[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-pak-arab-refinery-ltd-and-parco-workers-union---2012":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":25,"data":33,"children":137,"content_type_view":138,"extra_breadcrumbs":139,"body":141,"body_blocks":152,"related_pages":156},1005,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","Explore Pakistan CBAs and MOUs: pay scales, hours, leave, benefits, and dispute settlements. Browse by sector and company.","Pakistan Collective Agreements Database | CBA Library","\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_PK","2025-07-28T14:54:55.998361+00:00","2026-04-02T10:09:28.335325+00:00","\u002Fcms\u002Fpages\u002F1005\u002Fedit\u002F",[18,21,24],{"title":19,"slug":20},"Pakistan","en-pk",{"title":22,"slug":23},"Work in Pakistan","work-in-pakistan",{"title":6,"slug":5},{"title":10,"description":9,"image":26,"canonical":27,"robots":28,"og_type":29,"twitter_card":30,"locale":20,"created_at":31,"last_modified_at":32},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T16:54:55.998361+02:00","2026-04-02T12:09:28.477811+02:00",{"cba":34,"clauses":45,"details":135,"translations":136},{"id":35,"uid":36,"url":37,"name":38,"locale":13,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"collective-agreement-between-pak-arab-refinery-ltd-and-parco-workers-union---2012","30be6a38-f634-11e7-a5b8-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpakistan\u002Fcollective-agreement-between-pak-arab-refinery-ltd-and-parco-workers-union---2012\u002Fcollective-agreement-between-pak-arab-refinery-ltd-and-parco-workers-union---2012\u002F","Collective Agreement between Pak-Arab Refinery Ltd and Parco Workers’ Union - 2012","PAK Pak-Arab Refinery Ltd - 2011","Pakistan - PAK Pak-Arab Refinery Ltd - 2011","PAK Pak-Arab Refinery Ltd - 2011 - Extraction, mining, quarrying",{"name":43,"data":44},"87 Pak-Arab Refinery Ltd.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New3\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN PAK-ARAB REFINERY LTD AND PARCO WORKERS’\nUNION - 2012\u003C\u002Fh1>\n\n\u003Cp>FORM “X”\u003C\u002Fp>\n\n\u003Cp>(RULE 70)\u003C\u002Fp>\n\n\u003Cp>FORM OF AGREEMENT\u003C\u002Fp>\n\n\u003Cp>NAME OF PARTIES\u003C\u002Fp>\n\n\u003Cp>1.PAK – ARAB REFINERY LIMITED\u003C\u002Fp>\n\n\u003Cp>2.PARCO WORKERS’ UNION (C.B.A)\u003C\u002Fp>\n\n\u003Cp>REPRESENTING EMPLOYER\u003C\u002Fp>\n\n\u003Cp>MR. TARIQ RIZVI - Managing Director\u003C\u002Fp>\n\n\u003Cp>MR. FEROZE J. CAWASJI - DMD Finance & Corporate Affairs\u003C\u002Fp>\n\n\u003Cp>MR. SHAH M. SAAD HUSSAIN - G.M Corporate Affairs\u003C\u002Fp>\n\n\u003Cp>MS. SHARON DIAS - Manager Human Resource\u003C\u002Fp>\n\n\u003Cp>SYED SHAHID MAHMOOD - Manager C&E Services\u003C\u002Fp>\n\n\u003Cp>MR. MOAZZAM MUBARAK - Manager Finance\u003C\u002Fp>\n\n\u003Cp>MR. TARIQ DAUD - Section Head HR (IR)\u003C\u002Fp>\n\n\u003Cp>MR. RIZWAN IDREES - Section Head HR (MCR)\u003C\u002Fp>\n\n\u003Cp>MIRZA ZAHID BAIG - Chief Engineer Materials\u003C\u002Fp>\n\n\u003Cp>MR. SUHAIL SULEMAN - Chief Engineer S&T\u003C\u002Fp>\n\n\u003Cp>MR. FAROOQ CHANNAH - Sr. Management Executive Transport\u003C\u002Fp>\n\n\u003Cp>HAFIZ SHAHID HUSSAIN - Management Executive – I, HR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>REPRESENTING WORKERS\u003C\u002Fp>\n\n\u003Cp>MR. MANARAS KHAN - President\u003C\u002Fp>\n\n\u003Cp>MR. S.M. NIAZ AHMED - General Secretary\u003C\u002Fp>\n\n\u003Cp>MR. M. SARFARAZ KHAN - Vice President\u003C\u002Fp>\n\n\u003Cp>MR. AYAZ ALI SHAH - Joint Secretary\u003C\u002Fp>\n\n\u003Cp>MR. ABDUL WAHEED KHAN - Finance Secretary\u003C\u002Fp>\n\n\u003Cp>MR. GHULAM RABBANI - Press Secretary\u003C\u002Fp>\n\n\u003Cp>MR. KARIM BUKSH - Member, Managing Committee\u003C\u002Fp>\n\n\u003Cp>MR. MUNIR AHMED - Member, Managing Committee\u003C\u002Fp>\n\n\u003Cp>MR. MUHAMMAD ALTAF ALI - Member, Managing Committee\u003C\u002Fp>\n\n\u003Cp>MR. NOOR MUHAMMAD - Member, Managing Committee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated. April 18, 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Ch2>SECTION 1: PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>THIS AGREEMENT is made on this April 18, 2012 between PAK-ARAB REFINERY LTD.\nKARACHI, a Public Limited Company incorporated in Pakistan under the Companies\nOrdinance 1984, and having its Corporate Headquarters at Korangi Creek Road,\nKarachi, Pakistan hereinafter called the “COMPANY” (which expression\nwherever the context so admits shall include and mean its successors and\nassigns) being the party of the first part.\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>PARCO WORKERS’ UNION, an officially registered industry wise Trade Union\nwith National Industrial Relations Commission and declared as the Collective\nBargaining Agent C.B.A (FOR WHOLE ESTABLISHMENTS OF M\u002Fs Pak-Arab Refinery Ltd.\nwhich establishments have been declared as one CBU vide Order dated 13.01.2010\nin Case No. 19(24)\u002F09 issued by NIRC Islamabad hereinafter called the UNION\n(which expression for the purpose of this Agreement wherever the context so\nadmits shall include and mean its successors and assigns) of the other part.\u003C\u002Fp>\n\n\u003Ch2>SECTION 2: INTEND AND PURPOSE OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>WHEREAS it is the intension and purpose of this Agreement to ensure sound\nand mutually beneficial industrial and economic relationship between the\nparties hereto, to establish labour relations within the COMPANY to clarify the\nrights and responsibilities of the COMPANY, the (C.B.A) UNION and the Workmen,\nto provide orderly and peaceful means of conducting negotiations and resolving\nany misunderstandings or grievances, to compensate for rising cost of living to\nset forth herein the basic and complete settlement between the parties and\ncovering wages and other terms and conditions of employment and to ensure\ncontinued efficiency and high productivity in order to promote and improve the\nindustrial and economic relationship of the COMPANY and the workmen.\u003C\u002Fp>\n\n\u003Ch2>SECTION 3: RECOGNITION OF COMPANY’S AND C.B.A UNION’S RIGHTS\u003C\u002Fh2>\n\n\u003Cp>It is agreed that the Company’s Management has the exclusive right and\nsole responsibility to operate the COMPANY and to conduct it business, to\nobtain full work from all its workmen during working hours and to direct the\nworkplace in accordance with law. The Management’s right shall include but\nnot be limited to:\u003C\u002Fp>\n\n\u003Cp>a. The right to direct and control the workforce i.e. among others the right\nto hire, promote, demote, transfer, discipline, discharge, dismiss, to create\nor discontinue jobs, to utilize the service of workmen on alternative jobs when\nnecessary, to determine the number of workmen needed, workman qualifications,\nstandards of performance, job requirements and job contents.\u003C\u002Fp>\n\n\u003Cp>b. To establish rules and regulations.\u003C\u002Fp>\n\n\u003Cp>c. To make optimum utilization of its workforce, tools equipment and other\nresource.\u003C\u002Fp>\n\n\u003Cp>d. To maintain workmen discipline and production efficiency; and\u003C\u002Fp>\n\n\u003Cp>e. To determine the means, methods, processes, materials procedures and\nschedules of production. The COMPANY’s exercise of its rights to manage shall\nnot violate any of the expressed provisions of this Agreement or applicable\nlaws.\u003C\u002Fp>\n\n\u003Cp>It is recognized that the function of the C.B.A UNION is to serve as a\nCollective Bargaining Agent on matters relating to wages, hours of work and\nconditions of employment, as specifically expressed in this Agreement.\u003C\u002Fp>\n\n\u003Cp>This recognition of C.B.A Union rights should in no way be interpreted as\nlessening of the Company’s responsibilities to its individual workmen. For\nthis reason and also because of the broad responsibilities of the Company to\nthe Government of Pakistan to its customers to the public, to its\nowners\u002Fshareholders, and to its workmen, the relationship between the\nCompany’s to initiate action. On the other hand, the C.B.A UNION must\nmaintain the right to protest and appeal the actions of the Company whenever\nthey believe the Company’s actions are contrary to the good their members.\nAll actions enumerated above shall be governed in accordance with applicable\nlaw.\u003C\u002Fp>\n\n\u003Ch2>SECTION 4: SHORT RECITAL OF THE CASE\u003C\u002Fh2>\n\n\u003Cp>WHEREAS the PARCO WORKERS’ UNION registered as an Industry-wise Trade\nUnion (Registration No. 9\u002F83 dated November 12, 1983) exercising the right and\nfunctions of Collective Bargaining Agent of workmen employed by the Company and\nstations\u002Fterminals anywhere in Pakistan at all its installations,\nestablishments, Mid-Country Refinery Qasba Gujrat offices and any place of work\nsubmitted a “CHARTER OF DEMANDS” under the cover of their letter dated\nAugust 05, 2011 for consideration by the Company.\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS on having received the said “CHARTER OF DEMANDS” bilateral\nnegotiations where undertaken by the parties upon receipt of approval of change\nof office bearers of PARCO WORKERS’ UNION BY NIRC vide letter No. 13(84)\u002F2011\ndated October 21, 2011 which were held from time to time extending over several\nmeetings by mutual consent of the parties.\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS as a result of through and detailed bilateral negotiations and\ndiscussions as aforementioned the following Collectively Bargained Agreement\nhas been arrived at in full and final settlement of all the demands raised by\nand\u002For on behalf of the workmen and all other issues signing of this\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>SECTION 5: TERMS OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The Union C.B.A agrees to drop all demands\u002Fclaims raised through its Charter\nof Demands mentioned herein above and all other points and issues which are not\nmentioned but covered in this Agreement.\u003C\u002Fp>\n\n\u003Cp>It is agreed that neither the C.B.A Union nor any of the Workmen covered by\nthis Agreement will collectively, concertedly or indirectly engage I or\nparticipate directly or indirectly in any strike, stoppage or other\ninterference of work for any cause arising out of the terms and conditions\nherein mentioned or any other cause of any nature during the tenure of this\nAgreement. The Company, however, retains the right of discipline and\ntermination of the services of any workman who violates this provision and to\nrecover such damages as the Company may suffer by reason of a breach\nthereof.\u003C\u002Fp>\n\n\u003Cp>Similarly, the Company agrees that during the terms of this Agreement, they\nwill not declare any lockout of any of the workmen covered by this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>It is aimed at ensuring a just and mutually beneficial industrial peace\nfostering most harmonious and healthy relationship between the Company and it\nworkmen and further strengthening the already existing good relations between\nthe Company and the workmen.\u003C\u002Fp>\n\n\u003Cp>It is agreed that clearly understood that this Agreement is confined to and\ncovers only those workmen employed on regular basis by the Company against\npermanent positions.\u003C\u002Fp>\n\n\u003Cp>It is further agreed that wherever any excerpts from Service Rules of the\nCOMPANY have been incorporated in this Agreement, the same cannot in anyway be\nmade the basis or subject matter of negotiations, as their incorporation is\nmerely aimed at better and easy understanding only.\u003C\u002Fp>\n\n\u003Cp>If the said Company charges its name or merges with any other Company or\nCompanies or Organization, so that the Company is wholly or partly absorbed by\nanother Company\u002F organization, the terms of this Agreement will remain valid\nand shall be enforceable in relation to the workmen to which this Agreement was\napplicable at the time the name changed or the merger took place for the\nremaining period of this Agreement.\u003C\u002Fp>\n\n\u003Cp>If any time in future the said C.B.A Union is wholly or partly absorbed or\nreplaced by another Organization or any Trade Union is declared to be\nCollective Bargaining Agent or if a new trade Union is formed or any other\nTrade Union comes into existence or the UNION is declared to be not the\nCollective Bargaining Agent or is dissolved or loses its representative charter\nof C.B.A, the finality, validity and sanctity of this Collectively Bargained\nAgreement shall neither be adversely affected nor the same be challenged\ndirectly or indirectly by any workmen singly or collectively and the workmen\nshall continue to be bound by the terms, agreed to in this Agreement and that\nthis Agreement shall remain in force and be binding on the workmen as well as\nthe Company for the period covered by the this Agreement.\u003C\u002Fp>\n\n\u003Ch2>SECTION 6: WORKING HOURS & WORK ATTENDANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>i. The normal schedule of weekly hours of work, exclusive of lunch\u002Frest\ninterval for various categories of workmen will be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Drivers, Naib Qasids\u003C\u002Fp>\n\n\u003Cp>Helpers & other etc.45 hours per week\u003C\u002Fp>\n\n\u003Cp>ii. Clerical 40 hours per week\u003C\u002Fp>\n\n\u003Cp>ii. All hours and days or work are subject to change at the sole discretion\nof Management, but the total weekly working hours for the respective class of\nworkmen, as indicated above, will remain unchanged irrespective of the fact\nwhether they work in Head Office or at Station Terminals and other\ninstallations. However, it would be open to the management to spread over the\nsaid assigned weekly hours to five\u002Fsix days working at Station and Terminals to\nmeet PARCO operational requirement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iii. All workmen are required to enter work premises through designated\nentrances and to be at their work place ready for work exact scheduled times\nand days which are posted on Company Notice Board(s) and\u002For as may be notified\nto them by their respective Supervisors from time to time. Further, they will\nfollow attendance recording procedures in force from time to time.\u003C\u002Fp>\n\n\u003Cp>iv. No workman shall leave his assigned work or the assigned place of work\nduring working hours without the permission of his immediate Supervisor.\u003C\u002Fp>\n\n\u003Cp>v. Any workman in rotation shifts shall not leave his work place unless\nproperly relieved or specifically permitted by the Supervisor concerned.\u003C\u002Fp>\n\n\u003Cp>vi. The Company has the right to detain workmen for overtime after their\nduty scheduled hours. The workmen shall also report to work when called for\nduty whether scheduled or unscheduled, including recall from leave when so\ndesired by the COMPANY under exigencies of work.\u003C\u002Fp>\n\n\u003Cp>vii. Workmen entering or leaving the Company premises or godown may be\nliable to search at the discretion of the Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 7: WEEKLY HOLIDAY\u003C\u002Fh2>\n\n\u003Cp>Sunday will be observed as “Weekly Holiday” with pay except in the case\nof shift workmen who will be allowed weekly holiday in accordance with their\nduty roster. For the time being Saturday will also be a “Closed day” at all\nthe locations of the Company for such class of workmen as may be specified by\nthe management from time to time but it will not be treated as a “Weekly\nHoliday” and the Company may at any time in its sole discretion, reschedule\nits timings to make Saturday a working day. However, such a change, if any when\nmade, will not affect the present total weekly working hours for the class of\nworkmen mentioned in Section 6.0 above.\u003C\u002Fp>\n\n\u003Ch2>SECTION 8: WEEKLY HOLIDAY WORK COMPENSATION\u003C\u002Fh2>\n\n\u003Cp>If a workman is required to work on his schedule weekly holiday, viz.\nSunday, he will be allowed a full compensatory day-off on one of the three days\nimmediately before or after the normal scheduled weekly holiday in such a\nmanner that it will not result in the workman working for more than 10 days\nconsecutively. For this purpose, if Saturday and Sunday are both observed by\nthe Company as holidays (Sunday as weekly holiday and Saturday as closed day,\nSaturday will be treated as compensatory day-off and no additional compensatory\nday-off will be allowed). However, if the workman is called upon to work on\nSaturday as well as on Sunday in this situation he would be entitled to\ncompensatory day-off in lieu of Sunday on any day other than the Saturday\nworked, and shall receive only overtime for actual hours of work done on\nSaturday as per the rate of overtime specified in Section 14.0 below, keeping\nin view the principle as aforementioned. The same principle for availing\nday-off in lieu of weekly holiday, shall apply in case the weekly holiday of a\nworkman falls on Saturday or any other day of the week.\u003C\u002Fp>\n\n\u003Ch2>SECTION 9: FESTIVAL HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>a. The company will announce every year in the month of January the festival\nholidays to be observed during the calendar year. Holidays observed by the\nFederal Government will be taken as a guide in announcing the COMPANY\nHolidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Optional Holiday\u003C\u002Fp>\n\n\u003Cp>In the beginning of every year, the C.B.A Union will suggest to the Company\na list up to three optional holidays for different communities employed in the\nCompany from the list of holidays published by the Federal Government to be\navailed by the workmen concerned with mutual agreement between the COMPANY and\nthe C.B.A UNION.\u003C\u002Fp>\n\n\u003Ch2>SECTION 10: FESTIVAL HOLIDAY FALLING ON A SCHEDULED WEEKLY HOLIDAY OR A\nCLOSED DAY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Compensatory Holidays in lieu of festival holidays falling on a\nscheduled weekly holiday has been withdrawn by the C.B.A. The festival of other\nannounced holidays falling on a COMPANY closed day will not be compensated in\nany manner and no substitute or compensatory holiday will be allowed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 11: FESTIVAL HOLIDAY WORK COMPENSATION\u002FOVERTIME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A workman required to work on Company declared festival holiday (other than\na holiday falling on a scheduled weekly holiday or a company closed day) will\nbe allowed, as soon as circumstances permit, a substitute holiday. Besides, he\nwould be entitled to claim eight (8) hours overtime even if he may have\nperformed duty for lesser hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 12: EMERGENCY CALL OUT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>A workman who receives notice to report after leaving the Company premises\nand who reports for work at other than his normal scheduled hours of work will\nreceive overtime pay equivalent to not less than 4 hours of work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 13: OVERTIME WHILE ON TRAVEL STATUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of a workman proceeding on official duty on Company\u002FPublic\ntransport, except on posting or relief duty, he shall be entitled to claim\novertime for the spent during travelling beyond normal working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 14: OVERTIME COMPENSATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>a. Overtime for less than ½ Hour\u003C\u002Fp>\n\n\u003Cp>Extra work performed for a period of half an hour or less on normal working\ndays will not be treated as overtime. Thereafter, overtime will be paid to the\nnearest quarter hour work done also counting the initial half an hour work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This, however, will not apply in the case of workmen who are normally\nscheduled to work nine (9) hours a day, in whose case the extra work including\nthe first half hour will be taken into account for purposes of computing\novertime, calculated to the nearest quarter of the hour worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Rate Overtime\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A workman when required to perform work beyond specified working hours as\nindicated in Section 6.0 above will be compensated for actual hours of extra\nwork performed (excluding meal intervals). In case a workman is retained for\nwork even during meal interval of half hour he would entitled to claim overtime\nin lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The work done over and above the specified working hours as stated above\nshall constitute overtime, which shall be payable at Double Rate. (Pay for the\npurpose of calculating overtime will mean Basic Pay + House Rent + Conveyance\nAllowance + Admissible Cost of Living Allowance + Meal Subsidy + Petrol\nSubsidy).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 15: OVERTIME COLCULATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purpose of overtime calculation, total prescribed weekly hours will\nbe multiplied by 52 (weeks) and then divided by 12 (months) to arrive at\nmonthly working hours. For instance, if the total prescribed weekly working\nhours for a workman are 40 hours, his monthly working hours and hourly rate of\npay will be:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. 40 hours x 52\u002F12=173.3 monthly hours\u003C\u002Fp>\n\n\u003Cp>b. Basic Pay + Conveyance + HCLA +Meal Subsidy + Petrol Subsidy\u002F173.3 =\u003C\u002Fp>\n\n\u003Cp>Rate of one Hour\u003C\u002Fp>\n\n\u003Ch2>SECTION 16: PYRAMIDING OF OVERTIME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>There shall be no pyramiding of overtime or other premium pay. If more than\npremium of or overtime rate applies in any case, only the single higher rate\nshall be paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 17: OVERTIME MEAL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When workmen are required to work overtime in excess of three (3) hours on\nany day and if the work schedule is such that they:\u003C\u002Fp>\n\n\u003Cp>a. Report for duty before 7.00 a.m. or\u003C\u002Fp>\n\n\u003Cp>b. Stay for work after 1.00 p.m. or\u003C\u002Fp>\n\n\u003Cp>c. Stay for work after 8.00 p.m.\u003C\u002Fp>\n\n\u003Cp>They will be reimbursed for overtime meal @ Rs. 90\u002F- per meal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 18: MEAL SUBSIDY\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Meal Subsidy will be Rs. 1600\u002F- per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 19: OVERTIME TRANSPORT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When overtime work is performed on a festival holiday or on a Weekly Holiday\nor on a Closed Day or on Emergency Call Out when a workman is normally off-day,\nhe will be paid actual Yellow taxi fare each way towards conveyance allowance\nbesides the usually monthly conveyance allowance and the actual overtime\nearned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 20\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Basic Pay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>(I) All workmen will be granted a minimum increase of 22% in their basic pay\nor Rs. 1,400\u002F- p.m. whichever is higher, effective from August 1,2011.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cp>B. Annual Increment\u003C\u002Fp>\n\n\u003Cp>Minimum qualifying period annual increment will be six (6) months of\ncontinuous services as of June 30 each year. Increments would henceforth be on\npercentage basis and would be calculated @5%, 7.5% and 10% respectively of the\nbasic pay against the existing performance ratings of A, BII and BI. This basis\nwill remain fixed for all times and there would be no increase in these\npercentages in the future. Increments will not be automatic and will be subject\nto individual appraisals as per Company Policy. However, the fixed increments\nprovided in the pay scales will continue to form the basis for fixation\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 21: PROMOTIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. The word promotion implies rise to a higher salary position. Any\nProbationary service or period in a higher grade and\u002For position in not\nregarded as promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. It is the Company’s policy to promote workmen to highest position in\npreference to direct recruitments from outside provided that the workmen\nsuitable in all respects for promotion are available. The Company’s\nManagement is the sole judge to such suitability.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. The following guidelines will apply in the case of promotion and the\ndecisions of the Company in all cases shall be final.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Promotion will not be automatic and a workman must acquire necessary\nskill and experience as may be requisite of the Company and will be subject to\nseniority, suitability and availability of a vacancy.\u003C\u002Fp>\n\n\u003Cp>b. A workman’s job performance, ability, skill, qualification, attendance\nrecord, physical fitness and related experience shall be the governing factors\nof promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. In case event of promotion between two or more workmen, if their\nqualifications, skills, abilities, related, experience, attendance records,\nphysical fitness and job performances are relatively equal in the judgement of\nthe COMPANY, then the length of service shall govern in the selection of\nworkman for promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Promoted workman may be placed on probation for a period of three (3)\nmonths. If on periodical review, his work is found unsatisfactory or in the\nopinion of the Company, the circumstances do not justify continuance of higher\nposition, the workman will be reverted to his original position with consequent\nreadjustment in his salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e. In the event of promotion where the salary of the workman is less than\nthe minimum of the salary of the new higher rated position, he will be brought\nto such minimum of the salary group applicable to the new position, subject to\n10% increase in workman’s current basic salary provided further that in case\nthe revised salary does not fit in the salary scale steps, he will instead be\ngiven upward step.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 22: HOUSE RENT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>House Rent Allowance for all workmen will be 3100\u002F- or 60% of Basic Pay per\nmonth whichever is higher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 23: CONVEYANCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Conveyance Allowance for all workmen will be a flat rate of Rs. 1800\u002F- per\nmonth of 100 liters of petrol per month against registered motorcycle.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 24: SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Shift Allowance of Rs. 700\u002F- per month shall be paid to such workmen as\nwould be working in Rotating Shifts (excluding general duty shift) at all\nStations\u002FTerminals\u002Finstallations of the COMPANY.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 25: UTILITY CHARGES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utility Allowance will be paid @ Rs.1400\u002F- per month to all workmen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 26: CHILDREN EDUCATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>Children Education Allowance will be paid @ Rs. 2100\u002F- per month to all\nworkmen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 27: ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. Quantum\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>i. Workmen who will have completed one year’s working service with the\nCompany, will be entitled, as before to 30 days Annual Leave for rest and\nrecreation for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. New workman leaving Company service before completion of twelve\nmonth’s continuous employment will not be entitled to any leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii. Workmen leaving COMPANY’s employment after one working year of\nservice will be paid cash for leave accrued on prorate basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. Calculation of Annual Leave\u003C\u002Fp>\n\n\u003Cp>For administrative reasons, annual leave will be calculated on calendar year\nbasis. In other words, leave quantum of a workman joining service during a\ncalendar year will be calculated prorate until December 31, of that year and\nwill accrue and be given to him subject to his completion of 12 months working\nservice. Thereafter, effective following January, his leave will be calculated\non a Calendar year basis but will accrue and be given to him on and subject to\nhis completion of the next 12 months of working service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note: The above procedure does not in any way affect the leave quantum which\nis given in A above and which alone determines the amount of leave\nentitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>III. Division of Annual Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Workmen will be required to take the full entitlement of leave at one time\nunless because of the needs of the job or at the request of the workmen a\ndivision of leave is approved by the Company. However, in such cases the\nminimum leave division that will be approved is a period of 12 days, and only\nsuch division will be allowed in any one Calendar Year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IV. Programming of Annual Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annual Leave may be scheduled throughout the Calendar year subject to the\nfollowing conditions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. Operating and administrative needs will be the primary and decisive\nfactor in scheduling individual leave but preference of individual workmen will\nbe given every possible consideration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. A period of at least six (6) months must elapse between two successive\nleaves.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>V. Accumulation of Annual Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annual Leave may be accumulated up to 90 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>VI. Encashment of Annual Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Since Annual Leave is granted for rest and recreation, workmen will be\nencouraged to avail their earned leave. However, for any un-availed leave\nperiod, they may request encashment which will be granted in accordance with\nlaw.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>VII. Exclusion of Holidays from Annual Leave\u003C\u002Fp>\n\n\u003Cp>A weekly holiday a closed holiday or a festival holiday falling at the\nbeginning or at the end of the annual leave period of both, will not be counted\nas part of leave. However, any intervening holiday falling during the leave\nperiod will be counted towards leave.\u003C\u002Fp>\n\n\u003Cp>VIII. Sickness during period of Annual leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any period of sickness during the annual leave will not be treated as\n“absence” on account of sickness but will be counted towards the period of\nannual leave. In other words, there will be no leave within leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 28: CASUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>A. For such reasons as may be considered acceptable be the Company, workmen\nmay be granted leave of absence to attend to personal affairs, for limited\nperiod of time not exceeding three days at any time. However, workmen during\nthe probationary period will be entitled to Casual Leave on prorate basis.\u003C\u002Fp>\n\n\u003Cp>B. Request for Casual Leave will be made in advance, but where circumstance\nfor absence could not be foreseen the leave application form may be completed\nand submitted for approval immediately on resumption of duty.\u003C\u002Fp>\n\n\u003Cp>C. The maximum Casual Leave entitlement will be 10 days per calendar year\nand it will be non-accumulative.\u003C\u002Fp>\n\n\u003Cp>D. Casual Leave cannot be combined with leave of any other kind; however, a\nSunday or a closed day or a holiday falling before or at the end of Casual\nLeave, or both, will not be counted towards Casual Leave. Should however, such\na holiday fall in between the Casual Leave, it will become a part of Casual\nLeave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 29: SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>A. The entitlement for Sick Leave will be restricted to 16 days per calendar\nyear and shall be non-accumulative.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>B. All absence on account of illness must be supported by the following\nevidence.\u003C\u002Fp>\n\n\u003Cp>i. For one day’s absence, a Certificate will normally not be required.\nHowever, when requested by the Company, a Certificate will be furnished. In any\ncase in Sick Leave is taken in conjunction with Annual Leave or Casual Leave, a\nMedical Certificate by a Registered Medical Practitioner will have to be\nproduced.\u003C\u002Fp>\n\n\u003Cp>ii. For sickness of more than one day but not more than three days, Sick\nLeave may be granted on the basis of a Registered Medical Practitioner’s\nCertificate other than that of the Company Doctor.\u003C\u002Fp>\n\n\u003Cp>iii. Sick Leave for more than three days will be granted only on the basis\nof Certificate issued by the Company Doctor, or by a registered Medical\nPractitioner in case of outstation workmen where there is no Company Doctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Sick Leave will not be granted in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Workmen’s negligence\u002Ffailure to take proper care of himself or refusal\nto obtain or follow medical advice of a Physician.\u003C\u002Fp>\n\n\u003Cp>ii. Chronic alcoholism, use of stimulants, drugs or Narcotics not prescribed\nor used other than in manner prescribed by the physician.\u003C\u002Fp>\n\n\u003Cp>iii. Unlawful acts\u002Fconducts, attempts or social diseases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 30: SPECIAL SICK LEAVE – PROLONGED ILLNESS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>The absence of a workman on account of hospitalization and best rest on\ndischarge from hospital recommended by the surgeon\u002Fphysician due to illness\nshall be treated as a case of special sick leave on the basis of the merit of\neach case. The COMPANY will however, be the sole judge to decide about the\nquantum of leave with pay. Special Sick Leave shall not be claimed by the\nworkmen as a matter of right.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 31: ABSENCE DUE TO WORK INJURIES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For any leave of absence due to work injuries sustained on the job, the\nCOMPANY will be governed by LAW applicable to such situations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 32: ENCASHMENT OF CASUAL LEAVE\u002FSICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unveiled portion of Casual Leave and Sick Leave entitlement of workmen in\nany Calendar Year will be en-cashable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 33: LEAVE FARE ASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>The Leave Fare Assistance for all workmen will be a flat rate of Rs.\n15,000\u002F- per year subject to the following rules:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IX. The amount sanctioned is intended for travel and will not be payable if\na workman request and is allowed encashment of his Annual Leave.\u003C\u002Fp>\n\n\u003Cp>II. A minimum period of 12 days Annual Leave must be taken to be eligible to\nLeave Fare Assistance.\u003C\u002Fp>\n\n\u003Cp>III. Leave Fare Assistance will be paid to eligible workers with the salary\nof the month of January every year.\u003C\u002Fp>\n\n\u003Cp>IV. Leave Fare Assistance will be sanctioned in one lump sum. Application\nfor drawing partial entitlement of the year concerned and to carry forward the\nbalance will not be allowed.\u003C\u002Fp>\n\n\u003Cp>V. Leave Fare Assistance will not be paid more than once in any once\ncalendar year. However, in the event of separation from service, LFA\nentitlement will be counted on prorate basis and paid in cash along with any\nleave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 34: PROVIDENT FUND\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The company has a Provident Fund scheme which presently allows permanent\nworkmen to subscribe to that Fund @ 8.33% of their basic pay plus indexation\nwith a matching Company contribution.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 35: MEDICAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>A. Eligibility\u003C\u002Fp>\n\n\u003Cp>I. All permanent workmen and their dependent will be entitled to the medical\nfacilities of Allopathic\u002FHomeopathy\u002FHikmat at their place of posting (Hikmat\ntreatment would mean and include Hamdard Dawakhan, Tayyabi Dawakhana, Nazami\nDawakhana and Haidri Dawakhana). As regards the workmen at outstations and\nterminals they should be entitled to treatment from Hamdard Dawakhan so far as\nHikmat treatment is concerned. The Homeopathic treatment will be restricted to\nsix Homeopathic Medical Practitioners (on PARCO’s panel) only.\u003C\u002Fp>\n\n\u003Cp>(Dependents shall mean father, mother, one wife, unmarried sons up to age of\n21 years and unmarried daughters provided such dependents do not have their own\ndependent income and therefore, are deemed to be dependent on the workman and\nmust be residing with the workman concerned).\u003C\u002Fp>\n\n\u003Cp>II. Medical assistance will also be provided at station and terminals for\nsuch serious cases of illness of dependents who, though are not residing with\nthe workman at the place of posting, but are accorded prior approval for such\nmedical assistance by the Management.\u003C\u002Fp>\n\n\u003Cp>III. In case any workman posted at stations, terminals and other\ninstallations meets with an accident during the course of duty, he if required,\nshall be sent to hospitals on Company’s panel at the expense of the Company\nby such mode of journey as may be advised by the attending Doctor.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Limitation of Medical Coverage\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>I. In general, any workman or his dependents suffering from injury,\nill-health or disease resulting from misconduct, misbehavior, drunkenness,\nnegligence and excess or in consequence thereof will not be eligible for\nmedical assistance.\u003C\u002Fp>\n\n\u003Cp>II. The medical assistance does not include or provide for any hypnotics or\nany habit forming drugs, nor any tonics, pills etc. supplement to nourishment\ndemanded by a workman or his dependent, unless in the opinion of the Company\nDoctor these are absolutely necessary for the period of illness.\u003C\u002Fp>\n\n\u003Cp>III. The company will pay actual delivery charges to workman’s spouse (and\nin case the worker happens to be female, then her own delivery) up to a maximum\nof two deliveries in his\u002Fher entire service with the Company.\u003C\u002Fp>\n\n\u003Cp>IV. The company shall not be liable to bear the expense for the provision of\nhearing aid, denture or spectacles to the workmen and their dependents.\u003C\u002Fp>\n\n\u003Cp>V. All workmen and their dependents will be provided hospitalization and\nsurgery in Company’s selected hospitals. The surgical treatment will consist\nof:\u003C\u002Fp>\n\n\u003Cp>a. Surgeon’s fee\u003C\u002Fp>\n\n\u003Cp>b. An aesthesia charges\u003C\u002Fp>\n\n\u003Cp>c. Operation theatre charges\u003C\u002Fp>\n\n\u003Cp>d. Cost of medicines or laboratory tests, X-rays which may be done during\npre and post-operative period.\u003C\u002Fp>\n\n\u003Cp>e. Cost of I.O.L\u003C\u002Fp>\n\n\u003Cp>VI. The entitlement to hospitalization will be Private Room for worker and\nhis eligible dependents.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>VII. The existing hospitalization facilities shall continue. No recovery\nshall be made from the workmen for food where included within the prescribed\nnormal room channel.\u003C\u002Fp>\n\n\u003Cp>VIII. Medical Assistance will not be available to a workman if he is absent\nfrom this place of duty un-authorized and that absence is not subsequently\nregularized, unless he is away on Company’s business. In the event of workman\nfalling sick on Company’s business, he will be paid actual expenses as a\nresult of Doctor’s consultation and purchase of medicines provided that each\ncash memo is supported by Doctor’s prescription.\u003C\u002Fp>\n\n\u003Cp>IX. Negligence on the part of the workman or his dependents in not taking\npreventive inoculation or vaccination as and when arranged by the Company shall\ndisentitle him and \u002For his dependents for the continuance of free medical aid\nif the workman or his dependents suffer from any disease or ailment, attack of\nwhich would have been avoided had the aforesaid preventive measures been\ntaken.\u003C\u002Fp>\n\n\u003Cp>X. Visit of Doctor specialist to any workman’s residence will not be paid\nby the Company under any circumstances. If such visit is made, the Doctor’s\nfee will be paid by the workman but medicine prescribed may be provided at\ncompany’s expense subject to review by the Company Doctor. However, in cases\nof emergency the Company Doctor may visit the residence of the ailing workman\nat Company’s expense but the Company’s Doctor shall be the sole judge to\ndetermine the nature of such emergency cases.\u003C\u002Fp>\n\n\u003Cp>XI. In case a workman or his eligible dependents are hospitalized, the\nCOMPANY Doctor shall visit them in hospital at the discretion of the COMPANY in\naccordance with Policy instructions.\u003C\u002Fp>\n\n\u003Cp>One hospital will be included in the panel list from Hyderabad city.\u003C\u002Fp>\n\n\u003Cp>XII. Company’s Doctor will make reference to only such Specialist who are\non Company’s approved panel. The list of the hospitals, doctors\u002Fspecialists\non the panel of the Company shall be displayed on the Notice Board by the\nManagement for the general information of the workmen.\u003C\u002Fp>\n\n\u003Cp>XIII. If the workman takes treatment from two Doctors at the same time and\nalso takes medicines from both sources, the Company will not be responsible for\nany adverse effect to his health and this action on the part of the workman\nshall constitute misconduct and shall be liable to be proceeded against\naccordingly.\u003C\u002Fp>\n\n\u003Cp>XIV. In case of total inability on the part of the workman and his\ndependents to be physically able to move to the designated hospital by any\nother mode of transportation except an ambulance, the Company Doctor. However,\nif ambulance cannot be arranged, then taxi fare will be paid, on Doctor’s\napproval.\u003C\u002Fp>\n\n\u003Cp>XV. First-Aid Boxes shall be maintained at Stations and Terminals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. Up-Country Medical Allowance\u003C\u002Fp>\n\n\u003Cp>Those workmen who are not keeping their families at the place of posting\nwould be entitled to up-country Medical Allowance of Rs. 1000\u002F- per month in\nrespect of their dependents.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the emergency medical treatment of workmen’s dependents residing\nup-country, Company would endeavor to select and designated one hospital in\nIslamabad\u002FRawalpindi. When this is arranged, the up-country medical allowance\nbeing given by the Company would be withdrawn from all employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. Physical Examination and Medical Fitness\u003C\u002Fp>\n\n\u003Cp>i. Any workman may at any time be required to submit himself to medical\nexamination by the Company Doctor at Company’s expense. If on such\nexamination a workman is found to be medically unfit or suffering from any\ninfectious\u002Fcontagious disease, he must undergo adequate treatment and will be\nallowed to resume his duty after producing a certified of fitness from the\nCompany Doctor.\u003C\u002Fp>\n\n\u003Cp>ii. If at any time during his service, a workman, in the opinion of the\nCompany Doctor, is or becomes medically unfit by illness or due to ill health,\nhe shall lose his lien on his job and the Company may discharge him from\nservice on payment of Rs. 350000\u002F- (Rs. Three lacs, fifty thousand only) or 46\nmonths basic pay whichever is higher or as per law being the Compensation of\ntotal disablement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>E. Post-Retirement Medical\u003C\u002Fp>\n\n\u003Cp>Reimbursement of medical expenses for retired workmen and their spouses\n(one) @ Rs. 5000\u002F- per year per person has been agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event that either one exhausts his or her permissible amount of Rs.\n5000\u002F- per year, he or she can avail the allowance of his or her spouse,\nprovided the total claim in any one year does not exceed the approved amount of\nRs. 10,000\u002F- and also cannot be carried forward to the next year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The retired workers will not be required to visit CHQ in connection with\nsubmission or receiving his above mentioned medical expenses, however, he will\nmention his complete address and telephone number so that he can be contacted\nin case of any query. The amount of his medical expenses will be sent to his\ngiven address by cross cheque.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The retired worker every year before 30th June will send to Manager HRD a\n‘Certificate of Existence’ s signed by a qualified registered MBBS\nDoctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case, special medical treatment like hospitalization, operation, etc. is\nrequired by a retired employee, then the treatment would be provided on case to\ncase basis on Company’s approved panel hospitals and such expenses shall be\npaid by the company. In normal\u002Fplanned hospitalization, the worker will get\nreference letter from the Company Doctor. The retired work will also be issued\na Medical Card for hospitalization purpose only which will be used in case of\nemergency only. The retired worker is also required to intimate the Company\nDoctor immediately by telephone prior to his\u002Fher hospitalization.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 36: MOTOR CYCLE LOAN\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company shall pay Motor Cycle Loan to the workmen in accordance with the\nCompany Policy. The amount to be loaned shall be Rs. 40,000\u002F- (Rs. Forty\nthousand only) in each case recoverable in 48 equal monthly instalments which\nwould be subject to one percent Bank charges to be borne by the workman\nreceiving the loan. However, only those workmen shall be covered under this\nScheme who would have completed minimum five-years service in the Company as on\n30th June each year. The loan will be allowed thrice in entire service. The\nloan application shall be submitted by the workmen within a period of one from\neach 30th June, the last date being 31st July.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 37: HOUSING ASSISTANCE LOAN\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company shall pay interest free Housing Assistance Loan to the workmen\nin accordance with the company policy. The amount of loan shall be sixty (60)\nmonths House Rent Allowance of an eligible workman, recoverable in sixty (60)\ninstalments, which shall be subject to one percent Bank charges to be borne by\nthe workman receiving the loan. Only those workmen shall be advanced the\nmaximum limit of loan who would have completed ten (10) years of service in the\nCompany as on 30th June each year. The grant of loan shall be subject to\navailability of fund and to be given in order of seniority in service of\napplicants. The loan application shall be submitted by the workmen within a\nperiod of one month from the 30th June, the latest date being 31st July. Those\nhaving completed five years service or more, but less than ten years shall be\nentitled to the Loan on prorate basis. However, documents of title,\nregistration and other requirements will have to be submitted\u002Fcompleted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 38: WAIVER OF COMPANY’S LOAN\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of workman’s death 100% of the loan amount Housing Assistance\nand Motorcycle loan or the balance remaining unpaid, shall stand waived off.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 39: PENSION SCHEME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pension scheme has been already instituted by the Company and EOBI pension\nwill have no relation or effects on the Company pension. Company pension shall\nbe paid to the workers separately.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 40: DEATH AND DISABILITY PLAN\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of workman’s death, the COMPANY shall be liable to the\npayment of Rs. 350,000\u002F- (Rs. Three lacs fifty thousand only) against the\ncompulsory insurance coverage or 36 months basic pay of the deceased workman,\nwhichever is higher and similarly Rs. 350,000\u002F- (Rs. Three lacs, fifty thousand\nonly) or 46 moth basic pay whichever is higher shall be paid as disability\ncompensation in the manner as provided in the COMPANY Policy subject to any law\nenacted by the authorities in the payment of disability or death which shall be\nbinding on the Management. The claim referred in this connection shall be\nsettled within a period of one month subject, however, to the condition that\nthe legal formalities are fully satisfied by the beneficiary nominated next of\nkin\u002Flegal heirs of the deceased worker.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 41: EXPENSES FOR THE TRANSPORTATION OF DECEASED\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Upon the death of a workman or his wife, the Company will pay actual\nexpenses of transporting the dead body and the air fare of one attendant (for\none way only) by air to the nearest airport to the native place of the\ndeceased. Any formalities required to be observed for the transportation of the\ndead body shall not be the responsibility of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, in the case of burial of the deceased workman or his wife at the\nplace of posting or place of work the Company shall pay Rs. 20,000\u002F- (Rs.\nTwenty thousand only) as funeral assistance but the said amount shall not be\npayable in case the dead body of the workman or his wife is to be transported\nthe place of work of place of posting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 42: TRAVEL ON COMPANY BUSINESS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. Workmen when travelling on Company business by train will be eligible to\nfollowing class of travel:\u003C\u002Fp>\n\n\u003Cp>Group I to IV: Lower A.C\u003C\u002Fp>\n\n\u003Cp>Besides actual Tonga\u002FYellow Taxi fare from\u003C\u002Fp>\n\n\u003Cp>residence to railway station and vice versa.\u003C\u002Fp>\n\n\u003Cp>B. Daily Allowance\u003C\u002Fp>\n\n\u003Cp>i. Workmen when travelling on Company duty will be paid a fixed amount of\nDaily Allowance as under:\u003C\u002Fp>\n\n\u003Cp>Group I & II: Rs. 230\u002F- per day.\u003C\u002Fp>\n\n\u003Cp>Group III & IV: Rs. 245\u002F- per day.\u003C\u002Fp>\n\n\u003Cp>ii. Those workmen proceeding on travel status either from Karachi or from\nstation as declared to be permanent place of posting by the Company for\nperforming official duty at places other than station and terminals shall\nadditionally be paid Rs. 5\u002F- (Rs. Five only) per day over and above the\napplicable rate for Daily Allowance mentioned in (I) above.\u003C\u002Fp>\n\n\u003Cp>iii. Halting Allowance payable to workmen on travel status at places where\ncompany has no overnight stay facility, shall be as follows:\u003C\u002Fp>\n\n\u003Cp>Group I & II: Rs. 450\u002F- per night\u003C\u002Fp>\n\n\u003Cp>Group III & IV: Rs. 475\u002F- per night\u003C\u002Fp>\n\n\u003Cp>iv. No Daily Allowance will be payable if the workman goes out and return to\nthis base the same day. He will, however, be reimbursed for the cost of meals @\nRs. 90\u002F- (Rs. Ninety only) per meal.\u003C\u002Fp>\n\n\u003Cp>v. Hardship Allowance will be payable at location designated by the Company\nas under:\u003C\u002Fp>\n\n\u003Cp>Group I & II: Rs. 2150\u002F- per month\u003C\u002Fp>\n\n\u003Cp>Group III & IV: Rs. 2300\u002F- per month\u003C\u002Fp>\n\n\u003Cp>vi. Refinery Allowance will be payable to all workmen at MCR as follows:\u003C\u002Fp>\n\n\u003Cp>Group I & II: Rs. 1100\u002F- per month.\u003C\u002Fp>\n\n\u003Cp>Group III &IV: Rs. 1300\u002F- per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C.Workmen who are required to work on Pipeline patrolling duty and who\ntravel up and down the line regularly by Company’s transport as part of their\nduties will only be eligible to daily allowance if they spend a night away from\ntheir Station.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 43: BONUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>A. Agreement Bonus\u003C\u002Fp>\n\n\u003Cp>Bonus shall be paid @ Rs. 34% of Annual basic salary of each workman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. 10-C Bonus\u003C\u002Fp>\n\n\u003Cp>This bonus shall be payable to all the workmen as per law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 44: OFFICIATING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case any workman is required to work against any MPT position (Management\nPosition) for any length of period which should not be less than one month\nshall be entitled to draw 15% of his basic pay per month as an officiating\nallowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 45: TRAINING OF WORKERS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Five workmen shall be deputed in each calendar year to participate in\ncourses, seminars, workshops and symposiums arranged\u002Fheld by different\nGovernment and other Institutions at the expenses of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>SECTION 46: HIGHER EDUCATIONAL QUALIFICATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>In case a workman attains the following Higher Qualification:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. Graduation\u003C\u002Fp>\n\n\u003Cp>II. Post-Graduation\u003C\u002Fp>\n\n\u003Cp>III. Diploma\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the course of his employment he would be entitled to two (2)\nincrements of his pay scale as soon as he produces the Certificate\u002FDegree to\nthe satisfaction of the Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 47: DISCIPLINARY AND GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Discipline will be administered in accordance with the provision of Labour\nLaws and Company’s Discipline Policy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 48: MISCELLANEOUS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. In the event the workmen proceeding on Annual Leave while posted at\nStations and Terminals, outside Karachi, they will be provided transport\nfacility to the nearest Railway Station as well as in cases of emergency\nsubject to operational requirement and availability of transport.\u003C\u002Fp>\n\n\u003Cp>ii. An advance of one month Gross salary once in every year to each workman\nwill be payable on the eve of Eid-ul-Fitr subject to deduction on 10 months\nmonthly instalments.\u003C\u002Fp>\n\n\u003Cp>iii. In case any workman wants to perform Hajj on his own expense the\nCompany would grant him leave for the period to be counted from the date of his\ndeparture till the date of his arrival from Hajj as per Hajj schedule. Only one\nworkman in a calendar year shall be entitled to this leave facility. However,\nin the event of more than one workman being desires to avail this facility only\nthe senior in service will be allowed.\u003C\u002Fp>\n\n\u003Cp>iv. In the event of death of workman, the Company will consider employment\nof the deceased’s dependents subject to the suitability and availability of a\nvacancy.\u003C\u002Fp>\n\n\u003Cp>v. In case the worker retires or leaves service of the Company for reason\nother than misconduct after having rendered five (5) years minimum service, the\nManagement shall consider the employment of his\u002Fher son\u002Fdaughter for employment\nin the Company subject to suitability and availability of a vacancy.\u003C\u002Fp>\n\n\u003Cp>vi. The Company will issue letters of awareness to such outside companies\nwho offer articles on easy installments to workmen.\u003C\u002Fp>\n\n\u003Cp>vii. While making fresh recruitment the dependents of the workmen shall be\ngiven preference subject to their satisfying all the prescribed\nrequirements.\u003C\u002Fp>\n\n\u003Cp>viii. Rs. 9000\u002F- per month will be payable as rental charges for the office\nof the union for which necessary lease agreement will have to be provided by\nthe union.\u003C\u002Fp>\n\n\u003Cp>ix. Washing Allowance @ Rs. 600\u002F- per month will be paid to eligible\nworkers.\u003C\u002Fp>\n\n\u003Cp>x. 2 (two) winter uniform and 1 (one) Jersey will be provided per year to\nall eligible workmen.\u003C\u002Fp>\n\n\u003Cp>xi. Air Condition will be provided in recreation room and Mess at station\n& terminal and existing desert coolers shall remain in the rooms.\u003C\u002Fp>\n\n\u003Cp>xii. Tea will be provided to all workmen twice a day.\u003C\u002Fp>\n\n\u003Cp>xiii. Heavy duty Vehicle Allowance will be paid to those driving Company’s\ntankers and trucks @ Rs.5\u002F- per actual driving hours as certified by the\nTransport section.\u003C\u002Fp>\n\n\u003Cp>xiv. Special Skill Allowance @ 5% of current basic salary will be paid only\nin Group IV of Clerical & Labour category.\u003C\u002Fp>\n\n\u003Cp>xv. Any general shift worker at TS-I, Keamari and WOTS-1 Post Qasim not\nbeing provided transport by the Company, shall be paid Rs. 850\u002F- per month.\u003C\u002Fp>\n\n\u003Cp>xvi. Heavy Equipment Handling allowance will be paid Rs. 250\u002F- per month.\u003C\u002Fp>\n\n\u003Cp>xvii. Motor Cycle maintenance allowance will be paid @ Rs. 600\u002F- per\nmonth.\u003C\u002Fp>\n\n\u003Cp>xviii. Iftar & Sehri shall be provided to the workers who will be on\nduty at the relevant times.\u003C\u002Fp>\n\n\u003Cp>xix. In case of Challan of Driver during the duty shall be paid by the\ncompany.\u003C\u002Fp>\n\n\u003Cp>xx. Financial Assistance of Rs. 40,000\u002F- on account of daughter’s marriage\nof a workman will be allowed for only one daughter.\u003C\u002Fp>\n\n\u003Cp>xxi. Alcatel phone will be provided to the workman residing at MCR Housing\nColony subject to availability of the cable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 49: IMPLEMENTATION OF AGREEMENT – REDRESS OF GRIEVANCES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In order to ensure that all the terms and conditions\u002Fprovision contained in\nthis Agreement are complied with in letter and spirit, a responsible officer\nfrom HRD Department shall occasionally visit all station and terminals in this\nconnection and would also attend to the grievances of the workers relating\nthereto or otherwise. He would submit his report to the Managing Director and\nthe decision made by the Managing Director shall be binding on all concerned.\nThis would be implemented from the date of signing of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 50: WAIVER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No failure on the part of the Company to exercise any right and no delay in\nexercising any right shall operate as a waiver thereof, nor shall any single or\npartial exercise by the Company or any right preclude any other or further\nexercise of such right or any other right.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 51: ENTITLEMENT OF BENEFITS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The permanent workmen on the payroll of the Company as on August 1, 2011 as\nwell as those who have retired between August 1, 2011 and signing date of this\nAgreement, shall be entitled to additional payments arising from revision of\nbenefits incorporated in the Agreement, and the payment of arrears in terms of\nmoney shall be made as expeditiously as possible within reasonable period of\ntime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. In the event of any indexation of wages and any other allowance including\nthat of cost of living allowance that may be introduced by the\nFederal\u002FProvincial Government in future, by way of any\nlegislation\u002Fordinance\u002Fdirective or order etc. or in any other manner\nwhatsoever, the Company shall not be liable for any additional financial burden\nand the monetary benefits allowed under this Agreement shall be set\noff\u002Fadjusted keeping in view the letter and spirit of the relevant enactment\netc.\u003C\u002Fp>\n\n\u003Cp>ii. The increase in wages and allowance and other benefits etc. allowed by\nthe company make an adequate provision to meet the inflationary tendencies due\nto rise in cost of living.\u003C\u002Fp>\n\n\u003Cp>iii. All the demands contained in this Agreement shall take effect from 1st\nAugust, 2011 those against which it has been specifically mentioned, they would\nbe implemented from the date of signing of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 52: COMPOUNDING OF BENEFITS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The benefits covered under this Agreement shall not be compound with (in\naddition to) similar ones stipulated by any law or which may be introduced by\nthe Government through legislation or otherwise during the course of this\nAgreement. Should however, such an enforcement be implemented, the COMPNAY’s\nadditional obligation, if any, will be to remove the difference between the\nbenefits to be provided by legislation or Government action and the benefits\nprovided under this Agreement in favour of the workmen. In other word no\nlegislation or enforced benefit will be in addition to the similar ones\nprovided or covered by this Agreement. The benefits agreed under this Agreement\nshall not be quoted as a precedent for former negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 53: DURACTION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement will become effective from August 1, 2011 and will remain in\nforce and in effect until July 31, 2013 and thereafter, indefinitely unless\nterminated by either party upon giving to the other party two months prior\nnotice in writing. All the existing terms and conditions of service in\npractices, agreed, shall be enforced except to the extent modified by this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 54: CLARIFICATION\u002FINTERPRETATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If any of the provisions of this Agreement calls for any clarification or\ninterpretation, the decision made by the Management in this behalf shall be\nfinal and binding. However, any dispute arising out of this Agreement shall be\ngoverned under the applicable law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 55: SAVING CLAUSE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties hereto agree that if any part of this Agreement is or becomes\ncontrary to any law, such a part will again, by an agreement, be amended to\ncomply with the applicable laws without in any way affecting any other part of\nthe Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 56: SUBMISSION OF COPY OF AGREEMENT TO THE N.I.R.C\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is mutually agreed by both the parties that copy of the Agreement shall\nbe filed in the National Industrial Relations Commission, Islamabad.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"hourspday_select":46,"ONCERISE_trigger":50,"hourspweek_select":54,"childcare":57,"STRUCINCR_trigger":61,"funeralpay":65,"MEALALL_trigger":69,"trainingfund":73,"LOWWAGE_provision":77,"pensionfund":81,"ANNLEAVE_trigger":85,"OVERTIME_trigger":89,"healthcareaccess":93,"healthinsurance":97,"COMMUTE_trigger":101,"sicknessmaxdays":105,"sicknesspay":109,"educationtuition":111,"longtermillness":115,"LOWWAGE_trigger":119,"trainingprogrammes":121,"PAIDLEAV_trigger":125,"CONSIGN_trigger":129,"deathrelatives":133},{"bindId":47,"name":48,"text":49},"hourspday_select","i. The normal schedule of weekly hours o","i. The normal schedule of weekly hours of work, exclusive of lunch\u002Frest\ninterval for various categories of workmen will be as follows:\n\n\n\ni. Drivers, Naib Qasids\n\nHelpers & other etc.45 hours per week\n\nii. Clerical 40 hours per week\n\nii. All hours and days or work are subject to change at the sole discretion\nof Management, but the total weekly working hours for the respective class of\nworkmen, as indicated above, will remain unchanged irrespective of the fact\nwhether they work in Head Office or at Station Terminals and other\ninstallations. However, it would be open to the management to spread over the\nsaid assigned weekly hours to five\u002Fsix days working at Station and Terminals to\nmeet PARCO operational requirement.\n\niii. All workmen are required to enter work premises through designated\nentrances and to be at their work place ready for work exact scheduled times\nand days which are posted on Company Notice Board(s) and\u002For as may be notified\nto them by their respective Supervisors from time to time. Further, they will\nfollow attendance recording procedures in force from time to time.\n\niv. No workman shall leave his assigned work or the assigned place of work\nduring working hours without the permission of his immediate Supervisor.\n\nv. Any workman in rotation shifts shall not leave his work place unless\nproperly relieved or specifically permitted by the Supervisor concerned.\n\nvi. The Company has the right to detain workmen for overtime after their\nduty scheduled hours. The workmen shall also report to work when called for\nduty whether scheduled or unscheduled, including recall from leave when so\ndesired by the COMPANY under exigencies of work.\n\nvii. Workmen entering or leaving the Company premises or godown may be\nliable to search at the discretion of the Management.",{"bindId":51,"name":52,"text":53},"ONCERISE_trigger","A. Agreement Bonus Bonus shall be paid @","A. Agreement Bonus\n\nBonus shall be paid @ Rs. 34% of Annual basic salary of each workman.\n\n\n\nB. 10-C Bonus\n\nThis bonus shall be payable to all the workmen as per law.",{"bindId":55,"name":48,"text":56},"hourspweek_select","i. The normal schedule of weekly hours of work, exclusive of lunch\u002Frest\ninterval for various categories of workmen will be as follows:\n\n\n\ni. Drivers, Naib Qasids\n\nHelpers & other etc.45 hours per week\n\nii. Clerical 40 hours per week\n\nii. All hours and days or work are subject to change at the sole discretion\nof Management, but the total weekly working hours for the respective class of\nworkmen, as indicated above, will remain unchanged irrespective of the fact\nwhether they work in Head Office or at Station Terminals and other\ninstallations. However, it would be open to the management to spread over the\nsaid assigned weekly hours to five\u002Fsix days working at Station and Terminals to\nmeet PARCO operational requirement.",{"bindId":58,"name":59,"text":60},"childcare","A. For such reasons as may be considered","A. For such reasons as may be considered acceptable be the Company, workmen\nmay be granted leave of absence to attend to personal affairs, for limited\nperiod of time not exceeding three days at any time. However, workmen during\nthe probationary period will be entitled to Casual Leave on prorate basis.\n\nB. Request for Casual Leave will be made in advance, but where circumstance\nfor absence could not be foreseen the leave application form may be completed\nand submitted for approval immediately on resumption of duty.\n\nC. The maximum Casual Leave entitlement will be 10 days per calendar year\nand it will be non-accumulative.\n\nD. Casual Leave cannot be combined with leave of any other kind; however, a\nSunday or a closed day or a holiday falling before or at the end of Casual\nLeave, or both, will not be counted towards Casual Leave. Should however, such\na holiday fall in between the Casual Leave, it will become a part of Casual\nLeave.",{"bindId":62,"name":63,"text":64},"STRUCINCR_trigger","B. Annual Increment Minimum qualifying p","B. Annual Increment\n\nMinimum qualifying period annual increment will be six (6) months of\ncontinuous services as of June 30 each year. Increments would henceforth be on\npercentage basis and would be calculated @5%, 7.5% and 10% respectively of the\nbasic pay against the existing performance ratings of A, BII and BI. This basis\nwill remain fixed for all times and there would be no increase in these\npercentages in the future. Increments will not be automatic and will be subject\nto individual appraisals as per Company Policy. However, the fixed increments\nprovided in the pay scales will continue to form the basis for fixation\nemployee.",{"bindId":66,"name":67,"text":68},"funeralpay","In the event of workman’s death, the COM","In the event of workman’s death, the COMPANY shall be liable to the\npayment of Rs. 350,000\u002F- (Rs. Three lacs fifty thousand only) against the\ncompulsory insurance coverage or 36 months basic pay of the deceased workman,\nwhichever is higher and similarly Rs. 350,000\u002F- (Rs. Three lacs, fifty thousand\nonly) or 46 moth basic pay whichever is higher shall be paid as disability\ncompensation in the manner as provided in the COMPANY Policy subject to any law\nenacted by the authorities in the payment of disability or death which shall be\nbinding on the Management. The claim referred in this connection shall be\nsettled within a period of one month subject, however, to the condition that\nthe legal formalities are fully satisfied by the beneficiary nominated next of\nkin\u002Flegal heirs of the deceased worker.",{"bindId":70,"name":71,"text":72},"MEALALL_trigger","Meal Subsidy will be Rs. 1600\u002F- per mont","Meal Subsidy will be Rs. 1600\u002F- per month.",{"bindId":74,"name":75,"text":76},"trainingfund","In case a workman attains the following ","In case a workman attains the following Higher Qualification:\n\n\n\nI. Graduation\n\nII. Post-Graduation\n\nIII. Diploma\n\n\n\nDuring the course of his employment he would be entitled to two (2)\nincrements of his pay scale as soon as he produces the Certificate\u002FDegree to\nthe satisfaction of the Management.",{"bindId":78,"name":79,"text":80},"LOWWAGE_provision","(I) All workmen will be granted a minimu","(I) All workmen will be granted a minimum increase of 22% in their basic pay\nor Rs. 1,400\u002F- p.m. whichever is higher, effective from August 1,2011.",{"bindId":82,"name":83,"text":84},"pensionfund","The company has a Provident Fund scheme ","The company has a Provident Fund scheme which presently allows permanent\nworkmen to subscribe to that Fund @ 8.33% of their basic pay plus indexation\nwith a matching Company contribution.",{"bindId":86,"name":87,"text":88},"ANNLEAVE_trigger","The Leave Fare Assistance for all workme","The Leave Fare Assistance for all workmen will be a flat rate of Rs.\n15,000\u002F- per year subject to the following rules:\n\n\n\nIX. The amount sanctioned is intended for travel and will not be payable if\na workman request and is allowed encashment of his Annual Leave.\n\nII. A minimum period of 12 days Annual Leave must be taken to be eligible to\nLeave Fare Assistance.\n\nIII. Leave Fare Assistance will be paid to eligible workers with the salary\nof the month of January every year.\n\nIV. Leave Fare Assistance will be sanctioned in one lump sum. Application\nfor drawing partial entitlement of the year concerned and to carry forward the\nbalance will not be allowed.\n\nV. Leave Fare Assistance will not be paid more than once in any once\ncalendar year. However, in the event of separation from service, LFA\nentitlement will be counted on prorate basis and paid in cash along with any\nleave entitlement.",{"bindId":90,"name":91,"text":92},"OVERTIME_trigger","a. Overtime for less than ½ Hour Extra w","a. Overtime for less than ½ Hour\n\nExtra work performed for a period of half an hour or less on normal working\ndays will not be treated as overtime. Thereafter, overtime will be paid to the\nnearest quarter hour work done also counting the initial half an hour work.\n\n\n\nThis, however, will not apply in the case of workmen who are normally\nscheduled to work nine (9) hours a day, in whose case the extra work including\nthe first half hour will be taken into account for purposes of computing\novertime, calculated to the nearest quarter of the hour worked.\n\n\n\nb. Rate Overtime\n\n\n\nA workman when required to perform work beyond specified working hours as\nindicated in Section 6.0 above will be compensated for actual hours of extra\nwork performed (excluding meal intervals). In case a workman is retained for\nwork even during meal interval of half hour he would entitled to claim overtime\nin lieu thereof.\n\n\n\nThe work done over and above the specified working hours as stated above\nshall constitute overtime, which shall be payable at Double Rate. (Pay for the\npurpose of calculating overtime will mean Basic Pay + House Rent + Conveyance\nAllowance + Admissible Cost of Living Allowance + Meal Subsidy + Petrol\nSubsidy).",{"bindId":94,"name":95,"text":96},"healthcareaccess","A. Eligibility I. All permanent workmen ","A. Eligibility\n\nI. All permanent workmen and their dependent will be entitled to the medical\nfacilities of Allopathic\u002FHomeopathy\u002FHikmat at their place of posting (Hikmat\ntreatment would mean and include Hamdard Dawakhan, Tayyabi Dawakhana, Nazami\nDawakhana and Haidri Dawakhana). As regards the workmen at outstations and\nterminals they should be entitled to treatment from Hamdard Dawakhan so far as\nHikmat treatment is concerned. The Homeopathic treatment will be restricted to\nsix Homeopathic Medical Practitioners (on PARCO’s panel) only.\n\n(Dependents shall mean father, mother, one wife, unmarried sons up to age of\n21 years and unmarried daughters provided such dependents do not have their own\ndependent income and therefore, are deemed to be dependent on the workman and\nmust be residing with the workman concerned).\n\nII. Medical assistance will also be provided at station and terminals for\nsuch serious cases of illness of dependents who, though are not residing with\nthe workman at the place of posting, but are accorded prior approval for such\nmedical assistance by the Management.\n\nIII. In case any workman posted at stations, terminals and other\ninstallations meets with an accident during the course of duty, he if required,\nshall be sent to hospitals on Company’s panel at the expense of the Company\nby such mode of journey as may be advised by the attending Doctor.",{"bindId":98,"name":99,"text":100},"healthinsurance","I. In general, any workman or his depend","I. In general, any workman or his dependents suffering from injury,\nill-health or disease resulting from misconduct, misbehavior, drunkenness,\nnegligence and excess or in consequence thereof will not be eligible for\nmedical assistance.\n\nII. The medical assistance does not include or provide for any hypnotics or\nany habit forming drugs, nor any tonics, pills etc. supplement to nourishment\ndemanded by a workman or his dependent, unless in the opinion of the Company\nDoctor these are absolutely necessary for the period of illness.\n\nIII. The company will pay actual delivery charges to workman’s spouse (and\nin case the worker happens to be female, then her own delivery) up to a maximum\nof two deliveries in his\u002Fher entire service with the Company.\n\nIV. The company shall not be liable to bear the expense for the provision of\nhearing aid, denture or spectacles to the workmen and their dependents.\n\nV. All workmen and their dependents will be provided hospitalization and\nsurgery in Company’s selected hospitals. The surgical treatment will consist\nof:\n\na. Surgeon’s fee\n\nb. An aesthesia charges\n\nc. Operation theatre charges\n\nd. Cost of medicines or laboratory tests, X-rays which may be done during\npre and post-operative period.\n\ne. Cost of I.O.L\n\nVI. The entitlement to hospitalization will be Private Room for worker and\nhis eligible dependents.",{"bindId":102,"name":103,"text":104},"COMMUTE_trigger","Conveyance Allowance for all workmen wil","Conveyance Allowance for all workmen will be a flat rate of Rs. 1800\u002F- per\nmonth of 100 liters of petrol per month against registered motorcycle.",{"bindId":106,"name":107,"text":108},"sicknessmaxdays","A. The entitlement for Sick Leave will b","A. The entitlement for Sick Leave will be restricted to 16 days per calendar\nyear and shall be non-accumulative.",{"bindId":110,"name":107,"text":108},"sicknesspay",{"bindId":112,"name":113,"text":114},"educationtuition","Children Education Allowance will be pai","Children Education Allowance will be paid @ Rs. 2100\u002F- per month to all\nworkmen.",{"bindId":116,"name":117,"text":118},"longtermillness","The absence of a workman on account of h","The absence of a workman on account of hospitalization and best rest on\ndischarge from hospital recommended by the surgeon\u002Fphysician due to illness\nshall be treated as a case of special sick leave on the basis of the merit of\neach case. The COMPANY will however, be the sole judge to decide about the\nquantum of leave with pay. Special Sick Leave shall not be claimed by the\nworkmen as a matter of right.",{"bindId":120,"name":79,"text":80},"LOWWAGE_trigger",{"bindId":122,"name":123,"text":124},"trainingprogrammes","Five workmen shall be deputed in each ca","Five workmen shall be deputed in each calendar year to participate in\ncourses, seminars, workshops and symposiums arranged\u002Fheld by different\nGovernment and other Institutions at the expenses of the Company.",{"bindId":126,"name":127,"text":128},"PAIDLEAV_trigger","i. Workmen who will have completed one y","i. Workmen who will have completed one year’s working service with the\nCompany, will be entitled, as before to 30 days Annual Leave for rest and\nrecreation for each completed year of service.",{"bindId":130,"name":131,"text":132},"CONSIGN_trigger","A workman who receives notice to report ","A workman who receives notice to report after leaving the Company premises\nand who reports for work at other than his normal scheduled hours of work will\nreceive overtime pay equivalent to not less than 4 hours of work.",{"bindId":134,"name":59,"text":60},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>PAK Pak-Arab Refinery Ltd - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-07-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2012-04-18\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Extraction, mining, quarrying\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Extraction of crude petroleum\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public 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                        Pak-Arab Refinery Ltd\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                    \u003Cspan>\n                        None\n                        \n                    \u003C\u002Fspan>\n                    \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: → Yes\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 16 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → PKR 350000.0\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \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: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 10 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\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: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → PKR 1400.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 34 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \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            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → PKR \n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → PKR 1800.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\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",[140],{"title":39,"slug":35},[142],{"type":143,"data":144},"call_to_action_body_block",{"title":145,"description":146,"variant":147,"link":148},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Pakistan across sectors, topics and countries","dark",{"title":145,"url":149,"description":145,"rel":150,"type":151},"\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[153],{"type":143,"data":154},{"title":145,"description":146,"variant":147,"link":155},{"title":145,"url":149,"description":145,"rel":150,"type":151},[]]