🚧 NOT YET IN EFFECT · Draft v2 for Core leadership review
This page describes proposed terms. Until leadership approves it, your current engagement agreement and existing policies apply.
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💼 Compensation & Working Conditions · v2 · 🟡 Draft
How pay, bonuses, leave and working hours operate across REMAP.
Applies to everyone engaged by REMAP under an engagement agreement, whether on the Core team or placed with a client as an AI Specialist (AIS). Where the two tracks differ, this is stated explicitly.
| Track |
Who |
| Core |
Team members not allocated to a client |
| AI Specialist (AIS) |
Team members allocated to a client, either fractional (20 hours / week) or full-time (40 hours / week). If you are allocated as an AI Specialist to a client, you are on the AIS track for that engagement. |
How pay bands and cost-of-living (CPI) adjustments are handled each year.
- Pay bands are maintained in the Pay Bands document, the single source of truth for base pay by role and level. Bands are set in PKR.
- Once a year, pay bands are adjusted for cost of living by whichever is lower: actual Pakistani CPI, or 8%.
- 2026: an 8% adjustment applies, effective from the pay run in which it is rolled out. Not backdated.
- From 2027: the adjustment happens annually, effective 1 July.
¶ 2. Band progression
The preset salary band structure team members move through as they develop in their role.
| Tier |
Review cadence |
| Junior |
Quarterly |
| Mid-tier |
6-monthly |
| Senior |
6-monthly |
| Principal |
6-monthly |
- Progression is reviewed at each cadence point. A step up is earned through performance; it is not automatic with the passing of time.
- Movement between levels, including into Senior, happens through this regular progression. It is not a separate bonus or one-off payment; it is the next step on the ladder.
- CPI and progression are separate: one keeps pay in line with prices, the other recognises growth in the role. Both are shown separately when pay changes.
AI Specialist track only. Recognises an AI Specialist's work in retaining and continuing the engagement with the client they are placed with.
- 50% of one month's base pay, assessed every 3 months of each client engagement, measured from that engagement's start date.
| Engagement status at the 3-month checkpoint |
Bonus paid |
| Fully retained, no change in scope |
100% of the bonus |
| Scope reduced (e.g. full-time to fractional) but still engaged |
50% of the bonus |
| Engagement ended |
No bonus for that period |
- Fractional placements: a fractional deployment is 20 hours / week. An AIS may hold up to two fractional engagements at once (equivalent to one full-time allocation). Each engagement runs its own 3-month checkpoint and earns its own bonus.
- This is a recurring bonus tied to the client relationship at that point in time. It is separate from base pay and is not a permanent increase.
Core track only. Recognises the Core team's role in maintaining, growing and creating efficiency across the business.
- Each quarter, a profit target is set at least two weeks before the quarter begins and communicated to the Core team.
- 30% of profit earned above that target is pooled and shared evenly across everyone on the Core team that quarter.
- Team members who join partway through a quarter become eligible from the following quarter.
Applies to both Core and AIS.
Leave is accrued monthly, not granted as a lump sum on 1 January. It builds up across the year as it is earned.
| Leave type |
Days / year |
Accrued / month |
Carries forward? |
| Annual |
15 |
1.25 days |
Yes, capped at 15 days |
| Casual |
5 |
0.42 days |
Yes, capped at 5 days |
| Sick |
10 |
0.83 days |
Yes, capped at 10 days |
Once a balance reaches its cap, no further leave of that type accrues until some is taken.
- Your sick leave balance may go negative by up to 3 days; this is recovered from future accrual.
- Sick leave beyond that 3-day allowance is unpaid until the balance is restored.
- Use annual leave before casual leave.
- Submit annual leave requests with reasonable notice so cover can be arranged.
- AIS: REMAP confirms leave with the client before it is approved, so allow additional lead time. Requests go through the Project Manager.
- Public holidays: REMAP observes Pakistani national public holidays, including for AIS on client placements. This is communicated to clients when the engagement is set up.
- Annual leave may be paid out instead of taken, from the current balance.
- Casual and sick leave are never paid out in cash, during the engagement or at its end.
| Situation |
Annual leave |
Casual & sick leave |
| You end the engagement with proper notice |
Full accrued balance paid out in your final payment |
Not paid out |
| Engagement ends due to a breach of the engagement agreement |
No payout |
Not paid out |
- Standard week: Monday to Friday, 9am–6pm Pakistan time, including a 1-hour lunch break. That is 8 working hours a day, 40 hours a week, as set out in each engagement agreement.
- AIS: these are the guide hours for client placements. Any variation is agreed with the client through REMAP at engagement setup, not directly between the AIS and the client.
- You may occasionally be asked to work beyond core hours, for example to finish a piece of client work or cover a one-off weekend need. This is a normal part of the role and is not separately compensated.
- Working beyond core hours on one or two consecutive occasions is still ad hoc and normal.
- On three or more consecutive occasions, raise it with your manager so it can be properly recognised, through time in lieu or an additional payment, worked out together.
What "consecutive occasions" means: the same kind of instance repeating, such as three working days in a row of after-hours work, or three weekends in a row.
| Example |
Counts as |
| After-hours Mon, Tue, Wed |
✅ 3 consecutive occasions: raise it |
| Three weekends in a row |
✅ 3 consecutive occasions: raise it |
| An hour late Thursday, a few hours Saturday, a couple of hours the following Tuesday |
❌ Two weekday instances and one weekend instance: not 3 consecutive |
REMAP · Compensation & Working Conditions · Master Summary v2 · Draft for Core leadership review · Not yet in effect