[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-made-between-zambia-national-building-society-and-zambia-union-of-financial-institutions-and-allied-workers---2015":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":183,"content_type_view":184,"extra_breadcrumbs":185,"body":187,"body_blocks":198,"related_pages":202},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":181,"translations":182},{"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-made-between-zambia-national-building-society-and-zambia-union-of-financial-institutions-and-allied-workers---2015","b4748512-c514-11e6-aaf6-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-made-between-zambia-national-building-society-and-zambia-union-of-financial-institutions-and-allied-workers---2015\u002Fcollective-agreement-made-between-zambia-national-building-society-and-zambia-union-of-financial-institutions-and-allied-workers---2015\u002F","Collective Agreement made between Zambia National Building Society and Zambia Union of Financial Institutions and Allied Workers - 2015","ZMB Zambia National Building Society - 2015","Zambia - ZMB Zambia National Building Society - 2015","ZMB Zambia National Building Society - 2015 - Real estate, renting, call centres",{"name":41,"data":42},"znbs-collective-agreement.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT MADE BETWEEN ZAMBIA NATIONAL BUILDING SOCIETY AND\nZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS - 2015\u003C\u002Fh1>\n\n\u003Cp>FOR THE PERIOD\u003C\u002Fp>\n\n\u003Cp>APRIL 2015 - MARCH 2017\u003C\u002Fp>\n\n\u003Cp>AN AGREEMENT made the 2nd day of March 2015 BETWEEN the Management of the\nZambia National Building Society (hereinafter called the Society) whose\nregistered office is at Century House, Cairo Road, Lusaka, of the first part\nand the Zambia Union of Financial Institutions and Allied Workers (hereinafter\ncalled the union) of the second part. WHEREAS the parties hereto agree to and\naccept the under noted Terms and Conditions regarding Salaries and Conditions\nof Service to apply to the unionized employees of the Society.\u003C\u002Fp>\n\n\u003Cp>DEFINITIONS\u003C\u002Fp>\n\n\u003Cp>INTERPRETATION - The words used to mean masculine or feminine gender will be\nused interchangeably.\u003C\u002Fp>\n\n\u003Cp>SOCIETY - Means the Zambia National Building Society.\u003C\u002Fp>\n\n\u003Cp>ACCRUED LEAVE - Means leave earned as per terms of regulation 7.\u003C\u002Fp>\n\n\u003Cp>APPOINTMENTS - The Society reserves the right to employ any person who meets\nits requirements. All such appointments shall be on merit, with emphasis on\neducational qualifications, relevant work experience and suitability for a\nspecific job.\u003C\u002Fp>\n\n\u003Cp>BASIC SALARY - Shall mean monthly payment for regular employment determined\nby the job grade\u002Fsalary scale on a yearly basis excluding allowances,\u003C\u002Fp>\n\n\u003Cp>GROSS SALARY - Shall mean total earnings per month i.e basic pay and housing\nallowance.\u003C\u002Fp>\n\n\u003Cp>EMPLOYEE - Means any person employed by the Society in any capacity on\npensionable basis.\u003C\u002Fp>\n\n\u003Cp>COMMENCEMENT DATE - Means the date of which employment commenced,\u003C\u002Fp>\n\n\u003Cp>EMPLOYMENT YEAR - Means period of twelve consecutive months.\u003C\u002Fp>\n\n\u003Cp>MONTH - Means Calendar Month.\u003C\u002Fp>\n\n\u003Cp>WORKING WEEK - Means the equivalent in working days that the Society\nrequires its staff to be present at their place of work each week.\u003C\u002Fp>\n\n\u003Cp>WEEK - Means a period of seven successive days.\u003C\u002Fp>\n\n\u003Cp>UPSET ALLOWANCE - Means allowance paid to compensate an employee for any\ninconvenience that may arise from his\u002Fher transfer from one station to\nanother,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>SICK LEAVE - Means leave granted as a result of ill-health, sickness or\ndisability arising out of an accident or natural disaster. Such leave shall be\naccompanied by a certified sick report.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>DEPENDANT - Means a biological child of an employee or a person who is\nwholly dependent on the employee and registered as such with the Society under\nthe age of 21 years. The maximum number ofthe registered dependants shall be\n(5) five.\u003C\u002Fp>\n\n\u003Cp>SPOUSE - Means employees’ husband or wife duly registered with the\nSociety\u003C\u002Fp>\n\n\u003Cp>(A) DURATION OF THIS COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>The tenure of this Collective Agreement shall be two years from 1st April\n2015 to 31st March 2017.\u003C\u002Fp>\n\n\u003Cp>The general salary increment agreed upon by Management and the Union will be\nwith effect from 1st April 2015. The revised allowances and other conditions of\nservice will also be with effect from 1st April 2015. The provisions pertaining\nto salary and wages will be reviewed yearly.\u003C\u002Fp>\n\n\u003Cp>(B) VALIDITY OF THE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>Notwithstanding the provisions of Clause (A) above, this Agreement may be\nvaried, modified and amended by mutual consent of both parties.\u003C\u002Fp>\n\n\u003Cp>(c) TERMINATION\u003C\u002Fp>\n\n\u003Cp>This Agreement may be terminated by either party giving three months notice\nto the other.\u003C\u002Fp>\n\n\u003Cp>CONDITIONS OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Ch2>1. MEDICAL EXAMINATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>All employment with the Society in accordance with these conditions is at\nthe Society's discretion and subject to:-\u003C\u002Fp>\n\n\u003Cp>a)Undergoing and passing a Medical Examination conducted by a competent\nMedical Officer approved by the Society.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>b)Producing a satisfactory Medical Certificate on the form prescribed by\u003C\u002Fp>\n\n\u003Cp>the Society from a recognized Medical Practitioner.\u003C\u002Fp>\n\n\u003Cp>The cost of either these Medical Examinations applicable will be borne by\nthe Society.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>2. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a)All staff will be required to serve three months probationary period with\nthe Society before confirmation. However, the Society reserves the right to\nextend or reduce the probationary period.\u003C\u002Fp>\n\n\u003Cp>(b)In the case of unsatisfactory probationary period, the Society shall have\nthe right to either terminate the employment or extend the probationary period.\nThis will be communicated to the employee concerned in writing.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(c)Where an employee serving on probation does not receive either a letter\nof confirmation or extension of probationary term upon expiry of six (6) months\nperiod he shall automatically be the position is vacant.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>3. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>a) Normal Termination of Employment\u003C\u002Fp>\n\n\u003Cp>Upon confirmation of appointment the employment may be terminated by either\nparty giving the other 30 calendar days notice in writing or payment or\nforfeiture of one month's salary in lieu thereof. However an employees’\nservices shall not be terminated on grounds relating to \u003C\u002Fp>\n\n\u003Cp>his\u002Fher conduct or performance without affording him\u002Fher an opportunity to\nbe heard on the charges laid against him\u002Fher,\u003C\u002Fp>\n\n\u003Cp>b) Death\u002FLiquidation\u003C\u002Fp>\n\n\u003Cp>The Contract of Service shall be considered terminated upon the death of the\nemployee or liquidation of the Society.\u003C\u002Fp>\n\n\u003Cp>c) Notwithstanding the terms contained in (a) above any employee whose\nindividual contract differs from the terms stated will be expected to honour\nthe contractual terms,\u003C\u002Fp>\n\n\u003Ch2>4. SALARY AND ANNUAL INCREMENTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) The employee shall be classified and receive an annual maximum increment\nof three (3) notches the on employee's anniversary date of employment based on\nperformance appraisal.\u003C\u002Fp>\n\n\u003Cp>(b) It should be noted that:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cp>(i) Increments may be awarded annually upon satisfactory performance.\u003C\u002Fp>\n\n\u003Cp>(ii) Special increments and\u002F or regrading shall only be awarded upon the\nrecommendation of the Head of Department or Line Manager, or their assistants\nafter taking into account the employee's disciplinary record and diligence to\nduty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iii) Any stoppage or deferment of annual increment shall be communicated to\nthe officer concerned and shall be subject to a\u003C\u002Fp>\n\n\u003Cp>further review within a period of twelve (12) months.\u003C\u002Fp>\n\n\u003Cp>(iv) However, where an employee reaches a salary scale ceiling, notch\nincrements will apply in the normal way till the employee is considered for\npromotion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) The Society's official pay day shall be the 20th of each month or the\nlast working day before the 20th.-;\u003C\u002Fp>\n\n\u003Ch2>5. ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>a) Subsistence Allowance\u003C\u002Fp>\n\n\u003Cp>(i) Appropriate hotel accommodation shall be provided by the Society for the\nemployee traveling on duty.\u003C\u002Fp>\n\n\u003Cp>(ii) Subsistence allowances shall not be paid to an employee attending\ncourses or study, seminars, conferences etc. within Zambia where meals and\naccommodation are either paid for or provided by the Society.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee traveling locally on authorized company business, and not\nstaying in Hotel or Company Rest House will be entitled to Subsistence\nAllowance as follows:-\u003C\u002Fp>\n\n\u003Cp>UG5\u002F4 - UG8\u002F7 K525.00 per night\u003C\u002Fp>\n\n\u003Cp>UG3\u002F2 - UG4 K505.00 per night\u003C\u002Fp>\n\n\u003Cp>UG1 - UG2 K475.00 per night\u003C\u002Fp>\n\n\u003Cp>The new rates of Subsistence Allowance are inclusive of meal allowances i.e.\nbreakfast, lunch and dinner.\u003C\u002Fp>\n\n\u003Cp>b) Upset Allowance\u003C\u002Fp>\n\n\u003Cp>i) An employee transferred by the Society from one station to\u003C\u002Fp>\n\n\u003Cp>ii) another shall be paid upset allowance.\u003C\u002Fp>\n\n\u003Cp>No upset allowance shall be paid to an employee who is transferred at own\nrequest.\u003C\u002Fp>\n\n\u003Cp>iii) The rate of upset allowance shall be two and half (2.5) times the\nmonthly basic salary of an employee.\u003C\u002Fp>\n\n\u003Cp>iv) Upset allowance will apply to all Society employees regardless of gender\nor marital status as may be necessitated by the Society's operations.\u003C\u002Fp>\n\n\u003Cp>c) Meal Allowance\u003C\u002Fp>\n\n\u003Cp>(i) Eligible employees who whilst on Society business travel out of station\nand are unable to return for lunch by 12.00 hours or leave the station before\n06.00 hours shall receive lunch and breakfast allowances as follows:- Breakfast\nK50.00 Lunch K80.00\u003C\u002Fp>\n\n\u003Cp>(ii) Employees whose services may be required beyond lunch hour on\nSaturdays, Sundays and Public Holidays, due to work exigencies\u003C\u002Fp>\n\n\u003Cp>will be paid lunch allowance of K80.00 whilst those who work beyond 19.00\nhours on any day shall be paid K80.00 Dinner Allowance.\u003C\u002Fp>\n\n\u003Cp>d) Acting\u002FSpecial Duty Allowance\u003C\u002Fp>\n\n\u003Cp>An officer who is required to perform duties above his grade for a minimum\nof one month shall be paid acting allowance at the rate of 20% of his\u002Fher\nmonthly basic salary.\u003C\u002Fp>\n\n\u003Cp>In addition an eligible employee shall not act in a vacant position for a\nperiod exceeding six (6) months without being confirmed.\u003C\u002Fp>\n\n\u003Cp>e) Travel On Leave Allowance\u003C\u002Fp>\n\n\u003Cp>Eligible employees will be paid one and half (1.5) times of the monthly\nbasic salary as holiday allowance when proceeding on annual leave of not less\nthan thirty (30) days.\u003C\u002Fp>\n\n\u003Cp>f) Commuted Car Allowance\u003C\u002Fp>\n\n\u003Cp>A sum of K300.00 car allowance per month will be paid to employees owning\ncars in UG5 to UG8\u002F7 provided the car is used on Society business. The\nownership of the car should be registered with the Society and comprehensive\ninsurance documents submitted accordingly. Third party cars should only be\nconsidered exceptionally with signed consent from the rightful registered owner\nof the vehicle,\u003C\u002Fp>\n\n\u003Cp>g) P SV License Renewals Costs\u003C\u002Fp>\n\n\u003Cp>The Society shall pay license renewal costs in full on behalf of Drivers\nholding PSV Licenses, h) Education Allowance\u003C\u002Fp>\n\n\u003Cp>Education allowance shall be merged into the monthly basic salary.\u003C\u002Fp>\n\n\u003Cp>i) Tools Allowance\u003C\u002Fp>\n\n\u003Cp>The Society shall provide the necessary tools to all Artisans for use on\nSociety business.\u003C\u002Fp>\n\n\u003Cp>j) Laundry Allowance\u003C\u002Fp>\n\n\u003Cp>The Society shall pay laundry allowance of K50.00 per month to uniformed\nmembers of staff.\u003C\u002Fp>\n\n\u003Cp>k) Shift Allowance\u003C\u002Fp>\n\n\u003Cp>The Society shall award shift allowance to Security personnel engaged in\nnight shift duties from 18.00 hours to 06.00 hours at a rate equal to 160 man\nhours per month.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>l) Hardship Allowance\u003C\u002Fp>\n\n\u003Cp>Hardship Allowance of K100.00 shall only be applicable to employees\ntransferred to hardship areas and will reflect on one’s payslip. The hardship\nallowance will be withdrawn when the employee is transferred to a non-hardship\narea. For this purpose hardship areas shall mean the branches outside the line\nof rail i.e Mongu, Solwezi, Mansa and Chipata,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>m) Custodian Allowance\u003C\u002Fp>\n\n\u003Cp>A custodian allowance of 10% of basic monthly salary shall be paid monthly\nto Bank Clerks, Cashiers, Operations Officers and Assistant Operations\nOfficers, n) n) Responsibility Allowance\u003C\u002Fp>\n\n\u003Cp>The responsibility allowance shall be calculated at the rate 10% of an\nemployees monthly basic salary.\u003C\u002Fp>\n\n\u003Cp>(o) Utility Allowance\u003C\u002Fp>\n\n\u003Cp>Utility allowance shall be merged into the monthly basic salary, \u003C\u002Fp>\n\n\u003Ch2>6. HOURS OF WORK AND OVER TIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(a) All employees will be required to work:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(i) A 40 hour week spread over five days with the exception of security\nstaff who will be required to work up to 48 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) There will be shift work as and when dictated by operational\nrequirements of the Society. The total hours worked during the rotational\nperiod of the shift work shall however, not exceed 48 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>(b) (i) All employees may be required to work a reasonable amount of\novertime as and when Society operations so require.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Notification of an overtime requirement will be made as soon as\npossible by the Departmental Head to the employee concerned, (iii) Refusal by\nthe employee to work necessary overtime when requested to do so without any\nreason or excuse acceptable to the Society will be considered as willful\nneglect of the Society's duties and could lead to disciplinary action being\ntaken.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>For employees entitled to overtime payment, all hours worked will be paid at\nthe rate as follows:-.\u003C\u002Fp>\n\n\u003Cp>Monday - Friday - 1,5 times\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Saturday - Sunday - 2 times\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Public Holidays - 2 times\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>When an employee is requestedto work beyond midnight such employee will be\npaid a rate as follows:- '\u003C\u002Fp>\n\n\u003Cp>Monday - Friday - 3.5 times\u003C\u002Fp>\n\n\u003Cp>Public Holiday - 3.5 times\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>(v) An employee who is made to work on weekends and Public Holidays shall be\npaid transport allowance of K25.00 to his\u002Fher place of residence.\u003C\u002Fp>\n\n\u003Cp>(vi) Where an employee who is requested to work beyond 18:00 hours, the\nSociety shall provide transport. Where the Society is not in a position to\nprovide transport, an employee shall be paid equivalent of taxi fare of maximum\nof K100.00 to be retired to place of residence. However, where an employee\nworks from 20:00 hours to 05:00 hours and the Society is unable to provide\ntransport, an employee shall be paid an equivalent of taxi fare of maximum of\nK150.00 to be retired.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) Annual Leave\u003C\u002Fp>\n\n\u003Cp>i) The employee will be entitled to annual leave.\u003C\u002Fp>\n\n\u003Cp>ii) All Employees shall accrue three (3) days per month and the maximum\nnumber of days to be carried forward to the new financial year shall be six\n(6).\u003C\u002Fp>\n\n\u003Cp>iii) Employees will be encouraged to take their annual leave. Where one can\nnot utilize approved leave days due to company commitments, such days may be\ncarried forward in the next financial year upon justification in writing by the\nline supervisor\u002Fmanager indicating why the said employee could not proceed on\nannual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iv) All commutations of leave days to cash shall include the amount of\nHousing Allowance equivalent to 25% of the number of days so commuted. However,\na total number of 10 leave days shall be taken as industrial break during the\nyear. The following formula shall be used in computing commutation;\u003C\u002Fp>\n\n\u003Cp>Commutation (C) = monthly basic salary X No. of days to be commuted X 12\u002F250\n+ (25% of commutation C as housing allowance). Employees will only be allowed\nto commute once per financial year after proceeding on annual leave and must\nleave a balance of six (6) days. The maximum number of days to be commuted\nshall be eighteen (18) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>v) When calculating commutation of leave days to cash, the average annual\nworking days of an employee will be taken as 250.\u003C\u002Fp>\n\n\u003Cp>vi) Although every endeavour will be made to meet individual requirements,\nit should be clearly understood that all leave is subject to the exigencies of\nSociety business.\u003C\u002Fp>\n\n\u003Cp>vii) In the normal course of events no advance of salary for leave purposes\nwill be granted unless the employee will be absent from duty on authorized\nleave on the normal pay day.\u003C\u002Fp>\n\n\u003Cp>b) Sick Leave\u003C\u002Fp>\n\n\u003Cp>(i) If during the first and every subsequent year of service calculated from\nthe day of engagement, an established employee shall become sick or disabled to\nthe extent of being unable to perform duties or to do so without being a\nnuisance or menace, the employee shall be entitled to sick leave as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>(a) Up to 2 years - 6months full pay 6 months half pay.\u003C\u002Fp>\n\n\u003Cp>(b) 2 - 5 years - 6months full pay 8 months half pay.\u003C\u002Fp>\n\n\u003Cp>(c) Above 5 year - 6months full pay and 12 months half pay.\u003C\u002Fp>\n\n\u003Cp>Provided that a medical certificate by a properly qualified Medical\nPractitioner shall be sufficient evidence.\u003C\u002Fp>\n\n\u003Cp>ii) In the case of certificate issued by local clinics the Society\u003C\u002Fp>\n\n\u003Cp>reserves the right to insist upon a medical examination being carried out by\na properly qualified medical practitioner of the Society's choice.;\u003C\u002Fp>\n\n\u003Cp>iii)Sick leave shall not be cumulative from year to year.\u003C\u002Fp>\n\n\u003Cp>iv)If the employee is injured in the course of executing duties, or\ncontracts illness whilst executing duties, the Society shall pay the full\nsalary for the duration of absence from duty shall be paid.\u003C\u002Fp>\n\n\u003Cp>However, the injury\u002Fillness has to be certified by a properly qualified\nMedical Practitioner acceptable to the Society, Where this is not possible the\nUnion and Management will discuss the individual cases in order to decide on\nthe best course of action\u003C\u002Fp>\n\n\u003Cp>that will be taken on such cases.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>c)Maternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>Once in every two years female employees shall be entitled to paid\u003C\u002Fp>\n\n\u003Cp>maternity leave of 90 days inclusive of weekends and public holidays\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(i)If the employee upon her return to work is found to be medically unfit to\nresume her duties, she will be treated in accordance with the rules governing\nsickness.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(ii)On completion of the maternity leave, the employee shall return to her\nformer position except in the event of promotion, transfer or demotion for\ndisciplinary reasons.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(iii)Breast-feeding mothers may be provided rooms to breast feed\u003C\u002Fp>\n\n\u003Cp>two times a day.\\\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iv)In addition, a female employee shall be entitled to one day absence from\nwork each month without having to produce a valid medical certificate.\u003C\u002Fp>\n\n\u003Cp>However, this entitlement shall not be cumulative.\u003C\u002Fp>\n\n\u003Cp>d)Special Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>(i) At the discretion of the Society and in consultation with the concerned\nHead of Department, an employee may be granted up to 12 days special leave for\nfunerals of immediate family members. The number of days that may be granted\nwill depend\u003C\u002Fp>\n\n\u003Cp>on the prevailing circumstance such as venue and town where the funeral is\nbeing held.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(ii) Special leave will only be granted on compassionate grounds in cases\nwhere a member of the employee's immediate family is involved. For purposes of\nSpecial leave, the immediate member of the family is defined as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) Wife or Husband of employee\u003C\u002Fp>\n\n\u003Cp>(b) Dependant\u002FChild of the employee\u003C\u002Fp>\n\n\u003Cp>(c) Parent of the employee\u003C\u002Fp>\n\n\u003Cp>(d) Biological brother or sister of the employee\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iii) An established employee undertaking a recognized educational or\nprofessional course duly registered or authorized by the Society may be granted\nspecial leave in order to prepare for examinations up to a maximum of 5\ndays.\u003C\u002Fp>\n\n\u003Ch2>8. STAFF TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingprogrammes\">\u003Cp>(a) Sponsorship\u003C\u002Fp>\n\n\u003Cp>The Society shall sponsor tuition and examination fees for training\nprogrammes that are relevant to the Society operations in the final stage\u002Fyear\nof the study programme only, provided the training was commenced with the prior\nwritten approval of Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Reimbursement\u003C\u002Fp>\n\n\u003Cp>In an event where the Society is unable to pay for the tuition and\nexamination fees on time for the training relevant to Society operations, as\nindicated in (a) above and where prior written approval was given by\nManagement, the Society shall reimburse the employee the cost of tuition and\nexamination fees for the final stage\u002Fyear of the training programme. The claim\nfor reimbursement is to be backed by evidence of the course or training\nprogramme and the costs incurred,\u003C\u002Fp>\n\n\u003Cp>(c) Eligible employees in UG3 to UG8\u002F7 shall qualify for membership of a\nprofessional institution or body and shall have membership fees paid for one\nlocal and one overseas\u002Fprofessional body for professional programmes duly\nnotified and registered to the Society.\u003C\u002Fp>\n\n\u003Cp>(d) An out of Pocket Allowance up to 14 days shall be paid to employees\nattending Seminars, Conferences, Courses and Training (of relevance to Society\noperations) locally including four (4) Union programmes per person per year as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>UG5\u002F4 - UG8\u002F7 K150.00 per day\u003C\u002Fp>\n\n\u003Cp>UG3\u002F2 - UG4 K140.00 per day\u003C\u002Fp>\n\n\u003Cp>UG1 - UG2 K130.00 per day\u003C\u002Fp>\n\n\u003Cp>(e) Union officials on Union duties shall be paid at the highest rate of\nK150.00 per day. \u003C\u002Fp>\n\n\u003Ch2>9. UNIFORM, PROTECTIVE WEAR AND EQUIPMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The Society shall provide uniforms, protective wear and equipment to Bank\nClerks, Messengers, Drivers, Security Guards, and Maintenance staff. These\nshall be replaced by 31st May of each year. The uniforms shall be provided as\nshown below:-\u003C\u002Fp>\n\n\u003Cp>Employees shall be allowed to wear smart casual attire every Friday.\u003C\u002Fp>\n\n\u003Cp>1. BANK CLERKS \u003C\u002Fp>\n\n\u003Cp>FEMALE\u003C\u002Fp>\n\n\u003Cp>(a) One suit, one dress and two blouses per year\u003C\u002Fp>\n\n\u003Cp>(b) One pair of shoes every year, and two pairs for new employees.\u003C\u002Fp>\n\n\u003Cp>MALE \u003C\u002Fp>\n\n\u003Cp>(a) One suit and two shirts per year\u003C\u002Fp>\n\n\u003Cp>(b) One pair of trousers, blazer and tie per year\u003C\u002Fp>\n\n\u003Cp>(c) One pair of shoes every year and two pairs for new employees,\u003C\u002Fp>\n\n\u003Cp>2. MESSENGERS\u003C\u002Fp>\n\n\u003Cp>MALE\u003C\u002Fp>\n\n\u003Cp>a) Two (2) Shirts and a tie\u003C\u002Fp>\n\n\u003Cp>b) Two (2) pairs Trousers\u003C\u002Fp>\n\n\u003Cp>c) One pair of Shoes every year. Two pairs for new employees\u003C\u002Fp>\n\n\u003Cp>d) One rain coat every two years\u003C\u002Fp>\n\n\u003Cp>e) One Jersey every two years\u003C\u002Fp>\n\n\u003Cp>f) One Dust Coat per year\u003C\u002Fp>\n\n\u003Cp>g) Protective Wear \u003C\u002Fp>\n\n\u003Cp>FEMALE\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) 1Scarf per year\u003C\u002Fp>\n\n\u003Cp>d) 1Dust Coat\u003C\u002Fp>\n\n\u003Cp>e) One pair of Shoes per year, Two pairs for a new employee\u003C\u002Fp>\n\n\u003Cp>f) One rain coat every two years\u003C\u002Fp>\n\n\u003Cp>g) One jersey everytwo years\u003C\u002Fp>\n\n\u003Cp>h) Protective Wear \u003C\u002Fp>\n\n\u003Cp>3. DRIVERS\u003C\u002Fp>\n\n\u003Cp>a) One (1) Suit per year\u003C\u002Fp>\n\n\u003Cp>b) One (1) Safari suit per year\u003C\u002Fp>\n\n\u003Cp>c) One pair of Shoes every year. Two pairs for new employees\u003C\u002Fp>\n\n\u003Cp>d) One pair of long Trousers\u003C\u002Fp>\n\n\u003Cp>e) One Jersey (Pullover)\u003C\u002Fp>\n\n\u003Cp>f) OneShirt\u003C\u002Fp>\n\n\u003Cp>g) Oneoverall\u003C\u002Fp>\n\n\u003Cp>h) OneNeck Tie \u003C\u002Fp>\n\n\u003Cp>4. SECURITY GUARDS\u003C\u002Fp>\n\n\u003Cp>a) One long sleeved tunic and tie\u003C\u002Fp>\n\n\u003Cp>b) One short sleeved shirt\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>c) One pair of safety shoes every year. Two pairs for new employees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Two pairs of stockings every year\u003C\u002Fp>\n\n\u003Cp>e) Two pairs weather coat every five years\u003C\u002Fp>\n\n\u003Cp>f) One jersey every year\u003C\u002Fp>\n\n\u003Cp>g) One rain coat every two years\u003C\u002Fp>\n\n\u003Cp>h) One pair of liniards\u003C\u002Fp>\n\n\u003Cp>i) One pair of metallic shoulder titles baton\u003C\u002Fp>\n\n\u003Cp>j) One cap (Police Type)\u003C\u002Fp>\n\n\u003Cp>In addition the following equipment shall be provided:-\u003C\u002Fp>\n\n\u003Cp>a) Torch and cells\u003C\u002Fp>\n\n\u003Cp>b) Whistle and short baton\u003C\u002Fp>\n\n\u003Cp>5. MAINTENANCE STAFF\u003C\u002Fp>\n\n\u003Cp>The Society shall provide protective wear.\u003C\u002Fp>\n\n\u003Cp>6. PRINTING STAFF\u003C\u002Fp>\n\n\u003Cp>a) 2 dust coats\u003C\u002Fp>\n\n\u003Cp>b) 1 pair of protective shoes,\u003C\u002Fp>\n\n\u003Cp>c) 1 packet of milk per person per day to be consumed in the premises,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>The Union empowers the Society to take disciplinary action against an\u003C\u002Fp>\n\n\u003Cp>eligible employee neglecting to put on the aforementioned uniforms or\nprotective wear. Such employees issued with such uniform or equipment on loan,\nshall return such uniforms or equipment to the Society upon leaving the Society\nor when otherwise required by the Society. The Society shall have the right to\nrecover the residual value of such loaned uniforms or equipment not returned to\nthe Society upon demand.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) The employee will be provided with the Society's equipment whilst\nexecuting authorized duties. Such equipment shall be provided free of charge\nbut shall remain a property of the Society unless otherwise stated.\u003C\u002Fp>\n\n\u003Cp>b) The Society will consider the employee as custodian of the equipment\nduring the time of executing the job and any loss or damage must be reported to\nthe Departmental Head or Branch Manager immediately. Equipment maliciously\ndamaged will be paid for by the employee concerned. Loss through pilfering\nshall be investigated and normal course of action shall be taken.\u003C\u002Fp>\n\n\u003Ch2>10. HOUSING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>a) When available the Society shall provide accommodation to eligible\nemployees.\u003C\u002Fp>\n\n\u003Cp>b) Employees occupying Society owned or leased accommodation will be paid\nhousing allowance at the rate of 50% of the monthly basic salary\u003C\u002Fp>\n\n\u003Cp>but they will be required to pay monthly rentals at a commercial rate\nthrough payroll,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) All charges in respect of electricity, sewage disposal and water bills\nshall be borne by the employee and paid directly to the appropriate authority.\nThere will be Housing Allowance payable to all eligible Unionized employees of\nthe Society who are not accommodated by the Society at the rate of 50% of\nmonthly basic salary across the board.\u003C\u002Fp>\n\n\u003Cp>Council Rates\u003C\u002Fp>\n\n\u003Cp>The Society shall assist officers in owner occupier houses to settle 50% of\nCouncil rates\u002FGround rent whichever is applicable.\u003C\u002Fp>\n\n\u003Ch2>11. STAFF PENSION SCHEME\u003C\u002Fh2>\n\n\u003Cp>Employees will be deemed to have become members of the Staff Pension Scheme\nwhen:-\u003C\u002Fp>\n\n\u003Cp>i) They have been confirmed to permanent and pensionable status in their\nappointment.\u003C\u002Fp>\n\n\u003Cp>ii) They are not over the age of 50 years at the time of confirmation.\u003C\u002Fp>\n\n\u003Ch2>12. GROUP LIFE ASSURANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>All confirmed members of staff shall be covered by the Society's Group Life\nAssurance and benefits shall be paid according to the terms obtaining in the\npolicy documents.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13. NATIONAL PENSION SCHEME AUTHORITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>In accordance with the Statutory Regulations membership of the National\nPension Scheme Authority is compulsory to all employees. Contributions to the\nScheme shall be in accordance with the National Pension Scheme Authority Act as\namended from time to time currently at 5% of the monthly basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. LOANS\u003C\u002Fh2>\n\n\u003Cp>Loans and Advances may be granted at the Society's discretion but the\nfollowing conditions shall apply:- i) Car Loan\u003C\u002Fp>\n\n\u003Cp>Loan Limits - For new cars or mechanically sound second hand cars not older\nthan 48 months - full purchase price or five (5) times annual basic salary\nwhich ever is lower.\u003C\u002Fp>\n\n\u003Cp>For cars older than 48 months and less than 96 months full purchase price or\n200% of annual basic salary.\u003C\u002Fp>\n\n\u003Cp>The Society shall not honour the purchase of cars older than 8 years.\u003C\u002Fp>\n\n\u003Cp>- Not withstanding the foregoing management may depending on the obtaining\nfinancial position of the Society determine the amounts to be advanced to each\ncategory of staff\u003C\u002Fp>\n\n\u003Cp>Repayment Period\u003C\u002Fp>\n\n\u003Cp>a)All Loans in respect of new vehicles and second hand vehicles to be repaid\nover a maximum period of 48 months.\u003C\u002Fp>\n\n\u003Cp>Rate of Interest 10% per annum.\u003C\u002Fp>\n\n\u003Cp>Ownership - Absolute ownership in the name of employer,White Book and\nInsurance cover note should be suitably endorsed in the name of institution\nuntil the loan is repaid.\u003C\u002Fp>\n\n\u003Cp>Other Conditions\u003C\u002Fp>\n\n\u003Cp>a) Cost of upkeep and maintenance, road taxes, etc are to be borne by the\nemployee.\u003C\u002Fp>\n\n\u003Cp>b) The sanctioning of the loan is subject to the applicant being in\npossession of a valid driving license acceptable to Insurance and Road Traffic\nAuthorities.\u003C\u002Fp>\n\n\u003Cp>c) The sanctioning of the car loan will be at the absolute discretion of\nManagement.\u003C\u002Fp>\n\n\u003Cp>d)In case of termination of employment due to any reason the employer will\nhave the option to appropriate Terminal benefits like gratuity, leave pay,\npension funds etc against the car loan outstanding as necessary or dispose of\nthe vehicle to realize the outstanding loan and the balance, if any will be\nrefunded to the employee. \u003C\u002Fp>\n\n\u003Cp>e) Employees should be required to have a comprehensive insurance for the\nvehicle during the period the loan remains outstanding, ii) Special Staff\nHousing Scheme\u003C\u002Fp>\n\n\u003Cp>An established employee may be granted a house loan on such security as the\nSociety may deem fit for an amount not exceeding K20,000,00.\u003C\u002Fp>\n\n\u003Cp>Interest on short term house loans will be restricted to ruling staff rate,\niii) Furniture Loan\u003C\u002Fp>\n\n\u003Cp>An established employee may be granted a furniture loan as per loan policy\nguidelines recoverable in 48 months at 10% interest.\u003C\u002Fp>\n\n\u003Cp>(iv) Bicycle Loan\u003C\u002Fp>\n\n\u003Cp>An established employee may be granted a bicycle loan of up to actual cost\nof the bicycle at 3% interest repayable over 3 years.\u003C\u002Fp>\n\n\u003Cp>(v) Motor Cycle Loan\u003C\u002Fp>\n\n\u003Cp>An established employee may be granted a motor cycle loan of up to actual\ncost of the motor cycle at 6% interest repayable over 5 years.\u003C\u002Fp>\n\n\u003Cp>(vi) Compassionate Loan\u003C\u002Fp>\n\n\u003Cp>A maximum of K5,000.00 may be paid as compassionate loan to eligible\nemployees and shall be recoverable in a period of 12 months.\u003C\u002Fp>\n\n\u003Cp>However Management will use its discretion to pay amounts above K5,000.00 in\nspecial circumstances.\u003C\u002Fp>\n\n\u003Cp>(vii) Mortgage Loans\u003C\u002Fp>\n\n\u003Cp>A member of staff qualifies for a mortgage loan at a concessionary interest\nrate to be determined by management from time to time upon confirmation of\nAppointment,\u003C\u002Fp>\n\n\u003Cp>(viii) Salary Advance\u003C\u002Fp>\n\n\u003Cp>A salary advance shall be recovered in a period of three months,\u003C\u002Fp>\n\n\u003Cp>(ix) Right to Recover\u003C\u002Fp>\n\n\u003Cp>The Society shall be entitled upon termination of the employee's service for\nany reason whatsoever to deduct all monies owed to the Society by the employee\nfrom monies due\u002For payable to the employee.\u003C\u002Fp>\n\n\u003Cp>(x) An employee can only have one of the above mentioned loans at a time.\u003C\u002Fp>\n\n\u003Ch2>15. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>In the event of any redundancy the following procedures will apply:- As soon\nas the need for any redundancy arises the Society will accordingly inform the\nUnion in order to commence negotiations on the matter,\u003C\u002Fp>\n\n\u003Cp>(a) Such negotiations shall be based on the following:- \u003C\u002Fp>\n\n\u003Cp>(i ) Last In - First Out \u003C\u002Fp>\n\n\u003Cp>(ii) Employees:\u003C\u002Fp>\n\n\u003Cp>(a) About to reach retirement age\u003C\u002Fp>\n\n\u003Cp>(b) Within the period when they may opt to retire voluntarily.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>15.1 REDUNDANCY\u002FEARLY RETIREMENT PAY\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cp>Years of Service\u003C\u002Fp>\n\n\u003Cp>0 - 4: 3 months basic pay + 2 months basic pay for each year serve\u003C\u002Fp>\n\n\u003Cp>5 - 9: 5 months basic pay + 2 months basic pay for each year served\u003C\u002Fp>\n\n\u003Cp>10 - 14: 7 months basic pay + 2 months basic pay for each year served\u003C\u002Fp>\n\n\u003Cp>15 - 19: 9 months basic pay + 2.5 months basic pay for each year served\u003C\u002Fp>\n\n\u003Cp>20 - 24: 11 months basic pay + 2.5 months basic pay for each year served\u003C\u002Fp>\n\n\u003Cp>25 and above: 13 months basic pay + 3 months basic pay for each year\nserved.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>15.2 REPATRIATION PAY\u003C\u002Fp>\n\n\u003Cp>The mode of physical repatriation within Zambia to the place of recruitment\nshall be decided by management or optional amount of K10,000.00 shall be paid\nto the employee.\u003C\u002Fp>\n\n\u003Cp>15.3 EMPLOYEES OCCUPYING SOCIETY HOUSES\u003C\u002Fp>\n\n\u003Cp>Employees occupying ZNBS houses to be given 3 months notice and employees\nwho are not occupying institution houses to be paid 3 months housing\nallowance.\u003C\u002Fp>\n\n\u003Cp>It is further agreed that retrenchees who are should stay in Society houses\nuntil package is paid.\u003C\u002Fp>\n\n\u003Cp>15.4 TAX ON SEPARATION PACKAGE\u003C\u002Fp>\n\n\u003Cp>The 10% to be shared equally by both employer and employee.\u003C\u002Fp>\n\n\u003Cp>15.5 OUTSTANDING LOANS\u003C\u002Fp>\n\n\u003Cp>Separated employees to be allowed to pay outstanding amounts in installments\nat the staff ruling interest rate and those with houses still under\nconstruction to be assisted with loans on merit and individual.\u003C\u002Fp>\n\n\u003Cp>15.6 EARLY SEPARATION\u002FRETIREMENT\u003C\u002Fp>\n\n\u003Cp>An employee may opt for Early Separation\u002FRetirement upon attaining 50 years\nof age or 20 years of continuous service with the Society. It shall be on the\nFIRST COME FIRST SERVE principle depending on the financial position of the\nSociety,\u003C\u002Fp>\n\n\u003Cp>The package for Early Separation\u002FRetirement shall be like that of\nRedundancy.\u003C\u002Fp>\n\n\u003Cp>15.7 PROTECTIVE CLOTHING AND TOOL KIT\u003C\u002Fp>\n\n\u003Cp>On exiting the Society by way of Redundancy\u002FEarly Retirement Employees with\nprotective clothing will be allowed to take with them\u003C\u002Fp>\n\n\u003Cp>such clothing and tool kit without charge.\u003C\u002Fp>\n\n\u003Ch2>16. KILOMETER ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>This allowance will be payable to employees using their personal vehicles on\nCompany business outside 25 Km radius with prior written permission.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Class A Motor cycle and Auto Cycles\u003C\u002Ftd>\n      \u003Ctd>K1.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Class B Motor Cars, Vans and Vanettes up to and including 900 Kg in\n        weight\u003C\u002Ftd>\n      \u003Ctd>K1.40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Class C Motor Cars and Vans exceeding 900 Kg in weight but not\n        exceeding 1 500 Kg in weight\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>K2.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Class D All four wheel drive vehicles and Vanettes exceeding 1 500\n        Kg in weight\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>K3.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>The rates will be reviewed from time to time in the light of economic\nconditions.\u003C\u002Fp>\n\n\u003Ch2>17. FUNERAL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>The Society shall be responsible for funeral expenses of a deceased member\nof Staff, Spouse, Dependant\u002FRegistered Child, Biological Father, Mother,\nBrother and Sister.\u003C\u002Fp>\n\n\u003Cp>(a) Direct Employee: The Society shall provide the following:-\u003C\u002Fp>\n\n\u003Cp>(i) Executive Coffin and funeral palour services\u003C\u002Fp>\n\n\u003Cp>(ii) Transport - Three 29 seater buses for burial purposes\u003C\u002Fp>\n\n\u003Cp>(iii) K3,250.00 funeral grant\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iv) The Society shall continue to pay by way of advance against terminal\nbenefits to the deceased employee’s spouse\u002Fadministrator the salary up to a\nperiod of 3 months in order to allow the family to make necessary\narrangements,\u003C\u002Fp>\n\n\u003Cp>(b)Spouse\u002FRegistered Child\u002FBiological Parent K5,000.00 funeral grant\u003C\u002Fp>\n\n\u003Cp>(c)Brother\u002FSister\u002FRegistered Dependant K3,100.00 funeral grant\u003C\u002Fp>\n\n\u003Cp>In the absence of such facilities Management and Union shall work out a\nmechanism to deal with such funerals.\u003C\u002Fp>\n\n\u003Cp>In an event where two or more members of staff have the same bereavement in\nthe Society, only one payment shall be applicable for that particular\nfuneral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. PROFIT SHARING\u003C\u002Fh2>\n\n\u003Cp>This will be implemented as per Board of Directors' resolution, which\nstipulates inter-alia, the Rules governing the Scheme. The rate of sharing the\nprofit shall be 10% of annual basic salary. However, in the event\u003C\u002Fp>\n\n\u003Cp>that the Society is unable to meet this obligation due to circumstances\nbeyond its control in a given Financial Year, then Management and the Union\nshall meet to negotiate for an alternative which shall be applicable in that\nparticular Financial Year.\u003C\u002Fp>\n\n\u003Ch2>19. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>It will be Society's prerogative to promote deserving staff and will be\npurely on merit without discriminating against any member of staff. The usual\nattributes of integrity, efficiency, hardwork, honesty, self responsibility\netc., will be fundamental in he process of considering staff for any promotion.\nDemotions will be effected although under rare circumstances in accordance with\nthe Society's Disciplinary Code which is enshrined in the current Collective\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>20. REPATRIATION OF EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>An employee who retires from Society’s service shall be entitled to\nrepatriation expenses which will cover transportation costs of the retiring\nemployee, spouse, dependent up to 5 under the age of 21 years and household\neffects to his home district within Zambia. However, the repatriation of any\nemployee whose services are terminated shall be governed or dealt with in\naccordance with provisions of Employment Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ZAMBIA NATIONAL BUILDING SOCIETY \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of the\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"ONCERISE2_trigger":44,"trainingprogrammes":48,"contracttrialperiod":52,"protectiveclothing":56,"childcare":60,"STRUCINCR_trigger":64,"HARDSHIP_trigger":68,"funeralpay":72,"maternityotherclause":76,"severance":80,"nursingmothers":84,"pensionfund":88,"OVERTIME_trigger":92,"healthcareaccess":96,"healthinsurancerelatives":100,"COMMUTE_trigger":104,"SUNDAY_trigger":108,"ANNLEAVE_trigger":111,"funeralpaytype":115,"healthandsafetypolicy":118,"contracttrial":122,"dayspweek_select":126,"paidmaternityleaveall":130,"PAIDLEAV_trigger":134,"NOCTPREM_trigger":137,"MAXHOURS_trigger":141,"code_application":145,"wageincreasefirmperformance":149,"hivpolicy":153,"hourspweek_select":157,"sicknessmaxdays":161,"paidmaternityleave":165,"contractseverancepay":169,"jobsecuritymothers":173,"deathrelatives":177},{"bindId":45,"name":46,"text":47},"ONCERISE2_trigger","a) When available the Society shall prov","a) When available the Society shall provide accommodation to eligible\nemployees.\n\nb) Employees occupying Society owned or leased accommodation will be paid\nhousing allowance at the rate of 50% of the monthly basic salary\n\nbut they will be required to pay monthly rentals at a commercial rate\nthrough payroll,",{"bindId":49,"name":50,"text":51},"trainingprogrammes","(a) Sponsorship The Society shall sponso","(a) Sponsorship\n\nThe Society shall sponsor tuition and examination fees for training\nprogrammes that are relevant to the Society operations in the final stage\u002Fyear\nof the study programme only, provided the training was commenced with the prior\nwritten approval of Management.",{"bindId":53,"name":54,"text":55},"contracttrialperiod","(c)Where an employee serving on probatio","(c)Where an employee serving on probation does not receive either a letter\nof confirmation or extension of probationary term upon expiry of six (6) months\nperiod he shall automatically be the position is vacant.",{"bindId":57,"name":58,"text":59},"protectiveclothing","The Society shall provide uniforms, prot","The Society shall provide uniforms, protective wear and equipment to Bank\nClerks, Messengers, Drivers, Security Guards, and Maintenance staff. These\nshall be replaced by 31st May of each year. The uniforms shall be provided as\nshown below:-\n\nEmployees shall be allowed to wear smart casual attire every Friday.\n\n1. BANK CLERKS \n\nFEMALE\n\n(a) One suit, one dress and two blouses per year\n\n(b) One pair of shoes every year, and two pairs for new employees.\n\nMALE \n\n(a) One suit and two shirts per year\n\n(b) One pair of trousers, blazer and tie per year\n\n(c) One pair of shoes every year and two pairs for new employees,\n\n2. MESSENGERS\n\nMALE\n\na) Two (2) Shirts and a tie\n\nb) Two (2) pairs Trousers\n\nc) One pair of Shoes every year. Two pairs for new employees\n\nd) One rain coat every two years\n\ne) One Jersey every two years\n\nf) One Dust Coat per year\n\ng) Protective Wear \n\nFEMALE\n\na) 2 Blouses per year\n\nb) 2 Skirts per year\n\nc) 1Scarf per year\n\nd) 1Dust Coat\n\ne) One pair of Shoes per year, Two pairs for a new employee\n\nf) One rain coat every two years\n\ng) One jersey everytwo years\n\nh) Protective Wear \n\n3. DRIVERS\n\na) One (1) Suit per year\n\nb) One (1) Safari suit per year\n\nc) One pair of Shoes every year. Two pairs for new employees\n\nd) One pair of long Trousers\n\ne) One Jersey (Pullover)\n\nf) OneShirt\n\ng) Oneoverall\n\nh) OneNeck Tie \n\n4. SECURITY GUARDS\n\na) One long sleeved tunic and tie\n\nb) One short sleeved shirt\n\nc) One pair of safety shoes every year. Two pairs for new employees\n\nd) Two pairs of stockings every year\n\ne) Two pairs weather coat every five years\n\nf) One jersey every year\n\ng) One rain coat every two years\n\nh) One pair of liniards\n\ni) One pair of metallic shoulder titles baton\n\nj) One cap (Police Type)\n\nIn addition the following equipment shall be provided:-\n\na) Torch and cells\n\nb) Whistle and short baton\n\n5. MAINTENANCE STAFF\n\nThe Society shall provide protective wear.\n\n6. PRINTING STAFF\n\na) 2 dust coats\n\nb) 1 pair of protective shoes,\n\nc) 1 packet of milk per person per day to be consumed in the premises,",{"bindId":61,"name":62,"text":63},"childcare","(ii) Special leave will only be granted ","(ii) Special leave will only be granted on compassionate grounds in cases\nwhere a member of the employee's immediate family is involved. For purposes of\nSpecial leave, the immediate member of the family is defined as follows:-\n\n(a) Wife or Husband of employee\n\n(b) Dependant\u002FChild of the employee\n\n(c) Parent of the employee\n\n(d) Biological brother or sister of the employee",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","(a) The employee shall be classified and","(a) The employee shall be classified and receive an annual maximum increment\nof three (3) notches the on employee's anniversary date of employment based on\nperformance appraisal.\n\n(b) It should be noted that:-\n\n(i) Increments may be awarded annually upon satisfactory performance.\n\n(ii) Special increments and\u002F or regrading shall only be awarded upon the\nrecommendation of the Head of Department or Line Manager, or their assistants\nafter taking into account the employee's disciplinary record and diligence to\nduty.\n\n(iii) Any stoppage or deferment of annual increment shall be communicated to\nthe officer concerned and shall be subject to a\n\nfurther review within a period of twelve (12) months.\n\n(iv) However, where an employee reaches a salary scale ceiling, notch\nincrements will apply in the normal way till the employee is considered for\npromotion.",{"bindId":69,"name":70,"text":71},"HARDSHIP_trigger","l) Hardship Allowance Hardship Allowance","l) Hardship Allowance\n\nHardship Allowance of K100.00 shall only be applicable to employees\ntransferred to hardship areas and will reflect on one’s payslip. The hardship\nallowance will be withdrawn when the employee is transferred to a non-hardship\narea. For this purpose hardship areas shall mean the branches outside the line\nof rail i.e Mongu, Solwezi, Mansa and Chipata,",{"bindId":73,"name":74,"text":75},"funeralpay","The Society shall be responsible for fun","The Society shall be responsible for funeral expenses of a deceased member\nof Staff, Spouse, Dependant\u002FRegistered Child, Biological Father, Mother,\nBrother and Sister.\n\n(a) Direct Employee: The Society shall provide the following:-\n\n(i) Executive Coffin and funeral palour services\n\n(ii) Transport - Three 29 seater buses for burial purposes\n\n(iii) K3,250.00 funeral grant\n\n(iv) The Society shall continue to pay by way of advance against terminal\nbenefits to the deceased employee’s spouse\u002Fadministrator the salary up to a\nperiod of 3 months in order to allow the family to make necessary\narrangements,\n\n(b)Spouse\u002FRegistered Child\u002FBiological Parent K5,000.00 funeral grant\n\n(c)Brother\u002FSister\u002FRegistered Dependant K3,100.00 funeral grant\n\nIn the absence of such facilities Management and Union shall work out a\nmechanism to deal with such funerals.\n\nIn an event where two or more members of staff have the same bereavement in\nthe Society, only one payment shall be applicable for that particular\nfuneral.",{"bindId":77,"name":78,"text":79},"maternityotherclause","(i)If the employee upon her return to wo","(i)If the employee upon her return to work is found to be medically unfit to\nresume her duties, she will be treated in accordance with the rules governing\nsickness.",{"bindId":81,"name":82,"text":83},"severance","Years of Service 0 - 4: 3 months basic p","Years of Service\n\n0 - 4: 3 months basic pay + 2 months basic pay for each year serve\n\n5 - 9: 5 months basic pay + 2 months basic pay for each year served\n\n10 - 14: 7 months basic pay + 2 months basic pay for each year served\n\n15 - 19: 9 months basic pay + 2.5 months basic pay for each year served\n\n20 - 24: 11 months basic pay + 2.5 months basic pay for each year served\n\n25 and above: 13 months basic pay + 3 months basic pay for each year\nserved.",{"bindId":85,"name":86,"text":87},"nursingmothers","(iii)Breast-feeding mothers may be provi","(iii)Breast-feeding mothers may be provided rooms to breast feed\n\ntwo times a day.\\",{"bindId":89,"name":90,"text":91},"pensionfund","In accordance with the Statutory Regulat","In accordance with the Statutory Regulations membership of the National\nPension Scheme Authority is compulsory to all employees. Contributions to the\nScheme shall be in accordance with the National Pension Scheme Authority Act as\namended from time to time currently at 5% of the monthly basic salary.",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","For employees entitled to overtime payme","For employees entitled to overtime payment, all hours worked will be paid at\nthe rate as follows:-.\n\nMonday - Friday - 1,5 times",{"bindId":97,"name":98,"text":99},"healthcareaccess","b)Producing a satisfactory Medical Certi","b)Producing a satisfactory Medical Certificate on the form prescribed by\n\nthe Society from a recognized Medical Practitioner.\n\nThe cost of either these Medical Examinations applicable will be borne by\nthe Society.",{"bindId":101,"name":102,"text":103},"healthinsurancerelatives","All confirmed members of staff shall be ","All confirmed members of staff shall be covered by the Society's Group Life\nAssurance and benefits shall be paid according to the terms obtaining in the\npolicy documents.",{"bindId":105,"name":106,"text":107},"COMMUTE_trigger","(v) An employee who is made to work on w","(v) An employee who is made to work on weekends and Public Holidays shall be\npaid transport allowance of K25.00 to his\u002Fher place of residence.\n\n(vi) Where an employee who is requested to work beyond 18:00 hours, the\nSociety shall provide transport. Where the Society is not in a position to\nprovide transport, an employee shall be paid equivalent of taxi fare of maximum\nof K100.00 to be retired to place of residence. However, where an employee\nworks from 20:00 hours to 05:00 hours and the Society is unable to provide\ntransport, an employee shall be paid an equivalent of taxi fare of maximum of\nK150.00 to be retired.",{"bindId":109,"name":94,"text":110},"SUNDAY_trigger","For employees entitled to overtime payment, all hours worked will be paid at\nthe rate as follows:-.\n\nMonday - Friday - 1,5 times\n\nSaturday - Sunday - 2 times",{"bindId":112,"name":113,"text":114},"ANNLEAVE_trigger","a) Annual Leave i) The employee will be ","a) Annual Leave\n\ni) The employee will be entitled to annual leave.\n\nii) All Employees shall accrue three (3) days per month and the maximum\nnumber of days to be carried forward to the new financial year shall be six\n(6).\n\niii) Employees will be encouraged to take their annual leave. Where one can\nnot utilize approved leave days due to company commitments, such days may be\ncarried forward in the next financial year upon justification in writing by the\nline supervisor\u002Fmanager indicating why the said employee could not proceed on\nannual leave.\n\niv) All commutations of leave days to cash shall include the amount of\nHousing Allowance equivalent to 25% of the number of days so commuted. However,\na total number of 10 leave days shall be taken as industrial break during the\nyear. The following formula shall be used in computing commutation;\n\nCommutation (C) = monthly basic salary X No. of days to be commuted X 12\u002F250\n+ (25% of commutation C as housing allowance). Employees will only be allowed\nto commute once per financial year after proceeding on annual leave and must\nleave a balance of six (6) days. The maximum number of days to be commuted\nshall be eighteen (18) days.",{"bindId":116,"name":74,"text":117},"funeralpaytype","The Society shall be responsible for funeral expenses of a deceased member\nof Staff, Spouse, Dependant\u002FRegistered Child, Biological Father, Mother,\nBrother and Sister.\n\n(a) Direct Employee: The Society shall provide the following:-\n\n(i) Executive Coffin and funeral palour services\n\n(ii) Transport - Three 29 seater buses for burial purposes\n\n(iii) K3,250.00 funeral grant",{"bindId":119,"name":120,"text":121},"healthandsafetypolicy","c) One pair of safety shoes every year. ","c) One pair of safety shoes every year. Two pairs for new employees",{"bindId":123,"name":124,"text":125},"contracttrial","(a)All staff will be required to serve t","(a)All staff will be required to serve three months probationary period with\nthe Society before confirmation. However, the Society reserves the right to\nextend or reduce the probationary period.\n\n(b)In the case of unsatisfactory probationary period, the Society shall have\nthe right to either terminate the employment or extend the probationary period.\nThis will be communicated to the employee concerned in writing.\n\n(c)Where an employee serving on probation does not receive either a letter\nof confirmation or extension of probationary term upon expiry of six (6) months\nperiod he shall automatically be the position is vacant.",{"bindId":127,"name":128,"text":129},"dayspweek_select","(i) A 40 hour week spread over five days","(i) A 40 hour week spread over five days with the exception of security\nstaff who will be required to work up to 48 hours per week.",{"bindId":131,"name":132,"text":133},"paidmaternityleaveall","Once in every two years female employees","Once in every two years female employees shall be entitled to paid\n\nmaternity leave of 90 days inclusive of weekends and public holidays",{"bindId":135,"name":113,"text":136},"PAIDLEAV_trigger","a) Annual Leave\n\ni) The employee will be entitled to annual leave.\n\nii) All Employees shall accrue three (3) days per month and the maximum\nnumber of days to be carried forward to the new financial year shall be six\n(6).\n\niii) Employees will be encouraged to take their annual leave. Where one can\nnot utilize approved leave days due to company commitments, such days may be\ncarried forward in the next financial year upon justification in writing by the\nline supervisor\u002Fmanager indicating why the said employee could not proceed on\nannual leave.",{"bindId":138,"name":139,"text":140},"NOCTPREM_trigger","When an employee is requestedto work bey","When an employee is requestedto work beyond midnight such employee will be\npaid a rate as follows:- '\n\nMonday - Friday - 3.5 times\n\nPublic Holiday - 3.5 times",{"bindId":142,"name":143,"text":144},"MAXHOURS_trigger","(b) (i) All employees may be required to","(b) (i) All employees may be required to work a reasonable amount of\novertime as and when Society operations so require.",{"bindId":146,"name":147,"text":148},"code_application","The Union empowers the Society to take d","The Union empowers the Society to take disciplinary action against an\n\neligible employee neglecting to put on the aforementioned uniforms or\nprotective wear. Such employees issued with such uniform or equipment on loan,\nshall return such uniforms or equipment to the Society upon leaving the Society\nor when otherwise required by the Society. The Society shall have the right to\nrecover the residual value of such loaned uniforms or equipment not returned to\nthe Society upon demand.",{"bindId":150,"name":151,"text":152},"wageincreasefirmperformance","(i) Increments may be awarded annually u","(i) Increments may be awarded annually upon satisfactory performance.\n\n(ii) Special increments and\u002F or regrading shall only be awarded upon the\nrecommendation of the Head of Department or Line Manager, or their assistants\nafter taking into account the employee's disciplinary record and diligence to\nduty.",{"bindId":154,"name":155,"text":156},"hivpolicy","All employment with the Society in accor","All employment with the Society in accordance with these conditions is at\nthe Society's discretion and subject to:-\n\na)Undergoing and passing a Medical Examination conducted by a competent\nMedical Officer approved by the Society.",{"bindId":158,"name":159,"text":160},"hourspweek_select","(a) All employees will be required to wo","(a) All employees will be required to work:-\n\n(i) A 40 hour week spread over five days with the exception of security\nstaff who will be required to work up to 48 hours per week.\n\n(ii) There will be shift work as and when dictated by operational\nrequirements of the Society. The total hours worked during the rotational\nperiod of the shift work shall however, not exceed 48 hours per week.",{"bindId":162,"name":163,"text":164},"sicknessmaxdays","SICK LEAVE - Means leave granted as a re","SICK LEAVE - Means leave granted as a result of ill-health, sickness or\ndisability arising out of an accident or natural disaster. Such leave shall be\naccompanied by a certified sick report.",{"bindId":166,"name":167,"text":168},"paidmaternityleave","c)Maternity Leave Once in every two year","c)Maternity Leave\n\nOnce in every two years female employees shall be entitled to paid\n\nmaternity leave of 90 days inclusive of weekends and public holidays",{"bindId":170,"name":171,"text":172},"contractseverancepay","15.1 REDUNDANCY\u002FEARLY RETIREMENT PAY Yea","15.1 REDUNDANCY\u002FEARLY RETIREMENT PAY\n\nYears of Service\n\n0 - 4: 3 months basic pay + 2 months basic pay for each year serve\n\n5 - 9: 5 months basic pay + 2 months basic pay for each year served\n\n10 - 14: 7 months basic pay + 2 months basic pay for each year served\n\n15 - 19: 9 months basic pay + 2.5 months basic pay for each year served\n\n20 - 24: 11 months basic pay + 2.5 months basic pay for each year served\n\n25 and above: 13 months basic pay + 3 months basic pay for each year\nserved.",{"bindId":174,"name":175,"text":176},"jobsecuritymothers","(ii)On completion of the maternity leave","(ii)On completion of the maternity leave, the employee shall return to her\nformer position except in the event of promotion, transfer or demotion for\ndisciplinary reasons.",{"bindId":178,"name":179,"text":180},"deathrelatives","(i) At the discretion of the Society and","(i) At the discretion of the Society and in consultation with the concerned\nHead of Department, an employee may be granted up to 12 days special leave for\nfunerals of immediate family members. The number of days that may be granted\nwill depend\n\non the prevailing circumstance such as venue and town where the funeral is\nbeing held.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Zambia National Building Society - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2015-03-02\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Real estate, renting, call centres\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Real estate agencies\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                        Zambia National Building Society\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Zambia Union of Financial Institutions and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → \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        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \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\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 150 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 90 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 36.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 350 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → ZMW 100.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → ZMW  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",[186],{"title":37,"slug":33},[188],{"type":189,"data":190},"call_to_action_body_block",{"title":191,"description":192,"variant":193,"link":194},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":191,"url":195,"description":191,"rel":196,"type":197},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[199],{"type":189,"data":200},{"title":191,"description":192,"variant":193,"link":201},{"title":191,"url":195,"description":191,"rel":196,"type":197},[]]