[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fjoint-industrial-council-collective-agreement-between-the-association-of-building-and-civil-engineering-contractors-abcec-and-the-national-union-of-building-engineering-and-general-workers-nubegw-2022-2023":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":165,"content_type_view":166,"extra_breadcrumbs":167,"body":169,"body_blocks":180,"related_pages":184},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":163,"translations":164},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"joint-industrial-council-collective-agreement-between-the-association-of-building-and-civil-engineering-contractors-abcec-and-the-national-union-of-building-engineering-and-general-workers-nubegw-2022-2023","9136a98c-f2b4-11ef-88f3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fjoint-industrial-council-collective-agreement-between-the-association-of-building-and-civil-engineering-contractors-abcec-and-the-national-union-of-building-engineering-and-general-workers-nubegw-2022-2023\u002Fjoint-industrial-council-collective-agreement-between-the-association-of-building-and-civil-engineering-contractors-abcec-and-the-national-union-of-building-engineering-and-general-workers-nubegw-2022-2023\u002F","Joint Industrial Council Collective Agreement Between The Association of Building and Civil Engineering Contractors (ABCEC) and the National Union of Building, Engineering and General Workers (NUBEGW) _2022_2023","ZMB ABCEC The Association of Building and Civil Engineering Contractors - 2022","Zambia - ZMB ABCEC The Association of Building and Civil Engineering Contractors - 2022","ZMB ABCEC The Association of Building and Civil Engineering Contractors - 2022 - Construction, technical consultancy",{"name":41,"data":42},"zm-government-gazette-dated-2022-03-17-no-7104.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>zm-government-gazette-dated-2022-03-17-no-7104\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Industrial and Labour Relations Act\u003C\u002Fh1>\n\n\u003Ch1>Section 71 (1) (a) and (b)\u003C\u002Fh1>\n\n\u003Ch1>Joint Industrial Council Collective Agreement\u003C\u002Fh1>\n\n\u003Ch1>(As Amended 1st January 2020)\u003C\u002Fh1>\n\n\u003Ch1>Between\u003C\u002Fh1>\n\n\u003Ch1>The Association of Building and Civil Engineering\u003C\u002Fh1>\n\n\u003Ch1>Contractors (ABCEC)\u003C\u002Fh1>\n\n\u003Ch1>and the\u003C\u002Fh1>\n\n\u003Ch1>National Union of Building, Engineering and General Workers (NUBEGW)\u003C\u002Fh1>\n\n\u003Ch1>for the Period\u003C\u002Fh1>\n\n\u003Ch1>Effective 1st January 2022to 31st December 2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.PERIOD AND SCOPE:\u003C\u002Fh2>\n\n\u003Cp>1.1.This Agreement is entered into by and between the Association of\nBuilding and Civil Engineering Contractors (hereinafter called the\n“Association”) and the National Union of Building Engineering and General\nWorkers (hereinafter called the Union) whereas both parties agree that the\ndocument accurately reflects consensus reached during the course of\nnegotiations and agree to abide by the terms and conditions of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>1.2. The provisions of the Agreement shall apply to all members of the Joint\nIndustrial Council and shall not apply to any support staff employed by the\nemployer that are not members of the union.\u003C\u002Fp>\n\n\u003Cp>1.3. This Agreement commences with effect from the 1st day of January 2022\nand the contents herein shall have effect from the date aforesaid\u003C\u002Fp>\n\n\u003Cp>1.4.The Parties hereto further agree that all benefits under the previous\nAgreement have been settled in full by the employer in compliance with the\nprovisions therein.\u003C\u002Fp>\n\n\u003Ch2>2.DEFINITIONS\u003C\u002Fh2>\n\n\u003Ch3>2.1 Contractual\u003C\u002Fh3>\n\n\u003Cp>2.1.1 Casual employee: means a person employed to perform casual work and\nwhose terms of engagement provide for payment at an hourly rate, including\ncasual loading, payable at the end of each day and is not engaged for a period\nexceeding 24 hours at a time;\u003C\u002Fp>\n\n\u003Cp>2.1.2 “Employee”: means a person who, in return for wages, or\ncommission, enters into a contract of employment and includes a person employed\nunder a contract of Apprenticeship made in accordance with the Apprenticeship\nAct, but does not include an independent contractor or a person engaged to\nperform piece work;\u003C\u002Fp>\n\n\u003Cp>2.1.3 Employer: means any person, or any firm, corporation, company,\npartnership, co-operative society or body of persons who or which employs any\nperson to work under a contract of service, either oral or written, in the\nBuilding and Civil Engineering Industry.\u003C\u002Fp>\n\n\u003Cp>2.1.4 C asual Loading: means the additional hourly pay at a rate of\ntwenty-five percent of an hourly rate\u003C\u002Fp>\n\n\u003Cp>2.1.5 Casual work means work that—\u003C\u002Fp>\n\n\u003Cp>(a)is not permanent in nature; or\u003C\u002Fp>\n\n\u003Cp>(b)is capable of being carried out in a period of less than six months.\u003C\u002Fp>\n\n\u003Cp>2.1.6 Contract of employment: means an agreement establishing an employment\nrelationship between an employer and an employee, whether express or implied,\nand if express, whether oral or in writing.\u003C\u002Fp>\n\n\u003Cp>2.1.7 Continuous Period of Service: means a period of service during which\nan employee has worked continuously for the same employer without absenting\nhimself save with lawful excuse or permission for the duration of the\nContract. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">2.1.8 Month: shall mean a continuous period of 207 normal working hours.\nMade up of a maximum of 45 hours per week Monday - Saturday, with a maximum of\nup to 9 hours per day.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>2.1.9 Working week: means six working days (which shall include Public\nHolidays for which the employee is in terms of this Agreement credited with one\nnormal working day) in any seven consecutive days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.1.10 Flexibilisation: means an employment practice characterized by\ndifferent aspects of human resource management, such as—\u003C\u002Fp>\n\n\u003Cp>(a)Pay flexibility, which is focused on performance related pay and pay\nbargaining;\u003C\u002Fp>\n\n\u003Cp>(b)Contractual flexibility, which includes non-permanent contracts of\nservice, sub-contracting and Outsourcing;\u003C\u002Fp>\n\n\u003Cp>(c)Task flexibility, which allows employees to perform various activities;\nand\u003C\u002Fp>\n\n\u003Cp>(d)Working hours flexibility, which focuses on part-time working, job\nsharing and flexi hours of work\u003C\u002Fp>\n\n\u003Cp>2.1.11 Dependant: means a Spouse, children below age 18 years, parents for\nemployee and parents of employee’s spouse, other persons in care of employee\nregistered with employer in writing minimum 3 months in advance prior to\nbenefits claimed\u003C\u002Fp>\n\n\u003Ch3>2.2 Contracts:\u003C\u002Fh3>\n\n\u003Cp>2.2.1 Long-term contract: means a contract of service for:\u003C\u002Fp>\n\n\u003Cp>(a)a period exceeding twelve months, renewable for a further term; or\u003C\u002Fp>\n\n\u003Cp>(b)the performance of a specific task or project to be undertaken over a\nspecified period of time, and whose termination\u003C\u002Fp>\n\n\u003Cp>is fixed in advance by both parties;\u003C\u002Fp>\n\n\u003Cp>2.2.2 Full-time: means employment under a contract of employment that\nrequires work to be done for the maximum hours per week, not exceeding a total\nof 45 hours, stipulated by an employer\u003C\u002Fp>\n\n\u003Cp>2.2.3 Part-time: means employment under a contract of employment that\nstipulates fewer working hours per week than those stipulated for full-time by\nan employer;\u003C\u002Fp>\n\n\u003Cp>2.2.4Permanent contract: means a contract of employment, if not terminated\nin accordance with the employment act 2019, expires on the employee’s\nattainment of the retirement age specified under a written law;\u003C\u002Fp>\n\n\u003Cp>2.2.5 Piece work: means any work the pay for which is estimated by the\namount of work performed irrespective of the time occupied in its\nperformance;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">2.2.6 Probationary: a contract for a probationary period not exceeding 3\nmonths.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.2.7 Learner-ship\u002Fapprenticeship: means any person employed under a\ncontract of apprenticeship\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch2>3 REGISTERED UNDER SECTION TWELVE OR F OURTEEN OF THE APPRENTICESHIP\nACT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cp>2.3 Payments\u003C\u002Fp>\n\n\u003Cp>2.3.1 Basic pay: means the standard rate of pay before additional payments\nsuch as allowances and bonuses for a period not exceeding one month;\u003C\u002Fp>\n\n\u003Cp>2.3.2 Full pay: means basic pay, allowances and the cash equivalent of any\nallowances in kind applicable for a period not exceeding one month, but does\nnot include payments in respect of any bonus;\u003C\u002Fp>\n\n\u003Cp>2.3.3 Gratuity: means a payment made to an employee in accordance with a\ncontract of employment on the expiry of a long term contract of employment\nbased on basic pay earnings that have accrued to the employee during the term\nof service;\u003C\u002Fp>\n\n\u003Cp>2.3.4 Leave Pay: Leave benefits\u003C\u002Fp>\n\n\u003Cp>FP x D) 24 days\u003C\u002Fp>\n\n\u003Cp>Where FP = full pay\u003C\u002Fp>\n\n\u003Cp>D = number of accrued leave days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">2.3.5 Sick Pay: an employee entitled to sick leave shall be paid full pay\nduring the first three months of the sick leave and thereafter, half pay for\nthe next three months.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.4 Terms\u003C\u002Fh3>\n\n\u003Cp>2.4.1 Civil Engineering Industry: means without in any way limiting the\nordinary meaning of the expression the industry in which employers and\nemployees are associated for any or all of the following purposes;\u003C\u002Fp>\n\n\u003Cp>2.4.2 Joint Council and\u002For Council: means the Joint Council for the Building\nand Civil Engineering Industry.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.5 Types of Work\u003C\u002Fh3>\n\n\u003Cp>2.5.1 Civil engineering work in connection with thermal and hydro-electric\nschemes; cement grouting operations and pile driving; any other work of a\nsimilar nature, including excavations and foundation works involving problems\nof a civil engineering character.\u003C\u002Fp>\n\n\u003Cp>2.5.2 Building Industry and\u002For Industry and or Building and Allied trades\nand or Contractors involved in the Mining Industry shall be deemed to cover the\nindustry in which employers and employees are associated for the purpose of\nerecting, completing, air conditioning which requires structural adjustments or\nalterations, or additions, renovating, repairing, maintaining, or altering\nbuildings or structures and\u002For the making and\u002For the manufacturing of articles\nfor the use in erection, completion or alteration of buildings and structures,\nwhether the work is performed, the materials are prepared, or the necessary\narticles are made on the sites of the buildings or structures or elsewhere, and\nshall include all work executed or carried out by persons therein who are\nengaged in the following activities or subdivisions therefore:\u003C\u002Fp>\n\n\u003Cp>2.5.2.1 Air-conditioning which requires structural adjustments or\nalterations and additions and which include installations having for their\npurpose the delivery, extraction or conditioning of air for any purpose in any\nbuilding or structure;\u003C\u002Fp>\n\n\u003Cp>2.5.2.2 Asbestos\u002Fcement\u002Fand\u002For any substitute material which includes the\nfixing of roof covering whether of tiles, corrugated or flat sheeting, wall\ncoverings, floor and wall tiling, pre-cast products, whether or not the fixing\nin the building or structure is done by the person making or preparing the\narticle used;\u003C\u002Fp>\n\n\u003Cp>2.5.2.3 Asphalting, which includes asphalting floors, roofs, water proofing\nfoundations, basements or walls, laying method or other compositions and rubber\nflooring;\u003C\u002Fp>\n\n\u003Cp>2.5.2.4 Bricklaying, which includes concreting and fixing ofthe concrete\nblocks, tiling ofwalls and floors, pointing, laying mosaic work, facing work in\nslate, in marble and in composition, drain laying, slating and roof tiling,\nasphalting, whether or not the fixing in the building or structure is done by\nthe person making or preparing the article use\u003C\u002Fp>\n\n\u003Cp>2.5.2.5 Clerk means an employee wholly or mainly engaged in writing and or\ntyping and\u002For any other form of clerical or office work, including\ntime-keeping.\u003C\u002Fp>\n\n\u003Cp>2.5.2.6 Construction of docks, harbour works, piers, quays, sea defences,\nwharves, aqueducts, bridges, cable ducts, viaducts, aerodromes, road bunkers,\nbins, cooling towers, silos, water towers, dams, irrigation works, pipelines,\nreservoirs, river woks, filter beds, sewerage works, sewers, railways, tunnels,\ncaissons and mine shaft collars;\u003C\u002Fp>\n\n\u003Cp>2.5.2.7 Electrical installation, which includes electrical fitting and\nwiring and operations incidental thereto;\u003C\u002Fp>\n\n\u003Cp>2.5.2.8 French polishing, which includes polishing with a brush or pad and\nspraying with any composition;\u003C\u002Fp>\n\n\u003Cp>2.5.2.9 Joinery, which includes the manufacture of all articles of joinery,\nwhether or not the fixing in the building or structure is done by the person\nmaking or preparing the articles used;\u003C\u002Fp>\n\n\u003Cp>2.5.2.10 Lift installation, which includes the manufacture of lift cars or\ncages and the erection and\u002For maintenance of lifts;\u003C\u002Fp>\n\n\u003Cp>2.5.2.11 Light making, lead and other metals, which includes the manufacture\nand\u002For fixing of lights, display signs and glazing relating thereto;\u003C\u002Fp>\n\n\u003Cp>2.5.2.12 Masonry, which includes stone cutting and building (also the\ncutting of ornamental and monumental stone work); concreting, and the fixing or\nbuilding of pre-cast or artificial stone or marble paving, mosaic work,\npointing, wall and floor tiling, operating of stone working machinery and\nsharpening masons’ tools, whether or not the fixing in the building or\nstructure is done by the person making or preparing the article used;\u003C\u002Fp>\n\n\u003Cp>2.5.2.13 Metal work, which includes the fixing of steel ceiling, metal\nwindows, metal doors, builders’ smith work, the fixing of drawn metal work,\nand sheet and extruded metal, whether or not the fixing in the building or\nstructure is done by person making or preparing the article used;\u003C\u002Fp>\n\n\u003Cp>2.5.2.14 Painting, which includes decorating paper hanging, glazing, (which\nincludes bedding back, puttying and insertion of glass), distempering, lime or\ncolour-washing, staining, graining and marbling and spraying and plastic\ntexture work, stippler work, knotting and sign-writing;\u003C\u002Fp>\n\n\u003Cp>2.5.2.15 Plastering, which includes modelling, granolithic and composition\nflooring, pre-cast or artificial stone work, wall and floor tiling, paving and\nmosaic work, making and fixing fibrous plaster and plaster board, asphalting,\nwhether or not the fixing 6in the building or structure is done by the person\nmaking or preparing the article used;\u003C\u002Fp>\n\n\u003Cp>2.5.2.16 Plumbing, which includes lead burning, gas fitting, sanitary and\ndomestic engineering, drain laying caulking, ventilating, heating, hot and cold\nwater fitting, including the fixing and water fitting of electric geysers, fire\ninstallation and the manufacture and fitting of all sheet metal work, whether\nor not the fixing in the building or structure is done by the person making or\npreparing the article used;\u003C\u002Fp>\n\n\u003Cp>2.5.2.17 Shop, office and bank fittings, which include the manufacture\nand\u002For fixing of shop fronts, window enclosures, show cases, counters, screen\nand interior fittings and fixtures, whether manufactured in wood or metal;\u003C\u002Fp>\n\n\u003Cp>2.5.2.18 Steel reinforcing, which includes the fixing of all classes of\nsteel and other metal columns, girders, steel joints, or metal in any form\nwhich form part of a building structure provided that the total weight of such\nmaterial shall not exceed two tons in any one building or structure\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.5.2.19Wood working, which includes carpentry, woodworking, machining,\nturning, carving, fixing of corrugated iron, sound and acoustic material, cork\nand asbestos insulation, wood lathing, composition ceiling and wall covering,\nplugging of walls, covering of woodwork with metal, block and other flooring,\nincluding wood and cork and sand papering of same, roof tiling, asphalting,\nwhether or not the fixing in the building or structure is done by the person\nmaking or preparing the article used.\u003C\u002Fp>\n\n\u003Ch3>2.6 Workers\u003C\u002Fh3>\n\n\u003Cp>2.6.1 Semi-skilled worker: means any person employed as a charge hand\n(Captain or workmen) or operative (person using or operating any of the power\ndriven plant referred to under Operatives Class IV) :-\u003C\u002Fp>\n\n\u003Cp>2.6.2 Workers:-Skilled worker: means any person (other than a workman)\nemployed in the Industry who is engaged in any one or more of the following\ntrades and who holds the appropriate Trades Test Certificate issued by the\ncouncil :-Bricklaying and\u002F or plastering, carpentry, joinery, plumbing, sheet\nmetal working, drain laying, electrical wiring, painting, glazing, driving and\nstructural welding, bar bending and reinforcement fixing, concrete float,\nsurface finishing, plant repair and maintenance, scaffolding, shutter fixing,\nstructural steel work, timbering.:-\u003C\u002Fp>\n\n\u003Cp>2.6.3 Workman\u002FGeneral Worker: means any person engaged in any work in the\nIndustry, which requires no particular training or skill.\u003C\u002Fp>\n\n\u003Cp>2.6.4 Watchman: means a person engaged to watch over any property in or on\nany building, yard site or other place.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch2>3. CLASSIFICATION OF WORKERS:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>3.1 Watchman\u002FSecurity Guard\u003C\u002Fh3>\n\n\u003Cp>3.1.1 Parties hereby agree that the hours of attendance of work by this\nclass of employee shall be at the demand of the employer during hours outside\nthe normal working hours of the employer.\u003C\u002Fp>\n\n\u003Cp>3.1.2 provided that a Watchman\u002FSecurity Guard working more than four shifts\nin any calendar week consisting of seven consecutive days shall be paid\novertime at the rate of ordinary full pay plus half of ordinary full pay plus\nhalf of ordinary full pay per shift for shifts worked.\u003C\u002Fp>\n\n\u003Cp>3.1.3 Provided also that in the case of a Watchman\u002FSecurity Guard who is\nabsent from work through illness and who produces a valid medical certificate,\nor, in the case of a Watchman\u002FSecurity Guard who is absent from work with the\npermission of his employer, the shifts which such Watchman\u002FSecurity Guard would\nnormally have worked during the calendar week or calendar weeks when he was\nabsent from work, shall be included in the time worked when calculating\novertime.\u003C\u002Fp>\n\n\u003Cp>3.1.4 All Shifts worked by a Watchman\u002FSecurity Guard on a paid public\nholiday as defined in Section 5 of the Collective Agreement for the Industry\nshall be paid for those shifts worked on a paid public holiday. A shift in the\ncase of a Watchman\u002F Security Guard shall be of fourteen continuous hour’s\nduration.\u003C\u002Fp>\n\n\u003Ch3>3.2 Semi Skilled Workers:\u003C\u002Fh3>\n\n\u003Cp>3.2.1 The Parties have agreed that Semi Skilled workers shall include any\nperson employed as a charge hand or operator person operating a mechanical\ndevice such as a concrete mixer, hoist, cook and lorry mate and such person\nshall be paid in accordance with the rate as set out in the first schedule for\nsemi-skilled workers.\u003C\u002Fp>\n\n\u003Cp>3.2.2 The Parties have agreed that any person over the age of 21 years\nengaged in trade as defined by the term skilled worker and employed under\nsupervision for the purpose of becoming skilled in that trade shall be\nclassified a learner and paid in accordance with the relevant rate as set out\nin the first schedule.\u003C\u002Fp>\n\n\u003Cp>3.2.3 Provided that no person shall be employed as a learner with one\nemployer after completing twelve calendar month’s continuous service.\u003C\u002Fp>\n\n\u003Ch3>3.3 Licensed Driver:\u003C\u002Fh3>\n\n\u003Cp>3.3.1 The parties have agreed that consideration be given to the\nresponsibility of the job when paying wages in excess of the minimum rate.\u003C\u002Fp>\n\n\u003Ch3>3.4 Skilled Worker. Class III:\u003C\u002Fh3>\n\n\u003Cp>3.4.1 The Parties have agreed that any person who has successfully taken a\nGrade I Trade Test approved by the Joint Council and who is in possession of\neither a Class III Trade Test Certificate issued by the Council or an Interim\nCertificate issued by a Technical College or a Trades Training Institute\nrecognized by the Joint Council shall be classified a Skilled Worker and paid\nin accordance with this Agreement and as set out in the First Schedule.\u003C\u002Fp>\n\n\u003Cp>3.4.2 It has been further agreed that this class shall include a\nPainter\u002FGlazier a Bricklayer\u002FPlasterer a Sign-writer a Woodworking machinist a\nCarpenter and Joiner Cabinet maker an Electrical Wireman a Plumber, a\nSheet-metal worker a Plant Mechanic and a Metal Fabricator\u002FBoilermaker who has\nsuccessfully taken a Grade I Trade Test as approved by the Council or such\nother Class III Trade Test as set out in this provision.\u003C\u002Fp>\n\n\u003Ch3>3.5 Skilled Worker. Class II:\u003C\u002Fh3>\n\n\u003Cp>3.5.1 The Parties have agreed that any person who has successfully taken a\nGrade II Trade Test approved by the Joint Council and who is in possession of\neither a Class II Trade Test Certificate issued by the Council or a full Craft\nCertificate issued by a Technical College or a Trades Training Institute\nrecognised by the Joint Council or an Interim Certificate holder with\nsatisfactory practical experience shall be classified as a Class II worker and\npaid in accordance with such rate as set out in the first schedule. It has been\nfurther agreed by the parties that this class shall include the following a\nPainter\u002FGlazier a Bricklayer\u002FPlasterer a Sign-writer a Woodworking machinist a\nPlumber, a Sheet-metal worker a Carpenter and Joiner Cabinet maker an\nElectrical Wireman a Plant Mechanic and a Metal Fabricator\u002FBoilermaker who has\nsuccessfully taken a Grade II Trade Test as approved by the Council or such\nother Class II Trade Test as set out in this provision.\u003C\u002Fp>\n\n\u003Ch3>3.6 Skilled Worker Class I:\u003C\u002Fh3>\n\n\u003Cp>3.6.1 The Parties have agreed that any person who has successfully taken a\nGrade III Trade Test approved by the Joint Council and who is in possession of\neither a Class I Trade Test Certificate issued by the Council of a full Craft\nCertificate issued by the Council or a full Craft Certificate with satisfactory\npractical experience shall be classified as a class I Skilled Worker and shall\ninclude a Painter\u002FGlazier a Bricklayer\u002FPlasterer a Sign-writer a Woodworking\nmachinist a Plumber, a Sheet-metal worker a Carpenter and Joiner a Cabinet\nmaker an Electrical Wireman a Plant Mechanic and Metal F\nabricator\u002FBoilermaker.\u003C\u002Fp>\n\n\u003Ch3>3.7 Security Officer\u002FPoliceman:\u003C\u002Fh3>\n\n\u003Cp>3.7.1 The parties have agreed that this includes any person who has\nundergone formal training in police work and such person shall be paid a wage\nas set out in the first Schedule.\u003C\u002Fp>\n\n\u003Ch3>3.8 Operatives Class IV:\u003C\u002Fh3>\n\n\u003Cp>3.8.1 The Parties have agreed that this shall include any semi-skilled\nworkman using or operating any or all of the such power driven plant equipment\nthat shall include Compressors Crushers Dumpers up to and including 1m3\ncapacity Mixers Power- driven tools Rollers including up to and including 2T\nand Winches other than piling winches.\u003C\u002Fp>\n\n\u003Ch3>3.9 Operatives Class III:\u003C\u002Fh3>\n\n\u003Cp>3.9.1 The Parties have agreed that this shall include any semi-skilled\nworkman using or operating any or all of such power driven plant equipment that\nshall include Cranes Derricks Dumpers over lm3. Capacity Lorries Mechanical\nSpreaders Rollers over 2T small tractors and attachment up to approx 38kW\npiling Winches and Excavators of up to approx 38kW.\u003C\u002Fp>\n\n\u003Ch3>3.10 Operatives Class II:\u003C\u002Fh3>\n\n\u003Cp>3.10.1 The Parties have agreed that this class shall any person who operates\nDumpers (Euclid or similar) Earthmoving tractors & attachments Graders\nExcavators and Loading Shovels in excess of 38kW and up to 1m3. Capacity\nTrenchers.\u003C\u002Fp>\n\n\u003Ch3>3.11 Operatives Class I:\u003C\u002Fh3>\n\n\u003Cp>3.11.1 The Parties have agreed that this class shall include any person\nemployed to operate Excavators and Loaders Shovels in excess of 1m3 capacity\nand an operator of major mechanical plant designated by his employer and who\nwhen a Trade Test and Trade Test Certificate are approved by the Joint Council,\nhas passed such test and is in possession of the appropriate Trade Test\nCertificate.\u003C\u002Fp>\n\n\u003Ch3>3.12 Operatives Class II Grade A:\u003C\u002Fh3>\n\n\u003Cp>3.12.1The Parties have agreed that this class shall include any person who\noperates Shovels more than 3.2m, Cranes more than 20 tonne and Loaders more\nthan 4m.\u003C\u002Fp>\n\n\u003Ch3>3.13 Operatives Class II Grade B\u003C\u002Fh3>\n\n\u003Cp>3.13.1The Parties have agreed that this class shall include any person\noperating Bulldozers\u002FPushers of more than 110kW Scrapers of more than 18m. or\n30T Dumpers more than 18m. or 30T Graders Loaders of more than 1.8m Cranes of\nmore than 10T Blast-hole drills of more than 100mm. Diameter Shovels of less\nthan 3.6m Water-cart of more than 30T and Compactors of more than 20T.\u003C\u002Fp>\n\n\u003Ch3>3.14 Operatives Class II Grade C:\u003C\u002Fh3>\n\n\u003Cp>3.14.1 The Parties have agreed that this Class shall include any person\noperating a Bulldozer of less than 110kW Scrapers of less than 18m or 30T\nDumpers of less than 18m. or 30T Loaders of more than 1.8M Cranes of more than\n5T Water-carts of more than 9,000ltr Wagon drills of 10mm. Diameter or less\nLicense Blaster Drivers (general purpose vehicle) Pump-man (Static\ninstallation) Learner Blaster Artisan helper Tally checker-spotters Greasers\nBanks-man Workman Provided that there shall be no difference in the wages of\nopen pit workers working on the surface or in the open pit.\u003C\u002Fp>\n\n\u003Ch3>3.15 Underground Workers:\u003C\u002Fh3>\n\n\u003Cp>3.15.1The Parties have agreed that that this class of employees shall\ninclude the Section Boss, Ganger, Assistant Ganger, Artisan, Grouting Operator,\nCrew Boss I, Crew Boss II, Loader Driver, Loco Driver, Hoist Driver,\nMachine-man, Spanner-man, Artisan Loading hand, Banks-man, Lashers, Stage-Hand,\nGrouting-helper, Artisan helper, Change-house man, Bank helper, Batching plant\nhelper, Sanitation, Messenger, Cleaner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3. ALTERATIONS OR AMENDMENTS:\u003C\u002Fh3>\n\n\u003Cp>3.1 The party requesting a review of the Agreement shall do so in writing\nand stipulate the proposed changes and indicate a proposed date, time and venue\nfor the meeting.\u003C\u002Fp>\n\n\u003Cp>3.2 Provided that always salaries and wages shall be reviewed on an annual\nbasis.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2>4. DISPUTES:\u003C\u002Fh2>\n\n\u003Cp>4.1Any dispute regarding the interpretation application or administration of\nany provision of this Agreement may be handled as provided by the law on the\nsettlement of Collective disputes or any dispute procedure, which may be agreed\nupon by the parties\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5 CONTRACTS:\u003C\u002Fh2>\n\n\u003Cp>5.1 Where an employer engages an employee for a period of six months or more\nor for a number of working days equivalent to six months or 11more within a\nyear, the contract of employment shall be in writing.\u003C\u002Fp>\n\n\u003Cp>5.2 An employer shall, on engaging an employee, read and explain the terms\nof the contract of employment to the employee and the employee shall enter into\nthe contract voluntarily and with full understanding of the terms of that\ncontract\u003C\u002Fp>\n\n\u003Cp>5.3 An employer who is a party to a contract of employment under subsection\n(1) shall notify the Labour Commissioner, in writing within thirty days of the\nengagement of the employee.\u003C\u002Fp>\n\n\u003Cp>5.4 An employer shall, within thirty days of entering into a written\ncontract of employment under section 22 (5) submit three copies of the contract\nto an authorized officer for the purpose of attestation.\u003C\u002Fp>\n\n\u003Cp>5.5 The probationary period shall be three (3) calendar months. During which\nperiod the terms and conditions of service of the employee shall be as spelt\nout in the contract of employment. During the probation period, employment may\nbe terminated by either party giving twenty-four (24) hours’ notice, or one\nday’s pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>5.6 An employer who is satisfied with the performance of an employee after a\nprobation period shall notify the employee, in writing, of the confirmation of\nemployment, except that where the employer does not notify the employee, in\nwriting, of the confirmation, the employee shall be confirmed in the position\nfrom the date of the expiry of the probation period.\u003C\u002Fp>\n\n\u003Cp>5.7 A probationary period under subsection (1) may be extended for a further\nperiod not exceeding three months.\u003C\u002Fp>\n\n\u003Ch2>6.WAGES SALARIES AND ALLOWANCES:\u003C\u002Fh2>\n\n\u003Cp>6.1 The Parties agree that the minimum basic rate of wages paid to any\nperson employed in the Industry shall be in accordance with this Agreement.\nProvided that nothing in this Agreement shall prevent the Union &\nindividual employers from negotiating basic rates of pay and conditions of\nservice in respect of specialized items of equipment not recorded in this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>6.2 The Parties have agreed that the basic rate of payment shall be per hour\nunless it is expressly stated otherwise. The parties have further agreed that\nthe hourly rate of payment for each class of employee and each other such class\nthat is paid a monthly basic salary shall be as set out in the first schedule\nof this Agreement and as amended from time to time when necessary.\u003C\u002Fp>\n\n\u003Ch2>7.Support Staff on Monthly Salary:\u003C\u002Fh2>\n\n\u003Cp>7.1 The Parties to this Agreement have further agreed that the following\nstaff shall be on a monthly salary as set out in the Second 12 Schedule hereto\na book-keeper with the ability to take book up to trial balance,\nSecretarial-Shorthand\u002FTypist with the ability of 80 words per minute typing,\nAudio typist with the ability of 35 Words per minute typing, Copy Typist with\nthe ability of 34 words per minute typing, Accounts Clerk with the ability to\nmeet the requirements of the job, Ledger Clerk with the ability to meet the\nrequirements of the job.\u003C\u002Fp>\n\n\u003Cp>7.2 The Parties have further agreed that there shall be different classes of\nclerical staff and the salary for each such shall be as set out in the Second\nSchedule.\u003C\u002Fp>\n\n\u003Cp>7.3 The Parties have further agreed that Class I General Clerks shall\ninclude Site Clerks, Timekeepers, Stores Clerks, Sales Clerks, and Wages Clerks\n(with the ability to meet the requirements of the job).\u003C\u002Fp>\n\n\u003Cp>7.4 The Parties have further agreed that Class II General Clerks shall\ninclude a Receptionist Telephone operator and Filing Clerks with the ability to\nmeet the requirements of the job.\u003C\u002Fp>\n\n\u003Cp>7.5 The Parties have further agreed that the clinical staff as set out in\nthis provision shall be paid a monthly salary as set out in the second schedule\nand shall include Nurses, Clinical Assistants, Zambia Enrolled Nurses (ZEN),\nRegistered Nurses.\u003C\u002Fp>\n\n\u003Cp>7.6 Provided that always no person covered by this Agreement already\nreceiving a wage or salary in excess of such wage or salary laid down in this\namendment shall suffer any reduction of wage salary or conditions enjoyed by\nsuch person prior to the signing of this amendment.\u003C\u002Fp>\n\n\u003Ch2>8 SHIFTWORK:\u003C\u002Fh2>\n\n\u003Cp>8.1 Where work is carried out at night by separate gang or gangs of men from\nthose working during normal day time hours men so working shall be paid at the\nrate of ordinary full pay plus a shift differential calculated on a rate of 15\nPercent of such employees basic hourly rate of pay.\u003C\u002Fp>\n\n\u003Cp>8.2 Provided that always the shift differential shall be deemed to be\nconditional payment and shall not be enhanced when calculating overtime\npayments. Normal overtime provisions shall apply for hours worked in excess of\nforty - five (45) per week.\u003C\u002Fp>\n\n\u003Cp>8.3 The Parties to this Agreement further reaffirm that the long standing\ncustom in the industry that irregular hours have on occasion to be worked and\ntherefore the shift differential shall be paid only when the gang or gangs in\nquestion have worked these irregular hours for a continuous period of six\nmonths provided that always no retrospective payments shall be made.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>9 OVERTIME AND HOURS OF WORK:\u003C\u002Fh2>\n\n\u003Cp>9.1 The normal hours of work for a working week shall not exceed forty\nfive(45) hours provided that always an employee shall not be required to work\ncontinuously for more than five and half-hours without a break of not less than\nthirty minutes. The time of such break shall be at the discretion and fixed by\nthe employer provided that alterations in the time set for such break do not\ntake place unless thirty days’ notice has been given to the employees. The\nEmployer shall notify the employees of the time of such break by means of a\nnotice displayed in a conspicuous place at the place of work.\u003C\u002Fp>\n\n\u003Cp>9.2 Where an employee has worked for more than Forty five(45) hours in any\nworking week the hours worked in excess of forty- five shall be paid at the\nrate of ordinary full pay for that time plus half of ordinary full pay for that\ntime provided that in the case of an employee who is absent from work through\nillness and who produces a valid medical certificate or in the case of an\nemployee who is absent from work with the permission of his employer the hours\nwhich such employee would normally have worked during the shift or shifts when\nhe was absent from work shall be included in the time worked when calculating\novertime, provided that further when the normal working week as fixed by the\nmanagement as provided in the above paragraph shall apply to all hours worked\nin excess of such normal working week.\u003C\u002Fp>\n\n\u003Cp>9.3 Where the hours worked by the employee in any one day extend past\nmidnight into the following day then the hours worked past midnight shall be\npaid at the basic rate of ordinary full pay for that time plus ordinary full\npay for that time.\u003C\u002Fp>\n\n\u003Cp>9.4 All hours worked on a Sunday or on Christmas or New Year’s Days shall\nbe paid at the basic rate of ordinary full pay for that time plus ordinary full\npay for that time in addition to the pay due to the employee in terms of the\nsecond schedule of this Agreement.\u003C\u002Fp>\n\n\u003Cp>9.5 Provided that always the provisions of these paragraphs shall not apply\nin the case of a watchman. The hours to be paid as over¬time shall be\ndetermined at the conclusion of each working week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch2>10. Public Holidays:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>10.1 The Parties have further agreed that paid Public Holidays will be\ngranted as Gazetted and presently includes such public holidays as set out in\nthe Fourth Schedule of this Agreement. Payment in respect of the said holidays\nas set out in the Fourth Schedule shall be made at the current basic rate of\nthe employee concerned on condition that the employee is available for work for\nhis employer on the next preceding working day and on the next following\nworking day.\u003C\u002Fp>\n\n\u003Cp>10.2 The following is a list of Paid Public Holidays:\u003C\u002Fp>\n\n\u003Cp>10.2.1 New Year’s Day\u003C\u002Fp>\n\n\u003Cp>10.2.2 International Women’s Day\u003C\u002Fp>\n\n\u003Cp>10.2.3 Youth day\u003C\u002Fp>\n\n\u003Cp>10.2.4 Good Friday\u003C\u002Fp>\n\n\u003Cp>10.2.5 Holy Saturday\u003C\u002Fp>\n\n\u003Cp>10.2.6 Easter Monday\u003C\u002Fp>\n\n\u003Cp>10.2.7 Kenneth Kaunda Day\u003C\u002Fp>\n\n\u003Cp>10.2.8 Labour Day\u003C\u002Fp>\n\n\u003Cp>10.2.9 Africa Freedom Day\u003C\u002Fp>\n\n\u003Cp>10.2.10 Heroes Day\u003C\u002Fp>\n\n\u003Cp>10.2.11 Unity Day\u003C\u002Fp>\n\n\u003Cp>10.2.12 Farmers Day\u003C\u002Fp>\n\n\u003Cp>10.2.13 Day of National Prayer\u003C\u002Fp>\n\n\u003Cp>10.2.14 Independence Day\u003C\u002Fp>\n\n\u003Cp>10.2.15 Christmas Day\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. ANNUAL CLOSE DOWN:\u003C\u002Fh2>\n\n\u003Cp>11.1 The Parties have agreed that there shall be an Annual Close Down period\nof all work places that are governed by this Agreement and the period of such\nclose down shall be for 14 (Fourteen) consecutive days and as set out by the\nJoint Industrial Council.\u003C\u002Fp>\n\n\u003Cp>11.2 Any employee, (other than a Watchman\u002FSecurity guard or employees\nworking on operations involving continuous production within the mining sector)\nworking during the Annual Close down shall be paid at the rate of ordinary full\nbasic rate of pay for the time worked plus an additional ordinary full basic\nrate of pay for that time so worked during the Annual Close Down period.\u003C\u002Fp>\n\n\u003Cp>11.3 The worker shall be granted as early as possible thereafter a period of\nleave equal to the period which he has so worked.\u003C\u002Fp>\n\n\u003Cp>11.4 Closedown Dates\u003C\u002Fp>\n\n\u003Cp>11.4.1 Saturday 24th \u002F December 2022 to Sunday 8th January 2023\u003C\u002Fp>\n\n\u003Cp>11.4.2 Saturday 23rd \u002F December 2023 to Sunday 7th January 2024\u003C\u002Fp>\n\n\u003Ch2>12. ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cp>12.1 An employee, other than a temporary or casual employee, who remains in\ncontinuous employment with the same employer for a period of twelve consecutive\nmonths shall be granted, during each subsequent period of twelve months while\nthe employee remains in continuous employment, annual leave on full pay at a\nrate of at least two days per month.\u003C\u002Fp>\n\n\u003Cp>12.2 The leave referred to under subsection (12.1) is in addition to any\npublic holiday or weekly rest period, whether fixed by any law, agreement or\ncustom.\u003C\u002Fp>\n\n\u003Cp>12.3 Where an employer does not grant an employee leave, or an employer\ngrants the employee leave less than the total leave due under this section, the\nemployer shall pay the employee wages in respect of the leave still due at the\nend of the period of twelve consecutive months.\u003C\u002Fp>\n\n\u003Cp>12.4 Despite subsection (12.3), an employer may, with the agreement of the\nemployee, pay wages to the employee in lieu of any annual leave due to the\nemployee under that subsection, and if any leave has been accumulated by an\nemployee whose contract of employment has terminated, the employer shall pay\nwages to the employee for the period of the accumulated leave.\u003C\u002Fp>\n\n\u003Cp>12.5 Scheduling and Granting of Leave: The scheduling and granting of annual\nleave that falls out of the Annual Closedown period is at 15 management’s\ndiscretion. As far as possible and subject to operational requirement an\nemployee’s request for annual leave is to be scheduled at a time convenient\nto the employer. The employer shall have the right to give reasonable\nconsideration to the necessity and interests of the business of the employer in\nagreeing to the dates when such leave may be taken.\u003C\u002Fp>\n\n\u003Cp>12.6 Employment While on Leave: No employee shall take up other employment\nwhile on leave.\u003C\u002Fp>\n\n\u003Cp>12.7 Notice of Termination While on Leave: An employee may give notice of\ntermination while on Leave but services shall be terminated on the last day of\nthe prescribed notice period of Thirty (30) days.\u003C\u002Fp>\n\n\u003Ch2>13.SICK LEAVE:\u003C\u002Fh2>\n\n\u003Cp>13.1 An employee who is unable to perform that employee’s normal duties\ndue to illness or injury not occasioned by the employee’s default shall\nnotify the employer of the illness or injury and proceed on sick leave on\nproduction of a medical certificate from a health practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">13.2 Where an employee is incapacitated for a prolonged period due to\nillness or injury not occasioned by the employee’s default, the employee\nunder long-term contract is entitled to sick leave under subsection (13.1), and\nshall be paid full pay during the first three months of the sick leave and\nthereafter, half pay for the next three months, for those under short-term\ncontract be paid full for the equivalent twenty-six working days of the sick\nleave and thereafter, half pay for the equivalent of the next twenty six\nworking days of the sick leave except that this section shall not apply where\nthe incapacity arises from an occupational related accident or disease as\nprovided for under the Workers Compensation Act, 2019.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.3 Despite subsection (13.2), the wages payable to an employee under this\nsection shall be reduced by the amount of any compensation received by the\nemployee during the period of incapacity under the Workers Compensation Act,\n2019.\u003C\u002Fp>\n\n\u003Cp>13.4 An employer may, on the recommendation of a medical doctor, discharge\nan employee on medical grounds where the employee does not recover from the\nillness or injury, under subsection (13.1), after six months of the date of the\nillness or injury, and the employee’s entitlement to sick leave shall cease.\nThe period of incapacity under the Workers Compensation Act, 2019.\u003C\u002Fp>\n\n\u003Cp>13.5 An employee whose employment is terminated on medical grounds under\nsubsection (13.4) is, in addition to any other accrued benefits, entitled to a\nlump sum of not less than three months’ basic pay for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">14.PAID MATERNITY LEAVE:\u003C\u002Fdiv>\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>14.1 Subject to an agreement between an employer and an employee which is\nmore favorable to the employee than the provisions of this section or a written\nlaw providing for maternity benefits, a female employee is, on production of a\nmedical certificate, entitled to fourteen weeks maternity leave to be taken.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>(a)Immediately preceding the expected date of delivery, except that at least\nsix weeks maternity leave shall be taken immediately\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>after delivery; or\u003C\u002Fp>\n\n\u003Cp>(b)After the delivery.\u003C\u002Fp>\n\n\u003Cp>14.2 The maternity leave under subsection (15.1) shall, in the case of a\nmultiple birth be extended for a further period of four weeks.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>14.3 Where a female employee remains in continuous employment with the same\nemployer for a period of twelve months immediately preceding the beginning of\nleave under this section, the maternity leave under subsection (1) shall be\nwith full pay where the maternity benefits are not paid under a written law\nproviding for maternity benefits. For those who haven’t worked for twelve\nmonths consecutively, maternity leave shall not be entitled.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.4 Despite subsection (15.1), a female employee who gives birth to a\npremature child is entitled to an extension of the maternity leave for a period\nthat shall be recommended by a medical doctor. In this section, “premature\nchild” means a child born before thirty-seven weeks of gestation.\u003C\u002Fp>\n\n\u003Cp>15.5 A female employee who remains in continuous employment with the same\nemployer for a period of twelve months and suffers a miscarriage during the\nthird trimester of pregnancy or bears a still born child is entitled to six\nweeks leave on full pay immediately after the miscarriage or still birth,\nexcept that the miscarriage or still birth shall be duly certified by a medical\nofficer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>15.6 On expiry of a female employee’s maternity leave under subsection\n(15.1), the employee shall return to the job which the employee held\nimmediately before the maternity leave or to a reasonably suitable job on terms\nand conditions not less favorable than those which applied to the employee\nbefore the maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.7 A female employee may, immediately on expiry of maternity leave before\nresuming duties and with the approval of the employer, proceed on sick, annual,\ncompassionate or other leave to which the employee is entitled\u003C\u002Fp>\n\n\u003Cp>15.8 A female employee shall give notice in writing as may be reasonable in\nthe circumstances, to the employer, of that employee’s intention to proceed\non maternity leave on a specified date and to return to work thereafter.\u003C\u002Fp>\n\n\u003Cp>15.9 A female employee shall not forfeit that employee’s annual leave\nentitlement under section 37 because of having taken maternity leave\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch2>15.PATERNITY LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>16.1 Subject to an agreement between an employer and an employee which is\nmore favourable to the employee than the provisions of this section, a male\nemployee who remains in continuous employment with the same employer for a\nperiod of twelve months immediately preceding the beginning of leave under this\nsection is entitled to at least five continuous working days paternity leave,\nif—\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a)The employee is the father of the child;\u003C\u002Fp>\n\n\u003Cp>(b)The employee has submitted to the employee’s employer a birth record of\nthe child; and\u003C\u002Fp>\n\n\u003Cp>(c)The leave is taken within seven days of the birth of a child\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch2>16. FAMILY RESPONSIBILTY LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>16.1An employee who has worked for a period of six months or more, shall be\ngranted leave of absence with pay for a period not exceeding seven days in a\ncalendar year to enable the employee to nurse a sick spouse, child or\ndependent, except that the employer may, before granting that leave, require\nthe employee to produce a certificate from a medical doctor certifying that the\nspouse, child or dependent is sick and requires special attention.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>16.2 An employee is entitled to three paid leave days per year to cover\nresponsibilities related to the care, health or education for that employer’s\nchild, spouse or dependant.\u003C\u002Fp>\n\n\u003Cp>16.3 The days taken as leave under this section shall not be cumulative or\ndeducted from the employee’s accrued leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch2>17.COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cp>17.1 In the event of the death of a member of an employee’s biologically\nrelated and registered family member namely mother, father, son, daughter, or\nspouse or dependant up to a total Twelve (12) paid working days compassionate\nleave shall be granted in any calendar year.\u003C\u002Fp>\n\n\u003Cp>17.2 Compassionate leave shall not be granted until the employee so affected\nhas submitted documentary proof of the occasion justifying the award of such\nleave to the employer. Provided that always the granting of such leave as\naforesaid shall not affect such terminal benefits\u002Fgratuity and leave pay that\nare or may be due to an employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18.DECEASED EMPLOYEES BENEFITS:\u003C\u002Fh2>\n\n\u003Cp>18.1 The Employers party to this agreement have agreed that a standard\ncoffin or the cost of such coffin shall be provided on the death of an\nemployee, registered spouse or child under the age of 18 years and such child\nis unemployed\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>18.2 On the death of an employee, the employer will give assistance in\nproviding transport to and from the cemetery. In the event that the employer is\nunable to provide such transport a sum of K2,000.00 will be granted by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>18.3 On the death of an employee’s immediate family i.e. registered spouse\nor child under the age of 18 years and such child is unemployed K1, 800.00\nshall be granted for either the wife or any child.\u003C\u002Fp>\n\n\u003Cp>18.4 The employer shall further grant the sum of K1,400.00 to the family of\nthe deceased employee, K2,000.00 on the death of the registered spouse of an\nemployee and K1,700.00 on the death of the registered child of an employee who\nis under the age of Eighteen (18) years of age and unemployed.\u003C\u002Fp>\n\n\u003Cp>18.5 On the death of a parent or such other relative close to the employee\nthe employer will make a compassionate loan of up to K2,000.00 to assist the\nemployee. Provided that always the employee shall provide documentary proof of\nthe event. See also Clause 15- Compassionate Leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.6 On the death of an employee, the employer will surrender all benefits,\nleave pay and remuneration, calculated up to the last working day, to the\nregistered spouse.\u003C\u002Fp>\n\n\u003Ch2>19.REPATRIATION BENEFITS:\u003C\u002Fh2>\n\n\u003Cp>19.1 Where an employee has been brought from a place within the Republic to\na place of employment by an employer, or by an employment agency acting on\nbehalf of the employer, the employer shall pay the prescribed expenses of\nrepatriating the employee to the place of recruitment from which the employee\nwas brought, on the— \u003C\u002Fp>\n\n\u003Cp>19.1.1 expiry of the period of service that is specified in the contract of\nemployment;\u003C\u002Fp>\n\n\u003Cp>19.1.2 Termination of the contract of employment by reason of the inability,\nrefusal or neglect of the employer to comply with all or any of the provisions\nof the contract;\u003C\u002Fp>\n\n\u003Cp>19.1.3 Termination of the contract of employment by agreement between the\nparties, unless the contract otherwise provides; or\u003C\u002Fp>\n\n\u003Cp>19.1.4 termination of the contract of employment by reason of the inability\nof the employee to perform the normal duties under the contract by reason of\nillness or accident not occasioned by the employee’s own fault.\u003C\u002Fp>\n\n\u003Cp>19.2 An employer may provide transport or pay for the cost of transport to\nrepatriate an employee entitled to repatriation under section 19.1\u003C\u002Fp>\n\n\u003Cp>19.3 An employer shall, where that employer provides transport to an\nemployee, take all necessary measures to ensure that the vehicle or vessel\nprovided by that employer is suitable for the purpose as prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">19.4 In the case of a long journey, an employer shall make necessary\narrangements for the health, safety and welfare of the employee and the\nemployee’s family during the journey.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. OTHERALLOWANCES:\u003C\u002Fh2>\n\n\u003Cp>20.1 Daily Transport Allowance: The Company shall provide the employee with\ntransport for daily travel to and from the vicinity of the employee’s\nresidence to his\u002Fher place of work or in lieu of such transport the Company\nshall pay to the employee the sum of K35.00 per Shift or Day.\u003C\u002Fp>\n\n\u003Cp>20.2 Housing Allowance: The Parties have agreed that the employer shall pay\nthe employee a housing allowance of Thirty percent (30%) of the basic salary of\nsuch employees’ salary as set out in the first and second schedule of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>20.3 Tool Allowance: Any skilled worker who is engaged in an occupation\nrequiring the use of hand tools shall be paid in consideration for using his\nown hand tools an allowance of 7.5 per cent of his basic monthly wage earned\nover the month. Provided that always the allowance shall be paid only when the\nskilled worker is in possession of such set of those tools as prescribed by the\nJoint Council and described in the third schedule hereto as being appropriate\nto his occupation and when the said set is found to be complete and in good\ncondition on inspection by his employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">20.4 Lunch Allowance: The Company shall provide the employee with a lunch\nallowance of K35.00 per shift or day.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. REGULATIONS GOVERNING THE DEPLOYMENT OF EMPLOYEES AWAY FROM\nSTATION:\u003C\u002Fh2>\n\n\u003Cp>The welfare of the employee shall be governed by the following provisions\nwhen such employee is deployed to work out of\u003C\u002Fp>\n\n\u003Cp>21.1.1 Where work is to be done away from an employee’s normal place of\nwork, the employer shall provide for such employee Company transport, in the\nevent that such transport is not available the employee sent to do such work\nshall be provided with adequate finances by the employer to pay full transport\ncosts by taxi or bus to and from such other place of work.\u003C\u002Fp>\n\n\u003Cp>21.1.2 In the event of the employee not returning to his usual domicile the\nsame day whilst in transit travelling between jobs then in addition to\ntransport being provided the employer will pay to the employee a night\nallowance of One Hundred and Fifty K225.00 for each night spent whilst\ntravelling in transit.\u003C\u002Fp>\n\n\u003Cp>21.1.3 When such employee is required by the employer to take on a job,\nwhich is away from his usual domicile, adequate temporary waterproof hygienic\naccommodation shall be provided for by the employer. In addition the employee\nshall be paid K200.00 per month or proportion thereof for the days of the month\nwhile living on the job.\u003C\u002Fp>\n\n\u003Cp>21.1.4 If for any reason the employer is not able to provide accommodation\nin accordance with section (21.1.3) above, then the employer shall instead pay\nthe employee K200.00 per night for each night spent away from his normal\ndomicile.\u003C\u002Fp>\n\n\u003Cp>21.1.5 For the purposes of section((21.1.3) and (21.1.4)) above ‘days’\nand ‘nights’ shall include Saturdays, Sundays and Public Holidays,\nregardless of whether the employee actually works these days\u003C\u002Fp>\n\n\u003Cp>21.1.6 In addition to section (21.1.3) above and when applicable any\nemployee required by his employer to take on a job which is away from his usual\ndomicile, then such an employee shall also receive an initial one off settling\nin allowance of K450.00.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>22. PROTECTIVE CLOTHING AND MAINTENANCE OF SAFETY :\u003C\u002Fh2>\n\n\u003Cp>22.1 Every employee who is required to work in direct contact with mass\nconcrete or other similar work likely to be injurious to his feet shall be\nsupplied by his employer with gumboots and gloves.\u003C\u002Fp>\n\n\u003Cp>22.2 Every employee who is required to load or unload any vehicle during the\nrainy season, or who is otherwise obliged to work in the rain without shelter,\nshall be supplied by his employer with a raincoat.\u003C\u002Fp>\n\n\u003Cp>22.3 Every employee shall be provided with suitable protective clothing by\nhis employer when the nature of his work so requires and in accordance with the\nFactories Act. \u003C\u002Fp>\n\n\u003Cp>22.4 Permanent staff will be supplied twice per year with overalls or\ndustcoats and once per year with safety boots or shoes. These will be provided\nfree of charge but will remain the property of the employer and be handed back\nto the employer on receipt of new protective clothing or on termination of\nemployment.\u003C\u002Fp>\n\n\u003Cp>22.5 The employer will keep a stock of protective headgear for use by its\nemployees on a daily draw basis.\u003C\u002Fp>\n\n\u003Cp>22.6 In the event of loss or damage of protective clothing so provided by\nthe employer due to the negligence of an employee the employee shall be\nrequired to pay for the replacement or repair of such clothing or any other\nsafety item provided by employer to the employee .\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23 LAY OFF:\u003C\u002Fh2>\n\n\u003Cp>23.1 Due to bad Weather An employee reporting for work at the regular\nreporting time and being told by his employer that it is impossible to work\nbecause of the inclement weather, shall be entitled to four hours’ pay for\nthat day. If an employee is stopped by his employer from working because of bad\nweather, then the employee shall be entitled to be paid for the hours worked on\nthat day and one additional hours’ pay for that day, provided that the total\nis not less than four hours.\u003C\u002Fp>\n\n\u003Cp>23.2 Due to Lack of Material An employee reporting for work at the regular\nreporting time without being notified to do otherwise shall be entitled to a\nnormal working day’s pay. Lay-Offs due to lack of supply of material or other\ncontractual delay deemed not to be the responsibility of the employer shall not\nextend beyond forty-five working days. On the forty-sixth day the employee\nshall be given work or made redundant and redundancy clause applied.\u003C\u002Fp>\n\n\u003Cp>23.3 Notice of such lay-off shall be given to the employee on the day\npreceding the lay-off either by means of a notice displayed on the site or\nverbally by the employer or by a person nominated by the employer.\u003C\u002Fp>\n\n\u003Ch2>24 ACCIDENTS:\u003C\u002Fh2>\n\n\u003Cp>24.1 The employee shall refrain from any action\u002Fpractice, which might\nendanger his safety and the safety of others at working places. Moreover the\nemployee shall comply with and make use of such safety devices that may be\nprovided by the employer at places of work.\u003C\u002Fp>\n\n\u003Cp>24.2 Every employer shall undertake to provide a safe working environment\nfor the employee. The parties to this agreement have a joint responsibility for\nthe maintenance of safety standards.\u003C\u002Fp>\n\n\u003Cp>24.3 All accidents occurring at the employees working place involving\ninjury, whether minor or serious must be reported immediately by the employee\nto the Union representative and to the employee’s immediate supervisor who\nshall report to Management which in turn shall report to the Workmen’s\nCompensation Commission.\u003C\u002Fp>\n\n\u003Ch2>25.MEDICAL REGULATIONS:\u003C\u002Fh2>\n\n\u003Cp>25.1 Employees shall submit to any medical examination, which the Company\nmay require at any time.\u003C\u002Fp>\n\n\u003Cp>25.2 If a male’ employee absents himself for even one day on account of\nsickness he will be regarded as being absent unless he has obtained a\ncertificate from a doctor or medical authority recognized by the Government to\nissue such certificate.\u003C\u002Fp>\n\n\u003Cp>25.3 A Female Employee shall be entitled to ONE DAY absence per month\nwithout having to produce a medical certificate.\u003C\u002Fp>\n\n\u003Ch2>26.REDUNDANCY:\u003C\u002Fh2>\n\n\u003Cp>26.1 The service of an employee shall be deemed to have been terminated by\nreason of redundancy if the termination is wholly or in part due to\u003C\u002Fp>\n\n\u003Cp>26.1.1 The employer ceasing or intending to cease to carry on the business\nby virtue of which the employee was engaged or\u003C\u002Fp>\n\n\u003Cp>26.1.2 The business ceasing or reducing the requirement for the employee to\ncarry out work of a particular kind in the place where the employee was engaged\nand the business remains a viable going concern.\u003C\u002Fp>\n\n\u003Ch2>27.PREVENTION OF REDUNDANCY:\u003C\u002Fh2>\n\n\u003Cp>27.1The Management will inform the union at least 30 Days prior to\ninitiating any redundancies, in order that the parties may consult on ways of\npreventing such redundancies through the consideration of the following\noptions:\u003C\u002Fp>\n\n\u003Cp>27.1.1 The cessation of recruitment of new employees within affected\ngrades\u003C\u002Fp>\n\n\u003Cp>27.1.2 Transfer of such potentially redundant employee or employees to other\npositions within the work place for which such potentially redundant employee\nis qualified\u003C\u002Fp>\n\n\u003Cp>27.1.3 Reduction of overtime as much as practically possible and\npractical.\u003C\u002Fp>\n\n\u003Cp>27.1.4 Where possible and practical the employer may provide appropriate\nonsite training that could qualify such potentially redundant employee for an\nalternative position.\u003C\u002Fp>\n\n\u003Ch3>27.2 Rules of Application:\u003C\u002Fh3>\n\n\u003Cp>27.2.1 When the consultation between the employer and Union fail to result\nin any avoidance of redundancy the following will apply \u003C\u002Fp>\n\n\u003Cp>The employer shall submit a list of names and positions of such employees\nand the dates on which redundancy notices shall be issued to affected\nemployees;\u003C\u002Fp>\n\n\u003Cp>The principal of first in last out shall apply subject to such other\ncriteria such as skill, ability, performance and record shall be taken into\naccount\u003C\u002Fp>\n\n\u003Cp>A redundant employee shall retain recall rights for up to six (6) months\nfrom the date of being made redundant which will entitle the employee priority\nconsideration should any vacancies occur for which the employee is qualified\nand suitable.\u003C\u002Fp>\n\n\u003Cp>It shall be the responsibility of the redundant employee to keep the company\ninformed of the employee’s current contact details for the purpose of\nreceiving a recall notice. In the event that there is no response from such an\nemployee within twenty (20) days of notice being sent to an employee last so\nregistered address the employer is not obliged to delay recruitment for the\nposition.\u003C\u002Fp>\n\n\u003Cp>Not less than sixty days prior to effecting the termination, notify an\nauthorized officer of the impending termination by reason of redundancy and\nsubmit to that authorized officer information on—\u003C\u002Fp>\n\n\u003Cp>(i)The reasons for the termination by redundancy;\u003C\u002Fp>\n\n\u003Cp>(ii)The number of categories of employees likely to be affected;\u003C\u002Fp>\n\n\u003Cp>(iii)The period within which the redundancy is to be effected; and the\nnature of the redundancy package.\u003C\u002Fp>\n\n\u003Ch3>27.3 Redundancy Benefits'.\u003C\u002Fh3>\n\n\u003Cp>27.3.1 An employee whose contract of employment has been terminated by\nreason of redundancy shall—\u003C\u002Fp>\n\n\u003Cp>(a)Unless better terms are agreed between the employer and the employee\nconcerned or the employee’s representatives, be entitled to a minimum\nredundancy payment of not less than two months’ basic pay for every year\nserved on contract and other benefits the employee is entitled to as\ncompensation for loss of employment; and\u003C\u002Fp>\n\n\u003Cp>(b)be paid the redundancy payment not later than the last day of duty of the\nemployee, except that where an employer is unable to pay the redundancy payment\non the last day of duty of the employee, the employer shall continue to pay the\nemployee full wages until the redundancy package is paid.\u003C\u002Fp>\n\n\u003Cp>27.3.2 As of 1st January 2001 any confirmed employee made redundant will\nreceive one month’s notice or pay in lieu of plus a redundancy benefit of\nthirty two and a half (32.5) hours at the basic rate of payment at time of\nredundancy for every completed month of service.\u003C\u002Fp>\n\n\u003Cp>27.3.3 The parties have further agreed that such amounts accrued by the\nemployee prior to the first day of January, 2001 have been settled in full by\nthe employer under previous agreements and in compliance with the provisions\ntherein under the Terminal\u002FService Benefit\u002FGratuity Clause.\u003C\u002Fp>\n\n\u003Ch2>28.RETIREMENT BENEFITS:\u003C\u002Fh2>\n\n\u003Cp>28.1 An employee who has attained the statutory retirement ages of 55 Fifty\nFive years shall be notified in writing six (6) months prior to the date of\nretirement. The retirement benefits due to the employee shall be such as are\ndue to the employee from such employer- employee contributions to NAPSA. It\nshall be the sole responsibility of the employee to recover such contributions\nfrom NAPSA that are due to such employee.\u003C\u002Fp>\n\n\u003Cp>28.2 Retirement benefits shall be such benefits as provided under the NAPSA\nScheme the employer contributing fifty per cent of such amount of contribution,\nas the employee is to contribute to the aforementioned scheme.\u003C\u002Fp>\n\n\u003Ch2>29.TERMINATION OF EMPLOYMENT'\u003C\u002Fh2>\n\n\u003Cp>29.1 Should the employer terminate the employment of an employee for reasons\nother than redundancy as defined in this Agreement then the employer shall\nstate those reasons, such as misconduct or incompetence.\u003C\u002Fp>\n\n\u003Cp>29.2 The termination shall be subject to the relevant provisions of the Law\nand in addition, the employer shall make known his intention to the Union\nbefore implementing any decision to terminate the services of an employee.\u003C\u002Fp>\n\n\u003Cp>29.3 Nothing in the foregoing shall abrogate the right of an employer to\nsummarily dismiss an employee on grounds recognized by law as justifying\ninstant termination of a contract of employment.\u003C\u002Fp>\n\n\u003Cp>29.4 Notwithstanding the foregoing, the Notice of termination of a confirmed\nemployee shall be thirty (30) calendar days by either party or thirty (30)\ndays’ pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Ch2>30.GRATUITY:\u003C\u002Fh2>\n\n\u003Cp>30.1 An employer shall, at the end of a fixed-term or long term contract\nperiod, pay an employee gratuity at a rate of not less than twenty five percent\nof the employee’s basic pay earned during the contract period. This covers\nfixed and long term contracts.\u003C\u002Fp>\n\n\u003Cp>30.2 Where an employee’s contract of employment is terminated in\naccordance with the employment code, the employee shall be paid gratuity\nprorated in accordance with the period of employment\u003C\u002Fp>\n\n\u003Ch2>31.CERTIFICATE OF SERVICE:\u003C\u002Fh2>\n\n\u003Cp>31.1 On the termination of service every employee shall be given a\ncertificate setting out the details of his service and employment as\nfollows: \u003C\u002Fp>\n\n\u003Cp>31.1.1 Nameof employer.\u003C\u002Fp>\n\n\u003Cp>31.1.2 Nameof Employee\u003C\u002Fp>\n\n\u003Cp>31.1.3 National Registration Card Number.\u003C\u002Fp>\n\n\u003Cp>31.1.4 Year of Birth.\u003C\u002Fp>\n\n\u003Cp>31.1.5 Tradeof employee.\u003C\u002Fp>\n\n\u003Cp>31.1.6 Gradein trade of employee.\u003C\u002Fp>\n\n\u003Cp>31.1.7 Date of engagement.\u003C\u002Fp>\n\n\u003Cp>31.1.8 Date of termination of service.\u003C\u002Fp>\n\n\u003Cp>31.1.9 Rate of pay on engagement of service.\u003C\u002Fp>\n\n\u003Cp>31.1.10 Rate of pay on termination of service.\u003C\u002Fp>\n\n\u003Cp>31.1.11 The employer’s account number with the NAPSA.\u003C\u002Fp>\n\n\u003Cp>31.1.12 The employee’s NAPSA Social Security Number.\u003C\u002Fp>\n\n\u003Cp>31.1.13 A statement showing the amount of statutory and supplementary\ncontributions paid by the employer to NAPSA in respect of the employee.\u003C\u002Fp>\n\n\u003Cp>31.1.14 Signature of the employer.\u003C\u002Fp>\n\n\u003Ch2>32.OCCUPATIONAL HEALTH AND SAFETY GENERAL PROVI SIONS\u003C\u002Fh2>\n\n\u003Cp>32.1 There shall be no lifting of heavy loads that can cause injury to\nworkers.\u003C\u002Fp>\n\n\u003Cp>32.2 The Employer shall provide adequate supply of clean drinking water,\nwashing facilities, enough toilets for the employees.\u003C\u002Fp>\n\n\u003Cp>32.3 In places of permanent work adequate lockers for storage of personal\neffects\u003C\u002Fp>\n\n\u003Cp>32.4 In every factory\u002Fworkshop, there shall be an equipped First Aid Box and\nat least two (2) employees trained as First Aiders.\u003C\u002Fp>\n\n\u003Ch2>33.EDUCATION AND TRAINING\u003C\u002Fh2>\n\n\u003Cp>33.1 The Employer shall provide adequate education and training on the\nOccupational, Health and Safety issues, HIV and AIDS inclusive\u003C\u002Fp>\n\n\u003Cp>33.2 All new and in-experienced workers must be given full information on\nthe dangers and precaution to take when working with machines.\u003C\u002Fp>\n\n\u003Ch2>34.OCCUPATIONAL, HEALTH AND SAFETY STRUCTURES\u003C\u002Fh2>\n\n\u003Cp>34.1 The Company to formulate a Safety Policy.\u003C\u002Fp>\n\n\u003Cp>34.2 There shall be established a Health and Safety Committees at the\nundertaking.\u003C\u002Fp>\n\n\u003Ch2>35.PERIOD OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>35.1 This agreement shall become effective from 1st January 2020 such date\nas approved by the Minister of Labour and Social Security and shall remain in\nforce for a period of One year up until the 31st December, 2020 unless before\nthe said 31 st December, 2020 it is:\u003C\u002Fp>\n\n\u003Cp>35.1.1 Amended at a properly constituted meeting of the Joint Council for\nthe Building and Civil Engineering Industry called in accordance with the\nprovisions of the constitution of the Council.\u003C\u002Fp>\n\n\u003Cp>35.1.2 Terminated or replaced at a properly constituted meeting of the\nBuilding and Civil Engineering Industry called in accordance with the\nprovisions of the Constitution of the Council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SCHEDULE ONE OLD RATES:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>NEW RATES EFFECTIVE JANUARY 1 ST 2022\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>Building Trades\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>Unit\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>Old Rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>New Rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Underground\u003C\u002Fp>\n\n        \u003Cp>Workers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>Unit\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>Old Rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>New Rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>Security Guard\u002FWatchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>Shift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>95.25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>103.35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Section Leader\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>10.642\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>11.547\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>Workmen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>6.71\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>7.28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Ganger\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>10.506\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>11.399\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>Semi-Skilled Worker\u002FLearner\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>6.76\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>7.33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Assistant Ganger\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>9.876\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>10.715\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>Licensed Driver\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>8.74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>9.48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Artisan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>9.665\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>10.487\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>Skilled Worker-Class\u003C\u002Fp>\n\n        \u003Cp>III-Painter\u002FGlazier,\u003C\u002Fp>\n\n        \u003Cp>Brick-layer\u002FPlaster,\u003C\u002Fp>\n\n        \u003Cp>Sign writer, Woodworking mach.,\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Grouting Operator\u002F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>Plumber, Sheet metal worker, Carpenter, Jointer,\n        Electrical Wireman,\u003C\u002Fp>\n\n        \u003Cp>Plant Mechanic, Metal fabricator\u002FBoiler Maker, Cabinet Maker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>8.74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>9.48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Crew Boss I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>9.5547\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"52\">\u003Cp>10.367\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>Plasterer,Signwri ter, Woodworkingmach,\u003C\u002Fp>\n\n        \u003Cp>Pl umber,Sheetmetal worker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>8.74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>9.48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>Crew Boss II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>9.6659\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>10.488\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>Skilled Worker-Class\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>II-Carpenter\u002FJoiner, Electrical Wireman,\u003C\u002Fp>\n\n        \u003Cp>Plant Mechanic, Metal Fabricator\u002FBoiler Maker, Cabinet Maker.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>8.82\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>9.57\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"172\">\u003Cp>Loader Driver\u002FLoco Driver\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>8.9614 9.723\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>Skilled Worker-Class I- Painter\u002FGlazier\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>8.74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>9.48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>Hoist Driver\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>8.28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>8.984\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>Skilled Worker-Class I- Bricklayer\u002FPlasterer, Sign\n        writer, Wood working machinist.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>8.98\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>9.74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>Machine-man\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>8.96\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>9.722\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>Skilled Worker-Class I- Plumber, Sheet metal worker,\n        Carpenter\u002FJointer, Electrical Wireman, Plant Mechanic, Metal\n        Fabricator\u002F Boiler Maker, Cabinet Maker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>9.55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>10.37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>Spanner Man\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>8.28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>8.984\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>Security Officer\u002FPoliceman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>6.75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>7.32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>Artisan Loading Hand\u002F Banks man\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>8.354\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>9.064\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\">\u003Cp>Welder\u002Ffitter(1Yearexp )\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"45\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"62\">\u003Cp>7.88\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>8.55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>Lasher, Stage Hand, Grouting\u003C\u002Fp>\n\n        \u003Cp>Helper, Artisan\u003C\u002Fp>\n\n        \u003Cp>Helper, Change\u003C\u002Fp>\n\n        \u003Cp>house Man,\u003C\u002Fp>\n\n        \u003Cp>Bank Helper,\u003C\u002Fp>\n\n        \u003Cp>Batching Plant\u003C\u002Fp>\n\n        \u003Cp>elper, Sanitation,\u003C\u002Fp>\n\n        \u003Cp>Messenger,\u003C\u002Fp>\n\n        \u003Cp>Cleaner\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"46\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"49\">\u003Cp>7.057\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>7.657\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Welder\u002Ffitter(2yearexp )\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>8.91\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>9.66\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Clerical Staff\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Unit\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>Old rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>New Rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Steel-Fixer I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>6.78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>7.36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Jnr accountant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2323.99\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>2521.53\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Steel-Fixer II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>7.80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>8.467\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Secretary\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2097.24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>2275.51\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Operative Class IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>7.22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>7.830\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Jnr Secretary\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1907.97\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>2070.15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Operative Class III\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>9.11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>9.889\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Copy Typist\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1872.17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>2031.30\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Operative Class II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>9.20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>9.977\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Accounts Clerk\u002F Ledger Clerk\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1784.86\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>1936.57\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Operative Class I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>10.27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>11.14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>General Clerks I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1720.41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>1866.64\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Open Pit Section Boss\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>9.63\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>10.45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>General Clerks II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>1618.11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>1755.65\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Open Pit Operative Class II Grade A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>9.14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>9.92\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Medical Staff\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Unit\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>Old Rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>New Rate\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp>Open Pit Operative Class II Grade B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"59\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp>8.42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003Cp>9.11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Clinical Assistant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"41\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"60\">\u003Cp>2162.02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"53\">\u003Cp>2346\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Open Pit Operative\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Zambia Enrolled\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"167\">\u003Cp>Class II Grade C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>7.527\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8.17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>Nurse ZEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>2436.55 2644\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"167\">\u003Cp>Licensed Blaster\u002F\u003C\u002Fp>\n\n        \u003Cp>Driver Gen. Purpose vehicle, Pump man-Static Install\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>8.169\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>8.86\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>Registered Nurse\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp>Mth\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>2675.26 2903\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"167\">\u003Cp>Learner Blaster, Artisan Helper\u002F Tally\n        Checker-Spotter,\u003C\u002Fp>\n\n        \u003Cp>Greaser, Banks man\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>6.25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>6.79\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"167\">\u003Cp>Workman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>Hr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"65\">\u003Cp>6.27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>6.80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"42\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECOND SCHEDULE\u003C\u002Fh2>\n\n\u003Cp>The Following is the prescribed set of tools herein 1.\nBrick-Layer\u002FPlasterer:\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>Brick-Layer\u002FPlasterer:\n\n        \u003Cp>1 x Cold Chisel 1 x Hammer ( 2lb)\u003C\u002Fp>\n\n        \u003Cp>1 x Spirit Level (1m)\u003C\u002Fp>\n\n        \u003Cp>1 x Building Line 1 x Trowel 1 x Pointing Trowel 1 x Wood Float\u003C\u002Fp>\n\n        \u003Cp>1 x Brick Layers Square (Flat and Phillips)\u003C\u002Fp>\n\n        \u003Cp>1 x Tape measure (3 m)\u003C\u002Fp>\n\n        \u003Cp>1x Spirit Level (30cm)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2. Carpenter\u002FJoiner\n\n        \u003Cp>1 x Ratchet Brace\u003C\u002Fp>\n\n        \u003Cp>1 x Wood chisel set (6mm-25mm)\u003C\u002Fp>\n\n        \u003Cp>1 x Claw Hammer\u003C\u002Fp>\n\n        \u003Cp>1 x Jack Plane (300mm minimum)\u003C\u002Fp>\n\n        \u003Cp>1 x Hand Saw\u003C\u002Fp>\n\n        \u003Cp>1 x Tenon Square\u003C\u002Fp>\n\n        \u003Cp>1 x Screw Driver (30cm and 15cm)\u003C\u002Fp>\n\n        \u003Cp>1 x Tape Measure (3m)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Plant Mechanic\n\n        \u003Cp>1 x Set of Spanners (ring\u002Fflat comb. 6-22mm)\u003C\u002Fp>\n\n        \u003Cp>1 x Shifting Spanner (30cm)\u003C\u002Fp>\n\n        \u003Cp>1 x Pipe Wrench (45cm)\u003C\u002Fp>\n\n        \u003Cp>1 x Hammer (ball)\u003C\u002Fp>\n\n        \u003Cp>1 x Hammer (4lb)\u003C\u002Fp>\n\n        \u003Cp>1 x Cold Chisel (25cm)\u003C\u002Fp>\n\n        \u003Cp>1 x Pliers\u003C\u002Fp>\n\n        \u003Cp>1 x Set of Screw Drivers (Flat and Phillips)\u003C\u002Fp>\n\n        \u003Cp>1 x Screw Driver\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4. Plumbers\n\n        \u003Cp>1 x Pipe wrench (30 and 45cm) 1 x Shifting Spanner (30cm)\u003C\u002Fp>\n\n        \u003Cp>1 x Cold Chisel (25cm)\u003C\u002Fp>\n\n        \u003Cp>1 x Brick Hammer 1 x Pliers 1 x File (steel)\u003C\u002Fp>\n\n        \u003Cp>1 x Hacksaw 1 x Rasp file 1 x Tape (3m)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5. Electrician 1 x Tape Measure (3m)\n\n        \u003Cp>1 x Chasing Hammer 1 x Pliers (insulated)\u003C\u002Fp>\n\n        \u003Cp>1 x Hacksaw\u003C\u002Fp>\n\n        \u003Cp>1 x Electricians Tester (Multi meter)\u003C\u002Fp>\n\n        \u003Cp>1 x Electrical Mains tester insulated screwdriver\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 x Shifting Spanner (20cm)\n\n        \u003Cp>1 x Side Cutter (insulated)\u003C\u002Fp>\n\n        \u003Cp>1 x Set insulated Screw Driver (Flat and Phillips)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DISCIPLINARY CODE:\u003C\u002Fh3>\n\n\u003Cp>The parties have agreed that the offences shall be divided into four\ncategories of offences. In the interest of all parties extenuating or\nmitigating factors will always be taken into account. It has been further\nagreed that an individual’s entire employment record shall be taken into\naccount.\u003C\u002Fp>\n\n\u003Ch4>Category I:\u003C\u002Fh4>\n\n\u003Cp>This category shall include such offences as poor time keeping, failure to\nwear protective clothing, poor work performance and such similar offences. The\nparties have agreed that this category of offence shall result in a written\nwarning from the employer to the employee which letter shall become a part of\nthe employees’ record of employment.\u003C\u002Fp>\n\n\u003Ch4>Category II:\u003C\u002Fh4>\n\n\u003Cp>This category shall include such offences as sleeping on duty, failure to\nfollow standing instructions, violations of safety rules and such similar\noffences. The parties have further agreed that the employer shall give the\nemployee a verbal warning on the first such violation, followed by a written\nwarning for a maximum of two such similar offences thereafter. Failure to\ncomply with such written warning by the employee shall result in the employee\nmoving into the category III of the Disciplinary Code and such employee shall\ntherefore be liable to face such disciplinary action as provided under the\naforesaid category. \u003C\u002Fp>\n\n\u003Ch4>Category III:\u003C\u002Fh4>\n\n\u003Cp>This category of offence would include drinking on duty, being under the\ninfluence of alcohol or habit-forming drugs, desertion. The parties have agreed\nthat this category of offence shall result in immediate suspension for the\nperiod of one month without pay and a written warning and subsequent dismissal\nif any one of the aforesaid offences or such similar offence is repeated by the\nemployee after such written warning from the employer.\u003C\u002Fp>\n\n\u003Ch4>Category IV:\u003C\u002Fh4>\n\n\u003Cp>This category would include offences that would result in the employer\nsuffering substantial loss or the Laws of Zambia being contravened. This\ncategory of offence would include such offences as theft, fraud and corruption\nand any such similar offences. The corrective action to be taken under this\ncategory by the employer would be the dismissal of the said employee.\u003C\u002Fp>\n\n\u003Cp>P. GOLSON,\u003C\u002Fp>\n\n\u003Cp>Secretary to the Joint Councilfor the Building and Civil Engineering\nIndustry\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE NATIONAL UNION OF BUILDING AND GENERAL WORKERS\u003C\u002Fp>\n\n\u003Cp>E. SIWILA, General-Secretary\u003C\u002Fp>\n\n\u003Cp>P. SAKALA,\u003C\u002Fp>\n\n\u003Cp>Directorfor Education\u003C\u002Fp>\n\n\u003Cp>J. BANDA,\u003C\u002Fp>\n\n\u003Cp>Director for Organisation\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE ASSOCIATION OF BUILDING AND CIVIL ENGINEERING\nCONTRACTORS\u003C\u002Fp>\n\n\u003Cp>ABCEC EXECUTIVE MEMER\u003C\u002Fp>\n\n\u003Cp>ABCEC JIC MEMER\u003C\u002Fp>\n\n\u003Cp>ABCEC EXECUTIVE MEMER\u003C\u002Fp>\n\n\u003Cp>Printed and published by the Government Printer, P. O. Box 30136 10101\nLusaka\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>The Lands and Deeds Registry Act\u003C\u002Fh3>\n\n\u003Ch3>(Chapter 185 of the Laws of Zambia)\u003C\u002Fh3>\n\n\u003Ch3>(Section 56)\u003C\u002Fh3>\n\n\u003Ch4>Notice of Intention to Issue a Duplicate Certificate of Title\u003C\u002Fh4>\n\n\u003Cp>FOURTEEN DAYS after the publication of this notice I intend to issue a\nCertificate of Title No. L4483 in the name of Pentecostal Assemblies of God\nRegistered Trustees in respect of L\u002F2580\u002FM in extent of 79.4940 hectares\nsituate in the Lusaka Province of the Republic of Zambia.\u003C\u002Fp>\n\n\u003Cp>All persons having objections to the issuance of the duplicate certificate\nof title are hereby required to lodge the same in writing with the Registrar of\nLands and Deeds within fourteen days from the date of publication of this\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Notice of Intention to Apply for Probate\u002FLetters of\u003C\u002Fh3>\n\n\u003Ch3>Administration\u003C\u002Fh3>\n\n\u003Cp>In the Estates of Martin Adani Tshuma, Deceased\u003C\u002Fp>\n\n\u003Cp>NOTICE IS HEREBY GIVEN that after the expiration of fourteen days from the\npublication hereof I intend to apply to the High Court for Zambia at Lusaka for\nLetters of Administration with Will annexed of the Estates of the above named,\nlate of 1313\u002FCL\u002F4, Chelstone Green, Chelstone, Lusaka who died at Cancer\nDiseases Hospital on or about the 22nd day of January, 2019.\u003C\u002Fp>\n\n\u003Cp>Dated this 17th day of January, 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>The Money-lenders Act\u003C\u002Fh3>\n\n\u003Ch3>(Chapter 398 of the Laws of Zambia)\u003C\u002Fh3>\n\n\u003Ch4>Notice of Application for a Money-lender’s Certificate\u003C\u002Fh4>\n\n\u003Cp>TAKE NOTICE that Kalubale Paul Moombe and Muloongo Floridah being desirously\nof trading at House No. R3, Mukuba Natwange, Kitwe in the Copperbelt Province\nof the Republic of Zambia and that the business carried out under the name and\nstyle of Havillah Resources Limited , will have this application heard by Kitwe\nMagistrate Court of the First Class sitting at Kitwe.\u003C\u002Fp>\n\n\u003Cp>Dated at Kitwe this 2nd day of March, 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Notice of Change of Name by Deed Poll\u003C\u002Fh3>\n\n\u003Cp>BY THIS DEED POLL made the 11th day of March, 2022 and intended to be\nregistered at the Principal Registry of High Court of Zambia at Lusaka by the\nundersigned Nyukunzu Leatisha of Plot No. 78, Kabwata Site and Service, Lusaka\nin the Lusaka Province of the Republic of Zambia holder of National\nRegistration Card No. 676219\u002F 10\u002F1 do hereby absolutely and entirely relinquish\nand abandon\u002Fchangethe use of the names Nyukunzu Leatisha and in lieu thereof do\nassume as from the date hereof the names of Leatishea Namatayi Nyakunzu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And in pursuance of such change of name as aforesaid, do hereby declare that\nI shall at all times thereafter in all records, deeds and instruments in\nwriting and in all dealings and transactions and upon all occasions whatsoever\nassign and use and subscribe the assumed names of Leatishea Namatayi Nyakunzu\nas the names in lieu of the said as renounced as aforesaid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And I hereby authorise and request all persons to designate, describe and\nadddress me by such names to the intent that the names shall be Leatishea\nNamatayi Nyakunzu.\u003C\u002Fp>\n\n\u003Cp>In witness whereof I have signed my assumed names of Leatishea Namatayi\nNyakunzu and have set my hand and seal this day, month and year afore\nwritten.\u003C\u002Fp>\n\n\u003Cp>Signed, sealed and delivered by the said Leatishea Namatayi Nyakunzu\nformerly known as Nyukunzu Leatisha in the presence of:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"JOBTITLE_trigger":44,"jobclassifaction1":48,"TRAINING_trigger":51,"apprenticeships":55,"contracttrial":58,"contracttrialperiod":62,"maxsicknesspay":64,"maxsicknesspayperc":68,"sicknessmaxdaysnr":70,"disabilitypay":72,"healthandsafetypolicy":76,"protectiveclothing":80,"funeralpay":84,"WORKFAM_trigger":88,"paidmaternityleave":91,"paidmaternityleavepay":95,"paidmaternityleavepayperc":97,"jobsecuritymothers":101,"pregnancy":105,"paidpaternityleave":109,"paidpaternityleaveduration":113,"childcare":117,"childcareleave":121,"deathrelatives":125,"hourspday":129,"hourspweek":133,"hourspmonth":135,"dayspweek":137,"bankholidays2":141,"WAGES_trigger":144,"PAYSCALES_trigger":148,"OVERTIME_trigger":151,"MEALALL_trigger":155,"strikes_trigger":159},{"bindId":45,"name":46,"text":47},"JOBTITLE_trigger","3. CLASSIFICATION OF WORKERS: 3.1 Watchm","3. CLASSIFICATION OF WORKERS:\n\n3.1 Watchman\u002FSecurity Guard\n\n3.1.1 Parties hereby agree that the hours of attendance of work by this\nclass of employee shall be at the demand of the employer during hours outside\nthe normal working hours of the employer.\n\n3.1.2 provided that a Watchman\u002FSecurity Guard working more than four shifts\nin any calendar week consisting of seven consecutive days shall be paid\novertime at the rate of ordinary full pay plus half of ordinary full pay plus\nhalf of ordinary full pay per shift for shifts worked.\n\n3.1.3 Provided also that in the case of a Watchman\u002FSecurity Guard who is\nabsent from work through illness and who produces a valid medical certificate,\nor, in the case of a Watchman\u002FSecurity Guard who is absent from work with the\npermission of his employer, the shifts which such Watchman\u002FSecurity Guard would\nnormally have worked during the calendar week or calendar weeks when he was\nabsent from work, shall be included in the time worked when calculating\novertime.\n\n3.1.4 All Shifts worked by a Watchman\u002FSecurity Guard on a paid public\nholiday as defined in Section 5 of the Collective Agreement for the Industry\nshall be paid for those shifts worked on a paid public holiday. A shift in the\ncase of a Watchman\u002F Security Guard shall be of fourteen continuous hour’s\nduration.\n\n3.2 Semi Skilled Workers:\n\n3.2.1 The Parties have agreed that Semi Skilled workers shall include any\nperson employed as a charge hand or operator person operating a mechanical\ndevice such as a concrete mixer, hoist, cook and lorry mate and such person\nshall be paid in accordance with the rate as set out in the first schedule for\nsemi-skilled workers.\n\n3.2.2 The Parties have agreed that any person over the age of 21 years\nengaged in trade as defined by the term skilled worker and employed under\nsupervision for the purpose of becoming skilled in that trade shall be\nclassified a learner and paid in accordance with the relevant rate as set out\nin the first schedule.\n\n3.2.3 Provided that no person shall be employed as a learner with one\nemployer after completing twelve calendar month’s continuous service.\n\n3.3 Licensed Driver:\n\n3.3.1 The parties have agreed that consideration be given to the\nresponsibility of the job when paying wages in excess of the minimum rate.\n\n3.4 Skilled Worker. Class III:\n\n3.4.1 The Parties have agreed that any person who has successfully taken a\nGrade I Trade Test approved by the Joint Council and who is in possession of\neither a Class III Trade Test Certificate issued by the Council or an Interim\nCertificate issued by a Technical College or a Trades Training Institute\nrecognized by the Joint Council shall be classified a Skilled Worker and paid\nin accordance with this Agreement and as set out in the First Schedule.\n\n3.4.2 It has been further agreed that this class shall include a\nPainter\u002FGlazier a Bricklayer\u002FPlasterer a Sign-writer a Woodworking machinist a\nCarpenter and Joiner Cabinet maker an Electrical Wireman a Plumber, a\nSheet-metal worker a Plant Mechanic and a Metal Fabricator\u002FBoilermaker who has\nsuccessfully taken a Grade I Trade Test as approved by the Council or such\nother Class III Trade Test as set out in this provision.\n\n3.5 Skilled Worker. Class II:\n\n3.5.1 The Parties have agreed that any person who has successfully taken a\nGrade II Trade Test approved by the Joint Council and who is in possession of\neither a Class II Trade Test Certificate issued by the Council or a full Craft\nCertificate issued by a Technical College or a Trades Training Institute\nrecognised by the Joint Council or an Interim Certificate holder with\nsatisfactory practical experience shall be classified as a Class II worker and\npaid in accordance with such rate as set out in the first schedule. It has been\nfurther agreed by the parties that this class shall include the following a\nPainter\u002FGlazier a Bricklayer\u002FPlasterer a Sign-writer a Woodworking machinist a\nPlumber, a Sheet-metal worker a Carpenter and Joiner Cabinet maker an\nElectrical Wireman a Plant Mechanic and a Metal Fabricator\u002FBoilermaker who has\nsuccessfully taken a Grade II Trade Test as approved by the Council or such\nother Class II Trade Test as set out in this provision.\n\n3.6 Skilled Worker Class I:\n\n3.6.1 The Parties have agreed that any person who has successfully taken a\nGrade III Trade Test approved by the Joint Council and who is in possession of\neither a Class I Trade Test Certificate issued by the Council of a full Craft\nCertificate issued by the Council or a full Craft Certificate with satisfactory\npractical experience shall be classified as a class I Skilled Worker and shall\ninclude a Painter\u002FGlazier a Bricklayer\u002FPlasterer a Sign-writer a Woodworking\nmachinist a Plumber, a Sheet-metal worker a Carpenter and Joiner a Cabinet\nmaker an Electrical Wireman a Plant Mechanic and Metal F\nabricator\u002FBoilermaker.\n\n3.7 Security Officer\u002FPoliceman:\n\n3.7.1 The parties have agreed that this includes any person who has\nundergone formal training in police work and such person shall be paid a wage\nas set out in the first Schedule.\n\n3.8 Operatives Class IV:\n\n3.8.1 The Parties have agreed that this shall include any semi-skilled\nworkman using or operating any or all of the such power driven plant equipment\nthat shall include Compressors Crushers Dumpers up to and including 1m3\ncapacity Mixers Power- driven tools Rollers including up to and including 2T\nand Winches other than piling winches.\n\n3.9 Operatives Class III:\n\n3.9.1 The Parties have agreed that this shall include any semi-skilled\nworkman using or operating any or all of such power driven plant equipment that\nshall include Cranes Derricks Dumpers over lm3. Capacity Lorries Mechanical\nSpreaders Rollers over 2T small tractors and attachment up to approx 38kW\npiling Winches and Excavators of up to approx 38kW.\n\n3.10 Operatives Class II:\n\n3.10.1 The Parties have agreed that this class shall any person who operates\nDumpers (Euclid or similar) Earthmoving tractors & attachments Graders\nExcavators and Loading Shovels in excess of 38kW and up to 1m3. Capacity\nTrenchers.\n\n3.11 Operatives Class I:\n\n3.11.1 The Parties have agreed that this class shall include any person\nemployed to operate Excavators and Loaders Shovels in excess of 1m3 capacity\nand an operator of major mechanical plant designated by his employer and who\nwhen a Trade Test and Trade Test Certificate are approved by the Joint Council,\nhas passed such test and is in possession of the appropriate Trade Test\nCertificate.\n\n3.12 Operatives Class II Grade A:\n\n3.12.1The Parties have agreed that this class shall include any person who\noperates Shovels more than 3.2m, Cranes more than 20 tonne and Loaders more\nthan 4m.\n\n3.13 Operatives Class II Grade B\n\n3.13.1The Parties have agreed that this class shall include any person\noperating Bulldozers\u002FPushers of more than 110kW Scrapers of more than 18m. or\n30T Dumpers more than 18m. or 30T Graders Loaders of more than 1.8m Cranes of\nmore than 10T Blast-hole drills of more than 100mm. Diameter Shovels of less\nthan 3.6m Water-cart of more than 30T and Compactors of more than 20T.\n\n3.14 Operatives Class II Grade C:\n\n3.14.1 The Parties have agreed that this Class shall include any person\noperating a Bulldozer of less than 110kW Scrapers of less than 18m or 30T\nDumpers of less than 18m. or 30T Loaders of more than 1.8M Cranes of more than\n5T Water-carts of more than 9,000ltr Wagon drills of 10mm. Diameter or less\nLicense Blaster Drivers (general purpose vehicle) Pump-man (Static\ninstallation) Learner Blaster Artisan helper Tally checker-spotters Greasers\nBanks-man Workman Provided that there shall be no difference in the wages of\nopen pit workers working on the surface or in the open pit.\n\n3.15 Underground Workers:\n\n3.15.1The Parties have agreed that that this class of employees shall\ninclude the Section Boss, Ganger, Assistant Ganger, Artisan, Grouting Operator,\nCrew Boss I, Crew Boss II, Loader Driver, Loco Driver, Hoist Driver,\nMachine-man, Spanner-man, Artisan Loading hand, Banks-man, Lashers, Stage-Hand,\nGrouting-helper, Artisan helper, Change-house man, Bank helper, Batching plant\nhelper, Sanitation, Messenger, Cleaner.",{"bindId":49,"name":50,"text":50},"jobclassifaction1","3. CLASSIFICATION OF WORKERS:",{"bindId":52,"name":53,"text":54},"TRAINING_trigger","3 REGISTERED UNDER SECTION TWELVE OR F O","3 REGISTERED UNDER SECTION TWELVE OR F OURTEEN OF THE APPRENTICESHIP\nACT\n\n2.3 Payments\n\n2.3.1 Basic pay: means the standard rate of pay before additional payments\nsuch as allowances and bonuses for a period not exceeding one month;\n\n2.3.2 Full pay: means basic pay, allowances and the cash equivalent of any\nallowances in kind applicable for a period not exceeding one month, but does\nnot include payments in respect of any bonus;\n\n2.3.3 Gratuity: means a payment made to an employee in accordance with a\ncontract of employment on the expiry of a long term contract of employment\nbased on basic pay earnings that have accrued to the employee during the term\nof service;\n\n2.3.4 Leave Pay: Leave benefits\n\nFP x D) 24 days\n\nWhere FP = full pay\n\nD = number of accrued leave days\n\n2.3.5 Sick Pay: an employee entitled to sick leave shall be paid full pay\nduring the first three months of the sick leave and thereafter, half pay for\nthe next three months.\n\n2.4 Terms\n\n2.4.1 Civil Engineering Industry: means without in any way limiting the\nordinary meaning of the expression the industry in which employers and\nemployees are associated for any or all of the following purposes;\n\n2.4.2 Joint Council and\u002For Council: means the Joint Council for the Building\nand Civil Engineering Industry.",{"bindId":56,"name":53,"text":57},"apprenticeships","3 REGISTERED UNDER SECTION TWELVE OR F OURTEEN OF THE APPRENTICESHIP\nACT\n\n2.3 Payments\n\n2.3.1 Basic pay: means the standard rate of pay before additional payments\nsuch as allowances and bonuses for a period not exceeding one month;\n\n2.3.2 Full pay: means basic pay, allowances and the cash equivalent of any\nallowances in kind applicable for a period not exceeding one month, but does\nnot include payments in respect of any bonus;\n\n2.3.3 Gratuity: means a payment made to an employee in accordance with a\ncontract of employment on the expiry of a long term contract of employment\nbased on basic pay earnings that have accrued to the employee during the term\nof service;\n\n2.3.4 Leave Pay: Leave benefits\n\nFP x D) 24 days\n\nWhere FP = full pay\n\nD = number of accrued leave days\n\n2.3.5 Sick Pay: an employee entitled to sick leave shall be paid full pay\nduring the first three months of the sick leave and thereafter, half pay for\nthe next three months.",{"bindId":59,"name":60,"text":61},"contracttrial","2.2.6 Probationary: a contract for a pro","2.2.6 Probationary: a contract for a probationary period not exceeding 3\nmonths.",{"bindId":63,"name":60,"text":61},"contracttrialperiod",{"bindId":65,"name":66,"text":67},"maxsicknesspay","2.3.5 Sick Pay: an employee entitled to ","2.3.5 Sick Pay: an employee entitled to sick leave shall be paid full pay\nduring the first three months of the sick leave and thereafter, half pay for\nthe next three months.",{"bindId":69,"name":66,"text":67},"maxsicknesspayperc",{"bindId":71,"name":66,"text":67},"sicknessmaxdaysnr",{"bindId":73,"name":74,"text":75},"disabilitypay","13.2 Where an employee is incapacitated ","13.2 Where an employee is incapacitated for a prolonged period due to\nillness or injury not occasioned by the employee’s default, the employee\nunder long-term contract is entitled to sick leave under subsection (13.1), and\nshall be paid full pay during the first three months of the sick leave and\nthereafter, half pay for the next three months, for those under short-term\ncontract be paid full for the equivalent twenty-six working days of the sick\nleave and thereafter, half pay for the equivalent of the next twenty six\nworking days of the sick leave except that this section shall not apply where\nthe incapacity arises from an occupational related accident or disease as\nprovided for under the Workers Compensation Act, 2019.",{"bindId":77,"name":78,"text":79},"healthandsafetypolicy","19.4 In the case of a long journey, an e","19.4 In the case of a long journey, an employer shall make necessary\narrangements for the health, safety and welfare of the employee and the\nemployee’s family during the journey.",{"bindId":81,"name":82,"text":83},"protectiveclothing","22. PROTECTIVE CLOTHING AND MAINTENANCE ","22. PROTECTIVE CLOTHING AND MAINTENANCE OF SAFETY :\n\n22.1 Every employee who is required to work in direct contact with mass\nconcrete or other similar work likely to be injurious to his feet shall be\nsupplied by his employer with gumboots and gloves.\n\n22.2 Every employee who is required to load or unload any vehicle during the\nrainy season, or who is otherwise obliged to work in the rain without shelter,\nshall be supplied by his employer with a raincoat.\n\n22.3 Every employee shall be provided with suitable protective clothing by\nhis employer when the nature of his work so requires and in accordance with the\nFactories Act. \n\n22.4 Permanent staff will be supplied twice per year with overalls or\ndustcoats and once per year with safety boots or shoes. These will be provided\nfree of charge but will remain the property of the employer and be handed back\nto the employer on receipt of new protective clothing or on termination of\nemployment.\n\n22.5 The employer will keep a stock of protective headgear for use by its\nemployees on a daily draw basis.\n\n22.6 In the event of loss or damage of protective clothing so provided by\nthe employer due to the negligence of an employee the employee shall be\nrequired to pay for the replacement or repair of such clothing or any other\nsafety item provided by employer to the employee .",{"bindId":85,"name":86,"text":87},"funeralpay","18.2 On the death of an employee, the em","18.2 On the death of an employee, the employer will give assistance in\nproviding transport to and from the cemetery. In the event that the employer is\nunable to provide such transport a sum of K2,000.00 will be granted by the\nemployer.\n\n18.3 On the death of an employee’s immediate family i.e. registered spouse\nor child under the age of 18 years and such child is unemployed K1, 800.00\nshall be granted for either the wife or any child.\n\n18.4 The employer shall further grant the sum of K1,400.00 to the family of\nthe deceased employee, K2,000.00 on the death of the registered spouse of an\nemployee and K1,700.00 on the death of the registered child of an employee who\nis under the age of Eighteen (18) years of age and unemployed.\n\n18.5 On the death of a parent or such other relative close to the employee\nthe employer will make a compassionate loan of up to K2,000.00 to assist the\nemployee. Provided that always the employee shall provide documentary proof of\nthe event. See also Clause 15- Compassionate Leave.",{"bindId":89,"name":90,"text":90},"WORKFAM_trigger","14.PAID MATERNITY LEAVE:",{"bindId":92,"name":93,"text":94},"paidmaternityleave","14.PAID MATERNITY LEAVE: 14.1 Subject to","14.PAID MATERNITY LEAVE:\n\n14.1 Subject to an agreement between an employer and an employee which is\nmore favorable to the employee than the provisions of this section or a written\nlaw providing for maternity benefits, a female employee is, on production of a\nmedical certificate, entitled to fourteen weeks maternity leave to be taken.\n\n(a)Immediately preceding the expected date of delivery, except that at least\nsix weeks maternity leave shall be taken immediately\n\nafter delivery; or\n\n(b)After the delivery.\n\n14.2 The maternity leave under subsection (15.1) shall, in the case of a\nmultiple birth be extended for a further period of four weeks.\n\n14.3 Where a female employee remains in continuous employment with the same\nemployer for a period of twelve months immediately preceding the beginning of\nleave under this section, the maternity leave under subsection (1) shall be\nwith full pay where the maternity benefits are not paid under a written law\nproviding for maternity benefits. For those who haven’t worked for twelve\nmonths consecutively, maternity leave shall not be entitled.\n\n15.4 Despite subsection (15.1), a female employee who gives birth to a\npremature child is entitled to an extension of the maternity leave for a period\nthat shall be recommended by a medical doctor. In this section, “premature\nchild” means a child born before thirty-seven weeks of gestation.\n\n15.5 A female employee who remains in continuous employment with the same\nemployer for a period of twelve months and suffers a miscarriage during the\nthird trimester of pregnancy or bears a still born child is entitled to six\nweeks leave on full pay immediately after the miscarriage or still birth,\nexcept that the miscarriage or still birth shall be duly certified by a medical\nofficer.\n\n15.6 On expiry of a female employee’s maternity leave under subsection\n(15.1), the employee shall return to the job which the employee held\nimmediately before the maternity leave or to a reasonably suitable job on terms\nand conditions not less favorable than those which applied to the employee\nbefore the maternity leave.\n\n15.7 A female employee may, immediately on expiry of maternity leave before\nresuming duties and with the approval of the employer, proceed on sick, annual,\ncompassionate or other leave to which the employee is entitled\n\n15.8 A female employee shall give notice in writing as may be reasonable in\nthe circumstances, to the employer, of that employee’s intention to proceed\non maternity leave on a specified date and to return to work thereafter.\n\n15.9 A female employee shall not forfeit that employee’s annual leave\nentitlement under section 37 because of having taken maternity leave",{"bindId":96,"name":90,"text":90},"paidmaternityleavepay",{"bindId":98,"name":99,"text":100},"paidmaternityleavepayperc","14.3 Where a female employee remains in ","14.3 Where a female employee remains in continuous employment with the same\nemployer for a period of twelve months immediately preceding the beginning of\nleave under this section, the maternity leave under subsection (1) shall be\nwith full pay where the maternity benefits are not paid under a written law\nproviding for maternity benefits. For those who haven’t worked for twelve\nmonths consecutively, maternity leave shall not be entitled.",{"bindId":102,"name":103,"text":104},"jobsecuritymothers","15.6 On expiry of a female employee’s ma","15.6 On expiry of a female employee’s maternity leave under subsection\n(15.1), the employee shall return to the job which the employee held\nimmediately before the maternity leave or to a reasonably suitable job on terms\nand conditions not less favorable than those which applied to the employee\nbefore the maternity leave.",{"bindId":106,"name":107,"text":108},"pregnancy","(a)Immediately preceding the expected da","(a)Immediately preceding the expected date of delivery, except that at least\nsix weeks maternity leave shall be taken immediately",{"bindId":110,"name":111,"text":112},"paidpaternityleave","15.PATERNITY LEAVE: 16.1 Subject to an a","15.PATERNITY LEAVE:\n\n16.1 Subject to an agreement between an employer and an employee which is\nmore favourable to the employee than the provisions of this section, a male\nemployee who remains in continuous employment with the same employer for a\nperiod of twelve months immediately preceding the beginning of leave under this\nsection is entitled to at least five continuous working days paternity leave,\nif—\n\n(a)The employee is the father of the child;\n\n(b)The employee has submitted to the employee’s employer a birth record of\nthe child; and\n\n(c)The leave is taken within seven days of the birth of a child",{"bindId":114,"name":115,"text":116},"paidpaternityleaveduration","16.1 Subject to an agreement between an ","16.1 Subject to an agreement between an employer and an employee which is\nmore favourable to the employee than the provisions of this section, a male\nemployee who remains in continuous employment with the same employer for a\nperiod of twelve months immediately preceding the beginning of leave under this\nsection is entitled to at least five continuous working days paternity leave,\nif—",{"bindId":118,"name":119,"text":120},"childcare","16. FAMILY RESPONSIBILTY LEAVE: 16.1An e","16. FAMILY RESPONSIBILTY LEAVE:\n\n16.1An employee who has worked for a period of six months or more, shall be\ngranted leave of absence with pay for a period not exceeding seven days in a\ncalendar year to enable the employee to nurse a sick spouse, child or\ndependent, except that the employer may, before granting that leave, require\nthe employee to produce a certificate from a medical doctor certifying that the\nspouse, child or dependent is sick and requires special attention.\n\n16.2 An employee is entitled to three paid leave days per year to cover\nresponsibilities related to the care, health or education for that employer’s\nchild, spouse or dependant.\n\n16.3 The days taken as leave under this section shall not be cumulative or\ndeducted from the employee’s accrued leave days.",{"bindId":122,"name":123,"text":124},"childcareleave","16.1An employee who has worked for a per","16.1An employee who has worked for a period of six months or more, shall be\ngranted leave of absence with pay for a period not exceeding seven days in a\ncalendar year to enable the employee to nurse a sick spouse, child or\ndependent, except that the employer may, before granting that leave, require\nthe employee to produce a certificate from a medical doctor certifying that the\nspouse, child or dependent is sick and requires special attention.",{"bindId":126,"name":127,"text":128},"deathrelatives","17.COMPASSIONATE LEAVE: 17.1 In the even","17.COMPASSIONATE LEAVE:\n\n17.1 In the event of the death of a member of an employee’s biologically\nrelated and registered family member namely mother, father, son, daughter, or\nspouse or dependant up to a total Twelve (12) paid working days compassionate\nleave shall be granted in any calendar year.\n\n17.2 Compassionate leave shall not be granted until the employee so affected\nhas submitted documentary proof of the occasion justifying the award of such\nleave to the employer. Provided that always the granting of such leave as\naforesaid shall not affect such terminal benefits\u002Fgratuity and leave pay that\nare or may be due to an employee.",{"bindId":130,"name":131,"text":132},"hourspday","2.1.8 Month: shall mean a continuous per","2.1.8 Month: shall mean a continuous period of 207 normal working hours.\nMade up of a maximum of 45 hours per week Monday - Saturday, with a maximum of\nup to 9 hours per day.",{"bindId":134,"name":131,"text":132},"hourspweek",{"bindId":136,"name":131,"text":132},"hourspmonth",{"bindId":138,"name":139,"text":140},"dayspweek","2.1.9 Working week: means six working da","2.1.9 Working week: means six working days (which shall include Public\nHolidays for which the employee is in terms of this Agreement credited with one\nnormal working day) in any seven consecutive days.",{"bindId":142,"name":143,"text":143},"bankholidays2","10. Public Holidays:",{"bindId":145,"name":146,"text":147},"WAGES_trigger","2.3 Payments 2.3.1 Basic pay: means the ","2.3 Payments\n\n2.3.1 Basic pay: means the standard rate of pay before additional payments\nsuch as allowances and bonuses for a period not exceeding one month;\n\n2.3.2 Full pay: means basic pay, allowances and the cash equivalent of any\nallowances in kind applicable for a period not exceeding one month, but does\nnot include payments in respect of any bonus;\n\n2.3.3 Gratuity: means a payment made to an employee in accordance with a\ncontract of employment on the expiry of a long term contract of employment\nbased on basic pay earnings that have accrued to the employee during the term\nof service;\n\n2.3.4 Leave Pay: Leave benefits\n\nFP x D) 24 days\n\nWhere FP = full pay\n\nD = number of accrued leave days",{"bindId":149,"name":150,"text":150},"PAYSCALES_trigger","NEW RATES EFFECTIVE JANUARY 1 ST 2022",{"bindId":152,"name":153,"text":154},"OVERTIME_trigger","9 OVERTIME AND HOURS OF WORK: 9.1 The no","9 OVERTIME AND HOURS OF WORK:\n\n9.1 The normal hours of work for a working week shall not exceed forty\nfive(45) hours provided that always an employee shall not be required to work\ncontinuously for more than five and half-hours without a break of not less than\nthirty minutes. The time of such break shall be at the discretion and fixed by\nthe employer provided that alterations in the time set for such break do not\ntake place unless thirty days’ notice has been given to the employees. The\nEmployer shall notify the employees of the time of such break by means of a\nnotice displayed in a conspicuous place at the place of work.\n\n9.2 Where an employee has worked for more than Forty five(45) hours in any\nworking week the hours worked in excess of forty- five shall be paid at the\nrate of ordinary full pay for that time plus half of ordinary full pay for that\ntime provided that in the case of an employee who is absent from work through\nillness and who produces a valid medical certificate or in the case of an\nemployee who is absent from work with the permission of his employer the hours\nwhich such employee would normally have worked during the shift or shifts when\nhe was absent from work shall be included in the time worked when calculating\novertime, provided that further when the normal working week as fixed by the\nmanagement as provided in the above paragraph shall apply to all hours worked\nin excess of such normal working week.\n\n9.3 Where the hours worked by the employee in any one day extend past\nmidnight into the following day then the hours worked past midnight shall be\npaid at the basic rate of ordinary full pay for that time plus ordinary full\npay for that time.\n\n9.4 All hours worked on a Sunday or on Christmas or New Year’s Days shall\nbe paid at the basic rate of ordinary full pay for that time plus ordinary full\npay for that time in addition to the pay due to the employee in terms of the\nsecond schedule of this Agreement.\n\n9.5 Provided that always the provisions of these paragraphs shall not apply\nin the case of a watchman. The hours to be paid as over¬time shall be\ndetermined at the conclusion of each working week.",{"bindId":156,"name":157,"text":158},"MEALALL_trigger","20.4 Lunch Allowance: The Company shall ","20.4 Lunch Allowance: The Company shall provide the employee with a lunch\nallowance of K35.00 per shift or day.",{"bindId":160,"name":161,"text":162},"strikes_trigger","4. DISPUTES: 4.1Any dispute regarding th","4. DISPUTES:\n\n4.1Any dispute regarding the interpretation application or administration of\nany provision of this Agreement may be handled as provided by the law on the\nsettlement of Collective disputes or any dispute procedure, which may be agreed\nupon by the parties","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB ABCEC The Association of Building and Civil Engineering Contractors - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2022-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-12-31\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: → Court\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Engineering activities and related technical consultancy, Construction of bridges and tunnels, Construction of roads and motorways, Construction of residential and non-residential buildings\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → ABCEC The Association of Building and Civil Engineering Contractors\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        NUBEGW - National Union of Building, Engineering and General workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 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: → No\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: → No\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: → Insufficient data\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 1400.0\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            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → 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: → 7 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: → 12 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 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: → 9.0\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: → 207.0\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: → -9.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → New Year’s Day, Women's Day (8th March), Youth Day (11th February), Good Friday, Holy Saturday, Labour Day, African Freedom Day, Christmas Day, Independence Day, Farmers Day, Kenneth Kaunda Day, National Prayer Day, Independence Day, Heroes Day\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in 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            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 35.0 per meal\n            \u003C\u002Fdiv>\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",[168],{"title":37,"slug":33},[170],{"type":171,"data":172},"call_to_action_body_block",{"title":173,"description":174,"variant":175,"link":176},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":173,"url":177,"description":173,"rel":178,"type":179},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[181],{"type":171,"data":182},{"title":173,"description":174,"variant":175,"link":183},{"title":173,"url":177,"description":173,"rel":178,"type":179},[]]