SECTION 7.40 HAZARDOUS DUTY STATIONS

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1 Compendium Page 1 SECTION 7.40 HAZARDOUS DUTY STATIONS th session (February/March): CCAQ proposed that if conditions in a given duty station were to deteriorate so gravely that the SG ordered the evacuation of dependants of staff members from the duty station, the ICSC Chairman should be empowered to place that duty station automatically in the category where the staff members remaining there were entitled to home leave travel every 12 months [A/36/30, para. 152] th session (July): ICSC considered a proposal by its secretariat that a review should be made of some of the aspects concerning the procedures for determining eligibility for the higher amount of the financial incentive, for dealing with duty stations in which security conditions deteriorated drastically. It decided to delegate to the Chairman the authority to designate duty stations, in which the SG had ordered the evacuation of dependants, as qualifying for home leave travel on a 12-month cycle and to reinstate the original classification for the duty station when the evacuation order is withdrawn [A/36/30, para. 161(b)] th session (March): ICSC heard a statement by the Administrator of UNDP and considered a report on the annual tripartite ICSC secretariat/ccaq/staff Working Group on the classification of duty stations. With regard to duty stations where very hazardous conditions, such as war or active hostilities, prevailed and where the evacuation of families and non-essential staff had been decided upon, ICSC decided to authorize its Chairman to take exceptional measures. Such measures might include temporary reclassification of a duty station and additional entitlements up to level II of the financial incentive (see section 7.20). In those cases where a decision had been taken to evacuate most UN personnel, locally-recruited and other staff members not eligible for benefits under the classification of duty stations scheme who were required by the organization concerned to perform duties and face the same type of difficulties as international staff could be granted a bonus of up to 10 per cent of the staff members' basic remuneration. Such a bonus would be applicable for one month at a time but be renewable, subject to review of the situation by the organizations concerned [A/39/30, paras. 199 and 203] nd session (July): ICSC continued its study of a broad range of issues relating to conditions of service in the field including the conditions of service faced by staff in Lebanon. The representative of the UN presented a document prepared by CCAQ concerning the need for exceptional and ad hoc financial arrangements for staff serving in Lebanon. The organizations proposed that P and other international staff should receive an ad hoc exceptional compensation of $US 550 per month (approximately 20 per cent of the net salary at P-4, step V, single rate) and that GS staff should receive a bonus equivalent to 20 per cent of their net base salary [A/40/30, paras. 192 and 194] Concerning the situation of staff serving in Lebanon, ICSC recognized that a special situation existed that called for an ad hoc remedy. It therefore decided that with effect from

2 Compendium Page 2 1 July 1985: (a) staff in the P and higher categories as well as other internationally recruited staff in specified duty stations in Lebanon should receive an incentive of $US 550 per month while the emergency lasted, at an estimated annual cost of $147,000; (b) staff in the GS category should receive an incentive equivalent to 20 per cent of their base net salary, subject to their continued attendance at work, at an estimated annual cost of $75,000; (c) the Chairman of ICSC should be delegated to keep the issue under review and to consult with the appropriate Headquarters officials responsible for security coordination, to determine if a change in conditions of service occurred; (d) as soon as an improvement in conditions of service occurred, the Chairman would decide on the appropriate course of action, which could include reverting to the payment of an allowance for hazardous duty stations, which was based on level I or level II of the financial incentives for staff in the P and higher categories and other internationally recruited staff, and on 10 per cent of base net salary for staff in the GS category [A/40/30, para. 200] th session (March): ICSC examined a note by CCAQ proposing an increase in the financial incentive from $550 per month to $1,100 per month with effect from 1 April 1987 for all international staff whose duty station was Beirut and an increase in the bonus paid to locally recruited staff required to report to work at Beirut from 20 per cent to 30 per cent. The basis for these proposals was the continuing deterioration in the security situation at Beirut, particularly in the preceding few months, and the consequent difficulty in assigning staff to that location. An oral presentation on this matter was made by the representative of the UN, as Security Coordinator for the common system, on behalf of CCAQ. ICSC noted that other services were compensating their staff for serving under dangerous conditions at Beirut, including the comparator, which paid its staff a supplement of 50 per cent of their net base pay. A doubling of the existing financial incentive for UN system staff, therefore, did not appear out of line with the conditions at Beirut [A/42/30, paras. 221 and 223]. ICSC decided: (a) to increase the temporary financial incentive for internationally recruited staff stationed at Beirut from $550 per month to $1,100 per month (which would be pro-rated for staff on temporary assignments to Beirut), with effect from 1 April 1987; (b) to increase the bonus paid to locally recruited staff who were required to report to work at Beirut from 20 to 30 per cent of their base salary with effect from 1 April 1987; (c) to request its Chairman to review the situation at Beirut every six months, or sooner, if appropriate, and to decide, under delegated authority from ICSC, in the light of that review, whether payment of the temporary financial incentive should be continued [A/42/30, para. 224] nd session (July/August): In the context of the implementation of decisions concerning the comprehensive review, CCAQ presented a proposal recommending a revised approach to determine, inter alia, degrees of hazard and levels of emoluments to recognize hazard. ICSC considered that appropriate consultations with all parties were necessary before the matter was brought up for consideration and decided to revert to the issues at the 33rd session [ICSC/32/R.24, paras. 79(c) and 81].

3 Compendium Page rd session (March): ICSC reaffirmed its commitment to the principle of hazard pay. It considered a request by CCAQ to introduce a three-level system: hazardous, very hazardous, extremely hazardous, to represent 10, 20 and 30 per cent respectively of net salary. ICSC considered that experience had shown levels of hazard very difficult to differentiate and reaffirmed the criteria approved in It decided that the lower and upper ranges of the scale, along the lines proposed by CCAQ, i.e., 10 and 30 per cent of a P-4, step IV, could be used to determine degrees of hazard pay. Local staff would be paid a concomitant percentage of basic remuneration [ICSC/33/R.16, para. 138] th session (June/July): ICSC had before it updated information on the operation of hazard pay (ICSC/40/R.13). The secretariat proposed consolidation and reaffirmation of existing arrangements of hazard pay, with some minor changes to reflect current practices. A monitoring system was proposed to report staff numbers. ICSC confirmed and restated the arrangements for the granting of hazard pay as follows: (a) Form of hazard pay. Additional monthly compensation for staff required to work under hazardous conditions; (b) Where applicable. In duty stations where very hazardous conditions, such as war or active hostilities prevailed; although the normal precondition would be the evacuation of families and non-essential staff, there might be exceptional circumstances (i.e. newly established duty stations in conflict areas) where evacuation did not arise as a precondition; (c) Eligibility. (i) internationally recruited staff required by their organizations to serve at the duty station in question; (ii) locally recruited staff who were required to report to work and who did so; (d) Duration. Applicable for up to three months at a time, subject to ongoing review in the light of prevailing conditions; (e) ICSC further decided that the amounts should be amended as follows: (i) for internationally recruited staff: 20 per cent of the net base/floor salary of a P- 4, step VI (dependency rate); (ii) for locally recruited staff: 20 per cent of the mid-point of the applicable local salary scale. In cases where staff might receive less under the new arrangements, transitional measures would consist of a continuing payment at the existing rate until there ceased to be a difference between the old and new amounts [A/49/30, paras and ]. By resolution 49/223 the GA: (a) commended the dedication of increasing numbers of staff of the UN common system who were required to work in dangerous conditions; (b) noted the ICSC decisions in respect of hazard pay as contained in its 1994 annual report;

4 Compendium Page (c) requested ICSC to reconsider its decision to link hazard pay to the base/floor salary scale for internationally recruited staff and its decision on the level of hazard pay and to propose alternative approaches to hazard pay and to report thereon to the GA at its 51st session (1996) rd session (April/May): ICSC took up the above-referenced request in the context of its review of the mobility and hardship scheme (see section 3.80). It decided that it would be appropriate to delink hazard pay from the base/floor salary for staff in the P and higher categories. The amount would remain at the current level of $902 per month until it was next reviewed. To ensure that the amount continued to be meaningful, it would be reviewed every two years. For locally recruited staff, hazard pay would continue to be linked to the local salary scale and paid at the rate of 20 per cent of the mid-point of the relevant scale [A/51/30, para. 304]. In resolution 51/216, the GA endorsed the ICSC decision to delink hazard pay from the base/floor salary scale for staff in the P and higher categories and to review the level of hazard pay every two years th session (April/May): ICSC considered whether to leave the current level of hazard pay for internationally recruited staff unchanged or to adjust it, either empirically or against an indicator. ICSC decided (a) to express appreciation for their dedication and commitment to all those staff - both internationally and locally-recruited - who worked in hazardous conditions; (b) to establish the amount for hazard pay for internationally recruited staff pragmatically, it should be arrived at empirically; (c) to set the amount of hazard pay for internationally recruited staff at the rate of $1,000 per month with effect from 1 June 1998; (d) to change the review cycle from two to three years and review the amount for internationally recruited staff again in the year 2002; (e) to use as a reference point, at the time of the next review, in addition to salary levels, inflation rates at the 7 HQ duty stations; (f) to review the level of hazard pay for locally recruited staff in the year 2002; (g) to note that, in the event of the evacuation of internationally recruited staff, the particular situation of local staff should also be taken into consideration [A/53/30, para.236]. In its resolution 53/209, the GA reiterated the expression of its appreciation for the dedication of increasing numbers of staff of the UN common system who were required to work under dangerous conditions. It took note of ICSC's decisions.

5 Compendium Page th session (April/May): ICSC considered a note by its secretariat (ICSC/54/R.9), which provided updated information on the issue of hazard pay under the regular three-year review cycle and presented a number of options for adjusting the level of hazard pay for internationally and locally recruited staff. The document also addressed a request by the United Nations Security Coordinator to consider the possibility of establishing new criteria for hazard pay with respect to transitional administration missions. ICSC was also informed that area staff of the United Nations Relief and Works Agency for Palestine Refugees in the Near East (UNRWA) were not receiving hazard pay (ICSC/54/R.12). ICSC decided (a) to reiterate its commitment to the principle of hazard pay and expressed its appreciation for the dedication and commitment of all those staff working in hazardous conditions; (b) to reconfirm that the present criteria for the granting of hazard pay should remain unchanged; and (c) to maintain the level of hazard pay for international staff at its current rate of US$1,000 per month. ICSC requested its secretariat to solicit the views of the organizations with regard to the adjustment of the levels of hazard pay to locally recruited staff and submit its recommendations to it at its 55 th session. ICSC noted that the legal issues concerning UNRWA area staff were complex and required the advice of the United Nations Legal Counsel. It therefore decided to refer the matter to the United Nations Legal Office (ICSC/54/R.12 para. 111). 55th session (July/August): ICSC considered a note prepared by its secretariat at its request containing a recommendation from seven common system organizations and programmes to increase the level of hazard pay for locally recruited staff by a factor of 50 per cent (ICSC/55/R.13). ICSC considered also the issue of eligibility of UNRWA area staff for hazard pay in the light of comments provided by the United Nations Legal Counsel and the General Counsel of UNRWA contained in document (ICSC/55/R.13). ICSC decided: (a) to reiterate its commitment to the principle of hazard pay; (b) to reconfirm that the present criteria for granting of hazard pay should remain unchanged; (c) to maintain the level of hazard pay for international staff at its current level of US$ 1,000 per month; (d) that with effect from 1 January 2003, the level of hazard pay granted to locally recruited staff should be increased to 30 per cent of the midpoint of the local base salary scale; and (e) the Commissioner General of UNRWA had full authority to deal with the question of hazard pay by applying the relevant procedures in place for area staff. (A/57/30 para.123). In its resolution 57/285, the General Assembly requested ICSC to reconsider its decision on hazard pay, taking into account all the views expressed by Member States.

6 Compendium Page th session (July 2003): In its resolution 57/285, the GA requested ICSC to reconsider its decision on hazard pay, taking into account all the views expressed by Member States. ICSC considered, at its fifty-seventh session, two options regarding the level of hazard pay for locally recruited staff: maintaining the level of hazard pay for this category at its current level (20 per cent of the midpoint of the local salary scale) or upholding its prior decision to increase the level to 30 per cent of the midpoint of the local salary. ICSC also received a request from FICSA to urge the UNRWA Commissioner-General and the United Nations Secretary -General to work closely with Member States to address the issue of providing hazard pay to UNRWA area staff [A/58/30, paras ]. Regarding the request submitted by FICSA concerning UNRWA area staff, ICSC recalled its earlier conclusion that the Commissioner-General of UNRWA had full authority to deal with the issue of granting hazard pay for area staff of the Agency by applying the relevant procedures in place for this category of staff [A/58/30, para.141]. ICSC decided to uphold its previous decision that the level of hazard pay granted to locally recruited staff should be increased to 30 per cent of the midpoint of the local salary scale and that this decision would be implemented with effect from 1 January 2004 [A/58/30, para. 142]. In its resolution 58/251, the GA requested ICSC to reconsider and decide on a smaller increase in the level of hazard pay for local staff, taking into account the views expressed by Member States, and to report on the implementation of this request to the GA at its fiftyninth session th session (March/April): ICSC decided that the level of hazard pay granted to locally recruited staff should be increased to 25 per cent of the midpoint of the local salary scale and that this decision would be implemented with effect from 1 June 2004 [A/59/30, para. 147] The GA, in its resolution 59/268, took note of the decision of ICSC th session (July): The report presented to the Commission by its secretariat on hazard pay for internationally recruited staff contained a proposal to increase the hazard pay for internationally recruited staff by 5 per cent effective 1 January 2009 [ICSC/67/R.16]. This would result in an increase in hazard pay from $1,300 to $1,365 per month. The financial implications of an increase of 5 per cent in the current level of hazard pay for internationally recruited staff assigned to hazardous duty stations (i.e., from $1,300 to $1,365 per month) were estimated at $1.2 million for the year 2009, based on staff data as at 31 December 2006 and assuming the list of countries/duty stations where payment of hazard pay has been approved with effect from 1 June through 31 August 2008 remains unchanged during the

7 Compendium Page 7 year This estimate did not include payment to staff on travel status. The Commission decided that a 5 per cent increase should be granted for the hazard pay for internationally recruited staff and as a result, to establish the level of hazard pay for internationally recruited staff at $1,365 per month as of 1 January [A/63/30, para. 172]. The Commission also decided to request the CEB/HR Network to submit a report on the results of its review of the harmonization of hazard pay[a/63/30, para. 173]. By its resolution 63/251, the General Assembly expressed its appreciation for staff who live and work under hazardous conditions in the service of the United Nations.