1000 - Conference Organization & Employee Standards
Table Of Content
Introduction
Conference Structure
Cell Phone - Departmental Directors
Christian Leadership Standards
Conference Membership List
Conference Office Hours, Worships & Holidays
Conference Office Policies
Remuneration Philosophy and Plan
Introduction
This 2026 edition of the Gulf States Conference of Seventh-Day Adventist Employee Working Policy represents our ongoing efforts to make the accumulated policies available which are applicable to the employees of this organization. These policies have been adopted in General Conference Sessions, Annual Councils of the General Conference Committee, the Southern Union Conference of Seventh-Day Adventist, and/or the Conference Executive Committee of the Gulf States Conference. They are paraphrased and condensed in part, with appropriate comments for greater clarity throughout. This 2018 edition supersedes all previous editions.
Policies adopted by the appropriate committee/board are subject to change by those same bodies.
The Working Policy of the Conference does not constitute any employment contract or agreement with any employee.
Inasmuch as policies are constantly under review and/or development, the omission or failure to include a policy does not nullify or diminish its existence, intent, or effect in any way.
Every effort will be made to keep employees fully informed of developments of and/or changes in policy. The Conference will post policy developments or changes on its website. It is the employees/ obligation to review the Conference’s website to become familiar with its policies and comply with all policies. The Conference’s website will provide a summary of any policy developments and changes and a redline copy of the changed polices.
The GSC Employee Working Policy is confidential and intended solely for use of workers of the Gulf States Conference.
Conference Structure
MISSION STATEMENT
Actual:
Our general mission is; “Builders of His Kingdom.” It is through this mission that we choose to coordinate all our Christian ministry including, but not limited to pastoral, educational and literature ministries.
Proposed:
The mission of the Gulf States Conference of Seventh-day Adventists is to communicate to all people the everlasting gospel of God’s love in the context of the three angels' messages of Revelation 14:6-12, and as revealed in the life, death, resurrection, and high priestly ministry of Jesus Christ, leading them to accept Jesus as personal Savior and Lord and to unite with His remnant church; and to nurture believers as disciples in preparation for His soon return.
TERRITORY
The territory of the Gulf States Conference shall consist of the states of Alabama and Mississippi, and the counties in northwest Florida lying west of the Apalachicola River.
EXECUTIVE COMMITTEE
The Executive Committee of the Gulf States Conference shall be elected at its regularly scheduled constituency meeting and shall consist of, including ex officio members, not less than seventeen (17), nor more than nineteen (19) members, the majority of which shall be lay persons who are not within the households of any Gulf States Conference employees. The president, executive secretary, and treasurer shall be members ex officio of the Executive Committee. Twelve (12) members shall be elected to proportionately represent the four (4) geographical regions of the Gulf States Conference. Three (3) laypersons shall be elected at large. One (1) additional position shall be appointed on four (4) consecutive fifteen-(15) month terms in the following order: departmental directors, employee spouses, literature evangelists, and educational employees. As nearly as possible, the members chosen shall proportionately represent membership demographics.
ASSOCIATION COMMITTEE
The Gulf States Conference Association of Seventh-day Adventists is a not for profit corporation. The Association meets the legal requirements of the State of Alabama for the holding of title to property and conducting business under Alabama statutes. The Association provides a service to members in preparing their estates on behalf of their families and the Lord's work, and serves as trustee on behalf of those who have created trusts to benefit the Lord's work. The Association Board of Trustees consists of members of the Gulf States Conference Executive Committee plus members of the Association Executive Committee who are not members of the Conference Executive Committee.
ADMINISTRATIVE COMMITTEE
The operation and management of the Gulf States Conference functions under a committee system. The Conference Executive Committee has given the Administrative Committee authority to act on its behalf in many areas of management of the Conference. The Administrative Committee is composed of the three (3) Conference executive officers and the Conference vice-president of Education.
ADMINISTRATION
The officers of the Gulf States Conference are the President, Executive Secretary and Treasurer, who are elected by the Conference Constituency.
President - The President directs all phases of Gulf States Conference work in harmony with the actions and counsel of the Gulf States Conference Executive Committee. He presides at the sessions of the Gulf States Conference as the chairman of the Executive Committee and performs such other duties as pertains to this office.
Executive Secretary - The Executive Secretary is an assistant to the President. He maintains records of the Gulf States Conference and service records of employees. He keeps the minutes of the proceedings of the Gulf States Conference Executive Committee, communicates current policies, maintains correspondence with the field, and performs other duties as pertains to this office.
Treasurer - The Treasurer receives all funds of the Gulf States Conference and disburses them in harmony with the policies of the General Conference, North American Division, the Southern Union, and the actions of the Executive Committee, renders financial statements at regular intervals as may be desired by the Gulf States Conference Executive Committee, and performs such other duties as pertains to this office.
Vice President of Education – The Vice President for Education/Superintendent of Education serves as administrative officer for the K-12 educational system of the Conference, coordinates the Office of Education staff, manages the education budget, serves as secretary of the Board of Education, and recruits and employs educational personnel on behalf of the Board. The Vice President of Education also serves as vice chair of the Bass Memorial Academy Operating Board, is a member of the Administrative Committee, Executive Committee. The Vice President for Education implements items assigned by the President, and provides counsel and oversight to departments as assigned by the Administrative Committee.
DEPARTMENTS AND SERVICES
ADULT SABBATH SCHOOL DEPARTMENT
The Adult Sabbath School staff is responsible for coordinating conventions, workshops, councils, and for training local church Sabbath School personnel. The department also provides supplies and resource materials to churches, and produces Sabbath School programs for camp meetings.
ADVENTIST BOOK CENTER
The Adventist Book Center is managed by Kentucky-Tennessee Conference.
AUDITING SERVICE
The Internal Auditing staff is responsible for auditing all local church, school, and day care center financial records on a regular basis.
CAMP MINISTRIES
The Camp Ministries staff is responsible for the overall management of the programs and facilities at Camp Alamisco. These ministries include summer youth camps, church retreats, Conference employee conventions and retreats, and hosting workshops, seminars, Pathfinder retreats, and other Church and community organizations.
CHILDREN’S /SINGLE’S MINISTRIES DEPARTMENT
The Children’s Ministries staff is responsible for developing curriculum, conducting conventions and workshops, holding training events for children’s Sabbath Schools and Vacation Bible Schools, providing resource materials and programs for local church children’s ministries, assisting with children’s evangelistic meetings, and coordinating children’s programs for Camp Meeting. The Single’s Ministries staff is responsible for providing seminars, retreats, and resources specifically designed for singles.
COMMUNICATION DEPARTMENT
The Communication team is responsible to convey the voice of administration to constituents and supports departmental ministries by communicating through all available channels as needed. The department is specifically responsible for GSC Today, Camp Meeting publications, web content and design, and Gulf States Conference’s pages in Southern Tidings. The staff provides social media/reputation management, resources and training for church leaders, background support for crisis management, and promotional and audio/visual support for conference events.
COMMUNITY SERVICES DEPARTMENT
The Community Services staff conduct federation meetings, retreats, and workshops for local church leaders. The staff is also responsible for providing counsel, training personnel, and supervising church disaster preparedness and relief plans. In the case of a natural disaster, the department director coordinates and directs relief efforts.
TRUST SERVICES AND PLANNED GIVING
Development and Planned Giving personnel provide estate planning services to constituent members of the Gulf States Conference. The staff also provides a service to trustors, conducts educational training seminars on estate planning, and provides wills when the Gulf States Conference is named as a beneficiary.
EDUCATION DEPARTMENT
The Education Department administers the education programs in the Conference schools. It coordinates with Human Resource Services for the employment of teachers and other Conference staff, provides leadership to school administrators and teaching staff, employs and evaluates each school’s administration and staff. The Education Department develops education curriculum and programs to be used in Conference schools. It provides support and assistance to the schools in connection with student issues.
MINISTERIAL DEPARTMENT
The Evangelism Director is responsible for coordinating the public evangelism program of the Conference. The Evangelism Director supervises the Conference evangelistic teams, arranges for guest evangelists, coordinates area-wide crusades, approves revelation seminar and local church effort budgets, coordinates lay pastoral assistant training, assists in field schools of evangelism, and promotes evangelism.
HEALTH MINISTRIES DEPARTMENT
The Health Ministries Director is responsible for overseeing the Health Ministries activities of the Conference. Churches and schools are encouraged to conduct awareness activities, promote health emphasis week, and provide resource materials.
HUMAN RESOURCE SERVICES
The staff of Human Resource Services is responsible for developing, implementing, and coordinating policies and programs covering employee placement, wage and salary administration, orientation, training, and employee services in accordance with denominational policies and government laws and regulations.
PUBLISHING DEPARTMENT
The Publishing staff is responsible for conducting seminars, workshops and institutes for the training of publishing department leaders. The department personnel also conduct training events for beginners and career literature evangelists, promote the literature ministry in churches and at camp meetings, and develop sales tools.
STEWARDSHIP DEPARTMENT
The Stewardship staff is responsible for conducting workshops and training programs for church leaders in promoting tithing, the giving of offerings, and assisting local churches in fund-raising programs. A primary responsibility of the personnel of this department is promoting systematic giving in support of the mission of the church.
WOMEN'S MINISTRIES DEPARTMENT
The Women's Ministries Department provides resources, training, and motivation in an effort to encourage Women’s Ministries Leaders to use their talents and spiritual gifts for the glory of God in home, church, and community. The Women’s Ministries Department equips women’s ministry leaders through leadership certification, appreciation efforts, and through the coordination of ministry-encompassing church programs. The Gulf States Conference Women’s Ministry Director selects members for a working committee that meets regularly to plan and discuss department objectives such as outreach opportunities, retreats, and forums to raise the level of consciousness and awareness about the concerns of women to include victims of sexual abuse, and domestic violence. The Director partners with pastors, teachers, and other ministries departments in an effort to form a collaborative approach for education and providing opportunities for women to deepen their faith, experience spiritual growth and renewal. The Women’s Ministries Department works closely with the Northern American Division (NAD) and Southern Union Council Women’s Ministries Departments for guidance and in support of regional outreach initiatives.
ADVENTURER/PATHFINDER/YOUTH/YOUNG ADULT MINISTRIES DEPARTMENT
The Adventurer/Pathfinder/Youth/Young Adult Ministries staff is responsible for giving leadership and direction to Adventist youth committees, fostering local area youth programs, coordinating annual youth leadership conventions, and conducting seminars and youth rallies. In addition, the Youth department plan mission trips; give leadership to Adventurer, Pathfinder, Youth, Young Adult and secular campus ministries; work with youth pastors; and develop programs to involve youth and young adults in the local church. The staff is also responsible, through the help of the Pathfinder council, in conducting Pathfinder Sabbaths, investitures, inductions, evaluations, and to promote Pathfinder activities throughout the Conference which may include local seminars. Department personnel also maintain records of Adventurer and Pathfinder activities, maintain Pathfinder equipment, maintain and control an inventory of Pathfinder supplies, and develop manuals and programs on an as needed basis.
Cellular Phone-Departmental Directors
Because of the need to be able to reach Gulf States Conference departmental directors, Gulf States Conference will reimburse each director for cellular phone usage based upon needs as assessed by ADCOM (The Administrative Committee of the Conference). Exceptions may be made by the administration based on unique needs.
Christian Leadership Standard
Any Gulf States Conference worker by virtue of position is a representative of the church to the laity of the Gulf States Conference and the general public. No position is exempt from holding the high standards of our church in a spiritual, mental, financial, moral, physical and social practice. “...But be thou an example of the believers in word, in conversation, in charity, in spirit, in faith, in purity.” 1 Timothy 4:12, “...Rather, that no man put a stumbling block or an occasion to fall in his brother’s way.” Romans 14:13.
Spiritual - Time should be taken each day for prayer and Bible study, the reading of inspired literature and meditation on heavenly things/
Mental - Each worker must constantly seek for self-improvement in their professional responsibility. However, no full time worker should spend so much time in this pursuit as to detract from their current responsibilities.
Attitude - Often the attitude of church members toward the Gulf States Conference and its administration, as well as the Lord’s work in general, is quite largely a reflection of the worker’s attitude. It is, therefore, expected that Gulf States Conference workers be loyal to their employing organization. Insinuations of doubt and unfavorable and/or unjust criticism are detrimental to the Lord’s cause and should have no place in a worker’s life. A sunny, cheerful Christian attitude can be reflected throughout the entire Gulf States Conference if the workers possess such a spirit.
Appearance - Dress, like many other social customs, must have regard to time, place and occasion. What may be accepted without question as fitting and proper under one set of circumstances may be quite unacceptable in another situation. Both “acceptable” and “unacceptable” dress might be equally modest by serious Christian standards.
Hair should be groomed in good taste, shunning fads and extremes. Cosmetics and nail polish, if used, should be as close to natural as possible and not draw attention. Jewelry and showy dress should be avoided.
Workers should be careful to ensure that their dress and physical appearance is appropriate for the situation, and is consistent with the church’s standards of modesty. (Please refer to the GSC Employee Policy on Self-Adornment).
Self-Adornment: All employees of the Gulf States Conference of the Seventh-day Adventist Church are expected to live their lives in harmony with the principles of Scripture:
“Do not let your adorning be external--the braiding of hair and the putting on of gold jewelry, or
the clothing you wear-- but let your adorning be the hidden person of the heart with the
imperishable beauty of a gentle and quiet spirit, which in God’s sight is very precious.”
-- 1 Peter 3: 3,4 ESV
“But take care that this right of yours does not somehow become a stumbling block to the weak.”
– 1 Cor. 8:9 ESV
Scripture calls for a people whose hearts are submitted to God and most importantly His work within their hearts. Adornment, enhancing the appearance, especially with beautiful objects, shifts the focus from Christ’s work of adorning the heart to self. Jewelry and other adornments attract attention to ourselves, not because of what Christ is doing within, but rather what we have done for ourselves. If anything should draw attention to us, it should be Christ in us.
Therefore, employees in observing the dress code of the Gulf States Conference will refrain at all times from wearing clothing and hair styles, etc. which draw undue attention as well as outward adornment that includes necklaces, earrings and other piercings, ornamental bracelets, engagement and other rings. It is our preference that our employees also refrain from the wearing of wedding bands; however, those who feel convicted to do otherwise are requested to follow the admonition below:
The wearing of a simple wedding band is a matter of conscience and personal conviction between a husband and wife as some feel that the absence of a wedding band suggests impropriety to those whom we are trying to reach with the Gospel [As implied by a statement of exception in the Seventh-day Adventist Church Manual, Revised 2005, pg. 177].
However, employees, especially pastors, should be conscientious of their witness, and as with all Christians, strive to avoid being a stumbling block to others (1 Cor. 8:9). Pastors, in deciding whether or not to wear a simple wedding band, should respect the culture of their particular congregation.
Recreation - Recreation should be of an uplifting type that will help the worker be a more valuable asset to the proclamation of the Gospel. Activities which are not consistent with the Christian lifestyle should be avoided.
All functions sponsored by the church and Gulf States Conference should be beyond reproach so as not to cause someone to stumble in their Christian experience.
Sidelines - Individuals elected or appointed to leadership positions have a greater responsibility to refrain from any side line, business or activity, either denominational or extra-denominational which has the effect of diminishing their influence and/or infringing on the time and efficiency of the work to which they are assigned. Those who are expected to work only for specific time periods on a regular schedule are exempt except that they must not spend Gulf States Conference time on personal enterprises or deal in occupations outside of Adventist Christian standards.
Soliciting Personal Gifts - Workers shall not in any way seek or solicit personal gifts from our people. When it is necessary for workers to discuss their financial affairs, this should be done with the Gulf States Conference rather than with the members of the church. Personal advances and check cashing should never be taken from the local church offerings.
Conference Membership List
The Executive Committee of the Gulf States Conference grants permission to the conference administration to authorize any church organization (Listed in the SDA Yearbook as an institutional entity of the Seventh-day Adventist Church) a one-time research/usage access to the Adventist membership list of the conference. Any additional requests must be brought back to the Executive Committee for its review and approval.
Conference Office Hours, Worships & Holidays
Office Hours
The Conference office operates on a 38-hour week with office hours to the public as follows:
Employees- Monday through Thursday 7:30 a.m. – 5:30 p.m.
General Public- Monday through Thursday 9:00 a.m. – 5:30 p.m.
Office Worship Schedule
1. Monday- Worship on Mondays begins at 8:30 a.m. Employees are required to attend Monday morning worship if their work schedule includes the 8:30 a.m. time. The worship period is designed to encourage a spirit of loyalty and devotion to the Lord, to assist in creating a spiritual atmosphere, and to provide fellowship and the opportunity to disseminate vital information.
2. Tuesday through Thursday-The worship period is Tuesday through Thursday begins at 8:30 a.m. Employees who attend worship on these days must be at their workstations no later than 9:00 a.m.
Holidays
New Year’s Day, Martin Luther King Jr., Memorial Day, Independence Day, Labor Day, Thanksgiving day (plus Friday), Christmas Day (plus Christmas Eve).
Part-time workers are not eligible for vacation accrual or paid holidays.
Conference Office Policies
Confidential Information - Many times information is disclosed in the office which is of a strictly confidential nature. Care should be taken to protect yourself and the organization by not passing on this type of information to family or acquaintances unless authorized to do so.
Dress Code - Men and ladies are requested to dress in accordance with Christian and professional standards of office attire. Ladies dresses and dress pantsuits are considered acceptable attire. Colorful cosmetics and jewelry should be avoided. Hair should be groomed in good taste, shunning fads and extremes. Men are requested to wear dress pants and a shirt with a tie.
Grievances - Employees may report complaints and grievances to their immediate supervisor. Aggrieved employees should review the Employment Conciliation and Dispute Resolution Policy & Procedures. General Policies -Section 2000- Policy #________
Meals and Breaks - The normal lunch period of half an hour each day Monday through Thursday is allowed. The Conference recognizes that secretaries are allowed two 15-minute break periods, one in the morning and one in the afternoon.
Office Neatness - Every employee is responsible for cleaning up after each job performed, especially in the work room. All unused paper and materials should be put back in the proper place. Departmental materials should be stored in the respective office or storage room area.
Personal Business - Friday afternoon is recognized as a time when office personnel may care for personal business, such as hair appointments, doctor appointments, business appointments, etc. Exceptions to this by secretarial staff should have prior approval through their departmental director.
Position Availability - When a secretarial opening occurs in one of the departments, the secretaries are encouraged to apply for the position if they feel better qualified for the new job. An interview will be held with the Office Manager and Departmental Director. Application for the opening will not jeopardize their present position.
Resignation/Dismissal - Office personnel are expected to give at least two weeks’ written notice of resignation. In this way the Conference has an opportunity to secure a replacement, and the individual may leave without prejudicing their opportunity of re-employment. An exit interview will be conducted by the Office Manager to discuss reasons for termination and to obtain any final suggestions from the employee.
Suggestions - We encourage suggestions for any improvements. Give your written suggestions to the Office Manager or ask to discuss them personally.
Telephone - The telephones are for business use. Personal telephone calls should be kept to a minimum and of limited duration. Church members and other friends who call and linger too long on the phone should be graciously reminded that your duties call you back to work.
Time Off - If a secretary finds it necessary to be absent from work, they must obtain approval from their Departmental Director and inform the Office Manager or the Assistant Office Manager. A telephone call to the receptionist is not sufficient. It is imperative that the Conference officers or receptionist know the whereabouts of its employees at all times, as cases of emergencies arise from time to time. Department Directors should inform their secretaries as to their whereabouts or the receptionist in the absence of their secretaries.
Receptionist Backup - Each secretary is assigned a day to be a telephone backup. It is their responsibility to make arrangements so that the receptionist can have a break during the day as needed.
Kitchen Use - Employees may use the kitchen facilities as long as they wash any dishes they use and clean counters and table after use. Items in the cupboards, stored in the refrigerator or left on the counters such as potato chips, cookies, margarine, salad dressing, ketchup & other condiments that are not marked are assumed for general use.
Certain items stored in the cabinets are for office group/committee meal use. Please check with the secretary for the President and the Executive Secretary before using such food/drink items.
Please check weekly to ensure your items have not spoiled and dispose of items properly.
Audio/Visual Equipment - Evangelism equipment should be checked out with the Ministerial Department. All other equipment should be checked in and out with the Assistant Treasurer.
Keys - Keys to the building/warehouse/vehicles should not be made for anyone including family members unless authorized to do so by the Assistant Treasurer.
Safety & Security - Refer to “General Office Information” sheet from Conference Treasurer/Office Manager.
Computers – Refer to Computer and Software Use. General Policies -Section 2000- Policy #___
Departmental Budgets - Each departmental person will be given input for the annual budget. Once set it will be the responsibility of each departmental person to monitor compliance by staying within the expenses and collecting the money shown as income. The Treasury Department will assist as needed.
Flex Time - Because of children’s schedules and other needs flex time will be allowed with a half an hour deviation from the normal starting and one-half hour of the stopping time. A 30-minute lunch period will be required with no pay. You may take an extra 30 min for lunch and make up for the time i.e. (5:30-6:00) Monday morning worship is report time for all departments and everyone will be required to attend for any general announcements and instructions.
Remuneration Philosophy and Plan
Objective - The Seventh-day Adventist Church has accepted the commission given by Jesus Christ to His disciples to proclaim the gospel to all the world. The church employs many agencies to accomplish its spiritual task, but all of its organizations (Conferences, schools, health care institutions, food factories, publishing houses, radio and television ministries, Adventist Book Centers, etc.) have one central objective-the salvation of man. Because of this, every denominational employee has a responsibility to participate in the mission of the church.
Philosophy - To provide a basis for the remuneration of various classes of employees a denominational remuneration scale has been adopted. The philosophy of this remuneration scale is predicated upon the fact that a spirit of sacrifice and dedication should mark God&’s workers irrespective of the position they hold or the department they represent. The work of the church, including every denominational organization, is a mission to which lives are dedicated rather than a business or commercial venture. The church remuneration scale does not always compensate its dedicated employees in monetary units commensurate with their talents, accomplishments, and contributions, but does provide employees with a modest living income, giving recognition of responsibilities, preparation undertaken, professional attainment, previous experience, and years of service. In addition to basic remuneration the Church has also made provision for certain allowances.
Spirit of Sacrifice - The church believes that modesty and good taste with reasonable comfort will govern the lives of Christian workers. It recognizes that some areas of its work are more directly affected by economic factors outside of the church organization than are others. The spirit of sacrifice on the part of the Adventist employees will be manifested not only by the level of their financial remuneration but also by the dedication of time and energy to the cause of God and humanity. Men and women who labor in the cause of the Adventist church are to be employees of single purpose and allegiance. With Paul the great missionary of the early Christian church, they say, “This one thing I do.”
Commitment - The church philosophy of remuneration was developed on the scriptural and spiritual imperative “Give us this day our daily bread.” It is a plan which provides income for the needs of individuals who believe that God blesses the spirit of selfless service and who believe that the Seventh-day Adventist church has a worldwide mission. The philosophy, from its inception, has anticipated that in addition to the contribution of time and talent, a Seventh-day Adventist employee will also, from his modest remuneration, return a faithful tithe and give voluntary gifts. Because of this philosophy all denominational employees in the Seventh-day Adventist Church are regarded as church employees calling for commitment and sacrifice.
Nondiscrimination - The Gulf States Conference has a basic policy of not discriminating as to remuneration on the basis of race, sex, age, national origin or color. If considered in the light of these principles, the remuneration policy of the Seventh-day Adventist Church will be seen to be in harmony with the spirit of nondiscrimination, equal pay, and other requirements, as well as being in conformity to the teachings and beliefs of the church.
Basic Remuneration Plan
The Basic Remuneration Scale -- A remuneration scale for the North American Division based on such considerations as education, experience and responsibility, provides minimums and maximums expressed in percentages of the remuneration factor (rounded to the nearest dollar.) It incorporates basic income rates for various categories of services, with recognition of the responsibility inherent in each position or category.
A spread between minimum and maximum rates in the various categories of from ten to thirty percent has been incorporated in the remuneration scale. In setting rates within this spread, employing organizations should take into consideration the following factors with respect to each worker:
Preparation, education, and dedication.
Previous experience and achievement.
Years of experience.
Remuneration Increments -- The arrangement of the remuneration scale provides separate listings for the various types of organizations. The advisability of a regular plan of increments is recognized. In order to provide a reasonable degree of uniformity in the area of remuneration increments, it is recommended that the employee’s remuneration may ordinarily be at the maximum for his category after the completion of five or six years of regular full-time service.
Three principles are applicable with respect to increments:
Departures from the strict application of the time schedule for increments may be made in
recognition of special skill and/or exceptional productivity, or the normal period of achieving
the maximum rate may be extended if lesser ability and rate of growth so indicate.
The rates for administrative and executive personnel may be set without regard to the
established increments schedule.
Professional certification may be a requirement to reach the maximum of certain categories.
Remuneration - The remuneration rate assigned to each worker is designed to meet his requirements for all living allowances, including salary, housing, utilities, auto depreciation and insurance, telephone and professional allowance.
In addition to the remuneration rate, the worker may under conditions described in the respective policy receive the following:
Health care assistance.
Scholarship grants on behalf of dependent children (not applicable to hourly or part-time personnel).
Additional auto insurance (only for those required to drive on a regular basis).