Saba Cares Foundation

Section 3 A - Chapter 7
Facilities

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A - 7.1. Business trips

The Employee receives an expense allowance for travel and lodging associated with making a business trip.

1. Travel expenses will be reimbursed on the basis of:

a. crossing charges, including airport taxes, based on economy-class tickets and;

b. cost of any required regular transportation at destination.

2. Lodging expenses will be reimbursed based on the required incurred expenses as follows:

(a) the Employer will arrange for a hotel when staying overnight outside its own island (Saba or St. Eustatius);

(b) the Employee receives a per diem allowance of USD 95.

3. The Employer may, in consultation with the Employee, make a different arrangement regarding an allowance for travel and accommodation expenses to be incurred.

4. When requested by the Employer, the Employee must provide the original invoices and/or receipts based on which the amount of the allowance can be determined.

5. The Employer reasonably determines the allowance for the expenses incurred.

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A - 7.2. Cost of relocation and settlement

1. In addition to the provision defined in article 7.2 section 2, the Employer shall grant a one-time allowance to the Employee for costs associated with the relocation and possibly for settlement as follows:

a. for employment up to one year, a one-time payment of USD 750;

b. for employment of at least one year, a choice between an allowance of up to USD 3,000 for shipping contents/home furnishings or a one-time payment of USD 2,000;

c. for employment of three years, the Employee will receive an advance of USD 6,500 to cover the cost of shipping contents/ household goods. The Employee must submit the relevant invoices within 6 months of commencement of employment to justify the advance given. If the actual costs exceed the advanced amount, the Employee will receive an allowance on the excess (up to a maximum of USD 2,000.00). The maximum allowance for which an Employee may be eligible is USD 8,500.

2. The Employer will provide initial housing for the Employee upon arrival from abroad for a period of up to two months. Consumption of electricity, water, etc. associated with the Employee’s stay at this accommodation is at the expense of the Employee.

3. If and when the Employer has cars available, the Employee may, upon arrival from abroad and for a period not exceeding two months, use a car for that purpose at the expense of the Employer. Gasoline consumption associated with the use of the car is at the Employee's expense.

4. The Employer shall pay the compensation referred to in paragraphs 1 and 2 of this Article after the Employee has submitted copies of the relevant documentation and receipts to the Employer.

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A - 7.3. Phone expense allowance

Where possible, the Employer shall provide a cellular phone or other means of communication to the Employee who is working an on-call or itinerant shift. It will not be used by the Employee for any other purpose. If it is not possible to provide a cell phone or other means of communication, the Employer will bear the reasonable cost of acquisition by the Employee of a cell phone. In that case, the phone shall be the property of the Employer and must be returned upon leaving employment.

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A - 7.4. Mandatory clothing and footwear

1. For this purpose, mandatory clothing means, depending on the Employee’s type of job, uniform clothing and/or specific clothing to promote safety and comfort.

2. Upon employment and subsequently annually, the Employer shall provide five uniforms and two pairs of shoes.

3. When the Employer provides the clothing, the Employee is responsible for the proper use of the prescribed clothing.

4. The Employer aims at minimizing the tax effects on the Employee with regard to the provision of the clothing.

5. The Employer shall, in consultation with the Union, establish further written rules with respect to the mandatory clothing in regulations, which are to be observed by the Employee.

6. The Employee shall be required to be neatly dressed and shod while performing his duties in accordance with the requirements of the job.

7. In consultation with the Union, the Employer may make different arrangements for Employee(s) with regard to the mandatory clothing. Such arrangement will, in that case be made instead of the provisions in this implemention regulation. If no agreement is reached, this implementation regulation will continue to apply.

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A - 7.5. Transport for on-call services (retroactive to January 1, 2024)

1. The Employer shall provide a means of transportation or transportation for the Employee in the event of a call-out, or shall provide compensation for the use of the Employee's own car if the Employee is on call and is called out.

2. If the Employer does not provide a means of transport or offer transport and the Employee is obliged to use their own car, the Employee is entitled to compensation for the use of this car when they are on call and are actually called up.

3. The compensation for the use of the Employee's own car consists of a fixed (gross) amount per on-call duty during which the Employee is actually called up. This amount depends on the distance between the Employee's formally registered home address and the Employer's location (there and back) and is determined on the basis of the table included in Appendix 6x. The compensation is paid monthly and is based on an average expected number of on-call shifts with actual call-outs calculated on an annual basis.

4. The monthly compensation will be reviewed annually on July 1, starting in 2026. This review will take into account the current average costs for the use of the car (per kilometer). In 2026, an evaluation will also be carried out to determine whether working with an average number of on-call shifts with actual call-outs on an annual basis is appropriate and administratively and fiscally feasible. The evaluation will be discussed with the shop stewards. Decisions on any adjustments to the amount and system will be taken at collective bargaining agreement level between the relevant Employers and Trade Unions. A discussion will have to take place between the relevant employer(s) and trade union(s).

5. Employees who worked on-call shifts in 2024 and actually used their own car will receive a one-off payment with retroactive effect to January 1, 2024. This payment will be based on an average number of on-call shifts with actual calls per month to be determined for each employee. The number of on-call shifts per month calculated in this way will serve as the basis for the monthly compensation in 2025 and beyond. The Employer will work out the details of this agreement (the method of calculating the number of on-call shifts worked) after consultation with the shop stewards.