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A
BILL
TO
Establish standards for wages, hiring practices, and working conditions for entities under the Crown
BILL
TO
Establish standards for wages, hiring practices, and working conditions for entities under the Crown
1 - About this Act
(1) This Act
(a) may be cited as the Government Employment Act.
(b) may be numbered as P.B.05-### (to be assigned by the Office of the Speaker).
(c) shall be enacted immediately upon receiving assent from His Majesty the King.
(d) has been authored by Minister of Justice Capt11543.
(e) has been co-sponsored by Deputy Prime Minister SoggehToast and MP MrNeighbor.
(2) Appendix A is part of this Act. It may be updated by the Office of the Speaker in accordance with §14 of this Act.
(3) Appendix B is part of this Act. It may be updated by the Ministry of Trade and Finance in accordance with §4(4)(a) of this Act.
2 - Definitions
For the purposes of this Act, the following terms are defined:
(1) “The Crown” is an umbrella term comprising Parliament, the Executive, the Judiciary, their subsidiary entities, and other public entities established by statute.
(a) An “entity under the Crown” is a single entity which falls under the umbrella of “the Crown”.
(2) “Wage” includes monetary pay for work done for the government. It also includes Universal Basic Income.
(3) “Job title” - a particular role within the organizational structure of an entity under the Crown, as established by law or policy.
(4) “Job duties” - Duties assigned to holders of a particular job title, as established by law or policy.
(5) “Installment plan” - A type of contract between the Crown and one or more of its employees to pay wages owed in periodic installments over a defined period of time.
3 - General Provisions
(1) All individuals employed by the Crown are entitled to fair compensation for their work in the form of wages.
(2) This Act, in part, governs how the Crown sets, adjusts, and pays wages. Unless otherwise provided by law, each entity under the Crown is permitted to determine its own wage policies, as long as those policies comply with applicable law.
(3) Entities under the Crown are permitted to withhold details pertaining to classified job duties in publications required under this Act, only to the extent necessary to protect the underlying classification.
4 - Hourly Wages
(1) An hourly wage is a type of wage whereby the employee is paid based on the amount of time they spend logged onto the StateCraft Minecraft server.
(2) Hourly wages shall be expressed in wage policies as a number of Alexandrian pounds (£) per hour.
(3) Hourly wages shall be paid out every 15 minutes; 25% of the hourly wage shall be paid per payout.
(4) For ease of integration with server plugins, the amount for each hourly wage paid by the Crown must be equal to one of the hourly wage amounts listed in Appendix B of this Act.
(a) The Ministry of Trade and Finance may, in consultation with Staff, adjust the hourly wage amounts listed in Appendix B of this Act.
(5) No employee may be paid an hourly wage that is lower than the Universal Basic Income rate set forth in §10 of this Act.
(6) Hourly wages are best suited for employees whose job duties require their presence on the server, where that presence is not tied to any particular task, or where consistent presence is required.
5 - Stipends
(1) A stipend is a type of wage whereby a fixed amount is paid to the employee on a fixed schedule.
(2) Stipends shall be expressed in wage policies as a number of Alexandrian pounds (£) to be paid at a specified interval (e.g. every two weeks; once per term; per diem).
(3) Stipends must be paid within 48 hours of their stated due date before they are considered late.
(4) Stipends are best suited for employees whose job duties require consistent presence on the StateCraft forums or on Discord.
6 - Piece Rates
(1) A piece rate is a type of wage whereby the employee is paid upon completion of a particular, defined task or set of tasks.
(2) Piece rates shall be expressed in wage policies as a number of Alexandrian pounds (£) to be paid for a particular task.
(3) Employees who earn piece rates must be provided a venue to submit records of their work and request pay.
(4) Pay requests must be reviewed within 7 days of their submission before they are considered late.
(5) Piece rates are best suited for employees whose job duties require completion of several defined tasks and where presence on the forums and Discord are not a significant factor.
7 - Pay Flexibility
(1) Where this Act establishes a requirement to pay a wage by a particular time, an entity under the Crown may negotiate extensions or installment plans with an employee.
(2) If the Crown and the employee cannot reach an agreement, the Crown may petition the Magistrates’ Court to approve an extension or installment plan.
(3) The Magistrate shall grant the petition if the Crown demonstrates that the fiscal burden on the government to meet the statutory payment timeline substantially outweighs the financial hardship or inconvenience faced by the employee.
(4) Before granting or denying such a petition, the Magistrate shall summon the employee to a hearing, where the employee may present evidence against the government's claims.
(5) Wage payment deadlines shall be tolled while Court proceedings under this section are pending.
8 - Hiring Transparency and Fairness
(1) When hiring for any job title, an entity under the Crown shall publish a hiring notice which contains, at minimum, the following information:
(a) The job title for which applicants are sought;
(b) A description of the respective job duties;
(c) Required qualifications to be considered for the role;
(d) The wages provided for the role, pursuant to the applicable wage policy; and
(e) Clear and concise instructions for submitting an application.
(2) Qualifications to be considered for the role must be:
(a) Objective;
(b) Reasonable;
(c) Pertinent to the job duties; and
(d) Applied uniformly to all applicants.
(3) Information provided in hiring notices must be truthful and accurate.
(4) Should an entity under the Crown need to update a hiring notice after its publication, said entity shall provide clear and conspicuous notice of the changes in the venue where the hiring notice was originally announced to the public.
(5) No application to any hiring notice shall be denied, nor shall any employee of the Crown face disciplinary action in the course of their employment, for reasons which are frivolous, discriminatory, or retaliatory.
(a) Disciplinary actions include, but are not limited to: formal warnings, suspension from duty, and termination of employment.
(b) Discrimination encompasses certain immutable characteristics of an individual, as well as an individual’s political affiliation, or association with individuals or organizations.
(c) Discrimination also encompasses an individual’s criminal record, unless the nature of a particular offense of which an individual has been convicted substantially calls into question that individual’s ability to carry out their core job duties.
9 - Wage Transparency and Fairness
(1) Each entity under the Crown shall publish a wage policy, which establishes the wage amounts, types, and payment schedules for each established job title at that entity.
(2) Each entity under the Crown shall determine the wage type for each job title employed by that entity based on the nature of the respective job duties, following the guidance set forth in this Act.
(3) Individuals may be paid bonuses for good performance, and/or wage increases based on seniority, provided that such bonuses and wage increases are:
(a) Based on objective criteria;
(b) Applied uniformly to all employees; and
(c) Set forth in the wage policy of the entity under the Crown who employs said individual(s).
(4) Each employee of the Crown holding a particular job title shall be eligible for the same wages, bonuses, and wage increases as all other employees of the Crown holding that job title.
(5) Information provided in wage policies must be truthful and accurate.
10 - Workplace Standards
(1) Entities under the Crown shall take all reasonable steps to ensure that the standards set forth in this section are met.
(2) Employees of the Crown must be free from experiencing a hostile work environment.
(3) Employees of the Crown must be free from unreasonable expectations on their time or availability.
(4) Employees of the Crown must be provided with adequate equipment and/or training to ensure their safety while performing their job duties.
(5) Employees of the Crown shall not be prohibited from discussing their wages, working conditions, or management amongst each other.
(6) Entities under the Crown shall ensure that facilities where employees perform job duties meet reasonable safety standards.
(7) A secure method to report violations of law or policy shall be made available to all employees of the Crown.
11 - Judicial Recourse
(1) Employees of the Crown have the right to bring complaints against the Crown to the Magistrates’ Court for violations of this Act where those violations were not addressed through administrative means.
(2) If the Court finds in favor of the employee in such a complaint, it may order such relief as is just and necessary to alleviate the harm caused, including but not limited to:
(a) Ordering the Crown to pay late or improperly withheld wages.
(b) Ordering the Crown to reinstate unfairly terminated employees.
(c) Ordering the Crown to update policies, protocols, and/or facilities to meet the standards set forth by applicable law.
(d) Awarding additional punitive, restorative, and preventative damages in an amount deemed just and proportionate by the Court.
(3) Where the Plaintiff in such a case demonstrates that wages were late or improperly withheld through negligence, the Court may order the Crown to pay an additional penalty of not more than 20% of the wages in question.
(4) Where the Plaintiff in such a case demonstrates that wages were late or improperly withheld through malice, the Court may order the Crown to pay an additional penalty of not more than 50% of the wages in question.
12 - Statutory Wages
(1) Wages for certain job titles are set forth in Appendix A.
(2) The wages set forth in Appendix A for any job title appearing therein shall supersede any applicable wage policy.
13 - Universal Basic Income
(1) A Universal Basic Income of £10.00 per hour shall be provided to all citizens of Alexandria who do not receive hourly wages.
14 - Inflation Adjustments
(1) Any wage paid by the Crown shall be automatically adjusted each quarter to preserve their real value in accordance with the average rate of inflation or deflation over the previous quarter.
(2) The Alexandrian Monetary Bureau shall publish a report on recommended wage adjustments each quarter, in March, June, September, and December, and transmit said report to the Office of the Speaker and the Office of the Prime Minister. The Bureau’s report shall include:
(a) The Bureau’s determination of the average rate of inflation or deflation over the previous quarter, alongside its justification for its determination.
(b) The Bureau’s recommendation for wage adjustments, expressed as a percent increase or decrease from existing wages across the board, alongside its justification for its determination based on the reported average rate of inflation and other economic factors.
(i) The wage adjustment recommendation may deviate from the calculated rate of inflation by a factor of not more than 0.25.
(3) The Bureau’s recommended wage adjustments shall be implemented unless they are overturned by Parliament by a supermajority vote.
(4) The Office of the Speaker shall update Appendix A of this Act, as well as its own wage policy, in accordance with the Bureau’s recommendations.
(5) The Office of the Prime Minister shall co-ordinate with each Ministry to implement the Bureau’s recommendations across the Executive.
(6) Each other entity under the Crown shall adjust its wage policy in accordance with the Bureau’s recommendations.
15 - Prohibition on Mid-Term Pay Increases
(1) No pay increase which affects Members of Parliament or Cabinet Ministers authorized during any particular term of Parliament may take effect until the start of the following term.
(2) Pay adjustments pursuant to §14 of this Act are exempt from this prohibition.
16 - Transitional Provisions
(1) Entities under the Crown shall have thirty days from the date of the enactment of this Act to publish wage policies as required by §9(1) of this Act.
(2) Each entity under the Crown established after the enactment of this Act shall have thirty days from the date of its establishment to publish a wage policy as required by §9(1) of this Act.
(3) The Alexandrian Monetary Bureau shall not be required to issue a report under §14(2) in June 2026.
17 - Repeals
(1) The Pay Scale Act is hereby repealed.
(2) The Government Wage Inflation Parity Act is hereby repealed.
| Job Title | Wage Amount |
|---|---|
| Prime Minister | Level 5 Hourly Wage |
| Speaker of Parliament | £390 Stipend per Week |
| High Chancellor | £390 Stipend per Week |
| Deputy Prime Minister | Level 4 Hourly Wage |
| Minister | Level 4 Hourly Wage |
| Deputy Speaker of Parliament | £310 Stipend per Week |
| Chancellor | £310 Stipend per Week |
| Member of Parliament | Level 3 Hourly Wage |
| Magistrate | £250 Stipend per Week |
| Hourly Wage Level | Hourly Wage Amount |
|---|---|
| Level 1 | £10 per hour |
| Level 2 | £14 per hour |
| Level 3 | £20 per hour |
| Level 4 | £28 per hour |
| Level 5 | £36 per hour |