[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-the-workers-compensation-fund-control-board-and-the-zambia-union-of-financial-institutions-and-allied-workers---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":171,"content_type_view":172,"extra_breadcrumbs":173,"body":175,"body_blocks":186,"related_pages":190},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":169,"translations":170},{"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-workers-compensation-fund-control-board-and-the-zambia-union-of-financial-institutions-and-allied-workers---2014","ae2fa502-c491-11e6-89e4-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-the-workers-compensation-fund-control-board-and-the-zambia-union-of-financial-institutions-and-allied-workers---2014\u002Fcollective-agreement-between-the-workers-compensation-fund-control-board-and-the-zambia-union-of-financial-institutions-and-allied-workers---2014\u002F","Collective Agreement between the Workers’ Compensation Fund Control Board and the Zambia Union of Financial Institutions and Allied Workers - 2014","ZMB Workers’ Compensation Fund Control Board - 2014","Zambia - ZMB Workers’ Compensation Fund Control Board - 2014","ZMB Workers’ Compensation Fund Control Board - 2014 - Financial services, banking, insurance",{"name":41,"data":42},"WORKCOM.html","\n \n \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New5\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT BETWEEN THE WORKERS’ COMPENSATION FUND CONTROL BOARD\nAND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS - 2014\u003C\u002Fh1>\n\n\u003Cp>This AGREEMENT is made this 1st day of April, 2014 between the Workers’\nCompensation Fund Control Board, a body corporate under the provisions of the\nWorkers’ Compensation Act whose offices are situated at the corner of\nBroadway\u002FMoffat Roads, Ndola (hereinafter referred to as the Board) of the one\npart and the Zambia Union of Financial Institutions and Allied Workers whose\nregistered offices are in Luangwa House, Cairo Road, Lusaka (hereinafter\nreferred to as the Union) of the other part.\u003C\u002Fp>\n\n\u003Ch2>1. PRELIMINARY\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall be cited as the Collective agreement.\u003C\u002Fp>\n\n\u003Ch2>2. INTERPRETATION\u003C\u002Fh2>\n\n\u003Cp>In this Agreement, unless the context otherwise requires and subject to the\nexceptions as may be hereinafter indicated.\u003C\u002Fp>\n\n\u003Cp>The “Employer” shall mean the Workers’ Compensation Fund Control\nBoard.\u003C\u002Fp>\n\n\u003Cp>The “Union” shall mean the Zambia Union of Financial Institutions and\nAllied Workers.\u003C\u002Fp>\n\n\u003Cp>“Employees” shall mean all those persons who undertake to render service\nto the aforesaid Employer of labour and reckoned as such under the provisions\nof the Industrial and Labour Relations Act.\u003C\u002Fp>\n\n\u003Cp>The “Terms and Conditions of Service” shall mean the terms and\nconditions contained in this Agreement,\u003C\u002Fp>\n\n\u003Cp>The “Management” shall mean a team of members of staff or\nrepresentatives of the Board who are entrusted with day to day managerial\nfunctions of the Board whether of permanent or temporary nature as the case may\nbe.\u003C\u002Fp>\n\n\u003Cp>The “Commissioner” shall mean the Workers’ Compensation Commissioner\nof the Board who is appointed under the relevant provisions of the Workers’\nCompensation Act.\u003C\u002Fp>\n\n\u003Cp>“Chief Executive Officer” shall mean the Commissioner.\u003C\u002Fp>\n\n\u003Ch2>3. WAGES, SALARIES AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>3.1 Wages and Salaries: By this Agreement, the Parties have agreed and\naccepted that the wages and salary increases affecting Unionised employees\nshall be eleven percent (11%) across the board for a period of one (1) year\neffective 1st April, 2014.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.2 Conditions of Service - Terms of Appointment\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(i) Any person appointed by the Board shall be employed on probation.\u003C\u002Fp>\n\n\u003Cp>(ii) The period of probationary service shall normally be six (6) months but\nthis period may be extended by the Commissioner.\u003C\u002Fp>\n\n\u003Cp>(iii) On successful completion of the six (6) months probationary period of\nservice, the employee shall be confirmed as an established employee of the\nBoard.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iv) Where an employee’s probationary period has been extended under (ii)\nabove, such extension shall not exceed a period of three (3) months after\nwhich, if not confirmed, the employee may have his employment terminated.\u003C\u002Fp>\n\n\u003Cp>Provided that no person shall be appointed as an employee of the Board\nunless he\u002Fshe has been examined and declared fit by a registered medical\npractitioner nominated by the Commissioner.\u003C\u002Fp>\n\n\u003Ch2>4. GRADES AND SALARY SCALES\u003C\u002Fh2>\n\n\u003Cp>Grades and Salary Scales shall be prescribed by the Board and it shall be\ncompetent for the Commissioner to appoint an employee to a particular grade and\ndetermine his salary in that grade.\u003C\u002Fp>\n\n\u003Cp>Employees shall be rewarded a one off payment based on individual\nperformance appraisal as determined by the Performance Management System.\u003C\u002Fp>\n\n\u003Cp>4.1 Salary increments other than those negotiated for shall be granted to an\nemployee within the scale applicable to the employee’s post, subject to\nsatisfactory performance. In other words, other salary increments will not be\nautomatic but will be performance driven.\u003C\u002Fp>\n\n\u003Ch2>5. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>(i) Overtime shall be paid to an employee at one and half (1.5) times\nordinary rate of each hour worked on week days. Where an employee is required\nto work on a Saturday, Sunday or a Statutory Public Holiday, he\u002Fshe shall be\npaid at two (2) times the ordinary rate for each hour worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) An employee who is authorized to work beyond 17:00 hours shall\u003C\u002Fp>\n\n\u003Cp>be provided with company transport. Provided that in the absence of\ntransport, costs equivalent to ordinary taxi fares to the employee’s\ndesignated residence shall bethe board.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. REPATRIATION COSTS\u003C\u002Fh2>\n\n\u003Cp>(i) An employee who retires on normal or medical grounds, dies or is\ndeclared redundant shall be entitled to repatriation benefits which shall\ninclude all expenses to cover the costs of transporting the employee, spouse,\nchildren and registered dependants aged twenty one (21) years or below and the\nhousehold effects back to his\u002Fher place of recruitment or such other\ndestination within Zambia as the employee may choose.\u003C\u002Fp>\n\n\u003Cp>(ii) The Board shall pay Thirteen Thousand Kwacha (K13,000,00) across the\nboard in lieu of transport.\u003C\u002Fp>\n\n\u003Ch2>7. ESTABLISHMENT OF STAFF PENSION AND GROUP LIFE ASSURANCE SCHEMES\u003C\u002Fh2>\n\n\u003Cp>The Staff Pension Scheme is administered by Workcom Pension Scheme Trustees\nbut the Group Life Assurance Scheme for the time being is administered by the\nexternal insurers on behalf of the Board and whose objectives shall be to\nprovide finance to the Board’s employees who may retire or die within the\nBoard’s service as the case may be.\u003C\u002Fp>\n\n\u003Cp>7.1 Staff Pension Scheme\u003C\u002Fp>\n\n\u003Cp>A bonafide employee who has been admitted to membership under this Scheme\nshall upon retirement from the Board’s service be entitled to the benefits in\naccordance with the laid down rules and regulations relating to the Scheme as\nstipulated by the WORKCOM PENSION TRUSTEES.\u003C\u002Fp>\n\n\u003Cp>Every employee who qualifies under the provisions of the Workcom Pension\nScheme shall contribute five percent (5%) of his \u002F her monthly basic salary\ntowards the scheme shall contribute sixteen and half percent (16.5%) of the\nemployee’s basic salary making the total contribution twenty one and half\npercent (21.5%).\u003C\u002Fp>\n\n\u003Cp>7.2 Staff Group Life Assurance Scheme\u003C\u002Fp>\n\n\u003Cp>Every bonafide employee shall be eligible to the Board’s Group Life\nAssurance Scheme which shall provide lumpsum benefits based on four and half\n(4,5) times the employee’s annual salary should such an employee die in the\nBoard’s service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>7.3 National Pension Scheme Authority (NAPSA)\u003C\u002Fp>\n\n\u003Cp>Every employee unless exempted by the National Pension Scheme Act, shall be\nrequired to become a member of the National Pension Scheme Authority (NAPSA)\nand the employee’s share of monthly statutory contributions shall be deducted\nfrom the employee’s salary and remitted to NAPSA, accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.4 Normal Retirement Age\u003C\u002Fp>\n\n\u003Cp>An employee shall retire from the Board's service on attainment of the\nstatutory retirement age of fifty rivet (65) years,\u003C\u002Fp>\n\n\u003Cp>7.5 Retirement on Medical Grounds\u003C\u002Fp>\n\n\u003Cp>(i) An employee may retire on medical grounds upon satisfactory medical\nevidence that such an employee is incapable, by reason of some infirmity of\nmind or body, of discharging the duties of his\u002Fher office due to such\ninfirmity, and that;\u003C\u002Fp>\n\n\u003Cp>(ii) An employee retired under (i) above, shall be entitled to be paid\nretirement benefits under these conditions using the formula:-\u003C\u002Fp>\n\n\u003Cp>- three (3) months basic salary for each year served pro- rated;\u003C\u002Fp>\n\n\u003Cp>-three (3) months basic salary ex-gratia but subject to the recovery of\nmonies owing to the Board.\u003C\u002Fp>\n\n\u003Cp>7.6 Early Retirement\u003C\u002Fp>\n\n\u003Cp>Where an employee has applied for Early Retirement and Management has\napproved the application taking into account Management’s right to approve or\ndisapprove such an application, theBoard shall pay Early Retirement-Benefits\nunder this Clause for an employee who has served a minimum of fifteen (15)\nyears continuous service or who has attained forty (40) years of age.\u003C\u002Fp>\n\n\u003Cp>In this case, Management shall give such an employee one (1) month notice or\npay in lieu of. The payment of Early Retirement Benefits shall be subject to\nrecovery of all monies owing to the Board.\u003C\u002Fp>\n\n\u003Cp>Benefits shall be calculated as follows: -\u003C\u002Fp>\n\n\u003Cp>(i) Three (3) months Basic Salary for each year served - pro-rated.\u003C\u002Fp>\n\n\u003Cp>(ii) Three (3) months Basic Salary Ex-gratia.\u003C\u002Fp>\n\n\u003Ch2>8. ALLOWANCES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The following Allowances shall be maintained at current rates and\nconsolidated into the salary to form monthly basic pay: hardship, utility,\ntransport, housing and education.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.1 Travelling on Leave Allowance\u003C\u002Fp>\n\n\u003Cp>A bonafide employee of the Board shall be entitled to Travelling Allowance\nwhilst on vacation leave at the rate of one point eight (1.8) times the monthly\nbasic salary subject to tax.\u003C\u002Fp>\n\n\u003Cp>8.2 Travelling on Leave Time Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee travelling on vacation leave shall be entitled to travelling\ndays to be determined by the destination but the total shall not exceed five\n(5) calendar days.\u003C\u002Fp>\n\n\u003Cp>An employee recalled for duty during the course of the leave shall be\nentitled to accumulate or commute for cash any remaining portion of the\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.3 Upset Allowance\u003C\u002Fp>\n\n\u003Cp>Upset Allowance shall be paid to an employee who has been transferred from\none station to another at the rate of Eight Thousand Five Hundred Kwacha\n(K8,500,00) net across the board.\u003C\u002Fp>\n\n\u003Cp>8.4 Overnight Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who is required to travel on duty shall be entitled to\n;Overnight Allowance at the rate of Six Hundred and Fifty Kwacha\u003C\u002Fp>\n\n\u003Cp>(K650.00) per night across the board.\u003C\u002Fp>\n\n\u003Cp>Management will at its discretion pay incidentals depending on the nature of\nbusiness.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.5 Kilometre Allowance\u003C\u002Fp>\n\n\u003Cp>An employee who is granted authority to use a personal vehicle and required\nto perform Board duties or when on transfer from one station to another, shall\nbe paid Kilometre Allowance at the rate of Three Kwacha (K3.00) per\nkilometre.\u003C\u002Fp>\n\n\u003Cp>8.6 Lunch Allowance\u003C\u002Fp>\n\n\u003Cp>An employee who is travelling on duty will be paid One Hundred and Seventy\nKwacha (K170.00) net if lunch break finds him\u002Fher away from the base town.\u003C\u002Fp>\n\n\u003Cp>The Allowance shall be claimed only once both on the outward and return\njourney across the Board.\u003C\u002Fp>\n\n\u003Cp>8.7 Out of Pocket Allowance\u003C\u002Fp>\n\n\u003Cp>An established employee sponsored by line Board to attend a residential\nseminar or course of training shall be entitled to Out of Pocket Allowance at\nthe rate of Two Hundred Kwacha (K200.00) net per day subject to a maximum of\nten (10) days.\u003C\u002Fp>\n\n\u003Cp>8.8 Acting Allowance\u003C\u002Fp>\n\n\u003Cp>(i) An Acting Allowance\u002FSpecial Duty Allowance shall be paid by the Board to\nany Officer required to assume duties in any one month provided that such\nacting appointment shall be in respect of the period of not less than thirty\n(30) consecutive days or one (1) calendar month.\u003C\u002Fp>\n\n\u003Cp>(ii) The Acting Allowance shall be the difference between an Officer’s\nbasic salary and the entry point of the higher scale in which the Officer is\nrequired to act.\u003C\u002Fp>\n\n\u003Cp>Where an Officer is required to act in a higher grade and the Acting\nAllowance was found to be less than the value of the notch of a higher grade,\nthen that Officer shall in addition be paid Acting Allowance with reference to\nthe second higher notch.\u003C\u002Fp>\n\n\u003Cp>8.9 Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>Where an employee is not required to assume full duties of the office in\nwhich he\u002Fshe is sitting-in, such an employee shall be entitled to special duty\nor keeping office allowance at the rate of ten percent (10%) of the basic\nsalary.\u003C\u002Fp>\n\n\u003Ch2>9. CHRISTMAS BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Board shall pay Christmas Bonus as a Christmas gift every year based on\nthe previous year’s amount plus inflation rate unless Management can prove\nthat the funds are not available.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. HOUSE OWNERSHIP SCHEME\u003C\u002Fh2>\n\n\u003Cp>It is hereby recognized and agreed that the Board may grant a loan to an\nestablished employee wishing to build or purchase a dwelling house for\nhimself\u002Fherself and his\u002Fher family for the amount of the building costs or\npurchase price, subject to limits set by the loan Committee from time to time\nand availability of funds.\u003C\u002Fp>\n\n\u003Ch2>11. LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Vacation leave - an employee shall be entitled to accrued leave from the\ndate of first engagement but shall only be entitled to take vacation leave with\npay upon completion of six (6) months continuous service with the Board. Leave\nentitlements shall for the time being be as follows until they are reviewed\u003C\u002Fp>\n\n\u003Cp>(i) Employees in salary grades U1 to U3 shall be entitled to three and a\nhalf (3.5) days leave on full salary and other benefits for each completed\nmonth of service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-holidaysdays\">\u003Cp>(ii) Employees in salary grades U4 to U5 shall be entitled to three (3) days\nleave on full salary and other benefits for each completed month of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(iii) Saturdays, Sundays and any Government Gazetted Public Holiday falling\nwithin any period of vacation leave shall not be counted as days of leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iv) An employee shall be granted commutation for cash or to offset\nliabilities to the Board the balance of leave days from the accrued leave days\ndue to him or her when proceeding on annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. ACCUMMULATION OF LEAVE\u003C\u002Fh2>\n\n\u003Cp>Accumulation of leave shall be subject to a maximum of one hundred and fifty\n(150) days per annum. Extra days shall be forfeited.\u003C\u002Fp>\n\n\u003Ch2>13. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>13.1 Any employee who is certified by a recognized Medical\u003C\u002Fp>\n\n\u003Cp>Practitioner and registered with the - Medical Council of Zambia,\u003C\u002Fp>\n\n\u003Cp>who shall be designated By the \"Board as being execute his\u002Fher duties due to\nsickness or injury shall be granted paid sick leave provided that such sickness\nor injury was not attributed to the employee’s negligence or\nmisconduct. \u003C\u002Fp>\n\n\u003Cp>13. 2 Sick Leave Shall Be In Compliance With:-\u003C\u002Fp>\n\n\u003Cp>(i) During the probationary period up to a maximum of one (1) month on full\npay and one (1) month on half pay,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(ii) A bonafide employee shall be eligible to paid sick leave up to a\nmaximum of three (3) months on full pay and three (3) months on half pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.3 These periods may be extended with the approval of the Board, but shall\nin no circumstances exceed six (6) months on full pay and three (3) months on\nhalf pay,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.4 Paid sick leave shall be treated separately and shall not be\ncumulative.\u003C\u002Fp>\n\n\u003Cp>13.5 Subject to the Provisions of Section 64 (2) of the Employment Act, if\nabsence due to sickness or injury is not certified by a Medical Practitioner as\nprovided under (Clause 13.1), it shall be treated as unpaid leave. For\nprolonged indisposition, medical certificates shall be produced at such\nintervals as may be required from time to time.\u003C\u002Fp>\n\n\u003Ch2>14. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(i) Every female employee who has completed at least two (2) years of\ncontinuous service with the Board may from the date of first engagement or\nsince the last maternity leave taken as the case may be, shall, on production\nof a certificate from a Medical Practitioner be entitled to a maternity leave\nof ninety (90) calendar days with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) The maternity leave so granted shall be exclusive of any other leave to\nwhich a female employee may be otherwise entitled,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(iii) In case of illness which arises out of pregnancy and results in a\nfemale employee becoming temporarily incapable of performing her duties, such\nemployee shall be entitled to sick leave in accordance with the Provisions of\n(Clause 13,2) of the Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>14.1 Breast Feeding\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>A breast feeding mother will be given thirty (30) minutes just before lunch\non any working day if required for breast feeding\u003C\u002Fp>\n\n\u003Cp>purposes. The duration of the breast feeding arrangements shall be up to\nthree (3) months after Maternity Leave. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.2 Medical Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Management at its discretion shall grant Medical Compassionate Leave of\nabsence upon application by a male employee where a spouse is incapacitated for\npurposes of attending to newly born baby\u002Fbabies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. LEAVE WITHOUT PAY\u003C\u002Fh2>\n\n\u003Cp>Leave without pay shall not be granted without consent of the Board. For the\npurpose of this Clause, leave without pay shall arise in circumstances not\ncovered under this Agreement and will not count towards service gratuity or\nother service benefits\u003C\u002Fp>\n\n\u003Ch2>16. STUDY\u002FSPECIAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>(a) Study leave will be given to an employee pursuing an approved course of\nstudy to enable him\u002Fher prepare for examinations and shall be up to fourteen\n(14) calendar days. Provided that such leave shall not include days of writing\nexaminations.\u003C\u002Fp>\n\n\u003Cp>(b) Special leave of absence from duties may be granted to an employee by\nthe Commissioner, as paid leave in the following circumstances: -\u003C\u002Fp>\n\n\u003Cp>(i) For the purpose of attending to National duties prescribed under any\nlaw; or\u003C\u002Fp>\n\n\u003Cp>(ii) For the purpose of attending court as a witness; or\u003C\u002Fp>\n\n\u003Cp>(iii) For the purpose of attending by any member of the Union, any\nactivities of the Union in accordance with and as is stipulated under the\nProvisions of the Industrial Relations Act.\u003C\u002Fp>\n\n\u003Cp>(iv) For any other purposes as may be approved by the Commissioner.\u003C\u002Fp>\n\n\u003Ch2>17. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>For the purpose of attending by an employee, upon the death of the\nemployee’s spouse, and\u002For child and biological parent as the case may be of\nfuneral arrangements in respect thereof, compassionate leave shall be fourteen\n(14) calendar days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>(a) The service of any employee on probation may be terminated by either\nparty giving twenty four (24) hours notice in writing.\u003C\u002Fp>\n\n\u003Cp>(b) Except in cases of summary dismissals or discharges, notice of\ntermination of employment for established employees shall be one (1) month or\none (1) month's salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>Provided that the Commissioner may at his\u002Fher discretion at any time permit\nan employee to resign without giving the required notice in writing and\u002For\naccept a shorter period of notice in any particular case.\u003C\u002Fp>\n\n\u003Cp>(c) Notice given by the Commissioner or the employee may not except by\nmutual consent, include any period of vacation leave.\u003C\u002Fp>\n\n\u003Ch2>19. LEAVE ON TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>(a) Where the employee’s services are terminated for any reason, he\u002Fshe\nshall be entitled to receive cash payment in lieu of the accumulated paid leave\non the last day of his\u002Fher service.\u003C\u002Fp>\n\n\u003Cp>(b) Where the employee dies, a cash payment calculated on the basis of\nhis\u002Fher accrued leave at that time of the employee’s death shall be paid to\nsuch person or persons, being members of the deceased employee’s family.\u003C\u002Fp>\n\n\u003Cp>Provided that any monies due or owing to the Board by the employee in\ncircumstances under this Clause shall be deducted from any such cash payment\naforesaid.\u003C\u002Fp>\n\n\u003Ch2>20. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>20.1 Where, due to circumstances beyond the Board’s control, Redundancy is\nforeseen, Management shall at the earliest opportunity, negotiate with the\nUnion the terms of redundancy in deciding who, of the Board’s employees, will\nbe declared redundant. However, all things being equal, the principle of\n“First in-Last-out” shall be applied when laying off employees.\u003C\u002Fp>\n\n\u003Cp>Management shall undertake to inform the Union in advance of its intention\nto apply redundancy measures.\u003C\u002Fp>\n\n\u003Cp>20.2 Redundancy\u002FRetrenchment Payments\u003C\u002Fp>\n\n\u003Cp>Where redundancy\u002Fretrenchment measures are applied, the following will for\nthe time being apply to those affected by such measures. The two parties\nhowever, agreed to review this Clause at a later date to be agreed upon\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003C\u002Ftr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Ctr>\u003Ctd>PERIOD OF SERVICE\u003C\u002Ftd>\n \u003Ctd>PERIOD OF NOTICE\u003C\u002Ftd>\n \u003Ctd>BENEFITS\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6 - 60 months\u003C\u002Ftd>\n \u003Ctd>2 months\u003C\u002Ftd>\n \u003Ctd>Forty-five (45) months months salary plus two (2) months salary for\n each year served.\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>61-120 months\u003C\u002Ftd>\n \u003Ctd>2 months\u003C\u002Ftd>\n \u003Ctd>\u003Cp>Fifty (50) months salary plus two (2) months salary for each year\n served.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>121 - 180 months\u003C\u002Ftd>\n \u003Ctd>2 months\u003C\u002Ftd>\n \u003Ctd>Fifty-five (55) months salary plus two (2) months salary for each\n year served.\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>181 - 240 months\u003C\u002Ftd>\n \u003Ctd>2 months\u003C\u002Ftd>\n \u003Ctd>Sixty (60) months salary plus two (2) months salary for each year\n served.\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>241 - 300 months\u003C\u002Ftd>\n \u003Ctd>2 months\u003C\u002Ftd>\n \u003Ctd>Sixty-five (65) months salary plus two (2) months salary for each\n year served.\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>301 and above\u003C\u002Ftd>\n \u003Ctd>2 months\u003C\u002Ftd>\n \u003Ctd>Seventy (70) months salary plus two (2) months salary for each year\n served.\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fdiv>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>21. CONVERSION FORMULA TO FIXED TERM CONTRACT OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Where Management has approved the conversion of an employee from Permanent\nand Pensionable conditions of employment to a fixed term contract of\nEmployment, such an employee shall be paid benefits for the previous service\nprior to conversion as follows: -\u003C\u002Fp>\n\n\u003Cp>Two point seven (2.7) months salary for each year served pro¬rated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. CONDUCT AND DISCIPLINE\u003C\u002Fh2>\n\n\u003Cp>22.1 Code of Discipline and Procedures\u003C\u002Fp>\n\n\u003Cp>It is hereby recognized and agreed that Management shall exercise all the\npowers and authority as enshrined in the Code of Discipline and Grievance\nProcedures in dealing with conduct and discipline of employees.\u003C\u002Fp>\n\n\u003Cp>22.2 Appeals Committee\u003C\u002Fp>\n\n\u003Cp>It is hereby recognized and agreed that there will be an Appeals Committee\ncomprising the following: -\u003C\u002Fp>\n\n\u003Cp>(a) Workers’ Compensation Commissioner or his\u002Fher representative as\nChairperson;\u003C\u002Fp>\n\n\u003Cp>(b) Three (3) Management representatives; and\u003C\u002Fp>\n\n\u003Cp>(c) Three (3) Union representatives.\u003C\u002Fp>\n\n\u003Ch2>23. FORMULATION OF POLICY DOCUMENTS\u003C\u002Fh2>\n\n\u003Cp>It is hereby recognized and agreed that Management shall engage the Union in\nthe process of development, review and amendment of policy documents that\ndirectly affect the welfare of Unionised employees.\u003C\u002Fp>\n\n\u003Ch2>24. INTERESTS OF EMPLOYEES LIKELY TO CONFLICT WITH OFFICIAL DUTIES\u003C\u002Fh2>\n\n\u003Cp>Where an employee or their spouse holds any pecuniary interest in any\nproperty, firm or company which is likely to conflict with his\u002Fher official\nduties, he\u002Fshe shall disclose such interests to the Commissioner who shall\ndecide whether the employee should resign from\u003C\u002Fp>\n\n\u003Ch2>25. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>The normal hours of work shall be as prescribed by the Commissioner from\ntime to time within the confines of the Law.\u003C\u002Fp>\n\n\u003Cp>08:00 Hours - 13:00 Hours and 14:00 Hours to 17:00 Hours.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>For employees engaged in shift work, the basic working hours shall be forty\n(40) hours per week over a shift cycle irrespective of the days worked\nincluding Saturdays, Sundays and Public Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>26. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>It is agreed that public holidays declared by the Government of the Republic\nof Zambia shall be treated as\u002Fholidays with full pay,\u003C\u002Fp>\n\n\u003Ch2>27. TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>27.1 An employee shall be liable to be transferred by the Commissioner at\nany time from the post which one occupies to any other post in the Board’s\nadministration provided that the employee shall not suffer any reductions in\nhis\u002Fher emoluments.\u003C\u002Fp>\n\n\u003Cp>27.2 Where an employee is transferred by the Commissioner from one Station\nto another, he\u002Fshe shall be entitled to Upset Allowance, free transport for\nhimself\u002Fherself and his\u002Fher family.\u003C\u002Fp>\n\n\u003Ch2>28. TRAVELLING AND REMOVAL EXPENSES ON FIRST APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>28.1 The Board shall provide transport or pay an Allowance in respect of\ntravelling and removal expenses on first appointment to the Board.\u003C\u002Fp>\n\n\u003Cp>28.2 An employee who has been paid an Allowance in respect of travelling and\nremoval expenses on first appointment, but is discharged for misconduct or\nresigns from his appointment before completing one (1) year’s service shall\nrefund to the Board the whole of the Allowance he\u002Fshe has received. If he\u002Fshe\nis discharged or resigns before completing two (2) year’s service, he\u002Fshe\nshall refund one third of such Allowance.\u003C\u002Fp>\n\n\u003Cp>Provided that no refund shall be redeemed from an employee who has served\nthe Board for a period of three (3) years continuous service.\u003C\u002Fp>\n\n\u003Ch2>29. GRANT FOR EDUCATIONAL AND VOCATIONAL TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>29.1 An established employee undertaking an approved educational or\nProfessional course, may on application to the Board, be granted special leave\nand a grant towards board and tuition fees, books, etc upon the terms and\nconditions as the Board may at its discretion stipulate.\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee is awarded a bursary by the Board to pursue\na full time course of study, the employee shall therefore be required to serve\nthe Board for a period equal to the length of the course of study or four (4)\nyears, whichever is the lesser period,\u003C\u002Fp>\n\n\u003Cp>29.2 Management shall grant an Educational Loan to an employee as per\nTraining Policy and the maximum period of recovery shall be limited to twelve\n(12) months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>30. SUBSCRIPTION TO APPROPRIATE PROFESSIONAL BODIES\u003C\u002Fh2>\n\n\u003Cp>The Board shall pay one hundred percent (100%) subscription fees to one (1)\nInternational Professional Body and one (1) Local Professional Body, provided\nthat the employees are at the level of “Full Member” and practicing the\nprofession.\u003C\u002Fp>\n\n\u003Cp>The Board shall refund registration and examination fees to an employee\nstudying approved courses upon successful completion of the course.\\\u003C\u002Fp>\n\n\u003Ch2>31. MOTOR VEHICLE AND FURNITURE LOAN\u003C\u002Fh2>\n\n\u003Cp>The rules for Motor Vehicle and Furniture Loans will be set out by the Loans\nCommittee from time to time.\u003C\u002Fp>\n\n\u003Ch2>32. PERSONAL LOAN\u003C\u002Fh2>\n\n\u003Cp>An eligible employee shall be entitled to a Personal Loan at the rate of\ndouble his\u002Fher monthly basic salary once per annum at an interest rate of three\nand half percent (3.5%) and shall be recovered in twelve (12) months.\u003C\u002Fp>\n\n\u003Ch2>33. SALARY ADVANCE\u003C\u002Fh2>\n\n\u003Cp>Management may grant a salary advance to an established employee to\u003C\u002Fp>\n\n\u003Cp>be recovered in three (3) monthly installments.\u003C\u002Fp>\n\n\u003Cp>Provided that the employee has no other running advances on the payroll,\u003C\u002Fp>\n\n\u003Ch2>34. FUNERAL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Where an employee, employee’s spouse, biological child, or biological\nparent dies, the Board shall be responsible for the funeral expenses. In the\ncase of registered dependants aged twenty one (21) years and below, legally\nadopted and in full time school, the Board may assist with funeral expenses.\u003C\u002Fp>\n\n\u003Cp>(i) Where an employee, employee’s spouse, biological child or biological\nparent dies, the Board shall be responsible for the funeral.\u003C\u002Fp>\n\n\u003Cp>(ii) In the event of death of a registered dependant aged twenty one (21)\nyears and below, legally adopted and in full time school, the Board shall\nassist such a bereaved employee with funeral expenses.\u003C\u002Fp>\n\n\u003Cp>For the purpose of this Clause, the extent of Boards assistance as in (i)\nand (ii) above shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>EMPLOYEE\u002FSPOUSE\u003C\u002Fp>\n\n\u003Cp>- Casket\u003C\u002Fp>\n\n\u003Cp>- Transport\u003C\u002Fp>\n\n\u003Cp>- Six Thousand Five Hundred Kwacha (K6,500.00) cash\u003C\u002Fp>\n\n\u003Cp>BIOLOGICAL CHILD\u003C\u002Fp>\n\n\u003Cp>- Standard coffin\u003C\u002Fp>\n\n\u003Cp>- Transport\u003C\u002Fp>\n\n\u003Cp>- Five Thousand Five Hundred Kwacha (K5,500.00) cash\u003C\u002Fp>\n\n\u003Cp>BIOLOGICAL PARENT\u002FLEGALLY REGISTERED DEPENDANT AGED TWENTY ONE (211 YEARS\nAND BELOW\u003C\u002Fp>\n\n\u003Cp>- Transport only when \u002Fwhere available\u003C\u002Fp>\n\n\u003Cp>- Standard coffin\u003C\u002Fp>\n\n\u003Cp>- Five Thousand Five Hundred Kwacha (K5,500.00) cash\u003C\u002Fp>\n\n\u003Cp>A registered dependant refers to a legally adopted person aged twenty one\n(21) years and below in full time school and living with the employee at the\ntime of demise. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>35. UNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The Board shall provide two (2) appropriate pairs of uniforms to all\neligible employees once every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>36. MEDICAL FACILITIES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>An employee, spouse, biological children and legally registered dependants\naged twenty one (21) years and below shall be provided with medical facilities\nat such clinics\u002Fmedical centres as approved by Management from time to time\nprovided that prior arrangements are made with Management before visiting such\nclinics\u002Fmedical centres. The Board shall subsidize the costs at the rate of\nseventy five per cent (75%) while the employee pays twenty five percent\n(25%).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>37. EXPENSES ON SPECTACLES\u003C\u002Fh2>\n\n\u003Cp>The Board shall refund cost of spectacles upon receiving a medical report\nfrom a recognized and certified Medical Practitioner in line with the Medical\nPolicy on cost sharing basis of seventy five percent (75%) Employer and twenty\nfive percent |25%) Employee,\u003C\u002Fp>\n\n\u003Ch2>38. MEMBERSHIP TO HEALTH CLUB\u003C\u002Fh2>\n\n\u003Cp>All employees in the Unionised Salary scale shall be entitled to membership\nof a Health Club, The Board shall at its discretion arrange for a Corporate or\nappropriate membership.\u003C\u002Fp>\n\n\u003Ch2>39. LONG SERVICE AWARDS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>An employee will be entitled to a Long Service Award upon completion of the\nstipulated years of service with the Board as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>PERIOD\u003C\u002Ftd>\n \u003Ctd>AWARD (K)\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>10 years\u003C\u002Ftd>\n \u003Ctd>Two Thousand Nine Hundred and Fifty Kwacha (K2,950.00) cash\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>15 years\u003C\u002Ftd>\n \u003Ctd>Three Thousand Seven Hundred and Fifty Kwacha (K3.750.00) cash\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>20 years\u003C\u002Ftd>\n \u003Ctd>Five Thousand Two Hundred and Fifty\n\n \u003Cp>Kwacha (K5,250.00) cash\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>25 years\u003C\u002Ftd>\n \u003Ctd>\u003Cp> Six Thousand One Hundred and Fifty Kwacha (K6,150.00) cash\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>30 years\u003C\u002Ftd>\n \u003Ctd>\u003Cp>Six Thousand Nine Hundred and Fifty Kwacha (K6,950.00) cash\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>40. LABOUR DAY AWARDS\u003C\u002Fh2>\n\n\u003Cp>The Board shall put up a Labour Day Organising Committee whose composition\nshall include Union Representation. The Board shall recognize the under listed\nportfolio for awards during the Labour Day celebrations namely:-\u003C\u002Fp>\n\n\u003Cp>(i) Most Hard Working Employee;\u003C\u002Fp>\n\n\u003Cp>(ii) Most Improved Employee;\u003C\u002Fp>\n\n\u003Cp>(iii) Most Security and Safety Conscious Employee;\u003C\u002Fp>\n\n\u003Cp>(iii) Most Long Serving Employee.\u003C\u002Fp>\n\n\u003Ch2>41. EDUCATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>(i)Education Allowance shall be paid at five percent (5%) of the annual\nbasic salary payable in three (3) instalments at the beginning of each State\nschool term up to a maximum of three (3) school terms per annum.\u003C\u002Fp>\n\n\u003Cp>(ii)Education Allowance shall be grossed up for tax purposes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>42. PERIOD OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement except for Wages\u002FSalaries shall remain in force for a period\nof two (2) years effective Ist April, 2014, unless:-\u003C\u002Fp>\n\n\u003Cp>(a) Terminated summarily in the event of either party ceasing to be a legal\nentity; or\u003C\u002Fp>\n\n\u003Cp>(b) Terminated by either party, by giving three (3) months notice in writing\nto the other to that effect; or\u003C\u002Fp>\n\n\u003Cp>(c) Amended in part following negotiations between parties hereto; or\u003C\u002Fp>\n\n\u003Cp>(d) Either party wishing to vary any of the foregoing terms and Conditions\nof service shall give not more than one (1) month notice in writing of its\nintentions and reasons for amending or terminating the Agreement. \u003C\u002Fp>\n\n\u003Ch2>43. SIGNATURE OF THE PARTIES TO THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>In witness whereof the parties have set their respective hands this 5th day\nof August, 2014 at workers' compensation fund control board, Compensation\nHouse, Ndola.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the \u003C\u002Fp>\n\n\u003Cp>WORKERS' COMPENSATION FUND CONTROL BOARD\u003C\u002Fp>\n\n\u003Cp>Dr Elizabeth Lungu - Nkumbula - WORKERS COMPENSATION COMMISSIONER\u003C\u002Fp>\n\n\u003Cp>Justin K. Mushinge - ACTING DIRECTOR - FUND MANAGEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kasapo Mutoni-Gondwe (Mrs) - HUMAN RESOURCES MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the \u003C\u002Fp>\n\n\u003Cp>ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fp>\n\n\u003Cp>Chingati Msiska - GENERAL SECRETARY - ZUFIAW\u003C\u002Fp>\n\n\u003Cp>Chishala Mulenga - BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd colspan=\"2\">UNIONISED EMPLOYEES SALARY STRUCTURE AFTER 10%\n\n \u003Cp>INCREMENT EFFECTIVE 1ST APRIL, 2013\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"2\">UNIONISED EMPLOYEES SALARY STRUCTURE AFTER 11%\n\n \u003Cp>INCREMENT EFFECTIVE 1ST APRIL, 2014 \u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003Cp>01,04,2013 Structure ...Notchp er annum\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cp>Monthly Salary\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cp>01,04.2014 Structure ... Notch per annum\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>Monthly Salary\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>U1\u003C\u002Ftd>\n \u003Ctd>114 979.01\n\n \u003Cp>112 055.81\u003C\u002Fp>\n\n \u003Cp>109 132.62\u003C\u002Fp>\n\n \u003Cp>106 209.42\u003C\u002Fp>\n\n \u003Cp>103 286.23\u003C\u002Fp>\n\n \u003Cp>100 363.03\u003C\u002Fp>\n\n \u003Cp>97 439.84 x 2,923.19\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>9 58l'5S\n\n \u003Cp>9 337.98\u003C\u002Fp>\n\n \u003Cp>9 094.38\u003C\u002Fp>\n\n \u003Cp>8 850.79\u003C\u002Fp>\n\n \u003Cp>8 607.19\u003C\u002Fp>\n\n \u003Cp>8 363.59\u003C\u002Fp>\n\n \u003Cp>8 119.99\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>127 626.70\n\n \u003Cp>124 381.95\u003C\u002Fp>\n\n \u003Cp>121 137.21\u003C\u002Fp>\n\n \u003Cp>117 892.46\u003C\u002Fp>\n\n \u003Cp>114 647,71\u003C\u002Fp>\n\n \u003Cp>111 402.97\u003C\u002Fp>\n\n \u003Cp>108 158.22 x 3,244.55\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>10 635.56\n\n \u003Cp>10 365,16\u003C\u002Fp>\n\n \u003Cp>10 094.77\u003C\u002Fp>\n\n \u003Cp>9 824.37\u003C\u002Fp>\n\n \u003Cp>9 553.98\u003C\u002Fp>\n\n \u003Cp>9 283.58\u003C\u002Fp>\n\n \u003Cp>9 013.18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>U2\u003C\u002Ftd>\n \u003Ctd>96 731.23\n\n \u003Cp>94 628.38\u003C\u002Fp>\n\n \u003Cp>92 525.52\u003C\u002Fp>\n\n \u003Cp>90 422.67\u003C\u002Fp>\n\n \u003Cp>88 319.82\u003C\u002Fp>\n\n \u003Cp>86 216.96\u003C\u002Fp>\n\n \u003Cp>84 114.11 x 2,102.85\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>8 060.94\n\n \u003Cp>7 885.70\u003C\u002Fp>\n\n \u003Cp>7 710.46\u003C\u002Fp>\n\n \u003Cp>7 535.22\u003C\u002Fp>\n\n \u003Cp>7 359.98\u003C\u002Fp>\n\n \u003Cp>7 184.75\u003C\u002Fp>\n\n \u003Cp>7 009.51\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>107 371.66\n\n \u003Cp>105 037.50\u003C\u002Fp>\n\n \u003Cp>102 703.33\u003C\u002Fp>\n\n \u003Cp>100 369.16\u003C\u002Fp>\n\n \u003Cp>98 035.00\u003C\u002Fp>\n\n \u003Cp>95 700.83\u003C\u002Fp>\n\n \u003Cp>93 366.66 x 2,334.16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>8 947.64\n\n \u003Cp>8 753.12\u003C\u002Fp>\n\n \u003Cp>8 558.61\u003C\u002Fp>\n\n \u003Cp>8 364.10\u003C\u002Fp>\n\n \u003Cp>8 169.58\u003C\u002Fp>\n\n \u003Cp>7 975.07\u003C\u002Fp>\n\n \u003Cp>7 780.56\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>U3\u003C\u002Ftd>\n \u003Ctd>87 669.22\n\n \u003Cp>86 103.70\u003C\u002Fp>\n\n \u003Cp>84 538.18\u003C\u002Fp>\n\n \u003Cp>82 972.66\u003C\u002Fp>\n\n \u003Cp>81 407.14\u003C\u002Fp>\n\n \u003Cp>79 841,61\u003C\u002Fp>\n\n \u003Cp>78 276.09 x 1,565.52\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>7 305.77\n\n \u003Cp>7 175.31\u003C\u002Fp>\n\n \u003Cp>7 044.85\u003C\u002Fp>\n\n \u003Cp>6 914.39\u003C\u002Fp>\n\n \u003Cp>6 783.93\u003C\u002Fp>\n\n \u003Cp>6 653.47\u003C\u002Fp>\n\n \u003Cp>6 523.01\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>97 312.84\n\n \u003Cp>95 575.11\u003C\u002Fp>\n\n \u003Cp>93 837,38\u003C\u002Fp>\n\n \u003Cp>92 099.65\u003C\u002Fp>\n\n \u003Cp>90 361.92\u003C\u002Fp>\n\n \u003Cp>88 624.19\u003C\u002Fp>\n\n \u003Cp>86 886.46 x 1,737.73\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>8 109.40\n\n \u003Cp>7 964.59\u003C\u002Fp>\n\n \u003Cp>7 819.78\u003C\u002Fp>\n\n \u003Cp>7 674.97\u003C\u002Fp>\n\n \u003Cp>7 530.16\u003C\u002Fp>\n\n \u003Cp>7 385,35\u003C\u002Fp>\n\n \u003Cp>7 240.54\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>U4\u003C\u002Ftd>\n \u003Ctd>79 424.29\n\n \u003Cp>78 331.30\u003C\u002Fp>\n\n \u003Cp>77 238,30\u003C\u002Fp>\n\n \u003Cp>76 145.31\u003C\u002Fp>\n\n \u003Cp>75 052.31\u003C\u002Fp>\n\n \u003Cp>73 959.32\u003C\u002Fp>\n\n \u003Cp>72 866.32 x 1,092.99\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>6 618.69\n\n \u003Cp>6 527,61\u003C\u002Fp>\n\n \u003Cp>6 436.52\u003C\u002Fp>\n\n \u003Cp>6 345.44\u003C\u002Fp>\n\n \u003Cp>6 254.36\u003C\u002Fp>\n\n \u003Cp>6 163.28\u003C\u002Fp>\n\n \u003Cp>6 072.19\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>88 160.96\n\n \u003Cp>86 947.74\u003C\u002Fp>\n\n \u003Cp>85 734.51\u003C\u002Fp>\n\n \u003Cp>84 521.29\u003C\u002Fp>\n\n \u003Cp>83 308.07\u003C\u002Fp>\n\n \u003Cp>82 094.84\u003C\u002Fp>\n\n \u003Cp>80 881.62 x 1,213.22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>7 346.75\n\n \u003Cp>7 245.64\u003C\u002Fp>\n\n \u003Cp>7 144.54\u003C\u002Fp>\n\n \u003Cp>7 043.44\u003C\u002Fp>\n\n \u003Cp>6 942.34\u003C\u002Fp>\n\n \u003Cp>6 841.24\u003C\u002Fp>\n\n \u003Cp>6 740.13\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>U5\u003C\u002Ftd>\n \u003Ctd>72 163.68\n\n \u003Cp>71 482.89\u003C\u002Fp>\n\n \u003Cp>70 802.10\u003C\u002Fp>\n\n \u003Cp>70 121.31\u003C\u002Fp>\n\n \u003Cp>69 440,52\u003C\u002Fp>\n\n \u003Cp>68 759.73\u003C\u002Fp>\n\n \u003Cp>68 078.94 x 680.78\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>6 013.64\n\n \u003Cp>5 956.91\u003C\u002Fp>\n\n \u003Cp>5 900.17\u003C\u002Fp>\n\n \u003Cp>5 843.44\u003C\u002Fp>\n\n \u003Cp>5 786,71\u003C\u002Fp>\n\n \u003Cp>5 729.98\u003C\u002Fp>\n\n \u003Cp>5 673,25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>80 101.68\n\n \u003Cp>79 346.00\u003C\u002Fp>\n\n \u003Cp>78 590.33\u003C\u002Fp>\n\n \u003Cp>77 834.65\u003C\u002Fp>\n\n \u003Cp>77 078.98\u003C\u002Fp>\n\n \u003Cp>76 323.30\u003C\u002Fp>\n\n \u003Cp>75 567.62 x 755.67\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>6 675.14\n\n \u003Cp>6 612.17\u003C\u002Fp>\n\n \u003Cp>6 549.19\u003C\u002Fp>\n\n \u003Cp>6 486.22\u003C\u002Fp>\n\n \u003Cp>6 423.25\u003C\u002Fp>\n\n \u003Cp>6 360.27\u003C\u002Fp>\n\n \u003Cp>6 297.30\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n \n ",{"hourspday_select":44,"trainingprogrammes":48,"WAGES_determined":52,"ONCERISE_trigger":56,"hourspweek_select":60,"childcare":64,"STRUCINCR_trigger":68,"nursingmothers":72,"funeralpay":76,"maternityotherclause":80,"pensionfund":84,"OVERTIME_trigger":88,"holidaysdays":92,"paidmaternityleavepay":96,"healthcareaccess":100,"COMMUTE_trigger":104,"SUNDAY_trigger":108,"ANNLEAVE_trigger":111,"protectiveclothing":115,"contracttrial":119,"sicknesspay":123,"educationtuition":127,"NOCTPREM_trigger":131,"overtimeallowancetype_general":135,"healthcareaccessrelatives":137,"contractseverancepay1":139,"bankholidays1":143,"SENIOR_trigger":147,"sicknessmaxdays":151,"paidmaternityleave":154,"contractseverancepay":157,"PAIDLEAV_trigger":161,"deathrelatives":165},{"bindId":45,"name":46,"text":47},"hourspday_select","The normal hours of work shall be as pre","The normal hours of work shall be as prescribed by the Commissioner from\ntime to time within the confines of the Law.\n\n08:00 Hours - 13:00 Hours and 14:00 Hours to 17:00 Hours.\n\nFor employees engaged in shift work, the basic working hours shall be forty\n(40) hours per week over a shift cycle irrespective of the days worked\nincluding Saturdays, Sundays and Public Holidays.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","29.1 An established employee undertaking","29.1 An established employee undertaking an approved educational or\nProfessional course, may on application to the Board, be granted special leave\nand a grant towards board and tuition fees, books, etc upon the terms and\nconditions as the Board may at its discretion stipulate.\n\nProvided that where an employee is awarded a bursary by the Board to pursue\na full time course of study, the employee shall therefore be required to serve\nthe Board for a period equal to the length of the course of study or four (4)\nyears, whichever is the lesser period,\n\n29.2 Management shall grant an Educational Loan to an employee as per\nTraining Policy and the maximum period of recovery shall be limited to twelve\n(12) months.",{"bindId":53,"name":54,"text":55},"WAGES_determined","Where Management has approved the conver","Where Management has approved the conversion of an employee from Permanent\nand Pensionable conditions of employment to a fixed term contract of\nEmployment, such an employee shall be paid benefits for the previous service\nprior to conversion as follows: -\n\nTwo point seven (2.7) months salary for each year served pro¬rated.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","The Board shall pay Christmas Bonus as a","The Board shall pay Christmas Bonus as a Christmas gift every year based on\nthe previous year’s amount plus inflation rate unless Management can prove\nthat the funds are not available.",{"bindId":61,"name":62,"text":63},"hourspweek_select","For employees engaged in shift work, the","For employees engaged in shift work, the basic working hours shall be forty\n(40) hours per week over a shift cycle irrespective of the days worked\nincluding Saturdays, Sundays and Public Holidays.",{"bindId":65,"name":66,"text":67},"childcare","Management at its discretion shall grant","Management at its discretion shall grant Medical Compassionate Leave of\nabsence upon application by a male employee where a spouse is incapacitated for\npurposes of attending to newly born baby\u002Fbabies.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","3.1 Wages and Salaries: By this Agreemen","3.1 Wages and Salaries: By this Agreement, the Parties have agreed and\naccepted that the wages and salary increases affecting Unionised employees\nshall be eleven percent (11%) across the board for a period of one (1) year\neffective 1st April, 2014.",{"bindId":73,"name":74,"text":75},"nursingmothers","A breast feeding mother will be given th","A breast feeding mother will be given thirty (30) minutes just before lunch\non any working day if required for breast feeding\n\npurposes. The duration of the breast feeding arrangements shall be up to\nthree (3) months after Maternity Leave. ",{"bindId":77,"name":78,"text":79},"funeralpay","Where an employee, employee’s spouse, bi","Where an employee, employee’s spouse, biological child, or biological\nparent dies, the Board shall be responsible for the funeral expenses. In the\ncase of registered dependants aged twenty one (21) years and below, legally\nadopted and in full time school, the Board may assist with funeral expenses.\n\n(i) Where an employee, employee’s spouse, biological child or biological\nparent dies, the Board shall be responsible for the funeral.\n\n(ii) In the event of death of a registered dependant aged twenty one (21)\nyears and below, legally adopted and in full time school, the Board shall\nassist such a bereaved employee with funeral expenses.\n\nFor the purpose of this Clause, the extent of Boards assistance as in (i)\nand (ii) above shall be as follows:-\n\nEMPLOYEE\u002FSPOUSE\n\n- Casket\n\n- Transport\n\n- Six Thousand Five Hundred Kwacha (K6,500.00) cash\n\nBIOLOGICAL CHILD\n\n- Standard coffin\n\n- Transport\n\n- Five Thousand Five Hundred Kwacha (K5,500.00) cash\n\nBIOLOGICAL PARENT\u002FLEGALLY REGISTERED DEPENDANT AGED TWENTY ONE (211 YEARS\nAND BELOW\n\n- Transport only when \u002Fwhere available\n\n- Standard coffin\n\n- Five Thousand Five Hundred Kwacha (K5,500.00) cash\n\nA registered dependant refers to a legally adopted person aged twenty one\n(21) years and below in full time school and living with the employee at the\ntime of demise. ",{"bindId":81,"name":82,"text":83},"maternityotherclause","(iii) In case of illness which arises ou","(iii) In case of illness which arises out of pregnancy and results in a\nfemale employee becoming temporarily incapable of performing her duties, such\nemployee shall be entitled to sick leave in accordance with the Provisions of\n(Clause 13,2) of the Agreement.",{"bindId":85,"name":86,"text":87},"pensionfund","7.3 National Pension Scheme Authority (N","7.3 National Pension Scheme Authority (NAPSA)\n\nEvery employee unless exempted by the National Pension Scheme Act, shall be\nrequired to become a member of the National Pension Scheme Authority (NAPSA)\nand the employee’s share of monthly statutory contributions shall be deducted\nfrom the employee’s salary and remitted to NAPSA, accordingly.",{"bindId":89,"name":90,"text":91},"OVERTIME_trigger","(i) Overtime shall be paid to an employe","(i) Overtime shall be paid to an employee at one and half (1.5) times\nordinary rate of each hour worked on week days. Where an employee is required\nto work on a Saturday, Sunday or a Statutory Public Holiday, he\u002Fshe shall be\npaid at two (2) times the ordinary rate for each hour worked.\n\n(ii) An employee who is authorized to work beyond 17:00 hours shall\n\nbe provided with company transport. Provided that in the absence of\ntransport, costs equivalent to ordinary taxi fares to the employee’s\ndesignated residence shall bethe board.",{"bindId":93,"name":94,"text":95},"holidaysdays","(ii) Employees in salary grades U4 to U5","(ii) Employees in salary grades U4 to U5 shall be entitled to three (3) days\nleave on full salary and other benefits for each completed month of service.",{"bindId":97,"name":98,"text":99},"paidmaternityleavepay","(i) Every female employee who has comple","(i) Every female employee who has completed at least two (2) years of\ncontinuous service with the Board may from the date of first engagement or\nsince the last maternity leave taken as the case may be, shall, on production\nof a certificate from a Medical Practitioner be entitled to a maternity leave\nof ninety (90) calendar days with full pay.",{"bindId":101,"name":102,"text":103},"healthcareaccess","An employee, spouse, biological children","An employee, spouse, biological children and legally registered dependants\naged twenty one (21) years and below shall be provided with medical facilities\nat such clinics\u002Fmedical centres as approved by Management from time to time\nprovided that prior arrangements are made with Management before visiting such\nclinics\u002Fmedical centres. The Board shall subsidize the costs at the rate of\nseventy five per cent (75%) while the employee pays twenty five percent\n(25%).",{"bindId":105,"name":106,"text":107},"COMMUTE_trigger","The following Allowances shall be mainta","The following Allowances shall be maintained at current rates and\nconsolidated into the salary to form monthly basic pay: hardship, utility,\ntransport, housing and education.",{"bindId":109,"name":90,"text":110},"SUNDAY_trigger","(i) Overtime shall be paid to an employee at one and half (1.5) times\nordinary rate of each hour worked on week days. Where an employee is required\nto work on a Saturday, Sunday or a Statutory Public Holiday, he\u002Fshe shall be\npaid at two (2) times the ordinary rate for each hour worked.",{"bindId":112,"name":113,"text":114},"ANNLEAVE_trigger","An employee travelling on vacation leave","An employee travelling on vacation leave shall be entitled to travelling\ndays to be determined by the destination but the total shall not exceed five\n(5) calendar days.\n\nAn employee recalled for duty during the course of the leave shall be\nentitled to accumulate or commute for cash any remaining portion of the\nleave.",{"bindId":116,"name":117,"text":118},"protectiveclothing","The Board shall provide two (2) appropri","The Board shall provide two (2) appropriate pairs of uniforms to all\neligible employees once every year.",{"bindId":120,"name":121,"text":122},"contracttrial","(i) Any person appointed by the Board sh","(i) Any person appointed by the Board shall be employed on probation.\n\n(ii) The period of probationary service shall normally be six (6) months but\nthis period may be extended by the Commissioner.\n\n(iii) On successful completion of the six (6) months probationary period of\nservice, the employee shall be confirmed as an established employee of the\nBoard.",{"bindId":124,"name":125,"text":126},"sicknesspay","(ii) A bonafide employee shall be eligib","(ii) A bonafide employee shall be eligible to paid sick leave up to a\nmaximum of three (3) months on full pay and three (3) months on half pay.\n\n13.3 These periods may be extended with the approval of the Board, but shall\nin no circumstances exceed six (6) months on full pay and three (3) months on\nhalf pay,",{"bindId":128,"name":129,"text":130},"educationtuition","(i)Education Allowance shall be paid at ","(i)Education Allowance shall be paid at five percent (5%) of the annual\nbasic salary payable in three (3) instalments at the beginning of each State\nschool term up to a maximum of three (3) school terms per annum.\n\n(ii)Education Allowance shall be grossed up for tax purposes.",{"bindId":132,"name":133,"text":134},"NOCTPREM_trigger","An employee who is required to travel on","An employee who is required to travel on duty shall be entitled to\n;Overnight Allowance at the rate of Six Hundred and Fifty Kwacha\n\n(K650.00) per night across the board.\n\nManagement will at its discretion pay incidentals depending on the nature of\nbusiness.",{"bindId":136,"name":90,"text":110},"overtimeallowancetype_general",{"bindId":138,"name":102,"text":103},"healthcareaccessrelatives",{"bindId":140,"name":141,"text":142},"contractseverancepay1","PERIOD OF SERVICE PERIOD OF NOTICE BENEF","PERIOD OF SERVICE\n PERIOD OF NOTICE\n BENEFITS\n \n \n 6 - 60 months\n 2 months\n Forty-five (45) months months salary plus two (2) months salary for\n each year served.\n \n \n 61-120 months\n 2 months\n Fifty (50) months salary plus two (2) months salary for each year\n served.\n \n \n \n 121 - 180 months\n 2 months\n Fifty-five (55) months salary plus two (2) months salary for each\n year served.\n \n \n 181 - 240 months\n 2 months\n Sixty (60) months salary plus two (2) months salary for each year\n served.\n \n \n 241 - 300 months\n 2 months\n Sixty-five (65) months salary plus two (2) months salary for each\n year served.\n \n \n 301 and above\n 2 months\n Seventy (70) months salary plus two (2) months salary for each year\n served.",{"bindId":144,"name":145,"text":146},"bankholidays1","(iii) Saturdays, Sundays and any Governm","(iii) Saturdays, Sundays and any Government Gazetted Public Holiday falling\nwithin any period of vacation leave shall not be counted as days of leave.",{"bindId":148,"name":149,"text":150},"SENIOR_trigger","An employee will be entitled to a Long S","An employee will be entitled to a Long Service Award upon completion of the\nstipulated years of service with the Board as follows:-\n\n\n \n \n \n \n \n PERIOD\n AWARD (K)\n \n \n 10 years\n Two Thousand Nine Hundred and Fifty Kwacha (K2,950.00) cash\n \n \n 15 years\n Three Thousand Seven Hundred and Fifty Kwacha (K3.750.00) cash\n \n \n 20 years\n Five Thousand Two Hundred and Fifty\n\n Kwacha (K5,250.00) cash\n \n \n \n 25 years\n Six Thousand One Hundred and Fifty Kwacha (K6,150.00) cash\n \n \n \n 30 years\n Six Thousand Nine Hundred and Fifty Kwacha (K6,950.00) cash",{"bindId":152,"name":125,"text":153},"sicknessmaxdays","(ii) A bonafide employee shall be eligible to paid sick leave up to a\nmaximum of three (3) months on full pay and three (3) months on half pay.",{"bindId":155,"name":98,"text":156},"paidmaternityleave","(i) Every female employee who has completed at least two (2) years of\ncontinuous service with the Board may from the date of first engagement or\nsince the last maternity leave taken as the case may be, shall, on production\nof a certificate from a Medical Practitioner be entitled to a maternity leave\nof ninety (90) calendar days with full pay.\n\n(ii) The maternity leave so granted shall be exclusive of any other leave to\nwhich a female employee may be otherwise entitled,\n\n(iii) In case of illness which arises out of pregnancy and results in a\nfemale employee becoming temporarily incapable of performing her duties, such\nemployee shall be entitled to sick leave in accordance with the Provisions of\n(Clause 13,2) of the Agreement.",{"bindId":158,"name":159,"text":160},"contractseverancepay","20.1 Where, due to circumstances beyond ","20.1 Where, due to circumstances beyond the Board’s control, Redundancy is\nforeseen, Management shall at the earliest opportunity, negotiate with the\nUnion the terms of redundancy in deciding who, of the Board’s employees, will\nbe declared redundant. However, all things being equal, the principle of\n“First in-Last-out” shall be applied when laying off employees.\n\nManagement shall undertake to inform the Union in advance of its intention\nto apply redundancy measures.\n\n20.2 Redundancy\u002FRetrenchment Payments\n\nWhere redundancy\u002Fretrenchment measures are applied, the following will for\nthe time being apply to those affected by such measures. The two parties\nhowever, agreed to review this Clause at a later date to be agreed upon\n\n\n \n \n \n \n \n \n PERIOD OF SERVICE\n PERIOD OF NOTICE\n BENEFITS\n \n \n 6 - 60 months\n 2 months\n Forty-five (45) months months salary plus two (2) months salary for\n each year served.\n \n \n 61-120 months\n 2 months\n Fifty (50) months salary plus two (2) months salary for each year\n served.\n \n \n \n 121 - 180 months\n 2 months\n Fifty-five (55) months salary plus two (2) months salary for each\n year served.\n \n \n 181 - 240 months\n 2 months\n Sixty (60) months salary plus two (2) months salary for each year\n served.\n \n \n 241 - 300 months\n 2 months\n Sixty-five (65) months salary plus two (2) months salary for each\n year served.\n \n \n 301 and above\n 2 months\n Seventy (70) months salary plus two (2) months salary for each year\n served.",{"bindId":162,"name":163,"text":164},"PAIDLEAV_trigger","Vacation leave - an employee shall be en","Vacation leave - an employee shall be entitled to accrued leave from the\ndate of first engagement but shall only be entitled to take vacation leave with\npay upon completion of six (6) months continuous service with the Board. Leave\nentitlements shall for the time being be as follows until they are reviewed\n\n(i) Employees in salary grades U1 to U3 shall be entitled to three and a\nhalf (3.5) days leave on full salary and other benefits for each completed\nmonth of service.\n\n(ii) Employees in salary grades U4 to U5 shall be entitled to three (3) days\nleave on full salary and other benefits for each completed month of service.\n\n(iii) Saturdays, Sundays and any Government Gazetted Public Holiday falling\nwithin any period of vacation leave shall not be counted as days of leave.\n\n(iv) An employee shall be granted commutation for cash or to offset\nliabilities to the Board the balance of leave days from the accrued leave days\ndue to him or her when proceeding on annual leave.",{"bindId":166,"name":167,"text":168},"deathrelatives","For the purpose of attending by an emplo","For the purpose of attending by an employee, upon the death of the\nemployee’s spouse, and\u002For child and biological parent as the case may be of\nfuneral arrangements in respect thereof, compassionate leave shall be fourteen\n(14) calendar days.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>ZMB Workers’ Compensation Fund Control Board - 2014\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2014-04-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2016-03-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratified on: → 2014-04-01\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Name industry: → Financial services, banking, insurance\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Name industry: → Fund management activities\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 Workers’ Compensation Fund Control Board\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: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maximum for sickness pay (for 6 months): → 75 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximum days for paid sickness leave: → 60 days\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\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: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpayamount\">\n Minimum company contribution to funeral\u002Fburial expenses: → ZMW 6500.0\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Maternity paid leave: → 13 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Maternity paid leave restricted to 100 % of basic wage\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Paid leave per year in case of caring for relatives: → No provision days\n \u003C\u002Fdiv>\n\n \n \u003Cdiv id=\"display-deathrelativesleave\">\n Leave duration in days in case of death of a relative: → 14 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\u003Cdiv id=\"display-severance_number\">\n Severance pay after 5 years of service (number of days' wages): → 60 days\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Severance pay after one year of service ((number of days' wages): → 60 days\n \u003C\u002Fdiv>\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 \n\n \n\n \u003Cdiv id=\"display-holidaysdays\">\n Paid annual leave: → 36.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → 5.0 weeks\n \u003C\u002Fdiv>\n\n \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: → 11.0 %\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-wageincreasedate_date\">\n Wage increase starts: → 2014-04\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 \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-shiftallowanceamount1\">\n Premium for evening or night work: → ZMW 650.0 per month\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n \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: → 200 %\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-longserviceallowanceamount1\">\n Allowance for seniority: → ZMW 2950.0 per month\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-longserviceallowancetype2\">\n Allowance for seniority after: → 10 years of service\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n \n\n \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → 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",[174],{"title":37,"slug":33},[176],{"type":177,"data":178},"call_to_action_body_block",{"title":179,"description":180,"variant":181,"link":182},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":179,"url":183,"description":179,"rel":184,"type":185},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[187],{"type":177,"data":188},{"title":179,"description":180,"variant":181,"link":189},{"title":179,"url":183,"description":179,"rel":184,"type":185},[]]