[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-bank-of-zambia-boz-and-zambia-union-of-financial-institutions-and-allied-workers---2016":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":159,"content_type_view":160,"extra_breadcrumbs":161,"body":163,"body_blocks":174,"related_pages":178},794,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_ZM","2025-07-28T05:49:16.037136+00:00","2026-04-02T12:54:48.493157+00:00","\u002Fcms\u002Fpages\u002F794\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Zambia","en-zm",{"title":20,"slug":21},"Work in Zambia","work-in-zambia",{"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-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T07:49:16.037136+02:00","2026-04-02T14:54:48.647341+02:00",{"cba":32,"clauses":43,"details":157,"translations":158},{"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-bank-of-zambia-boz-and-zambia-union-of-financial-institutions-and-allied-workers---2016","6dc4c288-9c89-11e7-902b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-bank-of-zambia-boz-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002Fcollective-agreement-between-bank-of-zambia-boz-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002F","Collective Agreement between Bank of Zambia (BOZ) and Zambia Union of Financial Institutions and Allied Workers - 2016","ZMB Bank of Zambia - 2016","Zambia - ZMB Bank of Zambia - 2016","ZMB Bank of Zambia - 2016 - Financial services, banking, insurance",{"name":41,"data":42},"BOZ 2016-2018.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>New2\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective Agreement between Bank of Zambia (BOZ) and Zambia Union of\nFinancial Institutions and Allied Workers - 2016\u003C\u002Fh1>\n\n\u003Cp>From 2016 - 2018\u003C\u002Fp>\n\n\u003Cp>Zambia Union of Financial Institutions and Allied Workers registered under\nthe Industrial and Labour Relations Act, Cap. 269 of the Laws of Zambia, and\nhaving its registered Office situated at Luangwa House, Cairo Road, Lusaka\naforesaid (hereinafter referred to as “the Union”), of the other part.\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement is made the 21st day of July Two Thousand and\nSixteen between Bank of Zambia, a body corporate established by the Bank of\nZambia Act Cap. 360 of the Laws of Zambia, and having its Head Office situated\nat Bank Square, Cairo Road, Lusaka in the Lusaka\u003C\u002Fp>\n\n\u003Cp>Whereas pursuant to a Memorandum of Recognition Agreement made between the\nparties to this Collective Agreement on the Seventeenth day of September, One\nThousand Nine Hundred and Seventy Nine (17th September, 1979) and renewed on\n1st day of April, One Thousand Nine Hundred and Eighty Three (1st April, 1983),\nthe Bank has recognised the trade union as representative of, and bargaining\nagent for, the eligible employees represented by the trade union so recognised\nfor the purpose of regulating relations between the employer or employers'\norganisation and the trade union.\u003C\u002Fp>\n\n\u003Cp>And whereas the said Memorandum of Recognition Agreement is still in force\nand binding upon the parties to it and Collective Negotiations and Agreement on\nthe matters hereinafter specified have been concluded between the Bank and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE, THIS COLLECTIVE AGREEMENT WITNESSETH AS FOLLOWS:\u003C\u002Fp>\n\n\u003Ch2>1.0 DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>In this Collective Agreement unless the context otherwise requires, words\nand expressions importing the masculine gender include the feminine gender;\nwords importing the singular number shall include the plural and shall have the\nmeaning hereby ascribed to it in this clause.\u003C\u002Fp>\n\n\u003Cp>1.1 “Salary” shall mean employee's monthly pay exclusive of all\nallowances.\u003C\u002Fp>\n\n\u003Cp>1.2 “Registered dependants\u002Fchildren” shall mean and include an eligible\nemployee's registered children who are the employee's offspring, and\u002For legally\nadopted children who, subject to the qualifications set out below, are under\nthe age of 25 and: -\u003C\u002Fp>\n\n\u003Cp>•if over 21 years are attending a full time course of academic instruction\nat any educational establishment recognised by the government\u003C\u002Fp>\n\n\u003Cp>•are single and without children;\u003C\u002Fp>\n\n\u003Cp>•are unemployed;\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>If dependants\u002Fchildren are physically or mentally challenged, the\nrestriction as to age shall not apply in any manner whatsoever; and provided\nfurther that; \u003C\u002Fp>\n\n\u003Cp>1.3 “Eligible employee” shall mean a unionisable employee other than a\nmember of the Management of the Bank of Zambia.\u003C\u002Fp>\n\n\u003Cp>1.4 “Spouse” shall mean a legally recognized partner under civil and\u002For\ncustomary law as evidenced by a marriage certificate. The Bank shall only\nregister one spouse per eligible employee.\u003C\u002Fp>\n\n\u003Cp>1.5 “Night Shift” shall mean a shift work from 18:00 to 06:00 hours.\u003C\u002Fp>\n\n\u003Cp>MATTERS AFORESAID\u003C\u002Fp>\n\n\u003Ch2>2.0 SALARY INCREASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The Bank agrees with the Union to award all eligible employees a salary\nincrease of 12% across the board effective 1st August, 2016 and 7% across the\nboard effective 1st August, 2017. The new salary structures resultant thereupon\nare shown in Appendix A1 and Appendix A2 hereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3.0 INCREMENTAL NOTCHES\u003C\u002Fh2>\n\n\u003Cp>The Bank agrees with the Union to award all eligible employees incremental\nnotches of 12% across the board in 2016 and 7% across the board in 2017 in\naccordance with the structures in clause 2.0 above.\u003C\u002Fp>\n\n\u003Ch2>4.0 OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>It has been agreed between the Bank and the Union that eligible employees\nworking normal shift hours shall be entitled to overtime when requested to work\nextra hours at the following rate:\u003C\u002Fp>\n\n\u003Cp>4.1Normal working day and Saturday ~ Straight time rate and Half (1and\n1\u002F2)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>4.2Sunday and public holiday - double rate (2)\u003C\u002Fp>\n\n\u003Cp>An employee called for work when on leave or rest shall be entitled to\novertime or time off commensurate to days\u002Ftime spent at work.\u003C\u002Fp>\n\n\u003Cp>Provided that the working week for shift workers shall commence as and when\nthey start a shift.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>5.0 PROMOTION AND MERIT AWARDS\u003C\u002Fh2>\n\n\u003Cp>5.1 PROMOTION \u003C\u002Fp>\n\n\u003Cp>It is hereby agreed between the Bank and the Union that on promotion an\neligible employee shall be awarded a minimum of four notches in the salary\nscale of the current grade and fitted in the structure of the new grade\u003C\u002Fp>\n\n\u003Cp>5.2 MERIT AWARDS\u003C\u002Fp>\n\n\u003Cp>It is hereby agreed between the Bank and the Union that an eligible employee\nwho perform an act of an exceptional nature beyond the normal call of duty\nshall be given a merit award equivalent to a labour day Award.\u003C\u002Fp>\n\n\u003Ch2>6.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>The Bank shall pay to eligible employees allowances specified herein below:\n-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>6.1 Annual Leave Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>An eligible employee proceeding on annual leave shall be paid a leave\nallowance of two (2) times monthly salary when such employee proceeds on annual\nleave. For the purpose of this Clause, “Annual Leave” is as defined in\nClause 9.2 below.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>6.2 Upset Allowance\u003C\u002Fp>\n\n\u003Cp>Upset Allowance shall be paid at the rate of two times an eligible\nemployee’s monthly salary and shall only be payable under the circumstances\nof transfer between stations at the instance of the Bank.\u003C\u002Fp>\n\n\u003Cp>6.3 Laundry Allowance\u003C\u002Fp>\n\n\u003Cp>The Bank agrees with the Union to procure services of laundry firms where\neligible employees who are entitled to suits and weather coats as uniform,\nshall take their uniforms for dry cleaning. The Bank shall meet full laundry\ncosts for up to four suits and one weather coat in a month.\u003C\u002Fp>\n\n\u003Cp>6.4 Shift Differential Allowance\u003C\u002Fp>\n\n\u003Cp>Eligible employees engaged in night shift work from 18.00 to 06.00 hours\nshall be paid shift differential allowance at 50% of the basic rate per shift.\nAny excess hours shall be paid as overtime.\u003C\u002Fp>\n\n\u003Cp>6.5 Lunch Allowance\u003C\u002Fp>\n\n\u003Cp>Eligible employees shall be paid a Lunch Allowance of One Hundred and Forty\nSix Kwacha Fifteen Ngwee (K146.15) gross when made to work under the following\nconditions:\u003C\u002Fp>\n\n\u003Cp>6.5.1 out of station and unable to return to base for lunch;\u003C\u002Fp>\n\n\u003Cp>6.5.2 beyond lunch hour, over weekends\u002Fpublic holidays.\u003C\u002Fp>\n\n\u003Cp>6.6 Acting Allowance\u003C\u002Fp>\n\n\u003Cp>Acting Allowance shall be paid to an eligible employee (hereinafter called\n“the Acting officer\") who shall be delegated to perform certain duties for\nand during the absence of a senior officer, upon the written approval of the\nGovernor or the Governor's delegate.\u003C\u002Fp>\n\n\u003Cp>The acting allowance shall be such quantum as represents:-\u003C\u002Fp>\n\n\u003Cp>• five (5) notches in the salary scale immediately higher than the Acting\nOfficer’s scale; or,\u003C\u002Fp>\n\n\u003Cp>• the difference between the entry point salary of the higher scale and\nthe salary of the Acting Officer, whichever is the higher.\u003C\u002Fp>\n\n\u003Cp>In addition to the above, the officer so acting shall be entitled to be paid\nall other benefits applicable to that position provided that:\u003C\u002Fp>\n\n\u003Cp>6.6.1 An eligible employee has acted for a period of not less than 21\ncalendar days.\u003C\u002Fp>\n\n\u003Cp>6.6.2 An eligible employee shall not act in a vacant position for a period\nexceeding six months (6) without being confirmed save for administrative\nconvenience.\u003C\u002Fp>\n\n\u003Cp>6.6.3 The said allowance shall not form part of the eligible employee’s\nbasic salary and shall be taxable.\u003C\u002Fp>\n\n\u003Cp>6.7 Transport Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The Bank shall pay each eligible employee a sum of Three thousand one\nhundred and fifty kwacha only (K3,150.00) gross per month as transport\nallowance.\u003C\u002Fp>\n\n\u003Cp>The said allowance shall be reviewed quarterly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The Bank further agrees with the Union that:\u003C\u002Fp>\n\n\u003Cp>6.7.1 No physical transport shall be provided to eligible employees.\u003C\u002Fp>\n\n\u003Cp>6.7.2 Employees working during weekends and public holidays shall be paid\nOne Hundred and Fifty Three Kwacha Eighty Five Ngwee (K153.85) gross as\nTransport Allowance per day.\u003C\u002Fp>\n\n\u003Cp>6.7.3 Employees working up-to 19:00 hours and beyond on a normal working day\nshall be paid One Hundred and Fifty Three Kwacha Eighty Five Ngwee (K153.85)\ngross as Transport Allowance.\u003C\u002Fp>\n\n\u003Cp>6.8 Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>The Bank agrees to pay an eligible employee who is assigned to perform\nadditional duties (responsibilities) at the rate of 5 notches in the employee's\nsalary scale provided that such duties shall have been performed for a period\nof not less than 21 calender days.\u003C\u002Fp>\n\n\u003Ch2>7.0 COUNCIL RATES ON BUILDINGS\u003C\u002Fh2>\n\n\u003Cp>The Bank agrees with the Union to pay 100% of the local council rate bill bi\nannually for rates in respect of those eligible employees who have bought or\nbuilt houses for their own occupation mortgaged to the Bank. Provided that the\ntax burden shall be borne by the employee.\u003C\u002Fp>\n\n\u003Ch2>8.0 GROUND RENT\u003C\u002Fh2>\n\n\u003Cp>The Bank agrees with the Union to pay 100% of the Ground Rent and Lease\nCharges to the Commissioner of Lands or appropriate local authority annually\nfor eligible employees who have bought or built dwelling property for own\noccupation mortgaged to the Bank. Provided that where applicable, the tax\nburden shall be borne by the employee.\u003C\u002Fp>\n\n\u003Ch2>9.0 LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>9.1 Leave Days\u003C\u002Fp>\n\n\u003Cp>The Bank agrees with the Union that leave days shall accrue to all eligible\nemployees as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Grades\u003C\u002Ftd>\n \u003Ctd>Rate Per Annum\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>BOZ 1 to 2\u003C\u002Ftd>\n \u003Ctd>35 days\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>BOZ 3 to 4\u003C\u002Ftd>\n \u003Ctd>41 days\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>9.2 Vacation (annual) Leave\u003C\u002Fp>\n\n\u003Cp>9.2.1 An eligible employee shall be entitled to annual leave once a year.\nFor the purpose of this clause annual leave shall mean a minimum of 21 days to\nbe taken at least twelve (12) months after commencement of employment.\u003C\u002Fp>\n\n\u003Cp>9.2.2 An employee may be recalled back from leave by their\nSupervisor\u002FManager. The employee who has been recalled from leave will be\nrequired to complete a Leave Recall Form to be submitted to Human Resources\nDepartment.\u003C\u002Fp>\n\n\u003Cp>9.2.3 The unutilized leave days shall however not be credited back on the\nHuman Resources Management System (HRMS).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.3 Commutation of Leave Days\u003C\u002Fp>\n\n\u003Cp>An eligible employee shall be entitled to commute unutilised leave days for\ncash. Commutable days are those accrued at the time of proceeding on annual\nleave, leaving of seven (7) days each time such commutation is made.\u003C\u002Fp>\n\n\u003Cp>9.4 Sick-Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>The bank agrees with the union that on production of vald written medical\nrecommendations, an eligible employee may go on paid sick leave for a\nmaximumperiod of 90 days, thereafter for another 90 days on half pay, should\ncircumstances warrant.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>Provided that if the employee has not recovered from illness after six (6)\nmonths from the date of illness, the Manic may, on the recommendation of a\nregistered medical practitioner or medical institution designated by the Bank,\ndischarge the employee, whereupon the entitlement to sick leave shall cease.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9.5Special Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The Bank agrees with the Union that upon the written recommendation of a\nmedical practitioner or other person duly authorised in that behalf under the\nMedical and Allied Professions Act, an eligible employee shall be granted paid\nleave of absence not exceeding ten (10) working days to enable such employee\nnurse his\u002Fher sick child or spouse who has been hospitalized and who, on\naccount of the nature of the illness requires special attention.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.6Maternity 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>9.6.1Any eligible female employee who has completed at least two (2) years\nof continuous service with the Bank from the date of first engagement or since\nthe last maternity leave was taken as the case may be, shall on production of a\nmedical certificate as to her pregnancy signed by a registered medical\npractitioner, be entitled to maternity leave of 90 days with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>9.6.2The maternity leave so granted shall be exclusive of any other leave to\nwhich a female employee may otherwise be entitled.\u003C\u002Fp>\n\n\u003Cp>9.6.3In case of illness which arises out of pregnancy and results in a\nfemale employee becoming temporarily incapable of performing her duties, such\nemployee shall be entitled to sick leave in accordance with the provision of\nClause 9.4 of this Collective Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>9.6.4The Bank shall not terminate the services of a female employee, or\nimpose any other penalty or disadvantage upon such employee within six months\nafter delivery, for reasons connected with such employee’s pregnancy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.7Study Leave\u003C\u002Fp>\n\n\u003Cp>Prior to each authorised examination, employees may, on application, be\nallowed 5 working days off for study. In addition, employees shall be allowed\nleave covering specific days of examinations.\u003C\u002Fp>\n\n\u003Cp>Where an examination for an approved course of study is during working\nhours, time off with pay shall be given in multiples of one day for each\nseparate such examination.\u003C\u002Fp>\n\n\u003Ch2>10.0 REIMBURSEMENT OF PRIVATE TRAINING COST\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>The Bank shall reimburse costs incurred in respect of successful-completion\nor self-sponsored\u003C\u002Fp>\n\n\u003Cp>training programmes undertaken by eligible employees provided that:\u003C\u002Fp>\n\n\u003Cp>10.1 such training would have been approved by the Staff Training and\nDevelopment Committee prior to commencement;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>10.2 the reimbursement shall be against production of authentic receipts of\nproof of payment and on production of authentic certificates with results\ntranscripts;\u003C\u002Fp>\n\n\u003Cp>10.3 the cost was incurred by the employee while in the employment of the\nBank of Zambia;\u003C\u002Fp>\n\n\u003Cp>10.4 the Head of Department certifies relevance to the requirements of the\nBank. Such approval shall be granted in consultation with the Human Resources\nDepartment; \u003C\u002Fp>\n\n\u003Cp>10.5 that only the costs incurred on the following shall be reimbursed:\u003C\u002Fp>\n\n\u003Cp>10.5.1 Registration fees;\u003C\u002Fp>\n\n\u003Cp>10.5.2 Subscription fees where this is a requirement for study;\u003C\u002Fp>\n\n\u003Cp>10.5.3 Tuition fees;\u003C\u002Fp>\n\n\u003Cp>10.5.4 Examination fees; and\u003C\u002Fp>\n\n\u003Cp>10.5.5 Project\u002Fresearch fees.\u003C\u002Fp>\n\n\u003Ch2>11.0 REMOVALS\u003C\u002Fh2>\n\n\u003Cp>The Bank undertakes to provide transport to facilitate removal\u002Fshifting of\neligible employees on the occurrence of any of the following:-\u003C\u002Fp>\n\n\u003Cp>11.1 Change of accommodation at the instance of the Bank.\u003C\u002Fp>\n\n\u003Cp>11.2 Change of accommodation from Bank residential property to\nowner-occupier accommodation.\u003C\u002Fp>\n\n\u003Cp>11.3 Further, the Bank undertakes to provide appropriate removal services in\nthe event of the Bank transferring an eligible employee between stations.\u003C\u002Fp>\n\n\u003Ch2>12.0 FUNERAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cp>12.1 Staff\u003C\u002Fp>\n\n\u003Cp>The bank agrees with the Union that at the death of an eligible employee, it\nshall meet expenses as follows:\u003C\u002Fp>\n\n\u003Cp>a) Provide a funeral grant of K9,000 (Nine Thousand Kwacha only) cash to the\nfamily of the deceased\u003C\u002Fp>\n\n\u003Cp>b) Conveying a body to a funeral service provider's premises\u003C\u002Fp>\n\n\u003Cp>c) Preparation of the body for burial\u002Fcremation\u003C\u002Fp>\n\n\u003Cp>d) Conveying the body from a funeral service provider’s premises to the\npoint of burial\u002Fcremation.\u003C\u002Fp>\n\n\u003Cp>(e) Provision of a casket of up to 103,000 (Thirteen thousand kwacha\nonly).\u003C\u002Fp>\n\n\u003Cp>Provided that;\u003C\u002Fp>\n\n\u003Cp>(a) Any cost incurred on account of keeping the body within the funeral\nservice provider’s premises for longer than three (3) nights shall not be\nborne by the Bank.\u003C\u002Fp>\n\n\u003Cp>(b) The place of burial\u002Fcremation shall be within Lusaka or Ndola and the\nsurrounding towns.\u003C\u002Fp>\n\n\u003Cp>12.2 Funeral Grants\u003C\u002Fp>\n\n\u003Cp>When specifically requested, the Bank hereby agrees with the Union to assist\nan eligible employee upon the death of a specified member of his\u002Fher family by\nway of a funeral grant.\u003C\u002Fp>\n\n\u003Cp>Funeral grant shall apply to the following and in the following manner:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Location\u003C\u002Ftd>\n \u003Ctd>Child\u003C\u002Ftd>\n \u003Ctd>Spouse\u003C\u002Ftd>\n \u003Ctd>Parent\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\">Within Station\u003C\u002Ftd>\n \u003Ctd>Standard Coffin of up to K8,000\u003C\u002Ftd>\n \u003Ctd>Standard Coffin of up to K8,000\u003C\u002Ftd>\n \u003Ctd>N\u002FA\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Transport\u003C\u002Ftd>\n \u003Ctd>Transport\u003C\u002Ftd>\n \u003Ctd>Transport\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Cash -K6,500\u003C\u002Ftd>\n \u003Ctd>Cash -K6,500\u003C\u002Ftd>\n \u003Ctd>Cash -K7,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">Outside Station\u003C\u002Ftd>\n \u003Ctd>Standard Coffin of up to K8,000\u003C\u002Ftd>\n \u003Ctd>Standard Coffin of up to K8,000\u003C\u002Ftd>\n \u003Ctd>N\u002FA\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Cash -K6,500\u003C\u002Ftd>\n \u003Ctd>Cash -K6,500\u003C\u002Ftd>\n \u003Ctd>Cash -K7,000\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>13.0 UNIFORMS AND PROTECTIVE WEAR\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>13.1The Bank agrees with the Union to provide uniforms and protective wear\nto the following classes of eligible employees:\u003C\u002Fp>\n\n\u003Cp>Security Officers\u003C\u002Fp>\n\n\u003Cp>Tellers\u003C\u002Fp>\n\n\u003Cp>Cashiers\u003C\u002Fp>\n\n\u003Cp>Clearing Officers Mutilated Currency Officers Drivers\u003C\u002Fp>\n\n\u003Cp>Note Examiners\u003C\u002Fp>\n\n\u003Cp>Office Assistants\u003C\u002Fp>\n\n\u003Cp>Porters\u003C\u002Fp>\n\n\u003Cp>Technicians\u003C\u002Fp>\n\n\u003Cp>Records Officers\u002FStore Officers\u002FStore Keepers\u003C\u002Fp>\n\n\u003Cp>Computer Operators Artisans\u003C\u002Fp>\n\n\u003Cp>General Workers\u003C\u002Fp>\n\n\u003Cp>Nurses\u003C\u002Fp>\n\n\u003Cp>Chefs\u002FCooks \u003C\u002Fp>\n\n\u003Cp>Note Destruction Officers\u002FSection Officer - Note Destruction House\nKeepers\u002FOffice Services Officers\u003C\u002Fp>\n\n\u003Cp>13.2 Further, the Bank shall provide one packet of detergent powder per week\nto the uniformed employees. Where issuance of such detergents falls in arrears,\nthe Bank shall be obliged to issue the outstanding detergent to the eligible\nemployees,\u003C\u002Fp>\n\n\u003Cp>13.3 The Bank and the Union further agree that the Union shall be consulted\nwhen determining the type of uniforms. The said uniformed eligible employees\nshall wear the uniform so issued throughout the year.\u003C\u002Fp>\n\n\u003Cp>13.4 The Bank and the Union further agree that:\u003C\u002Fp>\n\n\u003Cp>13.4.1 Uniforms for eligible employees would be delivered in the first\nquarter of the applicable year.\u003C\u002Fp>\n\n\u003Cp>13.4.2 Uniform shall be provided as per Appendix B.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14.0 LOANS\u003C\u002Fh2>\n\n\u003Cp>Subject to Section 21 of the Bank of Zambia Act, the Bank agrees with the\nUnion that it shall provide the following Staff Loans to eligible employees as\nper the Bank’s Staff Advances and Loans Policy:\u003C\u002Fp>\n\n\u003Cp>* House Loan\u003C\u002Fp>\n\n\u003Cp>* Car Loan\u003C\u002Fp>\n\n\u003Cp>* Multi-purpose Loan\u003C\u002Fp>\n\n\u003Cp>* Personal\u003C\u002Fp>\n\n\u003Ch2>15.0 LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>There shall be such long service award as approved by the Board for eligible\nemployees who would have worked in the Bank for a period of 15 years and 30\nyears unbroken service. The Union and Management through a process of\nconsultation shall determine the award to be given to eligible staff.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>16.0 CHRISTMAS GIFT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Bank agrees with the Union that it shall pay an equivalent of a\nmonth’s salary to eligible employees as a Christmas gift once every year for\nthe duration of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17.0 STAFF POLICIES\u003C\u002Fh2>\n\n\u003Cp>Without prejudice to the Board’s power to formulate policy, the Bank\nagrees with the Union that it shall engage the union in the process of\ndevelopment, review and amendment of the following matters:\u003C\u002Fp>\n\n\u003Cp>17.1 Staff Loans and Advances Policy\u003C\u002Fp>\n\n\u003Cp>17.2 Disciplinary Proceedings\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>17.3 Medical Services Facility\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>17.4 Group Life Assurance Scheme\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.5 Training Policy\u003C\u002Fp>\n\n\u003Cp>17.6 Appellate Committee\u003C\u002Fp>\n\n\u003Cp>17.7 Staff Canteen\u003C\u002Fp>\n\n\u003Cp>17.8 Staff Housing\u003C\u002Fp>\n\n\u003Cp>17.9 Group Personal Accidents\u003C\u002Fp>\n\n\u003Cp>17.10 Voluntary Medical Scheme\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>17.11 HIV\u002FAIDS Policy\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>17.12 Pension\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17.13 Code of Ethics\u003C\u002Fp>\n\n\u003Cp>17.14 Whistle Blower\u003C\u002Fp>\n\n\u003Ch2>18.0 REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>The Bank agrees with the Union that whenever redundancies are inevitable,\nthe Union and Management shall agree on modalities, criteria and the package in\naccordance with the Labour laws of Zambia as amended from time to time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19.0 TERM OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The provisions of this Collective Agreement shall take effect from 1st\nAugust 2016 and shall remain in force until 31st July 2018.\u003C\u002Fp>\n\n\u003Ch2>20.0 NEXT NEGOTIATIONS\u003C\u002Fh2>\n\n\u003Cp>Negotiations for the next Collective Agreement shall commence not later than\nthe 30th day of April 2018.\u003C\u002Fp>\n\n\u003Ch2>21.0 AMENDMENTS (VARIATION)\u003C\u002Fh2>\n\n\u003Cp>Neither party may vary nor rescind any part of this Collective Agreement\nunless such variation, addition or deletion is accepted in writing by the other\nparty, provided that such acceptance shall not be unreasonably withheld.\u003C\u002Fp>\n\n\u003Ch2>22.0 MID-STREAM REVIEW OF SALARY\u003C\u002Fh2>\n\n\u003Cp>22.1 For the duration of this Collective Agreement ONLY, the Bank agrees\nwith the Union that there shall be no mid- stream salary review. However, the\nBank and the Union agree to award 7% salary increment plus an annual\nincremental notch effective 1st August 2017 based on the salary structure\ncontained in Appendix A2.\u003C\u002Fp>\n\n\u003Cp>22.2 Without prejudice to clause 22.1 above, the Bank agrees with the Union\nto negotiate the mid stream review of salary during the next collective\nbargaining process.\u003C\u002Fp>\n\n\u003Cp>In witness whereof the parties hereto by their duly authorized\nrepresentatives have hereunto set their hands the day and year first before\nwritten.\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF BANK OF ZAMBIA:\u003C\u002Fp>\n\n\u003Cp>- SENIOR DIRECTOR - SUPERVISORY POLICY (CHAIRMAN)\u003C\u002Fp>\n\n\u003Cp>In Presence of:-\u003C\u002Fp>\n\n\u003Cp>- DIRECTOR - REGIONAL OFFICE (MANAGEMENT TEAM LEADER)\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED\nWORKERS\u003C\u002Fp>\n\n\u003Cp>- NATIONAL TRUSTEE - ZUFIAW (UNIOB TEAM LEADER)\u003C\u002Fp>\n\n\u003Cp>In Presence of:-\u003C\u002Fp>\n\n\u003Cp>- CHAIRMAN - ZUFIAW (LUSAKA UNION BRANCH)\u003C\u002Fp>\n\n\u003Cp>- CHAIRMAN - ZUFIAW (NDOLA UNION BRANCH)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed: 19 SEPT 2016.\u003C\u002Fp>\n\n\u003Cp>**********************\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>APPENDIX A1: UNIONISED SALARY STRUCTURE -1 AUGUST 2016 -12%\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>NOTCHES\u003C\u002Ftd>\n \u003Ctd>BOZU 4\u003C\u002Ftd>\n \u003Ctd>BOZU 3\u003C\u002Ftd>\n \u003Ctd>BOZU 2\u003C\u002Ftd>\n \u003Ctd>BOZU 1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>20\u003C\u002Ftd>\n \u003Ctd>27,031.13\u003C\u002Ftd>\n \u003Ctd>19,658.86\u003C\u002Ftd>\n \u003Ctd>16,710.31\u003C\u002Ftd>\n \u003Ctd>12,188.66\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>19\u003C\u002Ftd>\n \u003Ctd>26,467.98\u003C\u002Ftd>\n \u003Ctd>19,249.30\u003C\u002Ftd>\n \u003Ctd>16,362.17\u003C\u002Ftd>\n \u003Ctd>11,934.72\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18\u003C\u002Ftd>\n \u003Ctd>25,904.82\u003C\u002Ftd>\n \u003Ctd>18,839.74\u003C\u002Ftd>\n \u003Ctd>16,014.03\u003C\u002Ftd>\n \u003Ctd>11,680.79\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>17\u003C\u002Ftd>\n \u003Ctd>25,341.66\u003C\u002Ftd>\n \u003Ctd>18,430.18\u003C\u002Ftd>\n \u003Ctd>15,665.90\u003C\u002Ftd>\n \u003Ctd>11,426.85\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>16\u003C\u002Ftd>\n \u003Ctd>24,778.51\u003C\u002Ftd>\n \u003Ctd>18,020.62\u003C\u002Ftd>\n \u003Ctd>15,317.76\u003C\u002Ftd>\n \u003Ctd>11,172.91\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>15\u003C\u002Ftd>\n \u003Ctd>24,215.35\u003C\u002Ftd>\n \u003Ctd>17,611.06\u003C\u002Ftd>\n \u003Ctd>14,969.62\u003C\u002Ftd>\n \u003Ctd>10,918.98\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>14\u003C\u002Ftd>\n \u003Ctd>23,652.20\u003C\u002Ftd>\n \u003Ctd>17,201.50\u003C\u002Ftd>\n \u003Ctd>14,621.48\u003C\u002Ftd>\n \u003Ctd>10,665.04\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>13\u003C\u002Ftd>\n \u003Ctd>23,089.04\u003C\u002Ftd>\n \u003Ctd>16,791.95\u003C\u002Ftd>\n \u003Ctd>14,273.34\u003C\u002Ftd>\n \u003Ctd>10,411.11\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>12\u003C\u002Ftd>\n \u003Ctd>22,525.89\u003C\u002Ftd>\n \u003Ctd>16,382.39\u003C\u002Ftd>\n \u003Ctd>13,925.20 \u003C\u002Ftd>\n \u003Ctd>10,157.17\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>11\u003C\u002Ftd>\n \u003Ctd>21,962.73\u003C\u002Ftd>\n \u003Ctd>15,972.83\u003C\u002Ftd>\n \u003Ctd>13,577.06\u003C\u002Ftd>\n \u003Ctd>9,903.23\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>10\u003C\u002Ftd>\n \u003Ctd>21,399,58\u003C\u002Ftd>\n \u003Ctd>15,563.27\u003C\u002Ftd>\n \u003Ctd>13,228.92\u003C\u002Ftd>\n \u003Ctd>9,649.30\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>9\u003C\u002Ftd>\n \u003Ctd>20,836.42\u003C\u002Ftd>\n \u003Ctd>15,153.71\u003C\u002Ftd>\n \u003Ctd>12,880.78\u003C\u002Ftd>\n \u003Ctd>9,395.36\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>8\u003C\u002Ftd>\n \u003Ctd>20,273.27\u003C\u002Ftd>\n \u003Ctd>14,744.15\u003C\u002Ftd>\n \u003Ctd>12,532.64\u003C\u002Ftd>\n \u003Ctd>9,141.42\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>7\u003C\u002Ftd>\n \u003Ctd>19,710.11\u003C\u002Ftd>\n \u003Ctd>14,334.60\u003C\u002Ftd>\n \u003Ctd>12,184.50\u003C\u002Ftd>\n \u003Ctd>8,887.49\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6\u003C\u002Ftd>\n \u003Ctd>19,146.96\u003C\u002Ftd>\n \u003Ctd>13,925.04\u003C\u002Ftd>\n \u003Ctd>11,836.36\u003C\u002Ftd>\n \u003Ctd>8,633.55\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5\u003C\u002Ftd>\n \u003Ctd>18,583.80\u003C\u002Ftd>\n \u003Ctd>13,515.48\u003C\u002Ftd>\n \u003Ctd>11,488.22\u003C\u002Ftd>\n \u003Ctd>8,379.61\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>18,020.65\u003C\u002Ftd>\n \u003Ctd>13,105.92\u003C\u002Ftd>\n \u003Ctd>11,140.08\u003C\u002Ftd>\n \u003Ctd>8,125.68\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>17,457.49\u003C\u002Ftd>\n \u003Ctd>12,696.36\u003C\u002Ftd>\n \u003Ctd>10,791.94\u003C\u002Ftd>\n \u003Ctd>7,871.74\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>16,894.34\u003C\u002Ftd>\n \u003Ctd>12,286.80\u003C\u002Ftd>\n \u003Ctd>10,443.80\u003C\u002Ftd>\n \u003Ctd>7,617.80\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>16,331.18\u003C\u002Ftd>\n \u003Ctd>11,877.24\u003C\u002Ftd>\n \u003Ctd>10,095.66\u003C\u002Ftd>\n \u003Ctd>7,363.87\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>0\u003C\u002Ftd>\n \u003Ctd>15,768.03\u003C\u002Ftd>\n \u003Ctd>11,467.69\u003C\u002Ftd>\n \u003Ctd>9,747.52\u003C\u002Ftd>\n \u003Ctd>7,109.93\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>NOTCH DIFFERENCE\u003C\u002Ftd>\n \u003Ctd>563,16\u003C\u002Ftd>\n \u003Ctd>409,56\u003C\u002Ftd>\n \u003Ctd>348,14\u003C\u002Ftd>\n \u003Ctd>253,95\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX A2: UNIONISED SALARY STRUCTURE -1 AUGUST 2017 - 7%\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>NOTCHES\u003C\u002Ftd>\n \u003Ctd>BOZU 4\u003C\u002Ftd>\n \u003Ctd>BOZU 3\u003C\u002Ftd>\n \u003Ctd>BOZU 2\u003C\u002Ftd>\n \u003Ctd>BOZU 1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>20\u003C\u002Ftd>\n \u003Ctd>28,92331\u003C\u002Ftd>\n \u003Ctd>21,034.98\u003C\u002Ftd>\n \u003Ctd>17,880.04\u003C\u002Ftd>\n \u003Ctd>13,041.87\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>19\u003C\u002Ftd>\n \u003Ctd>28,320.73\u003C\u002Ftd>\n \u003Ctd>20,596.75\u003C\u002Ftd>\n \u003Ctd>17,507.53\u003C\u002Ftd>\n \u003Ctd>12,770.16\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18\u003C\u002Ftd>\n \u003Ctd>27,718.16\u003C\u002Ftd>\n \u003Ctd>20,158.52\u003C\u002Ftd>\n \u003Ctd>17,135.02\u003C\u002Ftd>\n \u003Ctd>12,498.44\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>17\u003C\u002Ftd>\n \u003Ctd>27,115.58\u003C\u002Ftd>\n \u003Ctd>19,720.29\u003C\u002Ftd>\n \u003Ctd>16,762.51\u003C\u002Ftd>\n \u003Ctd>12,226.73\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>16\u003C\u002Ftd>\n \u003Ctd>26,513.00\u003C\u002Ftd>\n \u003Ctd>19,282.07\u003C\u002Ftd>\n \u003Ctd>16,390.00\u003C\u002Ftd>\n \u003Ctd>11,955.02\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>15\u003C\u002Ftd>\n \u003Ctd>25,910.43\u003C\u002Ftd>\n \u003Ctd>18,843.84\u003C\u002Ftd>\n \u003Ctd>16,017.49\u003C\u002Ftd>\n \u003Ctd>11,683.31\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>14\u003C\u002Ftd>\n \u003Ctd>25,307.85\u003C\u002Ftd>\n \u003Ctd>18,405.61\u003C\u002Ftd>\n \u003Ctd>15,644.98\u003C\u002Ftd>\n \u003Ctd>11,411.59\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>13\u003C\u002Ftd>\n \u003Ctd>24,705.28\u003C\u002Ftd>\n \u003Ctd>17,967.38\u003C\u002Ftd>\n \u003Ctd>15,272.47\u003C\u002Ftd>\n \u003Ctd>11,139.88\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>12\u003C\u002Ftd>\n \u003Ctd>24,102.70\u003C\u002Ftd>\n \u003Ctd>17,529.16\u003C\u002Ftd>\n \u003Ctd>14,899.96\u003C\u002Ftd>\n \u003Ctd>10,868.17\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>11\u003C\u002Ftd>\n \u003Ctd>23,500.12\u003C\u002Ftd>\n \u003Ctd>17,090.93\u003C\u002Ftd>\n \u003Ctd>14,527.45\u003C\u002Ftd>\n \u003Ctd>10,596.46\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>10\u003C\u002Ftd>\n \u003Ctd>22,897.55\u003C\u002Ftd>\n \u003Ctd>16,652.70\u003C\u002Ftd>\n \u003Ctd>14,154.94\u003C\u002Ftd>\n \u003Ctd>10,324.75\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>9\u003C\u002Ftd>\n \u003Ctd>22,294.97\u003C\u002Ftd>\n \u003Ctd>16,214.47\u003C\u002Ftd>\n \u003Ctd>13,782.43\u003C\u002Ftd>\n \u003Ctd>10,053.03\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>8\u003C\u002Ftd>\n \u003Ctd>21,692.40\u003C\u002Ftd>\n \u003Ctd>15,776.24\u003C\u002Ftd>\n \u003Ctd>13,409.92\u003C\u002Ftd>\n \u003Ctd>9,781.32\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>7\u003C\u002Ftd>\n \u003Ctd>21,089.82\u003C\u002Ftd>\n \u003Ctd>15,338.02\u003C\u002Ftd>\n \u003Ctd>13,037.42\u003C\u002Ftd>\n \u003Ctd>9,509.61\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6\u003C\u002Ftd>\n \u003Ctd>20,487.24\u003C\u002Ftd>\n \u003Ctd>14,899.79\u003C\u002Ftd>\n \u003Ctd>12,664.91\u003C\u002Ftd>\n \u003Ctd>9,237.90\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5\u003C\u002Ftd>\n \u003Ctd>19,884.67\u003C\u002Ftd>\n \u003Ctd>14,461.56\u003C\u002Ftd>\n \u003Ctd>12,292.40\u003C\u002Ftd>\n \u003Ctd>8,966.18\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>19,282.09\u003C\u002Ftd>\n \u003Ctd>14,023.33\u003C\u002Ftd>\n \u003Ctd>11,919.89\u003C\u002Ftd>\n \u003Ctd>8,694.47\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>18,679.52\u003C\u002Ftd>\n \u003Ctd>13,585.11\u003C\u002Ftd>\n \u003Ctd>11,547.38\u003C\u002Ftd>\n \u003Ctd>8,422.76\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>18,076.94\u003C\u002Ftd>\n \u003Ctd>13,146.88\u003C\u002Ftd>\n \u003Ctd>11,174.87\u003C\u002Ftd>\n \u003Ctd>8,151.05\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>17,474.36\u003C\u002Ftd>\n \u003Ctd>12,708.65\u003C\u002Ftd>\n \u003Ctd>10,802.36\u003C\u002Ftd>\n \u003Ctd>7,879.34\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>0\u003C\u002Ftd>\n \u003Ctd>16,871.79\u003C\u002Ftd>\n \u003Ctd>12,270.42\u003C\u002Ftd>\n \u003Ctd>10,429.85\u003C\u002Ftd>\n \u003Ctd>7,607.62\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>NOTCH DIFFERENCE\u003C\u002Ftd>\n \u003Ctd>602,58\u003C\u002Ftd>\n \u003Ctd>438,23\u003C\u002Ftd>\n \u003Ctd>372,51\u003C\u002Ftd>\n \u003Ctd>271,71\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>APPENDIX B\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>CATEGORY\u003C\u002Ftd>\n \u003Ctd>TYPE\u003C\u002Ftd>\n \u003Ctd>FIXED ALLOCATION\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"8\">Security Officer\u003C\u002Ftd>\n \u003Ctd>Suit\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Combat\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Boots\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tie\u002FScarf\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Trench Coat\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Jersey\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd colspan=\"2\">Rain coat\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">Tellers\u003C\u002Ftd>\n \u003Ctd>Suit\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shirt\u002FBlouse\u003C\u002Ftd>\n \u003Ctd>6\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tie\u002FScarf\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">Cashiers\u003C\u002Ftd>\n \u003Ctd>Suit\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shirt\u002FBlouse\u003C\u002Ftd>\n \u003Ctd>6\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tie\u002FScarf\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">Clearing Officer\u003C\u002Ftd>\n \u003Ctd>Suit\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shirt\u002FBlouse\u003C\u002Ftd>\n \u003Ctd>6\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tie\u002FScarf\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">Mutilated Currency Officier\u003C\u002Ftd>\n \u003Ctd>Suit\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shirt\u002FBlouse\u003C\u002Ftd>\n \u003Ctd>6\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tie\u002FScarf\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"9\">Drivers\u003C\u002Ftd>\n \u003Ctd>Suit\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shirt\u002FBlouse\u003C\u002Ftd>\n \u003Ctd>6\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Tie\u003C\u002Ftd>\n \u003Ctd>4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Work suit\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Overall\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Rain coat\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Jersey\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Safety shoes\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">Notes Examiners\u003C\u002Ftd>\n \u003Ctd>Special Suits (Pocketless)\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"6\">Office Assistants\u003C\u002Ftd>\n \u003Ctd>Trouser\u002FSkirts\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>T-Shirts\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shirt\u002FBlouse\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Jersey\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Safety shoes\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"6\">Porters\u003C\u002Ftd>\n \u003Ctd>Trouser\u002FSkirts\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Safety Boots\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>T-Shirts\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Jersey\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Rain coat\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Work suit\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\">Technician\u003C\u002Ftd>\n \u003Ctd>Dust Coat\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Safety shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Rain coat\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">Record Officer\u002FStore Officer\u002F Store Keeper\u003C\u002Ftd>\n \u003Ctd>Dust Coat\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">Computer Operator\u003C\u002Ftd>\n \u003Ctd>Jersey\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Dust Coat\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">Artisans\u003C\u002Ftd>\n \u003Ctd>Dust Coat\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Safety shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Overall\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Rain coat\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">General Worker\u003C\u002Ftd>\n \u003Ctd>Dust Coat\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Safety shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Overall\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Rain coat\u003C\u002Ftd>\n \u003Ctd>1\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">Nurse\u003C\u002Ftd>\n \u003Ctd>Dress\u002FTrouser suit\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Jersey\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Belt and Buckle\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"6\">General Worker-BOZ Gardener\u002F Guest House\u003C\u002Ftd>\n \u003Ctd>Safety shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Overall\u002FWorksuit\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Jersey\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Rain coat\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Chefs Uniform\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Shoes\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\">House keepers\u002FOffice service officer\u003C\u002Ftd>\n \u003Ctd>Safety shoes\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Dust Coat\u003C\u002Ftd>\n \u003Ctd>3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Work suit\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\">Note Destruction Officers\u002F Section Officer - Note\n Destruction\u003C\u002Ftd>\n \u003Ctd>Safety shoes\u002F boots\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Work suit\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Dust Coat\u003C\u002Ftd>\n \u003Ctd>2\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed: 19 SEPT 2016\u003C\u002Fp>\n\n\u003Cp>By: LABOUR COMMISSIONER \u003C\u002Fp>\n\n\u003Cp>LUSAKA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n ",{"trainingprogrammes":44,"paidmaternityleaveduration":48,"maxsicknesspay":52,"ONCERISE_trigger":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":68,"trainingfund":72,"maternityotherclause":74,"pensionfund":78,"OVERTIME_trigger":81,"SENIOR_trigger":85,"healthcareaccess":89,"healthinsurance":92,"COMMUTE_trigger":95,"SUNDAY_trigger":99,"ANNLEAVE_trigger":103,"protectiveclothing":107,"healthandsafetypolicy":111,"hiv":115,"sicknesspay":118,"longserviceallowancetype2":121,"annleaveallowancetype":123,"longtermillness":127,"PAIDLEAV_trigger":131,"LOWWAGE_trigger":135,"funeralpayamount":139,"hivpolicy":141,"paidmaternityleavepay":143,"sicknessmaxdays":145,"paidmaternityleave":147,"contractseverancepay":149,"jobsecuritymothers":153},{"bindId":45,"name":46,"text":47},"trainingprogrammes","The Bank shall reimburse costs incurred ","The Bank shall reimburse costs incurred in respect of successful-completion\nor self-sponsored\n\ntraining programmes undertaken by eligible employees provided that:\n\n10.1 such training would have been approved by the Staff Training and\nDevelopment Committee prior to commencement;",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","9.6.1Any eligible female employee who ha","9.6.1Any eligible female employee who has completed at least two (2) years\nof continuous service with the Bank from the date of first engagement or since\nthe last maternity leave was taken as the case may be, shall on production of a\nmedical certificate as to her pregnancy signed by a registered medical\npractitioner, be entitled to maternity leave of 90 days with full pay.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","The bank agrees with the union that on p","The bank agrees with the union that on production of vald written medical\nrecommendations, an eligible employee may go on paid sick leave for a\nmaximumperiod of 90 days, thereafter for another 90 days on half pay, should\ncircumstances warrant.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","The Bank agrees with the Union that it s","The Bank agrees with the Union that it shall pay an equivalent of a\nmonth’s salary to eligible employees as a Christmas gift once every year for\nthe duration of this Agreement.",{"bindId":61,"name":62,"text":63},"childcare","The Bank agrees with the Union that upon","The Bank agrees with the Union that upon the written recommendation of a\nmedical practitioner or other person duly authorised in that behalf under the\nMedical and Allied Professions Act, an eligible employee shall be granted paid\nleave of absence not exceeding ten (10) working days to enable such employee\nnurse his\u002Fher sick child or spouse who has been hospitalized and who, on\naccount of the nature of the illness requires special attention.",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","The Bank agrees with the Union to award ","The Bank agrees with the Union to award all eligible employees a salary\nincrease of 12% across the board effective 1st August, 2016 and 7% across the\nboard effective 1st August, 2017. The new salary structures resultant thereupon\nare shown in Appendix A1 and Appendix A2 hereto.",{"bindId":69,"name":70,"text":71},"funeralpay","12.1 Staff The bank agrees with the Unio","12.1 Staff\n\nThe bank agrees with the Union that at the death of an eligible employee, it\nshall meet expenses as follows:\n\na) Provide a funeral grant of K9,000 (Nine Thousand Kwacha only) cash to the\nfamily of the deceased\n\nb) Conveying a body to a funeral service provider's premises\n\nc) Preparation of the body for burial\u002Fcremation\n\nd) Conveying the body from a funeral service provider’s premises to the\npoint of burial\u002Fcremation.\n\n(e) Provision of a casket of up to 103,000 (Thirteen thousand kwacha\nonly).\n\nProvided that;\n\n(a) Any cost incurred on account of keeping the body within the funeral\nservice provider’s premises for longer than three (3) nights shall not be\nborne by the Bank.\n\n(b) The place of burial\u002Fcremation shall be within Lusaka or Ndola and the\nsurrounding towns.\n\n12.2 Funeral Grants\n\nWhen specifically requested, the Bank hereby agrees with the Union to assist\nan eligible employee upon the death of a specified member of his\u002Fher family by\nway of a funeral grant.\n\nFuneral grant shall apply to the following and in the following manner:\n\n\n \n \n \n \n \n \n \n Location\n Child\n Spouse\n Parent\n \n \n Within Station\n Standard Coffin of up to K8,000\n Standard Coffin of up to K8,000\n N\u002FA\n \n \n Transport\n Transport\n Transport\n \n \n Cash -K6,500\n Cash -K6,500\n Cash -K7,000\n \n \n Outside Station\n Standard Coffin of up to K8,000\n Standard Coffin of up to K8,000\n N\u002FA\n \n \n Cash -K6,500\n Cash -K6,500\n Cash -K7,000\n \n \n",{"bindId":73,"name":46,"text":47},"trainingfund",{"bindId":75,"name":76,"text":77},"maternityotherclause","9.6.2The maternity leave so granted shal","9.6.2The maternity leave so granted shall be exclusive of any other leave to\nwhich a female employee may otherwise be entitled.\n\n9.6.3In case of illness which arises out of pregnancy and results in a\nfemale employee becoming temporarily incapable of performing her duties, such\nemployee shall be entitled to sick leave in accordance with the provision of\nClause 9.4 of this Collective Agreement.",{"bindId":79,"name":80,"text":80},"pensionfund","17.12 Pension",{"bindId":82,"name":83,"text":84},"OVERTIME_trigger","It has been agreed between the Bank and ","It has been agreed between the Bank and the Union that eligible employees\nworking normal shift hours shall be entitled to overtime when requested to work\nextra hours at the following rate:\n\n4.1Normal working day and Saturday ~ Straight time rate and Half (1and\n1\u002F2)\n\n4.2Sunday and public holiday - double rate (2)\n\nAn employee called for work when on leave or rest shall be entitled to\novertime or time off commensurate to days\u002Ftime spent at work.\n\nProvided that the working week for shift workers shall commence as and when\nthey start a shift.",{"bindId":86,"name":87,"text":88},"SENIOR_trigger","There shall be such long service award a","There shall be such long service award as approved by the Board for eligible\nemployees who would have worked in the Bank for a period of 15 years and 30\nyears unbroken service. The Union and Management through a process of\nconsultation shall determine the award to be given to eligible staff.",{"bindId":90,"name":91,"text":91},"healthcareaccess","17.3 Medical Services Facility",{"bindId":93,"name":94,"text":94},"healthinsurance","17.4 Group Life Assurance Scheme",{"bindId":96,"name":97,"text":98},"COMMUTE_trigger","The Bank shall pay each eligible employe","The Bank shall pay each eligible employee a sum of Three thousand one\nhundred and fifty kwacha only (K3,150.00) gross per month as transport\nallowance.\n\nThe said allowance shall be reviewed quarterly.",{"bindId":100,"name":101,"text":102},"SUNDAY_trigger","4.2Sunday and public holiday - double ra","4.2Sunday and public holiday - double rate (2)\n\nAn employee called for work when on leave or rest shall be entitled to\novertime or time off commensurate to days\u002Ftime spent at work.\n\nProvided that the working week for shift workers shall commence as and when\nthey start a shift.",{"bindId":104,"name":105,"text":106},"ANNLEAVE_trigger","6.1 Annual Leave Allowance An eligible e","6.1 Annual Leave Allowance\n\nAn eligible employee proceeding on annual leave shall be paid a leave\nallowance of two (2) times monthly salary when such employee proceeds on annual\nleave. For the purpose of this Clause, “Annual Leave” is as defined in\nClause 9.2 below.",{"bindId":108,"name":109,"text":110},"protectiveclothing","APPENDIX B CATEGORY TYPE FIXED ALLOCATIO","APPENDIX B\n\n\n \n \n \n \n \n \n CATEGORY\n TYPE\n FIXED ALLOCATION\n \n \n Security Officer\n Suit\n 3\n \n \n Shoes\n 3\n \n \n Combat\n 3\n \n \n Boots\n 2\n \n \n Tie\u002FScarf\n 2\n \n \n Trench Coat\n 4\n \n \n Jersey\n 1\n \n \n Rain coat\n \n \n Tellers\n Suit\n 3\n \n \n Shirt\u002FBlouse\n 6\n \n \n Shoes\n 3\n \n \n Tie\u002FScarf\n 4\n \n \n Cashiers\n Suit\n 3\n \n \n Shirt\u002FBlouse\n 6\n \n \n Shoes\n 3\n \n \n Tie\u002FScarf\n 4\n \n \n Clearing Officer\n Suit\n 3\n \n \n Shirt\u002FBlouse\n 6\n \n \n Shoes\n 3\n \n \n Tie\u002FScarf\n 4\n \n \n Mutilated Currency Officier\n Suit\n 3\n \n \n Shirt\u002FBlouse\n 6\n \n \n Shoes\n 3\n \n \n Tie\u002FScarf\n 4\n \n \n Drivers\n Suit\n 3\n \n \n Shirt\u002FBlouse\n 6\n \n \n Shoes\n 3\n \n \n Tie\n 4\n \n \n Work suit\n 1\n \n \n Overall\n 1\n \n \n Rain coat\n 1\n \n \n Jersey\n 2\n \n \n Safety shoes\n 1\n \n \n Notes Examiners\n Special Suits (Pocketless)\n 3\n \n \n Shoes\n 3\n \n \n Office Assistants\n Trouser\u002FSkirts\n 3\n \n \n Shoes\n 3\n \n \n T-Shirts\n 3\n \n \n Shirt\u002FBlouse\n 3\n \n \n Jersey\n 2\n \n \n Safety shoes\n 2\n \n \n Porters\n Trouser\u002FSkirts\n 3\n \n \n Safety Boots\n 3\n \n \n T-Shirts\n 3\n \n \n Jersey\n 3\n \n \n Rain coat\n 2\n \n \n Work suit\n 2\n \n \n Technician\n Dust Coat\n 3\n \n \n Safety shoes\n 3\n \n \n Rain coat\n 1\n \n \n Record Officer\u002FStore Officer\u002F Store Keeper\n Dust Coat\n 3\n \n \n Shoes\n 3\n \n \n Computer Operator\n Jersey\n 2\n \n \n Dust Coat\n 2\n \n \n Artisans\n Dust Coat\n 3\n \n \n Safety shoes\n 3\n \n \n Overall\n 3\n \n \n Rain coat\n 1\n \n \n General Worker\n Dust Coat\n 3\n \n \n Safety shoes\n 3\n \n \n Overall\n 3\n \n \n Rain coat\n 1\n \n \n Nurse\n Dress\u002FTrouser suit\n 3\n \n \n Jersey\n 2\n \n \n Belt and Buckle\n 3\n \n \n Shoes\n 3\n \n \n General Worker-BOZ Gardener\u002F Guest House\n Safety shoes\n 3\n \n \n Overall\u002FWorksuit\n 2\n \n \n Jersey\n 2\n \n \n Rain coat\n 2\n \n \n Chefs Uniform\n 3\n \n \n Shoes\n 3\n \n \n House keepers\u002FOffice service officer\n Safety shoes\n 2\n \n \n Dust Coat\n 3\n \n \n Work suit\n 2\n \n \n Note Destruction Officers\u002F Section Officer - Note\n Destruction\n Safety shoes\u002F boots\n 2\n \n \n Work suit\n 2\n \n \n Dust Coat\n 2",{"bindId":112,"name":113,"text":114},"healthandsafetypolicy","13.1The Bank agrees with the Union to pr","13.1The Bank agrees with the Union to provide uniforms and protective wear\nto the following classes of eligible employees:\n\nSecurity Officers\n\nTellers\n\nCashiers\n\nClearing Officers Mutilated Currency Officers Drivers\n\nNote Examiners\n\nOffice Assistants\n\nPorters\n\nTechnicians\n\nRecords Officers\u002FStore Officers\u002FStore Keepers\n\nComputer Operators Artisans\n\nGeneral Workers\n\nNurses\n\nChefs\u002FCooks \n\nNote Destruction Officers\u002FSection Officer - Note Destruction House\nKeepers\u002FOffice Services Officers\n\n13.2 Further, the Bank shall provide one packet of detergent powder per week\nto the uniformed employees. Where issuance of such detergents falls in arrears,\nthe Bank shall be obliged to issue the outstanding detergent to the eligible\nemployees,\n\n13.3 The Bank and the Union further agree that the Union shall be consulted\nwhen determining the type of uniforms. The said uniformed eligible employees\nshall wear the uniform so issued throughout the year.\n\n13.4 The Bank and the Union further agree that:\n\n13.4.1 Uniforms for eligible employees would be delivered in the first\nquarter of the applicable year.\n\n13.4.2 Uniform shall be provided as per Appendix B.",{"bindId":116,"name":117,"text":117},"hiv","17.11 HIV\u002FAIDS Policy",{"bindId":119,"name":54,"text":120},"sicknesspay","The bank agrees with the union that on production of vald written medical\nrecommendations, an eligible employee may go on paid sick leave for a\nmaximumperiod of 90 days, thereafter for another 90 days on half pay, should\ncircumstances warrant.\n\nProvided that if the employee has not recovered from illness after six (6)\nmonths from the date of illness, the Manic may, on the recommendation of a\nregistered medical practitioner or medical institution designated by the Bank,\ndischarge the employee, whereupon the entitlement to sick leave shall cease.",{"bindId":122,"name":87,"text":88},"longserviceallowancetype2",{"bindId":124,"name":125,"text":126},"annleaveallowancetype","An eligible employee proceeding on annua","An eligible employee proceeding on annual leave shall be paid a leave\nallowance of two (2) times monthly salary when such employee proceeds on annual\nleave. For the purpose of this Clause, “Annual Leave” is as defined in\nClause 9.2 below.",{"bindId":128,"name":129,"text":130},"longtermillness","Provided that if the employee has not re","Provided that if the employee has not recovered from illness after six (6)\nmonths from the date of illness, the Manic may, on the recommendation of a\nregistered medical practitioner or medical institution designated by the Bank,\ndischarge the employee, whereupon the entitlement to sick leave shall cease.",{"bindId":132,"name":133,"text":134},"PAIDLEAV_trigger","9.1 Leave Days The Bank agrees with the ","9.1 Leave Days\n\nThe Bank agrees with the Union that leave days shall accrue to all eligible\nemployees as follows:-\n\n\n \n \n \n \n \n Grades\n Rate Per Annum\n \n \n BOZ 1 to 2\n 35 days\n \n \n BOZ 3 to 4\n 41 days\n \n \n\n\n9.2 Vacation (annual) Leave\n\n9.2.1 An eligible employee shall be entitled to annual leave once a year.\nFor the purpose of this clause annual leave shall mean a minimum of 21 days to\nbe taken at least twelve (12) months after commencement of employment.\n\n9.2.2 An employee may be recalled back from leave by their\nSupervisor\u002FManager. The employee who has been recalled from leave will be\nrequired to complete a Leave Recall Form to be submitted to Human Resources\nDepartment.\n\n9.2.3 The unutilized leave days shall however not be credited back on the\nHuman Resources Management System (HRMS).",{"bindId":136,"name":137,"text":138},"LOWWAGE_trigger","APPENDIX A1: UNIONISED SALARY STRUCTURE ","APPENDIX A1: UNIONISED SALARY STRUCTURE -1 AUGUST 2016 -12%\n\n\n \n \n \n \n \n \n \n \n NOTCHES\n BOZU 4\n BOZU 3\n BOZU 2\n BOZU 1\n \n \n 20\n 27,031.13\n 19,658.86\n 16,710.31\n 12,188.66\n \n \n 19\n 26,467.98\n 19,249.30\n 16,362.17\n 11,934.72\n \n \n 18\n 25,904.82\n 18,839.74\n 16,014.03\n 11,680.79\n \n \n 17\n 25,341.66\n 18,430.18\n 15,665.90\n 11,426.85\n \n \n 16\n 24,778.51\n 18,020.62\n 15,317.76\n 11,172.91\n \n \n 15\n 24,215.35\n 17,611.06\n 14,969.62\n 10,918.98\n \n \n 14\n 23,652.20\n 17,201.50\n 14,621.48\n 10,665.04\n \n \n 13\n 23,089.04\n 16,791.95\n 14,273.34\n 10,411.11\n \n \n 12\n 22,525.89\n 16,382.39\n 13,925.20 \n 10,157.17\n \n \n 11\n 21,962.73\n 15,972.83\n 13,577.06\n 9,903.23\n \n \n 10\n 21,399,58\n 15,563.27\n 13,228.92\n 9,649.30\n \n \n 9\n 20,836.42\n 15,153.71\n 12,880.78\n 9,395.36\n \n \n 8\n 20,273.27\n 14,744.15\n 12,532.64\n 9,141.42\n \n \n 7\n 19,710.11\n 14,334.60\n 12,184.50\n 8,887.49\n \n \n 6\n 19,146.96\n 13,925.04\n 11,836.36\n 8,633.55\n \n \n 5\n 18,583.80\n 13,515.48\n 11,488.22\n 8,379.61\n \n \n 4\n 18,020.65\n 13,105.92\n 11,140.08\n 8,125.68\n \n \n 3\n 17,457.49\n 12,696.36\n 10,791.94\n 7,871.74\n \n \n 2\n 16,894.34\n 12,286.80\n 10,443.80\n 7,617.80\n \n \n 1\n 16,331.18\n 11,877.24\n 10,095.66\n 7,363.87\n \n \n 0\n 15,768.03\n 11,467.69\n 9,747.52\n 7,109.93\n \n \n NOTCH DIFFERENCE\n 563,16\n 409,56\n 348,14\n 253,95\n \n \n",{"bindId":140,"name":70,"text":71},"funeralpayamount",{"bindId":142,"name":117,"text":117},"hivpolicy",{"bindId":144,"name":50,"text":51},"paidmaternityleavepay",{"bindId":146,"name":54,"text":55},"sicknessmaxdays",{"bindId":148,"name":50,"text":51},"paidmaternityleave",{"bindId":150,"name":151,"text":152},"contractseverancepay","The Bank agrees with the Union that when","The Bank agrees with the Union that whenever redundancies are inevitable,\nthe Union and Management shall agree on modalities, criteria and the package in\naccordance with the Labour laws of Zambia as amended from time to time.",{"bindId":154,"name":155,"text":156},"jobsecuritymothers","9.6.4The Bank shall not terminate the se","9.6.4The Bank shall not terminate the services of a female employee, or\nimpose any other penalty or disadvantage upon such employee within six months\nafter delivery, for reasons connected with such employee’s pregnancy.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>ZMB Bank of Zambia - 2016\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2016-07-21\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2018-07-20\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratified on: → 2016-09-19\n \u003C\u002Fdiv>\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 \n\n \u003Cdiv id=\"display-FIRMPRI\">\n Public\u002Fprivate sector: → In the public sector\n \u003C\u002Fdiv>\n \n \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Name company: → \n Bank of Zambia\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 Zambia Union of Financial Institutions and Allied Workers\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: → Yes, but only if the employer wishes to\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): → 75 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximum days for paid sickness leave: → 180 days\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → 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: → Yes\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 6500.0\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: → Yes\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: → 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 \n \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 \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 \n\n \n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 35.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: →  weeks\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \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: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Agreed lowest wage per: → Months\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Lowest wage: → ZMW 7109.93\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Wage increase: → 12.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2016-08\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\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: → 200 %\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-commutingallowanceamount1\">\n Allowance for commuting work: → ZMW 3150.0 per month\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n \u003Cdiv id=\"display-longserviceallowanceperc1\">\n Allowance for seniority: →  % of basic wage\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-longserviceallowancetype2\">\n Allowance for seniority after: → 15 years of service\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-legalassistance_trigger\">\n Free legal assistance: → No\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[162],{"title":37,"slug":33},[164],{"type":165,"data":166},"call_to_action_body_block",{"title":167,"description":168,"variant":169,"link":170},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":167,"url":171,"description":167,"rel":172,"type":173},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[175],{"type":165,"data":176},{"title":167,"description":168,"variant":169,"link":177},{"title":167,"url":171,"description":167,"rel":172,"type":173},[]]