[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-tazama-pipelines-limited-and-the-communications-transport-worker-s-union-of-tanzania-cotwu-t-and-the-national-union-of-transport-allied-worker-nutaw-of-zambia---2013":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":157,"content_type_view":158,"extra_breadcrumbs":159,"body":161,"body_blocks":172,"related_pages":176},608,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_TZ","2025-07-27T08:21:24.461051+00:00","2026-04-02T11:17:39.121481+00:00","\u002Fcms\u002Fpages\u002F608\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Tanzania","en-tz",{"title":20,"slug":21},"Work in Tanzania","work-in-tanzania",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T10:21:24.461051+02:00","2026-04-02T13:17:39.220874+02:00",{"cba":32,"clauses":43,"details":155,"translations":156},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-between-tazama-pipelines-limited-and-the-communications-transport-worker-s-union-of-tanzania-cotwu-t-and-the-national-union-of-transport-allied-worker-nutaw-of-zambia---2013","5bca060e-3936-11e6-abf7-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Ftanzania\u002Fcollective-agreement-between-tazama-pipelines-limited-and-the-communications-transport-worker-s-union-of-tanzania-cotwu-t-and-the-national-union-of-transport-allied-worker-nutaw-of-zambia\u002Fcollective-agreement-between-tazama-pipelines-limited-and-the-communications-transport-worker-s-union-of-tanzania-cotwu-t-and-the-national-union-of-transport-allied-worker-nutaw-of-zambia---2013\u002F","Collective Agreement between TAZAMA Pipelines Limited and the Communications & Transport Worker’s Union of Tanzania (COTWU (T)) and the National Union of Transport & Allied Worker (NUTAW) of Zambia - 2013","Collective Agreement between TAZAMA Pipelines Limited and the Communications & Transport Worker’s Union of Tanzania (COTWU (T)) and the National Union of Transport & Allied Worker (NUTAW) of Zambia - 2013 - 2013","Tanzania - Collective Agreement between TAZAMA Pipelines Limited and the Communications & Transport Worker’s Union of Tanzania (COTWU (T)) and the National Union of Transport & Allied Worker (NUTAW) of Zambia - 2013 - 2013","Collective Agreement between TAZAMA Pipelines Limited and the Communications & Transport Worker’s Union of Tanzania (COTWU (T)) and the National Union of Transport & Allied Worker (NUTAW) of Zambia - 2013 - 2013 - Transport, logistics, communication",{"name":41,"data":42},"CBA1.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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN TAZAMA PIPELINES LIMITED AND THE\nCOMMUNICATIONS & TRANSPORT WORKER’S UNION OF TANZANIA (COTWU(T)) AND THE\nNATIONAL UNION OF TRANSPORT & ALLIED WORKER (NUTAW) OF ZAMBIA\u003C\u002Fh1>\n\n\u003Ch3>1.0.0 PREAMBULE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>1.1.0 This Collective Agreement is made on this 29™ DAY OF JANUARY YEAR\nTWO THOUSAND AND THIRTEEN, between TAZAMA PIPELINES LIMITED (hereinafter\nreferred to as the \"EMPLOYER\", forming the first part to the Agreement and the\nCOMMUNICATION AND TRANSPORT WORKERS' UNION OF TANZANIA (COTWU (T))\u002F NATIONAL\nUNION OF TRANSPORT AND ALLIED WORKERS OF ZAMBIA (NUTAW) (hereinafter referred\nto as the \"UNIONS\"), forming the second part to the Agreement.\u003C\u002Fp>\n\n\u003Cp>1.2.0 The Agreement embraces: \"Negotiations and Consultations\" on the rules\nand procedures through which negotiations and consultations shall be conducted;\nSalaries and Wages; other Terms and Conditions of employment in respect of all\nUnion Members within the services of the employer in either Country.\u003C\u002Fp>\n\n\u003Cp>1.3.0 In this Agreement however, where any word or phrase or clause\ncontravenes the provisions or requirements of any of the existing Labour Laws\nor Regulations or Orders of either country or offers relatively inferior\ntreatment or terms to those provided for, then the orders or regulations shall\napply.\u003C\u002Fp>\n\n\u003Cp>1.4.0 Changes in Labour Legislation\u003C\u002Fp>\n\n\u003Cp>1.4.1 In the event of any change, directive, new law etc., then the company\nand the Unions shall agree to meet as soon as possible, to change, amend or\nremove that part of the agreement which is in conflict with the respective\nLabour Legislation. It is agreed that such changes or amendments shall be\nmerely to render the Agreement legally acceptable.\u003C\u002Fp>\n\n\u003Cp>1.5.0 The new conditions of service have been tailored to embrace and suit\nall Unionisable employees in both countries with regard to their functions and\nresponsibilities.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2.0.0 DEFINITIONS\u003C\u002Fh3>\n\n\u003Cp>In this Agreement, unless the context otherwise requires:\u003C\u002Fp>\n\n\u003Cp>2.1.0 \"Employer\u002FCompany - Shall mean Tazama Pipelines Limited.\u003C\u002Fp>\n\n\u003Cp>2.2.0 \"Unions\"- Shall mean the Communications and Transport Workers Union of\nTanzania (COTWU (T)) and National Union of Transport and Allied Workers (NUTAW)\nof Zambia.\u003C\u002Fp>\n\n\u003Cp>2.3.0 \"Countries \u002F- Shall mean the sovereign states Regions\" geographically\nknown as the United Republic of Tanzania and the Republic of Zambia.\u003C\u002Fp>\n\n\u003Cp>2.4.0 \"Managing Director\" Shall mean the Managing Director of Tazama\nPipelines Limited and shall include the term \"Chief Executive\" of the\ncompany.\u003C\u002Fp>\n\n\u003Cp>2.5.0 \"Management\"- Shall mean the Managing Director of Tazama Pipelines\nLimited or any other officer or officers within the company duly authorized and\nor delegated by him to act or carry out managerial functions on his behalf.\u003C\u002Fp>\n\n\u003Cp>2.6.0 \"General Secretary\" - Shall mean the General Secretary of the\nCommunications and Transport Workers Union of Tanzania (COTWU (T)) or National\nUnion of Transport and Allied Workers (NUTAW) of Zambia or any other officer or\nofficers duly authorized and delegated by him to act or carry out official\nfunctions on his behalf.\u003C\u002Fp>\n\n\u003Cp>2.7.0\"Union Representative\"'- Shall mean the General Secretary of the\nCommunications and Transport Workers Union of Tanzania (COTWU (T)) or National\nUnion of Transport and Allied Workers (NUTAW) of Zambia or any other officer or\nofficers duly authorized by him to act or carry out union functions on his\nbehalf.\u003C\u002Fp>\n\n\u003Cp>2.8.0 \"Employee\"- Shall mean any person or persons employed by Tazama\nPipelines Limited under any terms of service or \"worker\" as defined under the\nLabour Laws and\u002For Regulations of either country.\u003C\u002Fp>\n\n\u003Cp>2.9.0 \"Union Member\" - Shall meah any employee of the company who is a\nmember of the Union and as defined by the Laws of either country.\u003C\u002Fp>\n\n\u003Cp>2.10.0 \"Commissioner\"Shall mean the Labour Commissioner, now under the\nMinistry of Labour and Employment as defined by the Laws of Tanzania or shall\nmean the Labour Commissioner as defined under the Industrial and Labour\nRelations Act of the Laws of Zambia.\u003C\u002Fp>\n\n\u003Cp>2.11.0 \"Employment and Labour Relations - Shall mean the Employment and\nLabourRelations Act No. 6 of 2004 of as Act\" amended from time to time and as\ndefined under the Labour Laws of Tanzania.\u003C\u002Fp>\n\n\u003Cp>2.12.0 \"Industrial and Labour Relations- Shall mean the Industrial and\nLabour Relations Act as defined under the Labour Act\" Laws of Zambia.\u003C\u002Fp>\n\n\u003Cp>2.13.0 ”High Court of Tanzania, Labour Division - Shall mean the High\nCourt of Tanzania, Labour established under the Division\" provisions of Act No.\n7 of 2004 as amended from time to time and as defined by laws of Tanzania.\u003C\u002Fp>\n\n\u003Cp>2.14.0 Industrial Relation - shall mean the Court as established under Court\nthe Industrial and Labour Relations Act of the Laws of Zambia.\u003C\u002Fp>\n\n\u003Cp>2.15.0 \"Commission for Mediation and Arbitration\u002FConciliation Board\"- Shall\nmean the Commission of Mediation and Arbitration as defined under the provision\nof the Employment and Labour Relations Act No. 6 of 2004 of Tanzania or shall\nmean the Conciliation Board under Industrial and Labour Relations Act of the\nLaws of Zambia.\u003C\u002Fp>\n\n\u003Cp>2.16.0 \"Council \u002F Bargaining Unit\"- Shall mean the Management\u002FUnion Joint\nIndustrial Council within TAZAMA Pipelines Limited, through which the\nManagement and the Unions meet to negotiate for the Terms and Conditions of\nService.\u003C\u002Fp>\n\n\u003Cp>2.17.0 \"Salaries\"- Shall mean basic salary.\u003C\u002Fp>\n\n\u003Cp>2.18.0 \"Other Terms and Conditions of Service\"- Shall mean work rules and\u002For\nregulations,hours and places of work, leave, overtime rates leave passages,\ntravel concessions, meals and other catering concessions, pensions and other\nrelated retirement emoluments that may be agreed upon between the parties from\ntime to time and\u002For regulations relevant to these facilities in the country.\u003C\u002Fp>\n\n\u003Cp>2.19.0 \"Collective Agreement\"- Shall mean the consolidated ARTICLE or\nDOCUMENT embracing all items on which the Management and the Unions have\nreached an understanding voluntarily through negotiations or any other\nagreement reached by the parties through similar means.\u003C\u002Fp>\n\n\u003Cp>2.20.0 \"Grievance\"- Shall mean a complaint or complaints and\u002For a feeling or\nfeelings of dissatisfaction by either an employee(s) or the employer, against\nany action or treatment or occurrence considered unfair by the party\ncomplaining.\u003C\u002Fp>\n\n\u003Cp>2.21.0 \"Grievance SettlementProcedures\"- Shall mean any procedure or\nprocedures laid down by the parties to cater for the settlement of grievances\nor settlement of\u003C\u002Fp>\n\n\u003Cp>disputes and as defined under the provisions of the laws of either\ncountry.\u003C\u002Fp>\n\n\u003Cp>2.22.0 \"Trade Dispute\"Shall mean any dispute or differences or disagreement\nor misunderstanding between an employee or employees and employer or among\nemployees on salaries or wages or other terms and conditions of employment as\ndefined under the laws of either country.\u003C\u002Fp>\n\n\u003Cp>2.23.0 \"Strike \u002F Go Slow\" - Shall mean cessation of work performance by a\nbody or group of persons employed to carry out that function, acting in\ncombination or concerted refusal or a refusal under a common understanding of\nany number of persons employed or a concerted interruption of work performance\non a go slow basis by a number of employees done as a means of compelling their\nemployer or any person or body of persons employing them to accept or not to\naccept terms or conditions affecting employment or as defined by the laws of\neither country.\u003C\u002Fp>\n\n\u003Cp>2.24.0 \"Appendix\"- Shall mean an attachment or addendum to this Agreement\nand shall be read as part of the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>2.25.0 \"Male Gender\"- The use of Male Gender shall include or apply to both\nmale and female genders, unless specifically applied.\u003C\u002Fp>\n\n\u003Cp>2.26.0 \"Redundancy\"- Shall mean retrenchment or reduction of manpower,\narising from compulsory re¬organization of employees' established strength or\ndepartment, or section or unit of operation, owing to economic circumstances\nbeyond control as defined under relevant articles of the Labour Laws of either\ncountry.\u003C\u002Fp>\n\n\u003Cp>2.27.0 \"Dependant\"- Shall mean any child of an employee (biological or\nlegally adopted) up to the age of 23-\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.0.0 RECRUITMENT\u002FAPPOINTMENT AND METHOD\u003C\u002Fh3>\n\n\u003Cp>3.1.0 A person shall take up employment\u002Fbe recruited by the Employer on a\nspecified written and mutually agreed service contract.\u003C\u002Fp>\n\n\u003Cp>3.2.0 In order to avoid discontent by either party any time during or after\nthe contract, each contract of service shall, specify the salary and other\nterms and conditions attached and that, all this information shall be briefly\nmade out in writing.\u003C\u002Fp>\n\n\u003Cp>3.3.0 Generally, there shall be two types of employment contracts as\nindicated below:\u003C\u002Fp>\n\n\u003Cp>3.3.1 Special Contract of Service\u003C\u002Fp>\n\n\u003Cp>This is whereby the appointment or engagement period shall be specified,\nwith a provision for renewal (if any). This type of contract shall have no\nregard to an age limit, provided always that the person taking up the\nemployment is not below the age required by the laws of either country.\u003C\u002Fp>\n\n\u003Cp>3.3.2 Permanent and Pensionable Contract of Service\u003C\u002Fp>\n\n\u003Cp>This is whereby an employee takes employment on permanent and pensionable\nterms. This is the type of employment which compels a person to work up to a\ncertain age specified by the Laws of either country with qualification or end\nof service benefits also attached to a certain number of years of service in\nthe employment of the employer.\u003C\u002Fp>\n\n\u003Cp>These benefits are spelt out in:\u003C\u002Fp>\n\n\u003Cp>(a) Redundancy\u003C\u002Fp>\n\n\u003Cp>(b) Normal Retirement\u003C\u002Fp>\n\n\u003Cp>(c) Early\u002FVoluntary Retirement\u003C\u002Fp>\n\n\u003Cp>(d) Medical Retirement\u003C\u002Fp>\n\n\u003Cp>(e) Pension Contributions\u003C\u002Fp>\n\n\u003Cp>(f) Accrued Leave Days Benefits\u003C\u002Fp>\n\n\u003Cp>3.4.0 Probationary Period\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Save where the contract of service is special, an employee taking up\nemployment for the first time shall undergo a three-month probationary\u003C\u002Fp>\n\n\u003Cp>period from the first day of his employment before he is confirmed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Confirmation shall be in writing. However, where the employee does not\nmeasure to the standard during the probation period and that the employer\nrequires more time to examine him (employee), the employer may extend the\nprobation period by not more than three months and that such action shall be in\nwriting.\u003C\u002Fp>\n\n\u003Cp>3.5.0 Recruitment\u002FEmployment Policy\u003C\u002Fp>\n\n\u003Cp>It shall be the policy of the company to give priority to indigenous\nTanzanians\u002FZambians. However, where an indigenous Tanzanian\u002FZambian is not\navailable to fill a particular position, then a non-Tanzanian\u002Fnon-Zambian may\nbe taken for the job.\u003C\u002Fp>\n\n\u003Cp>3.6.0 Notification to the Union\u003C\u002Fp>\n\n\u003Cp>In order to make the Union aware of new appointments, the Employer shall\nnotify the Branch Office of this step in writing.\u003C\u002Fp>\n\n\u003Cp>3.7.0 Job Description\u003C\u002Fp>\n\n\u003Cp>In all cases all persons employed by the company shall be provided with a\njob description.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.0.0 EMPLOYEE\u002FEMPLOYER OBLIGATIONS\u003C\u002Fh3>\n\n\u003Cp>4.1. For the purpose of good employee\u002Femployer relations and the fulfillment\nof legal requirements, both parties are expected to adhere strictly to their\nobligations.\u003C\u002Fp>\n\n\u003Cp>4.2. The main obligation by either part in relation to paragraph 4.1.0 above\nare total adherence to:\u003C\u002Fp>\n\n\u003Cp>4.2.1 The requirements and\u002For provisions of the Labour Laws or Rules or\nRegulations of either Country.\u003C\u002Fp>\n\n\u003Cp>4.2.2 The requirements and\u002For provisions of the Collective Agreement and any\nother matter mutually agreed between the parties.\u003C\u002Fp>\n\n\u003Cp>4.2.3 The requirements of any company written rules or regulations known to\nthe Union by providing a bound copy of the Collective Agreement to every\nUnionized employee.\u003C\u002Fp>\n\n\u003Cp>4.2.4 Both sides shall strictly adhere to the provisions of the Labour Laws\nof either country.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5.0.0 OTHER CONDITIONS OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>5.1.0 Apart from the conditions stated above under the Recruitment and\nPromotion, there are others within a person's employment, which must be\nfollowed to ensure continued employment. These are:\u003C\u002Fp>\n\n\u003Cp>5.2.0 Working Hours\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>5.2.1 The normal working hours shall consist of 40 hours per week for\nnon-shift workers and 48 hours for shift workers, spread over a period of 5 to\n6 days respectively.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5.2.2 The company shall inform all workers the starting and finishing times\nof work by means of notices exhibited at places of work.\u003C\u002Fp>\n\n\u003Cp>5.3.0 Call Outs\u003C\u002Fp>\n\n\u003Cp>5.3.1 This is a situation whereby an employee is requested by the company to\nreport for work outside normal working hours.\u003C\u002Fp>\n\n\u003Cp>5.3.2 All Call-Outs will be communicated to employees in writing by use of\n\"Call-Out\" Forms.\u003C\u002Fp>\n\n\u003Cp>5.3.3 An employee who is required to perform duties outside his normal\nworking hours shall be paid overtime as stipulated in clause 6.4.0 in this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>5.4.0 Staff or Service Regulations\u003C\u002Fp>\n\n\u003Cp>5.4.1 There are written rules which stipulate almost all that is required of\nan employee as guidance.\u003C\u002Fp>\n\n\u003Cp>5.4.2 The rules shall be made known to all workers so as to make them aware\nof what is required of them in their employment.\u003C\u002Fp>\n\n\u003Cp>5.5.0 Transfers\u003C\u002Fp>\n\n\u003Cp>5.5.1 TAZAMA PIPELINES LIMITED has more than one station or area of\noperation and as such some employees may be moved from one area to another.-\u003C\u002Fp>\n\n\u003Cp>5.5.2 Whereas movement of this nature is the discretion of the Management\nthis shall be done on strict adherence to the Regulations of either country\nwhere transfers of the Chairman and Secretary of the Union field branches are\ninvolved.\u003C\u002Fp>\n\n\u003Cp>5.5.3 In all cases, any move to transfer an employee to another station\nshall be communicated to the Union's Branch Office so that it is made aware of\nit and adjusts its records for Union membership purposes.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6.0.0 EMPLOYMENT\u002FREMUNERATIONS\u003C\u002Fh3>\n\n\u003Cp>6.1. While in the service of the company, an employee, depending on the type\nof contract of service, shall qualify for the employment remunerations stated\nhereunder, the specified amounts or figures of which are revisable from time to\ntime through, mutual agreements.\u003C\u002Fp>\n\n\u003Cp>6.2. Salary structure\u003C\u002Fp>\n\n\u003Cp>The salary structure is attached as Appendix \"A\".\u003C\u002Fp>\n\n\u003Cp>6.3. Payment of Salaries\u003C\u002Fp>\n\n\u003Cp>6.3.1 Salaries shall be paid on the 24th day of each month or a day earlier\nwhere 24th falls on a Saturday, Sunday or Public holiday.\u003C\u002Fp>\n\n\u003Cp>6.3.2 Mid-month Pav\u003C\u002Fp>\n\n\u003Cp>All unionised employees will be entitled to Mid-month pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>6.4. Overtime Payment\u003C\u002Fp>\n\n\u003Cp>This is compensation to workers for work done beyond normal working hours\nand is computed as follows: -\u003C\u002Fp>\n\n\u003Cp>6.4.1 Normal Overtime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>All extra hours worked during normal days shall be paid at time andhalf,\ni.e. normal rate plus 50%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.4.2 Double Overtime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>All hours worked on a Public Holiday, Saturday, Sunday (for non¬shift\nworkers) or employee's normal day of rest shall be paid at double the normal\nrate, i.e. normal rate plus 100%.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>6.5. Transfers\u003C\u002Fp>\n\n\u003Cp>6.5.1 An employee on permanent transfer to a new work station shall be paid\na Disturbance Allowance of 2 months basic salary with tax borne by the\ncompany.\u003C\u002Fp>\n\n\u003Cp>6.5.2 An employee who is temporarily transferred from his permanent base\nshall be paid full Out of Pocket Allowance of US $12.00 in addition to food and\naccommodation.\u003C\u002Fp>\n\n\u003Cp>6.5.3 In both cases above, the company shall provide transport facility to\nthe employee.\u003C\u002Fp>\n\n\u003Cp>6.5.4 Settling-In Allowance\u003C\u002Fp>\n\n\u003Cp>On completion of the 3 months probation period a new employee shall be paid\nUS $225.00 as Settling-In Allowance to be taxed in the hands of the\nemployee.\u003C\u002Fp>\n\n\u003Cp>6.6. Acting Allowance\u003C\u002Fp>\n\n\u003Cp>6.6.1 An employee who is required to temporarily perform a job in a higher\ngrade for a minimum of 14 days within one calendar month shall receive 50% of\nhis basic monthly basic salary for the period thereof. The employee shall be\ncommunicated to in writing prior to taking up the position by management.\u003C\u002Fp>\n\n\u003Cp>6.7. Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>6.7.1 Where an employee is required to temporarily perform a job for a\nminimum of 10 days within one calendar month which increases the workload, the\nemployee shall receive responsibility allowance equal to 30% of the monthly\nbasic salary. This shall be communicated to in writing by management in\nadvance. ,\u003C\u002Fp>\n\n\u003Cp>6.8. Provision of Transport\u003C\u002Fp>\n\n\u003Cp>6.8.1 The company shall provide transport for employees to and from work\nfrom all parts of town at designated points. However, where there is a\nbreakdown the company shall refund the bus fare incurred by the employee.\u003C\u002Fp>\n\n\u003Cp>6.8.2 Where it is known in advance that transport will not be available, the\ncompany shall pay the bus fare in advance\u003C\u002Fp>\n\n\u003Cp>6.9. Subsistence Allowance\u003C\u002Fp>\n\n\u003Cp>6.9.1 An employee travelling on duty to up-country stations shall receive US\n$12.00 per night with full board and lodge.\u003C\u002Fp>\n\n\u003Cp>6.9.2 An employee travelling on official business from up-country stations\nto Dar-Es-Salaam\u002FNdola shall be paid Own Arrangement.\u003C\u002Fp>\n\n\u003Cp>6.9.3 Travel Advance\u003C\u002Fp>\n\n\u003Cp>An employee on duty to towns other than company established stations shall\nbe given imprest to be accounted for.\u003C\u002Fp>\n\n\u003Cp>6.9.4 Own Arrangement (Local)\u003C\u002Fp>\n\n\u003Cp>This is whereby an employee prior to travelling shall state to management\nthat he will make own arrangements. However Management and the employee will\nhave to jointly agree on the kind of accommodation that the employee will\nobtain.\u003C\u002Fp>\n\n\u003Cp>(a) Ndola-US $105.00 per night\u003C\u002Fp>\n\n\u003Cp>(b) Lusaka-US $105.00 per night (c ) Dar Es Salaam-US $105.00 per night\u003C\u002Fp>\n\n\u003Cp>(d) Others-US $85.00 per night\u003C\u002Fp>\n\n\u003Cp>6.9.5 Inter State Travel Allowance\u003C\u002Fp>\n\n\u003Cp>Allowances for interstate travel shall be regulated by Management circulars\nfrom time to time in consultation with the Union, in United States Dollars\n(US$) per night which will be applicable in local currency.\u003C\u002Fp>\n\n\u003Cp>6.10.0 Shift Differential\u003C\u002Fp>\n\n\u003Cp>6.10.1 Employees engaged in night shift work occurring between \u002F 18:00 and\n06:00 hours the following day shall be entitled to shift Differential Payment\nof US $4.00 per hour.\u003C\u002Fp>\n\n\u003Cp>6.10. Single Point Mooring (SPM) Operations Allowance\u003C\u002Fp>\n\n\u003Cp>6.11.1 Any employee who is duly authorized to work at the Tanker offloading\nactivities shall be entitled to the payment of US $ 75.00 per day as SPM\nOperations Allowance.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>6.11. Education Allowance\u003C\u002Fp>\n\n\u003Cp>6.12.1 The Company shall give Education Allowance to employees in respect of\nUniversity, College and School going children\u002Flegally adopted children up to\nthe age of 23 years (uninterrupted education) as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Grade one to twelve: US $1020 per employee per annum. The allowance will\nbe divided and paid per term.\u003C\u002Fp>\n\n\u003Cp>(b) College and University: US $650.00 per term per child up to four (4)\nchildren.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7.0.0 ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cp>7.1. The Company shall pay a 13th Salary every December to all unionized\nemployees. The 13th Salary shall be equivalent to an employees' Monthly Basic\nSalary and shall be taxable in the hands of the employee.\u003C\u002Fp>\n\n\u003Cp>7.2. Annual Consultative Meeting\u003C\u002Fp>\n\n\u003Cp>7.2.1 There shall be an annual consultative meeting between Management and\nthe Two Unions to be held in Zambia every October.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8.0.0 HOUSE RENT\u003C\u002Fh3>\n\n\u003Cp>8.1. House Rent for institutional houses will be based on the attached\nAppendix D on Economical Rental Rates for Company Housed. Rentals will be\ndeducted even if one vacates the house. This is to encourage workers to stay at\nthe station.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9.0.0 HOUSING\u003C\u002Fh3>\n\n\u003Cp>9.1.0 The company shall provide unfurnished accommodation to an employee, on\navailability. In allocating the house, the company shall be guided by the\nfollowing factors.\u003C\u002Fp>\n\n\u003Cp>9.1.1 Status of employee.\u003C\u002Fp>\n\n\u003Cp>9.1.2 Seniority in the service of the company\u003C\u002Fp>\n\n\u003Cp>9.1.3 Marital Status.\u003C\u002Fp>\n\n\u003Cp>9.1.4 Recommendations by the Company's Housing Committee.\u003C\u002Fp>\n\n\u003Cp>9.1.5 An employee taking occupancy of an allocated house shall be made to\nsign an inventory form.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.0.0 HOUSE MAINTENANCE\u003C\u002Fh3>\n\n\u003Cp>10.1. The company undertakes to maintain all company houses occupied by its\nemployees in the stations. Where the company cannot carry out this requirement\nthen a contracting company shall be engaged.\u003C\u002Fp>\n\n\u003Cp>10.2. Where it is evident that such damages are as a result of negligence of\nany employee, costs of repairs shall be recovered from the employee's\nsalary.\u003C\u002Fp>\n\n\u003Cp>10.3. An employee wishing to make repairs on a company house shall inform\nManagement in writing before repairs are made. If so authorized, he shall be\nreimbursed the cost of such repairs.\u003C\u002Fp>\n\n\u003Cp>10.4. An employee occupying a company house shall sign a Lease Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11.0.0 HOUSING AND UTILITY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>11.1.The company shall pay 50% of basic salary as housing allowance to all\nemployees inclusive of utility bills.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12.0.0 HARDSHIP ALLOWANCE\u002FFACILITIES\u003C\u002Fh3>\n\n\u003Cp>12.1. Employees based at Kalonje and Elphons Pass shall be entitled to\nhardship allowance\u002Ffacilities as follows:\u003C\u002Fp>\n\n\u003Cp>12.2. Kalonje - US $75.00 per month.\u003C\u002Fp>\n\n\u003Cp>Elphons Pass - US $85.00 per month\u003C\u002Fp>\n\n\u003Cp>12.3. Two utility vehicles\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.0.0 SALARY INCREMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>13.1. Every year, Management and the two Unions shall meet to negotiate on\nthe Annual Salary Increment. The increment shall be effected on 1st April and\nshall be covered by a Memorandum of Understanding.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14.0.0 MERIT INCREMENTS\u003C\u002Fh3>\n\n\u003Cp>14.1.0. In order to encourage improved job performance and increase\nproductivity the company shall award merit increments to employees who, as\nassessed by management, perform exemplary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15.0.0 SOAP ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>15.1. All employees who are issued with uniforms as a condition of service,\nshall be entitled to US $15.00 per month as soap allowance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16.0.0 LOSS OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>16.1. Where circumstances are such that the employer may discontinue the\nservices of an employee on reasons that legally allow him to do so, the\nemployer may do so by way of: -\u003C\u002Fp>\n\n\u003Cp>(a) Dismissal\u003C\u002Fp>\n\n\u003Cp>This is a step taken against an employee where he is found guilty of an\noffence or he breaches a regulation or regulations governing his employment or\nis convicted and imprisoned under the provisions of the laws of either country.\nHere, the employee so a affected losses or forfeits any privileges or rewards\nby the employer in terms of terminal or end of service benefits, save for his\nowncontributions and accrued leave in respect of this.\u003C\u002Fp>\n\n\u003Cp>(a) Normal termination or discontinuation of Service\u003C\u002Fp>\n\n\u003Cp>Where in the opinion of Management (in consultation with the Union) an\nemployee's performance is proved unsuitable or below the required standard,\nhere, the employee shall qualify for payment of terminal benefits or end of\nservice reward by the employer (depending on the type of contract).\u003C\u002Fp>\n\n\u003Cp>(b) Termination or discontinuation of employment on medical grounds or other\nrelated reasons, provided always that the laws of either country's governing\ninstitution of such a step are adhered to, here terminal or end of service\nrewards are payable in full depending on the type of contract.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17.0.0 TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>17.1. Normal termination of service by either party shall mean\ndiscontinuation of service of an employee by either party, for any reasons\nother than spelt out under 19.0.0, 20.0.0, 22.0.0, and 23.0.0.\u003C\u002Fp>\n\n\u003Cp>17.2. Notice\u003C\u002Fp>\n\n\u003Cp>(a) During probationary period, either party shall give 24 hours notice\nand;\u003C\u002Fp>\n\n\u003Cp>(b) After confirmation, either party shall give 30 days notice or payment of\n1 month's basic salary in lieu of notice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18.0.0 BENEFITS ON TERMINATION OF EMPLOYMENT BY EITHER PARTY\u003C\u002Fh3>\n\n\u003Cp>18.1. Where the continuous service of employee is five years or more payment\nshall be:\u003C\u002Fp>\n\n\u003Cp>(a) An employee whose services are terminated by the company shall be paid\nten (10) months as Repatriation Allowance. An employee who resigns on his own\nwill not be repatriated.\u003C\u002Fp>\n\n\u003Cp>(b) Tax will be borne by employee.\u003C\u002Fp>\n\n\u003Cp>18.2. Where the service of an employee is less than 5 years of continuous\nservice, he shall be paid benefits according to the provisions of the law of\neither country. .\u003C\u002Fp>\n\n\u003Cp>This shall mean discontinuation of employee's services through reduction of\nthe company labour force after necessity to do so’ has been established and\nmutually agreed.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19.0.0 REDUNDANCY BENEFITS\u003C\u002Fh3>\n\n\u003Cp>19.1.0 Notice\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>19.1.1 The Company shall give 3 months notice to the Unions to allow\nconsultations and\u002For negotiations.\u003C\u002Fp>\n\n\u003Cp>19.1.2 Three months notice to the employee or payment in lieu thereof.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>19.1.3 Four (4) months basic salary for each year of service if the employee\nhas served a minimum of five years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tax to be borne by the company.\u003C\u002Fp>\n\n\u003Cp>19.1.4 Repatriation benefit of ten (10) months basic salary.\u003C\u002Fp>\n\n\u003Cp>19.1.5 Optional benefits of either 1 ox-drawn plough, 2 wheel barrows, 2\ngarden picks, 1 bicycle and two axes or building materials equivalent.\u003C\u002Fp>\n\n\u003Cp>19.1.6 Employee will be allowed to stay in the company house or be paid 4\nmonths housing allowance in lieu.\u003C\u002Fp>\n\n\u003Cp>19.1.7 (i) The retrenched employee who has served the company less than 5\nyears will be paid a lump sum of twelve (12) months basic salary as severance\npackage for unexpected loss of employment.\u003C\u002Fp>\n\n\u003Cp>(ii) The retrenched employee who have served the company for 5 years and\nabove will be paid eight (8) months basic salary as severance package for\nunexpected loss of employment in addition to his accrued benefits.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee served with retrenchment letter should also be provided\nwith benefits cheque in accordance with the law of either country.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20.0.0 NORMAL RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>20.1. This is when an employee discontinues his services upon attainment of\nretirement age of 55 years.\u003C\u002Fp>\n\n\u003Cp>20.2. Notice:\u003C\u002Fp>\n\n\u003Cp>The Company shall give 6 months notice or pay 6 months basic salary in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>20.3. Accrued Benefits\u003C\u002Fp>\n\n\u003Cp>The company shall pay:\u003C\u002Fp>\n\n\u003Cp>20.3.1 Repatriation benefits often (10) months basic salary.\u003C\u002Fp>\n\n\u003Cp>20.3.2 Optional benefits in form of (1) ox-drawn plough, two (2) wheel\nbarrows, two (2) garden picks, one (1) bicycle and two (2) axes or building\nmaterials equivalent to the cost of the above mentioned materials.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21.0.0 BURIAL ARRANGEMENTS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>21.1. For deceased employees, spouse and own or legally adopted\nchildren:-\u003C\u002Fp>\n\n\u003Cp>21.1.1 High standard coffin or money equivalent and in case of an\nemployee\u002Fspouse parlour services shall be provided.\u003C\u002Fp>\n\n\u003Cp>21.1.2 US $600.00 for food during the mourning period.\u003C\u002Fp>\n\n\u003Cp>21.1.3 Transport during the period of burial.\u003C\u002Fp>\n\n\u003Cp>21.1.4 Transport to the burial place of choice.\u003C\u002Fp>\n\n\u003Cp>21.2. Financial Assistance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>21.2.1 In the event of death of an employee's father and mother US$350.00\nand high cost standard coffin with transport which shall be limited to\nemployees operational base.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>21.2.2 Financial assistance of US $350.00 and the cost of high standard\ncoffin where death under 21.2.1 above occurs .- outside operational base.\u003C\u002Fp>\n\n\u003Cp>21.3. Death Benefits\u003C\u002Fp>\n\n\u003Cp>21.3.1 Where an employee has served for a minimum of five (5) years\ncontinuous service, the beneficiaries of the deceased employee shall be\nentitled to a lump sum equal to sixty (60) months basic salary with tax if any,\nborne by the company. This benefit shall be paid by the Insurance company\nthrough the employer.\u003C\u002Fp>\n\n\u003Cp>Where an employee has served below five (5) years, the Death Benefits shall\nbe four (4) months basic salary for each year served with tax if any, borne by\nthe company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>21.3.2 Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>Ten (10) months basic salary as repatriation for the family. Tax to be borne\nby the company.\u003C\u002Fp>\n\n\u003Cp>21.3.3 Family to be allowed to stay in employee's house for four (4)\nmonths.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22.0.0 MEDICAL DISCHARGE\u002FTERMINATION OF SERVICE ON MEDICAL GROUNDS\u003C\u002Fh3>\n\n\u003Cp>22.1. This is discontinuation of service as a result of ill-health, physical\nor mental incapacitation as approved by a recognized Medical Board\u002FGovernment\nrecognized Hospital.\u003C\u002Fp>\n\n\u003Cp>22.2. Notice\u003C\u002Fp>\n\n\u003Cp>Either party shall give 3 months notice or basic salary in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>22.3. Accrued Benefits\u003C\u002Fp>\n\n\u003Cp>22.3.1 Repatriation benefits of ten (10) months basic salary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23.0.0 EARLY\u002FVOLUNTARY RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>23.1. Provided an employee has served the company for 20 years or is 45\nyears of age, he will be entitled to apply for voluntary retirement,, \u003C\u002Fp>\n\n\u003Cp>23.2. Notice\u003C\u002Fp>\n\n\u003Cp>The Company shall give 3 months notice or pay 3 months basic salary in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>23.3. Accrued Benefits\u003C\u002Fp>\n\n\u003Cp>The company shall pay:\u003C\u002Fp>\n\n\u003Cp>23.3.1 Repatriation benefits often (10) months basic salary.\u003C\u002Fp>\n\n\u003Cp>23.3.2 Optional benefits of either one (1) ox-drawn plough, two (2) wheel\nbarrows, two (2) garden picks, one (1) bicycle and two (2) axes or building\nmaterials equivalent to the cost of the above mentioned materials.\u003C\u002Fp>\n\n\u003Cp>23.3.3 The employer shall endeavor to pay the retiring employee his terminal\nbenefits on his last working day in accordance with the dictates of the law of\neither country.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24.0.0 LEAVE ENTITLEMENTS\u003C\u002Fh3>\n\n\u003Cp>24.1. Leave Accrual\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>24.1.1 All employees shall be entitled to 3 leave days per month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>24.1.2 Leave days shall not accumulate beyond 108 days unless with the\napproval of the employer.\u003C\u002Fp>\n\n\u003Cp>24.1.3 Any employee who proceeds on leave if he so wishes shall be paid his\nsalary in advance.\u003C\u002Fp>\n\n\u003Cp>24.1.4 Any employee whose services are terminated shall be entitled to\nannual leave at the rate applicable in his grade and shall receive pay in lieu\nof such leave.\u003C\u002Fp>\n\n\u003Cp>24.1.5 If an employee wishes to go on leave before qualifying for it, then\nsuch leave if granted shall be unpaid.\u003C\u002Fp>\n\n\u003Cp>24.2. Leave Commutation\u003C\u002Fp>\n\n\u003Cp>24.2.1 An employee who proceeds on, leave for not less than 14 working days\nshall be allowed to commute for cash the balance of leave days.\u003C\u002Fp>\n\n\u003Cp>24.2.2 Any other requests for leave commutation shall be at the discretion\nof management.\u003C\u002Fp>\n\n\u003Cp>24.2.3 Commutation payment shall be paid in advance.\u003C\u002Fp>\n\n\u003Cp>24.3. Leave Travel\u003C\u002Fp>\n\n\u003Cp>24.3.1 The company shall bear second class rail\u002Fship and bus costs to and\nfrom place of holiday for an employee who proceeds on annual leave every year.\nThis includes husband\u002Fwife, own or legally adopted (6) children.\u003C\u002Fp>\n\n\u003Cp>24.4. Special Leave\u003C\u002Fp>\n\n\u003Cp>24.4.1 The company shall grant special leave of absence upon application by\nan employee for any emergency and the same days taken shall be recovered.\u003C\u002Fp>\n\n\u003Cp>24.5. Leave Allowance\u003C\u002Fp>\n\n\u003Cp>24.5.1 An employee proceeding on annual leave shall be entitled to leave\nallowance of US $10.00 per day for all days taken. Minimum qualifying annual\nleave shall be 14 days.\u003C\u002Fp>\n\n\u003Cp>24.6. Study Leave\u003C\u002Fp>\n\n\u003Cp>24.6.1 Where an employee wishes to proceed for further training and provided\nthat training is approved by the company, leave shall be considered for the\nduration of the study period.\u003C\u002Fp>\n\n\u003Cp>24.6.2 In the event of an employee participating in an examination approved\nby the company, he shall be granted 10 working days leave to enable him prepare\nv~ and write the examinations.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>24.7. Child Care Leave\u003C\u002Fp>\n\n\u003Cp>24.7.1 An employee shall be allowed special leave if he obtains prior\npermission (except emergencies):\u003C\u002Fp>\n\n\u003Cp>(a) Taking a child to Hospital.\u003C\u002Fp>\n\n\u003Cp>(b) Attending under five clinic.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>24.8. Maternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>24.8.1 Female employees who have completed at least 12 months of continuous\nservice shall be entitled to 90 calendar days leave with full pay once in every\ntwo years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>24.8.2 In case of illness which arises out of pregnancy and results in a\nfemale employee being temporarily incapable of performing her duties,-such an\nemployee shall be entitled to sick leave in accordance with the provisions of\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>24.9. Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>In the event of death of wife, husband, father, mother, sister, brother,\nchildren and parents in law employees shall be entitled to 10 working days\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>24.10. Sick Leave\u003C\u002Fp>\n\n\u003Cp>24.10.1 An employee who according to judgment of a Doctor\u002FPhysician or\nrecognized Medical Institution is unable to perform duties will be treated as\nfollows:\u003C\u002Fp>\n\n\u003Cp>24.10.2 During probation period a maximum of 26 working days shall be\ngranted if the employee has completed the first month of continuous service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>24.10.3 For permanent employees, a maximum of 6 months pay shall apply and\nthereafter another maximum of 10 months at half pay shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>24.10.4 Sick leave shall be computed separately for each year and shall not\nbe cumulative.\u003C\u002Fp>\n\n\u003Cp>24.10.5 When an employee exhausts the sick leave, his services may be\nterminated on medical grounds.\u003C\u002Fp>\n\n\u003Cp>24.10.6 Not withstanding the above mentioned (24.9.1 - 24.9.5) in respect of\nclause 24.9.0 above frequent absences of short durations may result in\ndisciplinary measures as consequences after thorough investigations by the\nManagement and medical authorities.\u003C\u002Fp>\n\n\u003Cp>24.11. Mother's Day\u003C\u002Fp>\n\n\u003Cp>Female employees will be allowed a mothers' day once a month without prior\npermission.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25.0.0 ADJUSTMENTS DUE TO ECONOMIC FLUCTUATIONS.\u003C\u002Fh3>\n\n\u003Cp>25.1. Annual Review\u003C\u002Fp>\n\n\u003Cp>25.1.1 Depending on the economic situation prevailing at that time,\nManagement and the Union shall meet at least once in a year to review or make\nnecessary adjustments to salaries.\u003C\u002Fp>\n\n\u003Cp>25.2. Fluctuation of Local Currencies against the Dollar\u003C\u002Fp>\n\n\u003Cp>25.2.1 Every 1st April salaries shall be adjusted upwards in line with the\nruling Central Bank Buying rate in either Country.\u003C\u002Fp>\n\n\u003Cp>Where the decline of the official currencies against the dollar reaches 20%\nor more the salaries shall be automatically adjusted.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26.0.0 COMMUNICATION TO EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>26.1. Where the employer requires to serve any written notice upon an\nemployee relating to his terms and conditions of service, such notice shall be\ndirected to the employee's last known address of abode or posted upon any\nnotice board permanently kept by the employer for the purpose of communicating\ninformation to employees\u003C\u002Fp>\n\n\u003Cp>26.2. Management shall under take to inform all employees of any policy\nchanges affecting them as communicated to them by relevant authorities.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27.0.0 MEDICAL REGULATIONS, EXAMINATIONS AND TREATMENTS\u003C\u002Fh3>\n\n\u003Cp>27.1. Employees in hazardous work places, i.e. operations, kitchens,\npipeline and those who are directly involved in dealing with crude oil and its\ncomponents shall undergo routine medical examinations once a year.\u003C\u002Fp>\n\n\u003Cp>27.2. Employees in non hazardous occupations shall undergo routine medical\nexaminations once every two years.\u003C\u002Fp>\n\n\u003Cp>27.3. Medical Services\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>27.3.1 The company shall provide medical facilities at fee paying wards\nand\u002For clinics to all employees, their spouses and own\u002Flegally adopted children\nup to a maximum of six children.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>27.3.2 No refunds arising from outside the approved institution will be\nauthorized with the exception of referral cases or Doctors' prescription from\nthe above respective institution, serve for verifiable emergencies.\u003C\u002Fp>\n\n\u003Cp>27.4. HIV\u002FAIDS Policy\u003C\u002Fp>\n\n\u003Cp>This shall be administered as per company HIV\u002FAIDS Policy.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28.0.0 ACCIDENTS, COMPENSATION AND DEATH BENEFITS\u003C\u002Fh3>\n\n\u003Cp>28.1. Coverage and Policy\u003C\u002Fp>\n\n\u003Cp>28.1.1 Group Personal Accident\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-disabilitypay\">\u003Cp>(a) All accidents encountered by employees at any time shall be reported\nimmediately, provided that those occurring at work places shall be reported\nfirst to the\u003C\u002Fp>\n\n\u003Cp>employer and those occurring at different places be reported to the police\nor other authorities nearby.\u003C\u002Fp>\n\n\u003Cp>(b) There shall be Group Personal Accident Policy with a 24-hour coverage on\npersonal accidents, the compensation of which is dependent on disability\ncaused.\u003C\u002Fp>\n\n\u003Cp>Payment will be made as per rules of the Scheme. The rules shall be made\navailable to all employees. Tazama Pension Scheme shall be an optional scheme\nto employees and not compulsory.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29.0.0 LOANS (TYPES, ELIGIBILITY, REPAYMENT AND INTERESTS)\u003C\u002Fh3>\n\n\u003Cp>29.1.0 All loans to employees shall be funded by the company and eligibility\nshall be restricted to permanent workers, provided that the total of all loan\nrepayment does not exceed 50% of basic monthly salary in which case an employee\nmay be considered for more than one loan.\u003C\u002Fp>\n\n\u003Cp>29.2.0 Basis of Entitlement\u003C\u002Fp>\n\n\u003Cp>29.2.1 25% of basic salary multiplied by maximum repayment period.\u003C\u002Fp>\n\n\u003Cp>29.2.2 Full purchase price or 90% of the basic annual salary, whichever is\nhigher.\u003C\u002Fp>\n\n\u003Cp>29.3.0 Interest Rates\u003C\u002Fp>\n\n\u003Cp>Interest rates on all loans shall be 10% per annum on reducing balance.\u003C\u002Fp>\n\n\u003Cp>29.4.0 Repayment Periods\u003C\u002Fp>\n\n\u003Cp>29.4.1 Loan repayment periods shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Motor Vehicle\u002FMotor Cycle120 months\u003C\u002Fp>\n\n\u003Cp>(b) Fridge- 60 months\u003C\u002Fp>\n\n\u003Cp>(c) Study- 24 months\u003C\u002Fp>\n\n\u003Cp>(d) Bicycle36 months\u003C\u002Fp>\n\n\u003Cp>(e) Welfare24 months\u003C\u002Fp>\n\n\u003Cp>(f) Furniture60 months\u003C\u002Fp>\n\n\u003Cp>29.5.0 Study Loan\u003C\u002Fp>\n\n\u003Cp>An employee wishing to study privately for a course approved by the company\nmay apply for a study loan, which if granted shall be turned into a grant on\nsuccessful completion of the course, with a condition to recover the same where\nthe employee does not pass the examination.\u003C\u002Fp>\n\n\u003Cp>29.6.0 Mortgage\u003C\u002Fp>\n\n\u003Cp>29.6.1 The company shall give mortgage guarantee to a employee who wishes to\nacquire mortgage from any recognized financial institution.\u003C\u002Fp>\n\n\u003Cp>29.7.0 Housing Loan\u003C\u002Fp>\n\n\u003Cp>29.7.1 The company shall undertake to give housing loans to deserving\nemployees in accordance with existing conditions.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30.0.0 PROTECTIVE CLOTHING \u002F UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>30.1. Management shall provide suitable or appropriate protective clothing\nto deserving employees effective 1st October of each year.\u003C\u002Fp>\n\n\u003Cp>30.2. Sweaters shall be issued to employees at Iringa, Mbeya, Elphons Pass,\nKalonje and pipeline personnel once every year.\u003C\u002Fp>\n\n\u003Cp>30.3. All articles shall be used exclusively during working hours. Where\nitems are lost or damaged through the fault of an employee, the employee shall\npay as per assessed value.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31.0.0 MARRIAGES AND BIRTHS\u003C\u002Fh3>\n\n\u003Cp>31.1. Marriages and births should be notified to Management at once for the\npurpose of records and adjustments of privileges and entitlements to\nemployees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32.0.0 LONG SERVICE AWARD\u003C\u002Fh3>\n\n\u003Cp>32.1. The company shall give long service awards to deserving employees on\ncompletion of continuous service of 10 years, 15 years, 20 years, 25 years, 30\nyears, and 35 years respectively.\u003C\u002Fp>\n\n\u003Cp>32.2. The Management and the Unions shall meet to determine what shall be\ngiven to deserving employees.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>33.0.0 CERTIFICATE OF SERVICE AND RECORD REQUIRED\u003C\u002Fh3>\n\n\u003Cp>33.1. On termination of service, an employee shall be issued with a\ncertificate of service with the following information stated:\u003C\u002Fp>\n\n\u003Cp>33.1.1 Name of Employer\u003C\u002Fp>\n\n\u003Cp>33.1.2 Name of employee.\u003C\u002Fp>\n\n\u003Cp>33.1.3 Nature of duty.\u003C\u002Fp>\n\n\u003Cp>33.1.4 Dates of Engagement and Termination.\u003C\u002Fp>\n\n\u003Cp>33.1.5 Employers Account Number with the NAPSA\u002FNSSF through which statutory\ncontributions have been or shall be remitted in respect of the employee.\u003C\u002Fp>\n\n\u003Cp>33.1.6 A statement showing the amount of statutory contributions and\nsupplementary ones paid by the employer to the Fund during the period of\nservice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>34.0.0 DISPUTE SETTLEMENT\u003C\u002Fh3>\n\n\u003Cp>34.1. Where either party to this agreement is not in agreement with an\naction by the other on matters of concern to Industrial Relation in the\ncompany, or where either party feels that the other is acting contrary to\nprovisions of this agreement, the party so dissatisfied shall seek the\nassistance of the Labour Laws of either country.\u003C\u002Fp>\n\n\u003Cp>34.2. However, before a party takes the action discussed under the preceding\nparagraph, it shall give notice to the other of the intention to do so. This\nnotice shall not be less than 21 days and shall give a brief explanation on the\ngrounds of discontent.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>35.0.0 EFFECTIVE DATE, DURATION, AMENDMENT AND PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>35.1. This Agreement comes into force from 1st April 2013 and shall run for\ntwo years up to 31st March 2015.\u003C\u002Fp>\n\n\u003Cp>35.2. Any Clause and or provision within this Agreement may be amended or\nmodified on a request by either party, provided always that the party so\nseeking amendment shall give written notice of not less than three months to\nthe other of the intention to do so and that such amendment shall be mutually\ndiscussed and agreed.\u003C\u002Fp>\n\n\u003Cp>35.3. Notwithstanding paragraph 35.1.0 this Agreement shall stand effective\nuntil replaced by another.\u003C\u002Fp>\n\n\u003Cp>35.4. In order to avoid what has been mentioned in 35.3.0 above the two\nparties undertake to effect negotiations on a new Agreement, 3 months before\nthe expiry of the other.\u003C\u002Fp>\n\n\u003Cp>This AGREEMENT shall be valid from 1st April 2013 to 31st March 2015. In\nwitness the Parties hereunder set their hands in Dar-es-salaam on 29th January\n2013 in the presence of subscribing witnesses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF TAZAMA PIPELINES LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>M. S. KIKULA: DIRECTOR OF OPERATIONS & ENGINEERING\u003C\u002Fp>\n\n\u003Cp>A.C. MANDEVA (MRS): FINANCIAL CONTROLLER\u003C\u002Fp>\n\n\u003Cp>A. S. MJENGWA (MRS) : DIRECTOR ADMINIStRATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSES:\u003C\u002Fp>\n\n\u003Cp>A.SAUNYAMA: REGIONAL MANAGER (T)\u003C\u002Fp>\n\n\u003Cp>D.THAWETHE:SS REGIONAL MANAGER (Z)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE NATIONAL UNION OF TRANSPORT AND ALLIED WORKERS\n(NUTAW) OF ZAMBIA.\u003C\u002Fp>\n\n\u003Cp>P MWANZA : PRESIDENT - NUTAW\u003C\u002Fp>\n\n\u003Cp>T. MWANZA: NUTAW BRANCH CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSES\u003C\u002Fp>\n\n\u003Cp>C. KAYUMBA: NUTAW BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>M. MUTANDA: NUTAW BRANCH TREASURER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE COMMUNICATION AND TRANSPORT WORKERS' UNION OF\n(COTWU) TANZANIA\u003C\u002Fp>\n\n\u003Cp>B.R. SEMVUA: - DEPUTY GEJNERAL SECRETARY - COTWU (T)\u003C\u002Fp>\n\n\u003Cp>M. MAPONDELA: COTWU (T) BRANCH CHAIRMAN - DAR ES SALAAM\u003C\u002Fp>\n\n\u003Cp>A. MASHELI: BRANCH CHAIRMAN - ELPHONS PASS\u003C\u002Fp>\n\n\u003Cp>M. MCHOME: BRANCH CHAIRMAN - IRINGA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSES\u003C\u002Fp>\n\n\u003Cp>L. MWAKITOSI: COTWU (T) BRANCH SECRETARY-DAR ES SALAAM\u003C\u002Fp>\n\n\u003Cp>E.LUBINZA: COTWU (T) BRANCH CHAIRMAN - MBEYA\u003C\u002Fp>\n\n\u003Cp>L. MTU ICOTWU (T) BRANCH SECRETARY - MOROGORO\u003C\u002Fp>\n\n\u003Cp>TAZAMA PIPELINES LIMITED\u003C\u002Fp>\n\n\u003Cp>UNIONISED EMPLOYEES \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cp>GRADING AND SALARY STRUCTURE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:32.9pt\">\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:63.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:32.9pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:4.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">GRADE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"436\" valign=\"top\" style=\"width:326.65pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:32.9pt\">\u003Cp class=\"MsoNormal\" style=\"line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">POSITION\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:1.3in;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:32.9pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:3.0pt;text-align:center;   line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">SALARY\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-top:3.0pt;text-align:center;   line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">(US$)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.25pt\">\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:63.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:17.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TGI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"436\" valign=\"top\" style=\"width:326.65pt;border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:72.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Messenger\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Workman\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Watchman\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Security\n        Guard\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:1.3in;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.25pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">360\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.5pt\">\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:63.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:17.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"436\" valign=\"top\" style=\"width:326.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Craftsman Trade Test\n        3\u002FTest 8 & 9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Tractor\n        Driver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Guest House\n        Cook\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Trade Test 3\u002F(which\n        ever field)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:1.3in;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">410\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:115.7pt\">\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:63.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:115.7pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:17.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"436\" valign=\"top\" style=\"width:326.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:115.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Radio\n        Operator\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Receptionist\u002FTelephonist\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Instruments Trade\n        Test\u002FTrade Test 7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Electrician Trade Test\n        2\u002FTrade Test 7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Pipeline Trade Test\n        2\u002FTrade Test 7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Driver with Class D\n        Driving Licence\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Trade Test Grade\n        2\u002FTrade Test 7 (which ever field)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:1.3in;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:115.7pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">460\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:160.1pt\">\n      \u003Ctd width=\"84\" valign=\"top\" style=\"width:63.1pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:160.1pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:17.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"436\" valign=\"top\" style=\"width:326.65pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:160.1pt\">\u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior Radio\n        Operator\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Driver with PSV\n        Driving Licence\u002FClass C Driving Licence\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Typist\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Pre-School Teacher\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Purchasing\n        Clerk\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Grader\u002FBulldozer\u002FExcavator\n        Operator\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:13.7pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Plant Operator\n        \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:13.7pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Trade Test 1\u002FTrade\n        Test 6 & 5 (which ever field)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-align:justify;line-height:11.5pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Security\n        Supervisor\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:1.3in;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:160.1pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">510\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:231.1pt\">\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:231.1pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:19.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:231.1pt\">\u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:231.1pt\">\n      \u003C\u002Ftd>\n      \u003Ctd width=\"435\" valign=\"top\" style=\"width:326.15pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:231.1pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Audit\n        Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Auto Electrician -\n        Crafts Certificate\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Junior Accounts\n        Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Fitter &\n        Tuner\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Plumber\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Stores\n        Clerk\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Cashier\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Head\n        Driver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Carpenter\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Instruments\n        Artisan\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Pipeline\n        Welder\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Junior Stores\n        Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Machinist\u002FFitter\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior Plant\n        Operator\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Executive\n        Driver\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:94.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:231.1pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">560\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.5pt\">\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:19.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"435\" valign=\"top\" style=\"width:326.15pt;border:none;border-left:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Shift\n        Leader\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Mechanic\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior Telecoms\n        Artisan\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.15pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior\n        Artisan\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:94.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">610\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:29.05pt\">\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:29.05pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:19.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG7\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"435\" valign=\"top\" style=\"width:326.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:29.05pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:11.5pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior Stores\n        Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:94.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:29.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">660\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.5pt\">\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:19.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"435\" valign=\"top\" style=\"width:326.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior Purchasing\n        Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior Accounts\n        Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Senior Audit\n        Assistant\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:14.4pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Technical Assistant\n        III\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:94.1pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">710\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.7pt\">\n      \u003Ctd width=\"87\" valign=\"top\" style=\"width:65.05pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:19.0pt;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">TG9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"435\" valign=\"top\" style=\"width:326.15pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" style=\"margin-left:10.0pt;line-height:11.5pt\">\u003Cspan class=\"Bodytext0\">\u003Cspan style=\"font-size:11.5pt\">Assistant Foreman\n        (Technical Assistant II)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" valign=\"top\" style=\"width:94.1pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:18.7pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center;line-height:14.0pt\">\u003Cspan class=\"Bodytext14pt\">\u003Cspan style=\"font-size:14.0pt\">760\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\u003C\u002Fdiv>\n\n\n\n            ",{"disabilitypay":44,"PAYSCALES_trigger":48,"contracttrialperiod":52,"overtimeallowanceperc1_general":56,"deathrelativesleave":60,"dayspweek":64,"hourspweek_select":68,"childcare":70,"STRUCINCR_trigger":74,"funeralpay":78,"paidmaternityleaveduration":82,"maxsicknesspayperc":86,"OVERTIME_trigger":90,"holidaysdays":94,"healthcareaccess":98,"jobwagegroups":102,"SUNDAY_trigger":105,"funeralpaytype":109,"hourspweek":113,"contracttrial":115,"sicknesspay":117,"dayspweek_select":119,"SCHEDULE_trigger":121,"educationtuition":123,"schedulesrestpw":127,"sicknessmaxdaysnr":129,"sundayallowanceperc1":131,"funeralpayamount":133,"healthcareaccessrelatives":135,"contractseverancepay1":137,"paidmaternityleavepay":141,"sicknessmaxdays":143,"paidmaternityleave":145,"contractseverancepay":147,"PAIDLEAV_trigger":151,"deathrelatives":153},{"bindId":45,"name":46,"text":47},"disabilitypay","(a) All accidents encountered by employe","(a) All accidents encountered by employees at any time shall be reported\nimmediately, provided that those occurring at work places shall be reported\nfirst to the\n\nemployer and those occurring at different places be reported to the police\nor other authorities nearby.\n\n(b) There shall be Group Personal Accident Policy with a 24-hour coverage on\npersonal accidents, the compensation of which is dependent on disability\ncaused.\n\nPayment will be made as per rules of the Scheme. The rules shall be made\navailable to all employees. Tazama Pension Scheme shall be an optional scheme\nto employees and not compulsory.",{"bindId":49,"name":50,"text":51},"PAYSCALES_trigger","GRADING AND SALARY STRUCTURE GRADE POSIT","GRADING AND SALARY STRUCTURE\n\n\n\n\n\n\n  \n    \n      GRADE\n      \n      POSITION\n      \n      SALARY\n\n        (US$)\n      \n    \n    \n      TGI\n      \n      Messenger\n\n        Workman\n\n        Watchman\n\n        Security\n        Guard\n      \n      360\n      \n    \n    \n      TG2\n      \n      Craftsman Trade Test\n        3\u002FTest 8 & 9\n\n        Tractor\n        Driver\n\n        Guest House\n        Cook\n\n        Trade Test 3\u002F(which\n        ever field)\n      \n      410\n      \n    \n    \n      TG3\n      \n      Radio\n        Operator\n\n        Receptionist\u002FTelephonist\n\n        Instruments Trade\n        Test\u002FTrade Test 7\n\n        Electrician Trade Test\n        2\u002FTrade Test 7\n\n        Pipeline Trade Test\n        2\u002FTrade Test 7\n\n        Driver with Class D\n        Driving Licence\n\n        Trade Test Grade\n        2\u002FTrade Test 7 (which ever field)\n      \n      460\n      \n    \n    \n      TG4\n      \n      Senior Radio\n        Operator\n\n        Driver with PSV\n        Driving Licence\u002FClass C Driving Licence\n\n        Typist\n        \n\n        Pre-School Teacher\n        \n\n        Purchasing\n        Clerk\n\n        Grader\u002FBulldozer\u002FExcavator\n        Operator\n\n        Plant Operator\n        \n\n        Trade Test 1\u002FTrade\n        Test 6 & 5 (which ever field)\n\n        Security\n        Supervisor\n      \n      510\n      \n    \n  \n\n\n \n\n \n\n\n  \n    \n      TG5\n      \n      Audit\n        Assistant\n\n        Auto Electrician -\n        Crafts Certificate\n\n        Junior Accounts\n        Assistant\n\n        Fitter &\n        Tuner\n\n        Plumber\n\n        Stores\n        Clerk\n\n        Cashier\n\n        Head\n        Driver\n\n        Carpenter\n\n        Instruments\n        Artisan\n\n        Pipeline\n        Welder\n\n        Junior Stores\n        Assistant\n\n        Machinist\u002FFitter\n\n        Senior Plant\n        Operator\n\n        Executive\n        Driver\n      \n      560\n      \n    \n    \n      TG6\n      \n      Shift\n        Leader\n\n        Mechanic\n\n        Senior Telecoms\n        Artisan\n\n        Senior\n        Artisan\n      \n      610\n      \n    \n    \n      TG7\n      \n      Senior Stores\n        Assistant\n      \n      660\n      \n    \n    \n      TG8\n      \n      Senior Purchasing\n        Assistant\n\n        Senior Accounts\n        Assistant\n\n        Senior Audit\n        Assistant\n\n        Technical Assistant\n        III\n      \n      710\n      \n    \n    \n      TG9\n      \n      Assistant Foreman\n        (Technical Assistant II)\n      \n      760\n      \n    \n  \n",{"bindId":53,"name":54,"text":55},"contracttrialperiod","Save where the contract of service is sp","Save where the contract of service is special, an employee taking up\nemployment for the first time shall undergo a three-month probationary\n\nperiod from the first day of his employment before he is confirmed.",{"bindId":57,"name":58,"text":59},"overtimeallowanceperc1_general","All extra hours worked during normal day","All extra hours worked during normal days shall be paid at time andhalf,\ni.e. normal rate plus 50%.",{"bindId":61,"name":62,"text":63},"deathrelativesleave","In the event of death of wife, husband, ","In the event of death of wife, husband, father, mother, sister, brother,\nchildren and parents in law employees shall be entitled to 10 working days\nleave.",{"bindId":65,"name":66,"text":67},"dayspweek","5.2.1 The normal working hours shall con","5.2.1 The normal working hours shall consist of 40 hours per week for\nnon-shift workers and 48 hours for shift workers, spread over a period of 5 to\n6 days respectively.",{"bindId":69,"name":66,"text":67},"hourspweek_select",{"bindId":71,"name":72,"text":73},"childcare","24.7. Child Care Leave 24.7.1 An employe","24.7. Child Care Leave\n\n24.7.1 An employee shall be allowed special leave if he obtains prior\npermission (except emergencies):\n\n(a) Taking a child to Hospital.\n\n(b) Attending under five clinic.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","13.1. Every year, Management and the two","13.1. Every year, Management and the two Unions shall meet to negotiate on\nthe Annual Salary Increment. The increment shall be effected on 1st April and\nshall be covered by a Memorandum of Understanding.",{"bindId":79,"name":80,"text":81},"funeralpay","21.1. For deceased employees, spouse and","21.1. For deceased employees, spouse and own or legally adopted\nchildren:-\n\n21.1.1 High standard coffin or money equivalent and in case of an\nemployee\u002Fspouse parlour services shall be provided.\n\n21.1.2 US $600.00 for food during the mourning period.\n\n21.1.3 Transport during the period of burial.\n\n21.1.4 Transport to the burial place of choice.\n\n21.2. Financial Assistance\n\n21.2.1 In the event of death of an employee's father and mother US$350.00\nand high cost standard coffin with transport which shall be limited to\nemployees operational base.\n\n21.2.2 Financial assistance of US $350.00 and the cost of high standard\ncoffin where death under 21.2.1 above occurs .- outside operational base.\n\n21.3. Death Benefits\n\n21.3.1 Where an employee has served for a minimum of five (5) years\ncontinuous service, the beneficiaries of the deceased employee shall be\nentitled to a lump sum equal to sixty (60) months basic salary with tax if any,\nborne by the company. This benefit shall be paid by the Insurance company\nthrough the employer.\n\nWhere an employee has served below five (5) years, the Death Benefits shall\nbe four (4) months basic salary for each year served with tax if any, borne by\nthe company.",{"bindId":83,"name":84,"text":85},"paidmaternityleaveduration","24.8.1 Female employees who have complet","24.8.1 Female employees who have completed at least 12 months of continuous\nservice shall be entitled to 90 calendar days leave with full pay once in every\ntwo years.",{"bindId":87,"name":88,"text":89},"maxsicknesspayperc","24.10.3 For permanent employees, a maxim","24.10.3 For permanent employees, a maximum of 6 months pay shall apply and\nthereafter another maximum of 10 months at half pay shall apply.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","6.4. Overtime Payment This is compensati","6.4. Overtime Payment\n\nThis is compensation to workers for work done beyond normal working hours\nand is computed as follows: -\n\n6.4.1 Normal Overtime\n\nAll extra hours worked during normal days shall be paid at time andhalf,\ni.e. normal rate plus 50%.\n\n6.4.2 Double Overtime\n\nAll hours worked on a Public Holiday, Saturday, Sunday (for non¬shift\nworkers) or employee's normal day of rest shall be paid at double the normal\nrate, i.e. normal rate plus 100%.",{"bindId":95,"name":96,"text":97},"holidaysdays","24.1.1 All employees shall be entitled t","24.1.1 All employees shall be entitled to 3 leave days per month.",{"bindId":99,"name":100,"text":101},"healthcareaccess","27.3.1 The company shall provide medical","27.3.1 The company shall provide medical facilities at fee paying wards\nand\u002For clinics to all employees, their spouses and own\u002Flegally adopted children\nup to a maximum of six children.",{"bindId":103,"name":50,"text":104},"jobwagegroups","GRADING AND SALARY STRUCTURE\n\n\n\n\n\n\n  \n    \n      GRADE\n      \n      POSITION\n      \n      SALARY\n\n        (US$)\n      \n    \n    \n      TGI\n      \n      Messenger\n\n        Workman\n\n        Watchman\n\n        Security\n        Guard\n      \n      360\n      \n    \n    \n      TG2\n      \n      Craftsman Trade Test\n        3\u002FTest 8 & 9\n\n        Tractor\n        Driver\n\n        Guest House\n        Cook\n\n        Trade Test 3\u002F(which\n        ever field)\n      \n      410\n      \n    \n    \n      TG3\n      \n      Radio\n        Operator\n\n        Receptionist\u002FTelephonist\n\n        Instruments Trade\n        Test\u002FTrade Test 7\n\n        Electrician Trade Test\n        2\u002FTrade Test 7\n\n        Pipeline Trade Test\n        2\u002FTrade Test 7\n\n        Driver with Class D\n        Driving Licence\n\n        Trade Test Grade\n        2\u002FTrade Test 7 (which ever field)\n      \n      460\n      \n    \n    \n      TG4\n      \n      Senior Radio\n        Operator\n\n        Driver with PSV\n        Driving Licence\u002FClass C Driving Licence\n\n        Typist\n        \n\n        Pre-School Teacher\n        \n\n        Purchasing\n        Clerk\n\n        Grader\u002FBulldozer\u002FExcavator\n        Operator\n\n        Plant Operator\n        \n\n        Trade Test 1\u002FTrade\n        Test 6 & 5 (which ever field)\n\n        Security\n        Supervisor\n      \n      510\n      \n    \n  \n\n\n \n\n \n\n\n  \n    \n      TG5",{"bindId":106,"name":107,"text":108},"SUNDAY_trigger","All hours worked on a Public Holiday, Sa","All hours worked on a Public Holiday, Saturday, Sunday (for non¬shift\nworkers) or employee's normal day of rest shall be paid at double the normal\nrate, i.e. normal rate plus 100%.",{"bindId":110,"name":111,"text":112},"funeralpaytype","21.2.1 In the event of death of an emplo","21.2.1 In the event of death of an employee's father and mother US$350.00\nand high cost standard coffin with transport which shall be limited to\nemployees operational base.",{"bindId":114,"name":66,"text":67},"hourspweek",{"bindId":116,"name":54,"text":55},"contracttrial",{"bindId":118,"name":88,"text":89},"sicknesspay",{"bindId":120,"name":66,"text":67},"dayspweek_select",{"bindId":122,"name":107,"text":108},"SCHEDULE_trigger",{"bindId":124,"name":125,"text":126},"educationtuition","6.11. Education Allowance 6.12.1 The Com","6.11. Education Allowance\n\n6.12.1 The Company shall give Education Allowance to employees in respect of\nUniversity, College and School going children\u002Flegally adopted children up to\nthe age of 23 years (uninterrupted education) as follows:\n\n(a) Grade one to twelve: US $1020 per employee per annum. The allowance will\nbe divided and paid per term.\n\n(b) College and University: US $650.00 per term per child up to four (4)\nchildren.",{"bindId":128,"name":107,"text":108},"schedulesrestpw",{"bindId":130,"name":88,"text":89},"sicknessmaxdaysnr",{"bindId":132,"name":107,"text":108},"sundayallowanceperc1",{"bindId":134,"name":111,"text":112},"funeralpayamount",{"bindId":136,"name":100,"text":101},"healthcareaccessrelatives",{"bindId":138,"name":139,"text":140},"contractseverancepay1","19.1.3 Four (4) months basic salary for ","19.1.3 Four (4) months basic salary for each year of service if the employee\nhas served a minimum of five years.",{"bindId":142,"name":84,"text":85},"paidmaternityleavepay",{"bindId":144,"name":88,"text":89},"sicknessmaxdays",{"bindId":146,"name":84,"text":85},"paidmaternityleave",{"bindId":148,"name":149,"text":150},"contractseverancepay","19.1.1 The Company shall give 3 months n","19.1.1 The Company shall give 3 months notice to the Unions to allow\nconsultations and\u002For negotiations.\n\n19.1.2 Three months notice to the employee or payment in lieu thereof.\n\n19.1.3 Four (4) months basic salary for each year of service if the employee\nhas served a minimum of five years.\n\nTax to be borne by the company.\n\n19.1.4 Repatriation benefit of ten (10) months basic salary.\n\n19.1.5 Optional benefits of either 1 ox-drawn plough, 2 wheel barrows, 2\ngarden picks, 1 bicycle and two axes or building materials equivalent.\n\n19.1.6 Employee will be allowed to stay in the company house or be paid 4\nmonths housing allowance in lieu.\n\n19.1.7 (i) The retrenched employee who has served the company less than 5\nyears will be paid a lump sum of twelve (12) months basic salary as severance\npackage for unexpected loss of employment.\n\n(ii) The retrenched employee who have served the company for 5 years and\nabove will be paid eight (8) months basic salary as severance package for\nunexpected loss of employment in addition to his accrued benefits.\n\n(iii) An employee served with retrenchment letter should also be provided\nwith benefits cheque in accordance with the law of either country.",{"bindId":152,"name":96,"text":97},"PAIDLEAV_trigger",{"bindId":154,"name":62,"text":63},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Agreement between TAZAMA Pipelines Limited and the Communications & Transport Worker’s Union of Tanzania (COTWU (T)) and the National Union of Transport & Allied Worker (NUTAW) of Zambia - 2013 - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTWUT - Muungano wa Wafanyakazi wa Usafiri na Mawasiliano wa Tanzania\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        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 480 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → 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: → TZS 350.0\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            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 1 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        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 36.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 6.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \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",[160],{"title":37,"slug":33},[162],{"type":163,"data":164},"call_to_action_body_block",{"title":165,"description":166,"variant":167,"link":168},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Tanzania across sectors, topics and countries","dark",{"title":165,"url":169,"description":165,"rel":170,"type":171},"\u002Fen-tz\u002Fwork-in-tanzania\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[173],{"type":163,"data":174},{"title":165,"description":166,"variant":167,"link":175},{"title":165,"url":169,"description":165,"rel":170,"type":171},[]]