2.0 LABOUR INFORMATION J.Hood / Free Trade Zone Photograph 2: Cable & Wireless 2.1 General The island s population is approximately 70,737 based on the 2001 population census report. 2.2 Unemployment The rate is 11% and represents 3,000 persons unemployed (See figure 1) Age Distribution % Distribution Number of Persons Educational Background 18-25 50 1,500 Extremely 26-45 25 750 Highly Literate 46-65 Figure 1: Unemployment figures 25 750 Moderately Literate 2.3 Skills information Skills Information High Medium Low No. of persons with computer & technical skills No. of persons with two or more languages in additional to English General availability of training facilities in computer technology Figure 2: Skills Information 8
2.4 Wages / Salaries US$185 to US$222 line staff, 40 hours work week US$1,556 to US$1,852 first line manager per month, 40 hours per week The average hourly salary figures for the most common administrative and technical jobs in Antigua and Barbuda are highlighted in the table below: Job Title EC$ Receptionist 11.00 Cashier 9.00 Accounts Clerk 12.00 Accountant 17.00 Data Processor 9.00 Messenger 6.00 Janitor 8.00 Secretary 12.00 Senior Administrative Assistant 24.00 Executive Secretary 24.00 Supervisor 32.00 General Manager 46.00 Security Personnel 12.00 Maintenance Personnel 12.00 Driver 8.00 Gardener 8.00 Senior Sales Representative 14.00 Senior Engineer 24.00 Junior Engineer 23.00 Senior Systems Analyst 22.00 Programmer 22.00 Hardware Technician 20.00 Software Engineer 23.00 IT Technician 20.00 Computer Network Engineer 23.00 Computer System Administrator 24.00 Financial Controller 30.00 Bookkeeper 10.00 Database Administrator 24.00 Personnel Manager 37.00 Figure 3 : Average Hourly Salaries Most Common Administrative / Technical Jobs in Antigua & Barbuda 9
2.5 Payroll Taxes The employers and workers monthly contribution the to mandatory Government schemes. Types Employer Employee Social Security 5.0% 3.0% Medical Benefits 3.5% 3.5% Education Levy 0.0% 2.5% Total 8.5% 9.0% Personal Income Tax Deduction tables can be gotten from the Inland Revenue Department or downloaded from http://www.antigua.gov.ag/ Figure 4: Government Scheme Contributions 2.6 Vacation & Public Holidays ( a ) Calendar Year 52 Weeks ( b ) Minimum Annual Vacation 12 days ( c ) Annual Public Holidays 11 Days 2.7 Severance Pay New Year s Day Good Friday Easter Monday Labour Day Whit Monday V.C. Bird Day Carnival Monday Carnival Tuesday Independence Day Christmas Day Boxing Day ( a ) Applicable when full time employment is terminated because of redundancy or if company shuts down. ( b ) Employee must have served at least one year with present and predecessor employers. 1 ( c ) Minimum severance pay: one day s pay at the employee s latest basic wage for each month or major fraction thereof of his term of employment. 2.8 Maternity Leave Entitlement is six (6) weeks. During leave, employer pays 40% of salary, the other 60% is paid by the Medical Benefits Scheme. 1 A predecessor employer obligation can be assumed by the present employer when the former relinquished business / company ownership without paying severance renumeration to the employees. In this case, the employee s years of service are carried over to the new (successor) employer. 10
2.9 Sick Leave Each worker is entitled to 12 days per year. The employee must present a doctor s certificate to the employer after any two consecutive days of absence from work. If the certificate is not presented then the employer can effect salary / wage deductions from the third consecutive day of absence. 2.10 Absenteeism: Various Reasons Why Workers Could be Absent from Work ( a ) Illness of Worker ( b ) Death of family member (some organizations voluntarily offer two or three days of compassionate leave ( c ) Severe illness of worker s spouse or child 2.11 COMPLAINTS AND GRIEVANCES PROCEDURES 2.12 Misconduct & Warning When an employee is guilty of a misconduct that is not serious enough for summary dismissal, but is such that the employer cannot reasonably be expected to tolerate a repetition, the employer may give the employee a written warning which shall describe the misconduct and state the action the employer intends to take in the event of: ( a ) a repetition of the misconduct or ( b ) the commission of another misconduct which is as serious as the one in respect of which the written warning was given. Action to be taken may include suspension without pay for such period as may be specified in the written warning. 2.13 Dismissals Where within six (6) months of the receipt of the written warning, the employee is guilty of the same misconduct or another of similar severity to the previous one, then the employer may terminate the employment of the employee, or initiate such action that was specified in the first warning if a repetition took place. 2.14 Employee s Complaint If any employee believes she / he is unfairly dismissed, the employee or his / her registered agent may seek a resolution of the question by filing a Complaint of Unfair Dismissal with the Labour Commissioner immediately, upon receipt of the Complaint, the Labour Commissioner, shall call all interested parties together or otherwise seek to settle the matter by voluntary adjustment or settlement. 11
2.15 WORK AND WORKPLACE REGULATIONS 2.16 Probation 2.17 Hours of Work 2.18 Overtime 2.19 Workplace 2.20 Labour Laws Maximum period is 3 months Employee must be given reasonable training in the duties to be performed Employee must be kept informed of his / her progress The standard work day shall be not more than eight (8) hours The standard work week shall not be more than 48 hours No employee shall work more that 12 hours in any 24 hour period No employee shall work more than 72 hours in any 168 hour period Overtime or Premium pay shall consist of at least one and one half times an employer s basic wage per hour. Premium pay shall be paid for any work in excess of eight hours in any 24 hour period, or in excess of 48 hours in any 168 hour period Must be kept in clean state Must not be overcrowded Must be at a reasonable temperature Must have adequate ventilation Must have adequate light to prevent eyestrain Must have adequate draining of floors Must have general sanitary conditions Investors setting up business in the Free Trade Zone should familiarize themselves with the following legal documents: The Labour Commissioner Act The Antigua Labour Code Act (No14 of 1975) The Industrial Court Act (No. 3 of 1976) as amended by the Industrial Court Amendment Act No. 4 of 1984 The Workmen s Compensation Ordinance Act No. 10 of 1982 and No. 26 of 1986 For further information please contact the Ministry of Labour at (268) 462 2979 or the Labour Commissioner at (268) 562 3841 / (268) 462 4988 12