Ipa Enterprise Agreement

Agencies are no longer obliged to submit secondment agreements to the Human Resources Management Office. The information contained in this publication will help agencies to manage the mobility programme on a daily basis. Questions or comments on these procedures. Insured persons are covered by their employer`s permanent leave scheme. The assignment agreement defines how the permanent employer is informed of the leave taken and how the use of leave is allowed. The agreement also defines the public holidays that will be respected by the buyer. Myth: An agency can only enter into an IPA agreement with a government entity. The list of organisations with IPA agreements with the federal authorities contains information provided by the agencies as part of the data call body for the financial year 2010. Federal authorities should use their own form to register the agreement. The concrete content of the agreement may vary depending on the mission. Agency forms should contain at least the following information: A staff member of a non-federal organization must hold a career position for at least 90 days before entering into an agreement on the Intergovernmental Personnel Act. This person may receive a temporary appointment or be assigned to a federal authority depending on the details.

It is the responsibility of the federal authority to inform the employee of the federal laws in force for federal employees. Federal conflict of interest laws and federal offence laws also apply. As part of the development of a mission involving the transfer of a non-federal employee to a federal authority, the agreement should stipulate that the worker may return to the non-federal position held prior to the posting or to comparable remuneration, obligations and seniority, and that the worker`s rights and benefits are fully protected. Assignment agreements can be entered into for up to two years and can be intermittent, part-time or full-time. The head of agency or his representative may extend a term of office for a further two years if the extension benefits both organizations. For federal employees, the agreement should ensure that the transferee is aware of its obligation to return to federal service for a time commensurate with the duration of the intervention or of any expenses related to the transfer (without wages or benefits). The agreement should also specify that when a staff member receives authorized travel, moving and day expenses, they must complete the entire paying period or one year, whichever is shorter, or reimburse the government for these expenses. The employee must sign a service contract for a period of one year or the duration of the bet, whichever is shorter, to be entitled to the payment of a celebrity coin fee at the intervention site or limited moving expenses. The employee is responsible for the reimbursement of expenses if he does not conclude the service contract, unless the reasons for the inaccessibility of the contract are beyond his control. In addition, officials of the federal authority may waive the obligation to reimburse expenses if they consider that the waiver is justified. The service contract does not cover travel expenses that are paid when the employee withdraws from the duty station. The Intergovernmental Personnel Act states that “other organizations” have the right to participate and define what an “other organization” is.

They also require that institutions interested in participating in the mobility programme as “other organisation” be certified by the federal authority with which they conclude an agreement. . . .

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