C\u002Ftd>\n      \u003Ctd>Maximum salary\u003C\u002Ftd>\n      \u003Ctd>Annul Increase\u003C\u002Ftd>\n      \u003Ctd>Minimum Salary\u003C\u002Ftd>\n      \u003Ctd>Maximum salary\u003C\u002Ftd>\n      \u003Ctd>Annul Increase\u003C\u002Ftd>\n      \u003Ctd>Minimum Salary\u003C\u002Ftd>\n      \u003Ctd>Maximum salary\u003C\u002Ftd>\n      \u003Ctd>Annul Increase\u003C\u002Ftd>\n      \u003Ctd>Minimum Salary\u003C\u002Ftd>\n      \u003Ctd>Maximum salary\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>38,245.00\u003C\u002Ftd>\n      \u003Ctd>988.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>39,233.00\u003C\u002Ftd>\n      \u003Ctd>988.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>40,221.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>988.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>41,209.00\u003C\u002Ftd>\n      \u003Ctd>1,081.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>42,290.00\u003C\u002Ftd>\n      \u003Ctd>1,081.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>43,371.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>35,216.00\u003C\u002Ftd>\n      \u003Ctd>910.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>36,126.00\u003C\u002Ftd>\n      \u003Ctd>910.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>37,036.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>910.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>37,946.00\u003C\u002Ftd>\n      \u003Ctd>991.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>38,937.00\u003C\u002Ftd>\n      \u003Ctd>991.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>39,928.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>32,191.00\u003C\u002Ftd>\n      \u003Ctd>831.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>33,022.00\u003C\u002Ftd>\n      \u003Ctd>831.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>33,853.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>831.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>34,684.00\u003C\u002Ftd>\n      \u003Ctd>899.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>35,583.00\u003C\u002Ftd>\n      \u003Ctd>899.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>36,482.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>29,162.00\u003C\u002Ftd>\n      \u003Ctd>753.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>29,915.00\u003C\u002Ftd>\n      \u003Ctd>753.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>30,668.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>753.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>31,421.00\u003C\u002Ftd>\n      \u003Ctd>818.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>32,239.00\u003C\u002Ftd>\n      \u003Ctd>818.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>33,057.00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>21,870.98\u003C\u002Ftd>\n      \u003Ctd>25,715.00\u003C\u002Ftd>\n      \u003Ctd>664.00\u003C\u002Ftd>\n      \u003Ctd>22,534.98\u003C\u002Ftd>\n      \u003Ctd>26,379.00\u003C\u002Ftd>\n      \u003Ctd>664.00\u003C\u002Ftd>\n      \u003Ctd>23,198.98\u003C\u002Ftd>\n      \u003Ctd>27,043.00\u003C\u002Ftd>\n      \u003Ctd>640.67\u003C\u002Ftd>\n      \u003Ctd>664.00\u003C\u002Ftd>\n      \u003Ctd>23,862.98\u003C\u002Ftd>\n      \u003Ctd>27,707.00\u003C\u002Ftd>\n      \u003Ctd>713,00\u003C\u002Ftd>\n      \u003Ctd>24,575.98\u003C\u002Ftd>\n      \u003Ctd>28,420.00\u003C\u002Ftd>\n      \u003Ctd>713,00\u003C\u002Ftd>\n      \u003Ctd>25,288.98\u003C\u002Ftd>\n      \u003Ctd>29,133.00\u003C\u002Ftd>\n      \u003Ctd>640.67\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>20,411.02\u003C\u002Ftd>\n      \u003Ctd>23,989.00\u003C\u002Ftd>\n      \u003Ctd>619.00\u003C\u002Ftd>\n      \u003Ctd>21,030.02\u003C\u002Ftd>\n      \u003Ctd>24,608.00\u003C\u002Ftd>\n      \u003Ctd>619.00\u003C\u002Ftd>\n      \u003Ctd>21,649.02\u003C\u002Ftd>\n      \u003Ctd>25,227.00\u003C\u002Ftd>\n      \u003Ctd>596.33\u003C\u002Ftd>\n      \u003Ctd>619.00\u003C\u002Ftd>\n      \u003Ctd>22,268.02\u003C\u002Ftd>\n      \u003Ctd>25,846.00\u003C\u002Ftd>\n      \u003Ctd>666.00\u003C\u002Ftd>\n      \u003Ctd>22,934.02\u003C\u002Ftd>\n      \u003Ctd>26,512.00\u003C\u002Ftd>\n      \u003Ctd>666.00\u003C\u002Ftd>\n      \u003Ctd>23,600.02\u003C\u002Ftd>\n      \u003Ctd>27,178.00\u003C\u002Ftd>\n      \u003Ctd>596.33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>19,084.98\u003C\u002Ftd>\n      \u003Ctd>22,272.00\u003C\u002Ftd>\n      \u003Ctd>575.00\u003C\u002Ftd>\n      \u003Ctd>19,659.98\u003C\u002Ftd>\n      \u003Ctd>22,847.00\u003C\u002Ftd>\n      \u003Ctd>575.00\u003C\u002Ftd>\n      \u003Ctd>20,234.98\u003C\u002Ftd>\n      \u003Ctd>23,422.00\u003C\u002Ftd>\n      \u003Ctd>531.17\u003C\u002Ftd>\n      \u003Ctd>575.00\u003C\u002Ftd>\n      \u003Ctd>20.809.98\u003C\u002Ftd>\n      \u003Ctd>23,997.00\u003C\u002Ftd>\n      \u003Ctd>617.00\u003C\u002Ftd>\n      \u003Ctd>21,426.98\u003C\u002Ftd>\n      \u003Ctd>24,614.00\u003C\u002Ftd>\n      \u003Ctd>617.00\u003C\u002Ftd>\n      \u003Ctd>22,043.98\u003C\u002Ftd>\n      \u003Ctd>25,231.00\u003C\u002Ftd>\n      \u003Ctd>531.17\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>17,867.02\u003C\u002Ftd>\n      \u003Ctd>20,788.00\u003C\u002Ftd>\n      \u003Ctd>536.00\u003C\u002Ftd>\n      \u003Ctd>18,403.02\u003C\u002Ftd>\n      \u003Ctd>21,324.00\u003C\u002Ftd>\n      \u003Ctd>536.00\u003C\u002Ftd>\n      \u003Ctd>18,939.02\u003C\u002Ftd>\n      \u003Ctd>21,860.00\u003C\u002Ftd>\n      \u003Ctd>486.83\u003C\u002Ftd>\n      \u003Ctd>536.00\u003C\u002Ftd>\n      \u003Ctd>19,475.02\u003C\u002Ftd>\n      \u003Ctd>22,396.00\u003C\u002Ftd>\n      \u003Ctd>572.00\u003C\u002Ftd>\n      \u003Ctd>20,047.02\u003C\u002Ftd>\n      \u003Ctd>22,968.00\u003C\u002Ftd>\n      \u003Ctd>572.00\u003C\u002Ftd>\n      \u003Ctd>20,619.02\u003C\u002Ftd>\n      \u003Ctd>23,540.00\u003C\u002Ftd>\n      \u003Ctd>486.83\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>16,751.02\u003C\u002Ftd>\n      \u003Ctd>19,435.00\u003C\u002Ftd>\n      \u003Ctd>501.00\u003C\u002Ftd>\n      \u003Ctd>17,252.02\u003C\u002Ftd>\n      \u003Ctd>19,936.00\u003C\u002Ftd>\n      \u003Ctd>501.00\u003C\u002Ftd>\n      \u003Ctd>17,753.02\u003C\u002Ftd>\n      \u003Ctd>20,437.00\u003C\u002Ftd>\n      \u003Ctd>447.33\u003C\u002Ftd>\n      \u003Ctd>501.00\u003C\u002Ftd>\n      \u003Ctd>18,254.02\u003C\u002Ftd>\n      \u003Ctd>20,938.00\u003C\u002Ftd>\n      \u003Ctd>533.00\u003C\u002Ftd>\n      \u003Ctd>18,787.02\u003C\u002Ftd>\n      \u003Ctd>21,471.00\u003C\u002Ftd>\n      \u003Ctd>533.00\u003C\u002Ftd>\n      \u003Ctd>19,320.02\u003C\u002Ftd>\n      \u003Ctd>22,004.00\u003C\u002Ftd>\n      \u003Ctd>447.33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>15,728.98\u003C\u002Ftd>\n      \u003Ctd>18,175.00\u003C\u002Ftd>\n      \u003Ctd>469.00\u003C\u002Ftd>\n      \u003Ctd>16,197.98\u003C\u002Ftd>\n      \u003Ctd>18,644.00\u003C\u002Ftd>\n      \u003Ctd>469.00\u003C\u002Ftd>\n      \u003Ctd>16,666.98\u003C\u002Ftd>\n      \u003Ctd>19,113.00\u003C\u002Ftd>\n      \u003Ctd>407.67\u003C\u002Ftd>\n      \u003Ctd>469.00\u003C\u002Ftd>\n      \u003Ctd>17,135.98\u003C\u002Ftd>\n      \u003Ctd>19,582.00\u003C\u002Ftd>\n      \u003Ctd>496.00\u003C\u002Ftd>\n      \u003Ctd>17,631.98\u003C\u002Ftd>\n      \u003Ctd>20,078.00\u003C\u002Ftd>\n      \u003Ctd>496.00\u003C\u002Ftd>\n      \u003Ctd>18,127.98\u003C\u002Ftd>\n      \u003Ctd>20,574.00\u003C\u002Ftd>\n      \u003Ctd>407.67\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>14,777.98\u003C\u002Ftd>\n      \u003Ctd>17,029.00\u003C\u002Ftd>\n      \u003Ctd>439.00\u003C\u002Ftd>\n      \u003Ctd>15,216.98\u003C\u002Ftd>\n      \u003Ctd>17,468.00\u003C\u002Ftd>\n      \u003Ctd>439.00\u003C\u002Ftd>\n      \u003Ctd>15,655.98\u003C\u002Ftd>\n      \u003Ctd>17,907.00\u003C\u002Ftd>\n      \u003Ctd>375.17\u003C\u002Ftd>\n      \u003Ctd>439.00\u003C\u002Ftd>\n      \u003Ctd>16,094.98\u003C\u002Ftd>\n      \u003Ctd>18,346.00\u003C\u002Ftd>\n      \u003Ctd>464.00\u003C\u002Ftd>\n      \u003Ctd>16,558.98\u003C\u002Ftd>\n      \u003Ctd>18,810.00\u003C\u002Ftd>\n      \u003Ctd>464.00\u003C\u002Ftd>\n      \u003Ctd>17,022.98\u003C\u002Ftd>\n      \u003Ctd>19,274.00\u003C\u002Ftd>\n      \u003Ctd>375.17\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>13,870.00\u003C\u002Ftd>\n      \u003Ctd>15,994.00\u003C\u002Ftd>\n      \u003Ctd>412.00\u003C\u002Ftd>\n      \u003Ctd>14,282.00\u003C\u002Ftd>\n      \u003Ctd>16,406.00\u003C\u002Ftd>\n      \u003Ctd>412.00\u003C\u002Ftd>\n      \u003Ctd>14,694.00\u003C\u002Ftd>\n      \u003Ctd>16,818.00\u003C\u002Ftd>\n      \u003Ctd>354.00\u003C\u002Ftd>\n      \u003Ctd>412.00\u003C\u002Ftd>\n      \u003Ctd>15,106.00\u003C\u002Ftd>\n      \u003Ctd>17,230.00\u003C\u002Ftd>\n      \u003Ctd>433.00\u003C\u002Ftd>\n      \u003Ctd>15,539.00\u003C\u002Ftd>\n      \u003Ctd>17,663.00\u003C\u002Ftd>\n      \u003Ctd>433.00\u003C\u002Ftd>\n      \u003Ctd>15,972.00\u003C\u002Ftd>\n      \u003Ctd>18,096.00\u003C\u002Ftd>\n      \u003Ctd>354.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>13,010.00\u003C\u002Ftd>\n      \u003Ctd>15,023.00\u003C\u002Ftd>\n      \u003Ctd>387.00\u003C\u002Ftd>\n      \u003Ctd>13,397.00\u003C\u002Ftd>\n      \u003Ctd>15,410.00\u003C\u002Ftd>\n      \u003Ctd>387.00\u003C\u002Ftd>\n      \u003Ctd>13,784.00\u003C\u002Ftd>\n      \u003Ctd>15,797.00\u003C\u002Ftd>\n      \u003Ctd>335.50\u003C\u002Ftd>\n      \u003Ctd>387.00\u003C\u002Ftd>\n      \u003Ctd>14,171.00\u003C\u002Ftd>\n      \u003Ctd>16,184.00\u003C\u002Ftd>\n      \u003Ctd>405.00\u003C\u002Ftd>\n      \u003Ctd>14,576.00\u003C\u002Ftd>\n      \u003Ctd>16,589.00\u003C\u002Ftd>\n      \u003Ctd>405.00\u003C\u002Ftd>\n      \u003Ctd>14,981.00\u003C\u002Ftd>\n      \u003Ctd>16,994.00\u003C\u002Ftd>\n      \u003Ctd>335.50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>12,193.02\u003C\u002Ftd>\n      \u003Ctd>14,094.00\u003C\u002Ftd>\n      \u003Ctd>363.00\u003C\u002Ftd>\n      \u003Ctd>12,556.02\u003C\u002Ftd>\n      \u003Ctd>14,457.00\u003C\u002Ftd>\n      \u003Ctd>363.00\u003C\u002Ftd>\n      \u003Ctd>12,919.02\u003C\u002Ftd>\n      \u003Ctd>14,820.00\u003C\u002Ftd>\n      \u003Ctd>316.83\u003C\u002Ftd>\n      \u003Ctd>363.00\u003C\u002Ftd>\n      \u003Ctd>13,282.02\u003C\u002Ftd>\n      \u003Ctd>15,183.00\u003C\u002Ftd>\n      \u003Ctd>377.00\u003C\u002Ftd>\n      \u003Ctd>13,659.02\u003C\u002Ftd>\n      \u003Ctd>15,560.00\u003C\u002Ftd>\n      \u003Ctd>377.00\u003C\u002Ftd>\n      \u003Ctd>14,036.02\u003C\u002Ftd>\n      \u003Ctd>15,937.00\u003C\u002Ftd>\n      \u003Ctd>316.83\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>11,434.00\u003C\u002Ftd>\n      \u003Ctd>13,222.00\u003C\u002Ftd>\n      \u003Ctd>341.00\u003C\u002Ftd>\n      \u003Ctd>11,775.00\u003C\u002Ftd>\n      \u003Ctd>13,563.00\u003C\u002Ftd>\n      \u003Ctd>341.00\u003C\u002Ftd>\n      \u003Ctd>12,116.00\u003C\u002Ftd>\n      \u003Ctd>13,904.00\u003C\u002Ftd>\n      \u003Ctd>298.00\u003C\u002Ftd>\n      \u003Ctd>341.00\u003C\u002Ftd>\n      \u003Ctd>12,457.00\u003C\u002Ftd>\n      \u003Ctd>14,245.00\u003C\u002Ftd>\n      \u003Ctd>353.00\u003C\u002Ftd>\n      \u003Ctd>12,810.00\u003C\u002Ftd>\n      \u003Ctd>14,598.00\u003C\u002Ftd>\n      \u003Ctd>353.00\u003C\u002Ftd>\n      \u003Ctd>13,163.00\u003C\u002Ftd>\n      \u003Ctd>14,951.00\u003C\u002Ftd>\n      \u003Ctd>298.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>10,816.00\u003C\u002Ftd>\n      \u003Ctd>12,398.00\u003C\u002Ftd>\n      \u003Ctd>319.00\u003C\u002Ftd>\n      \u003Ctd>11,135.00\u003C\u002Ftd>\n      \u003Ctd>12,717.00\u003C\u002Ftd>\n      \u003Ctd>319.00\u003C\u002Ftd>\n      \u003Ctd>11,454.00\u003C\u002Ftd>\n      \u003Ctd>13,036.00\u003C\u002Ftd>\n      \u003Ctd>226.00\u003C\u002Ftd>\n      \u003Ctd>319.00\u003C\u002Ftd>\n      \u003Ctd>11,773.00\u003C\u002Ftd>\n      \u003Ctd>13,355.00\u003C\u002Ftd>\n      \u003Ctd>329.00\u003C\u002Ftd>\n      \u003Ctd>12,102.00\u003C\u002Ftd>\n      \u003Ctd>13,684.00\u003C\u002Ftd>\n      \u003Ctd>329.00\u003C\u002Ftd>\n      \u003Ctd>12,431.00\u003C\u002Ftd>\n      \u003Ctd>14,013.00\u003C\u002Ftd>\n      \u003Ctd>226.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>10,164.01\u003C\u002Ftd>\n      \u003Ctd>11,631.00\u003C\u002Ftd>\n      \u003Ctd>299.00\u003C\u002Ftd>\n      \u003Ctd>10,463.01\u003C\u002Ftd>\n      \u003Ctd>11,930.00\u003C\u002Ftd>\n      \u003Ctd>299.00\u003C\u002Ftd>\n      \u003Ctd>10,762.01\u003C\u002Ftd>\n      \u003Ctd>12,229.00\u003C\u002Ftd>\n      \u003Ctd>209.57\u003C\u002Ftd>\n      \u003Ctd>299.00\u003C\u002Ftd>\n      \u003Ctd>11,061.01\u003C\u002Ftd>\n      \u003Ctd>12,528.00\u003C\u002Ftd>\n      \u003Ctd>307.00\u003C\u002Ftd>\n      \u003Ctd>11,368.01\u003C\u002Ftd>\n      \u003Ctd>12,835.00\u003C\u002Ftd>\n      \u003Ctd>307.00\u003C\u002Ftd>\n      \u003Ctd>11,675.01\u003C\u002Ftd>\n      \u003Ctd>13,142.00\u003C\u002Ftd>\n      \u003Ctd>209.57\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>9,547.00\u003C\u002Ftd>\n      \u003Ctd>10,884.00\u003C\u002Ftd>\n      \u003Ctd>280.00\u003C\u002Ftd>\n      \u003Ctd>9,827.00\u003C\u002Ftd>\n      \u003Ctd>11,164.00\u003C\u002Ftd>\n      \u003Ctd>280.00\u003C\u002Ftd>\n      \u003Ctd>10,107.00\u003C\u002Ftd>\n      \u003Ctd>11,444.00\u003C\u002Ftd>\n      \u003Ctd>191.00\u003C\u002Ftd>\n      \u003Ctd>280.00\u003C\u002Ftd>\n      \u003Ctd>10,387.00\u003C\u002Ftd>\n      \u003Ctd>11,724.00\u003C\u002Ftd>\n      \u003Ctd>283.00\u003C\u002Ftd>\n      \u003Ctd>10,670.00\u003C\u002Ftd>\n      \u003Ctd>12,007.00\u003C\u002Ftd>\n      \u003Ctd>283.00\u003C\u002Ftd>\n      \u003Ctd>10,953.00\u003C\u002Ftd>\n      \u003Ctd>12,290.00\u003C\u002Ftd>\n      \u003Ctd>191.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>8,970.99\u003C\u002Ftd>\n      \u003Ctd>10,227.00\u003C\u002Ftd>\n      \u003Ctd>263.00\u003C\u002Ftd>\n      \u003Ctd>9,233.99\u003C\u002Ftd>\n      \u003Ctd>10,490.00\u003C\u002Ftd>\n      \u003Ctd>263.00\u003C\u002Ftd>\n      \u003Ctd>9,496.99\u003C\u002Ftd>\n      \u003Ctd>10,753.00\u003C\u002Ftd>\n      \u003Ctd>179.43\u003C\u002Ftd>\n      \u003Ctd>263.00\u003C\u002Ftd>\n      \u003Ctd>9,759.99\u003C\u002Ftd>\n      \u003Ctd>11,016.00\u003C\u002Ftd>\n      \u003Ctd>265.00\u003C\u002Ftd>\n      \u003Ctd>10,024.99\u003C\u002Ftd>\n      \u003Ctd>11,281.00\u003C\u002Ftd>\n      \u003Ctd>265.00\u003C\u002Ftd>\n      \u003Ctd>10,289.99\u003C\u002Ftd>\n      \u003Ctd>11,546.00\u003C\u002Ftd>\n      \u003Ctd>179.43\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>61.00\u003C\u002Ftd>\n      \u003Ctd>8,417.00\u003C\u002Ftd>\n      \u003Ctd>9,607.00\u003C\u002Ftd>\n      \u003Ctd>247.00\u003C\u002Ftd>\n      \u003Ctd>8,664.00\u003C\u002Ftd>\n      \u003Ctd>9,854.00\u003C\u002Ftd>\n      \u003Ctd>247.00\u003C\u002Ftd>\n      \u003Ctd>8,911.00\u003C\u002Ftd>\n      \u003Ctd>10,101.00\u003C\u002Ftd>\n      \u003Ctd>170.00\u003C\u002Ftd>\n      \u003Ctd>247.00\u003C\u002Ftd>\n      \u003Ctd>9,158.00\u003C\u002Ftd>\n      \u003Ctd>10,348.00\u003C\u002Ftd>\n      \u003Ctd>247.00\u003C\u002Ftd>\n      \u003Ctd>9,405.00\u003C\u002Ftd>\n      \u003Ctd>10,595.00\u003C\u002Ftd>\n      \u003Ctd>247.00\u003C\u002Ftd>\n      \u003Ctd>9,652.00\u003C\u002Ftd>\n      \u003Ctd>10,842.00\u003C\u002Ftd>\n      \u003Ctd>170.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"protectiveclothing":42,"healthandsafetypolicy":46,"LOWWAGE_government":50,"LOWWAGE_provision":54,"LOWWAGE_trigger":56,"PAYSCALES_trigger":58,"jobclassifaction1":62,"bankholidays1":66,"OVERTIME_trigger":70,"FLEXWORK_trigger":74,"holidaysdays":78,"trainingfund":82,"trainingprogrammes":86,"lowwageamount":90,"STRUCINCR_trigger":93,"hourspweek_select":95,"PAIDLEAV_trigger":99,"disabilityfund":103},{"bindId":43,"name":44,"text":45},"protectiveclothing","13.8.3 The Employer at its own expense s","13.8.3 The Employer at its own expense shall provide all necessary health\nand safety clothing\u002Fequipment. The clothing\u002Fequipment shall remain the property\nof the Employer.\n\n13.8.4 Employees shall make careful use of the protective clothing\u002Fequipment\nsupplied and avoid negligent damage thereto.\n\n13.8.5 Employees who cause negligent or deliberate damage to health and\nsafety clothing\u002Fequipment have to make good for the damage caused by having\nsaid expense deducted from their salary or be asked to refund such expenses.\nApart from that they may be suspended immediately on half pay and be subject to\ndisciplinary action.\n\n13.8.6 Employees shall sign for clothing\u002Fequipment received and shall be\nresponsible for all damages caused through improper use or losses suffered.",{"bindId":47,"name":48,"text":49},"healthandsafetypolicy","Health and Safety 13.8.1 While it is the","Health and Safety\n\n13.8.1 While it is the Employer's duty to ensure the health and safety of\nits employees, it is also the duty of every employee to safeguard one's own\nhealth and safety and to cooperate with the employer and with the Workers'\nHealth and Safety Representative\u002Fs on all matters relating to health and\nsafety, and for this purpose, employees shall be\n\nobliged to follow any order, instruction, or direction issues for, on behalf\nof the Employer to safeguard health and safety.\n\n13.8.2 A Health and Safety Representative\u002Fs shall be elected, chosen or\notherwise by every Ministry. The Health and Safety Representative shall be\nconsulted in advance and in good time by the Employer on matters which may\naffect occupational health and safety. The implementation of this clause shall\nbe within one year of this signing of this Agreement.\n\n13.8.3 The Employer at its own expense shall provide all necessary health\nand safety clothing\u002Fequipment. The clothing\u002Fequipment shall remain the property\nof the Employer.\n\n13.8.4 Employees shall make careful use of the protective clothing\u002Fequipment\nsupplied and avoid negligent damage thereto.\n\n13.8.5 Employees who cause negligent or deliberate damage to health and\nsafety clothing\u002Fequipment have to make good for the damage caused by having\nsaid expense deducted from their salary or be asked to refund such expenses.\nApart from that they may be suspended immediately on half pay and be subject to\ndisciplinary action.\n\n13.8.6 Employees shall sign for clothing\u002Fequipment received and shall be\nresponsible for all damages caused through improper use or losses suffered.\n\n13.8.7 All employees are obliged to observe health and safety regulations\nwith particular reference to the regulations relating to working time and shall\nreport for work duly rested in order not to constitute a danger to themselves\nand other employees.\n\n13.8.8 An employee, who because of activities outside his normal working\nschedule, would not be observing or be breaking the provisions of the working\ntime directive in force in Malta as a result of EU Directives, and as they may\nbe amended from time to time, and\u002For reports for work in a condition that may\nconstitute a danger to health and safety, may be either refused access to the\nworkplace or sent home if he had already started work. In such cases the\nemployee shall be deemed to be absent without authorisation, shall lose the\nday's pay and be subject to disciplinary action that may lead to dismissal.",{"bindId":51,"name":52,"text":53},"LOWWAGE_government","Appendix II: SCHEDULE OF SALARIES APPLIC","Appendix II: SCHEDULE OF SALARIES APPLICABLE TO PUBLIC OFFICERS FOR YEARS\n2011 TO 2016",{"bindId":55,"name":52,"text":53},"LOWWAGE_provision",{"bindId":57,"name":52,"text":53},"LOWWAGE_trigger",{"bindId":59,"name":60,"text":61},"PAYSCALES_trigger","15.1 The parties agree that salary scale","15.1 The parties agree that salary scales payable to employees during the\nyears will be as shown in Appendix II to the Agreement.\n\n15.2 The salary scales for the years as shown in Appendix II are inclusive\nof any cost of living adjustments (COLA) which the Government may award in\nrespect of these years. Should there be instances, in the duration of this\nagreement where it results that COLA is higher then the agreed collective\nagreement increases for any particular scale\u002Fs, such instances will be\nrectified by topping up the respective collective agreement increase to ensure\nthat COLA, as declared for that particular year is incorporated in the basic\nwage of the respective scale\u002Fs. There are to be no amendments whatsoever to\nthose scales where the collective agreement increase equates to or is greater\nthan COLA.\n\n15.3 Serving Officers, as on the date of signing of this agreement, who are\non salary scales 19 and 20 and whose salary falls within these scales and who\nbenefitted from a cash payment in 2011 of €272.96 for scale 20 and\n€109.84 for scale 19, shall, as on 1st January 2012, have this sum (i.e.\n€272.96 for scale 20 and €109.84 for scale 19) incorporated into\ntheir basic wage on a personal basis. For the years 2013 -2016 these employees\nshall benefit from the respective collective agreement increases respective to\ntheir grade.",{"bindId":63,"name":64,"text":65},"jobclassifaction1","14. Classification and Grading Structure","14. Classification and Grading Structures\n\n14.1 The Employer and the Unions agree that the established benchmarks shall\nnot be disturbed. The salary structures in the current Public Service\nClassification Agreements shall continue to respect these benchmarks.",{"bindId":67,"name":68,"text":69},"bankholidays1","16.1 As from the date of signing of this","16.1 As from the date of signing of this agreement, both rostered work and\novertime, performed on Public Holidays shall be compensated at basic hourly\nrate in accordance with the PSMC provisions regulating payment of overtime rate\nx 2 for every hour worked.",{"bindId":71,"name":72,"text":73},"OVERTIME_trigger","13.5.4 An employee who is granted permis","13.5.4 An employee who is granted permission to work on flexi-time shall be\nentitled for overtime pay only when and if he exceeds the normal weekly hours\nof work.",{"bindId":75,"name":76,"text":77},"FLEXWORK_trigger","13.5 Flexi-Time 13.5.1 The.Employer in p","13.5 Flexi-Time\n\n13.5.1 The.Employer in particular Ministries, Divisions, Departments or\nUnits may consider allowing its employees to work on a flexi-time system. By\nflexi-time it should be understood that the Management may approve requests\nfrom employees to work on flexi-time as long as:\n\n• the hours of work requested shall satisfy all the number of hours\nof work that ought to be followed in a particular day;\n\n• the service is not affected negatively;\n\n• no extra cost shall be incurred to accede to such request.\n\nThis concession may be allowed at the discretion of the Management and\nalways subject to work exigencies permitting.",{"bindId":79,"name":80,"text":81},"holidaysdays","13.6.1 All employees shall be entitled t","13.6.1 All employees shall be entitled to paid annual leave as provided for\nfrom time to time by law which currently stipulates an entitlement of the\nequivalent in hours of four weeks and four working days calculated on the basis\nof a forty-hour working week, and an eight- hour working day (that is, on the\nbasis of 192 hours) exclusive of the intervals for breaks, meals and rest;",{"bindId":83,"name":84,"text":85},"trainingfund","13.9.3.2 Training\u002Feducational courses ma","13.9.3.2 Training\u002Feducational courses may be held either in Malta or abroad.\nIn the latter case those employees selected to attend for such courses shall be\nentitled to the pertinent allowances as established by the Ministry of Finance\nfrom time to time.\n\n13.9.4 Courses of Study Sponsored by the Employer\n\n13.9.4.1 The Employer may offer courses of study in matters that are\nconsidered of importance to its operations.\n\n13.9.4.2 These courses of study are to be brought to the attention of the\nemployees so that those interested may apply.\n\n13.9.4.3 Officials granted sponsorship to attend degree\u002Fdiploma courses\nshould be selected through an organisation-wide or Ministry\u002FDepartment\nselection process following the issue of a call for applications. In the case\nof sponsored courses extending beyond one academic year, prior approval from\nthe Centre for Development, Research and Training (CDRT) should be sought.",{"bindId":87,"name":88,"text":89},"trainingprogrammes","13.9 Training and Development 13.9.1 Unl","13.9 Training and Development\n\n13.9.1 Unless otherwise provided for in any particular sectoral agreement\nthe following provisions shall apply:\n\n13.9.1.1 With the aim that the employees are kept abreast with the\nEmployer's requirements, the Management shall endeavour to provide\ntraining\u002Feducational courses from time to time and as the work exigencies\npermit to attain this scope. Such courses may also be offered by the Management\nto those employees who would be returning to work after periods of absence.\nProgress registered by the employee, following such training, shall be taking\ninto account in the event of calls for applications for promotions.\n\n13.9.2 Training as Prescribed by Management\n\n13.9.2.1 Training\u002Feducation may be offered either to particular employees or\nsections. Employees so identified have to attend for such courses when and\nwhere indicated by Management, even if it is outside normal working hours.\nManagement must distribute training\u002Feducation as equitably as possible amongst\nemployees.\n\n13.9.2.2 Employees who are obliged to attend courses\u002Ftraining outside normal\nworking hours shall be compensated at single rate TOIL, or if provided for as\nspecified in the respective sectoral agreement.\n\n13.9.3 Training as Offered by Management\n\n13.9.3.1 Training may be offered by the Management to its employees. In such\ncircumstances, the employees are to be informed of such courses and invited to\napply in writing to attend for such courses. The selection of the prospective\ncandidates is at the discretion of the Management. Those employees so selected\nto attend courses at the expense of the Management, even if these courses are\nheld during outside the normal working hours, shall not be entitled to any sort\nof compensation or allowance.\n\n13.9.3.2 Training\u002Feducational courses may be held either in Malta or abroad.\nIn the latter case those employees selected to attend for such courses shall be\nentitled to the pertinent allowances as established by the Ministry of Finance\nfrom time to time.\n\n13.9.4 Courses of Study Sponsored by the Employer\n\n13.9.4.1 The Employer may offer courses of study in matters that are\nconsidered of importance to its operations.\n\n13.9.4.2 These courses of study are to be brought to the attention of the\nemployees so that those interested may apply.\n\n13.9.4.3 Officials granted sponsorship to attend degree\u002Fdiploma courses\nshould be selected through an organisation-wide or Ministry\u002FDepartment\nselection process following the issue of a call for applications. In the case\nof sponsored courses extending beyond one academic year, prior approval from\nthe Centre for Development, Research and Training (CDRT) should be sought.",{"bindId":91,"name":52,"text":92},"lowwageamount","Appendix II: SCHEDULE OF SALARIES APPLICABLE TO PUBLIC OFFICERS FOR YEARS\n2011 TO 2016\n\nAll figures are inclusive of COLA.",{"bindId":94,"name":52,"text":53},"STRUCINCR_trigger",{"bindId":96,"name":97,"text":98},"hourspweek_select","7.4 Hours of Work 7.4.1 Employees work a","7.4 Hours of Work\n\n7.4.1 Employees work an average of 40 hours per week annually or as\notherwise stipulated in the respective Sectoral Agreement.\n\n7.4.1.1 Employees who are to work on a shift basis which may result to be in\nexcess of the average forty hours per week annually, shall continue to be\ncompensated as regulated by PSMC and\u002For any sectoral agreement.",{"bindId":100,"name":101,"text":102},"PAIDLEAV_trigger","13.6 Vacation Leave 13.6.1 All employees","13.6 Vacation Leave\n\n13.6.1 All employees shall be entitled to paid annual leave as provided for\nfrom time to time by law which currently stipulates an entitlement of the\nequivalent in hours of four weeks and four working days calculated on the basis\nof a forty-hour working week, and an eight- hour working day (that is, on the\nbasis of 192 hours) exclusive of the intervals for breaks, meals and rest;\n\n13.6.1.1 Provided that in cases where the average weekly working time,\ncalculated on the basis of a reference period of seventeen weeks, is below or\nexceeds forty hours per week, the annual leave entitlement in hours,\nirrespective of the number and duration of weekly attendances, shall be\nadjusted accordingly as a percentage of the said 192 hours on the basis of the\nfollowing equation:\n\n\n  \n    \n      average\n      hours\n      worked\n      per\n      week\n    \n    \n      40\n      hours\n    \n  \nX 192hours",{"bindId":104,"name":105,"text":106},"disabilityfund","11.4 Through the 'Employee Support Progr","11.4 Through the 'Employee Support Programme for Public Employees' (ESP), a\nproject partly funded by EU funds under the European Social Fund Cohesion\nPolicy 2007- 2013, PAHRO will continue to support the business of Government by\noffering the necessary awareness and support on psycho-social or disability\nissues that may affect employees (PAHRO Circular 8\u002F2011). This programme is\naccessible to all employees across the Public Administration, and will strive\nto be successful in the following matters:\n\n• The ESP aims to identify and respond to the needs of employees\nexperiencing personal, emotional and\u002For behavioural problems which are\ninterfering with their work-life balance.\n\n• This will enable employees to be healthier, more productive, able\nto contribute better to their place of work and to assist the general\npublic.\n\n• The Programme is designed to deal with a broad range of\ndifficulties such as work-related stress, mental health difficulties and\nemotional stress, marital and family concerns, bereavement and terminal\nillness, addictive behaviours, and disability issues.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Agreement for Employees in the Public Service - 2011 - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        GWU - General Workers' Union, Malta Union of Midwives and Nurses’, Malta Union of Professional Psychologists, Malta Union of Teachers, Medical Association of Malta, CMTU - Union Haddiema Maghqudin, Union Periti u Inginiera tas-Servizz Pubbliku\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes, but only if the employer wishes to\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 24.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Good Friday\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Yes\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → EUR 61.0\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[112],{"title":35,"slug":31},[114],{"type":115,"data":116},"call_to_action_body_block",{"title":117,"description":118,"variant":119,"link":120},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Malta across sectors, topics and countries","dark",{"title":117,"url":121,"description":117,"rel":122,"type":123},"\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[125],{"type":115,"data":126},{"title":117,"description":118,"variant":119,"link":127},{"title":117,"url":121,"description":117,"rel":122,"type":123},[],{"title":15,"seo_title":130,"description":7,"path":131,"redirect_url":7,"locale":16,"children":132},"WageIndicator: Malta","\u002Fen-mt",[133,222,252],{"title":18,"seo_title":18,"description":7,"path":134,"redirect_url":7,"locale":16,"children":135},"\u002Fen-mt\u002Fwork-in-malta",[136,141,146,165,214,218],{"title":137,"seo_title":138,"description":7,"path":139,"redirect_url":7,"locale":16,"children":140},"Minimum Wage","Minimum Wage in Malta","\u002Fen-mt\u002Fwork-in-malta\u002Fminimum-wage",[],{"title":142,"seo_title":143,"description":7,"path":144,"redirect_url":7,"locale":16,"children":145},"Living Wages","WageIndicator Malta: Living Wages","\u002Fen-mt\u002Fwork-in-malta\u002Fliving-wages",[],{"title":147,"seo_title":8,"description":7,"path":148,"redirect_url":7,"locale":16,"children":149},"Salary","\u002Fen-mt\u002Fwork-in-malta\u002Fsalary",[150,155,160],{"title":151,"seo_title":152,"description":7,"path":153,"redirect_url":7,"locale":16,"children":154},"Salary Check","WageIndicator Malta: Salary Check","\u002Fen-mt\u002Fwork-in-malta\u002Fsalary\u002Fcheck",[],{"title":156,"seo_title":157,"description":7,"path":158,"redirect_url":7,"locale":16,"children":159},"Salary Survey","WageIndicator Malta: Salary Survey","\u002Fen-mt\u002Fwork-in-malta\u002Fsalary\u002Fsurvey",[],{"title":161,"seo_title":162,"description":7,"path":163,"redirect_url":7,"locale":16,"children":164},"VIP Salaries","WageIndicator Malta: VIP Salaries","\u002Fen-mt\u002Fwork-in-malta\u002Fsalary\u002Fvip",[],{"title":166,"seo_title":167,"description":7,"path":168,"redirect_url":7,"locale":16,"children":169},"Labour Law","WageIndicator Malta: Labour Law","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law",[170,174,178,182,186,190,194,198,202,206,210],{"title":171,"seo_title":8,"description":7,"path":172,"redirect_url":7,"locale":16,"children":173},"Work and Wages","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fwork-and-wages",[],{"title":175,"seo_title":8,"description":7,"path":176,"redirect_url":7,"locale":16,"children":177},"Compensation and Working Time","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fcompensation-and-working-time",[],{"title":179,"seo_title":8,"description":7,"path":180,"redirect_url":7,"locale":16,"children":181},"Annual Leave and Holidays","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fannual-leave-and-holidays",[],{"title":183,"seo_title":8,"description":7,"path":184,"redirect_url":7,"locale":16,"children":185},"Contracts and Dismissals","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fcontracts-and-dismissals",[],{"title":187,"seo_title":8,"description":7,"path":188,"redirect_url":7,"locale":16,"children":189},"Family Responsibilities","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffamily-responsibilities",[],{"title":191,"seo_title":8,"description":7,"path":192,"redirect_url":7,"locale":16,"children":193},"Maternity and Work","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fmaternity-and-work",[],{"title":195,"seo_title":8,"description":7,"path":196,"redirect_url":7,"locale":16,"children":197},"Health and Safety","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fhealth-and-safety",[],{"title":199,"seo_title":8,"description":7,"path":200,"redirect_url":7,"locale":16,"children":201},"Sick Leave","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fsick-leave",[],{"title":203,"seo_title":8,"description":7,"path":204,"redirect_url":7,"locale":16,"children":205},"Social Security","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Fsocial-security",[],{"title":207,"seo_title":8,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"Fair Treatment","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ffair-treatment",[],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Trade Unions","\u002Fen-mt\u002Fwork-in-malta\u002Flabour-law\u002Ftrade-unions",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":215},[216],{"title":117,"seo_title":8,"description":7,"path":121,"redirect_url":7,"locale":16,"children":217},[],{"title":219,"seo_title":8,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"Platform Economy","\u002Fen-mt\u002Fwork-in-malta\u002Fplatform-economy",[],{"title":223,"seo_title":224,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"What we do","Nigeria: WageIndicator Data and Services","\u002Fen-mt\u002Fwhat-we-do",[227,231,237,242,247],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Data and Services","\u002Fen-mt\u002Fwhat-we-do\u002Fdata-and-services",[],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":234,"locale":235,"children":236},"Projects","\u002Fen-mt\u002Fwhat-we-do\u002Fprojects","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":238,"seo_title":8,"description":7,"path":239,"redirect_url":240,"locale":235,"children":241},"Events","\u002Fen-mt\u002Fwhat-we-do\u002Fevents","\u002Fwhat-we-do\u002Fevents",[],{"title":243,"seo_title":8,"description":7,"path":244,"redirect_url":245,"locale":235,"children":246},"Publications","\u002Fen-mt\u002Fwhat-we-do\u002Fpublications","\u002Fwhat-we-do\u002Fpublications",[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":250,"locale":235,"children":251},"News and Stories","\u002Fen-mt\u002Fwhat-we-do\u002Fnews-and-stories","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":16,"children":255},"About Us","\u002Fen-mt\u002Fabout-us",[256,278,283,288,293,298],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":16,"children":259},"Who we are","\u002Fen-mt\u002Fabout-us\u002Fwho-we-are",[260,265,270,274],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":263,"locale":235,"children":264},"Work with us","\u002Fen-mt\u002Fabout-us\u002Fwho-we-are\u002Fwork-with-us","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":266,"seo_title":8,"description":7,"path":267,"redirect_url":268,"locale":235,"children":269},"Internships","\u002Fen-mt\u002Fabout-us\u002Fwho-we-are\u002Finternships","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":271,"seo_title":8,"description":7,"path":272,"redirect_url":7,"locale":16,"children":273},"Our 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