[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-the-zambia-public-procurement-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2015":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":170,"content_type_view":171,"extra_breadcrumbs":172,"body":174,"body_blocks":185,"related_pages":189},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":168,"translations":169},{"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-zambia-public-procurement-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2015","9584f96a-a11f-11e7-af42-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-the-zambia-public-procurement-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2015\u002Fcollective-agreement-between-the-zambia-public-procurement-authority-and-the-zambia-union-of-financial-institutions-and-allied-workers---2015\u002F","Collective Agreement between the Zambia Public Procurement Authority and the Zambia Union of Financial Institutions and Allied Workers - 2015","ZMB ZPPA Zambia Public Procurement Authority - 2015","Zambia - ZMB ZPPA Zambia Public Procurement Authority - 2015","ZMB ZPPA Zambia Public Procurement Authority - 2015 - Financial services, banking, insurance",{"name":41,"data":42},"ZPPA (3).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>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 ZAMBIA PUBLIC PROCUREMENT AUTHORITY AND\nTHE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS - 2015\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement is made-on the sixteenth day-of October two\nthousand' and Fifteen between the Zambia Public Procurement Authority\nestablished under the Public Procurement Act No. 12 of 2008 and having its;\noffices situated at Procurement House, Off Alick Nkata Road, Lusaka in the;\nRepublic of Zambia (hereinafter called “the Authority\") and the Zambia Union\nof Financial Institutions and Allied Workers registered under the Industrial\nand Labour Relations Act Cap 269 of the Laws of Zambia and having its\nregistered office situated at Luangwa House, 1st Floor, Cairo Road, Lusaka\nforesaid (hereinafter called \"the Union\").\u003C\u002Fp>\n\n\u003Cp>Whereas pursuant to the Memorandum of Recognition Agreement made between the\nparties to this agreement and made on the third day of April two thousand and\none, the Authority recognises the Union as the representative and exclusive\nbargaining agent of the Authority’s eligible employees for the period\nspecified and upon the terms and conditions contained therein. And whereas the\nsaid Memorandum of Recognition Agreement is still in force and binding upon the\nparties to it and that collective negotiations and agreement by the said on the\naspects hereunder specified have been concluded between the Authority and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>Whereas the Authority has agreed to award new salaries and conditions of\nservice, the Union on their part agree to promote actions to raise efficiency\nthrough hard work, dedication and loyalty to the Authority.\u003C\u002Fp>\n\n\u003Cp>A) Duration of the Collective Agreement\u003C\u002Fp>\n\n\u003Cp>The tenure of the Collective Agreement shall be two years effective from the\nfirst day of January two thousand and fifteen. However, the provisions\npertaining to salary and allowances shall be subject to review every year.\u003C\u002Fp>\n\n\u003Cp>B) Validity of the Agreement\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the provisions of Clause (A) above this agreement may be\namended by mutual consent subject to three months notice being given by either\nparty\u003C\u002Fp>\n\n\u003Ch2>SECTION ONE: GENERAL\u003C\u002Fh2>\n\n\u003Cp>1.0 General \u003C\u002Fp>\n\n\u003Cp>1.1 Authority\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement is governed by the industrial and Labour Relations\nAct Cap 269 of the Laws of' Zambia [hereinafter called 'The Act') and any\namendments thereto,\u003C\u002Fp>\n\n\u003Cp>The interpretation of the term and conditions shall be as per this\nCollective Agreement\u003C\u002Fp>\n\n\u003Cp>1.2 Interpretation\u003C\u002Fp>\n\n\u003Cp>‘Act' means the Industrial and Labour Relations Act.\u003C\u002Fp>\n\n\u003Cp>‘Authority' means the Zambia Public Procurement Authority established by\nthe Public Procurement Act No. 12 of 2008 of the Laws of Zambia.\u003C\u002Fp>\n\n\u003Cp>‘Bargaining Unit' means at the level of the Authority the negotiating team\nrepresenting Management together with the Trade Union representatives in the\nInstitution.\u003C\u002Fp>\n\n\u003Cp>‘Basic salary' means the salary specified in the letter of appointment or\nas may be notified by the employer from time to time.\u003C\u002Fp>\n\n\u003Cp>\"Collective Agreement\" means an agreement negotiated by an appropriate\nBargaining Unit on which the terms and conditions affecting the employment and\nremuneration of employees are laid down.\u003C\u002Fp>\n\n\u003Cp>‘Dependant' means up to four (4) registered children who are the\nemployee's biological offspring, step-children or adopted children in\naccordance with the Adoption Act, Chapter 62 of the Laws of Zambia and shall\nbe;\u003C\u002Fp>\n\n\u003Cp>(a) Under the age of 18 years;\u003C\u002Fp>\n\n\u003Cp>(b) If attending a full time course of education at any school, college or\nuniversity recognised by Zambia Public Procurement Authority not more than 21\nyears and unmarried; or\u003C\u002Fp>\n\n\u003Cp>If above 21 years but not more than 25 years, physically or mentally\nincapacitated.\u003C\u002Fp>\n\n\u003Cp>‘Effective date of appointment' means the first day the employee first\nreports indicated in a signed Contract of employment issued by an authorised\nofficer of the Authority for staff on contract appointment.\u003C\u002Fp>\n\n\u003Cp>“Eligible Employee” means a unionisable employee as defined in the\nRecognition Agreement.\u003C\u002Fp>\n\n\u003Cp>‘Employee’ means any person who has entered into, or works under a\ncontract of employment with the Authority whether such contract is expressed or\nimplied, oral or written, or serving a probation period of employment\u003C\u002Fp>\n\n\u003Cp>'Employer' means the Authority, or Manager of the Authority who is placed in\nauthority over the persons employed.\u003C\u002Fp>\n\n\u003Cp>'Parent' means an employees' natural adopted father or mother.\u003C\u002Fp>\n\n\u003Cp>'Permanent and pensionable employee' means a person appointed under this\nCollective Agreement, confirmed, and contributes towards statutory\nobligations.\u003C\u002Fp>\n\n\u003Cp>“Probation” means the period from the commencement of employment to: the\ndate when the appointment is confirmed in writing to the employee by the\nAuthority or the period specified in the contract as the probation period.\u003C\u002Fp>\n\n\u003Cp>“Recognition Agreement\" means an agreement as described in Part VII of the\nIndustrial and Labour Relations Act Cap 269.\u003C\u002Fp>\n\n\u003Cp>'Spouse' means an employee's husband or wife, whose marriage was solemnised\nunder the Marriage Act, the laws of a foreign country or under Zambian\ncustomary law and is registered with the Authority.\u003C\u002Fp>\n\n\u003Cp>'Trade Union' means an organisation of employees, which is registered as a\ntrade union under the Industrial and Labour Relations Act Cap 269 and whose\nprincipal objective is to regulate collective relations between the employees\nand the employer or between employees and organisations of employees.\u003C\u002Fp>\n\n\u003Cp>'Working days' are as defined in the Employment Act Cap 268 of the Laws of\nZambia.\u003C\u002Fp>\n\n\u003Ch2>SECTION TWO: APPOINTMENTS\u003C\u002Fh2>\n\n\u003Cp>2.0 Appointments\u003C\u002Fp>\n\n\u003Cp>2.1Effective Date\u003C\u002Fp>\n\n\u003Cp>The effective date of appointment shall be the first day the employee first\nreports for work following a successful medical examination, or the date\nindicated in a signed Contract of employment issued by an authorised officer of\nthe Authority for staff on contract appointment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>2.2 Probation\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>2.2.1 Every employee appointed on secondment, contract and op permanent and\npensionable service shall be appointed on probation for a period of six (6]\nmonths and at the end of which the employee shall:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i) Be confirmed in the appointment if their performance is satisfactory;\nor\u003C\u002Fp>\n\n\u003Cp>(ii) Have their probation extended for a specific period not exceeding three\n(3) months if their performance requires further review; or\u003C\u002Fp>\n\n\u003Cp>(iii) Have the appointment terminated if their performance is not\nsatisfactory.\u003C\u002Fp>\n\n\u003Cp>2.2.2 During the probation period, either party shall give the other five\n(5) working days notice of termination of employment. In lieu of such notice,\neither party shall pay the other the equivalent of five (5) working days' worth\nof the monthly basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.3Acting Appointments\u003C\u002Fp>\n\n\u003Cp>(a) The Authority may appoint a suitably qualified employee to act in a\nhigher post where there is a vacancy. The acting appointment shall be temporary\nand for administrative convenience only, pending the return or the appointment\nof the substantive post holder.\u003C\u002Fp>\n\n\u003Cp>(b) Where a vacancy exists, an employee from a lower grade may be appointed\nto act for a period not exceeding six (6) months. Thereafter, he\u002Fshe shall,\nsubject to satisfactory performance, be was for administrative convenience and\nthe employee as such at the time of appointment.\u003C\u002Fp>\n\n\u003Cp>(c) When acting for administrative convenience only, the employee shall be\npaid an acting allowance when the acting appointment is for a\u003C\u002Fp>\n\n\u003Cp>the rate of twenty (20) percent of the employee's substantive basic salary,\nor the difference in basic salary between the substantive post and the entry\npoint of the higher post's basic salary grade, whichever is higher.\u003C\u002Fp>\n\n\u003Cp>2.4 Termination of Acting Appointments\u003C\u002Fp>\n\n\u003Cp>2.4.1 An employee who has been appointed to act shall act for the period\nspecified in the appointment letter. The acting appointment may be\nterminated:\u003C\u002Fp>\n\n\u003Cp>(a) If the employee is away from the office without authority for a period\nexceeding ten (10) consecutive calendar days;\u003C\u002Fp>\n\n\u003Cp>(b) If his\u002Fher performance is deemed unsatisfactory;\u003C\u002Fp>\n\n\u003Cp>(c) If he\u002Fshe commits any offence warranting formal disciplinary action.\u003C\u002Fp>\n\n\u003Cp>2.4.2 Provided that an employee whose acting appointment is terminated as in\n(a) above may be re-appointed subject to a satisfactory explanation of the\nemployee's absence from duty.\u003C\u002Fp>\n\n\u003Cp>2.5 Promotion\u003C\u002Fp>\n\n\u003Cp>Management, subject to availability of vacancies, shall on the basis of the\nstated qualifications and criteria promote an employee to a higher grade.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>2.6 Contract Employment\u003C\u002Fp>\n\n\u003Cp>The Board may appoint an appropriate person on a Contract basis for a period\nnot exceeding three (3) years, which is subject to renewal. These Terms and\nConditions of Service shall apply to the employment on contract basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.7 Gratuity\u003C\u002Fp>\n\n\u003Cp>2.7.1 The Authority shall pay gratuity to employees appointed on contract as\nper the terms and conditions stipulated in their contracts.\u003C\u002Fp>\n\n\u003Cp>2.7.2 Gratuity shall be paid at the rate of 35% of the basic salary and\nshall be calculated on the basis of the period of the contract served by the\nemployee on a pro rata basis.\u003C\u002Fp>\n\n\u003Cp>2.7.3 No contract gratuity shall be paid to an employee whose contract has\nbeen terminated due to dismissal under the Authority's Disciplinary code and\nGrievance Handling Procedures.\u003C\u002Fp>\n\n\u003Cp>2.7.4 Other Conditions\u003C\u002Fp>\n\n\u003Cp>Unless otherwise stated, employees on contract shall enjoy all other\nconditions and benefits outlined in these conditions.\u003C\u002Fp>\n\n\u003Cp>2.8 Demotion\u003C\u002Fp>\n\n\u003Cp>An employee may be demoted from a higher to a lower level position on the\nbasis of the Authority's Disciplinary Code and Grievance Handling\nProcedures.\u003C\u002Fp>\n\n\u003Cp>2.9 Employer's Obligations\u003C\u002Fp>\n\n\u003Cp>The Authority has the sole responsibility to conduct its business and manage\nits operations in such a manner as it shall see fit. Accordingly, the Authority\nManagement has the right at its sole discretion to\u003C\u002Fp>\n\n\u003Cp>(i) Set policy, manage its business and conduct operations which shall\ninclude determining working times, days and shift patterns, time, methods and\nmanner of work, allocation of work and the number of employees required in any\ndepartment or section\u003C\u002Fp>\n\n\u003Cp>(ii) Determine that work is done in accordance with the set operational\nrequirements and to establish the methods, speed and quality of the work to be\nperformed;\u003C\u002Fp>\n\n\u003Cp>(iii) Control and regulate the use of all systems, equipment and property of\nthe Authority;\u003C\u002Fp>\n\n\u003Cp>(iv) Select, develop and where it is deemed appropriate, to promote or\ndemote employees to any positions within the Authority and to transfer them to\nany locality where it operates; and\u003C\u002Fp>\n\n\u003Cp>(v) Ensure discipline and effect disciplinary measures as provided in the\nZPPA Disciplinary Code and Grievance Handling Procedures.\u003C\u002Fp>\n\n\u003Cp>2.10 Employee's Obligations\u003C\u002Fp>\n\n\u003Cp>The employee shall at all times:\u003C\u002Fp>\n\n\u003Cp>(i)Perform conscientiously, carefully and to the best of their ability, work\nassigned to them as per the job description and role profile thereof or any\nwork that the Authority may require the employee perform;\u003C\u002Fp>\n\n\u003Cp>(ii) Attend work as scheduled;\u003C\u002Fp>\n\n\u003Cp>(iii) Obey and comply with all lawful orders given by the Authority and its\nofficers;\u003C\u002Fp>\n\n\u003Cp>(iv) Observe all the rules, regulations and arrangements of the Authority in\nforce for the management of the Authority's systems, property or for the\nmaintenance of health, safety and welfare and good conduct of the employees;\u003C\u002Fp>\n\n\u003Cp>(v) Not, divulge any information or knowledge which they may acquire during\ntheir employment concerning the affairs or property of the Authority, in\naccordance with the Oath or Declaration of Allegiance except in the discharge\nof their duties;\u003C\u002Fp>\n\n\u003Cp>(vi) Assist as required in the training and development of fellow employees;\nand\u003C\u002Fp>\n\n\u003Cp>(vii) Be firm but fair in their dealings with clients of the Authority and\ntreat them with respect at all times.\u003C\u002Fp>\n\n\u003Cp>2.11 Working Hours\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>2.11.1 The normal working hours of the Authority(8) hours per work day that\nis not declared a Public Holiday in Zambia, from Monday to Friday as\nfollows:\u003C\u002Fp>\u003C\u002Fdiv>\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>Morning Session\u003C\u002Ftd>\n      \u003Ctd>Afternoon Session\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>08.00hrs - 13.00hrs\u003C\u002Ftd>\n      \u003Ctd>14.00hrs - 17.00hrs\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>2.11.2 Notwithstanding the normal working hours, employees may be s called\nupon from time to time, to carry out duties outside the normal working hours as\nthe need arises.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.12 Overtime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>All employees in salary scale ZPPA 06 to ZPPA 10 are eligible to claim\novertime pay for hours worked beyond the normal working hours at the following\novertime pay rates:\u003C\u002Fp>\n\n\u003Cp>(i) Hours worked during week days and Saturdays shall be paid at one and\nhalf times the normal rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(ii) Hours worked on Sundays and public holidays shall be paid at two times\nthe normal rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION THREE: REMUNERATION\u003C\u002Fh2>\n\n\u003Cp>3.0 Remuneration\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>3.1 Basic Salary\u003C\u002Fp>\n\n\u003Cp>3.1.1 The Authority shall pay an employee a basic salary in equal monthly\ninstalments and in arrears based on the Authority's grades and salary\nstructures and as per the employee's letter of appointment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.2 Salary Advance\u003C\u002Fp>\n\n\u003Cp>3.2.1 An employee shall be entitled to salary advance provided the net pay\nis within the threshold of 33% take home pay and shall be recovered in three\n(3) monthly instalments or less.\u003C\u002Fp>\n\n\u003Cp>3.3 Mid-Month Salary Advance\u003C\u002Fp>\n\n\u003Cp>3.3.1 An employee in grades ZPPA 6 to 10 shall be entitled to a mid-month\nsalary by the 10th of each month provided the net pay is within the threshold\nof 33% take home pay and shall be recovered in full at the end of that\nmonth.\u003C\u002Fp>\n\n\u003Cp>3.4 Rent Advance\u003C\u002Fp>\n\n\u003Cp>An employee shall be entitled to rent advance provided the net pay is within\nthe threshold of 33% take home pay.\u003C\u002Fp>\n\n\u003Ch2>SECTION FOUR: LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>4.1 Leave Entitlement\u003C\u002Fp>\n\n\u003Cp>An employee in ZPPA 6 - 10 shall be entitled to 2.5 leave days per month and\nup to 30 days per annum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.2 Leave pays Accumulation\u003C\u002Fp>\n\n\u003Cp>An employee in ZPPA 6-10 shall be allowed to accumulate up to a maximum of\n60 days after which any excess leave days shall be forfeited unless there is\njustification for such excess leave days:\u003C\u002Fp>\n\n\u003Cp>4.3 Annual Leave\u003C\u002Fp>\n\n\u003Cp>An employee in Salary Scales ZPPA 6-10 shall take annual leave once every\nyear or such longer leave as approved by Management.\u003C\u002Fp>\n\n\u003Cp>4.4 Annual Leave Benefit..\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>4.4.1 The Authority shall pay all employees in Salary Grade ZPPA 6 -10 leave\ntravel allowance which shall be an employee's monthly salary for leave of not\nless than 21 working days as listed below:\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>Grade \u003C\u002Ftd>\n      \u003Ctd>Leave Benefits\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 6\u003C\u002Ftd>\n      \u003Ctd>K11,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 7\u003C\u002Ftd>\n      \u003Ctd>K8,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 8\u003C\u002Ftd>\n      \u003Ctd>K5,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 9\u003C\u002Ftd>\n      \u003Ctd>K4,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 10\u003C\u002Ftd>\n      \u003Ctd>K3,200.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>4.4.2 An employee shall be required to maintain a minimum of 5 days\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.5 Unpaid Leave\u003C\u002Fp>\n\n\u003Cp>4.5.1. Unpaid Leave of up to one (1) year six (6) months shall be granted to\nan employee who is required to go for studies.\u003C\u002Fp>\n\n\u003Cp>4.6 Maternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>4.6.1 The Authority shall grant maternity leave of ninety (90) calendar days\non full pay to all female employees who have served for a minimum continuous\nperiod of two years following their employment or two years from their last\u003C\u002Fp>\n\n\u003Cp>maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>4.6.2 Where there is need for additional maternity leave days, such days\nshall be applied for in the normal way and shall be deducted from the\naccumulated annual leave days of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.7 Paternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>4.7.1 The Authority shall grant paternity leave of five (5) working days to\na male employee on full pay after the birth of a child by a registered female\nspouse for the first time and subsequently, after a minimum continuous period\nof two years from their last paternity leave.\u003C\u002Fp>\n\n\u003Cp>4.7.2 Where there is need for additional paternity leave days, such days\nshall be applied for in the normal way and shall be deducted from the\naccumulated annual leave days of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.8 Sick Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longtermillness\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>The Authority shall giant sick leave to an employee who is ill or injured\nprovided there is a medical report from an Authority recognised medical pto the\neffect that the employee is unable to executee granted on the following\nterms:\u003C\u002Fp>\n\n\u003Cp>(a) The first three (3) months shall be granted on full pay;\u003C\u002Fp>\n\n\u003Cp>(b) The next three (3) months shall be granted on half pay; and\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Thereafter, the employee shall be discharged from employment on medical\ngrounds.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.9 Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>4.9.1 The Authority shall grant compassionate leave not exceeding ten (10)\nworking days on the death of a spouse, dependant or parent\u003C\u002Fp>\n\n\u003Cp>4.9.2 Where there is need for additional compassionate leave days, such days\nshall be applied for in the normal wav and shall be deducted from the\naccumulated annual leave days of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.10 Study Leave\u003C\u002Fp>\n\n\u003Cp>The Authority shall grant study leave to an employee who is on an approved\ntraining and development activity or programme in accordance with the Staff\nTraining and Development Policy and Procedures.\u003C\u002Fp>\n\n\u003Cp>4.11 Leave Commutation\u003C\u002Fp>\n\n\u003Cp>Any leave days not taken by an employee on account of not being allowed to\ngo on leave or being recalled from leave by the Authority due to duty\nrequirements may be commuted for a cash payment\u003C\u002Fp>\n\n\u003Cp>4.11.1 The formula for calculating the commutation of the leave days for\ncash shall be based on the standard average daily basic salary of the employee,\nwhich is as follows:\u003C\u002Fp>\n\n\u003Cp>4.11.2 The monthly basic salary of the employee divided by the standard\ntwenty two (22) working days per month and the result shall be multiplied by\nthe number of leave days being commuted for cash.\u003C\u002Fp>\n\n\u003Ch2>SECTION FIVE: CONTRIBUTORY MEDICAL SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>5.0 Contributory Medical Scheme\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>5.1 The Authority shall on cost sharing basis meet medical expenses from\nmedical facilities affiliated to the Authority as follows:\u003C\u002Fp>\n\n\u003Cp>(i) Employee - the Authority shall meet 80 percent of the total medical\nbill\u003C\u002Fp>\n\n\u003Cp>(ii) Spouse - the Authority shall meet 60 percent of the total- medical\nbill\u003C\u002Fp>\n\n\u003Cp>(iii) Dependant - the Authority shall meet 60 percent of the total medical\nbill\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.2 The scheme shall cover and be limited to the employee and the registered\nspouse and up to 4 dependants under the age of 18 years or 21 years if they are\nundergoing education at a recognized Institution or up to 25 years if they are\nphysically or mentally incapacitated.\u003C\u002Fp>\n\n\u003Cp>5.3 The scheme shall include the cost of spectacles and dental care up to a\nprescribed limit to be determined by the Authority from time to time.\u003C\u002Fp>\n\n\u003Cp>5.4 Serious medical conditions that require evacuation and treatment in\nother countries shall be dealt with through the normal Ministry of Health\nchannels, procedures and funding for Zambian citizens and residents.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION SIX: FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>6.0 Funeral Grants\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay funeral grant on the death of an employee, spouse,\ndependant or biological parent as specified below. No other expenses shall be\nmet by the Authority towards the funeral.\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      \u003Ctd>ZPPA STAFF CATEGORY \u003C\u002Ftd>\n      \u003Ctd>STAFF CATEGORY\u003C\u002Ftd>\n      \u003Ctd>AMOUNT\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">ZPPA06\u003C\u002Ftd>\n      \u003Ctd>Employee\u003C\u002Ftd>\n      \u003Ctd>K6,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Spouse\u003C\u002Ftd>\n      \u003Ctd>K4,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dependant\u002F Parent\u003C\u002Ftd>\n      \u003Ctd>K3, 000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">ZPPA07 - ZPPA 10\u003C\u002Ftd>\n      \u003Ctd>Employee\u003C\u002Ftd>\n      \u003Ctd>K5, 000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Spouse\u003C\u002Ftd>\n      \u003Ctd>K4,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dependant\u002F Parent\u003C\u002Ftd>\n      \u003Ctd>K3, 000\u003C\u002Ftd>\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>SECTION SEVEN: LOANS\u003C\u002Fh2>\n\n\u003Cp>7.0 Loans\u003C\u002Fp>\n\n\u003Cp>7.1 Long term loans\u003C\u002Fp>\n\n\u003Cp>The Authority shall facilitate without obligation, a longer-term loan,\nmortgage or advance by the relevant financial institution to an employee who\nhas completed a minimum of two years' service.\u003C\u002Fp>\n\n\u003Cp>7.2 Motor Vehicle Loan\u003C\u002Fp>\n\n\u003Cp>All employees shall be eligible for a loan to purchase a motor vehicle.\u003C\u002Fp>\n\n\u003Cp>7.2.1Eligibility\u003C\u002Fp>\n\n\u003Cp>Where two or more employees apply for a motor vehicle loan, the first to\napply based on the date of application shall be considered first provided\u003C\u002Fp>\n\n\u003Cp>they meet the criteria.\u003C\u002Fp>\n\n\u003Cp>7.27.2.2 Amount of Loan\u003C\u002Fp>\n\n\u003Cp>The amount of the loan shall not exceed one and a half (1.5) times the\nemployee's annual basic salary.\u003C\u002Fp>\n\n\u003Cp>7.2.3 Repayment Period\u003C\u002Fp>\n\n\u003Cp>The loan shall be repaid within four (4) years (48 months).\u003C\u002Fp>\n\n\u003Cp>7.2.4 Interest\u003C\u002Fp>\n\n\u003Cp>Interest on the motor vehicle loan shall be ten per cent (10%) on the\nprincipal amount\u003C\u002Fp>\n\n\u003Cp>7.2.5 Loan Agreement Form\u003C\u002Fp>\n\n\u003Cp>The employee shall complete and sign a Loan Agreement Form before the motor\nvehicle loan is disbursed.\u003C\u002Fp>\n\n\u003Cp>7.2.6 Disbursement of Loan\u003C\u002Fp>\n\n\u003Cp>The Authority shall at its convenience and based on administrative procedure\nor laid down financial regulations decide on the mode of payment of the loan\namount\u003C\u002Fp>\n\n\u003Cp>7.2.7 Insurance\u003C\u002Fp>\n\n\u003Cp>The motor vehicle purchased with a loan shall be insured comprehensively and\nshall remain so until the loan is redeemed in full.\u003C\u002Fp>\n\n\u003Cp>7.2.8 Disposal\u003C\u002Fp>\n\n\u003Cp>The motor vehicle purchased with a loan shall not be disposed of in anyway\nwhatsoever except with the prior written authority of the Authority,\u003C\u002Fp>\n\n\u003Cp>7.3 Multi-Purpose\u003C\u002Fp>\n\n\u003Cp>7.3.1 Eligibility\u003C\u002Fp>\n\n\u003Cp>Where two or more employees apply for a multi-purpose loan, the first to\napply based on the date of application shall be considered first provided they\nmeet the criteria.\u003C\u002Fp>\n\n\u003Cp>7.3.2 Amount of Loan\u003C\u002Fp>\n\n\u003Cp>The multi-purpose loan amount shall be K75, 000.0,0 for all grades from ZPPA\n6-10.‘\u003C\u002Fp>\n\n\u003Cp>7.3.3 Repayment Period\u003C\u002Fp>\n\n\u003Cp>The multipurpose loan is recoverable within a period of thirty-six (36)\nmonths.\u003C\u002Fp>\n\n\u003Cp>7.3.4I nterest\u003C\u002Fp>\n\n\u003Cp>Interest on the multi-purpose loan shall be ten per cent (10%) on the\nprincipal amount\u003C\u002Fp>\n\n\u003Cp>7.3.5 Loan Agreement Form\u003C\u002Fp>\n\n\u003Cp>The employee shall complete and sign a Loan Agreement Form before the motor\nvehicle loan is disbursed\u003C\u002Fp>\n\n\u003Cp>7.4 Personal Loan\u003C\u002Fp>\n\n\u003Cp>Subject to availability of funds, an employee may apply to the loans scheme\nand may be granted a personal loan to a maximum limit of\u003C\u002Fp>\n\n\u003Cp>is recoverable within a period of ten (10) months.\u003C\u002Fp>\n\n\u003Cp>7.5 Common Conditions for all loans\u003C\u002Fp>\n\n\u003Cp>7.5 .1 SUBJECT TO AVAILABILITY OF FUNDS, THE AUTHORITY MAY SET UP AN\nAuthority Revolving Loan Scheme from which it shall offer loans to its\nemployees.\u003C\u002Fp>\n\n\u003Cp>7.5.2 The employees to access the Authority Revolving Loan Scheme for loans\nshall require to be on contract service or on permanent and pensionable terms\nand for the latter, to have completed a minimum of two years' service.\u003C\u002Fp>\n\n\u003Cp>7.5.3 The loan scheme shall be operated in a manner that will enable it to\nbe self-financing from repayments of the loans by the employees.\u003C\u002Fp>\n\n\u003Cp>7.5.4 The cost to employees for all loans shall be calculated at 10 percent\nof the loan amount.\u003C\u002Fp>\n\n\u003Cp>7.5.5 The take home pay shall not fall be below 33%.\u003C\u002Fp>\n\n\u003Cp>7.5.6 An employee who obtains a loan shall complete and sign a Loan\nAgreement Form with the Authority before the loan is disbursed.\u003C\u002Fp>\n\n\u003Cp>7.6 Other longer term loans\u003C\u002Fp>\n\n\u003Cp>7.6.1 The Authority shall facilitate without obligation, a longer-term loan,\nmortgage or advance by the relevant financial institution to an employee who\nhas been confirmed in their position.\u003C\u002Fp>\n\n\u003Cp>7.6.2 All obligations under the long-term loan of an employee shall be for\nthe account of, and settlement by the employee concerned.\u003C\u002Fp>\n\n\u003Ch2>SECTION EIGHT: TRAINING\u003C\u002Fh2>\n\n\u003Cp>8.0 Training\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>8.1 Training Policy\u003C\u002Fp>\n\n\u003Cp>Training in the Authority shall be managed through the ZPPA Training\nPolicy\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.2 Annual Subscription\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay annual subscriptions to the professional body\u002Fbodies\non behalf of an employee provided the employee, by virtue of his\u002Fher profession\nor occupation is obliged to belong to such professional body\u002Fbodies.\u003C\u002Fp>\n\n\u003Ch2>SECTION NINE: ALLOWANCES AND BENEFITS\u003C\u002Fh2>\n\n\u003Cp>9.0 Allowances and benefits\u003C\u002Fp>\n\n\u003Cp>9.1 Settling in Allowance\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay an employee a settling-in allowance on transfer\u003C\u002Fp>\n\n\u003Cp>outside the duty station district boundary at a rate to be determined by\nthe\u003C\u002Fp>\n\n\u003Cp>Authority from time to time, provided that the transfer is not at the\nrequest of the officer.\u003C\u002Fp>\n\n\u003Cp>9.2 Subsistence Allowance\u003C\u002Fp>\n\n\u003Cp>The Authority shall provide subsistence and related business travel\nallowances to all employees working away from their normal duty station in\norder to cover their board and lodging requirement and to meet other 9.2.1 When\nan employee travels on Authority business locally andstation, which\nnecessitates an overnight stay, the employee shall be paid subsistence\nallowance to cover board and lodging costs.\u003C\u002Fp>\n\n\u003Cp>9.2.1.2 The applicable rates shall be reviewed annually. The current rates\nare provided below:\u003C\u002Fp>\n\n\u003Cp>SUBSISTENCE AND OUT OF POCKET ALLOWANCE RATES ON LOCAL BUSINESS TRAVEL \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      \u003Ctd>STAFF CATEGORY\u003C\u002Ftd>\n      \u003Ctd>SUBSISTENCE RATE\u003C\u002Ftd>\n      \u003Ctd>OUT OF POCKET ALLOWANCE RATES (where board and lodging is paid for\n        directly by the Authority or another sponsor)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 06 - ZPPA 07\u003C\u002Ftd>\n      \u003Ctd>K650\u003C\u002Ftd>\n      \u003Ctd>K325.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 08 - ZPPA 10\u003C\u002Ftd>\n      \u003Ctd>K450\u003C\u002Ftd>\n      \u003Ctd>K225.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>9.2.2 Subsistence allowance on International Business Travel when an\nemployee travels on Authority business outside Zambia, it is the responsibility\nof the Authority to ensure that appropriate board and lodging arrangements have\nbeen made and paid for the employee.\u003C\u002Fp>\n\n\u003Cp>9.2.2.1 In the event that appropriate arrangements have not been made, the\nemployee shall be paid an appropriate subsistence allowance to cover the board\nand lodging costs.\u003C\u002Fp>\n\n\u003Cp>9.2.2.2 The subsistence rates payable per overnight stay are based on\ngovernment rates that are, in turn, based on the estimated costs of board and\nlodging in the different countries.\u003C\u002Fp>\n\n\u003Cp>9.2.2.3 The applicable rates will be reviewed from time to time by the\ngovernment to reflect the costs. The current international business travel\nsubsistence allowance rates are provided below:\u003C\u002Fp>\n\n\u003Cp>SUBSISTENCE AND OUT OF POCKETA LLOWANCERATES ON INTERNATIONAL BUSINESS\nTRAVEL\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>STAFF CATEGORY\u003C\u002Ftd>\n      \u003Ctd>EASTERN AND SOUTHERN AFRICA\u003C\u002Ftd>\n      \u003Ctd>REST OF THE WORLD\u003C\u002Ftd>\n      \u003Ctd>OUT OF POCKET ALLOWANCE RATES (where board and lodging is paid for\n        directly by the Authority or another\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 06 - ZPPA 10\u003C\u002Ftd>\n      \u003Ctd>$342.00\u003C\u002Ftd>\n      \u003Ctd>$365.00\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>20% of thesubsistence allowance\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>9.3 Out of pocket allowance on sponsored business travel\u003C\u002Fp>\n\n\u003Cp>The applicable out of pocket allowance at the rates set out above shall be\npaid by the Authority to an employee on Authority business whose travel\u003C\u002Fp>\n\n\u003Cp>and board and lodging expenses, whether locally or outside the country, have\nbeen fully sponsored or paid for by another organisation.\u003C\u002Fp>\n\n\u003Cp>9.4 Meal Allowance\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay an employee a meal allowance when the employee is:\n\u003C\u002Fp>\n\n\u003Cp>(a) Undertaking duties at a place that is twenty [20] or more kilometres\naway from the duty station without involving an overnight stay; or\u003C\u002Fp>\n\n\u003Cp>(b) Taking part in an Authority exhibition or an Authority match-past to\ncommemorate a national day or event\u003C\u002Fp>\n\n\u003Cp>(c) The applicable rates of meal allowance are indicated below:\u003C\u002Fp>\n\n\u003Cp>MEAL ALLOWANCE RATES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ZPPA STAFF CATEGORY\u003C\u002Ftd>\n      \u003Ctd>MEAL ALLOWANCE RATE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 06 - ZPPA 10\u003C\u002Ftd>\n      \u003Ctd>K80.0\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>9.5 Transport Allowance\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay a transport allowance to all employees in order to\nfacilitate their transport to work. The allowance shall be paid under the\npayroll but shall not be consolidated with the monthly salary and shall be at\nthe following rates:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>(a) Employees in ZPPA 06\u003C\u002Ftd>\n      \u003Ctd>150 litres\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(b) Employees in ZPPA 07\u003C\u002Ftd>\n      \u003Ctd>100 litres\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(c) Employees in ZPPA 08\u003C\u002Ftd>\n      \u003Ctd>90 litres\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(d) Employees in ZPPA 09\u003C\u002Ftd>\n      \u003Ctd>85 litres\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>(e) Employees in ZPPA 10\u003C\u002Ftd>\n      \u003Ctd>65 litres\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>9.6 Acting Allowance\u003C\u002Fp>\n\n\u003Cp>When acting for administrative convienience, the employee shall be paid an\nacting allowance when the acting appointment is for a minimum period of twenty\none (21) working days, The allowance shall be paid at the rate of twenty (20)\npercent of the employee's substantive basic salary, or the difference in basic\nsalary between the substantive post and the entry point of the higher post's\nbasic salary grade, whichever is higher.\u003C\u002Fp>\n\n\u003Cp>9.7 Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>An employee who is appointed to work in a senior position for a period not\nless than ten (10) days but less than twenty one (21) days shall be entitled\u003C\u002Fp>\n\n\u003Cp>to a Responsibility Allowance.\u003C\u002Fp>\n\n\u003Cp>The Responsibility Allowance shall be calculated as the difference between\nthe employee's salary and the entry notch of the grade in which he\u002Fshe is\nacting.\u003C\u002Fp>\n\n\u003Ch2>SECTION TEN: TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>10.0 Termination of employment\u003C\u002Fp>\n\n\u003Cp>10.1Unconfirmed Employee\u003C\u002Fp>\n\n\u003Cp>During an employee's probation period, either party may terminate the\nemployment by giving the other party five (5) day's notice of the\ntermination.\u003C\u002Fp>\n\n\u003Cp>Neither party is obliged to give reasons for the decision. The Authority\nshall pay the employee's salary up to the date of the end of the employment\u003C\u002Fp>\n\n\u003Cp>10.2 Confirmed Employee\u003C\u002Fp>\n\n\u003Cp>10.2.1 Termination of the appointment of an employee on Permanent and\nPensionable service shall be in accordance with the terms of their appointment\nincluding these terms and conditions of service.\u003C\u002Fp>\n\n\u003Cp>10.2.2 Either party shall give the other party one month notice of the\ndecision to terminate the employment or shall give the other party one month's\nbasic salary in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>10.2.3 Where the termination is due to disciplinary action, then the\nprovisions of the Disciplinary code and Grievance Handling Procedures shall\napply in relation to the rights and obligations of the employer and the\nemployee, including the right of the employee to appeal against the\ndecision,\u003C\u002Fp>\n\n\u003Cp>10.2.4 An employee dismissed under this provision shall be paid, subject to\nrecovery of any monies owing to the Authority:\u003C\u002Fp>\n\n\u003Cp>a) Pension benefits in accordance with the rules of the scheme(s); and\u003C\u002Fp>\n\n\u003Cp>(b) Commutation of accrued leave days.\u003C\u002Fp>\n\n\u003Cp>10.3Normal Retirement\u003C\u002Fp>\n\n\u003Cp>10.3.1 The normal retirement age for all Authority employees is fifty-five\n(55) years, However, the Authority may, on the\u003C\u002Fp>\n\n\u003Cp>grounds that the employee possesses rare skills not readily available on the\nlabour market and at its own discretion, re-engage the retired employee on\ncontract of one year untill the employee attains sixty (60) years of age.\u003C\u002Fp>\n\n\u003Cp>10.3.2 The Authority shall pay the following benefits to an employee\nproceeding on normal retirement:\u003C\u002Fp>\n\n\u003Cp>(a) Pension benefits in accordance with the rules of the Scheme (s);\u003C\u002Fp>\n\n\u003Cp>(b) Commutation of accrued leave days; and\u003C\u002Fp>\n\n\u003Cp>(c) Repatriation allowance.\u003C\u002Fp>\n\n\u003Cp>10.4 Early Retirement\u003C\u002Fp>\n\n\u003Cp>10.4.1An employee may apply for early retirement provided that the employee\nhas been in continuous service with the Authority for a minimum period of\nfifteen (15) years.\u003C\u002Fp>\n\n\u003Cp>10.4.2 Where the application for early retirement has been approved by\nmanagement, the employee shall receive the benefits that accrue to employees\nproceeding on normal retirement.\u003C\u002Fp>\n\n\u003Cp>10.5 Medical Discharge retired on medical grounds where the Authority has\nsatisfactory medical evidence from a recognised medical practitioner that:\u003C\u002Fp>\n\n\u003Cp>(a) The employee is incapable by reason of some infirmity of mind or body,\nof discharging the duties of their office;\u003C\u002Fp>\n\n\u003Cp>(B) Such-infirmity is likely to be for a period of twelve (12) months or\nmore; and\u003C\u002Fp>\n\n\u003Cp>(c) The employee's service is likely to be interrupted by the illness to an\nextent which would markedly reduce their performance.\u003C\u002Fp>\n\n\u003Cp>(a) Pension benefits in accordance with the rules of the\u003C\u002Fp>\n\n\u003Cp>(b) Commutation of accrued leave days; and\u003C\u002Fp>\n\n\u003Cp>(C] Repatriation allowance\u003C\u002Fp>\n\n\u003Cp>10.6 Terminal Benefits\u003C\u002Fp>\n\n\u003Cp>An employee who dies, retires or is discharged on medical grounds shall be\neligible for terminal benefits as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Salary and applicable allowances for the days worked;\u003C\u002Fp>\n\n\u003Cp>(b) Accrued leave days; and\u003C\u002Fp>\n\n\u003Cp>(c) Pension benefits in accordance with the rules of the Scheme(s).\u003C\u002Fp>\n\n\u003Cp>10.7 Retirement Benefits\u003C\u002Fp>\n\n\u003Cp>On retirement, an employee shall be eligible for the following.\u003C\u002Fp>\n\n\u003Cp>(a) Salary and applicable\u003C\u002Fp>\n\n\u003Cp>(b) Accrued leave days; and\u003C\u002Fp>\n\n\u003Cp>(c) Pension benefits in accordance with the rules of the scheme(s). \u003C\u002Fp>\n\n\u003Cp>10.8 Redundancy\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>10.8.1 The Authority may terminate any employee's employment through force\nof circumstances including contraction of operations, re-organisation and\nrestructuring by redundancy or retrenchment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cp>10.8.2 Redundancies shall be done in conformity with the applicable labour\nlaws.\u003C\u002Fp>\n\n\u003Cp>10.8.3 The criteria to be used for determining the employees to be declared\nredundant shall include the following:\u003C\u002Fp>\n\n\u003Cp>(a) One month's notice of redundancy;\u003C\u002Fp>\n\n\u003Cp>(b) Two months basic salary for every year served; and\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) Provision of transport to the employee and his family to the place from\nwhich the employee was recruited or an equivalent repatriation allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.9 Repatriation\u003C\u002Fp>\n\n\u003Cp>The Authority shall pay repatriation allowance to staff who leave employment\nas shown below:\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>ZPPA STAFF CATEGORY \u003C\u002Ftd>\n      \u003Ctd>REPATRIATION ALLOWANCE \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 06\u003C\u002Ftd>\n      \u003Ctd>K7,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA07 - ZPPA10\u003C\u002Ftd>\n      \u003Ctd>K6,750.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>SECTION ELEVEN: INSURANCE AND PENSION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>11.1 Life Assurance Scheme\u003C\u002Fp>\n\n\u003Cp>11.1.1 Upon appointment an employee shall join the Authority's Group Life\nAssurance Scheme.\u003C\u002Fp>\n\n\u003Cp>11.1.2 Selection and appointment of the scheme providers shall be undertaken\nin an open and competitive manner with a view to obtaining value for money,\nwith the most competitive employee benefits at reasonable cost\u003C\u002Fp>\n\n\u003Cp>11.1.3 The terms and conditions of the Scheme shall be negotiated by the\nAuthority management and approved by the Board, with a clear view to its\nviability and long-term sustainability.\u003C\u002Fp>\n\n\u003Cp>11.1.4 The terms and conditions shall, at a minimum, include medical and\nfuneral expenses of the employee's spouse and up to any four (4) registered\ndependants under the age of twenty-one [21) years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>11.2.1All employees appointed on permanent service shall join and make\ncontributions to the mandatory National Pensions Scheme Authority (NAPSA) at\nthe prescribed rates.\u003C\u002Fp>\n\n\u003Cp>11.2.2 The Authority shall pay to NAPSA the employer contribution as\nstipulated by law,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>11.3 Group Accident Assurance Policy\u003C\u002Fp>\n\n\u003Cp>11.3.1 Upon appointment, an employee shall join the Authority's employee\nGroup Personal Accident Scheme.\u003C\u002Fp>\n\n\u003Cp>11.3.2 Selection and appointment of the scheme providers shall be undertaken\nin an open and competitive manner with a view to obtaining value for money,\nwith the most competitive \u003C\u002Fp>\n\n\u003Cp>11.3.3 The terms and conditions of the Scheme shall be negotiated by the\nAuthority management and approved by the Board with a clear view to its\nviability and long-term sustainability.\u003C\u002Fp>\n\n\u003Cp>11.3.4 The terms and conditions shall, at a minimum, include medical and\nfuneral expenses of the employee.\u003C\u002Fp>\n\n\u003Cp>11.3.5 All employees shall be fully informed about the Scheme and its terms\nand conditions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>SECTION TWELVE: UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>12.0 Uniforms and Protective Clothing\u003C\u002Fp>\n\n\u003Cp>The Authority shall provide one set of uniforms or protective clothing on\nconfirmation of appointment and thereafter, one item of each set annually to\nthe following categories of employees:\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>Category\u003C\u002Ftd>\n      \u003Ctd>Uniforms and Protective Clothing\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"5\">Drivers\u003C\u002Ftd>\n      \u003Ctd>2 Pairs of Trousers or Skirts\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Shirts\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Neckties\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Dust Coats\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Pairs of Safety Shoes \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"5\">Office Assistants\u003C\u002Ftd>\n      \u003Ctd>2 Pairs of Trousers or Skirts \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Shirts\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Dust Coats \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Pairs of Safety Shoes\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Pairs of Rubber Gloves\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>12.1.2 Except for gloves, which shall be replaced when worn out, pairs of\ntrousers or skirts, shirts, neckties shall be issued every six months while\ndust coats, rain coats and safety shoes shall be issued once per year.\u003C\u002Fp>\n\n\u003Cp>12.1.2 Employees eligible for uniforms and protective clothing shall receive\n500 grams of washing powder or equivalent soap tablets every month.\u003C\u002Fp>\n\n\u003Cp>12.1.3 An employee eligible for uniform or protective clothing shall not be\npermitted to wear personal clothes at work when uniforms and protective\nclothing have been issued\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>APPENDICES\u003C\u002Fp>\n\n\u003Cp>APPENDIX 1 - ALLOWANCE\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      \u003Ctd>ALLOWANCES\u003C\u002Ftd>\n      \u003Ctd>AMOUNT\u003C\u002Ftd>\n      \u003Ctd>EMPLOYEE COVERED\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Settling-in-allowance on transfer from one district duty station to\n        another\u003C\u002Ftd>\n      \u003Ctd>10% of annual basic salary\u003C\u002Ftd>\n      \u003Ctd>ZPPA06-ZPPA 10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Subsistence Allowance on Local Business Travel when not\n      accommodated\u003C\u002Ftd>\n      \u003Ctd>K650.00\n\n        \u003Cp>K450.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>ZPPA06 - ZPPA 07 \n\n        \u003Cp>ZPPA 08 - ZPPA 10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Out-of-pocket allowance on Local Business Travel (When\n      accommodated]\u003C\u002Ftd>\n      \u003Ctd>K325.00\n\n        \u003Cp>K225.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>ZPPA 06 - ZPPA 07 \n\n        \u003Cp>ZPPA 08 - ZPPA 10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Subsistence Allowance on International Business Travel when not\n        accommodated\u003C\u002Ftd>\n      \u003Ctd>$342.00 (Eastern and Southern Africa \n\n        \u003Cp>$365.00 (Rest of the world\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>ZPPA06 - ZPPA 10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Out-of-pocket allowance on International Business Travel where Board\n        and Lodging is paid for by the Authority or another Sponsor\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>20% of the subsistence allowance\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>ZPPA 06 - ZPPA 10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Repatriation Allowance\u003C\u002Ftd>\n      \u003Ctd>K7, 500.00 \n\n        \u003Cp>K6, 750.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>ZPPA06\n\n        \u003Cp>ZPPA 07 - ZPPA 10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Meal Allowance (Daily Rates) without receipts\u003C\u002Ftd>\n      \u003Ctd>K80.00\u003C\u002Ftd>\n      \u003Ctd>ZPPA06 - ZPPA 10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Out-of-pocket allowance on Local Business Travel (When\n      accommodated]\u003C\u002Ftd>\n      \u003Ctd>K325.00\n\n        \u003Cp>K225.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>ZPPA 06 - ZPPA 07 \n\n        \u003Cp>ZPPA 08 - ZPPA 10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>FUNERAL GRANT\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      \u003Ctd rowspan=\"6\">FUNERAL GRANT\u003C\u002Ftd>\n      \u003Ctd>K6, 000.00\u003C\u002Ftd>\n      \u003Ctd>ZPPA 06\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>K4, 000.00\u003C\u002Ftd>\n      \u003Ctd>Spouse\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>K3, 000.00\u003C\u002Ftd>\n      \u003Ctd>Parent\u002FDependant\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>K5, 000.00\u003C\u002Ftd>\n      \u003Ctd>ZPPA 07 - ZPPA 10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>K4, 000.00\u003C\u002Ftd>\n      \u003Ctd>Spouse\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>K3, 000.00\u003C\u002Ftd>\n      \u003Ctd>Parent\u002FDependant\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>APPENDIX II\u003C\u002Fp>\n\n\u003Cp>The Zambia Public Procurement Authority and the Zambia Union of Financial\nand Allied Workers agreed to negotiated salary and conditions of service.\u003C\u002Fp>\n\n\u003Cp>EFFECTIVE DATE\u003C\u002Fp>\n\n\u003Cp>The effective date of the amendments to the Collective Agreement is 1st\nJanuary, 2015.\u003C\u002Fp>\n\n\u003Cp>*******************\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>APPENDIX III - SALARY STRUCTURE\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  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>SALARY SCALE\u003C\u002Ftd>\n      \u003Ctd>BASIC SALARY\u003C\u002Ftd>\n      \u003Ctd>NOTCH VALUE\u003C\u002Ftd>\n      \u003Ctd>NOTCH 1\u003C\u002Ftd>\n      \u003Ctd>NOTCH 2\u003C\u002Ftd>\n      \u003Ctd>NOTCH 3\u003C\u002Ftd>\n      \u003Ctd>NOTCH 4 \u003C\u002Ftd>\n      \u003Ctd>NOTCH 5\u003C\u002Ftd>\n      \u003Ctd>NOTCH 6\u003C\u002Ftd>\n      \u003Ctd>NOTCH 7 \u003C\u002Ftd>\n      \u003Ctd>NOTCH 8 \u003C\u002Ftd>\n      \u003Ctd>NOTCH 9\u003C\u002Ftd>\n      \u003Ctd>NOTCH 10\u003C\u002Ftd>\n      \u003Ctd>NOTCH 11\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 06\u003C\u002Ftd>\n      \u003Ctd>11500\u003C\u002Ftd>\n      \u003Ctd>900.00\u003C\u002Ftd>\n      \u003Ctd>11500\u003C\u002Ftd>\n      \u003Ctd>12400\u003C\u002Ftd>\n      \u003Ctd>13300\u003C\u002Ftd>\n      \u003Ctd>14200\u003C\u002Ftd>\n      \u003Ctd>15100\u003C\u002Ftd>\n      \u003Ctd>16000\u003C\u002Ftd>\n      \u003Ctd>16900\u003C\u002Ftd>\n      \u003Ctd>17000\u003C\u002Ftd>\n      \u003Ctd>18700\u003C\u002Ftd>\n      \u003Ctd>19600\u003C\u002Ftd>\n      \u003Ctd>20500\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 07\u003C\u002Ftd>\n      \u003Ctd>8000\u003C\u002Ftd>\n      \u003Ctd>700.00\u003C\u002Ftd>\n      \u003Ctd>8000\u003C\u002Ftd>\n      \u003Ctd>8700\u003C\u002Ftd>\n      \u003Ctd>9400\u003C\u002Ftd>\n      \u003Ctd>10100\u003C\u002Ftd>\n      \u003Ctd>10800\u003C\u002Ftd>\n      \u003Ctd>11500\u003C\u002Ftd>\n      \u003Ctd>12200\u003C\u002Ftd>\n      \u003Ctd>12900\u003C\u002Ftd>\n      \u003Ctd>13600\u003C\u002Ftd>\n      \u003Ctd>14300\u003C\u002Ftd>\n      \u003Ctd>15000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 08\u003C\u002Ftd>\n      \u003Ctd>5500\u003C\u002Ftd>\n      \u003Ctd>500.00\u003C\u002Ftd>\n      \u003Ctd>5500\u003C\u002Ftd>\n      \u003Ctd>6000\u003C\u002Ftd>\n      \u003Ctd>6500\u003C\u002Ftd>\n      \u003Ctd>7000\u003C\u002Ftd>\n      \u003Ctd>7500\u003C\u002Ftd>\n      \u003Ctd>8000\u003C\u002Ftd>\n      \u003Ctd>8500\u003C\u002Ftd>\n      \u003Ctd>9000\u003C\u002Ftd>\n      \u003Ctd>9500\u003C\u002Ftd>\n      \u003Ctd>10000\u003C\u002Ftd>\n      \u003Ctd>10500\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 09\u003C\u002Ftd>\n      \u003Ctd>4000\u003C\u002Ftd>\n      \u003Ctd>300.00\u003C\u002Ftd>\n      \u003Ctd>4000\u003C\u002Ftd>\n      \u003Ctd>4300\u003C\u002Ftd>\n      \u003Ctd>4600\u003C\u002Ftd>\n      \u003Ctd>4900\u003C\u002Ftd>\n      \u003Ctd>5200\u003C\u002Ftd>\n      \u003Ctd>5500\u003C\u002Ftd>\n      \u003Ctd>5800\u003C\u002Ftd>\n      \u003Ctd>6100\u003C\u002Ftd>\n      \u003Ctd>6400\u003C\u002Ftd>\n      \u003Ctd>6700\u003C\u002Ftd>\n      \u003Ctd>7000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ZPPA 10\u003C\u002Ftd>\n      \u003Ctd>3200\u003C\u002Ftd>\n      \u003Ctd>160.00\u003C\u002Ftd>\n      \u003Ctd>3200\u003C\u002Ftd>\n      \u003Ctd>3360\u003C\u002Ftd>\n      \u003Ctd>3520\u003C\u002Ftd>\n      \u003Ctd>3680\u003C\u002Ftd>\n      \u003Ctd>3840\u003C\u002Ftd>\n      \u003Ctd>4000\u003C\u002Ftd>\n      \u003Ctd>4160\u003C\u002Ftd>\n      \u003Ctd>4320\u003C\u002Ftd>\n      \u003Ctd>4490\u003C\u002Ftd>\n      \u003Ctd>4640\u003C\u002Ftd>\n      \u003Ctd>4800\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX IV - ENDORSEMENT\u003C\u002Fp>\n\n\u003Cp>In witness whereof the parties hereto by their duly authorised\nrepresentatives nave hereunto set their hands this day of 16th October,\n2015.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Zambia Public Procurement Authority\u003C\u002Fp>\n\n\u003Cp>- Chibelushi M, Musongole [Dr.] - Director General\u003C\u002Fp>\n\n\u003Cp>In the presence of\u003C\u002Fp>\n\n\u003Cp>- Ms Mwaka Ndhlovu - Board Secretary\u003C\u002Fp>\n\n\u003Cp>- Mrs. Idah C. Chella - Acting Director-Human Resource and Administration\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Zambia Union of Financial Institutions and Allied\nWorkers\u003C\u002Fp>\n\n\u003Cp>- Mr. Ackim H. Mweemba - President - ZUFIAW\u003C\u002Fp>\n\n\u003Cp>- Ms. Lusa P. Mulanda - Women's Desk Coordinator\u003C\u002Fp>\n\n\u003Cp>- Mrs. Getrude C. Vumango - ZUFIAW Branch Chairperson\u003C\u002Fp>\n\n\u003Cp>- Mr Machokoto M. Kwibisa - ZUFIAW Branch Secretary\u003C\u002Fp>\n\n\u003Cp>DATE: 24 JANUARY 2015\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\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\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            \n            ",{"disabilitypay":44,"hourspday_select":48,"contracttrialperiod":52,"maxsicknesspay":56,"severance_number":60,"WAGES_determined":64,"severance":68,"sicknessmaxdays":70,"funeralpay":73,"paidmaternityleaveduration":77,"maternityotherclause":81,"LOWWAGE_provision":85,"pensionfund":89,"OVERTIME_trigger":93,"healthcareaccess":97,"healthinsurancerelatives":101,"SUNDAY_trigger":105,"ANNLEAVE_trigger":108,"protectiveclothing":112,"contracttrial":116,"sicknesspay":120,"dayspweek_select":122,"healthinsurance":125,"paidmaternityleaveall":127,"paidpaternityleave":129,"longtermillness":133,"healthcareaccessrelatives":135,"LOWWAGE_trigger":139,"PAYSCALES_trigger":143,"bankholidays1":145,"trainingprogrammes":149,"paidmaternityleave":153,"contractseverancepay":156,"PAIDLEAV_trigger":160,"deathrelatives":164},{"bindId":45,"name":46,"text":47},"disabilitypay","11.3 Group Accident Assurance Policy 11.","11.3 Group Accident Assurance Policy\n\n11.3.1 Upon appointment, an employee shall join the Authority's employee\nGroup Personal Accident Scheme.\n\n11.3.2 Selection and appointment of the scheme providers shall be undertaken\nin an open and competitive manner with a view to obtaining value for money,\nwith the most competitive \n\n11.3.3 The terms and conditions of the Scheme shall be negotiated by the\nAuthority management and approved by the Board with a clear view to its\nviability and long-term sustainability.\n\n11.3.4 The terms and conditions shall, at a minimum, include medical and\nfuneral expenses of the employee.\n\n11.3.5 All employees shall be fully informed about the Scheme and its terms\nand conditions.",{"bindId":49,"name":50,"text":51},"hourspday_select","2.11.1 The normal working hours of the A","2.11.1 The normal working hours of the Authority(8) hours per work day that\nis not declared a Public Holiday in Zambia, from Monday to Friday as\nfollows:\n\n\n  \n  \n  \n  \n    \n      Morning Session\n      Afternoon Session\n    \n    \n      08.00hrs - 13.00hrs\n      14.00hrs - 17.00hrs\n    \n  \n\n\n2.11.2 Notwithstanding the normal working hours, employees may be s called\nupon from time to time, to carry out duties outside the normal working hours as\nthe need arises.",{"bindId":53,"name":54,"text":55},"contracttrialperiod","2.2.1 Every employee appointed on second","2.2.1 Every employee appointed on secondment, contract and op permanent and\npensionable service shall be appointed on probation for a period of six (6]\nmonths and at the end of which the employee shall:",{"bindId":57,"name":58,"text":59},"maxsicknesspay","The Authority shall giant sick leave to ","The Authority shall giant sick leave to an employee who is ill or injured\nprovided there is a medical report from an Authority recognised medical pto the\neffect that the employee is unable to executee granted on the following\nterms:\n\n(a) The first three (3) months shall be granted on full pay;\n\n(b) The next three (3) months shall be granted on half pay; and\n\n(c) Thereafter, the employee shall be discharged from employment on medical\ngrounds.",{"bindId":61,"name":62,"text":63},"severance_number","10.8.2 Redundancies shall be done in con","10.8.2 Redundancies shall be done in conformity with the applicable labour\nlaws.\n\n10.8.3 The criteria to be used for determining the employees to be declared\nredundant shall include the following:\n\n(a) One month's notice of redundancy;\n\n(b) Two months basic salary for every year served; and",{"bindId":65,"name":66,"text":67},"WAGES_determined","2.6 Contract Employment The Board may ap","2.6 Contract Employment\n\nThe Board may appoint an appropriate person on a Contract basis for a period\nnot exceeding three (3) years, which is subject to renewal. These Terms and\nConditions of Service shall apply to the employment on contract basis.",{"bindId":69,"name":62,"text":63},"severance",{"bindId":71,"name":58,"text":72},"sicknessmaxdays","The Authority shall giant sick leave to an employee who is ill or injured\nprovided there is a medical report from an Authority recognised medical pto the\neffect that the employee is unable to executee granted on the following\nterms:\n\n(a) The first three (3) months shall be granted on full pay;\n\n(b) The next three (3) months shall be granted on half pay; and",{"bindId":74,"name":75,"text":76},"funeralpay","6.0 Funeral Grants The Authority shall p","6.0 Funeral Grants\n\nThe Authority shall pay funeral grant on the death of an employee, spouse,\ndependant or biological parent as specified below. No other expenses shall be\nmet by the Authority towards the funeral.\n\n\n  \n  \n  \n  \n  \n    \n      ZPPA STAFF CATEGORY \n      STAFF CATEGORY\n      AMOUNT\n    \n    \n      ZPPA06\n      Employee\n      K6,000\n    \n    \n      Spouse\n      K4,000\n    \n    \n      Dependant\u002F Parent\n      K3, 000\n    \n    \n      ZPPA07 - ZPPA 10\n      Employee\n      K5, 000\n    \n    \n      Spouse\n      K4,000\n    \n    \n      Dependant\u002F Parent\n      K3, 000",{"bindId":78,"name":79,"text":80},"paidmaternityleaveduration","4.6.1 The Authority shall grant maternit","4.6.1 The Authority shall grant maternity leave of ninety (90) calendar days\non full pay to all female employees who have served for a minimum continuous\nperiod of two years following their employment or two years from their last\n\nmaternity leave.",{"bindId":82,"name":83,"text":84},"maternityotherclause","4.6.2 Where there is need for additional","4.6.2 Where there is need for additional maternity leave days, such days\nshall be applied for in the normal way and shall be deducted from the\naccumulated annual leave days of the employee.",{"bindId":86,"name":87,"text":88},"LOWWAGE_provision","APPENDIX III - SALARY STRUCTURE SALARY S","APPENDIX III - SALARY STRUCTURE\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      SALARY SCALE\n      BASIC SALARY\n      NOTCH VALUE\n      NOTCH 1\n      NOTCH 2\n      NOTCH 3\n      NOTCH 4 \n      NOTCH 5\n      NOTCH 6\n      NOTCH 7 \n      NOTCH 8 \n      NOTCH 9\n      NOTCH 10\n      NOTCH 11\n    \n    \n      ZPPA 06\n      11500\n      900.00\n      11500\n      12400\n      13300\n      14200\n      15100\n      16000\n      16900\n      17000\n      18700\n      19600\n      20500\n    \n    \n      ZPPA 07\n      8000\n      700.00\n      8000\n      8700\n      9400\n      10100\n      10800\n      11500\n      12200\n      12900\n      13600\n      14300\n      15000\n    \n    \n      ZPPA 08\n      5500\n      500.00\n      5500\n      6000\n      6500\n      7000\n      7500\n      8000\n      8500\n      9000\n      9500\n      10000\n      10500\n    \n    \n      ZPPA 09\n      4000\n      300.00\n      4000\n      4300\n      4600\n      4900\n      5200\n      5500\n      5800\n      6100\n      6400\n      6700\n      7000\n    \n    \n      ZPPA 10\n      3200\n      160.00\n      3200\n      3360\n      3520\n      3680\n      3840\n      4000\n      4160\n      4320\n      4490\n      4640\n      4800\n    \n  \n",{"bindId":90,"name":91,"text":92},"pensionfund","11.2.1All employees appointed on permane","11.2.1All employees appointed on permanent service shall join and make\ncontributions to the mandatory National Pensions Scheme Authority (NAPSA) at\nthe prescribed rates.\n\n11.2.2 The Authority shall pay to NAPSA the employer contribution as\nstipulated by law,",{"bindId":94,"name":95,"text":96},"OVERTIME_trigger","All employees in salary scale ZPPA 06 to","All employees in salary scale ZPPA 06 to ZPPA 10 are eligible to claim\novertime pay for hours worked beyond the normal working hours at the following\novertime pay rates:\n\n(i) Hours worked during week days and Saturdays shall be paid at one and\nhalf times the normal rate.",{"bindId":98,"name":99,"text":100},"healthcareaccess","5.0 Contributory Medical Scheme 5.1 The ","5.0 Contributory Medical Scheme\n\n5.1 The Authority shall on cost sharing basis meet medical expenses from\nmedical facilities affiliated to the Authority as follows:\n\n(i) Employee - the Authority shall meet 80 percent of the total medical\nbill\n\n(ii) Spouse - the Authority shall meet 60 percent of the total- medical\nbill\n\n(iii) Dependant - the Authority shall meet 60 percent of the total medical\nbill\n\n5.2 The scheme shall cover and be limited to the employee and the registered\nspouse and up to 4 dependants under the age of 18 years or 21 years if they are\nundergoing education at a recognized Institution or up to 25 years if they are\nphysically or mentally incapacitated.\n\n5.3 The scheme shall include the cost of spectacles and dental care up to a\nprescribed limit to be determined by the Authority from time to time.\n\n5.4 Serious medical conditions that require evacuation and treatment in\nother countries shall be dealt with through the normal Ministry of Health\nchannels, procedures and funding for Zambian citizens and residents.",{"bindId":102,"name":103,"text":104},"healthinsurancerelatives","11.1 Life Assurance Scheme 11.1.1 Upon a","11.1 Life Assurance Scheme\n\n11.1.1 Upon appointment an employee shall join the Authority's Group Life\nAssurance Scheme.\n\n11.1.2 Selection and appointment of the scheme providers shall be undertaken\nin an open and competitive manner with a view to obtaining value for money,\nwith the most competitive employee benefits at reasonable cost\n\n11.1.3 The terms and conditions of the Scheme shall be negotiated by the\nAuthority management and approved by the Board, with a clear view to its\nviability and long-term sustainability.\n\n11.1.4 The terms and conditions shall, at a minimum, include medical and\nfuneral expenses of the employee's spouse and up to any four (4) registered\ndependants under the age of twenty-one [21) years.",{"bindId":106,"name":95,"text":107},"SUNDAY_trigger","All employees in salary scale ZPPA 06 to ZPPA 10 are eligible to claim\novertime pay for hours worked beyond the normal working hours at the following\novertime pay rates:\n\n(i) Hours worked during week days and Saturdays shall be paid at one and\nhalf times the normal rate.\n\n(ii) Hours worked on Sundays and public holidays shall be paid at two times\nthe normal rate.",{"bindId":109,"name":110,"text":111},"ANNLEAVE_trigger","4.4.1 The Authority shall pay all employ","4.4.1 The Authority shall pay all employees in Salary Grade ZPPA 6 -10 leave\ntravel allowance which shall be an employee's monthly salary for leave of not\nless than 21 working days as listed below:\n\n\n  \n  \n  \n  \n    \n      Grade \n      Leave Benefits\n    \n    \n      ZPPA 6\n      K11,500.00\n    \n    \n      ZPPA 7\n      K8,000.00\n    \n    \n      ZPPA 8\n      K5,500.00\n    \n    \n      ZPPA 9\n      K4,000.00\n    \n    \n      ZPPA 10\n      K3,200.00\n    \n  \n\n\n4.4.2 An employee shall be required to maintain a minimum of 5 days\nleave.",{"bindId":113,"name":114,"text":115},"protectiveclothing","12.0 Uniforms and Protective Clothing Th","12.0 Uniforms and Protective Clothing\n\nThe Authority shall provide one set of uniforms or protective clothing on\nconfirmation of appointment and thereafter, one item of each set annually to\nthe following categories of employees:\n\n\n  \n  \n  \n  \n    \n      Category\n      Uniforms and Protective Clothing\n    \n    \n      Drivers\n      2 Pairs of Trousers or Skirts\n    \n    \n      2 Shirts\n    \n    \n      2 Neckties\n    \n    \n      2 Dust Coats\n    \n    \n      2 Pairs of Safety Shoes \n    \n    \n      Office Assistants\n      2 Pairs of Trousers or Skirts \n    \n    \n      2 Shirts\n    \n    \n      2 Dust Coats \n    \n    \n      2 Pairs of Safety Shoes\n    \n    \n      2 Pairs of Rubber Gloves\n    \n  \n\n\n12.1.2 Except for gloves, which shall be replaced when worn out, pairs of\ntrousers or skirts, shirts, neckties shall be issued every six months while\ndust coats, rain coats and safety shoes shall be issued once per year.\n\n12.1.2 Employees eligible for uniforms and protective clothing shall receive\n500 grams of washing powder or equivalent soap tablets every month.\n\n12.1.3 An employee eligible for uniform or protective clothing shall not be\npermitted to wear personal clothes at work when uniforms and protective\nclothing have been issued",{"bindId":117,"name":118,"text":119},"contracttrial","2.2 Probation 2.2.1 Every employee appoi","2.2 Probation\n\n2.2.1 Every employee appointed on secondment, contract and op permanent and\npensionable service shall be appointed on probation for a period of six (6]\nmonths and at the end of which the employee shall:\n\n(i) Be confirmed in the appointment if their performance is satisfactory;\nor\n\n(ii) Have their probation extended for a specific period not exceeding three\n(3) months if their performance requires further review; or\n\n(iii) Have the appointment terminated if their performance is not\nsatisfactory.\n\n2.2.2 During the probation period, either party shall give the other five\n(5) working days notice of termination of employment. In lieu of such notice,\neither party shall pay the other the equivalent of five (5) working days' worth\nof the monthly basic salary.",{"bindId":121,"name":58,"text":59},"sicknesspay",{"bindId":123,"name":50,"text":124},"dayspweek_select","2.11.1 The normal working hours of the Authority(8) hours per work day that\nis not declared a Public Holiday in Zambia, from Monday to Friday as\nfollows:",{"bindId":126,"name":103,"text":104},"healthinsurance",{"bindId":128,"name":79,"text":80},"paidmaternityleaveall",{"bindId":130,"name":131,"text":132},"paidpaternityleave","4.7.1 The Authority shall grant paternit","4.7.1 The Authority shall grant paternity leave of five (5) working days to\na male employee on full pay after the birth of a child by a registered female\nspouse for the first time and subsequently, after a minimum continuous period\nof two years from their last paternity leave.\n\n4.7.2 Where there is need for additional paternity leave days, such days\nshall be applied for in the normal way and shall be deducted from the\naccumulated annual leave days of the employee.",{"bindId":134,"name":58,"text":59},"longtermillness",{"bindId":136,"name":137,"text":138},"healthcareaccessrelatives","5.1 The Authority shall on cost sharing ","5.1 The Authority shall on cost sharing basis meet medical expenses from\nmedical facilities affiliated to the Authority as follows:\n\n(i) Employee - the Authority shall meet 80 percent of the total medical\nbill\n\n(ii) Spouse - the Authority shall meet 60 percent of the total- medical\nbill\n\n(iii) Dependant - the Authority shall meet 60 percent of the total medical\nbill",{"bindId":140,"name":141,"text":142},"LOWWAGE_trigger","3.1 Basic Salary 3.1.1 The Authority sha","3.1 Basic Salary\n\n3.1.1 The Authority shall pay an employee a basic salary in equal monthly\ninstalments and in arrears based on the Authority's grades and salary\nstructures and as per the employee's letter of appointment.",{"bindId":144,"name":87,"text":88},"PAYSCALES_trigger",{"bindId":146,"name":147,"text":148},"bankholidays1","(ii) Hours worked on Sundays and public ","(ii) Hours worked on Sundays and public holidays shall be paid at two times\nthe normal rate.",{"bindId":150,"name":151,"text":152},"trainingprogrammes","8.1 Training Policy Training in the Auth","8.1 Training Policy\n\nTraining in the Authority shall be managed through the ZPPA Training\nPolicy",{"bindId":154,"name":79,"text":155},"paidmaternityleave","4.6.1 The Authority shall grant maternity leave of ninety (90) calendar days\non full pay to all female employees who have served for a minimum continuous\nperiod of two years following their employment or two years from their last\n\nmaternity leave.\n\n4.6.2 Where there is need for additional maternity leave days, such days\nshall be applied for in the normal way and shall be deducted from the\naccumulated annual leave days of the employee.",{"bindId":157,"name":158,"text":159},"contractseverancepay","10.8.1 The Authority may terminate any e","10.8.1 The Authority may terminate any employee's employment through force\nof circumstances including contraction of operations, re-organisation and\nrestructuring by redundancy or retrenchment.\n\n10.8.2 Redundancies shall be done in conformity with the applicable labour\nlaws.\n\n10.8.3 The criteria to be used for determining the employees to be declared\nredundant shall include the following:\n\n(a) One month's notice of redundancy;\n\n(b) Two months basic salary for every year served; and\n\n(c) Provision of transport to the employee and his family to the place from\nwhich the employee was recruited or an equivalent repatriation allowance.",{"bindId":161,"name":162,"text":163},"PAIDLEAV_trigger","4.1 Leave Entitlement An employee in ZPP","4.1 Leave Entitlement\n\nAn employee in ZPPA 6 - 10 shall be entitled to 2.5 leave days per month and\nup to 30 days per annum.",{"bindId":165,"name":166,"text":167},"deathrelatives","4.9.1 The Authority shall grant compassi","4.9.1 The Authority shall grant compassionate leave not exceeding ten (10)\nworking days on the death of a spouse, dependant or parent\n\n4.9.2 Where there is need for additional compassionate leave days, such days\nshall be applied for in the normal wav and shall be deducted from the\naccumulated annual leave days of the employee.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB ZPPA Zambia Public Procurement Authority - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-03-11\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: → 2015-10-16\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            \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                        ZPPA Zambia Public Procurement 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: → 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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks\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 3000.0\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: → No\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: → 10 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 300 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            \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: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → ZMW 3200.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → ZMW 3200.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[173],{"title":37,"slug":33},[175],{"type":176,"data":177},"call_to_action_body_block",{"title":178,"description":179,"variant":180,"link":181},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":178,"url":182,"description":178,"rel":183,"type":184},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[186],{"type":176,"data":187},{"title":178,"description":179,"variant":180,"link":188},{"title":178,"url":182,"description":178,"rel":183,"type":184},[]]