[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-zambia-centre-for-accountancy-studies-zcas-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-26-may-2022":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":238,"content_type_view":239,"extra_breadcrumbs":240,"body":242,"body_blocks":253,"related_pages":257},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":236,"translations":237},{"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-zambia-centre-for-accountancy-studies-zcas-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-26-may-2022","0c42a782-7e71-11f0-b90a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-zambia-centre-for-accountancy-studies-zcas-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-26-may-2022\u002Fcollective-agreement-between-zambia-centre-for-accountancy-studies-zcas-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-26-may-2022\u002F","COLLECTIVE AGREEMENT BETWEEN ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES (ZCAS) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) 26 May 2022","COLLECTIVE AGREEMENT BETWEEN ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES (ZCAS) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) 26 May 2022 - 2022","Zambia - COLLECTIVE AGREEMENT BETWEEN ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES (ZCAS) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) 26 May 2022 - 2022","COLLECTIVE AGREEMENT BETWEEN ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES (ZCAS) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) 26 May 2022 - 2022 - Education, research",{"name":41,"data":42},"ZCAS 2022 - 2024.html","\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>ZCAS 2022 - 2024\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>BETWEEN\u003C\u002Fh1>\n\n\u003Ch1>ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES (ZCAS)\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW)\u003C\u002Fh1>\n\n\u003Ch1>26 May 2022\u003C\u002Fh1>\n\n\u003Ch2>1.0 PRELIMINARY\u003C\u002Fh2>\n\n\u003Cp>This Collective Agreement is made this 29 day of..........2022 between\nthe\u003C\u002Fp>\n\n\u003Cp>Zambia Centre for Accountancy Studies (ZCAS) (hereinafter called the\n“Centre“ one part and the Zambia Union of Financial institutions and Allied\nWorkers (ZUFIAW) (hereinafter called the “Union”) of the other part in\naccordance with the Recognition Agreement made on the 7th day of April, 2003\ncovering Conditions of Service as stipulated in the Recognition Agreement\nwitnessed as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch3>1.1 Duration Agreement\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate_date\">\u003Cp>This Collective Agreement shall be valid for a period of twenty-four (24)\nmonths commencing on 1st January 2022 provided:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>a)Within twelve months of the date of the coming into effect of this\nagreement either party could call a meeting to review salaries according to\nprevailing economic conditions and financial performance of the Centre during\nthe period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)At any time after three months of the commencement of the Agreement either\nparty may give notice in writing of its intention for this agreement to\ncontinue in force for a further period as shall be agreed by the parties or its\nintention to alter any clauses or stipulation.\u003C\u002Fp>\n\n\u003Cp>c)Pending the execution of a new agreement, the present Conditions of\nService shall continue in force provided that in respect of salaries the\neffective date shall be the date mutually agreed by both parties.\u003C\u002Fp>\n\n\u003Cp>d)The term of this Agreement shall be subject to the Employment Act,\nindustrial and Labour Relations Act and any related legislation enacted before\nor during the period of the agreement and in particular shall be subject to the\nMinistry of Labour and Social Security approval.\u003C\u002Fp>\n\n\u003Cp>e)This Agreement shall be valid for as long as the Recognition Agreement\nbetween ZCAS Management and ZUFIAW remains in force.\u003C\u002Fp>\n\n\u003Cp>f)It is agreed that if either party considers that any part of this\nagreement shall be amended or altered in the mutual interest of both parties\nand that clearly valid reasons are made out, the following procedures shall be\nundertaken:\u003C\u002Fp>\n\n\u003Cp>i.The Union or Management shall indicate by letter its intention to discuss\nthe amendment or alteration of this agreement;\u003C\u002Fp>\n\n\u003Cp>ii.Validate the intention or amend this Agreement; and\u003C\u002Fp>\n\n\u003Cp>iii.The party requesting the amendment or alteration of this Agreement shall\nallow the other party three (3) weeks in which to consider the request and the\nBargaining Unit shall at the expiration of that period but not longer than four\n(4) weeks after the date of receipt of the said letter agree to meet to discuss\nthe change. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.0 APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>The Board Secretary shall sign letters of appointment. A medical report\nshall be required by the Centre at the Centre's expense, from a medical by the\nCentre.\u003C\u002Fp>\n\n\u003Cp>The offer shall be in writing and any contract entered into shall be subject\nto these Conditions of Service. The appointee will signify acceptance by\nsigning an acceptance letter and returning it to Management.\u003C\u002Fp>\n\n\u003Cp>The duties and responsibilities of the employee shall be included with the\nletter of appointment.\u003C\u002Fp>\n\n\u003Cp>The employee will be expected to submit a completed Personal Data Form and\nto register the dependants and notify any changes thereof.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>3.0 PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cp>The employment or appointment shall initially be for a probationary period\nof three (3) months. Depending on the performance of the eligible employee, the\nCentre will either confirm or extend the probationary period by up to another\nthree (3) months or terminate the employment. This extension shall be\ncommunicated to the employee in writing giving reasons for such extension.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Where an employee serving on probation does not receive a letter of\nconfirmation or extension of probationary term upon expiry of three (3) months\nperiod he\u002Fshe shall automatically be considered confirmed in the position\nstated in the letter of appointment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>4.0 SALARY\u003C\u002Fh2>\n\n\u003Cp>The present basic salary shall be increased by an equal quantum share based\non the available quantum after applying 6.50% of each staff current salary and\napplied equally to all staff. Any staff with the resulting salary increase\nfalling below 5% would be increased to 5% based on the current salary and the\ntotal overall increase in salary would be 6.55% to cover all the staff.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>5.0 SEPARATION\u003C\u002Fh2>\n\n\u003Ch3>a) Termination\u003C\u002Fh3>\n\n\u003Cp>i.During the probationary period, either party may terminate employment by\ngiving 24 hours’ notice or payment of equivalent salary in lieu of notice. In\nthe event of the employer terminating the services of an employee, reasons for\nsuch termination shall be stated and the employee will be given an opportunity\nto exculpate him\u002Fherself.\u003C\u002Fp>\n\n\u003Cp>ii.Upon confirmation of appointment, either party giving one month’s\nnotice or payment of equivalent salary in lieu of notice may terminate\nemployment. In the event of the employer terminating the services of an\nemployee, reasons for termination will be stated and an opportunity given to\nthe Employee to be heard.\u003C\u002Fp>\n\n\u003Ch3>b)Resignation\u003C\u002Fh3>\n\n\u003Cp>After confirmation of appointment, the Employee may terminate the\nappointment by giving one month’s notice in writing of the intention to\nresign or pay one month’s salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>An employee’s application to rescind his\u002Fher decision to resign during the\nnotice period shall be subject to Management’s discretion.\u003C\u002Fp>\n\n\u003Ch3>c)Discharge\u003C\u002Fh3>\n\n\u003Cp>After confirmation of appointment, the Centre may terminate the appointment\non grounds related to the conduct or performance of the employee as per\nperformance appraisal system by giving one month’s notice in writing of the\nintention to terminate or pay one month’s salary in lieu of notice. The\nemployee will be given the opportunity to be heard on the charges laid.\u003C\u002Fp>\n\n\u003Cp>Further, the Employee shall be liable for discharge on disciplinary grounds\nas specified in the Disciplinary Code agreed with the Union.\u003C\u002Fp>\n\n\u003Ch3>d)Retirement\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>i.Normal Retirement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees shall retire from the service of the Centre on attaining the age\nof 60 years.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ii.Early Retirement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees may apply for early retirement on attaining the age of 55 years or\nafter serving the Centre for 20 continuous years.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>iii.Late Retirement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees may retire from the service of the Centre on attaining 65 years\nsubject to the consent of Management.\u003C\u002Fp>\n\n\u003Cp>Retirement dues in the above instances will be in accordance with the\nCentre’s Staff Pension Scheme provisions.\u003C\u002Fp>\n\n\u003Ch3>e)Medical Discharge\u003C\u002Fh3>\n\n\u003Cp>An Employee who is certified by a Medical Board to the satisfaction of the\nCentre that he\u002Fshe is incapable, by reason of infirmity of mind or body, of\ndischarging his\u002Fher duties and that such infirmity is likely to be permanent,\nshall be discharged from employment on medical grounds. ITe\u002Fshe shall be\nentitled to a retirement package provided for by the Staff Pension Scheme.\u003C\u002Fp>\n\n\u003Ch3>f)Redundancy\u003C\u002Fh3>\n\n\u003Cp>Subject to section 55 of the Employment Code No.3 of 2019, an Employee whose\nContract of Employment has been terminated by reason of redundancy, shall:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>i.Unless better terms are agreed between the employer and the employee\nconcerned or the employee’s representatives, be entitled to a minimum\nredundancy payment of not less than two (2) months’ pay for every year served\nand other benefits the employee is entitled to as compensation for loss of\nemployment; and\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii.Be paid the redundancy payment not later than the last day of duty of the\nemployee, except that where an employer is unable to pay the redundancy payment\non the last day of duty of an employee, the employer shall continue to pay the\nemployee full wages until the redundancy package is paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>h)Summary Dismissal\u003C\u002Fh3>\n\n\u003Cp>An employee shall be liable for summary dismissal for breaches of discipline\npunishable by summary dismissal in accordance with the provisions of the\nDisciplinary Code agreed between management and the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6.0 SEPARATION BENEFITS\u003C\u002Fh2>\n\n\u003Cp>The separation benefits shall be:\u003C\u002Fp>\n\n\u003Ch3>a) Termination and Discharge after Confırmation\u003C\u002Fh3>\n\n\u003Cp>i. One month's notice or one month's salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>ii. Cash in lieu of accrued leave days\u003C\u002Fp>\n\n\u003Cp>iii. Refund of pension contributions as per pension scheme rules.\u003C\u002Fp>\n\n\u003Ch3>b) Resignation\u003C\u002Fh3>\n\n\u003Cp>i. Cash in lieu of accrued leave days.\u003C\u002Fp>\n\n\u003Cp>ii. Refund of pensi on contributions as per pension scheme rules.\u003C\u002Fp>\n\n\u003Ch3>c)Retirement, Early Retirement and Medical Discharge\u003C\u002Fh3>\n\n\u003Cp>i.One month's notice or one month's salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>ii.Commutation of accrued leave days.\u003C\u002Fp>\n\n\u003Cp>iii.Full pension benefits (employee's and employer's contributions including\ninterest).\u003C\u002Fp>\n\n\u003Ch3>d)Redundancy\u003C\u002Fh3>\n\n\u003Cp>Whenever redundancies are inevitable the parties shall meet to agree on the\nmodalities and the redundancy package.\u003C\u002Fp>\n\n\u003Ch3>e)Summary Dismissal\u003C\u002Fh3>\n\n\u003Cp>i.Cash in lieu of accrued leave days.\u003C\u002Fp>\n\n\u003Cp>ii.Refund of employee pension contributions as per Pension Scheme rules.\u003C\u002Fp>\n\n\u003Ch3>f)Death in Service\u003C\u002Fh3>\n\n\u003Cp>i.Cash in lieu of accrued leave days.\u003C\u002Fp>\n\n\u003Cp>ii.Pension benefits, if any.\u003C\u002Fp>\n\n\u003Cp>iii.Group Life Assurance (GLA) benefits.\u003C\u002Fp>\n\n\u003Cp>In all cases above, the salary earned prior to separation will be paid on a\npro-rata basis. All debts, surcharges and any other dues to the Centre shall be\nrecovered from the employee's separation benefits.\u003C\u002Fp>\n\n\u003Ch3>g)Repatriation\u003C\u002Fh3>\n\n\u003Cp>An employee who was recruited from outside Lusaka District shall on\nretirement be entitled to 75% of one month’s basic salary.\u003C\u002Fp>\n\n\u003Cp>This shall also apply to an employee who had been transferred away from\nLusaka District.\u003C\u002Fp>\n\n\u003Ch2>7.0 HOURS OF WORK AND OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>7.1 Non-security staff work 40-hours per week. Normal working hours are\ncurrently 08:00 hours to 17:00 hours but may vary.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Security employees shall be required to work for 48 hours per week in the\nday and 72 hours in the night shift. They shall be entitled to night shift\nallowance of 8.5% of their basic salary per shift and overtime shall be paid on\nthe excess hours worked during the day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.2 Whenever operational requirements dictate, Management may request an\nemployee to work shifts.\u003C\u002Fp>\n\n\u003Cp>7.3 Whenever operational requirements dictate, any employee may be required\nto work a reasonable amount of overtime. Management should provide transport or\npay transport money as in 9.2 of these conditions, to enable the employee to\ntravel to and from work after normal working hours.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Overtime shall be paid at the following hourly rate:\u003C\u002Fp>\n\n\u003Cp>i.Monday to Saturday 1.5 x normal hourly rate\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>ii.Sunday & Gazetted Public Holiday 2 x normal hourly rate\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.0 PROTECTIVE CLOTHING, UNIFORM AND EQUIPMENT\u003C\u002Fh2>\n\n\u003Cp>The Centre shall provide uniforms, protective clothing and appropriate\nequipment and tools to employees. The protective clothing\u002Funiforms shall be\nprovided as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>i. Messengers\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a) Two (2) shirts and a tie\u003C\u002Fp>\n\n\u003Cp>b) Two (2) pairs of trousers\u003C\u002Fp>\n\n\u003Cp>c) One pair of safety shoes every year\u003C\u002Fp>\n\n\u003Cp>d) One rain coat every two years\u003C\u002Fp>\n\n\u003Cp>e) One blazer every year\u003C\u002Fp>\n\n\u003Cp>t) One dust coat per year\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ii. General Workers (Female)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a) 2 blouses per year\u003C\u002Fp>\n\n\u003Cp>b) 2 skirts per year \u003C\u002Fp>\n\n\u003Cp>c)One dust coat per year\u003C\u002Fp>\n\n\u003Cp>d)One pair of safety shoes per year\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>iii.Drivers\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)One blazer (1) per year\u003C\u002Fp>\n\n\u003Cp>b)One pair of safety shoes every year\u003C\u002Fp>\n\n\u003Cp>c)Two pairs long trousers per year\u003C\u002Fp>\n\n\u003Cp>d)Two shirts\u003C\u002Fp>\n\n\u003Cp>e)One overall\u003C\u002Fp>\n\n\u003Cp>f)One neck tie\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>iv.Security Guards\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Two long sleeved tunic and one tie\u003C\u002Fp>\n\n\u003Cp>b)Two short sleeved shirts\u003C\u002Fp>\n\n\u003Cp>c)One pair of safety shoes per year.\u003C\u002Fp>\n\n\u003Cp>d)Two pairs of stockings per year\u003C\u002Fp>\n\n\u003Cp>e)One weather coatevery three years\u003C\u002Fp>\n\n\u003Cp>f)One jersey everyyear.\u003C\u002Fp>\n\n\u003Cp>g)One rain coat every two years\u003C\u002Fp>\n\n\u003Cp>h)One cap\u003C\u002Fp>\n\n\u003Cp>In addition to the above, the following equipment shall be provided by\nManagement: Torch and cells Whistle and short baton\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>v.Maintenance Staff and Other Staff\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Two work suits per year\u003C\u002Fp>\n\n\u003Cp>b)One pair of safety shoes per year\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>vi.Print Room Staff\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Two dust coats\u003C\u002Fp>\n\n\u003Cp>b)One pair of protective shoes between the Union and Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>viii. General Provisions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a) The choice of quality and design of protective clothing shall be agreed\nbetween the Union and Management.\u003C\u002Fp>\n\n\u003Cp>b)The Centre will take disciplinary action against an eligible employee\nneglecting to put on the aforementioned uniforms or protective wear. The Centre\nshall have the right to recover the residual value of such loaned uniform or\nequipment not returned to the Centre upon demand.\u003C\u002Fp>\n\n\u003Cp>c)The Employee will be provided with the Centre's equipment while executing\nauthorised duties. Such equipment shall be provided free of charge but shall\nremain a property of the Centre unless otherwise stated.\u003C\u002Fp>\n\n\u003Cp>d)The Centre will consider the employee as a custodian of the equipment\nduring the time of executing the job and any loss or damage must be reported to\nthe supervising officer or departmental head. The employee will pay for\nequipment maliciously damaged. Loss through pilfering shall be investigated and\nnormal course of action taken.\u003C\u002Fp>\n\n\u003Ch2>9.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>The Centre shall pay eligible employees allowances specified below as\neffected on 1st May\u003C\u002Fp>\n\n\u003Ch3>9.1 Housing Allowance\u003C\u002Fh3>\n\n\u003Cp>Housing allowance shall be paid to eligible per grade as stated below:\u003C\u002Fp>\n\n\u003Cp>ZCAS7-ZCAS 8 K 1, 400.00\u002F Month\u003C\u002Fp>\n\n\u003Cp>ZCAS 9- ZCAS 10 K 1, 000.00\u002FMonth\u003C\u002Fp>\n\n\u003Cp>ZCAS 11- ZCAS 12 K 750.00\u002FMonth\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.2 Relocation Allowance\u003C\u002Fh3>\n\n\u003Cp>A relocation allowance at the rate of 75% of one's monthly basit salary\nshall be paid o first engagement to staff recruited from outside Lusaka.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>9.3 Transport Allowance\u003C\u002Fh3>\n\n\u003Cp>Employees working beyond 19:00 hours shall be paid K200 as transport\nallowance for the day worked.\u003C\u002Fp>\n\n\u003Cp>Employees called to work on Saturday, Sunday, and Public holidays, shall be\npaid K150 as transport allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>9.4 Acting Allowance\u003C\u002Fh3>\n\n\u003Cp>Acting allowance shall be applied to an eligible employee who shall\nbe-delegated to perform duties higher than his substantive position and shall\nbe informed in writing.\u003C\u002Fp>\n\n\u003Cp>Provided the employee performs the assigned duties for a period not less\nthan 30 days, acting allowance shall be paid. The allowance shall be two\nnotches in the acting employee's basic salary scale or 15% of one's salary\nwhichever is higher.\u003C\u002Fp>\n\n\u003Ch3>9.5 Responsibility Allowance\u003C\u002Fh3>\n\n\u003Cp>Responsibility allowance shall be paid to an eligible employee who is\nassigned to perform additional responsibilities. Such an employee shall be paid\n15% of his\u002Fher salary provided that such duties shall have been performed for a\nperiod of not less than 14 days.\u003C\u002Fp>\n\n\u003Ch3>9.6 Subsistence Allowance\u003C\u002Fh3>\n\n\u003Cp>An eligible employee travelling on official business within Zambia and not\nstaying in hotel accommodation provided by the Centre or sponsoring\norganisation will be entitled to subsistence allowance as follows:\u003C\u002Fp>\n\n\u003Cp>ZCAS 7 - ZCAS 9 K550\u002Fday \u003C\u002Fp>\n\n\u003Cp>ZCAS 10 - ZCAS 12 K550\u002Fday\u003C\u002Fp>\n\n\u003Cp>Eligible Employees travelling outside Zambia on business shall be paid\nSubsistence allowance in accordance with governınent guidelines. The following\nshall apply until Cabinet office advises:\u003C\u002Fp>\n\n\u003Cp>ZCAS 7 - ZCAS 9 US$420\u003C\u002Fp>\n\n\u003Cp>ZCAS 10 - ZCAS 12 US$370\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event that accommodation and meals are provided to the employee who\nis travelling outside Zambia, an out of pocker allowance shall be paid in\naccordance with government guide lines.\u003C\u002Fp>\n\n\u003Ch3>9.7 Out of Pocket Allowance\u003C\u002Fh3>\n\n\u003Cp>An eligible employee attending short courses, seminars, conference and\nbusiness within Zambia where meals and accommodation are either paid for or\nprovided by the Centre or sponsoring organisation shall be paid out of pocket\nallowance as stipulated below:\u003C\u002Fp>\n\n\u003Cp>ZCAS 7-ZCAS 9 K270\u002Fday\u003C\u002Fp>\n\n\u003Cp>ZCAS 10-ZCAS 12 K270\u002Fday\u003C\u002Fp>\n\n\u003Ch3>9.8 Lunch Allowance\u003C\u002Fh3>\n\n\u003Cp>An eligible employee who works through lunch hour shall be paid lunch\nallowance at the rate of K60 per day. This will only be valid with prior\napproval by his\u002Fher immediate supervisor.\u003C\u002Fp>\n\n\u003Ch2>10. Loans and Advances\u003C\u002Fh2>\n\n\u003Ch3>10.0 Loans\u003C\u002Fh3>\n\n\u003Cp>The Centre shall facilitate the obtaining of loans by eligible employees\nfrom lending institutions.\u003C\u002Fp>\n\n\u003Ch3>10.1 Housing Loan\u003C\u002Fh3>\n\n\u003Cp>The employer shall facilitate a mortgage, ensure that the mortgage is\ninsured and remit the instalments to the lending institution.\u003C\u002Fp>\n\n\u003Ch3>10.2 Salary Advance\u003C\u002Fh3>\n\n\u003Cp>Salary Advances to be granted to all eligible employees on Management\ndiscretion and depending on the availability of funds. A salary advance to a\nmaximum amount of K15,000.00 shall be recovered in full over a period of 6\nmonths.\u003C\u002Fp>\n\n\u003Ch3>10.3 Mid-Month Pay\u003C\u002Fh3>\n\n\u003Cp>Employees shall be entitled to a mid-month pay of up to 20% of their salary\nwithout giving reasons.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>11.0 Staff Development\u003C\u002Fh3>\n\n\u003Cp>The Centre should plan for the development of staff and done in accordance\nwith provisions in the Centre's Training Policy. However, the following\nconditions shall apply: -\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>11.1 Employees will be considered for sponsorship if they satisfy the\nfollowing Conditions:\u003C\u002Fp>\n\n\u003Cp>i. Must be confirmed in their appointment;\u003C\u002Fp>\n\n\u003Cp>ii. Must have served the Centre for at least 24 continuous months:\u003C\u002Fp>\n\n\u003Cp>iii. Must have displayed satisfactory performance in their jobs; and\u003C\u002Fp>\n\n\u003Cp>iv. The course of study to be undertaken is relevant to their jobs.\u003C\u002Fp>\n\n\u003Cp>11.2 The eligible employee may apply for paid study leave to cover the\nperiod of full-time training. The days shall not be deducted from the\nemployee's accrued leave. The period of study should not have any detrimental\neffect on the activities of the Centre.\u003C\u002Fp>\n\n\u003Cp>11.3 Sponsored employees shall sign a Bonding Agreement before proceeding\nfor studies. The period of bondage will be the period for which the employee is\nsponsored.\u003C\u002Fp>\n\n\u003Cp>11.4 The Centre shall pay tuition, subscription, membership, exemption and\nexamination fees to the appropriate body during the period of sponsorship.\nTraining materials shall also be provided. No examination fees shall be paid\nfor re-sits.\u003C\u002Fp>\n\n\u003Cp>11.5 When paid foreign study has been granted to an eligible employee, the\napplicable conditions shall be as per Cabinet Office guidelines as amended from\ntime to time.\u003C\u002Fp>\n\n\u003Ch2>12.0 Leave\u003C\u002Fh2>\n\n\u003Ch3>12.1 Annual Leave\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>All eligible employees shall be entitled to 2.5 days leave per month.\nManagement will have to approve the leave before it is taken. For the purposes\nof this clause annual leave shall mean a minimum of 22 working days to be taken\nat least twelve months (12) after commencement of employment.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch2>12.2 Leave Passage\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>Eligible employees proceeding on annual leave shall be entitled to leave\npassage of one month’s basic pay.\u003C\u002Fp>\n\n\u003Cp>For the purposes of this clause annual leave shall mean twenty-two (22)\nworking days taken as leave at once and the remaining 8 days shall be taken at\nany other convenient time but shall not be commuted for cash.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003C\u002Fdiv>\n\n\u003Ch3>12.3 Commutation of Leave\u003C\u002Fh3>\n\n\u003Cp>No employee will be eligible to commute any leave days.\u003C\u002Fp>\n\n\u003Ch2>12.4 Unpaid Leave\u003C\u002Fh2>\n\n\u003Cp>Unpaid study leave shall be granted to an employee for a period of one year,\nsubject to review.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancyexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancyexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareexcludedtrigger\">\u003Ch3>12.5 Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Subject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 41 of the Employment\nCode No.3 of 2019 or a written law providing for maternity benefits, a female\nemployee is on production of a Medical Certificate, entitled to fourteen (14)\nweeks maternity leave to be taken\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>i.Immediately preceding the expected date of delivery, except that at least\nsix (6) weeks maternity leave shall be taken immediately after delivery; or\u003C\u002Fp>\n\n\u003Cp>ii.Maternity leave shall, in the case of a multiple birth be extended to a\nfurther period of four (4) weeks.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>12.6 Paternity leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>Subject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 46 of the Employment\nCode No.3 of 2019, a male employee who remains in continues employment with the\nsame employer for a period of twelve (12) months immediately preceding the\nbeginning of leave is entitled to at least five (5) continuous working days\npaternity leave, if\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>i.The employee is the father of the child;\u003C\u002Fp>\n\n\u003Cp>ii.The employee has submitted to the employee ‘s employer the birth record\nof a child; and\u003C\u002Fp>\n\n\u003Cp>iii.The leave is taken within seven (7) days of the birth of the child.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Ch3>12.7 Sick Leave\u003C\u002Fh3>\n\n\u003Cp>An employee who is unable to execute duties due to illness shall be entitled\nto sick leave on the following conditions:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>i.Three (3) calendar months per year with full salary\u003C\u002Fp>\n\n\u003Cp>ii.Three (3) calendar months per year with half salary\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Upon exhaustion of all leave entitlements above, the Centre may grant an\nemployee unpaid sick leave or terminate employment under medical discharge.\nThis shall be after medical examination by a medical doctor nominated by the\nCentre or Government Medical Board.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>12.8 Compassionate Leave\u003C\u002Fh3>\n\n\u003Cp>An employee is entitled to compassionate leave with full pay for a period of\nat least twelve (12) days in a calendar year where that employee has:\u003C\u002Fp>\n\n\u003Cp>i.Lost a spouse, parent, child or dependent; or\u003C\u002Fp>\n\n\u003Cp>ii.A justifiable compassionate ground.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>12.9 Family Responsibility Leave\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee who has worked for a period of six (6) months or more, shall be\ngranted leave of absence with pay for a period not exceeding seven (7) days in\na calendar year to enable the employee to nurse a sick spouse, child or\ndependant , except that the employer may before granting that leave require the\nemployee to produce a certificate from a medical doctor certifying that the\nspouse, child or dependant is sick and requires special attention.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>An employee is entitled to three (3) paid leave days per year to cover\nresponsibilities related to care, health or education for that employee’s\nchild, scouse or dependant. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The days taken as leave shall not be cumulative or deducted from the\nemployees accrued leave days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.10 Casual \u002F Local Leave\u003C\u002Fh3>\n\n\u003Cp>Any Ieave ofa shorter period than annual leave will be referred to as Casual\nor Local Leave\u003C\u002Fp>\n\n\u003Cp>The eligible employee may apply for such leave, which shall be recoverable\nfrom the accrued leave days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.11 Mother's Day\u003C\u002Fh3>\n\n\u003Cp>An eligible female employee is entitled to take one (1) day of leave in a\nmonth as Mother's Day without giving reasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3>12.12 Nursing Break\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>A female employee who is nursing that employee’s unweaned child, is\nentitled each working day, at a time convenient to the employee having regard\nto the needs of the child, to at least:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>i.Two nursing breaks of thirty (30) minutes each; or\u003C\u002Fp>\n\n\u003Cp>ii.One nursing break of one hour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>The nursing breaks shall be for a period of six (6) months from the date of\ndelivery and not to be deducted from number of paid hours of work of that\nfemale employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch2>13.0 FUNERAL ASSISTANCE\u003C\u002Fh2>\n\n\u003Ch3>13.1 Death of Employee\u003C\u002Fh3>\n\n\u003Cp>Upon the death of a serving employee the Centre shall notify the insurance\nCompany, and death benefits will be paid in accordance with the rules and\nregulations of the funeral insurance scheme. The funeral grant subject to\namendment is K20, 000.\u003C\u002Fp>\n\n\u003Ch3>13.2 Death of Spouse, Child and Dependant\u003C\u002Fh3>\n\n\u003Cp>Upon the death of an employee’s spouse, child and dependant the Centre\nshall notify the Insurance Company, and death benefits will be paid in\naccordance with the rules and regulations of the funeral insurance scheme. The\nfuneral grant subject to amendment is K10, 000.\u003C\u002Fp>\n\n\u003Ch3>13.3 Death of a Parent\u003C\u002Fh3>\n\n\u003Cp>In the event of the death of an employee’s parent a salary advance will be\ngiven on compassionate grounds if need arose.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch2>14.0 MEDICAL SCHEME\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">Eligible employee shall be members of the National Health Insurance Scheme\n(NHIMA). The Employer shall contribute 1% of the employee’s Basic Salary and\nthe employee shall equally contribute 1% of his\u002Fher basic salary on a monthly\nbasis to NHIMA.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition to NHIMA, the employee shall be a member of a Medical Insurance\nScheme organised by ZCAS from time to time.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>This Medical facility will be applicable to the employee, spouse, children\nand dependants (below the age of 28 years). The chıldren should be resistered\nwith the Centre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>15.0 STAFF PENSION\u003C\u002Fh2>\n\n\u003Ch3>15.1 NAPSA\u003C\u002Fh3>\n\n\u003Cp>Eligible employees shall, in accordance with statutory regulations\ncontribute a said amount from their monthly salary to the fund.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>15.2 Pension Scheme\u003C\u002Fh3>\n\n\u003Cp>The Centre shall establish either on its own or in conjunction with other\ninstitutions a Staff Pension Scheme for all eligible employees. This shall be\ndone with consultations with the Union. The contribution ration shall be\nemployee 10% and employer 10%.\u003C\u002Fp>\n\n\u003Ch2>16.0 AWARDS\u003C\u002Fh2>\n\n\u003Ch3>16.1 Labour Day Awards\u003C\u002Fh3>\n\n\u003Cp>All employees will be encouraged to take part in Labour Day celebrations.\nLabour Day awards shall be given to deserving employees and selection of\ndeserving employees shall involve the Union.\u003C\u002Fp>\n\n\u003Ch3>16.2 Long Service Award\u003C\u002Fh3>\n\n\u003Cp>Eligible employees who have served the Centre for a period of ten (10) years\nshall be given a one off non-monetary gift worth K5, 000 with the Union\ninvolved in the process of selecting the gift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.0 GROUP LIFE ASSURANCE AND GROUP PERSONAL ACCIDENT POLICIES\u003C\u002Fh2>\n\n\u003Ch3>17.1 Group Life Assurance\u003C\u002Fh3>\n\n\u003Cp>The Centre shall arrange a Group Life Assurance Scheme. Upon the death of an\nemployee, the scheme shall pay benefits to the beneficiaries as follows:\u003C\u002Fp>\n\n\u003Cp>ZCAS 7- ZCAS 912 Months Monthly Basic Salary\u003C\u002Fp>\n\n\u003Cp>ZCAS10 - ZCAS 12 15 Months Monthly Basic Salary\u003C\u002Fp>\n\n\u003Cp>The GLA shall be reviewed every after two years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>17.2 Group Personal Accident\u003C\u002Fh3>\n\n\u003Cp>All eligible employees shall be covered by the Centre's Group Personal\nAccident scheme and that the benefits be paid according to the terms obtaining\nin the policy documents.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18.0 CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>All employees upon leaving the Centre's service by resignation or\ntermination shall be given a certificate of service stating:\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>Name of Employee\u003C\u002Ftd>\n      \u003Ctd>Date of Birth\u003C\u002Ftd>\n      \u003Ctd>Date of Engagement\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Date of termination\u003C\u002Ftd>\n      \u003Ctd>Position Held\u003C\u002Ftd>\n      \u003Ctd>NRC No.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wages\u002FSalary on termination \u003C\u002Fp>\n\n\u003Cp>Social Security Number\u003C\u002Fp>\n\n\u003Cp>Statutory and any supplementary pension contributions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19.0 STAFF POLICIES\u003C\u002Fh2>\n\n\u003Cp>The Centre shall involve the Union in the formulation, review and amendment\nof policies on the following issues:\u003C\u002Fp>\n\n\u003Cp>19.1 Disciplinary Code\u003C\u002Fp>\n\n\u003Cp>19.2 Medical Scheme\u003C\u002Fp>\n\n\u003Cp>19.3 Pension Schemes\u003C\u002Fp>\n\n\u003Cp>19.4 Group Personal Accidents Scheme\u003C\u002Fp>\n\n\u003Cp>19.5 Group Life Assurance Scheme \u003C\u002Fp>\n\n\u003Cp>19.6. Training Policy\u003C\u002Fp>\n\n\u003Cp>19.7 Sports, Recreation and Canteen Facilities\u003C\u002Fp>\n\n\u003Cp>19.8 HIV\u002FAIDS Policy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20.0 CHRISTMAS GIFT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-oncerise_detail\">\u003Cp>A Christmas Gift shall be given to eligible employees at the end of every\nyear at Management’s discretion subject to budget provisions.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformance\">\u003Ch2>21.0 PERFORMANCE RELATED BONUS\u003C\u002Fh2>\n\n\u003Cp>The Centre subject to approval by the Board, may pay an amount of money as\nperformance bonus to employees depending on the performance of the Centre in a\nparticular year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch2>22.0 STAFF REBATE\u003C\u002Fh2>\n\n\u003Cp>Staff rebate is applicable to tuition fees only for courses run at ZCAS. The\nfollowing shall apply:\u003C\u002Fp>\n\n\u003Cp>i.Only the employee, spouse and registered children\u003C\u002Fp>\n\n\u003Cp>ii.One should be accepted to study at the Centre\u003C\u002Fp>\n\n\u003Cp>iii.This is applicable after the employee’s confirmation in employment.\u003C\u002Fp>\n\n\u003Cp>iv.Only one is eligible in a given semester.\u003C\u002Fp>\n\n\u003Cp>The rebate shall be at 50% of the tuition fees with the balance paid through\npayroll over the duration of the programme of study.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23.0 RECOGNITION OF SUCCESSFUL COMPLETION OF COURSE OF STUDY\u003C\u002Fh2>\n\n\u003Cp>In recognition of successful completion of the course of study relevant to\nthe employee’s job, the following salary adjustment shall be applicable:\u003C\u002Fp>\n\n\u003Cp>Diploma HalfNotch\u003C\u002Fp>\n\n\u003Cp>First Degree One Notch\u003C\u002Fp>\n\n\u003Cp>Professional QualificationOne Notch\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratification\">\u003Ch2>24.0 TERMS OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement shall come into force the date on which the Ministry of\nLabour shall ratify.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25.0 NEXT NEGOTIATIONS\u003C\u002Fh2>\n\n\u003Cp>The next negotiations shall commence not later than three (3) months before\nthe expiry of the existing agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunionsign\">\u003Ch2>26.0 AMENDMENTS (VARIATIONS)\u003C\u002Fh2>\n\n\u003Cp>Neither party shall rescind, or vary any part of this agreement unless such\nvariation, addition or deletion is accepted in writing by the other party.\u003C\u002Fp>\n\n\u003Cp>The negotiated and agreed Conditions of Service shall only apply to\nunionized staff only and should not be extended to non-unionized staff.\u003C\u002Fp>\u003C\u002Fdiv>\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>WITNESS WHEREOF:\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\u003Cp>jjröMAßJk Vf I R.A u\u003C\u002Fp>\n\n\u003Cp>C;[\\ A\\ R PE ßSo$\\j\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbaratification":48,"SICDIS_trigger":52,"MEDICAL_trigger":56,"maternityotherclause":60,"pregnancyexcludedtrigger":64,"deathrelatives":68,"childcareexcludedtrigger":72,"wageincreasedate_date":74,"oncerise_detail":78,"extrapayfirmperformance":82,"annleaveallowancetype":86,"coverunionsign":90,"TRAINING_trigger":94,"trainingprogrammes":98,"SOCSEC_trigger":100,"pensionfund":104,"disabilityfund":108,"contracttrial":110,"contractseverancepay":114,"contractseverancepay1":118,"maxsicknesspay":121,"maxsicknesspayperc":124,"maxsicknesspaytype":126,"disabilitypay":129,"healthcareaccess":133,"healthcareaccessrelatives":136,"healthinsurance":140,"healthinsurancerelatives":142,"funeralpay":144,"WORKFAM_trigger":148,"paidmaternityleave":151,"paidmaternityleaveduration":154,"paidmaternityleaveall":156,"pregnancy":158,"paidpaternityleave":162,"paidpaternityleaveduration":166,"childcare":169,"childcareleave":173,"nursingmothers":177,"maternity_nursing_breaks_duration":180,"maternity_nursing_breaks_length":184,"breastfeeding_workingtime":188,"educationtuition":192,"hourspweek":196,"WAGES_trigger":200,"STRUCINCR_trigger":204,"wageincreasefirmperformance":206,"ONCERISE_trigger":210,"NOCTPREM_trigger":212,"ANNLEAVE_trigger":216,"OVERTIME_trigger":220,"overtimeallowancetype_general":224,"overtimeallowanceperc1_general":226,"SUNDAY_trigger":228,"COMMUTE_trigger":232},{"bindId":45,"name":46,"text":47},"cbadate_start","1.1 Duration Agreement This Collective A","1.1 Duration Agreement\n\nThis Collective Agreement shall be valid for a period of twenty-four (24)\nmonths commencing on 1st January 2022 provided:",{"bindId":49,"name":50,"text":51},"cbaratification","24.0 TERMS OF AGREEMENT This agreement s","24.0 TERMS OF AGREEMENT\n\nThis agreement shall come into force the date on which the Ministry of\nLabour shall ratify.",{"bindId":53,"name":54,"text":55},"SICDIS_trigger","12.7 Sick Leave An employee who is unabl","12.7 Sick Leave\n\nAn employee who is unable to execute duties due to illness shall be entitled\nto sick leave on the following conditions:\n\ni.Three (3) calendar months per year with full salary\n\nii.Three (3) calendar months per year with half salary\n\n\n\nUpon exhaustion of all leave entitlements above, the Centre may grant an\nemployee unpaid sick leave or terminate employment under medical discharge.\nThis shall be after medical examination by a medical doctor nominated by the\nCentre or Government Medical Board.",{"bindId":57,"name":58,"text":59},"MEDICAL_trigger","Eligible employee shall be members of th","Eligible employee shall be members of the National Health Insurance Scheme\n(NHIMA). The Employer shall contribute 1% of the employee’s Basic Salary and\nthe employee shall equally contribute 1% of his\u002Fher basic salary on a monthly\nbasis to NHIMA.",{"bindId":61,"name":62,"text":63},"maternityotherclause","Subject to an agreement between an Emplo","Subject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 41 of the Employment\nCode No.3 of 2019 or a written law providing for maternity benefits, a female\nemployee is on production of a Medical Certificate, entitled to fourteen (14)\nweeks maternity leave to be taken\n\ni.Immediately preceding the expected date of delivery, except that at least\nsix (6) weeks maternity leave shall be taken immediately after delivery; or\n\nii.Maternity leave shall, in the case of a multiple birth be extended to a\nfurther period of four (4) weeks.",{"bindId":65,"name":66,"text":67},"pregnancyexcludedtrigger","12.5 Maternity Leave Subject to an agree","12.5 Maternity Leave\n\nSubject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 41 of the Employment\nCode No.3 of 2019 or a written law providing for maternity benefits, a female\nemployee is on production of a Medical Certificate, entitled to fourteen (14)\nweeks maternity leave to be taken\n\ni.Immediately preceding the expected date of delivery, except that at least\nsix (6) weeks maternity leave shall be taken immediately after delivery; or\n\nii.Maternity leave shall, in the case of a multiple birth be extended to a\nfurther period of four (4) weeks.",{"bindId":69,"name":70,"text":71},"deathrelatives","12.8 Compassionate Leave An employee is ","12.8 Compassionate Leave\n\nAn employee is entitled to compassionate leave with full pay for a period of\nat least twelve (12) days in a calendar year where that employee has:\n\ni.Lost a spouse, parent, child or dependent; or\n\nii.A justifiable compassionate ground.",{"bindId":73,"name":66,"text":67},"childcareexcludedtrigger",{"bindId":75,"name":76,"text":77},"wageincreasedate_date","This Collective Agreement shall be valid","This Collective Agreement shall be valid for a period of twenty-four (24)\nmonths commencing on 1st January 2022 provided:",{"bindId":79,"name":80,"text":81},"oncerise_detail","A Christmas Gift shall be given to eligi","A Christmas Gift shall be given to eligible employees at the end of every\nyear at Management’s discretion subject to budget provisions.",{"bindId":83,"name":84,"text":85},"extrapayfirmperformance","21.0 PERFORMANCE RELATED BONUS The Centr","21.0 PERFORMANCE RELATED BONUS\n\nThe Centre subject to approval by the Board, may pay an amount of money as\nperformance bonus to employees depending on the performance of the Centre in a\nparticular year.",{"bindId":87,"name":88,"text":89},"annleaveallowancetype","Eligible employees proceeding on annual ","Eligible employees proceeding on annual leave shall be entitled to leave\npassage of one month’s basic pay.\n\nFor the purposes of this clause annual leave shall mean twenty-two (22)\nworking days taken as leave at once and the remaining 8 days shall be taken at\nany other convenient time but shall not be commuted for cash.",{"bindId":91,"name":92,"text":93},"coverunionsign","26.0 AMENDMENTS (VARIATIONS) Neither par","26.0 AMENDMENTS (VARIATIONS)\n\nNeither party shall rescind, or vary any part of this agreement unless such\nvariation, addition or deletion is accepted in writing by the other party.\n\nThe negotiated and agreed Conditions of Service shall only apply to\nunionized staff only and should not be extended to non-unionized staff.",{"bindId":95,"name":96,"text":97},"TRAINING_trigger","11.0 Staff Development The Centre should","11.0 Staff Development\n\nThe Centre should plan for the development of staff and done in accordance\nwith provisions in the Centre's Training Policy. However, the following\nconditions shall apply: -",{"bindId":99,"name":96,"text":97},"trainingprogrammes",{"bindId":101,"name":102,"text":103},"SOCSEC_trigger","15.0 STAFF PENSION 15.1 NAPSA Eligible e","15.0 STAFF PENSION\n\n15.1 NAPSA\n\nEligible employees shall, in accordance with statutory regulations\ncontribute a said amount from their monthly salary to the fund.",{"bindId":105,"name":106,"text":107},"pensionfund","14.0 MEDICAL SCHEME Eligible employee sh","14.0 MEDICAL SCHEME\n\nEligible employee shall be members of the National Health Insurance Scheme\n(NHIMA). The Employer shall contribute 1% of the employee’s Basic Salary and\nthe employee shall equally contribute 1% of his\u002Fher basic salary on a monthly\nbasis to NHIMA.",{"bindId":109,"name":106,"text":107},"disabilityfund",{"bindId":111,"name":112,"text":113},"contracttrial","3.0 PROBATIONARY PERIOD The employment o","3.0 PROBATIONARY PERIOD\n\nThe employment or appointment shall initially be for a probationary period\nof three (3) months. Depending on the performance of the eligible employee, the\nCentre will either confirm or extend the probationary period by up to another\nthree (3) months or terminate the employment. This extension shall be\ncommunicated to the employee in writing giving reasons for such extension.",{"bindId":115,"name":116,"text":117},"contractseverancepay","i.Unless better terms are agreed between","i.Unless better terms are agreed between the employer and the employee\nconcerned or the employee’s representatives, be entitled to a minimum\nredundancy payment of not less than two (2) months’ pay for every year served\nand other benefits the employee is entitled to as compensation for loss of\nemployment; and\n\nii.Be paid the redundancy payment not later than the last day of duty of the\nemployee, except that where an employer is unable to pay the redundancy payment\non the last day of duty of an employee, the employer shall continue to pay the\nemployee full wages until the redundancy package is paid.",{"bindId":119,"name":116,"text":120},"contractseverancepay1","i.Unless better terms are agreed between the employer and the employee\nconcerned or the employee’s representatives, be entitled to a minimum\nredundancy payment of not less than two (2) months’ pay for every year served\nand other benefits the employee is entitled to as compensation for loss of\nemployment; and",{"bindId":122,"name":54,"text":123},"maxsicknesspay","12.7 Sick Leave\n\nAn employee who is unable to execute duties due to illness shall be entitled\nto sick leave on the following conditions:\n\ni.Three (3) calendar months per year with full salary\n\nii.Three (3) calendar months per year with half salary",{"bindId":125,"name":54,"text":123},"maxsicknesspayperc",{"bindId":127,"name":54,"text":128},"maxsicknesspaytype","12.7 Sick Leave\n\nAn employee who is unable to execute duties due to illness shall be entitled\nto sick leave on the following conditions:",{"bindId":130,"name":131,"text":132},"disabilitypay","17.2 Group Personal Accident All eligibl","17.2 Group Personal Accident\n\nAll eligible employees shall be covered by the Centre's Group Personal\nAccident scheme and that the benefits be paid according to the terms obtaining\nin the policy documents.",{"bindId":134,"name":106,"text":135},"healthcareaccess","14.0 MEDICAL SCHEME\n\nEligible employee shall be members of the National Health Insurance Scheme\n(NHIMA). The Employer shall contribute 1% of the employee’s Basic Salary and\nthe employee shall equally contribute 1% of his\u002Fher basic salary on a monthly\nbasis to NHIMA.\n\nIn addition to NHIMA, the employee shall be a member of a Medical Insurance\nScheme organised by ZCAS from time to time.\n\nThis Medical facility will be applicable to the employee, spouse, children\nand dependants (below the age of 28 years). The chıldren should be resistered\nwith the Centre.",{"bindId":137,"name":138,"text":139},"healthcareaccessrelatives","This Medical facility will be applicable","This Medical facility will be applicable to the employee, spouse, children\nand dependants (below the age of 28 years). The chıldren should be resistered\nwith the Centre.",{"bindId":141,"name":58,"text":59},"healthinsurance",{"bindId":143,"name":138,"text":139},"healthinsurancerelatives",{"bindId":145,"name":146,"text":147},"funeralpay","13.0 FUNERAL ASSISTANCE 13.1 Death of Em","13.0 FUNERAL ASSISTANCE\n\n13.1 Death of Employee\n\nUpon the death of a serving employee the Centre shall notify the insurance\nCompany, and death benefits will be paid in accordance with the rules and\nregulations of the funeral insurance scheme. The funeral grant subject to\namendment is K20, 000.\n\n13.2 Death of Spouse, Child and Dependant\n\nUpon the death of an employee’s spouse, child and dependant the Centre\nshall notify the Insurance Company, and death benefits will be paid in\naccordance with the rules and regulations of the funeral insurance scheme. The\nfuneral grant subject to amendment is K10, 000.\n\n13.3 Death of a Parent\n\nIn the event of the death of an employee’s parent a salary advance will be\ngiven on compassionate grounds if need arose.\n\n",{"bindId":149,"name":66,"text":150},"WORKFAM_trigger","12.5 Maternity Leave\n\nSubject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 41 of the Employment\nCode No.3 of 2019 or a written law providing for maternity benefits, a female\nemployee is on production of a Medical Certificate, entitled to fourteen (14)\nweeks maternity leave to be taken\n\ni.Immediately preceding the expected date of delivery, except that at least\nsix (6) weeks maternity leave shall be taken immediately after delivery; or\n\nii.Maternity leave shall, in the case of a multiple birth be extended to a\nfurther period of four (4) weeks.\n\n\n\n12.6 Paternity leave\n\nSubject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 46 of the Employment\nCode No.3 of 2019, a male employee who remains in continues employment with the\nsame employer for a period of twelve (12) months immediately preceding the\nbeginning of leave is entitled to at least five (5) continuous working days\npaternity leave, if\n\ni.The employee is the father of the child;\n\nii.The employee has submitted to the employee ‘s employer the birth record\nof a child; and\n\niii.The leave is taken within seven (7) days of the birth of the child.",{"bindId":152,"name":62,"text":153},"paidmaternityleave","Subject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 41 of the Employment\nCode No.3 of 2019 or a written law providing for maternity benefits, a female\nemployee is on production of a Medical Certificate, entitled to fourteen (14)\nweeks maternity leave to be taken",{"bindId":155,"name":62,"text":153},"paidmaternityleaveduration",{"bindId":157,"name":62,"text":153},"paidmaternityleaveall",{"bindId":159,"name":160,"text":161},"pregnancy","12.12 Nursing Break A female employee wh","12.12 Nursing Break\n\nA female employee who is nursing that employee’s unweaned child, is\nentitled each working day, at a time convenient to the employee having regard\nto the needs of the child, to at least:\n\ni.Two nursing breaks of thirty (30) minutes each; or\n\nii.One nursing break of one hour.",{"bindId":163,"name":164,"text":165},"paidpaternityleave","12.6 Paternity leave Subject to an agree","12.6 Paternity leave\n\nSubject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 46 of the Employment\nCode No.3 of 2019, a male employee who remains in continues employment with the\nsame employer for a period of twelve (12) months immediately preceding the\nbeginning of leave is entitled to at least five (5) continuous working days\npaternity leave, if",{"bindId":167,"name":62,"text":168},"paidpaternityleaveduration","Subject to an agreement between an Employer and an Employee which is more\nfavourable to the employee than the provisions of section 46 of the Employment\nCode No.3 of 2019, a male employee who remains in continues employment with the\nsame employer for a period of twelve (12) months immediately preceding the\nbeginning of leave is entitled to at least five (5) continuous working days\npaternity leave, if",{"bindId":170,"name":171,"text":172},"childcare","12.9 Family Responsibility Leave An empl","12.9 Family Responsibility Leave\n\nAn employee who has worked for a period of six (6) months or more, shall be\ngranted leave of absence with pay for a period not exceeding seven (7) days in\na calendar year to enable the employee to nurse a sick spouse, child or\ndependant , except that the employer may before granting that leave require the\nemployee to produce a certificate from a medical doctor certifying that the\nspouse, child or dependant is sick and requires special attention.",{"bindId":174,"name":175,"text":176},"childcareleave","An employee who has worked for a period ","An employee who has worked for a period of six (6) months or more, shall be\ngranted leave of absence with pay for a period not exceeding seven (7) days in\na calendar year to enable the employee to nurse a sick spouse, child or\ndependant , except that the employer may before granting that leave require the\nemployee to produce a certificate from a medical doctor certifying that the\nspouse, child or dependant is sick and requires special attention.\n\nAn employee is entitled to three (3) paid leave days per year to cover\nresponsibilities related to care, health or education for that employee’s\nchild, scouse or dependant. ",{"bindId":178,"name":160,"text":179},"nursingmothers","12.12 Nursing Break\n\nA female employee who is nursing that employee’s unweaned child, is\nentitled each working day, at a time convenient to the employee having regard\nto the needs of the child, to at least:\n\ni.Two nursing breaks of thirty (30) minutes each; or\n\nii.One nursing break of one hour.\n\nThe nursing breaks shall be for a period of six (6) months from the date of\ndelivery and not to be deducted from number of paid hours of work of that\nfemale employee.",{"bindId":181,"name":182,"text":183},"maternity_nursing_breaks_duration","i.Two nursing breaks of thirty (30) minu","i.Two nursing breaks of thirty (30) minutes each; or\n\nii.One nursing break of one hour.",{"bindId":185,"name":186,"text":187},"maternity_nursing_breaks_length","The nursing breaks shall be for a period","The nursing breaks shall be for a period of six (6) months from the date of\ndelivery and not to be deducted from number of paid hours of work of that\nfemale employee.",{"bindId":189,"name":190,"text":191},"breastfeeding_workingtime","A female employee who is nursing that em","A female employee who is nursing that employee’s unweaned child, is\nentitled each working day, at a time convenient to the employee having regard\nto the needs of the child, to at least:\n\ni.Two nursing breaks of thirty (30) minutes each; or\n\nii.One nursing break of one hour.\n\nThe nursing breaks shall be for a period of six (6) months from the date of\ndelivery and not to be deducted from number of paid hours of work of that\nfemale employee.",{"bindId":193,"name":194,"text":195},"educationtuition","22.0 STAFF REBATE Staff rebate is applic","22.0 STAFF REBATE\n\nStaff rebate is applicable to tuition fees only for courses run at ZCAS. The\nfollowing shall apply:\n\ni.Only the employee, spouse and registered children\n\nii.One should be accepted to study at the Centre\n\niii.This is applicable after the employee’s confirmation in employment.\n\niv.Only one is eligible in a given semester.\n\nThe rebate shall be at 50% of the tuition fees with the balance paid through\npayroll over the duration of the programme of study.",{"bindId":197,"name":198,"text":199},"hourspweek","7.1 Non-security staff work 40-hours per","7.1 Non-security staff work 40-hours per week. Normal working hours are\ncurrently 08:00 hours to 17:00 hours but may vary.\n\nSecurity employees shall be required to work for 48 hours per week in the\nday and 72 hours in the night shift. They shall be entitled to night shift\nallowance of 8.5% of their basic salary per shift and overtime shall be paid on\nthe excess hours worked during the day.",{"bindId":201,"name":202,"text":203},"WAGES_trigger","4.0 SALARY The present basic salary shal","4.0 SALARY\n\nThe present basic salary shall be increased by an equal quantum share based\non the available quantum after applying 6.50% of each staff current salary and\napplied equally to all staff. Any staff with the resulting salary increase\nfalling below 5% would be increased to 5% based on the current salary and the\ntotal overall increase in salary would be 6.55% to cover all the staff.",{"bindId":205,"name":202,"text":203},"STRUCINCR_trigger",{"bindId":207,"name":208,"text":209},"wageincreasefirmperformance","a)Within twelve months of the date of th","a)Within twelve months of the date of the coming into effect of this\nagreement either party could call a meeting to review salaries according to\nprevailing economic conditions and financial performance of the Centre during\nthe period.",{"bindId":211,"name":80,"text":81},"ONCERISE_trigger",{"bindId":213,"name":214,"text":215},"NOCTPREM_trigger","Security employees shall be required to ","Security employees shall be required to work for 48 hours per week in the\nday and 72 hours in the night shift. They shall be entitled to night shift\nallowance of 8.5% of their basic salary per shift and overtime shall be paid on\nthe excess hours worked during the day.",{"bindId":217,"name":218,"text":219},"ANNLEAVE_trigger","12.2 Leave Passage Eligible employees pr","12.2 Leave Passage\n\nEligible employees proceeding on annual leave shall be entitled to leave\npassage of one month’s basic pay.\n\nFor the purposes of this clause annual leave shall mean twenty-two (22)\nworking days taken as leave at once and the remaining 8 days shall be taken at\nany other convenient time but shall not be commuted for cash.",{"bindId":221,"name":222,"text":223},"OVERTIME_trigger","Overtime shall be paid at the following ","Overtime shall be paid at the following hourly rate:\n\ni.Monday to Saturday 1.5 x normal hourly rate\n\nii.Sunday & Gazetted Public Holiday 2 x normal hourly rate",{"bindId":225,"name":222,"text":223},"overtimeallowancetype_general",{"bindId":227,"name":222,"text":223},"overtimeallowanceperc1_general",{"bindId":229,"name":230,"text":231},"SUNDAY_trigger","ii.Sunday & Gazetted Public Holiday 2 x ","ii.Sunday & Gazetted Public Holiday 2 x normal hourly rate",{"bindId":233,"name":234,"text":235},"COMMUTE_trigger","9.3 Transport Allowance Employees workin","9.3 Transport Allowance\n\nEmployees working beyond 19:00 hours shall be paid K200 as transport\nallowance for the day worked.\n\nEmployees called to work on Saturday, Sunday, and Public holidays, shall be\npaid K150 as transport allowance.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE AGREEMENT BETWEEN ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES (ZCAS) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) 26 May 2022 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2022-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 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: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \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 10000.0\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: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\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: → 12 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: →  days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → ZMW \n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2022-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 100.0 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → ZMW 200.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[241],{"title":37,"slug":33},[243],{"type":244,"data":245},"call_to_action_body_block",{"title":246,"description":247,"variant":248,"link":249},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":246,"url":250,"description":246,"rel":251,"type":252},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[254],{"type":244,"data":255},{"title":246,"description":247,"variant":248,"link":256},{"title":246,"url":250,"description":246,"rel":251,"type":252},[]]