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DECEMBER 2019","COLLECTIVE AGREEMENT BETWEEN INVESTRUST BANK PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (ZUFIAW) JANUARY 2018 - DECEMBER 2019 - 2018","Zambia - COLLECTIVE AGREEMENT BETWEEN INVESTRUST BANK PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (ZUFIAW) JANUARY 2018 - DECEMBER 2019 - 2018","COLLECTIVE AGREEMENT BETWEEN INVESTRUST BANK PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (ZUFIAW) JANUARY 2018 - DECEMBER 2019 - 2018 - Financial services, banking, insurance",{"name":41,"data":42},"INVESTRUST CA 2018-2019.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN INVESTRUST BANK PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (ZUFIAW)\u003C\u002Fh1>\n\u003Cp>\u003Cstrong>JANUARY 2018 - DECEMBER 2019\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>THIS COLLECTIVE AGREEMENT is made this ...........................\tday\tof\t......................... 2018\u003Cbr>\n  BETWEEN\u003Cbr>\n  INVESTRUST BANK PLC (Hereinafter referred to as the \"Bank\") of the one Part and THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS representing employees eligible for representation by the Union in terms of item 3.1 of the scope of the MEMORANDUM OF RECOGNITION AGREEMENT signed on the 19th of January 1999 between the Bank and the Union (Hereinafter referred to as the \"Union\").\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>WHEREAS the parties have agreed and accepted the terms and conditions of service as stipulated in the MEMORANDUM OF RECOGNITION AGREEMENT.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>NOW THIS AGREEMENT WITNESSETH AS FOLLOWS:\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>1.0 INTERPRETATION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The interpretation of these conditions of service shall rest with the Management of the Bank and the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>2.0 DEFINITIONS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>In this agreement, except where special definitions are given, the following words in these conditions of service shall have the meanings assigned to them as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.1\t\"Bank\"\tmeans Investrust Bank Plc established in accordance with the  Companies Act and Banking and Financial Services Act.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.2\t\"Board\"\tmeans the Board of Directors of the Bank;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.3\t\"Basic Salary\"means the basic salary\u002Fscale applicable to a particular employee's post exclusive of any allowance.\u003C\u002Fp>\n\u003Cp>2.4\t\"Benefits\" means any or such payments and\u002For privileges that may accrue to an employee during the course of employment.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.5\t\"Contract\" means a fixed contract of service as determined from time to time by management.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.6\t\"Discharge\" means termination of an employee's service With full accrued benefits.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.7\t\"Employee\" means any person employed by the Bank.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.8\t\"Employer\" means Investrust Bank Plc.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.9\t\"Family\" means the employee's family members who are registered with the Bank which include spouse, biological parents and children below 18 years who are not married. The maximum number of children will be 4 children.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.10\t\"Management\" means the Managing Director and Departmental Heads or other management employees of the Bank so appointed by the Managing Director.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.11\t\"Managing Director\" means the Chief Executive Officer of the Bank appointed by the Board Directors.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.12\t\"Supervisor\" means a superior who is directly in charge of a subordinate;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.13\t\"Union\"\tmeans Zambia Union of Financial Institutions and Allied Workers (ZUFIAW)\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>3.0 APPLICATION FOR A CHANGE OR AMENDMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>3.1\tIt is agreed that if either party consider that any part of this Agreement should be changed or amended and if it is also considered that such a change is mutually beneficial and provided it is clearly seen to be a valid reason to recommend such a change or amendment to this Agreement, it should be undertaken in the following manner.\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> The Union or the Bank will indicate by letter its intention to discuss a change or amendment to the Collective Agreement.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The party requesting the change or amendment shall allow the other party fourteen (14) days to consider the request. The Bargaining Unit shall after fourteen (14) days, but not longer than 28 calendar days after the date of the original letter, agree to meet to discuss the change.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>4.0 THE LIFE SPAN OF THIS COLLECTIVE AGREEMENT\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>4.1 Duration of this Collective Agreement shall be as follows:\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"87\">\n  \u003Ccol width=\"363\">\n  \u003Ccol width=\"368\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"87\">(i)\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Conditions of Service:\u003C\u002Ftd>\n    \u003Ctd width=\"431\">1st January 2018 - 31stDecember 2019\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"87\">(ii)\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Basic   Salary: \u003C\u002Ftd>\n    \u003Ctd>1st January 2018 - 31stDecember 2019\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"87\">(iii)\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Funeral Grant: \u003C\u002Ftd>\n    \u003Ctd>1st April 2018 - 31st December 2019\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"87\">(iv)\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Meal Allowance:\u003C\u002Ftd>\n    \u003Ctd>1st April 2018 - 31st December 2019\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>4.2 The above conditions shall be enforced provided that:\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> After Six (6) months of the date of coming into effect of this Collective Agreement either party could call for a meeting to review  salaries according to the prevailing economic conditions during the period.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> At any time after 12 months of commencement of this Agreement either party will give to the other, Six (6) weeks' notice in writing of its desire for this Agreement to continue in force for a further period to be agreed upon, or of its intention to terminate the agreement or alter any clause therein.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> In the event of emergency cases, both parties shall endeavour to meet as soon as possible but not later than 14 days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The terms of this Agreement shall be in accordance with the prevailing labour legislation.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The provisions of this Agreement shall be valid only so long as the Recognition Agreement remains in force.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Pending the signing of a new Collective Agreement, the present Agreement shall continue to be in force.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>5.0 RATES OF PAY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>\u003Cstrong>5.1 Basic Salaries\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Basic salaries have been adjusted upwards by 7 % across the board for all Unionised staff i.e. Supervisors, Clerks and Non-clerks.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cp>  \u003Cstrong>5.1.1 Mid-Month\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>  An employee may on request draw 30% net of the monthly salary at mid-month as a salary advance without giving reasons. The advance shall be recovered at once in the same month.\u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>\u003Cstrong>5.2 Overtime\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>  Overtime shall be paid to eligible employees who are requested by the Bank to work beyond normal working hours.\u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cli>It shall be calculated at 1.5 times the hourly rate on normal work days and double the hourly rate on Sundays and Public Holidays.\u003C\u002Fli>\u003C\u002Fdiv>\n  \u003Cli>The total accumulated hours in each calendar week shall not exceed 44 hours per week or 176 hours per month and shall be paid together with the monthly salary.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\n\u003C\u002Fol>\n\u003Ch3>  6.0 \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>HOURS OF WORK\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>6.1\tThe normal working hours shall be 8 hours per day from 08:00 hours to 17:00 hours from Monday to Friday and 5 hours on Saturdays, from 08:00 hours to 13:00 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.2\tEach employee shall break for lunch for one hour between 11:30 hours and 14:00 hours.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.3\tAn employee who is required to work during lunch time or beyond 19:00 hours shall be entitled to a meal allowance of K60.00, in the year 2018 per day or the Bank shall make arrangements to cover the costs of dinner or lunch.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.4\tEmployees who are requested to work from 19:00 hours to 20:00 hours shall be paid a transport allowance of K50.00, and beyond 20:00 hours an actual taxi fare shall be paid. In exceptional cases where an employee is disadvantaged due to locality of station where transport is a problem a taxi fare shall be paid from 19:00 hours.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>7.0 TRAVEL OUTSIDE WORKSTATION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>7.1\tWhen an employee travels away from the normal station on authorised Bank business, and the Bank pays for reasonable accommodation and meals, the employee shall be entitled to an out-of-pocket allowance in the sum of K150.00 per night, or;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.2\tWhere an employee elects to arrange his\u002F her own meals and accommodation, the Bank shall pay a subsistence allowance of K600.00 per night.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>8.0 WORKSHOP\u002F SEMINAR ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>8.1\tWhere an employee is attending a Seminar or Workshop authorised and arranged for by the Bank or Zufiaw and' conducted away from the workplace on public holidays and weekends, the employee shall be paid an incidental allowance of K120.00 per day.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.2\tWhere an employee is attending a Seminar or Workshop authorised and arranged for by the Bank or Zufiaw and conducted away from the Bank premises during working days, the employee shall be paid an incidental allowance of K85.00 per day.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>  8.3\tWhere an employee is attending training conducted on public holidays and\u002For Sundays within the Bank premises the employee shall be paid K85.00 per day\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch3>9.0 PROBATION PERIOD\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>9.1\tThe Bank shall undertake to engage an employee on probation for a period starting from the commencement date and lasting for a period of six (6) months.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>9.2\tThe Bank, at the end of the probation period, shall have the right to either confirm the appointment or extend the probation for another period not exceeding three (3) months, which extension shall be communicated in writing.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>9.3\tDuring the probation period, either party may terminate the employment contract by giving the other party 24 hours' notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>10.0\tLEAVE AND ATTENDANT CONDITIONS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>10.1\tAnnual Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>An employee may be eligible to take annual leave upon the completion of One (1) year continuous service.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>An employee intending to proceed on Annual Leave shall apply in  writing prior to the intended date\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>All employees are encouraged to take leave annually. However, Management may, due to the exigencies of the service, require an employee to defer a request for Annual Leave to a later date to be afforded before the end of the year.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\"> All employees in the unionised category will accrue 2.5 leave days per month upon engagement.\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> In calculating the number of Leave days to be taken, weekends and Gazetted Public holidays shall be excluded.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\"> Leave Allowance, being the equivalent of 100% of one month's basic salary, will be paid once per calendar year to an employee who proceeds on Annual Leave of not less than 15 working days. This Leave Allowance shall be subject to PAYE.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>  \u003Cstrong>10.2\tUnpaid Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> An employee who has served with the Bank for a continuous period of a minimum of three (3) years may apply for Unpaid Leave of up to a maximum period of One (1) year.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Approval of Unpaid Leave is solely subject to Management's discretion.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>10.3\tLocal \u002F Casual Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> An employee may apply for paid Local\u002F Casual Leave for a period of days less than accrued Annual Leave.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Once approved, the number of days afforded to the employee as Local\u002F Casual Leave shall be deducted from the employee's accrued Leave days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Approval of Local\u002F Casual Leave is solely subject to Management's discretion.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>\u003Cstrong>10.4\tStudy Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>An Employee may be entitled to up to 10 working days of Study Leave per annum (exclusive of Weekends and Gazetted Public holidays) provided that;\t\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> the employee provides a satisfactory examination docket for relevant courses approved by the Bank,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> the approved Study Leave days shall be inclusive of the actual days of writing the examinations.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>However, the 10 study leave days will be staggered by taking five (5) leave days in the first six (6) months and the other five (5) days in the last six months of each calendar year.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>10.5\tCompassionate Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Death\u003Cbr>\n    In the event of the death of an employee's Spouse, Child (natural and adopted), or biological parent, the employee shall be entitled to\u003Cbr>\n    Seven (7) days Compassionate Leave, PROVIDED that;\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> the application is made in writing and supported by documentary proof of registration of such relations with the Bank.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> such leave days shall be exclusive of weekends and gazetted public holidays.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> Nursing Compassionate Leave\u003Cbr>\n    An employee may be granted leave for the purpose of nursing a sick child or spouse who has been hospitalised;\u003Cbr>\n    PROVIDED the employee's application for Nursing Compassionate Leave is supported by a written recommendation from a Government approved Medical Doctor, registered with the Medical Council of Zambia, which states the need for the employee's presence.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>10.6\tSpecial Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Court appearance\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>(a)\tSpecial Paid Leave shall be granted to an employee who is required to attend Court proceedings as a State witness or any other matter relevant to the Bank's business.\u003Cbr>\n(b)\tSuch leave shall be for the number of days required as determined by the Court and shall not be deducted from the employee's accrued leave days.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>10.7 Sick leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp> Subject to the Provisions of the Employment Act Chapter 268 of the Laws of Zambia, an employee who has been confirmed in his\u002F her appointment, and according to the medical opinion of a Registered Physician or Medial. Practitioner, or Registered Traditional Healer, is unable to execute his\u002FW » work by reason of ill health or an injury suffered by accident, not occasioned by the employee's default, shall on production of a Medical Certificate signed by a Government approved Medical Practitioner or Registered Traditional Healer, be granted sick leave as follows;\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cli>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cli> at full pay during the first three months; and\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> thereafter, at half pay for the next three months.\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003Cbr>\n  Notwithstanding the above, if an employee does not recover from illness or accident after six months from the date of illness or accident, the employer may, on the recommendation of a registered medical doctor or health facility designated by the employer, discharge the employee and the entitlement to sick leave shall cease.\u003Cbr>\n\u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\"> The provisions of the Workers Compensation Act shall be applied where the illness or injury arises from an accident occasioned at work (i.e. industrial accident).\u003C\u002Fdiv>\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Where the employer has an insurance policy, the policy provision on accidents and occupational diseases shall apply.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> If an employee absents himself from work for more than Two (2) days on account of sickness he shall be regarded as absent unless he obtained a medical certificate from a Registered Medical Practitioner or Registered Traditional Healer.\u003C\u002Fli>\u003C\u002Fdiv>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>10.8 \u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003Cstrong>Maternity leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Female employees shall be granted Maternity Leave on the following conditions:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> The employee must have completed at least Two (2) years of continuous service with the Bank, or have completed Two (2) years further service since the last confinement.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\"> An eligible employee shall be granted Three (3) months paid maternity leave.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Any maternity leave so granted shall be exclusive of any other leave to which a female employee may otherwise be entitled.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>In the case of an illness arising out of pregnancy, which results in the female employee becoming temporarily incapable of performing her official duties, such female employee shall be granted sick leave in accordance with clause 10.7 above.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>\u003Cstrong>10.9 Breastfeeding time\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003C\u002Fol>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Col type=\"i\">\u003Cli>An employee who is a breastfeeding mother shall be allowed up to one (1) hour to attend to breastfeeding Once a day during working hours, PROVIDED the baby is six months old or less.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\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>Where an employee wishes to attend to.br,east feeding, the baby may be brought to the place of work atfthe feeding time, at the employee's expense.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Where it is not practical to bring the child at the place of work, the mother (employee) may be entitled to take a lunch break an hour earlier than the normal lunch hour period. \u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\n\u003C\u002Fol>\n\u003Cp>  \u003Cstrong>10.10 Mother's Day\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp> A female employee shall be entitled to One (1) day's absence from work in each calendar month without being subjected to any question regarding her absence. Provided that for the convenience of workflow, prior notification of such intended absence may be given to the immediate supervisor of the employee proceeding on such leave.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>11.0\tFUNERAL GRANT\u003Cbr>\n  \u003C\u002Fh3>\n\u003Col>\n  \u003Cli> In the event of an employee's demise, the Bank may provide for a full funeral service by a service provider approved by management.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> The provisions of 1 above notwithstanding, in the event of death of an employee, spouse, child (natural or adopted) or biological parent the following Grants shall be paid:\u003Cbr>\u003Cbr>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"363\">\n  \u003Ccol width=\"368\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"363\">(a)   Employee\u003C\u002Ftd>\n    \u003Ctd width=\"368\">K6,500.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"363\">(b)   Spouse\u003C\u002Ftd>\n    \u003Ctd>K6,000.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"363\">(c)   Child\u003C\u002Ftd>\n    \u003Ctd>K6,000.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"363\">(d)   Biological Parent \u003C\u002Ftd>\n    \u003Ctd>K4,500.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col>\u003Cli>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>12.0\tUNIFORMS AND PROTECTIVE CLOTHING\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>12.1 The Bank shall provide protective clothing and uniforms to the following categories of employees;\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Drivers\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Messengers\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Gardeners\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Frontliners\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> IT Personnel\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>12.2 The bank shall provide the relevant employees Two (2) sets of uniforms, inclusive of;\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> 2 shirts,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> 2 pairs of socks, \u003C\u002Fli>\n  \u003Cli> 2 pairs of shoes, \u003C\u002Fli>\n  \u003Cli>1 pullover, and \u003C\u002Fli>\n  \u003Cli>1 rain coat.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>These items will be provided once per annum consistent with the employee's duties and will only be given to an employee who has been confirmed in his or her appointment.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>13.0\tOCCUPATIONAL HEALTH AND SAFETY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Bank will observe occupational health and safety standards in the premises. This shall include;\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Good lighting\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Good ventilation\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Water and sanitation\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Ergonomics\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>14.0\tMEDICAL SCHEME\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Unionised staff shall be provided with a medical scheme to be approved by management.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3>15.0\tEDUCATION FOR SCHOOL CHILDREN\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Employees may be paid an advance recoverable in Four (4) equal instalments for education assistance for school going children at the beginning of every term for paying school fees, buying uniforms and school books, provided the previous advances have been fully repaid by the employee within the debt service ratio subject to approval by Management in exceptional circumstances.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>16.0\tACTING ALLOWANCE\t\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>16.1\tActing Allowance shall be applicable where an employee who is required to act in a position higher than his\u002Fher substantive post for a period of not less than 15 working days.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>16.2\tIn such cases the employee shall be informed of the appointment in writing.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>16.3\tThe acting allowance shall be calculated at the higher of 15% of the acting employee's basic salary or the actual difference between the acting employee's basic salary and the entry point in the grade in which one is acting.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>16.4\tNo employee will be required to act continuously for a period exceeding 6 months if such an appointment is subject to confirmation. At the expiration of that period he\u002Fshe may if his\u002Fher performance\u002Fconduct prove satisfactory, be made substantive in the position.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>PROVIDED THAT an appointment in an acting capacity shall be effected for administrative convenience in some positions without necessarily leading to confirmation in that position.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>17.0\tRESPONSIBILITY ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>17.1\tWhere an employee has been requested to discharge additional responsibilities of a position equivalent to his\u002F her substantive position for a period of not less than 15 working days the employee shall receive an additional responsibility allowance calculated at the rate of 15% of his\u002Fher current basic salary, In such cases the employee shall be informed of the appointment in writing.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>18.0\tDISTURBANCE ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>An employee who is permanently transferred to another station or branch outside the town of his\u002Fher present place of work on management's instructions, shall be entitled to a one off disturbance allowance at the rate of 100% of the employee's monthly basic salary. In addition the Bank will pay a subsistence allowance of K400.00 per day up to a maximum of 30 days.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>19.0\tRURAL HARDSHIP ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>An employee who is permanently transferred to the following branches will be paid  a Rural Hardship allowance of K400 per month paid through the payroll\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Luangwa Branch\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Chirundu Branch\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>20.0 STAFF LOANS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Unionised staff shall be provided with loan facilities as covered in the Bank's Staff Lending Policy.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>21.0\tTERMINATION AND RETIREMENT\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>The Bank shall not terminate the service of an employee on grounds related to the performance or conduct without affording the employee the opportunity to be heard on charges laid against him\u002Fher.\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>\u003Cstrong>21.1 Termination by Redundancy \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Where the Bank determines to terminate the contract of an employee or a group of employees, due to any of the followiiig reasons;\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Ceasing or intending to cease to carry on the business by virtue of which the employee was engaged; or\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The business ceasing or reducing the requirement for the employee to carry out work of a particular kind in the place where the employee was engaged and the business remains a going concern.\u003Cbr>\n        Section 26B of the Employment Act No. 15 of 1997, Chapter 268 of the Laws of Zambia will apply and the redundancy package shall be paid.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> An employee declared redundant shall be entitled to outstanding leave days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The employee shall be further entitled to the sum of K6 000.00 as Repatriation Allowance regardless of place of recruitment or place of settlement.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Three (3) months basic pay for each year served.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Pension benefits in accordance with the bank's prevailing Private Pension Scheme rules in existence at the time of redundancy.\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>21.2 Termination by discharge, dismissal or resignation\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>In the event of termination of a confirmed employee by discharge, dismissal or resignation, an employee shall be entitled to;\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> a cash payment in lieu of accrued leave days.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli>a refund of the employee's and employer's pension contributions from Pension provider which is engaged by the Bank.\u003Cbr>\n    The following notice periods shall apply for the various forms of termination:\u003Cbr>\u003Cbr>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol width=\"87\">\n  \u003Ccol width=\"363\">\n  \u003Ccol width=\"368\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"87\" align=\"center\">\u003Cstrong>SN\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"363\">\u003Cstrong>MODE OF   TERMINATION\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"368\">\u003Cstrong>NOTICE DAYS\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\" width=\"87\">1\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Retirement   (Normal)\u003C\u002Ftd>\n    \u003Ctd width=\"368\">30 days-\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\" width=\"87\">2\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Medical   discharge\u003C\u002Ftd>\n    \u003Ctd width=\"368\">30 days\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\" width=\"87\">3\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Resignation\u003C\u002Ftd>\n    \u003Ctd width=\"368\">30 days\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\" width=\"87\">4\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Dismissal\u003C\u002Ftd>\n    \u003Ctd width=\"368\">Not applicable\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd align=\"center\" width=\"87\">5\u003C\u002Ftd>\n    \u003Ctd width=\"363\">Redundancy\u003C\u002Ftd>\n    \u003Ctd width=\"368\">30days\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Cp>\u003Cstrong>21.3 Retirement on Medical discharge\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>An employee who is certified by a medical practitioner or by a medical institution, to the satisfaction of the Bank that he\u002Fshe is incapable, by reason of infirmity of mind or body, of discharging his duties, and such condition is likely to be permanent shall be discharged from employment on medical grounds.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>In the event of retirement on medical grounds, the employee shall be entitled to the following:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Three (3) months basic salary for each completed year served.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A cash payment in lieu of accrued leave days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Full pension benefits, which include the employer and the employee's pension contributions with interest.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The employee shall be further entitled to the sum of K6 000.00 as Repatriation Allowance regardless of place of recruitment or place of settlement.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>21.4 Death in service\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>In the event of the death of an employee in service, benefits to the employee shall be paid to include the Group Life Assurance policy that in place at the time of the employee's demise.\u003Cbr>\n  Retirement\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>21.5\tNormal Retirement\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>1. Normal Retirement\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> An Employee upon attaining the age of 60 years shall retire from the services of the Bank.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli>An Employee who has served the Bank for 10 years or more and has attained the age of 60 years shall be paid;\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Cash in lieu of accrued leave days. \u003Cbr>\n        \u003C\u002Fli>\n      \u003Cli> Pension benefits as stipulated under the National Pension Scheme Authority (NAPSA).\u003Cbr>\n        \u003C\u002Fli>\n      \u003Cli> Pension benefits in accordance with the Bank's prevailing Private Pension Scheme rules in existence at the time of retirement.\u003Cbr>\n        \u003C\u002Fli>\n      \u003Cli> The sum of K6 000.00 being a Repatriation Allowance regardless of place of recruitment or place of settlement.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Col type=\"a\">\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>  2.\tEarly Retirement\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> An Employee upon attaining the age of 55 years may apply for early retirement from the service of the Bank.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> An employee who has served the Bank for 10 years or more and has not attained the age of 60 years may apply for early retirement from service.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Acceptance of the employee's request for early retirement is solely at management's discretion.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> An employee entitled to early retirement shall be paid;\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Cash in lieu of accrued leave days.\u003Cbr>\n        \u003C\u002Fli>\n      \u003Cli> Pension benefits in accordance with the Bank's prevailing Private Pension Scheme rules in existence at the time of retirement.\u003Cbr>\n        \u003C\u002Fli>\n      \u003Cli> The sum of K6 000.00 being a Repatriation Allowance regardless of place of recruitment or place of settlement.\u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>IN WITNESS WHEREOF, each party to this agreement has caused it to be executed at Lusaka on this 11th day of May 2018.\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":44,"trainingprogrammes":48,"SOCSEC_trigger":50,"pensionfund":54,"contracttrial":58,"contracttrialperiod":62,"contractseverancepay":64,"contractseverancepay1":66,"maxsicknesspayperc":70,"disabilitypay":74,"healthcareaccess":78,"healthinsurance":81,"healthandsafetypolicy":85,"protectiveclothing":89,"funeralpay":93,"WORKFAM_trigger":97,"paidmaternityleave":101,"paidmaternityleaveduration":104,"paidmaternityleavepay":108,"paidmaternityleavepayperc":110,"nursingmothers":112,"maternity_nursing_breaks_duration":116,"maternity_nursing_breaks_length":119,"breastfeeding_workingtime":123,"educationtuition":125,"hourspday":129,"hourspweek":133,"dayspweek":135,"holidaysdays":137,"schedulesrestpw":141,"WAGES_trigger":143,"STRUCINCR_trigger":147,"ONCERISE_trigger":149,"ANNLEAVE_trigger":153,"OVERTIME_trigger":155,"overtimeallowancetype_general":159,"HARDSHIP_trigger":163},{"bindId":45,"name":46,"text":47},"TRAINING_trigger","10.4 Study Leave An Employee may be enti","10.4\tStudy Leave\n\nAn Employee may be entitled to up to 10 working days of Study Leave per annum (exclusive of Weekends and Gazetted Public holidays) provided that;\t\n\n\n   the employee provides a satisfactory examination docket for relevant courses approved by the Bank,\n  \n   the approved Study Leave days shall be inclusive of the actual days of writing the examinations.\n  \n\nHowever, the 10 study leave days will be staggered by taking five (5) leave days in the first six (6) months and the other five (5) days in the last six months of each calendar year.",{"bindId":49,"name":46,"text":47},"trainingprogrammes",{"bindId":51,"name":52,"text":53},"SOCSEC_trigger","21.1 Termination by Redundancy Where the","21.1 Termination by Redundancy \n\n   Where the Bank determines to terminate the contract of an employee or a group of employees, due to any of the followiiig reasons;\n    \n       Ceasing or intending to cease to carry on the business by virtue of which the employee was engaged; or\n      \n       The business ceasing or reducing the requirement for the employee to carry out work of a particular kind in the place where the employee was engaged and the business remains a going concern.\n        Section 26B of the Employment Act No. 15 of 1997, Chapter 268 of the Laws of Zambia will apply and the redundancy package shall be paid.\n      \n    \n  \n   An employee declared redundant shall be entitled to outstanding leave days.\n  \n   The employee shall be further entitled to the sum of K6 000.00 as Repatriation Allowance regardless of place of recruitment or place of settlement.\n  \n   Three (3) months basic pay for each year served.\n  \n   Pension benefits in accordance with the bank's prevailing Private Pension Scheme rules in existence at the time of redundancy.",{"bindId":55,"name":56,"text":57},"pensionfund"," 21.5 Normal Retirement 1. Normal Retire","\n\n21.5\tNormal Retirement\n1. Normal Retirement\n\n\n   An Employee upon attaining the age of 60 years shall retire from the services of the Bank.\n    \n  An Employee who has served the Bank for 10 years or more and has attained the age of 60 years shall be paid;\n    \n       Cash in lieu of accrued leave days. \n        \n       Pension benefits as stipulated under the National Pension Scheme Authority (NAPSA).\n        \n       Pension benefits in accordance with the Bank's prevailing Private Pension Scheme rules in existence at the time of retirement.\n        \n       The sum of K6 000.00 being a Repatriation Allowance regardless of place of recruitment or place of settlement.",{"bindId":59,"name":60,"text":61},"contracttrial","9.0 PROBATION PERIOD 9.1 The Bank shall ","9.0 PROBATION PERIOD\n\n9.1\tThe Bank shall undertake to engage an employee on probation for a period starting from the commencement date and lasting for a period of six (6) months.\n\n9.2\tThe Bank, at the end of the probation period, shall have the right to either confirm the appointment or extend the probation for another period not exceeding three (3) months, which extension shall be communicated in writing.\n\n9.3\tDuring the probation period, either party may terminate the employment contract by giving the other party 24 hours' notice.",{"bindId":63,"name":60,"text":61},"contracttrialperiod",{"bindId":65,"name":52,"text":53},"contractseverancepay",{"bindId":67,"name":68,"text":69},"contractseverancepay1","An employee who is certified by a medica","An employee who is certified by a medical practitioner or by a medical institution, to the satisfaction of the Bank that he\u002Fshe is incapable, by reason of infirmity of mind or body, of discharging his duties, and such condition is likely to be permanent shall be discharged from employment on medical grounds.\n\nIn the event of retirement on medical grounds, the employee shall be entitled to the following:\n\n\n   Three (3) months basic salary for each completed year served.\n  \n   A cash payment in lieu of accrued leave days.\n  \n   Full pension benefits, which include the employer and the employee's pension contributions with interest.\n  \n   The employee shall be further entitled to the sum of K6 000.00 as Repatriation Allowance regardless of place of recruitment or place of settlement.",{"bindId":71,"name":72,"text":73},"maxsicknesspayperc"," at full pay during the first three mont"," at full pay during the first three months; and\n  \n   thereafter, at half pay for the next three months.",{"bindId":75,"name":76,"text":77},"disabilitypay"," The provisions of the Workers Compensat"," The provisions of the Workers Compensation Act shall be applied where the illness or injury arises from an accident occasioned at work (i.e. industrial accident).",{"bindId":79,"name":72,"text":80},"healthcareaccess"," at full pay during the first three months; and\n  \n   thereafter, at half pay for the next three months.\n  Notwithstanding the above, if an employee does not recover from illness or accident after six months from the date of illness or accident, the employer may, on the recommendation of a registered medical doctor or health facility designated by the employer, discharge the employee and the entitlement to sick leave shall cease.\n\n   The provisions of the Workers Compensation Act shall be applied where the illness or injury arises from an accident occasioned at work (i.e. industrial accident).\n    \n   Where the employer has an insurance policy, the policy provision on accidents and occupational diseases shall apply.\n    \n   If an employee absents himself from work for more than Two (2) days on account of sickness he shall be regarded as absent unless he obtained a medical certificate from a Registered Medical Practitioner or Registered Traditional Healer.",{"bindId":82,"name":83,"text":84},"healthinsurance","14.0 MEDICAL SCHEME Unionised staff shal","14.0\tMEDICAL SCHEME\n\nUnionised staff shall be provided with a medical scheme to be approved by management.",{"bindId":86,"name":87,"text":88},"healthandsafetypolicy","13.0 OCCUPATIONAL HEALTH AND SAFETY The ","13.0\tOCCUPATIONAL HEALTH AND SAFETY\n\nThe Bank will observe occupational health and safety standards in the premises. This shall include;\n\n\n   Good lighting\n  \n   Good ventilation\n  \n   Water and sanitation\n  \n   Ergonomics",{"bindId":90,"name":91,"text":92},"protectiveclothing","12.0 UNIFORMS AND PROTECTIVE CLOTHING 12","12.0\tUNIFORMS AND PROTECTIVE CLOTHING\n\n12.1 The Bank shall provide protective clothing and uniforms to the following categories of employees;\n\n\n   Drivers\n  \n   Messengers\n  \n   Gardeners\n  \n   Frontliners\n  \n   IT Personnel\n  \n\n12.2 The bank shall provide the relevant employees Two (2) sets of uniforms, inclusive of;\n\n\n   2 shirts,\n  \n   2 pairs of socks, \n   2 pairs of shoes, \n  1 pullover, and \n  1 rain coat.",{"bindId":94,"name":95,"text":96},"funeralpay","11.0 FUNERAL GRANT In the event of an em","11.0\tFUNERAL GRANT\n  \n\n   In the event of an employee's demise, the Bank may provide for a full funeral service by a service provider approved by management.\n    \n   The provisions of 1 above notwithstanding, in the event of death of an employee, spouse, child (natural or adopted) or biological parent the following Grants shall be paid:\n  \n  \n  \n    (a)   Employee\n    K6,500.00\n  \n  \n    (b)   Spouse\n    K6,000.00\n  \n  \n    (c)   Child\n    K6,000.00\n  \n  \n    (d)   Biological Parent \n    K4,500.00",{"bindId":98,"name":99,"text":100},"WORKFAM_trigger","Maternity leave Female employees shall b","Maternity leave\n\nFemale employees shall be granted Maternity Leave on the following conditions:\n\n\n   The employee must have completed at least Two (2) years of continuous service with the Bank, or have completed Two (2) years further service since the last confinement.\n  \n   An eligible employee shall be granted Three (3) months paid maternity leave.\n  \n   Any maternity leave so granted shall be exclusive of any other leave to which a female employee may otherwise be entitled.\n  \n  In the case of an illness arising out of pregnancy, which results in the female employee becoming temporarily incapable of performing her official duties, such female employee shall be granted sick leave in accordance with clause 10.7 above.\n  \n\n10.9 Breastfeeding time\n\n\n  An employee who is a breastfeeding mother shall be allowed up to one (1) hour to attend to breastfeeding Once a day during working hours, PROVIDED the baby is six months old or less.\n    \n  Where an employee wishes to attend to.br,east feeding, the baby may be brought to the place of work atfthe feeding time, at the employee's expense.\n    \n   Where it is not practical to bring the child at the place of work, the mother (employee) may be entitled to take a lunch break an hour earlier than the normal lunch hour period. ",{"bindId":102,"name":99,"text":103},"paidmaternityleave","Maternity leave\n\nFemale employees shall be granted Maternity Leave on the following conditions:\n\n\n   The employee must have completed at least Two (2) years of continuous service with the Bank, or have completed Two (2) years further service since the last confinement.\n  \n   An eligible employee shall be granted Three (3) months paid maternity leave.\n  \n   Any maternity leave so granted shall be exclusive of any other leave to which a female employee may otherwise be entitled.\n  \n  In the case of an illness arising out of pregnancy, which results in the female employee becoming temporarily incapable of performing her official duties, such female employee shall be granted sick leave in accordance with clause 10.7 above.",{"bindId":105,"name":106,"text":107},"paidmaternityleaveduration"," An eligible employee shall be granted T"," An eligible employee shall be granted Three (3) months paid maternity leave.",{"bindId":109,"name":106,"text":107},"paidmaternityleavepay",{"bindId":111,"name":106,"text":107},"paidmaternityleavepayperc",{"bindId":113,"name":114,"text":115},"nursingmothers","10.9 Breastfeeding time An employee who ","10.9 Breastfeeding time\n\n\n  An employee who is a breastfeeding mother shall be allowed up to one (1) hour to attend to breastfeeding Once a day during working hours, PROVIDED the baby is six months old or less.\n    \n  Where an employee wishes to attend to.br,east feeding, the baby may be brought to the place of work atfthe feeding time, at the employee's expense.\n    \n   Where it is not practical to bring the child at the place of work, the mother (employee) may be entitled to take a lunch break an hour earlier than the normal lunch hour period. ",{"bindId":117,"name":114,"text":118},"maternity_nursing_breaks_duration","10.9 Breastfeeding time\n\n\n  An employee who is a breastfeeding mother shall be allowed up to one (1) hour to attend to breastfeeding Once a day during working hours, PROVIDED the baby is six months old or less.",{"bindId":120,"name":121,"text":122},"maternity_nursing_breaks_length","An employee who is a breastfeeding mothe","An employee who is a breastfeeding mother shall be allowed up to one (1) hour to attend to breastfeeding Once a day during working hours, PROVIDED the baby is six months old or less.",{"bindId":124,"name":121,"text":122},"breastfeeding_workingtime",{"bindId":126,"name":127,"text":128},"educationtuition","15.0 EDUCATION FOR SCHOOL CHILDREN Emplo","15.0\tEDUCATION FOR SCHOOL CHILDREN\n\nEmployees may be paid an advance recoverable in Four (4) equal instalments for education assistance for school going children at the beginning of every term for paying school fees, buying uniforms and school books, provided the previous advances have been fully repaid by the employee within the debt service ratio subject to approval by Management in exceptional circumstances.",{"bindId":130,"name":131,"text":132},"hourspday","HOURS OF WORK 6.1 The normal working hou","HOURS OF WORK\n\n6.1\tThe normal working hours shall be 8 hours per day from 08:00 hours to 17:00 hours from Monday to Friday and 5 hours on Saturdays, from 08:00 hours to 13:00 hours.",{"bindId":134,"name":131,"text":132},"hourspweek",{"bindId":136,"name":131,"text":132},"dayspweek",{"bindId":138,"name":139,"text":140},"holidaysdays"," All employees in the unionised category"," All employees in the unionised category will accrue 2.5 leave days per month upon engagement.",{"bindId":142,"name":131,"text":132},"schedulesrestpw",{"bindId":144,"name":145,"text":146},"WAGES_trigger","5.1 Basic Salaries Basic salaries have b","5.1 Basic Salaries\nBasic salaries have been adjusted upwards by 7 % across the board for all Unionised staff i.e. Supervisors, Clerks and Non-clerks.",{"bindId":148,"name":145,"text":146},"STRUCINCR_trigger",{"bindId":150,"name":151,"text":152},"ONCERISE_trigger"," Leave Allowance, being the equivalent o"," Leave Allowance, being the equivalent of 100% of one month's basic salary, will be paid once per calendar year to an employee who proceeds on Annual Leave of not less than 15 working days. This Leave Allowance shall be subject to PAYE.",{"bindId":154,"name":151,"text":152},"ANNLEAVE_trigger",{"bindId":156,"name":157,"text":158},"OVERTIME_trigger","5.2 Overtime Overtime shall be paid to e","5.2 Overtime\n\n    Overtime shall be paid to eligible employees who are requested by the Bank to work beyond normal working hours.\n  It shall be calculated at 1.5 times the hourly rate on normal work days and double the hourly rate on Sundays and Public Holidays.\n  The total accumulated hours in each calendar week shall not exceed 44 hours per week or 176 hours per month and shall be paid together with the monthly salary.",{"bindId":160,"name":161,"text":162},"overtimeallowancetype_general","It shall be calculated at 1.5 times the ","It shall be calculated at 1.5 times the hourly rate on normal work days and double the hourly rate on Sundays and Public Holidays.",{"bindId":164,"name":165,"text":166},"HARDSHIP_trigger","19.0 RURAL HARDSHIP ALLOWANCE An employe","19.0\tRURAL HARDSHIP ALLOWANCE\n  \nAn employee who is permanently transferred to the following branches will be paid  a Rural Hardship allowance of K400 per month paid through the payroll\n  \n\n   Luangwa Branch\n  \n   Chirundu Branch","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE AGREEMENT BETWEEN INVESTRUST BANK PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (ZUFIAW) JANUARY 2018 - DECEMBER 2019 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2019-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 4500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 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: → 270 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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → 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            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2018-01\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: → 100 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \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                \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            \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: → Yes\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[172],{"title":37,"slug":33},[174],{"type":175,"data":176},"call_to_action_body_block",{"title":177,"description":178,"variant":179,"link":180},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":177,"url":181,"description":177,"rel":182,"type":183},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[185],{"type":175,"data":186},{"title":177,"description":178,"variant":179,"link":187},{"title":177,"url":181,"description":177,"rel":182,"type":183},[]]