[{"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-january-2020":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":232,"content_type_view":233,"extra_breadcrumbs":234,"body":236,"body_blocks":247,"related_pages":251},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":230,"translations":231},{"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-january-2020","b2a9df30-7e6e-11f0-b699-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-national-pension-scheme-authority-and-zambia-union-of-financial-institutions-and-allied-workers-january-2020\u002Fcollective-agreement-between-national-pension-scheme-authority-and-zambia-union-of-financial-institutions-and-allied-workers-january-2020\u002F","COLLECTIVE AGREEMENT BETWEEN NATIONAL PENSION SCHEME AUTHORITY AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS JANUARY 2020","COLLECTIVE AGREEMENT BETWEEN NATIONAL PENSION SCHEME AUTHORITY AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS JANUARY 2020 - 2020","Zambia - COLLECTIVE AGREEMENT BETWEEN NATIONAL PENSION SCHEME AUTHORITY AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS JANUARY 2020 - 2020","COLLECTIVE AGREEMENT BETWEEN NATIONAL PENSION SCHEME AUTHORITY AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS JANUARY 2020 - 2020 - Financial services, banking, insurance",{"name":41,"data":42},"NAPSA CA 2020-2021.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN NATIONAL PENSION SCHEME AUTHORITY AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fh1>\n\u003Cp>\u003Cstrong>JANUARY 2020\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>THIS AGREEMENT is made the .............................................. \n  BETWEEN THE NATIONAL \u003Cbr>\n  PENSION SCHEME AUTHORITY (hereinafter called \"the Authority\") having its Corporate Office at NAPSA House Church Road Lusaka of the one part and THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (hereinafter called \"Union\") having its Head Office at Luangwa House Cairo Road Lusaka of the other part.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>WHEREAS:\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Authority at the request of this Union has agreed to offer the following conditions of service to its employees. IT IS HEREBY AGREED as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Col>\n  \u003Cli> This Agreement shall come into force on the 1st day of January 2020 except where stated otherwise, and shall remain in force until 31st December 2021 unless amended as provided hereinafter.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> This Agreement shall be amended, varied or withdrawn as and when both parties agree.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The provisions of this Agreement shall bind the Authority provided that they shall not apply to employees out of the services of the Authority for the reasons other than death by the first day of its implementation.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>IN WITNESS WHEREOF the parties have hereunto set their hands at NAPSA House Church Road Lusaka on the day and year first before written. \u003C\u002Fp>\n\u003Ch2>SECTION I : GENERAL PROVISIONS\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>1.0 PRELIMINARY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This Agreement may be cited as the National Pension Scheme Authority Collective Agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>In this Agreement, unless the context otherwise requires: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Act\" means the National Pension Scheme Authority Act.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Basic Salary' means monthly payments for regular employment determined on a yearly basis excluding allowances.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Authority\u002FEmployer” means the National Pension Scheme Authority.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Employee\" means all those who undertake to join the Authority and therefore, render service to the above mentioned Authority and are defined as established employees by the Industrial and Labour Relations Act (CAP 269 of the Laws of Zambia).\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Employer\" means the National Pension Scheme Authority and all its branches.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Union” means the Zambia Union of Financial Institutions and Allied Workers.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Bargaining Unit\" means a body established jointly by Management and the Union for the purpose of carrying out collective bargaining.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Registered Dependants” shall mean the spouse of an employee and only one such spouse shall be nominated at any time, plus the biological\u002Flegally adopted children of the employee, biological father or mother, guardian, sibling, grandchild, grandparent of an employee.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Flexibalisation” means an employment practice characterized by different aspects of human resource management, such as pay flexibility, contractual flexibility which includes non-permanent contracts of service, task flexibility and working hours’ flexibility\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Night” means the period between 18:00 hours in the evening and 06:00 hours in the morning;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\"Premature child” means a child born before thirty-seven weeks of gestation counting from the first day of the last menstrual cycle.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>2.0 OBJECTIVES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>2.1\tIt is hereby realised and agreed that the advancement of Employees and their livelihood depends on the success of the Authority. The Authority must look to its employees to manifest loyalty and devotion and to maintain a high standard of efficiency and hard work. The Authority in return is concerned with the well-being and security of all its employees. To this end both the Union and the Authority have mutual obligations which may be summarised as follows:-\u003Cbr>\n   \u003Cbr>\n  2.1.1\tDetermination and implementation of an equitable pay structure.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.1.2\tPromotion of the Employees' participation in the management of the affairs of the Authority through the Union.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.1.3\tPromotion of Employees’ morale to ensure high productivity and efficiency.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.1.4\tReduction in labour turn over by combating indiscipline such as idleness and absenteeism and other vices of unproductive nature.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.1.5\tPromotion of increased work output performance.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>3.0 DISCIPLINE AND APPLICATION OF THIS AGREEMENT\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>3.1\tDISCIPLINE\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.1.1\tThe Union acknowledges that it is the function of the Employer to maintain order, discipline, and efficiency and to discharge, suspend or penalise employees for proper cause.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.1.2\tIn pursuance of this, it is hereby agreed by both parties that the Authority shall deal with any infringement by an employee in accordance with the Code of Discipline and Procedures that has been published separately, and as amended from time to time.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>3.2\tAPPLICATION OF THIS AGREEMENT\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.2.1\tThe Conditions of Service contained in this Agreement shall apply to Employees represented by the Union in accordance with the Industrial and Labour Relations Act except such Unionised Employees out of employment of the Authority for reasons other than death on the first day of implementation of this agreement.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Ch3>4.0 EQUAL OPPORTUNITY EMPLOYMENT POLICY\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>4.1\tThe Authority is an equal opportunity employer. By this, it means that the Authority does not discriminate in the employment, development and advancement of any Zambian national on the basis of colour, nationality, tribe or place of origin, language, race, social origin, religion, belief, conscience political or other opinion, sex, gender, pregnancy, marital status, ethnicity, family responsibility, disability, status, health, culture or economic grounds\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.2\tThe Authority does, however, give preference in employment, development, advancement and retention to properly qualified and capable Zambian nationals, over any foreign national. Provided, however, that the Authority reserves the right to employ foreign nationals in key posts where the employment of such persons is expected to result in significantly higher levels of performance than from any Zambian National who may be available at that time.\u003C\u002Fp>\n\u003Cp>4.3 Notwithstanding the above provision, any person employed, either on probation or after confirmation, who is found to have given false information or withheld material information concerning their financial situation as required by the Authority shall be liable to be disciplined in accordance with provisions of the NAPSA Disciplinary Code and Grievance Procedure.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>5.0 RECRUITMENT AND TERMS OF APPOINTMENT\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>5.1\tRecruitment of personnel shall remain the prerogative of Management of the Authority and priority for employment shall be given to Zambian applicants but non-Zambians may be considered for appointment where a qualified Zambian is not available.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.2\tEmployees who are required to travel for interviews from other parts of the country to any town designated as an interview centre shall be entitled to Subsistence Allowance and transport money for the cheapest appropriate mode of transport.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>5.3\tOn first appointment, an Employee shall be appointed on probation unless the Authority expressly appoints him or her as an Established Employee or on a contract of service for a determined period.\u003Cbr>\n  \u003C\u002Fp>\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>5.4\tThe probationary period of an Employee shall be three (3) months on both first appointment and on promotion, for the purpose of determining that employee’s suitability for appointment. However, the probation period may be extended for a further period not exceeding three months depending on performance assessment for confirmation purpose.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.5\tAn assessment of an employee shall be taken by the employer during the probationary period and the result of the assessment shall be communicated to the employee before the end of the probationary period.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.6\tWhere, during the probation period on first appointment, an employer determines after an assessment that an employee is not suitable for the job, the employer shall terminate the contract of employment by giving the employee at least twenty-four hours’ notice of the termination.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.7\tSimilarly, an employee on probation may terminate the contract of employment by giving the employer at least twenty-four hours’ notice of the termination.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.8\tAn employer who is satisfied with the performance of an employee after a probation period shall notify the employee, in writing, of the confirmation of employment, except that where the employer does not notify the employee, in writing, of the confirmation, the employee shall be confirmed in the position from the date of the expiry of the probation period.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.9\tThe effective date of confirmation shall be the date of communication of a successful performance appraisal in either case of first appointment or promotion.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">5.10\tAn Employee shall not be appointed or confirmed as an established Employee unless he\u002Fshe has been examined and declared fit by a medical practitioner who is registered with the Medical Council of Zambia. The cost of such an examination will be borne or reimbursed by the Authority.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch3>  6.0 TRAVELLING AND REMOVAL EXPENSES ON FIRST APPOINTMENT\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>6.1\tThe Authority shall meet travelling and removal expenses of an Employee on first appointment to the Authority’s establishment.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>7.0 SALARY\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-JOBTITLE_trigger\">7.1\tGrades and salary scales shall be determined by the Authority. It shall be competent for the Director-General to appoint an Employee to a particular grade and to determine salary in that grade.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>7.2\tOn the expiry of the existing Collective Agreement and the commencement of a new one, salary awards shall be determined by the Bargaining Unit.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">7.3\tThe parties have agreed to effect a salary increase which also takes into account the merger to the previous basic salary of Housing Allowance as shown in Schedule 1 of this Agreement. From now going forward the separate payment of Housing Allowance has ceased.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>7.4\tAn employee shall be assessed annually in accordance with objectives that are Specific, Measurable, Attainable, Realistic and Time Bound (SMART) beginning 1st January of each year and appropriate increments shall be given to those employees who exceed or meet performance objectives in accordance with the Performance Management System and this shall be determined by Management.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>7.5\tDepending on the economic circumstances prevailing at the time either party may request for the convening of the Bargaining Unit to review the salaries on an annual basis.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\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>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>8.0 HOURS OF WORK AND OVERTIME\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>8.1\tThe basic working hours shall be eight hours per day per five-day week or forty hours per five-day week. This is notwithstanding the possibility of flexibalisation on need basis as provided for in the Employment Code Act No.3 of 2019\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">8.2\tExcept in special circumstances and subject to prior approval by the Supervisor or any designated Superior, the Authority shall pay an employee who works in excess of the Authority’s prescribed hours of work overtime pay in line with the provisions of the Employment Code Act No.3 of 2019.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>8.3\tIn case of Employees engaged in shift work the basic working hours shall be at an average of forty hours per week over a shift cycle irrespective of the days worked including Saturdays, Sundays and public holidays.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.4\tOvertime shall be administered in line with the provisions of the Authority’s Overtime Guidelines.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>  9.0 MEAL AND HEALTH BREAKS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>9.1\tThe Authority shall grant to the employee Meal and Health Breaks on each working day in line with the provisions of the Employment Code Act No.3 of 2019 as follows:\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Employees shall be entitled to a flexi meal break of one hour in liaison with the Line Manager\u002FSupervisor.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Employees shall be entitled to an uninterrupted health break of 20 minutes or two health breaks of at least ten minutes each in liaison with the Line Manager\u002FSupervisor.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The employee shall take the health break within working time.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The meal and health breaks shall not be cumulative and will therefore  be forfeited if not taken.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>10.0 PUBLIC HOLIDAYS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>10.1\tPublic Holidays declared by the Government of the Republic of Zambia shall be holiday with pay.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>11.0 TRANSFERS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>11.1\tAn Employee shall be liable to be transferred by the Director-General at any time from the post which he or she occupies to any other post in the Authority's administration provided that he or she shall not thereby suffer any reduction in his or her emoluments as provided in this Agreement.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>12.0 STAFF PENSION SCHEME\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>12.1\tAn established Employee shall be eligible for membership of the National Pension Scheme Authority Staff Pension Scheme which shall provide benefits as specified in the Pension Rules amended from time to time and obtainable from the Human Resources Department.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>13.0 STAFF GROUP LIFE ASSURANCE SCHEME\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>13.1\tAn Employee serving the Authority whether on established or contract terms shall be eligible for the Group Life Assurance Scheme of the Authority which shall provide a lump sum benefit equal to three and half (3.5) times of one’s annual salary subject to the limits provided in the Insurance policy cover.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>13.2\tWhere the deceased Employee has left no Will, the lump sum benefit shall be distributed in accordance with the Intestate Succession Act.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>13.3\tThe regulations governing the Scheme will be maintained by the Human Resources Department and can be obtained on demand.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>  SECTION II : ALLOWANCES\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>14.0 HOUSING OF EMPLOYEES\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>14.1\tThe Authority shall provide an employee housing arrangements in line with the provisions of the Employment Code Act No.3 of 2019\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>15.0 TRANSPORT, MEAL AND EDUCATION ALLOWANCES\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>15.1\tThe Transport, Meal and Education Allowances were merged to the salary effective 1st March 2004.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>15.2\tThe bus and booking fares for an employee who is duly authorized to work over the weekend or from 18:00 hours and beyond during the week shall be K70 and K180 respectively to be revised depending on the prevailing circumstances.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Ch3>16.0 MEDICAL ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>16.1\tThe Authority shall maintain a contributory Medical Scheme to be premised on health insurance principles and will be managed by an external Health Insurance service provider.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>16.2\tThe Medical Scheme will be managed by a Health Insurance provider whose contract will be subject to tender.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">16.3\tThe premiums will be based on a cost-sharing basis whereby the Authority shall pay eighty percent (80%) and employees twenty percent (20%). Recoveries of the premiums will be made from the employee’s monthly basic salary which will be remitted to the provider at agreed intervals as per contract.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>16.4\tThe scheme rules shall be enforced by the Human Resources Department.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>16.5\tEmployees who exhaust their entitlements before the end of the year have to make their own arrangements to pay for the medical bills that they may incur.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>16.6\tThu Cust Sharing iri relation to premiums will be revised on the basis of what the Medical Scheme provider will advise.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>17.0 ACTING DUTY ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>17.1\tAn Employee appointed to act in any position higher than substantive post for a period of not less than fourteen (14) consecutive working days shall be entitled to an Acting Allowance equal to 16% of incumbent’s salary.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>17.2\tThe said allowance shall not in any way form part of the basic pay but shall be taxable.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>18.0 RESPONSIBILITY ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>18.1\tAn Employee appointed to perform duties of another Officer in the same grade for a period of fourteen (14) working days or more shall be entitled to a Responsibility Allowance of equal to 11% of incumbent’s salary. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>19.0 OUT-OF-POCKET ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>19.1\tAn employee will be entitled to an Out of Pocket Allowance in the following instances:\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> On training on residential basis (participants accommodated) within and outside station.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> On Authority business and accommodated within or outside station.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cp>19.2\tOut of Pocket Allowance shall be paid per night as follows:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>NPS 05 - K390\u003Cbr>\n  NPS 06 - K375\u003Cbr>\n  NPS 07 - K360\u003C\u002Fp>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>20.0 SHIFT ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>20.1\tAn Employee who is engaged in shift work shall be paid shift allowance which shall be equal to twenty five per cent (25%) of basic monthly salary.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>21.0 KILOMETRE ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>21.1\tWhere an Employee is granted permission to use his or her personal vehicle and is required to perform Authority duties outside the twenty five (25) kilometre radius from duty station an allowance at the rate of cost of fuel per litre per kilometre and vehicle maintenance allowance of Seven Hundred Kwacha (K700) per month or a proportion thereof will be paid to the Employee.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>22.0 LEAVE AND HOLIDAY ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>22.1\tThe Authority shall pay a Holiday and Leave Allowance of 17% of annual basic salary and 15 working days shall be the minimum leave entitlement to qualify for payment of leave allowance regardless of whether travelling out of station or not. This shall however not apply to Employees who are proceeding on maternity leave.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>22.2\tIn the case of new entrants, annual leave will only apply after an employee has served for a minimum period of twelve (12) months. Employees are however entitled to other forms of leave as provided for in the law and their conditions of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>23.0 UPSET ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>23.1\tWhere an Employee is transferred by the Authority from one station to another in accordance with Article 9 of this Agreement the Employee shall be entitled to an upset allowance of Kwacha Sixteen Thousand (K16,000) across the board which will be grossed up for tax plus transport for the employee, spouse, children registered with the Authority. The employee shall be paid Subsistence Allowance for fourteen (14) days whilst looking for accommodation at the new station and this period shall not be extended.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>23.2 The Authority shall comprehensively insure the Employee’s goods on transfer to any destination within Zambia.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>  24.0 LUNCH ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>24.1\tA Lunch allowance of Kwacha One Hundred and Eighty (K180) shall be paid to:\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> An Employee who is required to be away from duty station on official business for a period of not less than eight (8) hours.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> An Employee who works throughout lunch time.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Cashiers who will be required to work during peak period only.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>24.2\tIn all the cases in 21.1, the supervisor shall approve the work in advance.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>24.3\tThis Allowance will be paid both on the outward and return journeys for Employees who are required to be away from duty station beyond one night.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>25.0 ALLOWANCES PAID WHILE TRAVELLING ON DUTY WITHIN ZAMBIA\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>25.1\tAn Employee who is required to travel on duty shall be paid Subsistence Allowance in line with the prevailing rules in accordance with Schedule II in this Agreement.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>25.2\tIf an Employee in exceptional circumstances is required to incur expenditure greater than the appropriate entitlement shown in Schedule II the Employee may seek re-imbursement of actual expenditure incurred provided that the claim is supported by receipt vouchers and a full explanation of the circumstances which gave rise to the claim.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>25.3\tMarried Employees who travel with their spouses would be entitled to one and half times the single rate provided prior permission from the Director- General is granted to the Employee to be accompanied by the spouse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>26.0 TRAVELLING ALLOWANCE WHILE ON DUTY OUTSIDE ZAMBIA\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>26.1\tAn Employee who travels outside Zambia shall be entitled to allowances as directed by Government from time to time.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>SECTION III: LEAVE AND LEAVE ENTITLEMENT\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>27.0 ANNUAL LEAVE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>27.1\tAn Established Employee shall be entitled to accrued leave days upon commencement of duties with the National Pension Scheme Authority.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">27.2\tEmployees in grades NPS 05, NPS06 and NPS07 shall be entitled to three (3) leave days for each completed month of unbroken service.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>27.3\tUpon written request and supported by documentary evidence an Employee may be granted a compassionate commutation.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>27.4\t15 working days shall be the minimum annual leave entitlement and 15 working days shall be the maximum number of days to be commuted. A maximum of 6 days shall be carried over to the following year. \u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>27.5\tSaturdays, Sundays and Public holidays falling within the period of annual leave shall not be counted as days on leave.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>27.6\tAn Employee shall be allowed to accumulate a maximum of thirty six (36) days in a financial year for Staff in NPS 05, NPS06 and NPS07. An employee shall be required to proceed on annual leave once per year. Any leave days in excess of six not utilized by the end of each year will be commuted for cash and be paid along with the December Salary.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>27.7\tCommutation formula shall be as follows:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Basic Pay x 12 Months x No. of Days \u002F 250\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>27.8\tIn consultation with the employee, Supervisors shall prepare an annual leave plan at the beginning of each year specifying when annual leave is to be taken by each employee under their jurisdiction.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>28.0 LOCAL LEAVE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>28.1\tSaturdays, Sundays and Public Holidays falling within the local leave shall not be included as leave days when an Employee proceeds on leave for less than thirty (30) days.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>29.0 SICK LEAVE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">29.1\tAn Employee may be granted sick leave as follows:-\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cli> A maximum period of three months on full pay and three months on half pay during the first year of service.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\"> In the subsequent years of service, a maximum period of six months on full pay and six months on half pay and thereafter a registered Medical Board of Inquiry will determine the Employee’s suitability for continued employment.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Provided the illness or injury is not attributed to own negligence or misconduct of the Employee and that such payments which may be made shall not be less than an amount equal to any compensation from any source for the loss of pay due to or received by the Employee as a result of the illness or injury.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>29.2\tGranting of sick leave must be supported by a valid medical certificate from a Medical practitioner registered with the Medical Council of Zambia. If the Employee's absence is not supported by a medical certificate it shall be treated as absence from duty and the Code of Discipline and Grievance Procedures shall be enforced.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">29.3\tWhere the incapacity or injury arises from an occupational related accident or diseases provided for under the Workers Compensation Act, 2019 the provisions of Workers Compensation Act will apply.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>29.4 Employees covered under the provisions of Workers Compensation Act will have wages payable reduced by the amount of any compensation received by the employee during the period of incapacity.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>30.0 COMPASSIONATE LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>30.1\tAn Employee may be granted paid compassionate leave often (10) working days for the purpose of attending a funeral of a spouse, child or parent on production of documentary or other proper evidence.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>30.2\tAn Employee may further be granted paid compassionate leave of five (5) working days for the purpose of attending a funeral of a brother, sister or registered dependant on production of documentary or other proper evidence.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>30.3\tOn justifiable compassionate ground, an employee may be granted paid compassionate leave of atleast five (5) working days subject to approval by the Director General or Director Human Resources and Administration.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>30.4\tDays taken under this section are neither cumulative nor deducted from the employee’s accrued leave days\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>31.0 FAMILY RESPONSIBILITY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>31.1\tAn Employee who has worked for a period of six months or more may be granted paid family responsibility leave often (10) working days for the purpose of nursing a sick spouse, child or parent on production of documentary or other proper evidence from a Medical Officer certifying that the spouse, child, parent is sick and requires special attention.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>31.2\tAn Employee may further be granted paid family responsibility leave of five (5) working days for the purpose of nursing a sick brother, sister or registered dependant on production of documentary or other proper evidence from a Medical Officer certifying that the dependant is sick and requires special attention.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>31.3\tAn employee shall be entitled to three paid leave days per year to cover responsibilities related to the care, health or education forthat employee’s child, spouse or dependant subject to producing documentary evidence.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>31.4\tDays taken under this section are neither cumulative nor deducted from the employee’s accrued leave days\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>32.0 SPECIAL LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>32.1\tAn Employee may be granted special leave in the following circumstances on such terms and conditions as the Director-General may determine:-\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">32.1.1\tfor the purpose of preparing and sitting as a candidate for an approved examination, an employee may be granted a maximum period of Ten (10) working days.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>32.1.2\tfor the purpose of attending court proceedings as a witness.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">32.1.3\tfor the purpose of attending to authorised Union duties.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>32.2.4 for any other purpose approved by the Director-General.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>  33.0 \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>MATERNITY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">33.1\tA confirmed Female Employee on completion of two (2) years continuous service regardless of her marital status shall be granted paid maternity leave for a period of four calendar months. The maternity leave may be taken before the estimated date of delivery as long as atleast 6 weeks should be taken after delivery or opt to take the entire four months after delivery. Any additional leave taken by the employee shall count against her annual\u002Flocal leave.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>33.2\tA female employee shall give notice in writing, as may be reasonable in the circumstances, regarding her intention to proceed on maternity leave on a specified date and to return to work thereafter.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>33.3\tIn the case of a multiple birth, maternity leave shall be extended by four (4) weeks.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>33.4\tIn the event of premature birth, the female employee shall be entitled to extension of maternity leave for a period that shall be recommended by the Medical Officer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>33.5\tIn the event of a miscarriage during the third trimester (7 to 9 months of the gestation period) of pregnancy or still born child, the female employee shall be entitled to six weeks leave on full pay immediately after the miscarriage or still birth; the miscarriage or still birth shall be duly certified by a Medical Officer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>33.6\tA Female Employee shall qualify for paid maternity leave only at the interval of two years effective the start date for the previous paid maternity leave application.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>33.7\tA female employee who remains in continuous service for a period of twelve months and suffers a miscarriage during the third trimester (7 to 9 months of the gestation period) of pregnancy or bears a still born child is entitled to six weeks leave on full pay immediately after the miscarriage or still birth, except that the miscarriage or still birth shall be duly certified by a Medical Officer.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">33.8\tUpon expiry of a female employee’s maternity leave, the employee shall return to the job which the employee held immediately before the maternity leave or to a reasonably suitable job on terms and conditions not less favourable than those which applied to the employee before the maternity leave.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>33.9\tA Female Employee who becomes temporarily incapable of performing her official duties on the grounds of her pregnancy shall be entitled to sick leave in accordance with the provisions of this Agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">33.10\tMaternity leave shall apply with full pay in the absence of provision of maternity benefits under a written law.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>33.11 Where an employee is entitled to claim maternity benefits from a third party scheme, the Employer shall claim reimbursement as prescribed in the Employment Code Act No. 3 of 2019 or any relevant law as applicable.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>  34.0 FITNESS TO RESUME WORK SECTION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>34.1\tFollowing delivery of a child, a female employee shall not resume work within six weeks from the date of delivery unless on production of certificate from a Medical Officer certifying that the employee is fit to resume work.\u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>35.0 \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Ch3>NURSING\u002FBREASTFEEDING BREAKS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>35.1\tBreast-feeding mothers will be given 1 hour 45 minutes, that is, from 11.00 hours to 12.45 hours every working day if required.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">35.2\tThe nursing\u002Fbreastfeeding break specified above shall be for a period of six months from the date of delivery and not to be deducted from the number of paid hours of work of that female employee.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>35.3\tEmployees are therefore expected to liaise with their respective Line Managers and Supervisors in the facilitation of this process for the stipulated period when it is applicable to the female employee.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>36.0 PATERNITY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>36.1\tA male employee regardless of his marital status shall be granted paid paternity leave on the birth of his child\u002Ftwins or more at any one occasion in line with the provisions of the Employment Code Act No.3 of 2019. Any additional leave taken by the employee shall count against his vacation leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>36.2\tThis paternity leave must be taken within a week of the birth or it shall be forfeited. Evidence of record of birth and parentage must be produced prior to proceeding on paternity leave.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>36.3\tAn employee shall qualify for paid paternity leave upon being in continuous service of twelve months immediately preceding the beginning of paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>37.0 MOTHERS DAY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>37.1\tA Female Employee shall be granted one (1) day in a month as Mothers’ Day. Supervisors must be notified well in advance about this so that adequate staffing arrangements are made.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>38.0 LEAVE WITHOUT PAY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>38.1\tAn Employee may be granted leave without pay with the consent of the Director-General. Such leave shall not accrue leave days and shall not count towards service benefits.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>  SECTION IV: STAFF LOANS AND OTHER FINANCIAL ASSISTANCE\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>39.0 PROVISION OF HOUSE LOANS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>39.1 The provision of in-house loans relating to homeownership has been re-introduced.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>39.2 The Authority will make arrangements outside the Bargaining Unit to discuss and agree how the Loan Scheme is to be operationalized.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>40.0 SALARY ADVANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>40.1\tAn Employee may be eligible for a salary advance of up to one month’s basic pay of which maximum repayment period shall be three (3) months. Salary advances may be accessed in needy circumstances up to four times in a year.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>40.2\tA Salary Advance will only be given for unexpected contingencies that may arise and not as a result of poor budgeting.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>40.3\tA Salary Advance is not a right and Management will exercise due prudence in determining whether this should be given or not.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>40.4\tThe Salary Advance will only be granted subject to the employee’s ability to service it.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>40.5\tOnce recoveries for salary advance are effected they will run the full course of three months.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>40.6\tAn employee will only be assisted if need arises up to four salary advances in any given year.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>41.0 FUNERAL GRANTS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>41.1\tThe Authority shall continue to pay for the funeral expenses of a deceased member of staff, his\u002Fher spouse, biological children, and biological father\u002Fmother as stipulated in Schedule III until a Funeral Insurance Scheme is established.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>41.2\tThe Authority shall also provide a Casket in the case of the employee and spouse and a Standard Coffin (as per quotation from a service provider\u002Fsupplier) for dependants.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>41.3\tAdequate transport shall be provided in all cases above to the graveyard within the same town.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>SECTION V: SEPARATIONS\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>42.0 NORMAL RETIREMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>42.1 An Employee shall retire from the Authority’s service in line with the provisions of the Law or on account of any infirmity of mind or body confirmed by a registered medical practitioner refer to NPS(amendment) Act No. 7 of 2015\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>  42.2\tThe Employee under normal retirement shall be entitled to a pension as stipulated in the Staff Pension Rules.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>42.3\tThe Authority shall give such an Employee six (6) months notice to retire or six (6) months basic salary in lieu of notice.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>43.0 PREMATURE RETIREMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>43.1\tAn Employee may apply to the Authority for Early separation upon attaining the age of forty-five (45) years or upon completion of fifteen (15) years of continuous service with the Zambia National Provident Fund and\u002For National Pension Scheme Authority.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>43.2\tThe Authority may also prematurely retire an Employee who attains the age of forty-five (45) years or who completes fifteen (15) years of unbroken service with Zambia National Provident Fund and\u002For National Pension Scheme Authority.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>43.3\tThe Employee under premature retirement shall be entitled to a lump sum retirement benefit calculated thus:-\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Length of service X final annual salary X commutation factor X V45\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>43.4\tThe Employee under premature retirement shall give or be given a six (6) months notice to retire or six (6) months basic salary in lieu of such notice.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>44.0 REDUNDANCY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>44.1\tWhere absolutely necessary, the Authority shall reduce the number of its Employees by declaring some of them redundant in accordance with the Employment Act and upon the following terms.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>44.2\tCOMPENSATION\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\"> The Authority shall pay four and half (4.5) months basic salary for each year served in Zambia National Provident Fund and\u002For National Pension Scheme Authority to an Employee declared redundant.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>44.3\tGRATUITY\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>44.3.1\tThe Authority shall pay the following for an Employee declared redundant:-\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>(i)\tBelow five (5) years of continuous service in Zambia National Provident Fund and\u002For National Pension Scheme Authority- two (2) months basic salary\u003Cbr>\n  (ii)\tFive (5) years and below ten (10) years of continuous service in Zambia National Provident Fund and\u002For National Pension Scheme Authority - two and half (2.5) months basic salary.\u003C\u002Fp>\n\u003Cp>(iii) Ten (10) years and below fifteen (15) years of continuous service in Zambia National Provident and\u002For National Pension Scheme Authority three (3) months basic salary.\u003C\u002Fp>\n\u003Cp>(iv)\tFifteen (15) years and below twenty (20) years continuous service in Zambia National Provident Fund and\u002For National Pension Scheme Authority - three and half (3.5) months basic salary.\u003Cbr>\n  (v)\tTwenty (20) years and above of continuous service in Zambia National Provident Fund and\u002For National Pension Scheme Authority- four (4) months basic salary.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>44.4 NOTICE OF REDUNDANCY\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>44.4.1\tThe Authority shall give:-\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Six (6) months notice or payment of six (6) months basic salary in lieu of notice to an Employee to be declared redundant.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>45.0 REPATRIATION EXPENSES\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>45.1\tWhere an employee was recruited from a place within the Republic of Zambia to a place of employment allocated by the Authority or by an employment agency acting on behalf of the Authority, the Authority shall pay such an employee the prescribed repatriation expenses to the destination within Zambia from which the employee was brought.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>45.2\tA repatriation fee of Kwacha Fifteen Thousand (K15,000) grossed up for tax shall be payable to the employee or the family and, in addition, Kwacha Two Thousand Five Hundred (K2,500) will be paid for food while traveling.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>45.3\tWith the foregoing, the Authority shall be responsible for repatriating an employee under the following circumstances:\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> where the Employee is being medically discharged\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> where the Employee is being declared redundant by the Authority\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> where the Employee is retiring from the Authority’s service (both premature and normal retirements)\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> where the Employee dies in service in which case the benefits are payable to the family of the deceased Employee.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> upon expiry of the period of service that is specified in the contract of employment;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> or termination of Contract of employment for reasons stipulated in the Employment Code Act.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>45.4\tHowever, going forward with effect from 7th April 2020, the Authority shall only pay for repatriation expenses to employees that are actually being repatriated back to their place of hire upon retirement, early separation, being declared redundant, expiry\u002Ftermination of employment of contract or the surviving dependents upon an employee's death in line with the provisions of the Employment Code Act No.3 of 2019. This change shall only apply to unionized- employees that will join the Authority effective 7th April 2020.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>46.0 RESIGNATION\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>46.1\tAn Employee who intends to resign shall give notice of his intention to resign to the Director-General and such notice shall not be less than one calendar month. Where a shorter period of notice has been given the Employee shall forfeit one month's basic salary in lieu of the short notice provided that:\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> The Direului-Geneial may permit an employee to resign without giving notice in writing or at such short notice as he\u002Fshe may determine\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Any period spent on vacation leave shall not without the Director- General’s prior approval form part of the period of notice.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>46.2 The Terminal Benefits shall be as follows:-\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Commutation of leave days\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Employees and Employers contributions towards NPF\u002FNAPSA Staff Pension Scheme shall be refunded plus interest and such refund shall be subject to the current national tax regime or as approved by Parliament.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The Employee’s indebtedness will be recovered from the total sum of (i) plus (ii) or (iii) whichever is applicable.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>47.0 DISCHARGE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>47.1\tAn Employee may be discharged from the Authority's service by giving one month's notice or payment of a month's salary in lieu thereof. In this instance, the Employer shall give reasons to the employee for the termination of the employment in line with Section 5 of the Employment (Amendment) Act, 2015. In addition, such Employee shall be entitled to the following:-\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> TERMINAL BENEFITS\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Commutation of accrued leave days\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Employee’s and Employer’s contributions towards NPF\u002FNAPSA Staff Pension Scheme shall be refunded plus interest and such refund shall be subject to the current national tax regime.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> An Employee's indebtedness will be deducted from the total sum of (a) plus (b) (where applicable).\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>48.0 SUMMARY DISMISSAL\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>48.1\tTERMINAL BENEFITS\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>48.1.1\tThe Terminal Benefits for such Employees shall be as follows:-\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Commutation of accrued leave days\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Employee's and Employer's contributions towards \n    NPF\u002FNAPSA Staff Pension Scheme shall be refunded plus interest and such refund shall be subject to the current national tax regime.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Employee's indebtedness will be deducted from the sum total of (a) plus (b).\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>49.0 MEDICAL DISCHARGE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>49.1\tAn employee may be discharged from the Authority on medical grounds on a recommendation from a duly and recognized Medical Doctor where the employee does not recover from the illness or injury after twelve months from the date of the illness or injury and the employee’s entitlement to sick leave shall cease.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>49.2\tAn employee whose employment is terminated on medical grounds, in addition to any other accrued benefits, shall be entitled to four month’s basic pay for each year served as terminal benefits.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>SECTION V: OTHER CONDITIONS\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>50.0 PROVISION OF TOOLS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>50.1\tThe Authority undertakes to provide tools for use on Authority work by new entrant trade tested Employee and such tools shall remain the property of the Authority.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>51.0 PROTECTIVE WEAR AND UNIFORMS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>51.1\tAn Employee who is required to wear uniforms and protective clothing shall be entitled to the same as defined in Schedule IV of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>52.0 LONG SERVICE AWARD\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>52.1\tAn established Employee shall be entitled to a Long Service Award of two months basic salary grossed up for tax upon completion of a continuous service of fifteen (15) years in Zambia National Provident Fund and\u002For National Pension Scheme Authority in appreciation of the contributions rendered. The revised rate of two months basic salary shall be with effect from 1st January 2019.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>52.2\tAn established Employee shall be entitled to a Long Service Award of two and a half month's basic salary grossed up for tax upon completion of a continuous service of twenty (20) years in Zambia National Provident Fund and\u002For National Pension Scheme Authority in appreciation of the contributions rendered.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>53.0 CERTIFICATE OF SERVICE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>53.1\tAn Employee leaving the service of the Authority shall be entitled to a certificate of service stating:-\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"I\">\n  \u003Cli> Name of employee\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Name of employer\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Date of engagement\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Nature of employment and last position held\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Salary and grade on termination\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Date of termination\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> National Registration Card Number\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> National Pension Scheme Authority’s Account Number\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A statement showing the amount of Statutory Contributions paid by the employer to National Pension Scheme Authority.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Social Security Number\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>54.0 INTEREST OF EMPLOYEE CONFLICTING WITH OFFICIAL DUTIES\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>54.1\tIf an Employee, any relation of an Employee or the spouse of an Employee:-\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>54.1.1\tAcquires or holds any direct or indirect pecuniary interest in any firm or company applying or negotiating for a contract with the Authority and any such contract relates to matters falling within the function of the office in which he\u002Fshe works, or\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>54.1.2\tOwns any immovable property in or has any direct or indirect pecuniary interest in any firm or company and such ownership or interest results in private interest of the Employee coming into or appearing to come into conflict with official duties, the Employee shall forthwith report the facts to the Director-General and shall thereafter comply with lawful directions in connection therewith as the Director- General may from time to time give him\u002Fher.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>  APPENDICES\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch2>SCHEDULE I\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Salary Structure 2020 - TO BE ADVISED\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>  SCHEDULE II:\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>ALLOWANCES PAID WHILE TRAVELLING ON DUTY WITHIN ZAMBIA\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol width=\"259\">\n  \u003Ccol width=\"257\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"259\" align=\"left\">\u003Cstrong>SALARY GRADE\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"257\" align=\"left\">\u003Cstrong>ALLOWANCE (K)\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">NPS 05\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"257\">1,205\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">NPS 06\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"257\">1,190\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">NPS 07\u003C\u002Ftd>\n    \u003Ctd align=\"left\" width=\"257\">1,145\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch2>SCHEDULE III\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>FUNERAL GRANTS\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol width=\"259\">\n  \u003Ccol width=\"257\">\n  \u003Ccol width=\"263\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"315\">\u003C\u002Ftd>\n    \u003Ctd width=\"260\">\u003Cstrong>Funeral Grant\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"278\">\u003Cstrong>Funeral   Services\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"315\">Employee\u003C\u002Ftd>\n    \u003Ctd width=\"260\">K8,000\u003C\u002Ftd>\n    \u003Ctd width=\"278\">K3,000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"315\">Spouse\u002F Biological Child\u003C\u002Ftd>\n    \u003Ctd width=\"260\">K6.500\u003C\u002Ftd>\n    \u003Ctd width=\"278\">K2,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"315\">Bilogical Parents\u003C\u002Ftd>\n    \u003Ctd width=\"260\">K6.000\u003C\u002Ftd>\n    \u003Ctd width=\"278\">K2.000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch2>SCHEDULE IV\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>PROTECTIVE WEAR AND UNIFORMS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>Drivers\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>1\tx 2 Piece suit each financial year\u003Cbr>\n  2\tx Tie per financial year\u003Cbr>\n  3\tx Pairs of shoes per financial year\u003Cbr>\n  4\tx Shirts per financial year\u003Cbr>\n  5\tx Pairs Trousers every financial year\u003Cbr>\n  1 x Work Suit per financial year\u003Cbr>\n  1 x Rain Coat per financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Security Assistants\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>1 x Jersey every financial year\u003Cbr>\n  1 x Neck Tie\u002FScarf every financial year\u003Cbr>\n  2 x Blazers every financial year\u003Cbr>\n  2 x Skirts\u002FTrousers for female\u002Fmale Security Assistants every financial year\u003Cbr>\n  2 x Shirts for female\u002Fmales each financial year\u003Cbr>\n  2 x Pairs black shoes every financial year\u003Cbr>\n  1 x Raincoat every financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Office Assistants - Males\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2 x Pairs Trousers every financial year\u003Cbr>\n  2 x Shirts every financial year\u003Cbr>\n  1 x Jersey every financial year\u003Cbr>\n  2 x Pairs shoes every financial year\u003Cbr>\n  1\tx Neck Tie every financial year\u003Cbr>\n  2\tx Rain coat every financial year\u003Cbr>\n  3\tx Dust Coat every financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Office Assistants - Females\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4\tx Pairs Skirts every financial year\u003Cbr>\n  5\tx Shirts every financial year\u003Cbr>\n  1\tx Jersey every financial year\u003Cbr>\n  2\tx Pairs flat shoes every financial year\u003Cbr>\n  1 x Scarf every financial year\u003Cbr>\n  1 x Raincoat every financial year\u003Cbr>\n  1 x Dust Coat every financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Front Desk - Females (customer facing staff)\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2 x Suits (skirt or dress) per financial year\u003Cbr>\n  2 x shirts every financial year\u003Cbr>\n  2 x Pairs of shoes per financial year\u003Cbr>\n  2 x Scarfs every financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Front Desk - Males (customer facing staff)\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2 x Suits per financial year\u003Cbr>\n  2 x Pairs of shoes per financial year\u003Cbr>2 x Shirts per financial year\u003Cbr>2 x Ties per financial year\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Inspector\u002FProsecutor - Females\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2 x Suits skirt or dress) per financial year\u003Cbr>\n  2 x shirts every financial year\u003Cbr>\n  2 x Pairs of shoes per financial year\u003Cbr>\n  2 x Scarfs every financial year\u003Cbr>\n  2 x Shirts for court every financial year (Prosecutors only)\u003Cbr>\n  1\tx Suit for court every financial year (Prosecutors only)\u003Cbr>\n  1 x Umbrella every financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Inspector\u002FProsecutor - Males\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2 x Suits per financial year\u003Cbr>\n  2 x Pairs of shoes per financial year\u003Cbr>\n  2 x Shirts per financial year\u003Cbr>\n  2 x Ties per financial year\u003Cbr>\n  2 x Shirts for court every financial year (Prosecutors only)\u003Cbr>\n  1\tx Suit for court every financial year (Prosecutors only)\u003Cbr>\n  1\tx Umbrella every financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Maintenance\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2\tx Pairs of safety boots every financial year\u003Cbr>\n  3\tx Work Suit every financial year\u003Cbr>\n  1\tx Rain coat per financial year\u003Cbr>\n  2\tx Jersey every financial year\u003Cbr>\n  3\tx Dust Coat every financial year\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Records Staff\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4\tx Dust Coat every financial year\u003Cbr>\n  5\tx Pairs of safety boots every financial year \u003C\u002Fp>\n\u003Ch2>AGREED POSITIONS FOR THE 2020-21 COLLECTIVE AGREEMENT (SELECTED CLAUSES)\u003C\u002Fh2>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"259\">\n  \u003Ccol width=\"257\">\n  \u003Ccol width=\"263\" span=\"2\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cstrong>Current provision\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">\u003Cstrong>Union s Demands\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">\u003Cstrong>Management’s Counter Proposal\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">\u003Cstrong>Agreed Positions\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd colspan=\"4\">\u003Cp>\u003Cstrong>Salary\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>The item is still under negotiation by the Bargaining Unit.\u003C\u002Fp>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Transport Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>K50 over the weekend\u003C\u002Fp>\n    \u003Cp>KI 50 from 18:00 hours and beyond during the   week\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">\u003Cp>K120 over the weekend\u003C\u002Fp>\n    \u003Cp>K250 from 18:00 hours and beyond during the week\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status   quo\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">\u003Cp>K70 over the   weekend\u003C\u002Fp>\n    \u003Cp>K180 from 18:00   hours and beyond during the week\u003C\u002Fp>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Acting Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>An Employee appointed to act in any position higher than   substantive post for a period of not less than fourteen (14) consecutive   working days shall be entitled to an Acting Allowance equal to 16% of incumbent’s salary\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">20% of incumbent’s salary and should not be prorated *\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status   quo\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status   quo\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Responsibility Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>An Employee appointed to perform duties of another Officer in the same grade for a period of fourteen (14)   working days or more shall be entitled to a Responsibility Allowance of equal   to 11% of incumbent’s salary\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">18% of incumbent’s salary\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status   quo\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status   quo\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Out of Pocket\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>An employee will be entitled to an Out of Pocket Allowance per   night in the following instances:\u003C\u002Fp>\n    \u003Cul>\n      \u003Cli> On training on residential basis (participants accommodated)   within and outside station.\u003C\u002Fli>\n      \u003Cli>On Authority business and accommodated within or outside station.\u003C\u002Fli>\n    \u003C\u002Ful>\n    \u003Cp>NPS 05 - K330 \u003Cbr>\n      NPS 06 - K315 \u003Cbr>NPS 07 - K306\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">NPS 05 - K500\u003Cbr>\n      NPS 06 - K485\u003Cbr>\n    NPS 07 - K470\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status   quo\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">NPS 05 - K390\u003Cbr>NPS 06 - K375\u003Cbr>\n    NPS 07- K360\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Kilometer Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>Where an Employee is granted permission to use his or her personal   vehicle and is required to perform Authority duties outside the twenty five   (25) kilometer radius from duty station an allowance at the rate of cost of fuel per litre per kilometer and vehicle   maintenance allowance of Six Hundred Kwacha (K600) per   month\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K1,000   per month\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K700   per month\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K700   per month\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Upset Allowance\u003C\u002Fstrong>\u003C\u002Fp>      \n    \u003Cp>Where an Employee is transferred by the   Authority from one station to another in accordance with Article 9 of this   Agreement the Employee shall be entitled to an upset allowance of Kwacha Fourteen Thousand (K14,000) across   the board which will be grossed up for tax ........ \u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K20,000\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K15,000\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K16,000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Lunch Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>Kwacha One Hundred and Seventy (K170)\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K250\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status   quo\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">K180\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cp>\u003Cstrong>Provision of House Loans\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>The Authority will make arrangements outside the Bargaining Unit to discuss and agree how the Loan Scheme   is to be operationalized\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">The   Authority will make arrangements WITHIN the Bargaining Unit to discuss and   agree how the Loan Scheme is to be operationalized\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">\u003Cp>Status   quo\u003C\u002Fp>\n    \u003Cp>(xi) Maternity   shall apply with full pay in the absence of provision of maternity benefits   under a written law. Where an employee is entitled to claim maternity   benefits from a third party scheme the employer shall claim reimbursement as   prescribed in the Employment Code Act or any other relevant law.\u003C\u002Fp>\n    \u003Cp>\u003Cstrong>Nursing \u002F Breast Feeding Breaks - Section 45\u003C\u002Fstrong>\u003C\u002Fp>\n    \u003Cp>A breast-feeding female employee will be given breast­feeding time   from 11:00 hours to 12:45 hours every working day if required and the   duration of this breast-feeding arrangement shall not exceed six months after   delivery of the child.\u003C\u002Fp>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">In   line with the Employment Code Act No.3 of 2019\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cstrong>Protective Wear and Uniforms\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">An Employee who   is required to wear uniforms and protective clothing shall be entitled to the   same as defined in Schedule IV of   this Agreement\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Clause to be   amended to replace uniforms with branded corporate attire\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status quo\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"25%\">\u003Cstrong>Christmas Bonus\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">NEW CLAUSE An amount of K5,000 net to be paid across the board for all   Unionised Employees\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Maintain status   quo for consideration at Management’s discretion\u003C\u002Ftd>\n    \u003Ctd width=\"25%\">Status quo\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch2>SCHEDULE I\u003Cbr>\n\u003C\u002Fh2>\n\u003Ch3>FUNERAL GRANTS\u003C\u002Fh3>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\" width=\"100%\">\n  \u003Ccolgroup>\u003Ccol width=\"259\">\n  \u003Ccol width=\"257\">\n  \u003Ccol width=\"263\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"779\" colspan=\"3\" align=\"center\">\u003Cstrong>CURRENT PROVISION\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">\u003C\u002Ftd>\n    \u003Ctd width=\"257\">\u003Cstrong>Funeral Grant\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"263\">\u003Cstrong>Funeral   Services\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Employee\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K5,500\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Spouse\u002FBiological Child\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K4.800\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2.000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Biological Parents\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K4,500\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2.000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"779\" colspan=\"3\" align=\"center\">\u003Cstrong>UNION’S DEMAND\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Employee\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K10.000\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K4.000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Spouse\u002FBiological Child\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K8,000\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K3,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Biological Parents\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K6,000\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K3,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"779\" colspan=\"3\" align=\"center\">\u003Cstrong>MANAGEMENT’S COUNTER PROPOSAL\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Employee\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K6,500\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2.500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Spouse\u002FBiological Child\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K5,800\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2.000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Biological Parents\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K5,500\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2,000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"779\" colspan=\"3\" align=\"center\">\u003Cstrong>AGREED POSITION\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Employee\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K8.000\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K3,000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Spouse\u002FBiological Child\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K6.500\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2.500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"259\">Biological Parents\u003C\u002Ftd>\n    \u003Ctd width=\"257\">K6.000\u003C\u002Ftd>\n    \u003Ctd width=\"263\">K2,000\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\n\n",{"JOBTITLE_trigger":44,"TRAINING_trigger":48,"trainingprogrammes":52,"SOCSEC_trigger":56,"pensionfund":60,"disabilityfund":62,"contracttrial":66,"contracttrialperiod":70,"contractseverancepay":74,"contractseverancepay1":78,"maxsicknesspay":80,"maxsicknesspayperc":84,"maxsicknesspaytype":88,"sicknessmaxdaysnr":91,"disabilitypay":93,"healthcareaccess":97,"healthcareaccessrelatives":101,"healthinsurance":105,"healthinsurancerelatives":107,"healthandsafetypolicy":110,"protectiveclothing":114,"hivpolicy":118,"funeralpay":122,"WORKFAM_trigger":126,"paidmaternityleave":130,"paidmaternityleaveduration":134,"paidmaternityleavepay":138,"paidmaternityleavepayperc":140,"jobsecuritymothers":142,"maternitydiscrimination":146,"pregnancy":150,"paidpaternityleave":154,"childcare":158,"childcareleave":162,"nursingmothers":166,"maternity_nursing_breaks_duration":170,"maternity_nursing_breaks_length":172,"breastfeeding_workingtime":176,"GENEQ_trigger":178,"discrimination":180,"eqpromotion":182,"eqtraining":184,"hourspday":186,"hourspweek":190,"dayspweek":192,"holidaysdays":194,"schedulesrestpw":198,"TRADEUNLEAV_trigger":200,"WAGES_trigger":204,"WAGES_determined":208,"STRUCINCR_trigger":212,"NOCTPREM_trigger":216,"ANNLEAVE_trigger":220,"OVERTIME_trigger":224,"overtimeallowancetype_general":226,"overtimeallowancetype":228},{"bindId":45,"name":46,"text":47},"JOBTITLE_trigger","7.1 Grades and salary scales shall be de","7.1\tGrades and salary scales shall be determined by the Authority. It shall be competent for the Director-General to appoint an Employee to a particular grade and to determine salary in that grade.",{"bindId":49,"name":50,"text":51},"TRAINING_trigger","32.1.1 for the purpose of preparing and ","32.1.1\tfor the purpose of preparing and sitting as a candidate for an approved examination, an employee may be granted a maximum period of Ten (10) working days.",{"bindId":53,"name":54,"text":55},"trainingprogrammes"," On training on residential basis (parti","\n  \n\n   On training on residential basis (participants accommodated) within and outside station.",{"bindId":57,"name":58,"text":59},"SOCSEC_trigger","12.0 STAFF PENSION SCHEME 12.1 An establ","12.0 STAFF PENSION SCHEME\n  \n12.1\tAn established Employee shall be eligible for membership of the National Pension Scheme Authority Staff Pension Scheme which shall provide benefits as specified in the Pension Rules amended from time to time and obtainable from the Human Resources Department.",{"bindId":61,"name":58,"text":59},"pensionfund",{"bindId":63,"name":64,"text":65},"disabilityfund","13.0 STAFF GROUP LIFE ASSURANCE SCHEME 1","13.0 STAFF GROUP LIFE ASSURANCE SCHEME\n  \n13.1\tAn Employee serving the Authority whether on established or contract terms shall be eligible for the Group Life Assurance Scheme of the Authority which shall provide a lump sum benefit equal to three and half (3.5) times of one’s annual salary subject to the limits provided in the Insurance policy cover.\n  \n13.2\tWhere the deceased Employee has left no Will, the lump sum benefit shall be distributed in accordance with the Intestate Succession Act.\n  \n13.3\tThe regulations governing the Scheme will be maintained by the Human Resources Department and can be obtained on demand.",{"bindId":67,"name":68,"text":69},"contracttrial","5.3 On first appointment, an Employee sh","5.3\tOn first appointment, an Employee shall be appointed on probation unless the Authority expressly appoints him or her as an Established Employee or on a contract of service for a determined period.\n  \n5.4\tThe probationary period of an Employee shall be three (3) months on both first appointment and on promotion, for the purpose of determining that employee’s suitability for appointment. However, the probation period may be extended for a further period not exceeding three months depending on performance assessment for confirmation purpose.",{"bindId":71,"name":72,"text":73},"contracttrialperiod","5.4 The probationary period of an Employ","5.4\tThe probationary period of an Employee shall be three (3) months on both first appointment and on promotion, for the purpose of determining that employee’s suitability for appointment. However, the probation period may be extended for a further period not exceeding three months depending on performance assessment for confirmation purpose.",{"bindId":75,"name":76,"text":77},"contractseverancepay"," The Authority shall pay four and half ("," The Authority shall pay four and half (4.5) months basic salary for each year served in Zambia National Provident Fund and\u002For National Pension Scheme Authority to an Employee declared redundant.",{"bindId":79,"name":76,"text":77},"contractseverancepay1",{"bindId":81,"name":82,"text":83},"maxsicknesspay","29.1 An Employee may be granted sick lea","29.1\tAn Employee may be granted sick leave as follows:-\n  \n\n   A maximum period of three months on full pay and three months on half pay during the first year of service.\n  \n   In the subsequent years of service, a maximum period of six months on full pay and six months on half pay and thereafter a registered Medical Board of Inquiry will determine the Employee’s suitability for continued employment.\n  \n   Provided the illness or injury is not attributed to own negligence or misconduct of the Employee and that such payments which may be made shall not be less than an amount equal to any compensation from any source for the loss of pay due to or received by the Employee as a result of the illness or injury.",{"bindId":85,"name":86,"text":87},"maxsicknesspayperc"," In the subsequent years of service, a m"," In the subsequent years of service, a maximum period of six months on full pay and six months on half pay and thereafter a registered Medical Board of Inquiry will determine the Employee’s suitability for continued employment.",{"bindId":89,"name":82,"text":90},"maxsicknesspaytype","29.1\tAn Employee may be granted sick leave as follows:-",{"bindId":92,"name":86,"text":87},"sicknessmaxdaysnr",{"bindId":94,"name":95,"text":96},"disabilitypay"," A maximum period of three months on ful"," A maximum period of three months on full pay and three months on half pay during the first year of service.\n  \n   In the subsequent years of service, a maximum period of six months on full pay and six months on half pay and thereafter a registered Medical Board of Inquiry will determine the Employee’s suitability for continued employment.\n  \n   Provided the illness or injury is not attributed to own negligence or misconduct of the Employee and that such payments which may be made shall not be less than an amount equal to any compensation from any source for the loss of pay due to or received by the Employee as a result of the illness or injury.",{"bindId":98,"name":99,"text":100},"healthcareaccess","16.3 The premiums will be based on a cos","16.3\tThe premiums will be based on a cost-sharing basis whereby the Authority shall pay eighty percent (80%) and employees twenty percent (20%). Recoveries of the premiums will be made from the employee’s monthly basic salary which will be remitted to the provider at agreed intervals as per contract.",{"bindId":102,"name":103,"text":104},"healthcareaccessrelatives","16.0 MEDICAL ALLOWANCE 16.1 The Authorit","16.0 MEDICAL ALLOWANCE\n  \n16.1\tThe Authority shall maintain a contributory Medical Scheme to be premised on health insurance principles and will be managed by an external Health Insurance service provider.\n  \n16.2\tThe Medical Scheme will be managed by a Health Insurance provider whose contract will be subject to tender.\n  \n16.3\tThe premiums will be based on a cost-sharing basis whereby the Authority shall pay eighty percent (80%) and employees twenty percent (20%). Recoveries of the premiums will be made from the employee’s monthly basic salary which will be remitted to the provider at agreed intervals as per contract.",{"bindId":106,"name":99,"text":100},"healthinsurance",{"bindId":108,"name":103,"text":109},"healthinsurancerelatives","16.0 MEDICAL ALLOWANCE\n  \n16.1\tThe Authority shall maintain a contributory Medical Scheme to be premised on health insurance principles and will be managed by an external Health Insurance service provider.\n  \n16.2\tThe Medical Scheme will be managed by a Health Insurance provider whose contract will be subject to tender.\n  \n16.3\tThe premiums will be based on a cost-sharing basis whereby the Authority shall pay eighty percent (80%) and employees twenty percent (20%). Recoveries of the premiums will be made from the employee’s monthly basic salary which will be remitted to the provider at agreed intervals as per contract.\n  \n16.4\tThe scheme rules shall be enforced by the Human Resources Department.\n  \n16.5\tEmployees who exhaust their entitlements before the end of the year have to make their own arrangements to pay for the medical bills that they may incur.\n  \n16.6\tThu Cust Sharing iri relation to premiums will be revised on the basis of what the Medical Scheme provider will advise.",{"bindId":111,"name":112,"text":113},"healthandsafetypolicy","29.3 Where the incapacity or injury aris","29.3\tWhere the incapacity or injury arises from an occupational related accident or diseases provided for under the Workers Compensation Act, 2019 the provisions of Workers Compensation Act will apply.",{"bindId":115,"name":116,"text":117},"protectiveclothing","50.0 PROVISION OF TOOLS 50.1 The Authori","50.0 PROVISION OF TOOLS\n  \n50.1\tThe Authority undertakes to provide tools for use on Authority work by new entrant trade tested Employee and such tools shall remain the property of the Authority.\n  \n51.0 PROTECTIVE WEAR AND UNIFORMS\n  \n51.1\tAn Employee who is required to wear uniforms and protective clothing shall be entitled to the same as defined in Schedule IV of this Agreement.",{"bindId":119,"name":120,"text":121},"hivpolicy","5.10 An Employee shall not be appointed ","5.10\tAn Employee shall not be appointed or confirmed as an established Employee unless he\u002Fshe has been examined and declared fit by a medical practitioner who is registered with the Medical Council of Zambia. The cost of such an examination will be borne or reimbursed by the Authority.",{"bindId":123,"name":124,"text":125},"funeralpay","41.0 FUNERAL GRANTS 41.1 The Authority s","41.0 FUNERAL GRANTS\n\n41.1\tThe Authority shall continue to pay for the funeral expenses of a deceased member of staff, his\u002Fher spouse, biological children, and biological father\u002Fmother as stipulated in Schedule III until a Funeral Insurance Scheme is established.",{"bindId":127,"name":128,"text":129},"WORKFAM_trigger","MATERNITY LEAVE 33.1 A confirmed Female ","MATERNITY LEAVE\n\n33.1\tA confirmed Female Employee on completion of two (2) years continuous service regardless of her marital status shall be granted paid maternity leave for a period of four calendar months. The maternity leave may be taken before the estimated date of delivery as long as atleast 6 weeks should be taken after delivery or opt to take the entire four months after delivery. Any additional leave taken by the employee shall count against her annual\u002Flocal leave.\n\n33.2\tA female employee shall give notice in writing, as may be reasonable in the circumstances, regarding her intention to proceed on maternity leave on a specified date and to return to work thereafter.\n\n33.3\tIn the case of a multiple birth, maternity leave shall be extended by four (4) weeks.\n\n33.4\tIn the event of premature birth, the female employee shall be entitled to extension of maternity leave for a period that shall be recommended by the Medical Officer.\n\n33.5\tIn the event of a miscarriage during the third trimester (7 to 9 months of the gestation period) of pregnancy or still born child, the female employee shall be entitled to six weeks leave on full pay immediately after the miscarriage or still birth; the miscarriage or still birth shall be duly certified by a Medical Officer.\n\n33.6\tA Female Employee shall qualify for paid maternity leave only at the interval of two years effective the start date for the previous paid maternity leave application.\n\n33.7\tA female employee who remains in continuous service for a period of twelve months and suffers a miscarriage during the third trimester (7 to 9 months of the gestation period) of pregnancy or bears a still born child is entitled to six weeks leave on full pay immediately after the miscarriage or still birth, except that the miscarriage or still birth shall be duly certified by a Medical Officer.\n\n33.8\tUpon expiry of a female employee’s maternity leave, the employee shall return to the job which the employee held immediately before the maternity leave or to a reasonably suitable job on terms and conditions not less favourable than those which applied to the employee before the maternity leave.\n\n33.9\tA Female Employee who becomes temporarily incapable of performing her official duties on the grounds of her pregnancy shall be entitled to sick leave in accordance with the provisions of this Agreement.\n\n33.10\tMaternity leave shall apply with full pay in the absence of provision of maternity benefits under a written law.\n\n33.11 Where an employee is entitled to claim maternity benefits from a third party scheme, the Employer shall claim reimbursement as prescribed in the Employment Code Act No. 3 of 2019 or any relevant law as applicable.",{"bindId":131,"name":132,"text":133},"paidmaternityleave","33.10 Maternity leave shall apply with f","33.10\tMaternity leave shall apply with full pay in the absence of provision of maternity benefits under a written law.",{"bindId":135,"name":136,"text":137},"paidmaternityleaveduration","33.1 A confirmed Female Employee on comp","33.1\tA confirmed Female Employee on completion of two (2) years continuous service regardless of her marital status shall be granted paid maternity leave for a period of four calendar months. The maternity leave may be taken before the estimated date of delivery as long as atleast 6 weeks should be taken after delivery or opt to take the entire four months after delivery. Any additional leave taken by the employee shall count against her annual\u002Flocal leave.",{"bindId":139,"name":132,"text":133},"paidmaternityleavepay",{"bindId":141,"name":132,"text":133},"paidmaternityleavepayperc",{"bindId":143,"name":144,"text":145},"jobsecuritymothers","33.8 Upon expiry of a female employee’s ","33.8\tUpon expiry of a female employee’s maternity leave, the employee shall return to the job which the employee held immediately before the maternity leave or to a reasonably suitable job on terms and conditions not less favourable than those which applied to the employee before the maternity leave.",{"bindId":147,"name":148,"text":149},"maternitydiscrimination","4.0 EQUAL OPPORTUNITY EMPLOYMENT POLICY ","4.0 EQUAL OPPORTUNITY EMPLOYMENT POLICY\n  \n4.1\tThe Authority is an equal opportunity employer. By this, it means that the Authority does not discriminate in the employment, development and advancement of any Zambian national on the basis of colour, nationality, tribe or place of origin, language, race, social origin, religion, belief, conscience political or other opinion, sex, gender, pregnancy, marital status, ethnicity, family responsibility, disability, status, health, culture or economic grounds",{"bindId":151,"name":152,"text":153},"pregnancy","NURSING\u002FBREASTFEEDING BREAKS 35.1 Breast","NURSING\u002FBREASTFEEDING BREAKS\n\n35.1\tBreast-feeding mothers will be given 1 hour 45 minutes, that is, from 11.00 hours to 12.45 hours every working day if required.",{"bindId":155,"name":156,"text":157},"paidpaternityleave","36.0 PATERNITY LEAVE 36.1 A male employe","36.0 PATERNITY LEAVE\n\n36.1\tA male employee regardless of his marital status shall be granted paid paternity leave on the birth of his child\u002Ftwins or more at any one occasion in line with the provisions of the Employment Code Act No.3 of 2019. Any additional leave taken by the employee shall count against his vacation leave.\n\n36.2\tThis paternity leave must be taken within a week of the birth or it shall be forfeited. Evidence of record of birth and parentage must be produced prior to proceeding on paternity leave.\n\n36.3\tAn employee shall qualify for paid paternity leave upon being in continuous service of twelve months immediately preceding the beginning of paternity leave.",{"bindId":159,"name":160,"text":161},"childcare","31.0 FAMILY RESPONSIBILITY LEAVE 31.1 An","31.0 FAMILY RESPONSIBILITY LEAVE\n\n31.1\tAn Employee who has worked for a period of six months or more may be granted paid family responsibility leave often (10) working days for the purpose of nursing a sick spouse, child or parent on production of documentary or other proper evidence from a Medical Officer certifying that the spouse, child, parent is sick and requires special attention.",{"bindId":163,"name":164,"text":165},"childcareleave","31.1 An Employee who has worked for a pe","31.1\tAn Employee who has worked for a period of six months or more may be granted paid family responsibility leave often (10) working days for the purpose of nursing a sick spouse, child or parent on production of documentary or other proper evidence from a Medical Officer certifying that the spouse, child, parent is sick and requires special attention.\n\n31.2\tAn Employee may further be granted paid family responsibility leave of five (5) working days for the purpose of nursing a sick brother, sister or registered dependant on production of documentary or other proper evidence from a Medical Officer certifying that the dependant is sick and requires special attention.\n\n31.3\tAn employee shall be entitled to three paid leave days per year to cover responsibilities related to the care, health or education forthat employee’s child, spouse or dependant subject to producing documentary evidence.",{"bindId":167,"name":168,"text":169},"nursingmothers","35.0 NURSING\u002FBREASTFEEDING BREAKS 35.1 B","35.0 NURSING\u002FBREASTFEEDING BREAKS\n\n35.1\tBreast-feeding mothers will be given 1 hour 45 minutes, that is, from 11.00 hours to 12.45 hours every working day if required.",{"bindId":171,"name":152,"text":153},"maternity_nursing_breaks_duration",{"bindId":173,"name":174,"text":175},"maternity_nursing_breaks_length","35.2 The nursing\u002Fbreastfeeding break spe","35.2\tThe nursing\u002Fbreastfeeding break specified above shall be for a period of six months from the date of delivery and not to be deducted from the number of paid hours of work of that female employee.",{"bindId":177,"name":174,"text":175},"breastfeeding_workingtime",{"bindId":179,"name":148,"text":149},"GENEQ_trigger",{"bindId":181,"name":148,"text":149},"discrimination",{"bindId":183,"name":148,"text":149},"eqpromotion",{"bindId":185,"name":148,"text":149},"eqtraining",{"bindId":187,"name":188,"text":189},"hourspday","8.0 HOURS OF WORK AND OVERTIME 8.1 The b","8.0 HOURS OF WORK AND OVERTIME\n  \n8.1\tThe basic working hours shall be eight hours per day per five-day week or forty hours per five-day week. This is notwithstanding the possibility of flexibalisation on need basis as provided for in the Employment Code Act No.3 of 2019",{"bindId":191,"name":188,"text":189},"hourspweek",{"bindId":193,"name":188,"text":189},"dayspweek",{"bindId":195,"name":196,"text":197},"holidaysdays","27.2 Employees in grades NPS 05, NPS06 a","27.2\tEmployees in grades NPS 05, NPS06 and NPS07 shall be entitled to three (3) leave days for each completed month of unbroken service.",{"bindId":199,"name":188,"text":189},"schedulesrestpw",{"bindId":201,"name":202,"text":203},"TRADEUNLEAV_trigger","32.1.3 for the purpose of attending to a","32.1.3\tfor the purpose of attending to authorised Union duties.",{"bindId":205,"name":206,"text":207},"WAGES_trigger","7.0 SALARY 7.1 Grades and salary scales ","7.0 SALARY\n  \n7.1\tGrades and salary scales shall be determined by the Authority. It shall be competent for the Director-General to appoint an Employee to a particular grade and to determine salary in that grade.",{"bindId":209,"name":210,"text":211},"WAGES_determined"," 7.2 On the expiry of the existing Colle","\n  \n7.2\tOn the expiry of the existing Collective Agreement and the commencement of a new one, salary awards shall be determined by the Bargaining Unit.",{"bindId":213,"name":214,"text":215},"STRUCINCR_trigger","7.3 The parties have agreed to effect a ","7.3\tThe parties have agreed to effect a salary increase which also takes into account the merger to the previous basic salary of Housing Allowance as shown in Schedule 1 of this Agreement. From now going forward the separate payment of Housing Allowance has ceased.",{"bindId":217,"name":218,"text":219},"NOCTPREM_trigger","8.2 Except in special circumstances and ","8.2\tExcept in special circumstances and subject to prior approval by the Supervisor or any designated Superior, the Authority shall pay an employee who works in excess of the Authority’s prescribed hours of work overtime pay in line with the provisions of the Employment Code Act No.3 of 2019.",{"bindId":221,"name":222,"text":223},"ANNLEAVE_trigger","22.0 LEAVE AND HOLIDAY ALLOWANCE 22.1 Th","22.0 LEAVE AND HOLIDAY ALLOWANCE\n  \n22.1\tThe Authority shall pay a Holiday and Leave Allowance of 17% of annual basic salary and 15 working days shall be the minimum leave entitlement to qualify for payment of leave allowance regardless of whether travelling out of station or not. This shall however not apply to Employees who are proceeding on maternity leave.\n  \n22.2\tIn the case of new entrants, annual leave will only apply after an employee has served for a minimum period of twelve (12) months. Employees are however entitled to other forms of leave as provided for in the law and their conditions of service.",{"bindId":225,"name":188,"text":189},"OVERTIME_trigger",{"bindId":227,"name":218,"text":219},"overtimeallowancetype_general",{"bindId":229,"name":218,"text":219},"overtimeallowancetype","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE AGREEMENT BETWEEN NATIONAL PENSION SCHEME AUTHORITY AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS JANUARY 2020 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2020-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-12-31\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: → Financial services, banking, insurance\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                        \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: → Yes\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            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 360 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → Yes\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW \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: → 17.38 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\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: → 13 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → The CBA explicitly refers to the law days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → Insufficient data days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Yes\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Yes\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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: → 36.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \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: → Yes\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2020-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → No\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 17.0 % 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            \n\n            \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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[235],{"title":37,"slug":33},[237],{"type":238,"data":239},"call_to_action_body_block",{"title":240,"description":241,"variant":242,"link":243},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":240,"url":244,"description":240,"rel":245,"type":246},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[248],{"type":238,"data":249},{"title":240,"description":241,"variant":242,"link":250},{"title":240,"url":244,"description":240,"rel":245,"type":246},[]]