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The G-4 Code of Conduct

Employers With G-4 Visas Employing Domestics with G-5 Visas
World Bank/IMF

Courtesy of Home/Work Solutions, Inc.

All World Bank/IMF staff members holding a G-4 visa and requesting the privilege to obtain a U.S. visa for a foreign domestic must agree to the sponsoring organization's Code of Conduct as part of the visa application process. These unique rules for the G-4/G-5 employment arrangement are subject to change. The prevailing G-4 Code of Conduct should be consulted to clarify any questions. G-4's sponsored by the World Bank, please refer to http://visa.worldbank.org.

Rules Unique to the G-4 Code of Conduct

• G-5 domestics working in Metropolitan Washington DC must be paid no less than the prevailing hourly rate as established by the US State Department, currently $7.39 per hour (2/07/2007). This is the compulsory minimum wage for new and renewing G-5 domestic contracts. The US State Department reviews the prevailing minimum wage rate annually for possible adjustment. The G-4 sponsoring employer must watch for these adjustments.
  (*** 7/13/2005 - 2/6/2007 prevailing wage was $7.08 per hour; 4/1/2003 - 7/12/2005 prevailing wage was $6.72 per hour)
  
  
• G-5 domestics must be employed on a full time basis, no less than 35 hours per week, and may only work for the G-4 sponsor (employer) who sponsored his/her G-5 Visa.
  
  
• The G-4 sponsor must pay the G-5 for all hours worked, including an overtime differential when applicable.
  
  
• The G-4 sponsor must specify the agreed wage in the employment contract.
  
  
• The G-5 domestic must be paid on either a weekly or biweekly basis. Payment must be either via check or direct deposit to a bank account owned by the G-5 domestic. The expectation is that the G-5 will be paid for every week that s/he is in the United States and available for work.
  
  
• Other record keeping, including a record of days and hours worked, must be kept. Refer to the G-4 Code of Conduct for specifics.
  
  
• The employer is required at all times to adhere to the employment contract and G-4 Code of Conduct. signed at the beginning of the employment arrangement. In cases where the G-5 employment contract and the G-4 Code of Conduct are in disagreement, the G-4 Code of Conduct will prevail.
  
  
• Employment and tax records are subject to annual audit by the G-4's sponsoring organization. An audit fee of $300 will be charged to the G-4. This fee [not the audit itself] will be waived if the G-4 retains the services of a qualified payroll or tax professional. HomeWork Solutions' clients are eligible for the audit fee waiver.

PLEASE NOTE: These unique rules for the G-4/G-5 employment arrangement are subject to change. The prevailing Sponsoring Organization's G-4 Code of Conduct should be consulted to clarify any questions.

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