[{"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-effective-from-1st-july-2019-to-30th-june-2021":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":162,"content_type_view":163,"extra_breadcrumbs":164,"body":166,"body_blocks":177,"related_pages":181},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":160,"translations":161},{"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-effective-from-1st-july-2019-to-30th-june-2021","5be844f8-7e6d-11f0-a507-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-cavmont-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers-effective-from-1st-july-2019-to-30th-june-2021\u002Fcollective-agreement-between-cavmont-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers-effective-from-1st-july-2019-to-30th-june-2021\u002F","COLLECTIVE AGREEMENT BETWEEN CAVMONT BANK LIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS effective from 1st July 2019 to 30th June 2021","COLLECTIVE AGREEMENT BETWEEN CAVMONT BANK LIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS effective from 1st July 2019 to 30th June 2021 - 2019","Zambia - COLLECTIVE AGREEMENT BETWEEN CAVMONT BANK LIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS effective from 1st July 2019 to 30th June 2021 - 2019","COLLECTIVE AGREEMENT BETWEEN CAVMONT BANK LIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS effective from 1st July 2019 to 30th June 2021 - 2019 - Financial services, banking, insurance",{"name":41,"data":42},"CAVMONT 2019.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN CAVMONT BANK LIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\n\u003C\u002Fh1>\n\u003Cp>THIS collective agreement is made the\t............. day of .................. two thousand and nineteen.\u003C\u002Fp>\n\u003Cp>  Between CAVMONT BANK LIMITED a company incorporated under the Companies Act of 1994 of the laws of Zambia and having its registered office situate at Piziya House, Plot 2374,Thabo Mbeki Road in the Lusaka Province of the Republic of Zambia (Hereinafter referred to as “the Bank\") of the one part and ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS registered under the Industrial and Labour Relations Act No. 27 of 1993 and having its registered office situate at Plot No. 6579, Olympia Park, Chainama Road, Lusaka aforesaid (hereinafter referred to as (“the Union”) of the other part.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>WHEREAS pursuant to the Memorandum of Recognition Agreement made between the parties to this agreement and made on the 4th day of November 2004, the Bank recognised the Union as the representative and exclusive bargaining agent of the Bank’s eligible employees for the period specified and upon the terms and conditions contained therein.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>AND WHEREAS the said Memorandum of Recognition Agreement is still in force and binding upon the parties to it and collective negotiations and agreement by the said parties on the aspects hereunder specified have been concluded between the Bank and the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>(A)\tDURATION OF COLLECTIVE AGREEMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The tenure of this Collective Agreement shall be twenty four (24) months effective from 1st July 2019 to 30th June 2021. However, the provisions pertaining to salary shall be effective 1st July  2019 and subject to review every 12 months (every year). The effective date for all allowances  is 1st July 2019.\t\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>(B)\tVALIDITY OF THE AGREEMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Notwithstanding the provisions of Clause (A) above, this Agreement may be amended by mutual consent, subject to three months -notice being given by either party. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>1. OBJECTIVE\u003C\u002Fh3>\n\u003Cp>It is agreed that the advancement of employees and their livelihood depends on the success of the Bank. \u003C\u002Fp>\n\u003Cp>The Bank therefore expects its employees to exhibit loyalty and devotion and to maintain a set standard of efficiency through hard work. On its part the Bank shall: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>(a)\tConcern itself with the well-being of all its employees by determining an equitable remuneration structure in view of the prevailing circumstances.\u003Cbr>\n  (b)\tEnsure full implementation of the obligations of the Bank under this agreement.\u003Cbr>\n  (c)\tEndeavor to improve morale and industrial relations with a view to increasing work output and performance.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>2. DEFINITIONS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>(a) “Employee”:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Means any employee of the Bank to which these conditions relate\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>(b) “Registered dependant” means:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>Spouse; and\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>An employee's biological children up to the age of 21 who are still financially supported by and dependent on and\u002For living with the employee up to a maximum of four (4) children inclusive of legally adopted children up to the age of 21 still financially supported by and  dependent on and\u002For living with the employee, who have been so duly registered as the employee’s dependents with the Bank.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>(c) “Redundancy”\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Means a situation which may arise whereby the post of an employee may become surplus to the Bank's requirement.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>3. EMPLOYEE OBLIGATIONS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The employee shall: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>(a)\tAt all times competently, faithfully and diligently perform such duties as the Bank shall require and shall, to the utmost of his\u002Fher ability endeavour to promote the interests of the Bank.\u003Cbr>\n  (b)\tObey and comply with lawful orders and directives given by the Bank or its Board of Directors or such persons as the Bank may place over him\u002Fher and shall faithfully observe all the policies of the Bank including the policies relating to the good conduct of its employees.\u003Cbr>\n  (c)\tWork in such places in Zambia or abroad as the Bank may from time to time direct in accordance with the Bank’s policies.\u003Cbr>\n  (d)\tInform the Bank of all changes in the size of his family i.e. marriage, births, deaths for the purpose of amending his\u002Fher record.\t\u003Cbr>\n  (e) Sign a Declaration of Secrecy document.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>4. CONDITIONS OF EMPLOYMENT\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>(a)\tMEDICAL EXAMINATIONS\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>All employment will be in accordance with the Bank’s conditions and shall be subject to the employee: -\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Undergoing and passing Medical Examinations conducted by a competent Medical Officer approved by the Bank.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Producing a satisfactory Medical Certificate in a form prescribed by  the Bank from a recognized Medical Practitioner.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The cost of Medical Examinations shall be borne by the Bank.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>(b)\t\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>\u003Cstrong>PROBATIONARY PERIOD \u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> All staff shall be required to serve a probationary period of three months with the Bank prior to confirmation. However, the Bank reserves the right to extend the probationary period by a further three months. During this  period, either party can terminate services by giving one day’s notice.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> In the case of an unsatisfactory probationary period, the Bank shall reserve the right to either terminate the employment or extend the probationary period and this will be communicated to the employee concerned.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Where an employee serving on probation does not receive either a letter  of confirmation or extension of probationary period upon expiry of a three  (3)\tMonth period he\u002Fshe shall be deemed confirmed after two weeks of  such expiry.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>(c)\t\u003C\u002Fstrong>\u003C\u002Fp>\u003Cp>\u003Cstrong>TERMINATION OF EMPLOYMENT\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Normal Termination of Employment\u003Cbr>\n    After confirmation of appointment, employment may be terminated by either party giving the other 30 calendar days’ notice in writing or payment of one month’s salary in lieu thereof, subject to the provisions of the Employment Code Act of 2019 being fulfilled.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Death\u002FLiquidation\u003Cbr>\n    The Contract of Service shall be considered terminated upon the death of an employee or liquidation of the Bank.\u003C\u002Fli>\u003C\u002Fol>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>(d)\tSALARY, ANNUAL INCREMENTS AND ADVANCES\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Basic Salary shall be reviewed every 12 months.\t\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Notch Increments \u003Cbr>\n    Notch increments shall be dependent on the performance ratings provided for via the Performance Management System which Shalt apply to all employees\u003Cbr>\n    It should be noted that: -\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> A stoppage of annual increment shall be communicated to the employee subject to a further review within a period of twelve months.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Where an employee reaches a salary scale ceiling, the notch increments will continue to apply in accordance with the\u003Cbr>\n        applicable Bank Policy.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The Bank’s official payday shall be the 23rd day of each calendar month or the last working day before the 23rd day.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> Mid-Month Pay\u003Cbr>\n    Mid-month pay shall be payable on the seventh (7th) working day of each calendar month at a maximum of 25% of the employee’s basic salary.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Salary Advance\u003Cbr>\n    An employee shall be granted a salary advance in exceptional circumstances in accordance with the Staff Loans Policy to assist him\u002Fher meet obligations of an urgent nature. This is recoverable in four (4) equal installments. Where the amount exceeds the required minimum ratio as prescribed in the Staff Loans Policy, the employee shall be considered for a short-term personal loan (subject to meeting the ratios and the availability of funds), recoverable in four equal installments. In such instances, the ruling interest rate for a personal loan shall apply.   \u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Rental Advance\u003Cbr>\n    Rental advance may be granted at Management's discretion to all eligible employees to assist them to pay rentals for periods ranging from three (3)\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>(e) ALLOWANCES\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>Acting Allowance\u003Cbr>\n    Acting allowance shall be paid to an officer who acts in a higher position for 30 consecutive days. However, Management will use its discretion for an Officer acting for a period less than 30 consecutive days but more than15 consecutive days. The first14 days shall be considered as training if it is the first time of acting in that particular position and thereafter the rate of the allowance shall be the difference between his\u002Fher salary and the first notch in the substantive holder’s salary grade or 22% of the monthly salary of the person acting whichever is  higher.\u003Cbr>\n    On straight promotion the employee will be entitled to the difference between the \n    salary of the person being promoted and the entry point of the new grade of promotion or 15% of the monthly salary of the person being promoted whichever is higher. This may be paid as an allowance until acting period comes to an end and will drop if acting is unsuccessful. However, when acting is successful this will be incorporated into the salary and becomes salary of promotion.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Traveling on Duty\u003Cbr>\n    For members of staff traveling overnight on authorized Bank business away from their normal station, there shall be three (3) options available to employee: -\u003Cbr>\n    \u003Col>\n      \u003Cli> Accommodation paid by Bank (full board)\u003Cbr>\n        The Bank shall pay for accommodation and meals at the Hotel\u002Fmotel of its choice. Accommodation entitlement shall be based on the employee’s grade.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Accommodation paid by Bank (without meals)\u003Cbr>\n        Under this option the Bank shall provide accommodation at a Hotel\u002FMotel of its choice. Breakfast, lunch and dinner therefore shall be applied as follows: -\u003Cbr>\n        \u003Col type=\"a\">\n          \u003Cli> Supervisory\t- K 650-00 per day\u003Cbr>\n          \u003C\u002Fli>\n          \u003Cli> Clerical Grades\t- K 625-00 per day\u003Cbr>\n          \u003C\u002Fli>\n          \u003Cli>Non-Clerical grades - K 550-00 per day \u003C\u002Fli>\n        \u003C\u002Fol>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> Subsistence (Night) Allowance\u003Cbr>\n    The employee’s own arrangements for accomodation and meals shall be paid as follow:-\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Supervisory grades\t- K 750.00 per day \u003C\u002Fli>\n      \u003Cli> Clerical grades - K750.00 per day\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Non-Clerical grades\t- K 750.00 per day\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> Lunch Allowance.\u003Cbr>\n    Lunch allowance shall be paid as follows:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> A member of staff authorized to work through lunch hour from Monday to Friday shall be paid K80.00.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> A member of staff on an official journey outside station that takes a minimum of three hours and requires travel throughout the lunch period shall be paid K80.00.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> A member of staff that works on non -working Saturdays, Sundays and public holidays beyond lunch hour shall be paid K80.00\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> Dinner Allowance\u003Cbr>\n    Dinner allowance will be paid as follows:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> A member of staff who works beyond 19:00hrs with prior Management authority shall be paid K80.00.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> A member of staff who is on an official journey that takes    a minimum of three hours (outside station) and requires    travel throughout the dinner period shall be paid K80.00\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">Rural Hardship Allowance\u003Cbr>\n    All unionized members of staff at the Mbala and Mufumbwe Branches shall be entitled to K800 as a monthly allowance. This allowance shall not apply when the staff member is transferred from these branches to a different branch or promoted to Management.\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">Bank Transport or Taxi Fares\u003Cbr>\n    Bank transport or taxi fares to the employees’ place of residence shall be provided as follows.\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> For eligible employees who are required to work on Non-working days.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> For eligible employees who are required to work beyond 19:00 hrs with prior Management authority. \u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli>For eligible employees who are required to report for work at 24:00 hrs the affected employees shall be \n        availed transport\u002F a taxi to and from home to work. This category of \n        staff shall operate in the Call Centre and arrangements for transport will be made on a weekly basis.\u003Cbr>\n        However, from 1st May each year to 31st July each year an employee shall only be eligible to use a taxi from 18:00hrs of the\n        date of work whilst from 1st August each year to 30th April each year an employee shall be eligible to use a taxi only from 19:00hrs (this will only apply to (a) and (b) above.)\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cli>    Shift Differential\u003Cbr>\n    Members of staff who are engaged in shift work will be paid a dinner allowance of Kwacha Sixty (K60-00) per day in lieu of shift differential provided that such work shall be performed between 19:00hours to 06:00hours.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Other allowances.\u003Cbr>\n    The following allowance will be paid to the category of members of staff specified as hereunder in lieu of overtime:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Call Centre\t- K500-00 per week.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> ATM Custodian Allowance\t- K500-00 per month\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>\u003Cstrong>(f) HOURS OF WORK AND OVERTIME\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cli> Hours of work shall be from 8:00 to 17:00 and flexi hours (as required by Business demands) shall be the same number of hours worked  between 6:00 and 19:00. In both cases the normal working week will be    restricted to (48) hours or one hundred and ninety two (192) hours per average month inclusive of working Saturdays. Hours in excess of eight hours per day shall constitute overtime.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cli>The first and last Saturdays of each month are working days and employees shall be required to work for four (4) hours of these days. These Saturdays shall therefore be treated as working days (deductible \n    from earned leave) when processing leave.\u003Cbr>\n\u003C\u002Fli>\n  \u003Cli> From Monday to Friday, employees shall be required to work for eight (8) hours with one (1) hour being taken as lunch break.\u003Cbr>\n    Lunch hour will be staggered from 12:00hrs to 15:00hrs\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\"> Overtime shall be paid to employees who may be required to work beyond the 176 hours (One Hundred and seventy six hours) referred to as above. It shall be calculated as follows; -\u003Cbr>\n    Monday - Friday - one and half hourly rate\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\n    Saturdays\u002FSundays and public holidays - Double rate\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Hours of Shift work (Call Centre)\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> 08:00 hours to 16;00hours\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> 16:00 hours to 24:00hours\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> 24:00 hours to 08:00hours\u003Cbr>\n        This will only apply to staff who will work in the Call Center.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>\u003Cstrong>(g) LEAVE\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Col type=\"i\">\u003Cli> Annual Leave\u003Cbr>\n    All employees shall be entitled to accrued annual leave of twenty four (24) working days. This leave shall accrue at the rate of 2 days per month. Employees shall be required to fill in leave forms, which shall be considered by Management and only if approved should the employee proceed on leave.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\"> Annual Leave Allowance\u003Cbr>\n    Annual Leave Allowance at the rate of ones’ full pay will be paid to members of staff who proceed on annual leave.\u003Cbr>\n    This allowance shall be paid on 2nd January of each year commencing 2013 but when an eligible employee fails to take leave in a particular year (due to operational reasons) the Head of Department should seek dispensation through the Functional Head to the Managing Director for the eligible employee to be paid leave allowance the following year and not be disqualified.\u003Cbr>\n    New entrants to the Bank will be eligible to annual leave allowance upon serving twelve months and if confirmed.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Commutation of Leave\u003Cbr>\n    All members of staff are required to take leave of at least two (2) consecutive weeks once a year. However where members of staff are prevented from taking such leave by the Head of the Department\u002FBranch Manager because of work, commutation of leave days for cash shall be allowed as provided for by the Employment Code Act 2019, calculated as the number of days, multiplied by annual basic pay divided by two  hundred and ninety two (292) days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> \u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">Sick Leave\u003Cbr>\n    An employee shall be granted Sick Leave for a period of up to three months on full salary  on account of ill health or injury provided that the employee produces a Medical Certificate from a Registered Medical Practitioner\u003Cbr>\n    This period shall be extended by three more months on half salary until recommendation for retirement on medical grounds by a registered medical practitioner is granted.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">Maternity Leave\u003Cbr>\n    Maternity shall be as provided for by the Employment Code Act 2019\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">aternity Leave\u003Cbr>\n    Paternity leave shall be as provided for by the Employment Code Act 2019\u003C\u002Fdiv>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Compassionate Leave\u003Cbr>\n    Compassionate leave shall be as provided for by the Employment Code Act 2019\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Special Leave\u003Cbr>\n    Special leave shall be as provided for by the Employment Code Act\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Mother’s Day\u003Cbr>\n    A female employee including temporary staff will be entitled to one day’s  Absence from work each month without having to produce a valid medical\n    Certificate. However, the employee should inform  her immediate supervisor whenever such a day is taken for governance purpose.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Study Leave\u003Cbr>\n    Management may grant unpaid leave to an employee who wishes to pursue courses relevant to one’s profession upon request for a period not exceeding two (2) Years.\u003Cbr>\n    Beyond this period an employee shall be required to resign and then re¬apply upon successful completion of the course.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>(h)\tCASHIER'S ALLOWANCE\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Members of staff operating on Cash shall be entitled to an allowance of K1,000-00 every six months if they don’t incur any shortages in the relevant period. The procedure manual shall be strictly followed to ensure adherence.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>\u003Cstrong>(i)\tREIMBURSEMENT OF PRIVATE TRAINING COSTS\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>The Bank will write off the amounts on educational loans upon successful completion of subjects sat for or upon successful completion of a course or training programme on the bank approved list of programmes, undertaken on self-sponsorship via an educational loan obtained from the Bank with prior Management’s approval. Additionally the Bank will refund the amount spent on self sponsored courses upon production of receipts and successful completion of subjects sat for or course. However, prior approval from Management should be obtained before commencement of the course with reasons stated. Refunds will only be approved for courses on the Bank approved list with priority given to programs 'directly related to the employee’s current role. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n    In all these cases, amounts per subject must be clearly stipulated. \u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Annual subscription and Examination Fees\u003Cbr>\n    The Bank shall pay examination fees to one professional body where the member of staff is a registered student and when there is evidence that the member of staff is progressing in their studies or has completed their studies.\u003Cbr>\n    The Bank shall pay annual subscription to one or two professional bodies in the event of joint scheme e.g. ACCA\u002FZICA and where such joint scheme is approved by the Bank. No examination fees or subscription shall be paid where a member of staff has not progressed in their studies and instead an advance of salary may be considered to pay for the examination fees or subscription.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> An out of pocket allowance of K 60-00 per day up to seven (7) days shall be paid to employees attending Seminars\u002FConferences\u002Fattachments, Courses and Training including Union activities (of relevance to the Bank operations). Beyond seven (7) days the amount paid will be at Management’s discretion. Where the workshop is not organized by the Bank, transport to and from the Training Centre will be provided by the Bank. Taxi reimbursement will be given to members of staff where the Bank is unable to provide transport from the Bank to the Workshop venue and back.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>(j) UNIFORM, PROTECTIVE CLOTHING AND EQUIPMENT\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Bank shall provide protective clothing, uniforms and equipment to Messengers, Office orderlies, Drivers, Commissionaires, Cleaners and Artisans. The Bank shall\n  provide appropriate clothing to employees working in potentially hazardous areas.\u003Cbr>\n  The Bank shall further provide branded attire to customer facing staff to be worn as and when required. \u003Cbr>\n  A laundry allowance of K100.00 will be paid to all staff required to wear uniforms or branded attire.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>(k)\tGROUP LIFE ASSURANCE (GLA)\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>All confirmed members of staff are covered by the Bank’s Group Life Assurance (GLA).\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>(l)\tFUNERAL GRANTS\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> In the event of an employee dying while in the employment of the Bank, a sum five (5) times the employee’s annual salary as insured shall be paid to the surviving relatives, parents, spouse and children, provided that death has not occurred as a result of suicide.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A funeral grant shall be paid to the family in the event of death as follows: -\u003Cbr>\n    Employee\t-\tK9,500.00\u003Cbr>\n    Spouse\t-\tK9, 500.00\u003Cbr>\n    Child\t-\tK7,500.00\u003Cbr>\n    Parent\t-\tK7,500.00\u003Cbr>\n    Registered Dependent - K5,000.00\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A Casket and full funeral service and transport within the town of operation shall be provided in the first three cases above (i.e. employee, spouse and child. But this shall not cover parents and dependents.  \u003C\u002Fli>\n  \u003Cli> Transport for the coffin and mourners shall be provided to the graveside within the  same town. Transport to carry mourners will be from the funeral house up to  grave side and back to the funeral house. A maximum of three (3) thirty (30) seater  buses to carry mourners will be hired.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The spouse, child, dependent and parent of the employee must have been registered with Human Resources Department with supporting documentation for a spouse, child and dependant. Further, the funeral grant for the spouse, child and parent will be paid upon the Human Resources Department being furnished with proof of death i.e. death certificate, burial certificate, brought in dead from the Police and letter from Chief if the death took place in the village.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>\u003Cstrong>(m) SEPARATION DUES\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Redundancy Package\u003Cbr>\n    Redundancy package shall be paid in accordance with the Employment Code  Act of 2019.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Retirement on Medical Grounds\u003Cbr>\n    The affected employee shall be paid a retirement package of three (3) times an employee’s monthly basic salary multiplied by the number of years served. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>APPENDIX\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>\u003Cstrong>Collective Agreement between Cavmont Bank Limited and Zambia Union of Financial Institutions and Allied Workers\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cp>Appendix A\t: Salary Structure effective 1st July, 2019\u003Cbr>\n  Salaries\t: Increment of K800-00 across the board\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"521\">\n  \u003Ccol width=\"349\">\n  \u003Ccol width=\"344\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd align=\"center\" width=\"521\">\u003Cstrong>POSITION\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"center\" width=\"349\">\u003Cstrong>ENTRY   POINT PER ANNUM\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd align=\"center\" width=\"344\">\u003Cstrong>MAXIMUM   PER ANNUM\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"2\" width=\"521\">Cleaner\u002FMessenger- Essential Services 1 ES 1 - 2\u003C\u002Ftd>\n    \u003Ctd rowspan=\"2\" align=\"right\" width=\"349\">86,789.99\u003C\u002Ftd>\n    \u003Ctd rowspan=\"2\" align=\"right\" width=\"344\">1,00,759.56\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr> \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"521\">Telephone\u002FReceptionist - Generalist G1\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"349\">87,733.81\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"344\">1,05,854.23\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"521\">Typist - Generalist G1\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"349\">83,133.85\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"344\">1,01,885.33\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"521\">Drivers - Essential Services 3 ES - 3\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"349\">87,890.31\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"344\">1,04,023.77\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"2\" width=\"521\">Clerical   - Retail Banking 2 or Generalist 2 RB2\u002FGL2\u003C\u002Ftd>\n    \u003Ctd rowspan=\"2\" align=\"right\" width=\"349\">88,772.35\u003C\u002Ftd>\n    \u003Ctd rowspan=\"2\" align=\"right\" width=\"344\">1,12,557.43\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr> \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd rowspan=\"2\" width=\"521\">Supervisory Level - Retail   Banking 3 or Generalist RB3\u002F GL3\u003C\u002Ftd>\n    \u003Ctd rowspan=\"2\" align=\"right\" width=\"349\">90,678.80\u003C\u002Ftd>\n    \u003Ctd rowspan=\"2\" align=\"right\" width=\"344\">1,20,233.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr> \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"521\">Stenographer - Generalist 2 GL2\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"349\">89,990.31\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"344\">1,06,493.39\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"521\">Secretary - Generalist 3 GL3\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"349\">94,939.52\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"344\">1,15,793.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"left\" width=\"521\">Specialist Grade SP1\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"349\">90,678,80\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"344\">1,20,233.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>(iii)\tRepatriation of Employee\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>On termination of service under the following circumstances:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> The employee being medically discharged\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The employee being declared redundant\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Upon normal retirement\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The employee dying in service in which case the benefit may be payable to the family of the deceased employee.\u003Cbr>\n    The Bank will provide a choice of physical transport to the place of employees employment within Zambia or receive a cash option of K7,000-00 gross as repatriation allowance.\u003Cbr>\n    Physical Transport shall be restricted to arrangements that the Bank will make with transporters.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>(n) STAFF LOAN POLICY\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Subject to the level of an employee's current indebtedness, and to the availability of funds within an overall limit provided in the Bank's budget, the Bank may at its absolute discretion make certain loans and advances to an employee on such terms and conditions as the Bank shall from time to time determine.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>\u003Cstrong>(o) BASIC SALARY (See appendix A)\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>With effect from 1st July 2019 Basic salary shall be increased by K800 across the board In addition, Performance based increments were awarded as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli>K100 would be paid to the employees who meet the business expectations\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli>K200 will be paid to individual employee who exceeds business expectation\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>IN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HANDS THIS 24th DAY \nOF NOVEMBER THE YEAR TWO THOUSAND AND NINETEEN \u003C\u002Fp>\u003C\u002Fdiv>\n\n\n",{"WAGES_trigger":44,"PAYSCALES_trigger":48,"STRUCINCR_trigger":50,"ONCERISE_trigger":54,"NOCTPREM_trigger":58,"ANNLEAVE_trigger":62,"OVERTIME_trigger":64,"overtimeallowancetype_general":68,"overtimeallowanceperc1_general":72,"overtimeallowancetype":74,"overtimeallowanceperc1":76,"HARDSHIP_trigger":78,"SUNDAY_trigger":82,"COMMUTE_trigger":86,"JOBTITLE_trigger":90,"jobclassifaction1":94,"TRAINING_trigger":98,"trainingprogrammes":102,"contracttrial":104,"contracttrialperiod":108,"contractseverancepay":110,"maxsicknesspay":114,"maxsicknesspayperc":118,"sicknessmaxdaysnr":120,"WORKFAM_trigger":122,"paidmaternityleave":126,"paidmaternityleaveduration":129,"paidpaternityleave":131,"paidpaternityleaveduration":135,"hourspday":139,"hourspweek":142,"dayspweek":146,"holidaysdays":150,"holidaysweeks":154,"schedulesrestpw":158},{"bindId":45,"name":46,"text":47},"WAGES_trigger","APPENDIX Collective Agreement between Ca","APPENDIX\n\nCollective Agreement between Cavmont Bank Limited and Zambia Union of Financial Institutions and Allied Workers\n\nAppendix A\t: Salary Structure effective 1st July, 2019\n  Salaries\t: Increment of K800-00 across the board\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    86,789.99\n    1,00,759.56\n  \n   \n  \n    Telephone\u002FReceptionist - Generalist G1\n    87,733.81\n    1,05,854.23\n  \n  \n    Typist - Generalist G1\n    83,133.85\n    1,01,885.33\n  \n  \n    Drivers - Essential Services 3 ES - 3\n    87,890.31\n    1,04,023.77\n  \n  \n    Clerical   - Retail Banking 2 or Generalist 2 RB2\u002FGL2\n    88,772.35\n    1,12,557.43\n  \n   \n  \n    Supervisory Level - Retail   Banking 3 or Generalist RB3\u002F GL3\n    90,678.80\n    1,20,233.00\n  \n   \n  \n    Stenographer - Generalist 2 GL2\n    89,990.31\n    1,06,493.39\n  \n  \n    Secretary - Generalist 3 GL3\n    94,939.52\n    1,15,793.00\n  \n  \n    Specialist Grade SP1\n    90,678,80\n    1,20,233.00\n  \n\n(iii)\tRepatriation of Employee",{"bindId":49,"name":46,"text":47},"PAYSCALES_trigger",{"bindId":51,"name":52,"text":53},"STRUCINCR_trigger","(o) BASIC SALARY (See appendix A) With e","(o) BASIC SALARY (See appendix A)\n\nWith effect from 1st July 2019 Basic salary shall be increased by K800 across the board In addition, Performance based increments were awarded as follows:\n\n\n  K100 would be paid to the employees who meet the business expectations\n    \n  K200 will be paid to individual employee who exceeds business expectation\n\nIN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HANDS THIS 24th DAY \nOF NOVEMBER THE YEAR TWO THOUSAND AND NINETEEN ",{"bindId":55,"name":56,"text":57},"ONCERISE_trigger"," Annual Leave Allowance Annual Leave All"," Annual Leave Allowance\n    Annual Leave Allowance at the rate of ones’ full pay will be paid to members of staff who proceed on annual leave.\n    This allowance shall be paid on 2nd January of each year commencing 2013 but when an eligible employee fails to take leave in a particular year (due to operational reasons) the Head of Department should seek dispensation through the Functional Head to the Managing Director for the eligible employee to be paid leave allowance the following year and not be disqualified.\n    New entrants to the Bank will be eligible to annual leave allowance upon serving twelve months and if confirmed.",{"bindId":59,"name":60,"text":61},"NOCTPREM_trigger"," Shift Differential Members of staff who","    Shift Differential\n    Members of staff who are engaged in shift work will be paid a dinner allowance of Kwacha Sixty (K60-00) per day in lieu of shift differential provided that such work shall be performed between 19:00hours to 06:00hours.\n  \n  Other allowances.\n    The following allowance will be paid to the category of members of staff specified as hereunder in lieu of overtime:\n    \n       Call Centre\t- K500-00 per week.\n      \n       ATM Custodian Allowance\t- K500-00 per month",{"bindId":63,"name":56,"text":57},"ANNLEAVE_trigger",{"bindId":65,"name":66,"text":67},"OVERTIME_trigger","(f) HOURS OF WORK AND OVERTIME Hours of ","(f) HOURS OF WORK AND OVERTIME\n\n\n   Hours of work shall be from 8:00 to 17:00 and flexi hours (as required by Business demands) shall be the same number of hours worked  between 6:00 and 19:00. In both cases the normal working week will be    restricted to (48) hours or one hundred and ninety two (192) hours per average month inclusive of working Saturdays. Hours in excess of eight hours per day shall constitute overtime.\n  \n  The first and last Saturdays of each month are working days and employees shall be required to work for four (4) hours of these days. These Saturdays shall therefore be treated as working days (deductible \n    from earned leave) when processing leave.\n\n   From Monday to Friday, employees shall be required to work for eight (8) hours with one (1) hour being taken as lunch break.\n    Lunch hour will be staggered from 12:00hrs to 15:00hrs\n  \n   Overtime shall be paid to employees who may be required to work beyond the 176 hours (One Hundred and seventy six hours) referred to as above. It shall be calculated as follows; -\n    Monday - Friday - one and half hourly rate\n    Saturdays\u002FSundays and public holidays - Double rate\n  \n   Hours of Shift work (Call Centre)\n    \n       08:00 hours to 16;00hours\n      \n       16:00 hours to 24:00hours\n      \n       24:00 hours to 08:00hours\n        This will only apply to staff who will work in the Call Center.",{"bindId":69,"name":70,"text":71},"overtimeallowancetype_general"," Overtime shall be paid to employees who"," Overtime shall be paid to employees who may be required to work beyond the 176 hours (One Hundred and seventy six hours) referred to as above. It shall be calculated as follows; -\n    Monday - Friday - one and half hourly rate\n    Saturdays\u002FSundays and public holidays - Double rate",{"bindId":73,"name":70,"text":71},"overtimeallowanceperc1_general",{"bindId":75,"name":70,"text":71},"overtimeallowancetype",{"bindId":77,"name":70,"text":71},"overtimeallowanceperc1",{"bindId":79,"name":80,"text":81},"HARDSHIP_trigger","Rural Hardship Allowance All unionized m","Rural Hardship Allowance\n    All unionized members of staff at the Mbala and Mufumbwe Branches shall be entitled to K800 as a monthly allowance. This allowance shall not apply when the staff member is transferred from these branches to a different branch or promoted to Management.",{"bindId":83,"name":84,"text":85},"SUNDAY_trigger"," Saturdays\u002FSundays and public holidays -","\n    Saturdays\u002FSundays and public holidays - Double rate",{"bindId":87,"name":88,"text":89},"COMMUTE_trigger","Bank Transport or Taxi Fares Bank transp","Bank Transport or Taxi Fares\n    Bank transport or taxi fares to the employees’ place of residence shall be provided as follows.\n    \n       For eligible employees who are required to work on Non-working days.\n      \n       For eligible employees who are required to work beyond 19:00 hrs with prior Management authority. \n      \n      For eligible employees who are required to report for work at 24:00 hrs the affected employees shall be \n        availed transport\u002F a taxi to and from home to work. This category of \n        staff shall operate in the Call Centre and arrangements for transport will be made on a weekly basis.\n        However, from 1st May each year to 31st July each year an employee shall only be eligible to use a taxi from 18:00hrs of the\n        date of work whilst from 1st August each year to 30th April each year an employee shall be eligible to use a taxi only from 19:00hrs (this will only apply to (a) and (b) above.)",{"bindId":91,"name":92,"text":93},"JOBTITLE_trigger","Appendix A : Salary Structure effective ","Appendix A\t: Salary Structure effective 1st July, 2019\n  Salaries\t: Increment of K800-00 across the board\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    86,789.99\n    1,00,759.56\n  \n   \n  \n    Telephone\u002FReceptionist - Generalist G1\n    87,733.81\n    1,05,854.23\n  \n  \n    Typist - Generalist G1\n    83,133.85\n    1,01,885.33\n  \n  \n    Drivers - Essential Services 3 ES - 3\n    87,890.31\n    1,04,023.77\n  \n  \n    Clerical   - Retail Banking 2 or Generalist 2 RB2\u002FGL2\n    88,772.35\n    1,12,557.43\n  \n   \n  \n    Supervisory Level - Retail   Banking 3 or Generalist RB3\u002F GL3\n    90,678.80\n    1,20,233.00\n  \n   \n  \n    Stenographer - Generalist 2 GL2\n    89,990.31\n    1,06,493.39\n  \n  \n    Secretary - Generalist 3 GL3\n    94,939.52\n    1,15,793.00",{"bindId":95,"name":96,"text":97},"jobclassifaction1","Collective Agreement between Cavmont Ban","Collective Agreement between Cavmont Bank Limited and Zambia Union of Financial Institutions and Allied Workers\n\nAppendix A\t: Salary Structure effective 1st July, 2019\n  Salaries\t: Increment of K800-00 across the board\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    86,789.99\n    1,00,759.56\n  \n   \n  \n    Telephone\u002FReceptionist - Generalist G1\n    87,733.81\n    1,05,854.23\n  \n  \n    Typist - Generalist G1\n    83,133.85\n    1,01,885.33\n  \n  \n    Drivers - Essential Services 3 ES - 3\n    87,890.31\n    1,04,023.77\n  \n  \n    Clerical   - Retail Banking 2 or Generalist 2 RB2\u002FGL2\n    88,772.35\n    1,12,557.43\n  \n   \n  \n    Supervisory Level - Retail   Banking 3 or Generalist RB3\u002F GL3\n    90,678.80\n    1,20,233.00\n  \n   \n  \n    Stenographer - Generalist 2 GL2\n    89,990.31\n    1,06,493.39\n  \n  \n    Secretary - Generalist 3 GL3\n    94,939.52\n    1,15,793.00\n  \n  \n    Specialist Grade SP1\n    90,678,80\n    1,20,233.00",{"bindId":99,"name":100,"text":101},"TRAINING_trigger","(i) REIMBURSEMENT OF PRIVATE TRAINING CO","(i)\tREIMBURSEMENT OF PRIVATE TRAINING COSTS\n\n\n  The Bank will write off the amounts on educational loans upon successful completion of subjects sat for or upon successful completion of a course or training programme on the bank approved list of programmes, undertaken on self-sponsorship via an educational loan obtained from the Bank with prior Management’s approval. Additionally the Bank will refund the amount spent on self sponsored courses upon production of receipts and successful completion of subjects sat for or course. However, prior approval from Management should be obtained before commencement of the course with reasons stated. Refunds will only be approved for courses on the Bank approved list with priority given to programs 'directly related to the employee’s current role. ",{"bindId":103,"name":100,"text":101},"trainingprogrammes",{"bindId":105,"name":106,"text":107},"contracttrial","PROBATIONARY PERIOD All staff shall be r","PROBATIONARY PERIOD \n\n\n   All staff shall be required to serve a probationary period of three months with the Bank prior to confirmation. However, the Bank reserves the right to extend the probationary period by a further three months. During this  period, either party can terminate services by giving one day’s notice.\n  \n   In the case of an unsatisfactory probationary period, the Bank shall reserve the right to either terminate the employment or extend the probationary period and this will be communicated to the employee concerned.\n  \n   Where an employee serving on probation does not receive either a letter  of confirmation or extension of probationary period upon expiry of a three  (3)\tMonth period he\u002Fshe shall be deemed confirmed after two weeks of  such expiry.",{"bindId":109,"name":106,"text":107},"contracttrialperiod",{"bindId":111,"name":112,"text":113},"contractseverancepay","(m) SEPARATION DUES Redundancy Package R","(m) SEPARATION DUES\n\n\n   Redundancy Package\n    Redundancy package shall be paid in accordance with the Employment Code  Act of 2019.\n  \n  Retirement on Medical Grounds\n    The affected employee shall be paid a retirement package of three (3) times an employee’s monthly basic salary multiplied by the number of years served. ",{"bindId":115,"name":116,"text":117},"maxsicknesspay","Sick Leave An employee shall be granted ","Sick Leave\n    An employee shall be granted Sick Leave for a period of up to three months on full salary  on account of ill health or injury provided that the employee produces a Medical Certificate from a Registered Medical Practitioner\n    This period shall be extended by three more months on half salary until recommendation for retirement on medical grounds by a registered medical practitioner is granted.",{"bindId":119,"name":116,"text":117},"maxsicknesspayperc",{"bindId":121,"name":116,"text":117},"sicknessmaxdaysnr",{"bindId":123,"name":124,"text":125},"WORKFAM_trigger","Maternity Leave Maternity shall be as pr","Maternity Leave\n    Maternity shall be as provided for by the Employment Code Act 2019\n  \n  aternity Leave\n    Paternity leave shall be as provided for by the Employment Code Act 2019",{"bindId":127,"name":124,"text":128},"paidmaternityleave","Maternity Leave\n    Maternity shall be as provided for by the Employment Code Act 2019",{"bindId":130,"name":124,"text":128},"paidmaternityleaveduration",{"bindId":132,"name":133,"text":134},"paidpaternityleave"," aternity Leave Paternity leave shall be","\n  \n  aternity Leave\n    Paternity leave shall be as provided for by the Employment Code Act 2019",{"bindId":136,"name":137,"text":138},"paidpaternityleaveduration","aternity Leave Paternity leave shall be ","aternity Leave\n    Paternity leave shall be as provided for by the Employment Code Act 2019",{"bindId":140,"name":66,"text":141},"hourspday","(f) HOURS OF WORK AND OVERTIME\n\n\n   Hours of work shall be from 8:00 to 17:00 and flexi hours (as required by Business demands) shall be the same number of hours worked  between 6:00 and 19:00. In both cases the normal working week will be    restricted to (48) hours or one hundred and ninety two (192) hours per average month inclusive of working Saturdays. Hours in excess of eight hours per day shall constitute overtime.",{"bindId":143,"name":144,"text":145},"hourspweek"," Hours of work shall be from 8:00 to 17:"," Hours of work shall be from 8:00 to 17:00 and flexi hours (as required by Business demands) shall be the same number of hours worked  between 6:00 and 19:00. In both cases the normal working week will be    restricted to (48) hours or one hundred and ninety two (192) hours per average month inclusive of working Saturdays. Hours in excess of eight hours per day shall constitute overtime.",{"bindId":147,"name":148,"text":149},"dayspweek","The first and last Saturdays of each mon","The first and last Saturdays of each month are working days and employees shall be required to work for four (4) hours of these days. These Saturdays shall therefore be treated as working days (deductible \n    from earned leave) when processing leave.\n\n   From Monday to Friday, employees shall be required to work for eight (8) hours with one (1) hour being taken as lunch break.\n    Lunch hour will be staggered from 12:00hrs to 15:00hrs",{"bindId":151,"name":152,"text":153},"holidaysdays","(g) LEAVE Annual Leave All employees sha","(g) LEAVE\n\n   Annual Leave\n    All employees shall be entitled to accrued annual leave of twenty four (24) working days. This leave shall accrue at the rate of 2 days per month. Employees shall be required to fill in leave forms, which shall be considered by Management and only if approved should the employee proceed on leave.",{"bindId":155,"name":156,"text":157},"holidaysweeks"," Annual Leave All employees shall be ent"," Annual Leave\n    All employees shall be entitled to accrued annual leave of twenty four (24) working days. This leave shall accrue at the rate of 2 days per month. Employees shall be required to fill in leave forms, which shall be considered by Management and only if approved should the employee proceed on leave.",{"bindId":159,"name":148,"text":149},"schedulesrestpw","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE AGREEMENT BETWEEN CAVMONT BANK LIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS effective from 1st July 2019 to 30th June 2021 - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-06-30\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: → Court\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → 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                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\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: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → \u003C\u002Fdiv>\n        \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: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → The CBA explicitly refers to the law days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.5\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → 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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → ZMW 800.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2019-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 8 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2019-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → ZMW  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 100.0 % of basic wage\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → ZMW  per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[165],{"title":37,"slug":33},[167],{"type":168,"data":169},"call_to_action_body_block",{"title":170,"description":171,"variant":172,"link":173},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":170,"url":174,"description":170,"rel":175,"type":176},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[178],{"type":168,"data":179},{"title":170,"description":171,"variant":172,"link":180},{"title":170,"url":174,"description":170,"rel":175,"type":176},[]]