| United Nations Development Programme

Effective Date

May 14, 2019

Summary of Changes

The Individual Contract main policy is available in Spanish. To access the document, click on the Spanish language tab.

Effective Date

May 16, 2019

Summary of Changes

The Mobility and Hardship policy is available in Spanish. To access the document, click on the Spanish language tab.

Effective Date

May 16, 2019

Summary of Changes

The Entitlements upon Separation policy is available in Spanish. To access the document, click on the Spanish language tab.

Effective Date

May 16, 2019

Summary of Changes

The Abandonment of Post policy is available in Spanish. To access the document, click on the Spanish language tab.

Effective Date

May 21, 2019

Summary of Changes

The Contract Management main policy is now available in Spanish. To access the document, click on the Spanish language tab.

Effective Date

May 30, 2019

Summary of Changes

All of the parental policies reflect editorial changes that align with the Gender Parity Strategy, such as gender neutrality.

In addition, the following paragraphs are updated:

Time Off for Breastfeeding

Conditions

4. Staff members who are nursing mothers may leave the office up to two times a day to breastfeed their infant(s) or express milk outside the workplace. The maximum duration of absence for such purposes is:

a) Two hours away from the office (including travel time) when the infant is one year old or younger; or

b) One hour away from the office (including travel time) when the infant is between one and two years of age.

Effective Date

May 31, 2019

Summary of Changes

The policy update includes editorial changes to provide clarity, align with the terminology reflected in the UN Staff Regulations and Rules as well as the Gender Parity Strategy, and to include the decisions approved by the Administrator related to the Gender Steering and Implementation Committee (GSIC) initiatives.

Discussions with appropriate parties

5. The implementation of flexible working arrangements should always take place following detailed discussions on the work implications for all involved; this could mean intra-office discussions and, in some instances, also inter-office discussions. Office supervisors have a responsibility for consulting all parties concerned, especially other team members who work with the individual who is requesting flexible working arrangements. The arrangements are subject to review on an on-going basis.

Contractual Status
34. When a staff member avails of the part-time employment arrangement, offices will be allowed to monetize the remainder of the full-time position to fund additional capacity, as needed.

Maternity Leave
49. The maternity leave benefits granted to full-time staff members are also afforded to part-time staff members. During maternity leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) up to 6 months and flexible working hours following maternity leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.

Paternity Leave
50. The paternity leave benefits granted to full-time staff members are also afforded to part-time staff members. During paternity leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) and flexible working arrangements following paternity leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of Office and the respective Bureau.

Adoption and Surrogacy Leave
51. The adoption and surrogacy leave benefits granted to full-time staff members are also afforded to part-time staff members. During adoption or surrogacy leave, part-time staff members will receive their respective prorated salary and allowances. As a general rule, requests for extended leave (either annual or unpaid) and flexible working arrangements following adoption or surrogacy leave should be granted. In case there is a compelling reason that prevents the supervisor from granting the request, a written justification must be endorsed by the Head of the Office and the respective Bureau.

Telecommuting compact (full time)
72. Telecommuting can take place from a site as close as the normal commuting distance from the office or as far as from another country on another continent. Depending on this distance, the creation of a telecommuting arrangement may require an adjustment in the staff member’s conditions of service. This may require a change of duty station for the purpose of entitlements for which the HR focal point at the duty station must inform the HR Team Lead in BES/GSSU. If the full-time telecommuting arrangement commences before completion of one year in the duty station of assignment, the payments related to relocation and settling-in shall normally be prorated and recovered or adjusted accordingly. Entering into a full-time telecommuting arrangement does not change the contractual status under which a staff member is employed. Where there is no change in duty station required to establish the alternate dedicated worksite, conclusion of the telecommuting compact would be sufficient to establish the arrangement. For nationally recruited staff members, telecommuting arrangements are currently restricted to alternate dedicated worksites within the country or within commuting distance.

Effective Date

May 31, 2019

Summary of Changes

The policy update includes editoral changes to provide clarity, align with the terminology reflected in the UN Staff Regulations anad Rules as well as the Gender Parity Strategy, and to include the decisions approved by the Administrator related to the Gender Steering and Implementation Committee (GSIC) initiatives.

Service credit for entitlement accrual

50. All accrued annual leave must be exhausted prior to starting SLWOP, except in the case of SLWOP granted for military service as per staff rule 5.3 (c), for technical assignment as per staff rule 5.3 (b) or SLWOP following any of the parental leave entitlements, or as per paragraph 11 (k), SLWOP granted to locally recruited staff members for UNV assignments.

Visa status

54. Visas which a staff member has been granted on the basis of their employment with the Organization pertain to active service. A staff member’s authorized stay in the United States expires automatically upon separation from service (which includes entry into special leave with or without pay of more than 30 days) or transfer to a duty station outside the United States, even if the G-4 visa stamped in the passport indicates that it is valid beyond the separation or transfer date. If a staff member on special leave wishes to remain in the duty station for study purposes, for instance, the staff member is responsible for obtaining the requisite visa. UNDP will not sponsor or support any such applications and will abide by its obligations towards the host country.

Separation from service after special leave without pay

62. If the staff member has not identified or accepted a suitable placement at the expiry of SLWOP or its extension(s), they will be separated from service in accordance with the UN Staff Regulations and Rules or the terms specified in the letter granting the approval for SLWOP.

Implementation

67. Upon approval of any type of special leave, a communication to the staff member to this effect stating the terms of the leave and administrative formalities (together with a copy of this policy) is prepared by the respective HR contact in UNDP, and should include the following information:

d) Confirmation that all accrued annual leave to date will be exhausted prior to commencing special leave (with or without pay) except for reasons mentioned under paragraphs 49 and 50

Effective Date

Jun 11, 2019

Summary of Changes

The Termination of Appointment for Reasons of Health policy is available in Spanish. To access the document, click on the Spanish language tab.

Effective Date

Jun 11, 2019

Summary of Changes

The Expiration of Fixed-Term Appointment policy is available in Spanish. To access the document, click on the Spanish language tab.

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Policy Areas

Programme and Project Management

Crisis Response

Financial Resources Management

Human Resources Management

Procurement

Partnerships

Administrative Services

Accountability

Information and Communications Technology

Security

Individual Contract

Mobility and Hardship

Entitlements upon Separation

Abandonment of Post

Contract Management

Time off for Breastfeeding

Flexible Working Arrangements

Special Leave

Termination of Appointment for Reasons of Health

Expiration of Fixed-term Appointment