Acting /Additional Responsibility Allowance

[Virtual Presenter] Good morning everyone. Today I'd like to discuss our Acting /Additional Responsibility Allowance policy. We will explain what it is, how it works, and how it will benefit both the company and its employees..

[Audio] The key to success is investing in our people. Our Acting/Additional Responsibility Allowance is a great way to reward our employees that take on additional roles and responsibilities. This allowance is intended to give recognition and to motivate employees and help them develop their skills while helping the company achieve its objectives. We are committed to recognizing and rewarding hard work and excellence in performance and this allowance is just one of the ways we do it..

[Audio] The policy at FGRBPL encourages its employees to take up acting or additional responsibility roles to ensure continuity and maintenance of operations as effectively as possible, while also providing them with invaluable experiential training and development. This policy is also in place to create a fair and transparent process for when an employee is required to act or take on extra responsibilities. As a result, there will be an allowance set out by FGRBPL which compensates the employee for the additional duties..

[Audio] The Acting/Additional Responsibility allowance is an important part of our organizational culture. We believe in rewarding our Fixed Term employees for their contributions to our organization. This policy clearly outlines the consistent application of allowances for employees who act or have been assigned additional responsibility. We understand that hard work deserves recognition and this allowance is a way for us to acknowledge and encourage our employees..

[Audio] For junior staff, our company has a provision to be assigned additional responsibility or to act between different roles. This acting allowance is calculated on a pro-rata basis, depending on the number of days the staff are asked to act. This is part of our commitment to our staff, incentivizing them to take on additional responsibility or temporarily act in another role..

[Audio] Senior staff who take up an acting role that is higher than their current position for seven days or more are eligible for an acting allowance. This allowance is determined according to the number of days they spend in the acting role. Senior staff may also be given additional duties or assume multiple roles..

[Audio] A structured allowance system has been established for when staff must act in or assume additional responsibility for other roles. If a unit manager is acting for a Head of Department and performing 80% of the duty in that role, they will be paid an acting allowance. Similarly, if they perform 20% of the duties of the Head of Department role, they will be paid an additional responsibility allowance. This also applies when a Head of Department must act for or assume additional responsibility of another Head of Department..

[Audio] Employees in our organization can be appointed to act in a role that is higher than their current role in certain situations, provided that they are in the same category of staff, and the acting role is not more than one level above their current role. Additionally, the employee must have the necessary competency to perform 80% of the task in the higher role. This acting allowance is valid for a period of 6 months, and does not entitle the employee to any rights or expectations when the vacant role is advertised..

[Audio] As we continue to strive for excellence in our organisation, additional responsibilities may be assigned to existing employees. Any employee taking on an extra role should be able to shoulder a minimum of 20% of the responsibility. For field workers, any temporary roles must be filled by someone who is physically present. These roles should also be at least one level higher than the employee's current position. It should be noted that being appointed to an acting role does not automatically entitle an employee to the permanent role..

[Audio] An Acting and Additional Responsibility Allowance provides an incentive for employees who take on extra responsibility within the company. Once applicable responsibilities have been fulfilled and cleared by relevant stakeholders, People and Culture will pay the allowance monthly. Of note, the allowance should not exceed 15% of an employee's basic salary, split among a maximum of two employees, with each employee receiving 7.5% of their basic salary..

[Audio] The Acting/Additional Responsibility Allowance shall end when the role is filled by someone else or when the employee resumes their duties. Termination of the Acting/Additional Responsibility Allowance can be requested at any time by the Head of Department, Head of People and Culture, or General Manager. It is important to be aware of when this allowance can be terminated at their discretion..

[Audio] As you can see from the slide, the acting/additional responsibility allowance is designed to ensure fair and equitable remuneration for staff required to act in a role higher than their own. For junior staff, the allowance is the difference between their salary and the salary of the person they're acting for. If the role is higher than their own, the allowance will be the difference between their salary and the minimum salary range of the higher position. For exempt staff, the acting allowance will be equivalent to fifteen percent of their normal total salary when they are required to act in a role higher than their own. If you have any questions about this allowance, please feel free to ask..

[Audio] People and Culture Department has pivotal role in executing our Acting/Additional responsibility Allowance policy. We guarantee that managers are fully aware and educated on how to operate it, and that payments are approved properly. Moreover, we observe its application across every area to guarantee that it is being utilized in equal and consistent manner..

[Audio] Employees are eligible for an acting or additional responsibility allowance to appropriately compensate them for taking on extra tasks and duties during their role. Heads of Departments and Managers are accountable for confirming that employees fulfil their designated duties and roles, and must grant the allowance before payments can be processed. It falls on the individual employee to accomplish the required duties and roles when assuming acting or additional responsibilities..

[Audio] Slide number 15 provides an overview of our Acting and Additional Responsibility Allowance policy. It is essential that any employee acting in any position without prior approval by the Head of Department and the Head of People and Culture does not receive any acting allowance. Moreover, all documentation relating to the handover must be completed before any employee can proceed on leave, otherwise the process will become void. That concludes our presentation. Thank you for your attention..