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charset=UTF-8\">\n  \u003Ctitle>ZSIC LIFE CA 2019-2020\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MINISTRY OF LABOUR AND SOCIAL SECURITY \u003C\u002Fh1>\n\n\u003Ch1>Collective Agreement \u003C\u002Fh1>\n\n\u003Ch1>The Head Human Resource Manager ZSIC Life Limited LUSAKA AND Zambia Union\nof Financial Institutions \u003C\u002Fh1>\n\n\u003Ch1>and \u003C\u002Fh1>\n\n\u003Ch1>Allied Workers (ZUFIAW) LUSAKA 12th November, 2019\u003C\u002Fh1>\n\n\u003Cp>Dear Sir\u002FMadam,\u003C\u002Fp>\n\n\u003Cp>RE: APPROVAL OF THE COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>Reference is made to the above captioned matter.\u003C\u002Fp>\n\n\u003Cp>The Ministry is pleased to inform you that your collective agreement has\nbeen approved and registered accordingly.\u003C\u002Fp>\n\n\u003Cp>Enclosed herewith is the said document for your records and necessary\naction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.0 PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>AN AGREEMENT made on 1.8.... of January Two Thousand and Nineteem (2019)\nbetween ZSIC BELAKA LIFE LTD (hereinafter called \"the Employer\") whose\nregistered office is at at plot No. 4432 Cairo Road, Insurance House, Lusaka of\nthe first part and THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED\nWORKERS (hereafter called \"the Union\") of the second part. \u003C\u002Fp>\n\n\u003Cp>WHEREAS the parties have agreed and accepted the terms and conditions of\nservice and salaries and wages embodied in this agreement to apply to the\neligible employees of ZSIC Life Limited, NOW IT IS HEREBY AGREED AS FOLLOWS:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2.0 DEFINITIONS\u003C\u002Fh2>\n\n\u003Cp>In this agreement and in any reference of whatever manner of this Agreement,\nunless the context otherwise requires:-\u003C\u002Fp>\n\n\u003Cp>“Bargaining Unit” means at the level of an undertaking the negotiating\nteam representing the management together with the trade union in such\nundertakings.\u003C\u002Fp>\n\n\u003Cp>“Collective Agreement” means an agreement negotiated by an appropriate\nbargaining unit in which the terms and conditions affecting the employment and\nremuneration of employees are laid down. “Collective Bargaining” means all\nthe carrying on of negotiations by an appropriate unit for the purpose of\ncollective agreement.\u003C\u002Fp>\n\n\u003Cp>“Company” means any entity within the ZSIC Life Limited which has\nentered into a contract to employ any person and which is registered under the\nPatents & Company Registration Authority (PACRA). “Court” means the\nIndustrial Relations Court under section eighty-four of the Industrial and\nLabour Relations Act, 1997.\u003C\u002Fp>\n\n\u003Cp>“Deadlock” means a situation arising out of a collective dispute where\nthe parties to the dispute have exhausted the procedure, whether formal or\notherwise, mutually agreed to by the parties for the settlement of the dispute,\nwhere reconciliation has proved unsuccessful and where either or both parties\nare of the opinion that further negotiations are unlikely to lead to the\nsettlement of the dispute.\u003C\u002Fp>\n\n\u003Cp>“Child” - means any child of the employee not having reached his\u002Fher\n21st birthday, not formally employed. A child includes legally adopted persons\nregistered with the ZSIC Life Limited. \u003C\u002Fp>\n\n\u003Cp>“Dependent” - means a person wholly dependent on the employee and\nis:-\u003C\u002Fp>\n\n\u003Cp>i. inot over the age of 21 years\u003C\u002Fp>\n\n\u003Cp>ii. either normally resident with the employee or maintained by him\u002Fher in\nfull-time education and\u003C\u002Fp>\n\n\u003Cp>iii. registered with the ZSIC Life Limited.\u003C\u002Fp>\n\n\u003Cp>An employee shall be allowed to replace a dependent who falls off due to age\nor death but that the maximum number of dependents at any given time shall be\nFour (4).\u003C\u002Fp>\n\n\u003Cp>\"Eligible employee\" means a unionisable employee other than a member of the\nManagement of the undertaking. \u003C\u002Fp>\n\n\u003Cp>“Employee” means any person who has entered into, or works under a\ncontract of employment with an employer whether such contract is expressed or\nimplied, oral or written, or serving a probationary period of employment.\u003C\u002Fp>\n\n\u003Cp>“Employer” means any person who, or body of persons, firm, company,\nGroup or public authority which has entered into a contract to employ any\nperson and includes any agent, representative or manager of such person, body\nof persons, firm, company or public authority who is placed in authority over\nthe persons employed;\u003C\u002Fp>\n\n\u003Cp>“Lock-out” means the closing down of a place of employment or the\nsuspension of work, or the refusal by an employer to continue to employ any\nnumber of persons employed by him\u002Fher, as a result of a dispute, and done with\na view of compelling those persons, or to aid another employer in compelling\nthose persons or aid him\u002Fher, to accept terms or conditions of employment or\nterms of conditions affecting employment.\u003C\u002Fp>\n\n\u003Cp>“Member” means a member of the union as defined by ZUFIAW\nconstitution.\u003C\u002Fp>\n\n\u003Cp>“Officer of a trade union “means a duly elected or appointed office\nholder of a trade union including a trustee, but does not include its\nemployee;\u003C\u002Fp>\n\n\u003Cp>“Probation” means the period from the commencement date to the date the\nappointment or employment is confirmed in writing to the employee by the ZSIC\nLife Limited or the period specified in the contract as the probation\nperiod.\u003C\u002Fp>\n\n\u003Cp>“Proper Officer” means a Labour Officer.\u003C\u002Fp>\n\n\u003Cp>“Recognition Agreement” means an agreement as described in part VII of\nthe Industrial and Labour Relations Act 1993.\u003C\u002Fp>\n\n\u003Cp>“Strike” means the cessation or withdrawal of labour contrary to the\nterms and conditions of contract by a body of persons employed in any\nundertaking acting in combination; or a concerted refusal under a common\nunderstanding of any number of persons who are so employed to continue to work\nor provide their labour.\u003C\u002Fp>\n\n\u003Cp>“Trade Union” means an organization of employees which is registered as\na trade union under the Industrial and Labour Relations Act 1993 and whose\nprincipal objects regulate collective relations between employees and employers\nor between employees and organizations of employers or between employees and\nemployers;\u003C\u002Fp>\n\n\u003Cp>“Undertaking” means any company, firm, trade, business industry or any\nother kind of enterprise, any statutory board, Group or any local or public\nauthority or any branch or autonomous division thereof.\u003C\u002Fp>\n\n\u003Ch2>3.0 OBJECTIVES \u003C\u002Fh2>\n\n\u003Cp>It is hereby realized and agreed that the advancement of employees and\nindeed their livelihood depends - on the success of the Company. The Company\nmust look to its employees to manifest loyalty and devotion and to maintain a\nhigh standard of efficiency and hard work. The Company in turn is concerned\nabout the well-being of all its employees. Both the Company and the Trade Union\nhave mutual obligations which may be summarized as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) Determination of an equitable pay structure in the light of prevailing\ncircumstances thus leading to reduction of loss of time through wage\ndisputes.\u003C\u002Fp>\n\n\u003Cp>(ii) Improvement of workers morale and industrial relations.\u003C\u002Fp>\n\n\u003Cp>(iii) Increase in work output and performance.\u003C\u002Fp>\n\n\u003Cp>(iv) Reduction in labour turnover, in particular, by providing a conducive\nworking environment and offering competitive terms and conditions of\nservice.\u003C\u002Fp>\n\n\u003Ch2>4.0 EMPLOYEES OBLIGATIONS\u003C\u002Fh2>\n\n\u003Cp>(i) The employee shall at all times competently, faithfully and diligently\nperform such duties as ZSIC Life Limited may place over him\u002Fher and shall\nfaithfully, observe all rules of ZSIC Life Limited.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee shall obey and comply with all written and unwritten\nlawful orders and directions given by ZSIC Life Limited or by its Board of\nDirectors or such persons as ZSIC Life Limited may place over him\u002Fher and shall\nfaithfully, observe all rules of ZSIC Life Limited.\u003C\u002Fp>\n\n\u003Cp>(iii) The employee shall be considered to be an employee of ZSIC Life\nLimited for the duration of his\u002Fher employment and shall be so obliged.\u003C\u002Fp>\n\n\u003Cp>(iv) The employee shall work in such places in Zambia or elsewhere as ZSIC\nLife Limited may from time to time direct.\u003C\u002Fp>\n\n\u003Cp>(v) (a) The employee shall not either during his\u002Fher employment or after it\nhas ended divulge to any person and shall use his\u002Fher best endeavors to prevent\nthe publication or disclosure of any information concerning ZSIC Life Limited\nor any of its secrets which may come to his\u002Fher knowledge during the course of\nhis\u002Fher employment herein except under the order of the Court or other Law\nenforcement Agency, the employee is obligated to disclose such information.\u003C\u002Fp>\n\n\u003Cp>(b) Where the employee has been ordered or summoned as herein before\nprovided, he\u002Fshe shall consult either with ZSIC Life Limited, Company Secretary\nor the Managing Director\u002F Chief Executive Officer prior to attending such court\nor complying with such order as the case may be. Such summons or Court order\nshall be left with the Company officials aforementioned.\u003C\u002Fp>\n\n\u003Cp>(vi) The employee shall give ful! and proper information to such persons as\nZSIC Life Limited may require him\u002Fher to give in the skills for which the\nemployee is employed.\u003C\u002Fp>\n\n\u003Ch2>5.0 RECRUITMENT POLICY\u003C\u002Fh2>\n\n\u003Cp>(i) Recruitment of personnel shall remain the prerogative of Management. It\nis a policy of ZSIC Life Limited to give priority for appointment to existing\nstaff by way of internal advertisements. However, when there is no suitable\nqualified staff to fill a particular post, ZSIC Life Limited shall advertise\nthe vacancy in the press.\u003C\u002Fp>\n\n\u003Cp>(ii) Engagement of personnel is subject to the passing of medical\nexaminations done by a recognized and accepted medical practitioner at such\nclinic or hospital as ZSIC Life Limited may direct. The cost of such medical\nexaminations shall be borne by ZSIC Life Company Limited.\u003C\u002Fp>\n\n\u003Cp>(iii) When engagement takes place, ZSIC Life Limited shall inform the person\nin writing of the conditions applicable to his\u002Fher employment.\u003C\u002Fp>\n\n\u003Ch2>6.0 \u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(i) All employees shall serve a probationary period of a minimum of three\n(3) months and a maximum of six (6) months. However, at the end of the maximum\nprobationary period of six (6) months, ZSIC Life Limited reserves the right to\neither confirm or terminate employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) ZSIC Life Limited reserves the right to extend the probationary period.\nIn the event of an extension of the probationary period and by or before the\nend of such extension, ZSIC Life Limited shall have the right to either confirm\nor terminate the employment. Such extension of the probationary period shall be\nfinal and for not more than 3 months, where upon ZSIC Life Limited shall either\nconfirm the employee or terminate employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>(iii) TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>i. During the probationary period either party may terminate employment\ngiving one day’s notice or payment of equivalent salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>ii. Upon confirmation of appointment, employment may be terminated by either\nparty giving thirty (30) days’ notice, or payment of a month’s salary in\nlieu of notice.\u003C\u002Fp>\n\n\u003Cp>iii. Where Management terminates a contract of service of an employee other\nthan for disciplinary reasons the prevailing conditions of Early Retirement or\nRedundancy shall apply.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch2>7.0 SALARY AND ANNUAL INCREMENTS\u003C\u002Fh2>\n\n\u003Cp>(i) For a new entrant, grade and salary shall be prescribed by the\nManagement in accordance with the Job Grading structure and Salary Structure,\nwho shall have the power to appoint such an employee to a particular grade and\ndetermine his\u002Fher entry point.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Employees shall be classified and receive annual basic salaries and\nannual increments in accordance with these conditions.\u003C\u002Fp>\n\n\u003Cp>(iii) All increments shall be awarded upon the recommendations of the\nManaging Director, Departmental Head or Branch Manager, after he\u002Fshe has taken\ninto account the employee’s performance and diligence during the preceding\ntwelve months, subject to approval by Management. Management shall endeavor to\nensure that increments are based on performance appraisals taking into account\neach employee’s Job description and targets set at the beginning of each year\nas agreed between the employee and the supervisor.\u003C\u002Fp>\n\n\u003Cp>(iv) Any stoppage of annual increment shall be supported by a report\nsubmitted by the Departmental Head or Branch Manager to Management.\u003C\u002Fp>\n\n\u003Cp>(v) All employees shall be subjected to performance appraisals for the\nannual increment.\u003C\u002Fp>\n\n\u003Cp>(vi) Salaries shall be paid monthly in arrears but not later than the last\ncalendar day of the current month.\u003C\u002Fp>\n\n\u003Ch2>8.0 APPOINTMENT AND DEPARTMENTAL TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>All appointments and departmental transfers shall be carried out in\naccordance with the approved establishment and at Management’s discretion.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>9.0 TRAINING\u003C\u002Fh2>\n\n\u003Cp>(i) The Union and ZSIC Life Limited fully realize the importance of training\nlocal Human Resources in the running of ZSIC Life Limited as a whole. In view\nof this, ZSIC Life Limited undertakes to do all in its power to train its\nemployee’s for current and higher responsibilities.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(ii) Whenever training is deemed necessary, employees shall be sent to\ncolleges and institutions of learning on such terms as guided by ZSIC Life\nLimited Training & Development Policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i) Ali training matters shall be conducted in accordance with the\nprovisions of the Training&Development Policy in force at all times.\u003C\u002Fp>\n\n\u003Cp>(ii) ZSIC Life Limited shall recognize and accept qualifıcations relevant\nto the job attained through private studies. Acceptable qualifications shall be\nfrom institutions recognized by the Examinations Council of Zambia, Ministry of\nEducation or designated Government body.\u003C\u002Fp>\n\n\u003Cp>(iii) When one obtains certification for an extra qualification relevant to\nhis\u002Fher job but cannot be promoted due to limited positions, he or she should\nbe given a notch related salary increment as follows:-\u003C\u002Fp>\n\n\u003Cp>-Certificate\u002FAdvanced Certificate 3 Notches\u003C\u002Fp>\n\n\u003Cp>-Diploma\u002F Advanced Diploma 4 Notches\u003C\u002Fp>\n\n\u003Cp>-Degree 5 Notches\u003C\u002Fp>\n\n\u003Cp>-Masters 6 Notches\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch2>10.0 HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>(i) All employees shall be required to work a forty (40) hour week spread\nover five (5) days, except for security employees who shall be required to work\nforty eight (48) hours per week or shift work as and when dictated by\noperational requirements.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) When required to work a shift system the total hours worked during the\nrotation period of a shift cycle shall not exceed an average of forty (40)\nhours or forty eight (48) hours per week for other employees and security staff\nrespectively.\u003C\u002Fp>\n\n\u003Ch3>10.1OVERTIME\u003C\u002Fh3>\n\n\u003Cp>(i)All employees may be required to work reasonable amount of overtime as\nand when the need for the said overtime is dictated by the operational\nrequirements.\u003C\u002Fp>\n\n\u003Cp>(ii)Notification of overtime requirements shall be made within reasonable\ntime by the Departmental\u002FSectional Head of the employee concerned.\u003C\u002Fp>\n\n\u003Cp>The hours worked in excess of forty (40) hours per week and forty eight (48)\nhours for security staff shall be paid as overtime on the following rates:\u003C\u002Fp>\n\n\u003Cp>(iii)No overtime shall be paid or authorized without prior approval by the\nsupervisor.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Ch3>10.2 Ordinary Overtime\u003C\u002Fh3>\n\n\u003Cp>All hours of overtime worked over the regular scheduled hours during the\nweek shall be paid at time and a half (i.e. Normal rates plus 50 per cent).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>10.3 Double Overtime\u003C\u002Fh3>\n\n\u003Cp>All hours worked on Saturdays and Sundays or gazetted public holidays shall\nbe paid at double the normal rate (i.e. Normal rates plus 100%)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Employees on shift work quality for overtime payment only for work performed\nbeyond either forty (40) or forty eight (48) hours and on allocated weekly rest\ndays but shall not be allowed to work for more than twelve (12) hours\ncontinuously.\u003C\u002Fp>\n\n\u003Cp>Refusal by the employee to work overtime when requested to do so without\nvalid reason or excuse acceptable to Management may be considered as willful\nneglect of the Company duties and shall lead to disciplinary action being taken\nagainst any such employee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>The Company shall pay a rate of Kwacha Two Hundred (K200.00) per day in lieu\nof the Statutory overtime rates stipulated in Clause 10.0 (ii), 10.2 and\n10.3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Security personnel who work shifts as above shall be entitled to a monthly\nshift allowance to be determined from time to time.\u003C\u002Fp>\n\n\u003Ch2>11.0 LEAVE\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>(i) The leave entitlements according to grade are indicated below ;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>(ii) All Unionized Employees, i.e. employees in Grades ZS 8 to ZS 11, shall\naccrue three (3) days per month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iii) The maximum number of leave days an employee can accrue shall be as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>ZS 10 - ZS 11 inclusive Ninety (90) working days\u003C\u002Fp>\n\n\u003Cp>ZS 8 - ZS 9 inclusive One Hundred and Eight (108) working days.\u003C\u002Fp>\n\n\u003Cp>(iv) Although every endeavor shall be made to meet individual leave\nrequirements, the granting of leave shall be subject to operational\nrequirements.\u003C\u002Fp>\n\n\u003Ch3>11.1 ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>(i) An employee shall be entitled to Annual leave once a year. Approved\nleave shall be exclusive of Saturdays, Sundays and gazetted Public Holidays. As\na requirement of the Employment Act, every employee will take vacation leave\nonce every year.\u003C\u002Fp>\n\n\u003Cp>(ii) Commutation of leave days will be allowed only when proceeding on\nannual leave.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee will be required to leave a minimum balance of Five (5)\ndays to his\u002Fher credit when either proceeding on leave or commuting.\nCommutation shall be given at the discretion of Management once within Twelve\n(12) calendar months, provided that where extenuating circumstances exist,\nManagement may allow such commutation before the twelve calendar months.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(iv) Travel on Leave Allowance shall be paid to employees who proceed on\nannual leave of not less than Ten (10) days to enable them meet travel expenses\nto their destinations. The rate of travel on leave allowance shall be twenty\n(20%) gross of annual basic salary across the board.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Ch3>11.2 SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>Subject to the provision of Section (54) of the Employment Act an employee\nwho according to the judgment\u002F examination of a registered medical practitioner\nis unable to fully execute his work by reason of sickness or incapacitation\u002F\nand accident shall on production of a medical certificate be granted paid sick\nleave as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cp>(i) During the probationary period and after completion of one month’s\ncontinuous service and up to a maximum of Thirty (30) days.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(ii) The sick leave pay entitlement for permanent employees shall be up to a\nmaximum Six (6) months on full pay and thereafter the next Six (6) months on\nhalf pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iii) When an employee exhausts his sick leave due to prolonged sick absence\nas contained in option 11.2 (ii), Management shall request for a medical review\n\u002F examination to ascertain the fitness to continue working from a Medical\npractitioner as contained in Section 36(2) of the Employment Act.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>(iv) If an employee absents himself\u002Fherself from work even for one day on\naccount of sickness he\u002Fshe shall be regarded as absent unless a medical\ncertificate\u002F sick off certificate is obtained from a registered Medical\npractitioner except for female employees who shall be entitled to one day’s\nabsence from work each month without having to produce a medical certificate\u002F\nsick off certificate, but should give prior notification of their absence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>11.3 COMPASSIONATE SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>Management, at its own discretion, shall grant an employee compassionate\nleave of absence of up to Ten (10) days without loss of pay to enable him\u002Fher\nnurse a sick spouse or child hospitalized. The leave shall be granted on\nproduction of documentary recommendation from a medical practitioner of a\nmedical institution registered with the Medical Council of Zambia.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Ch3>11.4 MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>i) Female employees shall be granted maternity leave on the following\nconditions:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>a) The total period of absence shall not exceed One Hundred and Twenty (120)\ndays including intervening holidays, Saturdays and Sundays on full pay against\na medical certificate after delivery signed by a registered medical\npractitioner. (The number of maternity days shall be subject to change in the\nevent of Legislative amendments).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Thereafter the employee may take all or part of the accrued leave if any due\nand when this is exhausted any leave taken shall be unpaid at the discretion of\nManagement.\u003C\u002Fp>\n\n\u003Cp>b)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\nsick leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>c)On completion of maternity leave the employee shall return to her former\nposition except in the event of promotion, transfer, or demotion for\ndisciplinary reasons.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtxt\">\u003Cp>d)An employee shall only qualify for paid maternity leave at intervals of\ntwo (2) years beginning from the last day of the previous maternity leave or\nTwelve (12) months from the date of engagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>e)Female employees shall be granted time off to breast feed their child up\nto Six (6) months after birth for One and a half hours (1.5) from 12:30 to\n14:00 hours daily.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>11.5 PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>(i)Male employees shall be granted paternity leave on the following\nconditions:- (a) A total of Five (5) days paternity leave should be authorized\nfor the birth of a child\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>upon production of a birth certificate or record from a recognized and\nregistered Clinic or Hospital.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>11.6 UNPAID LEAVE\u003C\u002Fh3>\n\n\u003Cp>(i)At the discretion of Management, unpaid leave up to a period of Three (3)\nmonths may be granted. Before any period of unpaid leave commences, all Annual\nleave due to the employee shall be taken.\u003C\u002Fp>\n\n\u003Cp>(ii)The maximum period of absence, which shall be permitted at any time, is\nThree (3) months, which Three (3) months will be cumulative total of all Annual\nleave due to date plus the granted period of unpaid leave.\u003C\u002Fp>\n\n\u003Cp>(iii)Annual leave shall not accumulate during the period of unpaid leave\nenjoyed by the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.7 SPECIAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>(i) At the discretion of Management and in consultation with the\nDepartmental Manager concerned, an employee who is required by law to attend\ncourt proceedings may be granted paid special leave for the number of days\nrequired.\u003C\u002Fp>\n\n\u003Cp>(ii) Special Leave shall on written application and supported by documentary\nevidence be granted on compassionate grounds on the death of a member of the\nemployee’s registered immediate family.\u003C\u002Fp>\n\n\u003Cp>For the purpose of special\u002Fcompassionate leave, immediate family is defined\nas:-\u003C\u002Fp>\n\n\u003Cp>(a) wife or husband of the employee\u003C\u002Fp>\n\n\u003Cp>(b) child of the employee\u003C\u002Fp>\n\n\u003Cp>(c) brother or sister of the employee\u003C\u002Fp>\n\n\u003Cp>(d) mother or father of the employee\u003C\u002Fp>\n\n\u003Cp>(e) Three (3) registered dependants\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>-at death of a registered spouse - Fourteen (14) consecutive days.\u003C\u002Fp>\n\n\u003Cp>-at death of a registered parent and child - Ten (10) consecutive days\u003C\u002Fp>\n\n\u003Cp>-at death of a registered brother\u002F sister - Seven (7) consecutive days\u003C\u002Fp>\n\n\u003Cp>-at death of a registered dependent - Five (5) consecutive days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>11.8 STUDY LEAVE\u003C\u002Fh3>\n\n\u003Cp>Study leave shall be granted to an employee who fulfils the following\nconditions:-\u003C\u002Fp>\n\n\u003Cp>(i) He\u002Fshe is nominated by the ZSIC Life Limited to attend a course of\nstudy.\u003C\u002Fp>\n\n\u003Cp>(ii) He\u002Fshe attended the course at his\u002Fher own request with the approval of\nManagement.\u003C\u002Fp>\n\n\u003Cp>(iii) A confirmed employee taking a recognized professional course shall be\ngranted a maximum of Twenty (20) working days study leave per annum in order to\nprepare and sit for an examination.\u003C\u002Fp>\n\n\u003Cp>(iv) An employee shall be granted unpaid study leave at the discretion of\nManagement up to a period of Two (2) years.\u003C\u002Fp>\n\n\u003Cp>(v) At the conclusion of a study program, an employee shall be required to\nsubmit examination results and certificates to the Human Resources department\nwith a copy to the respective Head of Department.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>11.9 LEAVE OF ABSENCE FOR UNION ACTIVITIES\u003C\u002Fh3>\n\n\u003Cp>A unionized employee shall be granted leave of absence with full pay to\njpttepd Ip or participate in the activities of the union in accordance with the\nprovisions of the Recognition Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12.0 OUT OF POCKET ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An out of pocket allowance will be paid to an employee who travels away from\nnormal station on Company business and the Company has provided\naccommodation.\u003C\u002Fp>\n\n\u003Cp>The allowance which will be at the rate of Kwacha Four Hundred (K400.00) per\nnight will be paid to cover for incidental expenses.\u003C\u002Fp>\n\n\u003Ch3>12.1 PETTY CASH\u003C\u002Fh3>\n\n\u003Cp>Employees shall be entitled to monthly petty cash at a rate of Kwacha One\nHundred K 100.00.\u003C\u002Fp>\n\n\u003Ch2>13.0 SUBSISTENCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(i) Subsistence Allowance shall be paid to an employee to cover the expenses\nhe\u002Fshe has to meet when he\u002Fshe travels away from his\u002Fher normal station on\nauthorized company business and where ZSIC Life Limited arranges no\naccommodation.\u003C\u002Fp>\n\n\u003Cp>This allowance shall not be paid to employees who stay in accommodation\nprovided by ZSIC Life Limited i.e. Hotels, lodges, motels, rest houses, etc.\u003C\u002Fp>\n\n\u003Cp>(ii)Subsistence Allowance shall only be paid when an employee stays away\novernight. Payment will be made at the rate of Kwacha Nine Hundred (K 900.00)\nper night across the board. This amount will cover accommodation, food,\nincidentals and other related expenses.\u003C\u002Fp>\n\n\u003Cp>In the event where the Company Subsistence Allowance is paid, no Out of\nPocket Allowance shall be paid.\u003C\u002Fp>\n\n\u003Ch2>14.0 MEMBERSHIP TO PROFESSIONAL BODY\u002FASSOCIATION\u003C\u002Fh2>\n\n\u003Cp>(i) Employees who qualify for membership to a professional body shall have\ntheir membership\u002Fsubscription fees and not registration fees paid for by the\nCompany in full as per quotation.\u003C\u002Fp>\n\n\u003Cp>(ii) Employees shall be entitled to subscribe to one local and one overseas\nprofessional body.\u003C\u002Fp>\n\n\u003Cp>(iii)Employees shall be allowed to be members of professional institutes\nthat only relate to theif occupation in ZSIC Life Limited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15.0 DISTURBANCE ALLOW ANCE\u003C\u002Fh2>\n\n\u003Cp>(i) Disturbance Allowance shall be paid to compensate an employee in part\nfor the unavoidable incidental expenses, which he\u002Fshe has to meet when he\u002Fshe\nis transferred from one station to another.\u003C\u002Fp>\n\n\u003Cp>(ii) The rate of disturbance Allowance shall be Twenty percent (20%) of\nannual basic salary across the board for employees on transfer, with Goods in\nTransit Insurance taken out by the employees at the expense of ZSIC Life\nLimited.\u003C\u002Fp>\n\n\u003Cp>(iii) Disturbance Allowance shall not be paid to an employee who is\ntransferred at his or her own request.\u003C\u002Fp>\n\n\u003Cp>(iv) When ZSIC Life Limited has transferred an employee, ZSIC Life Limited\nshall provide temporary accommodation commensurate with the grade for a period\nnot exceeding Fourteen (14) days to enable the employee secure accommodation.\nDuring this period, the Companies shall pay the employee Out of Pocket\nAllowance provided under Clause 12.0 and extend accommodation at Management’s\ndiscretion in extreme cases up to Twenty (20) days only without the\nallowance.\u003C\u002Fp>\n\n\u003Ch2>16.0 ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>When an employee is required in writing by Management to act on behalf of\nanother member of staff who is senior to him or her and so long as he or she\nhas the basic qualifications prescribed for the higher grade and he or she\nperforms this duty for a period of not less than Ten (10) days, then he or she\nwill be entitled to receive the difference between his or her salary and that\nof the incumbent, or 25% of the office holder’s salary which-ever is\nhigher.\u003C\u002Fp>\n\n\u003Ch2>17.0 RESPONSIBILITY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>When an employee is assigned to carry out duties of a position were\nsubstantive appointment is not possible for lack of necessary qualifications,\nor where an employee is required to perform additional duties or combine his or\nher duties with the duties of an employee who is in the same grade with him or\nher, provided he or she performs these duties for a period of not less than Ten\n(10) days, he or she will be entitled to a Responsibility Allowance instead of\nan Acting Allowance. The allowance will be Twenty Percent (20%) of the\nemployee’s salary.\u003C\u002Fp>\n\n\u003Ch2>18.0 LUNCH ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Lunch Allowance shall be paid only when an employee is required to travel\nlocally on company business to any place for work (beyond 25KM from their\nstation and the employee is not claiming a subsistence allowance, or when an\nemployee is duly authorized\u002Fcompelled to work over the Lunch break due to the\nnature of work\u003C\u002Fp>\n\n\u003Cp>The Allowance shall be calculated at the rate of K wacha üne Hundred and\nFifty (K 150.00) per day.\u003C\u002Fp>\n\n\u003Ch2>19.0 TRANSPORT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Transport Allowance shall be paid only when an employee is duly authorized\nto work late hours or during weekends and gazetted holidays, at a rate of\nKwacha One Hundred and Thirty (K 130.00) per day.\u003C\u002Fp>\n\n\u003Ch2>20.0 EDUCATIONAL LOAN\u003C\u002Fh2>\n\n\u003Cp>The Company shall assist employees pursuing relevant courses of study in\nforms of advances and loans where an employee does not qualify for\nsponsorship.\u003C\u002Fp>\n\n\u003Cp>(i) Advances will be recovered in Six (6) months instalments. Advances whose\nrecovery period exceeds Six (6) months shall attract an interest at a rate of\nTen percent (10%) on the principal advance amount whilst;\u003C\u002Fp>\n\n\u003Cp>(ii) Educational loans shall be recoverable over a period of Thirty Six (36)\nmonths or the duration of the course and granted at Management discretion.\u003C\u002Fp>\n\n\u003Cp>(iii) Employees who access educational loans for the full cost of study will\nbe bonded for the duration of the course period in accordance with the ZSIC\nLife Limited Training & development Policy.\u003C\u002Fp>\n\n\u003Cp>(iv) In the event of any employees who have accessed such loan resigns or\nleave the company prior to the expiry of the bondage period, they shall be\nrequired to refund the company the full cost of the loan obtained.\u003C\u002Fp>\n\n\u003Ch2>21.0 CAR LOAN\u003C\u002Fh2>\n\n\u003Cp>A confirmed employee may be granted a loan to purchase a motor vehicle on\nthe following conditions;\u003C\u002Fp>\n\n\u003Cp>(i) Full purchase price of the car.\u003C\u002Fp>\n\n\u003Cp>(ii) Repayment in Ninety Six (96) monthly installments.\u003C\u002Fp>\n\n\u003Cp>(iii) Employer shall not issue loan for purchase of vehicle older than 10\nyears.\u003C\u002Fp>\n\n\u003Cp>(iv) Absolute ownership to be in the name of any of ZSIC Life Limited.\u003C\u002Fp>\n\n\u003Cp>(v) Car to be comprehensively insured and the owner must have Personal\nAccident and Sickness Insurance cover.\u003C\u002Fp>\n\n\u003Cp>(vi) Employee must have capacity to pay as required by the Employment\nAct.\u003C\u002Fp>\n\n\u003Cp>(vii)From the date of collection of the cheque, the employee will be\nexpected to complete all the purchasing formalities within One (1) month.\u003C\u002Fp>\n\n\u003Cp>(viii)The interest rate on the Car loan shall be at Eight percent (8%) on\nreducing balance.\u003C\u002Fp>\n\n\u003Ch2>22.0 MATERIAL LOAN\u003C\u002Fh2>\n\n\u003Cp>(i)Employees who have been confirmed to permanent and pensionable positions\nshall be eligible for loans to purchase household furniture, in ZSIC Life\nLimited both shall be eligible for material loans.\u003C\u002Fp>\n\n\u003Cp>(ii)The amount of loan shall be full purchase price of the item repayable\nover a period of Twenty Four (24) months with an interest rate of Three percent\n(3%). These loans shall be granted subject to an employee’s ability to pay as\nrequired by the Employment Act.\u003C\u002Fp>\n\n\u003Cp>(iv)For the purpose of material loans, Television, Radio, Furniture, and\nCookers shall be treated as separate items thus\u003C\u002Fp>\n\n\u003Cp>(v)All material loans shall be full purchase price repayable over a period\nof Twenty Four (24) months.\u003C\u002Fp>\n\n\u003Ch2>23.0 STAFF MORTGAGE SCHEME\u003C\u002Fh2>\n\n\u003Cp>Employees who meet the minimum requirement for this scheme may be granted a\nloan in accordance with rules and regulations governing the Staff Mortgage\nscheme.\u003C\u002Fp>\n\n\u003Ch2>24.0 PERSONAL LOAN\u003C\u002Fh2>\n\n\u003Cp>(i)Employees who have been confirmed to permanent and pensionable positions\nmay be entitled to a personal loan.\u003C\u002Fp>\n\n\u003Cp>(ii)The amount of loan shall be determined by the employees’ capacity to\npay and the loan will be repayable over a period of Eighteen (18) to Thirty Six\n(36) months.\u003C\u002Fp>\n\n\u003Cp>(iii)This loan shall be granted subject to an employee’s ability to pay as\nrequired and also at Management’s discretion.\u003C\u002Fp>\n\n\u003Ch2>25.0 HOUSE AND SPECIAL LOAN \u003C\u002Fh2>\n\n\u003Ch3>(i) HOUSE LOAN\u003C\u002Fh3>\n\n\u003Cp>(a)A House loan may be granted to an employee to purchase or construct a\nhouse.\u003C\u002Fp>\n\n\u003Cp>(b)The repayment period for purchase or construction of a house shall be\nNinety-Six (96) monthly installments.\u003C\u002Fp>\n\n\u003Cp>(c)Interest on house loans shall be at six percent (6%) on reducing\nbalance.\u003C\u002Fp>\n\n\u003Cp>(d)ZSIC Life Limited may arrange a mortgage scheme facility for the purpose\nof affording employees house ownership.\u003C\u002Fp>\n\n\u003Cp>(e)Once the mortgage scheme is arranged and in place, all matters relating\nto house loans\u003C\u002Fp>\n\n\u003Cp>will be transferred and taken care of by the Mortgage scheme.\u003C\u002Fp>\n\n\u003Cp>(f)The repayment period and interest will be as per scheme rules so\nprovided.\u003C\u002Fp>\n\n\u003Ch3>(ii) SPECIAL LOAN\u003C\u002Fh3>\n\n\u003Cp>(a)A Special loan shall be paid to an employee to improve an existing\nbuilding structure i.e. wall fence, erection of a gate, installation of\nelectricity, purchase of roofing sheets, connection of water etc.\u003C\u002Fp>\n\n\u003Cp>(b)The repayment period for improving on an existing structure shall not be\nmore than Thirty Six (36) monthly installments with no interest.\u003C\u002Fp>\n\n\u003Ch2>26.0SALARY ADVANCE\u003C\u002Fh2>\n\n\u003Ch3>(i)GENERAL ADVANCE\u003C\u002Fh3>\n\n\u003Cp>At the discretion of management and subject to the employee’s capacity to\npay;\u003C\u002Fp>\n\n\u003Cp>(a)A reasonable amount may be paid as salary advance to an employee.\u003C\u002Fp>\n\n\u003Cp>(b)Such advance will be recovered in One (1) to Three (3) installments or up\nto Six (6) installments at Management’s discretion with no interest.\u003C\u002Fp>\n\n\u003Cp>(c)Only One (1) salary advance will be permitted at a time unless\nextenuating circumstances subsist.\u003C\u002Fp>\n\n\u003Ch3>(ii) SCHOOL REQUIREMENTS ADVANCE\u003C\u002Fh3>\n\n\u003Cp>At the discretion of Management, advance of salary to purchase school\nrequirements every term will be approved and granted to employees on the\nfollowing conditions;\u003C\u002Fp>\n\n\u003Cp>(a)Such advance will be granted subject to an employee’s ability to\nrepay.\u003C\u002Fp>\n\n\u003Cp>(b)Such advance will be recovered in Three (3) monthly installments.\u003C\u002Fp>\n\n\u003Ch2>27.0 RIGHT TO RECOVER ASSETS DUE TO THE COMPANY\u003C\u002Fh2>\n\n\u003Cp>The ZSIC Life Limited shall be entitled, on the termination of an\nemployee’s service for any reason whatsoever, to recover all outstanding\nmonies due and assets from the employee’s terminal benefits and other\nentitlements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Ch2>28.0 MEDICAL SCHEME BENEFIT\u003C\u002Fh2>\n\n\u003Cp>(i)ZSIC Life Limited will take up a non-contributory medical insurance\npolicy to cover for outpatient treatment and hospitalization of employee,\nspouse, children and Four (04) registered dependents.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii)Such arranged medical schemes will be communicated to employees with\ntheir governing rules.\u003C\u002Fp>\n\n\u003Cp>(iii)The cover will be a maximum of Kwacha Fifteen Thousand (K 15, 000.00)\nper annum for outpatient treatment and up to a maximum of Kwacha Twenty\nThousand (K 20, 000.00) per annum for hospitalization.\u003C\u002Fp>\n\n\u003Cp>(iv)Only employees shall be allowed optical treatment and services under the\nmedical scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch2>29.0 FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cp>(i)In the event of death of employee, the employer will pay funeral grant of\nKwacha Six Thousand Five Hundred (K 6, 500.00) cash plus standard coffin and\nfuneral parlor service.\u003C\u002Fp>\n\n\u003Cp>(ii)In the event of death of a spouse, the funeral grant will be Kwacha Six\nThousand Five Hundred (K 6, 500.00) cash plus standard coffin and funeral\nparlor service.\u003C\u002Fp>\n\n\u003Cp>(iii)In the event of death of a child, the funeral grant will be Kwacha Five\nThousand Five Hundred (K 5,500.00) cash plus standard coffin and funeral parlor\nservice.\u003C\u002Fp>\n\n\u003Cp>(iv)In the event of death of registered dependents, the grant will be Kwacha\nFive Thousand (K 5,000.00) cash only for only Four (4) registered dependents\nonly.\u003C\u002Fp>\n\n\u003Cp>(v)In the event of death of biological parent, brother\u002Fand sister the grant\nwill be Kwacha Four Thousand Five Hundred (K4, 500.00) cash only.\u003C\u002Fp>\n\n\u003Cp>(vi)In the event of a Still Birth, the grant will be Kwacha Three Thousand\n(K3, 000.00) cash only.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>30.0 JOB EVALUATION SCHEME\u003C\u002Fh2>\n\n\u003Cp>(i)ZSIC Life Limited and the Union have agreed that grading of posts within\nthe agreed grades shall be done by means of job evaluation.\u003C\u002Fp>\n\n\u003Cp>(ii)The Job Evaluation Scheme shall be a continuous exercise and shall be\nadministered by the Human Resources Division.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31.0 EMPLOYEE RECOGNITION AWARD\u003C\u002Fh2>\n\n\u003Cp>An employee who completes Ten (1 O), Fifteen ( 15), Twenty (20), and\nTweny-five (25) years of unbroken dedicated service with the Company shall be\nentitled to a long service award to be determined by Management in consultation\nwith the Union. Such awards shall also ihclude such criteria as hard work, most\ndisciplined, most improved and other criteria determined by Management and\nshall be presented during Labour Day Celebrations of each year.\u003C\u002Fp>\n\n\u003Ch2>32.0 MERITORIOUS AWARD\u003C\u002Fh2>\n\n\u003Cp>Management in consultation with the Union will recognize outstanding\nachievements by employees from time to time and be given a meritorious\naward.\u003C\u002Fp>\n\n\u003Ch2>33.0 RECORD OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>An employee leaving the Company service shall be given a record of service\nin terms of the Employment Act Cap 512.\u003C\u002Fp>\n\n\u003Ch2>34.0 UNIFORM AND PROTECTIVE WEAR\u003C\u002Fh2>\n\n\u003Cp>The Company shall provide uniform to certain categories of workers, e.g.\nCleaners, Office Messengers, Drivers, Security Guards etc and shall be replaced\nfrom time to time as may be necessary or as a result of wear and tear. ZSIC\nLife Limited shall pay a Laundry Allowance at the rate of Kwacha One Hundred\n& Fifty (K 150.00) per month to employees in this category.\u003C\u002Fp>\n\n\u003Ch2>35.0 REDUNDANCY BENEFIT\u003C\u002Fh2>\n\n\u003Cp>In the event of redundancy being inevitable or occurring inevitable, and in\naccordance with the law, the following formula shall apply; (v)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Ch2>36.0 MEDICAL DISCHARGE BENEFIT\u003C\u002Fh2>\n\n\u003Cp>In the event of the above occurring and in accordance with the Law, the\nfollowing formula shall apply;\u003C\u002Fp>\n\n\u003Cp>(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of separation.\u003C\u002Fp>\n\n\u003Cp>(ii)Two (2) months’ salary for each completed year of service for the\nfirst ten (10) years, plus,\u003C\u002Fp>\n\n\u003Cp>(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\u003C\u002Fp>\n\n\u003Cp>(iv)Three and a half (3.5)months’ salary for each completed year in excess\nof Twenty (20) years, plus\u003C\u002Fp>\n\n\u003Cp>(v)Three (3) months in lieu of notice to terminate employment, plus\u003C\u002Fp>\n\n\u003Cp>(vi)Repatriation Allowance\u003C\u002Fp>\n\n\u003Ch2>37.0 VOLUNTARY SEPARATION BENEFIT\u003C\u002Fh2>\n\n\u003Cp>Voluntary Separation shall be at the discretion of Management. Where the\nCompanies has separated an employee, the following formula shall apply;\u003C\u002Fp>\n\n\u003Cp>(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of separation.\u003C\u002Fp>\n\n\u003Cp>(ii)Two (2) months’ salary for each completed year of service for the\nfirst Ten (10) years, plus,\u003C\u002Fp>\n\n\u003Cp>(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\u003C\u002Fp>\n\n\u003Cp>(iv)Three and a half (3.5)months’ salary for each completed year in excess\nof Twenty (20) years, plus\u003C\u002Fp>\n\n\u003Cp>(v)Three (3) months in lieu of notice to terminate employment, plus\u003C\u002Fp>\n\n\u003Cp>(vi)Repatriation Allowance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2>38.0 NORMAL RETIREMENT BENEFIT\u003C\u002Fh2>\n\n\u003Cp>Employees who have more than 10 years of service from 15th October 2018 in\nthe company shall have their benefits calculated as follows upon reaching the\nage of sixty (60);\u003C\u002Fp>\n\n\u003Cp>(v)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\u003C\u002Fp>\n\n\u003Cp>WHEREAS Employees who have less than 10 years of service from 15th October\n2018 in the company shall have their benefits calculated as follows upon\nreaching the age of sixty (60);\u003C\u002Fp>\n\n\u003Cp>(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\u003C\u002Fp>\n\n\u003Cp>(ii)Two (2) months’ salary for each completed year of service for the\nfirst ten (10) years, plus\u003C\u002Fp>\n\n\u003Cp>(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\u003C\u002Fp>\n\n\u003Cp>(iv)Three and a half (3.5) months’ salary for each completed year in\nexcess of Twenty (20) years, plus\u003C\u002Fp>\n\n\u003Cp>(v)Three (3) months in lieu of notice to terminate employment, plus\u003C\u002Fp>\n\n\u003Cp>(vi)Repatriation Allowance\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003C\u002Fdiv>\n\n\u003Ch2>38.1 EARLY RETIREMENT BENEFIT\u003C\u002Fh2>\n\n\u003Cp>Employees who have more than 10 years of service from 15th October 2018 in\nthe company shall have their benefits calculated as follows upon reaching the\nage of Fifty Five (55);\u003C\u002Fp>\n\n\u003Cp>(i) Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\u003C\u002Fp>\n\n\u003Cp>WHEREAS Employees who have less than 10 years of service from 15th October\n2018 in the company shall have their benefits calculated as follows upon\nreaching the age of sixty (60);\u003C\u002Fp>\n\n\u003Cp>(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\u003C\u002Fp>\n\n\u003Cp>(ii)Two (2) months’ salary for each completed year of service for the\nfirst ten (10) years, plus\u003C\u002Fp>\n\n\u003Cp>(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\u003C\u002Fp>\n\n\u003Cp>(iv)Three and a half (3.5) months’ salary for each completed year in\nexcess of Twenty (20) years, plus\u003C\u002Fp>\n\n\u003Cp>(v)Three (3) months in lieu of notice to terminate employment, plus\u003C\u002Fp>\n\n\u003Cp>(vi)Repatriation Allowance\u003C\u002Fp>\n\n\u003Cp>It is further agreed that permanent and pensionable employees shall be\nawarded an increment on their basic pay of K5,000.00 with effect from 1st\nJanuary 2019 and that the benefits above shall only apply to permanent and\npensionable employees who are serving in the Company as at 15lh October, 2018\nand that the accrued benefits of the permanent and pensionable staff will be\nlocked as at 30th September, 2018. Furthermore, in addition to the KS,000.00\nawarded to the basic pay, with effect from I s1 January 2019, ali pay slip a\nlowances that employees are entitled to shall be merged to the basic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>39.0 REPATRIATION BENEFIT\u003C\u002Fh2>\n\n\u003Cp>All employees on Early Retirement, Normal Retirement or Medical Discharge\nand immediate families of the deceased will be repatriated. Repatriation shall\nbe conducted by renowned removal firms by the Company at full cost.\u003C\u002Fp>\n\n\u003Cp>(i) Those opting for cash, the Company shall pay a lump sum of Kwacha Ten\nThousand (K 10,000.00)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>40.0 STAFF PENSION FUND\u003C\u002Fh2>\n\n\u003Cp>(i) All employees as defined in the following sub-section shall be required\nto join the ZSIC Staff Pension Scheme.\u003C\u002Fp>\n\n\u003Cp>(ii) Employees shall be eligible for membership of the Staff Pension Fund if\nhe or she;\u003C\u002Fp>\n\n\u003Cp>(a)Has been confirmed in his\u002Fher appointment.\u003C\u002Fp>\n\n\u003Cp>(b)Is not serving on a temporal basis.\u003C\u002Fp>\n\n\u003Cp>(c)Is not older than Forty five (45) years.\u003C\u002Fp>\n\n\u003Cp>(d)The normal retirement age of employees shall be sixty (60) years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iii)Employees who separate from the Company for any reason whatsoever shall\nreceive their pension benefits in accordance with Scheme rules and as guided by\nthe Pensions Insurance Authority (PIA).\u003C\u002Fp>\n\n\u003Cp>(iv)Management will help in transferring the employee’s contributions for\nthose who opt to request for it, to their new employers on resignation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>41.0 GROUP LIFE ASSURANCE BENEFITS (GLA)\u003C\u002Fh2>\n\n\u003Cp>In line with the provisions of the Group Life Assurance Scheme administered\nby the ZSIC Life Limited, the death benefit to the beneficiaries of the estate\nshall be Three (3) times the employee’s Annual salary.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch2>42.0 GROUP PERSONAL ACCIDENT (GPA)\u003C\u002Fh2>\n\n\u003Cp>All employees shall be entitled to Group Personal Accident cover at Five (5)\ntimes of each employee's annual basic salary. This cover shall be\nnon-contributory.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>43.0 NATIONAL PENSION SCHEME AUTHORITY (NAPSA)\u003C\u002Fh2>\n\n\u003Cp>In accordance with statutory regulations, membership of the National Pension\nScheme Authority is compulsory for all employees. Contributions to this Fund\nshall be as of then obtaining or as amended from time to time.\u003C\u002Fp>\n\n\u003Ch2>44.0 CHRISTMAS GIFT\u003C\u002Fh2>\n\n\u003Cp>Management at their discretion, but in consultation with the Union, shall\nconsider paying a Christmas Gift. (Discretion shall mean that Management shall\nhave the final decision)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>45.0 GENERAL SALARY INCREMENT\u003C\u002Fh2>\n\n\u003Cp>(i) A general salary increment shall be negotiated for annually. All\neligible employees of ZSIC Life Limited shall receive a general salary\nincrement of K 1,000.00 on the basic pay, effective 1st January 2019.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) In addition to the general increments awarded, employees shall be\nawarded increments based on individual performance appraisals.\u003C\u002Fp>\n\n\u003Cp>(iii)In addition to the general increments awarded, employees may be awarded\nincrements based on the Company’s performance in the second quarter of\n2019.\u003C\u002Fp>\n\n\u003Ch2>46.0 WAGE OPENER\u003C\u002Fh2>\n\n\u003Cp>It is further agreed that the following items will be discussed and\nnegotiated upon, annually:-\u003C\u002Fp>\n\n\u003Cp>(i)Basic Pay\u003C\u002Fp>\n\n\u003Cp>(ii)Funeral Grant\u003C\u002Fp>\n\n\u003Cp>(iii)Travel on Leave Allowance\u003C\u002Fp>\n\n\u003Cp>(iv)Normal Retirement Benefits\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>47.0 DISCIPLINARY AND GRIEVANCE PROCEDURE CODE\u003C\u002Fh2>\n\n\u003Cp>The Union acknowledges that it is the function of the employer to maintain\norder, discipline and efficiency and to discharge, suspend or penalize\nemployees for proper cause in accordance with the ZSIC Life Limited\nDisciplinary & Grievance Procedure Code.\u003C\u002Fp>\n\n\u003Cp>The ZSIC Life Limited Disciplinary & Grievance Procedure Code in force\nshall be read together with this Collective agreement and will form an\nappendix. (APPENDIX C)\u003C\u002Fp>\n\n\u003Ch2>48.0 INTERPRETATION\u003C\u002Fh2>\n\n\u003Cp>The provision of these conditions shall in all cases and in all respects be\ninterpreted in accordance with the Laws of the Republic of Zambia. Disputes or\ndifferences which arise at any time hereafter between the parties hereto shall\nbe settled in accordance with the Laws of the Republic of Zambia.\u003C\u002Fp>\n\n\u003Ch2>49.0 DATE AND VALIDITY OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The Agreement shall remain in force for a period of Two (2) years,\ncommencing 1st January 2019 to 31st December 2020.\u003C\u002Fp>\n\n\u003Cp>The Agreement may be amended by mutual consent of the parties and shall\nremain in force, unless:\u003C\u002Fp>\n\n\u003Cp>(i)Cancelled by mutual agreement or\u003C\u002Fp>\n\n\u003Cp>(ii)Terminated by either party by giving Three (3) months’ notice.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>50.0 APPENDIX\u003C\u002Fh2>\n\n\u003Cp>The following documents will form part of this Collective Agreement and\nwhenever they are being interpreted, will be read as one;\u003C\u002Fp>\n\n\u003Cp>(i)Salary Structure (APPENDIX A)\u003C\u002Fp>\n\n\u003Cp>(ii)Job Grading Structure (APPENDIX B)\u003C\u002Fp>\n\n\u003Cp>(iii)Disciplinary and Grievance Procedure Code. (APPENDIX C)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iv)Human Resources policies such as Workplace Wellness Policy, Training\n& development Policy, Recruitment Policy etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cynthia M. Chapewa Director - Legal\u002FActing Head-Human Capital &\nAdministration\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mwewa Kyamulanda Director'- Investments and Treasury\u003C\u002Fp>\n\n\u003Cp>Clemen\u002FKasonde Bargaining ^nit Chairperson\u003C\u002Fp>\n\n\u003Cp>Collective Agreement - 1st Jan 2019 to 3 Is' Dec 2020\u003C\u002Fp>\n\n\u003Cp>{ f ~ ■\"Z*\u003C\u002Fp>\n\n\u003Cp>Î • ' *,*-** f>‘ LABOUR\u003C\u002Fp>\n\n\u003Cp>Jack Munsaka\u003C\u002Fp>\n\n\u003Cp>Bargaining Unit SecretaryV 70»\u003C\u002Fp>\n\n\u003Cp>OFRCfc OF i h;'E LABOUfv C0MMISS«ONE R\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Collective Agreement 2019 to 31s1 Dec 2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"JOBTITLE_trigger":44,"jobclassifaction1":48,"TRAINING_trigger":50,"trainingprogrammes":54,"SOCSEC_trigger":58,"pensionfund":62,"contracttrial":65,"contracttrialperiod":69,"contractseverancepay":73,"contractseverancepay1":77,"maxsicknesspay":81,"maxsicknesspayperc":85,"maxsicknesspaytype":89,"disabilitypay":93,"healthcareaccess":97,"healthcareaccessrelatives":101,"healthinsurance":104,"healthinsurancerelatives":106,"funeralpay":108,"WORKFAM_trigger":112,"paidmaternityleave":116,"paidmaternityleaveduration":119,"paidmaternityleavepay":121,"paidmaternityleavepayperc":125,"jobsecuritymothers":127,"maternityexcludedtxt":131,"pregnancy":135,"paidpaternityleave":139,"paidpaternityleaveduration":143,"childcare":147,"childcareleave":151,"deathrelativesleave":155,"nursingmothers":159,"maternity_nursing_breaks_duration":161,"maternity_nursing_breaks_length":163,"hourspday":165,"hourspweek":169,"dayspweek":171,"holidaysdays":175,"holidaysweeks":179,"TRADEUNLEAV_trigger":181,"WAGES_determined":185,"PAYSCALES_trigger":187,"STRUCINCR_trigger":191,"ANNLEAVE_trigger":195,"OVERTIME_trigger":199,"overtimeallowancetype_general":203,"overtimeallowancetype":207,"overtimeallowanceperc1":209,"SUNDAY_trigger":211},{"bindId":45,"name":46,"text":47},"JOBTITLE_trigger","7.0 SALARY AND ANNUAL INCREMENTS (i) For","7.0 SALARY AND ANNUAL INCREMENTS\n\n(i) For a new entrant, grade and salary shall be prescribed by the\nManagement in accordance with the Job Grading structure and Salary Structure,\nwho shall have the power to appoint such an employee to a particular grade and\ndetermine his\u002Fher entry point.",{"bindId":49,"name":46,"text":47},"jobclassifaction1",{"bindId":51,"name":52,"text":53},"TRAINING_trigger","9.0 TRAINING (i) The Union and ZSIC Life","9.0 TRAINING\n\n(i) The Union and ZSIC Life Limited fully realize the importance of training\nlocal Human Resources in the running of ZSIC Life Limited as a whole. In view\nof this, ZSIC Life Limited undertakes to do all in its power to train its\nemployee’s for current and higher responsibilities.",{"bindId":55,"name":56,"text":57},"trainingprogrammes","(ii) Whenever training is deemed necessa","(ii) Whenever training is deemed necessary, employees shall be sent to\ncolleges and institutions of learning on such terms as guided by ZSIC Life\nLimited Training & Development Policy.",{"bindId":59,"name":60,"text":61},"SOCSEC_trigger","40.0 STAFF PENSION FUND (i) All employee","40.0 STAFF PENSION FUND\n\n(i) All employees as defined in the following sub-section shall be required\nto join the ZSIC Staff Pension Scheme.\n\n(ii) Employees shall be eligible for membership of the Staff Pension Fund if\nhe or she;\n\n(a)Has been confirmed in his\u002Fher appointment.\n\n(b)Is not serving on a temporal basis.\n\n(c)Is not older than Forty five (45) years.\n\n(d)The normal retirement age of employees shall be sixty (60) years.",{"bindId":63,"name":60,"text":64},"pensionfund","40.0 STAFF PENSION FUND\n\n(i) All employees as defined in the following sub-section shall be required\nto join the ZSIC Staff Pension Scheme.\n\n(ii) Employees shall be eligible for membership of the Staff Pension Fund if\nhe or she;\n\n(a)Has been confirmed in his\u002Fher appointment.\n\n(b)Is not serving on a temporal basis.\n\n(c)Is not older than Forty five (45) years.\n\n(d)The normal retirement age of employees shall be sixty (60) years.\n\n(iii)Employees who separate from the Company for any reason whatsoever shall\nreceive their pension benefits in accordance with Scheme rules and as guided by\nthe Pensions Insurance Authority (PIA).\n\n(iv)Management will help in transferring the employee’s contributions for\nthose who opt to request for it, to their new employers on resignation.",{"bindId":66,"name":67,"text":68},"contracttrial","PROBATIONARY PERIOD (i) All employees sh","PROBATIONARY PERIOD\n\n(i) All employees shall serve a probationary period of a minimum of three\n(3) months and a maximum of six (6) months. However, at the end of the maximum\nprobationary period of six (6) months, ZSIC Life Limited reserves the right to\neither confirm or terminate employment.\n\n(ii) ZSIC Life Limited reserves the right to extend the probationary period.\nIn the event of an extension of the probationary period and by or before the\nend of such extension, ZSIC Life Limited shall have the right to either confirm\nor terminate the employment. Such extension of the probationary period shall be\nfinal and for not more than 3 months, where upon ZSIC Life Limited shall either\nconfirm the employee or terminate employment.",{"bindId":70,"name":71,"text":72},"contracttrialperiod","(i) All employees shall serve a probatio","(i) All employees shall serve a probationary period of a minimum of three\n(3) months and a maximum of six (6) months. However, at the end of the maximum\nprobationary period of six (6) months, ZSIC Life Limited reserves the right to\neither confirm or terminate employment.",{"bindId":74,"name":75,"text":76},"contractseverancepay","38.0 NORMAL RETIREMENT BENEFIT Employees","38.0 NORMAL RETIREMENT BENEFIT\n\nEmployees who have more than 10 years of service from 15th October 2018 in\nthe company shall have their benefits calculated as follows upon reaching the\nage of sixty (60);\n\n(v)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\n\nWHEREAS Employees who have less than 10 years of service from 15th October\n2018 in the company shall have their benefits calculated as follows upon\nreaching the age of sixty (60);\n\n(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\n\n(ii)Two (2) months’ salary for each completed year of service for the\nfirst ten (10) years, plus\n\n(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\n\n(iv)Three and a half (3.5) months’ salary for each completed year in\nexcess of Twenty (20) years, plus\n\n(v)Three (3) months in lieu of notice to terminate employment, plus\n\n(vi)Repatriation Allowance",{"bindId":78,"name":79,"text":80},"contractseverancepay1","36.0 MEDICAL DISCHARGE BENEFIT In the ev","36.0 MEDICAL DISCHARGE BENEFIT\n\nIn the event of the above occurring and in accordance with the Law, the\nfollowing formula shall apply;\n\n(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of separation.\n\n(ii)Two (2) months’ salary for each completed year of service for the\nfirst ten (10) years, plus,\n\n(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\n\n(iv)Three and a half (3.5)months’ salary for each completed year in excess\nof Twenty (20) years, plus\n\n(v)Three (3) months in lieu of notice to terminate employment, plus\n\n(vi)Repatriation Allowance\n\n37.0 VOLUNTARY SEPARATION BENEFIT\n\nVoluntary Separation shall be at the discretion of Management. Where the\nCompanies has separated an employee, the following formula shall apply;\n\n(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of separation.\n\n(ii)Two (2) months’ salary for each completed year of service for the\nfirst Ten (10) years, plus,\n\n(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\n\n(iv)Three and a half (3.5)months’ salary for each completed year in excess\nof Twenty (20) years, plus\n\n(v)Three (3) months in lieu of notice to terminate employment, plus\n\n(vi)Repatriation Allowance\n\n38.0 NORMAL RETIREMENT BENEFIT\n\nEmployees who have more than 10 years of service from 15th October 2018 in\nthe company shall have their benefits calculated as follows upon reaching the\nage of sixty (60);\n\n(v)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\n\nWHEREAS Employees who have less than 10 years of service from 15th October\n2018 in the company shall have their benefits calculated as follows upon\nreaching the age of sixty (60);\n\n(i)Twenty-six (26) months’ salary across the board and that the monthly\nsalary to refer to will be the salary in the month of September 2018.\n\n(ii)Two (2) months’ salary for each completed year of service for the\nfirst ten (10) years, plus\n\n(iii)For the next Ten (10) years, Three (3) months’ salary for each\ncompleted year of service in excess of first Ten (10) years, plus\n\n(iv)Three and a half (3.5) months’ salary for each completed year in\nexcess of Twenty (20) years, plus\n\n(v)Three (3) months in lieu of notice to terminate employment, plus\n\n(vi)Repatriation Allowance",{"bindId":82,"name":83,"text":84},"maxsicknesspay","11.2 SICK LEAVE Subject to the provision","11.2 SICK LEAVE\n\nSubject to the provision of Section (54) of the Employment Act an employee\nwho according to the judgment\u002F examination of a registered medical practitioner\nis unable to fully execute his work by reason of sickness or incapacitation\u002F\nand accident shall on production of a medical certificate be granted paid sick\nleave as follows:\n\n(i) During the probationary period and after completion of one month’s\ncontinuous service and up to a maximum of Thirty (30) days.\n\n(ii) The sick leave pay entitlement for permanent employees shall be up to a\nmaximum Six (6) months on full pay and thereafter the next Six (6) months on\nhalf pay.\n\n(iii) When an employee exhausts his sick leave due to prolonged sick absence\nas contained in option 11.2 (ii), Management shall request for a medical review\n\u002F examination to ascertain the fitness to continue working from a Medical\npractitioner as contained in Section 36(2) of the Employment Act.\n\n(iv) If an employee absents himself\u002Fherself from work even for one day on\naccount of sickness he\u002Fshe shall be regarded as absent unless a medical\ncertificate\u002F sick off certificate is obtained from a registered Medical\npractitioner except for female employees who shall be entitled to one day’s\nabsence from work each month without having to produce a medical certificate\u002F\nsick off certificate, but should give prior notification of their absence.",{"bindId":86,"name":87,"text":88},"maxsicknesspayperc","(ii) The sick leave pay entitlement for ","(ii) The sick leave pay entitlement for permanent employees shall be up to a\nmaximum Six (6) months on full pay and thereafter the next Six (6) months on\nhalf pay.",{"bindId":90,"name":91,"text":92},"maxsicknesspaytype","(i) During the probationary period and a","(i) During the probationary period and after completion of one month’s\ncontinuous service and up to a maximum of Thirty (30) days.\n\n(ii) The sick leave pay entitlement for permanent employees shall be up to a\nmaximum Six (6) months on full pay and thereafter the next Six (6) months on\nhalf pay.",{"bindId":94,"name":95,"text":96},"disabilitypay","42.0 GROUP PERSONAL ACCIDENT (GPA) All e","42.0 GROUP PERSONAL ACCIDENT (GPA)\n\nAll employees shall be entitled to Group Personal Accident cover at Five (5)\ntimes of each employee's annual basic salary. This cover shall be\nnon-contributory.",{"bindId":98,"name":99,"text":100},"healthcareaccess","28.0 MEDICAL SCHEME BENEFIT (i)ZSIC Life","28.0 MEDICAL SCHEME BENEFIT\n\n(i)ZSIC Life Limited will take up a non-contributory medical insurance\npolicy to cover for outpatient treatment and hospitalization of employee,\nspouse, children and Four (04) registered dependents.\n\n(ii)Such arranged medical schemes will be communicated to employees with\ntheir governing rules.\n\n(iii)The cover will be a maximum of Kwacha Fifteen Thousand (K 15, 000.00)\nper annum for outpatient treatment and up to a maximum of Kwacha Twenty\nThousand (K 20, 000.00) per annum for hospitalization.\n\n(iv)Only employees shall be allowed optical treatment and services under the\nmedical scheme.",{"bindId":102,"name":99,"text":103},"healthcareaccessrelatives","28.0 MEDICAL SCHEME BENEFIT\n\n(i)ZSIC Life Limited will take up a non-contributory medical insurance\npolicy to cover for outpatient treatment and hospitalization of employee,\nspouse, children and Four (04) registered dependents.",{"bindId":105,"name":99,"text":103},"healthinsurance",{"bindId":107,"name":99,"text":103},"healthinsurancerelatives",{"bindId":109,"name":110,"text":111},"funeralpay","29.0 FUNERAL GRANT (i)In the event of de","29.0 FUNERAL GRANT\n\n(i)In the event of death of employee, the employer will pay funeral grant of\nKwacha Six Thousand Five Hundred (K 6, 500.00) cash plus standard coffin and\nfuneral parlor service.\n\n(ii)In the event of death of a spouse, the funeral grant will be Kwacha Six\nThousand Five Hundred (K 6, 500.00) cash plus standard coffin and funeral\nparlor service.\n\n(iii)In the event of death of a child, the funeral grant will be Kwacha Five\nThousand Five Hundred (K 5,500.00) cash plus standard coffin and funeral parlor\nservice.\n\n(iv)In the event of death of registered dependents, the grant will be Kwacha\nFive Thousand (K 5,000.00) cash only for only Four (4) registered dependents\nonly.\n\n(v)In the event of death of biological parent, brother\u002Fand sister the grant\nwill be Kwacha Four Thousand Five Hundred (K4, 500.00) cash only.\n\n(vi)In the event of a Still Birth, the grant will be Kwacha Three Thousand\n(K3, 000.00) cash only.",{"bindId":113,"name":114,"text":115},"WORKFAM_trigger","11.4 MATERNITY LEAVE i) Female employees","11.4 MATERNITY LEAVE\n\ni) Female employees shall be granted maternity leave on the following\nconditions:\n\na) The total period of absence shall not exceed One Hundred and Twenty (120)\ndays including intervening holidays, Saturdays and Sundays on full pay against\na medical certificate after delivery signed by a registered medical\npractitioner. (The number of maternity days shall be subject to change in the\nevent of Legislative amendments).\n\nThereafter the employee may take all or part of the accrued leave if any due\nand when this is exhausted any leave taken shall be unpaid at the discretion of\nManagement.\n\nb)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\nsick leave.\n\nc)On completion of maternity leave the employee shall return to her former\nposition except in the event of promotion, transfer, or demotion for\ndisciplinary reasons.\n\nd)An employee shall only qualify for paid maternity leave at intervals of\ntwo (2) years beginning from the last day of the previous maternity leave or\nTwelve (12) months from the date of engagement.\n\ne)Female employees shall be granted time off to breast feed their child up\nto Six (6) months after birth for One and a half hours (1.5) from 12:30 to\n14:00 hours daily.\n\n11.5 PATERNITY LEAVE\n\n(i)Male employees shall be granted paternity leave on the following\nconditions:- (a) A total of Five (5) days paternity leave should be authorized\nfor the birth of a child\n\nupon production of a birth certificate or record from a recognized and\nregistered Clinic or Hospital.",{"bindId":117,"name":114,"text":118},"paidmaternityleave","11.4 MATERNITY LEAVE\n\ni) Female employees shall be granted maternity leave on the following\nconditions:\n\na) The total period of absence shall not exceed One Hundred and Twenty (120)\ndays including intervening holidays, Saturdays and Sundays on full pay against\na medical certificate after delivery signed by a registered medical\npractitioner. (The number of maternity days shall be subject to change in the\nevent of Legislative amendments).",{"bindId":120,"name":114,"text":118},"paidmaternityleaveduration",{"bindId":122,"name":123,"text":124},"paidmaternityleavepay","a) The total period of absence shall not","a) The total period of absence shall not exceed One Hundred and Twenty (120)\ndays including intervening holidays, Saturdays and Sundays on full pay against\na medical certificate after delivery signed by a registered medical\npractitioner. (The number of maternity days shall be subject to change in the\nevent of Legislative amendments).",{"bindId":126,"name":123,"text":124},"paidmaternityleavepayperc",{"bindId":128,"name":129,"text":130},"jobsecuritymothers","c)On completion of maternity leave the e","c)On completion of maternity leave the employee shall return to her former\nposition except in the event of promotion, transfer, or demotion for\ndisciplinary reasons.",{"bindId":132,"name":133,"text":134},"maternityexcludedtxt","d)An employee shall only qualify for pai","d)An employee shall only qualify for paid maternity leave at intervals of\ntwo (2) years beginning from the last day of the previous maternity leave or\nTwelve (12) months from the date of engagement.",{"bindId":136,"name":137,"text":138},"pregnancy","e)Female employees shall be granted time","e)Female employees shall be granted time off to breast feed their child up\nto Six (6) months after birth for One and a half hours (1.5) from 12:30 to\n14:00 hours daily.",{"bindId":140,"name":141,"text":142},"paidpaternityleave","11.5 PATERNITY LEAVE (i)Male employees s","11.5 PATERNITY LEAVE\n\n(i)Male employees shall be granted paternity leave on the following\nconditions:- (a) A total of Five (5) days paternity leave should be authorized\nfor the birth of a child\n\nupon production of a birth certificate or record from a recognized and\nregistered Clinic or Hospital.",{"bindId":144,"name":145,"text":146},"paidpaternityleaveduration","(i)Male employees shall be granted pater","(i)Male employees shall be granted paternity leave on the following\nconditions:- (a) A total of Five (5) days paternity leave should be authorized\nfor the birth of a child",{"bindId":148,"name":149,"text":150},"childcare","(iv) If an employee absents himself\u002Fhers","(iv) If an employee absents himself\u002Fherself from work even for one day on\naccount of sickness he\u002Fshe shall be regarded as absent unless a medical\ncertificate\u002F sick off certificate is obtained from a registered Medical\npractitioner except for female employees who shall be entitled to one day’s\nabsence from work each month without having to produce a medical certificate\u002F\nsick off certificate, but should give prior notification of their absence.\n\n11.3 COMPASSIONATE SICK LEAVE\n\nManagement, at its own discretion, shall grant an employee compassionate\nleave of absence of up to Ten (10) days without loss of pay to enable him\u002Fher\nnurse a sick spouse or child hospitalized. The leave shall be granted on\nproduction of documentary recommendation from a medical practitioner of a\nmedical institution registered with the Medical Council of Zambia.",{"bindId":152,"name":153,"text":154},"childcareleave","Management, at its own discretion, shall","Management, at its own discretion, shall grant an employee compassionate\nleave of absence of up to Ten (10) days without loss of pay to enable him\u002Fher\nnurse a sick spouse or child hospitalized. The leave shall be granted on\nproduction of documentary recommendation from a medical practitioner of a\nmedical institution registered with the Medical Council of Zambia.",{"bindId":156,"name":157,"text":158},"deathrelativesleave","-at death of a registered spouse - Fourt","-at death of a registered spouse - Fourteen (14) consecutive days.\n\n-at death of a registered parent and child - Ten (10) consecutive days\n\n-at death of a registered brother\u002F sister - Seven (7) consecutive days\n\n-at death of a registered dependent - Five (5) consecutive days.",{"bindId":160,"name":137,"text":138},"nursingmothers",{"bindId":162,"name":137,"text":138},"maternity_nursing_breaks_duration",{"bindId":164,"name":137,"text":138},"maternity_nursing_breaks_length",{"bindId":166,"name":167,"text":168},"hourspday","10.0 HOURS OF WORK (i) All employees sha","10.0 HOURS OF WORK\n\n(i) All employees shall be required to work a forty (40) hour week spread\nover five (5) days, except for security employees who shall be required to work\nforty eight (48) hours per week or shift work as and when dictated by\noperational requirements.",{"bindId":170,"name":167,"text":168},"hourspweek",{"bindId":172,"name":173,"text":174},"dayspweek","(i) All employees shall be required to w","(i) All employees shall be required to work a forty (40) hour week spread\nover five (5) days, except for security employees who shall be required to work\nforty eight (48) hours per week or shift work as and when dictated by\noperational requirements.",{"bindId":176,"name":177,"text":178},"holidaysdays","(ii) All Unionized Employees, i.e. emplo","(ii) All Unionized Employees, i.e. employees in Grades ZS 8 to ZS 11, shall\naccrue three (3) days per month.",{"bindId":180,"name":177,"text":178},"holidaysweeks",{"bindId":182,"name":183,"text":184},"TRADEUNLEAV_trigger","11.9 LEAVE OF ABSENCE FOR UNION ACTIVITI","11.9 LEAVE OF ABSENCE FOR UNION ACTIVITIES\n\nA unionized employee shall be granted leave of absence with full pay to\njpttepd Ip or participate in the activities of the union in accordance with the\nprovisions of the Recognition Agreement.",{"bindId":186,"name":46,"text":47},"WAGES_determined",{"bindId":188,"name":189,"text":190},"PAYSCALES_trigger","50.0 APPENDIX The following documents wi","50.0 APPENDIX\n\nThe following documents will form part of this Collective Agreement and\nwhenever they are being interpreted, will be read as one;\n\n(i)Salary Structure (APPENDIX A)\n\n(ii)Job Grading Structure (APPENDIX B)\n\n(iii)Disciplinary and Grievance Procedure Code. (APPENDIX C)",{"bindId":192,"name":193,"text":194},"STRUCINCR_trigger","45.0 GENERAL SALARY INCREMENT (i) A gene","45.0 GENERAL SALARY INCREMENT\n\n(i) A general salary increment shall be negotiated for annually. All\neligible employees of ZSIC Life Limited shall receive a general salary\nincrement of K 1,000.00 on the basic pay, effective 1st January 2019.",{"bindId":196,"name":197,"text":198},"ANNLEAVE_trigger","(iv) Travel on Leave Allowance shall be ","(iv) Travel on Leave Allowance shall be paid to employees who proceed on\nannual leave of not less than Ten (10) days to enable them meet travel expenses\nto their destinations. The rate of travel on leave allowance shall be twenty\n(20%) gross of annual basic salary across the board.",{"bindId":200,"name":201,"text":202},"OVERTIME_trigger","10.2 Ordinary Overtime All hours of over","10.2 Ordinary Overtime\n\nAll hours of overtime worked over the regular scheduled hours during the\nweek shall be paid at time and a half (i.e. Normal rates plus 50 per cent).",{"bindId":204,"name":205,"text":206},"overtimeallowancetype_general","The Company shall pay a rate of Kwacha T","The Company shall pay a rate of Kwacha Two Hundred (K200.00) per day in lieu\nof the Statutory overtime rates stipulated in Clause 10.0 (ii), 10.2 and\n10.3.",{"bindId":208,"name":201,"text":202},"overtimeallowancetype",{"bindId":210,"name":201,"text":202},"overtimeallowanceperc1",{"bindId":212,"name":213,"text":214},"SUNDAY_trigger","10.3 Double Overtime All hours worked on","10.3 Double Overtime\n\nAll hours worked on Saturdays and Sundays or gazetted public holidays shall\nbe paid at double the normal rate (i.e. Normal rates plus 100%)","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB ZSIC Belaka Life LTD - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2020-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2019-11-12\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Life 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                        ZSIC Belaka Life LTD\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                        ZUFIAW - FFTUZ Zambia Union of Financial and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-sickjobtype\">\n                Maximum for sickness pay for: → ZMW \n            \u003C\u002Fdiv>\n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW \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: → 17.1 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: → 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: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 14 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 270 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → Insufficient data %\n            \u003C\u002Fdiv>\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: → 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: → 7.2 weeks\n            \u003C\u002Fdiv>\n\n            \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            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\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: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → ZMW \n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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: →  % 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                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[220],{"title":37,"slug":33},[222],{"type":223,"data":224},"call_to_action_body_block",{"title":225,"description":226,"variant":227,"link":228},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":225,"url":229,"description":225,"rel":230,"type":231},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[233],{"type":223,"data":234},{"title":225,"description":226,"variant":227,"link":235},{"title":225,"url":229,"description":225,"rel":230,"type":231},[]]