As in any organization, the IFC has regulations that discipline its staff. Below is a list of the most important regulations the organization has.
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Probation period
A new IFC Staff Member will have a probation period in which their activities are followed up more closely, for their work to be evaluated, and then have their employment confirmed. This is a one-year period. It will only be extended with the Manager or Designated Supervisor`s approval. However, the probation period may not be longer than two years. During the probation period, the Staff Member may take part in follow-up meetings, will establish their work program, receive feedback on their progress, and an evaluation of their competence development.
Working hours
The working hours at the IFC headquarters in Washington D.C (USA), are from 9:00 am until 5:30 pm, from Monday to Friday, including a lunch hour. At the IFC’s other offices around the world, the working hours may vary according to local customs and laws. However, the weekly workload will not exceed 40 hours.
We highlight that there is a possibility of negotiating alternative working hours, mainly in locations in which activities are performed in shifts or when working from home. For those who are on a mission, the working hours are established by the group manager.
Work may be requested on the weekends and public holidays. Overtime may also be a part of the routine, mainly in weeks with a high workload. However, the organization has an overtime remuneration policy.
Public holidays
Every IFC Staff Member has the right to vacations but days off are defined during the year, on account of official public holidays. The Human Resources Vice-President stipulates the public holidays on the organization’s calendar, taking the official public holidays in Washington D.C. into consideration. For offices outside the region, public holidays must be stipulated according to local tradition, and may not exceed a maximum of 11 days per year.
Contract completion
The end of an IFC contract may occur in two ways: from the organization, or a request from the Staff Member.
A contract may be ended by the organization, based on: non-approval of the Staff Member during the probation period, health reasons which have interfered with the Staff Member conducting their activities, downscaling of positions if they are no longer required, unsatisfactory service, misconduct actions, and abandonment of tasks, among others.
From the Staff Members, a letter of resignation with a minimum notice period of 30 days must be presented, advising of the decision. For those who have consultant, special assignment and short-term temporary contracts, 14 days’ notice should be given. Once the Staff Member’s desire to end a contract is accepted, it cannot be revoked.
There are also cases of voluntary retirements, or when the Staff Member reaches the maximum age established by the organization, which is 67 years old (the Staff Member may make a request to continue working, but if this is accepted, it can only be extended until the month of their 70th birthday). In these cases, the contract is ended, and a mutual agreement established.
