This article outlines NICVA's policy in relation to salaries and pensions.

Salary scales

The salary scales used by NICVA will be based on National Joint Council (NJC) scales.

Payment of salaries and wages

Payment will be lodged to an employee’s bank account by the 17th day of each month or where not possible on the latest suitable day which precedes the 17th. This covers the whole period of that calendar month. Staff claims for expenses should reach the Finance Office by not later than the 9th of each month.

All payments will be accompanied by an itemised pay statement specifying the gross and net salary or wages payable, the amounts of any fixed variable or voluntary deductions and, if applicable, any travel, subsistence and other expenses payable.


Subject to satisfactory service, increments will normally be awarded annually as from 1 April to all employees who have not reached the maximum placing on their scale and who have not had less than six months’ service in their current grade.

Additional allowance for temporary extra duties

NICVA may from time to time require an employee to assume temporarily but fully the entire responsibilities of another post – where the other postholder has resigned, is absent on sick leave (but not on annual leave) or is absent for other reasons.  Where NICVA has identified the reasons for temporary extra duties, it will discuss these reasons with SIPTU and will agree with SIPTU the temporary allowance payable.  An employee will not normally be required to undertake extra duties for longer than three months.

In circumstances where a longer period than three months seems appropriate to NICVA, it will notify and discuss with SIPTU the reasons for the proposed extension, and will agree with SIPTU such solution as meets the best interests of any affected employees.


NICVA complies with the Pensions Act 2008 and will automatically enrol all eligible employees into the pension scheme with Legal and General. Scheme rules will be communicated to employees individually and are available from the Finance Manager.

Employees will be enrolled in the pension at the statutory contribution rates.  NICVA will match employee contribution rates of 5% with an employer contribution rate of 5%.

Death in service benefit

From your commencement date and as long as you are an employee of NICVA, a nominated beneficiary will receive three times your annual salary in the event of your death.

Pension Contributions during Maternity Leave

During OML NICVA will continue to pay full pension contributions as though the employee were working normally, whether or not she plans to return to work afterwards.  This applies whether she is being paid maternity pay or not.  The employer’s contributions will be based on the employee’s normal pay.  Her pension scheme contributions will be based on the maternity pay (SMP or contractual maternity pay) that she actually receives.

The employee will also be entitled to pension contributions from NICVA for half of her AML, for the time she is still getting maternity pay.  As with OML, NICVA’s contributions will be based on the employee’s normal pay and her contributions will be based on the maternity pay she actually receives.

We share NICVA’s policies to assist organisations in drafting their own. However, our policies are relevant to NICVA and are not samples. They should not be replicated, but may be used for reference purposes, in conjunction with other guidance available. NICVA cannot accept any claims arising from error or misinterpretation.

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