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From Non-Residence to International Indemnity at CERN

From Non-Residence to International Indemnity at CERN. CSAIO 2011 S. Casenove, J. Lahaye, Ph. Defert. Plan. Principles Eligibility Benefits Linked benefits History from 1980 to 2007. Principles.

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From Non-Residence to International Indemnity at CERN

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  1. From Non-Residence to International Indemnity at CERN CSAIO 2011 S. Casenove, J. Lahaye, Ph. Defert

  2. Plan Principles Eligibility Benefits Linked benefits History from 1980 to 2007

  3. Principles Attract international staff in the member states and assist the integration of staff and their family in the local area Expatriation not desirable because of Geneva's position at the border. Non-Residence is based on the staff residence at recruitment Other benefits are linked to the status of non-resident

  4. Eligibility Staff residence Out of a 100km circle around CERN, extended to 150km in Hosts States At most 5 years before recruitment Career paths C and above

  5. Benefits 12 % with a family 9 % for a single Of a basic salary (discussed in historical part) Gradual reduction (from 1997)

  6. Other benefits Installation / re-installation grant Home leave For LD, every year For IC, every other year Reimbursement of school fees (from 2006)

  7. History – before 1997 12% - married or family charge(9% - single) of staff basic salary For the whole career Installation / re-installation Eligible: career path A – G (whole staff)

  8. History – 1997 -> 2005 12% (9%) of staff basic salary For the whole career Decreasing to 6% (4.5%) in 12 years after IC Installation / re-installation Eligible: C – G Creation of a new staff category (local Staff) abolished in 2006 but the reduced rights has been kept for the new recruited colleagues

  9. History – after 2006 12% (9%) of lowest basic salary of the career path For a small part of career Decreasing to 0% in 6 years after IC Installation / re-installation School fees(until secondary school, from then on all staff are entitled) Eligible: C – G Savings dedicated to school fees of ex-local and new recruited career path AA – A - B staff and increase of Merit Oriented Advancement.

  10. Evolution of indemnity

  11. Conclusions Degradation of benefits Willingness of not recognizing Difficulties of living far from family Integration problems of the spouse and children Less attractivity for international staff Problems in recruitment and retention

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