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31ST MARCH 2024","COLLECTIVE AGREEMENT BETWEEN AFRICAN BANKING CORPORATION ZAMBIA LIMITED TIA ATLAS MARA AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS FOR THE PERIOD 1ST APRIL 2022 - 31ST MARCH 2024 - 2022","Zambia - COLLECTIVE AGREEMENT BETWEEN AFRICAN BANKING CORPORATION ZAMBIA LIMITED TIA ATLAS MARA AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS FOR THE PERIOD 1ST APRIL 2022 - 31ST MARCH 2024 - 2022","COLLECTIVE AGREEMENT BETWEEN AFRICAN BANKING CORPORATION ZAMBIA LIMITED TIA ATLAS MARA AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS FOR THE PERIOD 1ST APRIL 2022 - 31ST MARCH 2024 - 2022 - Financial services, banking, insurance",{"name":41,"data":42},"ATLAS MARA 2022- 2024.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch2>COLLECTIVE AGREEMENT BETWEEN AFRICAN BANKING CORPORATION ZAMBIA LIMITED TIA ATLAS MARA AND\n THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>FOR THE PERIOD 1ST APRIL 2022 - 31ST MARCH 2024\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ch3>1.\tINTRODUCTION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This Collection Agreement (CA) is made on the 17th Day of May, 2022 between African Banking Corporation Zambia Limited, T\u002FA Atlas Mara and the Zambia Union of Financial Institutions & Allied Workers (ZUFIAW), having met in free association to negotiate the Wages and Conditions of Service for eligible employees as determined by the Recognition Agreement of 27th March 2018.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The duration of this Agreement shall be Two (2) years effective 1st April 2022 to 31st March 2024 provided that:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n \u003Cli> Within Twelve (12) months, either party could call a meeting to review salaries according to the prevailing economic conditions.\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Three (3) months prior to the expiry of this Collective Agreement, either party will give six (6) weeks written notice to the other party of its desire:\u003Cbr>\n \u003Col type=\"i\">\n \u003Cli> for the Collective Agreement to continue in force for a further period to be agreed upon by the parties\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> to terminate this Collective Agreement\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> to alter Clause(s) in the Collective Agreement\u003Cbr>\n \u003C\u002Fli>\n \u003C\u002Fol>\n \u003C\u002Fli>\n \u003Cli> In the event of an emergency, both parties shall endeavour to meet as soon as possible but not later than ten (10) days from date of event.\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> The provisions of this Collective Agreement shall remain valid for as long as the Memorandum of Recognition Agreement between the Bank and Union remain in force.\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> The terms and provisions of this Collective Agreement shall be in accordance with the prevailing provisions of the Labour Laws of Zambia.\u003Cbr>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>2.\tELIGIBILITY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This Collective Agreement and any amendments which may be made thereafter from time to time shall be applicable to the following categories of paid up Unionised employees of the African Banking Corporation Zambia Limited:\u003C\u002Fp>\n\u003Col type=\"a\">\n \u003Cli>\u003C\u002Fli>\u003Cli> \tContract Employees who are graded 1.9 to 2.3 and employed on Fixed Term Contracts\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Established employees who are on permanent full-time employment in Grade 1.7 to 2.13.\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Represented Employees who are eligible for representation by the Union in terms of Clause 2 (Scope of the Agreement) of the Memorandum of Recognition Agreement signed on 27th March 2018.\u003C\u002Fli>\u003Cli>\u003Cbr>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>3. APPLICATION OF THE AMENDMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>It is agreed that if either the Union or the Bank consider that any part of this Agreement should be changed or amended and if it is also considered that such a change is mutually beneficial to both the Union and the Bank and provided it is clearly seen to be a valid reason to recommend such a change or amendment to this agreement, it should be undertaken in the following manner:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n \u003Cli> The Union or the Bank shall indicate by letter its intention to discuss a change or amendment to the Collective Agreement.\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Such a letter indicated in (a) above shall not be considered by the Bargaining Unit unless it is accompanied by written information\u002Fevidence or any other communication considered necessary to validate the intention to change or amend the Collective Agreement.\u003Cbr>\n \u003C\u002Fli>\n \u003C\u002Fol>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Col type=\"a\">\u003Cli> The party requesting the change or amendment shall allow the other party ten days to consider the request. The Bargaining Unit shall after ten days, but not later than 28 calendar days after the date of the request to discuss a change or amendment letter, agree to meet to discuss the change.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3> 1. BASIC PAY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>1.1\tThe salaries obtaining at the date of commencement of this agreement shall be increased by Zambian Kwacha Five Hundred Only (ZMW500.00) base increment across the board and performance-based increments will be awarded as below:\u003C\u002Fp>\n\u003Cp>1.2\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n \u003Ccolgroup>\u003Ccol width=\"363\">\n \u003Ccol width=\"368\">\n \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n \u003Ctd width=\"363\">\u003Cstrong>Performance Rating\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003Ctd width=\"368\">\u003Cstrong>% Increment of Current Pay\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"363\">1 — Outstanding\u003C\u002Ftd>\n \u003Ctd align=\"right\" width=\"368\">10%\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"363\">2 — Very Good\u003C\u002Ftd>\n \u003Ctd align=\"right\" width=\"368\">7%\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"363\">3 — Good\u003C\u002Ftd>\n \u003Ctd align=\"right\" width=\"368\">5%\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"363\">4 — Below Average\u003C\u002Ftd>\n \u003Ctd width=\"368\" align=\"right\">Nil\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"363\">5 — Poor Performance\u003C\u002Ftd>\n \u003Ctd width=\"368\" align=\"right\">Nil\u003C\u002Ftd>\n \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>NOTE:\u003C\u002Fstrong> Basic salary adjustments shall be negotiated on an annual basis\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>2.0 HOUSING ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>2.1\tHousing Allowance shall be paid to all Fixed Term Contract and Permanent members of staff that do not have a running mortgage. The allowance shall be paid at 10% of basic pay every month. The 10% Housing Allowance supersedes the current housing allowance that is paid each month of ZMW550.00.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>3.0 OVERTIME\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">3.1\tOvertime shall be paid out one and a half times the hourly rate on ordinary days and Saturdays while double the hourly rate will apply on Sundays and Public Holidays.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>3.2\tHours worked beyond Forty-Eight (48) hours per week shall constitute overtime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>4.0 ON-CALL \u002F RESPONSIBILITY ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>4.1\tAn employee who is required to fulfill duties such as ATM or Vault Custodian which falls outside of normal working hours will be entitled to On-Call Allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4.2\tAn employee who has been given an additional responsibility as mentioned in 4.1 of holding ATM or Vault Keys will be entitled to Responsibility Allowance of Zambian Kwacha One Thousand Five Hundred Only (ZMWl,500). Such an employee will have been appointed in the role and the allowance will be paid on a monthly basis together with the monthly pay on pay day.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp> 4.3\tAn employee who ceases to perform these functions or proceeds on leave or is transferred to a new duty station where they are not carrying out these functions is not entitled to this allowance. Such an employee is required to inform their Line Manager and Human Capital to cease payment of this allowance immediately.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>NOTE:\u003C\u002Fstrong> An employee who falls under 4.1 above cannot claim this allowance twice in a month.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>5.0 ACTING ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>An employee who is required to act in a capacity higher than his\u002Fher substantive position will be informed in writing. Acting Allowance shall be at the rate of 20% of his\u002Fher salary or the actual difference between his\u002Fher salary and the entry level of the acting grade whichever is higher provided that the acting period goes up to 21 working days or more.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>6.0 SALARY ADVANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Employees may apply for a maximum of four (4) salary advances per annum to be deducted over three months, a new application shall be subject to liquidation of any outstanding balance on an advance.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>7.0 UNIFORMS AND PROTECTIVE CLOTHING\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>7.1\tUniforms\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Bank shall provide good quality uniforms to all Bank employees as detailed below.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>7.2\tThe Bank shall provide the following on an annual basis:\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n \u003Cli> Two pairs of shirts\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> One scarf for ladies\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> One tie for men\u003Cbr>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>\u003Cstrong>7.3\tThe Bank shall also provide protective clothing:\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n \u003Cli> Dust coats for staff handling bulk cash and areas of high dust such as archives\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Face Masks for employees dealing with bulk cash\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Personal Protective Equipment to any employee working in potentially hazardous areas\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> 250mls of milk shall be provided every day to all cash tellers and should be consumed within the premises of the Bank.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The Bank shall provide one packet of detergent paste\u002Fpowder to drivers and support staff measuring Five Hundred 500 grams per month.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>8.0 MEAL ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Provided that such work is pre-approved by the Line Manager, a meal allowance of One Hundred Kwacha and Fifty (ZMW150.00) shall be paid to an employee who will be:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.1\tWorking during their mealtime and may be unable to take any other time off to have their lunch.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.2\tWho will be required to work beyond 19:00\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.3\tRequired to work beyond 14:00 on Saturdays, and\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.4\tRequired to work beyond 13:00 hours on Sundays and public holidays.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>9.0 \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>TRANSPORT ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>9.1\tWith prior approval from the Une Manager, an employee who works beyond 19:00 hours or on Public Holidays or on Sunday shall be paid transport allowance of K200.00 one way. The said Transport Allowance will not be receipted and will be paid within a radius of 30 kilometers.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>9.2\tMileage\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Mileage will be paid at Zambian Kwacha Six (K6.00) per kilometer and should be claimed on distance of above 30 kms.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>10.0 NIGHT SHIFT ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>An allowance of Zambian Kwacha Three Hundred Only (K300) per eight-hour shift shall be paid to all employees who work between 18:30 pm to 06:00 am.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3> 11.0 OUT OF POCKET\u002FSUBSISTENCE\u002FUNION BUSINESS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>11.1\tWhen an employee travels away from their normal station of duty on Bank business, reasonable accommodation and meals will be provided. In lieu of which subsistence allowance will be paid at the following rate:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>11.2\tAn employee who shall be accommodated by the Bank during business trips or during training shall be entitled to an out-of-pocket allowance of Zambian Kwacha Two Hundred and Fifty (K250.00) per night.\u003Cbr>\n Zambian Kwacha One Thousand Only (KI,000.00) shall be paid where the employee makes own accommodation arrangements.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Bank will continue to offer support to the Union in its activities.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>11.3\tWhere a member of staff travels on Bank business to an area which necessitates an overnight stay, a retirable cash advance will be given. In this instance, payment of hotel accommodation and cost of meals must be made directly to the institution and is not transferable as an allowance.\u003Cbr>\n Receipts must be provided within 72 hours of return to the office. Failure to do so will result in disciplinary action under \"Dishonest Conduct\". The quantum of the cash advance to be given shall be Zambian Kwacha One Thousand Five Hundred only (ZMWl,500). \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>12.0 DISTURBANCE\u002FREPATRIATION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>12.1\tAn employee who is permanently transferred to another Branch or station outside the town of his present place of work or one who is transferred from a radius of more than 30km from current work station on Management's instructions shall be entitled to disturbance allowance at the rate of two months' (2) grossed up basic salary and upkeep allowance of six (6) days at Zambian Kwacha One Thousand Only ZMWl,000 per day.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>12.2\tIn the event that an employee fails to find accommodation after the initial six (6) days, the Line Manager shall apply for an additional six (6) days at the rate of Zambian Kwacha One Thousand Only ZMWl,000 per day for the employee to find accommodation for a discretional approval. The application shall be directed to Human Capital Operations and copied to the Head of Human Capital.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp> 12.3\tThe Bank will bear the cost of transport for the employee's household effects to the new station of duty.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>12.4\tHowever, disturbance allowance, provision of transport and upkeep allowance shall not apply if an employee is transferred at his or her own request.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>12.5\tThe disturbance allowance will be recovered from an employee who resigns from employment within the first six months of arrival at the new station.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>13.0\tANNUAL LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">13.1\tAll employees that have served the Bank for ten years and less shall accrue 2.1 days per month or 25 working days leave per annum and those that have served the Bank for more than ten years shall accrue 2.5 days per month or 30 days leave per annum.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>13.2\tEmployees can take any given number of days as leave but leave pay shall only apply when the days exceed 18 days at any given time.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>13.3\tThe 2.5 leave day's monthly accrual will also apply to those employees who have served the Bank for ten years or less and are already enjoying the condition of service at the time of signing this agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>13.4\tAn employee is allowed to carry no more than five (5) leave days to the following year. Leave days in excess of five days not taken at the volition of the employer at the end of the year shall be considered for commutation.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>14.0\tUNPAID LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Management may, on application, grant unpaid leave of up to a maximum of two years in deserving cases provided the employee has served a continuous minimum of a two-year period with the Bank. Further, while an employee proceeds on unpaid leave, the Bank shall reserve the right to replace the vacancy left. Upon return from the two-year unpaid leave, the Bank shall offer available vacancies to the employee. Otherwise if no vacancies are available, such an employee shall separate with the Bank under resignation. Unpaid leave shorter than one year shall not render a vacancy. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3> 15.0 LEAVE COMMUTATION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>15.1\tOutstanding leave days shall be aligned to the new Employment Code Act No. 3 of 2019 by 31st December of each year.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>15.2\tAll outstanding leave balances to be payable in the event that the leave was not taken at the volition of the employer. Employees that do not take leave when scheduled will forfeit their leave days unless they can prove that they did not take leave at the volition of Management.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>15.3\tThe mentioned leave days in (15.1) above shall be less than five 5 days.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>16.0\t\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>MATERNITY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">16.1\tFemale employees who have completed at least two years of continuous service with the Bank shall be granted 14 weeks maternity leave with full pay; and an additional four weeks for multiple births.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>16.2\tIn exceptional cases of pregnancy occurring in less than two years, 30 calendar days shall be granted as maternity leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>16.3\tA female employee shall not forfeit that employee's annual leave entitlement because of having taken maternity leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>16.4\tIn the case of a miscarriage or still born child, such an employee shall not resume work within six weeks of the date of the delivery of the employee's child, unless a medical doctor certifies that the employee is fit to resume work.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>16.5\tA female employee must not be given work in excess of a normal day's work, two months before the employee's estimated date of delivery.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>16.6\tSubject to a recommendation by a health practitioner, a female employee who is pregnant shall not perform duties;\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n \u003Cli> requiring continuous standing; or that may be detrimental to that employee's health and that of the employee's unborn child.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n \u003C\u002Fli>\n \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\"> Where a pregnant or nursing employee performs work that is detrimental to the employee's health or that of the employee's child or unborn child, such an employee will be offered suitable alternative employment, if practicable, in terms and conditions that are not less favourable than that employee's terms and conditions of employment.\u003C\u002Fdiv>\u003Cbr>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>16.7\tA female employee shall be exempted from working at night, if the employee is;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>a.\tPregnant and in the third trimester of pregnancy; or\u003Cbr>\n b.\tNursing a child who is aged six (6) months or below\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>17.0\t\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Ch3>BREASTFEEDING\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>A breastfeeding mother is entitled to one hour every working day to breastfeed a child under six (6) months of age during working hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Ch3>18.0\tPATERNITY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>Eligible male employees shall be entitled to five (5) continuous working days paid paternity leave on the birth of his child with his registered spouse after serving the initial two years and thereafter at intervals of not less than two years. The paternity leave must be taken within the first seven (7) days of birth of the child or it will be forfeited. This leave will not be cumulative.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>19.0\tCOMPASSIONATE LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>19.1\tOn written application and supported by documentary evidence, paid compassionate leave with full pay for a period of at least twelve (12) calendar days in a calendar year shall be granted to an employee on the death of spouse, biological and legally adopted children, blood sister\u002Fbrother, parent or dependent.\u003Cbr>\n \u003C\u002Fp>\n\u003Cp>19.2\tHowever, if more time is needed for compassionate leave, an employee can apply for annual leave. \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp> 19.3\tNursing of a Sick Child and Spouse\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>An employee shall be granted leave up to a maximum of ten (10) days per annum for the purpose of nursing his\u002Fher sick spouse or child provided that he\u002Fshe produces documentary recommendation from a doctor registered with the Medical Council of Zambia stating that his\u002Fher presence is required and stating the number of days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>19.4\tSpecial Leave\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>An employee who is required by law to attend court proceedings as a state witness shall be granted, on presentation of proof, special leave for the number of days required. In the case where an employee has been sued in his\u002Fher own individual capacity, or is the Complainant, he\u002Fshe will be required to apply for normal annual leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>20.0\tSTUDY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>20.1\tOn production of satisfactory proof of registration for relevant studies to job enrichment, study leave often (10) calendar days, inclusive of the actual day of writing examinations shall be granted on an annual basis.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>20.2\tWhere it is proved that the period of writing examinations exceeds ten (10) days, annual leave days shall be taken. Leave shall be in consultation with the Line Manager. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>21.0\tSTUDY GRANT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Study grants shall be in line with the Learning & Development Policy of Human Capital from time to time,\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>22.0\tSTUDY INCENTIVES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>An employee who completes studies will be entitled to consideration and reimbursement of fees spent provided that:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.1\tThe Program is completed within specified time of study\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.2\tThe Program is aligned to the business needs\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.3\tAn employee agrees to be bonded for two (2) years\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.4\tThe Program is a Degree or Equivalent \u003Cbr>\n\u003C\u002Fp>\n\u003Cp> 22.5\tThe Bank will pay for membership to professional bodies inclusive of payment of annual subscription fees to professional bodies that are recognized by the Bank including but not limited to; ACCA, CIMA, ZIBFS, ZIHRM, etc., provided that it is in one's line of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>23.0\tSTATUTORY ABSENCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Female employees shall be entitled to one (1) day's absence in a month without having to produce a medical certificate or give reason to the employer.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3>24.0\tPROLONGED SICK LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cp>Employees who are on prolonged medical treatment because of ill health shall be entitled to sick leave as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>24.1\tThe first three (3) months on full pay, subsequent three (3) months on half salary. Where an employee does not recover from the illness or injury, after six months from the date of the illness or injury, the employee's entitlement to sick leave shall cease, unless under Management's discretion, and subject to the production of a medical certificate signed by a doctor registered with the Medical Council of Zambia. Thereafter, an approved Doctor registered with the Medical Board of Zambia will determine his\u002Fher suitability for continued employment.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>24.2\tWritten recommendations from registered traditional healers will be recognized as certificates of absence on medical grounds provided there is a letter from a Government approved medical practitioner confirming that after attending the Government hospital the nature of the employee's illness could not be cured.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>25.0\tMEDICAL DISCHARGE BENEFITS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>25.1\tMedical Discharge shall be covered under Group Life Assurance (GLA) which is subject to amendment from time to time.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>25.2\tIn the event that the law is more favourable, Section 38(6) of the Employment Code Act No. 3 of 2019 will take precedence which states that; \"An employee whose employment is terminated on medical grounds under subsection (4) is, in addition to any other accrued benefits, entitled to a lump sum of not less than three months' basic pay for each completed year of service.\"\u003Cbr>\n \u003C\u002Fp>\n\u003Cp>25.3\tSuch an employee shall also be entitled to three (3) months cover on loans and bank charges.\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>26.0 FUNERAL GRANT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>26.1\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n \u003Ccolgroup>\u003Ccol width=\"260\">\n \u003Ccol width=\"259\">\n \u003Ccol width=\"260\">\n \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n \u003Ctd width=\"260\" align=\"center\">\u003Cstrong>Description\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003Ctd width=\"259\" align=\"center\">\u003Cstrong>Funeral Service\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003Ctd width=\"260\" align=\"center\">\u003Cstrong>Cash Grant\u003C\u002Fstrong>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"260\">Employee\u003C\u002Ftd>\n \u003Ctd width=\"259\" align=\"right\">15,000\u003C\u002Ftd>\n \u003Ctd width=\"260\" align=\"right\">11,500\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"260\">Spouse\u003C\u002Ftd>\n \u003Ctd width=\"259\" align=\"right\">13,000\u003C\u002Ftd>\n \u003Ctd width=\"260\" align=\"right\">9,500\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"260\">Child\u003C\u002Ftd>\n \u003Ctd width=\"259\" align=\"right\">10,000\u003C\u002Ftd>\n \u003Ctd width=\"260\" align=\"right\">7,500\u003C\u002Ftd>\n \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>26.2 On the death of a parent the Bank shall only provide a cash grant\tof K6,000.00.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>27.0 DEATH IN SERVICE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>27.1\tThis shall be covered under Group Life Assurance (GLA) which is subject to amendment from time to time.\u003Cbr>\n \u003C\u002Fp>\n\u003Cp>27.2\tIn the event that the law is more favourable, Section 54(e) of the Employment Code Act No. 3 of 2019 says, \"where an employee dies in service, the severance pay shall be two months' basic pay for each year served under the contract of employment.\"\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>28.0 STAFF PENSION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Bank shall provide a private pension scheme to its eligible employees at applicable rates. The employees will be required to subscribe to the scheme in line with eligibility. Pension shall be provided as per Pension Trust Deed and Rules from time to time.\u003Cbr>\n \u003C\u002Fp>\n\u003Cp>The Union may field a member of staff for nomination and\u002For election for office of Trustee of the Staff Pension Scheme. Such a member should meet the requirements of the Pensions & Insurance Authority (PIA) for office of Trustee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>29.0 MEDICAL FACILITY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Bank shall cover medical expenses in line with the Medical Insurance Policy from time to time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Ch3>30.0 CONDITIONS OF PREMISE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>30.1 A reasonable sized refrigerator and a water fountain shall be provided at place of work in common areas.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>30.2\tWhere major rehabilitation works are to be done, Management and the Union Representatives at local level will fore-warn staff concerned of the impending renovations to ensure that business disruption is minimized.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">30.3\tThe Bank shall ensure that no employees are exposed to hazardous work environments such as oil paint or dust from breaking walls. Alternative office space shall be arranged for affected employees.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch3>31.0\tSTAFF LOANS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Loans will be disbursed to eligible employee's subject to availability of funds. The following rates shall apply:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n \u003Cli> Educational loan — 10%\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Mortgage — 8%\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Car loan — 12%\u003Cbr>\n \u003C\u002Fli>\n \u003Cli> Personal loan — 12%\u003Cbr>\n \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>32.0\tLONG SERVICE AWARDS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>An employee who completes the following years of unbroken dedicated service shall be entitled to Long Service Awards as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>32.1\t10 years - K8,500 (Eight Thousand Five Hundred Kwacha)\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>32.2\t15 years - K12,000 (Twelve Thousand Kwacha)\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>32.3\t20 years - K14,000 (Fourteen Thousand Kwacha)\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>32.4\t25 years - K16,000 (Sixteen Thousand Kwacha)\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>32.5\t30 years - K22,500 (Twenty-two Thousand Five Hundred Kwacha)\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>33.0\tTREATMENT OF EMPLOYEES AT WORK\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>All Employees shall be treated fairly and with respect regardless of gender, age, tribe, race or religion.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>34.0\tLABOUR DAY CELEBRATIONS\u003Cbr>\n \u003C\u002Fh3>\n\u003Cp>The Bank shall ensure that staff participate in labour day activities every year and an award presentation shall be held to reward deserving staff organized by a Committee appointed at Management's discretion but will include Union representation.\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch3>35.0\tWORK HOURS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Work hours shall be as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">35.1\tNormal hours of work shall be a maximum of Forty-Eight (48) hours per week or One Hundred and Seventy-Six (176) hours per month. However, lunch hours are flexible to meet the demands of the jobs in the Bank. Hours in excess of 48 hours per week shall constitute overtime. Overtime will be paid for hours exceeding the normal working-hours in that month under consideration. Workdays and start and end times will be determined by management based on the business requirements. However, in general working hours are as below:\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>\u003C\u002Fp>\u003Cp>35.2\tMonday — Friday 08:00 hours to 17:00 hours\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>35.3\tSaturdays 08:00 hours to 13:00 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>36.0 DISCHARGE THROUGH RESIGNATIONS\u002FDISMISSALS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>36.1\tResignations shall be as per Contract of Employment, Conditions of Service and the Laws of Zambia.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>36.2\tDischarged employees' loans will be changed to commercial rate in line with the credit policy unless medically discharged The period of commercializing the loans shall have a waiting period of three (3) months following their leaving the bank (with the exception of staff who are dismissed based on fraud and\u002For medically discharged).\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>36.3\tThe employee will be entitled to cash in lieu of accrued leave days, and refund of both employers and own pension contributions, if any, in accordance with the Pension's Act. The pension contributions shall be paid by the Fund Administrators in accordance with the Service Level Agreement with the Bank.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>37.0 GRATUITY\u003Cbr>\n \u003C\u002Fh3>\n\u003Cp>Gratuity for staff on fixed-term contracts of one (1) year and above shall be paid gratuity at 25% of the total current basic pay which will be prorated according to the period of employment. \u003C\u002Fp>\n\u003Ch3> 38.0 \n \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>REDUNDANCY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp> In the event of Redundancy, the following shall apply:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>38.1\tTwo months' pay for each year served, subject to negotiation\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>38.2\tSix months medical cover\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n \u003C\u002Fp>\n\u003Cp>38.3\tCover on loans shall be as per Credit Policy \u003C\u002Fp>\n\u003Cp> IN WITNESS whereof we have hereunder set our hands this 17th Day of May, Two Thousand and Twenty-Two.\u003C\u002Fp>\n\n\n",{"WAGES_trigger":44,"STRUCINCR_trigger":48,"NOCTPREM_trigger":52,"CONSIGN_trigger":56,"OVERTIME_trigger":60,"overtimeallowancetype_general":64,"overtimeallowancetype":67,"overtimeallowanceperc1":69,"SUNDAY_trigger":71,"COMMUTE_trigger":73,"hourspday":77,"hourspweek":81,"hourspmonth":85,"dayspweek":87,"holidaysdays":91,"TRADEUNLEAV_trigger":95,"healthcareaccess":99,"healthinsurance":103,"healthandsafetypolicy":105,"protectiveclothing":109,"funeralpay":113,"WORKFAM_trigger":117,"paidmaternityleave":121,"paidmaternityleaveduration":124,"paidmaternityleavepay":128,"paidmaternityleavepayperc":130,"pregnancy":132,"breastfeeding_dangerouswork":136,"alternatives":140,"paidpaternityleave":144,"paidpaternityleaveduration":148,"paidpaternityleavepay":152,"paidpaternityleavepayperc":154,"childcare":158,"childcareleave":162,"nursingmothers":166,"maternity_nursing_breaks_duration":168,"maternity_nursing_breaks_length":170,"breastfeeding_workingtime":172,"TRAINING_trigger":174,"trainingprogrammes":178,"SOCSEC_trigger":182,"pensionfund":186,"contractseverancepay":188,"contractseverancepay1":192,"maxsicknesspay":194,"maxsicknesspaytype":198,"GENEQ_trigger":202,"discrimination":206},{"bindId":45,"name":46,"text":47},"WAGES_trigger","3.1 Overtime shall be paid out one and a","3.1\tOvertime shall be paid out one and a half times the hourly rate on ordinary days and Saturdays while double the hourly rate will apply on Sundays and Public Holidays.\n\n3.2\tHours worked beyond Forty-Eight (48) hours per week shall constitute overtime.",{"bindId":49,"name":50,"text":51},"STRUCINCR_trigger"," The party requesting the change or amen"," The party requesting the change or amendment shall allow the other party ten days to consider the request. The Bargaining Unit shall after ten days, but not later than 28 calendar days after the date of the request to discuss a change or amendment letter, agree to meet to discuss the change.\n\n 1. BASIC PAY\n\n1.1\tThe salaries obtaining at the date of commencement of this agreement shall be increased by Zambian Kwacha Five Hundred Only (ZMW500.00) base increment across the board and performance-based increments will be awarded as below:\n1.2\n\n \n \n \n Performance Rating\n % Increment of Current Pay\n \n \n 1 — Outstanding\n 10%\n \n \n 2 — Very Good\n 7%\n \n \n 3 — Good\n 5%\n \n \n 4 — Below Average\n Nil\n \n \n 5 — Poor Performance\n Nil\n \n\nNOTE: Basic salary adjustments shall be negotiated on an annual basis",{"bindId":53,"name":54,"text":55},"NOCTPREM_trigger","10.0 NIGHT SHIFT ALLOWANCE An allowance ","10.0 NIGHT SHIFT ALLOWANCE\n\nAn allowance of Zambian Kwacha Three Hundred Only (K300) per eight-hour shift shall be paid to all employees who work between 18:30 pm to 06:00 am.",{"bindId":57,"name":58,"text":59},"CONSIGN_trigger","4.0 ON-CALL \u002F RESPONSIBILITY ALLOWANCE 4","4.0 ON-CALL \u002F RESPONSIBILITY ALLOWANCE\n\n4.1\tAn employee who is required to fulfill duties such as ATM or Vault Custodian which falls outside of normal working hours will be entitled to On-Call Allowance.",{"bindId":61,"name":62,"text":63},"OVERTIME_trigger","3.0 OVERTIME 3.1 Overtime shall be paid ","3.0 OVERTIME\n\n3.1\tOvertime shall be paid out one and a half times the hourly rate on ordinary days and Saturdays while double the hourly rate will apply on Sundays and Public Holidays.\n\n3.2\tHours worked beyond Forty-Eight (48) hours per week shall constitute overtime.",{"bindId":65,"name":46,"text":66},"overtimeallowancetype_general","3.1\tOvertime shall be paid out one and a half times the hourly rate on ordinary days and Saturdays while double the hourly rate will apply on Sundays and Public Holidays.",{"bindId":68,"name":46,"text":66},"overtimeallowancetype",{"bindId":70,"name":46,"text":47},"overtimeallowanceperc1",{"bindId":72,"name":46,"text":66},"SUNDAY_trigger",{"bindId":74,"name":75,"text":76},"COMMUTE_trigger","TRANSPORT ALLOWANCE 9.1 With prior appro","TRANSPORT ALLOWANCE\n\n9.1\tWith prior approval from the Une Manager, an employee who works beyond 19:00 hours or on Public Holidays or on Sunday shall be paid transport allowance of K200.00 one way. The said Transport Allowance will not be receipted and will be paid within a radius of 30 kilometers.\n\n9.2\tMileage",{"bindId":78,"name":79,"text":80},"hourspday","35.0 WORK HOURS Work hours shall be as f","35.0\tWORK HOURS\n\nWork hours shall be as follows:\n\n35.1\tNormal hours of work shall be a maximum of Forty-Eight (48) hours per week or One Hundred and Seventy-Six (176) hours per month. However, lunch hours are flexible to meet the demands of the jobs in the Bank. Hours in excess of 48 hours per week shall constitute overtime. Overtime will be paid for hours exceeding the normal working-hours in that month under consideration. Workdays and start and end times will be determined by management based on the business requirements. However, in general working hours are as below:\n\n35.2\tMonday — Friday 08:00 hours to 17:00 hours\n\n35.3\tSaturdays 08:00 hours to 13:00 hours.",{"bindId":82,"name":83,"text":84},"hourspweek","35.1 Normal hours of work shall be a max","35.1\tNormal hours of work shall be a maximum of Forty-Eight (48) hours per week or One Hundred and Seventy-Six (176) hours per month. However, lunch hours are flexible to meet the demands of the jobs in the Bank. Hours in excess of 48 hours per week shall constitute overtime. Overtime will be paid for hours exceeding the normal working-hours in that month under consideration. Workdays and start and end times will be determined by management based on the business requirements. However, in general working hours are as below:",{"bindId":86,"name":83,"text":84},"hourspmonth",{"bindId":88,"name":89,"text":90},"dayspweek","35.2 Monday — Friday 08:00 hours to 17:0","35.2\tMonday — Friday 08:00 hours to 17:00 hours\n\n35.3\tSaturdays 08:00 hours to 13:00 hours.",{"bindId":92,"name":93,"text":94},"holidaysdays","13.1 All employees that have served the ","13.1\tAll employees that have served the Bank for ten years and less shall accrue 2.1 days per month or 25 working days leave per annum and those that have served the Bank for more than ten years shall accrue 2.5 days per month or 30 days leave per annum.",{"bindId":96,"name":97,"text":98},"TRADEUNLEAV_trigger"," 11.0 OUT OF POCKET\u002FSUBSISTENCE\u002FUNION BU"," 11.0 OUT OF POCKET\u002FSUBSISTENCE\u002FUNION BUSINESS\n\n11.1\tWhen an employee travels away from their normal station of duty on Bank business, reasonable accommodation and meals will be provided. In lieu of which subsistence allowance will be paid at the following rate:\n\n11.2\tAn employee who shall be accommodated by the Bank during business trips or during training shall be entitled to an out-of-pocket allowance of Zambian Kwacha Two Hundred and Fifty (K250.00) per night.\n Zambian Kwacha One Thousand Only (KI,000.00) shall be paid where the employee makes own accommodation arrangements.\n\nThe Bank will continue to offer support to the Union in its activities.",{"bindId":100,"name":101,"text":102},"healthcareaccess","29.0 MEDICAL FACILITY The Bank shall cov","29.0 MEDICAL FACILITY\n\nThe Bank shall cover medical expenses in line with the Medical Insurance Policy from time to time.",{"bindId":104,"name":101,"text":102},"healthinsurance",{"bindId":106,"name":107,"text":108},"healthandsafetypolicy","30.3 The Bank shall ensure that no emplo","30.3\tThe Bank shall ensure that no employees are exposed to hazardous work environments such as oil paint or dust from breaking walls. Alternative office space shall be arranged for affected employees.",{"bindId":110,"name":111,"text":112},"protectiveclothing","7.3 The Bank shall also provide protecti","7.3\tThe Bank shall also provide protective clothing:\n\n\n Dust coats for staff handling bulk cash and areas of high dust such as archives\n \n Face Masks for employees dealing with bulk cash\n \n Personal Protective Equipment to any employee working in potentially hazardous areas\n \n 250mls of milk shall be provided every day to all cash tellers and should be consumed within the premises of the Bank.",{"bindId":114,"name":115,"text":116},"funeralpay","26.0 FUNERAL GRANT 26.1 Description Fune","26.0 FUNERAL GRANT\n\n26.1\n\n \n \n \n \n Description\n Funeral Service\n Cash Grant\n \n \n Employee\n 15,000\n 11,500\n \n \n Spouse\n 13,000\n 9,500\n \n \n Child\n 10,000\n 7,500\n \n\n26.2 On the death of a parent the Bank shall only provide a cash grant\tof K6,000.00.",{"bindId":118,"name":119,"text":120},"WORKFAM_trigger","MATERNITY LEAVE 16.1 Female employees wh","MATERNITY LEAVE\n\n16.1\tFemale employees who have completed at least two years of continuous service with the Bank shall be granted 14 weeks maternity leave with full pay; and an additional four weeks for multiple births.\n\n16.2\tIn exceptional cases of pregnancy occurring in less than two years, 30 calendar days shall be granted as maternity leave.\n\n16.3\tA female employee shall not forfeit that employee's annual leave entitlement because of having taken maternity leave.\n\n16.4\tIn the case of a miscarriage or still born child, such an employee shall not resume work within six weeks of the date of the delivery of the employee's child, unless a medical doctor certifies that the employee is fit to resume work.\n\n16.5\tA female employee must not be given work in excess of a normal day's work, two months before the employee's estimated date of delivery.\n\n16.6\tSubject to a recommendation by a health practitioner, a female employee who is pregnant shall not perform duties;\n\n\n requiring continuous standing; or that may be detrimental to that employee's health and that of the employee's unborn child.\n \n Where a pregnant or nursing employee performs work that is detrimental to the employee's health or that of the employee's child or unborn child, such an employee will be offered suitable alternative employment, if practicable, in terms and conditions that are not less favourable than that employee's terms and conditions of employment.\n \n\n16.7\tA female employee shall be exempted from working at night, if the employee is;\n\na.\tPregnant and in the third trimester of pregnancy; or\n b.\tNursing a child who is aged six (6) months or below\n\n17.0\tBREASTFEEDING\n\nA breastfeeding mother is entitled to one hour every working day to breastfeed a child under six (6) months of age during working hours.\n\n18.0\tPATERNITY LEAVE\n\nEligible male employees shall be entitled to five (5) continuous working days paid paternity leave on the birth of his child with his registered spouse after serving the initial two years and thereafter at intervals of not less than two years. The paternity leave must be taken within the first seven (7) days of birth of the child or it will be forfeited. This leave will not be cumulative.",{"bindId":122,"name":119,"text":123},"paidmaternityleave","MATERNITY LEAVE\n\n16.1\tFemale employees who have completed at least two years of continuous service with the Bank shall be granted 14 weeks maternity leave with full pay; and an additional four weeks for multiple births.\n\n16.2\tIn exceptional cases of pregnancy occurring in less than two years, 30 calendar days shall be granted as maternity leave.\n\n16.3\tA female employee shall not forfeit that employee's annual leave entitlement because of having taken maternity leave.\n\n16.4\tIn the case of a miscarriage or still born child, such an employee shall not resume work within six weeks of the date of the delivery of the employee's child, unless a medical doctor certifies that the employee is fit to resume work.\n\n16.5\tA female employee must not be given work in excess of a normal day's work, two months before the employee's estimated date of delivery.\n\n16.6\tSubject to a recommendation by a health practitioner, a female employee who is pregnant shall not perform duties;\n\n\n requiring continuous standing; or that may be detrimental to that employee's health and that of the employee's unborn child.\n \n Where a pregnant or nursing employee performs work that is detrimental to the employee's health or that of the employee's child or unborn child, such an employee will be offered suitable alternative employment, if practicable, in terms and conditions that are not less favourable than that employee's terms and conditions of employment.\n \n\n16.7\tA female employee shall be exempted from working at night, if the employee is;\n\na.\tPregnant and in the third trimester of pregnancy; or\n b.\tNursing a child who is aged six (6) months or below",{"bindId":125,"name":126,"text":127},"paidmaternityleaveduration","16.1 Female employees who have completed","16.1\tFemale employees who have completed at least two years of continuous service with the Bank shall be granted 14 weeks maternity leave with full pay; and an additional four weeks for multiple births.",{"bindId":129,"name":126,"text":127},"paidmaternityleavepay",{"bindId":131,"name":126,"text":127},"paidmaternityleavepayperc",{"bindId":133,"name":134,"text":135},"pregnancy","BREASTFEEDING A breastfeeding mother is ","BREASTFEEDING\n\nA breastfeeding mother is entitled to one hour every working day to breastfeed a child under six (6) months of age during working hours.",{"bindId":137,"name":138,"text":139},"breastfeeding_dangerouswork","16.6 Subject to a recommendation by a he","16.6\tSubject to a recommendation by a health practitioner, a female employee who is pregnant shall not perform duties;\n\n\n requiring continuous standing; or that may be detrimental to that employee's health and that of the employee's unborn child.",{"bindId":141,"name":142,"text":143},"alternatives"," Where a pregnant or nursing employee pe"," Where a pregnant or nursing employee performs work that is detrimental to the employee's health or that of the employee's child or unborn child, such an employee will be offered suitable alternative employment, if practicable, in terms and conditions that are not less favourable than that employee's terms and conditions of employment.",{"bindId":145,"name":146,"text":147},"paidpaternityleave"," 18.0 PATERNITY LEAVE Eligible male empl","\n\n18.0\tPATERNITY LEAVE\n\nEligible male employees shall be entitled to five (5) continuous working days paid paternity leave on the birth of his child with his registered spouse after serving the initial two years and thereafter at intervals of not less than two years. The paternity leave must be taken within the first seven (7) days of birth of the child or it will be forfeited. This leave will not be cumulative.",{"bindId":149,"name":150,"text":151},"paidpaternityleaveduration","Eligible male employees shall be entitle","Eligible male employees shall be entitled to five (5) continuous working days paid paternity leave on the birth of his child with his registered spouse after serving the initial two years and thereafter at intervals of not less than two years. The paternity leave must be taken within the first seven (7) days of birth of the child or it will be forfeited. This leave will not be cumulative.",{"bindId":153,"name":150,"text":151},"paidpaternityleavepay",{"bindId":155,"name":156,"text":157},"paidpaternityleavepayperc","18.0 PATERNITY LEAVE Eligible male emplo","18.0\tPATERNITY LEAVE\n\nEligible male employees shall be entitled to five (5) continuous working days paid paternity leave on the birth of his child with his registered spouse after serving the initial two years and thereafter at intervals of not less than two years. The paternity leave must be taken within the first seven (7) days of birth of the child or it will be forfeited. This leave will not be cumulative.",{"bindId":159,"name":160,"text":161},"childcare"," 19.3 Nursing of a Sick Child and Spouse"," 19.3\tNursing of a Sick Child and Spouse\n\nAn employee shall be granted leave up to a maximum of ten (10) days per annum for the purpose of nursing his\u002Fher sick spouse or child provided that he\u002Fshe produces documentary recommendation from a doctor registered with the Medical Council of Zambia stating that his\u002Fher presence is required and stating the number of days.",{"bindId":163,"name":164,"text":165},"childcareleave"," An employee shall be granted leave up t","\n\nAn employee shall be granted leave up to a maximum of ten (10) days per annum for the purpose of nursing his\u002Fher sick spouse or child provided that he\u002Fshe produces documentary recommendation from a doctor registered with the Medical Council of Zambia stating that his\u002Fher presence is required and stating the number of days.",{"bindId":167,"name":134,"text":135},"nursingmothers",{"bindId":169,"name":134,"text":135},"maternity_nursing_breaks_duration",{"bindId":171,"name":134,"text":135},"maternity_nursing_breaks_length",{"bindId":173,"name":134,"text":135},"breastfeeding_workingtime",{"bindId":175,"name":176,"text":177},"TRAINING_trigger","20.0 STUDY LEAVE 20.1 On production of s","20.0\tSTUDY LEAVE\n\n20.1\tOn production of satisfactory proof of registration for relevant studies to job enrichment, study leave often (10) calendar days, inclusive of the actual day of writing examinations shall be granted on an annual basis.\n\n20.2\tWhere it is proved that the period of writing examinations exceeds ten (10) days, annual leave days shall be taken. Leave shall be in consultation with the Line Manager. \n\n21.0\tSTUDY GRANT\n\nStudy grants shall be in line with the Learning & Development Policy of Human Capital from time to time,\n\n22.0\tSTUDY INCENTIVES\n\nAn employee who completes studies will be entitled to consideration and reimbursement of fees spent provided that:\n\n22.1\tThe Program is completed within specified time of study\n\n22.2\tThe Program is aligned to the business needs\n\n22.3\tAn employee agrees to be bonded for two (2) years\n\n22.4\tThe Program is a Degree or Equivalent \n\n 22.5\tThe Bank will pay for membership to professional bodies inclusive of payment of annual subscription fees to professional bodies that are recognized by the Bank including but not limited to; ACCA, CIMA, ZIBFS, ZIHRM, etc., provided that it is in one's line of work.",{"bindId":179,"name":180,"text":181},"trainingprogrammes","21.0 STUDY GRANT Study grants shall be i","21.0\tSTUDY GRANT\n\nStudy grants shall be in line with the Learning & Development Policy of Human Capital from time to time,",{"bindId":183,"name":184,"text":185},"SOCSEC_trigger","28.0 STAFF PENSION The Bank shall provid","28.0 STAFF PENSION\n\nThe Bank shall provide a private pension scheme to its eligible employees at applicable rates. The employees will be required to subscribe to the scheme in line with eligibility. Pension shall be provided as per Pension Trust Deed and Rules from time to time.\n \nThe Union may field a member of staff for nomination and\u002For election for office of Trustee of the Staff Pension Scheme. Such a member should meet the requirements of the Pensions & Insurance Authority (PIA) for office of Trustee.",{"bindId":187,"name":184,"text":185},"pensionfund",{"bindId":189,"name":190,"text":191},"contractseverancepay","REDUNDANCY In the event of Redundancy, t","REDUNDANCY\n\n In the event of Redundancy, the following shall apply:\n\n38.1\tTwo months' pay for each year served, subject to negotiation\n\n38.2\tSix months medical cover",{"bindId":193,"name":190,"text":191},"contractseverancepay1",{"bindId":195,"name":196,"text":197},"maxsicknesspay","24.0 PROLONGED SICK LEAVE Employees who ","24.0\tPROLONGED SICK LEAVE\n\nEmployees who are on prolonged medical treatment because of ill health shall be entitled to sick leave as follows:\n\n24.1\tThe first three (3) months on full pay, subsequent three (3) months on half salary. Where an employee does not recover from the illness or injury, after six months from the date of the illness or injury, the employee's entitlement to sick leave shall cease, unless under Management's discretion, and subject to the production of a medical certificate signed by a doctor registered with the Medical Council of Zambia. Thereafter, an approved Doctor registered with the Medical Board of Zambia will determine his\u002Fher suitability for continued employment.\n\n24.2\tWritten recommendations from registered traditional healers will be recognized as certificates of absence on medical grounds provided there is a letter from a Government approved medical practitioner confirming that after attending the Government hospital the nature of the employee's illness could not be cured.",{"bindId":199,"name":200,"text":201},"maxsicknesspaytype","Employees who are on prolonged medical t","Employees who are on prolonged medical treatment because of ill health shall be entitled to sick leave as follows:\n\n24.1\tThe first three (3) months on full pay, subsequent three (3) months on half salary. Where an employee does not recover from the illness or injury, after six months from the date of the illness or injury, the employee's entitlement to sick leave shall cease, unless under Management's discretion, and subject to the production of a medical certificate signed by a doctor registered with the Medical Council of Zambia. Thereafter, an approved Doctor registered with the Medical Board of Zambia will determine his\u002Fher suitability for continued employment.\n\n24.2\tWritten recommendations from registered traditional healers will be recognized as certificates of absence on medical grounds provided there is a letter from a Government approved medical practitioner confirming that after attending the Government hospital the nature of the employee's illness could not be cured.",{"bindId":203,"name":204,"text":205},"GENEQ_trigger","33.0 TREATMENT OF EMPLOYEES AT WORK All ","33.0\tTREATMENT OF EMPLOYEES AT WORK\n\nAll Employees shall be treated fairly and with respect regardless of gender, age, tribe, race or religion.",{"bindId":207,"name":204,"text":205},"discrimination","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>COLLECTIVE AGREEMENT BETWEEN AFRICAN BANKING CORPORATION ZAMBIA LIMITED TIA ATLAS MARA AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS FOR THE PERIOD 1ST APRIL 2022 - 31ST MARCH 2024 - 2022\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2022-04-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2024-03-31\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: → Financial services, banking, insurance\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Financial services, banking, insurance\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-FIRMPRI\">\n Public\u002Fprivate sector: → In the private sector\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Name company: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Names trade unions: → \n\n \n \n \u003Cspan>\n \n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maximum for sickness pay (for 6 months): → Not specified %\n \u003C\u002Fdiv>\n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Minimum company contribution to funeral\u002Fburial expenses: → ZMW 6000.0\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: → 14 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: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Paid leave per year in case of caring for relatives: → 10 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Paternity paid leave: → 5 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Leave duration in days in case of death of a relative: → 12 days\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n \n \n \n\n \n \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Working hours per day: → 9.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Working hours per week: → 48.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspmonth\">\n Working hours per week: → 176.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-dayspweek\">\n Working days per week: → 6.0\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 25.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → -9.0 weeks\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\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 \u003Cdiv id=\"display-tradeunleavdays\">\n Paid leave for trade union activities: → -10.0 days\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-administrativedays\">\n Paid leave to attend court or for administrative duties: →  days\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Wages determined by means of pay scales: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \n\n \n\n \n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2022-04\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-shiftallowanceamount1\">\n Premium for evening or night work: → ZMW  per month\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-standbyallowanceamount1\">\n Payment for standby work: → ZMW 1500.0\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n \u003Cdiv id=\"display-overtimeallowanceperc1\">\n Premium for overtime work: → 150 % of basic wage\n \u003C\u002Fdiv>\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 \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\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",[213],{"title":37,"slug":33},[215],{"type":216,"data":217},"call_to_action_body_block",{"title":218,"description":219,"variant":220,"link":221},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":218,"url":222,"description":218,"rel":223,"type":224},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[226],{"type":216,"data":227},{"title":218,"description":219,"variant":220,"link":228},{"title":218,"url":222,"description":218,"rel":223,"type":224},[]]