[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-settlement-between-bata-pakistan-ltd-and-pakistan-bata-employees-union---2014":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":64,"content_type_view":65,"extra_breadcrumbs":66,"body":68,"body_blocks":79,"related_pages":83},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":62,"translations":63},{"id":35,"uid":36,"url":37,"name":38,"locale":13,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"memorandum-of-settlement-between-bata-pakistan-ltd-and-pakistan-bata-employees-union---2014","cc927b58-01fa-11e8-a6cf-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpakistan\u002Fmemorandum-of-settlement-between-bata-pakistan-ltd-and-pakistan-bata-employees-union---2014\u002Fmemorandum-of-settlement-between-bata-pakistan-ltd-and-pakistan-bata-employees-union---2014\u002F","Memorandum of Settlement between Bata Pakistan Ltd and Pakistan Bata Employees Union - 2014","PAK Bata Pakistan Ltd - 2014","Pakistan - PAK Bata Pakistan Ltd - 2014","PAK Bata Pakistan Ltd - 2014 - Manufacturing",{"name":43,"data":44},"100 Bata Pakistan Ltd.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>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF SETTLEMENT BETWEEN BATA PAKISTAN LTD AND PAKISTAN BATA\nEMPLOYEES UNION - 2014\u003C\u002Fh1>\n\n\u003Cp>This Memorandum of Settlement is made by direct negotiations between the\nManagement of Bata Pakistan Ltd. P.O Batapur, District Lahore (hereinafter\ncalled the “Company”) and the workers of Bata Pakistan Ltd. P.O Batapur,\nDistrict Lahore, represented by Pakistan Bata Employees Union (Regd.) C.B.A\n(hereinafter called the “Collective Bargaining Agent\u002FC.B.A”) duly certified\nas Collective Bargaining Agent by the National Industrial Relations Commission,\nGovernment of Pakistan, Islamabad.\u003C\u002Fp>\n\n\u003Cp>The following persons represented the Company and the C.B.A respectively.\u003C\u002Fp>\n\n\u003Cp>1.Company, Bata Pakistan Ltd. P.O Batapur, District Lahore \u003C\u002Fp>\n\n\u003Cp>Represented by (Messer)\u003C\u002Fp>\n\n\u003Cp>1. Muhammad Rashid\u003C\u002Fp>\n\n\u003Cp>2. Amjad Farooq\u003C\u002Fp>\n\n\u003Cp>3. Tanveer-ul-Hassan\u003C\u002Fp>\n\n\u003Cp>4. Iftikhar Bashir Dar\u003C\u002Fp>\n\n\u003Cp>5. Rana Muhammad Ahmed\u003C\u002Fp>\n\n\u003Cp>6. Hammad Raza Awan\u003C\u002Fp>\n\n\u003Cp>7. Sheikh Muhammad Awan\u003C\u002Fp>\n\n\u003Cp>8. Maqbool Ahmed\u003C\u002Fp>\n\n\u003Cp>9. Naeem Saad Malik\u003C\u002Fp>\n\n\u003Cp>10. Syed Asad Ali Zaidi\u003C\u002Fp>\n\n\u003Cp>11. Raja Nauman Ullah Khan\u003C\u002Fp>\n\n\u003Cp>12. Aziez Ahmed Hani\u003C\u002Fp>\n\n\u003Cp>13. Rizwan Ahmed Shah\u003C\u002Fp>\n\n\u003Cp>14. Sharafat Hussain\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. C.B.A, Pakistan Bata Employees\u003C\u002Fp>\n\n\u003Cp>Union (Regd.) C.B.A, P.O Batapur, District Lahore\u003C\u002Fp>\n\n\u003Cp>Represented by (Messer)\u003C\u002Fp>\n\n\u003Cp>1. Malik Saif-ur-Rehman\u003C\u002Fp>\n\n\u003Cp>2. Nadir Hussain\u003C\u002Fp>\n\n\u003Cp>3. Nazir Ahmed\u003C\u002Fp>\n\n\u003Cp>4. Jamat Ali\u003C\u002Fp>\n\n\u003Cp>5. Zulifqar Ali Tarar\u003C\u002Fp>\n\n\u003Cp>6. Tauqeer Hussain\u003C\u002Fp>\n\n\u003Cp>7. Mian Muhammad Tahir\u003C\u002Fp>\n\n\u003Cp>8. Ghulam Hussain\u003C\u002Fp>\n\n\u003Cp>9. Muhammad Latif\u003C\u002Fp>\n\n\u003Cp>10. Karam Hussain Shah\u003C\u002Fp>\n\n\u003Cp>Whereas, Pakistan Bata Employees Union (Regd.) C.B.A P.O Batapur, District\nLahore, the Collective Bargaining Agent through the Assistant General\nSecretary, vide letter dated 14th April, 2014, served a Charter of Demands to\nthe Company for settlement.\u003C\u002Fp>\n\n\u003Cp>Whereas, in order to negotiate and to arrive at an amicable settlement, the\nManagement arranged several meetings with the representatives of the C.B.A. All\nthe demands, as given in the Charter of Demands were discussed at a greater\nlength and after negotiations, in full and final, a mutual Settlement is\narrived at, between the parties (the Management and the C.B.A). The terms\nthereof are as follows:\u003C\u002Fp>\n\n\u003Ch2>Demand No. 1\u003C\u002Fh2>\n\n\u003Cp>i. To arrange a (well qualified) religious head for Batapur Mosque as the\npresent head has been retired.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed and it was agreed that the decision will be taken\nas per the Company’s policy.\u003C\u002Fp>\n\n\u003Cp>ii. The amount for the Christian community should be increased by 100%.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A agreed to drop this demand.\u003C\u002Fp>\n\n\u003Cp>iii. To decide Good Friday leave for Christian community.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed in greater length and it was decided that the\nManagement will abide by the laws in this connection.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 2\u003C\u002Fh2>\n\n\u003Cp>i. Weekly salary may be increased by 25%.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>In view of the rise the cost of living, it was mutually agreed to increase\nthe basic wages of piece-rate workers Grade 1 to 10 by 15% during the 1st year\nand 15% during the 2nd year of Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii. Hourly fix salary to be increased by 30%.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management agreed to increase the wages as under:\u003C\u002Fp>\n\n\u003Cp>a) Holy Fixed Staff\u003C\u002Fp>\n\n\u003Cp>1st Year.....5 increments[As per\u003C\u002Fp>\n\n\u003Cp>2nd Year.....5 incrementsexisting rates]\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>iii. To increase the Quarterly Bonus from 28% to 45%. Production Bonus\nshould also be increased by 30% and it should be separated from the salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was not agreed upon by the Management.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Cp>iv. To increase the Night Allowance from 22% to 50%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed but was not agreed upon by the Management.\u003C\u002Fp>\n\n\u003Cp>v. Bonus of fixed staff may be increased.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management did not agree to this demand.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 3\u003C\u002Fh2>\n\n\u003Cp>To increase the value of Annual Free Shoes Card at least by Rs. 1,000\u002F- (Rs.\nOne thousand only) and it should be same for Factory and Sales staff. Otherwise\none pair of free shoe should be given on Eid.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>It was agreed to increase the value of Annual Free Shoes Card from Rs. 499\u002F-\nto Rs. 599\u002F- for the employees of the factory as well as Sales staff.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 4\u003C\u002Fh2>\n\n\u003Cp>In case of death of an on-duty employee, his son or brother should be\nemployed by the Company and the same should be offered for the employee who\nbecomes medically unfit.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management explained to the C.B.A that the decision of recruitment for\nany position\u002Fvacancies is the prerogative of the Management and any step taken\nin this regard involves the overall present and future strategy of the Company\nand the actual requirement of manpower. It is therefore not possible to accept\nthis demand. Hence, the company will continue its present recruitment\npolicy.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 5\u003C\u002Fh2>\n\n\u003Cp>To provide either free electricity to the Colony residents or they should be\ngranted free electricity units.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management informed the C.B.A that in the present circumstances it is\nnot possible to extend further subsidy to workers on the residential\nelectricity bills as the Management is already bearing a huge amount in this\nconnection, hence the demand is not acceptable.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 6\u003C\u002Fh2>\n\n\u003Cp>To recognize piece-rated and hourly-fixed staff working on regular\noperations.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed and the C.B.A was told that the Management is\nalready binding by the labour laws in this respect.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 7 (GENERAL)\u003C\u002Fh2>\n\n\u003Cp>i. Upper sewing should be done inside the factory instead of outstanding.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A was told that it is prerogative of the Management to use the\neconomic means for such matters. Hence, the demand was not agreed upon by the\nManagement.\u003C\u002Fp>\n\n\u003Cp>ii. Night Allowance may be increased.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>It was discussed and agreed between the Management and the C.B.A to drop\nthis demand.\u003C\u002Fp>\n\n\u003Cp>iii. Incentive rate of Godown Shoe Packers may be increased.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A agreed to drop this demand.\u003C\u002Fp>\n\n\u003Cp>iv. Quality Checkers and Packers should also be given Plan Booking\nIncentive.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed and the Management agreed to increase the\nincentives of Quality Checkers and Manipulates as under:\u003C\u002Fp>\n\n\u003Cp>Category.................Present.................New\u003C\u002Fp>\n\n\u003Cp>Quality Checkers...Rs. 45 per week...Rs. 50 per week\u003C\u002Fp>\n\n\u003Cp>Manipulates.....Rs. 2.80 per plan....Rs. 3.10 per plan\u003C\u002Fp>\n\n\u003Cp>v. To start 10 years’ Long Service Award\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management did not accept this demand.\u003C\u002Fp>\n\n\u003Cp>vi.To increase the cash amount of 15 & 20 years’ Long Service Award\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>It was agreed to increase the payment of Long Service Awards as under:\u003C\u002Fp>\n\n\u003Cp>Service...Present Rate...New Rate\u003C\u002Fp>\n\n\u003Cp>15 years...Rs. 2,400...Rs. 2,700\u003C\u002Fp>\n\n\u003Cp>20 years...Rs. 2,700...Rs. 3,000\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>vii. To approve 21” TC or an LCD instead of 14” TV on retirement.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed but was not agreed upon by the Management.\u003C\u002Fp>\n\n\u003Cp>viii. TA\u002FDA should be increased for Transport Department.\u003C\u002Fp>\n\n\u003Cp>ix. All allowances should be increased by 10% keeping in view the rise in\nprices.\u003C\u002Fp>\n\n\u003Cp>x. Meal Allowance of Drivers and Cleaners may be doubted.\u003C\u002Fp>\n\n\u003Cp>xi. To increase Mileage Allowance of Drivers and Cleaners.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The above four demands were discussed in detail and the Management agreed to\nincrease the Mileage, Meal and Night Allowances as below:\u003C\u002Fp>\n\n\u003Cp>Drivers’ Mileage Allowance ...from Rs. 15 to Rs. 18 per 100 km\u003C\u002Fp>\n\n\u003Cp>Cleaners’ Mileage Allowance...from Rs. 11.50 to Rs. 13.50 per 100 km\u003C\u002Fp>\n\n\u003Cp>Drivers’ & Cleaners’ Meal Allowance...from Rs. 100 to Rs. 150 per\nday\u003C\u002Fp>\n\n\u003Cp>Drivers’ Night Allowance...from Rs. 50 to Rs. 60 per night\u003C\u002Fp>\n\n\u003Cp>Cleaners’ Night Allowance...from Rs. 50 to Rs. 60 per night\u003C\u002Fp>\n\n\u003Cp>xii. At the time of opening of a new Bata shop, presence of Union\nrepresentatives should be a must.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management did not agree to this demand.\u003C\u002Fp>\n\n\u003Cp>xiii. Incentive should be given in 654 department.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was not accepted by the Management.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 8 (SALES STAFF)\u003C\u002Fh2>\n\n\u003Cp>i. To recruit Matriculates in the Sales staff.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A was told that priority is given to the available candidates having\nhigher education whereas lower. Hence, it is not advisable to recruit\ncandidates with less education.\u003C\u002Fp>\n\n\u003Cp>ii. Rs. 1,000 (Rs. One thousand only) should be fixed as weekly salary and\nthe same should be increased by 10% on yearly basis.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management is agreed to increase the wages of Sales staff as under:\u003C\u002Fp>\n\n\u003Cp>(a) Retail Salesmen Grade III, II & I\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1st Year\u003C\u002Ftd>\n      \u003Ctd>2nd Year\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 increments\u003C\u002Ftd>\n      \u003Ctd>- House Allowance\n\n        \u003Cp>- Conveyance Allowance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Rs. 30 per week\n\n        \u003Cp>Rs. 30 per week\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Wholesale Salesmen and Stock Keepers\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1st Year\u003C\u002Ftd>\n      \u003Ctd>2nd Year\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 increments\u003C\u002Ftd>\n      \u003Ctd>- House Allowance\n\n        \u003Cp>- Conveyance Allowance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Rs. 30 per week\n\n        \u003Cp>Rs. 30 per week\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>iii. Grade II & III Salesmen should be promoted to Grade I & II\nrespectively.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The above demand was discussed at greater length and the Management agreed\nthat between 50 to 55 Salesmen from Grade-III to II and 6 to 10 Salesmen from\nGrade-II to I will be promoted on merit during two years of this Agreement.\u003C\u002Fp>\n\n\u003Cp>iv. Overtime should be given in case of increase in price, campaign or a\nvisit.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management told the C.B.A that the Company is already making payment of\novertime as per law.\u003C\u002Fp>\n\n\u003Cp>v. Weekly holiday should be divided by 6 days instead of 7 days.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A was told that the Management is abiding by the law in this\nconnection and the present practice will continue.\u003C\u002Fp>\n\n\u003Cp>vi. Instead of leave-in-lieu, overtime should be given in case of working on\nholiday.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management did not accept this demand.\u003C\u002Fp>\n\n\u003Cp>vii. Fixed salary should not be reduced in case of promotion.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A was told that the salary of Salesmen mainly depends on commission\nhence commission automatically increases in case of their promotion. Hence, the\nManagement did not agree to this demand.\u003C\u002Fp>\n\n\u003Cp>viii. Sale of temporary Salesmen may in any case not be deducted more than\n10%.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management did not agree to this demand.\u003C\u002Fp>\n\n\u003Cp>ix. Promotion Policy for Sales staff should be made.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A was informed that the Promotion Policy for Sales staff already\nexists and promotions are made accordingly.\u003C\u002Fp>\n\n\u003Cp>x. Request of U\u002FT Manager to designate them as Salesmen may be accepted (if\nthey apply so).\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was not agreed upon by the Management.\u003C\u002Fp>\n\n\u003Cp>xi. Manager of the Month Award should also be given to Salesmen besides\nManagers.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>Discussed and agreed between the Management and the C.B.A to drop this\ndemand.\u003C\u002Fp>\n\n\u003Cp>xii. Every Salesmen should get minimum sale of Rs. 30,000 to Rs. 35,000 per\nday.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C A agreed to drop this demand.\u003C\u002Fp>\n\n\u003Cp>xiii. Shop and Depot timings should be fixed and overtime may be paid in\ncase of additional working.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A was informed that the Management is already binding by the laws in\nthis connection.\u003C\u002Fp>\n\n\u003Cp>xiv. Commission of Wholesale Salesmen and Stock Keeper may be separated.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed but was not agreed upon by the Management.\u003C\u002Fp>\n\n\u003Cp>xv. Wholesale commission may be increased.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management did not agreed to this demand.\u003C\u002Fp>\n\n\u003Cp>xvi. Re-packing rate for Wholesale Packer may be increased from Rs. 0.50 to\nRs. 5.00\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was not accepted by the Management.\u003C\u002Fp>\n\n\u003Cp>xvii. Wholesale TA\u002FDA may be increased.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was not agreed upon by the Management.\u003C\u002Fp>\n\n\u003Cp>xviii. Eidi for Wholesale should be from Rs. 2,000 to Rs. 5,000.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed in detail and the Management agreed to increase the\nEid Bonus once a year as below:\u003C\u002Fp>\n\n\u003Cp>- Salesmen (Wholesale)from Rs. 3,500 to Rs. 4,000\u003C\u002Fp>\n\n\u003Cp>- Stock Keepers of Depotsfrom Rs. 3,000 to Rs. 3,500\u003C\u002Fp>\n\n\u003Cp>xix. No shop should be run without permanent Salesman.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>It was discussed and agreed between the Management and the C.B.A to drop\nthis demand.\u003C\u002Fp>\n\n\u003Cp>xx. Average should be divided by grand-total instead of sub-total.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The C.B.A agreed to drop this demand.\u003C\u002Fp>\n\n\u003Cp>xxi. Loading\u002FUnloading Allowance may be given at every shop.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The Management did not accept this demand.\u003C\u002Fp>\n\n\u003Ch2>Demand No. 9\u003C\u002Fh2>\n\n\u003Cp>To re-instate 15-20 employees discharged due to forced Retirement Scheme\nFlats may be constructed in Maraka Brank Factory.\u003C\u002Fp>\n\n\u003Cp>Settlement\u003C\u002Fp>\n\n\u003Cp>The demand was discussed but was not agreed upon by the Management.\u003C\u002Fp>\n\n\u003Cp>OTHER TERMS AND CONDITIONS\u003C\u002Fp>\n\n\u003Cp>1. It is mutually agreed that the C.B.A\u002FUnion, the workers and the Sales\nstaff shall put in every effort to maintain estimated production & sale\nwith high quality merchandize, cooperate with the Management in smooth running\nof the factory, shops & depots and to generally improve the quality,\ndiscipline, efficiency and introduction of new processes in production. The\ndemands not agreed or accepted by the Management have been deemed to be waived\noff by the C.B.A and the C.B.A undertakes not to raise them before any forum,\nwhatsoever, before and after the expiry of this Memorandum of Settlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The C.B.A\u002FUnion assured that all its members will cooperate with the\nManagement in improving the efficiency and productivity of the Company and\nshall abide by all labour laws enforced from time to time and the rules and\nregulations of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. It is agreed that in case of any dispute or grievances pertaining to\nSPMs, the normal grievance procedure will be followed up, as per the law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. It is assured that the timings for opening and closing of retail stores\nin various areas, where Bata shops are situated shall observed as per the\nCompany’s policy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. It is mutually agreed that the attendance plus timing schedules shall be\nstrictly observed and the movements of the employees would be checked and it is\nassured by the C.B.A\u002FUnion that no such violations shall be committed by the\nworkers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. The C.B.A\u002FUnion agreed to the necessity of reducing the factory-seconds\nand fully assured the Management to extend their fullest cooperation in this\nregard.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7. The C.B.A\u002FUnion further agreed that it will support the measures and\nactions to be taken by the Management for the reduction of factory-seconds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8. The C.B.A\u002FUnion agreed to cooperate to the full extent in minimizing the\naverage payments being made to workmen in the factories at the time of change\nof construction from close to open and vice versa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9. The C.B.A\u002FUnion agreed and realized without any doubt that it is the\nprerogative of the Management to decide and fix the rates for all\noperations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10. A committee of two members from each side shall be formed to re-study\nall such cases of loose rates and will place its recommendations to the\nManaging Director for appropriate changes, whose decision shall be final.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11. It is agreed that the C.B.A and the workers would not raise any\nIndustrial dispute in any Court pertaining to these demands and would not file\nany Industrial dispute petition, under the provision of Industrial Relations\nOrdinance, on the ground of changed circumstances during the currency of this\nsettlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12. It is agreed that no further increase in the Wages\u002FAllowances will be\nmade or asked for until the Government by legislation enhances the\nWages\u002FAllowances agreed upon by this Settlement and the enhancement supersedes\nor is more than the Wages\u002FAllowances agreed upon by this Settlement. The\nWages\u002FAllowances paid under this Settlement shall be set off against any\nincrease in wages and\u002For Special Allowance(s) of any kind of whatever called,\nannounced by the Government through Gazette Notification, if any.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13. It is agreed that the arrears for the benefits agreed upon under\nSettlement shall be paid w.e.f. 9th of March, 2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14. This Memorandum of Settlement and all its clauses shall remain in force\nfor two years w.e.f. 23rd of June, 2014 to 22nd of June, 2016 during which\nperiod, Pakistan Bata Employees Union (Regd.) C.B.A, P.O Batapur, District\nLahore, workers and the Sales staff shall not raise any further demand(s) in\nany form(s) whatsoever. The C.B.A\u002FUnion shall be bound by the commitments and\nobligations on their part as mentioned in this Memorandum of Settlement and the\nRules & Regulations of Bata Pakistan Ltd. enforced from time to time and\nshall remain peaceful at all times and will maintain discipline as well as\nsmooth working conditions as per the policy of the Company. This Memorandum of\nSettlement supersedes all previous settlements.\u003C\u002Fp>\n\n\u003Cp>In full acceptance and recording their agreement to the above Terms of\nSettlement, the representatives of the parties have signed their names below on\nthis 23rd day of June, 2014.\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            ",{"SENIOR_trigger":46,"STRUCINCR_trigger":50,"ONCERISE_trigger":54,"NOCTPREM_trigger":58},{"bindId":47,"name":48,"text":49},"SENIOR_trigger","It was agreed to increase the payment of","It was agreed to increase the payment of Long Service Awards as under:\n\nService...Present Rate...New Rate\n\n15 years...Rs. 2,400...Rs. 2,700\n\n20 years...Rs. 2,700...Rs. 3,000",{"bindId":51,"name":52,"text":53},"STRUCINCR_trigger","In view of the rise the cost of living, ","In view of the rise the cost of living, it was mutually agreed to increase\nthe basic wages of piece-rate workers Grade 1 to 10 by 15% during the 1st year\nand 15% during the 2nd year of Agreement.",{"bindId":55,"name":56,"text":57},"ONCERISE_trigger","iii. To increase the Quarterly Bonus fro","iii. To increase the Quarterly Bonus from 28% to 45%. Production Bonus\nshould also be increased by 30% and it should be separated from the salary.",{"bindId":59,"name":60,"text":61},"NOCTPREM_trigger","iv. To increase the Night Allowance from","iv. To increase the Night Allowance from 22% to 50%.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>PAK Bata Pakistan Ltd - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-06-23\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-06-22\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: → 2014-06-23\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of leather and related products\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                        Bata Pakistan 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                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \n\n\n        \n\n        \n        \n        \n         \n\n        \n        \n\n        \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: → 15.0 %\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: → 30 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 50 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → PKR 2700.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 15 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[67],{"title":39,"slug":35},[69],{"type":70,"data":71},"call_to_action_body_block",{"title":72,"description":73,"variant":74,"link":75},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Pakistan across sectors, topics and countries","dark",{"title":72,"url":76,"description":72,"rel":77,"type":78},"\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[80],{"type":70,"data":81},{"title":72,"description":73,"variant":74,"link":82},{"title":72,"url":76,"description":72,"rel":77,"type":78},[]]