Benefit Services

Air Transportation

Economy class travel tickets will be provided to the staff member and his/her eligible dependents by the IDB Country Office at the point of origin or point of hire.

The staff member should contact the corresponding IDB Country office to make the desired travel reservations. Tickets will be issued through the IDB Country Office at the point of origin or point of hire once the Human Resources Department has issued a Travel Authorization.

If a staff member is originating in a country with no IDB Representation, the staff member will be contacted by the Bank’s official travel agency, WorldTravel BTI, that will make all travel arrangements.

Shipment of Household Effects and Automobile

Shipping benefits include one 40-foot container, not to exceed 15,000 lbs. net; an automobile (if authorized); a 60-day storage entitlement for each shipment of household goods and automobile; assistance of up to 25% of the cost of any excess shipping weight above the maximum entitlement; and insurance coverage of both the household goods and automobile shipments. Additionally, in recognition of the needs of large families, an additional allowance of 1,000 lbs. Net per dependent will be granted for staff with more than four eligible dependents. All autos must meet U.S. specifications for emissions and safety in order to be imported. Please check with the Shipping Unit of the Travel and Shipping Section before shipping an automobile.

Automobile shipments are covered up to the Blue Book value (if used) or the purchase price (if new), with a maximum coverage. Any insurance declared over the entitlement amount must be purchased by the staff member for an additional premium.

A Travel Authorization stating eligible entitlements will be produced by the Human Resources Department based on the information provided by the staff member. Upon receipt of the Travel Authorization in the Travel and Shipping Section, the Shipping Unit will arrange for the contracted moving company to contact the staff member for an appointment.

The moving company will arrange (or have one of its agents arrange) an in-house visit to determine what is to be moved and any special requirements. Upon arrival at destination, the Bank will:

• Provide documentation to facilitate customs entry (all G(4) visa holders are entitled to duty-free entry into the U.S.)
• Contact the moving company to provide delivery to the new residence.
• Handle any claim for damages incurred during the move.

There is no independent benefit for excess baggage/air cargo entitlement; rather, it is incorporated into the travel grant. Please refer to the section on Travel Grant under Incorporation Allowances on the next page.

Payment in Lieu of Shipment

The staff member has the option to request from the Bank a monetary grant in lieu of all costs relating to the transportation, storage and insurance of personal effects and household goods, as well as the automobile. When this option is selected, all other benefits intended to cover all such costs are forfeited. The Bank will, however, continue to process documentation for customs duties whenever applicable, provided the staff member complies with the limitations on shipment content specified in the Bank’s staff rules.

Assistance with Visa Status in U.S. Territory

At the request of the Bank, G(4) visa status is granted by the U.S. Department of State to all Bank staff who are citizens or permanent residents of the United States, with the same visa status being granted to the immediate family members who reside with the staff member. “Immediate family members” recognized by the U.S. Department of State for this purpose include spouse, unmarried children by birth or adoption, and parents or parents-in-law, if the latter meet certain conditions. Such immediate family members must reside regularly in the household and must be supported by the staff member.

The G(4) visa is obtained from a U.S. Consulate outside the United States prior to arrival at a point of entry to the U.S., and is issued normally for a period of one to four years, depending on the reciprocity agreements between the U.S. and the country of citizenship.

It is important for the Bank to ascertain and document that the proper visa status was granted by the U.S. Immigration Officer upon arrival to U.S. territory of the staff member, family members and any domestic employee. For that purpose, the staff member will be requested to submit the passport(s) and I-94 form(s) (maintained and attached to the passport), so that photocopies are made and kept as part of the official records of the Bank.

DOMESTIC EMPLOYEES – G(5) VISA

The G(5) visa may be granted by the U.S. Department of State to persons employed in the household of the staff member who holds a G(4) visa. The criteria established by the State Department for granting the G(5) visa require that the domestic employee be at least 18 years old, that the customary occupation be household work in which previous experience can be shown, that there be no relationship by blood or marriage with the staff member, and that there be a written contract between the domestic employee and the staff member. The contract must stipulate the duties to be performed, hours to be worked, treatment of overtime hours, paid vacation, sick leave, and holidays, payment of the prevailing wage for the Washington, D.C. area, and certain other conditions of employment. G(5) visa holders can only work in the household of the G(4) visa holder who sponsors the G(5) status. The Visa unit of the Benefits and Payments Section can provide assistance in obtaining a G(5) visa for a domestic employee.

EMPLOYMENT WITH G(4) VISA

The G(4) visa is based upon employment with a specific international organization and, as such, limits employment in the U.S. to employment with the IDB. Employment of G(4) spouse and dependent children under the age of 21, or who are full-time students and under the age of 23, is allowed following receipt of an Employment Authorization from the Immigration and Naturalization Service (INS). All eligible spouses and dependents wishing to seek employment in the U.S. should apply to the INS authorities for work permission through the Visa Unit of the Benefits and Payments Section. The INS usually requires between six and eight weeks to issue and Employment Authorization.

Incorporation Allowances

A staff member who is eligible for appointment travel is entitled to payment of an Installation Grant based on staff per diem rate in effect for Washington, D.C. at the time of arrival. This grant is intended to assist the staff member and his/her family (if applicable) to cover for temporary lodging while securing a residence in the Washington, D.C. metropolitan area. Upon initiation of duties at the Bank’s headquarters, the staff member receives a check for payment of 30 days of staff per diem on his/her behalf. Additional Installation Grant on behalf of each eligible dependent is equivalent to 15 days of staff per diem. Payment of the Installation Grant on behalf of eligible dependents is authorized once they have arrived to reside in the Washington, D.C. metropolitan area. This additional Installation Grant will be paid in accordance with the payroll cycles of the Bank.

A Travel Grant is intended to subsidize travel-related expenses such as excess baggage, a small consignment of air cargo, airport taxes, immunizations, taxis, photographs, etc. No additional amounts or grants shall be paid for any miscellaneous travel-related expenses.

To help meet the additional expenses associated with relocating to Washington, D.C., staff are eligible to receive a Settling-in Grant payment equivalent to one month of basic net salary. An additional month of basic net salary is granted if eligible dependents are relocating to Washington, D.C. This additional Settling-in Grant payment is authorized upon their arrival and paid in accordance with the payroll cycles of the Bank.

School Counseling Services

In a continuous effort to assist the families of our employees, the Human Resources Department has maintained the services of the School Counseling Group (SCG), which provides educational counseling services to all IDB and IIC staff.

SCG helps parents and students find the right direction on school-related issues. This Group deals with such topics as:

• Underachieving students
• Differences between public and private schools
• How to find the appropriate school for your child
• How to apply to schools
• Children with special needs
• Information on K-12 schooling
• Information on university studies
• Limited information on graduate studies
• Use of library resources on educational institutions and topics

Qualified participants can arrange for an individual consultation with specialists, free of charge, once every school year. The cost of additional consultations will be borne by the participant.

Spouse Career Counseling Service

Spouses of IDB employees recruited from outside the Washington, D.C. area or relocated to Headquarters after an assignment to a Country Office are eligible to utilize the facilities and resources of the World Bank/IMF Spouse Career Counseling Service.  The Counseling Services provided are:

• Individual career counseling of up to eight (8) sessions per person, which will include counseling on cultural differences between methods of job search in the home country and U.S.
• Eligibility to attend career seminars offered by the World Bank’s Spouse Career Counseling Office
• Eligibility to use the World Bank’s career research services
• Use of the HR Staff Services’ Job Search Center, including computers, facsimile machines, copier and library resources
• Eligibility to receive job search information electronically

Repatriation Travel

REGULATIONS FOR RETURN TRAVEL

When a staff member and his/her authorized dependents return to their point of origin upon termination of service, they will be entitled to repatriation travel benefits. Such benefits are not applicable if the staff member and/or dependents will continue to reside in the Washington, D.C. metropolitan area.

Eligible dependents for repatriation include the legal spouse and dependent children who are single (not previously married) and eligible for payment of dependency allowance at time of repatriation or termination. Repatriation benefits are not granted on behalf of dependent parents or parents-in-law.

The Bank provides travel and shipping services from Washington, D.C. to the staff member’s place of “hire” (prior assignment) or point of origin, and this is considered the official itinerary for the repatriation travel. If the staff member or any family member were to be repatriated to a location different from the recognized point of repatriation, the benefits would be authorized under comparative cost. Comparative cost means that the Bank would cover the travel/shipping benefits and allowances up to the cost derived from the official itinerary or the actual costs incurred, if lower.

All travel and shipping services, as well as allowances, that are granted as part of the repatriation travel will expire one year from the effective date of termination of service with the Bank.

AIR TRANSPORTATION

Economy Class travel tickets will be provided to the staff member and his/her eligible dependents by the Bank’s official travel agency.

SHIPMENT OF HOUSEHOLD EFFECTS AND AUTOMOBILE

Shipping benefits include a 40-foot container, not to exceed 15,000 lbs net, an automobile shipment, a 60-day storage entitlement for each shipment of household goods and automobile, assistance with up to 25% of the cost of any excess shipping weight above the maximum entitlement, and insurance coverage of both the household goods and automobile shipments. Additionally, in recognition of the needs of large families, an additional allowance of 1,000 lbs. net per dependent will be granted for staff with more than four eligible dependents.

Insurance coverage is provided for staff. Automobile shipments are covered up to the Blue Book value (if used), or the purchase price (if new), with a maximum coverage. Any insurance declared over the entitlement amount may be purchased by the staff for an additional premium.

A Travel Authorization stating eligible entitlements will be generated upon completion of a formatted memorandum available through the Benefits and Payments Section. Upon receipt of the Travel Authorization in the Travel and Shipping Section, the Shipping Unit will arrange for the contracted moving company to contact the staff for an appointment. The moving company will arrange an in-house visit to determine what is to be moved and any special requirements. If purchasing new vendor items to be included in the shipment (appliances, etc.), they will be exempt from U.S. sales tax. A Tax Exemption letter may be requested from the moving company representative.

Staff must contact their Embassy/Consulate to determine the governmental rules and regulations currently in effect in their country and the impact of these on the importation of their personal effects/automobile. In accordance with policy, the Bank does not cover any duties/taxes charged to repatriating nationals.

Upon arrival at destination, the Bank will:

• provide documentation to facilitate customs entry (the Country Office will assist when possible for duty free entry).
• contact the moving company to provide delivery to the new residence.
• handle any claim for damages incurred during the move.

When shipping automobiles, staff must present original title or certificate of origin to the moving company, with no liens still shown outstanding on the car. Please check with the Shipping Unit before shipping an automobile.

There is no independent benefit for excess baggage/air cargo entitlement; rather, it is incorporated into the travel grant. Please refer below to the Section on Travel Grant under Payments upon Repatriation Travel.

Upon repatriation, there is no option for a monetary grant in lieu of all costs relating to the transportation of household goods. Only the shipping option is available.

PAYMENTS UPON REPATRIATION TRAVEL

A staff member who is relocating outside the Washington, D.C. metropolitan area is entitled to payment of a Reinstallation Grant based on the staff per diem rate in effect for the authorized destination. The staff member is entitled to 30 days of per diem and each eligible dependent is entitled to 15 days. Payment of this grant is made prior to departure dates, usually with payment of the last salary.

This grant is intended to subsidize travel-related expenses such as excess baggage, a small consignment of air cargo, airport taxes, immunizations, taxi, photographs, etc. No additional amounts or grants shall be paid for any miscellaneous travel-related expenses.

Home Country Travel

ELIGIBILITY

The home country travel benefit is intended to assist the expatriate staff member to maintain family, social, professional and cultural ties with the home country and to facilitate the return to the home country. This benefit is granted for Bank staff that are not U.S. nationals or U.S. permanent residents.

Eligible dependents for home country travel include the spouse and eligible dependent children (meaning, children for whom dependency allowance is paid on the entitlement date).

This benefit is regulated by an entitlement date. The first will be upon completion of two years of continuous Bank service. Subsequent entitlement dates for the home country travel will be every two years thereafter.

The benefit may be requested up to two years prior to the entitlement date, or postponed as much as two years after the entitlement date (within duration of appointment).

Upon termination from the Bank, if a staff member or any eligible dependent does not exercise the home country travel entitlement before the date of termination of service, no payment will be made in lieu of this benefit. In addition, when a staff member terminates with the Bank, any home country travel benefit that has been granted in anticipation of an entitlement date that was not reached must be repaid to the Bank.

USE OF THE BENEFIT

Staff members using the home country travel benefit have the option of receiving either airline tickets provided by the Bank or a cash payment in lieu of airline tickets. If the ticket option is chosen, the staff member and eligible dependents will be provided with round-trip economy-class tickets from Washington, D.C. to the recognized point of origin (within country of nationality).

If the staff member elects to receive the cash in lieu of airline tickets, the Bank will pay an amount equivalent to the cost of economy class round-trip tickets from Washington, D.C. to the recognized point of origin (within country of nationality).

In addition, the staff member will receive a travel allowance for him/herself and for each eligible dependent. This travel allowance is intended to subsidize travel-related expenses, including passport issuance or renewal, airport fees, transportation to/from airport, etc.

Payment of the allowances is effected no more than 45 calendar days prior to the date of departure.

The staff and his/her family do not need to make use of the benefit at the same time. However, all must comply with the regulations for the home country travel benefit. This includes a required minimum stay of no less than seven calendar days, including dates of arrival and departure.

When making use of the Home Country Travel benefit, compliance with the requirements of the staff rule must be demonstrated after each trip. This provision also applies to dependents for whom this benefit is requested. Required documentary proof to be submitted includes: a) original of travel ticket stubs, and b) boarding passes or passports showing dates of entry and departure from country of origin.

In the event that a trip is postponed or it is not completed as requested, the staff member must immediately refund the Bank the total amount advanced for such travel.

Education Allowance for Dependent Children

This benefit is intended to provide reasonable assistance to defray the cost of education for staff members that are not U.S. nationals or U.S. permanent residents.

For a child to be considered eligible for education allowance, the following criteria must be fulfilled: a) at least five (5) years of age; b) has not reached his/her 25th birthday; and, c) pursuing full-time studies in an accredited educational institution. If the child reaches the age of 5 or 25 subsequent to the start of the academic year, the staff member will be entitled to receive this benefit for that full academic year.

The education allowance is intended to subsidize costs for enrollment, tuition, academic exams, and other academic-related costs charged by the educational institution (including transportation for primary or secondary school). The educational institution must, however, be located in a member country of the Bank. Academic costs will be subsidized after deducting all financial assistance such as scholarships and grants.

The education allowance for each eligible dependent completing a full academic year has a maximum amount of reimbursement for Primary and secondary level, and a maximum for Post-secondary/university level.

The reimbursement itself, up to the maximum amounts, include:

• 50% of the academic costs documented by the educational institution;
• a fixed amount to subsidize the textbooks and other required academic materials;
• a fixed amount to subsidize room and board when the student resides outside the home of his/her parents.

EDUCATION TRAVEL

When an eligible dependent is attending school outside the United States, the Bank may authorize payment of an allowance to defray travel costs for the dependent to visit his/her parents. The education travel benefit is intended for dependents that undergo a formal education program at a school outside the United States. This benefit is not intended for “semester abroad” programs, sponsored by universities in the United States.

The staff member receives a travel allowance equivalent to the cost of an economy class, round-trip airfare ticket, from the location of the educational institution to Washington, D.C. This allowance can be used for travel of the dependent between the school location and either Washington, D.C. or the home country.

Eligible dependent children will be entitled to the education travel benefit in the staff member’s first year of service. Subsequent entitlement dates for this allowance will be every two years thereafter and will alternate with the entitlement date for the home country travel benefit.

Although certification for education travel is not required, used airline ticket stubs should be kept in case the staff member is audited.

Dependency Allowance

Dependency allowances are not considered a part of pensionable remuneration and do not enter into the Staff Retirement Plan computations, nor do they affect contributions or benefits under the Medical and Life Insurance plans.

A staff member is eligible for an allowance for his/her spouse each year. No such allowance is paid to a staff member who is legally separated or divorced under an order from a court of competent jurisdiction. In order to receive dependency allowance for the spouse, the spouse’s income during any calendar year, regardless of source, must be less than $16,000 in the case of gross income (or $13,500 in the case of net income). Net income is understood to be the amount received for working in international organizations and in any other organization in which the spouse is not subject to payment of taxes on the remuneration received. If the spouse’s income during any given calendar year will exceed or has exceeded the established limit, the staff member must notify the Bank of the variation of the income to make the necessary benefit adjustment.

A staff member may receive an allowance for dependent children, annually for each child. To be considered eligible, each single (not previously married) child, or adopted child, of the staff member or spouse, who receives more than half of the total financial support from the staff member and spouse, must meet one of the following criteria: a) under 19 years of age; or b) between ages 19 and 25, provided he/she is pursuing full-time studies in an accredited educational institution; or c) physically or mentally incapacitated and therefore incapable of self-support (regardless of age).

Children between ages 19 and 25, single (never married), who have either finished their full-time studies or are not currently enrolled in full-times studies, and who are not yet financially independent, will be considered as dependents for a period of up to nine (9) months from the date they cease to be full-time students. During this “grace period” of up to nine (9) months, the Bank will officially recognize these children as dependents for benefit purposes such as dependency allowance and medical insurance coverage.

A staff member who is unmarried or is legally separated/divorced may receive an annual amount normally designated for a spouse, for any one of his/her eligible children instead of the normal allowance.

An unmarried staff member may be entitled to dependency allowance for each of his/her parents. Married staff may claim one dependent parent or parent-in-law. In either case, the parent(s) must meet the following criteria: a) annual income must be less than US$3,400; b) the staff member and/or spouse provide more than half of the parent’s financial support; c) the parent resides permanently in the staff member’s household, or is a patient in an institution or a resident in a home for the aged.

To comply with the condition of residing in the staff member’s household, a dependent parent must hold a valid U.S. visa that allows an indefinite stay. For expatriate status, a G(4) must be requested through the Bank from the corresponding United States Consulate.

Amounts of the dependency allowance are stated annually. However, payment of this benefit is made on a prorated basis every month. The exception is for the month entering or leaving service at the Bank, when it is prorated according to the exact number of days concerned.

If the official entrance on duty of a staff member is the first day of the month, payment of dependency allowance will commence the first pay period of that month. If the official entrance on duty date falls on a day other than the first day of the month, payment of dependency allowance will commence the following month. Nonetheless, the payment will be calculated retroactive to the entry date.

Staff Retirement Plan

Staff members under the age of 62 automatically participate in the Staff Retirement Plan (SRP) as of the first day of service.

The Staff Retirement Plan provides a traditional lifetime pension, or a lump-sum withdrawal benefit. It provides a normal or early pension at retirement to participants with three or more years of Plan service. The amount of the pension is based on the participant’s salary, years of Plan service, accrual factors and age at retirement. Alternatively, the SRP also provides a lump sum benefit to participants who terminate service with the Bank regardless of their length of service.

All pension benefits are paid in the currency of salary and are eligible for annual cost-of-living increases and national income tax reimbursement.

Under the SRP, pension credit may be transferred to other organizations with which the Bank has concluded pension transfer agreements. Upon joining or leaving the SRP, pension credit may be transferred to or from the IMF, the Asian Development Bank, the United Nations Organizations, the European Bank for Reconstruction and Development, and the European Economic Community (EEC).

Medical and Life Insurance

MEDICAL INSURANCE

The Inter-American Development Bank provides a voluntary participation in the Insurable Benefits Program for the purpose of providing staff and their eligible dependents with protection in case of sickness and/or accident, be it occupational or non-occupational.

The cost of the Program is distributed between the Bank and the participants in the proportion and amounts approved by the Management, and the premium contribution is deducted from the salaries.

Those staff members who end their employment with the Bank, and do not receive an immediate pension from the Staff Retirement Plan, may continue participation in the Medical Program for an additional 23 consecutive months, provided that they pay in advance the total cost of the premium including the Bank’s contribution.

Life and Disability Insurance Program

The Inter-American Development Bank’s Life Insurance program is a Term Life Insurance, underwritten by the American International Group.

Basic Life Insurance Program

• 1.5 times net annual salary (maximum $300,000)
• Accidental Death and Dismemberment
• Non-occupational = 400% of net annual salary (maximum $1,000,000)
• Occupational = 600% of net annual salary (maximum $1,000,000)
• Long-Term Disability
• Monthly benefit: 72% of net monthly salary up to a maximum of $10,000
• Dependent Life Insurance
• Spouse $10,000
• Dependent children $3,500 each
• Contributions: The participants’ premium at present is at the rate of $0.10 per thousand dollars of the Basic Life Insurance.

Supplemental Life Insurance Program

• Supplemental Life Insurance is also available for both the employee and the spouse.
• Family Supplemental Accidental Death and Dismemberment is also available.

Travel Insurance

Staff Insurance: Bank staff are always covered by the Bank’s insurance when on mission regardless of means of travel

Part-Time Employment

Part-time staff members are entitled to the same compensation and benefits applicable to full-time staff, in accordance with the type of appointment, but the general principle of pro-rating is followed.

Compensation and benefits are provided in the same proportion that the work regularly required in each week compares to a full-time work week [40 hours], in accordance with the work schedule reflected in the part-time agreement signed between the staff member and the Bank.

Leave

Annual Leave

Bank employees are entitled to 24 work days of annual leave per year, with pay, for the purpose of promoting their health and welfare, thereby enabling them to maintain a high level of efficiency in their work.

The following are eligible to annual leave: a) fixed-term or indefinite employees and those full-time temporary employees appointed for six months of more; b) other full-time temporary employees whose contract is extended will earn annual leave only after six consecutive months of employment, the first two days of which are earned on the seventh month.

Sick Leave

The Bank grants leave with pay to eligible employees who are incapacitated due to illness or physical injury. This leave will be granted for reasonable periods, without detriment to the interests of the Bank, so as to allow eligible employees time for recovery. Indefinite and fixed-term staff will be granted up to a maximum of 132 working days per calendar year. However, the maximum to be granted for the same illness or accident will be six months, even when said illness or incapacitation due to an accident extends from one calendar year to the next. Temporary staff may be granted up to 15 days per year in proportion to the length of their contracts. Up to 8 of these 15 days could be used as uncertified sick leave.

Parental Leave

Indefinite and fixed-term staff and the Director and staff of the Evaluation Office serving on a full-time basis are eligible for parental leave. An eligible female staff member is entitled to up to twelve (12) weeks of leave with pay in connection with the birth of her child. An eligible male staff member is entitled to five (5) days of leave with pay upon the birth of his child. An eligible staff member who legally adopts a child and demonstrates that he or she is the child’s primary caregiver is entitled to up to ten (10) weeks of leave with pay following the adoption. If the staff member is not the primary caregiver, he or she is entitled to five (5) days of adoption leave.

Family/Personal Leave

Indefinite, fixed-term and temporary staff of the Bank and the Director and staff of the Evaluation Office, serving on a full-time basis, are entitled to eight (8) days of leave per calendar year to enable staff to attend to personal or family matters. These eight (8) days also include days of uncertified sick leave.

Recuperative Leave

Indefinite, fixed-term and temporary staff and the Director and staff of the Evaluation Office, serving on a full-time basis, are eligible for this benefit, provided that they are not entitled to overtime payments or bonuses in respect of such service as determined under Staff Rule No. 335. Recuperative leave with pay may be granted for purposes of rest and recuperation following: prolonged operational or other IDB-business travel; or periods of intensive and prolonged overtime work occurring within a thirty-day (30) calendar period. If granted, recuperative leave must be taken as soon as possible after the travel or overtime work to which it corresponds, and in no event more than one week after.

Special Leave

Special leave with pay will be granted to all staff for the following:

• Jury duty or compliance with civic obligations.
• Special research, conferences, seminars, meetings and study groups as long as they are work-related.
• Medical examinations required by the Bank.
• Death in the immediate family: three days. Two additional days are granted if the staff member attends a funeral away from the metropolitan area of the post of duty.
• Death of a relative other than the immediate family: One day if the staff member goes to the funeral. In the case of death of a parent-in-law, when the funeral takes place outside the staff member’s post of duty, two additional days are granted if the staff member attends the funeral.
• Appointment/relocation travel: two days upon relocation of a staff member at the time of initial hire or change in post of duty.
• Repatriation travel: one day upon repatriation of a staff member.

Leave Without Pay

The Bank grants it employees Leave Without Pay for compelling personal reasons or for other reasons which are considered beneficial to the Bank’s interests. Limited leave without pay is granted up to a maximum of 30 calendar days. Prolonged leave without pay is granted subject to special provisions.

Additional Leave in Duty Stations with Difficult Conditions of Life and Work:

All permanent and fixed-term international employees serving in a Hardship Duty Station are entitled to one half-day per calendar month of service at a location with difficult conditions of life and work. This benefit can be used six months after assuming duties, for travel to a country other than the place of duty. They are also entitled to a lump-sum travel grant for Hardship Leave purposes.