[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-national-pension-scheme-authority-and-zambia-union-of-financial-institutions-and-allied-workers---2014":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":188,"content_type_view":189,"extra_breadcrumbs":190,"body":192,"body_blocks":203,"related_pages":207},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":186,"translations":187},{"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-national-pension-scheme-authority-and-zambia-union-of-financial-institutions-and-allied-workers---2014","110531b8-ee01-11e6-bb89-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-national-pension-scheme-authority-and-zambia-union-of-financial-institutions-and-allied-workers---2014\u002Fcollective-agreement-between-national-pension-scheme-authority-and-zambia-union-of-financial-institutions-and-allied-workers---2014\u002F","Collective Agreement between National Pension Scheme Authority and Zambia Union of Financial Institutions and Allied Workers - 2014","ZMB National Pension Scheme Authority - 2014","Zambia - ZMB National Pension Scheme Authority - 2014","ZMB National Pension Scheme Authority - 2014 - Financial services, banking, insurance",{"name":41,"data":42},"NAPSA.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN NATIONAL PENSION SCHEME AUTHORITY AND ZAMBIA\nUNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS - 2014\u003C\u002Fh1>\n\n\u003Cp>THIS AGREEMENT is made the BETWEEN THE NATIONAL PENSION SCHEME AUTHORITY\n(hereinafter called \"the Authority\") having its Corporate Office at Lusaka\nHouse Ben Bella Road Lusaka of the one part and THE ZAMBIA UNION OF FINANCIAL\nINSTITUTIONS AND ALLIED WORKERS (hereinafter called \"Union\") having its Head\nOffice at Luangwa House Cairo Road Lusaka of the other part.\u003C\u002Fp>\n\n\u003Cp>WHEREAS:\u003C\u002Fp>\n\n\u003Cp>The Authority at the request of this Union has agreed to offer the following\nconditions of service to its employees. IT IS HEREBY AGREED as follows:\u003C\u002Fp>\n\n\u003Cp>1. This Agreement shall come into force on the 1st day of January 2014\nexcept where stated otherwise, and shall remain in force until 31st December\n2015 unless amended as provided hereinafter.\u003C\u002Fp>\n\n\u003Cp>2. This Agreement shall be amended, varied or withdrawn as and when both\nparties agree.\u003C\u002Fp>\n\n\u003Cp>3. The provisions of this Agreement shall bind the Authority provided that\nthey shall not apply to employees out of the services of the Authority for the\nreasons other than death by the first day of its implementation.\u003C\u002Fp>\n\n\u003Cp>IN WITNESS WHEREOF the parties have hereunto set their hands at Lusaka House\nBen Bella Road Lusaka on the day and year first before written.\u003C\u002Fp>\n\n\u003Cp>SECTION I : GENERAL PROVISIONS\u003C\u002Fp>\n\n\u003Ch2>1.0 PRELIMINARY\u003C\u002Fh2>\n\n\u003Cp>This Agreement may be cited as the National Pension Scheme Authority\nCollective Agreement in this Agreement, unless the context otherwise requires;\n-\u003C\u002Fp>\n\n\u003Cp>\"Act means the National Pension Scheme Authority Act\u003C\u002Fp>\n\n\u003Cp>\"Basic Salary' means monthly payments for regular employment determined on a\nyearly basis excluding allowances.\u003C\u002Fp>\n\n\u003Cp>\"Authority\u002FEmployer” means the National Pension Scheme Authority.\u003C\u002Fp>\n\n\u003Cp>\"Employee\" means all those who undertake to join the Authority and\ntherefore, render service to the above mentioned Authority and are defined as\nestablished employees by the industrial and Labour Relations Act (CAP 269 of\nthe Laws of Zambia).\u003C\u002Fp>\n\n\u003Cp>\"Employer\" means the National Pension Scheme Authority and all its\nbranches.\u003C\u002Fp>\n\n\u003Cp>\"Union” means the Zambia Union of Financial Institutions and Allied\nWorkers.\u003C\u002Fp>\n\n\u003Cp>\"Bargaining Unit\" means a body established jointly by Management and the\nUnion for the purpose of carrying out collective bargaining.\u003C\u002Fp>\n\n\u003Cp>\"Dependant\" means member of the nucleus family of the Employee consisting,\nspouse, biological and legally adopted children up to the age of 21 years and\nshould be at School or College with documentary evidence, biological father and\nmother.\u003C\u002Fp>\n\n\u003Ch2>2.0 OBJECTIVES\u003C\u002Fh2>\n\n\u003Cp>2.1 It is hereby realised and agreed that the advancement of Employees and\ntheir livelihood depends on the success of the Authority. The Authority must\nlook to its employees to manifest loyalty and devotion and to maintain a high\nstandard of efficiency and hard work. The Authority in return is concerned with\nthe well-being and security of all its employees. To this end both the Union\nand the Authority have mutual obligations which may be summarised as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>2.1.1 Determination and implementation of an equitable pay structure.\u003C\u002Fp>\n\n\u003Cp>2.1.2 Promotion of the Employees’ participation in the management of the\naffairs of the Authority through the Union.\u003C\u002Fp>\n\n\u003Cp>2.1.3 Promotion of Employees’ morale to ensure high productivity and\nefficiency.\u003C\u002Fp>\n\n\u003Cp>2.1.4 Reduction labour turn over by combating indiscipline such as idleness\nand absenteeism and other vices of unproductive nature.\u003C\u002Fp>\n\n\u003Cp>2.1.5 Promotion of increased work output performance.\u003C\u002Fp>\n\n\u003Ch2>3.0 DISCIPLINE AND APPLICATION OF THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>3.1 DISCIPLINE\u003C\u002Fp>\n\n\u003Cp>(a) The Union acknowledges that it is the function of the Employer to\nmaintain order discipline penalise employees for proper cause.\u003C\u002Fp>\n\n\u003Cp>(b) In pursuance of this, it is hereby agreed by both parties that the\nAuthority shall deal with any infringement by an employee in accordance with\nthe Code of Discipline and Procedures that has been published separately, and\nas amended from time to time,\u003C\u002Fp>\n\n\u003Cp>3.2 APPLICATION OF THIS AGREEMENT\u003C\u002Fp>\n\n\u003Cp>The Conditions of Service contained in this Agreement shall apply to\nEmployees represented by the Union in accordance with the Industrial and Labour\nRelations Act except such Unionised Employees out of employment of the\nAuthority for reasons other than death on the first day of implementation of\nthis agreement.\u003C\u002Fp>\n\n\u003Ch2>4.0 RECRUITMENT AND TERMS OF APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>4.1Recruitment of personnel shall remain the prerogative of Management of\nthe Authority and priority for employment shall be given to Zambian applicants\nbut non-Zambians may be considered for appointment where a qualified Zambian is\nnot available.\u003C\u002Fp>\n\n\u003Cp>4.2 Candidates who are required to travel for interviews from other parts of\nthe country to any town designated as an interview centre shall be reimbursed\ntravelling expenses incurred by using the cheapest available mode of transport\nand accommodation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>4.3 On first appointment an Employee shall be, appointed on probation unless\nthe Authority expressly appoints him or her as an Established Employee or on a\ncontract of service for a determined period.\u003C\u002Fp>\n\n\u003Cp>4.4 The probationary period of an Employee shall be six (6) months on first\nappointment and three (3) months on promotion, but may be reduced or extended\nby the Director-General. However, no probationary period shall exceed one\nyear,\u003C\u002Fp>\n\n\u003Cp>4.5 The Director-General may confirm an Employee as an Established Employee\nat the end of probationary period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.6 The effective date of confirmation shall be the date of communication of\na successful performance appraisal in either case of first appointment or\npromotion.\u003C\u002Fp>\n\n\u003Cp>4.7 An Employee shall not be appointed or confirmed as an established\nEmployee unless he\u002Fshe has been examined and declared fit by a medical\npractitioner.\u003C\u002Fp>\n\n\u003Ch2>5.0 TRAVELLING AND REMOVAL EXPENSES ON FIRST APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>5.1 The Authority shall meet travelling and removal expenses of an Employee\non first appointment to the Authority’s establishment.\u003C\u002Fp>\n\n\u003Ch2>6.0 SALARY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>6.1 Grades and salary scales shall be determined by the Authority. It shall\nbe competent for the Director-General to appoint an Employee to a particular\ngrade and to determine salary in that grade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.2 On the expiry of the existing Collective Agreement and the commencement\nof a new one, salary awards shall be determined by the Bargaining Unit.\u003C\u002Fp>\n\n\u003Cp>6.3 The parties have agreed to effect a salary increase which also takes\ninto account the merger to the previous basic salary of Housing Allowance as\nshown in Schedule 1 of this Agreement. From now going forward the separate\npayment of Housing Allowance has ceased.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>6.4 An employee shall be assessed annually in accordance with objectives\nthat are Specific, Measurable, Attainable, Realistic and Time Bound (SMART)\nbeginning 1st January of each year and appropriate increments shall be given to\nthose employees who exceed or meet performance objectives in accordance with\nthe Performance Management System,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.5 Depending on the economic circumstances prevailing at the time either\nparty may request for the convening of the Bargaining Unit to review the\nsalaries on an annual basis.\u003C\u002Fp>\n\n\u003Ch2>7.0 HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>7.1 The basic working hours shall be eight hours per day per five-day week\nor forty hours per five-day week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.2 In case of Employees engaged in shift work the basic working hours shall\nbe at an average of forty hours per week over a shift cycle irrespective of the\ndays worked including Saturdays, Sundays and public holidays.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>7.3 Except in special circumstances an Employee who is required to work over\ntime shall be entitled to over time pay at the following rates;-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Period\u003C\u002Ftd>\n      \u003Ctd>Rate\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(a) Normal working days\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>One and half times actual time\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b) Saturdays, Sundays and Public Holidays\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Two times actual time\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>8.0 PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>8.1 Public Holidays declared by the Government of the Republic of Zambia\nshall be holiday with pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9.0 TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>9.1 An Employee shall be liable to be transferred by the Director-General at\nany time from the post which he or she occupies to any other post in the\nAuthority's administration provided that he or she shall not thereby suffer,\nany reduction in his or her emoluments as provided in this Agreement.\u003C\u002Fp>\n\n\u003Ch2>10.0 STAFF PENSION SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>10.1 An established Employee shall be eligible for membership of the\nNational Pension Scheme Authority Staff Pension Scheme which shall provide\nbenefits as specified in the Pension Rules amended from time to time and\nobtainable from the Human Resources Department.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11.0 STAFF GROUP LIFE ASSURANCE SCHEME\u003C\u002Fh2>\n\n\u003Cp>11.1 An Employee serving the Authority whether on established or contract\nterms shall be eligible for the Group Life Assurance Scheme of the Authority\nwhich shall provide a lump sum benefit equal to three and half (3.5) times of\none’s annual salary subject to the limits provided in the Insurance policy\ncover.\u003C\u002Fp>\n\n\u003Cp>11.2 Where the deceased Employee has left no Will, the lump sum benefit\nshall be distributed in accordance with the intestate Succession Act.\u003C\u002Fp>\n\n\u003Cp>11.3 The regulations governing the Scheme will be maintained by the Human\nResources Department and can be obtained on demand.\u003C\u002Fp>\n\n\u003Cp>SECTION II : ALLOWANCES\u003C\u002Fp>\n\n\u003Ch2>12.0 HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>12.1 Housing Allowance has been merged to the basic salary effective 1st\nJanuary, 2008.\u003C\u002Fp>\n\n\u003Ch2>13.0 TRANSPORT. MEAL AND EDUCATION ALLOWANCES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>13.1 The Transport, Meal and Education Allowances were merged to the salary\neffective 1st March 2004.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.2 The bus and booking fares for an employee who is duly authorized to\nwork over the weekend or from 18:00 hours and beyond during the week shall be\nK25 and K100 respectively to be revised depending on the prevailing\ncircumstances.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14.0 MEDICAL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>14.1 The Authority shall maintain a contributory Medical Scheme to be\npremised on health insurance principles and will be managed by an external\nHealth Insurance service provider.\u003C\u002Fp>\n\n\u003Cp>14.2 The medical scheme will be managed by a Health Insurance provider whose\ncontract will be subject to tender.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.3 The premiums will be based on a cost-sharing basis whereby the\nAuthority shall pay eighty percent (80%) and employees twenty percent (20%).\u003C\u002Fp>\n\n\u003Cp>Recoveries of the premiums will be made from the employee's monthly basic\nsalary which will be remitted to the provider at agreed intervals as per\ncontract,\u003C\u002Fp>\n\n\u003Cp>14.4 The scheme rules shall be enforced by the Human Resources\nDepartment.\u003C\u002Fp>\n\n\u003Cp>14.5 Employees who exhaust their entitlements before the end of the year\nhave to make their own arrangements to pay for the medical bills that they may\nincur.\u003C\u002Fp>\n\n\u003Cp>14.6 The Cost Sharing in relation to premiums will be revised on the basis\nof what the Medical Scheme provider will advise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15.0 ACTING DUTY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>15.1 An Employee appointed to act in any position higher than substantive\npost for a period of not less than fourteen (14) consecutive working days shall\nbe entitled to an Acting Allowance equal to 12% of incumbent’s salary.\u003C\u002Fp>\n\n\u003Cp>15.2 The said allowance shall not in any way form part of the basic pay but\nshall be taxable.\u003C\u002Fp>\n\n\u003Ch2>16.0 RESPONSIBILITY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>16.1 An Employee appointed to perform duties of another Officer in the same\ngrade for a period of fourteen (14) working days or more shall be entitled to a\nResponsibility Allowance of equal to 6% of incumbent’s salary.\u003C\u002Fp>\n\n\u003Ch2>17.0 OUT-OF-POCKET ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>17.1 An Employee attending Training on residential basis within or outside\nstation will be entitled to an Out of Pocket Allowance of Kwacha One Hundred\nand Sixty Five (K165) per day up to a maximum period of 30 days. This allowance\nis subject to revision by agreement of both parties.\u003C\u002Fp>\n\n\u003Ch2>18.0 SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>18.1 An Employee who is engaged in shift work shall be paid shift allowance\nwhich shall be equal to twenty five per cent (25%) of basic monthly salary.\u003C\u002Fp>\n\n\u003Ch2>19.0 KILOMETRE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>19.1 Where an Employee is granted permission to use his or her personal\nvehicle and is required to perform Authority duties outside the twenty five\n(25) kilometre radius from duty station an allowance at the rate of cost of\nfuel per litre per kilometre and vehicle maintenance allowance of Four Hundred\nKwacha (K400) per month or a proportion thereof will be paid to the\nEmployee.\u003C\u002Fp>\n\n\u003Ch2>20.0 LEAVE AND HOLIDAY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>20.1 The Authority shall pay a Holiday and Leave Allowance of 17% of annual\nbasic salary and 15 working days shall be the minimum leave entitlement to\nqualify for payment of leave allowance regardless of whether travelling out of\nstation or not. This shall however not apply to Employees who are proceeding on\nmaternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>20.2 In the case of new entrants, annual leave will only apply after an\nemployee has served for a minimum period of twelve (12) months. Employees are\nhowever entitled to other forms of leave as provided for in the law and their\nconditions of service.\u003C\u002Fp>\n\n\u003Ch2>21.0 UPSET ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>21.1Where an Employee is transferred by the Authority from one station to\nanother in accordance with Article 9 of this Agreement the Employee shall be\nentitled to an upset allowance of Kwacha Nine Thousand (K9,000) across the\nboard which wilt be grossed up for tax plus transport for the employee, spouse,\nchildren registered with the Authority. The employee shall be paid Subsistence\nand Business Allowances for fourteen (14) days whilst looking for accommodation\nat the new station and this period shall not be extended.\u003C\u002Fp>\n\n\u003Cp>21.2 The Authority shall comprehensively insure the Employee’s goods on\ntransfer to any destination within Zambia.\u003C\u002Fp>\n\n\u003Ch2>22.0 LUNCH ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>22.1 A Lunch allowance of Kwacha One Hundred and Twenty (K120) shall be paid\nto:\u003C\u002Fp>\n\n\u003Cp>(i) An Employee who is required to be away from duty station on official\nbusiness for a period of not less than eight (8) hours.\u003C\u002Fp>\n\n\u003Cp>(ii) An Employee who works throughout lunch time.\u003C\u002Fp>\n\n\u003Cp>(iii) Cashiers who will be required to work during peak period only.\u003C\u002Fp>\n\n\u003Cp>22.2 In ail the cases in 21.1, the supervisor shall approve the work in\nadvance.\u003C\u002Fp>\n\n\u003Cp>22.3 This Allowance will be paid both on the outward and return journeys for\nEmployees who are required to be away from duty station beyond one night.\u003C\u002Fp>\n\n\u003Ch2>23.0 ALLOWANCES PAID WHILE TRAVELLING ON DUTY WITHIN ZAMBIA\u003C\u002Fh2>\n\n\u003Cp>23.1 An Employee who is required to travel on duty shall be paid Subsistence\nand Business allowances in line with the prevailing rules in accordance with\nSchedule II in this Agreement.\u003C\u002Fp>\n\n\u003Cp>23.2 If an Employee in exceptional circumstances is required to incur\nexpenditure greater than the appropriate entitlement shown in Schedule II the\nEmployee may seek re-imbursement of actual expenditure incurred provided that\nthe claim is supported by receipt vouchers and a full explanation of the\ncircumstances which gave rise to the claim.\u003C\u002Fp>\n\n\u003Cp>23.3 Married Employees who travel with their spouses would be entitled to\none and halftimes the single rate provided prior permission from the Director-\nGeneral is granted to the Employee to be accompanied by the spouse.\u003C\u002Fp>\n\n\u003Ch2>24.0 TRAVELLING ALLOWANCE WHILE ON DUTY OUTSIDE ZAMBIA\u003C\u002Fh2>\n\n\u003Cp>24.1 An Employee who travels outside Zambia shall be entitled to allowances\nas directed by Government from time to time.\u003C\u002Fp>\n\n\u003Cp>SECTION III: LEAVE AND LEAVE ENTITLEMENT\u003C\u002Fp>\n\n\u003Ch2>25.0 VACATIONAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>25.1 An Established Employee shall be entitled to accrued leave days upon\ncommencement of duties with the National Pension Scheme Authority,\u003C\u002Fp>\n\n\u003Cp>25.2 Employees in grades NPS 05, NPS06 and NPS07 shall be entitled to three\n(3) leave days for each completed month of unbroken service.\u003C\u002Fp>\n\n\u003Cp>25.3 Upon written request and supported by documentary evidence an Employee\nmay be granted a compassionate commutation.\u003C\u002Fp>\n\n\u003Cp>25.4 15 working days shall be the minimum annual leave entitlement and 15\nworking days shall be the maximum number of days to be commuted. A maximum of 6\ndays shall be carried over to the following year.\u003C\u002Fp>\n\n\u003Cp>25.5 Saturdays, Sundays and Public holidays falling within the period of\nvacation leave shall not be counted as days on leave.\u003C\u002Fp>\n\n\u003Cp>25.6 An Employee shall be allowed to accumulate a maximum of thirty six (36)\ndays in a financial year for Staff in NPS 05 to NPS 07. An employee shall be\nrequired to proceed on annual leave once per year. Any leave days in excess of\nsix not utilized by the end of each year will be commuted for cash and be paid\nalong with the December Salary.\u003C\u002Fp>\n\n\u003Cp>25.7Commutation formula shall be as follows:\u003C\u002Fp>\n\n\u003Cp>Basic Pay x 12 Months x No. of Days\u002F 250\u003C\u002Fp>\n\n\u003Ch2>26.0 LOCAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>26.1Saturdays, Sundays and Public Holidays failing within the local leave\nshall not be included as leave days when an Employee proceeds on leave for less\nthan thirty (30) days.\u003C\u002Fp>\n\n\u003Ch2>27.0 SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>27.1 An Employee may be granted sick leave as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) A maximum period of three months on full pay and three months on half\npay during the first year of service, years of service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(ii) In the subsequent year of service, a maximum period of six months on\nfull pay and six months on half pay and thereafter a registered MedicaI Board\nof Inquiry will determine the Employee’s suitability for continued\nemployment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Provided the illness or injury is not attributed to own negligence or\nmisconduct of the Employee and that such payments which may be made shall not\nbe less than an amount equal to any compensation from any source for the loss\nof pay due to or received by the Employee as a result of the illness or\ninjury.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iii) On recommendation from registered Traditional Healers provided there\nis a letter from a Government Hospital doctor confirming that the Employee\nattended the Hospital and that the nature of the illness could not be cured.\u003C\u002Fp>\n\n\u003Cp>27.2 Granting of sick leave must be supported by a valid medical certificate\nfrom a Medical practitioner registered with the Medical Council of Zambia. If\nthe Employee's absence is not supported by a medical certificate it shall be\ntreated as absence from duty and the Code of Discipline and Grievance\nProcedures shall be enforced.\u003C\u002Fp>\n\n\u003Ch2>28.0 SPECIAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>28.1 An Employee may be granted special leave in the following circumstances\non such terms and conditions as the Director-General may determine:-\u003C\u002Fp>\n\n\u003Cp>28.1.1 for the purpose of preparing and sitting as a candidate for an\napproved examination, an employee may be granted a maximum period of Ten (10)\nworking days,\u003C\u002Fp>\n\n\u003Cp>28.1.2 for the purpose of attending court proceedings as a witness.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>28.1.3 for the purpose of nursing a sick registered child\u002Fspouse on the\nadvice of a Medical practitioner registered with the Medical Council of Zambia,\nan employee may be granted a maximum period of Ten (10) working days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>28.1.4 for the purpose of attending a funeral or serious illness of a\nspouse, child, father, mother on production of documentary or other proper\nevidence Ten (10) working days Special Leave shall be given.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>28.1.5 for the purpose of attending to authorised Union duties.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>28.1.6 for any other purpose approved by the Director-General.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>28.1.7 in the event of the death or serious illness of a full blood sister\nor brother, five (5) working days shall apply.\u003C\u002Fp>\n\n\u003Ch2>29.0 MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>29.1 A confirmed Female Employee on completion of two (2) years continuous\nservice regardless of her marital status shall be granted paid maternity leave\nfor a period of four (4) calendar months. Any additional leave taken by the\nemployee shall count against her vacation leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>29.2 A Female Employee shall qualify for paid maternity leave only at the\ninterval of two years effective from the previous maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>29.3 A Female Employee who becomes temporarily incapable of performing her\nofficial duties on the grounds of her pregnancy shall be entitled to sick leave\nin accordance with Article 26.1 of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>29.4 Breast-feeding mothers will be given 1 hour 45 minutes, that is, from\n11.00 hours to 12.45 hours every working day if required. The duration of\nthis\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>29.5 A Female Employee shall be granted one (1) day in a month as Mothers’\nDay. Supervisors must be informed well in advance about this so that adequate\nstaffing arrangements are made.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>30.0 PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>30.1 A male employee regardless of his marital status shall be granted paid\npaternity leave for a period of five (5) consecutive working days on the birth\nof his child\u002Ftwins or more at any one occasion. Any additional leave taken by\nthe employee shall count against his vacation leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>30.2 This paternity leave must be taken within a week of the birth or it\nshall be forfeited. Evidence of record of birth and parentage must be produced\nprior to proceeding on paternity leave.\u003C\u002Fp>\n\n\u003Cp>30.3 An employee shall qualify for paid paternity leave only at the interval\nof two years effective from the previous paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>31.0 LEAVE WITHOUT PAY\u003C\u002Fh2>\n\n\u003Cp>31.1 An Employee may be granted leave without pay with the consent of the\nDirector-General. Such leave shall not accrue leave days and shall not count\ntowards service benefits.\u003C\u002Fp>\n\n\u003Cp>SECTION IV: STAFF LOANS AND OTHER FINANCIAL ASSISTANCE\u003C\u002Fp>\n\n\u003Ch2>32.0 PROVISION OF STAFF LOANS\u003C\u002Fh2>\n\n\u003Cp>32.1 The provision of in-house Staff Loans relating to homeownership,\npersonal needs, cars, motorcycle, bicycle, etc ceased with effect from 1st\nJanuary, 2008\u003C\u002Fp>\n\n\u003Cp>32.2 The Authority will make arrangements with selected commercial banks to\nfacilitate long term borrowing and employees who wish to access loans will\napproach the bank directly in liaison with Finance and Human Resources\nDirectorates.\u003C\u002Fp>\n\n\u003Cp>32.3 Information relating to the operation of the Loan Scheme will be issued\nseparately to the employees.\u003C\u002Fp>\n\n\u003Ch2>33.0 SALARY ADVANCE\u003C\u002Fh2>\n\n\u003Cp>33.1 An Employee may be eligible for a salary advance of up to one month’s\nbasic maximum repayment period shall be three (3) months. Salary advances may\nbe accessed in needy circumstances up to three times in a\u003C\u002Fp>\n\n\u003Cp>33.2 A Salary Advance will only be given for unexpected contingencies that\nmay arise and not as a result of poor budgeting.\u003C\u002Fp>\n\n\u003Cp>33.3 A Salary Advance is not a right and Management will exercise due\nprudence in determining whether this should be given or not.\u003C\u002Fp>\n\n\u003Cp>33.4 The Salary Advance will only be granted subject to the employee’s\nability to service it.\u003C\u002Fp>\n\n\u003Cp>33.5 Once recoveries for salary advance are effected they will run the full\ncourse of three months.\u003C\u002Fp>\n\n\u003Cp>33.6 An employee will only be assisted if need arises up to three salary\nadvances in any given year.\u003C\u002Fp>\n\n\u003Ch2>34.0 FUNERAL GRANTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>34.1 The Authority shall continue to pay for the funeral expenses of a\ndeceased member of staff, his\u002Fher spouse, biological children, and biological\nfather\u002Fmother as stipulated in Schedule III until a Funeral Insurance Scheme is\nestablished.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>34.2 The Authority shall also provide a Casket in the case of the employee\nand spouse and a Standard Coffin (as per quotation from a service\nprovider\u002Fsupplier) for dependants.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>34.3 Adequate transport shall be provided in all cases above to the\ngraveyard within the same town,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>SECTION V: SEPARATIONS\u003C\u002Fp>\n\n\u003Ch2>35.0 NORMAL RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>35.1 An Employee shall retire from the Authority’s service on attaining\nthe age of 55 years or on account of any infirmity of mind or body confirmed by\na registered medical practitioner.\u003C\u002Fp>\n\n\u003Cp>35.2 The Employee under normal retirement shall be entitled to a pension as\nstipulated in the Staff Pension Rules.\u003C\u002Fp>\n\n\u003Cp>35.3 The Authority shall give such an Employee six (6) months notice to\nretire or six (6) months basic salary in lieu of notice.\u003C\u002Fp>\n\n\u003Ch2>36.0 PREMATURE RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>36.1 An Employee may apply to the Authority for Early separation upon\nattaining the age of forty-five (45) years or upon completion of fifteen (15)\nyears of continuous service with the Zambia National Provident Fund and\u002For\nNational Pension Scheme Authority.\u003C\u002Fp>\n\n\u003Cp>36.2 The Authority may also prematurely retire an Employee who attains the\nage of forty-five (45) years or who completes fifteen (15) years of unbroken\nservice with Zambia National Provident Fund and\u002For National Pension Scheme\nAuthority.\u003C\u002Fp>\n\n\u003Cp>36.3 The Employee under premature retirement shall be entitled to a lump sum\nretirement benefit calculated thus:-\u003C\u002Fp>\n\n\u003Cp>36.4 The Employee under premature retirement shall give or be given a six\n(6) months notice to retire or six (6) months basic salary in lieu of such\nnotice.\u003C\u002Fp>\n\n\u003Ch2>37.0 REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>37.1 Where absolutely necessary, the Authority shall reduce the number of\nits Employees by declaring some of them redundant in accordance with the\nEmployment Act and upon the following terms.\u003C\u002Fp>\n\n\u003Cp>37.2 COMPENSATION\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(i) The Authority shall pay four and half (4.5) months basic salary for each\nyear served in Zambia National Provident Fund and\u002For National Pension Scheme\nAuthority to an Employee declared redundant.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>37.3 GRATUITY\u003C\u002Fp>\n\n\u003Cp>37.3.1 The Authority shall pay the following for an Employee declared\nredundant:-\u003C\u002Fp>\n\n\u003Cp>(i) Below five (5) years of continuous service in Zambia National Provident\nFund and\u002For National Pension Scheme Authority- two (2) months basic salary\u003C\u002Fp>\n\n\u003Cp>(ii) Five (5) years and below ten (10) years of continuous service in Zambia\nNational Provident Fund and\u002For National Pension Scheme Authority - two and half\n(2.5) months basic salary.\u003C\u002Fp>\n\n\u003Cp>(iii) Ten (10) years and below fifteen (15) years of continuous service in\nZambia National Provident and\u002For National Pension Scheme Authority- three (3)\nmonths basic salary,\u003C\u002Fp>\n\n\u003Cp>(iv) Fifteen (15) years and below twenty (20) years continuous service in\nZambia National Provident Fund and\u002For National Pension Scheme Authority - three\nand half (3.5) months basic salary.\u003C\u002Fp>\n\n\u003Cp>(v) Twenty (20) years and above of continuous service in Zambia National\nProvident Fund and\u002For National Pension Scheme Authority- four (4) months basic\nsalary.\u003C\u002Fp>\n\n\u003Cp>37.4 NOTICE OF REDUNDANCY\u003C\u002Fp>\n\n\u003Cp>37.4.1 The Authority shall give:-\u003C\u002Fp>\n\n\u003Cp>(i) Six (6) months notice or payment of six (6) months basic salary in lieu\nof notice to an Employee to be declared redundant.\u003C\u002Fp>\n\n\u003Ch2>38.0 REPATRIATION EXPENSES\u003C\u002Fh2>\n\n\u003Cp>38.1 The Authority shall meet repatriation expenses to the Employee’s\ndestination within Zambia under the following circumstances:-\u003C\u002Fp>\n\n\u003Cp>(ii) where the Employee being declared redundant by the Authority\u003C\u002Fp>\n\n\u003Cp>(iii) where the Employee retiring from the Authority’s service; and\u003C\u002Fp>\n\n\u003Cp>(iv) where the Employee dies in service in which case the benefits are\npayable to the family of the deceased Employee. In all cases the NAPSA Truck or\nequivalent shall be used and One Thousand Kwacha (K1, 000.00) shall be paid for\nfood while travelling.\u003C\u002Fp>\n\n\u003Cp>(v) where transport is not provided, a repatriation fee of Kwacha Nine\nThousand (K9,000) which shall be grossed up for tax shall be payable to the\nemployee or the family and in addition One Thousand Kwacha (K1,000) will be\npaid for food while traveling.\u003C\u002Fp>\n\n\u003Ch2>39.0 RESIGNATION\u003C\u002Fh2>\n\n\u003Cp>39.1 An Employee who intends to resign shall give notice of his intention to\nresign to the Director-General and such notice shall not be less than one\ncalendar month. Where a shorter period of notice has been given the Employee\nshall forfeit one month's basic salary in lieu of the short notice provided\nthat;\u003C\u002Fp>\n\n\u003Cp>(i) The Director-General may permit an employee to resign without giving\nnotice in writing or at such short notice as he\u002Fshe may determine\u003C\u002Fp>\n\n\u003Cp>(ii) Any period spent on vacation leave shall not without the Director-\nGeneral’s prior approval form part of the period of notice.\u003C\u002Fp>\n\n\u003Cp>39.2 The Terminal Benefits shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) Commutation of leave days\u003C\u002Fp>\n\n\u003Cp>(ii) Employees and Employers contributions towards NPF\u002FNAPSA Staff Pension\nScheme shall be refunded plus interest and such refund shall be subject to the\ncurrent national tax regime or as approved by Parliament.\u003C\u002Fp>\n\n\u003Cp>(iii) The Employee’s indebtedness will be recovered from the total sum of\n(i) plus (ii) or (iii) whichever is applicable.\u003C\u002Fp>\n\n\u003Ch2>40.0 DISCHARGE\u003C\u002Fh2>\n\n\u003Cp>40.1 An Employee may be discharged from the Authority's service by giving\none month's notice or payment of a month's salary in lieu thereof. In addition\nsuch\u003C\u002Fp>\n\n\u003Cp>(i) TERMINAL BENEFITS\u003C\u002Fp>\n\n\u003Cp>(a) Commutation of accrued leave days\u003C\u002Fp>\n\n\u003Cp>(b) Employee’s and Employer’s contributions towards NPF\u002FNAPSA Staff\nPension Scheme shall be refunded plus interest and such refund shall be subject\nto the current national tax regime.\u003C\u002Fp>\n\n\u003Cp>(c) An Employee's indebtedness will be deducted from the total sum of (a)\nplus (b) (where applicable).\u003C\u002Fp>\n\n\u003Ch2>41.0 SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>41.1 TERMINAL BENEFITS\u003C\u002Fp>\n\n\u003Cp>41.1.1The Terminal Benefits for such Employees shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) Commutation of accrued leave days\u003C\u002Fp>\n\n\u003Cp>(ii) Employee’s and Employer’s contributions towards NPF\u002FNAPSA Staff\nPension Scheme shall be refunded plus interest and such refund shall be subject\nto the current national tax regime.\u003C\u002Fp>\n\n\u003Cp>(iii) Employee’s indebtedness will be deducted from the sum total of (a)\nplus (b).\u003C\u002Fp>\n\n\u003Cp>SECTION V: OTHER CONDITIONS\u003C\u002Fp>\n\n\u003Ch2>42.0 PROVISION OF TOOLS\u003C\u002Fh2>\n\n\u003Cp>42.1 The Authority undertakes to provide tools for use on Authority work by\nnew entrant trade tested Employee and such tools shall remain the property of\nthe Authority.\u003C\u002Fp>\n\n\u003Ch2>43.0 PROTECTIVE WEAR AND UNIFORMS\u003C\u002Fh2>\n\n\u003Cp>43.1An Employee who is required to wear uniforms and protective clothing\nshall be entitled to the same as defined in Schedule IV of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>44.0 LONG SERVICE AWARD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Cp>44.1 An established Employee shall be entitled to a Long Service Award of\none and a half month's basic salary grossed up for tax upon completion of a\ncontinuous service of fifteen (15) years in Zambia National Provident Fund\nand\u002For National Pension Scheme Authority in appreciation of the contributions\nrendered.\u003C\u002Fp>\n\n\u003Cp>44.2 An established Employee shall be entitled to a Long Service Award of\ntwo month's basic salary grossed up for tax upon completion of a continuous\u003C\u002Fp>\n\n\u003Cp>service of twenty (20) years in Zambia National Provident Fund and\u002For\nNational Pension Scheme Authority in appreciation of the contributions\nrendered.  \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>45.0 CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>45.1 An Employee leaving the service of the Authority shall be entitled to a\ncertificate of service stating:-\u003C\u002Fp>\n\n\u003Cp>(I) Name of employee\u003C\u002Fp>\n\n\u003Cp>(II) Name of employer\u003C\u002Fp>\n\n\u003Cp>(III) Date of engagement\u003C\u002Fp>\n\n\u003Cp>(IV) Nature of employment and lastposition held\u003C\u002Fp>\n\n\u003Cp>(V) Salary and grade on termination\u003C\u002Fp>\n\n\u003Cp>(VI) Date of termination\u003C\u002Fp>\n\n\u003Cp>(VII) National Registration Card Number\u003C\u002Fp>\n\n\u003Cp>(VIII) National Pension Scheme Authority’s Account Number\u003C\u002Fp>\n\n\u003Cp>(IX) A statement showing the amount of Statutory Contributions paid by the\nemployer to National Pension Scheme Authority.\u003C\u002Fp>\n\n\u003Cp>(X) Social Security Number\u003C\u002Fp>\n\n\u003Ch2>46.0 INTEREST OF EMPLOYEE CONFLICTING WITH OFFICIAL DUTIES\u003C\u002Fh2>\n\n\u003Cp>46.1 If an Employee, any relation of an Employee or the spouse of an\nEmployee:-\u003C\u002Fp>\n\n\u003Cp>46.1.1 Acquires or holds any direct or indirect pecuniary interest in any\nfirm or company applying or negotiating for a contract with the Authority and\nany such contract relates to matters falling within the function of the office\nin which he\u002Fshe works, or,\u003C\u002Fp>\n\n\u003Cp>46.1.2 Owns any immovable property in or has any direct or indirect\npecuniary interest in any firm or company and such ownership or interest\nresults in private interest of the Employee coming into or appearing to come\ninto conflict with official duties, the Employee shall forthwith report the\nfacts to the Director-General and shall thereafter comply with lawful\ndirections in connection therewith as the Director- General may from time to\ntime give him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE I: Approved Unionised Salary Structure 2014\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Grade NPS05 \u003C\u002Ftd>\n      \u003Ctd>Grade NPS06 \u003C\u002Ftd>\n      \u003Ctd>Grade NPS07\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minimum\u003C\u002Ftd>\n      \u003Ctd>14,808.11\u003C\u002Ftd>\n      \u003Ctd>12,326.90\u003C\u002Ftd>\n      \u003Ctd>10,625.48\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Maximum\u003C\u002Ftd>\n      \u003Ctd>17,998.31\u003C\u002Ftd>\n      \u003Ctd>14,453.80\u003C\u002Ftd>\n      \u003Ctd>12,256.08\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Range\u003C\u002Ftd>\n      \u003Ctd>3,190.20\u003C\u002Ftd>\n      \u003Ctd>2,126.90\u003C\u002Ftd>\n      \u003Ctd>1,630.60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Notch value\u003C\u002Ftd>\n      \u003Ctd>319,02\u003C\u002Ftd>\n      \u003Ctd>212.69\u003C\u002Ftd>\n      \u003Ctd>163.06\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0\u003C\u002Ftd>\n      \u003Ctd>14,808.11\u003C\u002Ftd>\n      \u003Ctd>12,326.90\u003C\u002Ftd>\n      \u003Ctd>10,625.48\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>15,127.13\u003C\u002Ftd>\n      \u003Ctd>12,539.59\u003C\u002Ftd>\n      \u003Ctd>10,788.54\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>15,446.15\u003C\u002Ftd>\n      \u003Ctd>12,752.28\u003C\u002Ftd>\n      \u003Ctd>10,951.60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15,765.17\u003C\u002Ftd>\n      \u003Ctd>12,964.97\u003C\u002Ftd>\n      \u003Ctd>11,114.66\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>16,084.19\u003C\u002Ftd>\n      \u003Ctd>13,177.66\u003C\u002Ftd>\n      \u003Ctd>11,277.72\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>16,403.21\u003C\u002Ftd>\n      \u003Ctd>13,390.35\u003C\u002Ftd>\n      \u003Ctd>11,440.78\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>16,722.23\u003C\u002Ftd>\n      \u003Ctd>13,603.04\u003C\u002Ftd>\n      \u003Ctd>11,603.84\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>17,041.25\u003C\u002Ftd>\n      \u003Ctd>13,815.73\u003C\u002Ftd>\n      \u003Ctd>11,766.90\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>17,360.27\u003C\u002Ftd>\n      \u003Ctd>14,028.42\u003C\u002Ftd>\n      \u003Ctd>11,929.96\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>17,679.29\u003C\u002Ftd>\n      \u003Ctd>14,241.11\u003C\u002Ftd>\n      \u003Ctd>12,093.02\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>17,998.31\u003C\u002Ftd>\n      \u003Ctd>14,453.80\u003C\u002Ftd>\n      \u003Ctd>12,256.08\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE II: ALLOWANCES PAID WHILE TRAVELLING ON DUTY WITHIN ZAMBIA\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>SALARY GRADE\u003C\u002Ftd>\n      \u003Ctd>ALLOWANCE(K)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NPS 05\u003C\u002Ftd>\n      \u003Ctd>370\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NPS 06\u003C\u002Ftd>\n      \u003Ctd>360\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NPS 07\u003C\u002Ftd>\n      \u003Ctd>350\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE III: FUNERAL GRANTS\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Employee\u003C\u002Ftd>\n      \u003Ctd>K4,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employees Spouse\u002FBiological Child\u003C\u002Ftd>\n      \u003Ctd>K3,300.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Biological Father\u002FMother\u003C\u002Ftd>\n      \u003Ctd>K3,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>SCHEDULE IV: PROTECTIVE WEAR AND UNIFORMS \u003C\u002Fp>\n\n\u003Cp>***Drivers\u003C\u002Fp>\n\n\u003Cp>1 x 2 Piece suit each financial year \u003C\u002Fp>\n\n\u003Cp>1 x Safari each financial year\u003C\u002Fp>\n\n\u003Cp>1x Tie per financial year\u003C\u002Fp>\n\n\u003Cp>2x Pairs of socks per financial year\u003C\u002Fp>\n\n\u003Cp>1x Pairs of shoes per financial year\u003C\u002Fp>\n\n\u003Cp>2x Shirts per financial year\u003C\u002Fp>\n\n\u003Cp>1 x Overall per financial year\u003C\u002Fp>\n\n\u003Cp>1x Rain coat per financial year\u003C\u002Fp>\n\n\u003Cp>***Security Guards\u003C\u002Fp>\n\n\u003Cp>2 x Security Shirts every financial year\u003C\u002Fp>\n\n\u003Cp>2 x Tunics (Trousers and jacket) every financial year \u003C\u002Fp>\n\n\u003Cp>1 x Jersey every financial year \u003C\u002Fp>\n\n\u003Cp>1 x Weather Coat every financial year \u003C\u002Fp>\n\n\u003Cp>1 x Whistle each\u003C\u002Fp>\n\n\u003Cp>1 x Neck Tie every financial year\u003C\u002Fp>\n\n\u003Cp>1 x Cap every financial year\u003C\u002Fp>\n\n\u003Cp>2 x Pairs Black socks every financial year\u003C\u002Fp>\n\n\u003Cp>1x Short Baton each\u003C\u002Fp>\n\n\u003Cp>2x Skirts for lady Security Guards every financial year \u003C\u002Fp>\n\n\u003Cp>2 x Security Shirts for ladies each financial year\u003C\u002Fp>\n\n\u003Cp>2 x Pairs black shoes every financial year \u003C\u002Fp>\n\n\u003Cp>1 x Pair Handcuffs\u003C\u002Fp>\n\n\u003Cp>1x Raincoat every financial year\u003C\u002Fp>\n\n\u003Cp>***Office Orderlies - Males\u003C\u002Fp>\n\n\u003Cp>2x Pairs Trousers every financial year \u003C\u002Fp>\n\n\u003Cp>2 x Shirts every financial year\u003C\u002Fp>\n\n\u003Cp>1x Jersey every financial year\u003C\u002Fp>\n\n\u003Cp>2x Pairs shoes every financial year \u003C\u002Fp>\n\n\u003Cp>2 x Pairs socks every financial year \u003C\u002Fp>\n\n\u003Cp>1 x Neck Tie every financial year\u003C\u002Fp>\n\n\u003Cp>1x Rain coat every financial year\u003C\u002Fp>\n\n\u003Cp>***Office Orderlies - Females\u003C\u002Fp>\n\n\u003Cp>2x Pairs Skirts every financial year\u003C\u002Fp>\n\n\u003Cp>2 x Blouses every financial yearT\u003C\u002Fp>\n\n\u003Cp>1x Jersey every financial year\u003C\u002Fp>\n\n\u003Cp>2x Pairs shoes every financial year\u003C\u002Fp>\n\n\u003Cp>1x Raincoat every financial year\u003C\u002Fp>\n\n\u003Cp>***Lawyers\u003C\u002Fp>\n\n\u003Cp>2x Collarless Shirts\u003C\u002Fp>\n\n\u003Cp>1x Black Gown\u003C\u002Fp>\n\n\u003Cp>***Front Desk - Females\u003C\u002Fp>\n\n\u003Cp>2x Suits per financial year\u003C\u002Fp>\n\n\u003Cp>2 x Jackets per financial year \u003C\u002Fp>\n\n\u003Cp>2 x Pairs of shoes per financial year\u003C\u002Fp>\n\n\u003Cp>***Front Desk - Males\u003C\u002Fp>\n\n\u003Cp>2 x Suits per financial year \u003C\u002Fp>\n\n\u003Cp>2 x Pairs of shoes per financial year\u003C\u002Fp>\n\n\u003Cp>2 x Shirts per financial year.\u003C\u002Fp>\n\n\u003Cp>2 x Ties per financial year \u003C\u002Fp>\n\n\u003Cp>2 x Pairs Socks per financial year\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED\u003C\u002Fp>\n\n\u003Cp>For and on behalf of National Pension Scheme Authority in the Presence\nof:\u003C\u002Fp>\n\n\u003Cp>- C MPUNDU\u003C\u002Fp>\n\n\u003Cp>DIRECTOR GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MANGEMENT TEAM\u003C\u002Fp>\n\n\u003Cp>- B C MELEKI\u003C\u002Fp>\n\n\u003Cp>DIRECTOR HUMAN RESOURCES AND ADMINISTRATION\u003C\u002Fp>\n\n\u003Cp>- L CHILUMBA\u003C\u002Fp>\n\n\u003Cp>AUTHORITY SECRETARY\u003C\u002Fp>\n\n\u003Cp>- K D CHIWELE\u003C\u002Fp>\n\n\u003Cp>DIRECTOR FINANCE\u003C\u002Fp>\n\n\u003Cp>UNION TEAM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Zambia Union Financial Institutions and Allied Workers\nin the presence of:\u003C\u002Fp>\n\n\u003Cp>- C MSISKA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>- C MUKUKA\u002FO-N_\u003C\u002Fp>\n\n\u003Cp>ZUFIAW REPRESENTATIVE\u003C\u002Fp>\n\n\u003Cp>- C MULENGA\u003C\u002Fp>\n\n\u003Cp>OUTGOING BRANCH CHAIRPERSON (LUSAKA)\u003C\u002Fp>\n\n\u003Cp>- C NSOKOLO\u003C\u002Fp>\n\n\u003Cp>OUTGOING BRANCH CHAIRPERSON (KITWE)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12 MAY 2014.\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"WAGES_determined":56,"hourspweek_select":60,"childcare":63,"STRUCINCR_trigger":67,"nursingmothers":71,"funeralpay":75,"MEALALL_trigger":79,"maternityotherclause":83,"maxsicknesspayperc":87,"pensionfund":91,"OVERTIME_trigger":95,"ADMINISTRATIVE_trigger":99,"paidmaternityleavepay":103,"healthcareaccess":105,"funeralpaytype":109,"healthinsurance":113,"COMMUTE_trigger":116,"SUNDAY_trigger":119,"protectiveclothing":121,"healthandsafetypolicy":125,"paidpaternityleavepay":127,"contracttrial":131,"sicknesspay":135,"dayspweek_select":139,"paidmaternityleaveall":141,"TRADEUNLEAV_trigger":145,"paidpaternityleave":149,"breastfeeding_workingtime":152,"menstruationleave":154,"contractseverancepay1":158,"bankholidays1":162,"SENIOR_trigger":166,"sicknessmaxdays":170,"paidmaternityleave":172,"contractseverancepay":174,"PAIDLEAV_trigger":178,"deathrelatives":182},{"bindId":45,"name":46,"text":47},"disabilitypay","Provided the illness or injury is not at","Provided the illness or injury is not attributed to own negligence or\nmisconduct of the Employee and that such payments which may be made shall not\nbe less than an amount equal to any compensation from any source for the loss\nof pay due to or received by the Employee as a result of the illness or\ninjury.",{"bindId":49,"name":50,"text":51},"hourspday_select","7.1 The basic working hours shall be eig","7.1 The basic working hours shall be eight hours per day per five-day week\nor forty hours per five-day week.\n\n7.2 In case of Employees engaged in shift work the basic working hours shall\nbe at an average of forty hours per week over a shift cycle irrespective of the\ndays worked including Saturdays, Sundays and public holidays.\n\n7.3 Except in special circumstances an Employee who is required to work over\ntime shall be entitled to over time pay at the following rates;-\n\n\n  \n  \n  \n  \n    \n      Period\n      Rate\n    \n    \n      (a) Normal working days\n      One and half times actual time\n      \n    \n    \n      (b) Saturdays, Sundays and Public Holidays\n      Two times actual time",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","29.1 A confirmed Female Employee on comp","29.1 A confirmed Female Employee on completion of two (2) years continuous\nservice regardless of her marital status shall be granted paid maternity leave\nfor a period of four (4) calendar months. Any additional leave taken by the\nemployee shall count against her vacation leave.",{"bindId":57,"name":58,"text":59},"WAGES_determined","6.1 Grades and salary scales shall be de","6.1 Grades and salary scales shall be determined by the Authority. It shall\nbe competent for the Director-General to appoint an Employee to a particular\ngrade and to determine salary in that grade.",{"bindId":61,"name":50,"text":62},"hourspweek_select","7.1 The basic working hours shall be eight hours per day per five-day week\nor forty hours per five-day week.",{"bindId":64,"name":65,"text":66},"childcare","28.1.3 for the purpose of nursing a sick","28.1.3 for the purpose of nursing a sick registered child\u002Fspouse on the\nadvice of a Medical practitioner registered with the Medical Council of Zambia,\nan employee may be granted a maximum period of Ten (10) working days.",{"bindId":68,"name":69,"text":70},"STRUCINCR_trigger","6.4 An employee shall be assessed annual","6.4 An employee shall be assessed annually in accordance with objectives\nthat are Specific, Measurable, Attainable, Realistic and Time Bound (SMART)\nbeginning 1st January of each year and appropriate increments shall be given to\nthose employees who exceed or meet performance objectives in accordance with\nthe Performance Management System,",{"bindId":72,"name":73,"text":74},"nursingmothers","29.4 Breast-feeding mothers will be give","29.4 Breast-feeding mothers will be given 1 hour 45 minutes, that is, from\n11.00 hours to 12.45 hours every working day if required. The duration of\nthis",{"bindId":76,"name":77,"text":78},"funeralpay","34.1 The Authority shall continue to pay","34.1 The Authority shall continue to pay for the funeral expenses of a\ndeceased member of staff, his\u002Fher spouse, biological children, and biological\nfather\u002Fmother as stipulated in Schedule III until a Funeral Insurance Scheme is\nestablished.\n\n34.2 The Authority shall also provide a Casket in the case of the employee\nand spouse and a Standard Coffin (as per quotation from a service\nprovider\u002Fsupplier) for dependants.\n\n34.3 Adequate transport shall be provided in all cases above to the\ngraveyard within the same town,",{"bindId":80,"name":81,"text":82},"MEALALL_trigger","13.1 The Transport, Meal and Education A","13.1 The Transport, Meal and Education Allowances were merged to the salary\neffective 1st March 2004.",{"bindId":84,"name":85,"text":86},"maternityotherclause","29.3 A Female Employee who becomes tempo","29.3 A Female Employee who becomes temporarily incapable of performing her\nofficial duties on the grounds of her pregnancy shall be entitled to sick leave\nin accordance with Article 26.1 of this Agreement.",{"bindId":88,"name":89,"text":90},"maxsicknesspayperc","(ii) In the subsequent year of service, ","(ii) In the subsequent year of service, a maximum period of six months on\nfull pay and six months on half pay and thereafter a registered MedicaI Board\nof Inquiry will determine the Employee’s suitability for continued\nemployment.",{"bindId":92,"name":93,"text":94},"pensionfund","10.1 An established Employee shall be el","10.1 An established Employee shall be eligible for membership of the\nNational Pension Scheme Authority Staff Pension Scheme which shall provide\nbenefits as specified in the Pension Rules amended from time to time and\nobtainable from the Human Resources Department.",{"bindId":96,"name":97,"text":98},"OVERTIME_trigger","7.3 Except in special circumstances an E","7.3 Except in special circumstances an Employee who is required to work over\ntime shall be entitled to over time pay at the following rates;-\n\n\n  \n  \n  \n  \n    \n      Period\n      Rate\n    \n    \n      (a) Normal working days\n      One and half times actual time\n      \n    \n    \n      (b) Saturdays, Sundays and Public Holidays\n      Two times actual time",{"bindId":100,"name":101,"text":102},"ADMINISTRATIVE_trigger","28.1.6 for any other purpose approved by","28.1.6 for any other purpose approved by the Director-General.",{"bindId":104,"name":54,"text":55},"paidmaternityleavepay",{"bindId":106,"name":107,"text":108},"healthcareaccess","14.1 The Authority shall maintain a cont","14.1 The Authority shall maintain a contributory Medical Scheme to be\npremised on health insurance principles and will be managed by an external\nHealth Insurance service provider.\n\n14.2 The medical scheme will be managed by a Health Insurance provider whose\ncontract will be subject to tender.\n\n14.3 The premiums will be based on a cost-sharing basis whereby the\nAuthority shall pay eighty percent (80%) and employees twenty percent (20%).\n\nRecoveries of the premiums will be made from the employee's monthly basic\nsalary which will be remitted to the provider at agreed intervals as per\ncontract,\n\n14.4 The scheme rules shall be enforced by the Human Resources\nDepartment.\n\n14.5 Employees who exhaust their entitlements before the end of the year\nhave to make their own arrangements to pay for the medical bills that they may\nincur.\n\n14.6 The Cost Sharing in relation to premiums will be revised on the basis\nof what the Medical Scheme provider will advise.",{"bindId":110,"name":111,"text":112},"funeralpaytype","34.2 The Authority shall also provide a ","34.2 The Authority shall also provide a Casket in the case of the employee\nand spouse and a Standard Coffin (as per quotation from a service\nprovider\u002Fsupplier) for dependants.",{"bindId":114,"name":107,"text":115},"healthinsurance","14.1 The Authority shall maintain a contributory Medical Scheme to be\npremised on health insurance principles and will be managed by an external\nHealth Insurance service provider.\n\n14.2 The medical scheme will be managed by a Health Insurance provider whose\ncontract will be subject to tender.",{"bindId":117,"name":81,"text":118},"COMMUTE_trigger","13.1 The Transport, Meal and Education Allowances were merged to the salary\neffective 1st March 2004.\n\n13.2 The bus and booking fares for an employee who is duly authorized to\nwork over the weekend or from 18:00 hours and beyond during the week shall be\nK25 and K100 respectively to be revised depending on the prevailing\ncircumstances.",{"bindId":120,"name":97,"text":98},"SUNDAY_trigger",{"bindId":122,"name":123,"text":124},"protectiveclothing","SCHEDULE IV: PROTECTIVE WEAR AND UNIFORM","SCHEDULE IV: PROTECTIVE WEAR AND UNIFORMS \n\n***Drivers\n\n1 x 2 Piece suit each financial year \n\n1 x Safari each financial year\n\n1x Tie per financial year\n\n2x Pairs of socks per financial year\n\n1x Pairs of shoes per financial year\n\n2x Shirts per financial year\n\n1 x Overall per financial year\n\n1x Rain coat per financial year\n\n***Security Guards\n\n2 x Security Shirts every financial year\n\n2 x Tunics (Trousers and jacket) every financial year \n\n1 x Jersey every financial year \n\n1 x Weather Coat every financial year \n\n1 x Whistle each\n\n1 x Neck Tie every financial year\n\n1 x Cap every financial year\n\n2 x Pairs Black socks every financial year\n\n1x Short Baton each\n\n2x Skirts for lady Security Guards every financial year \n\n2 x Security Shirts for ladies each financial year\n\n2 x Pairs black shoes every financial year \n\n1 x Pair Handcuffs\n\n1x Raincoat every financial year\n\n***Office Orderlies - Males\n\n2x Pairs Trousers every financial year \n\n2 x Shirts every financial year\n\n1x Jersey every financial year\n\n2x Pairs shoes every financial year \n\n2 x Pairs socks every financial year \n\n1 x Neck Tie every financial year\n\n1x Rain coat every financial year\n\n***Office Orderlies - Females\n\n2x Pairs Skirts every financial year\n\n2 x Blouses every financial yearT\n\n1x Jersey every financial year\n\n2x Pairs shoes every financial year\n\n1x Raincoat every financial year\n\n***Lawyers\n\n2x Collarless Shirts\n\n1x Black Gown\n\n***Front Desk - Females\n\n2x Suits per financial year\n\n2 x Jackets per financial year \n\n2 x Pairs of shoes per financial year\n\n***Front Desk - Males\n\n2 x Suits per financial year \n\n2 x Pairs of shoes per financial year\n\n2 x Shirts per financial year.\n\n2 x Ties per financial year \n\n2 x Pairs Socks per financial year",{"bindId":126,"name":123,"text":124},"healthandsafetypolicy",{"bindId":128,"name":129,"text":130},"paidpaternityleavepay","30.1 A male employee regardless of his m","30.1 A male employee regardless of his marital status shall be granted paid\npaternity leave for a period of five (5) consecutive working days on the birth\nof his child\u002Ftwins or more at any one occasion. Any additional leave taken by\nthe employee shall count against his vacation leave.",{"bindId":132,"name":133,"text":134},"contracttrial","4.3 On first appointment an Employee sha","4.3 On first appointment an Employee shall be, appointed on probation unless\nthe Authority expressly appoints him or her as an Established Employee or on a\ncontract of service for a determined period.\n\n4.4 The probationary period of an Employee shall be six (6) months on first\nappointment and three (3) months on promotion, but may be reduced or extended\nby the Director-General. However, no probationary period shall exceed one\nyear,\n\n4.5 The Director-General may confirm an Employee as an Established Employee\nat the end of probationary period.",{"bindId":136,"name":137,"text":138},"sicknesspay","27.1 An Employee may be granted sick lea","27.1 An Employee may be granted sick leave as follows:-\n\n(i) A maximum period of three months on full pay and three months on half\npay during the first year of service, years of service.\n\n(ii) In the subsequent year of service, a maximum period of six months on\nfull pay and six months on half pay and thereafter a registered MedicaI Board\nof Inquiry will determine the Employee’s suitability for continued\nemployment.",{"bindId":140,"name":50,"text":62},"dayspweek_select",{"bindId":142,"name":143,"text":144},"paidmaternityleaveall","29.2 A Female Employee shall qualify for","29.2 A Female Employee shall qualify for paid maternity leave only at the\ninterval of two years effective from the previous maternity leave.",{"bindId":146,"name":147,"text":148},"TRADEUNLEAV_trigger","28.1.5 for the purpose of attending to a","28.1.5 for the purpose of attending to authorised Union duties.",{"bindId":150,"name":129,"text":151},"paidpaternityleave","30.1 A male employee regardless of his marital status shall be granted paid\npaternity leave for a period of five (5) consecutive working days on the birth\nof his child\u002Ftwins or more at any one occasion. Any additional leave taken by\nthe employee shall count against his vacation leave.\n\n30.2 This paternity leave must be taken within a week of the birth or it\nshall be forfeited. Evidence of record of birth and parentage must be produced\nprior to proceeding on paternity leave.\n\n30.3 An employee shall qualify for paid paternity leave only at the interval\nof two years effective from the previous paternity leave.",{"bindId":153,"name":73,"text":74},"breastfeeding_workingtime",{"bindId":155,"name":156,"text":157},"menstruationleave","29.5 A Female Employee shall be granted ","29.5 A Female Employee shall be granted one (1) day in a month as Mothers’\nDay. Supervisors must be informed well in advance about this so that adequate\nstaffing arrangements are made.",{"bindId":159,"name":160,"text":161},"contractseverancepay1","(i) The Authority shall pay four and hal","(i) The Authority shall pay four and half (4.5) months basic salary for each\nyear served in Zambia National Provident Fund and\u002For National Pension Scheme\nAuthority to an Employee declared redundant.",{"bindId":163,"name":164,"text":165},"bankholidays1","8.1 Public Holidays declared by the Gove","8.1 Public Holidays declared by the Government of the Republic of Zambia\nshall be holiday with pay.",{"bindId":167,"name":168,"text":169},"SENIOR_trigger","44.1 An established Employee shall be en","44.1 An established Employee shall be entitled to a Long Service Award of\none and a half month's basic salary grossed up for tax upon completion of a\ncontinuous service of fifteen (15) years in Zambia National Provident Fund\nand\u002For National Pension Scheme Authority in appreciation of the contributions\nrendered.\n\n44.2 An established Employee shall be entitled to a Long Service Award of\ntwo month's basic salary grossed up for tax upon completion of a continuous\n\nservice of twenty (20) years in Zambia National Provident Fund and\u002For\nNational Pension Scheme Authority in appreciation of the contributions\nrendered.  ",{"bindId":171,"name":137,"text":138},"sicknessmaxdays",{"bindId":173,"name":54,"text":55},"paidmaternityleave",{"bindId":175,"name":176,"text":177},"contractseverancepay","37.1 Where absolutely necessary, the Aut","37.1 Where absolutely necessary, the Authority shall reduce the number of\nits Employees by declaring some of them redundant in accordance with the\nEmployment Act and upon the following terms.\n\n37.2 COMPENSATION\n\n(i) The Authority shall pay four and half (4.5) months basic salary for each\nyear served in Zambia National Provident Fund and\u002For National Pension Scheme\nAuthority to an Employee declared redundant.",{"bindId":179,"name":180,"text":181},"PAIDLEAV_trigger","20.1 The Authority shall pay a Holiday a","20.1 The Authority shall pay a Holiday and Leave Allowance of 17% of annual\nbasic salary and 15 working days shall be the minimum leave entitlement to\nqualify for payment of leave allowance regardless of whether travelling out of\nstation or not. This shall however not apply to Employees who are proceeding on\nmaternity leave.",{"bindId":183,"name":184,"text":185},"deathrelatives","28.1.4 for the purpose of attending a fu","28.1.4 for the purpose of attending a funeral or serious illness of a\nspouse, child, father, mother on production of documentary or other proper\nevidence Ten (10) working days Special Leave shall be given.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB National Pension Scheme Authority - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\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: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-05-12\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Pension funding\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        National Pension Scheme Authority\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Zambia Union of Financial Institutions and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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: → Yes\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: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\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: → 17 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: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 10 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            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → 100 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → No provision %\n            \u003C\u002Fdiv>\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: → 40.0\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: → 15.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 15 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\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",[191],{"title":37,"slug":33},[193],{"type":194,"data":195},"call_to_action_body_block",{"title":196,"description":197,"variant":198,"link":199},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":196,"url":200,"description":196,"rel":201,"type":202},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[204],{"type":194,"data":205},{"title":196,"description":197,"variant":198,"link":206},{"title":196,"url":200,"description":196,"rel":201,"type":202},[]]