REGULATIONS FOR THE STAFF OF THE SECRETARIAT OF THE COMMISSION ON THE PROTECTION OF THE BLACK SEA AGAINST POLLUTION

I: DEFINITIONS

1. These rules shall be called the Regulations for the Staff of the permanent Secretariat of the Commission on the Protection of the Black Sea Against Pollution and shall include the principles and rules governing the selection, appointment, recruitment of the staff and efficient operation of the Secretariat for assisting the Commission in attainment of the objectives set forth in the Convention for the Protection of the Black Sea Against Pollution and its protocols.

2. In these rules :
“the Convention” means the Convention for the Protection Of the Black Sea Against Pollution,

“the Commission ” means the Commission on the Protection of the Black Sea Against Pollution established in accordance with the Article XVII. 1 of the Convention,

“the Secretariat ” means the permanent Secretariat referred to in Article XVII. 6 of the Convention,

“the Executive Director ” means the principal administrative official of the Secretariat referred to in the same article of the Convention.

II: CLASSIFICATION OF THE POSTS

The posts in the Secretariat will be classified into two categories in accordance with the nature of the work of any staff member.

Category A : Professional staff - includes Executive Director and other officials

Category B : Support staff includes auxiliary administrative and technical personnel such as accountant, secretaries, driver etc.

Annex I contains the categories and grades of the Secretariat staff.

III: DUTIES

1. The professional staff of the Secretariat shall perform their duties as international officials. They will conduct their work in line with the objectives of the Convention and confirm with principles of integrity and impartiality.

2. The professional staff members shall enjoy the privileges and immunities to which they are entitled according to the Agreement to be concluded among the Contracting Parties in the Article 17.9 of the Convention and presented in Annex II of this document.

3. The Secretariat will be accountable to the Commission through its Chairman. The chief administrative official of the Secretariat is the Executive Director. The secretariat staff shall answer before the Executive Director in the fulfillment of their duties.

4. In the performance of the duties of their posts, the staff members shall not

• seek or receive instructions from any source other than the Secretariat.

• make statements, deliver lectures or take part in audio-visual information programs on subjects pertaining their work unless authorized by the Executive Director.
• publish books and articles on subjects pertaining to their work without the formal authorization of the Executive Director.
• keep or transmit to third parties any restricted documents.

5. The Executive Director will determine the normal work schedule. He/she will determine the working days per week and office hours in accordance with those applied in the host country. The Executive Director may require the staff to work different hours.

IV: APPLICATION, NOMINATION AND APPOINTMENT OF THE SECRETARIAT STAFF

Replaced by the adopted at the 10th BSC Meeting: RULES FOR THE APPLICATION, NOMINATION AND APPOINTMENT OF THE SECRETARIAT OFFICIAL STAFF
.

V: REMUNERATION, SOCIAL SECURITY AND ALLOWANCES

Issues related to remuneration, social security and allowances are presented in the Interim Financial Rules.

VI: LEAVE

1. Staff members shall be entitled to annual leave at the rate of 2.5 working days for each full month service. Annual leave is accumulative for two years and may be taken in parts.

2. The leave period shall not cause any interruption of normal Secretariat operations. In accordance with this principle the leave dates shall be authorized by the Executive Director who shall bear in mind personal circumstances, needs and preferences of the staff members.

3. The staff members shall be entitled to 10 days holidays ( official or religious ) per year.

VII: TERMINATION OF SERVICE

1. In the interests of work, if a requirement for the abolition of any post or reduction of employees arises or if the employee is physically unable to continue in service, the contract for the services of a support staff member can be terminated upon the decision of the Commission.

2. If the employees services are not satisfactory in terms of required criteria, or if his/her conduct or acts do not conform with the rules or if the facts anterior to appointment which would have precluded such appointment have revealed the contract of service can be terminated by the Commission and respectively by the Executive Director.

3. Any staff member may cease his/her duties by his/her own decision at any time. In this event a professional staff member shall inform, in writing, the Commission through the Executive Director 3 months in advance, and a support staff member 1 month in advance.

4. Employment of a staff member can be terminated upon prior minimum advance written notice of 3 months by the Commission for professional staff and 1 month notice by the Executive Director for support staff. Should the Commission or the Executive Director decide the immediate termination of employment of a staff member is needed, the salary for the period of notice of that staff member will be paid to the incumbent.

VIII : DISCIPLINE

1. After consultation with the Chairman of the Commission the Executive Director may dismiss a support staff member in the event of a serious misconduct without any entitlement of notice mentioned above. The reason for dismissal should be presented in written form and also deposited in the Incumbent Personnel file.

2. Disciplinary penalties are:

• written warning,
• temporary suspension from service ( without payment )
• dismissal

IX : CONTRACT PERSONNEL

Within the limits of allocation set in the budget, the Executive Director may conclude contracts with third parties. ( such as private companies, consultants,private persons ) for the fulfillment of the tasks that can not be covered by the Secretarial staff. For this he/she must set forth the assignment, its duration and remuneration in a contract.