ETHICAL PRINCIPLES OF THE COMPENSATION BY EEFA
EEFA is committed to be a fair and exemplary employer, abiding by a Code of Ethics defining the respect and the interest of the individual as utmost priorities.
EEFA compensates its Employees under 3 simultaneous forms:
– a salary, paid in cash directly to the Employee,
– ordinary social benefits and
– extraordinary social benefits.
This means that EEFA does not pay the total compensation for the work in cash to the Employee. Instead, EEFA spends a part of the compensation for social expenditures directly beneficial to the Employee. EEFA makes this choice to protect the Employee: for instance, EEFA wants to make sure that the Employee will spend part of their compensation for preventive medical check-ups, in order to detect potential health problems in the early stage and thus to increase the chances for good and fast healing.
Indeed, EEFA is well aware of the very common practice in Lao P.D.R. for the local population to visit medical facilities only when symptoms, in particular pain, give them no other choice. Unfortunately, this also often means that the disease is already in an advanced stage, possibly with complications, and that healing will be more difficult.
To avoid such situations and in the best interest of the Employee and of their health, EEFA does not pay out to the Employee all of their compensation, but spends systematically a dedicated amount of it for “ordinary social benefits” that EEFA considers fundamental, for instance, medical and dental care, as well as healthy food.
In addition to the ordinary social benefits, the Employee receives “extraordinary social benefits“, i.e. financial help (cash) in case of emergencies or particular events occurring in the life of the Employee or of its immediate family. For instance, EEFA helps financially the Employee if they get married or have a new child. These social benefits are not predictable, but are the expression of the solidarity of EEFA with the Employee. Indeed, EEFA considers that the Employee has the right to get some help if something extraordinary, fortunate or unfortunate, occurs in the life of the Employee, when this event generates extraordinary costs for the Employee and its immediate family.
Remark on Medical Secrecy:
Obviously, the fact that EEFA covers medical costs for the Employee cannot reduce in any way the fundamental right to medical secrecy for the Employee. In case of a sensitive situation for the Employee, EEFA is committed to protect the intrinsic confidentiality of medical information, as well as the reputation and the dignity of the Employee.
To download the detailed description of our compensation system, click on the button below:
EEFA Work Contract – Annex 2 – Compensation
CAPACITY BUILDING & PERSONAL DEVELOPMENT
In the frame of the EEFA Skill Training Program, the employees can receive every day free English lessons. This training allows them to communicate with the foreign volunteers, as well as with the external customers of the on-site community restaurant. Beside of English skills, the employees are free and encouraged to gain new skills during on-site or external workshops, to acquire new capacities and new responsibilities within EEFA.
The needs for development of each employee are identified during regular reviews of their Personal Development Plan (PDP). The PDP is a very effective HR tool to make sure that both, employee and employer, are satisfied with the work relationship and that the potential, talents, interests and expectations of the employee are best met to reach self-fulfilment, and as much as possible used to the benefit of the association.
The template of our PDP for Employees can be downloaded by clicking on the button below:
Template of the EEFA Personal Development Plan (PDP) for Employees