[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-the-public-service-pensions-fund-board-pspfb-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-for-the-period-1st-january-2020-to-31st-december-2021":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":173,"content_type_view":174,"extra_breadcrumbs":175,"body":177,"body_blocks":188,"related_pages":192},794,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_ZM","2025-07-28T05:49:16.037136+00:00","2026-04-02T12:54:48.493157+00:00","\u002Fcms\u002Fpages\u002F794\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Zambia","en-zm",{"title":20,"slug":21},"Work in Zambia","work-in-zambia",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T07:49:16.037136+02:00","2026-04-02T14:54:48.647341+02:00",{"cba":32,"clauses":43,"details":171,"translations":172},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-the-public-service-pensions-fund-board-pspfb-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-for-the-period-1st-january-2020-to-31st-december-2021","f4180c02-7e6f-11f0-a507-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-agreement-the-public-service-pensions-fund-board-pspfb-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-for-the-period-1st-january-2020-to-31st-december-2021-1\u002Fcollective-agreement-the-public-service-pensions-fund-board-pspfb-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw-for-the-period-1st-january-2020-to-31st-december-2021\u002F","COLLECTIVE AGREEMENT THE PUBLIC SERVICE PENSIONS FUND BOARD (PSPFB) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) FOR THE PERIOD 1ST JANUARY 2020 TO 31ST DECEMBER 2021","COLLECTIVE AGREEMENT THE PUBLIC SERVICE PENSIONS FUND BOARD (PSPFB) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) FOR THE PERIOD 1ST JANUARY 2020 TO 31ST DECEMBER 2021 - 2020","Zambia - COLLECTIVE AGREEMENT THE PUBLIC SERVICE PENSIONS FUND BOARD (PSPFB) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) FOR THE PERIOD 1ST JANUARY 2020 TO 31ST DECEMBER 2021 - 2020","COLLECTIVE AGREEMENT THE PUBLIC SERVICE PENSIONS FUND BOARD (PSPFB) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) FOR THE PERIOD 1ST JANUARY 2020 TO 31ST DECEMBER 2021 - 2020 - Financial services, banking, insurance",{"name":41,"data":42},"PSPFB CA 2020-2021.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>PSPFB CA 2020-2021\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>THE PUBLIC SERVICE PENSIONS FUND BOARD (PSPFB)\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW)\u003C\u002Fh1>\n\n\u003Ch1>FOR THE PERIOD 1ST JANUARY 2020 TO 31ST DECEMBER 2021\u003C\u002Fh1>\n\n\u003Ch2>PART I\u003C\u002Fh2>\n\n\u003Ch3>1.0 PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>1.0 This Collective Agreement is made the day of January 2020 between the\nPublic Service Pensions Fund Board, a statutory body established by the Public\nService Pensions Act CAP 260 of the Laws of Zambia (hereinafter called “the\nBoard”) of the one part and the Zambia Union of Financial Institutions and\nAllied Workers a Trade Union registered under the Industrial and Labour\nRelations Act CAP 269 of the Laws of Zambia (hereinafter called “the\nUnion”) of the other part.\u003C\u002Fp>\n\n\u003Cp>WHEREAS the Board is desirous to keep employees’ conditions of service\ncompetitive to attract and retain talented and skilled employees.\u003C\u002Fp>\n\n\u003Cp>WHEREAS the Union is committed to negotiate for better conditions of service\nfor its members to contribute to the realisation of the Board’s vision ‘To\nbe the best public pension scheme.’\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS the Parties have a Recognition Agreement which enables them to\nnegotiate with each other.\u003C\u002Fp>\n\n\u003Cp>NOW, THEREFORE, this Agreement witnesseth as follows:\u003C\u002Fp>\n\n\u003Ch3>2.0 Definitions\u003C\u002Fh3>\n\n\u003Cp>2.0 The following words and expressions shall have the following meanings\nunless the Agreement specifies otherwise:\u003C\u002Fp>\n\n\u003Cp>2.1“Basic Salary” shall mean the standard rate of pay before additional\npayments such as allowances and bonuses for a period not exceeding one\nmonth.\u003C\u002Fp>\n\n\u003Cp>2.2“Board” shall mean the Public Service Pensions Fund Board.\u003C\u002Fp>\n\n\u003Cp>2.3“ Child” shall mean a child registered by an eligible employee.\u003C\u002Fp>\n\n\u003Cp>2.4“Eligible employee” shall mean Unionised employee of the Public\nService Pensions Fund Board as agreed in the Memorandum of Recognition\nAgreement.\u003C\u002Fp>\n\n\u003Cp>2.5“Full Pay” shall mean basic pay, allowances and the cash equivalent\nof any allowances in kind applicable for a period not exceeding one month, but\ndoes not include payments in respect of any bonus.\u003C\u002Fp>\n\n\u003Cp>2.6“Management” shall mean Management of the Public Service Pensions\nFund Board as agreed in the Memorandum of Recognition Agreement.\u003C\u002Fp>\n\n\u003Cp>2.7“Registered dependant” shall mean the spouse of an employee, plus the\nbiological off springs or stepchildren or legally adopted children of an\neligible employee up to the age of 25years registered with the Board. \u003C\u002Fp>\n\n\u003Cp>2.8 “Spouse” shall mean the registered wife or husband of an eligible\nemployee. This definition shall not affect spouses in a polygamous marriage\nregistered before 31st December 2005.\u003C\u002Fp>\n\n\u003Cp>2.9 Union ''shall mean The Zambia Union of Financial Institutions and Allied\nWorkers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>3.0 Application\u003C\u002Fh3>\n\n\u003Cp>3.0 This Collective Agreement shall be binding on: -\u003C\u002Fp>\n\n\u003Cp>3.0.1 All employees who are employed by the Board and are members of the\nUnion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.0 Duration of Agreement\u003C\u002Fh3>\n\n\u003Cp>4.0 This Collective Agreement shall be valid for a period of two (2) years\ncommencing on 1st January 2020 to 31st December 2021 except as provided in\nClause 5.1 below.\u003C\u002Fp>\n\n\u003Cp>4.1 This Agreement shall be valid for as long as the Recognition Agreement\nbetween the Board and the Union remains in force.\u003C\u002Fp>\n\n\u003Ch3>5.0 Variation Clause\u003C\u002Fh3>\n\n\u003Cp>5.0At any time after nine (9) months of the commencement of this Agreement,\neither party may give three months’ nodce in writing of its intention to\ncontinue with the Agreement for a further two (2) year period, or of its\nintentions to alter any clause.\u003C\u002Fp>\n\n\u003Cp>5.1 Any variation to this agreement shall be done through the Bargaining\nUnit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.0 Effective Date\u003C\u002Fh3>\n\n\u003Cp>6.0 The effective date of this Collective Agreement shall be T'January\n2020.\u003C\u002Fp>\n\n\u003Ch3>7.0 Subscription Fees to Professional Bodies\u003C\u002Fh3>\n\n\u003Cp>7.0 The Board shall pay full subscription fees on behalf of staff who attain\nfull membership to two (2) professional bodies of which one shall be local and\nthe other foreign.\u003C\u002Fp>\n\n\u003Ch3>8.0 Labour Day Celebrations\u003C\u002Fh3>\n\n\u003Cp>8.0 Management and the Union agree to put up a Labour Day Organising\nCommittee whose composition shall include three (3) Union Branch Officials that\nshall participate in Labour Day celebration activities.\u003C\u002Fp>\n\n\u003Cp>8.1 Labour Day awards shall be given to deserving employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>9.0 Hours of Work\u003C\u002Fh3>\n\n\u003Cp>9.0 The basic working hours for eligible employees shall be eight (8) hours,\nfrom 08:00 hours to 17:00 hours, Monday to Friday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>10.0 Lunch Hour\u003C\u002Fh3>\n\n\u003Cp>10.0 Lunch hour shall be from 13:00 hours to 14:00 hours for eligible\nemployees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.0 \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Ch3>Breast Feeding Hour\u003C\u002Fh3>\n\n\u003Cp>11.0 Breast-feeding employees shall be granted one hour for breast-feeding\nevery day for the first six (6) months of a child’s birth subject to prior\narrangement with the supervisor.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>12.0 Overtime\u003C\u002Fh3>\n\n\u003Cp>12.1 Authority will be granted for overtime during the week and weekends\nonly in exceptional circumstances. Express authority will only be granted\nthrough respective Directorates\u002F Sections. The entitlement to pay overtime\nshall be at the following rates:\u003C\u002Fp>\n\n\u003Cp>12.0.1 Normal working days including Saturdays one and half (1.5) times\nstraight time rate.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>12.0.2 Sundays and Public Holidays two (2) times straight time rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>13.0 Salary Review\u003C\u002Fh3>\n\n\u003Cp>13.0There shall be a salary review of the basic salary annually, effective\n1st January of every year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.1An annual automatic notch increment shall be awarded to eligible\nemployees at the beginning of the year.Unionised\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>13.2The parties agree to increase the basic monthly salary for all eligible\nemployees by three percent (3%) across the board for the first year of\nimplementation of the Collective Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.3The Grades and Salary Scales will be appended to the master copies.* ’\n' *\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>14.0 Salary advance\u003C\u002Fh3>\n\n\u003Cp>14.1 An employee may be eligible for a salary advance of up to one and half\nmonth’s salary. Repayment shall be in six (6) monthly instalments. No salary\nadvance shall be paid unless the previous advance has been repaid.\u003C\u002Fp>\n\n\u003Cp>14.2 The take home pay should not fall below thirty percent (30%) of the\nmonthly basic pay.\u003C\u002Fp>\n\n\u003Ch3>15.0 Midmonth Salary\u003C\u002Fh3>\n\n\u003Cp>15.0An eligible employee may on request draw twenty-five percent (25%) of\nmonthly basic salary as mid-month salary. The amount shall be recovered within\nthat month.\u003C\u002Fp>\n\n\u003Ch2>PART II ALLOWANCES\u003C\u002Fh2>\n\n\u003Ch3>16.0 Housing Allowance\u003C\u002Fh3>\n\n\u003Cp>16.0 All eligible employees shall be paid twenty percent (20%) of the\nmonthly basic salary as Housing Allowance and shall be taxable.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>17.0 Annual Leave Allowance\u003C\u002Fh3>\n\n\u003Cp>17.0An annual leave allowance shall be paid at the rate of twelve percent\n(12%) of an employee's annual basic salary on taking leave of not less than\ntwenty- one (21) working days and shall be net of tax.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>18.0 Acting Allowance\u003C\u002Fh3>\n\n\u003Cp>18.0 An eligible employee appointed to act in any position higher than the\nemployee’s substantive position for a period of not less than twenty-one (21)\ndays shall be entitled to an Acting Allowance which shall be the difference\nbetween the employee’s substantive salary and the incumbent’s salary plus\nother benefits that go with the position.\u003C\u002Fp>\n\n\u003Cp>18.2 An eligible employee appointed to act in a higher position for a period\nless than twenty-one (21) days shall be paid Acting Allowance at the rate of 4\nnotches within the officer’s salary scale.\u003C\u002Fp>\n\n\u003Ch3>19.0 Responsibility Allowance\u003C\u002Fh3>\n\n\u003Cp>19.1 An eligible employee given additional work for a period of seven (7)\nworking days shall be paid Responsibility Allowance at the rate of 4 notches\nwithin his\u002Fher salary scale.\u003C\u002Fp>\n\n\u003Ch3>20.0 Travelling on Duty Allowance\u003C\u002Fh3>\n\n\u003Cp>20.0 Travelling on Duty Allowance (Subsistence Allowance) shall be paid to\neligible employees authorised to travel on duty to any town outside the\nmunicipal boundaries of Lusaka. The applicable rates shall be as follows:\u003C\u002Fp>\n\n\u003Cp>20.0.1 Grade 6 - 7 K 950 per night\u003C\u002Fp>\n\n\u003Cp>20.0.2 Grade 8-9 I< 900 per night\u003C\u002Fp>\n\n\u003Ch3>21.0 Kilometre Allowance\u003C\u002Fh3>\n\n\u003Cp>21.0An eligible employee who is granted permission to use his\u002Fher personal\nmotor vehicle on Board duties shall be paid a Kilometre Allowance net of tax\nfollowing the formula below:\u003C\u002Fp>\n\n\u003Cp>KA = km x 1.8 (constant) x Pump Price\u002F Litre x 2 \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>_______________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">************************\u003C\u002Fspan>1.3 (constant)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.0 Upset Allowance\u003C\u002Fh3>\n\n\u003Cp>22.0 An eligible employee transferred by the Management from one station to\nanother shall be entitled to thirteen percent (13%) of the annual basic salary\nnet of tax as an upset allowance plus appropriate transport for the employee\nand the family.\u003C\u002Fp>\n\n\u003Cp>22.1 In addition, an eligible employee transferred from one station to\nanother shall be entitled to Travelling on Duty Allowance for fourteen (14)\ndays to assist the officer secure a suitable accommodation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>23.0 Transport Allowance\u003C\u002Fh3>\n\n\u003Cp>23.0 An eligible employee shall be paid ten percent (10%) of monthly basic\nsalary as Transport Allowance through the payroll and shall be taxable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>24.0 Lunch Allowance\u003C\u002Fh3>\n\n\u003Cp>24.0 Lunch Allowance shall be paid at the rate of K 150.00 net of tax off\nthe payroll, prior authority must be sought to work during lunch hour.\u003C\u002Fp>\n\n\u003Cp>24.1 In addition, eligible employee authorised to work over lunch hour,\nshall be paid Overtime Allowance cumulatively through the payroll.\u003C\u002Fp>\n\n\u003Ch3>25.0 Travelling Allowance outside Zambia\u003C\u002Fh3>\n\n\u003Cp>25.0 An eligible employee travelling on official duty outside Zambia shall\nbe paid Per diem. The Per diem rates shall be as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption style=\"text-align:left;margin-left:0;margin-right:auto;\">25.0.1\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>From\u003C\u002Ftd>\n      \u003Ctd>South\u002FEast Africa\u003C\u002Ftd>\n      \u003Ctd>Other Parts of the World\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Zambia\u003C\u002Ftd>\n      \u003Ctd>USD 342\u003C\u002Ftd>\n      \u003Ctd>USD 365\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.1 Whenever an eligible employee travels outside the Country, he\u002Fshe shall\nbe paid accountable imprest of USD 500 to cater for inland travel and other\nincidentals.\u003C\u002Fp>\n\n\u003Cp>25.2In an event where an officer is travelling and accommodation is over 50%\nof the Per diem, the Fund shall meet the cost of boarding and lodging and the\nofficer shall be paid out of pocket Allowance.\u003C\u002Fp>\n\n\u003Ch3>26.0 Out of Pocket Allowance\u003C\u002Fh3>\n\n\u003Cp>26.0 The Board shall pay Out of Pocket Allowance at the rate of fifty\npercent (50%) of one’s Travelling on Duty Allowance to eligible employees who\nattend fully paid for events organised by either Management or the Union\nsuch\u003C\u002Fp>\n\n\u003Cp>as:\u003C\u002Fp>\n\n\u003Cp>26.0.1 Seminars\u003C\u002Fp>\n\n\u003Cp>26.0.2 Conferences\u003C\u002Fp>\n\n\u003Cp>26.0.3 Short courses\u003C\u002Fp>\n\n\u003Cp>26.0.4 Workshops\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.0 Settling-In Allowance\u003C\u002Fh3>\n\n\u003Cp>27.0Settling-In Allowance shall be paid the sum of K20,000 net of tax to\neligible employees on first appointment upon confirmation.\u003C\u002Fp>\n\n\u003Ch3>28.0 Repatriation Expenses\u003C\u002Fh3>\n\n\u003Cp>28.0 An eligible employee or his\u002F her estate, together with the family shall\nbe paid Repatriation Allowances under the following circumstances: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)On being discharged on Medical grounds\u003C\u002Fp>\n\n\u003Cp>(b)On being retrenched or made redundant.\u003C\u002Fp>\n\n\u003Cp>(c)On retiring.\u003C\u002Fp>\n\n\u003Cp>(d)Death while in service.\u003C\u002Fp>\n\n\u003Cp>(e)Statutory Retirement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28.1The Board shall pay Repatriation Allowance at the rate of K12,700 net of\ntax across the board or the retired employee may opt for provision of transport\nfor household goods and family to the final place of settlement within\nZambia.\u003C\u002Fp>\n\n\u003Ch3>29.0 Long Service Bonus\u003C\u002Fh3>\n\n\u003Cp>29.0 Employees who have served the Board for ten (10) years shall be\nentitled to ten thousand Kwacha (K 10,000.00) net of tax as long service\nbonus.\u003C\u002Fp>\n\n\u003Cp>29.1 For every subsequent five years of service an eligible employee shall\nbe entitled to ten thousand Kwacha (K 10,000.00) net of tax as long service\nbonus.\u003C\u002Fp>\n\n\u003Cp>29.2 All employees engaged after 3T‘ December 2013 shall not be entitled\nto long service bonus but would automatically be enrolled into the In-House\nPension Scheme.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>30.0 Funeral Grant and Related Expenses\u003C\u002Fh3>\n\n\u003Cp>30.0The Board shall pay the sum of K20, 000 across the board as Funeral\nGrant.\u003C\u002Fp>\n\n\u003Cp>30.1The Board shall pay the sum of K15, 000 as Funeral Grant on the death of\na spouse, child and \u002For biological parent and any other registered\ndependant.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART III LEAVE\u003C\u002Fh2>\n\n\u003Ch3>31.0 Annual Leave\u003C\u002Fh3>\n\n\u003Cp>31.0 Accrued leave days shall be granted as follows: -\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>31.0.1 All eligible employees shall accrue three (3) days per each completed\nmonth.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>31.0.2 Employees on suspension or secondment shall not accrue leave days\nduring the period.\u003C\u002Fp>\n\n\u003Cp>31.0. 3 Accumulated leave days shall not exceed sixty (60) working days.\u003C\u002Fp>\n\n\u003Cp>31.0. 4 Sundays, Saturdays and Public Holidays shall not be counted as days\non leave.\u003C\u002Fp>\n\n\u003Cp>31.0.5 An employee may proceed on Annual Leave for a minimum of twenty-\u003C\u002Fp>\n\n\u003Cp>one (21) working days and not more than sixty (60) working days.\u003C\u002Fp>\n\n\u003Ch3>32.0 Local leave\u003C\u002Fh3>\n\n\u003Cp>32.0An employee shall be endtled to proceed on local leave not exceeding\ntwenty (20) working days at any one time for the purposes of attending to\npersonal matters and shall be deducted from the accrued leave days.\u003C\u002Fp>\n\n\u003Ch3>33.0 Commutation\u003C\u002Fh3>\n\n\u003Cp>33.0 An employee shall be entitled to commute any number of accrued leave\ndays if the employee proceeds on leave of not less than twenty-one (21) working\ndays.\u003C\u002Fp>\n\n\u003Cp>33.1 Where an employee cannot be granted leave in accordance with the rules\nwhen such leave is due, he\u002Fshe shall be free to commute the leave days and\nwhich shall be taxable.\u003C\u002Fp>\n\n\u003Cp>33.2 An employee recalled for duty during the employee's vacation leave\nshall be entitled to accumulate or commute for cash any remaining days of that\nleave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>34.0 Paid Study Leave\u003C\u002Fh3>\n\n\u003Cp>34.0An employee pursuing an approved course of study may be entitled to\nproceed on Paid Study Leave of not more than twenty-four (24) months at\nmanagement’s discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>35.0 Unpaid Leave\u003C\u002Fh3>\n\n\u003Cp>An employee may be granted leave without pay up to forty-eight (48) months\nwith the consent of Management, which shall not count towards the employee’s\nlength of service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Ch3>36.0 Special Leave\u003C\u002Fh3>\n\n\u003Cp>36.0 An employee shall be granted special leave not exceeding fourteen (14)\nworking days in a year for the following purposes:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>36.0.1 To attend Court proceedings.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>36.0.2 To nurse a sick child or spouse on the advice of a Medical\nPractitioner\u003C\u002Fp>\n\n\u003Cp>registered with the Medical Council of Zambia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>36.0.3 To attend a funeral of a close relative.\u003C\u002Fp>\n\n\u003Cp>36.0.4 Such leave shall not be deducted from an employee’s leave days.\u003C\u002Fp>\n\n\u003Ch3>37.0 Compassionate Leave\u003C\u002Fh3>\n\n\u003Cp>37.0 An eligible employee shall be entitled to Compassionate Leave for the\npurpose of attending a funeral as follows:\u003C\u002Fp>\n\n\u003Cp>37.0.1 Spouse, ten (10) days\u003C\u002Fp>\n\n\u003Cp>37.1.2 Child, biological parents, siblings and any other registered\ndependants, seven (7) days.\u003C\u002Fp>\n\n\u003Ch3>38.0 Study Leave for Examination\u003C\u002Fh3>\n\n\u003Cp>38.0An eligible employee shall be entitled to fourteen (14) working days in\na year for the purpose of preparing and sitting for an examination.\u003C\u002Fp>\n\n\u003Ch3>39.0 Sick Leave\u003C\u002Fh3>\n\n\u003Cp>39.0 Granting of sick leave must be supported by a Medical Report from a\nmedical institution registered with the Fund. If the employee’s absence is\nnot supported by a Medical Report, it shall be treated as absence from duty.\u003C\u002Fp>\n\n\u003Cp>39.1 For eligible employees, who by the recommendation of the medical\npractitioner is unable to execute his \u002F her work by reason of sickness and \u002For\nan ailment shall on production of a Medical Report be granted sick leave as\nfollows: -\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>39.2.1 A maximum of ninety (90) working days on full pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>39.2.2 The next ninety (90) days on half pay and\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>39.2.3 After six months of the date of the illness or injury, the\nemployee’s entitlement to sick leave shall cease and where the employee does\nnot recover from the illness or injury, on the recommendation of a medical\ndoctor shall discharge an employee on medical grounds.\u003C\u002Fp>\n\n\u003Cp>39.2 Sick leave shall be computed separately and shall not be cumulative.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>40.0 Leave for Union Matters\u003C\u002Fh3>\n\n\u003Cp>40.0The Board shall consider granting leave of absence to any member of the\nUnion for the purpose of attending Union programmes provided prior notice is\ngiven to Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>41.0 Statutory Absence\u003C\u002Fh3>\n\n\u003Cp>41.0Every female employee shall be entitled to take a day off in a month\nwithout giving any reason provided the supervisor is notified.\u003C\u002Fp>\n\n\u003Ch3>42.0 \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>Maternity Leave\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingexcludedtxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>42.0 A female employee shall be entitled to take paid Maternity leave upon\nproduction of a medical certificate signed by a registered Medical Practitioner\nif she has completed two years continuous service from the date of first\nengagement or since the last maternity leave was last taken.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>42.0.1 Maternity Leave shall be fourteen (14) weeks taken as follows:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>42.0. 1.1immediately preceding the expected date of delivery, except that at\nleast six (6) weeks maternity leave is taken immediately after delivery.\u003C\u002Fp>\n\n\u003Cp>42.0. 1.2in the case of a multiple birth, maternity leave shall be extended\nfor a further period of four weeks.\u003C\u002Fp>\n\n\u003Cp>42.2 The maternity leave granted under Clause 42.1 shall be in addition to\nany other leave to which the employee may be entitled.\u003C\u002Fp>\n\n\u003Cp>42.3 Where, because of illness due to pregnancy, a female employee becomes\ntemporarily incapable of performing her official duties, she shall be entitled\nto sick leave in accordance with the provision of sick leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>42.4 The employer shall not terminate the services of a female employee or\nimpose any other penalty or disadvantage such employee, within six (6) months\nafter delivery, for reasons connected with such employee’s pregnancy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Ch3>43.0 Paternity Leave\u003C\u002Fh3>\n\n\u003Cp>43.0 A male employee shall be entitled to at least five (5) continuous\nworking days as paternity leave within seven (7) days of the birth of a child\nand production of record of birth signed by a registered Medical\nPractitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>43.1 Paternity Leave granted under Clause 43.1 shall be taken where an\nemployee has been in employment with the Fund for a period of twelve (12)\nmonths immediately preceding the beginning of paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>PART IV STAFF LOANS\u003C\u002Fh2>\n\n\u003Ch3>44.0 Equitable Mortgage\u003C\u002Fh3>\n\n\u003Cp>44.0 An employee engaged after 10thAugust 2015 shall be entided to a House\nLoan (equitable mortgage) of K1,000,000 for purpose of renovadng the existing\nhouse, constructing or outright purchase of house provided the value of\nproperty is equal to the loan amount.\u003C\u002Fp>\n\n\u003Cp>44.1 The repayment period shall be the difference between the employee’s\nage at the time of borrowing and the statutory age of retirement.\u003C\u002Fp>\n\n\u003Cp>44.2 The interest on equitable mortgage shall be six-point two percent\n(6.2%) simple interest or as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>44.3 Eligible employees shall access the equitable mortgage facility\nonce.\u003C\u002Fp>\n\n\u003Ch3>45.0 Second Mortgage Loan or Empowerment Loan\u003C\u002Fh3>\n\n\u003Cp>45.0 There shall be a second mortgage loan with regulations contained in the\nHandbook to be accessed only by employees engaged before 10thAugust 2015.\u003C\u002Fp>\n\n\u003Cp>45.1 The Empowerment Loan shall be accessed after 5 years of servicing\nequitable mortgage and would run concurrently with equitable mortgage as both\nwere linked to one's retirement age.\u003C\u002Fp>\n\n\u003Cp>45.2 The interest on this loan shall be fifteen percent (15%) simple\ninterest or as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>45.3 Eligible employees shall access the second mortgage facility once.\u003C\u002Fp>\n\n\u003Ch3>46.0 Second Mortgage Loan - Entitlement\u003C\u002Fh3>\n\n\u003Cp>46.1 Employees engaged after 10 August 2015 shall be entitled to K1,000, 000\nEmpowerment Loan after servicing the Equitable Mortgage for a period of five\n(5) years. The deduction shall be the difference between the employee’s age\nat the time of accessing the facility and the mandatory retirement age.\u003C\u002Fp>\n\n\u003Ch3>47.0 Motor Vehicle and Motorcycle Loans\u003C\u002Fh3>\n\n\u003Cp>47.0 All eligible employees may access a Motor Vehicle Loan and the\nentitlement shall be one’s annual basic salary. Eligible employees will be\nthose that joined the Fund before 10 August 2015.\u003C\u002Fp>\n\n\u003Cp>47.2 The loan granted for the said purpose by the Board shall attract simple\ninterest at the rate of eight-point eight percent (8.8%) simple interest.\u003C\u002Fp>\n\n\u003Cp>47.3 An employee may be granted another loan for the purchase of a motor\nvehicle upon liquidating the existing loan.\u003C\u002Fp>\n\n\u003Cp>47.4 An employee may apply to the Board for a motorcycle loan up to a\nmaximum of one’s annual salary and shall bear twenty percent (20%) percent of\nthe average commercial Bank rate.\u003C\u002Fp>\n\n\u003Cp>47.5 The repayment period for a motor vehicle and motorcycle loan shall be\nsixty (60) months and thirty-six (36) months, respectively.\u003C\u002Fp>\n\n\u003Ch3>48.0 Personal Loan\u003C\u002Fh3>\n\n\u003Cp>48.1 An eligible employee shall be entitled to a Personal Loan at a maximum\nof one and half annual salary with seventy-two (72) months recovery period at\nfive (5%) simple interest on condition that the loan is secured with a\nhouse.\u003C\u002Fp>\n\n\u003Cp>48.2 Employees without a house will be entitled to unsecured Personal loan\nof half the annual salary.\u003C\u002Fp>\n\n\u003Cp>48.3 An eligible employee with a house acquired through an In-House Home\nOwnership Scheme shall be entitled to an unsecured personal loan of half annual\nbasic salary for purposes of house improvement.\u003C\u002Fp>\n\n\u003Cp>48.4 The take home pay shall not fall below thirty percent (30%) of the\nmonthly basic pay.\u003C\u002Fp>\n\n\u003Cp>48.5 An eligible employee shall be entitled to a further Personal Loan after\nmaking repayments for a minimum period of twelve (12) months on the current\nloan upon which he\u002Fshe shall be allowed to obtain a top up without liquidating\nthe running loan balance.\u003C\u002Fp>\n\n\u003Cp>48.6 The above shall apply to employees engaged before 1 O'1' August\n2015.\u003C\u002Fp>\n\n\u003Cp>48.7Employees engaged after 10thAugust 2015 shall be entitled to a Personal\nLoan of K450,000 after working for a period of three (3) years. The Loan shall\nbe deducted in seventy-two (72) months at five (5%) simple interest.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>48.8 Further, employees engaged after 10th August 2015, may access a new\nPersonal Loan for the purpose of pursuing approved course by Management in line\nwith the Fund’s Training & Development Policy and the cost of\nregistration, tuition and other study material shall be refunded upon\nsuccessful completion of the study program.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>48.9 The new Personal Loan shall be accessed after servicing the first\nPersonal Loan for period of one (1) year on a re-financing basis. The total\nloan shall not exceed a maximum of K450,000 and will be repaid in seventy-two\n(72) months at five percent (5%) simple interest.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>49.0 Educational Loan\u003C\u002Fh3>\n\n\u003Cp>49.0 An employee undertaking an approved course of study or professional\ntraining shall be granted an interest free loan to meet expenses such as\nRegistration, tuition, and other study materials.\u003C\u002Fp>\n\n\u003Cp>49.1 On successful completion, of each level\u002Fstage and upon the production\nof valid receipts, the Board shall reimburse deductions effected up to the time\nof completion, and the balance shall be written off.\u003C\u002Fp>\n\n\u003Cp>49.2 The take home pay should not fall below thirty percent (30%) of the\nmonthly basic pay.\u003C\u002Fp>\n\n\u003Cp>49.3 The above provision shall apply to employees engaged before 10thAugust\n2015.\u003C\u002Fp>\n\n\u003Ch3>50.0 Staff Loans Disbursement Committee\u003C\u002Fh3>\n\n\u003Cp>50.0There shall be a Staff Loans Management Committee appointed by\nManagement to manage the disbursement process of staff loans at the Fund. The\ncomposition of the Staff Loans Management Committee shall comprise Finance,\nFluman Resources & Administration, one (1) Middle Management Staff and (2)\nUnion officials.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART V EMPLOYMENT SEPARATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>51.0 In-House Pension Scheme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>51.0 The following shall be the benefits payable under the In-House Staff\nPension Scheme:\u003C\u002Fp>\n\n\u003Cp>51.0.1 Normal Retirement upon reaching the statutory retirement age of sixty\n(60) years or as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>51.0.2 Redrement on Medical Grounds.\u003C\u002Fp>\n\n\u003Cp>51.0.3 Voluntary Redrement.\u003C\u002Fp>\n\n\u003Cp>51.0.4 Early Redrement.\u003C\u002Fp>\n\n\u003Cp>51.0.5 Death in service\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>52.0 Redundancy and Retrenchment\u003C\u002Fh3>\n\n\u003Cp>52.0 Whenever redundancies are inevitable, the Board shall pay an eligible\nUnionised employee, 3 months basic Salary for each year worked subject to\nnegodadons when redundancy \u002F retrenchment happens.\u003C\u002Fp>\n\n\u003Ch3>53.0 Group Life Assurance\u003C\u002Fh3>\n\n\u003Cp>53.0 Eligible employees shall be members of the Group Life Assurance Scheme\nof the Board, which shall provide lump sum payments equal to five (5) dmes the\nemployee's annual salary if death occurs during service with the Board.\u003C\u002Fp>\n\n\u003Cp>53.1 The lump sum payment shall be in accordance with the Group Life\nAssurance Policy. The lump sum payment shall be paid out in strict accordance\nwith the Will or Intestate and Succession Act Cap 259. \u003C\u002Fp>\n\n\u003Ch2>PART VI MEDICAL SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>54.0 Medical Scheme\u003C\u002Fh3>\n\n\u003Cp>54.0There shall be a Medical Scheme set up with suitable medical\ninstitution, details of which shall be provided by Management from time to\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>54.1Eligible employees shall contribute one (1%) percent of his\u002Fher monthly\nbasic salary towards the Staff Medical Scheme and a total of five (5)\ndependants will benefit from the scheme including a child above 21 years (but\nnot over 25years) provided there is proof that this child is enrolled in\nschool.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":44,"trainingprogrammes":48,"SOCSEC_trigger":52,"maxsicknesspay":56,"maxsicknesspayperc":60,"healthcareaccess":63,"healthcareaccessrelatives":67,"healthinsurance":71,"healthinsurancerelatives":74,"funeralpay":76,"WORKFAM_trigger":80,"paidmaternityleave":84,"paidmaternityleaveduration":87,"jobsecuritymothers":91,"maternitydiscrimination":95,"paidpaternityleave":97,"paidpaternityleaveduration":101,"childcare":104,"childcareleave":108,"nursingmothers":112,"maternity_nursing_breaks_duration":116,"maternity_nursing_breaks_length":118,"breastfeeding_workingtime":120,"hourspday":122,"hourspweek":126,"dayspweek":128,"holidaysdays":130,"schedulesrestpw":134,"TRADEUNLEAV_trigger":136,"WAGES_trigger":140,"WAGES_determined":144,"PAYSCALES_trigger":148,"STRUCINCR_trigger":152,"ONCERISE_trigger":155,"OVERTIME_trigger":159,"SUNDAY_trigger":163,"COMMUTE_trigger":167},{"bindId":45,"name":46,"text":47},"TRAINING_trigger","34.0 Paid Study Leave 34.0An employee pu","34.0 Paid Study Leave\n\n34.0An employee pursuing an approved course of study may be entitled to\nproceed on Paid Study Leave of not more than twenty-four (24) months at\nmanagement’s discretion.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","48.8 Further, employees engaged after 10","48.8 Further, employees engaged after 10th August 2015, may access a new\nPersonal Loan for the purpose of pursuing approved course by Management in line\nwith the Fund’s Training & Development Policy and the cost of\nregistration, tuition and other study material shall be refunded upon\nsuccessful completion of the study program.",{"bindId":53,"name":54,"text":55},"SOCSEC_trigger","51.0 In-House Pension Scheme 51.0 The fo","51.0 In-House Pension Scheme\n\n\n\n51.0 The following shall be the benefits payable under the In-House Staff\nPension Scheme:\n\n51.0.1 Normal Retirement upon reaching the statutory retirement age of sixty\n(60) years or as amended from time to time.\n\n51.0.2 Redrement on Medical Grounds.\n\n51.0.3 Voluntary Redrement.\n\n51.0.4 Early Redrement.\n\n51.0.5 Death in service",{"bindId":57,"name":58,"text":59},"maxsicknesspay","39.2.1 A maximum of ninety (90) working ","39.2.1 A maximum of ninety (90) working days on full pay\n\n39.2.2 The next ninety (90) days on half pay and",{"bindId":61,"name":58,"text":62},"maxsicknesspayperc","39.2.1 A maximum of ninety (90) working days on full pay",{"bindId":64,"name":65,"text":66},"healthcareaccess","54.0 Medical Scheme 54.0There shall be a","54.0 Medical Scheme\n\n54.0There shall be a Medical Scheme set up with suitable medical\ninstitution, details of which shall be provided by Management from time to\ntime.",{"bindId":68,"name":69,"text":70},"healthcareaccessrelatives","54.1Eligible employees shall contribute ","54.1Eligible employees shall contribute one (1%) percent of his\u002Fher monthly\nbasic salary towards the Staff Medical Scheme and a total of five (5)\ndependants will benefit from the scheme including a child above 21 years (but\nnot over 25years) provided there is proof that this child is enrolled in\nschool.",{"bindId":72,"name":65,"text":73},"healthinsurance","54.0 Medical Scheme\n\n54.0There shall be a Medical Scheme set up with suitable medical\ninstitution, details of which shall be provided by Management from time to\ntime.\n\n54.1Eligible employees shall contribute one (1%) percent of his\u002Fher monthly\nbasic salary towards the Staff Medical Scheme and a total of five (5)\ndependants will benefit from the scheme including a child above 21 years (but\nnot over 25years) provided there is proof that this child is enrolled in\nschool.",{"bindId":75,"name":69,"text":70},"healthinsurancerelatives",{"bindId":77,"name":78,"text":79},"funeralpay","30.0 Funeral Grant and Related Expenses ","30.0 Funeral Grant and Related Expenses\n\n30.0The Board shall pay the sum of K20, 000 across the board as Funeral\nGrant.\n\n30.1The Board shall pay the sum of K15, 000 as Funeral Grant on the death of\na spouse, child and \u002For biological parent and any other registered\ndependant.",{"bindId":81,"name":82,"text":83},"WORKFAM_trigger","Maternity Leave 42.0 A female employee s","Maternity Leave\n\n42.0 A female employee shall be entitled to take paid Maternity leave upon\nproduction of a medical certificate signed by a registered Medical Practitioner\nif she has completed two years continuous service from the date of first\nengagement or since the last maternity leave was last taken.\n\n42.0.1 Maternity Leave shall be fourteen (14) weeks taken as follows:\n\n42.0. 1.1immediately preceding the expected date of delivery, except that at\nleast six (6) weeks maternity leave is taken immediately after delivery.\n\n42.0. 1.2in the case of a multiple birth, maternity leave shall be extended\nfor a further period of four weeks.\n\n42.2 The maternity leave granted under Clause 42.1 shall be in addition to\nany other leave to which the employee may be entitled.\n\n42.3 Where, because of illness due to pregnancy, a female employee becomes\ntemporarily incapable of performing her official duties, she shall be entitled\nto sick leave in accordance with the provision of sick leave.",{"bindId":85,"name":82,"text":86},"paidmaternityleave","Maternity Leave\n\n42.0 A female employee shall be entitled to take paid Maternity leave upon\nproduction of a medical certificate signed by a registered Medical Practitioner\nif she has completed two years continuous service from the date of first\nengagement or since the last maternity leave was last taken.",{"bindId":88,"name":89,"text":90},"paidmaternityleaveduration","42.0 A female employee shall be entitled","42.0 A female employee shall be entitled to take paid Maternity leave upon\nproduction of a medical certificate signed by a registered Medical Practitioner\nif she has completed two years continuous service from the date of first\nengagement or since the last maternity leave was last taken.\n\n42.0.1 Maternity Leave shall be fourteen (14) weeks taken as follows:",{"bindId":92,"name":93,"text":94},"jobsecuritymothers","42.4 The employer shall not terminate th","42.4 The employer shall not terminate the services of a female employee or\nimpose any other penalty or disadvantage such employee, within six (6) months\nafter delivery, for reasons connected with such employee’s pregnancy.",{"bindId":96,"name":93,"text":94},"maternitydiscrimination",{"bindId":98,"name":99,"text":100},"paidpaternityleave","43.0 Paternity Leave 43.0 A male employe","43.0 Paternity Leave\n\n43.0 A male employee shall be entitled to at least five (5) continuous\nworking days as paternity leave within seven (7) days of the birth of a child\nand production of record of birth signed by a registered Medical\nPractitioner.\n\n43.1 Paternity Leave granted under Clause 43.1 shall be taken where an\nemployee has been in employment with the Fund for a period of twelve (12)\nmonths immediately preceding the beginning of paternity leave.",{"bindId":102,"name":99,"text":103},"paidpaternityleaveduration","43.0 Paternity Leave\n\n43.0 A male employee shall be entitled to at least five (5) continuous\nworking days as paternity leave within seven (7) days of the birth of a child\nand production of record of birth signed by a registered Medical\nPractitioner.",{"bindId":105,"name":106,"text":107},"childcare","36.0.2 To nurse a sick child or spouse o","36.0.2 To nurse a sick child or spouse on the advice of a Medical\nPractitioner\n\nregistered with the Medical Council of Zambia.",{"bindId":109,"name":110,"text":111},"childcareleave","36.0 Special Leave 36.0 An employee shal","36.0 Special Leave\n\n36.0 An employee shall be granted special leave not exceeding fourteen (14)\nworking days in a year for the following purposes:",{"bindId":113,"name":114,"text":115},"nursingmothers","Breast Feeding Hour 11.0 Breast-feeding ","Breast Feeding Hour\n\n11.0 Breast-feeding employees shall be granted one hour for breast-feeding\nevery day for the first six (6) months of a child’s birth subject to prior\narrangement with the supervisor.",{"bindId":117,"name":114,"text":115},"maternity_nursing_breaks_duration",{"bindId":119,"name":114,"text":115},"maternity_nursing_breaks_length",{"bindId":121,"name":114,"text":115},"breastfeeding_workingtime",{"bindId":123,"name":124,"text":125},"hourspday","9.0 Hours of Work 9.0 The basic working ","9.0 Hours of Work\n\n9.0 The basic working hours for eligible employees shall be eight (8) hours,\nfrom 08:00 hours to 17:00 hours, Monday to Friday.",{"bindId":127,"name":124,"text":125},"hourspweek",{"bindId":129,"name":124,"text":125},"dayspweek",{"bindId":131,"name":132,"text":133},"holidaysdays","31.0.1 All eligible employees shall accr","31.0.1 All eligible employees shall accrue three (3) days per each completed\nmonth.",{"bindId":135,"name":124,"text":125},"schedulesrestpw",{"bindId":137,"name":138,"text":139},"TRADEUNLEAV_trigger","40.0 Leave for Union Matters 40.0The Boa","40.0 Leave for Union Matters\n\n40.0The Board shall consider granting leave of absence to any member of the\nUnion for the purpose of attending Union programmes provided prior notice is\ngiven to Management.",{"bindId":141,"name":142,"text":143},"WAGES_trigger","13.0 Salary Review 13.0There shall be a ","13.0 Salary Review\n\n13.0There shall be a salary review of the basic salary annually, effective\n1st January of every year.",{"bindId":145,"name":146,"text":147},"WAGES_determined","3.0 Application 3.0 This Collective Agre","3.0 Application\n\n3.0 This Collective Agreement shall be binding on: -\n\n3.0.1 All employees who are employed by the Board and are members of the\nUnion.",{"bindId":149,"name":150,"text":151},"PAYSCALES_trigger","13.2The parties agree to increase the ba","13.2The parties agree to increase the basic monthly salary for all eligible\nemployees by three percent (3%) across the board for the first year of\nimplementation of the Collective Agreement.\n\n13.3The Grades and Salary Scales will be appended to the master copies.* ’\n' *",{"bindId":153,"name":150,"text":154},"STRUCINCR_trigger","13.2The parties agree to increase the basic monthly salary for all eligible\nemployees by three percent (3%) across the board for the first year of\nimplementation of the Collective Agreement.",{"bindId":156,"name":157,"text":158},"ONCERISE_trigger","17.0 Annual Leave Allowance 17.0An annua","17.0 Annual Leave Allowance\n\n17.0An annual leave allowance shall be paid at the rate of twelve percent\n(12%) of an employee's annual basic salary on taking leave of not less than\ntwenty- one (21) working days and shall be net of tax.",{"bindId":160,"name":161,"text":162},"OVERTIME_trigger","12.0 Overtime 12.1 Authority will be gra","12.0 Overtime\n\n12.1 Authority will be granted for overtime during the week and weekends\nonly in exceptional circumstances. Express authority will only be granted\nthrough respective Directorates\u002F Sections. The entitlement to pay overtime\nshall be at the following rates:\n\n12.0.1 Normal working days including Saturdays one and half (1.5) times\nstraight time rate.\n\n12.0.2 Sundays and Public Holidays two (2) times straight time rate.",{"bindId":164,"name":165,"text":166},"SUNDAY_trigger","12.0.2 Sundays and Public Holidays two (","12.0.2 Sundays and Public Holidays two (2) times straight time rate.",{"bindId":168,"name":169,"text":170},"COMMUTE_trigger","23.0 Transport Allowance 23.0 An eligibl","23.0 Transport Allowance\n\n23.0 An eligible employee shall be paid ten percent (10%) of monthly basic\nsalary as Transport Allowance through the payroll and shall be taxable.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE AGREEMENT THE PUBLIC SERVICE PENSIONS FUND BOARD (PSPFB) AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS(ZUFIAW) FOR THE PERIOD 1ST JANUARY 2020 TO 31ST DECEMBER 2021 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2020-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Pension funding\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \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: → No\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 15000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 14 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: → 10 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \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: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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: → 14.0 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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 3.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2020-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 12 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 12.0 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-commutingallowanceperc1\">\n                    Allowance for commuting work: → 10 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[176],{"title":37,"slug":33},[178],{"type":179,"data":180},"call_to_action_body_block",{"title":181,"description":182,"variant":183,"link":184},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":181,"url":185,"description":181,"rel":186,"type":187},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[189],{"type":179,"data":190},{"title":181,"description":182,"variant":183,"link":191},{"title":181,"url":185,"description":181,"rel":186,"type":187},[]]