[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-the-zambia-union-of-financial-institutions-and-allied-workers-duration-1-april-2022-to-31-march-2024":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":164,"content_type_view":165,"extra_breadcrumbs":166,"body":168,"body_blocks":179,"related_pages":183},794,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_ZM","2025-07-28T05:49:16.037136+00:00","2026-04-02T12:54:48.493157+00:00","\u002Fcms\u002Fpages\u002F794\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Zambia","en-zm",{"title":20,"slug":21},"Work in Zambia","work-in-zambia",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T07:49:16.037136+02:00","2026-04-02T14:54:48.647341+02:00",{"cba":32,"clauses":43,"details":162,"translations":163},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-the-zambia-union-of-financial-institutions-and-allied-workers-duration-1-april-2022-to-31-march-2024","87c55c8e-7e70-11f0-bf08-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fcollective-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-the-zambia-union-of-financial-institutions-and-allied-workers-duration-1-april-2022-to-31-march-2024\u002Fcollective-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-the-zambia-union-of-financial-institutions-and-allied-workers-duration-1-april-2022-to-31-march-2024\u002F","COLLECTIVE BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS DURATION: 1 APRIL 2022 TO 31 MARCH 2024","COLLECTIVE BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS DURATION: 1 APRIL 2022 TO 31 MARCH 2024 - 2022","Zambia - COLLECTIVE BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS DURATION: 1 APRIL 2022 TO 31 MARCH 2024 - 2022","COLLECTIVE BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS DURATION: 1 APRIL 2022 TO 31 MARCH 2024 - 2022 - Financial services, banking, insurance",{"name":41,"data":42},"Standard Chartered Bank 2022 - 2024.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>FULL COLLECTIVE BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fh1>\n\u003Cp>\u003Cstrong>DURATION: 1 APRIL 2022 TO 31 MARCH 2024 \u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Hereinafter referred to as the “UNION” representing employees eligible for representation by the Union in terms of Item 2 - Scope of the Agreement of the MEMORANDUM OF RECOGNITION AGREEMENT signed on the 28th day of June 1996 between the Bank and the Union.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>This Collective Agreement made this 12th day of April 2022 between the Bank and the Union covering conditions of service as stipulated in the Memorandum of Recognition Agreement.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Duration of this Collective Agreement except for the rates of pay which shall be negotiated for yearly shall be for a period of not less than twenty-four (24) months commencing on 1st April 2022 provided that: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT\u003Cbr>\n\u003C\u002Fp>\n\u003Col type=\"a\">\n  \u003Cli> Within 24 months of the date of the coming into effect of this Collective Agreement either party could call for a meeting to review salaries according to prevailing economic conditions during the period.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> At any time after 21 months of commencement of this agreement either party will give to the other 3 months’ notice in writing of its desire for this agreement to continue in force for a further period to be agreed upon, or of its intention to terminate the agreement or alter any clause therein.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> At any time after nine months of the commencement of this agreement, either party will give to the other 3 months’ notice in writing of its desire to start negotiations for new rates of pay.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> In the event of emergency cases, both parties shall endeavour to meet as soon as possible but not later than 5 days.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The terms of this agreement shall be in accordance with the prevailing Labour legislation.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> The provisions of this agreement shall be valid only so long as the Recognition Agreement between the Bank and the Union remains in force.\u003Cbr>\n  \u003C\u002Fli>\n  \u003Cli> Pending the signing of a new Collective Agreement, the present agreement shall continue in force.\u003Cbr>\n    Application for a change or Amendment\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>It is agreed that if either the Union or the Bank consider that any part of this agreement should be changed or amended and if it is also considered that such a change is mutually beneficial to both the Union and the Bank and provided it is clearly seen to be a valid reason to recommend such a change or amendment to this agreement, it should be undertaken in the following manner: - \u003C\u002Fp>\n\u003Col type=\"i\">\n  \u003Cli> The Union or the Bank will indicate by letter its intention to discuss a change or amendment to the Collective Agreement.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> Such a letter indicated in (i) above will not be considered by the Bargaining Unit unless it is accompanied by written information\u002Fevidence, or any other communication considered necessary to validate the intention to change or amend the Collective Agreement.\u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> The party requesting the change or amendment shall allow the other party two weeks to consider the request. The Bargaining Unit after two weeks, but not longer than three weeks after the date of the original letter, should agree to meet to discuss the change.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Ch3>1.\tRATES OF PAY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>1.1\tBasic Salary\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Increments for 2022 for all Union grades across the board were awarded. It was agreed that the following increments will be applied across the board effective 1st April 2022 to 31s’ March 2023:\u003Cbr>\n\u003C\u002Fp>\n\u003Cul>\n  \u003Cli> 20 % across the Board\u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\u003C\u002Ful>\u003C\u002Fdiv>\u003Cul>\u003Cli>\u003Cbr>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>1.2\tOvertime\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Overtime shall be 1.5 times the hourly rate on ordinary days and double the hourly rate on Sundays and Public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>1.3\tMid-Month Pay\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Employees may on request draw 25% of their basic salary at mid-month as salary advance without giving reason provided that the net take home after payroll deductions shall not be less than ZMW 500.00. Salary advances will be processed on the 1st day of each month and applications from staff must be submitted to Human Resources by the 27th of each month, i.e., 3 days before the 1st of the following month.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>2.\tANNUAL LEAVE ACCRUAL\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Accrued leave days shall be granted as follows:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.1\tEmployees with 1-5 years of service shall accrue 24 working days exclusive of Saturdays, Sundays, and Gazetted public holidays.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.2\tEmployees with over 5 years of service shall accrue 30 working days exclusive of Saturdays, Sundays, and Gazetted public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>3.\tANNUAL LEAVE TRAVEL EXPENSES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>3.1\tAnnual leave travel expenses shall be paid once per year in April, at the rate of 10.5% of one’s basic annual salary gross across the board.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.2\tLeave accrued, including during probationary period will be paid to the employee or to his\u002Fher estate in cash in the case of termination of contract or death.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.3\tStaff will not forfeit their accrued leave and their leave allowance if they are required to continue working due pressure of work. However, failure to go on leave must be documented and approved by the Head of the division.\u003C\u002Fp>\n\u003Ch3>4. STUDY LEAVE\u003C\u002Fh3>\n\u003Cp>An employee on satisfactory proof of registration shall be granted 12 calendar days plus the actual days of writing  examinations. This entitlement will only be granted once per annum.\t\u003C\u002Fp>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>5.\tCOMPASSIONATE LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>5.1\tOn written application and supported by documentary evidence, an employee will be granted ten (10) working days on the death of spouse, child, father, mother, blood brother and blood sister.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>5.2\tDays in excess of 10 working days shall be granted at the discretion of Management.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>6.\tNURSING A SICK CHILD OR SPOUSE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>6.1\tAn employee shall be granted leave for the purpose of nursing his\u002Fher sick spouse or child provided that he\u002Fshe produces documentary recommendation from a Government approved Doctor registered with the Medical Council of Zambia stating that his\u002Fher presence is required and stating the number of days.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.2\tDocumentary recommendation from registered traditional healers will only be accepted if there is evidence to show that professionally qualified doctors have failed to treat the sick person.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>7.\tUNPAID LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Management may, on application grant unpaid leave for up to a maximum of two (2) years using its discretion in deserving cases and provided that one has served a continuous minimum of two years with the Bank.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>8.\tSPECIAL LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>An employee who is required by law to attend court proceedings shall be allowed special leave for the number of days required.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>9.\tSICK LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cp>Employees who are confirmed in their appointments and who are on prolonged medical treatment because of ill health shall be entitled to sick leave as follows: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">The first twelve (12) months on full pay subject to the production of a medical certificate signed by a government approved medical practitioner.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>Payment of salary in excess of 12 months shall be at the discretion of Management and thereafter, the medical board of review will determine his\u002Fher suitability for continued employment.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>However, recommendation from registered traditional healers will be recognised as a certificate of absence provided there is a letter from a government hospital doctor stating that the employee attended treatment at the hospital and that the nature of his illness could not be cured.\u003C\u002Fp>\n\u003Cp>The employer reserves the rights to have an employee examined by a government registered medical practioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Ch3>  10.\tMATERNITY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Eligible female employees shall be entitled to 140 calendar days-paid maternity leave upon engagement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Such leave shall be exclusive of annual leave of which the latter shall not be taken together with maternity leave except with agreement of employer and employee.\u003Cbr>\n\u003C\u002Fp>\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>Breastfeeding mothers will be allowed one hour off per day, at a time agreed with the line manager. The duration of such breast-feeding shall not exceed one (1) year after date of delivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>11.\tPUBLIC HOLIDAYS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>All gazetted public holidays as stipulated by the Government from time to time shall be observed by the Bank.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth\">\u003Ch3>12.\tHOURS OF WORK\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>12.1\tHours of work shall be restricted to 45 hours per week and one hundred and seventy-six (176) hours per month inclusive of Saturdays. Hours worked in excess of 45 hours per week shall constitute overtime. Overtime will be paid for hours exceeding the weekly 45 hours in that month under consideration.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>12.2\tThe hours per week shall be as follows: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">12.2.1\tMonday - Friday 08:00 hours to 17:00 hours excluding one hour for lunch.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>12.2.2\tAll Saturdays (except Gazetted public holidays) - employees shall work on all Saturdays (except Gazetted public holidays) according to operational requirements.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>12.3\tLunch allowance of ZMW150.00, will be paid to staff that are authorized to work through lunch break between 11:30 hours and 14:30 hours to allow for flexible hours. The one-hour lunch break will not constitute overtime.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">12.4\tClaims fortransport expenses will be reimbursed for staff who work after 19:00 hours.\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>12.5\tDinner will be provided for staff who work after 19.30 hours, but prior arrangements to work overtime after 19.30 hours must be agreed with management. Dinner allowance of ZMW150.00 will be paid to staff that are not provided with actual dinner.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>13.\tOUT OF POCKET ALLOWANCES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>  An employee on bank business or requested by the bank to attend a training course, seminar, or workshop outside his\u002Fher normal station of work shall be paid ZMW300.00 where board and lodging are provided.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>For staff working out of station the following allowances will be paid: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Breakfast allowance of ZMW150.00 if the bank does not buy breakfast.\u003C\u002Fp>\n\u003Cp>  Lunch allowance of ZMW150.00 if the bank does not buy lunch.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Dinner allowance of ZMW150.00 if the bank does not buy dinner.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Overnight allowance of ZMW800.00 per night if the bank does not provide accommodation.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Staff shall be allowed to request for a reasonable cash advance before leaving for any outside assignment, which must be expensed upon return to base within seven days from date of arrival, failure to that, the bank shall recover the outstanding amount in full.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>14.\tALLOWANCES FOR ATM CUSTODIANS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Allowances for ATM Custodians are no longer applicable, as this function was migrated to external vendor(s).\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch3>15.\tPROBATION\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Union may represent newly recruited employees after joining the Bank as long as they have successfully completed the required probationary period.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The probationary period shall be three (3) months, with one day's notice from either side to terminate a contract.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Management, however, reserves the right to extend the period of probation for up to a further three (3) months stating the reasons for the extension.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>16.\tPROTECTIVE CLOTHING AND UNIFORMS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>16.1\tCOVID management PPE, whose form would be determined by Management, shall be provided\u003Cbr>\n  to staff: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>16.1.1\tUniversal Bankers will be provided with milk.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>17.\tACTING ALLOWANCE AND PERIOD\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>17.1\tFor an employee to qualify for acting allowance he\u002Fshe is to act for a continuous period of not less than 21 calendar days in the higher grades.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>17.2\tAll positions in the Bank shall be evaluated and approved job grades will be communicated to staff.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>17.3\tIf an employee acts in the same position for the second time this period shall be reduced to 14\u003Cbr>\ncontinuous days.\u003C\u002Fp>\n\u003Cp>  17.4\tActing allowance shall be paid at the rate of 18% of the salary of the person acting.\u003C\u002Fp>\n\u003Cp>  17.5\tAn employee nominated to act shall be informed in writing prior to carrying out duties involving payment of acting allowance.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>18.\tRESPONSIBILITY ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>18.1\tFor an employee to qualify for Responsibility allowance he\u002Fshe is to perform the added responsibilities of another job in full for a continuous period of not less than 14 calendar days. The position whose responsibilities are to be added will be equivalent to the individual’s job grade.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>18.2\tResponsibility allowance shall be paid at the rate of 18% of the higher salary between that of the incumbent or the person performing the added responsibilities.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>18.3\tAn employee nominated to perform added responsibilities shall be informed in writing prior to carrying out duties involving payment of Responsibility allowance.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>19.\t\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>FUNERAL EXPENSES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>In the event of the death of an employee, spouse, child, or biological parent the following grants shall be paid.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>These grants shall apply per death.\u003C\u002Fp>\n\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\">\n  \u003Ccolgroup>\u003Ccol width=\"263\">\n  \u003Ccol width=\"177\">\n  \u003C\u002Fcolgroup>\u003Ctbody>\u003Ctr>\n    \u003Ctd width=\"261\" align=\"center\">\u003Cstrong>Detail\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003Ctd width=\"209\" align=\"center\">\u003Cstrong>Amount (ZMW)\u003C\u002Fstrong>\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"261\">Direct Employee\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"209\">28,700.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"261\">Spouse\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"209\">16,700.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"261\">Child\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"209\">16,700.00\u003C\u002Ftd>\n  \u003C\u002Ftr>\n  \u003Ctr>\n    \u003Ctd width=\"261\">Parent\u003C\u002Ftd>\n    \u003Ctd align=\"right\" width=\"209\">7,000.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable cellspacing=\"0\" cellpadding=\"0\" border=\"1\">\u003Ctbody>\u003Ctr>\n  \u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3>20.\tCONDITIONS ON PREMISES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>20.1\tA reasonable sized refrigerator primarily for storage of water shall be provided at place of work.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">20.2\tThe Bank will put in place safety measures whenever buildings are being renovated.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>20.3\tBank will provide sugar, coffee, tea, and milk to staff every day.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>21.\tREPATRIATION OF EMPLOYEE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>On termination of services all employees are entitled to be repatriated together with their families from places of employment to places of recruitment as stipulated in the Employment Code Act (2019) under the following  circumstances:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>21.1\tThe employee being medically discharged\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>21.2\tThe employee being declared redundant\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>21.3\tUpon normal and early retirement \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The employee dying in service in which case the benefits may be extended payable to the family of the deceased.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>22.\tREDUNDANCY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>22.1\tAn employee whose contract of service has been terminated by reason of redundancy shall: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>22.1.1\tBe entitled to such redundancy payment as agreed between the Union and the Bank.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.1.2\tBe paid the redundancy benefits not later than the last day of duty of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.1.3\tWhere the bank is unable to pay redundancy benefits, on the last day of duty of the employee, the Bank shall continue to pay the employee full wages until the redundancy wages are paid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.2\tThe contract of service of an employee shall be deemed to have been terminated by reason of redundancy if the termination is wholly or in part due to:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.2.1\tThe Bank ceases to carry on business by virtue of which the employee was engaged.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>22.2.2\tThe Business ceasing or reducing the requirement for the employee to carry out work of a particular kind in the place where the employee was engaged, and the business remains a viable going concern.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>23.\tHOUSING\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Bank shall provide an employee with either housing or a loan towards the purchase or construction of a house as per SCBZ Credit Policy.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>24.\tRELOCATION ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Relocation allowance of ZMW 12,000.00 will be paid to staff. In addition, the Bank will accommodate the staff for a period of 2 weeks.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Where a member of staff requests to be transferred to a different location, he\u002Fshe will be expected to meet all the transfer costs.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>The Bank will accommodate the member of staff for a period of two weeks in a Bank Approved Hotel.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>25.\tEDUCATION ADVANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Management may provide an Education Advance (once annually in January), recoverable (which will be reviewed) in instalments and from February to October of that calendar year.\t.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>  26.\tLABOUR DAY CELEBRATIONS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>At the Banks Discretion, Management will support Labour Day celebrations within reasonable costs to be agreed by Management as the need arises.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>27.\tLONG SERVICE AWARDS\u002FCERTIFICATES\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Long service awards will be paid as per Human Resources Policy Manual.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Ch3>28.\tPATERNITY LEAVE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Eligible male employees shall be entitled to ten (10) working days paid paternity leave on the birth of his child.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>This paternity leave must be taken within the first four (4) months of the child’s birth, or it will be forfeited.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>29.\tMEDICAL FACILITY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The Bank will pay the cost of: -\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>29.1\tDental up to the limit of ZMW5,000 per annum per member.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>29.2\tOptical up to the limit of ZMW4,000 every two years.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>Other ailments will be covered under the general Sancare Medical Insurance general terms and conditions.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>30.\tHOTLINE ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hotline Allowance is no longer applicable, as this function was migrated to external vendor(s).\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>31.\tBARGAINING UNIT NEGOTIATIONS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>All future meetings will be held outside the Bank Premises to avoid disturbances, or Virtually on the basis of COVID management.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>32.\tPAY DAY\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Pay day shall be 23rd of every month or Friday if 23rd falls on the weekend.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>33.\tHARDSHIP ALLOWANCE\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>Hardship Allowance is no longer applicable as the Bank’s rural Branches were closed..The Hardship Allowance may be reinstated as was in previous agreement, should the Bank re-open Branch(es) in rural areas.\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>  34.\tPENSION CONTRIBUTION LEVELS\u003Cbr>\n\u003C\u002Fh3>\n\u003Cp>The pension contribution levels shall be 10% and 7.5% of monthly basic salary for the Bank and Employee respectively with effect from 1st April 2022, with an option for staff to voluntarily increase their contribution.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp> IN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HAND\u003Cbr>\nTHIS 12 TH DAY OF APRIL 2022\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":44,"trainingprogrammes":48,"SOCSEC_trigger":50,"pensionfund":54,"contracttrial":56,"contracttrialperiod":60,"contractseverancepay":62,"maxsicknesspay":66,"maxsicknesspayperc":70,"maxsicknesspaytype":72,"healthcareaccess":76,"healthinsurance":80,"healthandsafetypolicy":82,"protectiveclothing":86,"funeralpay":90,"WORKFAM_trigger":94,"paidmaternityleave":98,"paidmaternityleaveduration":101,"paidpaternityleave":103,"paidpaternityleaveduration":107,"nursingmothers":109,"maternity_nursing_breaks_duration":113,"maternity_nursing_breaks_length":115,"hourspday":117,"hourspweek":121,"hourspmonth":125,"dayspweek":127,"holidaysdays":130,"schedulesrestpw":134,"WAGES_trigger":136,"WAGES_determined":140,"STRUCINCR_trigger":142,"OVERTIME_trigger":144,"overtimeallowancetype_general":148,"overtimeallowanceperc1_general":150,"HARDSHIP_trigger":152,"SUNDAY_trigger":156,"COMMUTE_trigger":158},{"bindId":45,"name":46,"text":47},"TRAINING_trigger","13. OUT OF POCKET ALLOWANCES An employee","13.\tOUT OF POCKET ALLOWANCES\n\n  An employee on bank business or requested by the bank to attend a training course, seminar, or workshop outside his\u002Fher normal station of work shall be paid ZMW300.00 where board and lodging are provided.\n\nFor staff working out of station the following allowances will be paid: -\n\nBreakfast allowance of ZMW150.00 if the bank does not buy breakfast.\n  Lunch allowance of ZMW150.00 if the bank does not buy lunch.\n\nDinner allowance of ZMW150.00 if the bank does not buy dinner.\n\nOvernight allowance of ZMW800.00 per night if the bank does not provide accommodation.\n\nStaff shall be allowed to request for a reasonable cash advance before leaving for any outside assignment, which must be expensed upon return to base within seven days from date of arrival, failure to that, the bank shall recover the outstanding amount in full.",{"bindId":49,"name":46,"text":47},"trainingprogrammes",{"bindId":51,"name":52,"text":53},"SOCSEC_trigger"," 34. PENSION CONTRIBUTION LEVELS The pen","  34.\tPENSION CONTRIBUTION LEVELS\n\nThe pension contribution levels shall be 10% and 7.5% of monthly basic salary for the Bank and Employee respectively with effect from 1st April 2022, with an option for staff to voluntarily increase their contribution.\n\n IN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HAND\nTHIS 12 TH DAY OF APRIL 2022",{"bindId":55,"name":52,"text":53},"pensionfund",{"bindId":57,"name":58,"text":59},"contracttrial","15. PROBATION The Union may represent ne","15.\tPROBATION\n\nThe Union may represent newly recruited employees after joining the Bank as long as they have successfully completed the required probationary period.\n\nThe probationary period shall be three (3) months, with one day's notice from either side to terminate a contract.\n\nManagement, however, reserves the right to extend the period of probation for up to a further three (3) months stating the reasons for the extension.",{"bindId":61,"name":58,"text":59},"contracttrialperiod",{"bindId":63,"name":64,"text":65},"contractseverancepay","22.1.1 Be entitled to such redundancy pa","22.1.1\tBe entitled to such redundancy payment as agreed between the Union and the Bank.\n\n22.1.2\tBe paid the redundancy benefits not later than the last day of duty of the employee.",{"bindId":67,"name":68,"text":69},"maxsicknesspay","The first twelve (12) months on full pay","The first twelve (12) months on full pay subject to the production of a medical certificate signed by a government approved medical practitioner.",{"bindId":71,"name":68,"text":69},"maxsicknesspayperc",{"bindId":73,"name":74,"text":75},"maxsicknesspaytype","Employees who are confirmed in their app","Employees who are confirmed in their appointments and who are on prolonged medical treatment because of ill health shall be entitled to sick leave as follows: -\n\nThe first twelve (12) months on full pay subject to the production of a medical certificate signed by a government approved medical practitioner.\n\nPayment of salary in excess of 12 months shall be at the discretion of Management and thereafter, the medical board of review will determine his\u002Fher suitability for continued employment.\n\nHowever, recommendation from registered traditional healers will be recognised as a certificate of absence provided there is a letter from a government hospital doctor stating that the employee attended treatment at the hospital and that the nature of his illness could not be cured.\nThe employer reserves the rights to have an employee examined by a government registered medical practioner.",{"bindId":77,"name":78,"text":79},"healthcareaccess","29. MEDICAL FACILITY The Bank will pay t","29.\tMEDICAL FACILITY\n\nThe Bank will pay the cost of: -\n\n29.1\tDental up to the limit of ZMW5,000 per annum per member.\n\n29.2\tOptical up to the limit of ZMW4,000 every two years.\n\nOther ailments will be covered under the general Sancare Medical Insurance general terms and conditions.",{"bindId":81,"name":78,"text":79},"healthinsurance",{"bindId":83,"name":84,"text":85},"healthandsafetypolicy","20.2 The Bank will put in place safety m","20.2\tThe Bank will put in place safety measures whenever buildings are being renovated.",{"bindId":87,"name":88,"text":89},"protectiveclothing","16. PROTECTIVE CLOTHING AND UNIFORMS 16.","16.\tPROTECTIVE CLOTHING AND UNIFORMS\n\n16.1\tCOVID management PPE, whose form would be determined by Management, shall be provided\n  to staff: -\n\n16.1.1\tUniversal Bankers will be provided with milk.",{"bindId":91,"name":92,"text":93},"funeralpay","FUNERAL EXPENSES In the event of the dea","FUNERAL EXPENSES\n\nIn the event of the death of an employee, spouse, child, or biological parent the following grants shall be paid.\n  \nThese grants shall apply per death.\n\n  \n  \n  \n    Detail\n    Amount (ZMW)\n  \n  \n    Direct Employee\n    28,700.00\n  \n  \n    Spouse\n    16,700.00\n  \n  \n    Child\n    16,700.00\n  \n  \n    Parent\n    7,000.00",{"bindId":95,"name":96,"text":97},"WORKFAM_trigger"," 10. MATERNITY LEAVE Eligible female emp","  10.\tMATERNITY LEAVE\n\nEligible female employees shall be entitled to 140 calendar days-paid maternity leave upon engagement.\n\nSuch leave shall be exclusive of annual leave of which the latter shall not be taken together with maternity leave except with agreement of employer and employee.\n\nBreastfeeding mothers will be allowed one hour off per day, at a time agreed with the line manager. The duration of such breast-feeding shall not exceed one (1) year after date of delivery.",{"bindId":99,"name":96,"text":100},"paidmaternityleave","  10.\tMATERNITY LEAVE\n\nEligible female employees shall be entitled to 140 calendar days-paid maternity leave upon engagement.",{"bindId":102,"name":96,"text":100},"paidmaternityleaveduration",{"bindId":104,"name":105,"text":106},"paidpaternityleave","28. PATERNITY LEAVE Eligible male employ","28.\tPATERNITY LEAVE\n\nEligible male employees shall be entitled to ten (10) working days paid paternity leave on the birth of his child.\n\nThis paternity leave must be taken within the first four (4) months of the child’s birth, or it will be forfeited.",{"bindId":108,"name":105,"text":106},"paidpaternityleaveduration",{"bindId":110,"name":111,"text":112},"nursingmothers","Breastfeeding mothers will be allowed on","Breastfeeding mothers will be allowed one hour off per day, at a time agreed with the line manager. The duration of such breast-feeding shall not exceed one (1) year after date of delivery.",{"bindId":114,"name":111,"text":112},"maternity_nursing_breaks_duration",{"bindId":116,"name":111,"text":112},"maternity_nursing_breaks_length",{"bindId":118,"name":119,"text":120},"hourspday","12.2.1 Monday - Friday 08:00 hours to 17","12.2.1\tMonday - Friday 08:00 hours to 17:00 hours excluding one hour for lunch.",{"bindId":122,"name":123,"text":124},"hourspweek","12. HOURS OF WORK 12.1 Hours of work sha","12.\tHOURS OF WORK\n\n12.1\tHours of work shall be restricted to 45 hours per week and one hundred and seventy-six (176) hours per month inclusive of Saturdays. Hours worked in excess of 45 hours per week shall constitute overtime. Overtime will be paid for hours exceeding the weekly 45 hours in that month under consideration.",{"bindId":126,"name":123,"text":124},"hourspmonth",{"bindId":128,"name":119,"text":129},"dayspweek","12.2.1\tMonday - Friday 08:00 hours to 17:00 hours excluding one hour for lunch.\n\n12.2.2\tAll Saturdays (except Gazetted public holidays) - employees shall work on all Saturdays (except Gazetted public holidays) according to operational requirements.",{"bindId":131,"name":132,"text":133},"holidaysdays","2. ANNUAL LEAVE ACCRUAL Accrued leave da","2.\tANNUAL LEAVE ACCRUAL\n\nAccrued leave days shall be granted as follows:\n\n2.1\tEmployees with 1-5 years of service shall accrue 24 working days exclusive of Saturdays, Sundays, and Gazetted public holidays.\n\n2.2\tEmployees with over 5 years of service shall accrue 30 working days exclusive of Saturdays, Sundays, and Gazetted public holidays.",{"bindId":135,"name":119,"text":129},"schedulesrestpw",{"bindId":137,"name":138,"text":139},"WAGES_trigger","1.1 Basic Salary Increments for 2022 for","1.1\tBasic Salary\n\nIncrements for 2022 for all Union grades across the board were awarded. It was agreed that the following increments will be applied across the board effective 1st April 2022 to 31s’ March 2023:\n\n\n   20 % across the Board",{"bindId":141,"name":138,"text":139},"WAGES_determined",{"bindId":143,"name":138,"text":139},"STRUCINCR_trigger",{"bindId":145,"name":146,"text":147},"OVERTIME_trigger","1.2 Overtime Overtime shall be 1.5 times","1.2\tOvertime\n\nOvertime shall be 1.5 times the hourly rate on ordinary days and double the hourly rate on Sundays and Public holidays.",{"bindId":149,"name":146,"text":147},"overtimeallowancetype_general",{"bindId":151,"name":146,"text":147},"overtimeallowanceperc1_general",{"bindId":153,"name":154,"text":155},"HARDSHIP_trigger","33. HARDSHIP ALLOWANCE Hardship Allowanc","33.\tHARDSHIP ALLOWANCE\n\nHardship Allowance is no longer applicable as the Bank’s rural Branches were closed..The Hardship Allowance may be reinstated as was in previous agreement, should the Bank re-open Branch(es) in rural areas.",{"bindId":157,"name":146,"text":147},"SUNDAY_trigger",{"bindId":159,"name":160,"text":161},"COMMUTE_trigger","12.4 Claims fortransport expenses will b","12.4\tClaims fortransport expenses will be reimbursed for staff who work after 19:00 hours.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>COLLECTIVE BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS DURATION: 1 APRIL 2022 TO 31 MARCH 2024 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2022-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-sickjobtype\">\n                Maximum for sickness pay for: → ZMW \n            \u003C\u002Fdiv>\n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 7000.0\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: → 20 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 10 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 10 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\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: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 176.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 20.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2022-04\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                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \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",[167],{"title":37,"slug":33},[169],{"type":170,"data":171},"call_to_action_body_block",{"title":172,"description":173,"variant":174,"link":175},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":172,"url":176,"description":172,"rel":177,"type":178},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[180],{"type":170,"data":181},{"title":172,"description":173,"variant":174,"link":182},{"title":172,"url":176,"description":172,"rel":177,"type":178},[]]