<![CDATA[Background: Chances in dual employment are that an employee will be exploited by an employer not onlyin terms of salary, but also in terms of pension. The exploited an employee use to do double work, less salaryand pension The question is, who will take responsibility if this happens? The primary health employer indual employment must take responsibility for safeguarding an employee’s pension in this case.Objective: To describe and calculate pension in dual employment from 1996 to 2018.Results: Mr BM was employed by the DOH in the government, where 5% of his salary was deducted from1996 to 1999 to be paid into a public investment fund (GEPF). He was appointed as head of department(HOD) at the rural University in February 1996, but was kept on the payroll of the health, as he was workingin the joint establishment. He was shifted from health to university payroll in 2001. This was only a shiftof payroll, not the amount of work remained same before and after this. When Mr BM retired in September2018, his pension was calculated from 2001, instead of 1996. His salary was also reduced by half by thesecond employer (university). This dual employment has complicated Mr BM salary as well pension andhas described in this manuscript.Conclusion: This double jeopardy of losses by first and second employer must be calculated so that thepension and salary can be paid appropriately from 1996 to 2018. It is primarily the responsibility of theDepartment of Health as a first entry point employer.]]>
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