Collective Agreement 2002-2004

Collective Agreement
For
Employees in the Public Service
In Respect of the Years
2002 ~ 2004
Collective Agreement 2002 ~ 2004
Office of the Prime Minister

CONTENTS OF AGREEMENT
SECTION 1 - Preamble
2 - Interpretation and Definitions
2.1. Definitions
2.2. Gender
3 - Term of Agreement
4 - Future Legislation
5 - Management of Business
6 - Classification and Grading Structures
7 - New Initiatives
8 - Improved Conditions of Service
8.1. Vacation Leave on Half Day/Hourly Basis
8.2. Deputising Allowance
8.3. Implementation of Initiatives in Priority Areas
8.4. One Year Alternative Job Special Leave
8.5. Payment by Direct Credit
8.6. Early Retirement Schemes
8.7. Conditions of Service of Casuals and Part-timers
9 - Issues Outstanding from Previous Collective Agreement
9.1. Review of Allowances
9.2. Coverage of Public Officers Against Certain Risks
10 - Salaries
APPENDIX
I
Revised Rates of Certain Allowances
II Schedule of Salary Scales applying in 2002, 2003, 2004
III
Salary maxima of scales payable in 2003, 2004, to
serving Public Officers
Collective Agreement 2002 ~ 2004/MPO 05.12.02

1. PREAMBLE
1.1. Whereas it is the intention and purpose of the parties to this Agreement:
(a) to maintain the harmonious industrial relations existing between the
Government of Malta, the employees in the Public Service and their
respective Unions;
(b) to improve the productivity of public officers as well as the range and
quality of the public services to the Government and people of Malta;
and,
(c) to consolidate the improved conditions of employment and the
well-being of the employees in the Public Service,
accordingly, the parties to this Agreement have agreed to the following
clauses forming part of this Agreement.
2 INTERPRETATION AND DEFINITIONS
2.1. Definitions
2.1.1. For the purpose of this Agreement:
(1) "Agreement" means the Collective Agreement for employees in the
Public Service in respect of years 2002 – 2004 entered into between
the Government of Malta and the Unions representing employees in
the Public Service;
(2) "Employer" means the Government of Malta;
(3) The term "Employee" or "Employees", wherever used in this
Collective Agreement, mean all public officers in the Public Service
covered by this Collective Agreement; and,
(4) "Unions" means the:
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 1

General Workers Union
Union Óaddiema Maæqudin
Malta Union of Midwives and Nurses
Malta Union of Professional Psychologists
Malta Union of Teachers
Medical Association of Malta
2.2. GENDER
Unless any provision of this Agreement otherwise specifies, words referring
to the masculine gender shall include females and vice versa.
3 TERM OF AGREEMENT
3.1. This Agreement shall have effect from 1 st January, 2002, and shall remain
in effect until 31 st December, 2004.
3.2. Negotiations in respect of the next Collective Agreement, effective 1 st
January, 2005, will commence in June 2004. During negotiations and until
a new Agreement is signed, the conditions laid out in this Agreement shall
remain in force.
4 FUTURE LEGISLATION
4.1. The Employer and the Unions agree that any benefits derived from this
Agreement will not be additional to any similar benefits stipulated by Law,
or by the enactment of legislation during the period of validity of this
Agreement provided that the employee shall receive the benefit which is
most advantageous to the employee.
5 MANAGEMENT OF BUSINESS
5.1. The management of the business in general and the operations of the
Employer and the authority to execute all the various duties, functions and
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 2

esponsibilities incidental thereto, including the management of its relations
with employees, is vested in the Employer. The exercise of such authority
shall not conflict with this Agreement since matters concerning changes in
the conditions of service of employees shall first be discussed and agreed
with the Unions.
6 CLASSIFICATION AND GRADING STRUCTURES
6.1. The Employer and the Unions agree that the established benchmarks shall
not be disturbed. The salary structures in the current Public Service
Classification Agreements shall continue to respect these benchmarks.
6.2. The employer and the Unions also agree to discuss issues of a sectoral
nature which, whilst safeguarding the principle set in the next preceding
paragraph, could lead to improved work practices and enhanced
opportunities for career progression.
6.3. Discussions between Government and the Unions will commence within
one month from receipt of proposals by Management and Personnel
Office. Every effort will be made to conclude negotiations on sectoral
issues within six months from 1 st January, 2003, or from date of receipt of
proposals whichever is the later.
7 NEW INITIATIVES
7.1. In the setting up of new initiatives, directly or indirectly involving
employees, the Employer undertakes to provide all the necessary
safeguards and the retention of all present rights and privileges to the
employees.
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 3

7.2. The Employer and the Unions recognise the continuing and increasing
need to lend support to retraining and the multi-skilling initiative especially
in the context of Private Public Partnerships. Parties agree to consult with
a view to putting in practice a Private Public Partnership pilot project by the
end of 2002.
7.3. Unions also agree to fully participate with the Employer in the setting up of
mechanisms to enhance as far as is reasonably possible, flexibility in the
use of human resources and in searching for new ways of ensuring the
effective and efficient delivery of service.
8 IMPROVED CONDITIONS OF SERVICE
8.1. VACATION LEAVE ON HALF-DAY/HOURLY BASIS
8.1.1. Employees working on a normal 40-hour, five-day week time-table will,
henceforth, be entitled to utilise four (4) days from their vacation leave
entitlement on a half-day basis during the winter time-table. With the
exception of this increase from two days (four half days) to four days (eight
half days) entitlement of utilisation, all the other provisions of OPM Circular
No. 57/86 remain unchanged.
8.1.2. Employees working on a shift roster, and employees working on a six-day
week, may utilise part of their vacation leave entitlement by the hour
subject to the following conditions:
(a) absence should be of a minimum of four (4) hours at a time. In the
case of employees on a six-day week, the minimum of the absence
may be of three (3) hours;
(b) absence should not be allowed if the employees have not utilised any
time-off to which they may be entitled;
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 4

(c) apart from being recorded in the vacation leave card, attendance should
also be recorded in punch clocks, hand verifiers, attendance sheets;
(d) vacation leave by the hour should not exceed thirty-two (32) hours, this
means eight (8) absences of four (4) hours, or lesser absences of more
hours. Employees on a six-day week who opt for absences of three (3)
hours will still be bound by a maximum of eight (8) absences. The
multiplier of the absences may not be of less than four (4) hours. In the
case of six-day week workers the multiplier of the absences must be of
not less than three (3) hours.
(e) vacation leave by the hour will only be allowed if no overtime is incurred
to substitute the employees.
8.2. DEPUTISING ALLOWANCE
8.2.1. Vacancies in Categories ‘A’ and ‘B’ will be immediately filled but where this
is not found possible, and where an officer is detailed to deputise for his
senior in the vacant position for a period over three months, the head of the
department shall authorise the payment of a Deputising Allowance.
8.2.2. The allowance payable will be the difference between the officer's present
salary and the minimum of the higher grade, to be not less than one
increment in the higher scale. The deputising allowance will be augmented
by one increment in the higher scale for every period of twelve months on
deputising duties, provided the maximum of that higher scale is not
exceeded.
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 5

8.2.3. The payment of the allowance will commence when an officer has been
deputising for his senior for three months but will then cover the whole of
the acting period.
8.2.4. These arrangements, which will come into effect on 1 st January, 2003, do
not replace, but complement, the existing deputising provisions for heads
of department and other deputising allowances provided for in
Classification and Grading Agreements.
8.3. IMPLEMENTATION OF INITIATIVES IN PRIORITY AREAS
8.3.1. The Management and Personnel Office will take the initiatives necessary
to:-
• promote and maintain a high degree of physical, mental, and
social well being of public officers in all occupations;
• encourage further the participation of female employees, in
particular in the professional, vocational and managerial grades;
• enhance as far as possible the status of disabled employees and
their opportunities for advancement. Government departments
will endeavour to ensure that all premises are accessible to
disabled employees;
• encourage a non-smoking environment in Ministries and
Departments.
8.3.2. The Management and Personnel Office will give its attention and
commitment to these and other initiatives ensuring the continued role of
Government as the model employer.
8.4. ONE YEAR ALTERNATIVE JOB SPECIAL LEAVE
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 6

8.4.1. The Employer agrees in principle to the grant of a minimum of three
months and a maximum of three year's special leave on no pay renewable
yearly to employees in salary scales 14 to 20 wishing to try an alternative
job. Positive consideration to these requests will be subject to the particular
exigencies of the Department/Ministry concerned. No replacement of
employees availing themselves of this facility will be allowed.
8.4.2. Approval will be given by the Management and Personnel Office on the
recommendation of the Head of Department. The employee’s request will
not normally be withheld unless the employee’s absence will seriously
disrupt the efficiency of the Department.
8.5. PAYMENT BY DIRECT CREDIT
8.5.1. By not later than 1 st January, 2004, the current monthly payment of
salaries will cease and be replaced by thirteen four-weekly payments.
Salaries and payments normally made with the payment of salaries will be
adjusted accordingly.
8.5.2. Concurrently with these arrangements the payment of salaries and other
regular payments normally made with salaries will be made by directcredit
to a bank of the employee’s choice.
8.6. EARLY RETIREMENT SCHEMES
8.6.1. The Employer and the Unions agree to explore the possibility of
introducing early retirement schemes enabling employees to leave
Government Service in cases of underutlisation or exceptionally
strenuous/stressful duties.
8.6.2. Discussions between the Government and the Unions will start within one
month from receipt of proposals from the Unions and concluded within six
months provided this is not earlier than 30 th June, 2003.
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 7

8.7. CONDITIONS OF SERVICE OF CASUALS AND PART-TIMERS
8.7.1. Parties to this document agree that the issue of conditions of service of
Casuals and Part-timers should be evaluated and more meaningful
nomenclatures should be adopted in the context of public service
structures and practices.
8.7.2. In this connection, the Employer undertakes to consider further the
existing conditions of Casuals and Part-timers, also being guided by the
Public Service Commission and the Constitutional regulations.
8.7.3. The Employer, recognising the fact that technicalities may delay a long
term definite solution, agrees in the absence of a solution by the end of
the current year, to grant with effect from 1 st January, 2002, the principle
of increments for years of service to casuals and part-timers who are
engaged on the minimum of a salary scale. The first increment above the
minimum of the respective salary scale will not be paid earlier than 1 st
January, 2003. Casuals and part-timers in the Public Service will be
entitled to pro-rata leave and maternity leave with effect from 1 st January,
2003.
8.7.4. The parameters for the granting of pro-rata maternity Leave to parttimers/casuals
not working to a full time-table, will be announced through
a Management and Personnel Office Circular as early as possible after
the signing of this Agreement.
9 ISSUES OUTSTANDING FROM PREVIOUS COLLECTIVE AGREEMENT
9.1. REVIEW OF ALLOWANCES
9.1.1. Following a service-wide survey carried out by the Management and
Personnel Office in consultation with the Ministry of Finance and interested
Trade Unions, Agreement has been reached to revise a number of
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 8

allowances of general applicability. As provided for in paragraph 2.5.1. (a)
of the Collective Agreement for Public Service Employees covering the
years 1996 to 1998 and 1999 to 2001, the effective date for the
implementation of the revised allowances will be the 1 st January, 1999.
The revised allowances are tabulated in Appendix I to this Agreement
which shows the new rates and applicability guidelines.
9.1.2. In order to ensure the better management and control of the payment of
the revised, and other allowances, the following principles and conditions
will be observed:-
a) the responsibility for the payment and grading of an allowance rests
with the receiver’s Head of Department;
b) Directors, Corporate Services, and / or Directors Finance and
Administration, will submit to the Ministry of Finance, twice a year, a
return showing details of employees in receipt of an allowance, the type
and amount of the allowance, date of approval, and certification that
conditions for payment are still applicable. A Finance Circular will
articulate the specific requirements and dates of the return;
c) allowances will stop immediately the conditions for the payment of the
allowance are no longer applicable;
d) where applicable, allowances will be graded according to the intensity
of the element of disturbance, risk and skill.
9.1.3. The Unions will furthermore cooperate with the Employer in actively and
effectively promoting the concept of Health and Safety, removing risks
and adverse working conditions thus obviating the need for the creation of
new ‘ad hoc’ allowances.
9.2. COVERAGE OF PUBLIC OFFICERS AGAINST CERTAIN RISKS
9.2.1. Finance, in conjunction with MPO and the Unions, will explore possible
arrangements and recommend to the Employer parameters of operation
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 9

that would provide suitable coverage to employees exposed to certain
occupational risks not inherent to the nature of employee's duties, e.g.
handling of substantial amounts of cash and third-party liability in the case
of traffic accidents.
9.2.2. Discussions between the Government and the Unions will commence
within one month from receipt of proposals from the Unions and
concluded within six months provided this is not earlier than 30 th June,
2003.
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 10

10 SALARIES
10.1. The parties agree that the maxima of the applicable salary scales payable
to serving Public Officers during the years 2002, 2003 and 2004 will be as
shown in Appendix II to the Agreement, signifying a minimum increase of
Lm2.50 per week in respect of 2003 and 2004 respectively, payable on a
personal basis.
10.2. The maxima of the salary scales payable to the new entrants in the Public
Service in the years 2002, 2003 and 2004 are those shown in Appendix III
to this Agreement. The maxima for the years 2003 and 2004 partially
address the restoration of relativities approved in 1991.
10.3. The new maxima of the salary scales for the years 2003 and 2004 as
shown in both Appendix II and Appendix III are inclusive of any cost of
living adjustments which the Government may award in respect of these
two years.
10.4. A relative adjustment will be made to the salary scales should the cost of
living allowance in the year 2004 exceed the agreed increase in pay.
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 11

COLLECTIVE AGREEMENT FOR PUBLIC SERVICE EMPLOYEES
YEARS 2002 - 2004
For the Government
For the Unions
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 12

Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 13
Revised Rates of Certain Allowances
Type of Allowance Beneficiaries Rate
1. Clothing (Wear & Tear) Employees involved in outdoor work which entails Wear and tear allowance is not to be granted in
wear and tear of clothing
lieu of a uniform.
2. Shift Allowance Employees who work on shift.
(i) Mon to Sat (without night shift)
(ii) Mon to Sat (with night shift)
(iii) Mon to Sun (without night shift)
(iv) Mon to Sun (with night shift)
3. Handling of Waste at Sant’ Antnin Employees working at Sant’ Antnin waste
processing plant
4. Duties at Maghtab and Qortin
Sites
Employees who work at Maghtab and
Qortin Sites
Maximum rate of allowance is to be Lm100 p.a.
Rate of allowance is to be graded according to the
degree of wear and tear in each case and is to be
decided by Head of Department.
Grading is to be divided into four (4) categories:
100%, 75%, 50%, and 25%.
Employees who are presently receiving Lm144 are
to retain the higher amount of allowance on a
personal basis, if their duties qualify for highest
grading.
Weekly rate:
Lm1.10
Lm1.65
Lm2.50
Lm3.90
A maximum of Lm360 p.a. graded for core and
non-core work. Heads of Department will grade
the allowance, depending on the degree of
obnoxiousity i.e. 100%, 75%, 50% and 25%.
A flat rate of Lm500 based on 15% of the hourly
rate of the maximum of Scale 18 in year 2000, paid
with arrears from 01/01/99.
Allowance is to be graded by Head of Department
depending on the degree of obnoxiousity i.e.
100%, 75%, 50% and 25%.
5. On-Call Employees required to be on-call after official hours 5c per hour and use of office mobile phone/pager.
Appendix I

Appendix II
SALARY SCALES PAYABLE IN 2003 AND 2004 TO
SERVING PUBLIC OFFICERS
Salary
Scale
Number
2003
Salary Maximum
Lm
2004
Salary Maximum
Lm
1 12,981 13,431
2 11,970 12,379
3 10,960 11,329
4 9,950 10,279
5 8,798 9,080
6 8,224 8,484
7 7,652 7,888
8 7,157 7,374
9 6,703 6,902
10 6,285 6,466
11 5,902 6,068
12 5,557 5,710
13 5,232 5,372
14 4,926 5,056
15 4,646 4,776
16 4,382 4,512
17 4,134 4,264
18 3,897 4,027
19 3,684 3,814
20 3,487 3,617
NOTE: - Salary scales 14 to 20 are payable on a personal basis
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 14

Appendix III
SCHEDULE OF SALARY SCALES APPLYING IN 2002, 2003 AND 2004
Salary Scale
Number
2002 2003 2004
Salary Maximum Lm
Salary Maximum
Lm
Salary Maximum
Lm
1 12,531 12,981 13,431
2 11,561 11,970 12,379
3 10,591 10,960 11,329
4 9,621 9,950 10,279
5 8,516 8,798 9,080
6 7,964 8,224 8,484
7 7,416 7,652 7,888
8 6,940 7,157 7,374
9 6,504 6,703 6,902
10 6,104 6,285 6,466
11 5,736 5,902 6,068
12 5,404 5,557 5,710
13 5,092 5,232 5,372
14 4,796 4,923 5,050
15 4,516 4,631 4,746
16 4,252 4,356 4,460
17 4,004 4,108 4,212
18 3,767 3,871 3,975
19 3,554 3,658 3,762
20 3,357 3,461 3,565
Collective Agreement 2002 ~ 2004/MPO 05.12.02 Page 15