[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-cavmont-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2015":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":88,"content_type_view":89,"extra_breadcrumbs":90,"body":92,"body_blocks":103,"related_pages":107},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":86,"translations":87},{"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-cavmont-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2015","c3e54302-bdfc-11e6-aa36-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-cavmont-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2015_1\u002Fcollective-agreement-between-cavmont-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2015\u002F","Collective Agreement between Cavmont Bank Limited and Zambia Union of Financial Institutions and Allied Workers - 2015","ZMB Cavmont Bank Limited - 2015","Zambia - ZMB Cavmont Bank Limited - 2015","ZMB Cavmont Bank Limited - 2015 - Financial services, banking, insurance",{"name":41,"data":42},"Cavmont.html","\n              \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>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>REPUBLIC OF ZAMBIA\u003C\u002Fp>\n\n\u003Cp>***********************\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN CAVMONT BANK LTD AND ZAMBIA UNION OF FINANCIAL\nINSTITUTIONS AND ALLIED WORKERS - 2015\u003C\u002Fh1>\n\n\u003Cp>THIS COLLECTIVE AGREEMENT IS MADE THIS DAY 21 OF APRIL TWO THOUSAND AND\nFIFTEEN BETWEEN CAVMONT BANK LTD A COMPANY INCORPORATED UNDER THE COMPANIES ACT\n1994 OF THE LAWS OF ZAMBIA AND HAVING ITS REGISTERED OFFICE SITUATED AT THE\nPIZIYA HOUSE, PLOT 2374, THABO MBEKI ROAD IN LUSAKA PROVINCE OF THE REPUBLIC OF\nZAMBIA (HEREINAFTER REFERRED TO AS “THE BANK”) OF THE ONE PART AND ZAMBIA\nUNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS REGISTERED UNDER THE\nINDUSTRIAL AND LABOUR RELATIONS ACT NO. 27 OF 1993 AND HAVING ITS REGISTERED\nOFFICE SITUATED AT LUANGWA HOUSE, CAIRO ROAD, LUSAKA AFORESAID (HEREINAFTER\nREFERRED TO AS “THE UNION”) OF THE OTHER PART. WHEREAS PURSUANT TO THE\nMEMORANDUM OF THIS RECOGNITION AGREEMENT MADE BETWEEN THE PARTIES TO THIS\nAGREEMENT AND MADE ON THE 4th OF NOVEMBER 2004, THE BANK RECOGNISED THE UNION\nAS THE REPRESENTATIVE AND EXCLUSIVE BARGAINING AGENT OF THE BANK'S ELIGIBLE\nEMPLOYEES FOR THE PERIOD SPECIFIED AND UPON THE TERMS AND CONDITIONS CONTAINED\nTHEREIN. AND WHEREAS THE SAID MEMORANDUM OF RECOGNITION AGREEMENT IS STILL IN\nFORCE AND BINDING UPON THE PARTIES TO IT AND THAT COLLECTIVE NEGOTIATIONS AND\nAGREEMENT BY THE SAID PARTIES ON THE ASPECTS HEREUNDER SPECIFIED HAVE BEEN\nCONCLUDED BETWEEN THE BANK AND THE UNION. \u003C\u002Fp>\n\n\u003Cp>(A) DURATION OF COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>The tenure of (his Collective Agreement shall be thirty (30) months\neffective 1st January 2015 to 30th June 2017. ( Note: The additional Six months\nhas been added to Twenty Four months for purposes of a smooth transition\nfollowing the gap created by the re¬alignment of the financial year which\npreviously covered the period, January to December each year), therefore, the\nlife of this Collective Agreement shall be in force from 1st January 2015 to\n30th June 2017 after which we shall revert to the usual twenty four months\nagreement.\u003C\u002Fp>\n\n\u003Cp>However the provisions pertaining to salary and general allowance shall be\neffective 1st January 2015 to 30th June, 2016 and subject to review every 12\nmonths (one year). The effective date for all allowances is 1st July 2015. It\nis agreed in principle that half of the increment of lunch \u002Fdinner and the\nsalary be effective from January, 2015 up to 30th June, 2015. Then the full\namounts of increments should be applied effective 1st July, 2015.\u003C\u002Fp>\n\n\u003Cp>(B) VALIDITY OF THE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the provisions of Clause (A) above, this Agreement may be\namended by mutual consent, subject to three months notice being given by either\nparty.\u003C\u002Fp>\n\n\u003Ch2>1) OBJECTIVE\u003C\u002Fh2>\n\n\u003Cp>It is hereby realised that the advancement of employees and indeed their\nlivelihood depends on the success of the Bank. The Bank therefore expects its\nemployees to manifest loyalty and devotion and to maintain a set standard of\nefficiency through hard work. On its part the Bank shall: -\u003C\u002Fp>\n\n\u003Cp>(a) Be concerned with the well being of all its employees by determining an\nequitable remuneration structure in the light of prevailing circumstances.\u003C\u002Fp>\n\n\u003Cp>(b) Ensure full implementation of clauses agreed upon by both parties.\u003C\u002Fp>\n\n\u003Cp>(c) Strive to improve morale and industrial relations with a view to\nincreasing work output and performance.\u003C\u002Fp>\n\n\u003Ch2>2) DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>(a) Employee:\u003C\u002Fp>\n\n\u003Cp>Means any employee of Cavmont Bank Limited hereinafter referred to as the\nBank to which these conditions relate.\u003C\u002Fp>\n\n\u003Cp>(b) Registered dependant means:\u003C\u002Fp>\n\n\u003Cp>(i) Spouse; and\u003C\u002Fp>\n\n\u003Cp>(ii) An employee's own children up to the age of 21 who are still\nfinancially supported by and dependant on and or living with the employee up to\na maximum of six (6) inclusive of legally adopted children up to the age of 21\nstill financially supported by and dependant on and or living with the\nemployee, who have been so duly registered as the employee’s dependants with\nthe Bank.\u003C\u002Fp>\n\n\u003Cp>(c) Redundancy\u003C\u002Fp>\n\n\u003Cp>Means a situation which may arise whereby the post of an employee may become\nsurplus to the Bank's requirement.\u003C\u002Fp>\n\n\u003Ch2>3. EMPLOYEE OBLIGATIONS\u003C\u002Fh2>\n\n\u003Cp>The employee shall: -\u003C\u002Fp>\n\n\u003Cp>(a) At all times competently, faithfully and diligently perform such duties\nas the Bank may from time to time require and shall, to the utmost of his\u002Fher\nability endeavour to promote the interests of the Bank.\u003C\u002Fp>\n\n\u003Cp>(b) Obey and comply with lawful orders and directives given by the Bank or\nits Board of Directors or such persons as the Bank may place over him\u002Fher and\nshall faithfully observe all rules of the Bank for the control and good conduct\nof its employees\u003C\u002Fp>\n\n\u003Cp>(c) Be considered to be an employee of the Bank for the duration of\nhis\u002Fher.— employment and shall so be obliged.\u003C\u002Fp>\n\n\u003Cp>(d) Work in such places in Zambia or abroad as the Bank may from time to\ntime direct as long as the conditions of service under locally contracted shall\ncontinue to apply in addition to the ones applicable abroad.\u003C\u002Fp>\n\n\u003Cp>(e) Inform the Bank of all changes in the size of his family i.e. marriage,\nbirths, deaths for the purpose of amending his\u002Fher record.\u003C\u002Fp>\n\n\u003Cp>(f) Sign a Declaration of Secrecy document.\u003C\u002Fp>\n\n\u003Ch2>4. CONDITIONS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>(a) MEDICAL EXAMINATIONS\u003C\u002Fp>\n\n\u003Cp>All employment will be in accordance with the Bank’s conditions and will\nbe at the discretion of the Bank and subject to: -\u003C\u002Fp>\n\n\u003Cp>(i) Undergoing and passing Medical Examinations conducted by a competent\nMedical Officer approved by the Bank.\u003C\u002Fp>\n\n\u003Cp>(ii) Producing a satisfactory Medical Certificate on the form prescribed by\nthe Bank from a recognised Medical Practitioner.\u003C\u002Fp>\n\n\u003Cp>(iii) The cost of Medical Examinations shall be borne by the Bank.\u003C\u002Fp>\n\n\u003Cp>(b) PROBATIONARY PERIOD\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(i) All staff will be required to serve six months probationary period with\nthe Bank before confirmation. However the Bank reserves the right to extend or\nreduce the probationary period. During this period, either party can terminate\nservices by giving one day’s notice.\u003C\u002Fp>\n\n\u003Cp>(ii) In the case of unsatisfactory probationary period, the Bank shall\nreserve the right to either terminate the employment or extend the probationary\nperiod and this will be communicated to the employee concerned.\u003C\u002Fp>\n\n\u003Cp>(iii) Where an employee serving on probation does not receive either a\nletter of confirmation or extension of probationary period upon expiry of six\n(6) months’ period he\u002Fshe shall-be considered confirmed after two weeks of\nsuch expiry where the position is vacant.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) TERMINATION OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>(i) Normal Termination of Employment\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>After confirmation of appointment, employment may be terminated by either\nparty giving the other 30 calendar days notice in writing or payment of one\nmonth’s salary in lieu thereof, subject to the provisions of the Employment\nAct beingfulfilled.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Death\u002FLiquidation\u003C\u002Fp>\n\n\u003Cp>Contract of Service shall be considered terminated upon death of an employee\nor liquidationof theBank.\u003C\u002Fp>\n\n\u003Cp>(d) SALARY, ANNUAL INCREMENTS AND ADVANCES\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Basic Salary shall be reviewed every 12 months Notch Increments\u003C\u002Fp>\n\n\u003Cp>Notch increments will be dependant on New Balance Score Card Performance\nManagement System which will apply to all employees across the board on\nmanagement’\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i) It should be noted that:-\u003C\u002Fp>\n\n\u003Cp>1) A stoppage of annual increment shall be communicated to the officer\nsubject to a further review within a period of twelve months.\u003C\u002Fp>\n\n\u003Cp>2) Where an employee reaches a salary scale ceiling, the notch increments\nwill continue to apply in the normal way.\u003C\u002Fp>\n\n\u003Cp>3) The Bank’s official payday shall be the 23rd day of each month or the\nlast working day before the 23rd.\u003C\u002Fp>\n\n\u003Cp>(ii) Mid-Month Pay\u003C\u002Fp>\n\n\u003Cp>Mid-Month pay shall be on the seventh 7th working day of each month at a\nmaximum of 25% of ones basic salary.\u003C\u002Fp>\n\n\u003Cp>(iii) Salary Advance\u003C\u002Fp>\n\n\u003Cp>An employee may be granted a salary advance in exceptional circumstances to\nassist him\u002Fher meet obligations of an urgent nature. This is recoverable in\nfour (4) equal installments. Where the amount exceeds the required minimum\nratio as prescribed by the loans and advances policy, the employee shall be\nconsidered for a Short-term personal loan (subject to meeting the ratios and\navailability of funds) recoverable in four equal installments. In such\ninstances, the ruling interest rate for personal loan shall apply.\u003C\u002Fp>\n\n\u003Cp>(vi) Rental Advance\u003C\u002Fp>\n\n\u003Cp>Rental advance may be granted at management's discretion to all eligible\nemployees to assist them pay rentals for periods ranging from three (3) to six\n(6) months and shall be recovered in equal monthly Installments.\u003C\u002Fp>\n\n\u003Cp>(e) ALLOWANCES\u003C\u002Fp>\n\n\u003Cp>(i) Acting Allowance\u003C\u002Fp>\n\n\u003Cp>Acting allowance shall be paid to an officer who acts in a higher position\nfor 30 consecutive days. However, Management will use its discretion for an\nOfficer acting for a period less than 30 consecutive days but more than15 days.\nThe first 14 days shall be considered as training if it is the first time of\nacting in that particular position and thereafter the rate of the allowance\nshall be the difference between his\u002Fher salary and the first notch in the\nsubstantive holder’s salary grade or 12% of the monthly salary of the person\nacting whichever is higher.\u003C\u002Fp>\n\n\u003Cp>On straight promotion the employee will be entitled to the difference\nbetween the salary of the person being promoted and the entry point of the new\ngrade of promotion or 15% of the monthly salary of the person being promoted\nwhichever is higher. This may be paid as an allowance until acting period comes\nto an end and will drop if acting is unsuccessful. However, when acting is\nsuccessful this will be incorporated into the salary and becomes salary of\npromotion.\u003C\u002Fp>\n\n\u003Cp>Responsibility allowance shall be paid to an officer who is given extra\nresponsibility or combines his\u002Fher duties with those of another role in the\nsame grade or where an officer is required to act in a higher grade but does\nnot possess the basic professional qualifications to act in the higher\nposition. The duration has to be 30 consecutive days. This will be at the rate\nof 5% of the monthly salary of the person carrying out additional\nresponsibility.\u003C\u002Fp>\n\n\u003Cp>In all cases with regard to acting, promotion and extra responsibility the\nofficial must be notified—in writing. Acting allowance and responsibility\nallowance will be paid at the end of the successful acting tenure or upon\nsuccessful execution of extra responsibilities.\u003C\u002Fp>\n\n\u003Cp>(ii) Medical Scheme\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>The Bank shall pay a monthly sum of K130-00 as 50% towards the cost of a\nnominated medical scheme for the benefit of employee, spouse and child, limited\nto four children up to the age of 21 years. The balance of the cost in \u003C\u002Fp>\n\n\u003Cp>the sum of K130-00 shall be borne by the employee in equal share. Any\nsubsequent increment in the cost of the nominated medical scheme shall likewise\nbe borne in equal share between the Bank and the employee,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iii) General Living Allowance\u003C\u002Fp>\n\n\u003Cp>General Living allowance shall be K600-00 per month. This allowance will\nform part of the take home pay.\u003C\u002Fp>\n\n\u003Cp>(iv) Upset Allowance\u003C\u002Fp>\n\n\u003Cp>(i) An employee who has been transferred from one station to another shall\nbe paid an Upset allowance of 7.2% of one’s annual basic salary to enable\nhim\u002Fher meet the cost of settling down at the new station.\u003C\u002Fp>\n\n\u003Cp>(ii) The Bank shall meet the cost of transportation of household goods and\npersonal effects of the employee and his\u002F her family. \u003C\u002Fp>\n\n\u003Cp>Where accommodation is not available on transfer, the Bank shall pay the\nfull bill for Hotel\u002FMotel accommodation for 30 calendar days of its employee\nupon being transferred to a new station.\u003C\u002Fp>\n\n\u003Cp>(iii) Traveling on Duty\u003C\u002Fp>\n\n\u003Cp>For members of staff traveling overnight on authorized bank business away\nfrom their normal station there shall be three (3) options to choose from: -\u003C\u002Fp>\n\n\u003Cp>Accommodation paid by Bank (full board)\u003C\u002Fp>\n\n\u003Cp>The Bank shall pay for accommodation and meals at the Hotel\u002Fmotel of its\nchoice. Accommodation entitlement shall be based on the employee’s grade.\u003C\u002Fp>\n\n\u003Cp>2) Accommodation paid by Bank (without meals)\u003C\u002Fp>\n\n\u003Cp>Under this option the Bank shall provide accommodation at a Hotel\u002FMotel of\nits choice. Breakfast, Lunch and Dinner therefore shall be applied as follows;\n-\u003C\u002Fp>\n\n\u003Cp>a) Supervisory - K310-00 per day\u003C\u002Fp>\n\n\u003Cp>b) Clerical Grades - K300-00 per day\u003C\u002Fp>\n\n\u003Cp>c) Non- Clerical grades - K280-00 per day\u003C\u002Fp>\n\n\u003Cp>(v) Subsistence (Night) Allowance\u003C\u002Fp>\n\n\u003Cp>Own arrangements for accommodation and meals shall be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) Supervisory grades - K 380-00 per day\u003C\u002Fp>\n\n\u003Cp>(b) Clerical grades - K340-00 per day\u003C\u002Fp>\n\n\u003Cp>(c) Non-Clerical grades - K290-00 per day\u003C\u002Fp>\n\n\u003Cp>(vi) Lunch Allowance.\u003C\u002Fp>\n\n\u003Cp>Lunch allowance shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>a) A member of staff authorized to work through lunch hour from Monday to\nFriday shall be paid K47-00\u003C\u002Fp>\n\n\u003Cp>b) A member of staff on official journey outside station that takes a\nminimum of three hours and lunch time finds them still on the way shall be paid\nK47-00\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>c) A member of staff that works on non-working Saturdays, Sundays and Public\nholidays beyond lunch hour shall be paid K47-00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(vii) Dinner Allowance\u003C\u002Fp>\n\n\u003Cp>Dinner allowance will be paid as follows:\u003C\u002Fp>\n\n\u003Cp>a) A member of staff who works beyond 19:00hrs with prior Management\nauthority shall be paid K47-00\u003C\u002Fp>\n\n\u003Cp>b) A member of staff who is on official journey that takes a minimum of\nthree hours (outside station) and dinner finds them still on the way shall be\npaid K47-00\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>(viii) Bank Transport or Taxi Fares\u003C\u002Fp>\n\n\u003Cp>Bank transport or taxi fares to employees’ place of residence will be\nprovided as follows.\u003C\u002Fp>\n\n\u003Cp>(a) For eligible employees who have no option but to work on non working\ndays.\u003C\u002Fp>\n\n\u003Cp>(b) For eligible employees who are made to work beyond 19:00hrs with prior\nmanagement authority.\u003C\u002Fp>\n\n\u003Cp>(c) For eligible employees who will be required to report for work at\n24:00hrs these will be availed with transport\u002Ftaxi to and from home to work.\nThis category of staff will be operating in the call centre and arrangements\nfor transport will be made weekly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>However, from 1st May each year to 31st July each year eligibility to a taxi\nwill be at 18:00hrs whilst from 1st August each year to 30th April each year\neligibility for a taxi will be at 19:00hrs. (This will only apply to a and b\nabove.)\u003C\u002Fp>\n\n\u003Cp>(ix) Shift Differential\u003C\u002Fp>\n\n\u003Cp>Members of staff who are engaged in shift work will be paid dinner allowance\nof Kwacha forty (K47-00) per day in lieu of shift differential provided that\nsuch occupation shall come between 19:00hours to 06:00hours.\u003C\u002Fp>\n\n\u003Cp>(vii) Other allowances.\u003C\u002Fp>\n\n\u003Cp>The following allowance will be paid to the category of members of staff\nspecified as hereunder in lieu of overtime.\u003C\u002Fp>\n\n\u003Cp>(a) Call Centre - K450-00 per week.\u003C\u002Fp>\n\n\u003Cp>(f) HOURS OF WORK AND OVERTIME\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(i) Hours of work shall be from 8:00 to 17:00 and a flexi hour (where\nbusiness needs exist) is the same number of hours worked between 6:00 and\n19:00. In both cases the normal working week will be restricted to (44) hours\nor one hundred and seventy six (176) hours per average month inclusive of\nworking Saturdays. Hours in excess of eight hours per day shall constitute\novertime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) The first and last Saturdays of each month are working days and\nemployees shall be required to work for four (4) hours on these days. These\nSaturdays shall therefore be treated as working days (deductible from earned\nleave) when processing leave.\u003C\u002Fp>\n\n\u003Cp>(iii) From Monday to Friday, employees shall be required to work for eight\n(8) hours with one (1) hour being taken as lunch break.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX\u003C\u002Fp>\n\n\u003Cp>Appendix A: Salary Structure effective 1st January, 2015\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>Salaries (are exclusive of Medical allowance)\u003C\u002Fp>\n\n\u003Cp>\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>POSITION\u003C\u002Ftd>\n      \u003Ctd>ENTRY POINT PER ANNUM\u003C\u002Ftd>\n      \u003Ctd>MAXIMUM PER ANNUM\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Cleaner\u002FMessenger-Essential Services 1 ES 1 - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>58,444.99\u003C\u002Ftd>\n      \u003Ctd>72,414.56\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Telephone\u002FReceptionist - Generalist G1\u003C\u002Ftd>\n      \u003Ctd>59,388.81\u003C\u002Ftd>\n      \u003Ctd>77,509.23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Typist - Generalist G1\u003C\u002Ftd>\n      \u003Ctd>54,788.85\u003C\u002Ftd>\n      \u003Ctd>73,540.33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Drivers - Essential Services 3 ES - 3\u003C\u002Ftd>\n      \u003Ctd>59,545.31\u003C\u002Ftd>\n      \u003Ctd>75,678.77\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>clerical - Retail Banking 2 or Generalist 2 RB2\u002FGL2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>60,427.35\u003C\u002Ftd>\n      \u003Ctd>84,212.43\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>supervisory Level - Retail Banking 3 or Generalist RB3\u002F GL3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>62,333.80\u003C\u002Ftd>\n      \u003Ctd>91,888.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Stenographer - Generalist 2 GL2\u003C\u002Ftd>\n      \u003Ctd>61,645.31\u003C\u002Ftd>\n      \u003Ctd>78,148.39\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Secretary - Generalist 3G3\u003C\u002Ftd>\n      \u003Ctd>66,594.52\u003C\u002Ftd>\n      \u003Ctd>87,048.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Specialist GradeSP1\u003C\u002Ftd>\n      \u003Ctd>62,333.80\u003C\u002Ftd>\n      \u003Ctd>91,888.00\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>DISCIPLINARY PROCEDURE - CODE OF DISCIPLINE\u003C\u002Fp>\n\n\u003Cp>Refer to the disciplinary and Grievances code agreed upon between the Union\nand the Bank.\u003C\u002Fp>\n\n\u003Cp>IN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HANDS THIS 21st DAY OF APRIL\nTHE YEAR TWO THOUSANDS AND FIFTEEN.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and behalf of Cavmont Bank Ltd\u003C\u002Fp>\n\n\u003Cp>- MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>- CHIEF FINANCIAL OFFICER\u003C\u002Fp>\n\n\u003Cp>- ACTING HEAD - HUMAN RESOURCES\u003C\u002Fp>\n\n\u003Cp>- CHAIRMAN OF THE NEGOTIATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Zambia Union of Financial Institution and Allied\nWorkers\u003C\u002Fp>\n\n\u003Cp>- GENERAL SECRETARY - ZUFIAW\u003C\u002Fp>\n\n\u003Cp>- DELEGATION LEADER - ZUFIAW\u003C\u002Fp>\n\n\u003Cp>- BRANCH UNION CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>- BARGAINING UNIT SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16th February, 2015\u003C\u002Fp>\n\n\u003Cp>The Head -Human Resource Cavmont Bank P.O Box 38474 LUSAKA\u003C\u002Fp>\n\n\u003Cp>The General Secretary,\u003C\u002Fp>\n\n\u003Cp>Zambia Union of Financial Institutions and Allied Workers\u003C\u002Fp>\n\n\u003Cp>P.O Box 31174\u003C\u002Fp>\n\n\u003Cp>LUSAKA\u003C\u002Fp>\n\n\u003Cp>Dear Sir\u002FMadam,\u003C\u002Fp>\n\n\u003Cp>RE: APPLICATION FOR EXTENSION OF COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>Following your application to extend the existing collective Agreement, I am\npleased to inform you that the Honorable Minister has approved the extension of\nyour document. \u003C\u002Fp>\n\n\u003Cp>This is in accordance with the provision of section 73 (1) of the Industrial\nand Labour Relation Act, Cap 269 of the Laws of Zambia.\u003C\u002Fp>\n\n\u003Cp>Kindly note that the extension is for 90 days effective 1st January to 31st\nMarch, 2015.\u003C\u002Fp>\n\n\u003Cp>Yours faithfully.\u003C\u002Fp>\n\n\u003Cp>Labour Officer\u003C\u002Fp>\n\n\u003Cp>For\u002F LABOUR COMMISSIONER\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            \n            ",{"hourspday_select":44,"STRUCINCR_trigger":48,"healthcareaccessrelatives":52,"SKILLEVEL_trigger":56,"WAGES_determined":60,"contracttrial":64,"OVERTIME_trigger":68,"hourspweek_select":70,"FLEXWORK_trigger":72,"dayspweek_select":74,"healthcareaccess":76,"COMMUTE_trigger":78,"SUNDAY_trigger":82},{"bindId":45,"name":46,"text":47},"hourspday_select","(i) Hours of work shall be from 8:00 to ","(i) Hours of work shall be from 8:00 to 17:00 and a flexi hour (where\nbusiness needs exist) is the same number of hours worked between 6:00 and\n19:00. In both cases the normal working week will be restricted to (44) hours\nor one hundred and seventy six (176) hours per average month inclusive of\nworking Saturdays. Hours in excess of eight hours per day shall constitute\novertime.",{"bindId":49,"name":50,"text":51},"STRUCINCR_trigger","Basic Salary shall be reviewed every 12 ","Basic Salary shall be reviewed every 12 months Notch Increments\n\nNotch increments will be dependant on New Balance Score Card Performance\nManagement System which will apply to all employees across the board on\nmanagement’",{"bindId":53,"name":54,"text":55},"healthcareaccessrelatives","The Bank shall pay a monthly sum of K130","The Bank shall pay a monthly sum of K130-00 as 50% towards the cost of a\nnominated medical scheme for the benefit of employee, spouse and child, limited\nto four children up to the age of 21 years. The balance of the cost in \n\nthe sum of K130-00 shall be borne by the employee in equal share. Any\nsubsequent increment in the cost of the nominated medical scheme shall likewise\nbe borne in equal share between the Bank and the employee,",{"bindId":57,"name":58,"text":59},"SKILLEVEL_trigger","Salaries (are exclusive of Medical allow","Salaries (are exclusive of Medical allowance)\n\n\n\n\n  \n  \n  \n  \n  \n    \n      POSITION\n      ENTRY POINT PER ANNUM\n      MAXIMUM PER ANNUM\n    \n    \n      Cleaner\u002FMessenger-Essential Services 1 ES 1 - 2\n      \n      58,444.99\n      72,414.56\n    \n    \n      Telephone\u002FReceptionist - Generalist G1\n      59,388.81\n      77,509.23\n    \n    \n      Typist - Generalist G1\n      54,788.85\n      73,540.33\n    \n    \n      Drivers - Essential Services 3 ES - 3\n      59,545.31\n      75,678.77\n    \n    \n      clerical - Retail Banking 2 or Generalist 2 RB2\u002FGL2\n      \n      60,427.35\n      84,212.43\n    \n    \n      supervisory Level - Retail Banking 3 or Generalist RB3\u002F GL3\n      \n      62,333.80\n      91,888.00\n    \n    \n      Stenographer - Generalist 2 GL2\n      61,645.31\n      78,148.39\n    \n    \n      Secretary - Generalist 3G3\n      66,594.52\n      87,048.00\n    \n    \n      Specialist GradeSP1\n      62,333.80\n      91,888.00",{"bindId":61,"name":62,"text":63},"WAGES_determined","After confirmation of appointment, emplo","After confirmation of appointment, employment may be terminated by either\nparty giving the other 30 calendar days notice in writing or payment of one\nmonth’s salary in lieu thereof, subject to the provisions of the Employment\nAct beingfulfilled.",{"bindId":65,"name":66,"text":67},"contracttrial","(i) All staff will be required to serve ","(i) All staff will be required to serve six months probationary period with\nthe Bank before confirmation. However the Bank reserves the right to extend or\nreduce the probationary period. During this period, either party can terminate\nservices by giving one day’s notice.\n\n(ii) In the case of unsatisfactory probationary period, the Bank shall\nreserve the right to either terminate the employment or extend the probationary\nperiod and this will be communicated to the employee concerned.\n\n(iii) Where an employee serving on probation does not receive either a\nletter of confirmation or extension of probationary period upon expiry of six\n(6) months’ period he\u002Fshe shall-be considered confirmed after two weeks of\nsuch expiry where the position is vacant.",{"bindId":69,"name":46,"text":47},"OVERTIME_trigger",{"bindId":71,"name":46,"text":47},"hourspweek_select",{"bindId":73,"name":46,"text":47},"FLEXWORK_trigger",{"bindId":75,"name":46,"text":47},"dayspweek_select",{"bindId":77,"name":54,"text":55},"healthcareaccess",{"bindId":79,"name":80,"text":81},"COMMUTE_trigger","(viii) Bank Transport or Taxi Fares Bank","(viii) Bank Transport or Taxi Fares\n\nBank transport or taxi fares to employees’ place of residence will be\nprovided as follows.\n\n(a) For eligible employees who have no option but to work on non working\ndays.\n\n(b) For eligible employees who are made to work beyond 19:00hrs with prior\nmanagement authority.\n\n(c) For eligible employees who will be required to report for work at\n24:00hrs these will be availed with transport\u002Ftaxi to and from home to work.\nThis category of staff will be operating in the call centre and arrangements\nfor transport will be made weekly.",{"bindId":83,"name":84,"text":85},"SUNDAY_trigger","c) A member of staff that works on non-w","c) A member of staff that works on non-working Saturdays, Sundays and Public\nholidays beyond lunch hour shall be paid K47-00","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Cavmont Bank Limited - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-06-03\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: → 2015-04-21\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            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Banking\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                        Cavmont Bank Limited \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        \n\n        \n\n        \n\n\n        \n\n        \n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\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: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\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            \n\n            \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: → Yes\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                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Premium for Sunday work: → ZMW 47.0 per Sunday\n                \u003C\u002Fdiv>\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",[91],{"title":37,"slug":33},[93],{"type":94,"data":95},"call_to_action_body_block",{"title":96,"description":97,"variant":98,"link":99},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":96,"url":100,"description":96,"rel":101,"type":102},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[104],{"type":94,"data":105},{"title":96,"description":97,"variant":98,"link":106},{"title":96,"url":100,"description":96,"rel":101,"type":102},[]]