[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement\u002Fftehim-kollettiv-bejn-simonds-farsons-cisk-plc-it-taqsima-lukandi-ikel-u-xorb-tal-union-addiema-mag-qudin-addiema-klerikali-2014---2018":3,"menu:\u002Fen-mt:":200,"sites:htmlblocks":374,"subsites":1573,"cite-subsites":5138,"footer:root":5615,"suggested:root":5703,"cite-footer:root":5707},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":180,"content_type_view":181,"extra_breadcrumbs":182,"body":184,"body_blocks":195,"related_pages":199},506,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_MT","\u002Fcms\u002Fpages\u002F506\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Malta","en-mt",{"title":18,"slug":19},"Work in Malta","work-in-malta",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T07:09:51.875107+02:00","2026-04-02T11:54:08.739415+02:00",{"cba":30,"clauses":42,"details":178,"translations":179},{"id":31,"uid":32,"url":33,"name":34,"locale":35,"override_title":8,"title":36,"browser_title":37,"browser_description":38,"text":39},"ftehim-kollettiv-bejn-simonds-farsons-cisk-plc-it-taqsima-lukandi-ikel-u-xorb-tal-union-addiema-mag-qudin-addiema-klerikali-2014---2018","2094c9f2-674b-11e9-ac79-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmalta\u002Fftehim-kollettiv-bejn-simonds-farsons-cisk-plc-it-taqsima-lukandi-ikel-u-xorb-tal-union-addiema-mag-qudin-addiema-klerikali-2014---2018\u002Fftehim-kollettiv-bejn-simonds-farsons-cisk-plc-it-taqsima-lukandi-ikel-u-xorb-tal-union-addiema-mag-qudin-addiema-klerikali-2014---2018\u002F","FTEHIM KOLLETTIV BEJN SIMONDS FARSONS CISK PLC IT-TAQSIMA LUKANDI, IKEL U XORB TAL-UNION ĦADDIEMA MAGĦQUDIN ĦADDIEMA KLERIKALI 2014 - 2018","mt_MT","FTEHIM KOLLETTIV BEJN SIMONDS FARSONS CISK PLC IT-TAQSIMA LUKANDI, IKEL U XORB TAL-UNION ĦADDIEMA MAGĦQUDIN ĦADDIEMA KLERIKALI 2014 - 2018 - 2014","Malta - FTEHIM KOLLETTIV BEJN SIMONDS FARSONS CISK PLC IT-TAQSIMA LUKANDI, IKEL U XORB TAL-UNION ĦADDIEMA MAGĦQUDIN ĦADDIEMA KLERIKALI 2014 - 2018 - 2014","FTEHIM KOLLETTIV BEJN SIMONDS FARSONS CISK PLC IT-TAQSIMA LUKANDI, IKEL U XORB TAL-UNION ĦADDIEMA MAGĦQUDIN ĦADDIEMA KLERIKALI 2014 - 2018 - 2014 - Hospitality, catering, tourism",{"name":40,"data":41},"30032018091845.html","\n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>FTEHIM KOLLETTIV\u003C\u002Fh1>\n\n\u003Ch1>BEJN\u003C\u002Fh1>\n\n\u003Ch1>SIMONDS FARSONS CISK\u003C\u002Fh1>\n\n\u003Ch1>PLC\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NACE2004\">\u003Ch1>IT-TAQSIMA LUKANDI, IKEL U XORB\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>TAL-UNION ĦADDIEMA\u003C\u002Fh1>\n\n\u003Ch1>MAGĦQUDIN\u003C\u002Fh1>\n\n\u003Ch1>ĦADDIEMA KLERIKALI\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>01.01.2014 - 31.12.2018\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Agħmel l-abjent tax-xogħol tiegħek safe għalik u għal sħabek\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DAĦLA\u003C\u002Fp>\n\n\u003Cp>ftehim li ntlaħaq illum, 23 ta’ Jannar 2014 bejn Simonds Farsons Cisk plc\nu t-Taqsima Lukandi, Ikel u Xorb tal-U.H.M., union reġistrata uffiċjalment\nskond l-Att tat-2002 ta’ Malta dwar l-Impjiegi u Relazzjonjiet Industrijali\nli fid-data ta’ dan il- ftehim tirrapreżenta I-maġġoranza tal-impjegati\nmhux industrijali konfermati tal-kumpanija koperti b’dan il-ftehim u kif muri\nf’appendiċi, Ċ, li permezz tiegħu hu miftiehem dan li ġej:\u003C\u002Fp>\n\n\u003Ch3>1. PREAMBOLU\u003C\u002Fh3>\n\n\u003Cp>(i)Billi 1-kumpanija u l-union jaqblu illi relazzjoni stabbli, paċifika u\narmonjuża bejn il-kumpanija u l -union hija mixtieqa miż-żewġ partijiet\nsabiex tilwim industrijali, li jista’ jġib miegħu telf finanzjarju kemm\ngħall impjegati kif ukoll għall-kumpanija, jista’ jiġi evitat, u sabiex\nil- prosperita’, il-ġid u t- tħaddim b’mod mghaġġel u effiċjenti\ntal-intrapriża jistghu jitkattru fl-aħjar interess kemm tal-impjegati, kif\nukoll ta’ dawk li jħaddmu, il-kumpanija u l-union jidħlu f’dan il-ftehim\nu jintrabtu li jimxu skont id-disposizzjonijiet tiegħu u li jikkoperaw\nb’rieda tajba u sħifia biex iżommu I-prinċipji stipulati f’dan\nil-ftehim.\u003C\u002Fp>\n\n\u003Cp>(ii)Iż-żewġ partijiet f’dan il-ftehim, li minn rajhom u voluntarjament,\niltaqgħu flimkien biex jiddeċiedu u wara jirregolaw ir-relazzjonijiet ta’\nbejniethom fl-interess ta’ komprensjoni u koperazjoni bejn iż-żewġ\npartijiet, ftiehmu dwar li ġej:\u003C\u002Fp>\n\n\u003Ch3>2. GĦARFIEN U GĦAN\u003C\u002Fh3>\n\n\u003Cp>Il-kumpanija tagħraf lill-union li hija biss għandha l-jedd li tinnegozja\ngħal u f’isem il-gradi tal-impjegati tagħha, kif jidhru f’appendiċi Ċ,\nta’ dan il-ftehim, iżda l-kumpanija tirriserva d-dritt li ma tibqax tagħraf\nlill-union minnufih jekk il-membri li jkunu qegħdin ihallsu s-sħubija shiħa\ntagħhom tal-union jaqgħu taħt il-ħamsin fil-mija u wieħed (50% + 1)\ntal-għadd tal-impjegati konfermati, koperti b’dan il-ftehim, reġistrati fuq\nil-kotba tal-kumpanija u li jidhru f’appendiċi Ċ.\u003C\u002Fp>\n\n\u003Ch3>3. PERIJODU\u003C\u002Fh3>\n\n\u003Cp>Dan il-ftehim idum iseħħ għall-perjodu ta’ erba’ snin Ii jibda mill-1\nta’ Jannar 2014. Sa l-afiħar tax-xahar ta’ Ottubru 2017 kull parti\ngħandha tgħaddi lill-parti l-oħra l-proposti ta’ tibdil jekk trid\ntbiddel.\u003C\u002Fp>\n\n\u003Cp>Jekk I-ebda parti ma tipprezenta proposti ta’ tibdil matul ix-xahar ta’\nOttubru 2017, il-ftehim awtomatikament jiġi mġedded, għal perjodu\nsuċċessiv ta’ 12 il-xaħar mill-aħfiar ġurnata tas-seħħ tiegħu.\u003C\u002Fp>\n\n\u003Ch3>4. SUĠĠETT\u003C\u002Fh3>\n\n\u003Cp>It-termini u l-kondizzjonijiet ta’ mpjieg li jkunu japplikaw\ngħall-impjegati tal- kumpanija koperti b’dan il-ftehim għandhom ikunu dawk\nkif miftehma bejn il-kumpanija u l -union kif hemm provdut f’dan\nil-ftehim.\u003C\u002Fp>\n\n\u003Cp>Jekk matul iż-żmien li jkun qed iseħħ dan il-ftehim, l-impjegati kollha\njevv xi wtiud mill-impjegati tal-kumpanija, li bħalissa huma msetibin\nfil-union, jiddeċiedu li jitilqu mill-union, jiffurmaw union oħra, jew\njingtiaqdu ma’ xi għaqda oħra tax-xogħol, din il-bidla jew mossa simili ma\njitqisux li għandhom jaffettwaw b’xi mod dak li jkunu datilu għalih\nl-impjegati permezz ta’ dan il- ftehim.\u003C\u002Fp>\n\n\u003Cp>Matul il-validità ta’ dan il-ftehim ma jista’ jsir ebda xorta ta’\ntibdil fit-termini u kundizzjonijiet tal-impjieg jekk mhux bil-qbil bil-miktub\nmiż-żewġ partijiet.\u003C\u002Fp>\n\n\u003Cp>Jekk matul iż-żmien li jkun qed isefiħ dan il-ftehim, is-sid\ntal-kumpanija jinbidel, minħabba fi kwalunkwe raġuni, din il-bidla jew mossa\nsimili ma titqisx li gtiandha taffettwa b’xi mod dak Ii dahlet ghalih\nil-kumpanija permezz ta’ dan il-ftehim.\u003C\u002Fp>\n\n\u003Ch3>5. KLAWSOLA TAL-MANAGEMENT\u003C\u002Fh3>\n\n\u003Cp>It-tmexxija tan-negozju u t-thaddim tal-impjant kif ukoll l-awtorita biex\njitwettqu d-dmirijiet diversi kollha, il-funzjonijiet u r-responsabbiltajiet\nkonnessi maghhom, jinsabu f’idejn il-kumpanija. L-eżerċizzju ta’ din\nl-awtorita m’għandux imur kontra dan il-ftehim.\u003C\u002Fp>\n\n\u003Ch3>6. XOGĦOL U SIGURTÀ TAL-UNION\u003C\u002Fh3>\n\n\u003Cp>(a)Il-kumpanija tagħraf il-union bħala r-rappreżentanta ewlenija ta’\ndawn il-gradi ta* ħaddiema kif murija f’appendiċi Ċ. Għalhekk\nil-kumpanija taqbel li tagħti kull għajnuna raġonevoli lill-union\nfit-twettiq tax-xogħol leġittinm tagħha kif imfisser f’dan il-ftehim.\nGħaldaqstant l-impjegati maglirufa mill-kumpanija bħala r-rappreżentanti\nuffiċjali ta’ din l-istess union għandhom ikunu ħielsa, soġġetti\ngliall-subklawsola (b) ta’ din il- klawsola, li jwettqu l-attivitajiet\ntagħhom, mingħajr telf ta’ ħlas, f’isem il -union fir-relazzjonijiet\ntagtiha mal-kumpanija.\u003C\u002Fp>\n\n\u003Cp>(b)Iż-żewġ partijiet jaqblu li:\u003C\u002Fp>\n\n\u003Cp>(i)M’gfiandux ikun hemm ebda diskriminazzjoni favur jew kontra mpjegati\nfid-dawl tas-sħubija jew nuqqas ta’ sħubija f’din l-istess union.\u003C\u002Fp>\n\n\u003Cp>(ii)Ebda naħa f’dan il-ftehim m’għandha tippermetti li mpjegati jiġu\nb’xi mod intimidati, mhedda jew imrażżna.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>(iii)M’għandha ssir ebda attività tai-union waqt il-ħin tax-xogħol jew\nfuq il-propjetà tal- kumpanija jekk mhux bil-permess, minn qabel,\ntal-kumpanija. Il-permess meħtieġ ma jiġix miċħud mingħajr raġuni\nvalida.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Il union għandha tinforma lill-kumpanija, u żżomm din l-informazzjoni\naġġornata, bl-ismijiet tal-uffiċjali tal-Kumitat tal union, kif ukoll ta’\nxi rappreżentanti oħra akkreditati minnha, kif ikun xieraq.\u003C\u002Fp>\n\n\u003Cp>Bi ftehim bejn il-management u l-union jiġi pprovdut leave specjali bi\nħlas lir-rappreżentanti tal-ħaddiema biex ikunu jistghu jattendu seminars,\nkonferenzi u kungressi jew biex jirrappreżentaw lill-union.\u003C\u002Fp>\n\n\u003Cp>(vi) Il-kumpanija għandha tipprovdi lill-union, notice board. L-ebda avviż\nm’għandu jitwatiħal mingħajr il-permess tal-management.\u003C\u002Fp>\n\n\u003Ch3>7. ĦLAS TA’ UNION\u003C\u002Fh3>\n\n\u003Cp>Il-kumpanija taqbel li tgħin il-union fil-ġbir tal-hlas ta’ sħubija\nbilli jsir tnaqqis mill-paga ta’ dawk l-impjegati li huma membri. Sabiex dan\nikun jista’jsir skont kif mitlub mil-Liġi, il-kumpanija telitieġ\nawtorizzazzjoni valida u bil-miktub mingħand l-impjegat. Il-kumpanija, minn\nnafia tagħha, gtiandha tgħaddi davvn il-ħlasijiet lill-union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>8. EŻAMI MEDIKU\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(a)L-impjegati ġodda kollha jkollhom joqogħdu għal eżami mediku li jsir\nmit-tabib tal-kumpanija qabel l-impjieg konfermat tagħhom mal- kumpanija.\u003C\u002Fp>\n\n\u003Cp>(b)B’mod regolari, il-kumpanija ser tkompli ssafiħaħ sistemi eżistenti\nli jissaivagwardjaw s-saħħa u s-sigurtà fuq il-post tax-xogħol billi\ntintroduċi sistemi ta’ medical screening f’dak li għandu x’jaqsam mal-\nviżta tal-għajnejn - eye tests - u s-smiegħ - audiometric tests. Dawn isiru\nminn nies kompetenti u kwalifikati fuq rakkomandazzjonijiet mit- tabib\ntal-kumpanija. Huwa ntiż li l-persuni jridu jsegwu l-pariri mogħtija lilhom\nmill-ispeċjalisti. Dawk li ma jsegwux dawn il-pariri jitqiesu b’mod\ndixxiplinarju.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialtxt\">\u003Ch3>9. PERIJODU BI PROVA\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>L-ewwel sitt xhur ta’ kull impjieg taħt kuntratt ta’ servizz indefinit\nikun bi prova. Kemm jista’jkun waqt iż-żmien ta’ prova, l-impjegat\ngħandu jkun taħt sorveljanza bl-iskop li jitgħallem.\u003C\u002Fp>\n\n\u003Ch3>10. KIF TITQIES L-ANZJANITÀ\u003C\u002Fh3>\n\n\u003Cp>Għal fini ta’ kif jitqies it-tul ta’ servizz f’kaz ta’ redundancies\nu\u002Fjew demotions, u għall-finijiet oħra kollha li jinstabu f’dan il-ftehim,\nfejn hemm referenza għas-servizz fl-imgħoddi mal-kumpanija, it-tul ta’\nservizz f’grad partikulari jiġi determinat biss skont il-kriterju tad-data\ntal-ewwel nomina għal dak il-grad partikolari, soġġett gtiar-regoli dwar\nbreaks fis-servizz kif jidher hawn taħt:\u003C\u002Fp>\n\n\u003Cp>(a)Is-servizz ta’ qabel fi grad ogħla, jew ekwivalenti, jgħodd\ngħas-servizz fi l-grad aktar baxx.\u003C\u002Fp>\n\n\u003Cp>(b)Is-servizz ta’ qabel ma jitqiesx li jkun inkiser f’każ li mpjieg fi\ngrad jerġa’ jingħata, fi żmien sena wara s-sensja mill-grad minħabba\nredundancy; iżda break bhal dan fl-impjieg ma jkunx jgħodd għat-tul ta’\nservizz.\u003C\u002Fp>\n\n\u003Cp>(c)Is-servizz ta’ qabel jitqies li jkun intilef meta mpjieg ikun ġie\ninterrott volontarjament minn impjegat minħabba riżenja volontarja.\u003C\u002Fp>\n\n\u003Cp>(d)Meta mpjegat jinżamm mill-kumpanija fuq leave bla ħlas minħabba mard,\nkorriment jew għal xi raġuni oħra, perijodu ta’ assenza btial dan ma\njitnaqqasx għal fini ta’ kif jitqies it-tul totali tas-servizz tiegħu.\u003C\u002Fp>\n\n\u003Cp>(e)Meta mpjegat jaqla’ I-permess mill-kumpanija biex jieliu leave\nmingħajr ħlas għal kwalunkwe raġuni dan il-perijodu ta’ assenza ma\njitnaqqasx għall-fini ta’ kif jitqies it-tul totali tas-servizz tieghu.\u003C\u002Fp>\n\n\u003Ch3>11. DEMOTIONS U REDUNDANCIES\u003C\u002Fh3>\n\n\u003Cp>Meta jiġu dikjarati redundancies u\u002Fjew isiru demotions fi grad partikulari,\ninhabba tnaqqis jew nuqqas ta’ xogttol, l-impjegat li jkollu l-inqas\nanzjanità f’dak il-grad partikulari għandu ordinarjament ikun l-ewwel li\njingħata s-sensja jew jiġi demoted. Iżda meta mpjegat, li jkun qed jiġi\ndemoted, qabel kellu, fuq bażi permanenti, impjieg b’rata ugwali jew aktar\nbaxxa ta’ paga li grad ieħor huwa jista’jagħżel li jiġi trasferit għal\ndak l-impjieg li kellu qabel, jekk ikollu anzjanità akbar f’dak il-grad\nmill-impjegat sostitwit.\u003C\u002Fp>\n\n\u003Cp>F’dawn il-każijiet kollha, madankollu, kull devjazzjoni mill-prinċipji\nnvoluti minħabba raġunijiet li m’hemmx kontroll fuqhom, għandha tiġi\nmiftehma mal- union u qbil tal-union m’għandux jiġi miżmum b’mod mhux\nraġonevoli.\u003C\u002Fp>\n\n\u003Ch3>12. MILI TA'VAKANZI LI JIRRIŻULTAW F'PROMOZZJONIJIET\u003C\u002Fh3>\n\n\u003Cp>(a)F’każ ta’ promozzjonijiet u\u002Fjew mili ta’ vakanzi f’postijiet\nta’ gradi rappreżentati mill-union, għandha tqis il-kwalifiki meħtieġa\nghall- vakanza kkonċernata, billi tingħata konsiderazzjoni xierqa\nlill-kapaċità,\u003C\u002Fp>\n\n\u003Cp>l-effiċjenza, l-anzjanità, l-adattament u l-performance record ġenerali\ntal-applikant mal-kumpanija. L-ewwel preferenza għandha tingħata\nlill-ħaddiema regolari li jinsabu mpjegati fiż-żmien meta ssir l-għażla,\nkemm-il darba jinstabu adattati mill-management.\u003C\u002Fp>\n\n\u003Cp>Vakanzi li jkunu dikjarati mill-kumpanija għandhom jiġu mxandra fost\nl-impjegati u jintlaqgħu applikazzjonijiet minn dawk l-impjegati li jkollhom\nil-kwalifiki\u002Fkwalitajiet meħtieġa, skont kif jiġi mitlub fl- avviż\ntal-kumpanija. Meta u sakemm ikun possibbli, talba biex jimtlew postijiet\nvakanti għandha, l-ewwel issir minn dak il-grad li jmiss tafit il- grad\ntal-postijiet vakanti. F’każ li ma jinstabux applikanti addattati minn fost\nl-impjegati biex timtela din il-vakanza, il-kumpanija tista’ tfittex li tiġi\nmimlija l-vakanza minn applikanti minn barra l-kumpanija.\u003C\u002Fp>\n\n\u003Cp>(c)Kull meta mpjegat ikun promoss ghal grad ghola, dan ikun soġġett għal\nżmien ta’ prova ta’ sitt (6) xhur. Lejn l-gheluq ta’ dan iż-żmien\nta’ prova l-impjegat jiġi mgharraf jekk huwiex ikkonfermat fil-grad jew le.\nFil-każ li l-impjegat ma jiġix ikkonfermat fil-grad għola, l-impjegat\njerġa’ lura fuq il-grad li kellu qabel minghajr telf ta’ anzjanità.\u003C\u002Fp>\n\n\u003Cp>(d)Ir-riżultat ta’ kull board ta’ ghażla għandu jiġi ppubblikat b’\nisem il- persuna magħżula fi żmien tletin (30) ġurnata mid-data tal-gheluq\ntal- avviż. L-applikant li ma jissodisfax il-board ta’ I-għażla jkollu\nseba’ (7) tijiem żmien mid-data tal-pubblikazzjoni tar-riżultat, biex dan\njekk irid ikun jaf x’wassal li ma ġiex magħżul.\u003C\u002Fp>\n\n\u003Ch3>13. FLESSIBILITÀ\u003C\u002Fh3>\n\n\u003Cp>Bhala parti minn dan il-ftehim, huwa rikonoxxut miż-żewġ partijiet li\nfl-atitiar minn l-ahhar huwa għal benefiċju tal-impjegati tal-kumpanija li\nr-riżorsi kollha jkunu utiliżżati bl-aktar mod effiċjenti u flessibbli\nsabiex jintlahaq l-iskop kummerċjali tal-kumpanija. Ghaldaqstant huwa\nmiftiehem illi:\u003C\u002Fp>\n\n\u003Cp>(a)Kull sforz għandu jsir sabiex l-impjegati jingħataw xogħol skont\nil-grad partikolari ta’ kull wieħed. Iżda meta tinqala’ il-ħtieġa u\u002Fjew\nf' xi sezzjoni\u002F dipartiment ikun hemm nuqqas ta’ xogħol, il-kumpanija\ntirriserva d-dritt li titrasferixxi l-impjegat għal xogħol alternattiv kemm\nfl-istess sezzjoni u\u002Fjew dipartiment, kif ukoll f’sezzjonijiet u\u002Fjew\ndipartimenti ofira tal- kumpanija. Dan ix-xogħol alternattiv jista’ jkun\nf’grad kemm ghola, jew ugwali, jew inqas minn dak tal-impjegat.\u003C\u002Fp>\n\n\u003Cp>(b)Il-kumpanija tikkonferma li għat-tul tal-perjodu li fih impjegat jkun\nittrasferit, u\u002Fjew jingħata xoghol alternattiv, dan m’ghandux jirriżulta fi\ntnaqqis fl-istatus tal-impjegat kemm bhala grad, pagi, etc. kif ukoll f\nkundizzjonijiet oħra ta’ mpjieg.\u003C\u002Fp>\n\n\u003Cp>(c)Kull impjegat għandu jagħmel dak ix-xogħol alternattiv li huwa jiġi\nordnat biex jagħmel. F’każ li l-impjegat jagtimel xogħol fi grad għola,\nikun żgurat li l-impjegat ikun jaf jagħmel dan ix-xogħol u jekk ikun\nmeħtieġ jingtiata t-taħriġ biex jagħmel dan ix-xogħol b’mod effettiv u\nmingħajr riskju.\u003C\u002Fp>\n\n\u003Cp>(d)Impjegat li skont kif ikun ordnat, jagħmel xogħol alternattiv ta’\ngrad għola, huwa għandujitħalias bħala substitution allowance dak l-ammont\nkif spjegat fil-klawsoia 46 ta’ dan il-ftehim.\u003C\u002Fp>\n\n\u003Cp>Għal kull fini ta’ din il-klawsola, il-management jaqbel li\nf’ċirkostanzi straordinarji, jew f’każ ta’ ċaqliq ta’ numru\nsostanzjali ta’ nies, il-management jinforma lill-union.\u003C\u002Fp>\n\n\u003Ch3>14. IRTIRAR\u003C\u002Fh3>\n\n\u003Cp>L-impjegati kollha għandhom jirtiraw mis-servizz tal-kumpanija malli\njilħqu\u003C\u002Fp>\n\n\u003Cp>l-eta’ pensjonabbli skont il-liġi ta’ Malta.\u003C\u002Fp>\n\n\u003Ch3>15. RIŻENJA U TEMM TA' IMPJIEG\u003C\u002Fh3>\n\n\u003Cp>Fil-każijiet kollha ta’ temm ta’ mpjieg għajr fil-każ ta’\ntkeċċija nstantanja jew sommarja ghandhom jiġu osservati dawn il-perijodi\nta’ avviż kif ġej:\u003C\u002Fp>\n\n\u003Cp>(a)‘l fuq minn xahar iżda mhux aktar minn sitt xhur servizz - avviż\nta’ ġimgħa.\u003C\u002Fp>\n\n\u003Cp>(b)'l fuq minn sitt xhur iżda mhux aktar minn sentejn servizz - avviż\nta’ ħmistax\u003C\u002Fp>\n\n\u003Cp>‘l fuq minn sentejn iżda mhux aktar minn erba’ snin servizz - avviż\nta’ erba’ ġimgħat\u003C\u002Fp>\n\n\u003Cp>'l fuq minn erba’ snin iżda mhux aktar minn seba’ snin servizz - avviż\nta’ tmien ġimghat\u003C\u002Fp>\n\n\u003Cp>'l fuq minn seba’ snin servizz - tiżdied ġimgha mat-tmien ġimgħat tan-\nnotice period ghal kull sena sa massimu ta’ tnax-il ġimgħa.\u003C\u002Fp>\n\n\u003Cp>F’każ ta’ temm ta’ servizz għal raġunijiet li ma jkunx ghal\ntkeċċija nstantanja jew sommarja, il-kumpanija għandha tagħti mhux inqas\nmill-avviż mefitieġ skont it-tul ta’ servizz msemmija hawn fuq jew ħlas\nminfloku. Bl-istess mod, l-impjegati kollha li jkunu jixtiequ jirriżenjaw\nmis-servizz mal-kumpanija, għandhom jagfitu avviż ta’ mhux inqas mill-\nperijodi meħtieġa skont it-tul ta’ servizz msemmija hawn fuq, jevv,\nf’każ li mpjegat jonqos milli jagħti avviż xieraq, huwa għandu jkun\nsoġġett li jirrifondi lill-kumpanija dawk il-flus preskritti bil-liġi li\nfil-preżent tistipula lllas ugwali għal nofs (1\u002F2) il-paga li għandha\ntitħallas għal perijodu xieraq ta’ avviż. Dan għandu japplika wkoll jekk\nl-applikant jonqos milli jattendi għax-xogħol matul il-perijodu ta’ avviż,\njew jonqos milli jtemm l-avviż sħiħ tiegħu.\u003C\u002Fp>\n\n\u003Ch3>16. IMPJIEC MILL-ĠDID\u003C\u002Fh3>\n\n\u003Cp>Jekk fi żmien perijodu ta’ sena, il-kumpanija tkun qed iżżid in-numru\ntal- ħaddiema tagħha, hija għandha toffri mpjieg f’xi grupp partikolari\nl-ewwelnett lill-impjegati li kellha qabel u li kienu ngħataw is-sensji\nminħabba tnaqqis jew nuqqas ta’ xogħol, billi terġa’ timpjeghom skond\nl-anzjanità li kellhom qabel f’dak il-grupp partikulari, kemm-il darba jkunu\ndisponibli għax-xogħol fi żmien perijodu raġonevoli. Huwa mifhum illi meta\ndawn l-impjegati ta’ qabel jerġgħu jiġu mpjegati, huma għandhom\njikkwalifikavv għal grupp ta’ anzjanità kif hemm provdut fil-klawsola 10\nparagrafu (b), Dan għandu wkoll ikun soġġett għar- rifond ta’ xi gratuity\nli l-impjegat ikun seta’ rċieva meta ngħata s-sensja. L- impjegat ikun\njista’ jirrifondi xi gratuity Ii jkun irċieva f’perijodu ta’ żmien\nmiftiehem mal-management. Impjegat li ma jirrifondix din il-gratuity li tkun\ningħatatlu, għandu jitqies bħala mpjegat ġdid tal-kumpanija.\u003C\u002Fp>\n\n\u003Ch3>17. STANDARDS TA' KWALITÀ\u003C\u002Fh3>\n\n\u003Cp>Il-kumpanija mpennjat ruħha u marbuta tipproduċi xorb u tagfiti servizzi\ntal- aqwa kwalità. Dan evidenti mill-fatt li l-kumpanija uffiċjalment\nrikkonoxxuta li taħdem skond standards Internazzjonali ta’ kwalità (ISO\n9001: 2008, BRC, HAACP etc). Biex il-kumpanija tibqa’ taħdem skond dawn\nl-istandards perjodikament ikun hemm ħtieġa li jinbiddel il-mod kif isir\nċertu xogħol u jkun hemm Titieġa li regolarment jinżammu rekords\nmill-impjegati kollha. Ghialdaqstant dawn il-ħtiġijiet huma konsidrati bħala\nparti ntegrali mid- dmirijieftal-impjegati kollha.\u003C\u002Fp>\n\n\u003Cp>Hekk kif dawn il-ħtiġijiet jevolvu u jinbiddlu l-management iżomm\nlill-union infurmata u jikkonsultaha.\u003C\u002Fp>\n\n\u003Ch3>18. TEKNOLOĠIJA U ŻVILUPP\u003C\u002Fh3>\n\n\u003Cp>Il-management jerfa’ r-responsabbiltà li gtiandu sabiex jiggarantixxi\nhajja kummerċjali ta’ suċċess fil-tul taż-żmien għall-kumpanija.\u003C\u002Fp>\n\n\u003Cp>Dan jirrikjedi investiment kontinwu f’teknoloġija innovattiva’ w\nawtomatiċità tax-xogħol li jwasslu għal tibdil f’metodi, sistemi .manning\nu modi ta’kif meħtieġ jahdmu I-impjegati. F’uffiċini u f’positjiet\nkollha tax-xogħol, partikolarment fuq linji ta’ produzzjoni, dan ifisser li\nnitbegħdu minn sistemi fejn impjegati jassumu xogħol riġidu u esklussiv fuq\nmakna jew makni partikolari, għall- sistemi fejn impjegati, btiala membri\nta’ team, b’mod flessibbli, waqt ġurnata ta’ xogħol, jatidmu fuq makni,\nu jagħmlu xogħol, differenti.\u003C\u002Fp>\n\n\u003Cp>Hekk kif jiġru dawn l-iżviluppi l-management jinvolvi l-union permezz\nta’ informazzjoni kontinwa u f’waqta, diskussjoni u konsultazzjoni.\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija terfa’ r-responsabbiltà li għanda li żżomm l-impjegati\ntagħha mħarrġin mal-ħtiġijiet li jotiolqu fit-teknologija innovattiva u\nl-awtomatiċità. Minn naħa tagħhom l-impjegati jobbligaw rufihom li\njaċċettaw u jipparteċipaw fit-taħriġ li tipprovdi l-kumpanija.\u003C\u002Fp>\n\n\u003Ch3>19. L-OBBLIGI TAL-IMPJEGATI\u003C\u002Fh3>\n\n\u003Cp>Huwa l-obbligu ta’ kull impjegat li jġib ruħu b’mod raġonevoli billi\njosserva r-regolamenti tal-kumpanija (Ara appendiċi 'E') u li jwettaq bl-ahjar\nmod possibbli, l-ordnijiet leġittimi tas-Superjuri tiegfiu.\u003C\u002Fp>\n\n\u003Cp>Nuqqas ta’ osservanza ta’ dawn ir-regolamenti jesponu l-impjegat għal\npassi dixxiplinari.\u003C\u002Fp>\n\n\u003Ch3>20. IS-SIGURTA TAL-INFORMAZZJONI U L-UŻU KORRETT TAL- KOMPJUTERS FUQ\nIX-XOGĦOL\u003C\u002Fh3>\n\n\u003Cp>Minn żmien għal żmien il-kumpanija toħroġ regolamenti dwar is-sigurtà\ntal- informazzjoni u l-użu korrett tal-kompjuters fuq ix-xogħol.\u003C\u002Fp>\n\n\u003Cp>II-union tiġi infurmata hekk kif dawn ir-regolamenti jibdew joħorġu jew\njiġu modifikati.\u003C\u002Fp>\n\n\u003Cp>Nuqqas ta’ osservazzjoni ta’ dawn ir-regolamenti jistgħu jwasslu gtial\npassi dixxiplinari kontra l-impjegat.\u003C\u002Fp>\n\n\u003Ch3>21.(A) PROĊEDURA DWAR KAŻI TA’ DIXXIPLINA\u003C\u002Fh3>\n\n\u003Cp>(1) F’każ ta’ nuqqas kontra regolamenti jew xi nuqqas ieħor, għandha\ntiġi ttrattata skont il-proċedura mniżżla hawn taht:\u003C\u002Fp>\n\n\u003Cp>(i)Hekk kif ikun hemm indikazzjoni ċara li sar xi nuqqas minn naha tal-\nimpjegat, dan għandu jiġi mwiddeb mis-superjur immedjat tiegħu.\nFil-proċedura ta’ dixxiplina, il-persuna li dwarha ser isir ir-rapport\ngħandha tiġi informata mill-ewwel bir-rapport u tintalab li tiffirma u\ntghaddi l-ewwel kummenti fuq ir-rapport qabel din tghaddi għand il-manager\ntaghha, jew is-senior manager skont il-każ.\u003C\u002Fp>\n\n\u003Cp>(ii)Hekk kif il-każ jiġi mressaq għall-attenzjoni tal-manager u skont kif\ntitlob il-gravita’ tal-offiża, il management jista’:\u003C\u002Fp>\n\n\u003Cp>JEW\u003C\u002Fp>\n\n\u003Cp>(x) iwiddeb lill-impjegat u\u002Fjew jinghata warning u jiddahhal rapport\nfil-file personali ta l-impjegat,\u003C\u002Fp>\n\n\u003Cp>JEW\u003C\u002Fp>\n\n\u003Cp>(y) jekk ikun il-każ fejn jinhass li għandhom jittiehdu passi dixxiplinari\naktar serji, tinżamm investigazzjoni formali. Jekk mhux minħabba ċirkustanzi\nstraordinarji jew f’każi ta’ natura kriminali, kull sforz ghandu jsir\nsabiex il-proċeduri msemmija jiġu konklużi fi żmien ħmistax-il (15)\nġurnata tax-xogħol minn meta l-impjegat jiġi formalment infurmat li hemm\nrapport kontrih. Kemm fil-każ li tkun applikata paragrafu (x) kif ukoll jekk\ntkun applikata paragrafu (y) ta’ subklawsola (a)-(ii), is-subklawsoli\nmsemmija hawn taħt japplikaw.\u003C\u002Fp>\n\n\u003Cp>(iii)L-impjegat ikkonċernat għandu jiġi mgħarraf bil-miktub dwar\nl-akkuża miġjuba kontrih u li skont il-ħtieġa tkun sejra tinżamm\ninvestigazzjoni formali.\u003C\u002Fp>\n\n\u003Cp>(iv)L-impjegat bil-\u002Fjew mingħajr l-ghajnuna tar-rappreżentant tal-union\njingħata ċ-ċans li jiddefendi ruhu.\u003C\u002Fp>\n\n\u003Cp>(v)F’każ li rapport jiġi reġistrat kontra r-record ta’ mpjegat,\nl-impjegat ghandha tingħatalu kopja tar-rapport fil-ħin tar-reġistrazzjoni.\nL-impjegat jiġi mitlub biex u gtiandu jiffirma kopja tar-rapport bhala xhieda\nli hu qrah u jaf bih.\u003C\u002Fp>\n\n\u003Cp>(2)Il-proċedura msemmija f’subklawsola (a) hija biex tiżgura li ebda\nrapport kontra xi mpjegat ma jidħol fil-personal file tieghu minghajr\nmal-impjegat ikun jaf bih u minghajr ma jkollu ċ-ċans jiddifendi ruhu.\u003C\u002Fp>\n\n\u003Cp>(3)L-imsemmi rapport m’għandux jinżamm fil personal file tal-impjegat\ngfial aktar minn sentejn bil-kundizzjoni li il-istess intervall ma jkunx hemm\nebda rapport ieħor kontra l-impjegat.\u003C\u002Fp>\n\n\u003Cp>Sospensjoni nstantanja jew sommarja mingħajr ħlas ta* paga tista’ iddum\nbiss sa sebat ijiem ta’ ġranet ta’ xogħol. Dan isir mingtiajr\npreġudizzju gfial dak li jista’ jiġi deċiż meta ssir l-investigazzjoni\nproprja u s-sospensjoni jew isseħti u jiġi stabbilit it-tul u n-natura\ntagħha jew taqa’ minghajr ebda effett fuq l-impjegat\u003C\u002Fp>\n\n\u003Cp>(B) Negliġenza li twassal għall inċidenti fuq il-posf fax-xogħol:\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija u l-union jaqblu li jfasslu sistema ta’ penaltajiet li\njwasslu għal passi dixxiplinarji bħal sospensjoni etċ. Din is-sistema\ntitfassal bi qbil fuqha bejn iż-żewġ partijiet u għandha tiġi mplimentata\nsa Ottubru 2014.\u003C\u002Fp>\n\n\u003Ch3>22. SIGURTÀ TAL-KUMPANIJA U DRITT GĦAL TFITTXIJA\u003C\u002Fh3>\n\n\u003Cp>Kull impjegat għandu jaċċetta w isegwi miżuri jew proċeduri ta’\nsecurity waqt li dan ikun fuq il-proprjeta’ tal-kumpanija. Dawn il-mizuri\nu\u002Fjew proċeduri huma neċessarji sabiex ikunu salvagwardati l-interessi\ntal-kumpanija u\u002Fjew tal- impjegati tagħha u\u002Fjew tal-klijenti taghha.\u003C\u002Fp>\n\n\u003Cp>Ghaldaqstant, il-kumpanija tirriserva d-dritt ta’ tfittxija\ngħall-impjegati dehlin jew ħerġin mill-kumpanija, li huwa ukoll fl-obbligu\ntaghhom li ma jwettqux krimini ta’ miżapproprijazzjoni jew atti li jistgtiu\njikkawżaw tisara, serq ta’ propjetà tal-kumpanija. Din it-tfittxija\ngħandha ssir skont il-liġi. Għaldaqstant, is-security guard jista’ jsaqsi\nb’mod diskret lill-impjegat juri l-kontenut ta’ basktijiet u oġġetti\noħra li persuna jista’ jkollha fil-bwiet, iżda tfittxija fuq il- persuna\n(body search) ma tistax issir. Fejn ikun hemm suspett xieraq, minn natia\ntal-management, jew tal-uffiċjal tas-security, dan jista’ jsejjah l-ghajnuna\ntal-uffiċjali tal-pulizija.\u003C\u002Fp>\n\n\u003Cp>L-ispezzjonar u t-tfittxija għandhom isiru b’mod diskret u b’kortesija\nu l-għażla gtial tfittxija m’għandhiex timplika xi suspett.\u003C\u002Fp>\n\n\u003Cp>F’każ ta' tfittxija f'lockers tal-impjegati, l-impjegat li fil-locker\ntiegħu tkun se ssir tfittxija, obbligat u għandu ikun preżenti. Għandhom\njiġu osservati r-regolamenti dwar iż-żamma u l-użu tal-lockers li għalih\nikun iffirma l-impjegat.\u003C\u002Fp>\n\n\u003Ch3>23. PROĊEDURA DWAR ILMENTI\u003C\u002Fh3>\n\n\u003Cp>L-għan taż-żewġ partijiet f’dan il-ftehim huwa li jistabbilixxu\nsistema li biha jiffaċilitaw is-soluzzjoni għall-ilmenti\u002Fdifferenzi li\njistgħu jinqalghu dwar l- applikazzjoni jew l-interpretazzjoni tat-termini\nta’ dan il-ftehim.\u003C\u002Fp>\n\n\u003Cp>Għalhekk jekk jinqala’ xi ilment li jista’ jwassal ghal nuqqas ta’\nqbil bejn il- kumpanija u l-impjegat tagħha, jew il-union, dwar\nl-interpretazzjoni jew l-applikazzjoni tad-dispożizzjonijiet ta’ dan\nil-ftehim, gfiandu jsir sforz herqan biex jiġi rranġat dan l-ilment skont\nil-proċedura li ġejja:\u003C\u002Fp>\n\n\u003Cp>(a)Kull ilment magtimul minn impjegat għandu jiġi diskuss mas-superjur\nimmedjat tiegħu. Dan ghandu jsir mill-aktar fis possibbli wara li jkun\ninqala’ l-ilment. Jekk ma jintlaħaqx ftehim bejn l-impjegat u s-superjur\nimmedjat tiegħu, l-ilment ghandu jiġi referit mis-superjur immedjat lill-\nmanager mill-aktar fis possibbli.\u003C\u002Fp>\n\n\u003Cp>(b)ll-manager flimkien mas-superjur immedjat tal-impjegat minn naha u\nl-impjegat bil-\u002Fjew mingħajr l-ghajnuna tax-shop steward, ghandhom jippruvaw\njiddisponu mill-ilment, sas-sitt (6) ġurnata ta’ xoghol minn meta jkun\ntqajjem il-każ. Jekk wara dan l-istadju ma tkunx instabet soluzzjoni\nsodisfaċenti, il-union ghandha tressaq l-ilment bil-miktub lill-\nmanagement.\u003C\u002Fp>\n\n\u003Cp>(ċ) Il-management minn naha u rappreżentanza formali tal-union f’isem\nl-impjegat minn naħa l-oħra, ghandhom jiltaqgħu fi żmien raġonevoli sabiex\njippruvaw jaslu fi ftehim sodisfaċenti għaż-żewġ nahat.\u003C\u002Fp>\n\n\u003Cp>(d)F’każ li, għalkemm ikunu saru l-isforzi kollha miż-żewġ naTiat\nskond il- proċedura msemmija hawn fuq f’subklawsoli (a), (b) u (ċ), ma\njintlaħaqx ftehim sodisfaċenti għaż-żewġ nahat, huvva miftiehem li l-każ\njiġi referit għand konċiljatur aċċettabbli għaż-żevvġ nahat.\u003C\u002Fp>\n\n\u003Cp>(e)F’każ li ma jintlaħaqx ftehim dwar l-ilment wara li l-każ ikun\nreferit għand il-konċiljatur, il-kumpanija jew il-union jistgħu jieħdu dik\nl-azzjoni li huma jidhrilhom li tkun xierqa skont iċ-ċirkostanzi u liema\nazzjoni ma tkunx kuntrarja għal liġi jew ghad-dispożizzjonijiet ta’ dan\nil-ftehim.\u003C\u002Fp>\n\n\u003Ch3>24. WAQFIEN TA’ XOGĦOL\u003C\u002Fh3>\n\n\u003Cp>Il-kumpanija u l-union jaghrfu illi I-ġid ekonomiku tal-kumpanija, kif\nukoll tal-ħaddiema tagħha, jiddependi miż-żamma tar-relazzjonijiet\narmonjużi u tal- paċi industrijali. Għalhekk, bl-gharfien shiħ\ntar-responsabbiltajiet tagħhom, il-kumpanija u l -union jaqblu li f’każ\nta’ xi differenza ta’ opinjoni li tinqala’ minħabba l-interpretazzjoni\nta dan il-ftehim jew minhabba xi kwistjoni oħra, li tista’ tinqala’, iżda\nIi m’hemmx referenza ghaliha f’dan il-ftehim, huma għandhom jidhlu\nFdiskussjonijiet bil-għan li jippruvaw jirranġaw il-kwistjoni b’mod\nsodisfaċenti għaż-żewġ partijiet. Sakemm dawn id-diskussjonijiet jevv xi\nmezzi xierqa ohra li jistghu jkunu disponibbli jkunu ghadhom ma ġewx\neżawriti, l-ebda azzjoni arbitrarja matisuba biex tikkaġuna waqfien ta’\nxoghol m’għandha tittiehed mill-kumpanija jew mill-union.\u003C\u002Fp>\n\n\u003Cp>Iżda jekk minkejja l-ahjar tentattiv taghhom biex jaslu fi ftehim\nsodisfaċenti ghaż-żewġ partijiet dwar il-kwistjoni, l-kumpanija u l-union\njonqsu li jaghmlu dan u bħala konsegwenza xi parti minnhom tiddeċiedi li\ngħandha tittieħed azzjoni, huwa miftiehem:\u003C\u002Fp>\n\n\u003Cp>(a)Li jingħata lill-parti l-otira avviż bil-miktub ta’ erbgħa u ghoxrin\n(24) siegħa żmien mid-data tal-avviż.\u003C\u002Fp>\n\n\u003Cp>(b)II-union taqbel li timmantjeni servizzi li bi ftehim mal-kumpanija jkunu\nkonsidrati li huma essenzjali. Il-kumpanija taqbel li tipprovdi lil union\nb’lista ta’ dawk l-impjegati kollha neċessarji biex jaħdmu fuq xoghol\nessenzjali u l -union taqbel li dawk l-impjegati jagħmlu x-xoghol mitlub\nminnhom, bil-providiment pero li tiadd minn dawn l-impjegati ma jkun imqabbad\nbiex jagħmel xogħol ieħor minbarra dak miftiehem bħala li huma servizzi\nessenzali.\u003C\u002Fp>\n\n\u003Cp>(c)Azzjoni industrijali tista’ tittielied fuq il-kwistjonijiet\nindustrijali kollha kif hemm stipulat fl-att tal-2002 ta’ l-Impjiegi u\nRelazzjonijiet Industrijali (XXII).\u003C\u002Fp>\n\n\u003Ch3>25. ĦINIJIET TA’ XOGĦOL\u003C\u002Fh3>\n\n\u003Cp>Ġimgħa ta’ xogħol għandha tkun meqjusa bħala ġimgħa ta’ erbgħin\nsiegħa mqassma kif ġej, skont l-iskeda Ii wieħed ikun fiha kif jidher hawn\ntaħt:\u003C\u002Fp>\n\n\u003Cp>Fid-dawl tal-ħtiġijiet kummerċjali u n-natura tal-kummerċ tal-kumpanija,\nkull impjegat jista’ jiġi ordnat biex jaħdem fuq bażi ta’ Shift. Kull\nimpjegat għandu l-obbligu li jaċċetta li jaħdem fuq bażi ta’ shift u dan\ngħandu jitqies bħala kundizzjoni ta’ mpjieg.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourstxt\">\u003Ch3>25.1 SKEDI TA' ĦINIJIET TA' XOGĦOL\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>SKEDA TA’ ĦINIJIET TA’ XOGĦOL ‘A’\u003C\u002Fp>\n\n\u003Cp>Ħinijiet normali ta’ xogħol għandhom lkunu kif ġej:\u003C\u002Fp>\n\n\u003Cp>Filgħodu: 07.30am sa 12.00pm\u003C\u002Fp>\n\n\u003Cp>Wara nofs in-nhar: 12.30pm sa 4.00pm\u003C\u002Fp>\n\n\u003Cp>Jew\u003C\u002Fp>\n\n\u003Cp>Filghodu: 08.30am sa 12.30pm\u003C\u002Fp>\n\n\u003Cp>Wara nofs in-nhar: l.00pm sa 5.00pm\u003C\u002Fp>\n\n\u003Cp>Jew\u003C\u002Fp>\n\n\u003Cp>Filgħodu: 9.00am sa 1.00pm\u003C\u002Fp>\n\n\u003Cp>Wara nofs in-nhar: 1.30pm sa 5.30pm\u003C\u002Fp>\n\n\u003Cp>SKEDA TA’ ĦINIJIET TA’ XOGĦOL ‘B ’\u003C\u002Fp>\n\n\u003Cp>(a)Gimgtia ta’ xogħol ta’ ħamest ijiem ta’ tmien siegħat il-wieħed\nbejn it- Tnejn u l-Ġimgħa skont l-iskeda ta’ shifts kif ġej:\u003C\u002Fp>\n\n\u003Cp>Shift ta’ filgħodu:6.00 a.m. - 2.00 p.m.\u003C\u002Fp>\n\n\u003Cp>Shift ta’ wara nofs inhar: 2.00 p.m. - 10.00 p.m. \u003C\u002Fp>\n\n\u003Cp>Shift ta’ bil-lejl:10.00 p.m. - 6.00 a.m.\u003C\u002Fp>\n\n\u003Cp>Dawn il-ħinijiet jinkludu brejk ta’ 15-il minuta (kwarta).\u003C\u002Fp>\n\n\u003Cp>Il-management ghandu d-dritt li J-produzzjoni ma tieqafx fit-tibdil\ntax-shifts. L-impjegat ma jistax jitlaq minn postu sakemm jiġi r-replacement\ntieghu.\u003C\u002Fp>\n\n\u003Cp>Normalment l-ewwel shift tal-ġimgħa jissejjah biex jibda’ il-Ħadd\nfl-10.00 ta’ filghaxija.\u003C\u002Fp>\n\n\u003Cp>Sistema ta’ Shift tista’ tinkludi tnejn biss minn dawn il-perijodi ta’\nxiftijiet imsemmija.\u003C\u002Fp>\n\n\u003Cp>(b)Gimgħa ta’ xogħol ta’ ħamest ijiem ta’ tmien sigħat ii-wieħed\nbejn it- Tnejn u s-Sibt skont l-iskeda ta’ shifts kif ġej:\u003C\u002Fp>\n\n\u003Cp>Shift ta’ filgħodu:6.00am - 2.00pm\u003C\u002Fp>\n\n\u003Cp>Shift ta’ wara nofs-inhar: 2.00pm - 10.00pm \u003C\u002Fp>\n\n\u003Cp>Shift ta’ bil-lejl:10.00pm - 6.00am\u003C\u002Fp>\n\n\u003Cp>Dawn il-ħinijiet jinkludu break ta’ 15 il-minuta (kwarta).\u003C\u002Fp>\n\n\u003Cp>L-management ghandu d-dritt li l-produzzjoni ma tieqafx fit-tibdil tax-\nshifts. L-impjegat ma jistax jitlaq minn postu sakemm jiġi x-replacement\ntieghu.\u003C\u002Fp>\n\n\u003Cp>Normalment l-ewwel shift tal-ġimgħa jissejjati biex jibda it-Tnejn,\nfis-6.00 ta’ filgħodu u l-aħħar jispiċċa s-Sibt fis~6.00 ta’\nfilgħodu.\u003C\u002Fp>\n\n\u003Cp>Sistema ta’ shift tista tinkludi ukoll tnejn biss minn dawn il-perjodi\nta’ shifts imsemmija.\u003C\u002Fp>\n\n\u003Cp>(ċ) SIGH AT OĦRA TA’ XOGĦOL\u003C\u002Fp>\n\n\u003Cp>Filgfiodu: 5.00am - 1.00pm (isirfilas ta’ €4.66 kull ġurnata)\u003C\u002Fp>\n\n\u003Cp>Wara nofs in-nhar: 12.00pm - 8.00pm (isir ħlas ta’ €2.91 kull\nġurnata)\u003C\u002Fp>\n\n\u003Cp>Dawn il-ħinijiet jinkludu break ta’ 15 il-minuta (kwarta)\u003C\u002Fp>\n\n\u003Cp>Dawn il-ħinijiet japplikaw gtiall-impjegati li jaħdmu fil\u002Fmal-Logistics\nCentre u l-Credit Contol.\u003C\u002Fp>\n\n\u003Cp>Kull impjegat huvva mistenni li jaħdem fi-iskeda ta’ ħinijiet indikati\nIilu. Ħlief f’każijiet ta’ emerġenza avviż ta’ ġurnata għandu\njinghata meta jkun se jsir bdil tal-iskeda ta’ ħinijiet tal-impjegat.\nGħalkemm kull sforz għandu jsir sabiex jinżammu l-ħinijiet stabbiliti hawn\nfuq, ħtija tal-ħtiġijiet partikolari li jinqalgħu, ikun meħtieġ li davvn\nl-iskedi ta’ ħinijiet jinbidlu.\u003C\u002Fp>\n\n\u003Cp>Skeda ta’ ħinijiet differenti minn havvn fuq issir b’konsultazzjoni\nmal-union.\u003C\u002Fp>\n\n\u003Ch3>25.2 ĦINIJIET TAL-BREJK\u003C\u002Fh3>\n\n\u003Cp>L-għantai-kumpanijahuwali\ntibqàzzidl-efficjenzaul-produttività,tiggarantixxi l-kwaIità tal-prodott u\ntnaqqas l-ispejjez. Għaldaqstant, tfittex modi fejn biex tissalvagwardja\u003C\u002Fp>\n\n\u003Cp>l-kontinwità fil-produzzjoni, bla waqfien fil-linja sakemm ikun possibli,\ntittiaddem sistema ta’ staggered brejks li permezz tagfihom, filwaqt li\npersuni jieħdu l-brejk intitolati ghaliħ, il-produzzjoni ma tieqafx, dejjem\nsalv li din ma tkunx ta’ detriment għas-sahha u s-sigurta’ tal-individwi\nli jkunu għadhom jaħdmu fuq il-post tax-xogħol.\u003C\u002Fp>\n\n\u003Cp>Generalment, il-ħinijiet tal-brejk fuq il-produzzjoni jittiefidu wara\nsagħtejn u nofs li jibda s-shift u sa sagħtejn u nofs qabel jispicca\ns-shiftjigifieri bejn 09.30a.m u l-11.30 am; jew bejn l-5.30p.m u s-7.30p.m;\njew bejn 12.30a.m u s-3.30a.m. Madankollu impjegat\u002Fi li jkunu involuti\nf'changeovers metajkun il-bzonn, jista’jigi mitlub jippostponi l-brejk hekk\nkif indikat mis-superjur tagħhom biex il-produzzjoni tkun tistà tibda\nmingħajr dewmien. Madanakollu, dawn l-istess impjegati jibqgħu ntitolati li\njietidu l-brejk taghħom,\u003C\u002Fp>\n\n\u003Cp>Meta għal ragunijiet li l-kumpanija m’għandhiex kontroll fuqhom imur l\n-power supply wara I-ewwel siegħa ta’ kull bidu ta’ shift u l-erbgħa (4)\nsigħat ta’ wara, ħaddiema li ma jkunux għadhomħadu l-brejk, jintalbu\njieħdu l-brejk tagħhom f’dan il-ħin mis-Superjuri tagħhom.\u003C\u002Fp>\n\n\u003Ch3>25.3 XOGĦOL LI JIKKOSTITWIXXI DAY WORK\u003C\u002Fh3>\n\n\u003Cp>Mill-1 ta’ Jannar 2014, impjegati li jaħdmu dejjem filgħodu u li jibdew\nil-tlin tax-xogħol tagħhom fis-6.00 ta’ filgħodu jew f’xi ħin wara,\ngtiandhoin jaħdmu 8 sigħat xogħol produttiv, u jkollhom brejk adekwat ta’\nmhux inqas minn 15 minuta. Għaldaqstant, il- ġurnata xogħol ma titqiesx\nbħal dawk li jatidmu fuq is-shift u 1-ħin tad-day workers jispiċċa fis-2.15\nta’ wara nofsinhar jew wara meta l-ġumata tibda fis-6.00 ta’ filgħodu.\nImpjegati li jibdew fis-7.00 a.m. jew wara jispiċċaw fit-3.30 p.m. jew wara\nbi brejk ta’ mhux inqas minn 30 minuta.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexworktxt\">\u003Ch3>25.4 FLEXITIME\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(a)SAGĦTEJN FLEXITIME\u003C\u002Fp>\n\n\u003Cp>Dan l-arranġament irid isir fejn f’każi ta’ inqas xoghol ippjanat\nf’ġimgħa waħda, impjegat, jista’ jintalab jaħdem ġurnata mnaqqsa ta’\n6 sighat, u li mbagħad tinħadem f’ġurnata xoghol ta’ 10 sigħat\nfl-istess ġimgha. II- paga ta’ 40 siegħa tibqa’ titfiallas, u din\nil-klawsola m’għandiex titħaddem ma’ klawsoli ohrajn bhal tal-banking of\nhours (ara klawsola 25.6). Din il-klawsola tista’ tapplika ghal dipartimenti\nspeċifiċi bi qbil mal-union.\u003C\u002Fp>\n\n\u003Cp>(b)ĠIMGĦA FLEXITIME\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija trid tintroduċi sistemi li jgliinu I-flessibilità fuq il-post\ntax- xogħol u li jikkontribwixxu favorevolment ghal work-life balance tal-\nimpjegati. Din is-sistema generalment ma tapplikax għall-impjegati Ii jafidmu\nx-shift, u l-anqas ghal dawk li huma direttament marbuta max- xogfiol\ntax-shift.\u003C\u002Fp>\n\n\u003Cp>Din is-sistema tistabbilixxi li mpjegat\u002Fa bi qbil mal-manager tad-\ndipartiment, jista’ jirrapporta ghax-xoghol bejn is-7.30am u t-8.30am, u li\njrid jaħdem minimu ta’ 6 sieghat xoghol kull jum (mhux inkluż it-30 minuta\nbrejk li jrid jittieħed), jew massimu ta’ 10 siegħat kuljum, skont kif\njitolbu l-esiġenzi tax-xoghol\u003C\u002Fp>\n\n\u003Cp>Impjegat dejjem irid ikun preżenti ghax-xogħol fil-ħinijiet kritiċi -\ncore hours jiġifieri bejn it-8.30am u s-2.30pm. L-applikazzjoni ta’ kif u\nfejn tittiaddem din il-klawsola hi fid-diskrezzjoni tal-managementbx qbil\nmal-HR.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch3>25.5 IL-BANKING OF HOURS\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Fil-perijodu ta’ xoghol bejn ix-xhur ta’ Ottubru \u002F Novembru \u002FJannar,\nFrar u Marzu, il-kumpanija tista’ tħaddem impjegati għal ġimgħa imnaqqsa\nta’ 32 siegħa f’ġimgħa wahda, u li ghaliha l-impjegat jitħallas xorta\nil-ħlas ta’ 40 siegħa għal dik il-ġimgħa. Ġimgħa imnaqqsa b’dan\nil-mod tista’ ssir sa massimu ta’ 6 darbiet, u kif miftiehem mal-union dawn\njinhadmu fis-sajf bħala extra shifts, fuq 4 darbiet kif spjegat:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Is-siegħat imfaddlin jiġu maħduma fil-perijodu tas-sajf meta jkun hemm\nbżonn u skond il-ħtiġijiet tal-kumpanija extra night shift mill-Gimgħa\ngħas-Sibt, u \u002F jew, extra morning shift, is-Sibt filgħodu. Għal dawn\nid-drabi, l-impjegati jingħataw allowances għal kull shift li jaħdmu:\u003C\u002Fp>\n\n\u003Cp>extra Night shift (mill-Ġimgħa bil-lejl għas-Sibt filgħodu): €6.40\u003C\u002Fp>\n\n\u003Cp>extra morning shift (is-Sibt filgħodu): €4.07\u003C\u002Fp>\n\n\u003Cp>Barra minn hekk, I-impjegati li jkunu fuq il-banking of hours jinghataw food\nand drink voucher ta’ €7.50 ghal kull darba li jidhlu sa massimu ta’\n€30.00.\u003C\u002Fp>\n\n\u003Cp>L-ippjanar tal-banking of hours u t-thaddim tal-banked hours isir hekk:\u003C\u002Fp>\n\n\u003Cp>(i)L-impjegati jiġu mgtiarrfa bil-ġranet li se jkunu off ghal-fini tal-\nbanked hours\", billi jitiu informati bid-dati bejn Settembru u Ottubru. Skond\nl-eżiġenzi tal-produzzjoni, dawn id-dati jistghu jiġu mdahħlin\nb’komunikazzjoni mal-union. Dawn il-ġranet xorta se jitħallsu tagħhom u\njitqiesu bħala imfaddlin. Minn Ottubru 2015, zewg ġranet minn dawn jistgħu\njiġu ppjanati mill-impjegat stess matul ix-xhur ta’ Ottubru u Novembru.\nGurnata minnhom tista tittiehed matul Jannar u Frar ta’ wara.\u003C\u002Fp>\n\n\u003Cp>(ii)L-istess impjegati jiġu mgħarrfa fil-perijodu bejn April u Ġunju kif\nil- ġranet imfaddlin jinħadmu fil-perijodu tas-sajf. L-extra shifts jistgħu\njinbdew minn Mejju ‘l quddiem.\u003C\u002Fp>\n\n\u003Cp>(iii)Din il-klawsola tapplika għal-PET line, Brewing, Beers Packaging,\nWater Treatment, Process Block u Raw materials jekk jinhass il-bionn.\nDipartimenti oħrajn, jistgħu jiġu kunsidrati b’diskussjoni u qbil mal-\nunion.\u003C\u002Fp>\n\n\u003Cp>(iv)Is-sena fejn tapplika il-banked hours titqies minn Ottubru sa Settembru\ntas-sena ta’ wara.\u003C\u002Fp>\n\n\u003Cp>(v)Jekk matul din is-sena ma jiġux utilizzati l -banked hours sa l-afrħar\nta’ Settembru, dawn jintilfu minn-naha tal-kumpanija għal benefiċċju tal-\nimpjegat, sakemm ma jkunx hemm xi arranġament ieħor bi qbil mal- union.\u003C\u002Fp>\n\n\u003Cp>(vi)Sigħat oħra ta’ xogħol żejda li wieħed jaħdem u li mhux parti\nmil-banked hours jitqiesu skond ir-regolamenti tal-Overtime.\u003C\u002Fp>\n\n\u003Cp>(vii)Management jintrabat li joħrog ir-rosters marbuta ma’ extra shifts,\n60 siegha qabel s-sighat jiġu mahduma. Jekk għal raġunijiet ta’ ħsarat\nl-produzzjoni tiġi mħassra, impjegati għandhom jiġu notifikati mill- inqas\n8 sigħat qabel jibda s-shift. F’kaz li l-ħsara ssir matul t-8 sighat ta’\nqabel jibda s-shift u \u002F jew waqt is-sigħat maħduma, jingħata xogħol ieħor\nmarbut ma’ change overs, tindif, u \u002Fjew rework.\u003C\u002Fp>\n\n\u003Cp>(viii)F’kazijiet ta’ sick, injury, tmien ta’ impjieg u bidu ta’\nimpjegat jiġu regolati skond il-Legal Notice 46\u002F2012.\u003C\u002Fp>\n\n\u003Ch3>26. IŻ-ŻAMMA TAL-ĦIN\u003C\u002Fh3>\n\n\u003Cp>Kull impjegat gtiandu jirrapporta għax-xogħol fil-ħin indikat lilu u\ngħandu jirreġistra l-ħinijiet tax-xogħol tiegtiu skont il-proċedura u\nbil-mod indikat lilu mill-kumpanija. Dan għandu jsir billi kull impjegat\njirreġistra l-ħin tiegħu permess ta’ hand reader u\u002Fjew b’mezzi oħra\nprovduti (per eżempju ID Card).\u003C\u002Fp>\n\n\u003Cp>Impjegati li jqabbdu ohrajn biex jirreġistrawlhom il-hin tagħhom hija\noffiża li tirriżulta f’passi dixxiplinari ta’ tkeċċija.\u003C\u002Fp>\n\n\u003Ch3>27. ASSENZI\u003C\u002Fh3>\n\n\u003Cp>Għal kull assenza minn fuq ix-xogħol mingtiajr awtorizzazzjoni minn qabel,\nl-impjegat għandu jara Ii din l-assenza tiġi rappurtata permezz tat-telefon\njew b’mezzi oħra lill- kumpanija sa mhux aktar tard minn sagħtejn wara li\nsuppost ikun beda l-hin tax-xogħol tiegħu. F’każ ta’ mpjegat li jkun\njaħdem bi x-shift ta’ filgħodu jew ta’ wara nofs inhar, dan għandu jara\nli din l-assenza tiġi raportata sa mhux aktar tard minn siegħa qabel ma’\njibda ix-shift. Jekk shift ta’ bil-lejl wieħed gtiandu javża sa mhux aktar\ntard minn sagħtejn qabel.\u003C\u002Fp>\n\n\u003Cp>Meta mpjegat ikun assenti minn fuq ix-xogħol mingħajr raġuni valida u\u002Fjew\navviż xieraq u\u002Fjew awtorizzazzjoni, il-kumpanija jkollha d-dritt li tiehu\npassi dixxiplinari u f’każijiet li wieħed jassenti ruħu frekwentament\nminghajr ma kienet ingħatat raġuni valida u\u002Fjew avviż xieraq\nb’awtorizzazzjoni, dan jista’ jwassal għal tkeċċija.\u003C\u002Fp>\n\n\u003Ch3>28. SAHRA\u003C\u002Fh3>\n\n\u003Cp>Ħaddiem huwa mistenni li jahdem mhux aktar minn medja ta’ tmien sighat\nsahra fil-ġimgħa mifruxa fuq sbatax-il (17) ġimġħa. Volontarjament\nimpjegat jista’ jekk ikun irid jahdem aktar mill-medja ta’ 48 siegħa\nfil-ġimgħa.\u003C\u002Fp>\n\n\u003Cp>L-impjegati kollha huma mistennija li jaghmlu s-sahra meta, fil-fehma tal-\nmanagement iċ-ċirkostanzi jkunu jeħtieġu dan. Jekk impjegat jirrifjuta li\njaghmel is-sahra mingħajr raġuni ġustifikata, dan jista’ jwassal ghal\npassi dixxiplinarji.\u003C\u002Fp>\n\n\u003Cp>Biex wiehed jiġi mqabbad jaghmel is-sahra, għandu jinghatalu avviż minn\nqabel fi żmien adekwat, mill-inqas ġurnata qabel, kull meta ikun possibbli.\nIżda dan m’gfiandux japplika f’każ ta’ emerġenza.\u003C\u002Fp>\n\n\u003Cp>Il management jaqbel li għandu jara li s-sahra tinqasam b’mod ġust.\u003C\u002Fp>\n\n\u003Ch3>29. ITTARDJAR\u003C\u002Fh3>\n\n\u003Cp>L-impjegati huma obbligati li jsegwu l-ħinijiet tax-xoghol kif definiti\nfil- klawsola 25.\u003C\u002Fp>\n\n\u003Cp>Isir tnaqqis mill-paga li jkun ikkalkolat bhala l-hin kollu ta’ assenza\nbejn il- hin uffiċjali tad-dħul jew hruġ u 1-ħin irrekordjat rispettivament\nsoġġett ghal klawsola 35,hlas ta’ salarju.\u003C\u002Fp>\n\n\u003Cp>Ittardjar frekwenti jiġi trattat skont ir-regolamenti dixxiplinarji.\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija tista’ tissospendi għall-kumplament tal-ħin tax-xoghol kull\nimpjegat li jidħol għax-xogħol aktar minn tletin (30) minuta tard.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>30. VAGANZI PUBBLIĊI\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Soġġetti għal ħtiġijiet tax-xogħol, l-impjegati kollha, ghandhom ikunu\nntitolati ghal ġurnata ta’ mistrieh dak inhar tal-vaganzi pubbliċi kif\nnotifikati fuq il- Gażżetta tal-Gvern u kull meta vaganza pubblika taħbat\nis-Sibt jew il-Ħadd tiżdied ġurnata oħra mal-leave ta’ vaganza, kemm-il\ndarba dan ikun konformi mal-emendi tan -National Holidays & other Public\nHolidays Act \u002Fa’ Marzu 2005.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Ch3>31 LEAVE ANNWALI TA' VAGANZA\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(i)Kull impjegat whole rime, ghandu jkun intitolat gtial dak in-numru ta’\nġranet ta’ Leave ta’ vaganza skond kif stipulat minn żmien gtial żmien\nmill-Liġijiet ta’ Malta.\u003C\u002Fp>\n\n\u003Cp>Impjegati whole-time li jkunu ilhom fl-impjieg ghal inqas minn sena wahda\ngħandhom ikunu ntitolati ghal dik il-parti ta’ leave ta’ vaganza stipulati\nfi proporzjon ghan-numru ta’ xhur fi-impieg.\u003C\u002Fp>\n\n\u003Cp>B’effett mill-2014,1-impjegati ġodda, tiżdied ġurnata (1) leave annwali\nma’ l-24 ġurnata statutorja wara l-ħames sena ta’ impjieg biex l-impjegat\njilhaq il-massimu tal-leave annwali. L-impjegati full time li kienu impjegati\nmal- kumpanija qabel l-1 ta’ Jannar 2011, huma intitolati ghal-25 ġurnata\nleave annwali (24 ġurnata statutorja + 1 ġurnata tal-kumpanija).\u003C\u002Fp>\n\n\u003Cp>Kif indikat, l-impjegati huma ntitolati għal ġurnata ohra ta’ leave\nta’ vaganza moghtija mill-kumpanija, liema ġurnata tkun parti minn shut\ndown. (Din il- ġurnata taghmel tajjeb għas-sigħat off bi bias li kienu\njinghataw nhar lejliet il-Milied u nhar lejliet l-Ewwel tas-Sena).\u003C\u002Fp>\n\n\u003Cp>Ghaxart ijiem mill-leave ta’ vaganza jistghu jittietidu maqsumin f’nofs\nta* nhari. Dan ifisser li I-impjegat jew jitlaq mix-xoghol erba’ sighat\nkmieni jew jibda’ x-xogħol erba’ sighat tard. Jumejn minn dawn jistghu\njittiehdu f saghtejnijat. Gurnata minn dawn il-jumejn tista tittiehed\nbis-siegha. II- leave f’saghtejnijat u bis-siegha jista’ jittiehed fil-bidu\njew fit-tmiem tax- xoghol jew xift jew f’kwalunkwe hin jekk m’hemmx bżonn\nreplacement.\u003C\u002Fp>\n\n\u003Cp>Mhux inqas minn ħamest ġranet tax-xoghol jistghu jittiehdu bhala leave\nta’ vaganza skont il-ħtiġijiet tal-impjegati sakemm ma jkunx hemm tfixkil\nfid-dipartiment.\u003C\u002Fp>\n\n\u003Cp>fid dipariment. It-talba ta’ leave ta’ vaganza ta’ aktar minn ħamest\nijiem xogħol għandha tiġi magħmula mill-impjegat tal-inqas ġimgħa qabel u\ntiġi approvata jew Ie, mill-manager, tal-inqas jumejn qabel ma jibda l -leave\nrikjest.\u003C\u002Fp>\n\n\u003Cp>Wieħed għandu dejjem japplika minn qabel gfial leave ta’ vaganza li\ngħandu jiġi approval qabel ma jittieħed. L-impjegat għandu japplika\nghal-leave ta’ Vakanza permezz tas-sistema elettronika ta’ vacation leave\nmanagement. Bis-sapport tal-union, kulħadd għandu jitgħallem kif juża\ns-sistema b’mod korrett.\u003C\u002Fp>\n\n\u003Cp>(ii) Kundiizzjoni ghall-awtorizzazjoni ta’ leave ta’ vaganza:\u003C\u002Fp>\n\n\u003Cp>Impjegati jistgħu jagħmlu użu mill-leave ta’ vaganza bi ftehim bejn min\nihaddem u l-impjegat. Għaldaqstant, impjegat jista’ jaghmel użu mill- leave\nta’ vaganza wara l-approvazzjoni tal-management \u002F superjur. Il- Leave ta’\nvaganza jittieħed f’sigħat, jevv ġranet bi qbil mal-management.\nL-awtorizazzjoni tal-leave ta’ vaganza huwa soġġett għall-esiġenzi\ntad-dipartiment. Jkun approval sakemm ma jinħoloqx inkonvenjenza għax-xogħol\ntas-sezzjoni, u jkun hemm l-arranġamenti meħtieġa biex impjegat jiħi\nrilaxxjat mingħajr spejjeż żejda għad-dipartiment jew kif kontemplat\nfil-manning requirements. Il-management jagħmel minn kollox biex jawtorrizza\nl-leave ta’ vaganza. Min-naħa tagħhom, l-impjegati għandhom d-dmir li\njippjanaw minn qabel (ħlief fil-kaz ta’ leave urġenti ghall-familja) biex\njiżguraw li l-management jkun f’kundizzjoni li jawtorizza l -leave ta’\nvaganza.\u003C\u002Fp>\n\n\u003Cp>L-awtorizzazjoni għall-leave ta’ vaganza tingħata mis-superjur dirett\nta’ l-impjegat u \u002F jew il-manager tad-dipartiment. ll-manager \u002F superjur\ngħandu jagħti raġuni meta leave ta’ vaganza tiġi miċhuda. II-leave ta’\nvaganza jiġi approval fuq il-bazi ta’ u fl-ordni kif ġej:\u003C\u002Fp>\n\n\u003Cp>1.M’hemmx akkumular ta’ xoghol;\u003C\u002Fp>\n\n\u003Cp>2.Id-dipartiment \u002F sezzjoni jistgħu jibgħu joperaw minghajr spejjez\nżejda;\u003C\u002Fp>\n\n\u003Cp>3.Leave għall-raġunijiet ta’ family leave jingħata prijorità fuq\nhaddiehor;\u003C\u002Fp>\n\n\u003Cp>4.Impjegati li jippjanaw u jagħmlu t-talba tal-leave ta’ vaganza kmieni\nfis-sena (3 xhur qabel) biex jaffetaw booking ghal vaganza jiehdu prijorita;\u003C\u002Fp>\n\n\u003Cp>5.Vaganzi marbuta ma’ festi tar-rahal. Impjegati li japplikaw u jiehdu\nleave 3 snin infila għal din ir-raġuni jingħataw approvazzjoni tal-leave\nta’ vaganza jekk ma jkunx iktar impjegati li dik is-sena għamlu talba\ntal-teave fl-istess ġurnata \u002F perjodu.\u003C\u002Fp>\n\n\u003Cp>6.Rikjesti ohra fuq sistema ta First come First served basis.\u003C\u002Fp>\n\n\u003Cp>(iii)Leave tal-famiija:\u003C\u002Fp>\n\n\u003Cp>Leave tal-familja jikkonċerna leave urġenti f’każijiet ta’ mard u \u002F\njew inċidenti, twelid jew mewt ta’ famijari immedjati ta’ l-impjegat fejn\nil- presenza immedjata ta’ l-impjegat hija neċessarja. Il-familja mmedjata\nhija r-ragel \u002F mara, tfal miżżewġa jew mhux mizzewga, sieheb jew sieħba li\njoqghdu fl-istess dar u relazzjonijiet sa l-ewwel grad. Fejn hu possibli\nmpjegat għandu jagħti avviż ta’ mqar 24 siegha qabel jittieħed il-leave.\nDan il-leave jitnaqqas mill-Leave ta’ vaganza ta’ l-impjegat.\u003C\u002Fp>\n\n\u003Cp>(iv)Is-sena ta’ leave ta’ vaganza tibda mill-1 ta Marzu u tagħlaq\nfl-aħħar ta’ Frar. L-akkumular tal-leave ta’ vaganza minn sena ghal\nI-ohra mhux permissibbli iżda każijiet eċċezzjonali jiġu kunsidrati fuq\nil-merti tagħhom.\u003C\u002Fp>\n\n\u003Cp>(v)(a) Perijodu ta’ mhux aktar minn l-ahhar sitt ġranet ta’ xoghol\nf’kull sena\u003C\u002Fp>\n\n\u003Cp>kalendarja huma ddikjarati bhala shut down tal-kumpanija. Id-dati ta’ dan\nix-shut down jkunu dikjarati matul Marzu ta’ l- istess sena wara\nkonsultazzjoni bejn iż-żewġ nahat. Dan il-perijodu jitnaqqas\nmill-entitlement ta’ leave ta’ vaganza. Sa ghaxar ġranet tax-xogħol qabel\nix-shut down numru ta’ impjegati bżonnjużi waqt ix-shut down fuq xoghol\nmeqjus meħtieġ, jiġu mgħarrfa b’dan. Sa ħamest ijiem qabel ix-shut down,\nil-management jista’ jżid jew inaqqas mill-lista n-nies bżonjużi waqt\nix-shut down. Dawn l-impjegati ma jitilfux ġranet ta’ leave ta’ vaganza\nkawza ta’ din il-ħtieġa.\u003C\u002Fp>\n\n\u003Cp>(b)Sa’ erba ġranet tax-xoghol f’kull sena tal-leave, singolarment jew\nġranet wara xulxin, jistghu jiġu proposti mill-kumpanija bhala vacation leave\nobbligatorju lil grupp jew gruppi ta’ impjegati definiti.\u003C\u002Fp>\n\n\u003Cp>Granet hekk proposti jridu jkunu imissu ma’ Ħdud, Sibtijiet jew Festi\nPubbliċi sabiex jiġi estiż pont. Dawn il-ġranet jitnaqqsu mill- entitlement\nta’ leave ta’ vaganza u jiġu identifikati matul Marzu fil- bidu ta’\nl-istess sena, wara qbil bejn iż-żewg natiat.\u003C\u002Fp>\n\n\u003Cp>(vi)Sal-31 ta’ Ottubru, kull impjegat hu obbligat Ii jkun ha mill-leave\nta’ vaganza mhux anqas minn tmien (8) ġranet.\u003C\u002Fp>\n\n\u003Cp>Sal-15 ta’ Jannar ghandu jittiehed jew ikun ippjanat il-leave li jkun ghad\nfadal minbarra jumejn (2).\u003C\u002Fp>\n\n\u003Cp>(vii)Akkumular ta’ leave ta’ vaganza:\u003C\u002Fp>\n\n\u003Cp>Hekk kif diġa’ kontemplat mill-ftehim Kollettiv ma ghandux isir akkumular\nta’ leave ta’ vaganza minn sena għall-ohra. L-ebda leave ta’ vaganza\noltre dawn s-16 il-siegha ma jkun approvat jekk mhux taht xi kundizzjoni\nspeċifikata hawn taht. Hekk kif kontemplat fil-liġi, proporżjon ta’ leave\nta’ vaganza, li ma jeċċedix 50% tal-leave annwali, bi ftehim bejn\nl-impjegat, HR u d-dipartiment li jahdem fih l-impjegat jista jigi akkumulat\ndarba (tul l-impjieg) ghas-sena ta’ wara. Ir-raġunijiet għall-approvarar\nta’ akkumular ta’ leave kif stabiilit f’din il-klawsola jista jsir\njekk:\u003C\u002Fp>\n\n\u003Cp>1.Huwa evidenti li l-management ma awtorizzax numru ta’ drabi lil\nindividwu ir-rikjesti ta’ leave minħabba esiġenzi tax-xogħol;\u003C\u002Fp>\n\n\u003Cp>2.Minhabba zwieġ, twelid jew adozzjoni ta’ tfal;\u003C\u002Fp>\n\n\u003Cp>3.L-ahħar sena ta’ kors ta’ studju ghal raġunijiet ta’ preparamenti\ngħall-eżamijiet finali;\u003C\u002Fp>\n\n\u003Cp>4.Pre-retirement leave\u003C\u002Fp>\n\n\u003Cp>5.F’każ ta mard \u002F Korriment\u003C\u002Fp>\n\n\u003Cp>Leave akkumulat mis-sena ta’ qabel jiġi kkonsmat l-ewwel u ġeneralment\nghandu jittiehed fl-ewwel xahrejn tas-sena ta’ leave ta’ vaganza. Leave\nakkumulat f sena ma jistax jerġa jiġi akkumulat sena ohra.\u003C\u002Fp>\n\n\u003Cp>Meta impjegat jiġi terminat \u002F jispiċċa mil l-impjieg tieghu minn mal-\nkumpanija, l-impjegat ikollu dritt biex jitlob hlas finanzjarju għall-bilanċ\nta’ leave ta’ vaganza ghas-sena li jkun qed jiġi akkumulat il-leave u 50%\ntal- leave akkumulat mis-sena ta’ qabel. Il-hlas jsir fuq r-rata ta’ paga\ntas-sena kurrenti.\u003C\u002Fp>\n\n\u003Cp>Ghal din is-sena kurrenti biss ser jsir hlas lil numru ta’ impjegati li\nfl-ahhar ta’ Frar 2015 ikollhom bilanċi ta’ iktar minn 80 siegha bir-rata\ntas-sena 2014.\u003C\u002Fp>\n\n\u003Cp>Ir-rimanenti leave inkella jintilfu.\u003C\u002Fp>\n\n\u003Cp>(viii)F’kaz ta’ vaganza pubblika li tkun matul perijodu ta’ vaganza\nta’ leave ta’ impjegat, din il-ġurnata ma titqiesx btiala parti mill-leave\nta’ vaganza.\u003C\u002Fp>\n\n\u003Cp>Impjegat li f’ġurnata li jkun bil-leave ta’ vaganza u dak inhar ikun\nordnat b’emerġenza jidħol immedjatament ghax-xogħol waqt il-perijodu\ntat-tmien sighat tax-xogħol li għalih ikun qieghed jissejjah u dan\njirrapporta għax-xoghol kif ordnat, dan ma jitlifx il-ġurnata ta’ leave\nta’ vaganza peress li dik il-ġurnata titqies li ma ttihditx leave.\u003C\u002Fp>\n\n\u003Ch3>32.LEAVE SPEĊJALI (ara Tabella f'appendiċi I )\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativestxt\">\u003Cp>(a)LUTTU\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>F’każ ta’ mewt tal-mara, ulied, jew aħwa tal-impjegat jew fil-każ\nta’ mewt tal-ġenituri tal-impjegat (jew dik il-persuna li f’dak iż-żmien\nkienet tirrappreżenta l-omm jew il-missier ta’ dak l-impjegat) jew tal-\nġenituri ta’ mart l-impjegat, immedjatament jinghataw żewġ (2) ġranet\nleave bla telf ta’ paga.\u003C\u002Fp>\n\n\u003Cp>Barra dak li jidher hawn fuq impjegat miżżewweġ ikun intitolat jiehu\nżewġ ġranet (2) ohra meta l-mewt tkun tal-ġenituri, mara jew it-tfal tal-\nimpjegat.\u003C\u002Fp>\n\n\u003Cp>Impjegat ġuvni jkun intitolat jieħu żewġ ġranet (2) oħra meta l-mewt\ntkun tal-ġenituri jew tal-aħwa tal-impjegat.\u003C\u002Fp>\n\n\u003Cp>Ġurnata tax-xogħol waħda (1) leave speċjali f’każ ta’ mewt ta’\nnannu jew nanna tal-impjegat.\u003C\u002Fp>\n\n\u003Cp>Dan il-leave ghandu jittieħed immedjatament wara l-mewt tal-membru\ntal-familja. F’każijiet eċċezzjonali, permess jista’ jingfiata biex dan\nil- leave jittiehed sa ġimgtia wara l-mewt.\u003C\u002Fp>\n\n\u003Cp>(b)ŻWIEĠ\u003C\u002Fp>\n\n\u003Cp>L-impjegat jinghata hames (5) ġranet leave bla telf ta’ paga.\nIċ-Ċertifikat taż-żwieġ għandu jiġi ppreżentat.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavetxt\">\u003Cp>(c)\u003C\u002Fp>\n\n\u003Cp>TWELID TA’ TARBIJA\u003C\u002Fp>\n\n\u003Cp>Tlett ijiem ġranet tax-xoghol leave jinghataw Iill-impjegat meta l-mara\ntieghu twelled tarbija. Dawn il-ġranet ghandhom jittiehdu fi żmien xahar.\nIċ-ċertifikat tat-twelid irid jiġi ppreżentat. Dan il-leave jinghata ukoll\nf’każ ta’ addozzjoni. Dokument tal-addozzjoni għandu jiġi\nippreżentat.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d)TQALA\u003C\u002Fp>\n\n\u003Cp>Ħaddiema nisa jkunu ntitolati ghal tlettax-il (13) ġimgħa leave speċjali\nbi ħlas għal tqala u ġimgħa (1) oħra bla hlas, b’kollox erghatax-il (14)\nġimgħa skont ‘l-Att Dwar l-Impjiegi u r-Relazzjonijiet Industrijali, Att\nNru. XXII tal-2002.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativetxt\">\u003Cp>(e)SERVIZZ TA’ ĠURAT\u002F XHUD TAL-PULIZIJA\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Jekk impjegat jiġi msejjaħ ghas-servizz ta’ ġurat jew jiġi msejjaħ\nmill- pulizija bhala xhud f’kawżi kriminali, jew bħala riżultat\nmill-impieg tiegħu mal-kumpanija, huwa jingħata permess għall-ħin frank\nmeħtieġ, bla telf ta’ paga, biex jattendi l-Qorti.\u003C\u002Fp>\n\n\u003Cp>(f)STRAORDINARJU\u003C\u002Fp>\n\n\u003Cp>Leave Straordinarju ta’ mhux aktar minn erba’ xhur, bla hlas ta’ paga,\njista’ jinghata fid-diskrezzjoni tal-kumpanija wara li jkun eżawrit il-\nLeave ta’ vaganza, u kemm-il darba jkunu jippermettu l-esiġenzi tal-\nkumpanija.\u003C\u002Fp>\n\n\u003Cp>(g)IRTIRAR MIS-SERVIZZ\u003C\u002Fp>\n\n\u003Cp>L-ekwivalenti ta’ numru ta’ ġimgħat xoghol skont l-iskeda li tidher\nhawn taħt jinghataw bhala extra leave bil-paga lil dak l-impjegat li jirtira\nmis- servizz meta jaghlaq l-eta’ pensjonabbli. Dan I-extra leave jinghata fl-\natihar sitt xhur tas-servizz.\u003C\u002Fp>\n\n\u003Cp>Sa 15 il sena servizz: 6 gimghat\u003C\u002Fp>\n\n\u003Cp>Minn 16 sa 25 sena servizz: 7 gimghat\u003C\u002Fp>\n\n\u003Cp>Minn 26 sa 35 sena servizz: 9 gimghat\u003C\u002Fp>\n\n\u003Cp>Aktar minn 26 sena servizz: 10 gimghat\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LEAVE TA SERVIZZ\u003C\u002Fp>\n\n\u003Cp>Tinghata ġurnata leave extra f’dik is-sena biss, lil dawk 1-impjegati li\njghalqu 20 sena servizz.\u003C\u002Fp>\n\n\u003Cp>Jinghataw żewġ ġranet leave extra f’dik is-sena biss, lil dawk\nl-impjegati li jghalqu 30 sena servizz u 40 sena servizz.\u003C\u002Fp>\n\n\u003Cp>(i)Leave speċjali\u003C\u002Fp>\n\n\u003Cp>Leave speċjali bil jew mingħajr paga jinghata fid-diskrezzjoni tal-\nkumpanija ghal raġunijiet speċlfiċi.\u003C\u002Fp>\n\n\u003Cp>(j) Leave minħabba mard tal-mara\u002Fjew raġel \u003C\u002Fp>\n\n\u003Cp>Seba’ (7) ġranet tax-xoghol leave bil-paga jingtiata lil dak l-impjegat\nli jkollu bżonn jakkumpanja dipendenti fid-dar ghal trattament mediku barra\nl-pajjiż. Dan il-leave jinghata wara li jiġi ppreżentat lill-kumpanija,\nċertifikat mediku maħruġ mid-dipartiment tal-gvern.\u003C\u002Fp>\n\n\u003Cp>(k) Leave ghal l-addozzjoni\u003C\u002Fp>\n\n\u003Cp>Haddiema nisa jkunu ntitolati gtial erba’ (4) ġimghat leave speċjali bi\nħlas f’każ ta’ addozzjoni. Dokument tal-addozzjoni għandu jiġi\nppreżentat.\u003C\u002Fp>\n\n\u003Cp>(1) Parental leave\u003C\u002Fp>\n\n\u003Cp>Parental leave jinghata skont il-liġi.\u003C\u002Fp>\n\n\u003Cp>Sa 15-il sena servizz6 ġimgħat\u003C\u002Fp>\n\n\u003Cp>Minn 16 sa 25 sena servizz 7 ġimgħat\u003C\u002Fp>\n\n\u003Cp>Minn 26 sa 35 sena servizz 9 ġimghat\u003C\u002Fp>\n\n\u003Cp>Aktar minn 36 sena servizz10 ġimgħat\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Ch3>33. LEAVE GĦAL MARD\u002FKORRIMENT\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>F’kaz ta’ mard l-assenża mix-xoghol tkun permessa skond l- iskeda li\nġejja:\u003C\u002Fp>\n\n\u003Cp>Ghall-impjegati kollha b’effett mill-2014, bi qbil mal-union, il-ġranet\nta’ sick leave ser ikunu hekk:\u003C\u002Fp>\n\n\u003Cp>20 ġurnata full pay u 45 ġurnata half pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaystxt\">\u003Cp>NOTA: F’każi ta’ mard li jirrikjedi konvalexxenza fit-tul matul\nil-perjodu ta’ erbgha snin, il-kumpannija toqghod fuq rakkomadazzjoni\ntat-tabib tal- kumpanija biex persuna tinghata sick leave sa massimu ta’ 40\ngurnata full pay matul dan il-perjodu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ghall-impjegati full time li jidhlu mill-1 ta’ Jannar 2014, il-ġranet\ntas-sick ser jibdew hekk :\u003C\u002Fp>\n\n\u003Cp>20 ġurnata full pay u 30 ġurnata half pay.\u003C\u002Fp>\n\n\u003Cp>F’każijiet eċċezzjonali mpjegat li jkun marid fit-tul, jista’\njapplika ghal estensjoni tal-leave ghal mard.\u003C\u002Fp>\n\n\u003Cp>Fil-kaz tas-security guards, il-leave ta’ mard\u002Fkorriment huwa mahdum fuq\nbażi ta’ erbghin (40) siegha fil-ġimgħa maqsuma fuq hames ġranet:\u003C\u002Fp>\n\n\u003Cp>20 ġurnata -160 siegha 45 ġurnata - 360 siegha\u003C\u002Fp>\n\n\u003Cp>ll-leave ta’ mard\u002Fkorriment ghalhekk jinhadem f’sighat.\u003C\u002Fp>\n\n\u003Cp>Fil-każ ta’ sales representatives, meta jiġi dikjarat mit-tabib\ntal-kumpanija flimkien ma’ l-HR tal-kumpanija, li l-impjegat ghandu bżonn\nleave tal-mard \u002F korriment ghal tul taż-żmien, l-impjegat jiġi imhallas kif\ngej:\u003C\u002Fp>\n\n\u003Cp>20 ġurnata ta’ xoghol b’paga shiha ta’ kif jithallas sales\nrepresentatives meqjus bhala reliever scale;\u003C\u002Fp>\n\n\u003Cp>45 ġurnata ta’ xoghol b’nofs paga ta’ kif jithallas sales\nrepresentatives meqjus bhala reliever scale.\u003C\u002Fp>\n\n\u003Cp>F’dan il-perjodu ma jithallasx commission. Il-kumpanija tirriżerva\nd-dritt Ii tikkunsidra kull kaz individwali skont iċ-ċirkustanzi li jitressqu\nquddiemha.\u003C\u002Fp>\n\n\u003Cp>F’cirkostanzi normali ta’ ġranet sick, l-impjegat jitħallas il-salarju\ntieghu kif normalment jitħallas u l -commission dovuta tkun fuq ordnijiet li\ns-sales representative jwettaq fil-perjodu meqjusa bhala sick.\u003C\u002Fp>\n\n\u003Cp>Kull impjegat ġdid, full time jew part time ikun intitolat ghal dak li\njidher hawn fuq, fuq bazi pro-rata skond il-Liġi.\u003C\u002Fp>\n\n\u003Cp>Dan ta’ fuq hu soġġett ghal dawn il-kondizzjonijiet.\u003C\u002Fp>\n\n\u003Cp>(i)II-leave ghal mard kollu ghandu jkun kopert b’ċertifikat mediku.\nImpjegat ghandu jġib il-kopja taċ-ċerfikat tal-mard wara li jirrtorna lura\nghax-xoghol, jekk uffiċċjali tal-kumpanija ma jkunx ġew għaċ-ċertifikat.\nKull impjegat irid jara li l-kopja oriġinali taċ-ċertifikat tasal ghand\ns-sigurta soċjali sa gaxart (10) t’ijiem wara l-ewwel ġurnata li impjegat\nikun irraporta sick.\u003C\u002Fp>\n\n\u003Cp>Madankollu l-kumpanija ghandha d-dritt li jkollha l-opinjoni ta’ tabib\ntaghha f’każijiet li jidhrilha hi.\u003C\u002Fp>\n\n\u003Cp>Meta impjegat ifalli tlett darbiet f perjodu ta’ sitt xhur, it-tabib\ntal-kumpanija iżuru d-dar. Jekk din il-frekwenza tkompli tippersisti, meta\nm’hemmx spjega medika ghal dawn l-assenzi, isir a return-to-work interview\nma’ l-impjegat fil- presenza tat-tabib tal-kumpanija u l-HR. ll-manager ta’\nl-impjegat jista jiġi mitlub jattendi jekk jinhass il-bżonn. L-għan huwa li\njiġu mfassla pjan ta’ kif ser titjieb il-presenza ta’ l-impjegat fuq i\nl-post tax-xoghol.\u003C\u002Fp>\n\n\u003Cp>Meta dan il-għan xorta ma jintlahaqx, jissejjah review meeting iehor u\nl-impegat ikollu d-dritt jsejjah ir-rapprezentat tal-union jew persuna ohra li\njafda fih l-impjegat. Jekk l-assenzi xorta ma jintranġawx, il HR johrog\nl-ahhar twissija lill-impjegat. II-kumpanijja mbaghad ikollha dritt li ssejjah\nboard mediku f’konsultazzjoni mal-union. ll-board jista jirrakommanda li\nl-impjegat jiġi boarded out \u002F dismissed wara li jiġi kkonsultat speċjalista.\nL-impjegat ikollu d-driit ta’ l-appell.\u003C\u002Fp>\n\n\u003Cp>F’kazijiet ta’ differenza t’opinjoni bejn it-tabib ta’ l-impjegat u\nt-tabib tal- kumpanija dwar jekk l- impjegat hux marid jew le u\u002Fjew dwar\nil-perijodu mehtieg ta’ leave ghal mard l-opinjoni ta’ speċjalista\naċċettabbli għaż-żewġ nahat ghandha tiġi mitluba u d-deċiżjoni tieghu\ntkun wahda li torbot u finali.\u003C\u002Fp>\n\n\u003Cp>(ii)Jekk impjegat li jkun qiegħed jahdem iħossu ma jiflahx u l -management\niħoss li ghandu jibghatu lejn id-dar, l-assenza tiegħu mix-xoghol jekk tkun\nta’ ħames sighat jew inqas m’għandhiex tiġi reġistrata bhala ġurnata\nsick leave. Din l-assenza tigi mħallsa lill-impjegat bil-paga normali. II-\nmanagement iżomm id-dritt li jitlob ċertifikat.\u003C\u002Fp>\n\n\u003Cp>(iii)Ma jiġi permess ebda akkumular ta’ leave ghal mard minn sena ghal\nohra, jekk mhux kif miftiehem f’din il-klawsola\u003C\u002Fp>\n\n\u003Cp>Impjegat Ii jkollu appuntament f’Mater Dei waqt il-hin tax-xoghol jinghata\npermess jattendi għall-appuntament. Jiġu esklusi appuntamenti privati u\nappuntamenti marbuta ma’ problem tas-snien.\u003C\u002Fp>\n\n\u003Cp>Kull appuntament irid jiġi akkumpanjat b’nota minn Mater Dei u jiġi\npermess sa hames (5) sighat sick leave hekk kif dikjarat mill-isptar. Kull\nimpjegat ghandu d-dmir jattendi ghax-xoghol kemm qabel u wara l-appuntament.\nSighat iktar minn hames (5) sighat hekk rikjesti mill-impjegat jistghu\njittiehdu taht kundizzjonijiet marbuta mal-leave ta’ vaganza.\u003C\u002Fp>\n\n\u003Cp>(v)Il-benefiċċji ghal mard\u002Fkorriment dovuti skond I-Att dwar is-Sigurtà\nSoċjali ghandhom jitnaqqsu mill-paga ghal dawk il-perijodi biss li matulhom\u003C\u002Fp>\n\n\u003Cp>l-impjegat ikun qiegħed jirċievi paga shiha. Dawn il-benefiċċji\njitnaqqsu miil-paga fix-xahar ta’ wara.\u003C\u002Fp>\n\n\u003Cp>Jekk l-impjegat ikun jista’ jipprova li ma jkunx irċieva c-cheque,\nm’ghandu jsir\u003C\u002Fp>\n\n\u003Cp>l-ebda tnaqqis sakemm jasallu ċ-cheque. Iżda jekk l-impjegat jitlef\nid-dritt tieghu ghal benefiċċji tas-Sigurtà Soċjali jew ghal benefiċċji\ntaht xi skema simili, billi jonqos milli jsegwi l-istruzzjonijiet jew il-\nproċeduri li jinharġu minn żmien ghal żmien mid-dipartiment tas-sigurtà\nsoċjali, huwa jkollu jirrifondi l-ammont dovut lill-kumpanija.\u003C\u002Fp>\n\n\u003Cp>(vi)Kull ċertifikat mediku ghandu jiddikjara x-xorta ta’ l-ilment u kemm\nikun antiċipat it-tul tal-mard jew id-data probabbli li fiha l-impjegat ikun\njista’jerga’ jidhol ghax-xoghol. Iċ-ċertifikat ghandu jsir immedjatament\nu pprezentat lill-kumpanija minghajr dewmien.\u003C\u002Fp>\n\n\u003Cp>(vii)L-ebda assenza mix-xoghol ma tiġi kkunsidrata bhala leave ghal mard\njekk l-impjegat ma javżax il-kumpanija dwar l-assenza tieghu bit-telefon jew\nb’mezzi ohra sa mhux aktar tard minn saghtejn wara li suppost ikun beda\nx-xoghol.\u003C\u002Fp>\n\n\u003Cp>(viii)L-ebda ħlas ma jkun permess ghal leave ghal mard\u002Fkorriment jekk fuq\nparir mediku il-mard jew l-inkapaċità’ tkun direttament jew indirettament\nattribwita għat-tort, negliġenza jew traskuraġni ta’ l-impjegat jew\nminhabba li dan ikun ħa sehem f’xi attività mhux awtorizzata mill-\nkumpanija, Ii tista’ tikkaġuna mard jew inkapaċità. L-istess ghandu\njapplika ghall-impjegat li jonqos milli jsegwi l-istruzzjonijiet tat-tabib\ntieghu jew ifixkel it-tabib tal-kumpanija fil-qadi ta’ dmirijietu,\u003C\u002Fp>\n\n\u003Cp>(ix)Waqt li impjegat ikun fuq leave tal-mard jew korriment, dan ghandu\njoqghod id-dar. Jekk l- impjegat ma jinstabx id-dar, il-hlas ghal leave tal-\nmard\u002Fkorriment jista’ jinżamm.\u003C\u002Fp>\n\n\u003Cp>(x)Impjegat, li jkun ta’ spiss assenti minhabba mard, jista’ jitqies\nbhala Ii ma jkunx f’siktu ghax-xoghol u jiġi trattat f’dan is-sens, jekk\njiġi ċċertifikat hekk minn speċjalista ndipendenti aċċettabbli\nghaż-żewġ naħat.\u003C\u002Fp>\n\n\u003Cp>(xi)Kull assenza mix-xoghol, li ma tkunx permessa bhala leave ghal mard\u002F\nkorriment, kemm dak Ii jithallas kif ukoll dak li ma jithallasx, ghandha\ntitqies bhala assenza minghajr leave.\u003C\u002Fp>\n\n\u003Cp>F’kaz ta’ korriment ta’ impjegat waqt il-qadi ta’ dmirijietu w liema\nkorriment ikun irrapportat lill-management tal- kumpanija fl-istess ġurnata\ntax-xoghol ta’\u003C\u002Fp>\n\n\u003Cp>1-impjegat li fiha jkun sofra l-korriment u kemm-il darba dan il-korriment\nma jkunx minhabba negliġenza u\u002Fjew ksur tar-regolamenti ta’ safety min-naha\ntal- persuna korruta, assenza minn fuq ix- xoghol tiġi permessa sa sena wahda\n(1) b’paga shiħa suġġett ghal provvediment ghal klawsola 32 (i), (iv),\n(v), (vi), (vii),\u003C\u002Fp>\n\n\u003Cp>(viii), (ix), u (x).\u003C\u002Fp>\n\n\u003Cp>F’kaz li l-korriment ta’ impjegat waqt il-qadi ta’ dmirijietu\njirriżulta f’inkapaċità u liema inkapaċità tinstab reġistrata skond\nl-Att ta’ 1969 dwar l-Impjieg ta’ Persuni Inkapaċitati (Att II ta’\n1-1969), il-persuna korruta tista’ tkun meħtieġa tapplika\ngħar-reġistrazzjoni skond l-Att imsemmi, kemm-il darba din il-persuna tkun\ntista’ taghmel dan bla ma titlef l-impjieg taghha mal-kumpanija.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyext\">\u003Cp>Kemm-il darba wkoll il-korriment ma jkunx meqjuz bhala riżultat li\nl-impjegat ikun b’xi mod injora d-dispożizzjonijiet stipulati fl-Att Dwar\nl-Awtorità ghas- Sahha u s-Sigurtà fuq il-Post tax-Xoghol (XXVIII tat-2000),\njew xi struzzjonijiet bil-miktub u\u002Fjew użanżi stabbiliti li b’mod\nraġonevoli huwa kien mistenni li josserva ghall-iskansar u l-protezzjoni\ntieghu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Għall-fini ta’ dan il-ftehim hlasijiet ghal korriment skond\nil-provvediment ta’ dan il-paragrafu ghandhom ikunu bla preġudizzju\nghall-kwistjoni ta’ responsabbiltajiet legali u m’għandhomx jitqiesu bhala\nammissjoni ta’ liabilitajiet legali.\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija tirrifondi lill-impjegat spejjeż għal mediċini li l-impjegat\nikollu bżonn minħabba injury li jkun sofra fuq ix-xogħol. Dawn il-mediċini\ngħandhom jiġu approvati mit-tabib tal-kumpanija\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>34. RATI TA' SALARJI\u003C\u002Fh3>\n\n\u003Cp>Ir-rati bażiċi ta’ paga fil-gimgħa, kull ġimgħa tax-xoghol huma dawk\nkif jidhru f’appendiċi ‘Ċ’ li jifforma parti minn, u jinsab mehmuz\nmal-ftehim, u kull impjegat ghandu jirċievi r-rata ta’ paga li\ntikkorrispondi mal-grad tieghu kif assenjata mill-kumpanija.\u003C\u002Fp>\n\n\u003Cp>Il-pagi u s-salarji ghal dawn l-erbgha snin jinkludu il-gholi tal-hajja\ntal-gvern. Impjegati fuq l-massimu ta’ skala ta’ paga jiżdied l-gholi\ntal-hajja tal-gvern hekk kif stabbilit. Meta l-gholi tal-hajja tkun oghla\nmill-increment ta’ skala, dan l increment jaġġusta ruhu skond l-oghli\ntal-hajja.\u003C\u002Fp>\n\n\u003Cp>L-Istruttura proposta hija kif indikata tinkludi ż-żidiet marbuta\nmal-COLA, ż-żidiet marbuta mal-ftehim Kollettiv 2011-2013 li kellhom jidhlu\nfil-paga fl-1 ta’ Jannar 2014. L-increments minn sena ghall-ohra jinkludu\nż-żidiet marbuta ma’ l-gholi tal-hajja ghall-tlett snin ta’ wara. Jekk\nl-COLA tkun iktar mill- increment kontemplata, l-increment jiġi aġġustat\nbiex jinkludi l-COLA hekk kif dikjarata. Impjegati li jkunu fuq l-oghla skala\njiżdiedu bil COLA.\u003C\u002Fp>\n\n\u003Ch3>35. ĦLAS TA' SALARJU\u003C\u002Fh3>\n\n\u003Cp>Salarji u sahra ghandhom jithallsu sat-28 tax-xahar.\u003C\u002Fp>\n\n\u003Cp>F’Diċembru, il-hlas tas-salarji u sahra ghandu jsir sat-23 tax-xahar.\u003C\u002Fp>\n\n\u003Cp>Il-pagi jithallsu permezz ta’ direct credit.\u003C\u002Fp>\n\n\u003Ch3>36. RATI TA’ ĦLAS GĦOLA GĦAL ĦINIJIET NORMALI\u003C\u002Fh3>\n\n\u003Cp>Jithallsu b’rati ghola mir-rata normali, sieghat ta’ xoghol li jkunu\nparti mill- ġimgha normali ta’ xoghol kif muri hawn taht. Din ir-rata ghola\nghandha dejjem tissostitwixxi r-rata normali.\u003C\u002Fp>\n\n\u003Cp>(a)XOGĦOL IL-ĦADD\u003C\u002Fp>\n\n\u003Cp>F’każ li bhala parti mis-sieghat ta’ xoghol tal-ġimgħa normali jkun\nmahdum xi hin il-Hadd, dan il-hin kollu mahdum il-Ħadd ghandu jithallas\nbir-rata normali doppja (X 2).\u003C\u002Fp>\n\n\u003Cp>(b)\u003C\u002Fp>\n\n\u003Cp>XOGĦOL F’VAGANZI PUBBLIĊI\u003C\u002Fp>\n\n\u003Cp>F’lcaż li bħala parti mis-siegħat ta’ xogħol tal-ġimgha normal i\njkun maħdum xi ħin f’ġurnata ta’ vaganza pubblika li taħbat bejn\nit-Tnejn u l-Gimgħa, dan il-ħin kollu mahdum ghandu jitħallas b’darbtejn\n(X 2) ir-rata normali.\u003C\u002Fp>\n\n\u003Cp>(c)SEJĦA LURA B’EMERĠENZA F’ĠURNATA TA’ LEAVE TA’ VAGANZA\u003C\u002Fp>\n\n\u003Cp>Impjegat li f’ġurnata li jkun bil-leave ta’ vaganza u dak inhar ikun\nordnat b’emerġenza jidħol immedjatament għax-xogħol, waqt il-perijodu\ntat- tmien siegħat tax- xogħol li għalih ikun qieghed jissejjaħ,u dan\njirrapporta ghax-xogħol kif ordnat, huwa ghandu xorta wahda jitħallas\ngħat-tmien (8) siegħat sħaħ b’rata normali doppja (X 2) u dan ma jitlifx\nil-ġurnata ta’ Leave ta’ vaganza peress li dik il-ġurnata titqies li ma\nttihditx Leave.\u003C\u002Fp>\n\n\u003Ch3>37.ĦLAS TA' SAHRA \u002F ĦLAS BARRANI\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetxt\">\u003Cp>Is-Sahra għandha tkun awtorizzata bil-miktub mill-management. Bil-kunsens\ntal-kumpanija, mpjegati jistgħu jagħżlu jieħdu time off in lieu bl-istess\nrata kif jidher hawn taht għal kull sahra maħduma.\u003C\u002Fp>\n\n\u003Cp>Impjegati li jidhru f’appendiċi Ċ u jittiallsu sahra kif jidher hawn\ntaht:\u003C\u002Fp>\n\n\u003Cp>(i)Darba u nofs (x 1.5) ir-rata normali ghal hin mahdum li jkun:\u003C\u002Fp>\n\n\u003Cp>(a)Aktar mill-hinijiet normali ta’ xoghol fuq tmien sighat ta’ kull\nġurnata xoghol mahduma.\u003C\u002Fp>\n\n\u003Cp>JEW\u003C\u002Fp>\n\n\u003Cp>(b)Matul ġurnata ta’ mistrieh tal-impjegat peress li ma tkunx parti mill-\nġimgħa tax-xoghol tal-impjegat iżda mhux il-Hadd.\u003C\u002Fp>\n\n\u003Cp>JEW\u003C\u002Fp>\n\n\u003Cp>(c)matul ix-shut-down tal-Milied, meta l-impjegat jiġi avżat matul il-\nhames t’ijiem qabel ix-shut down, biex jidhol ghax-xoghol fix-shut down.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetxt\">\u003Cp>(ii)Darbtejn (x2) ir-rata normali għal hin li jkun maħdum\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a)Matul il-ġurnata tal-Ħadd.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b)Meta mpjegat ikun imsejjaħ mid-dar biex jidhol ghas-sahra bejn l-ghaxra\nta’ filghaxija (10.00pm) u l-hamsa ta’ filghodu (5.00am).\u003C\u002Fp>\n\n\u003Cp>Matul ġurnata ta’ vaganza Pubblika.\u003C\u002Fp>\n\n\u003Cp>(d) Matul ix-shut-down tal-Milied, meta mpjegat ikun imsejjah mid- dar biex\njidhol ghax-xoghol wara li tkun bdiet ix-shut down.\u003C\u002Fp>\n\n\u003Cp>Meta mpjegat ikun ordnat jidhol bis-sahra u liema sahra tfisser li\nl-impjegat ikollu jidħol appożitament għax-xogħol biex jahdem din is-sahra\nu li wara t-tmiem ta’ dan il-perijodu kollu ta’ sahra se jerġa’ joħroġ\nminn ġol-kumpanija biex ikompli bil-hin tal-mistrieh tieghu, dan ghandu\njitħallas minimu ta’ erba’ sighat sahra bir-rata addattata.\u003C\u002Fp>\n\n\u003Cp>(iii)TOIL (Time - off in lieu) \u003C\u002Fp>\n\n\u003Cp>Impjegati ma’jistghux jakkumulaw iktar minn 40 siegha time off in lieu fi\nkwalunkwe perijodu taż-żmien.\u003C\u002Fp>\n\n\u003Ch3>38.ĦLAS TA SHIFT PREMIUM\u003C\u002Fh3>\n\n\u003Cp>L-impjegati li jiġu ordnati biex jaħdmu l-ġurnata tax-xoghol taghhom\nskont skeda ta’ Shifts, jirċievu Premium ta’:\u003C\u002Fp>\n\n\u003Cp>Shift ta’ filghodu: €1.16 (irreferi appendiċi ‘F’)\u003C\u002Fp>\n\n\u003Cp>Shift ta’ wara nofs inhar: €4.07\u003C\u002Fp>\n\n\u003Cp>Shift ta’ bil-lejl: €6.40\u003C\u002Fp>\n\n\u003Ch3>39.PREMIUM GĦAL ĦINIJIET OĦRA LI JOĦOLQU NKONVENJENT\u003C\u002Fh3>\n\n\u003Cp>Jekk htija ta’ l-eżiġenzi tax-xoghol impjegat jiġi msejjah biex jibda\nl-ħin tat- tmien siegħat tal-ġurnata tax-xoghol tieghu fil-hamsa w nofs\n(5.30 am) ta’ filghodu jew qabel, jew fid-disa u nofs ta’ filghodu (9.30am)\nsa nofs inhar, u li peress li huwa rikonoxxut li dan jitlob bidu jew tmiem\nta’ ħin ta’ xoghol f’ħinijiet li joħolqu ċerta inkonvenjenza,\njithallas premium ta’ €4.65 , għal kull ġurnata li jiġi msejjaħ u\njagħmel dan.\u003C\u002Fp>\n\n\u003Cp>NOTA.* Id-disturbance allowance tapplika biss għal dawk il-ħinijiet ta’\nfilgħodu li wieħed jissejjaħ biex jidħol qabel is-sitta, jiġifieri biex\njaħdem shift mill-5.00 am sas 1.00pm. F’każ li l-impjegat jiġi mitlub li\njaħdem sas-2.00pm, din is-siegħa titqies bħala overtime, u d-disturbance\nallowance titħallas xorta waħda.\u003C\u002Fp>\n\n\u003Ch3>40. ĦLAS TA’ ALLOWANCES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytrainingtxt\">\u003Cp>Il-kumpanija hija mpenjata li toffri kundizzjonijiet tax-xogħol bl-inqas\nriskju fuq is-saħħa ta’ kull impjegat. Hekk kif tikkontempla l-liġi\nl-kumpanija hija mpenjata li timxi mar-rakkomadazzjonijiet li jsiru fir-risk\nassessments.\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija tħossha fid-dmir li tkompli ttejjeb il-kundizzjonijiet\ntax-xogfiol biex tagħmel l-ambjent tax-xogħol iktar sikur għal kulħadd u\ntħallas allowances marbutin ma’ health and safety b’responsabilità. Fejn\njiġi ddentifikat li li qed jitħallsu allowances b’nuqqas ta’\nresponsibilita’ jittieħdu passi dixiplinari skond il-ħtieġa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a)ĦLAS TA’ ALLOWANCE LIS-SEGRETARJI\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija tħallas allowance speċjali lil dawk l-impjegati li qed\njagħmlu x-xogħol ta’ segretarja.\u003C\u002Fp>\n\n\u003Cp>Din l-allowance titħallas pro rata, b’lura f’żevvġ partijiet ugwali -\nwaħda mas-salarju ta’ Marzu u l-oħra mas-salarju ta’ Settembru\u003C\u002Fp>\n\n\u003Cp>Din l-allowance li tithallas minn 1 ta’ Jannar 2008 hija kif tidher hawn\ntaħt:\u003C\u002Fp>\n\n\u003Cp>Liveil I - €815.28 fis-sena Livell II- €675.52 fis-sena\u003C\u002Fp>\n\n\u003Cp>(b) SHEER DROP\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija u l -union jaqblu li din il-klawsola ma tissalvagwardjax\nimpjegat milli jietiu l-prekawzjonijiet neċessarji biex jaħdem\nf’kundizzjonijiet li jikkostitwixxu sheer drop. Ghaldaqstant filwaqt li\nl-miżuri kollha għandhom jittieħdu bla riservi, bi qbil mal-union, is- sheer\ndrop allowance tiġi meqjusa għal min jixxabbat jew jaħdem ' il fuq minn 2.0\nmetri skont il-liġi (ara LN. tal-Building Regulations Act). Dan ix-xogħol\nirid ikun awtorizzat mis-superviser u \u002F jew il-manager konċernat.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hardshipallowancetxt\">\u003Cp>(ċ) OBNOXIOUS u CONFINED SPACE\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hardshipallowanceamount1\">\u003Cp>Titħallas Allowance ta’ €3.49 ghal kull ġurnata jew parti minnha\nb’minimu ta’ siegfia xogħol.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-standbyallowancetxt\">\u003Cp>(d)STAND-BY\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tingħata stand-by allowance kull ġurnata lill-impjegati f’sezzjonijiet\nindikati u kif speċifikat hawn taħt sabiex f’każ ta’ emerġenza dawn\njissejfiu biex jirraportaw għax-xogħol.\u003C\u002Fp>\n\n\u003Cp>Meta mpjegat jiġi mitlub ikun Stand By f’sezzjoni fejn ikun qed isir\nxoghol bin-night shift, (klawsola 25 (ii)), tibda titħallas stand-by allowance\nta’ €2.33 lill-impjegat kull ġurnata matul il-ġimgħa normali ta’\nxoghol li jkun qiegħed jaħdem bejn is-6.00 a.m.u s-2.00 p.m. Dawk l-impjegati\nli jibdlu x-shift taghhom mix-xift jew għax-xift ta’ filghodu f’nofs il-\nġimgħa ma jkunux intitolati li jidħlu fuq ix-roster għal kumplament ta’\ndik il-ġimgħa.\u003C\u002Fp>\n\n\u003Cp>(e)XOGĦOL GĦAWDEX\u003C\u002Fp>\n\n\u003Cp>Impjegati li jiġu ordnati biex jagħmlu xoghol Ghawdex ghandhom jirċievu\nallowance ta’ €5.82 kull ġurnata, dan biex jagħmel tajjeb għal spejjeż\nta’ ikel.\u003C\u002Fp>\n\n\u003Cp>(f)Superviżjoni ta’ xoghol mill-QA technician fuq l -Ecopure Line.\u003C\u002Fp>\n\n\u003Cp>Fil-każ tal -Ecopure plant fejn il-linja ta’ produzzjoni hija mmexxija\nminn nies kuntrattwali, il- QA technician minbarra li jagħmel xogħol relatat\nma’ testijiet ta’ kwalità, jieħu responsabbiltà tal-proċess kollu ta’\nproduzzjoni. F’dan il-każ, il-kumpanija tobbliga ruħha li tagħti\nt-taħriġ meħtieġ fl-immaniġjar tal-impjant li wkoll jinvolvi ammont ta’\nsuperviżjoni tal-istaff. Għal dawk il-QA technicians li jilħqu l-livell\nmeħtieġ biex jerfgħu dik ir-responsabbiltà, u jkunu ċertifikati wara\nt-tahriġ, dawn jingħataw allowance ta’ €5.00 fil-ġimgħa ta’\nproduzzjoni li fiha jlcun involut. Dan ifisser Ii, l -QA technician jiefiu\nwkoll ir- responsabbiltà li għandu x’jaqsam ma’ C1P tal-impjant u\nproċeduri oħra konnessi ma’ produzzjoni, li jinforma lill-managers\nrispettivi mil-linja u mill-kwalità dwar l-andament u l-kontroll\ntal-produzzjoni fl-Ecopure plant, kif ukoll li jikkoordina l-aspetti kollha li\njassiguraw manning adekwat mill-kuntratturi fl-istess impjant.\u003C\u002Fp>\n\n\u003Ch3>41 .ĦLAS GĦAL- LAQGĦAT U TAĦRIĠ\u003C\u002Fh3>\n\n\u003Cp>Laqgħat tax-xogħol u korsijiet ta’ taħrig obbligatorji mit-Tnejn\nsal-Gimgha rikjesti mill-kumpanija, li jsiru barra mill-ħin normali tax-xoghol\ntal-impjegat, jitħallsu b’rata normali (x 1). Is-Sibt jitħallsu (x 1.25),\ni.e. siegħa u kwart paga.\u003C\u002Fp>\n\n\u003Cp>Fejn rigwarda tilas ta’ tahrig, il-ħlas isir wara li l-impjegat jiġi\nċċertifikat li attenda b’suċċess. Impjegati li jkunu fallew il-kors u ma\njiġux ċċertifikati minħabba traskuraġni, ma jitħallsux.\u003C\u002Fp>\n\n\u003Cp>Ċertu korsijiet ta’ taħrig li torganizza l-kumpanija fuq bazi\nvolontarja, barra mill-ħin normali tax-xogħol ta’ I-istess impjegat,\njistgħu fid-diskrezzjoni tal- kumpanija jitħallsu b’rata normali (x 1).\u003C\u002Fp>\n\n\u003Ch3>42. IL-PERFORMANCE BONUS U ŻIDIET TA' INCREMENTS\u003C\u002Fh3>\n\n\u003Cp>L-impjegati kollha huma ntitolati gtial performance bonus li jinghata skont\nkriterji u proċeduri stabbiliti mill-kumpanija bil-għan li l-impjegati\njilħqu l-oġġettivi tal-kumpanija u \u002F jew tad-dipartiment kif ukoll\noġġettivi individwali. Għaldaqstant l-impjegati jistgħu jibbenifikaw minn\ndan il -performance bonus li jingħata f' vouchers sa massimu ta’:\u003C\u002Fp>\n\n\u003Cp>Gradi____________________Performance Bonus Vouchers\u003C\u002Fp>\n\n\u003Cp>Non-Industrijali__________Massimu ta’ €130\u003C\u002Fp>\n\n\u003Cp>Officers__________________Massimu ta’ €230\u003C\u002Fp>\n\n\u003Cp>Dawn l-ammonti jibqgħu l-istess ghal-kull sena finanzjarja li tibda\nfl-2014, 2015, 2016 u 2017 u jittiallsu sa mhux iktar tard minn Mejju wara li\ntkun għalqet is-sena iinanżjarja. L-ewwel performance bonus indikat hawn fuq\njittialias f’Mejju 2015. Dan ikun jirrifletti s-sena finanzjarja\n2014-2015.\u003C\u002Fp>\n\n\u003Cp>L-ammont ta’ performance bonus li jingħata skond kriterji stabbiliti\njibqa\u003C\u002Fp>\n\n\u003Cp>I-istesshekk kif kien fil-ftehim preċedent filwaqt li ż-żieda ta’\n€30.00 stabilita f’dan il-ftehim kollettiv tmur fl-ghanijiet\ntad-dipartiment fejn applikabbli jew tal-kumpanija.\u003C\u002Fp>\n\n\u003Ch3>43. AĠĠUSTAMENTI FL-ISTRUTTURA TAL-GRADl U SALARJI RISPETTIVI (ara\nappendiċi ‘Ċ)\u003C\u002Fh3>\n\n\u003Cp>II-proċessta ’job evaluation tmexxa b’suċċess f’dan l-ahhar xhur\nwara proċess twil imma utili ħafna. Il-partiċipazzjoni taż-żewg unions\nkienet determinati biex jitlesta dan il-proċess b’mod professjonali u\nf’perjodu relativament qasir ta' żmien. Il-proċess iffacilitat\nprofessjonalment mill-kumpanija esperta wassal biex jipprovdi lil kumpanija\nbazi ta’ struttura ġusta u ordnata.\u003C\u002Fp>\n\n\u003Cp>L-Istruttura proposta hija kif indikata tinkludi ż-żdiet marbuta mal-COLA,\nż-żidiet marbuta mal~ftehim kollettiv kurrenti, jigifieri dik ta’ €35.44\nfix-xahar ghas-sena 2014. L-increments minn sena għall-oħra jinkludu\nż-żidiet marbuta ma’ l-Gholi tal-Hajja ghall-tlett snin ta' wara. Jekk\nl-COLA tkun iktar mill- increment kontemplata, l-increment jiġi aġġustat\nbiex jinkludi l-COLA hekk kif dikjarata. Impjegati li jkunu fuq l-ogħla skala\njiżdiedu bil-COLA.\u003C\u002Fp>\n\n\u003Ch3>44.BENEFIĊĊJI GĦAT-TEMM TAL-IMPJIEG\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepaytxt\">\u003Cp>(a)REDUNDANCY GRATUITY\u003C\u002Fp>\n\n\u003Cp>Impjegat li jiġi dikjarat redundant u jinghata s- sensja u li jkollu mill-\ninqas hames snin (5) servizz tinghatalu gratuity ta’ tliet ġimgħat paga\nghal kull sena shiha ta’ servizz. Wara ghaxar snin (10) servizz, tinghatalu\ngratuity ta’ erba’ ġimghat paga ghal kull sena shiha ta’ servizz.\u003C\u002Fp>\n\n\u003Cp>Din il -gratuity ma tinghatax kemm-il darba l-impjieg ikun intemm minhabba\nriżenja volontarja jew miżuri dixxiplinarji.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b)GRATUITY TA TQALA\u003C\u002Fp>\n\n\u003Cp>Impjegati nisa li jaghżlu li jibqghu fl-impjieg wara li jiżżewġu u\njirriżenjaw minħabba tqala sa mhux aktar tard mis-sitt xahar tat-tqala,\njirċievu gratuity ta’ tqala ta’ ġimghatejn (2) paga ghal kull sena shiha\nta’ servizz mid-data taż-żwieġ. Gratuity ta’ tqala gtianda dejjem tkun\nb’minimu t’erba’ ġimgħat paga.\u003C\u002Fp>\n\n\u003Cp>(ċ) TLUQ MILL-IMPJIEG MINĦABBA MARD\u003C\u002Fp>\n\n\u003Cp>Impjegat ma jistax jiġi dikjarat Ii mhux kapaċi jwettaq id-dmirijiet\nnormali tieghu, minliabba mard jew korriment, qabel ma jkun ghamel użu\nmil-leave ta’ mard, normali kollu tieghu.\u003C\u002Fp>\n\n\u003Cp>Qabel ma tittiehed id-deċiżjoni li l-impjegat jiġi rtirat, il-kumpanija\nghandha toffrilu mpjieg alternattiv xieraq. Jekk impjieg alternattiv bhal dan\nma jkunx disponibbli, tiġi deċiża d-data finali meta l-impjegat se jiġi i\nrtirat. F’każi ta’ kwistjonijiet dwar il-kondizzjoni tas-sahha\ntal-impjegat konċernat, ghandha tinkiseb il-fehma ta’ speċjalista\naċċettabbli għaż- żewġ partijiet, li d-deċiżjoni tieghu tkun finali.\u003C\u002Fp>\n\n\u003Ch3>45.ĦLAS TA’ SOSTITUZZJONI FI GRAD GĦOLA\u003C\u002Fh3>\n\n\u003Cp>Impjegat li jiġi mqabbad jossostitwixxi f’xoghol alternativ u liema\nxoghol ikun ta’ grad oghla (wara li jkun eċċeda ġurnata xoghol f’dan\nil-grad), huwa ghandu jiġi imhallas Substitution Allowance mill-ewwel\nġurnata. Din hija d-differenza bejn il-paga tal-grad tieghu u l-inqas skala\nfil-grad li l-impjegat jkun qed jaghmel xoghol alternativ. Id-differenza bejn\nil-paga ghandu jkopri d-differenza bejn skala u ohra fil-grad alternativ fuq\nbazi pro rata mal-ġranet mahduma. Dan ix-xoghol ghandu jkun approvat\nmill-manager tas-section billi jindika fil-time sheets ta’ l-impjegat. Din l\n-allowance m’ghandix teċċedi hlas ta’ iktar minn sitt (6) xhur.\u003C\u002Fp>\n\n\u003Ch3>46. SUSSIDJU GĦALL-ISTUDJU\u003C\u002Fh3>\n\n\u003Cp>Il-kumpanija tirrikonoxxi il-benefiċċji ta’ skema li tghin impjegati\ntaghha jiksbu kwalifiki professjonali.\u003C\u002Fp>\n\n\u003Cp>Biex taghmel dan il-kumpanija lesta li tohrog kull sena applikazzjonijiet li\njiġu ttrattati b’mod transparenti biex tghin l-impjegati li jixtiequ jaghmlu\nl-kors li jwassal ghal degree, diploma jew kwalifiki ohra professjonali\nrilevanti mal- linja tal-business tal-kumpanija.\u003C\u002Fp>\n\n\u003Ch3>47. LEĠISLAZZJONI\u003C\u002Fh3>\n\n\u003Cp>Il-kumpanija u l-union jaqblu illi l-benefiċċji konċessi permezz ta’\ndan il-ftehim m’ghandhomx jiġu magħduda ma’ xi benefiċċji simili\nstipulati bil-liġi eżistenti jew introdotti b’leġislazzjoni ġdida matul\nil-perijodu li lih dan il-ftehim jibqa’ validu, kemm il-darba l-impjegat\njirċievi l-benefiċċju li jkun aktar favorevoli għalih.\u003C\u002Fp>\n\n\u003Ch3>48. TALBIETĠODDA ESKLUŻI\u003C\u002Fh3>\n\n\u003Cp>Huwa miftiehem illi ebda talba oħra konnessa mal-kontenut ta’ dan\nll-ftehim jew ma’ dawk il-materji li kienu soġġetti ghat-trattativi matul\nin-negozjati li wasslu ghall-iffirmar ta’ dan il-ftehim, m’għandha\ntitressaq jew tiġi appoġġjata mill-union jew mill-kumpanija sakemm ikun qed\niseħħ dan il-ftehim soġġett ghal xi tibdil fil-pagi kif jista’ hemm\nprovdut ghalih fil-klawsoli 34 u 35.\u003C\u002Fp>\n\n\u003Ch3>49. LAQCĦAT\u003C\u002Fh3>\n\n\u003Cp>Minn żmien għal żmien il-management u l -union jistgħu jiltaqghu biex\njiddiskutu xi tibdil li jista’ jinstab meħtieġ.\u003C\u002Fp>\n\n\u003Ch3>50. SERVIZZ TAL-IMGHODDI\u003C\u002Fh3>\n\n\u003Cp>Servizz tal-imgħoddi mal-kumpanija huwa rikonnoxut għall-għanijiet fi\nħdan dan il-ftehim kollettiv.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancetxt\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-disabilitypaytxt\">\u003Ch3>51. INSURANCE\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(a)L-impjegati kollha għandhom ikunu assigurati ma’ kumpanija stabbilita\nta’ insurance kontra xi inċidenti li jistghu jinqalghu waqt il-hin tax-\nxoghol (skont ma hemm stipulat bil-Liġi).\u003C\u002Fp>\n\n\u003Cp>(b)Il-kumpanija ghaldaqstant trid tassigura l-impjegati fuq xoghol tal-cash\nu\u002Fjew dawk li għandhom x’jaqsmu mal-ġarr tal-flus tal-kumpanija ma’\nkumpanija stabbilita ta’ insurance ghal somma ta’ mhux inqas minn €69,881\nkontra mewt, handicap jew injury waqt jew riżultat ta’ serq, hold ups,\neċċ.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>52.FOOD AND DRINK VOUCHERS\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Mill-1 ta’ Jannar 2015 ser jiżdiedu food and drink vouchers ghal kulħadd\nbl-ammont ta’ €30.00 fis-sena fuq dak li ghandhom fl-2014. Ghaldaqstant\nl-ntitolament mill-1 ta’ Jannar 2015 huwa kif indikat:\u003C\u002Fp>\n\n\u003Cp>Clerks huma ntitolati ghall-ammont ta’ €125.00 fis-sena\u003C\u002Fp>\n\n\u003Cp>Officers huma ntitolati għall-amont ta’ €415.00 fis-sena\u003C\u002Fp>\n\n\u003Ch3>53.DISCOUNT CARD\u003C\u002Fh3>\n\n\u003Cp>Fuq talba tal-union il-kumpanija qegħda tevalwa l-possibilità li jitjiebu\nI-kundizzjonijietmarbuta mad-discount card, speċifikatment dak marbut ma’\nFarsons Direct.\u003C\u002Fp>\n\n\u003Ch3>54.WARRANT MEMBERSHIPS\u003C\u002Fh3>\n\n\u003Cp>Impjegati li jkollhom warrants, memberships ta’ ACCA, MIA, HR jew ohrajn\njkunu jistghu jaghmlu claims sa massimu ta’ €80.00 fis-sena fuq warrant I\nmembership wahda.\u003C\u002Fp>\n\n\u003Ch3>55.PROGRAMM TA’ ASSISTENZA GHALL-IMPJEGATI\u003C\u002Fh3>\n\n\u003Cp>Numru ta’ impjegati matul is-sena jiffaċċjaw sfidi personali u\nfamiljari. Filwaqt li hafna drabi, b’nies li l-HR ikun jaf bihom, naraw kif\nnaghtu s-sapport neċessarju, il-kumpanija thoss li ghandu jkun struttura biex\nl-impjegati ikunu jistghu jiġu ‘l quddiem halli jkunu jistghu jghelbu dawn\nl-isfidi b’ghajnuna professjonali u iktar malajr. Ghaldaqstant, il-kumpanija\nqeghda tipproponi li tikkontribwixxi budget ghal dan il-ghan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfundtxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammestxt\">\u003Ch3>56.FARSONS EMPLOYEE DEVELOPMENT INITIATIVE\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>II-kumpanijatirrikonoxxi il-benefiċċji ta’ skema li tghin impjegati\ntaghha jiksbu kwalifiki professjonali.\u003C\u002Fp>\n\n\u003Cp>Biex taghmel dan il-kumpanija lesta li tolirog kull sena applikazzjonijiet\nli jiġu ttrattati b’mod transparenti biex tghin l-impjegati li jixtiequ\njaghmlu l-kors Ii jwassal ghal degree, diploma jew kwalifiki ohra professjonali\nrilevanti mal- linja tal business tal-kumpanija.\u003C\u002Fp>\n\n\u003Ch3>57. KONKLUŻJONI\u003C\u002Fh3>\n\n\u003Cp>Dan il-ftehim jissostitwixxi u jħassar kull ftehim ieħor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>għal UNION ĦADDIEMA MAGĦQUDIN \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JESMOND BONELLO President\u003C\u002Fp>\n\n\u003Cp>IVAN CASTILLO Section Secretary\u003C\u002Fp>\n\n\u003Cp>Silvio VELLLA Shop Steward\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_2_txt\">\u003Cp>għal SIMONDS FARSONS CISK PLC\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LOUIS A FARRUGIA Chairman Group Executive Boa\u003C\u002Fp>\n\n\u003Cp>NORMAN AQUILINA  Group Chief Executive\u003C\u002Fp>\n\n\u003Cp>TONIO MlFSUD BONNICI HR Services Manager\u003C\u002Fp>\n\n\u003Cp>ANTOINETTE CARUANA Group HR Manager\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_comments_txt\">\u003Cp>APPENDIĊI A\u003C\u002Fp>\n\n\u003Cp>TIFSIR U INTERPRETAZZJONIJIET\u003C\u002Fp>\n\n\u003Cp>Għall-iskop ta’ dan il-ftehim, kull meta jissemmew u\u002Fjew isir referenza\ngħal kliem\u002Ffrażijiet murija hawn taħt, dawn ghandhom ikun moqrija li\njiftehmu kif ġej:\u003C\u002Fp>\n\n\u003Cp>IMPJEGAT:\u003C\u002Fp>\n\n\u003Cp>Sabiex tkun issimplifikata l-kitba ta’ dan il-ftehim, kull referenza ghal\n“impjegat” fil-maskil, dan ghandu jghodd ukoll ghall-impjegati nisa, kif\nukoll fil-plural, kemm fil- maskil, kif ukoll fil-femminil. Dan ghandu jghodd\nminghajr hsara ghal klawsoli\u002Fsubklawsoli fejn hemm referenza espliċita w\nesklussiva ghall-impjegati rġiel u\u002Fjew impjegati nisa.\u003C\u002Fp>\n\n\u003Cp>SUPERJUR IMMEDJAT\u003C\u002Fp>\n\n\u003Cp>Peress li l-istruttura organizzattiva hija ddettata, kemm minn natura\ntax-xoghol, kif ukoll mid-daqs partikolari tad-dipartiment ikkonċernat,\u003C\u002Fp>\n\n\u003Cp>I-istrutturaorganizzattiva mhix identika minn dipartiment ghal iehor.\nGhaldaqstant il-kliem superjur immedjat ghandu jiftiehem li jfisser dak il-grad\nta’ superviżżjoni li jkun fuq l-impjegat ikkonċernat.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Cp>APPENDIĊI B\u003C\u002Fp>\n\n\u003Cp>GRADI U RATI TA’ SALARJI\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ir-rati ta’ salarji applikabbli lill-impjegati koperti b’dan il- ftehim\nIi huma murija fl-appendiċi Ċ mehmuża ma’ dan il-ftehim.\u003C\u002Fp>\n\n\u003Cp>II-mixjaminn sena ghall-ohra fuq l-iskala tas-salarju tirrifletti\nrikonoxximent ghas-snin ta’ servizz tal-impjegat fi hdan il-kumpanija.\nF’każ ta’ Imenti tal-kumpanija dwar l-aġir jew kondotta ta’ xi mpjegat,\ndin il-mixja tista’ tiġi nterrotta bhala l-pass dixxiplinarju soġġett\nghall- proċeduri dwar «ilmenti» kif stipulati f’dan il-ftehim.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_comments_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Cp>APPENDIĊI Ċ: Gradi u rati ta’ salarji b’effeft mill- 1 ta' Jannar 201\n4\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>L-Istruttura tal-Gradi u Rati ta’ Salarji fix-Xahar:\u003C\u002Fp>\n\n\u003Cp>L-Istruttura proposta hija kif indikata tinkludi ż-żidiet marbuta mal-\nCOLA, ż-żidiet marbuta mal-ftehim kollettiv kurrenti, jiġifieri dik ta’\n€35.44 fix-xahar għas-sena 2014. L-increments minn sena għall-oħra\njinkludu ż-żidiet marbuta ma’ l-gholi tal-ħajja għall-tlett snin ta’\nwara. Jekk l-COLA tkun iktar mill-increment kontemplata, l -increment jiġi\naġġustat biex jinkludi l-COLA hekk kif dikjarata. Impjegati li jkunu fuq\nl-ogħla skala jiżdiedu bil-COLA. Impjegati li jkunu fuq il-massimu ta’\nl-iskala jieħdu l-COLA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:24.1pt\">\n      \u003Ctd width=\"257\" valign=\"top\" style=\"width:154.1pt;background:white;padding:0in .5pt 0in .5pt;   height:24.1pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Non-Industrials Sena \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan lang=\"MT\" style=\"font-size:9.0pt\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" valign=\"top\" style=\"width:55.1pt;background:white;padding:0in .5pt 0in .5pt;   height:24.1pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Sena\n        2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\" style=\"width:46.45pt;background:white;padding:0in .5pt 0in .5pt;   height:24.1pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Sena\n        3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:51.5pt;background:white;padding:0in .5pt 0in .5pt;   height:24.1pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:10.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Sena\n        4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"top\" style=\"width:45.35pt;background:white;padding:0in .5pt 0in .5pt;   height:24.1pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Sena\n        5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.35pt\">\n      \u003Ctd width=\"257\" valign=\"top\" style=\"width:154.1pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:18.35pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Clerk\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan lang=\"MT\" style=\"font-size:9.0pt\">(€ \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">fix-xahar) \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan lang=\"MT\" style=\"font-size:9.0pt\">1060.07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" valign=\"top\" style=\"width:55.1pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:18.35pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1094.8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\" style=\"width:46.45pt;background:white;padding:0in .5pt 0in .5pt;   height:18.35pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1164.85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:51.5pt;background:white;padding:0in .5pt 0in .5pt;   height:18.35pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:10.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1234.73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"top\" style=\"width:45.35pt;background:white;padding:0in .5pt 0in .5pt;   height:18.35pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1262.85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.8pt\">\n      \u003Ctd width=\"257\" valign=\"top\" style=\"width:154.1pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Officer\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan lang=\"MT\" style=\"font-size:9.0pt\">(€ \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">fix-xahar) 1399.38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" valign=\"top\" style=\"width:55.1pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1434.82\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\" style=\"width:46.45pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1470.26\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:51.5pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:10.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1505.7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"top\" style=\"width:45.35pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1541.14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.8pt\">\n      \u003Ctd width=\"257\" valign=\"top\" style=\"width:154.1pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Non-Industrials Year 6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" valign=\"top\" style=\"width:55.1pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Year\n        7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\" style=\"width:46.45pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Year\n        8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:51.5pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:10.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Year\n        9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"top\" style=\"width:45.35pt;background:white;padding:0in .5pt 0in .5pt;   height:19.8pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Year\n        10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.0pt\">\n      \u003Ctd width=\"257\" valign=\"top\" style=\"width:154.1pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:20.0pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Clerk\n        (\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan lang=\"MT\" style=\"font-size:9.0pt\">€\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">fix-xahar) 1297.79\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" valign=\"top\" style=\"width:55.1pt;background:white;padding:0in .5pt 0in .5pt;   height:20.0pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1333.33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\" style=\"width:46.45pt;background:white;padding:0in .5pt 0in .5pt;   height:20.0pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1369.7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:51.5pt;background:white;padding:0in .5pt 0in .5pt;   height:20.0pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:10.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1406.79\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"top\" style=\"width:45.35pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:20.0pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1425.31\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.2pt\">\n      \u003Ctd width=\"257\" valign=\"top\" style=\"width:154.1pt;background:white;padding:0in .5pt 0in .5pt;   height:18.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Officer\n        (€ fix-xahar) 1576.58\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" valign=\"top\" style=\"width:55.1pt;background:white;padding:0in .5pt 0in .5pt;   height:18.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:9.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1612.02\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\" style=\"width:46.45pt;background:white;padding:0in .5pt 0in .5pt;   height:18.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:5.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1647.46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\" valign=\"top\" style=\"width:51.5pt;background:white;padding:0in .5pt 0in .5pt;   height:18.2pt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:10.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1680.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"top\" style=\"width:45.35pt;background:white;padding:0in .5pt 0in .5pt;   height:18.2pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Jinkludu il-COLA u zidiet tal-Fethim Kollettiv kurrenti.\u003C\u002Fp>\n\n\u003Cp>L-Increments jinldudu ż-żidiet marbutin mal-COLA għas-snin 2015, 2016 u\n2017.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytxt\">\u003Cp>APPENDIĊI D\u003C\u002Fp>\n\n\u003Cp>Dan li ġej japplika biss ghal dawk l-impjegati li kienu fis- servizz fil-31\nta’\u003C\u002Fp>\n\n\u003Cp>Marzu 1979.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfundtxt\">\u003Cp>(A) IL-PENSJONI U BENEFIĊĊJI TAL -WIDOWS & ORPHANS\u003C\u002Fp>\n\n\u003Cp>(i)L-impjegati Ii baqgħu membri tal-SFC Staff Pension Scheme jibqghu\njirċievu l-benefiċċju kollha dovuti skont ir-regolamenti tal- istess\nScheme.\u003C\u002Fp>\n\n\u003Cp>(ii)L-impjegati li kienu jaħdmu mal-kumpanija fil-31 ta’ Marzu 1979 u li\nma baqgħux membri tal-SFC Staff Pension Scheme huma ntitolati - mill-kumpanija\n- f’kaz ta’ mewt waqt li ghadhom impjegati mall- kumpanija, ghal\nbenefiċċji tal-Widows & Orphans. Ghal fini biss tal-pagament ta’ dawn\nil-benefiċċji l-kumpanija timxi skont kif hemm provdut fl-istess regolamenti\ntal-SFC Staff Pension Scheme kif kienu fil-31 ta Marzu 1979.\u003C\u002Fp>\n\n\u003Cp>(B) BENEFIĊĊJU GLOBALI GĦAL MEWT WAQT IS-SERVIZZ\u003C\u002Fp>\n\n\u003Cp>(i)Il -werrieta ta’ mpjegat li baqa’ membru ta\\-SFC Staff Pension Scheme\nu li jmut fis-servizz tal-kumpanija, ikunu ntitolati ghal somma ekwivalenti\nghal paga ta’ tliet (3) ġimgħat ghal kull sena shiha ta’ servizz.\u003C\u002Fp>\n\n\u003Cp>Din tkun pagabbli kif ġej:\u003C\u002Fp>\n\n\u003Cp>(a)Somma ekwivalenti ghal (52) tnejn u ħamsin ġimgha paga tithallas\nmill-Pensions Board skont regolament numru 13 tar-regolamenti tal-SFC Staff\nPension Scheme.\u003C\u002Fp>\n\n\u003Cp>(b)Jekk dan I-ammont ikun iżjed mill-ekwivalenti ta’ (52) tnejn u hamsin\nġimgha paga l-bilanċ żejjed jithallas mill-kumpanija bhala\u003C\u002Fp>\n\n\u003Cp>Benefiċċju ghal mewt waqt isservizz.\u003C\u002Fp>\n\n\u003Cp>(ii)Il-werrieta tal-impjegat li ma baqax membru tal-SFC Staff Pension Scheme\nu li jmut fis-servizz tal-kumpanija, ikunu ntitolati ghal somma ekwivalenti\nghal paga ta’ tliet (3) ġimghat ghal kull sena shiha ta’ servizz,\nb’pagament minimu ta’ sena paga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(C) Dak l-impjegat Ii jkun baqa’ membru tal-SFC Staff Pension Scheme ikun\ngtiażel Ii jieħu pensjoni differita skont ir- Regola 8 tal-iStaff Pension\nScheme ma jkunx intitolat ghall-pagament mill-kumpanija ta’ redundancy\ngratuity skont il-klawsola 45 “Benefiċċju ghat- temm tal-Impjieg”\nsubklavvsola (a) redundancy gratuity.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfundtxt\">\u003C\u002Fdiv>\n\n\u003Cp>APPENDIĊI E RECOLAMENTI TAL-KUMPANIJA INTRODUZZJONi\u003C\u002Fp>\n\n\u003Cp>(a)Għalkemm “il-kuntratt ta’ servizz” kif indikat fil-Att Nru XI ta\nl-1952 Ii jirregola l-Kundizzjonijiet tal-impjieg, jitlob biss Ii “jissemmu\nbir-reqqa l-multa jew multi li l-impjegat jista’ jehel dwar kull gtiemil, jew\nnuqqas ta’ ghemil, li għalih tista’ titwaħħal multa”, inħass\nil-bżonn li biex jiġi żgurat il-ġid tal-kumpanija bhala soċjeta’, iridu\njiġu żgurati relazzjonijiet armonjużi fost l-impjegati. Dawn ir-regolamenti\nhuma intenzjonati biex jintlahaq dan l-iskop.\u003C\u002Fp>\n\n\u003Cp>(b)Permezz ta’ dawn ir-regolamenti, impjegati jkunu jistgħu jagħrfu x’\ninhu mistenni minnhom rigward imġieba u kwalita’ ta’ xogħol, u għalhekk\nnuqqas kontra dawn ir-regolamenti jpoġġi l-individwu f’sitwazzjoni fejn\njistgħu jittiehdu passi dixxiplinari kontrih.\u003C\u002Fp>\n\n\u003Cp>(ċ) Mhux il-hsieb ta’ dawn ir-regolamenti Ii jnaqqsu b’xi mod\nil-liberta’ tal- individwu, iżda ghal kuntrarju biex jiggarantixxu\nrelazzjonijiet tajba fost l-impjegati kollha f’din il-kumpanija.\u003C\u002Fp>\n\n\u003Cp>(d)Ghalhekk, l-impjegati kollha huma mistennija li jkunu midhla ma’ dawn\nir-regolamenti u ghal dan l-iskop il-management jaghti kopja ta’ dawn\nir-regolamenti Iilhom u lil kull impjegat ġdid.\u003C\u002Fp>\n\n\u003Cp>(e)Ħafna mir-regolamenti huma bbażati fuq obbligi li mpjegat jidhol\nghalihom meta jiffirma l-kuntratt ta’ mpjieg, bhal ma huma obbligi li jaghti\nservizz b’fedelta’ u onesta’, li jahdem b’ċerta sengha u ghaqal\nfix-xoghol tieghu, li jobdi struzzjonijiet Ieġittimi u li ma jkunx hemm\nimġiebaħażina.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Għalkemm dawn ir-regolamenti żviluppaw skont il-bżonnijiet\npartikolari tal-birrerija, huwa importanti li wieħed jenfasizza li l-ebda set\nta’ regolamenti ma jista’ jkopri kull ċirkostanza li tista’ tinqala.\nBarra minn dan, il-bżonn tar-regolamenti jvarja skont iċ-ċirkostanzi\npartikolari; bhal per eżempju t-tip ta’ xogħol.\u003C\u002Fp>\n\n\u003Cp>Kien il-hsieb kostanti waqt l-ifformular tagtihom li dawn ir-regolamenti\njkunu ċari u fil-qosor. Dan biex jiżgura li jsir xogħol b’effiċjenza u\nmingħajr periklu u biex ikun hawn relazzjonijiet sodisfaċenti fil-kumpanija.\nGħaldaqstant dawn ir-regolamenti murija hawn taht m’ghandhomx jitqiesu li\nhuma kollox jew li jeskludu regolamenti ohra. B’mod partikolari wieħed\nghandu jinnota li f’każ ta’ incident li jista’ jitqies bħala nuqqas\nfl-imġieba, anki jekk dan ma jkunx imniżżel speċifikament hawn taht,\njista’ jpoġġi l-impjegat f’sitwazzjoni fejn jistgfiu jittiehdu passi\ndixxiplinari kontrih.\u003C\u002Fp>\n\n\u003Cp>M’huwiex il-hsieb ta’ dawn ir-regolamenti li b’xi mod jissuperaw\nil-liġijiet eżistenti tal-pajjiż, jew liġijiet li għad jeżistu, waqt\nl-implimentazzjoni ta’ dawn ir-regolamenti.\u003C\u002Fp>\n\n\u003Cp>1. ATTENDENZA\u003C\u002Fp>\n\n\u003Cp>L-impjegati ghandhom jirrappurtaw gtiax-xoghol skont il-ħinijiet miftehma u\nb’mod partikolari kull impjegat għandu:\u003C\u002Fp>\n\n\u003Cp>(a)Josserva dawk ir-regoli li ghandhom x’jaqsmu mal-hinijiet tax-xoghol\nskont kif jitlob ix-xoghol taghhom.\u003C\u002Fp>\n\n\u003Cp>(b)Josserva d-dispożizzjonijiet dwar leave ghal mard\u002Fkorriment kif jidhru\nfil-ftehim kollettiv li jitolbu l-impjegat javża l-assenza tieghu minn fuq ix-\nxoghol u l-bżonn li l-impjegat jiġi ċċertifikat mit-tabib.\u003C\u002Fp>\n\n\u003Cp>(c)Josserva d-dispożizzjonijiet dwar leave annwali ta’ vakanza kif jidhru\nfil-ftehim kollettiv - b’mod partikolari li l-leave ta’ vakanza jittiehed\nbiss wara li t-talba ghal leave tkun approvata.\u003C\u002Fp>\n\n\u003Cp>(d)Josserva l-kundizzjonijiet li jispeċifikaw il-tul tal- breaks.\u003C\u002Fp>\n\n\u003Cp>(e)M’għandux jorqod waqt il-hin tax-xoghol.\u003C\u002Fp>\n\n\u003Cp>(f)L-impjegati m’għandhomx iħallu l-post tax-xoghol tagħhom u\u002Fjew\nimorru f’dipartimenti otira li m’għandhomx x’jaqsmu direttament max-\nxogħol normali tagħhom mingħajr ma jkunu ħadu permess minn qabel.\u003C\u002Fp>\n\n\u003Cp>2 RELAZZJONI MA' MPJEGATI OĦRA\u003C\u002Fp>\n\n\u003Cp>L-imġieba tal-impjegati ghandha tkun tali li żżomm relazzjonijiet\nsodisfaċenti bejn l-impjegati u bejn l-impjegati u l -management, u\npartikolarment:\u003C\u002Fp>\n\n\u003Cp>(a)M’għandhomx iġibu ruħhom b’mod abbużżiv, vjolenti jew\nirrisponsabbli ma’ mpjegati oħra.\u003C\u002Fp>\n\n\u003Cp>(b)M’ghandhomx iġibu ruħhom b’mod abbużiv u vjolenti, jevv ta’\ninsubordinazzjoni mas-superjuri tagħhom jew manager.\u003C\u002Fp>\n\n\u003Cp>(ċ) M’ghandhomx intenzjonalment jaghmlu ħsara jew jabbużaw mill-\npropjeta’ ta’ mpjegati oħra jew ta’ min iħaddimhom jew ta’ xi ħadd\niehor.\u003C\u002Fp>\n\n\u003Cp>(d)Għandhom jobdu ordnijiet leġittimi mgħotija lilhom mis-superjur\ntagħhom.\u003C\u002Fp>\n\n\u003Cp>(e)M’għandhomx jagħmlu propaganda politika jew xi propaganda oħra li\ntista’ ttellef l-armonija u x-xogħol fejjiedi tal-oħrajn.\u003C\u002Fp>\n\n\u003Cp>(f)M’għandux isir ċajt goff jew storbjuż.\u003C\u002Fp>\n\n\u003Cp>(ġ) M'għandhomx jużaw kliem ħażin jew baxx fi kliemhom ma’ mpjegati\notira jew superjuri jew xi persuna oħra.\u003C\u002Fp>\n\n\u003Cp>(h)M’għandhomx itelfu uffiċjali tal-kumpanija fil-qadi ta’\ndmirijiethom.\u003C\u002Fp>\n\n\u003Cp>3 RELAZZJONI MALL-KLIJENTI U\u002FJEW VIŻITATURI\u003C\u002Fp>\n\n\u003Cp>Impjegati li jiġu f’kuntatt mal-viżitaturi u klijenti għandhom waqt\nil-qadi ta’ dmirijiethom jġibu ruhhom b’mod li jżommu relazzjonijiet\nsodisfaċenti mal- viżitaturi u\u002Fjew klijenti u b’mod partikolari:\u003C\u002Fp>\n\n\u003Cp>(a)Għandhom jittrattaw il-klijenti u\u002Fjew viżitaturi b’mod ċivili.\u003C\u002Fp>\n\n\u003Cp>(b)M’għandhomx intenzjonalment jagħmlu hsara jew jabbużaw mill-\npropjeta’ tal-klijenti u\u002Fjew viżitaturi.\u003C\u002Fp>\n\n\u003Cp>(ċ) M’għandhomx iġibu ruħhom b’mod abbużiv jew vjolenti ma’\nklijenti u\u002F jew viżitaturi jew ma’ xi membru tal-pubbliku ieħor.\u003C\u002Fp>\n\n\u003Cp>(d)Kull meta jkunu fuq ix-xogħol, li għalih ikunu nghataw uniformi\n(ilbies) approvati appożitament, jilbsu dan l-ilbies.\u003C\u002Fp>\n\n\u003Cp>(e)Ghandhom iżommu livell ta’ ilbies u dehra sodisfaċenti, b’mod\npartikolari jekk ix-xogħol taghhom iġibhom f’kuntatt mal-pubbliku.\u003C\u002Fp>\n\n\u003Cp>4 SIGURTA' GĦAS-SAĦĦA\u003C\u002Fp>\n\n\u003Cp>(a)L-Impjegat għandu jżomm rutiu aġġornat mad-dokument uffiċjali tal-\nkumpanija fuq saħha u sigurta’.\u003C\u002Fp>\n\n\u003Cp>(b)L-impjegati m’għandhomx ipejpu f’postijiet immarkati\n“Tpejjipx”.\u003C\u002Fp>\n\n\u003Cp>(ċ) L-impjegati ghandhom josservaw kull istruzzjoni biex tiġi\nssalvagwardata s-sahha kif ikun indikat fid-dispożizzjonijiet stipulati\nfir-Regolamenti ta’ 1-1986 dvvar fattoriji (Satiħa, Skansar u Ħsieb\nĠenerali gfial Ġid) u liġijiet oħrajn li joħorġu minn żmien għal\nżmien, jew xi struzzjonijiet bil-miktub u\u002Fjew użanzi stabbiliti.\nGħaldaqstant għandhom jużaw l-apparat, ilbies u żraben maħruġin\nappożitament mill-kumpanija biex jissalvagwardjaw is-sahħa tal impjegati.\u003C\u002Fp>\n\n\u003Cp>(d)L-impjegati m’għandhomx iġibu rutihom b’mod li jistghu jipperikolaw\nlilhom infushom u lil stiabhom l-impjegati, jew lil membri tal-pubbliku, jew\nil-propjeta’ tal-kumpanija, jew propjeta’ ta’ membri tal-pubbliku, waqt\nil-qadi ta’ dmirijietu.\u003C\u002Fp>\n\n\u003Cp>(e)L-impjegati m’għandhomx ikunu talit l-influenza ta’ xorb jew drogi\nwaqt li jkunu għax-xogħol. Il-kumpanija għandha dritt li ssaqsi mpjegat biex\njattendi għal testijiet kliniċi minn nies kompetenti, bl-approvazzjoni tal-\nimpjegat.\u003C\u002Fp>\n\n\u003Cp>(f)L-impjegati ghandhom jużaw vetturi u nġenji tal-ġarr għal skopijiet\nawtorizzati biss, u m’għandhomx jużawhom għal trasportar mhux awtorizzat\nta’ passiġieri.\u003C\u002Fp>\n\n\u003Cp>L-impjegati li huma awtorizzati biss jistghu jhaddmu makkinarju w\u002Fjew\nvetturi.\u003C\u002Fp>\n\n\u003Cp>L-użu tal-mobile phone hu suġġett għal regolamenti li jissalvagwardjaw\nl-effiċjenza u s-saħħa u s-sigurta’ skont il-liġi.\u003C\u002Fp>\n\n\u003Cp>5 STANDARD TA' XOGĦOL U L-LEJALTÀ LEJN IL-KUMPANIJA\u003C\u002Fp>\n\n\u003Cp>(a)L-impjegati għandhom jafidmu bil-hsieb, attenzjoni u bis-sengha u\nmingtiajrhela ta’hin,u li jsegvvu struzzjonijiet tax-xoghol kif indikat u li\njilħqu l-livell ta’ kwalita’ ta’ xoghol kif mistenni minnhom.\u003C\u002Fp>\n\n\u003Cp>(b)L-impjegati m’ghandhom bl-ebda mod jitfgħu bil-aġir tagħhom dell\nikrah fuq ir-reputazzjoni tal-kumpanija u\u002Fjew Ii jista’ jkun ta’ tfixkil\nfit- thaddim effiċjenti tal-istess kumpanija.\u003C\u002Fp>\n\n\u003Cp>(ċ) L-impjegati m’għandhomx jagħmlu xoghol barrani, kemm ghalihom\npersonali kif ukoll imqabbad minn terza persuna, iżda għandhom jaghmlu biss\nxoghol tal-kumpanija waqt il-hin tax-xoghol.\u003C\u002Fp>\n\n\u003Cp>(d)L-impjegati m’għandhomx jaħdmu ghal\u002Fbhala kompetitur\ntal-kumpanija.\u003C\u002Fp>\n\n\u003Cp>(e)L-impjegati m’ghandhomx jghaddu informazzjoni konfidenzjali lil persuni\nmhux awtorizzati.\u003C\u002Fp>\n\n\u003Cp>6 FRODI W MIŻAPPROPRIJAZZJONI\u003C\u002Fp>\n\n\u003Cp>(Żamma ta’ oġġetti mingħajr permess jew b’qerq)\u003C\u002Fp>\n\n\u003Cp>L-impjegati lil-qadi ta’ dmirijithom m’għandhomx iżommu għandhom flus\njew\u003C\u002Fp>\n\n\u003Cp>oġġetti mingħajr permess jew b’qerq gfiad-dannu tal-kumpanija,\ntal-impjegati\u003C\u002Fp>\n\n\u003Cp>l-oħra, viżitaturi jew klijenti u partikolarment:\u003C\u002Fp>\n\n\u003Cp>(a)Għandhom jimlew skont kif mefitieġ u b’mod eżatt, time sheets, u\u002Fjew\nformoli oħrajn li jindikaw ix-xogħol li jkun sar.\u003C\u002Fp>\n\n\u003Cp>(b)M’għandhomx jirreġistraw attendenza b’»idendity Card» ta’\nmpjegati ohra jew iħallu mpjegati oħra jirreġistraw l-attendenza taglihom,\nl-anqas m’għandhom jimlew ħażin formoli li juru l-attendenza fuq\nix-xoghol.\u003C\u002Fp>\n\n\u003Cp>(c)M’għandhomx iżommu jew jakkwistaw mingħajr permess flejjes jew\noġġetti ta’ propjeta’ ta’ mpjegati oħra, jew ta’ min iħaddem, jew\nta’ klijent, jew ta’ viżitatur, jevv ta’ xi persuna oħra waqt il-qadi\nta’ dmirijiethom.\u003C\u002Fp>\n\n\u003Cp>(d)M’ghandhomx jaghmlu użu minn materjal li jappartjeni lill-kumpanija\nħlief fuq xoghol tal-kumpanija u ghaldaqstant ghandhom jirritornaw lejn\nl-istore respettiv kull materjal żejjed li ma jkunx meħtieġ\ngħax-xogħol.\u003C\u002Fp>\n\n\u003Cp>(e)M’ghandhomx jagtimlu dikjarazzjonijiet b’mod mhux korrett lil min\nihaddimhom dwar informazzjoni li tikkonċerna l-impjieg taghhom.\u003C\u002Fp>\n\n\u003Cp>(f)M’ghandhomx jippreżentaw talbiet inkorretti ghal spejjeż u\nallowances.\u003C\u002Fp>\n\n\u003Cp>7 OĦRAJN\u003C\u002Fp>\n\n\u003Cp>(a)M’ghandux isir twahhil ta’ avviżi fil-propjeta’ tal-kumpanija jekk\nma jkunx mogħti permess minn qabel mill-kumpanija.\u003C\u002Fp>\n\n\u003Cp>(b)L-impjegati m’ghandhomx jaghmlu laqghat waqt il-hin tax-xoghol jew\nfil-propjeta’ tal-kumpanija minghajr ma jkunu nghataw permess minn qabel.\u003C\u002Fp>\n\n\u003Cp>(ċ) L-impjegati m’ghandhomx jużavv il-propjeta’ tal-kumpanija biex\nfiha jaghmlu negozju\u002Fġbir privat mhux awtorizzat.\u003C\u002Fp>\n\n\u003Cp>(d)L-impjegati ghandhom josservaw ir-regolamenti maħruġa mill-Gvern li\njirregolaw l-iġjene u ndafa, b’mod speċjali dawk li jirregolaw il-\nproduzzjoni ta’ ikel u xorb u kull regolament iehor dwar l-iġjene kif\njinhass il-bżonn minn żmien ghal żmien.\u003C\u002Fp>\n\n\u003Cp>(e)Ghandu jsir uzu minn faċilitajiet ipprovduti mill-kumpanija ghal kull\nkonsum ta’ xorb u ikel.\u003C\u002Fp>\n\n\u003Cp>(f)L-impjegat ghandu jilbes f’post addattat fejn tidher l -ID card\nipprovduta mill-kumpanija matul il-hin kollu li l-impjegat ikun fuq ix-xoghol.\nDan jinkludi wkoll l-hinijiet tad-dħul u hruġ.\u003C\u002Fp>\n\n\u003Cp>APPENDIĊI F\u003C\u002Fp>\n\n\u003Cp>MOD TA’ ĦLAS TA’ XIFT TA’ FILGHODU\u003C\u002Fp>\n\n\u003Cp>Max-xift premium ta’ wara nofs in-nhar jithallas dejjem €1.16 premium\ntax-xift ta’ filghodu. Jiġifieri kull xift premium ta’ wara nofs in-nhar\njithallas b’€4.07 + €1.16.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOTA\u003C\u002Fp>\n\n\u003Cp>Meta m’hemmx ħtieġa ta’ xifting, minflok mis-7.00 a.m. sa 4.00 p.m.\nb’siegha break il-kumpanija tista’ tħalli l-impjegati jżommu l-ħinijiet\nmis-06.00 a.m. sas-2.00 p.m., u f’ċirkustanzi simili mhux applikabbli\u003C\u002Fp>\n\n\u003Cp>1-premium ta’ filgħodu.\u003C\u002Fp>\n\n\u003Cp>APPENDIĊI Ġ\u003C\u002Fp>\n\n\u003Cp>IMPJIEG TA’ CASUALS KLERIKALI BIL-KUNTRATT DEFENIT\u003C\u002Fp>\n\n\u003Cp>Impjieg ta’ casuals ghal perjodi definiti jsir meta jkun hemm ħtieġa\ngtial xoghol temporanju, f’każijiet ta’:\u003C\u002Fp>\n\n\u003Cp>Żieda ta’ xoghol staġjonali\u003C\u002Fp>\n\n\u003Cp>Ħtieġa ghal kopertura ta’ assenzi temporanji tal-impjegati permanenti.\nŻieda temporanja fix-xogħol mhux ippjanat.\u003C\u002Fp>\n\n\u003Cp>Hekk kif ikollha l-ħtieġa, il-kumpanija timpjega casuals klerikali\n(perjodu definit) bil-paga ta’ €167.80 fil-ġimgħa*. Casuals klerikali\njinghataw impjieg b’kuntratt minimu ta’ 4 ġimgħat, 6 ġimghat jew 12-il\nġimgħa. Tiġdid ta’ dawn il-kuntratti jekk meħtieġa jsiru skont dawn\nil-perijodi. Impjieg ta’ Casuals klerikali bil-kuntratt definit qatt\nm’ghandu jeċċedi 7 xhur.\u003C\u002Fp>\n\n\u003Cp>Nota A: *Rata li tapplika matul 2014 ‘ quddiem.\u003C\u002Fp>\n\n\u003Cp>Nota B: Casuals klerikali ta’ 16-il sena u casuals klerikali ta’ 17-il\nsena u studenti universitari etċ jitħallsu skont in-National Minimum Wage\ntal-Gvern.\u003C\u002Fp>\n\n\u003Cp>APPENDIĊI Ħ\u003C\u002Fp>\n\n\u003Cp>ĦLAS TA’ ALLOWANCE GĦALL-KWALIFIKI\u003C\u002Fp>\n\n\u003Cp>Skema ta’ ħlas għall-kwalifiki speċifiċi li jkollhom l-impjegati\nkoperti bil- ftehim kollettiv (Officers, Clerks, QA Technicians).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:13.85pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.85pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">KWALIFIKAZZJONI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.85pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.85pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">EUR\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan lang=\"MT\" style=\"font-size:9.0pt\">fil-ġimgħa\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.75pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.75pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">MIA Level\n        2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:14.75pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:14.75pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.3pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">MIA Level\n        3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.15pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">MIA Level\n        4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">4.07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.15pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">MIA Level\n        5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Graduate\n        Level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">5.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.3pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">ACCA Part\n        1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:12.95pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">ACCA Part\n        2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:12.95pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">4.07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.15pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">ACCA Part\n        3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Graduate\n        Level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">5.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.3pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">IMIS\n        Certificate Level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.15pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">IMIS\n        Diploma Level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.15pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">4.07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:13.3pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">IMIS\n        Higher Diploma\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Diploma\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:13.3pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">4.66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:57.95pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:57.95pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:14.95pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">General\n        Management\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:14.95pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Human\n        Resources\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:14.95pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Occupational H\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">\u003C\u002Fspan>\u003C\u002Fspan>\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">&\n        S\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:14.95pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">LCC\n        Courses (Marketing...Levels 1,2)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:57.95pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Certificate Level Courses\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:57.95pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:73.1pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:73.1pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:14.95pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">General\n        Management Human Resources Labour Studies\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:14.95pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Youth and\n        Community Studies LCC Courses (Marketing...Level 3)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:73.1pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:45.0pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Diploma\n        Level Courses NVQ Level 4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:73.1pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">4.07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">B.\n        Com.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Graduate\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">5.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">KWALIFIKAZZJONI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:3.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">EUR\n        fill-Giimgha\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Masters\n        in General Management Courses (Business Administration) MBA or\n        MSc\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:3.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">5.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">MSc HRM\n        & Training MSc Economics MA Marketing\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:3.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">5.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">CIPD\n        (Chartered Institute of Personnel Development)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Certificate Level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">CIM\n        (Chartered Institute of Marketing)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Certificate Level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:4.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Advanced\n        Certificate Level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">4.07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:4.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:3.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Postgraduate Diploma Level (Graduate\n        equivalent)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">5.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">B. Sc\n        Computing & Information Systems\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:3.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">5.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">Laboratory Technician’s Course (Institute of\n        Water Technology)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:3.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">4.07\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">AAT\n        Intermediate Stage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:3.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">1.75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.2pt\">\n      \u003Ctd width=\"276\" valign=\"top\" style=\"width:2.3in;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:solid windowtext 1.0pt;border-right:none;background:white;   padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"left\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:0in;margin-left:4.0pt;margin-bottom:.0001pt;text-align:left;   line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">AAT\n        Technician Stage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:113.6pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid windowtext 1.0pt;border-right:   none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" style=\"margin-left:3.0pt;line-height:9.5pt\">\u003Cspan style=\"font-size:9.0pt;font-family:"Times New Roman",serif;color:black;   letter-spacing:.6pt;background:white\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"144\" valign=\"top\" style=\"width:86.6pt;border:solid windowtext 1.0pt;   border-top:none;background:white;padding:0in .5pt 0in .5pt;height:14.2pt\">\u003Cp class=\"Bodytext190\" align=\"center\" style=\"margin:0in;margin-bottom:.0001pt;   text-align:center;line-height:9.5pt;background:transparent\">\u003Cspan class=\"Bodytext19TimesNewRoman\">\u003Cspan style=\"font-size:9.0pt\">2.91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>F’kwalunkwe perijodu tal-impjieg, impjegat jista’ jkun qiegħed\njirċievi allowance wahda biss, (l-oghla applikabbli), tista ssir eċċezzjoni\nfil-każ ta’ kwalifiki fl-IT.\u003C\u002Fp>\n\n\u003Cp>Kwalifiki rilevanti ohra mhux inklużi hawnhekk jiġu kkunsidrati fuq\nil-mertu taghhom u l-htiġijiet tal-kumpanija.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>58. Addenda\u003C\u002Fp>\n\n\u003Cp>Ftehim bejn Simonds Farsons Ciks pic u l-UHM li ntlaħqu ilium. 11 ta'\nDiċembru 2015. Ftehim Ii jestendi l-Ftehim milhuq nahr 23 ta' Jannar 2014,\nliema Ftehim Kollettiv kien japplika mill-1 ta' Jannar 2014 sal-31 ta'\nDiċembru 2018 dwar l-impjegati fil-grad klerikali u Officer.\u003C\u002Fp>\n\n\u003Cp>Il-kumpanija u l-Unjon jibqgġu jaghrfu l-Ftehim milhuq fl-intier thieghu\nhlief ghal dan li ġej:\u003C\u002Fp>\n\n\u003Cp>A. Rati ta' Paga\u003C\u002Fp>\n\n\u003Cp>L-Istuttura proposta, fil-ftehim milhuq ft-23 ta' Jannar 2014 tibqa’ kif\nkien ,iftiehem. Ghas-sena 2018 biss, dawk l-impjegati li jkunu lahqu l-massimu\nta' paga fil-grad taghhom fis-sena 2017 jew qabel ikunu ntitolati ghal massimu\nta' €360.00 fbouns li jitħallas fDiċembru 2018 li minnu ghandu jitnaqqas\nl-ammont mħabbar bħala żieda tal-COLA ghas-sena 2018 liema zieda tkun\nimhabbra mill-Gvern fil-Budġet 2017, u liema ammont ghandu jithallas fil- paga\nhekk kif kontemplta fil-liġi.\u003C\u002Fp>\n\n\u003Cp>Mil-bqija l-Ftrhim milhuq fl-1 ta' Jannar 2014 jibqa' applikabbli fl-intier\ntieghu.\u003C\u002Fp>\n\n\u003Cp>GHAL SIMONDS FARSONS CISK PLC\u003C\u002Fp>\n\n\u003Cp>GHAL UHM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"cbadate_end":43,"cbadate_start_date":46,"cbadate_start":48,"cbadate_end_date":50,"CBA_MNCOMPA_2_txt":52,"CBA_MEMTRAD4_1":55,"jobclassifaction1_txt":58,"JOBTYPE_comments_txt":62,"NACE2004":66,"pensionfundtxt":69,"contracttrialtxt":73,"sicknesspaytxt":76,"sicknessmaxdaystxt":79,"disabilitypaytxt":83,"healthinsurancetxt":86,"healthandsafetyext":88,"healthandsafetytrainingtxt":92,"hivpolicy":96,"funeralpaytxt":99,"hourstxt":103,"MAXHOURS_trigger":106,"bankholidays1":109,"holidaystxt":112,"TRADEUNLEAV_trigger":115,"administrativetxt":119,"flexworktxt":122,"paidpaternityleavetxt":125,"deathrelativestxt":129,"WAGES_comments_txt":132,"WAGES_payscale1_start":136,"WAGES_payscale1_end":139,"PAYSCALES_comments_txt":142,"shiftallowancetxt":144,"standbyallowancetxt":148,"overtimeallowancetxt":151,"hardshipallowancetxt":155,"hardshipallowanceamount1":158,"sundayallowancetxt":162,"contractseverancepaytxt":165,"mealvouchers":169,"trainingprogrammestxt":172,"trainingfundtxt":176},{"bindId":44,"name":45,"text":45},"cbadate_end","01.01.2014 - 31.12.2018",{"bindId":47,"name":45,"text":45},"cbadate_start_date",{"bindId":49,"name":45,"text":45},"cbadate_start",{"bindId":51,"name":45,"text":45},"cbadate_end_date",{"bindId":53,"name":54,"text":54},"CBA_MNCOMPA_2_txt","għal SIMONDS FARSONS CISK PLC",{"bindId":56,"name":57,"text":57},"CBA_MEMTRAD4_1","għal UNION ĦADDIEMA MAGĦQUDIN ",{"bindId":59,"name":60,"text":61},"jobclassifaction1_txt","APPENDIĊI B GRADI U RATI TA’ SALARJI","APPENDIĊI B\n\nGRADI U RATI TA’ SALARJI",{"bindId":63,"name":64,"text":65},"JOBTYPE_comments_txt","APPENDIĊI A TIFSIR U INTERPRETAZZJONIJIE","APPENDIĊI A\n\nTIFSIR U INTERPRETAZZJONIJIET\n\nGħall-iskop ta’ dan il-ftehim, kull meta jissemmew u\u002Fjew isir referenza\ngħal kliem\u002Ffrażijiet murija hawn taħt, dawn ghandhom ikun moqrija li\njiftehmu kif ġej:\n\nIMPJEGAT:\n\nSabiex tkun issimplifikata l-kitba ta’ dan il-ftehim, kull referenza ghal\n“impjegat” fil-maskil, dan ghandu jghodd ukoll ghall-impjegati nisa, kif\nukoll fil-plural, kemm fil- maskil, kif ukoll fil-femminil. Dan ghandu jghodd\nminghajr hsara ghal klawsoli\u002Fsubklawsoli fejn hemm referenza espliċita w\nesklussiva ghall-impjegati rġiel u\u002Fjew impjegati nisa.\n\nSUPERJUR IMMEDJAT\n\nPeress li l-istruttura organizzattiva hija ddettata, kemm minn natura\ntax-xoghol, kif ukoll mid-daqs partikolari tad-dipartiment ikkonċernat,\n\nI-istrutturaorganizzattiva mhix identika minn dipartiment ghal iehor.\nGhaldaqstant il-kliem superjur immedjat ghandu jiftiehem li jfisser dak il-grad\nta’ superviżżjoni li jkun fuq l-impjegat ikkonċernat.",{"bindId":67,"name":68,"text":68},"NACE2004","IT-TAQSIMA LUKANDI, IKEL U XORB",{"bindId":70,"name":71,"text":72},"pensionfundtxt","(A) IL-PENSJONI U BENEFIĊĊJI TAL -WIDOWS","(A) IL-PENSJONI U BENEFIĊĊJI TAL -WIDOWS & ORPHANS\n\n(i)L-impjegati Ii baqgħu membri tal-SFC Staff Pension Scheme jibqghu\njirċievu l-benefiċċju kollha dovuti skont ir-regolamenti tal- istess\nScheme.\n\n(ii)L-impjegati li kienu jaħdmu mal-kumpanija fil-31 ta’ Marzu 1979 u li\nma baqgħux membri tal-SFC Staff Pension Scheme huma ntitolati - mill-kumpanija\n- f’kaz ta’ mewt waqt li ghadhom impjegati mall- kumpanija, ghal\nbenefiċċji tal-Widows & Orphans. Ghal fini biss tal-pagament ta’ dawn\nil-benefiċċji l-kumpanija timxi skont kif hemm provdut fl-istess regolamenti\ntal-SFC Staff Pension Scheme kif kienu fil-31 ta Marzu 1979.\n\n(B) BENEFIĊĊJU GLOBALI GĦAL MEWT WAQT IS-SERVIZZ\n\n(i)Il -werrieta ta’ mpjegat li baqa’ membru ta\\-SFC Staff Pension Scheme\nu li jmut fis-servizz tal-kumpanija, ikunu ntitolati ghal somma ekwivalenti\nghal paga ta’ tliet (3) ġimgħat ghal kull sena shiha ta’ servizz.\n\nDin tkun pagabbli kif ġej:\n\n(a)Somma ekwivalenti ghal (52) tnejn u ħamsin ġimgha paga tithallas\nmill-Pensions Board skont regolament numru 13 tar-regolamenti tal-SFC Staff\nPension Scheme.\n\n(b)Jekk dan I-ammont ikun iżjed mill-ekwivalenti ta’ (52) tnejn u hamsin\nġimgha paga l-bilanċ żejjed jithallas mill-kumpanija bhala\n\nBenefiċċju ghal mewt waqt isservizz.\n\n(ii)Il-werrieta tal-impjegat li ma baqax membru tal-SFC Staff Pension Scheme\nu li jmut fis-servizz tal-kumpanija, ikunu ntitolati ghal somma ekwivalenti\nghal paga ta’ tliet (3) ġimghat ghal kull sena shiha ta’ servizz,\nb’pagament minimu ta’ sena paga.\n\n\n\n(C) Dak l-impjegat Ii jkun baqa’ membru tal-SFC Staff Pension Scheme ikun\ngtiażel Ii jieħu pensjoni differita skont ir- Regola 8 tal-iStaff Pension\nScheme ma jkunx intitolat ghall-pagament mill-kumpanija ta’ redundancy\ngratuity skont il-klawsola 45 “Benefiċċju ghat- temm tal-Impjieg”\nsubklavvsola (a) redundancy gratuity.",{"bindId":74,"name":75,"text":75},"contracttrialtxt","9. PERIJODU BI PROVA",{"bindId":77,"name":78,"text":78},"sicknesspaytxt","33. LEAVE GĦAL MARD\u002FKORRIMENT",{"bindId":80,"name":81,"text":82},"sicknessmaxdaystxt","NOTA: F’każi ta’ mard li jirrikjedi konv","NOTA: F’każi ta’ mard li jirrikjedi konvalexxenza fit-tul matul\nil-perjodu ta’ erbgha snin, il-kumpannija toqghod fuq rakkomadazzjoni\ntat-tabib tal- kumpanija biex persuna tinghata sick leave sa massimu ta’ 40\ngurnata full pay matul dan il-perjodu.",{"bindId":84,"name":85,"text":85},"disabilitypaytxt","51. INSURANCE",{"bindId":87,"name":85,"text":85},"healthinsurancetxt",{"bindId":89,"name":90,"text":91},"healthandsafetyext","Kemm-il darba wkoll il-korriment ma jkun","Kemm-il darba wkoll il-korriment ma jkunx meqjuz bhala riżultat li\nl-impjegat ikun b’xi mod injora d-dispożizzjonijiet stipulati fl-Att Dwar\nl-Awtorità ghas- Sahha u s-Sigurtà fuq il-Post tax-Xoghol (XXVIII tat-2000),\njew xi struzzjonijiet bil-miktub u\u002Fjew użanżi stabbiliti li b’mod\nraġonevoli huwa kien mistenni li josserva ghall-iskansar u l-protezzjoni\ntieghu.",{"bindId":93,"name":94,"text":95},"healthandsafetytrainingtxt","Il-kumpanija hija mpenjata li toffri kun","Il-kumpanija hija mpenjata li toffri kundizzjonijiet tax-xogħol bl-inqas\nriskju fuq is-saħħa ta’ kull impjegat. Hekk kif tikkontempla l-liġi\nl-kumpanija hija mpenjata li timxi mar-rakkomadazzjonijiet li jsiru fir-risk\nassessments.\n\nIl-kumpanija tħossha fid-dmir li tkompli ttejjeb il-kundizzjonijiet\ntax-xogfiol biex tagħmel l-ambjent tax-xogħol iktar sikur għal kulħadd u\ntħallas allowances marbutin ma’ health and safety b’responsabilità. Fejn\njiġi ddentifikat li li qed jitħallsu allowances b’nuqqas ta’\nresponsibilita’ jittieħdu passi dixiplinari skond il-ħtieġa.",{"bindId":97,"name":98,"text":98},"hivpolicy","8. EŻAMI MEDIKU",{"bindId":100,"name":101,"text":102},"funeralpaytxt","APPENDIĊI D Dan li ġej japplika biss gha","APPENDIĊI D\n\nDan li ġej japplika biss ghal dawk l-impjegati li kienu fis- servizz fil-31\nta’\n\nMarzu 1979.\n\n(A) IL-PENSJONI U BENEFIĊĊJI TAL -WIDOWS & ORPHANS\n\n(i)L-impjegati Ii baqgħu membri tal-SFC Staff Pension Scheme jibqghu\njirċievu l-benefiċċju kollha dovuti skont ir-regolamenti tal- istess\nScheme.\n\n(ii)L-impjegati li kienu jaħdmu mal-kumpanija fil-31 ta’ Marzu 1979 u li\nma baqgħux membri tal-SFC Staff Pension Scheme huma ntitolati - mill-kumpanija\n- f’kaz ta’ mewt waqt li ghadhom impjegati mall- kumpanija, ghal\nbenefiċċji tal-Widows & Orphans. Ghal fini biss tal-pagament ta’ dawn\nil-benefiċċji l-kumpanija timxi skont kif hemm provdut fl-istess regolamenti\ntal-SFC Staff Pension Scheme kif kienu fil-31 ta Marzu 1979.\n\n(B) BENEFIĊĊJU GLOBALI GĦAL MEWT WAQT IS-SERVIZZ\n\n(i)Il -werrieta ta’ mpjegat li baqa’ membru ta\\-SFC Staff Pension Scheme\nu li jmut fis-servizz tal-kumpanija, ikunu ntitolati ghal somma ekwivalenti\nghal paga ta’ tliet (3) ġimgħat ghal kull sena shiha ta’ servizz.\n\nDin tkun pagabbli kif ġej:\n\n(a)Somma ekwivalenti ghal (52) tnejn u ħamsin ġimgha paga tithallas\nmill-Pensions Board skont regolament numru 13 tar-regolamenti tal-SFC Staff\nPension Scheme.\n\n(b)Jekk dan I-ammont ikun iżjed mill-ekwivalenti ta’ (52) tnejn u hamsin\nġimgha paga l-bilanċ żejjed jithallas mill-kumpanija bhala\n\nBenefiċċju ghal mewt waqt isservizz.\n\n(ii)Il-werrieta tal-impjegat li ma baqax membru tal-SFC Staff Pension Scheme\nu li jmut fis-servizz tal-kumpanija, ikunu ntitolati ghal somma ekwivalenti\nghal paga ta’ tliet (3) ġimghat ghal kull sena shiha ta’ servizz,\nb’pagament minimu ta’ sena paga.\n\n\n\n(C) Dak l-impjegat Ii jkun baqa’ membru tal-SFC Staff Pension Scheme ikun\ngtiażel Ii jieħu pensjoni differita skont ir- Regola 8 tal-iStaff Pension\nScheme ma jkunx intitolat ghall-pagament mill-kumpanija ta’ redundancy\ngratuity skont il-klawsola 45 “Benefiċċju ghat- temm tal-Impjieg”\nsubklavvsola (a) redundancy gratuity.",{"bindId":104,"name":105,"text":105},"hourstxt","25.1 SKEDI TA' ĦINIJIET TA' XOGĦOL",{"bindId":107,"name":108,"text":108},"MAXHOURS_trigger","25.5 IL-BANKING OF HOURS",{"bindId":110,"name":111,"text":111},"bankholidays1","30. VAGANZI PUBBLIĊI",{"bindId":113,"name":114,"text":114},"holidaystxt","31 LEAVE ANNWALI TA' VAGANZA",{"bindId":116,"name":117,"text":118},"TRADEUNLEAV_trigger","(iii)M’għandha ssir ebda attività tai-un","(iii)M’għandha ssir ebda attività tai-union waqt il-ħin tax-xogħol jew\nfuq il-propjetà tal- kumpanija jekk mhux bil-permess, minn qabel,\ntal-kumpanija. Il-permess meħtieġ ma jiġix miċħud mingħajr raġuni\nvalida.",{"bindId":120,"name":121,"text":121},"administrativetxt","(e)SERVIZZ TA’ ĠURAT\u002F XHUD TAL-PULIZIJA",{"bindId":123,"name":124,"text":124},"flexworktxt","25.4 FLEXITIME",{"bindId":126,"name":127,"text":128},"paidpaternityleavetxt","(c) TWELID TA’ TARBIJA Tlett ijiem ġrane","(c)\n\nTWELID TA’ TARBIJA\n\nTlett ijiem ġranet tax-xoghol leave jinghataw Iill-impjegat meta l-mara\ntieghu twelled tarbija. Dawn il-ġranet ghandhom jittiehdu fi żmien xahar.\nIċ-ċertifikat tat-twelid irid jiġi ppreżentat. Dan il-leave jinghata ukoll\nf’każ ta’ addozzjoni. Dokument tal-addozzjoni għandu jiġi\nippreżentat.",{"bindId":130,"name":131,"text":131},"deathrelativestxt","(a)LUTTU",{"bindId":133,"name":134,"text":135},"WAGES_comments_txt","APPENDIĊI Ċ: Gradi u rati ta’ salarji b’","APPENDIĊI Ċ: Gradi u rati ta’ salarji b’effeft mill- 1 ta' Jannar 201\n4",{"bindId":137,"name":138,"text":138},"WAGES_payscale1_start","1094.8",{"bindId":140,"name":141,"text":141},"WAGES_payscale1_end","1680.00",{"bindId":143,"name":134,"text":135},"PAYSCALES_comments_txt",{"bindId":145,"name":146,"text":147},"shiftallowancetxt","(ii)Darbtejn (x2) ir-rata normali għal h","(ii)Darbtejn (x2) ir-rata normali għal hin li jkun maħdum",{"bindId":149,"name":150,"text":150},"standbyallowancetxt","(d)STAND-BY",{"bindId":152,"name":153,"text":154},"overtimeallowancetxt","Is-Sahra għandha tkun awtorizzata bil-mi","Is-Sahra għandha tkun awtorizzata bil-miktub mill-management. Bil-kunsens\ntal-kumpanija, mpjegati jistgħu jagħżlu jieħdu time off in lieu bl-istess\nrata kif jidher hawn taht għal kull sahra maħduma.\n\nImpjegati li jidhru f’appendiċi Ċ u jittiallsu sahra kif jidher hawn\ntaht:\n\n(i)Darba u nofs (x 1.5) ir-rata normali ghal hin mahdum li jkun:\n\n(a)Aktar mill-hinijiet normali ta’ xoghol fuq tmien sighat ta’ kull\nġurnata xoghol mahduma.\n\nJEW\n\n(b)Matul ġurnata ta’ mistrieh tal-impjegat peress li ma tkunx parti mill-\nġimgħa tax-xoghol tal-impjegat iżda mhux il-Hadd.\n\nJEW\n\n(c)matul ix-shut-down tal-Milied, meta l-impjegat jiġi avżat matul il-\nhames t’ijiem qabel ix-shut down, biex jidhol ghax-xoghol fix-shut down.",{"bindId":156,"name":157,"text":157},"hardshipallowancetxt","(ċ) OBNOXIOUS u CONFINED SPACE",{"bindId":159,"name":160,"text":161},"hardshipallowanceamount1","Titħallas Allowance ta’ €3.49 ghal kull ","Titħallas Allowance ta’ €3.49 ghal kull ġurnata jew parti minnha\nb’minimu ta’ siegfia xogħol.",{"bindId":163,"name":146,"text":164},"sundayallowancetxt","(ii)Darbtejn (x2) ir-rata normali għal hin li jkun maħdum\n\n(a)Matul il-ġurnata tal-Ħadd.",{"bindId":166,"name":167,"text":168},"contractseverancepaytxt","(a)REDUNDANCY GRATUITY Impjegat li jiġi ","(a)REDUNDANCY GRATUITY\n\nImpjegat li jiġi dikjarat redundant u jinghata s- sensja u li jkollu mill-\ninqas hames snin (5) servizz tinghatalu gratuity ta’ tliet ġimgħat paga\nghal kull sena shiha ta’ servizz. Wara ghaxar snin (10) servizz, tinghatalu\ngratuity ta’ erba’ ġimghat paga ghal kull sena shiha ta’ servizz.\n\nDin il -gratuity ma tinghatax kemm-il darba l-impjieg ikun intemm minhabba\nriżenja volontarja jew miżuri dixxiplinarji.",{"bindId":170,"name":171,"text":171},"mealvouchers","52.FOOD AND DRINK VOUCHERS",{"bindId":173,"name":174,"text":175},"trainingprogrammestxt","56.FARSONS EMPLOYEE DEVELOPMENT INITIATI","56.FARSONS EMPLOYEE DEVELOPMENT INITIATIVE",{"bindId":177,"name":174,"text":175},"trainingfundtxt","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>FTEHIM KOLLETTIV BEJN SIMONDS FARSONS CISK PLC IT-TAQSIMA LUKANDI, IKEL U XORB TAL-UNION ĦADDIEMA MAGĦQUDIN ĦADDIEMA KLERIKALI 2014 - 2018 - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 40 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to The CBA explicitly refers to the law % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 2 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 65 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → No provision days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → 0.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Payment for standby work: → EUR 2.33\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → EUR 3.49 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[183],{"title":36,"slug":31},[185],{"type":186,"data":187},"call_to_action_body_block",{"title":188,"description":189,"variant":190,"link":191},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Malta across sectors, topics and countries","dark",{"title":188,"url":192,"description":188,"rel":193,"type":194},"\u002Fen-mt\u002Fwork-in-malta\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[196],{"type":186,"data":197},{"title":188,"description":189,"variant":190,"link":198},{"title":188,"url":192,"description":188,"rel":193,"type":194},[],{"title":15,"seo_title":201,"description":7,"path":202,"redirect_url":7,"locale":16,"children":203},"WageIndicator: Malta","\u002Fen-mt",[204,293,323],{"title":18,"seo_title":18,"description":7,"path":205,"redirect_url":7,"locale":16,"children":206},"\u002Fen-mt\u002Fwork-in-malta",[207,212,217,236,285,289],{"title":208,"seo_title":209,"description":7,"path":210,"redirect_url":7,"locale":16,"children":211},"Minimum Wage","Minimum Wage in Malta","\u002Fen-mt\u002Fwork-in-malta\u002Fminimum-wage",[],{"title":213,"seo_title":214,"description":7,"path":215,"redirect_url":7,"locale":16,"children":216},"Living Wages","WageIndicator Malta: 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