BRIEF TERMS AND CONDITIONS OF SERVICE & CHILD PROTECTION POLICY
These are the general staff terms and conditions of services.
1. PROBATION PERIOD
This is set at six (6) months. During this period, either side for any reason, with notice of two weeks or payments of two weeks’ salary, in lieu of notice may terminate employment. After this period, a routine yearly (12) months contract period takes effect subject to satisfactory quarterly performances, and Funding or by mutual agreement if further assessment by either party is warranted.
2. JOB DESCRIPTION AND PERFORMANCE STANDARDS.
(i) The employee works under the overall supervision of the Executive Director but reports directly to the Program Manager or any assigned line management.
(ii) The employee ought to serve BIDCAF devotedly, conscientiously and faithfully with, talent and skills to the assigned job plus obeying and following all that is contained in the organization’s specific policies.
(iii) The employee executes his/her duties during normal working hours for not less than 8hrs. However, the employee may be required, occasionally to work beyond these normal working hours as circumstances may demand.
3. DISCIPLINARY PROCEDURE.
In case where the employee is guilty of an offence other than gross misconduct or other lawful cause of dismissal, the employee is given a verbal and two written warnings governed by the following rules:-
1st warning performed by the line manager:
The first warning is verbal and remains valid for period of twelve months from the date of issue.
2nd warning performed by the program manager:
If, within this period of twelve months, the culprit commits a similar or any other offence which does not warrant dismissal s/he receives a written warning with reference to the verbal warning, the two warnings will be valid for the same period.
3rd warning performed by the executive director:
If, within this period of twelve months, the culprit commits a further offence which does not warrant dismissal s/he will be issued a final letter of warning which makes him/her liable to summary dismissal for any other offence which s/he may commit thereafter. The final letter of warning remains valid for the same period of one year from the date of issue. An employee facing disciplinary action is given maximum opportunity to defend himself / herself both in writing and orally.
The board may suspend an employee for a specified period of time pending an inquiry / investigation. While on suspension, the employee will be eligible to half salary. With cases to do with misappropriation the employees will be suspended without pay.
It is the policy of BIDCAF to protect its integrity, reputation and the functioning as per its vision and mission. For this reason BIDCAF reserves the right to dismiss the employee by giving notice or salary in lieu of notice as per specific policy rules governing the notice for any of the following reasons:
(i) Inability to perform satisfactorily as required in BIDCAF appointment contract.
(ii) Failure to cooperate and uphold the policies and procedures BIDCAF has established.
(iii) Insubordination to BIDCAF required work (Willfully neglecting to perform one’s duty constituently).
(iv) Dishonesty in BIDCAF assigned work (Theft, fraud, corruption or misappropriation of the organization’s resources).
(v) Inappropriate behavior while on BIDCAF work (Evidence of lack of interest in the people who are benefiting from the programs).
(vi) Perpetual absenteeism from BIDCAF work (Absenting one’s self from the place of work without permission for a period of three days or more).
(vii) Other causes justified and in compliance with the government laws.
At the time of separation from BIDCAF the employee must always return all BIDCAF’s property to the executive director or board of trustees.
(i) Salary / Remuneration/ Wages.
BIDCAF pays its employee a salary comparative to average salaries of persons in similar type of work, in the labor market. BIDCAF however, also determines and pays a salary which reflects and corresponds to the level of difficulty, the experience of the employee, and the productivity and quality of his/her work (value added to BIDCAF development). Always the level of salary is established with consideration to BIDCAF’s financial resources and donor funding. The salary is paid to the employee at the end of each month of work completed.
(ii) Traveling / Subsistence Allowance.
A travel expense by public means on official duties is paid by BIDCAF. Reasonable feeding and accommodation expenses when on official duties are also catered for by BIDCAF.
(iii) Housing Allowance.
The employee is responsible for his / her own outside official duty accommodation and medical expenses, since its included in the total salary package.
(i) Annual leave.
The employee must work for one year in order to be eligible for his/her full leave allowance which is 30 days of paid leave.
(ii) Sick leave.
The employee is entitled to acceptable sick leave:
(iii) Maternity Leave.
Ladies are entitled to 45 working days maternity leave. Annual leave will however, be forfeited in the year maternity leave is taken.
(iv) Bereavement Leave.
The employer is allowed 5 days of bereavement leave in the event of a death of an immediate family and this is considered to be a biological father, mother, children a legitimate spouse and registered adopted children.
BIDCAF pays all mandatory taxes.
CHILD PROTECTION POLICY Brief
Section 1: Minimizing Risk Situations.
• Condone or participate in behaviour that is illegal or unsafe.
2.1: TRY NOT TO
• Be alone with a single child, including the following situations: in a car, overnight, in your home, or the home of a child.
• Show favouritism or spend excessive amounts of time with one child.
3.1: TRY TO
• Avoid placing yourself in a compromising or vulnerable position
• Be accompanied by a second adult whenever possible
• Meet with a child in a central, public location whenever possible
• Immediately note, in a designated BIDCAF Child Protection Log Book the circumstances of any situation that occurs which may be subject to misinterpretation by a third party
• Avoid doing something that could be misinterpreted by a third party
Section 2: Sexual Behaviour.
• Develop physical/sexual relationships with a child
• Behave physically in a manner that is inappropriate or sexually provocative
• Engage in or allow sexually provocative games with children to take place
• Do things of a personal nature that a child could do for him/herself, including dressing, bathing, and grooming
• Expose children to pornography
Section 3: Physical Behaviour.
• Hit or otherwise physically assault or abuse a child
• Expose children to hazardous work
• Hire under age child as house helper or place a child in exploitative labour
2.3: TRY TO
• Wait for appropriate physical contact such as holding hands, to be initiated by the child
• Ask permission from children before taking photographs of a child/children except under exceptional circumstances, based on the child/children’s best interest, where this might not be possible or desirable
• Treat all children with respect and dignity
• Listen to children
• Stop any interaction with a child if a child says no, or if the child appears uncomfortable with the interaction
• Dress in culturally appropriate ways
Section 4: Psychosocial Behaviour.
• Use language that will mentally or emotionally harm a child
• Suggest inappropriate behaviour or relations of any kind
• Act in any way that intends to embarrass, shame, humiliate or degrade a child
• Encourage any inappropriate attention seeking behaviour, such as tantrums by a child
• Show discrimination of race, culture, age, gender, disability, religion, sexuality, or political persuasion
• Perpetrate psychological and emotional abuse
2.4: TRY TO
• Be aware of the power balance between an adult and child, and avoid taking any advantage this may provide.
Section 5: Peer Abuse.
• Allow children to engage in sexually provocative games with each other.
2.5: TRY TO
• Be aware of the potential for peer abuse
• Always follow BIDCAF is developed special measures/supervision guides that protect younger and especially vulnerable children from possible abuse.
• Avoid placing children in high-risk peer situations (e.g. Unsupervised mixing of older and younger children)
Section 6: Physical Environment.
• BIDCAF will always keep the physical environment of the project free from danger to the children.