[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-the-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2016":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-the-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2016","a34990a4-8fbf-11e7-bb58-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-the-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2016\u002Fcollective-agreement-between-the-pensions-and-insurance-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2016\u002F","Collective Agreement between the Pensions and Insurance Authority and the Zambia Union of Financial Institutions and Allied Workers - 2016","ZMB Pensions and Insurance Authority - 2016","Zambia - ZMB Pensions and Insurance Authority - 2016","ZMB Pensions and Insurance Authority - 2016 - Financial services, banking, insurance",{"name":41,"data":42},"PIA (2).html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN THE PENSIONS AND INSURANCE AUTHORITY AND THE\nZAMBIA UNION OF FINANCIAL INSTITUTIONS AND\u003C\u002Fh1>\n\n\u003Ch1>ALLIED WORKERS - 2016\u003C\u002Fh1>\n\n\u003Cp>THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS COLLECTIVE\nAGREEMENT\u003C\u002Fp>\n\n\u003Ch2>1. INTRODUCTION\u003C\u002Fh2>\n\n\u003Cp>This collective agreement is made on the ................between the\nPensions and Insurance Authority (PIA) and the Zambia Union of Financial\nInstitutions and Allied Workers (ZUFIAW), having met in free association to\nnegotiate the salaries\u002Fwages and conditions and service for eligible employees\nas determined by the recognition agreement of 23rd February 2004. It is\nmutually agreed that this collective agreement will run from 1st January 2016\nto 31 December 2016.\u003C\u002Fp>\n\n\u003Ch2>2. ELIGIBILITY\u003C\u002Fh2>\n\n\u003Cp>This Collective Agreement and any amendments which may be made thereafter\nfrom time to time, is applicable to the unionised staff of the Pensions and\nInsurance Authority.\u003C\u002Fp>\n\n\u003Ch2>3. INTERPRETATIONS\u003C\u002Fh2>\n\n\u003Cp>In this agreement, unless the context otherwise requires, the singular shall\ninclude the plural and the masculine the feminine and the following words and\nexpressions shall have the following meanings:\u003C\u002Fp>\n\n\u003Cp>“Authority’: means The Pensions and Insurance Authority\u003C\u002Fp>\n\n\u003Cp>“Basic Salary” means the basic pay exclusive of all allowances;\u003C\u002Fp>\n\n\u003Cp>“Child” means offspring, legally adopted child or stepchild under the\nage of 21 years or if over 21 years, undergoing education at a recognised\ninstitution but subject to age limit of 25;\u003C\u002Fp>\n\n\u003Cp>“Eligible employee” means Unionised employee of the Pensions and\nInsurance Authority.\u003C\u002Fp>\n\n\u003Cp>“Management” means management of the Pensions and Insurance Authority;\n“Leave year” means calendar year;\u003C\u002Fp>\n\n\u003Cp>“Union” means the Zambia Union of Financial Institutions and Allied\nWorkers\u003C\u002Fp>\n\n\u003Ch2>4. APPOINTMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>4.1 All appointments shall be made by the Registrar or any officer of the\nAuthority duly exercising the authority of the Registrar.\u003C\u002Fp>\n\n\u003Cp>4.2 Employment shall be deemed to have commenced on the date the employee\nfirst reports for duty and is in receipt of a letter of appointment signed by\nan authorised officer of the Authority.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. MANAGEMENT AND EMPLOYEE RESPONSIBILITIES\u003C\u002Fh2>\n\n\u003Cp>5.1 The Authority has the sole responsibility to conduct its business and\nmanage its operations in such a manner, as it shall see fit. Accordingly, the\nAuthority shall have the right at its sole discretion to:\u003C\u002Fp>\n\n\u003Cp>(a) Set policy, manage its business, conduct operations, which shall include\ndetermining working days and shift patterns, time, methods and manner of work,\nallocation of work and number of employees required in any division or\ndepartment;\u003C\u002Fp>\n\n\u003Cp>(b) Determine that work is done in accordance with operational requirements,\nto establish the methods, speed and quality of work to be performed;\u003C\u002Fp>\n\n\u003Cp>(c) To control and regulate the use of all equipment and property of the\nAuthority;\u003C\u002Fp>\n\n\u003Cp>(d) To ensure discipline and effect disciplinary measures within the PIA\ndisciplinary code.\u003C\u002Fp>\n\n\u003Cp>5.2 The employee shall at all times;\u003C\u002Fp>\n\n\u003Cp>(a) Perforin conscientiously and to the best of his\u002Fher ability, any work\nthat the Authority may require him\u002Fher to perform;\u003C\u002Fp>\n\n\u003Cp>(b) Attend work as scheduled\u003C\u002Fp>\n\n\u003Cp>(c) Obey and comply with all lawful orders given by the Authority;\u003C\u002Fp>\n\n\u003Cp>(d) Observe all the rules, regulations and arrangements of the Authority in\nforce for the management of the Authority’s property or for the maintenances\nof health, safety and welfare and good conduct of the employees\u003C\u002Fp>\n\n\u003Ch2>6. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>6.1 Working hours of the Authority are-:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>08.00 hours - 1300 hours \u003C\u002Ftd>\n      \u003Ctd>Morning\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13. OO hours - 14.00 hours \u003C\u002Ftd>\n      \u003Ctd>Lunch\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14.00 hours - 17.00 hours \u003C\u002Ftd>\n      \u003Ctd>Afternoon\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>6.2 Working days shall be Monday to Friday excluding holidays.\u003C\u002Fp>\n\n\u003Cp>6.3 Any hours beyond this shall constitute overtime for all unionized\nemployees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>7.O VERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Employees requested to work beyond working hours will be entitled to\novertime as follows:-\u003C\u002Fp>\n\n\u003Cp>7.1 Normal working day - Hourly rate X 1.5\u003C\u002Fp>\n\n\u003Cp>7.2 Public holidays, Saturdays and Sundays - Hourly rate X 2\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>8.0 SALARY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The Authority hereby agrees with the Union to award all unionised workers a\nsalary increase of 14% effective 1 January 2016.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>9.1 Acting Allowance\u003C\u002Fp>\n\n\u003Cp>Employee appointed to act in a senior position shall be eligible for acting\nallowance provided;\u003C\u002Fp>\n\n\u003Cp>(a) The appointment is in writing and prior approval is obtained from\nrelevant authorities\u003C\u002Fp>\n\n\u003Cp>(b) The acting period is not less than 10 working days.\u003C\u002Fp>\n\n\u003Cp>Acting allowance shall either be 30% of the employee’s monthly basic pay\nor the difference between the actual monthly basic pay of the two employees\nwhichever is higher.\u003C\u002Fp>\n\n\u003Cp>9.2 Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>Employee given additional responsibilities shall be eligible for\nresponsibility allowance provided that;\u003C\u002Fp>\n\n\u003Cp>(a) The allocation of additional responsibilities is in writing and prior\napproval is obtained from relevant authorities\u003C\u002Fp>\n\n\u003Cp>(b) The period is of not less than 10 working days.\u003C\u002Fp>\n\n\u003Cp>(c) Responsibility allowance be 30% of the employee’s monthly basic\npay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Cp>9.3 Transport Allowance\u003C\u002Fp>\n\n\u003Cp>(a) The Authority shall pay transport allowance of ZMW900 to all unionised\nmembers of staff who not entitled to fuel allowance\u003C\u002Fp>\n\n\u003Cp>(b) Management shall ensure that staff asked to work after 18:00 hrs is\neither provided with a taxi fare or transport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.4 Fuel Allowance\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay each unionized employee in grade 4 the equivalent of\n150 litres net of tax - fuel allowance per month.\u003C\u002Fp>\n\n\u003Cp>9.5 Kilometre Allowance\u003C\u002Fp>\n\n\u003Cp>Where an employee is granted to use his or her personal vehicle for official\nduties outside a total radius of 25 kilometres, the Authority shall pay the\nfollowing to cover fuel and vehicle maintenance;\u003C\u002Fp>\n\n\u003Cp>a) 4x4 vehicles\u003C\u002Fp>\n\n\u003Cp>Fuel Cost = Distance x (fuel price x 1.1 x 2)\u002F5\u003C\u002Fp>\n\n\u003Cp>b) Saloon Cars\u003C\u002Fp>\n\n\u003Cp>Fuel Cost = Distance x (fuel price x 1.1 x 2)\u002F10\u003C\u002Fp>\n\n\u003Cp>Where:\u003C\u002Fp>\n\n\u003Cp>10 = the average fuel consumption of saloon\u002Festate vehicles per kilometre\u003C\u002Fp>\n\n\u003Cp>5 = the average fuel consumption of four-wheel drive vehicles per\nkilometre\u003C\u002Fp>\n\n\u003Cp>2 = Return distance covered\u003C\u002Fp>\n\n\u003Cp>1.1 = The cost of fuel plus 10 for contingency\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>9.6 Lunch Allowance\u003C\u002Fp>\n\n\u003Cp>A lunch allowance of ZMW100 shall be paid to:\u003C\u002Fp>\n\n\u003Cp>i. An employee who is required to be away from the duty station on official\nbusiness\u003C\u002Fp>\n\n\u003Cp>ii. An employee who works over lunch time\u003C\u002Fp>\n\n\u003Cp>iii. Lunch allowance will however not be given without prior approval. At\nthe same time the supervisor shall provide the work in advance\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.7 Airtime\u003C\u002Fp>\n\n\u003Cp>A provision for airtime is granted at the following rates;\u003C\u002Fp>\n\n\u003Cp>Grade 4 at K200\u002F\u003C\u002Fp>\n\n\u003Cp>Grade 5 at K180\u002F\u003C\u002Fp>\n\n\u003Cp>9.8 Travel On Duty Allowance (Subsistence Allowance)\u003C\u002Fp>\n\n\u003Cp>9.8.1 Where employee opts to make own lodging arrangements whilst on local\ntravel, the Authority shall pay such employee a rate of ZMW550 per day as\nsubsistence allowance.\u003C\u002Fp>\n\n\u003Cp>9.8.2 In case where the Authority pays for the cost of boarding and lodging\nat a hotel or rest house for employees travelling on local authorised tours,\nsuch employee shall be entitled to an out of pocket allowance of ZMW200 per\nday.\u003C\u002Fp>\n\n\u003Cp>The provisions of 9.8.2 above shall cover, but will not be limited to\nemployees attending Union duties (functions), seminars, workshops and business\nfunctions.\u003C\u002Fp>\n\n\u003Cp>9.9 Foreign Travel Allowance\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay the prevailing Government rates to an employee\ntravelling abroad on duty.\u003C\u002Fp>\n\n\u003Cp>However, where an employee in exceptional circumstances is required to incur\nexpenditure greater than the entitlement, the employee shall seek\nre-imbursement of extra expenditure incurred provided that there is prior\napproval and if unattainable such expense should be supported by receipts and a\nfull explanation of circumstances which gave rise to the claim.\u003C\u002Fp>\n\n\u003Cp>9.10 Repatriation Allowance\u003C\u002Fp>\n\n\u003Cp>The matter shall be considered based on the Employment Act\u003C\u002Fp>\n\n\u003Ch2>10.0 CONTRACT GRATUITY\u003C\u002Fh2>\n\n\u003Cp>Employees shall qualify for contract gratuity on satisfactory completion of\n3 years of service at the rate of 35% of the Final Salary and shall be payable\nat the end of the contractual period.\u003C\u002Fp>\n\n\u003Cp>In the event that employee dies, or service is terminated before expiry of\nthe contract, the Authority shall pay gratuity proportionate to the period\nserved.\u003C\u002Fp>\n\n\u003Ch2>11.0 LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>11.1 Annual Leave\u003C\u002Fp>\n\n\u003Cp>All employees shall be obliged to take annual leave of not less than\ntwenty-one days in every twelve months. For the purposes of this provision, the\nperiod of twelve months shall be the period starting on the date the employee\nreported back for work from annual leave taken or the date of reporting for\nwork as a new employee whichever may be the case.\u003C\u002Fp>\n\n\u003Cp>Entitlement\u003C\u002Fp>\n\n\u003Cp>The following leave days shall accrue to employees-\u003C\u002Fp>\n\n\u003Cp>a) Grade 4-734 days per annual\u003C\u002Fp>\n\n\u003Cp>b) Grade 8-1130 days per annum\u003C\u002Fp>\n\n\u003Cp>Utilization\u003C\u002Fp>\n\n\u003Cp>The date on which leave may be granted and the period of such leave shall be\nsubject to the convenience of the Authority. The following conditions shall\napply:\u003C\u002Fp>\n\n\u003Cp>a) Approved leave shall be exclusive of Saturdays, Sundays and Public\nHolidays.\u003C\u002Fp>\n\n\u003Cp>b) Leave taken shall form part of the service period of an employee\u003C\u002Fp>\n\n\u003Cp>c) Leave that has accrued to the credit of the employee shall not be\nconsidered as part of the period of service until that leave has been taken.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Leave accrued will be paid to the employee in the termination of\nemployment or to the employee’s estate in the event of death\u003C\u002Fp>\n\n\u003Cp>11.2 Sick Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>The Authority shall grant leave to an employee who is unable to execute\nnormal duties due to ill health or injury provided that any absence is covered\nby a medical certificate from a registered medical or dental practitioner. In\ncase of prolonged absence, an employee shall be: -\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>a) On full pay for the first 90 days\u003C\u002Fp>\n\n\u003Cp>b) On half pay for a further period of 90 days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>c) Thereafter on unpaid leave for a further period of 90 days after which an\nemployee shall be recommended for medical board to determine his\u002Fher fitness\nfor continued employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) If retired, he\u002Fshe shall be paid accrued gratuity.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>11.3 Maternity leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>The Authority shall grant female employees maternity leave provided:\u003C\u002Fp>\n\n\u003Cp>a) Employee has completed at least 6 months of continuous service with the\nAuthority or two years has elapsed since her last maternity leave.\u003C\u002Fp>\n\n\u003Cp>b) Such employee is entitled to a maximum of 90 calendar days with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>c) The maternity leave is exclusive of any other leave to which a female\nemployee may otherwise be entitled.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>d) Breast feeding mothers will be entitled to 2 hours per day for six (6)\nmonths after returning from maternity.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>11.3 Paternity Leave\u003C\u002Fp>\n\n\u003Cp>The Authority shall grant male employees 5 calendar days as paternity leave\nprovided;\u003C\u002Fp>\n\n\u003Cp>a) Has completed 6 months of service with the Authority\u003C\u002Fp>\n\n\u003Cp>b) On production of record of birth record signed by a registered medical\npractitioner\u003C\u002Fp>\n\n\u003Cp>c) The child is from the registered spouse\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>11.4 Compassionate Leave\u003C\u002Fp>\n\n\u003Cp>The Authority shall grant seven days compassionate leave under the following\ncircumstances: -\u003C\u002Fp>\n\n\u003Cp>a) Death of spouse\u003C\u002Fp>\n\n\u003Cp>b) Death of child (including legally adopted children)\u003C\u002Fp>\n\n\u003Cp>c) Death of other dependants who live\u002Freside with employee\u003C\u002Fp>\n\n\u003Cp>d) Death of biological parents, sister or brother\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.5 Study Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Study leave shall be granted to an employee who requires time off to prepare\nfor approved examinations. Study courses approved by the Authority, which\nrequires full time attendance not exceeding three months at the institution of\nlearning shall be dealt with by special arrangements as prescribed in the\ntraining policy.\u003C\u002Fp>\n\n\u003Cp>Local studies\u003C\u002Fp>\n\n\u003Cp>Employees undertaking studies will be entitled to leave at the following\nrates\u003C\u002Fp>\n\n\u003Cp>Study: 4 days per each examination paper Examination: 1 day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.6 Unpaid Leave\u003C\u002Fp>\n\n\u003Cp>Provision provided for un paid leave up to 1 year subject to the governing\neligibility conditions.\u003C\u002Fp>\n\n\u003Ch2>12.0 PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>The Authority shall observe all Gazetted public holidays in the Republic of\nZambia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13.0 LOANS AND ADVANCES\u003C\u002Fh2>\n\n\u003Cp>Subject to availability of funds, only employees who have been confirmed\nshall be eligible to apply for advances and loans\u003C\u002Fp>\n\n\u003Cp>13.1 Salary Advance\u003C\u002Fp>\n\n\u003Cp>Salary advances shall only be granted at the discretion of management. The\nrecovery period shall be not more than 6 months. 25% of gross pay as take home\nto apply\u003C\u002Fp>\n\n\u003Cp>13.2 Staff Loans\u003C\u002Fp>\n\n\u003Cp>(a) Personal loan (multi-purpose)\u003C\u002Fp>\n\n\u003Cp>A personal loan may be granted to an employee upon application up to 50% of\none’s annual basic salary. The loan is recoverable in not more than 24 months\nand shall attract interest at 5% per annum on the outstanding balance\u003C\u002Fp>\n\n\u003Cp>(b) Car loan\u003C\u002Fp>\n\n\u003Cp>A car loan may be granted to an employee upon application up to ones total\nannual salary. The recovery period shall not exceed the remaining period of the\ncontract and shall attract interest at 5% per annum on the outstanding\nbalance.\u003C\u002Fp>\n\n\u003Cp>(c) Housing Loans\u003C\u002Fp>\n\n\u003Cp>The maximum is 300% of one’s annual gross pay at 5% interest for a maximum\nrepayment period of 10 years for grade 4 and a maximum of 400% of one’s\nannual gross pay at 5% interest for a maximum repayment period of 10 years for\ngrade 5 to 10.\u003C\u002Fp>\n\n\u003Cp>For those on contract but in the union, the period shall be within their\ncontract\u003C\u002Fp>\n\n\u003Cp>The following conditions on housing loans shall be followed;\u003C\u002Fp>\n\n\u003Cp>i) Insurance to be taken on the loan and to be incurred by applicant\u003C\u002Fp>\n\n\u003Cp>ii) Up to 10 years recovery period but within the retirement age of 55\nyears\u003C\u002Fp>\n\n\u003Cp>iii) Disbursements subject to Management’s discretion and approval of the\ncommittee which has one seat from the union and based on approved budgetary\nallocation\u003C\u002Fp>\n\n\u003Cp>iv) Facility to be based on a revolving fund\u003C\u002Fp>\n\n\u003Cp>v) Outstanding payments shall be due on termination of employment\u003C\u002Fp>\n\n\u003Cp>vi) Property to be secured by the Authority\u003C\u002Fp>\n\n\u003Cp>vii) 5% interest on the housing loan\u003C\u002Fp>\n\n\u003Cp>viii) 25% of gross pay as take home to apply\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>(d) Study Loan\u003C\u002Fp>\n\n\u003Cp>Employees are entitled up to 30%of the annual basic salary. In a case of\ncontract staff, recoverable period shall not exceed remaining period.\u003C\u002Fp>\n\n\u003Cp>All loans and advances shall be approved on condition that the employee does\nnot have less than twenty five per cent of his\u002Fher gross earnings as net\npay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Loan Restructuring\u003C\u002Fp>\n\n\u003Cp>An employee shall have opportunities to restructure his or her loans.\nHowever the modalities will be defined by Management in due course.\u003C\u002Fp>\n\n\u003Ch2>14.0 GROUP LIFE ASSURANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>The Authority shall take Group Life Assurance (GLA) policy providing\ncompensation of not less than 3x the annual basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15.0 GROUP ACCIDENT COVER.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>The Authority shall take Group Personal Accident (GPA) cover to provide\ncompensation for accidents on duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16.0 HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Cp>The Authority shall development a comprehensive Wellness Policy which shall\nspecify health matters, HIV\u002FAIDS and safety provisions. Such will also focus on\npreventive measures such as provision for sport for workers.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>With respect to medical care and service the Authority shall subscribe to\nleast one medical scheme for its employees with the following provisions;\u003C\u002Fp>\n\n\u003Cp>16.1 Eligibility\u003C\u002Fp>\n\n\u003Cp>Only employees of the Authority and their registered dependants are\neligible\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>16.2 Benefits\u003C\u002Fp>\n\n\u003Cp>i. Doctors consultation fees which shall include specialist fees provided at\nthe request of the consulting doctor\u003C\u002Fp>\n\n\u003Cp>ii. Tests required by the consulting doctor\u003C\u002Fp>\n\n\u003Cp>iii. Treatment by the consulting doctor\u003C\u002Fp>\n\n\u003Cp>iv. Surgical and gynaecological procedures\u003C\u002Fp>\n\n\u003Cp>Where service is not available at the University Teaching Hospital (UTH),\nrefund may be given for services obtained elsewhere on production of receipt.\nRefunds shall also be sought when service is sought outside town; upon\nproduction of receipt (s) and within the policy entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The scheme does not provide for cost of\u003C\u002Fp>\n\n\u003Cp>i. Special equipments such as wheel chairs etc and\u003C\u002Fp>\n\n\u003Cp>ii. Overseas treatment\u003C\u002Fp>\n\n\u003Ch2>17.0 UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The Authority shall provide protective clothing per year as follows: -\u003C\u002Fp>\n\n\u003Cp>17.1 Drivers\u003C\u002Fp>\n\n\u003Cp>1 Work suit, 1 Overall, 1 safety shoe, 1 rain coat\u003C\u002Fp>\n\n\u003Cp>17.2 Office Assistants\u003C\u002Fp>\n\n\u003Cp>1 dust coat, 1 working suit, 1 pair of shoes, 2 pair of canvas\u003C\u002Fp>\n\n\u003Cp>17.3 Care Taker\u003C\u002Fp>\n\n\u003Cp>3 pairs of industrial gloves, 2 working suits, 3 gum boots, 2 rain coats, 1\npair of shoe\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. DRESS CODE\u003C\u002Fh2>\n\n\u003Cp>18.1 Monday - Thursday\u003C\u002Fp>\n\n\u003Cp>Formal office dress (unless expecting mothers)\u003C\u002Fp>\n\n\u003Cp>18.2 Friday\u003C\u002Fp>\n\n\u003Cp>Formal office dress or casual wear provided one adorns on approved corporate\nattire.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19. END OF YEAR PERFORMANCE APPRAISAL\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Appraisals shall be the basis on which annual salary adjustments shall be\nbased apart from the union agreed percentage. No favourable adjustment shall be\nmade following poor performance in the appraisals.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>20.1 In the event of death of employee in grade 4-10, the Authority shall\nprovide\u003C\u002Fp>\n\n\u003Cp>i. A coffin\u002Fcasket of up to ZMW4,000\u003C\u002Fp>\n\n\u003Cp>ii. Cash grant of ZMW5,000\u003C\u002Fp>\n\n\u003Cp>iii. Funeral parlour service. This includes transport for the\u003C\u002Fp>\n\n\u003Cp>a. coffin.\u003C\u002Fp>\n\n\u003Cp>iv. Burial site of up to ZMW5,000\u003C\u002Fp>\n\n\u003Cp>v. Transport for mourners shall be provided\u003C\u002Fp>\n\n\u003Cp>vi. Preparation of body for burial and provision of chairs for the family\nduring burial\u003C\u002Fp>\n\n\u003Cp>vii. Wreaths worth K500\u003C\u002Fp>\n\n\u003Cp>20.2 In the event of employee’s registered spouse in grade 4-10, the\nAuthority shall provide;\u003C\u002Fp>\n\n\u003Cp>i. A coffin of up to ZMW4,000\u003C\u002Fp>\n\n\u003Cp>ii. A cash grant of up to ZMW3000\u003C\u002Fp>\n\n\u003Cp>iii. Funeral parlour service. This includes transport for the coffin.\u003C\u002Fp>\n\n\u003Cp>iv. Preparation of body for burial and provision of chairs for the family\nduring burial\u003C\u002Fp>\n\n\u003Cp>v. Subject to availability of funds and provided it is in Lusaka, transport\nfor mourners shall be provided ,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>* Mr. Muyoya Chibiya\u003C\u002Fp>\n\n\u003Cp>Delegation Leader\u003C\u002Fp>\n\n\u003Cp>* Mr. Simon Chinyama\u003C\u002Fp>\n\n\u003Cp>* Mr. Bob M Musenga\u003C\u002Fp>\n\n\u003Cp>* Mr. Eliya Mvula - Member\u003C\u002Fp>\n\n\u003Cp>* Mrs. Velika S Mpundu - Management\u003C\u002Fp>\n\n\u003Cp>* Mr. Mucholo Mudenda - Member\u003C\u002Fp>\n\n\u003Cp>* Ms Sharon Kamaloni - Management\u003C\u002Fp>\n\n\u003Cp>* Mr. Mubanga Chitalu - Member\u003C\u002Fp>\n\n\u003Cp>* Mrs. Abigail Moono - Human Resource and Administration Manager\nSecretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"maternity_nursing_breaks_length":44,"disabilitypay":48,"hourspday_select":52,"paidmaternityleaveduration":56,"maxsicknesspay":60,"WAGES_determined":64,"ONCERISE_trigger":68,"STRUCINCR_trigger":72,"nursingmothers":76,"funeralpay":78,"MEALALL_trigger":82,"trainingfund":86,"maternityotherclause":90,"OVERTIME_trigger":94,"healthcareaccess":98,"healthinsurance":102,"COMMUTE_trigger":106,"SUNDAY_trigger":110,"sicknessmaxdays":112,"protectiveclothing":116,"healthandsafetypolicy":120,"hiv":123,"sicknesspay":127,"dayspweek_select":129,"paidpaternityleave":133,"longtermillness":137,"sicknessmaxdaysnr":141,"healthcareaccessrelatives":144,"bankholidays1":147,"hivpolicy":151,"paidmaternityleavepay":153,"trainingprogrammes":155,"paidmaternityleave":159,"PAIDLEAV_trigger":163,"deathrelatives":167},{"bindId":45,"name":46,"text":47},"maternity_nursing_breaks_length","d) Breast feeding mothers will be entitl","d) Breast feeding mothers will be entitled to 2 hours per day for six (6)\nmonths after returning from maternity.",{"bindId":49,"name":50,"text":51},"disabilitypay","The Authority shall take Group Personal ","The Authority shall take Group Personal Accident (GPA) cover to provide\ncompensation for accidents on duty.",{"bindId":53,"name":54,"text":55},"hourspday_select","6.1 Working hours of the Authority are-:","6.1 Working hours of the Authority are-:\n\n\n  \n  \n  \n  \n    \n      08.00 hours - 1300 hours \n      Morning\n    \n    \n      13. OO hours - 14.00 hours \n      Lunch\n    \n    \n      14.00 hours - 17.00 hours \n      Afternoon\n    \n  \n\n\n6.2 Working days shall be Monday to Friday excluding holidays.\n\n6.3 Any hours beyond this shall constitute overtime for all unionized\nemployees.",{"bindId":57,"name":58,"text":59},"paidmaternityleaveduration","The Authority shall grant female employe","The Authority shall grant female employees maternity leave provided:\n\na) Employee has completed at least 6 months of continuous service with the\nAuthority or two years has elapsed since her last maternity leave.\n\nb) Such employee is entitled to a maximum of 90 calendar days with full\npay.",{"bindId":61,"name":62,"text":63},"maxsicknesspay","a) On full pay for the first 90 days b) ","a) On full pay for the first 90 days\n\nb) On half pay for a further period of 90 days",{"bindId":65,"name":66,"text":67},"WAGES_determined","4.1 All appointments shall be made by th","4.1 All appointments shall be made by the Registrar or any officer of the\nAuthority duly exercising the authority of the Registrar.\n\n4.2 Employment shall be deemed to have commenced on the date the employee\nfirst reports for duty and is in receipt of a letter of appointment signed by\nan authorised officer of the Authority.",{"bindId":69,"name":70,"text":71},"ONCERISE_trigger","Appraisals shall be the basis on which a","Appraisals shall be the basis on which annual salary adjustments shall be\nbased apart from the union agreed percentage. No favourable adjustment shall be\nmade following poor performance in the appraisals.",{"bindId":73,"name":74,"text":75},"STRUCINCR_trigger","The Authority hereby agrees with the Uni","The Authority hereby agrees with the Union to award all unionised workers a\nsalary increase of 14% effective 1 January 2016.",{"bindId":77,"name":46,"text":47},"nursingmothers",{"bindId":79,"name":80,"text":81},"funeralpay","20.1 In the event of death of employee i","20.1 In the event of death of employee in grade 4-10, the Authority shall\nprovide\n\ni. A coffin\u002Fcasket of up to ZMW4,000\n\nii. Cash grant of ZMW5,000\n\niii. Funeral parlour service. This includes transport for the\n\na. coffin.\n\niv. Burial site of up to ZMW5,000\n\nv. Transport for mourners shall be provided\n\nvi. Preparation of body for burial and provision of chairs for the family\nduring burial\n\nvii. Wreaths worth K500\n\n20.2 In the event of employee’s registered spouse in grade 4-10, the\nAuthority shall provide;\n\ni. A coffin of up to ZMW4,000\n\nii. A cash grant of up to ZMW3000\n\niii. Funeral parlour service. This includes transport for the coffin.\n\niv. Preparation of body for burial and provision of chairs for the family\nduring burial\n\nv. Subject to availability of funds and provided it is in Lusaka, transport\nfor mourners shall be provided ,",{"bindId":83,"name":84,"text":85},"MEALALL_trigger","9.6 Lunch Allowance A lunch allowance of","9.6 Lunch Allowance\n\nA lunch allowance of ZMW100 shall be paid to:\n\ni. An employee who is required to be away from the duty station on official\nbusiness\n\nii. An employee who works over lunch time\n\niii. Lunch allowance will however not be given without prior approval. At\nthe same time the supervisor shall provide the work in advance",{"bindId":87,"name":88,"text":89},"trainingfund","(d) Study Loan Employees are entitled up","(d) Study Loan\n\nEmployees are entitled up to 30%of the annual basic salary. In a case of\ncontract staff, recoverable period shall not exceed remaining period.\n\nAll loans and advances shall be approved on condition that the employee does\nnot have less than twenty five per cent of his\u002Fher gross earnings as net\npay.",{"bindId":91,"name":92,"text":93},"maternityotherclause","c) The maternity leave is exclusive of a","c) The maternity leave is exclusive of any other leave to which a female\nemployee may otherwise be entitled.",{"bindId":95,"name":96,"text":97},"OVERTIME_trigger","Employees requested to work beyond worki","Employees requested to work beyond working hours will be entitled to\novertime as follows:-\n\n7.1 Normal working day - Hourly rate X 1.5\n\n7.2 Public holidays, Saturdays and Sundays - Hourly rate X 2",{"bindId":99,"name":100,"text":101},"healthcareaccess","With respect to medical care and service","With respect to medical care and service the Authority shall subscribe to\nleast one medical scheme for its employees with the following provisions;\n\n16.1 Eligibility\n\nOnly employees of the Authority and their registered dependants are\neligible\n\n16.2 Benefits\n\ni. Doctors consultation fees which shall include specialist fees provided at\nthe request of the consulting doctor\n\nii. Tests required by the consulting doctor\n\niii. Treatment by the consulting doctor\n\niv. Surgical and gynaecological procedures\n\nWhere service is not available at the University Teaching Hospital (UTH),\nrefund may be given for services obtained elsewhere on production of receipt.\nRefunds shall also be sought when service is sought outside town; upon\nproduction of receipt (s) and within the policy entitlement.",{"bindId":103,"name":104,"text":105},"healthinsurance","The Authority shall take Group Life Assu","The Authority shall take Group Life Assurance (GLA) policy providing\ncompensation of not less than 3x the annual basic salary.",{"bindId":107,"name":108,"text":109},"COMMUTE_trigger","9.3 Transport Allowance (a) The Authorit","9.3 Transport Allowance\n\n(a) The Authority shall pay transport allowance of ZMW900 to all unionised\nmembers of staff who not entitled to fuel allowance\n\n(b) Management shall ensure that staff asked to work after 18:00 hrs is\neither provided with a taxi fare or transport.",{"bindId":111,"name":96,"text":97},"SUNDAY_trigger",{"bindId":113,"name":114,"text":115},"sicknessmaxdays","The Authority shall grant leave to an em","The Authority shall grant leave to an employee who is unable to execute\nnormal duties due to ill health or injury provided that any absence is covered\nby a medical certificate from a registered medical or dental practitioner. In\ncase of prolonged absence, an employee shall be: -\n\na) On full pay for the first 90 days\n\nb) On half pay for a further period of 90 days\n\nc) Thereafter on unpaid leave for a further period of 90 days after which an\nemployee shall be recommended for medical board to determine his\u002Fher fitness\nfor continued employment.\n\nd) If retired, he\u002Fshe shall be paid accrued gratuity.",{"bindId":117,"name":118,"text":119},"protectiveclothing","The Authority shall provide protective c","The Authority shall provide protective clothing per year as follows: -\n\n17.1 Drivers\n\n1 Work suit, 1 Overall, 1 safety shoe, 1 rain coat\n\n17.2 Office Assistants\n\n1 dust coat, 1 working suit, 1 pair of shoes, 2 pair of canvas\n\n17.3 Care Taker\n\n3 pairs of industrial gloves, 2 working suits, 3 gum boots, 2 rain coats, 1\npair of shoe\n\n18. DRESS CODE\n\n18.1 Monday - Thursday\n\nFormal office dress (unless expecting mothers)\n\n18.2 Friday\n\nFormal office dress or casual wear provided one adorns on approved corporate\nattire.",{"bindId":121,"name":118,"text":122},"healthandsafetypolicy","The Authority shall provide protective clothing per year as follows: -\n\n17.1 Drivers\n\n1 Work suit, 1 Overall, 1 safety shoe, 1 rain coat\n\n17.2 Office Assistants\n\n1 dust coat, 1 working suit, 1 pair of shoes, 2 pair of canvas\n\n17.3 Care Taker\n\n3 pairs of industrial gloves, 2 working suits, 3 gum boots, 2 rain coats, 1\npair of shoe",{"bindId":124,"name":125,"text":126},"hiv","The Authority shall development a compre","The Authority shall development a comprehensive Wellness Policy which shall\nspecify health matters, HIV\u002FAIDS and safety provisions. Such will also focus on\npreventive measures such as provision for sport for workers.",{"bindId":128,"name":114,"text":115},"sicknesspay",{"bindId":130,"name":131,"text":132},"dayspweek_select","6.2 Working days shall be Monday to Frid","6.2 Working days shall be Monday to Friday excluding holidays.\n\n6.3 Any hours beyond this shall constitute overtime for all unionized\nemployees.",{"bindId":134,"name":135,"text":136},"paidpaternityleave","11.3 Paternity Leave The Authority shall","11.3 Paternity Leave\n\nThe Authority shall grant male employees 5 calendar days as paternity leave\nprovided;\n\na) Has completed 6 months of service with the Authority\n\nb) On production of record of birth record signed by a registered medical\npractitioner\n\nc) The child is from the registered spouse",{"bindId":138,"name":139,"text":140},"longtermillness","c) Thereafter on unpaid leave for a furt","c) Thereafter on unpaid leave for a further period of 90 days after which an\nemployee shall be recommended for medical board to determine his\u002Fher fitness\nfor continued employment.",{"bindId":142,"name":114,"text":143},"sicknessmaxdaysnr","The Authority shall grant leave to an employee who is unable to execute\nnormal duties due to ill health or injury provided that any absence is covered\nby a medical certificate from a registered medical or dental practitioner. In\ncase of prolonged absence, an employee shall be: -\n\na) On full pay for the first 90 days\n\nb) On half pay for a further period of 90 days",{"bindId":145,"name":100,"text":146},"healthcareaccessrelatives","With respect to medical care and service the Authority shall subscribe to\nleast one medical scheme for its employees with the following provisions;\n\n16.1 Eligibility\n\nOnly employees of the Authority and their registered dependants are\neligible",{"bindId":148,"name":149,"text":150},"bankholidays1","The Authority shall observe all Gazetted","The Authority shall observe all Gazetted public holidays in the Republic of\nZambia.",{"bindId":152,"name":125,"text":126},"hivpolicy",{"bindId":154,"name":58,"text":59},"paidmaternityleavepay",{"bindId":156,"name":157,"text":158},"trainingprogrammes","Study leave shall be granted to an emplo","Study leave shall be granted to an employee who requires time off to prepare\nfor approved examinations. Study courses approved by the Authority, which\nrequires full time attendance not exceeding three months at the institution of\nlearning shall be dealt with by special arrangements as prescribed in the\ntraining policy.\n\nLocal studies\n\nEmployees undertaking studies will be entitled to leave at the following\nrates\n\nStudy: 4 days per each examination paper Examination: 1 day",{"bindId":160,"name":161,"text":162},"paidmaternityleave","11.3 Maternity leave The Authority shall","11.3 Maternity leave\n\nThe Authority shall grant female employees maternity leave provided:\n\na) Employee has completed at least 6 months of continuous service with the\nAuthority or two years has elapsed since her last maternity leave.\n\nb) Such employee is entitled to a maximum of 90 calendar days with full\npay.\n\nc) The maternity leave is exclusive of any other leave to which a female\nemployee may otherwise be entitled.\n\nd) Breast feeding mothers will be entitled to 2 hours per day for six (6)\nmonths after returning from maternity.",{"bindId":164,"name":165,"text":166},"PAIDLEAV_trigger","11.1 Annual Leave All employees shall be","11.1 Annual Leave\n\nAll employees shall be obliged to take annual leave of not less than\ntwenty-one days in every twelve months. For the purposes of this provision, the\nperiod of twelve months shall be the period starting on the date the employee\nreported back for work from annual leave taken or the date of reporting for\nwork as a new employee whichever may be the case.\n\nEntitlement\n\nThe following leave days shall accrue to employees-\n\na) Grade 4-734 days per annual\n\nb) Grade 8-1130 days per annum\n\nUtilization\n\nThe date on which leave may be granted and the period of such leave shall be\nsubject to the convenience of the Authority. The following conditions shall\napply:\n\na) Approved leave shall be exclusive of Saturdays, Sundays and Public\nHolidays.\n\nb) Leave taken shall form part of the service period of an employee\n\nc) Leave that has accrued to the credit of the employee shall not be\nconsidered as part of the period of service until that leave has been taken.",{"bindId":168,"name":169,"text":170},"deathrelatives","11.4 Compassionate Leave The Authority s","11.4 Compassionate Leave\n\nThe Authority shall grant seven days compassionate leave under the following\ncircumstances: -\n\na) Death of spouse\n\nb) Death of child (including legally adopted children)\n\nc) Death of other dependants who live\u002Freside with employee\n\nd) Death of biological parents, sister or brother","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Pensions and Insurance Authority - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\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: → Pension funding, Life 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                        Pensions and Insurance Authority\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Zambia Union of Financial Institutions and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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: → Yes\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): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 9000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → 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        \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            \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: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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: → 14.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2016-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → ZMW 900.0 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[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},[]]