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charset=UTF-8\">\n  \u003Ctitle>ZSIC GI CA 2017 T0 2018\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>ZSIC GENERAL INSURANCE LTD\u003C\u002Fh1>\n\n\u003Ch1>And\u003C\u002Fh1>\n\n\u003Ch1>THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Ch1>2017-2018\u003C\u002Fh1>\n\n\u003Ch1>Signed: 26 May 2017\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.0 PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>AN AGREEMENT made on 1\u003Csup>st\u003C\u002Fsup>\u002Fof January Two Thousand and Seventeen\n(2017) between ZSIC GENERAL INSURANCE LTD (hereinafter called “the\nEmployer”) whose registered office is at plot No. 7481 Independence Avenue,\nPremium House, Lusaka of the first part and THE ZAMBIA UNION OF FINANCIAL\nINSTITUTIONS AND ALLIED WORKERS (hereafter called “the Union”) of the\nsecond 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 the ZSIC General Insurance Ltd\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>, NOW IT IS HEREBY AGREED AS FOLLOWS:\u003C\u002Fstrong>\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;\u003C\u002Fp>\n\n\u003Cp>“Collective Bargaining” means all the carrying on of negotiations by an\nappropriate unit for the purpose of collective agreement.\u003C\u002Fp>\n\n\u003Cp>“Company” means any entity within the ZSIC General Insurance Ltd which\nhas entered into a contract to employ any person and which is registered under\nthe Patents & Company Registration Authority (PACRA)\u003C\u002Fp>\n\n\u003Cp>“Court” means the Industrial Relations Court under section eighty-four\nof the Industrial and Labour 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 General Insurance Ltd “Dependent” - means a person\nwholly dependant on the employee and is:-\u003C\u002Fp>\n\n\u003Cp>i not 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 General Insurance Ltd\u003C\u002Fp>\n\n\u003Cp>An employee shall be allowed to replace a dependant who falls off due to age\nor death but that the maximum number of dependants at any given time shall be\nFour (4).\u003C\u002Fp>\n\n\u003Cp>“Eligible employee” means a unionisable employee other than a member of\nthe Management 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\nGeneral Insurance Company Ltd or the period specified in the contract as the\nprobation period.\u003C\u002Fp>\n\n\u003Cp>Proper Officer” means a Labour Officer\u003C\u002Fp>\n\n\u003Cp>Recognition Agreement\" means an agreement as described in parti VII of the\nIndustrial 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 must\nlook to it’s 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 the ZSIC General Insurance Limited may place over\nhim\u002Fher and shall faithfully, observe all rules of the ZSIC General Insurance\nLimited.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee shall obey and comply with all written and unwritten\nlawful orders and directions given by the ZSIC General Insurance Limited or by\nits Board of Directors or such persons as the ZSIC General Insurance Limited\nmay place over him\u002Fher and shall faithfully, observe all rules of the ZSIC\nGeneral Insurance Limited\u003C\u002Fp>\n\n\u003Cp>(iii) The employee shall be considered to be an employee of the ZSIC General\nInsurance Limited for the duration of his\u002Fher employment and shall be so\nobliged.\u003C\u002Fp>\n\n\u003Cp>(iv) The employee shall work in such places in Zambia or elsewhere as the\nZSIC General Insurance 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 the ZSIC General\nInsurance Limited or any of its secrets which may come to his\u002Fher knowledge\nduring the course of his\u002Fher employment herein except under the order of the\nCourt or other Law enforcement Agency, the employee is obligated to disclose\nsuch 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 the ZSIC General Insurance Limited,\nCompany Secretary or the Managing Director & Chief Executive Officer prior\nto attending such court or complying with such order as the case may be. Such\nsummons or Court order shall be left with the Company officials\naforementioned.\u003C\u002Fp>\n\n\u003Cp>(vi)The employee shall give full and proper information to such persons as\nthe ZSIC General Insurance Limited may require him\u002Fher to give in the skills\nfor which the employee 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 the ZSIC General Insurance Limited policy to give priority for appointment\nto existing staff by way of internal advertisements. However, when there is no\nsuitable qualified staff to fill a particular post, the ZSIC General Insurance\nLimited shall advertise the 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 the ZSIC General Insurance Limited may direct. The cost\nof such medical examinations shall be borne by the ZSIC General Insurance\nLimited\u003C\u002Fp>\n\n\u003Cp>(iii)When engagement takes place, the ZSIC General Insurance Limited shall\ninform the person in writing of the conditions applicable to his\u002Fher\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>6.0 PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cp>(i)All employees shall serve a probationary period of a minimum of three (3)\nmonths and a maximum of six (6) months. However, at the end of the maximum\nprobationary period of six (6) months, the ZSIC General Insurance Limited\nreserves the right to either confirm or terminate employment.\u003C\u002Fp>\n\n\u003Cp>(ii)The ZSIC General Insurance Limited reserves the right to extend the\nprobationary period. In the event of an extension of the probationary period\nand by or before the end of such extension, the ZSIC General Insurance Limited\nshall have the right to either confirm or terminate the employment. Such\nextension of the probationary period shall be final and for not more than 3\nmonths, where upon the ZSIC General Insurance Limited shall either confirm the\nemployee or terminate employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>(iii)TERMINATION OF EMPLOYMENT\u003C\u002Fstrong>\u003C\u002Fp>\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-WAGES_trigger\">\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 Management\nin accordance with the Job Grading structure and Salary Structure, who shall\nhave the power to appoint such an employee to a particular grade and determine\nhis\u002Fher entry point.\u003C\u002Fp>\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 annual\nincrement.\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 the ZS1C General Insurance Limited fully realize the\nimportance of training local Human Resource in the running of the ZSIC General\nInsurance Limited as a whole. In view of this, the ZSIC General Insurance\nLimited undertakes to do all in its power to train its employee’s for current\nand higher responsibilities.\u003C\u002Fp>\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 the ZSIC\nGeneral Insurance Limited Training & Development Policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iii) All 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>(iv)The ZSIC General Insurance Limited shall recognize and accept\nqualifications relevant to the job attained through private studies. Acceptable\nqualifications shall be from institutions recognized by the Examinations\nCouncil of Zambia, Ministry of Education or designated Government body.\u003C\u002Fp>\n\n\u003Cp>(v)When one obtains certification for an extra qualification relevant to\nhis\u002Fher job but can not be promoted due to limited positions, he or she should\nbe given a notch related salary increment as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>-Certificate\u002FAdvanced Certificate\u003C\u002Ftd>\n      \u003Ctd>3 Notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Diploma\u002F Advanced Diploma\u003C\u002Ftd>\n      \u003Ctd>4 Notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Degree\u003C\u002Ftd>\n      \u003Ctd>5 Notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>-Masters\u003C\u002Ftd>\n      \u003Ctd>6 Notches\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.0 HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\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>\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>10.1 OVERTIME\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-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\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>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Employees on shift work qualify 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>\u003C\u002Fdiv>\u003C\u002Fdiv>\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\u003Cp>The company shall pay a rate of Kwacha One Hundred and Fifty (K 150.00) per\nday in lieu of the Statutory overtime rates stipulated in Clause 10.0 (ii ),\n10.2 and 10.3.\u003C\u002Fp>\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\u003Cp>(i)The leave entitlements according to grade are indicated below;\u003C\u002Fp>\n\n\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>\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 leave\nshall be exclusive of Saturdays, Sundays and gazetted Public Holidays. As a\nrequirement of the Employment Act, every employee will take vacation leave once\nevery year.\u003C\u002Fp>\n\n\u003Cp>(ii)Commutation of leave days will be allowed only when proceeding on annual\nleave.\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 Fifteen (15) days to enable them meet travel\nexpenses to their destinations. The rate of travel on leave allowance shall be\nTwenty (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\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\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\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\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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) The total period of absence shall not exceed One Hundred and Twenty\n(120) days including intervening holidays, Saturdays and Sundays on full pay\nagainst a 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). Thereafter the employee may take all or part\nof the accrued leave if any due and when this is exhausted any leave taken\nshall be unpaid at the discretion of Management.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) If the employee upon her return to work is found to be medically unfit\nto resume her duties, she will be treated in accordance with the rules\ngoverning sick leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\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-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>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>11.5 PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>(i)Male employees shall be granted paternity leave on the following\nconditions:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>(a)A total of Five (5) days paternity leave should be authorized for the\nbirth of a child upon production of a birth certificate or record from a\nrecognized and registered Clinic or Hospital.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\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\n(3) months may be granted. Before any period of unpaid leave commences, all\nAnnual leave 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\u003Ch3>11.7 SPECIAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>(i)At the discretion of Management and in consultation with the Departmental\nManager concerned, an employee who is required by law to attend court\nproceedings 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 General Insurance Limited to attend a\ncourse of study.\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\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\nattend to 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 Two Hundred and Fifty\n(K250.00) per night will be paid to cover for incidental expenses.\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 the ZSIC General Insurance Limited\narranges no accommodation. This allowance shall not be paid to employees who\nstay in accommodation provided by the ZSIC General Insurance Limited i.e.\nHotels, lodges, motels, rest houses, etc.\u003C\u002Fp>\n\n\u003Cp>(ii) Subsistence Allowance shall only be paid when an employee stays away\nover night. Payment will be made at the rate of Kwacha Seven Hundred and Fifty\n(K 750.00) per night across the board. This amount will cover accommodation,\nfood, incidentals 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 HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Housing Allowance will be paid at the rate of Fifty percent (50%) of monthly\nbasic salary without ceiling across the board.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15.0 DISTURBANCE ALLOWANCE\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 the ZSIC General\nInsurance Limited.\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 the ZSIC General Insurance Limited has transferred an employee,\nthe ZSIC General Insurance Limited shall provide temporary accommodation\ncommensurate with the grade for a period not exceeding Fourteen (14) days to\nenable the employee secure accommodation. During this period, the Companies\nshall pay the employee Out of Pocket Allowance provided under Clause 12.0 and\nextend accommodation at Management’s discretion in extreme cases up to Twenty\n(20) days only without the allowance.\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 fifteen (15) days, then he or\nshe will be entitled to receive the difference between his or her salary and\nthat of the incumbent, or equivalent of Six (6) notches 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\nFifteen (15) days, he or she will be entitled to a Responsibility Allowance\ninstead of an Acting Allowance. The allowance will be Twenty Percent (20%) of\nthe employee’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 calculate at the rate of Kwacha Ninety (K 90.00) per\nday\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\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>\u003C\u002Fdiv>\n\n\u003Ch2>20.0 EDUCATIONAL LOAN\u003C\u002Fh2>\n\n\u003Cp>The Companies 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 ZS1C\nGeneral Insurance 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\u003C\u002Fp>\n\n\u003Cp>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 the ZSIC General\nInsurance Company 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 Act.\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 the ZSIC\nGeneral Insurance Limited 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>(iii) For the purpose of material loans, Television, Radio, Furniture, and\nCookers shall be treated as separate items thus\u003C\u002Fp>\n\n\u003Cp>(iv) All material loans shall be full purchase price repayable over a period\nof Twenty Four (24) months.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\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 personal loan to purchase clothes to wear at the office.\u003C\u002Fp>\n\n\u003Cp>(ii)The amount of loan shall be full purchase price of the item repayable\nover a period of Eighteen (18) 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 General Insurance Company Limited may arrange a mortgage scheme\nfacility for the purpose of 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 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>26.0 SALARY 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 Three (3) installments or up to 6\ninstallments at Managements 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 General Insurance Limited shall be entitled, on the termination of\nan employee’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\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Ch2>28.0 MEDICAL SCHEME BENEFIT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(i) The ZSIC General Insurance Limited will take up a non-contributory\nmedical insurance policy to cover for out patient treatment and hospitalization\nof employee, spouse, child and Four (04) registered dependants.\u003C\u002Fp>\u003C\u002Fdiv>\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 Twelve Thousand (K 12, 000.00)\nper annum for outpatient treatment and up to a maximum of Kwacha Fifteen\nThousand (K 15, 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>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29.0 \u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Ch2>FUNERAL GRANT\u003C\u002Fh2>\n\n\u003Cp>(i) In the event of death of employee, the employer will pay funeral grant\nof Kwacha Five Thousand Five Hundred (K 5, 500.00) cash plus standard coffin\nand funeral parlor service.\u003C\u002Fp>\n\n\u003Cp>(ii) In the event of death of a spouse, the funeral grant will be Kwacha\nFive Thousand Five Hundred (K 5, 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\nFour Thousand Five Hundred (K 4,500.00) cash plus standard coffin and funeral\nparlor service.\u003C\u002Fp>\n\n\u003Cp>(iv) In the event of death of registered dependants, the grant will be\nKwacha Four Thousand (K 4,000.00) cash only for only Four (4) registered\ndependents only.\u003C\u002Fp>\n\n\u003Cp>(v) In the event of death of biological parent, brother\u002Fand sister the grant\nwill be Kwacha Three Thousand Five Hundred (K3, 500.00) cash only.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cp>(vi) In the event of a Still Birth, the grant will be Kwacha Two Thousand\n(K2, 000.00) cash only.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>30.0 JOB EVALUATION SCHEME\u003C\u002Fh2>\n\n\u003Cp>(i) The ZSIC General Insurance Limited and the Union have agreed that\ngrading of posts within the agreed grades shall be done by means of job\nevaluation.\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\u003Ch2>31.0 EMPLOYEE RECOGNITION AWARD\u003C\u002Fh2>\n\n\u003Cp>An employee who completes Ten (10), Fifteen (15), Twenty (20) and Twenty-\nfive (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 include 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\nGeneral Insurance Company Limited shall pay a Laundry Allowance at the rate of\nKwacha One Hundred & Fifty (K 150.00) per month to employees in this\ncategory.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2>35.0 REDUNDANCY BENEFIT\u003C\u002Fh2>\n\n\u003Cp>Should any redundancy occur, the following factors will be considered:\nemployee’s age, experience, academic and professional qualifications, conduct\nand disciplinary record, efficiency, effectiveness, diligence and loyalty. The\nother procedure is as follows:-\u003C\u002Fp>\n\n\u003Cp>(i)As soon as the need for any redundancy has become apparent, the Company\nshall discuss the matter with the Union in order to obtain their consent and\ncommitment as well as negotiate the redundancy package.\u003C\u002Fp>\n\n\u003Cp>(ii)In the event that redundancy becomes necessary, it shall be implemented\non the principle of “last in” first out” or a combination of the\nfollowing.\u003C\u002Fp>\n\n\u003Cp>(a)Employees about to reach retirement age, or within the period when they\nmay opt to retire voluntarily.\u003C\u002Fp>\n\n\u003Cp>(b)Non-Zambian employees\u003C\u002Fp>\n\n\u003Cp>(c)Zambian employees\u003C\u002Fp>\n\n\u003Cp>Employees in sub-paragraph (a) shall not lose any of their retirement\nbenefits.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch2>36.0 EARLY RETIREMENT AND MEDICAL DISCHARGE BENEFIT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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) T wo (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>\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\u003C\u002Fp>\n\n\u003Cp>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\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\u003Ch2>38.0 NORMAL RETIREMENT BENEFIT\u003C\u002Fh2>\n\n\u003Cp>Employees who retire upon reaching the age of Sixty (60) would be entitled\nto the following:\u003C\u002Fp>\n\n\u003Cp>(i) Twenty (20) months’ salary across the board for employees who have\nclocked Ten (10) years of service and above the monthly salary referred to\nshall be the salary at the time of separation, plus,\u003C\u002Fp>\n\n\u003Cp>(ii) Three (3) months’ salary across the board for employees who have\nclocked less than Ten (10) years of service and the monthly salary referred to\nshall be the salary at the time of separation, plus,\u003C\u002Fp>\n\n\u003Cp>(iii )Repatriation Allowance.\u003C\u002Fp>\u003C\u002Fdiv>\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 Six\nThousand (K 6,000.00)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\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>\u003C\u002Fdiv>\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 temporary basis.\u003C\u002Fp>\n\n\u003Cp>(c)is not older than Forty five (45) years.\u003C\u002Fp>\n\n\u003Cp>(d)the normal retiring age of employees shall be Fifty five (55) years.\u003C\u002Fp>\n\n\u003Cp>(iii )Employees who separate from the Company for any reason whatsoever\nshall receive their pension benefits in accordance with Scheme rules and as\nguided by the 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 General Insurance Limited, the death benefit to the beneficiaries\nof the estate shall be Three (3) times the employee’s Annual salary.\u003C\u002Fp>\n\n\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 non\ncontributory.\u003C\u002Fp>\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 the ZSIC General Insurance Limited shall receive a\ngeneral salary increment of K 533.00 on the basic pay, effective 1 st January\n2017.\u003C\u002Fp>\n\n\u003Cp>(ii) In addition to the general increments so awarded, employees shall be\nawarded increments based on individual performance appraisals.\u003C\u002Fp>\n\n\u003Cp>(iii) Cost of Living Allowance - All eligible employees of the ZSIC General\nInsurance Limited shall be paid a Cost of Living Allowance amounting to K 1,\n650.00 gross per month, effective 1st January 2017. The Cost of Living\nAllowance shall;\u003C\u002Fp>\n\n\u003Cp>(a)be retained as a separate item on the employee’s pay slip,\u003C\u002Fp>\n\n\u003Cp>(b)not be merged to the employee salary,\u003C\u002Fp>\n\n\u003Cp>(c)not be a focus of negotiation in 2017 and\u003C\u002Fp>\n\n\u003Cp>(d)not be part of the wage opener in 2017\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Ch2>47.0 DISCIPLINE 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 General Insurance\nLimited Disciplinary & Grievance Procedure Code.\u003C\u002Fp>\n\n\u003Cp>The ZSIC General Insurance Limited Disciplinary & Grievance Procedure\nCode in force shall be read together with this Collective agreement and will\nform an appendix. (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 THEAGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The Agreement shall remain in force for a period of Two (2) years,\ncommencing 1st January 2017 to 31s1 December 2018.\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\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>(ii)Job Grading Structure (APPENDIX B)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iii)Disciplinary and Grievance Procedure Code. (APPENDIX C)\u003C\u002Fp>\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>In WITNESS whereof the parties have set their hands at Lusaka on\nthis........ day of May Two Thousand and Seventeen (2017) in the presence of\nthe subscribing witnesses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"MEDICAL_trigger":44,"funeralpaytype":48,"funeralpayamount":52,"JOBTITLE_trigger":56,"jobclassifaction1":60,"TRAINING_trigger":63,"trainingprogrammes":67,"SOCSEC_trigger":71,"pensionfund":75,"contracttrial":78,"contractseverancepay":82,"contractseverancepay1":86,"maxsicknesspay":90,"maxsicknesspayperc":94,"maxsicknesspaytype":98,"disabilitypay":102,"healthcareaccess":105,"healthcareaccessrelatives":109,"healthinsurance":112,"funeralpay":114,"WORKFAM_trigger":116,"paidmaternityleave":120,"paidmaternityleaveduration":124,"paidmaternityleaveall":126,"paidmaternityleavepay":130,"paidmaternityleavepayperc":132,"jobsecuritymothers":134,"maternitydiscrimination":138,"pregnancy":140,"paidpaternityleave":144,"paidpaternityleaveduration":148,"paidpaternityleavepay":152,"paidpaternityleavepayperc":154,"childcare":156,"childcareleave":159,"deathrelativesleave":163,"hourspweek":167,"hourspday":171,"dayspweek":173,"hoursovertimemax":175,"holidaysdays":179,"schedulesrestpw":183,"TRADEUNLEAV_trigger":185,"WAGES_trigger":189,"PAYSCALES_trigger":191,"PAYSCALES_table_selection_txt":195,"STRUCINCR_trigger":197,"OVERTIME_trigger":201,"overtimeallowanceperc1_general":205,"overtimeallowancetype":209,"ANNLEAVE_trigger":212,"overtimeallowanceperc1":216,"SUNDAY_trigger":218,"COMMUTE_trigger":220},{"bindId":45,"name":46,"text":47},"MEDICAL_trigger","28.0 MEDICAL SCHEME BENEFIT (i) The ZSIC","28.0 MEDICAL SCHEME BENEFIT\n\n(i) The ZSIC General Insurance Limited will take up a non-contributory\nmedical insurance policy to cover for out patient treatment and hospitalization\nof employee, spouse, child and Four (04) registered dependants.\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 Twelve Thousand (K 12, 000.00)\nper annum for outpatient treatment and up to a maximum of Kwacha Fifteen\nThousand (K 15, 000.00) per annum for hospitalization.\n\n(iv)Only employees shall be allowed optical treatment and services under the\nmedical scheme.",{"bindId":49,"name":50,"text":51},"funeralpaytype","FUNERAL GRANT (i) In the event of death ","FUNERAL GRANT\n\n(i) In the event of death of employee, the employer will pay funeral grant\nof Kwacha Five Thousand Five Hundred (K 5, 500.00) cash plus standard coffin\nand funeral parlor service.\n\n(ii) In the event of death of a spouse, the funeral grant will be Kwacha\nFive Thousand Five Hundred (K 5, 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\nFour Thousand Five Hundred (K 4,500.00) cash plus standard coffin and funeral\nparlor service.\n\n(iv) In the event of death of registered dependants, the grant will be\nKwacha Four Thousand (K 4,000.00) cash only for only Four (4) registered\ndependents only.\n\n(v) In the event of death of biological parent, brother\u002Fand sister the grant\nwill be Kwacha Three Thousand Five Hundred (K3, 500.00) cash only.\n\n(vi) In the event of a Still Birth, the grant will be Kwacha Two Thousand\n(K2, 000.00) cash only.",{"bindId":53,"name":54,"text":55},"funeralpayamount","(vi) In the event of a Still Birth, the ","(vi) In the event of a Still Birth, the grant will be Kwacha Two Thousand\n(K2, 000.00) cash only.",{"bindId":57,"name":58,"text":59},"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 Management\nin accordance with the Job Grading structure and Salary Structure, who shall\nhave the power to appoint such an employee to a particular grade and determine\nhis\u002Fher entry point.",{"bindId":61,"name":62,"text":62},"jobclassifaction1","(ii)Job Grading Structure (APPENDIX B)",{"bindId":64,"name":65,"text":66},"TRAINING_trigger","9.0 TRAINING (i)The Union and the ZS1C G","9.0 TRAINING\n\n(i)The Union and the ZS1C General Insurance Limited fully realize the\nimportance of training local Human Resource in the running of the ZSIC General\nInsurance Limited as a whole. In view of this, the ZSIC General Insurance\nLimited undertakes to do all in its power to train its employee’s for current\nand higher responsibilities.\n\n(ii)Whenever training is deemed necessary, employees shall be sent to\ncolleges and institutions of learning on such terms as guided by the ZSIC\nGeneral Insurance Limited Training & Development Policy.\n\n(iii) All training matters shall be conducted in accordance with the\nprovisions of the Training & Development Policy in force at all times.\n\n(iv)The ZSIC General Insurance Limited shall recognize and accept\nqualifications relevant to the job attained through private studies. Acceptable\nqualifications shall be from institutions recognized by the Examinations\nCouncil of Zambia, Ministry of Education or designated Government body.\n\n(v)When one obtains certification for an extra qualification relevant to\nhis\u002Fher job but can not be promoted due to limited positions, he or she should\nbe given a notch related salary increment as follows:-\n\n\n  \n  \n  \n  \n    \n      -Certificate\u002FAdvanced Certificate\n      3 Notches\n    \n    \n      -Diploma\u002F Advanced Diploma\n      4 Notches\n    \n    \n      -Degree\n      5 Notches\n    \n    \n      -Masters\n      6 Notches",{"bindId":68,"name":69,"text":70},"trainingprogrammes","(ii)Whenever training is deemed necessar","(ii)Whenever training is deemed necessary, employees shall be sent to\ncolleges and institutions of learning on such terms as guided by the ZSIC\nGeneral Insurance Limited Training & Development Policy.",{"bindId":72,"name":73,"text":74},"SOCSEC_trigger","40.0 STAFF PENSION FUND (i)All employees","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 temporary basis.\n\n(c)is not older than Forty five (45) years.\n\n(d)the normal retiring age of employees shall be Fifty five (55) years.\n\n(iii )Employees who separate from the Company for any reason whatsoever\nshall receive their pension benefits in accordance with Scheme rules and as\nguided by the 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":76,"name":73,"text":77},"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.",{"bindId":79,"name":80,"text":81},"contracttrial","6.0 PROBATIONARY PERIOD (i)All employees","6.0 PROBATIONARY PERIOD\n\n(i)All employees shall serve a probationary period of a minimum of three (3)\nmonths and a maximum of six (6) months. However, at the end of the maximum\nprobationary period of six (6) months, the ZSIC General Insurance Limited\nreserves the right to either confirm or terminate employment.\n\n(ii)The ZSIC General Insurance Limited reserves the right to extend the\nprobationary period. In the event of an extension of the probationary period\nand by or before the end of such extension, the ZSIC General Insurance Limited\nshall have the right to either confirm or terminate the employment. Such\nextension of the probationary period shall be final and for not more than 3\nmonths, where upon the ZSIC General Insurance Limited shall either confirm the\nemployee or terminate employment.",{"bindId":83,"name":84,"text":85},"contractseverancepay","35.0 REDUNDANCY BENEFIT Should any redun","35.0 REDUNDANCY BENEFIT\n\nShould any redundancy occur, the following factors will be considered:\nemployee’s age, experience, academic and professional qualifications, conduct\nand disciplinary record, efficiency, effectiveness, diligence and loyalty. The\nother procedure is as follows:-\n\n(i)As soon as the need for any redundancy has become apparent, the Company\nshall discuss the matter with the Union in order to obtain their consent and\ncommitment as well as negotiate the redundancy package.\n\n(ii)In the event that redundancy becomes necessary, it shall be implemented\non the principle of “last in” first out” or a combination of the\nfollowing.\n\n(a)Employees about to reach retirement age, or within the period when they\nmay opt to retire voluntarily.\n\n(b)Non-Zambian employees\n\n(c)Zambian employees\n\nEmployees in sub-paragraph (a) shall not lose any of their retirement\nbenefits.",{"bindId":87,"name":88,"text":89},"contractseverancepay1","36.0 EARLY RETIREMENT AND MEDICAL DISCHA","36.0 EARLY RETIREMENT AND MEDICAL DISCHARGE BENEFIT\n\n\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) T wo (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\n\n37.0 VOLUNTARY SEPARATION BENEFIT\n\nVoluntary Separation shall be at the discretion of Management. Where the\nCompanies has\n\nseparated 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\nexcess of Twenty (20) years, plus\n\n(v) Three (3) months in lieu of notice to terminate employment, plus\n\n38.0 NORMAL RETIREMENT BENEFIT\n\nEmployees who retire upon reaching the age of Sixty (60) would be entitled\nto the following:\n\n(i) Twenty (20) months’ salary across the board for employees who have\nclocked Ten (10) years of service and above the monthly salary referred to\nshall be the salary at the time of separation, plus,\n\n(ii) Three (3) months’ salary across the board for employees who have\nclocked less than Ten (10) years of service and the monthly salary referred to\nshall be the salary at the time of separation, plus,\n\n(iii )Repatriation Allowance.",{"bindId":91,"name":92,"text":93},"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":95,"name":96,"text":97},"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":99,"name":100,"text":101},"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":103,"name":88,"text":104},"disabilitypay","36.0 EARLY RETIREMENT AND MEDICAL DISCHARGE BENEFIT\n\n\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) T wo (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":106,"name":107,"text":108},"healthcareaccess","(i) The ZSIC General Insurance Limited w","(i) The ZSIC General Insurance Limited will take up a non-contributory\nmedical insurance policy to cover for out patient treatment and hospitalization\nof employee, spouse, child and Four (04) registered dependants.",{"bindId":110,"name":46,"text":111},"healthcareaccessrelatives","28.0 MEDICAL SCHEME BENEFIT\n\n(i) The ZSIC General Insurance Limited will take up a non-contributory\nmedical insurance policy to cover for out patient treatment and hospitalization\nof employee, spouse, child and Four (04) registered dependants.",{"bindId":113,"name":107,"text":108},"healthinsurance",{"bindId":115,"name":107,"text":108},"funeralpay",{"bindId":117,"name":118,"text":119},"WORKFAM_trigger","11.3 COMPASSIONATE SICK LEAVE Management","11.3 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.\n\n11.4 MATERNITY LEAVE\n\n(i) Female employees shall be granted maternity leave on the following\nconditions:-\n\n(a) The total period of absence shall not exceed One Hundred and Twenty\n(120) days including intervening holidays, Saturdays and Sundays on full pay\nagainst a 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). Thereafter the employee may take all or part\nof the accrued leave if any due and when this is exhausted any leave taken\nshall be unpaid at the discretion of Management.\n\n(b) If the employee upon her return to work is found to be medically unfit\nto resume her duties, she will be treated in accordance with the rules\ngoverning sick leave.\n\n(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.\n\n(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.\n\n(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.\n\n11.5 PATERNITY LEAVE\n\n\n\n(i)Male employees shall be granted paternity leave on the following\nconditions:-\n\n(a)A total of Five (5) days paternity leave should be authorized for the\nbirth of a child upon production of a birth certificate or record from a\nrecognized and registered Clinic or Hospital.",{"bindId":121,"name":122,"text":123},"paidmaternityleave","(a) The total period of absence shall no","(a) The total period of absence shall not exceed One Hundred and Twenty\n(120) days including intervening holidays, Saturdays and Sundays on full pay\nagainst a 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). Thereafter the employee may take all or part\nof the accrued leave if any due and when this is exhausted any leave taken\nshall be unpaid at the discretion of Management.",{"bindId":125,"name":122,"text":123},"paidmaternityleaveduration",{"bindId":127,"name":128,"text":129},"paidmaternityleaveall","(d)An employee shall only qualify for pa","(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":131,"name":122,"text":123},"paidmaternityleavepay",{"bindId":133,"name":122,"text":123},"paidmaternityleavepayperc",{"bindId":135,"name":136,"text":137},"jobsecuritymothers","(c) On completion of maternity leave the","(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":139,"name":136,"text":137},"maternitydiscrimination",{"bindId":141,"name":142,"text":143},"pregnancy","(e)Female employees shall be granted tim","(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":145,"name":146,"text":147},"paidpaternityleave","11.5 PATERNITY LEAVE (i)Male employees s","11.5 PATERNITY LEAVE\n\n\n\n(i)Male employees shall be granted paternity leave on the following\nconditions:-\n\n(a)A total of Five (5) days paternity leave should be authorized for the\nbirth of a child upon production of a birth certificate or record from a\nrecognized and registered Clinic or Hospital.",{"bindId":149,"name":150,"text":151},"paidpaternityleaveduration","(a)A total of Five (5) days paternity le","(a)A total of Five (5) days paternity leave should be authorized for the\nbirth of a child upon production of a birth certificate or record from a\nrecognized and registered Clinic or Hospital.",{"bindId":153,"name":150,"text":151},"paidpaternityleavepay",{"bindId":155,"name":150,"text":151},"paidpaternityleavepayperc",{"bindId":157,"name":118,"text":158},"childcare","11.3 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":160,"name":161,"text":162},"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":164,"name":165,"text":166},"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":168,"name":169,"text":170},"hourspweek","(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":172,"name":169,"text":170},"hourspday",{"bindId":174,"name":169,"text":170},"dayspweek",{"bindId":176,"name":177,"text":178},"hoursovertimemax","Employees on shift work qualify for over","Employees on shift work qualify 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.",{"bindId":180,"name":181,"text":182},"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":184,"name":169,"text":170},"schedulesrestpw",{"bindId":186,"name":187,"text":188},"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\nattend to or participate in the activities of the union in accordance with the\nprovisions of the Recognition Agreement.",{"bindId":190,"name":58,"text":59},"WAGES_trigger",{"bindId":192,"name":193,"text":194},"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)",{"bindId":196,"name":193,"text":194},"PAYSCALES_table_selection_txt",{"bindId":198,"name":199,"text":200},"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 the ZSIC General Insurance Limited shall receive a\ngeneral salary increment of K 533.00 on the basic pay, effective 1 st January\n2017.\n\n(ii) In addition to the general increments so awarded, employees shall be\nawarded increments based on individual performance appraisals.\n\n(iii) Cost of Living Allowance - All eligible employees of the ZSIC General\nInsurance Limited shall be paid a Cost of Living Allowance amounting to K 1,\n650.00 gross per month, effective 1st January 2017. The Cost of Living\nAllowance shall;\n\n(a)be retained as a separate item on the employee’s pay slip,\n\n(b)not be merged to the employee salary,\n\n(c)not be a focus of negotiation in 2017 and\n\n(d)not be part of the wage opener in 2017",{"bindId":202,"name":203,"text":204},"OVERTIME_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%)",{"bindId":206,"name":207,"text":208},"overtimeallowanceperc1_general","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":210,"name":207,"text":211},"overtimeallowancetype","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).\n\n10.3 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%)\n\nEmployees on shift work qualify 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.",{"bindId":213,"name":214,"text":215},"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 Fifteen (15) days to enable them meet travel\nexpenses to their destinations. The rate of travel on leave allowance shall be\nTwenty (20%) gross of annual basic salary across the board.",{"bindId":217,"name":207,"text":208},"overtimeallowanceperc1",{"bindId":219,"name":203,"text":204},"SUNDAY_trigger",{"bindId":221,"name":222,"text":223},"COMMUTE_trigger","19.0 TRANSPORT ALLOWANCE Transport Allow","19.0 TRANSPORT ALLOWANCE\n\nTransport 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.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective Agreement ZSIC GENERAL INSURANCE LTD And THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS 2017-2018 Signed: 26 May 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2017-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-12-31\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: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2017-05-26\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: → Banking\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-sickjobtype\">\n                Maximum for sickness pay for: → ZMW \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 2000.0\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: → 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\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: → 274 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 12.0\n            \u003C\u002Fdiv>\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: →  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: →  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 2183.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2017-01\n                \u003C\u002Fdiv>\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: → 20.0 % 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                \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: → 50 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → ZMW  per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[229],{"title":37,"slug":33},[231],{"type":232,"data":233},"call_to_action_body_block",{"title":234,"description":235,"variant":236,"link":237},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":234,"url":238,"description":234,"rel":239,"type":240},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[242],{"type":232,"data":243},{"title":234,"description":235,"variant":236,"link":244},{"title":234,"url":238,"description":234,"rel":239,"type":240},[]]