Professional Documents
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Unhcr
Unhcr
GENERAL INFORMATION ON
ENTITLEMENTS & BENEFITS
FOR INTERNATIONAL STAFF
This circular is intended solely for information and general guidance of candidates for
UNHCR positions.
This recruitment brochure is issued to provide a general overview of the benefits and
entitlements of UNHCR staff members. Please take note that all benefits and entitlements are
linked to the individual contractual status of a staff member.
TABLE OF CONTENTS
Recruitment and types of Appointment ................................................................................. 4
Temporary Appointment ........................................................................................................ 4
Fixed-term Appointment ........................................................................................................ 4
Indefinite Appointment .......................................................................................................... 5
Category of staff..................................................................................................................... 5
Joint Review Body ................................................................................................................. 5
General Recruitment criteria .................................................................................................. 5
Classification of duty stations.................................................................................................. 6
Category of duty station ......................................................................................................... 6
Special Operations Area (SOA) ............................................................................................. 6
Administrative Place of Assignment (APA) .......................................................................... 6
Security levels ........................................................................................................................ 7
Family and non-family duty stations...................................................................................... 7
Standard Length of Assignment (SAL).................................................................................. 8
Security Clearance.................................................................................................................. 8
Compensation for death, injury or illness attributable to service........................................... 8
Salaries and Allowances........................................................................................................... 9
Salary...................................................................................................................................... 9
Allowances related to the salary............................................................................................. 9
Post Adjustment (PA)........................................................................................................... 10
Mobility and Hardship Allowance (MHA) .......................................................................... 10
Assignment Grant .................................................................................................................. 11
DSA Portion ......................................................................................................................... 11
Lump-sum Portion................................................................................................................ 11
Rental Subsidy........................................................................................................................ 12
Housing Maintenance Element (HOME)............................................................................. 12
Dependency Allowance .......................................................................................................... 13
Spouse .................................................................................................................................. 13
Child(ren) ............................................................................................................................. 13
General provisions applying to both a dependent spouse and dependent children.............. 13
Secondary Dependants: Mother, Father, Brother or Sister .................................................. 13
Education Grant..................................................................................................................... 14
Travel and related entitlements ............................................................................................ 14
Travel ................................................................................................................................... 14
Place of recruitment ............................................................................................................. 15
Rest & Recuperation Policy (R&R) ..................................................................................... 15
Shipment of personal effects or Relocation Grant .............................................................. 15
Shipment............................................................................................................................... 15
Relocation Grant .................................................................................................................. 17
Social Security ........................................................................................................................ 17
United Nations Joint Staff Pension Fund (UNJSPF) ........................................................... 17
UNSMIS (UN Staff Mutual Insurance Society against Sickness and Accident)................. 17
Compensation....................................................................................................................... 19
GPAFI .................................................................................................................................. 19
AETNA Group Life Insurance ............................................................................................. 20
Malicious Acts Insurance Policy (MAIP) ............................................................................ 20
Temporary Appointment
In order to meet seasonal or peak workloads and specific short-term requirements, UNHCR
may recruit staff under temporary basis and grant Temporary Appointments for less than one
year (i.e. up to a maximum of 364 days). Extension of Temporary Appointments beyond 364
days may only be granted under specific requirements. The total period may not exceed 729
days.
A temporary appointment does not carry any expectancy, legal or otherwise, of renewal and
cannot be converted to any other type of appointment.
The authority for granting a Temporary Appointment is not subject to review by a joint staff
management body and holders of the TA are not considered as internal candidates for regular
positions.
A Temporary Appointment carries reduced allowances and entitlements compared to a Fixedterm Appointment.
Fixed-term Appointment
Newly recruited staff, appointed following a competitive process that has been reviewed by
the Joint Review Body or previous joint staff / management bodies and appointed by the High
Commissioner, will be granted a Fixed-term Appointment for one year (staff members on
expert positions will exceptionally be granted two years contracts) in accordance with
UNHCR contracts policy, subject to medical clearance.
A Fixed-term appointment does not carry any expectancy, legal or otherwise, of renewal or
conversion to any other category.
Any extension of a Fixed-term appointment in respect of staff members governed by the
APPC Regulations, i.e. G staff, maybe granted for a period of up to one year.
Any extension of Fixed-term appointment in respect of staff members appointed by the High
Commissioner, i.e. NPO staff, maybe granted for a period of up to two years.
Indefinite Appointment
Most staff members who were recruited before 2002 received Indefinite Appointments. The
granting of Indefinite Appointments has since been frozen.
Category of staff
UNHCR recruits four different categories of staff:
International staff:
International Professional Officers, commonly called "P" staff, generally recruited to serve
abroad for functions which require a high level of functional and managerial skills and
involve a supervisory responsibility. P staff are subject to rotation i.e. they are assigned to
serve in different countries every few years.
Field Service staff, commonly called FS staff, referring to the temporary assignment of
General Service staff outside their duty station for a limited period. Recruitment may take
place in the FS category for specialized functions.
National staff:
National Professional Officers, commonly called "NPO" staff, recruited at the national level
to perform functions requiring national knowledge and experience
General Service Staff, commonly called "G" staff, who make up the majority of UNHCR
staff, are designated as support staff and are recruited locally.
While International Professional Officers (P) are directly administered by the Division of
Human Resources Management, both National Professional Officers (NPO) and General
Services staff members (G) fall under the delegated authority of UNHCR Representatives in
the Field.
If a family member already holds a UNHCR contract, no appointment shall be granted to the
mother, father, sister, brother, son or daughter of that staff member, unless another person
equally well qualified cannot be recruited.
Employment of a staff member's spouse is permitted provided that neither the staff member
nor the spouse serves in a post which is superior or subordinate in the line of authority of the
other, or within the same department.
UNHCR will provide all possible assistance in obtaining the necessary visas or residence
permits for staff and their eligible family members who travel and are installed at the APA at
UNHCRs expense. Family members of staff holding Temporary Appointments are not
installed at the APA and hence not eligible to official travel to/from the APA.
While, as mentioned above, staff will receive SOLAR to meet expenses at the SOA, the
following emoluments will be based on the rates/conditions applicable to the APA:
a)
b)
c)
Post Adjustment
Hardship Allowance (where applicable)
Mobility Allowance (where applicable)
Security levels
In each country, a mechanism is put in place to ensure the safety and security of staff
members of the United Nations, their spouses and eligible dependants and property, as well as
the property of the Organization. It is mandatory for United Nations system personnel and
eligible family members to obtain security clearance for all official travel, regardless of
location, and they cannot commence official travel without obtaining it. Exception to this at
time of immediate medical evacuation or other life-threatening situation. In these cases the
traveller must inform the Designated Official or delegate, by the fastest means available, and
complete the TRIP clearance process as soon as possible. Staff will also receive a full
security briefing on the security situation and concerns at their country of assignment upon
arrival. Staff members are then expected to fully comply with security instructions and
restrictions.
The United Nations utilizes a world-wide sixlevel Security Level System. The six levels are:
a) Level One - Minimal
b) Level Two - Low
c) Level Three - Moderate
d) Level Four - Substantial
e) Level Five High
f) Level Six - Extreme
Please note that a Family duty station does NOT necessarily mean that the duty station has
facilities that make it suitable for families.
Security Clearance
Security Clearance is required for all official travels, regardless of Security Level.
Please note that it is the staff members responsibility to make sure of compliance with
Security Clearance without which Appendix D of the Staff Rules and the Malicious Acts
Insurance will not apply.
The request should indicate full name, nationality, date of birth, UNLP number with dates of
issue and expiry, date of arrival in the country of destination, the expected duration of the
assignment and flight details, i.e. flight number and estimated time of arrival (ETA). The
request should also include bio-data of all family members authorised to join staff member at
the duty station, if applicable. It is to be ensured by the staff member that security clearance is
received prior to traveling to the new duty station.
Assignment Grant
The Assignment Grant is intended to cover costs incurred by the staff member as a result of
the appointment. It may also apply to his/her family members provided the staff member
holds an appointment other than a Temporary Appointment. For staff assigned to an APA (on
mission status to an SOA), calculations are made at rates and conditions applicable at the
respective APA.
It is composed of the following elements:
Daily Subsistence Allowance (DSA) portion which is meant to cover the initial
expenses upon arrival at the duty station or APA, including hotel bills, meals, taxis,
etc.
Lump-sum portion which is meant to cover installation costs such as rent and related
expenses.
Temporary Appointment holders will receive only the DSA portion of the Assignment Grant
and are not eligible to receive the DSA portion of the Assignment Grant for their family
members.
DSA Portion
Upon arrival at the duty station or APA, the staff member is paid an amount equal to 30 days
of DSA at the rate applicable at the location and at the time of arrival. Each eligible family
member, whose travel to the duty station or APA is paid for by UNHCR, will receive an
amount equal to 30 days DSA at half of the rate applicable at the location and at the time of
their arrival. The DSA portion of Assignment Grant is payable either in local currency or in
US Dollars. In order for family members of staff holding an appointment other than a
Temporary Appointment to receive the DSA portion of the Assignment Grant, the travel must
take place at least six months prior to the expiry of the staff members assignment at that duty
station. In the event that family members are installed at the place of home leave or
elsewhere, the DSA rate for the family members shall be calculated on the basis of the DSA
rate at the respective location, but shall not exceed the DSA portion payable at the APA.
In the event that a staff member is obliged to make continued use of hotel accommodation at
the duty station for more than 30 days, an extended payment of the DSA portion may be
authorized under certain provisions.
Lump-sum Portion
The lump sum portion of an Assignment Grant which consists of the net base salary plus Post
Adjustment applicable on the effective date of appointment is payable in convertible currency
(except in Geneva and Vienna where all emoluments are paid in the local currency). A onemonth lump sum is payable upon a one year Fixed-term Appointment. As mentioned above,
this portion is not applicable to holders of Temporary Appointments.
Rental Subsidy
Rental subsidy is payable for a staff member whose rented accommodation is of a reasonable
standard (UN criteria) but which costs significantly more than the average at the duty station.
If the amount spent on the rent is more than 40% of the staff members net salary including
Post Adjustment (without allowances), an amount of up to a maximum of 80% of the portion
exceeding the designated threshold for the duty station may be reimbursed.
If the duty station is not a capital city and educational/health facilities are inadequate, the staff
member may install his/her family in the capital city. If the staff member installs his/her
family in another city within the same country, the staff member may be entitled to a
combined rental subsidy, which means that the calculation of the subsidy is based on the
amount given when adding the two rents.
Conversely, a rental deduction is made from the remuneration of staff members who are
provided housing free of charge by an organization of the UN System, the host government or
a related institution.
Rental subsidy is not payable during the first 30 days after arrival at a duty station when the
DSA portion of assignment grant is paid.
Dependency Allowance
The monthly salary may be paid at the dependency rate (a higher rate) if the staff member
has a dependent spouse and/or a dependent child(ren).
Spouse
A spouse for UN purposes may be a wife/husband; a domestic partner; or a common law
spouse, provided that relationship is legally valid and recognized in the country of the staff
members nationality.
A spouse may be regarded as a dependant for UN purposes if the spouses earnings do not
exceed either the gross earnings of a General Service staff member serving in New York at
Grade 2, Step 1 or do not exceed the lowest entry level gross earnings of the closest UN duty
station where the spouse is employed whichever is higher.
Child(ren)
Children under 18 years of age are considered as dependants, while children between 18 and
21 may be regarded as dependants provided they are in full-time education. In both cases, the
staff member must be providing main and continuous support to the child. Special provisions
apply to children recognized as disabled including an allowance that is twice the amount paid
for non-disabled children.
In the case of a staff member who has a dependent spouse (and therefore receives salary at the
dependency rate) each dependent child entitles the staff member to additionally receive a
dependency allowance an annual sum of $2,686 is paid per dependent child.
If the spouse is not a dependant, the first child will allow the staff member to receive a salary
at the dependency rate. In this case, any other dependent children will be covered under the
dependency allowance.
It is payable in respect of a mother and father provided the staff member is able to provide
evidence that s/he supports them financially to the extent they receive from the staff member
at least double the Secondary Dependency allowance (2 x $940) and that the staff member
provides one half or more of their total financial support. For a brother or sister, in addition to
these requirements, s/he must be either less than 18 years old or between 18 and 21 attending
an educational institution on a full-time basis.
It is not possible to receive a dependency allowance in respect of a dependent spouse and any
Secondary Dependency allowance at the same time. They are mutually exclusive entitlements.
Education Grant
Staff on Fixed-term Appointment
Education Grant is available to internationally recruited staff members holding a Fixed-term
Appointment and who reside and serve outside their home country or country of permanent
residence. The Grant is provided for each child in full-time attendance at an educational
institution. It is payable for children from the primary level (i.e. for children aged five at the
start of school year or reaching five within three months of the start of the school year), until
the end of the scholastic year in which the child completes his/her fourth year of postsecondary studies, but in no case beyond the age of 25.
Special Education Grant in respect of a disabled child is available to staff of all categories
holding an appointment other than a Temporary Appointment regardless of whether or not
they are serving in their home country. Special Education Grant, subject to certification from
Medical Service, is payable from the date on which special teaching or training is required up
to the year when the child is awarded the first recognized post-secondary degree or up to the
end of calendar year in which the child reaches the age of 28.
Staff on Temporary Appointment
Staff serving on Temporary Appointment are not entitled to the Education Grant.
When travel exceeds nine hours duration, class immediately below first class may be
authorized (except for JPOs)
Junior Professional Officers (JPO) are normally required to travel through Geneva/HQs for a
few days of induction briefing before proceeding to their duty station. Their dependants are
only entitled to travel directly from the place of recruitment to the duty station.
Travels are arranged by UNHCR, once all recruitment formalities are completed.
Staff on Temporary Appointment
A staff member holding a Temporary Appointment upon initial recruitment, is entitled to
travel from the place of recruitment to the duty station by air, at the least costly airfare
structure regularly available, with an entitlement to 25 kgs excess baggage (or one extra piece
luggage) in addition to the basic accompanied baggage allowance which is granted by the air
carrier. The cost of exercising this extra luggage entitlement is initially met by the staff
member at check-in. This amount paid to the air company may be claimed from UNHCR post
facto.
Travels are arranged by UNHCR, once all recruitment formalities are completed. Family
members are not entitled to any travel paid for by the Organization.
Place of recruitment
As a general rule, if the current or the last place of employment happens to be the location
where the staff member is to be recruited by UNHCR, no recruitment travel will be involved.
RELOCATION GRANT
SM
1st eligible
family
member
Each additional
eligible family
member
SM without a
spouse or
dependent child
SM with a spouse
and/or dependent
child
1,000 kgs
(6.23 m3)
500 kgs
(3.11 m3)
300 kgs
(1.87 m3)
US$ 10,000
US$ 15,000
Insurance (except
Representative, Chief
of Mission, JPO)
US$ 16,000
US$ 8,000
US$ 4,800
N/A
N/A
Representative,
Chief of Mission
2,000 kgs
(12.46 m3)
1,000 kgs
(6.23 m3)
600 kgs
(3.74 m3)
US$ 15,000
US$ 15,000
Insurance for
Representative,
Chief of Mission
US$ 32,000
US$ 16,000
US$ 9,600
N/A
N/A
JPO
600 kgs
(4.05 m3)
250 kgs
(1.55 m3)
150 kgs
(0.93 m3)
N/A
N/A
US$9,600
US$ 4,000
US$ 2,400
N/A
N/A
100 kgs
N/A
N/A
N/A
N/A
100 kgs
US$ 1,200
*
**
Entitlements are calculated for surface shipment but half can be used for airfreight shipment.
Family members of staff members serving on a Temporary Appointment are not entitled to payments in respect of
shipments neither are they permitted to accompany staff to SOAs.
Relocation Grant
In most cases a staff member has the option to choose if s/he wishes to utilize the standard
shipment or opt for a lump sum payment known as "Relocation Grant". This lump sum option
is not applicable to Junior Professional Officers (JPOs). The Relocation Grant is deemed to
cover all shipping and related costs including the 100 kilos authorized in and out of an SOA,
insurance for loss or damage to personal effects, and customs charges or fees. It is also
intended to meet all costs associated with arrangements, such as advance shipment, air
shipment, split shipment, storage of personal effects etc.
The Relocation Grant is payable only once for the duration of the staff member's assignment.
Should the eligible family member travel separately, the additional US$ 5,000 will only be
paid upon their actual travel, on the condition that the travel is undertaken at least six months
prior to the end of the staff member's assignment.
Social Security
United Nations Joint Staff Pension Fund (UNJSPF)
The United Nations Joint Staff Pension Fund (UNJSPF) was established by the General
Assembly to provide retirement, death, disability and related benefits for the staff of the UN
and other organisations admitted to membership in the Fund.
All UNHCR staff members become participants in the Fund:
upon commencing employment under an appointment for six months or longer, or
upon accepting such an appointment while in employment; or
upon completing (in the same or more than one member organization) six months of
service without an interruption of more than 30 days.
whichever is earlier, provided that participation is not expressly excluded by the terms of the
staff members appointment.
Contributions by the participant and by UNHCR will be payable to the Fund concurrently
with the accrual of contributory service at the percentage rates of 7.9 % of the pensionable
remuneration for the staff member and 15.8% for the Organization.
Category of coverage
Contributions
Subscriber
UNHCR
2.5 %
3.3 %
3.8 %
3.8 %
4.2%
Non-dependant spouse
CHF 350
Nil
CHF 130
Nil
CHF 130
Nil
CHF 200
Nil
CHF 500
Nil
The insurance under Temporary Plan cannot be extended to family members or be retained
following the date of expiration of a contract. Starting from the first day of the extension of
the Temporary Appointment beyond three months, the staff member becomes eligible to join
the UNSMIS main plan and may opt to enroll his/her eligible family members.
If and when Temporary appointment is for a period of three months or more, enrolment in the
main plan will be from the first day of the appointment and staff member may opt to enrol
his/her eligible family members.
Compensation
A) Compensation for death, injury or illness attributable to service
Compensation will be awarded in the event of death, injury or illness of a staff member which
is attributable to the performance of official duties when:
the death, injury or illness resulted as a natural incident of performing official duties;
the death, injury or illness was directly due to the presence of the staff member, in
accordance with an assignment by UNHCR, in an area involving special hazards to the
staff members health or security, and occurred as a result of such hazards; or
the death, injury or illness occurred as a direct result of traveling by means of
transportation furnished by or at the expense or direction of UNHCR in connection
with the performance of official duties.
B) Compensation for loss or damage to personal effects
The loss of or damage to the personal effects of a staff member will be considered to be
directly attributable to the performance of official duties when such loss or damage:
was caused by an incident which occurred while the staff member was performing
official duties on behalf of UNHCR;
was directly due to the presence of the staff member, in accordance with an
assignment by UNHCR, in an area designated by UNDSS as hazardous, and occurred
as a result of the hazards in that area;or
was caused by an incident which occurred during travel, by means of transportation
furnished by or at the expense or direction of UNHCR, undertaken in connection with
the performance of official duties.
GPAFI
(Groupement de Prvoyance et d'Assurance des Fonctionnaires Internationaux)
This is an optional and complementary insurance which covers that portion of the medical
costs not reimbursed by the UN Sickness Insurance Society. No subsidy is paid by the
Organization.
Leave Entitlements
Annual Leave
Annual leave is subject to exigencies of service and may be taken only when authorized by
the appropriate supervisor.
Staff on Fixed-term Appointment
Annual Leave will accrue at the rate of 2.5 working days for a staff member holding a Fixedterm Appointment, for each full calendar month of service. Annual Leave may be
accumulated in excess of 60 working days. However, no more than 60 working days of such
leave may be carried forward beyond 31 March of any year, which would be the maximum
number of annual leave days paid upon separation from service.
Staff on Temporary Appointment
Annual Leave will accrue at the rate of 1.5 working days for a staff member holding a
Temporary Appointment, for each full calendar month of service. Annual Leave may be
accumulated in excess of 18 working days. However, no more than 18 working days of such
leave may be carried forward beyond 31 March of any year, which would be the maximum
number of annual leave days paid upon separation from service.
Sick Leave
If the staff member is unable to work due to illness or injury s/he may be granted sick leave.
The limits on sick leave entitlements vary according to the staff members appointment status.
A certificate from a qualified medical practitioner is required for any absence of more than
three consecutive days and this should be provided not later than the end of the fourth
working day of absence. Up to a maximum of seven days of uncertified sick leave may be
taken within a year - which, to align it with the annual leave system, is defined as running
from 1 April to 31 March.
The uncertified sick leave is prorated for staff members serving on Temporary Appointment
for less than one year.
Maternity Leave
Staff members are entitled to Maternity Leave with full pay, normally commencing six weeks
prior to the anticipated date of delivery and extending for a total period of 16 weeks.
Paternity Leave
Staff on Fixed-term Appointment
Staff members are entitled to one paternity leave per year and maximum duration of four
weeks for staff members assigned to Headquarters and family duty stations, and up to a
maximum duration of eight weeks for those staff assigned to non-family duty stations. Staff
members are expected to continue for at least 3 months following the return from Paternity
Leave.
Staff on Temporary Appointment
In the case of a staff member serving on a Temporary Appointment, Paternity Leave is only
applicable upon commencing employment under an appointment for more than 6 months or
upon completing 6 months of continuous service, when the staff member is expected to
continue for at least 3 months following the return from Paternity Leave. The duration of the
paternity leave is also of four weeks for staff members assigned to Headquarters and family
duty stations, and up to a maximum duration of eight weeks for those staff assigned to nonfamily duty stations.
UNHCR staff members are subject to assignment by the High Commissioner to any of the
activities or offices of UNHCR. Acceptance of an appointment at the Professional level and
above commits a staff member to serve with UNHCR in any duty station in conformity with
its rotation policy.
Code of Conduct
A code of conduct has been designed to assist staff and other people working for, or otherwise
associated with UNHCR to better understand the obligations placed upon their conduct by the
terms of their association with UNHCR. Guidelines and Principles are attached to this
brochure.
working programmes as well as the UN reform. The course also incorporates links to other elearning courses, access to the UN directory and acronyms of UN Agencies and main bodies.
At the end of each module, learners can test their knowledge and apply for a certificate of
completion.
To access the course, staff can freely create an account that will generate a password to login.
The course is available through the URL address: http://www.unssc.org/W2UN.
Miscellaneous
Entry, periodic and exit medical examinations
Medical clearance is a prerequisite for recruitment with UNHCR, irrespective of the duration
of the appointment. Its purpose is to ensure that candidates meet UN standards of physical and
mental fitness for employment. Throughout the career, regular medical check-ups are
required. UNHCR will also ensure that by the time of separation, the staff member is
medically cleared.
Based on the results of a medical check-up in Field Office locations, only the doctors from the
Medical Service in Geneva may provide medical clearance for staff. The Medical Service in
Geneva also provides instructions/advice on appropriate vaccinations. Medical reports and
advice are treated with strict confidence by the Medical Service. Personnel Administration is
only informed of medical clearance or non-clearance.
UN Index Number
All newly recruited staff members will be assigned a UN Index Number.
Staff members will maintain their UN Index Number throughout their career with the UN,
irrespective of the length of service and the number of organization(s) worked for. Staff
members who have worked for another UN organization shall communicate their UN Index
Number to UNHCR upon recruitment.
UNLP
All newly recruited staff members will be delivered a UN Laissez-Passer (UNLP) which is an
official travel document issued to staff members of the UN common system for use in
connection with official travel. In no circumstances may it be used for private travel.
UNHCR Ombudsman
The Ombudsman is a neutral, independent contact who can provide advice and help you
explore options for resolving work place related problems and conflicts. Communication is
strictly confidential and informal assistance is provided to all UNHCR staff members. It
provides an alternative to formal complaint handling systems and is independent of, and
separate from, other administrative structures. (e-mail: ombuds@unhcr.org)
Residing in Switzerland
Swiss Residence Permit
If you have been appointed to Geneva, you will be accorded a Carte de Lgitimation (Swiss
Residence Permit) in respect of yourself and each family member for the issuance of which
you are required to provide the following:
three identical black and white passport-sized photographs of yourself,
three identical black and white passport-sized photographs of each family member
(except for children under the age of 6),
a photocopy of your marriage certificate,
a photocopy of each of your children's birth certificates,
a photocopy of each family member's national passport (including the page recording
the entry visa into Switzerland, if applicable).
If you are a Swiss national, appointed to Geneva for a period of six months or longer, a Carte
de Lgitimation should be requested for yourself, but cannot be granted to your family
members. Kindly note that it requires between six to eight weeks to obtain a Carte de
Lgitimation from the Swiss authorities. We suggest, therefore, that you contact the
Compensation Unit in Geneva (email: HQPE21@unhcr.org) immediately upon arrival.
Access to the Swiss labour market for spouses of staff members is only for those spouses of
staff members holding a contract of a minimum one year and who are residing in Switzerland.
They may be required to apply for a permis Ci (work permit) which will be granted upon
return of their Carte de Lgitimation. The Staff Welfare Section (ext. 8195) can assist you in
this respect. Spouses of staff members may also seek employment in other international
organizations located in Switzerland without any restrictions.
A domestic partner, as recognized by the UN for its administrative purposes, will only be
granted a Carte de Lgitimation with the same privileges and immunities as those granted to
the respective staff member, without the right to access the Swiss labour market. UNHCR is
currently negotiating with the Swiss authorities for this right to be granted.
With regard to educational facilities in the Geneva area, please note that the international
schools (La Grande Boissire, Chtaigneraie and Pregny) are finding it increasingly difficult
to find places for new admissions. You are therefore advised to make requests for admission
for your children as early as possible. For more information on this subject, please contact the
Association Genevoise des coles prives in Geneva (www.agep.ch) Tel: (+41 22 735 76 71).
Your attention is also drawn to the attached Directive (which came into effect on 1 May 1998)
and its amendments, issued by the Swiss Federal Department of Foreign Affairs on the hiring
of household employees by international civil servants. Household employees should be
single and should never enter Switzerland with a tourist visa. The necessary steps to obtain an
entry visa in their respect should be initiated from Geneva. Only when the administrative
papers have been regularized in Geneva will the Swiss authorities grant permission for
household employees to enter Switzerland. For more information on this subject, please
contact the Staff Welfare Section which is responsible for administrative formalities between
international civil servants and the Swiss Permanent Mission related to the employment of
domestic helpers.
Please note that for a UNHCR staff member, the above mentioned rules are compulsory.
Violation of these rules may be considered as (serious) misconduct and may lead to
disciplinary measures. Also civil and/or criminal proceedings under the Swiss legal system
may be initiated.
Staff members at the grade of P-5 or above, who reside in Switzerland, enjoy diplomatic
status in Switzerland and may purchase goods tax-free in Switzerland.
Staff Welfare Section
Staff members assigned to Geneva may need further information about your installation, you
may contact the Staff Welfare Section (e-mail ID: suzic@unhcr.ch) .
Opening a Bank Account
Staff members assigned in Geneva or Vienna are advised to have a bank account in a local
currency since they receive 100% of their salary in local currency.
US citizens assigned to Geneva are advised to open a Swiss Francs bank account at UBS. In
order to open an account with UBS an attestation or employment contract with UNHCR is
needed (to prove the income from an international organization) as well as a proof of domicile
in Switzerland. These documents should be scanned and be provided to Mr. Christophe Garey
(Christophe.Garey@ubs.com ) so that UBS could verify documents before opening the bank
account.
Swiss Federal Health Insurance Act
(UN/Geneva/4262 of 17 July 1996)
Under this act, health insurance coverage is compulsory for all persons domiciled in
Switzerland within three months of taking up residence or being born in the country.
However, international staff members and their family members holding a Carte de
Lgitimation or an attestation delivered by the Swiss Federal Department of Foreign Affairs
are exempt from this compulsory insurance provided that they are covered by another health
insurance scheme (i.e. UNSMIS).
Value added tax (VAT)
Your attention is drawn to the United Nations Information Circular IC/Geneva/4195 of 19
October 1995, concerning the procedures to be followed for the reimbursement of Value
Added Tax for staff members at the P-5 level and above residing in Switzerland. The
Compensation Unit (email: HQPE21@unhcr.org) can provide further information.
Swiss petrol card & CD license plates
Please contact Ms Anita Khosli (Tel. No. +41 22 917 28 97) in order to obtain CD license
plates and Kawtar Lahlou (Tel. No. +41 22 917 35 74) at the Transport and Custom Sub-Unit
of the United Nations Office in Geneva in order to obtain a petrol card.
Contributions to AVS
For staff members of Swiss nationality and assigned to Geneva, their attention is drawn to the
United Nations Information Circular IC/Geneva/4115 of 10 February 1995 on the procedures
for the affiliation of international civil servants and their spouses to the old-age and survivors'
insurance (AVS), the invalidity insurance (AI), the loss of earnings insurance (APG) and the
unemployment insurance (AC). Please contact your Personnel Administration
Officer/Assistant for further information.
Information on Custom Privileges
If you are assigned to Geneva, please refer to the attached document providing you with
information on custom privileges for staff members residing in France or Switzerland. You
may contact the Transport and Custom Sub-Unit of the United Nations Office in Geneva (Ms.
Cordula Keller tel. no. +41 22 917 27 14) for further information.
Residing in France
Staff assigned to Geneva have been granted the opportunity by the French authorities to reside
in neighboring France. However, before choosing a place of residence, one should carefully
consider the advantages and disadvantages of a decision to live in either France or
Switzerland. Please find below some of the implications of residing in France.
The preconditions to acquiring a French residency permit before entering into France are
respected at all times (the information below is subject to change at any time by the French
authorities). Although UNHCR does its best to update it as often as possible, no responsibility
for any changes UNHCR may not have taken into account in the present document is
accepted. It is therefore recommended that one verifies the preconditions before deciding to
reside in France.
Staff members and spouses with a European Union (EU) nationality are generally permitted to
live and work in France. They only need to declare their presence at their nearest French
Town Hall/Mairie. Spouses of staff members coming from the 10 new EU Member States
(except those from Malta and Cyprus) will need to request an authorization in order to work
in France.
Staff members from other countries outside the European Union have to request the French
authorities (French Embassy or Consulate) for a visa long sjour (long-stay visa) before
entering into France. Exceptionally, and if the said staff member enters into France legally but
without a visa long sjour, a visa de regularization may be delivered at their own cost. In
any case, such staff members will only be able to obtain a one year carte de sjour
renewable without access to the French labour market and it is only after 10 years that they
will be granted a residence permit with the right to work in France.
Spouses of staff members living in France will not have access via a permis C to the Swiss
labour market. A Carte de Lgitimation is, however, delivered. The card grants the same
privileges and immunities in Switzerland as those granted to the staff member.
If spouses of staff members wish to work in Switzerland, while living in France, they are
required to apply for a "permis frontalier" which may at times be difficult to obtain. It needs
the approval of the French and Swiss authorities. Spouses can be recruited by other
international organizations located in Switzerland without any restrictions.
Recognized domestic partners for UN administrative purposes living in France will not be
granted a Carte de Lgitimation.
International schools in Switzerland are open to children of staff residing in France. Please
note however that school buses do not normally collect children living in France and that local
public transport between France and Switzerland is limited.
For further information on living conditions in Switzerland and France, please contact the
Staff Welfare Section and/or check the following websites: www.cityexpat.com,
www.cagi.ch and the Staff Welfare Section web-site (page on HQ Staff Support, through
the UNHCR Intranet).
Should a UNHCR staff member decide to employ a domestic employee in France, s/he will
have to comply with the French laws in this regard. Violation of these laws may be
considered as (serious) misconduct and may lead to disciplinary measures within the UN
system. Also civil and/or criminal proceedings under the French legal system may be
initiated.
Staff members at the grade of P-5 or above, residing in France enjoy diplomatic status in
Switzerland but not in France. They may purchase/import tax-free goods in Switzerland but
are obliged to declare them when taking them to France.
Residing in Hungary
Staff members assigned to Hungary are accredicted with the Ministry of Foreign Affairs.
Upon arrival a registration process will begin and an official Hungarian identity card will be
issued.
Visas are requered for non EEC country nationals. Holders of UNLP do not require a visa for
a stay of less than 90 days. The ministry of Foreign Affairs website relating to Entry of
Foreigners to Hungary is:
http://kulugyminiszterium.hu/kum/en/bal/consular_services/Entry_of_Foreigners_to_Hungary
/visa_exemption/
Hungary has acceded to the Convention on the Privileges and Immunities of the United
Nations and the Vienna Convention on Diplomatic Relations. During an assignment to
Hungary, UN professional staff members and their families can import goods duty free
including two personal vehicles for private use.
Staff members at the P-5 level and above are entitled to receive blue DT (diplomatic) licence
plates while other international staff are entitled to CK (administrative) plates in Hungary. All
private vehicles must have a valid third-party insurance and a greeen card. Most major
international insurance companies are represented in Hungary.
Housing in Budapest is relatively easy to find at a wide range of quality and price. The Buda
side of the Danube is generally the more expensive side, but not as crowded as the Pest side of
the river.
Budapest also has a wide range of educational facilities for all ages. For informatioin on
entertainment and social life, please consult the following websites:
http://www.opera.hu
http://funzine.hu/
http://xpatloop.com/
For any practical information on schools, relocation companies, real estate agencies, you may
contact the Central Management Unit at the Budapest Service Center, email bsc@unhcr.org.
Acronyms
GSC Global Service Center in Budapest
HA Hazard Allowance
AC Unemployment insurance
HC High Commissioner
HL Home Leave
AG Assignment Grant
AI Invalidity Insurance
HQ Headquarters
AL Annual Leave
ICSC
International
Commission
of
earnings
insurance
Civil
Service
BC Budget Committee
DS Duty Station
EG Education Grant
EGT Education Grant Travel
P Professional Staff
P11 Personal History Form
PA Post Adjustment
Appraisal
PAPS Personnel
Payroll Section
Administration
and
TA Temporary Appointment
TC Travel Claim
TT Travel Time
UN United Nations
SL Sick Leave
Operational
Living