(Patria) - At tomorrow's session of the Council of Ministers of BiH, at the proposal of the Ministry of Communications and Transport of BiH, a proposal for amendments to the Rulebook on Salaries, Allowances, and Benefits in the Air Navigation Services Agency of Bosnia and Herzegovina (BHANSA) will be considered.
Davorin Primorac, the son-in-law of Dragan Čović, heads BHANSA. Primorac is at the end of his second term, and although Forto attempted to push through amendments to the BHANSA Law to allow unlimited terms for management, the amendments were never adopted by the House of Representatives of the BiH Parliamentary Assembly, while they were adopted by the House of Peoples of the BiH Parliamentary Assembly.
Primorac's term expires in March 2026, and until then, or until another attempt to amend the law is made, the BHANSA Council, headed by Sanja Škuletić-Malagić, head of Edina Forto's cabinet, has proposed amendments and additions to the Rulebook on Salaries, Allowances, and Benefits in BHANSA.
The amendments increase the coefficients, so the director will have a coefficient of 6.70, the deputy director 6.50, the business policy advisor 5.80, etc. The lowest coefficient belongs to the coffee cook and janitor at 1.70, and with a base salary of 915 KM, their salary will amount to 1555 KM.
It is also proposed that compensation for temporary incapacity for work due to illness for up to 42 days be paid at 80% of the basic salary. Compensation at 100% of salary is foreseen only in a few cases, such as occupational disease, work injury, pregnancy and childbirth complications, organ transplantation, malignant disease and care for a child with a malignant disease, and isolation due to an outbreak of infection at 90%.
“The reduction in the compensation amount from the current 100 percent to 80 percent is a measure aimed at improving the management of work absences, increasing responsibility, and ensuring the sustainability of the system. Experience from past practice has shown that paying the full salary amount during sick leave, although socially justified, can in some cases act as an incentive to use sick leave even when there are no clear medical reasons for it.”
The conditions for the right to accommodation costs, compensation for living apart from family, compensation for temporary reassignment, as well as the right to commuting expenses are also changing.
The agency will have the right to link compensation costs to the employee's actual place of residence and their family, not exclusively to their formally registered residence.
The agency may, in order to eliminate possible abuses in exercising the right to compensation, form a commission to establish the facts in each individual case.
The justification for the amendments states that the changes are being initiated to improve the efficiency and fairness of the employee reward system.
“At the root of the personnel risks lies the growing dissatisfaction of air traffic controllers, which is increasingly present not only within BHANSA but also at the European and global levels. This dissatisfaction stems from the discrepancy between increasingly complex work requirements and responsibilities on one hand, and the reward model and working conditions on the other. The consequences manifest through frequent and prolonged sick leaves, as well as through passive resistance such as short-term sick leaves (‘white strike’) which were recorded in BHANSA in July of this year,” it is stated.
It is further emphasized that the salary of BHANSA flight controllers is below the European average.
All proposed amendments aim to achieve greater transparency, fairness, and a motivating effect of the salary system, and to contribute to strengthening the operational capacities and overall professionalism of BHANSA.
For all employees, the job coefficient has been increased by 0.2 because some fixed allowances are being abolished.
As stated, the funds for the implementation of this Rulebook are secured through own revenues, i.e., revenues from route and terminal charges.
The BHANSA Council has also proposed amendments to the Rulebook on Internal Organization and Job Classification, increasing the number of employees by 33. BHANSA will have 656 systematized job positions with these amendments.
According to information available to Patria, the BHANSA Council will also propose an increase in the base salary to 915 KM.
Thus, Director Primorac should have the highest salary, and his basic salary with the new coefficient should amount to 6,130 KM. With allowances, past service, and other benefits, this amount will significantly increase.
Due to the Viaduct case, BHANSA faced a blockade of funds from EUROCONTROL from March to September this year, so funds for employee salaries were provided from the BiH Institutions Budget as a loan. It is not yet known whether BHANSA has repaid the funds to the Ministry of Finance and Treasury of BiH.
Otherwise, Primorac opposed a public hearing before the Committee on Transport and Communications on January 20, after refusing to provide the requested information on costs, public procurement, and the number of employees. Although Primorac justified that he does not use budget funds, this year he did use millions of marks while the EUROCONTROL funds were blocked, so it would be appropriate for him to appear before the Committee members and clarify any ambiguities regarding the spending of funds.
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