Operational Policies and

Procedures Manual

TABLE OF CONTENTS
Introduction to C-NET+
Vision .
Mission ...
Guiding Principles ..
Organizational Structure and Organigram ..
Employee Responsibility General ..
Employee Records ..
Performance Appraisal
Dress Code ..
Illegal Drugs and Alcohol ...
No Smoking ..
Communication .
Staff Allowances and Salary Advances
Fraternity ...
Conflict of Interest
Assets and Property Use and Protection ...
Employee Discipline .
Grievance and Appeal ...
Equal Treatment of Employees .
Visitors ..
Stolen Property ..
Compensation Practices
Vacation, Holidays and Leave of Absence ...
Sick Leave and Maternity .
Termination of Employment .
Training .
Jury Duty and Voting
Emergencies ..
Honorarium ...
Social Events .

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ABOUT CNET+
Twenty-seven years after the first case of HIV was diagnosed in Belize, the country has made
notable strides in preventing and combating the effects of the epidemic in Belize. Efforts have
been made in addressing the treatment, care and psychosocial needs of PLHIV. Improved
provision of antiretroviral medications, nutritional support and initiatives to address stigma and
discrimination are indicative of a response that has grown over the years. The Global Progress
Report for Belize 2012 indicates that the country has made some progress in including key civil
society organizations in the response to HIV. Most notably is the creation of the network for
and by people living with HIV, C-NET+.
C-NET+ is the first and only NGO by and for persons living with HIV has been actively involved
since its establishment in 2011. Having had its conception among a group of concerned
persons living with HIV who believed that it was time for them to play a more significant role in
the response to HIV, C-NET+ has grown to become a highly successful and influential partner in
the national response to HIV in Belize. With the support of key partners such as the National
AIDS Commission, USAID/PASCA, USAID/PASMO, AMFAR, UNAIDS, Global Fund, US Embassy
and REDCA+ among others, C-NET+ has been successfully implementing projects in 3 main
areas. These programs include nutritional support; educational scholarships and home care
visits. Through a referral process, C-NET+ provides food parcels and poverty alleviation projects
to improve the quality of life of persons with HIV. Through REDCA+ PLHIV receive scholarships
for primary, secondary, vocational and tertiary level education. Persons living with HIV have the
opportunity to complete their formal education or choose job skill training so that they have
the necessary tools to be self-sufficient, thus improving the quality of their lives and
contributing to the mitigation of poverty in Belize. In addition, C-NET+ provides home-based
care and conducts home visits, offers peer counseling and emotional support for people living
with HIV and their families.C-NET+ is now at a critical juncture in its development as it seeks to
strategically scale up its programs and expand the level of services offered to its clients. CNET+, therefore, engaged its members in a comprehensive and participatory process to develop
its first-ever 3-year Strategic Plan, which outlines 3 priority areas:
Priority Area 1: Prevention
Priority Area 2: Greater and More Meaningful Involvement of Persons living with HIV
Priority Area 3: Institutional Strengthening and Sustainability
With the presentation of this Operational Policies and Procedures Manual CNET+ emphasizes
its commitment to strive to be a well founded, productive and effective organization providing
quality services to all persons living with HIV and their families in Belize.
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A Vision, Mission and Core Guiding Principles guide CNET+, the Collaborative Network of
Persons living with HIV in Belize:

VISION:
C-NET+ is a vibrant internationally recognized network of empowered and enabled persons
with HIV improving the quality of life of all persons with HIV in Belize in an environment that
promotes Human Rights, and is focused on providing quality services and support to persons
with HIV in Belize.

MISSION:
To improve the quality of life of all persons living with HIV in Belize by promoting positive
health dignity and prevention, Human Rights, effective legislation, monitoring universal
access and advocating for the greater and more meaningful involvement of persons with HIV
in decision making processes through the establishment of a self sustained and empowered
network of persons with HIV in Belize.

GUIDING PRINCIPLES:
Self-Determination and Empowerment
Greater and More Meaningful Involvement of Persons Living with HIV
Zero Tolerance for all forms of Discrimination
The pursuit of human rights
Respect for Diversity
Gender Equity and Gender Equality
Client-Centered Approach and Confidentiality
Collaboration and Cooperation
Shared vision and values
Democracy in decision-making
Transparency and Accountability
Good Governance

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ORGANIZATIONAL STRUCTURE AND ORGANIGRAM

A Board of Directors governs C-NET+ in accordance with its Articles of Association (2011). The 3
9 member Board is elected at the Annual General Assembly and they are expected to serve a
3-year tenure. The Articles of Association stipulates that C-NET+ is based on its affiliate
memberships and is organized by the following structure:
1.)
2.)
3.)
4.)

Affiliated Members
Board of Directors
Secretary
Advisory Committee

Presently there are 9 Directors on the Board. The organization is in the process of selecting its
Advisory Committee. The new strategic plan stipulates the appointment of 3 sub-committees
from within the Board of Directors namely: Resource Mobilization, Monitoring and Evaluation
and Advocacy Committees. The Chairpersons of each committee is selected from among the
Board members. However, other members that are not on the Board can be invited to sit on
these committees. To date C-NET+ has 172 registered members. One of the key priorities of the
new strategic plan is the application of innovative ideas to strengthen the network.

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PERSONNEL POLICIES
1.

EMPLOYEE RESPONSIBILITY GENERAL

1.1 Confirmation of Appointment

Successful completion of the probationary period includes the attainment of a
reasonable working knowledge of the assigned tasks as presented in the employees job
description and satisfactory work aptitude and attitude.
Upon successful completion of the probationary period the employee is considered to
be confirmed and will be notified in writing by the Executive Director.
1.2 Personal and Professional Conduct
C-NET+ expects that its personnel will conduct themselves professionally and personally
in a manner that will enhance the organizations image in the public forum. Employees
are required to be of good conduct, appear clean and neatly dressed in and about the
office as far as is practical. Personnel are expected to maintain cordial working
relationships with co-workers and those conducting business with C-NET+.
While it is not C-NET+s intent to interfere or prevent employees from engaging in
outside employment, it is expected that employees engaging in such activities consider
the matter before making a commitment. C-NET+ full-time personnel are expected not
to undertake employment or participate in activities, which would either hinder full
performance of their duties or would place them in a position of conflicting interest with
C-NET+.
Honesty is required when personnel have access to or are authorized to use C-NET+s
property, supplies, funds, etc. Any employee found to have stolen the Organizations
property, embezzled funds, or assisted others in such activities is subject to immediate
discharge along with the loss of all benefits. In addition, criminal prosecution may also
be instituted.
All employees are expected to remain alert to the possibility of theft and to report any
suspected activities to their supervisors. Confidentiality will and must be respected.

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1.3 Attendances, Working Schedule and Punctuality

1.3.1 The normal workweek for all full-time employees consists of 30 hours, and the
hours of work are from 9:00 a.m. until 4:00 p.m. It is recommendable that staff
members should be at work at least ten (10) minutes before the start of the
workday). The workweek is from Monday through Friday, with a lunch period of
one hour daily. These hours may be adjusted to better suit the situation of each
individual as long as the workday stays at 6 working hours.
1.3.2 In the event that the Organization entertains and/or hosts official visitors, or
holds seminars and workshops, it is expected of all staff to make themselves
available as required.
1.3.3 All employees whether full or part-time, records of absences and vacations will
be kept by the Organization.
1.3.4 If an employee must leave the office on official business, the supervisor must be
informed of the reason, location of business and approximate time of return of
the employee.
1.3.5 If an employee must leave the office on personal business, the supervisor must
be informed of the nature of the business and approximate time of return of the
employee.
1.3.6 Complying with the working hours schedule and maintaining good attendance
are necessary so that C-NET+ can plan and conduct its business with minimum
disruptions. Habitually late and or absent employees will be subject to
disciplinary actions.
1.4 Overtime Hours
No overtime compensation will be paid to employees. Employees may sometimes be
required to work overtime when deemed necessary by the Executive Director. Other
forms of compensation may be considered such as days off for accumulated hours of
overtime. The Executive Director makes this decision.

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2.

EMPLOYEE RECORDS
2.1 A Personnel File will be maintained for each full-time and part-time employee at CNET+s Offices. Their file shallinclude, where applicable, information such as:
-

3.

Applications and resumes

Information obtained from reference checks.
Medical report of work restrictions
School diplomas and/or transcripts
Employee job description
Performance appraisal report
Payroll and salary records
Letters and memos of commendation or complaint
Probation record (and relevant memos)
Record of participation in educational programs
Termination report (if applicable)

2.2

The information contained in any employee file is classified confidential. The

contents may be made available to the respective employee at his or her
request. Any inquiry received by the Organization from an outside agency
regarding an employee will be answered only after the consent of the employee
has been obtained.

2.3

When the services of an employee is terminated, his personnel file will be

removed from the active file and placed in an inactive file for a period of five (5)
years, after which it will be destroyed.

PERFORMANCE APPRAISAL
3.1

Each employee shall be given a formal appraisal of performance by the Executive

Director at least once a year, based on the hiring date. The Executive Director
will be given an appraisal by the Board of Directors or appointed members.

3.2

A performance appraisal will also be conducted at the end of an employees

probationary period (as specified in his/her job description).

3.3

When an employees performance is considered unacceptable in any of the

established performance standards or tasks (in the job description), the
supervisor will recommend remedial action which may include: training,
reassignment, demotion or termination of an employee. Any employee receiving

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an
unacceptable rating after his/her probationary period may be given an
opportunity to bring his/her performance to an acceptable level.
4.

DRESS CODE
A professional image is key for our credibility with the community we work with, our
associates and allies, including the beneficiaries, volunteers and general public.
Therefore it is of great importance to maintain a clean and respectable appearance.

5.

4.1

The guidelines for appropriate dressing include: no clothes that reveals too
much, no clothing with offensive words printed on them and no nudity.

4.2

Employees that come to work with inappropriate clothing will be sent back to
change to more-appropriate attire suitable for the work place.

4.3

Volunteers and other members that come to work or spend time (apart from
accessing services) are required to abide by the dress code.

ILLEGAL DRUGS AND ALCOHOL

C-NET+ realizes that it has the responsibility to help provide a safe and productive
workspace for all its employees, volunteers, members and clients. The use of illegal
drugs can affect the productivity and efficiency of the employees, place at-risk the
security of coworkers and the general public, damage the reputation of C-NET+ and its
employees and violate laws. For this reason we have developed this policy to deal with
persons who use drugs or alcohol and the effects to C-NET+ and its employees.

5.1

Alcohol
The possession, consumption, buying and selling of alcohol is strictly prohibited at CNET+s premises
Under specific circumstances there can be exceptions to this policye.g.Fundraising
Events for C-NET+ and approved Social Functions of the organization or store alcohol at
its premises for future activities.
The fact that CNET+ allows the consumption of alcohol during these activities does not
mean that the organization promotes or condones the abuse of alcohol on its premises.

5.2

Illegal Drugs
Illegal drugs refers to controlled drugs and substances that 1) cannot be obtained
legally. These include cocaine, marijuana and prescription drugs that cannot be obtained
legally.

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The use, purchase, selling, transfer, possession and being under the influence of illegal
drugs are prohibited on the premises C-NET+. This includes employees conducting work
related activities on behalf of CNET+ outside the premises of the organization which
may affect the ability of employees to continue performing their work or can damage
C-NET+ and other employees reputation.
5.3

Violation of policy
Any violation of this policy is a motive for disciplinary action that can include
termination.
It is recommended that employees voluntarily seek assistance if they have an alcohol or
drug problem before an accident or incident occurs at C-NET+. C-NET+ has a policy to
support employees with alcohol or drug problems provided they are willing to accept
that they have a problem and are prepared to seek and receive assistance.

6.

NO SMOKING
Due to the hazards and risk scientifically known that are caused by the consumption of
tobacco and second hand smoke C-NET+ has a smoke free work area for employees,
beneficiaries, volunteers, visitors, consultants, etc of the organization.

6.1

The consumption of tobacco is strictly prohibited inside of C-NET+s office, vehicles and
the near-surroundings of the premises. A designated area outside of the premises may
be assigned for smokers.

6.2

This policy applies to all employees, and non-employees of C-NET+ who visit or use the
premises of the organization (beneficiaries, visitors, volunteers, consultants etc.)

6.3

Any breech of this policy will be addressed in an appropriate manner and disciplinary
actions including the possibility of termination.

7.

COMMUNICATIONS

7.1

Telephone Use
Staff members of C-NET+ shall have access to telephone facilities and other
communication facilities for official business only. The use of the telephone for personal
calls under emergency situations shall be limited. Abuse of the organizations
communication facilities can result to staff member(s) being charged at the official rate
of the telephone company.

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7.2

Official Letters/Memos To Staff

All official letters and memos to staff for purposes such as disciplinary actions,
termination of services, promotions etc must be done on the organizations letter head,
signed by the Executive Director or his/her designate, and a copy placed in the staff
member personnel file.

8.

STAFF ALLOWANCES AND SALARY ADVANCES

8.1

Staff traveling for more than three (3) hours and more than five (5) miles from place of
employment in the performance of work duties are entitled to an allowance. Travel
expenses and an allowance will be provided according to the breakdown below.
Certified transportation expenses and properly receipted bills must be submitted. The
claim form must be certified correct by the supervisor before submitted to the accounts
department for payment:
3-5 hours (inclusive of the lunch hour) = travel expense + $10.00 allowance
6-12 hours = travel expense + $20.00 allowance
12 hrs+ or overnight = travel expense + accommodation + $30.00 allowance

8.1.1 It may become necessary to revise the above from time to time. All such revisions will
be communicated to the staff concerned by an administrative memo.
8.2

Salary Advance

8.2.1 A staff member must be working with the organization for a minimum of two (2)
years, in order to be considered for an advance in salary NOT EXCEEDING FIFTY
PERCENT of a his/her monthly salary. However, extreme cases such as death or illness
may be considered depending on the level of eligibility. No employee will be entitled
to more than two (2) advances per annum. (Dependent on availability of funds)
8.3

Staff Loans

8.3.1 A staff member must be working with the organization for a minimum of two (2) years,
in order to be considered for a staff loan. Eligible staff shall be considered once per year
for a loan, which should not exceed the total of two (2) months salary. A five (5%)
percent interest will be charged on every loan. Loans should be repaid based on a
payment schedule agreed upon with the Executive Director. (Dependent on availability
of funds)

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9.

FRATERNITY

9.1

Relationship among supervisors and/or employees

C-NET+ prohibits the development of sexual relations among its full-time employees. In
the same way C-NET+ prohibits the assignment of work that involves direct supervision
among kindred or romantic partners.
In case a relationship is developed among full-time employees, one of them will be
required to resign. If an agreement is not reached between the couple as to who should
resign, both will be required to resign.

9.2

Relationships among Employees and Clients

C-NET+ prohibits that employees establish a romantic/sexual relationship with
clients/beneficiaries.
In case a relationship is developed with any of the above-mentioned, the employee will
be required to leave the organization.

10.

CONFLICT OF INTEREST
Executive, professional and technical staff members will be expected to sign the
associations Conflict of Interest Declaration form annually.
Staff members are urged to ensure that when engaging in activities outside of C-NET+,
especially consultancy/part-time employment etc., that such activities are not in conflict
with the organizations mission, vision or work.

11.

ASSETS AND PROPERTY USE AND PROTECTION

11.1

Computers/Photocopiers/LCD Projectors etc.

The Executive Director or the Officer Administrator (when the Executive Director is not
present) must approve the use of these assets for personal benefit by staff members.
Any costs, such as rates and cost of paper and ink, associated with use must be borne by
the respective staff member.
The use of such assets by staff for personal benefit is a privilege granted to staff and
should in no way be considered a right. Staff granted such privilege has the sole
responsibility for the protection and security of such asset. Where use conflicts with the
interest of the organization the Executive director shall terminate such use.

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11.2

Vehicle
Motor vehicles owned by the organization are solely for the performance of its business.
The use of such vehicles for personal benefit, except where stated in a written contract,
will not be allowed. Where the situation warrants it, and the Executive Director
determines that the interest of the organization will be served, personal use of C-NET+s
vehicles may be permitted. Staff member afforded such privilege should be made
aware that they are responsible for costs incurred in the operation of that vehicle
including repairs for damage.
Under no circumstance will staff members be allowed to utilize the organizations
vehicles for their personal profit business ventures.

12.

EMPLOYEE DISCIPLINE

12.1

Disciplinary Procedures (These procedures are in accordance with the Labor Laws of
Belize)
When the conduct of any employee warrants disciplinary action in the opinion of a
supervisor, that supervisor may employ the following measures:
1.

Oral Warning:
This measure is employed in cases of minor and isolated offenses.
appropriate note should be made in the employees personnel file.

An

2.

Written Warning:
This measure is employed if in the opinion of the supervisor, the offense requires
more attention than an oral warning or if the employee has been warned orally
for a similar offence. A copy of the letter should be placed in the employees
personnel file, which is signed by both Executive Director and the employee.
That copy must also include the employees comments on the matter if he/she
chooses to do so. Two written warnings within a twelve-month period will be
grounds for dismissal

3.

Suspension without Pay:

For major offenses or where necessary, during the investigation of an employee,
he/she may be suspended from work without pay, combined with any other
disciplinary measures described herein. The authority to suspend from work
without pay rests with the Executive Director and the Board of Directors. In the
case of an investigation, if the employee is not found to be at fault, he/she will
be reimbursed lost wages and all records concerning the matter will be made to
reflect his/her innocence.

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13.

4.

Demotion
If in the opinion of the Executive Director an employee will not be able or should
not continue to function in the position, grade and salary he/she presently holds,
due to the employees own fault or misconduct, the Executive Director may
demote that employee. C-NET+, through the Executive Director, reserves the
right to reinstate demoted employees on discretion.

5.

DISMISSAL
Dismissal may be effected when all other measures are exhausted or may not be
suitable for the case. In such a case, the Executive Director or the Board of
Directors will coordinate the procedures.

GRIEVANCE AND APPEALS

13.1

Informal Procedure
C-NET+ recognizes the right of all employees to express dissatisfaction or
complaints against working conditions or other work related matters.
The filing of a formal grievance should be done only if the supervisor and the
employee are unable to resolve problem or complaints through informal
discussions. Whenever possible, C-NET+ expects supervisor personnel and the
employee as part of their developmental process, to resolve problems amicably
and informally, since formal procedures may cause a loss of productivity and
strained working relations

13.2

Formal Procedure
Should any employee have a grievance with regard to his/her employment,
he/she is encouraged to put this in writing to the Executive Director or the Board
of Directors (if the complaint is against the Executive Director) who will give
consideration to the complaint and answer and/or discuss it with the concerned
employee and any other party concerned, within three (3) working days of
receipt of the written complaint.
If the employee is not satisfied, after discussion with the Executive Director
he/she then brings the grievance to the attention of the Board of Directors. This
is done through the Executive Director.
In order to make a decision on the matter, the Board will require a clear
statement of the fact from the Executive Director, and may also require the
aggrieved party to attend the meeting to clarify his/her position. The Board will

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then render its decision in writing, generally within one working day of the
meeting. This decision represents the final decision of C-NET+

14.

EQUAL TREATMENT OF EMPLOYEES

All employees will be treated will equal respect, allowed equal opportunities and will be
subjected to the prescribed course of discipline, when necessary, regardless of sex,
sexual orientation or ethnicity.
14.1

Sexual Harassment

Sexual harassment is defined as any unwelcome sexual advances, requests forsexual

favors, sexually motivated physical contact and other verbal or physical conduct, or
visual forms of harassment of a sexual nature when submission to such conduct is either
explicitly or implicitly made a term or condition of employment or is used as the basis
for employment decisions, or when such conduct has the purpose or effect of
unreasonably interfering with an individual's work performance or creating an
intimidating, hostile or offensive work environment.
Sexual harassment is a general term and includes more than overt physical or verbal
intimidation. It can occur among co-workers as well as from supervisors or managers.
Lewd or vulgar remarks, suggestive comments, pressure for dates or sexual favors and
unacceptable physical contact are examples of what can constitute harassment. It is
important to realize that what may not be offensive to one employee, may be offensive
to other employees.
All employees are expected to know the procedure to follow if sexual harassment
occurs so that the problem can be corrected quickly and effectively. Any employee who
believes he or she has been subjected to sexual harassment or has any knowledge of
such behavior should report it at once to his/her supervisor or the Executive Director
and if needs be to the Board of Directors. This report could be verbal and/or written.
Employees are subject to the Sexual Harassment Act and may have may have to respond
accordingly if there is reasonable cause to believe they are involved in sexual
harassment in the workplace.
14.2

HIV/AIDS

C-NET+ does not discriminate or tolerate discrimination against staff or job applicants
on any grounds, including HIV status. HIV-positive employees will be protected against
discrimination, victimization or harassment. C-NET+ disciplinary and grievance
procedures will apply equally to all employees.
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No employee will suffer adverse consequences, whether dismissal or denial of

appropriate employment opportunities, merely on the basis of being HIV-positive. CNET+ will not in any way discriminate against staff on the basis of actual or perceived
HIV/AIDS status.
C-NET+ rejects testing as a prerequisite for employment, access to training or promotion.
C-NET+ will treat staff that are infected or affected by HIV/AIDS with empathy and care.
C-NET+ will provide all reasonable assistance, which may include counseling, time off,
sick leave, and family leave. Furthermore, C-NET+ will make every arrangement
possible for the infected staff to access the available medical care being offered through
the public health system.
It is the policy of C-NET+ to respond to the changing health status of staff by taking
reasonable accommodation(s) in the workplace for those infected with HIV. Staff may
continue to work as long as they are able to perform their duties safely and in
accordance with accepted performance standards. If an employee with AIDS is
unable to perform his or her tasks adequately, his/herSupervisor must resolve the
problem according to the organizations normal practices on poor performance.
Staff living with HIV/AIDS will be treated no less favorably than staff with any other
serious illness/condition in terms of statutory and organizational benefits,
compensation, and other available services.
In the case of employment, training and promotion opportunities, preference will be
given to persons living with HIV who possess the qualifications and fill the necessary
criteria. For Board and membership purposes, persons must be persons living with HIV.

14.2.1 Confidentiality and Disclosure

C-NET+ encourages a supportive work environment in which staff can discuss HIV/AIDS
openly, including their own experiences living with HIV/AIDS. Where staff discloses that
they or a family member is living with HIV/AIDS to a Supervisor, Counselor or other
member of the Management Team, the confidence will be respected to the degree
requested by the staff member.
Staff members are not obliged to disclose their HIV status to C-NET+ Management,
Counselor or colleagues.
Any information relating to the HIV status of any staff member that is known by CNET+s management will be treated as strictly confidential and may not be disclosed to
anyone without the permission of the individual concerned.
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Breach of confidentiality may result in IMMEDIATE TERMINATION.

14.3

Sexual Diversity

C-NET+ respects the right of individual to choose and therefore does not discriminate or
tolerate discrimination against staff or job applicants on any grounds of sexual diversity.
C-NET+ encourages a supportive work environment in which staff can operate and
perform to his/her maximum capacity without feeling threatened, intimidated or
violated due to his/her sexual orientation.
Any employee who believes he or she has been subjected to discrimination or
harassment or has any knowledge of such behavior should report it at once to his/her
supervisor or the Executive Director and if needs be to the Board of Directors. This
report could be verbal and/or in writing.
15.

VISITORS
Visitors for official business are always welcome but personal visiting should be
discouraged and if necessary must be brief.

16.

STOLEN PROPERTY
C-NET+ will not reimburse nor will cover expenses if personal property is lost or stolen
at the work place. Because the organization is not liable for any lost or stolen property,
it is the responsibility of the employees to safeguard their belongings by not leaving
objects of value on their desk or other safe place that doesnt have a key. Any stolen
object should be reported to the Executive Director or the Office Administrator so that
an investigation can be carried out.

17.

COMPENSATION PRACTICES
17.1.1

Salaries will be paid once monthly, no later than the last day of each month
dependent on the availability of project funds

17.1.2

Full-time Employees will receive their monthly gross salary payment minus
government income tax if they qualify or other government authorized
deductions (i.e. social security contribution)

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17.1.3

Salary increases will be determined once a year to coincide with the

employment date of staff members subject to the following:

17.2

Annual job performance evaluations of each employee

Promotion of an employee to a position of greater
responsibility
Availability of funds.

Compensatory time
17.2.1 This policy applies to employees who are not compensated for working
overtime, travel during evenings or weekends, etc. Whenever such
employees are required to work or travel unusually long hours over time
they may be granted compensatory time off. In granting such time off,
the needs of C-NET+ shall be considered. Supervisors shall extend every
consideration to employee, whose contributions are recognized and
appreciated.
17.2.2 Compensatory time shall be calculated as one-half of the time spent, not
to exceed a total time of ten working days per annum.

RECRUITING, HIRING, AND PROMOTONAL PRACTICES

RECRUITMENT
When a vacancy arises at C-NET+ it will be advertised in the newspaper or announced in
some other medium of communication (emails, internet, social media) with the
important functions of the job described. All applicants on or before the deadline must
submit a completed C-NET+ job application form. Three personal references are
required, and will be verified
Depending on the type of position open and the labor market, recruiting efforts may be
local or expanded. Priority will be given to applicants who are HIV positive and have the
necessary qualifications and requirements.
All applicants for non-professional functions will receive at least one interview by the
Executive Director and the intended supervisor. All applicants for professional positions
will be interviewed and appointed by the Executive Director (who may request a
member of the board and/or a member of staff to sit on a panel.)

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23.2

HIRING

23.2.1 The following steps are standard at C-NET+ in selecting employees:

Step 1: Applications will be solicited from persons having the potential to fill the
vacancy. These applications will be checked, references verified, screened, ranked and a
candidate list drawn up.
Step 2: Candidates who make the list will be interviewed at least once until the
recruiting officer(s) decide on one person to fill the position, a second choice if
necessary and possible, a third choice
Step 3: The person selected to fill the position will be given a letter of employment
offer, which will include, date of commence work, salary, length of probation, and
details of job description. The person at second/third choice must be advised of their
standing and in the event that an agreement cannot be reached with the first choice
applicant, the offer should be made to the second/third choice applicant or reopen for
application
The person selected to fill the position will be notified by letter of the starting date of
the probationary period of employment, and the starting salary. The prospective
employee is required to return a letter of acceptance.
All persons selected to fill full-time posts after the probation period must sign and
Memorandum of Understanding with the organization.

18.

VACATION, HOLIDAYS, AND LEAVE OF ABSENCE

18.1

Vacation Leave
18.1.1 The basic annual vacation entitlement for senior staff is 21 working days.
Fourteen vacation days must be taken each year. In the case of support
staff annual vacation entitlement is 15 working days.
18.1.2 The employee must work at least 6 months before vacation time is
requested. Entitlement is for period worked.
18.1.3 At the beginning of each calendar year, employees shall submit leave
timepreferences to the Executive Director for approval. The Executive
Director will approve operational requirements of the staff members
responsibilities.

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18.1.4 If employment is terminated, unused leave shall be paid in a lump sum.

18.2

Public Holiday
All public holidays recognized by the Government of Belize will be recognized by
the Organization. A list of holidays will be prepared in January for each year and
distributed to all staff members.

18.3

Leave of Absence

18.3.1 Casual Leave

Employees are permitted five (5) days casual leave within a calendar year.
Personal casual leave may not be accrued from year to year. These are allowed
on an as needed basis. CASUAL DAYS EARNED IS 11/4 PER QUARTER.
18.3.2 Emergency or Compassionate Leave
Emergency or Compassionate Leave with or without pay for personal reasons
such as serious illness or death in the immediate family (spouse, child or parents)
or cases of natural disaster (hurricane, fire, etc.) may be granted on written
recommendation of the Executive Director. A usual maximum absence with pay
of one (1) week may be allowed in these cases. Longer leave must be approved
by the Executive Director and would be without pay.
Absence of a maximum of three (3) days may be allowed in the case of the death
of a sibling, grandparent or a close family member. This leave must be applied
for in writing and approved by the Executive Director.

19.

SICK LEAVE & MATERNITY

19.1

Sick Leave
19.1.1

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Employees will be granted sixteen (16) working days per year of

sick leave. Employees will be given 30 days sick leave per year
after 5 years of employment with the organization. Employees
employed by the organization for less than five years and require
more than twelve working days sick leave will be considered only

after an assessment of the case by the Executive Director and

Board of Directors.
19.1.2

The employee absent on sick leave will notify C-NET+s office by

telephone or message within four (4) hours. A completed medical
certificate signed by a doctor and submitted to the Social Security
Branch Office in the area of residence of the employee within four
working days must support sick leave. Failure to do so will result
in a salary reduction, as the organization will not be able to
submit a claim to Social Security. In the case of an extended
illness additional doctors certificates are required.
(No cash compensation will be given for unused sick leave)

19.2

MATERNITY
Maternity leave is fourteen (14) weeks, including seven weeks, which must be
taken after childbirth. Paid maternity leave will be given after six (6) months of
employment with the organization the amount of salary to be paid during
maternity leave will be determined based on the amount being paid by social
security.

20.

TERMINATION OF EMPLOYMENT
20.1

Employment Termination
20.1.1 The Executive Director may terminate the services of an employee in
writing for any of the major offences including:

Conviction for criminal offences;

Gross and persistent negligence in the use of organization
equipment
Substantial misconduct or unsatisfactory performance of
duties
Gross and persistent lateness and/or absenteeism;
Misrepresentation on job application.

20.1.2 No employee will be terminated without one or more warning letters,

except in cases of misconduct as stated in the preceding paragraph.
20.1.3 An employee may terminate or resign at any time upon giving written
notification to the Executive Director. The notification period is two
weeks for support staff and one month for executive and technical staff.
Except for special provisions concerning termination during the initial
probationary period of employment, the due periods of notice of
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termination by either the employee or the organization shall be one (1)

month.
20.1.4 An employee may receive wages in lieu of notice if terminated by the
organization. All sums of money owed to the organization will be
deducted from the accrued benefits, including annual leave used but not
accrued.
20.1.5 If the employee terminates without the required one-months notice,
he/she may forfeit his/her right to any final payment.
20.1.6 It should be understood that employment with C-NET+ is not a right and
continued employment of all categories of employees is contingent on
continued satisfactory performance of the job description.
21.

TRAINING
Employees may request up to five (5) working days without pay to undertake training of
a personal nature.
Staff members will receive appropriate training from C-NET+. After receiving training,
employees are expected to serve for a period of time compensatory to monitory value
of the training received. This time will be calculated in each individual case. C-NET+ will
be compensated by the employee if he/she chooses not to return to C-NET+s employ.

22.

JURY DUTY, VOTING etc.

Employees are entitled to time off with full pay for the purposes of serving as Jurors in a
Court of Law, for votingduties in a prescribed election, and for other legal or statutory
absences.

23.

EMERGENCIES (e.g. hurricanes)

ALLemployees are expected to report to work in accordance with the organizations
Hurricane Management Plan and implement the plan accordingly.

24.

Honorarium
Other organization or institutions sometimes would offer an honorarium to employees
of C-NET+ for presentations or workshop conducted. C-NET+ pays its employees for
activities related to the job, for that reason, any honorarium should be considered a
donation to the organization. There are exceptions to this rule and should be discussed
by employee and supervisor to determine if the honorarium is for services provided

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beyond those offered as C-NET+ personnel or if it is within the responsibility as an

employee of the organization.

25.

Social Events
Any participation at a social event organized by C-NET+ is voluntary, unless it is a part of
the responsibility of the job. If the employee is volunteering during this event, he/she
should not consume alcohol, until his responsibilities are finished.

Hiring
All vacant administrative and programmatic posts must be advertised in newspapers
and/or announced through other mediums of communication. All persons being hired
must sign a contract and be presented with a job description.

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