[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers-2020-2021":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":173,"content_type_view":174,"extra_breadcrumbs":175,"body":177,"body_blocks":188,"related_pages":192},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":171,"translations":172},{"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-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers-2020-2021","5433675e-7e6f-11f0-a507-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers-2020-2021\u002Fcollective-agreement-between-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers-2020-2021\u002F","COLLECTIVE AGREEMENT BETWEEN PENSIONS AND INSURANCE AUTHORITY AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 2020 - 2021","COLLECTIVE AGREEMENT BETWEEN PENSIONS AND INSURANCE AUTHORITY AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 2020 - 2021 - 2020","Zambia - COLLECTIVE AGREEMENT BETWEEN PENSIONS AND INSURANCE AUTHORITY AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 2020 - 2021 - 2020","COLLECTIVE AGREEMENT BETWEEN PENSIONS AND INSURANCE AUTHORITY AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 2020 - 2021 - 2020 - Financial services, banking, insurance",{"name":41,"data":42},"PIA 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 PENSIONS AND INSURANCE AUTHORITY AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fh1>\n\u003Cp>\u003Cstrong>2020 - 2021\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ch3>1.0 INTRODUCTION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This collective agreement is made on the\t................................. between\tthe  Pensions and Insurance Authority (PIA) a body corporate established by the Pensions Scheme Regulation Act No 28 of 1996 (as amended by Act No. 27 of 2005) and the Zambia Union of Financial Institutions and Allied Workers (ZUFIAW), having met in free association to negotiate the salaries\u002Fwages and conditions and service for eligible employees as determined by the recognition agreement of 23rd February 2004. It is mutually agreed that this collective Agreement will run from 1st January 2020 to 31 December 2021.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>2.0 ELIGIBILITY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>This Collective Agreement and any amendments which may be made thereafter from time to time, is applicable to the unionised staff of the Pensions and Insurance Authority.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>3.0 INTERPRETATIONS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>In this agreement, unless the context otherwise requires, the singular shall include the plural and the masculine the feminine and the following words and expressions shall have the following meanings:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Authority’: means The Pensions and Insurance Authority\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Basic salary” means the standard rate of pay before additional payments such as allowances and bonuses for a period not exceeding one month.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Child” means offspring, legally adopted child or stepchild under the age of 21 years or if over 21 years, undergoing education at a recognised institution but subject to age limit of 25;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Contract of employment” means an agreement establishing an employment relationship between an employer and an employee, whether express or implied, and if express, whether oral or in writing.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Eligible employee” means unionized employee of the Pensions and Insurance Authority.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Employe” means a person who in return for wages (salary) or commission, enters into a contract of employment with the Authority in accordance with the \n  Employment Code. The term employee may in some cases be substituted with 'staff’ or ‘worker’.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Employment Code. The Employment Code Act No.3 of 2019 enacted into law on 12th April 2019\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>‘Employer’ means a person in authority who in return for service enters into a contract of employment in accordance with the Employment Code or as stated in the Industrial and Labour Relations Act.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Full pay” means basic pay, allowances and the cash equivalent of any allowances in kind applicable for a period not exceeding one month, but does not include payments in respect of any bonus.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Gratuity” means a payment made to an employee in respect of a person’s service on the expiry of a long-term contract of employment based on basic pay earnings that have accrued to the employee during the term of service. However, gratuity shall not apply to contracts under the permanent and pensionable terms of employment.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Immediate family” means a spouse, child, parent, guardian, sibling, grandchild, grandparent or dependent of an employee.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Leave year” means calendar year;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Long-term contract” means a contract of service for;\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> a period exceeding twelve months, renewable for a further term or\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> the performance of a specific task or project to be undertaken over a specified period of time, and whose termination is fixed in advance by both parties.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Management” means management of the Pensions and Insurance Authority and\u002F as stated in Industrial and Labour Relations Act.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>“Part-time” means employment under a contract of employment that stipulates fewer working hours per week than those stipulated for full-time by an employer;\u003C\u002Fp>\n\u003Cp>“Short-term” means a period not exceeding twelve months.\u003C\u002Fp>\n\u003Cp>  “Temporary employment” means employment under a contract of employment where a person is engaged to do relief work in the absence of a substantive employee\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>“Union” means the Zambia Union of Financial Institutions and Allied Workers\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>4.0 APPOINTMENTS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>4.1\tAll appointments shall be made by the Registrar or any officer of the Authority duly exercising the authority of the Registrar.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.2\tEmployment shall be deemed to have commenced on the date the employee first reports for duty and is in receipt of a letter of appointment signed by an authorised officer of the Authority.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>5.0 PROBATION\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">5.1\tAn employee may be employed for a probationary period of not exceeding three months for the purpose of determining their suitability for appointment. An 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. Where necessary, the probationary period may be extended for a period not exceeding three months.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>5.2\tWhere, during the probation period, 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>5.3\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.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.4\tAn employee who is re-employed by the same employer for the same job within a period of two years from the date of termination\tof contract of employment with that employer shall not be subject to probation, where the  termination was not performance related.\t\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>  6.0 MANAGEMENT AND EMPLOYEE RESPONSIBILITIES \u003C\u002Fh3>\n\u003Cp>  6.1\tThe Authority has the sole responsibility to conduct its business and manage A its operations in such a manner, as it shall see fit. Accordingly, the Authority shall have the right at its sole discretion to: \u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Set policy, manage its business, conduct operations, which shall include determining working days and shift patterns, time, methods and manner of work, allocation of work and number of employees required in any division or department;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Determine that work is done in accordance with operational requirements, to establish the methods, speed and quality of work to be performed;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> To control and regulate the use of all equipment and property of the Authority;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> To ensure discipline and effect disciplinary measures within the PIA disciplinary code.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>6.2\tThe employee shall at all times;\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Perform conscientiously and to the best of his\u002Fher ability, any work that the Authority may require him\u002Fher to perform;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Attend work as scheduled\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Obey and comply with all lawful orders given by the Authority;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Observe all the rules, regulations and arrangements of the Authority in force for the management of the Authority’s property or for the maintenances of health, safety and welfare and good conduct of the employees\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>7.0 MEDICAL CERTIFICATE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>A prospective employee shall be required to submit a medical certificate in line with the Employment Code. This certificate shall be submitted to Human Resource before or on the day of engagement\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>8.0 HOURS OF WORK\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>8.1\tWorking hours of the Authority are: -\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>08:00 hours -13:00 Hours-Morning \u003Cbr>13:00 hours-14:00 Hours-Lunch break \u003Cbr>14:00 hours-17:00 Hours-Afternoon\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">8.2\tWorking days shall be Monday to Friday excluding holidays.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>8.3\tAny hours beyond this shall constitute overtime for all unionised employees. \u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Ch3>9.0 OVERTIME\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>Employees requested to work beyond working hours will be entitled to overtime calculated as follows:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>9.1\tNormal working day\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hourly rate X 1.5\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>9.2\tPublic holidays, Saturdays and Sundays\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Hourly rate X 2\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>10.0 BASIC SALARY\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>The Authority hereby agrees with the Union to award all unionised workers a salary increase of 5% effective 1st January, 2020.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>The Authority pays salaries monthly in arrears. The official payday is 25th of every month, or the last working day if the 25th is a public holiday, a Saturday or a Sunday\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>11.0 ALLOWANCES\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003Cstrong>11.1\tHousing Allowance\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>The Authority shall pay a Housing Allowance of 10% of basic salary per Month effective 1st January 2020.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>11.2\tActing Allowance\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Employee appointed to act in a senior position shall be eligible for acting allowance provided;\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> The appointment is in writing and prior approval is obtained from relevant authorities.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The acting period is not less than 10 working days.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Acting allowance shall either be 30% of the employee’s monthly basic pay or the difference between the actual monthly basic pay of \n  the two employees whichever is higher.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>11.3\tResponsibility Allowance\t\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Employee given additional responsibilities shall be eligible for responsibility allowance provided that; \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli>  \tThe allocation of additional responsibilities is in writing and prior approval is obtained from relevant authorities.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The period is of not less than 10 working days.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Responsibility allowance shall be 30% of the employee’s monthly basic pay.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>\u003Cstrong>11.4\tTransport Allowance\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> The Authority shall pay transport allowance of K1,500 to all unionised members of staff who are not entitled to fuel allowance.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Management shall ensure that staff asked to work after 18:00 hrs is either provided with a taxi fare or transport.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>11.5\tFuel Allowance\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>The Authority shall pay each unionized employee in grade 4 the equivalent of 150 litres net of tax - fuel allowance per month.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>11.6\tKilometre Allowance\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Where an employee is granted to use his or her personal vehicle for official duties outside a total radius of 25 kilometres, the Authority shall pay the following to cover fuel and vehicle maintenance;\u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> 4x4 vehicles\u003Cbr>\n    Fuel Cost = Distance x fuel price x 1,1 x 2 \u002F \n    5\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Saloon Cars\u003Cbr>\n    Fuel Cost = Distance x fuel price x 1.1 x 2 \u002F 10\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Where:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>10 = the average fuel consumption of saloon\u002Festate vehicles per kilometre\u003Cbr>\n  5 = the average fuel consumption of four-wheel drive vehicles per kilomrtre\u003Cbr>\n  2 =\n  Return distance covered\u003Cbr>\n  1.1\t= The cost of fuel plus 10 for contingency\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cstrong>11.7 Lunch Allowance\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>A lunch allowance of K100 shall be paid to: \u003Cbr>\n  \u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> An employee who is required to be away from the duty station on official business\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> An employee who works over lunch time\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Lunch allowance will however not be given without prior approval. At the same time the supervisor shall provide the work in advance\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>11.8\tAirtime\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>A provision for airtime is granted at the following rates:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Grade 4 at K200\u003Cbr>\n  Grade 5 at K180\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>11.9\tTravel On Duty Allowance (Subsistence Allowance)\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>11.9.1\tWhere employee opts to make own lodging arrangements whilst on local travel, the Authority shall pay such an employee the following rates as subsistence allowance: \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli>Graded 4 & 5 - K1,100\u003C\u002Fli>\n  \u003Cli>Grades 6-10 - K1,000\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>11.9.2\tIn case where the Authority pays for the cost of boarding and lodging at a hotel or \u003C\u002Fp>\n\u003Cp>rest house for employees travelling on local authorised tours, such employee shall be entitled to an out of pocket allowance at the following rates:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Grades 4 & 5 - K250\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Grades 6-10 - K200\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The provisions of 11.9.2 above shall cover, but will not be limited to employees attending Union duties (functions), seminars, workshops and business functions.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>11.10 Foreign Travel Allowance\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Authority shall pay the prevailing Government rates to an employee \n  travelling abroad on duty.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>However, where an employee in exceptional circumstances is required to \n  incur expenditure greater than the entitlement, the employee shall seek re-imbursement of extra expenditure incurred provided that there is prior approval and if unattainable such expense should be supported by receipts and a full explanation of circumstances which gave rise to the claim. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>11.11 Repatriation Allowance\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Repatriation Allowance shall be considered based on the Employment Code and any other prevailing Law.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>12.0 CONTRACT GRATUITY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Employees shall qualify for contract gratuity on satisfactory completion of 3 years of service at the rate of 35% of the Final Salary and shall be payable at the end of the contractual period.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>In the event that employee dies, or service is terminated before expiry of the contract, the Authority shall pay gratuity proportionate to the period served.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>13.0 LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-holidaysdays\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-holidaysdays\">\u003Cp>\u003Cstrong>13.1\tAnnual Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>All employees shall be obliged to take annual leave of not less than twenty-one days in every twelve months. For the purposes of this provision, the period of twelve months shall be the period starting on the date the employee reported back for work from annual leave taken or the date of reporting for work as a new employee whichever may be the case.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Entitlement\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The following leave days shall accrue to employees-\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Grade 4-7 - 34 days per annum\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Grade 8-11 - 30 days per annum\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>Utilization\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The date on which leave may be granted and the period of such leave shall be subject to the convenience of the Authority. The following conditions shall apply:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Approved leave shall be exclusive of Saturdays, Sundays and Public Holidays.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Leave taken shall form part of the service period of an employee.\u003C\u002Fli>\n  \u003Cli>Leave that has accrued to the credit of the employee shall not be considered as a part of the period of service until that leave has been taken\u003C\u002Fli>\n  \u003Cli>Leave accrued will be paid to the employee in the termination of employment or to the employee's estate in the event of death. \u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Employee proceeding on annual leave shall be entitled to a travel allowance equivalent to one-month basic salary or calculated at (Full Pay X number of accrued leave days)\u002F 26 days in line with the Employment Code where the leave travel allowance calculation is less superior.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>\u003Cstrong>13.2\tSick Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Authority shall grant leave to an employee who is unable to execute normal duties due to ill health or injury provided that any absence is covered by a medical certificate from a registered medical or dental practitioner. In case of prolonged absence, an employee on\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Short Term contract shall be:\u003Cbr>\n    \u003Col type=\"i\">\n      \u003Cli> paid full pay for the equivalent of twenty - six working days of the sick leave;\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> and thereafter, half pay for the equivalent of the next twenty-six working days of the sick leave.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\"> Long Term contract shall be: -\u003Cbr>\n    \u003Col type=\"i\">\n      \u003Cli> On full pay for the first 90 days\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> On half pay for a further period of 90 days\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> The Authority may, on recommendation of the medical doctor, discharge an employee on medical grounds where the employee does not recover from the illness or injury after six months of the date of the illness or injury.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> An employee whose employment is terminated on medical grounds under clause (C) is, in addition to any other accrued benefits, entitled to a lump sum of not less than three months’ basic pay for each completed year of service.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>\u003Cstrong>13.3\t\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003Cstrong>Maternity Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Authority shall grant female employees maternity leave upon production of a medical certificate provided:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Employee has completed at least 6 months of continuous\tservice with the Authority or two years has elapsed since her last maternity leave.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\"> Fourteen weeks’ maternity leave to be taken:\u003Cbr>\n    \u003Col type=\"i\">\n      \u003Cli> Immediately preceding the expected date of delivery, except that at least six weeks’ maternity leave shall be taken immidiately after delivery; or after the delivery. \u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The maternity leave shall, in the case of a multiple birth be extended for a further period of four weeks.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> A female employee who gives birth to a premature child is entitled to an extension of the maternity leave fora period that shall be recommended by a medical doctor.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A female employee who remains in continuous employment with the same employer for a period of twelve months and suffers a miscarriage during the third trimester of pregnancy or bears a stillborn 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\u002Fli>\n  \u003Cli> The maternity leave is exclusive of any other leave to which a female employee may otherwise be entitled.\u003Cbr>\n  \u003C\u002Fli>\n  \u003C\u002Fol>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Col type=\"a\">\u003Cli> Breast feeding mothers will be entitled to 2 hours per day for six (6) months after returning from maternity.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Col type=\"a\">\u003Cli>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>\u003Cstrong>13.4\tPaternity Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Authority shall grant male employees 5 continuous working days as paternity leave provided:\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Has completed 6 months of service with the Authority\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> On production of record of birth record signed by a registered medical practitioner\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> the employee is the father of the child\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The leave is taken within seven days of the birth of a child.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>13.5\tCompassionate Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Authority shall grant compassionate seven days’ compassionate leave  under the following circumstances: -\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Death of spouse\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Death of child (including legally adopted children)  \u003C\u002Fli>\n  \u003Cli>Death of other dependants who live\u002Freside with employee \u003C\u002Fli>\n  \u003Cli>Death of biological parents, sister or brother\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>13.6\tStudy Leave\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Study leave shall be granted to an employee who requires time off to prepare for approved examinations. Study courses approved by the \n   Authority, which requires full time attendance not exceeding three months at the institution of learning shall be dealt with by special arrangements as prescribed in the training policy.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Local studies\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Employees undertaking studies v\u002Fill be entitled to leave of 10 days per student per year.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>13.7\tUnpaid Leave\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Provision provided for un paid leave up to 1 -year subject to the governing eligibility conditions.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>14.0 PUBLIC HOLIDAYS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Authority shall observe all Gazetted public holidays in the Republic of Zambia.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>15.0 LOANS AND ADVANCES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Subject to availability of funds, only employees who have been confirmed shall be eligible to apply for advances and loans.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>15.1\tSalary Advance\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Salary advances shall only be granted at the discretion of management. The recovery period shall be not more than 6 months. 25% of gross pay as take home to apply\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>15.2\tStaff Loans\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Personal Loan (Multi-Purpose)\u003Cbr>\n    A personal loan may be granted to an employee upon application up to 50% of one’s annual basic salary. The loan is recoverable in not more than 24 months and shall attract interest at 6.5% per annum on the outstanding balance. 25% of gross pay as take home to apply.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Car Loan\u003Cbr>\n    A car loan may be granted to an employee upon application up to one’s total annual salary. The recovery period shall not exceed the remaining period of the contract and shall attract interest at 6.5% per annum on the outstanding balance.\t\u003Cbr>\n    25% of gross pay as take home to apply.\t\u003Cbr>\n\u003C\u002Fli>\n  \u003Cli> Housing Loans \u003Cbr>\n    The maximum is 300% of one’s annual gross pay at 6.5% interest for a maximum repayment period of 10 years for grade 4 and a maximum  of 400% of one’s annual gross pay at 6.5% interest for a maximum repayment period of 10 years for grade 5 to 10.\u003Cbr>\n    For those on contract but in the union, the period shall be within their contract. The following conditions on housing loans shall be followed;\u003Cbr>\n    \u003Col type=\"i\">\n      \u003Cli> Insurance to be taken on the loan and to be incurred by applicant\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Up to 10 years recovery period but within the retirement age of 55years\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Disbursements subject to Management’s discretion and approval of the committee which has one seat from the union and based on approved budgetary allocation\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Facility to be based on a revolving fund\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Outstanding payments shall be due on termination of employment\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Property to be secured by the Authority\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> 6.5% interest on the housing loan\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli>25% of gross pay as take home to apply\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> Study Loan\u003Cbr>\n    Employees are entitled up to 30% of the annual basic salary. In a case of contract staff, recoverable period shall not exceed remaining period.\u003Cbr>\n    All loans and advances shall be approved on condition that the employee does not have less than twenty five per cent of his\u002Fher gross earnings as net pay.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>15.3\tLoan Restructuring\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>An employee shall have opportunities to restructure his or her loans.\u003Cbr>\n  However, the modalities will be defined by Management in due course.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>16.0 GROUP LIFE ASSURANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Authority shall take Group Life Assurance (GLA) policy providing compensation of not less than 3x the annual basic salary.\u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>17.0 GROUP ACCIDENT COVER \u003C\u002Fh3>\n\u003Cp>The authority shall take Group Personal Accident (GPA) cover to provide compensation for accidents on duty.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>  18.0 HEALTH AND SAFETY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Authority shall develop a comprehensive Wellness Policy which shall specify health matters, HIV\u002FAIDS and safety provisions. These will also focus \non preventive measures such as provision for sport for workers. \u003C\u002Fp>\n\u003Cp> With respect to medical care and service the Authority shall subscribe to at least one medical scheme for its employees with the following provisions;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>\u003Cstrong>18.1\tEligibility\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Only employees of the Authority and their registered dependants are eligible\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>18.2\tBenefits\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Doctors consultation fees which shall include specialist fees provided at the request of the consulting doctor.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Tests required by the consulting doctor.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Treatment by the consulting doctor.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Surgical and gynaecological procedures.\u003Cbr>\n    Where service is not available at the University Teaching Hospital (UTH), refund may be given for services obtained elsewhere on production of receipt. Refunds shall also be sought when service is sought outside town; upon production of receipt (s) and within the policy entitlement.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The scheme does not provide for cost of:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> Special equipment such as wheel chairs etc. and\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Overseas treatment\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>19.0 UNIFORMS AND PROTECTIVE CLOTHING\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Authority shall provide protective clothing to employee as required.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>20.0 DRESS CODE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>20.1\tMonday - Thursday\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Formal office dress (unless expecting mothers)\u003C\u002Fp>\n\u003Cp>\u003Cstrong>20.0 Friday\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Formal office dress or casual wear provided one adorns on approved corporate attire.\u003Cbr>\n\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>21.0 FUNERAL GRANT\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>21.1\tIn the event of death of employee in grade 4-10, the authority shall provide: \u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> A coffin\u002Fcasket of up to K10,000\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Cash grant of K5,500\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Funeral parlour service of K8,000. This includes transport for the coffin.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Transport for mourners shall be provided.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Preparation of body for burial and provision of chairs for the family during burial\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Wreaths worth KI 000\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>21.2\tIn the event of employee’s registered spouse in grade 4-10, the Authority shall provide;\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"I\">\n  \u003Cli> A coffin of up to K7,500\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A cash grant of up to K5,500\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Funeral parlour service of K4,000. This includes transport for the coffin.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Preparation of body for burial and provision of chairs for the family\u003Cbr>\n    during burial\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Subject to availability of funds and provided it is in Lusaka, transport for mourners shall be provided\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>21.3\tIn the event of employee registered child, or registered dependant, the Authority shall provide:\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> A coffin of up to K 6,000;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A cash grants of K3,500;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Funeral parlour service. This includes transport for coffin;\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Preparation of body for burial and provision of chairs for the family during burial; and\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Subject to availability of funds and provided it is within Lusaka, transport for mourners.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>\u003Cstrong>21.4\tIn the event of death of employee’s parent, the Authority shall provide K5,500.\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>21.5\tIn the event of a still birth, the Authority shall provide a cash grant K2,500.\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>22.0 SUSPENSION\u002FTERMINATION OF EMPLOYMENT\u002FDISCHARGE FROM EMPLOYMENT AND BENEFITS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>22.1\tSuspension\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Suspension of employment by employer shall be in line with the Disciplinary Code.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>22.2\tTermination of Contract\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Termination of employment by either party shall be as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> For temporary employment, it shall be one working days’ notice\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Failure to renew the contract\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> For misconduct, dismissal shall be without notice\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>Misconduct and dismissal shall be guided by the Disciplinary Code and the Employment Code.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>22.3\tTermination of contract on grounds of ill-health\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Employee’s contract may be terminated on medical grounds where the Authority receives medical evidence that employee is incapable, by reasons of some infirmity of mind or body of discharging the duties of his\u002Fher office and that such infirmity is likely to be long standing. The benefits to be received on such retirement where applicable shall be as laid down in the contract agreement and prevailing Laws.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>22.4\tRedundancy\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The redundancy obligations shall be based on the obtaining redundancy Legislation.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>22.5\tSeparation\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Separation of an employee shall be based on the obtaining legislation.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>\u003Cstrong>22.6\tSeverance Provisions\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Consideration of Severance provision shall be based on the obtaining legislation.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>23.0 COMMENCEMENT, DURATION, AMMENDMET AND TERMINATION OF THIS AGREEMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>23.1\tCommencement and Duration\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>This agreement shall become effective from 1st Day of January 2020\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cstrong>23.2\tTermination and Amendment\u003C\u002Fstrong>\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Termination is by mutual consent or replacement by a new agreement negotiated by the parties.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Either party wishing to vary any of the foregoing terms and conditions of service shall give not less than one - month notice in writing giving its intentions and reasons.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>In witness whereof, the parties have set their hands at Lusaka PIA Offices on the\tday\tof July, Two Thousand and Twenty (2020). \u003C\u002Fp>\n\n\n",{"contracttrial":44,"contracttrialperiod":48,"contractseverancepay":52,"WAGES_trigger":56,"WAGES_determined":60,"STRUCINCR_trigger":64,"ANNLEAVE_trigger":66,"OVERTIME_trigger":70,"overtimeallowancetype_general":74,"SUNDAY_trigger":76,"COMMUTE_trigger":80,"hourspday":84,"hourspweek":88,"dayspweek":90,"holidaysdays":94,"holidaysweeks":96,"WORKFAM_trigger":99,"paidmaternityleave":103,"paidmaternityleaveduration":106,"jobsecuritymothers":110,"disabilitypay":114,"sicknessmaxdaysnr":118,"maxsicknesspay":122,"maxsicknesspayperc":126,"healthcareaccess":128,"healthcareaccessrelatives":132,"healthinsurance":136,"healthinsurancerelatives":138,"healthandsafetypolicy":140,"protectiveclothing":142,"funeralpay":146,"maternitydiscrimination":150,"pregnancy":154,"paidpaternityleave":156,"paidpaternityleaveduration":160,"nursingmothers":163,"maternity_nursing_breaks_duration":165,"maternity_nursing_breaks_length":167,"breastfeeding_workingtime":169},{"bindId":45,"name":46,"text":47},"contracttrial","5.0 PROBATION 5.1 An employee may be emp","5.0 PROBATION\n  \n5.1\tAn employee may be employed for a probationary period of not exceeding three months for the purpose of determining their suitability for appointment. An 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. Where necessary, the probationary period may be extended for a period not exceeding three months.\n  \n5.2\tWhere, during the probation period, 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.\n  \n5.3\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.\n  \n5.4\tAn employee who is re-employed by the same employer for the same job within a period of two years from the date of termination\tof contract of employment with that employer shall not be subject to probation, where the  termination was not performance related.\t",{"bindId":49,"name":50,"text":51},"contracttrialperiod","5.1 An employee may be employed for a pr","5.1\tAn employee may be employed for a probationary period of not exceeding three months for the purpose of determining their suitability for appointment. An 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. Where necessary, the probationary period may be extended for a period not exceeding three months.",{"bindId":53,"name":54,"text":55},"contractseverancepay","22.6 Severance Provisions Consideration ","22.6\tSeverance Provisions\n\nConsideration of Severance provision shall be based on the obtaining legislation.",{"bindId":57,"name":58,"text":59},"WAGES_trigger","10.0 BASIC SALARY The Authority hereby a","10.0 BASIC SALARY\n  \nThe Authority hereby agrees with the Union to award all unionised workers a salary increase of 5% effective 1st January, 2020.\n  \nThe Authority pays salaries monthly in arrears. The official payday is 25th of every month, or the last working day if the 25th is a public holiday, a Saturday or a Sunday",{"bindId":61,"name":62,"text":63},"WAGES_determined","2.0 ELIGIBILITY This Collective Agreemen","2.0 ELIGIBILITY\n\nThis Collective Agreement and any amendments which may be made thereafter from time to time, is applicable to the unionised staff of the Pensions and Insurance Authority.",{"bindId":65,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":67,"name":68,"text":69},"ANNLEAVE_trigger","13.1 Annual Leave All employees shall be","13.1\tAnnual Leave\n\nAll employees shall be obliged to take annual leave of not less than twenty-one days in every twelve months. For the purposes of this provision, the period of twelve months shall be the period starting on the date the employee reported back for work from annual leave taken or the date of reporting for work as a new employee whichever may be the case.",{"bindId":71,"name":72,"text":73},"OVERTIME_trigger","9.0 OVERTIME Employees requested to work","9.0 OVERTIME\n  \nEmployees requested to work beyond working hours will be entitled to overtime calculated as follows:\n  \n9.1\tNormal working day\n  \nHourly rate X 1.5\n  \n9.2\tPublic holidays, Saturdays and Sundays\n  \nHourly rate X 2",{"bindId":75,"name":72,"text":73},"overtimeallowancetype_general",{"bindId":77,"name":78,"text":79},"SUNDAY_trigger","9.2 Public holidays, Saturdays and Sunda","9.2\tPublic holidays, Saturdays and Sundays\n  \nHourly rate X 2",{"bindId":81,"name":82,"text":83},"COMMUTE_trigger","11.4 Transport Allowance The Authority s","11.4\tTransport Allowance\n  \n\n   The Authority shall pay transport allowance of K1,500 to all unionised members of staff who are not entitled to fuel allowance.\n  \n   Management shall ensure that staff asked to work after 18:00 hrs is either provided with a taxi fare or transport.",{"bindId":85,"name":86,"text":87},"hourspday","8.1 Working hours of the Authority are: ","8.1\tWorking hours of the Authority are: -\n  \n08:00 hours -13:00 Hours-Morning 13:00 hours-14:00 Hours-Lunch break 14:00 hours-17:00 Hours-Afternoon",{"bindId":89,"name":86,"text":87},"hourspweek",{"bindId":91,"name":92,"text":93},"dayspweek","8.2 Working days shall be Monday to Frid","8.2\tWorking days shall be Monday to Friday excluding holidays.",{"bindId":95,"name":68,"text":69},"holidaysdays",{"bindId":97,"name":68,"text":98},"holidaysweeks","13.1\tAnnual Leave\n\nAll employees shall be obliged to take annual leave of not less than twenty-one days in every twelve months. For the purposes of this provision, the period of twelve months shall be the period starting on the date the employee reported back for work from annual leave taken or the date of reporting for work as a new employee whichever may be the case.\n\nEntitlement\n\nThe following leave days shall accrue to employees-\n\n\n   Grade 4-7 - 34 days per annum\n  \n   Grade 8-11 - 30 days per annum\n  \n\nUtilization\n\nThe date on which leave may be granted and the period of such leave shall be subject to the convenience of the Authority. The following conditions shall apply:\n\n\n   Approved leave shall be exclusive of Saturdays, Sundays and Public Holidays.\n    \n   Leave taken shall form part of the service period of an employee.\n  Leave that has accrued to the credit of the employee shall not be considered as a part of the period of service until that leave has been taken\n  Leave accrued will be paid to the employee in the termination of employment or to the employee's estate in the event of death. \n  \n   Employee proceeding on annual leave shall be entitled to a travel allowance equivalent to one-month basic salary or calculated at (Full Pay X number of accrued leave days)\u002F 26 days in line with the Employment Code where the leave travel allowance calculation is less superior.",{"bindId":100,"name":101,"text":102},"WORKFAM_trigger","Maternity Leave The Authority shall gran","Maternity Leave\n\nThe Authority shall grant female employees maternity leave upon production of a medical certificate provided:\n\n\n   Employee has completed at least 6 months of continuous\tservice with the Authority or two years has elapsed since her last maternity leave.\n  \n   Fourteen weeks’ maternity leave to be taken:\n    \n       Immediately preceding the expected date of delivery, except that at least six weeks’ maternity leave shall be taken immidiately after delivery; or after the delivery. \n      \n       The maternity leave shall, in the case of a multiple birth be extended for a further period of four weeks.\n      \n    \n  \n   A female employee who gives birth to a premature child is entitled to an extension of the maternity leave fora period that shall be recommended by a medical doctor.\n  \n   A female employee who remains in continuous employment with the same employer for a period of twelve months and suffers a miscarriage during the third trimester of pregnancy or bears a stillborn 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  \n   The maternity leave is exclusive of any other leave to which a female employee may otherwise be entitled.\n  \n   Breast feeding mothers will be entitled to 2 hours per day for six (6) months after returning from maternity.\n  \n\n13.4\tPaternity Leave\n\nThe Authority shall grant male employees 5 continuous working days as paternity leave provided:\n\n\n   Has completed 6 months of service with the Authority\n  \n   On production of record of birth record signed by a registered medical practitioner\n  \n   the employee is the father of the child\n  \n   The leave is taken within seven days of the birth of a child.",{"bindId":104,"name":101,"text":105},"paidmaternityleave","Maternity Leave\n\nThe Authority shall grant female employees maternity leave upon production of a medical certificate provided:\n\n\n   Employee has completed at least 6 months of continuous\tservice with the Authority or two years has elapsed since her last maternity leave.\n  \n   Fourteen weeks’ maternity leave to be taken:\n    \n       Immediately preceding the expected date of delivery, except that at least six weeks’ maternity leave shall be taken immidiately after delivery; or after the delivery. \n      \n       The maternity leave shall, in the case of a multiple birth be extended for a further period of four weeks.\n      \n    \n  \n   A female employee who gives birth to a premature child is entitled to an extension of the maternity leave fora period that shall be recommended by a medical doctor.\n  \n   A female employee who remains in continuous employment with the same employer for a period of twelve months and suffers a miscarriage during the third trimester of pregnancy or bears a stillborn 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  \n   The maternity leave is exclusive of any other leave to which a female employee may otherwise be entitled.\n  \n   Breast feeding mothers will be entitled to 2 hours per day for six (6) months after returning from maternity.",{"bindId":107,"name":108,"text":109},"paidmaternityleaveduration"," Fourteen weeks’ maternity leave to be t"," Fourteen weeks’ maternity leave to be taken:\n    \n       Immediately preceding the expected date of delivery, except that at least six weeks’ maternity leave shall be taken immidiately after delivery; or after the delivery. \n      \n       The maternity leave shall, in the case of a multiple birth be extended for a further period of four weeks.",{"bindId":111,"name":112,"text":113},"jobsecuritymothers"," Breast feeding mothers will be entitled"," Breast feeding mothers will be entitled to 2 hours per day for six (6) months after returning from maternity.",{"bindId":115,"name":116,"text":117},"disabilitypay","17.0 GROUP ACCIDENT COVER The authority ","17.0 GROUP ACCIDENT COVER \nThe authority shall take Group Personal Accident (GPA) cover to provide compensation for accidents on duty.",{"bindId":119,"name":120,"text":121},"sicknessmaxdaysnr","13.2 Sick Leave The Authority shall gran","13.2\tSick Leave\n\nThe Authority shall grant leave to an employee who is unable to execute normal duties due to ill health or injury provided that any absence is covered by a medical certificate from a registered medical or dental practitioner. In case of prolonged absence, an employee on\n\n\n   Short Term contract shall be:\n    \n       paid full pay for the equivalent of twenty - six working days of the sick leave;\n      \n       and thereafter, half pay for the equivalent of the next twenty-six working days of the sick leave.\n      \n    \n  \n   Long Term contract shall be: -\n    \n       On full pay for the first 90 days\n      \n       On half pay for a further period of 90 days\n      \n    \n  \n   The Authority may, on recommendation of the medical doctor, discharge an employee on medical grounds where the employee does not recover from the illness or injury after six months of the date of the illness or injury.\n  \n   An employee whose employment is terminated on medical grounds under clause (C) is, in addition to any other accrued benefits, entitled to a lump sum of not less than three months’ basic pay for each completed year of service.\n  \n\n13.3\t",{"bindId":123,"name":124,"text":125},"maxsicknesspay"," Long Term contract shall be: - On full "," Long Term contract shall be: -\n    \n       On full pay for the first 90 days\n      \n       On half pay for a further period of 90 days",{"bindId":127,"name":101,"text":105},"maxsicknesspayperc",{"bindId":129,"name":130,"text":131},"healthcareaccess"," 18.0 HEALTH AND SAFETY The Authority sh","  18.0 HEALTH AND SAFETY\n\nThe Authority shall develop a comprehensive Wellness Policy which shall specify health matters, HIV\u002FAIDS and safety provisions. These will also focus \non preventive measures such as provision for sport for workers. \n With respect to medical care and service the Authority shall subscribe to at least one medical scheme for its employees with the following provisions;",{"bindId":133,"name":134,"text":135},"healthcareaccessrelatives","18.1 Eligibility Only employees of the A","18.1\tEligibility\n\nOnly employees of the Authority and their registered dependants are eligible",{"bindId":137,"name":130,"text":131},"healthinsurance",{"bindId":139,"name":134,"text":135},"healthinsurancerelatives",{"bindId":141,"name":130,"text":131},"healthandsafetypolicy",{"bindId":143,"name":144,"text":145},"protectiveclothing","19.0 UNIFORMS AND PROTECTIVE CLOTHING Th","19.0 UNIFORMS AND PROTECTIVE CLOTHING\n\nThe Authority shall provide protective clothing to employee as required.",{"bindId":147,"name":148,"text":149},"funeralpay","21.0 FUNERAL GRANT 21.1 In the event of ","21.0 FUNERAL GRANT\n21.1\tIn the event of death of employee in grade 4-10, the authority shall provide: \n\n\n   A coffin\u002Fcasket of up to K10,000\n  \n   Cash grant of K5,500\n  \n   Funeral parlour service of K8,000. This includes transport for the coffin.\n  \n   Transport for mourners shall be provided.\n  \n   Preparation of body for burial and provision of chairs for the family during burial\n  \n   Wreaths worth KI 000",{"bindId":151,"name":152,"text":153},"maternitydiscrimination","13.3 Maternity Leave The Authority shall","13.3\tMaternity Leave\n\nThe Authority shall grant female employees maternity leave upon production of a medical certificate provided:\n\n\n   Employee has completed at least 6 months of continuous\tservice with the Authority or two years has elapsed since her last maternity leave.\n  \n   Fourteen weeks’ maternity leave to be taken:\n    \n       Immediately preceding the expected date of delivery, except that at least six weeks’ maternity leave shall be taken immidiately after delivery; or after the delivery. \n      \n       The maternity leave shall, in the case of a multiple birth be extended for a further period of four weeks.\n      \n    \n  \n   A female employee who gives birth to a premature child is entitled to an extension of the maternity leave fora period that shall be recommended by a medical doctor.\n  \n   A female employee who remains in continuous employment with the same employer for a period of twelve months and suffers a miscarriage during the third trimester of pregnancy or bears a stillborn 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  \n   The maternity leave is exclusive of any other leave to which a female employee may otherwise be entitled.\n  \n   Breast feeding mothers will be entitled to 2 hours per day for six (6) months after returning from maternity.",{"bindId":155,"name":112,"text":113},"pregnancy",{"bindId":157,"name":158,"text":159},"paidpaternityleave","13.4 Paternity Leave The Authority shall","13.4\tPaternity Leave\n\nThe Authority shall grant male employees 5 continuous working days as paternity leave provided:\n\n\n   Has completed 6 months of service with the Authority\n  \n   On production of record of birth record signed by a registered medical practitioner\n  \n   the employee is the father of the child\n  \n   The leave is taken within seven days of the birth of a child.",{"bindId":161,"name":158,"text":162},"paidpaternityleaveduration","13.4\tPaternity Leave\n\nThe Authority shall grant male employees 5 continuous working days as paternity leave provided:",{"bindId":164,"name":112,"text":113},"nursingmothers",{"bindId":166,"name":112,"text":113},"maternity_nursing_breaks_duration",{"bindId":168,"name":112,"text":113},"maternity_nursing_breaks_length",{"bindId":170,"name":112,"text":113},"breastfeeding_workingtime","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE AGREEMENT BETWEEN PENSIONS AND INSURANCE AUTHORITY AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 2020 - 2021 - 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        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-sickjobtype\">\n                Maximum for sickness pay for: → ZMW \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW \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: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \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: → \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            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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: → 34.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 6.0 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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2020-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 100.0 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → ZMW 1500.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[176],{"title":37,"slug":33},[178],{"type":179,"data":180},"call_to_action_body_block",{"title":181,"description":182,"variant":183,"link":184},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":181,"url":185,"description":181,"rel":186,"type":187},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[189],{"type":179,"data":190},{"title":181,"description":182,"variant":183,"link":191},{"title":181,"url":185,"description":181,"rel":186,"type":187},[]]