[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-between-zambia-national-commercial-bank-plc-and-zambia-union-of-financial-institutions-and-allied-workers-1st-january-2022-to-31st-december-2023":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":202,"content_type_view":203,"extra_breadcrumbs":204,"body":206,"body_blocks":217,"related_pages":221},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":200,"translations":201},{"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-national-commercial-bank-plc-and-zambia-union-of-financial-institutions-and-allied-workers-1st-january-2022-to-31st-december-2023","df18f3c4-7e70-11f0-bf08-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-between-zambia-national-commercial-bank-plc-and-zambia-union-of-financial-institutions-and-allied-workers-1st-january-2022-to-31st-december-2023\u002Fcollective-agreement-between-zambia-national-commercial-bank-plc-and-zambia-union-of-financial-institutions-and-allied-workers-1st-january-2022-to-31st-december-2023\u002F","COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK PLC AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 1st January 2022 to 31st December 2023","COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK PLC AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 1st January 2022 to 31st December 2023 - 2022","Zambia - COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK PLC AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 1st January 2022 to 31st December 2023 - 2022","COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK PLC AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 1st January 2022 to 31st December 2023 - 2022 - Financial services, banking, insurance",{"name":41,"data":42},"ZANACO CA 2022-2023.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>MEMORUNDUM OF COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK PLC AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fh1>\n\u003Cp>\u003Cstrong>1st January 2022 to 31st December 2023 \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ch3>1.0 PREAMBLE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Whereas the \"Union\" representing employees eligible for representation by the Union in terms of Clause 2, scope of the Agreement MEMORUNDUM OF RECOGNITION AGREEMENT signed on the 30th of June, 2022 between the Bank and the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>NOW THIS COLLECTIVE AGREEMENT made this 30th June, 2022 between the Bank and the Union covering Conditions of Service pursuant to the aforesaid Memorandum of Recognition Agreement WITNESSETH as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>2.0 DEFINITION OF TERMS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The following terms shall in this Agreement mean as indicated here below:\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Salary - An Employee's Monthly Basic Salary, excluding Allowances and any other cash benefits.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Child - An employee's biological offspring or legally adopted minor\u002Fdependant below the age of twenty-one (21) years, registered with the Bank.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Spouse - Husband\u002FWife registered with the Bank.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Eligible Employee - A Unionised employee of the Bank.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Union - The Zambia Union of Financial Institutions and Allied Workers\u003Cbr>\n    (ZUFIAW).\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Bank - Zanaco Bank Plc\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>3.0 DURATION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The duration of this Collective Agreement shall be a period of not less than twenty-four (24) months effective 1st January 2022.\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Within twelve (12) months of the date of the coming into-effect of this Collective Agreement, either party may call for a meeting to review Salaries according to  prevailing economic conditions during the period.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> At any time after twenty-four (24) months of the commencement of this Agreement, either party shall give to the other, six (6) weeks' notice in writing of  its desire for this Agreement to continue in force for a further period to be agreed upon or of its intention to terminate the Agreement or alter any Clause herein.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> In the event of emergency cases, both parties shall endeavour to meet as soon as possible but not later than fourteen (14) calendar days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The terms of this Agreement shall be in accordance with the prevailing Labour Legislation from time to time.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The provisions of this Agreement shall be valid only so long as the Recognition Agreement between the Bank and the Union remains in force.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Prior to the signing of a new Collective Agreement, the present Agreement shall continue in force\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>4.0 APPLICATION FOR CHANGE OR AMENDMENT OF THE AGREEMENT\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> It is hereby agreed that if either the Union or the Bank shall consider that any part of this Agreement should be changed or amended and if it is also considered that such change is mutually beneficial to both the Union and the Bank and provided it is clearly seen to be a valid reason to recommend such a change or amendment to this Agreement, such a change or amendment shall be undertaken in the following manner:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> The Union or the Bank will indicate by letter its intention to discuss a change or amendment to the Collective Agreement.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Such a letter as is indicated in (a) above shall not be considered by the  Bargaining Unit unless it is accompanied by written information\u002Fevidence or any other communication considered necessary to validate the intention to change or amend the Collective Agreement as aforesaid.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli>The party requestingthe change or amendment shall allow the other party three (3) months to consider the request. The Bargaining Unit shall after two (2) weeks, but not longer than three (3) weeks after the date of the original letter, agree to meet to discuss the change. \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>  5.0\tRATES OF PAY\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> Salary:\u003Cbr>\n    Across the board increment to be apportioned as follows: 70% towards Basic\u003Cbr>\n    Salary and 30% towards Upkeep Allowance\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Monthly Basic Salaries for Unionised staff shall be increased by K245.00 across the board effective 1st January 2022.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> Performance Based Pay:\u003Cbr>\n    Performance based increment to be apportioned as follows: 70% Basic Salary and 30% towards Upkeep Allowance.\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Unionised employees with a performance rating of 5 shall receive a salary increment of K665.00 on Basic Salary and K285.00 increment on Upkeep Allowance effective 1st January 2022.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Unionised employees with a performance rating of 4 shall receive a salary increment of K595.00 on Basic Salary and K255.00 increment on Upkeep Allowance effective 1st January 2022.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Unionised employees with a performance rating of 3 shall receive a salary increment of K455.00 on Basic Salary and K195.00 increment on Upkeep Allowance effective 1st January 2022.\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Unionised employees with a performance rating of 1 and 2 shall NOT receive a Performance based increment.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003Col type=\"i\">\u003Cli>\u003Col type=\"a\">\u003Cli>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\"> Transport Allowance\u003Cbr>\n  The Transport Allowance shall be increased by K1,350.00.\u003C\u002Fdiv>\u003C\u002Fli>\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">Overtime \u003Cbr>\n  Overtime shall be one and half times the hourly\trate on ordinary days and double the hourly rate on Sundays and Public Holidays.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fli>\n  \u003Cli>Mid-Month Pay \u003Cbr>\n  An employee may on request, draw a Mid-Month pay of up to 30% of their Monthly Basic Salary taking in account the employee's current financial commitments and provided that the request is made before the closing date of the payroll input for the month. \u003C\u002Fli>\n  \u003Cli>Salary Advance\u003Cbr>\n    Management at its discretion may pay up to 50% of an employee’s net pay as salary advance to an employee on request at any time of the month, to be recovered in not more than two months' installments.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>6.0 UPKEEP ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Upkeep Allowance shall be increased by K105.00 per month across the board. In addition, 30% of the performance-based increment will go towards Upkeep Allowance as indicated under item (b) under Rates of Pay effective 1st January, 2022.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>7.0 ANNUAL LEAVE ACCRUAL\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> Annual Leave shall accrue at the rate of 2.5 days per month across the board irrespective of the employee's length of service. Staff shall take any number of accrued leave days as Annual Leave at any time in the course of the year.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Leave days accrued, including during the probation period, shall be paid to the employee in cash upon termination of employment or to his\u002Fher estate in the event of death,\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Commutation of leave days shall be paid as provided for in the current Employment Code.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>8.0 ANNUAL LEAVE ALLOWANCE\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> Leave allowance shall mean payment made to an employee proceeding on an approved annual leave of not less than 21 working days. Annual Leave Allowance shall be paid at the rate of 100% of one monthly monthly gross salary less tax.\u003C\u002Fli>\n  \u003Cli>Payment will be made through payroll upon approval  Employees may opt to receive their leave pay later on in the year when they  decide to go on annual leave. The days applied for shall be deducted and cannot be claimed once the allowance has been paid.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>9.0 STUDY LEAVE\u003C\u002Fh3>\n\u003Cp>On satisfactory proof of registration for a course approved by the Bank, an employee shall be granted ten (10) calendar days as Study Leave, inclusive of the actual period of writing examinations, not exceeding two (2) times in a year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Ch3>  10.0 COMPASSIONATE LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> On death of a spouse, child, parent or dependant, an employee will be eligible for seven (7) calendar days as compassionate Leave and such leave shall not be deducted from the employee's accrued leave days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Days in excess of seven (7) Calendar days shall be granted at the discretion of Management and such days shall form part of the compassionate leave.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>11.0 NURSING A SICK CHILD OR SPOUSE\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cli> An employee shall be granted leave for the purpose of nursing his\u002Fher sick spouse or child who has been hospitalized provided that he\u002Fshe produces documentary recommendation from a Medical Practitioner registered with the Medical Council of Zambia stating that his\u002Fher presence is required and indicating the number of days required, as long as the days requested for do not exceed twenty-one (21) calendar days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> An employee shall be granted leave for purposes of nursing a sick child who is an outpatient provided that he\u002Fshe produces documentary recommendation from a Medical Practitioner registered with the Medical Council of Zambia stating that his\u002Fher presence is required and indicating the number of days required, as long as the days requested for do not exceed twenty-one (21) calendar days in a year.\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Documentary recommendation from a Traditional Healer shall only be accepted if there is evidence to show that registered Medical Practitioners have failed to treat the sick person.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Days taken as leave under this Clause shall not be deducted from the employee's accrued leave days.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Ch3>12.0 PATERNITY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>On satisfactory proof of registration of a spouse (wife) and the newly born child.  Male employees shall be entitled to five (5) working days as Paternity leave once every twelve (12) months to attend to parental responsibilities. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Ch3>  13.0 UNPAID LEAVE\u003C\u002Fh3>\n\u003Cp>Management may on application, grant Unpaid Leave of up to a maximum of one (I) year using its discretion in deserving cases, provided that the employee has served for a continuous minimum period of two (2) years with the Bank. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>14.0 SPECIAL LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> An employee who is required by Law to attend Court proceedings as a State Witness shall be allowed Special Leave for the number of days as required.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> A female employee shall be entitled to one (I) day absence from work each month without giving reasons (Mother's Day).\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Ch3>15.0 SICK LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Col type=\"i\">\u003Cli> An employee who is unable to execute normal duties due to illness or accident not occasioned by the fault of the employee shall on production of a medical certificate from a registered Medical Practitioner or medical institution designated by the Bank, be granted paid Sick Leave at the following rates:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cli>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cli>\u003C\u002Fli>\u003Cli>\u003C\u002Fli>\u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cli> Full pay during the first three (3) months; and\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Half pay for the next three (3) months;\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Col type=\"a\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003C\u002Fdiv>\u003Cli>\u003C\u002Fli>\u003C\u002Fdiv>\u003Cli>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\n        provided that if the employee has not recovered from illness or accident after six (6) months from the date of illness or accident, the Bank may, on the recommendation of a registered Medical Practitioner or Medical institution designated by the Bank, discharge the employee whereupon the entitlement to Sick Leave shall cease.\u003C\u002Fdiv>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Col type=\"a\">\u003Cli>\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> However, a recommendation from a registered Traditional Healer will be recognized as a certificate of absence provided that there is a letter from a registered Medical Practitioner stating that the employee attended treatment and that the nature of his\u002Fher illness could not be cured.\u003C\u002Fli>\n  \u003Cli>The Bank reserves the right to have an employee examined by a registered Medical Practitioner of its choice.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Ch3>16.0 ΜΑΤTERNITY LEAVE\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cli>Every female employee who has completed at least two years of continous service from the date of first engagement or since the last maternity leave taken, as the case may be, shall, on production of a medical certificate as to her pregnancy signed by a registered medical practitioner, be entitled to maternity  leave of fourteen (14) weeks and an extra 4 weeks in the case of single birth and  multiple birth respectively on full pay.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\n  \u003Cli>Female employees who remain in continuous employment with the Bank for a period of 12 months and suffers a miscarriage during the third trimester of pregnancy or bares a still born child is entitled to six (6) weeks leave on full pay  immediately after the miscarriage or still born. Such leave will only be granted against medical certificate as proof of miscarriage or still birth by a registered medical practitioner.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The maternity leave granted to a female employee shall be exclusive of any other leave to which a female employee may otherwise be entitled.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cli> Where by reason of illness arising out of the pregnancy, a female employee becomes incapacitated of performing her normal duties, she shall be entitled to Sick Leave in accordance with the provisions of Clause 15 above.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cli>The Bank shall not terminate the services of a female employee or impose any other penalty or disadvantage upon such employee within six (6) months after delivery, for reasons connected with such employee's pregnancy.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Ch3>17.0 BREAST FEEDING\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Bank shall provide a place where female employees who have babies (registered with the Bank) who are not more than one (1) year old breast feed. The duration of such breast feeding shall not exceed one (1) hour per day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>18.0 PUBLIC HOLIDAYS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>All gazetted Public Holidays as stipulated by the Government from time to time shall be observed by the Bank.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>19.0 HOURS OF WORK\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\"> Hours of work shall be restricted to forty-four (44) hours per week or one hundred and seventy-six (176) hours per month. Hours in excess of either forty- four (44) hours per week or hundred and Seventy-Six (176) hours per month shall constitute overtime. Prior permission must be grant to work overtime.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> The official working hours shall be as follows:\u003Cbr>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"263\">\n  \u003Ccol width=\"177\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"263\">(a) Monday-Friday\u003C\u002Ftd>\n    \u003Ctd width=\"312\">8:00 hours - 13:00 hours\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>\u003C\u002Ftd>\n    \u003Ctd>14:00 hours - 17:00 hours\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>(b) Saturday\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003Ctd>08:00 hours - 12:00 hours\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\u003Cbr>\n\u003C\u002Fli>\n  \u003Cli> Staff requested by management to work on Saturdays, Sundays or Public Holidays shall be provided with Lunch if they work beyond 13:00 hours.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> An employee who is made to work beyond 19:00 hours shall be provided with Bank transport to his\u002Fher place of residence.\u003Cbr>\n\u003C\u002Fli>\n  \u003Cli> In the event of the Bank failing to provide transport, Management shall avail accountable Imprestto staff working late taking into account the prevailing fares, provided always that:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> Prior permission to work late was granted by Management;\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The employee uses a direct route to his\u002Fher known residence; and\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> No Imprest shall be availed to staff who have not retired Imprest (i.e Imprest should be retired the following day).\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Staff using their own vehicles shall retire the imprest by production of fuel receipts amounting to not more than the prevailing fares as stated in item (v) above.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> The Bank shall provide dinner to employees requested to work beyond 19:00 hours.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The provisions in Clauses (iv) and (v) above shall not be extended to staff living within the Bank premises\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Employees requested to work on non-working days and live within radius of 25km shall be paid money equivalent to a Taxi Fare to and from the place of work.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>20.0 ELIGIBILITY FOR UNION MEMBERSHIP\u003Cbr>\n  \u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cli>\u003C\u002Fli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cli> New employees on probation shall not be represented by the Union.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli>Staff will only be represented after having been confirmed in their positions in writing as Permanent and Pensionable employees of the Bank and such representation shall be on submission of a Union membership application form duly signed by the employee and the Union.\u003C\u002Fli>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>21.0 PROTECTIVE CLOTHING AND SAFETY\u003Cbr>\n  \u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>The Bank shall provide appropriate clothing to eligible garments to eligible employees working in potentially hazardous areas.\u003C\u002Fli>\n  \u003Cli>The Bank shall discuss with the Union when determining the type of protective clothing and safety appropriate to eligible employees and the said eligible  employees shall wear the protective clothing so issued throughout the year until the issuance of new ones which shall be twice in a year.\u003C\u002Fli>\n  \u003Cli>The Bank shall provide two (2) packets of detergent paste\u002Fpowder of 500 grams per week to eligible employees.\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\n\u003C\u002Fol>\n\u003Ch3>  22.0 DISTURBANCE ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> Disturbance Allowance will be paid at the rate of one and half (11) times the Monthly Basic Salary upon an employee's transfer from one town to another, at Management's request.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> An employee transferred by Management shall be provided with transport for the family and personal belongings as well as temporary accommodation for a period not exceeding thirty (30) calendar days while making arrangements for own accommodation. This period may be extended at the discretion of Management.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> However, Disturbance Allowance, provision of transport and temporary accommodation shall not apply if an employee is transferred at his\u002Fher own request.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> It is incumbent upon the Line Manager to allow flexibility in working hours to allow employees on transfer look for accommodation within the 30 days, subject to minimal interruption in Bank operations.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>23.0 ACTING ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> To qualify for Acting Allowance, an employee must act for a period of not less than fifteen (15) calendar days, in a higher grade.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> The Acting Allowance shall be 15% of either the acting employee's Monthly Basic Salary or the incumbent employee's Monthly Basic Salary whichever is higher.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> An employee nominated to act shall be informed in writing by the Human Resources Department prior to assuming the acting position involving payment or an Acting Allowance.\u003C\u002Fli>\n  \u003Cli>An employee who is appointed to act in a higher position with a view to promotion shall not be made to act for more than six (6) months without being confirmed or furnished with reasons why he\u002Fshe should not be confirmed; and  in case of noticeable persistent unsatisfactory work the Acting appointment may be withdrawn and the employee, reverted to his\u002Fher substantive salary, grade and\u002For position.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>24.0 RESPONSIBILITY ALLOWANCE\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> Responsibility allowance shall be paid to an employee who is required to perform other duties\u002Fresponsibilities in addition to his or her current role.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Responsibility allowance shall be 12.5% of the employee's monthly Basic salary. \u003C\u002Fli>\n  \u003Cli>The minimum qualifying period for an employee to be entitled to responsibility allowance shall be (21) consecutive calendar days\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>25.0 TOOLS FOR ARTISANS\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>The Bank's Artisans shall be provided with appropriate tools for efficient execution of their work.\u003Cbr>\n  Where tools are not provided, the employee shall report for work and perform such duties as shall be assigned to him\u002Fher as long as they do not fall outside the normal sphere of his\u002Fher job.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>26.0 SUBSISTENCE ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>An employee travelling on authorised Bank duties and opts to make own accommodation and feeding arrangements shall be paid K1,100.00 as Subsistence Allowance for each night out of the usual work station and the Bank shall meet the attendant tax on the Subsistence Allowance paid to the employee.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>27.0  OUT OF STATION ALLOWANCE\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>An employee travelling on authorized Bank business and opts to be accommodated and meals provided by the Bank, shall be paid K100.00 as Out- of-Station Allowance for each night out of the usual work station.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>28.0 FUNERAL GRANT\u003Cbr>\n  \u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>  In the event of death of an employee, spouse, child or parent, the Bank shall pay funeral grant as follows:\u003Cbr>\u003Cbr>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"263\">\n  \u003Ccol width=\"616\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"263\">(a)   Employee\u003C\u002Ftd>\n    \u003Ctd width=\"616\">K18, 000.00 cash grant and   K12,000.00 for the casket\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"263\">(b)   Spouse\u003C\u002Ftd>\n    \u003Ctd width=\"616\">K25,000.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"263\">(c)   Child\u003C\u002Ftd>\n    \u003Ctd width=\"616\">K25,000.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"263\">(d)   Parent\u003C\u002Ftd>\n    \u003Ctd width=\"616\">K20,000.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>29.0 REPATRIATION\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli>  On termination of service, an employee shall be entitled to   be repatriated together with the family, from the place, of employment to the place of  recruitment as stipulated in the Employment Code Act under the following circumstances:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli>  The employee being medically discharged;\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The employee being declared redundant;\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The employee being separated under the Voluntary Severance Scheme;\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Upon early, normal or late retirement; and\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The employee dying in service in which case the benefits shall be payable to the family of the deceased employee.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> However, an employee may elect to be repatriated to a place of choice but the Bank may only meet the portion of the cost equivalent of the repatriation to the place of recruitment.\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>LOCAL PASSANGER ALLOWANCE \u002F REPARTRITION COSTS\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"263\">\n  \u003Ccol width=\"284\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"263\">1. Medical Discharge\u003C\u002Ftd>\n    \u003Ctd width=\"284\">- K10,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>2. Redundancy\u003C\u002Ftd>\n    \u003Ctd>- K10,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>3. Death\u003C\u002Ftd>\n    \u003Ctd>- K10,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>4. Retirement\u003C\u002Ftd>\n    \u003Ctd>- K10,500\u003C\u002Ftd>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>30.0 PRINCIPLES OF REDUNDANCY AND STAFF RATIONALISATION\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> It is hereby agreed that Redundancy is a negotiable item and that in the event of redundancies being executed, this exercise shall require full consultations between the Union and the Bank to work out modalities of its implementation.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Redundancy will not arise where;\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> In the event of it being necessary to reduce staff at one Branch because of its closure or small work load and the affected employee(s) is offered alternative employment appropriate to his\u002Fher grade at another Branch, whether or not the offer is accepted,\u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> Where the business is wholly or partially taken over by or merged with \n        any third party and continued employement is offered to employees on similar terms.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n  \u003Cli> The contract of employment of an eligible employee shall be deemed to have  been terminated by reason of redundancy due to:\u003Cbr>\n    \u003Col type=\"a\">\n      \u003Cli> The Bank ceasing to carry on the business for which the employee was  engaged. \u003Cbr>\n      \u003C\u002Fli>\n      \u003Cli> The Bank ceasing or reducing the requirements for eligible employee to carry out work of a particular kind in a place where the eligible employee was engaged, but the Bank remains a viable concern.\u003Cbr>\n        (c)\tAny other conditions as provided for in the Employment Code or related employment legislation.\u003Cbr>\n      \u003C\u002Fli>\n    \u003C\u002Fol>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>31.0 EARLY RETIREMENT SCHEME\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> Employees who attain the age of SOyears or have served for a continuous period of 10 years and above shall be eligible to apply for early retirement, whose approval is at the discretion of management. The package for early retirement shall be as follows;\u003Cbr>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Col type=\"i\">\u003Cli>\u003Cbr>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ccolgroup>\u003Ccol width=\"263\">\n  \u003Ccol width=\"284\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"263\">(a) Upto 10 years\u003C\u002Ftd>\n    \u003Ctd width=\"499\">1.3 for each completed years of service\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>(b) 11 to 20 years\u003C\u002Ftd>\n    \u003Ctd>1.9 for each completed years of service\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd>(c) 21 years and above\u003C\u002Ftd>\n    \u003Ctd>2.0 for each completed years of service\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Ctable cellspacing=\"0\" cellpadding=\"0\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>32.0 SALARY STRUCTURE\u003Cbr>\n\u003C\u002Fh3>\n\u003Col type=\"i\">\n  \u003Cli> The salary structure shall form an integral part of this Collective Agreement.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The salaries may be reviewed annually subject to the provisions of Clause 3  (a) on Page 2 of this Agreement\u003C\u002Fli>\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003C\u002Fol>\u003C\u002Fdiv>\u003Col type=\"i\">\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>33.0 THE GRIEVANCE AND DISCIPLINARY CODE AND THE GENERAL CONDITIONS OF SERVICE-RULES AND ORDERS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>In administering discipline, the Bank shall be guided by the provisions of the Grievance and Disciplinary Code and the General Conditions of Service Rules and Regulations as amended from time to time. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>In witness whereof, we have hereunder set our hands this:\u003Cbr>\n  30th day of June 2022\u003C\u002Fp>\n\n\n",{"JOBTITLE_trigger":44,"jobclassifaction1":48,"TRAINING_trigger":50,"trainingprogrammes":54,"SOCSEC_trigger":56,"pensionfund":60,"contracttrial":64,"contracttrialperiod":66,"contractseverancepay":68,"contractseverancepay1":70,"maxsicknesspay":74,"maxsicknesspayperc":78,"maxsicknesspaytype":80,"sicknessmaxdaysnr":84,"disabilitypay":86,"healthcareaccess":90,"healthandsafetypolicy":94,"protectiveclothing":98,"funeralpay":100,"WORKFAM_trigger":104,"paidmaternityleave":108,"paidmaternityleaveduration":112,"paidmaternityleaveall":114,"paidmaternityleavepay":117,"paidmaternityleavepayperc":119,"jobsecuritymothers":121,"maternitydiscrimination":125,"pregnancy":129,"paidpaternityleave":133,"paidpaternityleaveduration":137,"childcare":139,"childcareleave":143,"nursingmothers":147,"maternity_nursing_breaks_duration":149,"maternity_nursing_breaks_length":151,"breastfeeding_workingtime":153,"nursingfacilities":155,"hourspday":157,"hourspweek":161,"hourspmonth":165,"dayspweek":167,"schedulesrestpw":170,"WAGES_trigger":173,"STRUCINCR_trigger":177,"ONCERISE_trigger":180,"ANNLEAVE_trigger":184,"OVERTIME_trigger":186,"overtimeallowancetype_general":190,"overtimeallowanceperc1_general":192,"SUNDAY_trigger":194,"COMMUTE_trigger":196},{"bindId":45,"name":46,"text":47},"JOBTITLE_trigger","32.0 SALARY STRUCTURE The salary structu","32.0 SALARY STRUCTURE\n\n\n   The salary structure shall form an integral part of this Collective Agreement.\n  \n   The salaries may be reviewed annually subject to the provisions of Clause 3  (a) on Page 2 of this Agreement",{"bindId":49,"name":46,"text":47},"jobclassifaction1",{"bindId":51,"name":52,"text":53},"TRAINING_trigger","9.0 STUDY LEAVE On satisfactory proof of","9.0 STUDY LEAVE\nOn satisfactory proof of registration for a course approved by the Bank, an employee shall be granted ten (10) calendar days as Study Leave, inclusive of the actual period of writing examinations, not exceeding two (2) times in a year.",{"bindId":55,"name":52,"text":53},"trainingprogrammes",{"bindId":57,"name":58,"text":59},"SOCSEC_trigger"," New employees on probation shall not be"," New employees on probation shall not be represented by the Union.\n  \n  Staff will only be represented after having been confirmed in their positions in writing as Permanent and Pensionable employees of the Bank and such representation shall be on submission of a Union membership application form duly signed by the employee and the Union.",{"bindId":61,"name":62,"text":63},"pensionfund","31.0 EARLY RETIREMENT SCHEME Employees w","31.0 EARLY RETIREMENT SCHEME\n\n\n   Employees who attain the age of SOyears or have served for a continuous period of 10 years and above shall be eligible to apply for early retirement, whose approval is at the discretion of management. The package for early retirement shall be as follows;\n  \n  \n  \n    (a) Upto 10 years\n    1.3 for each completed years of service\n  \n  \n    (b) 11 to 20 years\n    1.9 for each completed years of service\n  \n  \n    (c) 21 years and above\n    2.0 for each completed years of service",{"bindId":65,"name":58,"text":59},"contracttrial",{"bindId":67,"name":58,"text":59},"contracttrialperiod",{"bindId":69,"name":62,"text":63},"contractseverancepay",{"bindId":71,"name":72,"text":73},"contractseverancepay1"," (a) Upto 10 years 1.3 for each complete","\n  \n  \n  \n    (a) Upto 10 years\n    1.3 for each completed years of service\n  \n  \n    (b) 11 to 20 years\n    1.9 for each completed years of service\n  \n  \n    (c) 21 years and above\n    2.0 for each completed years of service",{"bindId":75,"name":76,"text":77},"maxsicknesspay"," Full pay during the first three (3) mon"," Full pay during the first three (3) months; and\n      \n       Half pay for the next three (3) months;",{"bindId":79,"name":76,"text":77},"maxsicknesspayperc",{"bindId":81,"name":82,"text":83},"maxsicknesspaytype","15.0 SICK LEAVE An employee who is unabl","15.0 SICK LEAVE\n\n\n   An employee who is unable to execute normal duties due to illness or accident not occasioned by the fault of the employee shall on production of a medical certificate from a registered Medical Practitioner or medical institution designated by the Bank, be granted paid Sick Leave at the following rates:\n    \n       Full pay during the first three (3) months; and\n      \n       Half pay for the next three (3) months;",{"bindId":85,"name":76,"text":77},"sicknessmaxdaysnr",{"bindId":87,"name":88,"text":89},"disabilitypay"," An employee who is unable to execute no"," An employee who is unable to execute normal duties due to illness or accident not occasioned by the fault of the employee shall on production of a medical certificate from a registered Medical Practitioner or medical institution designated by the Bank, be granted paid Sick Leave at the following rates:\n    \n       Full pay during the first three (3) months; and\n      \n       Half pay for the next three (3) months;\n        provided that if the employee has not recovered from illness or accident after six (6) months from the date of illness or accident, the Bank may, on the recommendation of a registered Medical Practitioner or Medical institution designated by the Bank, discharge the employee whereupon the entitlement to Sick Leave shall cease.",{"bindId":91,"name":92,"text":93},"healthcareaccess"," provided that if the employee has not r","\n        provided that if the employee has not recovered from illness or accident after six (6) months from the date of illness or accident, the Bank may, on the recommendation of a registered Medical Practitioner or Medical institution designated by the Bank, discharge the employee whereupon the entitlement to Sick Leave shall cease.",{"bindId":95,"name":96,"text":97},"healthandsafetypolicy","21.0 PROTECTIVE CLOTHING AND SAFETY The ","21.0 PROTECTIVE CLOTHING AND SAFETY\n  \n\n  The Bank shall provide appropriate clothing to eligible garments to eligible employees working in potentially hazardous areas.\n  The Bank shall discuss with the Union when determining the type of protective clothing and safety appropriate to eligible employees and the said eligible  employees shall wear the protective clothing so issued throughout the year until the issuance of new ones which shall be twice in a year.\n  The Bank shall provide two (2) packets of detergent paste\u002Fpowder of 500 grams per week to eligible employees.",{"bindId":99,"name":96,"text":97},"protectiveclothing",{"bindId":101,"name":102,"text":103},"funeralpay","28.0 FUNERAL GRANT In the event of death","28.0 FUNERAL GRANT\n  \n\n    In the event of death of an employee, spouse, child or parent, the Bank shall pay funeral grant as follows:\n  \n  \n  \n    (a)   Employee\n    K18, 000.00 cash grant and   K12,000.00 for the casket\n  \n  \n    (b)   Spouse\n    K25,000.00\n  \n  \n    (c)   Child\n    K25,000.00\n  \n  \n    (d)   Parent\n    K20,000.00",{"bindId":105,"name":106,"text":107},"WORKFAM_trigger","16.0 ΜΑΤTERNITY LEAVE Every female emplo","16.0 ΜΑΤTERNITY LEAVE\n\n  Every female employee who has completed at least two years of continous service from the date of first engagement or since the last maternity leave taken, as the case may be, shall, on production of a medical certificate as to her pregnancy signed by a registered medical practitioner, be entitled to maternity  leave of fourteen (14) weeks and an extra 4 weeks in the case of single birth and  multiple birth respectively on full pay.\n  Female employees who remain in continuous employment with the Bank for a period of 12 months and suffers a miscarriage during the third trimester of pregnancy or bares a still born child is entitled to six (6) weeks leave on full pay  immediately after the miscarriage or still born. Such leave will only be granted against medical certificate as proof of miscarriage or still birth by a registered medical practitioner.\n  \n   The maternity leave granted to a female employee shall be exclusive of any other leave to which a female employee may otherwise be entitled.\n  \n   Where by reason of illness arising out of the pregnancy, a female employee becomes incapacitated of performing her normal duties, she shall be entitled to Sick Leave in accordance with the provisions of Clause 15 above.\n  \n  The Bank shall not terminate the services of a female employee or impose any other penalty or disadvantage upon such employee within six (6) months after delivery, for reasons connected with such employee's pregnancy.\n  \n\n17.0 BREAST FEEDING\n\nThe Bank shall provide a place where female employees who have babies (registered with the Bank) who are not more than one (1) year old breast feed. The duration of such breast feeding shall not exceed one (1) hour per day.",{"bindId":109,"name":110,"text":111},"paidmaternityleave","Every female employee who has completed ","Every female employee who has completed at least two years of continous service from the date of first engagement or since the last maternity leave taken, as the case may be, shall, on production of a medical certificate as to her pregnancy signed by a registered medical practitioner, be entitled to maternity  leave of fourteen (14) weeks and an extra 4 weeks in the case of single birth and  multiple birth respectively on full pay.",{"bindId":113,"name":110,"text":111},"paidmaternityleaveduration",{"bindId":115,"name":106,"text":116},"paidmaternityleaveall","16.0 ΜΑΤTERNITY LEAVE\n\n  Every female employee who has completed at least two years of continous service from the date of first engagement or since the last maternity leave taken, as the case may be, shall, on production of a medical certificate as to her pregnancy signed by a registered medical practitioner, be entitled to maternity  leave of fourteen (14) weeks and an extra 4 weeks in the case of single birth and  multiple birth respectively on full pay.",{"bindId":118,"name":110,"text":111},"paidmaternityleavepay",{"bindId":120,"name":110,"text":111},"paidmaternityleavepayperc",{"bindId":122,"name":123,"text":124},"jobsecuritymothers"," Where by reason of illness arising out "," Where by reason of illness arising out of the pregnancy, a female employee becomes incapacitated of performing her normal duties, she shall be entitled to Sick Leave in accordance with the provisions of Clause 15 above.\n  \n  The Bank shall not terminate the services of a female employee or impose any other penalty or disadvantage upon such employee within six (6) months after delivery, for reasons connected with such employee's pregnancy.",{"bindId":126,"name":127,"text":128},"maternitydiscrimination","The Bank shall not terminate the service","The Bank shall not terminate the services of a female employee or impose any other penalty or disadvantage upon such employee within six (6) months after delivery, for reasons connected with such employee's pregnancy.",{"bindId":130,"name":131,"text":132},"pregnancy","17.0 BREAST FEEDING The Bank shall provi","17.0 BREAST FEEDING\n\nThe Bank shall provide a place where female employees who have babies (registered with the Bank) who are not more than one (1) year old breast feed. The duration of such breast feeding shall not exceed one (1) hour per day.",{"bindId":134,"name":135,"text":136},"paidpaternityleave","12.0 PATERNITY On satisfactory proof of ","12.0 PATERNITY\n\nOn satisfactory proof of registration of a spouse (wife) and the newly born child.  Male employees shall be entitled to five (5) working days as Paternity leave once every twelve (12) months to attend to parental responsibilities. ",{"bindId":138,"name":135,"text":136},"paidpaternityleaveduration",{"bindId":140,"name":141,"text":142},"childcare","11.0 NURSING A SICK CHILD OR SPOUSE An e","11.0 NURSING A SICK CHILD OR SPOUSE\n\n\n   An employee shall be granted leave for the purpose of nursing his\u002Fher sick spouse or child who has been hospitalized provided that he\u002Fshe produces documentary recommendation from a Medical Practitioner registered with the Medical Council of Zambia stating that his\u002Fher presence is required and indicating the number of days required, as long as the days requested for do not exceed twenty-one (21) calendar days.\n  \n   An employee shall be granted leave for purposes of nursing a sick child who is an outpatient provided that he\u002Fshe produces documentary recommendation from a Medical Practitioner registered with the Medical Council of Zambia stating that his\u002Fher presence is required and indicating the number of days required, as long as the days requested for do not exceed twenty-one (21) calendar days in a year.\n  \n   Documentary recommendation from a Traditional Healer shall only be accepted if there is evidence to show that registered Medical Practitioners have failed to treat the sick person.\n  \n   Days taken as leave under this Clause shall not be deducted from the employee's accrued leave days.",{"bindId":144,"name":145,"text":146},"childcareleave"," An employee shall be granted leave for "," An employee shall be granted leave for the purpose of nursing his\u002Fher sick spouse or child who has been hospitalized provided that he\u002Fshe produces documentary recommendation from a Medical Practitioner registered with the Medical Council of Zambia stating that his\u002Fher presence is required and indicating the number of days required, as long as the days requested for do not exceed twenty-one (21) calendar days.\n  \n   An employee shall be granted leave for purposes of nursing a sick child who is an outpatient provided that he\u002Fshe produces documentary recommendation from a Medical Practitioner registered with the Medical Council of Zambia stating that his\u002Fher presence is required and indicating the number of days required, as long as the days requested for do not exceed twenty-one (21) calendar days in a year.",{"bindId":148,"name":131,"text":132},"nursingmothers",{"bindId":150,"name":131,"text":132},"maternity_nursing_breaks_duration",{"bindId":152,"name":131,"text":132},"maternity_nursing_breaks_length",{"bindId":154,"name":131,"text":132},"breastfeeding_workingtime",{"bindId":156,"name":131,"text":132},"nursingfacilities",{"bindId":158,"name":159,"text":160},"hourspday","(a) Monday-Friday 8:00 hours - 13:00 hou","(a) Monday-Friday\n    8:00 hours - 13:00 hours",{"bindId":162,"name":163,"text":164},"hourspweek"," Hours of work shall be restricted to fo"," Hours of work shall be restricted to forty-four (44) hours per week or one hundred and seventy-six (176) hours per month. Hours in excess of either forty- four (44) hours per week or hundred and Seventy-Six (176) hours per month shall constitute overtime. Prior permission must be grant to work overtime.",{"bindId":166,"name":163,"text":164},"hourspmonth",{"bindId":168,"name":159,"text":169},"dayspweek","(a) Monday-Friday\n    8:00 hours - 13:00 hours\n  \n  \n    \n    14:00 hours - 17:00 hours\n  \n  \n    (b) Saturday",{"bindId":171,"name":159,"text":172},"schedulesrestpw","(a) Monday-Friday\n    8:00 hours - 13:00 hours\n  \n  \n    \n    14:00 hours - 17:00 hours\n  \n  \n    (b) Saturday\n    08:00 hours - 12:00 hours",{"bindId":174,"name":175,"text":176},"WAGES_trigger"," 5.0 RATES OF PAY Salary: Across the boa","  5.0\tRATES OF PAY\n\n\n   Salary:\n    Across the board increment to be apportioned as follows: 70% towards Basic\n    Salary and 30% towards Upkeep Allowance\n    \n       Monthly Basic Salaries for Unionised staff shall be increased by K245.00 across the board effective 1st January 2022.",{"bindId":178,"name":175,"text":179},"STRUCINCR_trigger","  5.0\tRATES OF PAY\n\n\n   Salary:\n    Across the board increment to be apportioned as follows: 70% towards Basic\n    Salary and 30% towards Upkeep Allowance\n    \n       Monthly Basic Salaries for Unionised staff shall be increased by K245.00 across the board effective 1st January 2022.\n      \n    \n  \n   Performance Based Pay:\n    Performance based increment to be apportioned as follows: 70% Basic Salary and 30% towards Upkeep Allowance.\n    \n       Unionised employees with a performance rating of 5 shall receive a salary increment of K665.00 on Basic Salary and K285.00 increment on Upkeep Allowance effective 1st January 2022.\n      \n       Unionised employees with a performance rating of 4 shall receive a salary increment of K595.00 on Basic Salary and K255.00 increment on Upkeep Allowance effective 1st January 2022.\n      \n       Unionised employees with a performance rating of 3 shall receive a salary increment of K455.00 on Basic Salary and K195.00 increment on Upkeep Allowance effective 1st January 2022.\n      \n       Unionised employees with a performance rating of 1 and 2 shall NOT receive a Performance based increment.",{"bindId":181,"name":182,"text":183},"ONCERISE_trigger","8.0 ANNUAL LEAVE ALLOWANCE Leave allowan","8.0 ANNUAL LEAVE ALLOWANCE\n\n   Leave allowance shall mean payment made to an employee proceeding on an approved annual leave of not less than 21 working days. Annual Leave Allowance shall be paid at the rate of 100% of one monthly monthly gross salary less tax.\n  Payment will be made through payroll upon approval  Employees may opt to receive their leave pay later on in the year when they  decide to go on annual leave. The days applied for shall be deducted and cannot be claimed once the allowance has been paid.",{"bindId":185,"name":182,"text":183},"ANNLEAVE_trigger",{"bindId":187,"name":188,"text":189},"OVERTIME_trigger","Overtime Overtime shall be one and half ","Overtime \n  Overtime shall be one and half times the hourly\trate on ordinary days and double the hourly rate on Sundays and Public Holidays.",{"bindId":191,"name":188,"text":189},"overtimeallowancetype_general",{"bindId":193,"name":188,"text":189},"overtimeallowanceperc1_general",{"bindId":195,"name":188,"text":189},"SUNDAY_trigger",{"bindId":197,"name":198,"text":199},"COMMUTE_trigger"," Transport Allowance The Transport Allow"," Transport Allowance\n  The Transport Allowance shall be increased by K1,350.00.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK PLC AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 1st January 2022 to 31st December 2023 - 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\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private 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: → 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): → 100 %\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 18000.0\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: → 18 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → 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: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 21 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: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 176.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\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 245.0\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                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 100 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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 1350.0 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",[205],{"title":37,"slug":33},[207],{"type":208,"data":209},"call_to_action_body_block",{"title":210,"description":211,"variant":212,"link":213},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":210,"url":214,"description":210,"rel":215,"type":216},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[218],{"type":208,"data":219},{"title":210,"description":211,"variant":212,"link":220},{"title":210,"url":214,"description":210,"rel":215,"type":216},[]]