[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-sona-welfare-foundation-rawalpindi-and-employees-union-sona-welfare-foundation-regd-district-rawalpindi---2013---2013":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":85,"content_type_view":86,"extra_breadcrumbs":87,"body":89,"body_blocks":100,"related_pages":104},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":83,"translations":84},{"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-sona-welfare-foundation-rawalpindi-and-employees-union-sona-welfare-foundation-regd-district-rawalpindi---2013---2013","badebc20-ff96-11e7-86b2-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpakistan\u002Fcollective-agreement-between-sona-welfare-foundation-rawalpindi-and-employees-union-sona-welfare-foundation-regd-district-rawalpindi---2013---2013\u002Fcollective-agreement-between-sona-welfare-foundation-rawalpindi-and-employees-union-sona-welfare-foundation-regd-district-rawalpindi---2013---2013\u002F","Collective Agreement between Sona Welfare Foundation Rawalpindi and Employees Union Sona Welfare Foundation (REGD) District Rawalpindi - 2013  - 2013","PAK Sona Welfare Foundation Rawalpindi - 2013","Pakistan - PAK Sona Welfare Foundation Rawalpindi - 2013","PAK Sona Welfare Foundation Rawalpindi - 2013 - Healthcare, caring services, social work",{"name":43,"data":44},"96 Sona Welfare Foundation.html","\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 SONA WELFARE FOUNDATION RAWALPINDI AND\nEMPLOYEES UNION SONA WELFARE FOUNDATION (REGD) DISTRICT RAWALPINDI - 2013\u003C\u002Fh1>\n\n\u003Cp>1st January, 2013 to 31st December, 2014\u003C\u002Fp>\n\n\u003Ch2>SECTION 1.0 PARTY TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement is made on this 3rd day of December, 2012 between the\nManagement of SWF incorporated in Pakistan under the Societies Registration\nAct, 1860 having its registered office at 64-A Harley Street Rawalpindi,\nhereinafter called the “Sona Welfare Foundation”, “MANAGEMENT” (which\nexpression, wherever the context so admits shall include and mean its\nadministrators, successors and assigns) being the Party of the first part.\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>SWF EMPLOYEES UNION (REGD) RAWALPINDI DISTRICT, having been recognized to\nperform function for the purpose of execution of this Agreement hereinafter\ncalled the “Union” (so admits shall always include its successors, assigns\nand all other existing and future workers employed or who may be employed by\nthe SWF) of the other part.\u003C\u002Fp>\n\n\u003Ch2>SECTION 2.0 INTENT AND PURPOSE OF SETTLEMENT\u003C\u002Fh2>\n\n\u003Cp>WHEREAS it is the intention and purpose of the Agreement to ensure sound and\nmutually benefits relationship between the parties hereto, to establish\nharmonious Labour relations within the SWF, to clarify the rights and\nresponsibilities of SWF, the UNION and the workers to provide orderly and\npeaceful means of conducting negotiations and resolving any misunderstanding or\ngrievances, to compensate for rising cost of living, to set-forth herein the\nbasic and complete Agreement between the parties and covering wages and other\nterms and conditions of employment and to ensure contained efficiency and high\nesteemed services in order to promote and improve the peaceful relationship of\nSWF Management and the Workers.\u003C\u002Fp>\n\n\u003Ch2>SECTION 3.0 RECOGNITION OF SWF’S AND UNION’S RIGHTS AND\nRESPONSBILITIES\u003C\u002Fh2>\n\n\u003Cp>It is agreed that SWF’s Management has the exclusive right and sole\nresponsibility to operate the SWF and to conduct its objectives, to obtain full\nwork from all its workers during working hours and to direct the work force in\naccordance with law. The Management’s right shall include but shall not be\nlimited beyond the existing law. Management in any case may amend a policy if\nan existing policy hinder by the any ways the working of SWF as per law.\u003C\u002Fp>\n\n\u003Cp>3.1. The right to hire, promote, demote, transfer\u002Frelocation,\nre-designation, discipline, to create or discontinue jobs, to utilize the\nservices of workers on alternative jobs when necessary to determine the number\nof workers needed, manner of taking work through shifts worker qualifications,\nstandard of performance, job requirements and job content subject to observance\nof law.\u003C\u002Fp>\n\n\u003Cp>3.2. To frame rules and regulations.\u003C\u002Fp>\n\n\u003Cp>3.3. To make optimum utilization of its work force and all other\nresources.\u003C\u002Fp>\n\n\u003Cp>3.4. To maintain workers discipline and to determine the norms, means,\nmethods and processes.\u003C\u002Fp>\n\n\u003Cp>It is recognized that the function of the UNION is to negotiate upon matters\nrelating to wages and conditions of employment, in accordance with law and as\nspecifically expressed in this Agreement.\u003C\u002Fp>\n\n\u003Ch2>SECTION 4.0 SHORT RECITAL OF THE CASE\u003C\u002Fh2>\n\n\u003Cp>WHEREAS THIS IS THE FIRST Agreement between the SWF and the UNION, this\nshall not be quoted or treated and used as precedent for another agreement. The\nUNION submitted its first “CHARTER OF DEMAND” under their cover letter No.\nEU\u002FSWF\u002FRwp\u002F16\u002F12 dated 25.09.2012 for consideration by the SWF Management. A\ncopy of the “CHARTER OF DEMANDS”.\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS on having received the said “CHARTER OF DEMANDS” primarily\nbased on the contention of the UNION of the increase in the cost of living,\ninflation and the general increase in the cost of various commodities,\nbilateral negotiations were undertaken by the parties, which were held from\ntime to time extending over various meetings by the mutual consent of the\nparties.\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\neither expressly or impliedly by and \u002For behalf of the workers and other issues\naffecting the workers employed with the SWF as on the date of signing of this\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>SECTION 5.0 TERMS OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>5.1 GENERAL\u003C\u002Fp>\n\n\u003Cp>i. The UNION agrees to drop all demands\u002Fclaims raised through its “CHARTER\nOF DEMANDS” and all other points and issues, which are not mentioned herein\nand shall be deemed to have been specifically given up by the UNION and the\nsame shall not be raised directly or indirectly during the currency of the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>ii. It is agreed that neither the UNION nor any of the workers of SWF as per\nthis agreement will collectively, concertedly, severally, or individually\nengage in or participate directly or indirectly, in any strike, slow down,\nstoppage or other interference of work for any cause arising out of the terms\nand conditions herein mentioned or any other cause of any nature during the\ntenure of this Agreement. The SWF, however, retains the right of discipline and\nthe UNION will not in any way interfere in the process of disciplinary neither\ncases nor will they approach the Management for the recall, rescission or\nchange of any action taken in this connection as per policies of SWF and as per\nlaw.\u003C\u002Fp>\n\n\u003Cp>iii. It is aimed at ensuring a just and mutually beneficial peace fostering\nmost harmonious and healthy relationship between the SWF and its workers and\nfurther strengthening the already existing good relations between the SWF and\nthe workers.\u003C\u002Fp>\n\n\u003Cp>iv. It is agreed that the UNION will abide by the Rules of Safety &\nSecurity and the instruction issued by the Management in this connection from\ntime to time will be strictly adhered to.\u003C\u002Fp>\n\n\u003Cp>v. It is agreed that the UNION will not interfere in the inherent functions\nand rights authority and prerogatives of the Management guaranteed or secured\nto it under any Law or Agreement as the case may be. UNION shall strive to\ncreate sense of understanding and cooperation, which are the essence for\nrunning the organization successfully and smoothly.\u003C\u002Fp>\n\n\u003Cp>vi. It is specifically agreed that the UNION will not raise or agitate any\ndemand whatsoever during the currency of this Agreement nor they would pursue\nor raise any matter concerning workers beyond the jurisdiction of the UNION\neither ex-employees or those belonging to Non-Unionized Cadres as per Law.\u003C\u002Fp>\n\n\u003Cp>vii. It is agreed that the benefits accruing under this Agreement shall not\nbe applicable to those workers who may have resigned or their services\nterminated simpliciter or as a measure of punishment between 25-09-2012 till\nthe effective date of this Agreement.\u003C\u002Fp>\n\n\u003Cp>viii. It is agreed that the points below will be discussed in Workers\nManagement Council meeting for formalization of policy and to regularize the\nwork force and to improve the worker management relations. UNION will be duty\nbound to protect the interest of SWF and will not support an unlawful wishes of\nthe workers which hinder SWF operations.\u003C\u002Fp>\n\n\u003Cp>1) The workers shall be duty bound to come on duty with proper uniform\nprovided by the SWF. In case any worker is found without uniform SWF may refuse\nto take him on duty besides taking disciplinary action.\u003C\u002Fp>\n\n\u003Cp>2) In case any work comes late or leave his place of duty unauthorized and\nis found visiting other Department without any official work and without the\npermission of his incharge, deduction shall be made from his wages.\u003C\u002Fp>\n\n\u003Cp>SPECIFIC\u003C\u002Fp>\n\n\u003Cp>Negotiated demands as Agreed and Approved are as given below.\u003C\u002Fp>\n\n\u003Ch2>SECTION 6.0 ANNUAL INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Management of SWF and C.B.A has mutually agreed at 10% raise in basic pay\nwith corresponding increase in House Rent Allowance (i.e. 50% of the basic pay)\nw.e.f September 01, 2012 against their demand of 15% w.e.f July 01, 2012.\nArrears of four months i.e. from September to December, 2012 will be paid with\nthe salary of December 2013 it the peace and discipline in the company will\nmaintained. For individuals retiring before December, 2013 this amount will be\npaid with their final settlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 7.0 PAY & ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>The increase in Pay and Allowance is given bellow as agreed by both the\nparties i.e. SWF and C.B.A.\u003C\u002Fp>\n\n\u003Ch2>SECTION 8.0 BASIC PAY INCREASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-educationtuition\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Agreed on 25% of additional increase in Basic Pay as inflation factor in\nAlready agreed 10% annual increment which makes a total increase of 35% Basic\nPay.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Description\u003C\u002Ftd>\n      \u003Ctd>Existing\u003C\u002Ftd>\n      \u003Ctd>Agreed\u003C\u002Ftd>\n      \u003Ctd>Increased\u003C\u002Ftd>\n      \u003Ctd>Remarks\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>House Rent Allowance\u003C\u002Ftd>\n      \u003Ctd>50% of the Basic Pay\u003C\u002Ftd>\n      \u003Ctd>50% of the Basic pay\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Conveyance Allowance\u003C\u002Ftd>\n      \u003Ctd>Rs. 400\u003C\u002Ftd>\n      \u003Ctd>Rs. 800\u003C\u002Ftd>\n      \u003Ctd>Rs. 400\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Washing Allowance\u003C\u002Ftd>\n      \u003Ctd>Rs. 500\u003C\u002Ftd>\n      \u003Ctd>Rs. 700\u003C\u002Ftd>\n      \u003Ctd>Rs. 200\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Utility Allowance\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,150\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,150\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Meal Subsidy\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,650\u003C\u002Ftd>\n      \u003Ctd>Rs. 2,000\u003C\u002Ftd>\n      \u003Ctd>Rs. 350\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Education Allowance\u003C\u002Ftd>\n      \u003Ctd>Rs. 600\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,000\u003C\u002Ftd>\n      \u003Ctd>Rs. 400\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Medical Allowance for Employees at Rawalpindi\u003C\u002Ftd>\n      \u003Ctd>Rs. 2,500\u003C\u002Ftd>\n      \u003Ctd>Rs. 3,500\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,000\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Medical Allowance for Employees (Mktg group except Lhr, RM,\n      Karachi)\u003C\u002Ftd>\n      \u003Ctd>Rs. 2,500\u003C\u002Ftd>\n      \u003Ctd>Rs. 4,000\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,500\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Big City\u002FHard Area Allowance\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,000\u003C\u002Ftd>\n      \u003Ctd>Rs. 1,000\u003C\u002Ftd>\n      \u003Ctd>C.B.A demanded Big City Allowance only\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION 9.0 MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>9.1 Emergency during office hours:\u003C\u002Fp>\n\n\u003Cp>C.B.A has agreed on free medical treatment in case of emergency during\noffice hours for any such case which is fatal e.g. heart attack, brain\nhemorrhage, premature delivery of a female employee which endangers her life,\nhowever, reimbursement will be made on the basis of concerned Specialist’s\nDiagnosis, Treatment details and an endorsed declaration regarding chances of\nfatality, after which Chairman’s approval will be obtained.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>9.2 Normal\u002FCesarean Delivery Case:\u003C\u002Fp>\n\n\u003Cp>C.B.A has agreed upon one-time reimbursement up to Rs. 25,000 on account of\nexpenses incurred at the delivery of one child for every employee for 25 cases\n(average) in a year.\u003C\u002Fp>\n\n\u003Cp>For female employee for next two children Rs. 10,000 only will be granted\nfor each up to 3rd Child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 10.0 EID PACKAGES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>C.B.A has agreed to the offered Eid Packages i.e. Eid-ul-Fitr Rs. 5,000\n& Eid-ul-Azha Rs. 7,000 for all employees subject to the maintenance of\npeace and discipline.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 11.0 GROUP INSURANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Group Insurance will be doubled i.e. Rs. 500,000 from Rs. 250,000. However,\nin case of accidental death additional Rs. 500,000 (currently Rs. 250,000) will\nbe paid by the insurance company as per practice in vogue.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 12.0 LOAN\u003C\u002Fh2>\n\n\u003Cp>Interest free loan of Rs. 75,000 once in a service will be provided to 25\nemployees in a year (maximum 03 in a month) having maximum of 1 year service\nwith SWF and minimum remaining service period of 03 years and the same will be\nrecovered in 36 monthly installments. For new inductions the service\nrequirement for application of loan will be minimum of 5 years.\u003C\u002Fp>\n\n\u003Ch2>SECTION 13.0 UMRAH\u002FHAJJ FACILITY\u003C\u002Fh2>\n\n\u003Cp>It is agreed that 10 employees during a year through transparent draw (max\n02 in a month) will be awarded Rs. 100,000 each for subject facility.\u003C\u002Fp>\n\n\u003Ch2>SECTION 14.0 LIFE UPLIFTING COMPENSATION\u003C\u002Fh2>\n\n\u003Cp>Rs. 50,000 will be provided to every employee for self-marriage or marriage\nof one daughter only, which will be in lieu of uplifting lifestyle, once during\nhis\u002Fher service for as per availability of funds in a year.\u003C\u002Fp>\n\n\u003Ch2>SECTION 15.0 EX-GRATIA AWARD\u003C\u002Fh2>\n\n\u003Cp>C.B.A agreed upon receipt of one basic salary as an Ex-Gratia Award on\nquarterly basis.\u003C\u002Fp>\n\n\u003Ch2>SECTION 16.0 CHARTER OF DEMAND (COD) SIGNING AWARD\u003C\u002Fh2>\n\n\u003Cp>One-time payment of Rs. 5,000 is proposed for all employees as COD Signing\nAward.\u003C\u002Fp>\n\n\u003Cp>FOLLOWING ADDITIONAL POINTS HAVE ALSO BEEN AGREED WITH THE UNION:\u003C\u002Fp>\n\n\u003Ch2>SECTION 17.0 PAYMENT OF WPPF\u003C\u002Fh2>\n\n\u003Cp>Employees of SWF will be entitled to WPPF according to law and\nregulations.\u003C\u002Fp>\n\n\u003Ch2>SECTION 18.0 INCREASE IN OVERTIME RATE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>100% increase in overtime rate w.e.f. July 01, 2012 that has already\napproved by the Chairman during his meeting with C.B.A on July 20, 2012 will be\nincorporated in the agreement. Overtime will be paid on actual basis. As per\nSWF policy ever employee must complete a duration of 40 hours per week or as\nper Labour Law after which overtime will start.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 19.0 FIVE WORKING DAYS IN A WEEK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Saturday being announced as a closed holiday w.e.f. August 01, 2012 in the\nlight of approval accorded by the Chairman during his meeting with C.B.A on\nJuly 20, 2012. But Management at its own discretion can ask an employee to work\nany five days in a week and on shifts. Accordingly, if any employee is called\nfor any official duty on his\u002Fher off days an overtime on the basis of actual\ntime will be paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION 20.0 JOB TO A CHILD UPON DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>Upon death of an employee, preference will be given to his\u002Fher child for a\nsuitable job in SWF as per his\u002Fher qualification and suitability.\u003C\u002Fp>\n\n\u003Ch2>SECTION 21.0 PAYMENT OF GRATUITY\u003C\u002Fh2>\n\n\u003Cp>Gratuity will be paid to each worker as per prevailing statutory provisions.\nCurrently, the payment formula is: 01 x Last Drawn x No. of years in service;\nsubject to minimum service of 12 months and thereafter service more than 06\nmonths will be rounded off to complete the year and less than 06 months will be\nignored.\u003C\u002Fp>\n\n\u003Ch2>SECTION 22.0 TIMINIG OF MEDICAL CENTRE\u003C\u002Fh2>\n\n\u003Cp>While acceding to the C.B.A’s demand, raised during their first meeting\nwith the Chairman held on April 20, 2012 timing of FFC HO Medical Centre for\nSWF employees has already been enhanced from 0800 hours to 1600 hours w.e.f.\nJuly 11, 2012.\u003C\u002Fp>\n\n\u003Ch2>SECTION 23.0 FORMULATION OF WORKERS MANAGEMENT COUNCIL\u003C\u002Fh2>\n\n\u003Cp>In accordance to Labour Law a Workers Management Council has been\nestablished having six members and convener of the Council shall be from SWF\nManagement.\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            ",{"MEALALL_trigger":46,"healthcareaccessrelatives":50,"ONCERISE_trigger":54,"hourspweek_select":58,"dayspweek_select":62,"healthcareaccess":66,"healthinsurance":70,"COMMUTE_trigger":74,"STRUCINCR_trigger":77,"educationtuition":81},{"bindId":47,"name":48,"text":49},"MEALALL_trigger","Agreed on 25% of additional increase in ","Agreed on 25% of additional increase in Basic Pay as inflation factor in\nAlready agreed 10% annual increment which makes a total increase of 35% Basic\nPay.\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      Description\n      Existing\n      Agreed\n      Increased\n      Remarks\n    \n    \n      House Rent Allowance\n      50% of the Basic Pay\n      50% of the Basic pay\n      \n      \n    \n    \n      Conveyance Allowance\n      Rs. 400\n      Rs. 800\n      Rs. 400\n      \n    \n    \n      Washing Allowance\n      Rs. 500\n      Rs. 700\n      Rs. 200\n      \n    \n    \n      Utility Allowance\n      Rs. 1,150\n      Rs. 1,150\n      \n      \n    \n    \n      Meal Subsidy\n      Rs. 1,650\n      Rs. 2,000\n      Rs. 350\n      \n    \n    \n      Education Allowance\n      Rs. 600\n      Rs. 1,000\n      Rs. 400\n      \n    \n    \n      Medical Allowance for Employees at Rawalpindi\n      Rs. 2,500\n      Rs. 3,500\n      Rs. 1,000\n      \n    \n    \n      Medical Allowance for Employees (Mktg group except Lhr, RM,\n      Karachi)\n      Rs. 2,500\n      Rs. 4,000\n      Rs. 1,500\n      \n    \n    \n      Big City\u002FHard Area Allowance\n      -\n      Rs. 1,000\n      Rs. 1,000\n      C.B.A demanded Big City Allowance only",{"bindId":51,"name":52,"text":53},"healthcareaccessrelatives","9.2 Normal\u002FCesarean Delivery Case: C.B.A","9.2 Normal\u002FCesarean Delivery Case:\n\nC.B.A has agreed upon one-time reimbursement up to Rs. 25,000 on account of\nexpenses incurred at the delivery of one child for every employee for 25 cases\n(average) in a year.\n\nFor female employee for next two children Rs. 10,000 only will be granted\nfor each up to 3rd Child.",{"bindId":55,"name":56,"text":57},"ONCERISE_trigger","C.B.A has agreed to the offered Eid Pack","C.B.A has agreed to the offered Eid Packages i.e. Eid-ul-Fitr Rs. 5,000\n& Eid-ul-Azha Rs. 7,000 for all employees subject to the maintenance of\npeace and discipline.",{"bindId":59,"name":60,"text":61},"hourspweek_select","100% increase in overtime rate w.e.f. Ju","100% increase in overtime rate w.e.f. July 01, 2012 that has already\napproved by the Chairman during his meeting with C.B.A on July 20, 2012 will be\nincorporated in the agreement. Overtime will be paid on actual basis. As per\nSWF policy ever employee must complete a duration of 40 hours per week or as\nper Labour Law after which overtime will start.",{"bindId":63,"name":64,"text":65},"dayspweek_select","Saturday being announced as a closed hol","Saturday being announced as a closed holiday w.e.f. August 01, 2012 in the\nlight of approval accorded by the Chairman during his meeting with C.B.A on\nJuly 20, 2012. But Management at its own discretion can ask an employee to work\nany five days in a week and on shifts. Accordingly, if any employee is called\nfor any official duty on his\u002Fher off days an overtime on the basis of actual\ntime will be paid.",{"bindId":67,"name":68,"text":69},"healthcareaccess","9.1 Emergency during office hours: C.B.A","9.1 Emergency during office hours:\n\nC.B.A has agreed on free medical treatment in case of emergency during\noffice hours for any such case which is fatal e.g. heart attack, brain\nhemorrhage, premature delivery of a female employee which endangers her life,\nhowever, reimbursement will be made on the basis of concerned Specialist’s\nDiagnosis, Treatment details and an endorsed declaration regarding chances of\nfatality, after which Chairman’s approval will be obtained.\n\n\n\n9.2 Normal\u002FCesarean Delivery Case:\n\nC.B.A has agreed upon one-time reimbursement up to Rs. 25,000 on account of\nexpenses incurred at the delivery of one child for every employee for 25 cases\n(average) in a year.\n\nFor female employee for next two children Rs. 10,000 only will be granted\nfor each up to 3rd Child.",{"bindId":71,"name":72,"text":73},"healthinsurance","Group Insurance will be doubled i.e. Rs.","Group Insurance will be doubled i.e. Rs. 500,000 from Rs. 250,000. However,\nin case of accidental death additional Rs. 500,000 (currently Rs. 250,000) will\nbe paid by the insurance company as per practice in vogue.",{"bindId":75,"name":48,"text":76},"COMMUTE_trigger","Agreed on 25% of additional increase in Basic Pay as inflation factor in\nAlready agreed 10% annual increment which makes a total increase of 35% Basic\nPay.\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      Description\n      Existing\n      Agreed\n      Increased\n      Remarks\n    \n    \n      House Rent Allowance\n      50% of the Basic Pay\n      50% of the Basic pay\n      \n      \n    \n    \n      Conveyance Allowance\n      Rs. 400\n      Rs. 800\n      Rs. 400\n      \n    \n    \n      Washing Allowance\n      Rs. 500\n      Rs. 700\n      Rs. 200\n      \n    \n    \n      Utility Allowance\n      Rs. 1,150\n      Rs. 1,150\n      \n      \n    \n    \n      Meal Subsidy\n      Rs. 1,650\n      Rs. 2,000\n      Rs. 350\n      \n    \n    \n      Education Allowance\n      Rs. 600\n      Rs. 1,000\n      Rs. 400\n      \n    \n    \n      Medical Allowance for Employees at Rawalpindi\n      Rs. 2,500\n      Rs. 3,500\n      Rs. 1,000\n      \n    \n    \n      Medical Allowance for Employees (Mktg group except Lhr, RM,\n      Karachi)\n      Rs. 2,500\n      Rs. 4,000\n      Rs. 1,500\n      \n    \n    \n      Big City\u002FHard Area Allowance\n      -\n      Rs. 1,000\n      Rs. 1,000\n      C.B.A demanded Big City Allowance only\n    \n  \n",{"bindId":78,"name":79,"text":80},"STRUCINCR_trigger","Management of SWF and C.B.A has mutually","Management of SWF and C.B.A has mutually agreed at 10% raise in basic pay\nwith corresponding increase in House Rent Allowance (i.e. 50% of the basic pay)\nw.e.f September 01, 2012 against their demand of 15% w.e.f July 01, 2012.\nArrears of four months i.e. from September to December, 2012 will be paid with\nthe salary of December 2013 it the peace and discipline in the company will\nmaintained. For individuals retiring before December, 2013 this amount will be\npaid with their final settlement.",{"bindId":82,"name":48,"text":49},"educationtuition","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>PAK Sona Welfare Foundation Rawalpindi - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\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: → 2012-12-03\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Child day-care activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Sona Welfare Foundation Rawalpindi\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        \n\n        \n\n        \n\n\n        \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            \n\n            \n                        \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: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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            \n\n            \n\n            \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: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → PKR 7000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \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 800.0 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                 → 2000.0 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",[88],{"title":39,"slug":35},[90],{"type":91,"data":92},"call_to_action_body_block",{"title":93,"description":94,"variant":95,"link":96},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Pakistan across sectors, topics and countries","dark",{"title":93,"url":97,"description":93,"rel":98,"type":99},"\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[101],{"type":91,"data":102},{"title":93,"description":94,"variant":95,"link":103},{"title":93,"url":97,"description":93,"rel":98,"type":99},[]]