Policy

National Security Framework of Antarctica (NSF-A)

1) Purpose & Scope

This policy establishes a universal work-opportunity model for Antarctica using prepaid corporate deposits and a central payroll operated by NSF-A. It applies to all employers, recruitment agents, workers, contractors, and payroll service providers operating within NSF-A jurisdictions.

2) Core Model (How it works)

1. Prepaid Hiring Deposit (PHD): Employers preload funds into a segregated central account (trust/escrow) and select candidates on the NSF-A hiring portal.
2. Central Payroll: NSF-A disburses wages per contract cadence (weekly, biweekly, monthly, seasonal, six-month, yearly).
3. Official Trade Float: While in escrow, corporate funds may be used for official state trade operations; worker payments are guaranteed by the central payroll and protected by the trust structure.
4. No Pay, No Post: Work cannot commence until adequate PHD coverage is recorded for the contract’s Coverage Period Units (CPUs).

3) Contracts & Cadence

1. Cadences Supported: weekly | biweekly | monthly | seasonal | 6-month | annual.
2. Coverage Period Unit (CPU): Minimum prepaid block that must be funded before start (e.g., 2 weeks for weekly cadence, 1 month for monthly).
3. Auto-Top-Up: Employers set thresholds to auto-replenish PHD before coverage lapses. Failure to top-up invokes continuity rules (§5).

4) Compliance & Eligibility

1. Domestic Compliance Only: All parties must meet the NSF-A Domestic Compliance Framework (DCF). Foreign/international certificates are not substitutes.
2. Licensing:
3. Employers engaging in negotiations must hold Commercial Science Licence (CSL) — L3 baseline; Bachelor-level for contracts > £75,000; Advanced CSL + independent risk review for > £3,000,000.
4. Sector licences (e.g., security, construction, healthcare) as applicable.
5. Language & Competency: Role-based language standards (U1/U2; CEFR where relevant) and CPD/CPE ≥ 18 hours/month for scientific/technical roles.

5) Mandatory Continuity Clauses (Critical Sectors)

To prevent harmful churn where continuity is mission-critical, the following binding clauses apply:

Continuity Classes

1. C-1 Essential: Science (clinical, laboratory, critical research), safety/security, utilities, air/sea operations, public health.
2. C-2 Competitive Sport & Elite Performance: Athletes, coaches, med-sport science, officiating for sanctioned events.
3. C-3 Public-Service Delivery: Education, emergency services, social care.

Obligations

1. Employment Continuity: In C-1/C-2/C-3 roles, employees remain with the employer even if PHD coverage lapses, for a Continuity Grace Window (CGW) of up to 90 days.
2. Joint-Sustain Operations: During CGW, employer must sustain operations jointly with the workforce (reduced-hour rosters, standby shifts, or re-tasking) while PHD is replenished.
3. Continuity Bond: C-1/C-2 employers must post a Continuity Bond (30–90 days of gross payroll) at contract start; callable to maintain pay during CGW.
4. Furlough/Standby Pay: If duties pause, standby pay at not less than 60% of base applies, preserving benefits and housing eligibility.
5. Transfer on Default: If the employer cannot restore funding by CGW end, workers transfer to an NSF-A Managed Operator without loss of seniority; bond/escrow funds settle arrears.

6) Hiring, Onboarding & Changes

1. Portal Selection: Employers shortlist candidates from vetted pools; offers and CPUs are issued digitally.
2. Start Clearance: MPSL device/ID checks, medical/fitness (where required), site induction, housing assignment (if applicable).
3. Change Orders: Scope or cadence changes require additional PHD before effect.
4. End-of-Term: Unused PHD is refundable to the employer after wage, tax, housing, and penalties reconciliation.

7) Worker Protections & Benefits

1. Wage Guarantee: Central payroll guarantees on-time payment regardless of employer cash timing.
2. Minimums: Living-wage floor, overtime rules, safe-hours caps, paid leave and rest periods.
3. Housing & Transport: Priority access to state housing schemes and night mobility where applicable.
4. Grievance & Ombuds: Confidential channel; first response within 15 working days; whistleblower protections.
5. Non-Retaliation: Termination or blacklisting for raising safety/rights concerns is prohibited.

8) Employer Duties & Financial Controls

1. Funding Discipline: Maintain CPUs funded at least T+1 cycle ahead of payroll.
2. Transparency: Provide schedules, rosters, and forecast CPU needs; disclose financing constraints early.
3. Sanctions for Lapse: CAPA order → bond call → suspension of new hires → public listing of delinquency → step-in/transfer.
4. Used-Asset Intake (> £9,950): Appraisal required before assets are placed into worker custody (safety, provenance, fair value).

9) Data, Privacy & Security

1. Identity & Payroll: Zero-trust access, MFA, immutable audit logs.
2. Data Minimisation: Only payroll-relevant data retained; retention windows published; lawful disclosures only.
3. Safety Telemetry: Attendance and site access may be used for wage accuracy and safety; visible to workers via portal.

10) Special Provisions (Science & Sport)

1. Science (C-1): Continuity of trials, lab chains, and biosafety staffing takes precedence; CGW prioritised to full 90 days; roster smoothing required.
2. Sport (C-2): Season-bound continuity; event-critical periods can mandate no-break clauses with higher standby rates; medical and anti-doping staffing included.

11) Pricing, Fees & Float

1. Account Types:
2. Standard PHD: escrowed, interest-neutral to employer; state may deploy float for official trade.
3. Premium PHD: optional interest credit to employer in exchange for longer coverage (≥ 3 CPUs).
4. Fees: Transparent admin fee per CPU; penalties for repeated under-funding events.

12) KPIs & Reporting

1. Worker Outcomes: On-time pay rate ≥ 99.5%; retention; incident rates; training hours/worker.
2. Employer Discipline: CPU coverage ratio; bond sufficiency; lapse frequency.
3. System Health: Transfer rate to managed operator; grievance resolution time; audit pass rate.

13) Enforcement & Appeals

1. Enforcement Ladder: Warning → CAPA → bond call → hiring freeze → step-in/transfer → licence suspension → criminal referral for fraud/embezzlement.
2. Appeals: Employers/workers may appeal decisions within 15 working days to the Independent Review Panel.

14) Transition & Timeline

1. Phase 1: Pilot sectors (C-1 science, C-3 public services).
2. Phase 2: All licensed employers; continuity bonds mandated for C-1/C-2.
3. Phase 3: Full ecosystem integration with housing, training, and BRHRS facilities.

15) Contacts

1. Central Payroll & PHD Setup: payroll@nsf-antarctica.org
2. Continuity Bonds & Risk: bonds@nsf-antarctica.org
3. Worker Ombuds: ombuds@nsf-antarctica.org
4. Compliance & Audits: compliance@nsf-antarctica.org

This policy guarantees worker pay via central payroll, preserves continuity in mission-critical sectors, and leverages prepaid corporate deposits to stabilise employment and public services across Antarctica under the NSF-A DCF.

Version 1.0 • Effective 26 September 2025