[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-agreement-between-barclays-bank-zambia-pic-and-the-zambia-union-of-financial-institutions-and-allied-workers-2015---2016":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":158,"content_type_view":159,"extra_breadcrumbs":160,"body":162,"body_blocks":173,"related_pages":177},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":156,"translations":157},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"memorandum-of-collective-agreement-between-barclays-bank-zambia-pic-and-the-zambia-union-of-financial-institutions-and-allied-workers-2015---2016","452e9d78-569b-11e7-ab70-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fmemorandum-of-collective-agreement-between-barclays-bank-zambia-pic-and-the-zambia-union-of-financial-institutions-and-allied-workers-2015---2016\u002Fmemorandum-of-collective-agreement-between-barclays-bank-zambia-pic-and-the-zambia-union-of-financial-institutions-and-allied-workers-2015---2016\u002F","Memorandum of Collective Agreement between Barclays Bank Zambia PIc and the Zambia Union of Financial Institutions and Allied Workers, 2015 - 2016","ZMB Barclays Bank Zambia Pic - 2015","Zambia - ZMB Barclays Bank Zambia Pic - 2015","ZMB Barclays Bank Zambia Pic - 2015 - Financial services, banking, insurance",{"name":41,"data":42},"BBZ.html","\n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New3\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>BETWEEN\u003C\u002Fh1>\n\n\u003Ch1>BARCLAYS BANK ZAMBIA PIc (Hereinafter referred to as the “Bank”)\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLlED WORKERS\u003C\u002Fh1>\n\n\u003Ch1>(Hereinafter referred to as the “Union\")\u003C\u002Fh1>\n\n\u003Cp>Representing employees eligible for representation by the Union in terms of\nitem 8 of the RECOGNITION AGREEMENT signed on the 30 day of February Two\nthousand and thirteen (2013) between the Bank and the Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>This Collective Agreement is made this February 2015 between the Bank and\nthe Union covering conditions of service as stipulated in the Recognition\nAgreement Duration of this Collective Agreement shall be for a period of not\nless than twenty-four (24) months commencing 1st January 2015 to 31st December\n2016 provided that:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>a)The parties agree that the agreed items shall be implemented effective 1st\nApril 2015.\u003C\u002Fp>\n\n\u003Cp>b)Within 12 months of the date of the coming into effect of this Collective\nAgreement, either party could call for a meeting to review salaries according\nto prevailing economic conditions during the period.\u003C\u002Fp>\n\n\u003Cp>c)Any time after 21 months of commencement of this agreement, either party\nwill give to the other six weeks’ notice in writing of its desire for this\nAgreement to continue in force for a further period to be agreed upon or of its\nintention to terminate the Agreement or alter any clause herein.\u003C\u002Fp>\n\n\u003Cp>d)In the event of emergency cases, both parties shall endeavour to meet as\nsoon as possible but not later than 14 days.\u003C\u002Fp>\n\n\u003Cp>e)The terms of this Agreement shall be in accordance with the prevailing\nlabour legislation.\u003C\u002Fp>\n\n\u003Cp>f)The provisions of this Agreement shall be valid only so long as the\nRecognition Agreement between the Bank and the Union remains in force.\u003C\u002Fp>\n\n\u003Cp>g)Pending the signing of a new Collective Agreement, this Agreement shall\ncontinue in force.\u003C\u002Fp>\n\n\u003Cp>h)Application for a Change or Amendment - It is agreed that if either the\nUnion or the Bank considers that any part of this Agreement should be changed\nor amended and if it is also considered that such a change is mutually\nbeneficial to both the Union and the Bank and provided it is clearly seen to be\na valid reason to recommend such a change or amendment to this Agreement, it\nshould be undertaken in the following manner:-\u003C\u002Fp>\n\n\u003Cp>i.The Union or the Bank will indicate by letter its intention to discuss a\nchange or amendment to the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>ii.Such a letter indicated in (i) above will not be considered by the\nBargaining Unit unless it is accompanied by written information\u002Fevidence or any\nother communication considered necessary to validate the intention to change or\namend the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>iii.The party requesting the change or amendment shall allow the other party\ntwo weeks to consider the request.\u003C\u002Fp>\n\n\u003Cp>The Bargaining Unit shall after two weeks, but not longer than 28 calendar\ndays after\u003C\u002Fp>\n\n\u003Cp>the date of the original letter, agree to meet to discuss the change.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>1.RATES OF PAY AND OVERTIME\u003C\u002Fh3>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">a)Salaries - The salaries as at 31st March 2014 of Grades BA1 to BA4\nUnionised grades shall be increased by ZMW 1,050.00 across the board with\neffect from 1st April 2015.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>b)Salary Advance - Employees may on request draw 25% of their basic monthly\nsalary on the first (1) day of each month as an overdraft without giving\nreasons. For emergencies only this may be requested before the first (1) day,\ngiving reasons and will require Line Manager’s agreement. The overdraft will\nbe repaid with an option for repayment of between one (1) month and three (3)\nmonths.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SUNDAY_trigger\">c)Overtime - Overtime shall be paid at 1 1\u002F2 times the hourly rate on\nordinary days and double the hourly rate on Non-working Saturdays, Sundays and\nPublic Holidays.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>2.ANNUAL LEAVE ACCRUAL\u003C\u002Fh3>\n\n\u003Cp>Leave shall be granted as follows:\u003C\u002Fp>\n\n\u003Cp>1st to 5th year of service: 24 working days exclusive of Saturdays, Sundays\nand Gazetted Public Holidays.\u003C\u002Fp>\n\n\u003Cp>6th year of service and over: 30 working days exclusive of Saturdays,\nSundays and Gazetted Holidays.\u003C\u002Fp>\n\n\u003Cp>A minimum of 15 working days shall be taken at a given time.\u003C\u002Fp>\n\n\u003Cp>An employee who carries forward into the next year more than five (5) days\nwill have the extra days forfeited.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>3.ANNUAL LEAVE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>i.Annual leave allowance shall be paid at the rate of 1.5 x one month’s\nbasic salary across the board.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">ii.Leave accrued, including during a probationary period will be paid to the\nemployee or to his\u002Fher estate in the eventor death.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.STUDY LEAVE\u003C\u002Fh3>\n\n\u003Cp>Members of staff who are studying for professional examinations agreed by\nthe Union and the Bank shall qualify for time to study on the following\nterms:-\u003C\u002Fp>\n\n\u003Cp>i.4 days per subject, per sitting including date of examination.\u003C\u002Fp>\n\n\u003Cp>ii.Study leave for any particular subject will end following two (2)\ncumulative failures in that subject.\u003C\u002Fp>\n\n\u003Ch3>5.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cp>i. On written application and supported by documentary evidence,\ncompassionate leave will be granted to an employee as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>a)Death of Spouse or child - 10 working days.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>b)Death of Parent, Blood brother\u002FSister, Registered Dependant - 7 working\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii. Days in excess shall be granted at the discretion of Management.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>iii. Nursing of a Sick Child and Spouse: An employee shall be granted leave\nfor the purpose of nursing his\u002Fher sick spouse or child provided that he\u002Fshe\nproduces documentary recommendation from a Government approved doctor\nregistered with the Medical Council of Zambia or Traditional Healer who must be\nregistered with the Traditional Healers Practitioners Association of Zambia\nstating that presence is required and stating the number of days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>6.UNPAID LEAVE\u003C\u002Fh3>\n\n\u003Cp>Management may on application, grant unpaid leave up to a maximum of two\nyears using its discretion in deserving cases and provided that one has served\nfor a continuous minimum period of two years with the Bank.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Ch3>7.SPECIAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required by law to attend court proceedings shall be\nallowed special leave for the number of days required on production of\ndocumentary evidence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>8.SICK LEAVE\u003C\u002Fh3>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\n\n\u003Cp>Employees who are confirmed in their appointments and who are on prolonged\nmedical treatment because of ill health shall be entitled to sick leave as\nfollows:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>i.The first twelve (12) months on full pay subject to the production of a\nmedical certificate signed by a government approved medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii.Payment of salary in excess of 12 months shall be at the discretion of\nManagement, and thereafter, the Medical Board of Review will determine his\u002Fher\nsuitability for continued employment.\u003C\u002Fp>\n\n\u003Cp>iii.Recommendations from registered traditional healers will be recognized\nas a certificate of absence provided there is a letter from a Government\napproved medical practitioner stating that the employee could not respond to\ntreatment.\u003C\u002Fp>\n\n\u003Cp>iv.The employer reserves the right to have an employee examined by a\ngovernment registered medical practitioner provided that there is mutual\nagreement between employer and employee on the doctor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>9.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>i.Eligible female employees shall be entitled to ninety (90) calendar days\npaid maternity leave at intervals of not less than two years.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii.Exceptional cases of a pregnancy occurring in less than two years, only\nthirty (30) calendar days shall be granted as maternity leave.\u003C\u002Fp>\n\n\u003Cp>iii.Such leave shall be exclusive of annual leave of which the latter shall\nnot be taken together with maternity leave except with agreement of the\nBank.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">v.Managers and Departmental Heads will be encouraged to allow sufficient\ntime for breast feeding mothers to breast feed babies (under six months of age)\nonce per day during working hours.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Local circumstances will dictate the timeplace and the amount of time\navailable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>10.PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>An eligible employee may enjoy up to five (5) working days of paid paternity\nleave on the birth of his child \u002F twins or more at any one occasion. This\npaternity leave must be taken within a week of the birth or it will be\nforfeited.\u003C\u002Fp>\n\n\u003Cp>Paternity Leave may be taken at intervals of not less than two years.\nEvidence of record of birth and parentage may be requested.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>11. PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>All Gazetted Public Holidays as stipulated by the Government from time to\ntime shall\u003C\u002Fp>\n\n\u003Cp>be observed by the Bank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>12.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cp>Hours of work shall be from 08.00 hours to 16.45 hours and flexi hour (where\nbusiness need exists) is the same number of hours worked between 06.00 hours\nand 19.00 hours. In both cases the normal working week will be restricted to\nforty four (44) hours or one hundred and seventy six (176) hours per month\ninclusive of working Saturdays. Hours in excess of eight hours per day shall\nconstitute overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>13.PROTECTIVE CLOTHING AND UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>i.For Commissionaires and Drivers the following shall be provided:-\u003C\u002Fp>\n\n\u003Cp>a)Two pullovers, two pairs of shoes, two pairs of socks, two sets of\nuniforms per annum. All the above mentioned shall be provided with uniforms and\nequipment consistent with their work.\u003C\u002Fp>\n\n\u003Cp>b)Drivers and Commissionaires shall be provided with distinct uniforms to\ndistinguish them from the rest.\u003C\u002Fp>\n\n\u003Cp>c)Any eligible employee who is a field worker shall be provided with\nappropriate protective clothing.\u003C\u002Fp>\n\n\u003Cp>ii.Custodians\u002FSWIFT staff \u003C\u002Fp>\n\n\u003Cp>Custodians and SWIFT staff shall be provided with two (2) dust coats per\nannum, breathing masks, 2 x 500g washing powder per month, 500ml of milk per\nday\u003C\u002Fp>\n\n\u003Cp>iii.Cashiers\u003C\u002Fp>\n\n\u003Cp>Protective clothing such as smocks shall be provided to cashiers for use in\nbulk cash counting rooms. Cashiers in bulk cash counting rooms will be entitled\nto 500ml milk per day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.CANTEEN SUBSIDY\u003C\u002Fh3>\n\n\u003Cp>ZMW95.00 per eligible employee in work locations with more than 20 eligible\nemployees with canteen facilities shall be paid to the Canteen Committee per\nmonth to meet running expenses e.g. salaries for cooks, uniforms, etc.\u003C\u002Fp>\n\n\u003Cp>ii. in work locations with no canteen facilities, eligible employees shall\nbe paid ZMW125.00 per month.\u003C\u002Fp>\n\n\u003Ch3>15.UPSET \u002F DISTURBANCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where a member of staff has been transferred or re-deployed at the Bank’s\nrequest,\u003C\u002Fp>\n\n\u003Cp>the Bank will meet the cost of:-\u003C\u002Fp>\n\n\u003Cp>i.Transport;\u003C\u002Fp>\n\n\u003Cp>ii.School Uniforms\u002Ffees paid only once on transfer.\u003C\u002Fp>\n\n\u003Cp>iii.Option of being accommodated by the Bank in the hotel on full bill for\ntwo full months and half of full bill in the third month and at Management’s\ndiscretion thereafter; or a taxable cash sum of two (2) months salary with a\nminimum of Kwacha eleven thousand (ZMW11, 000.00) and a maximum of Kwacha\nSixteen thousand (ZMW16,000.00) only;\u003C\u002Fp>\n\n\u003Cp>iv.7% of one’s annual basic salary shall in addition be paid as\ndisturbance allowance.\u003C\u002Fp>\n\n\u003Ch3>16.DUST ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>i.Where a Branch is undergoing renovations or where major repairs are being\nundertaken, the Bank shall pay ZMW60.00 per week per employee during the dusty\nperiod and only in the affected area.\u003C\u002Fp>\n\n\u003Cp>ii.The Bank shall pay for medical check up for eligible employees.\u003C\u002Fp>\n\n\u003Cp>iii.in special cases, Management will arrange for alternative office space\nor leave shall be granted to affected staff until the renovations are\ncompleted.\u003C\u002Fp>\n\n\u003Cp>iv.The Bank shall not allow colleagues to work in premises that have just\nbeen painted with oil paint Alternative office space shall be arranged for\naffected colleagues.\u003C\u002Fp>\n\n\u003Ch3>17.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>i.For an employee to qualify for Acting Allowance he\u002Fshe has to act for a\nperiod of not less than 14 cumulative working days within a month in a higher\ngrade.\u003C\u002Fp>\n\n\u003Cp>ii.if an employee acts in the same position for the second time this period\nshall remain at 14 cumulative working days.\u003C\u002Fp>\n\n\u003Cp>iii.The Acting Allowance shall be the highest of either 12% of monthly\nsalary of the person acting or the difference between the salary of the person\nacting and the entry point of the acting grade and shall be paid on pro rate\nbasis to the acting period.\u003C\u002Fp>\n\n\u003Cp>iv.An employee nominated to act shall be informed in writing prior to\ncarrying out duties involving payment of acting allowance and responsibility\nallowance. This therefore means that acting should only be done where\nconfirmation has been communicated in writing by Human Resource.\u003C\u002Fp>\n\n\u003Ch3>18.RESPONSIBILITY ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>An employee who gets extra responsibilities in the same grade will be\nentitled to 5% of his \u002F her basic salary after completing 10 consecutive\nworking days.\u003C\u002Fp>\n\n\u003Ch3>19.SHIFT DIFFERENTIAL\u003C\u002Fh3>\n\n\u003Cp>Members of staff engaged in shift work will be paid dinner allowance of\nKwacha Seventy (ZMW70.00) per day in lieu of shift differential provided that\nsuch occupation shall come between 19.00 hours and 06.00 hours.\u003C\u002Fp>\n\n\u003Ch3>20.IT \u002F ATM \u002FCARD MERCHANTS ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>The following allowances will be paid to the category of members of staff\nspecified as\u003C\u002Fp>\n\n\u003Cp>hereunder in lieu of overtime:-\u003C\u002Fp>\n\n\u003Cp>20.1Information Technology - ZMW1,600.00 gross per month\u003C\u002Fp>\n\n\u003Cp>20.2ATM custodians - ZMW600.00 gross per weekend\u003C\u002Fp>\n\n\u003Cp>20.3Card Acquiring merchants - ZMW600.00 gross per weekend\u003C\u002Fp>\n\n\u003Cp>Members of staff who fall in the above categories but work shifts will not\nbe entitled to these allowances.\u003C\u002Fp>\n\n\u003Cp>ATM Custodians who work from Monday to Friday will be entitled to incur\novertime. All other staff including Prestige members of staff will be entitled\nto overtime.\u003C\u002Fp>\n\n\u003Ch3>21. TRAVELLING ON DUTY\u003C\u002Fh3>\n\n\u003Cp>The following allowances will be paid:-\u003C\u002Fp>\n\n\u003Cp>a)Allowance - when one is accommodated\u003C\u002Fp>\n\n\u003Cp>Overnight in a hotel when out of station he\u002Fshe will be entitled to an out\nof pocket allowances as follows:\u003C\u002Fp>\n\n\u003Cp>i.Kwacha One hundred and ten (ZMW110.00) per day for local travels\u003C\u002Fp>\n\n\u003Cp>ii.Kwacha Two hundred and twenty (ZMW220.00) per day for foreign travels\u003C\u002Fp>\n\n\u003Cp>These allowances will cover sundry expenses which are\ncleaning\u002Fhygiene\u002Fnewspaper\u002F phone calls\u002Fdrinks.\u003C\u002Fp>\n\n\u003Cp>In addition, the Hotel bill shall be met in full by the Bank which bill will\nalso include reasonable laundry but not dry cleaning. Meals taken in the hotel\nsuch as dinner and lunch will be paid by the Bank.\u003C\u002Fp>\n\n\u003Cp>b)Subsistence Allowance - Subsistence allowance shall be paid to an employee\nto cover the additional expenses he\u002Fshe has to meet when he\u002Fshe travels away\nfrom his normal station overnight on authorised bank business and where no\naccommodation is paid for by the bank. This allowance shall not be paid to\nmembers of staff who stay in accommodation provided by the bank.\u003C\u002Fp>\n\n\u003Cp>Payment will be made at the rate of Kwacha Five Hundred and Fifty only\n(ZMW550.00) per night This will cover accommodation, lunch and dinner\u003C\u002Fp>\n\n\u003Cp>c)Lunch Allowance - Lunch allowance of Kwacha Seventy (ZMW70.00) will be\npaid to:\u003C\u002Fp>\n\n\u003Cp>i.A member of staff working out of station during lunch break\u003C\u002Fp>\n\n\u003Cp>ii.A member of staff authorised to work through lunch hour\u003C\u002Fp>\n\n\u003Cp>iii.A member of staff accommodated in a hotel while out of station and has\nmade his\u002Fher own lunch arrangement\u003C\u002Fp>\n\n\u003Cp>iv.A member of staff on an official journey that takes a minimum of three\nhours\u003C\u002Fp>\n\n\u003Cp>(outside station)\u003C\u002Fp>\n\n\u003Cp>d)Dinner Allowance - Dinner allowance of Kwacha Seventy (ZMW70.00) will be\npaid to:\u003C\u002Fp>\n\n\u003Cp>i.Members of staff who leave work after 19.00 hours with prior Management\nauthority.\u003C\u002Fp>\n\n\u003Cp>ii.A member of staff accommodated in a hotel while out of station and has\nmade his\u002F her own dinner arrangement\u003C\u002Fp>\n\n\u003Cp>iii.A member of staff on an official journey that takes a minimum of three\nhours (outside station)\u003C\u002Fp>\n\n\u003Cp>e)Breakfast allowance:- Breakfast allowance of ZMW70.00 shall be paid to\nstaff who are asked by Management to report for work before 07.00 hours.\u003C\u002Fp>\n\n\u003Cp>i. Taxi fares will be reimbursed as follows:-\u003C\u002Fp>\n\n\u003Cp>a.For eligible employees who have no option but to work on non-working\ndays.\u003C\u002Fp>\n\n\u003Cp>b.For eligible employees who leave work after 18.00 hours with prior\nManagement authority.\u003C\u002Fp>\n\n\u003Cp>c.For staff who are requested by management to report for work before 07.00\nhours\u003C\u002Fp>\n\n\u003Cp>d. Where a member of staff chooses to stay in excess of 20km from the\nbusiness venue, he\u002Fshe shall forfeit the total cost of transport and\u002For\nreimbursement\u003C\u002Fp>\n\n\u003Cp>i. Staggering of Lunch - This will take place between 11.45 hours and 14.45\nhours.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>22.FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cp>i.In the event of the death of an employee, spouse or child a funeral grant\nof Kwacha Four Thousand (ZMW4, 000.00) only shall be paid and a funeral grant\nof Kwacha Three Thousand only (ZMW3, 000.00) shall be paid in the event of the\ndeath of parents, blood brother\u002Fsister and registered dependant\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii.A casket, funeral parlour service and transport to carry mourners shall\nbe provided in the event of death of an employee ONLY. Human Resource will\nguide administratively on the choice of the casket.\u003C\u002Fp>\n\n\u003Cp>iii.A standard coffin, funeral parlour service and transport to carry\nmourners shall be provided in the case of death of spouse or child ONLY.\u003C\u002Fp>\n\n\u003Cp>iv.Funeral parlour service and transport for mourners, shall be provided\nonly to the graveside within the same Town. In Places where there are no\nfuneral\u003C\u002Fp>\n\n\u003Cp>parlour services, cash option shall be given\u002F with guidance from Human\nResources.\u003C\u002Fp>\n\n\u003Cp>v.Transport will also be provided, where a vehicle is available, for\ncollection of firewood and hiring costs shall be paid in the absence of\nphysical transport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>23.MEDICAL FACILITIES\u003C\u002Fh3>\n\n\u003Cp>i.ZAMED reimbursement will continue as per current practice.\u003C\u002Fp>\n\n\u003Cp>Staff will continue contributing Kwacha One Hundred and Fifty (ZMW150.00)\nper month.\u003C\u002Fp>\n\n\u003Cp>ii.The Bank will pay for hospitalisation up to the date of discharge subject\nto Doctor’s recommendations.\u003C\u002Fp>\n\n\u003Cp>iii. The Bank will reimburse 75% of dental expenses \u003C\u002Fp>\n\n\u003Cp>iv.The Bank will cover 100% cost of non cosmetic optical facility for\nemployees to a maximum of Kwacha One thousand eight hundred (ZMW1, 800.00).\nDependants shall be covered up to 75%).\u003C\u002Fp>\n\n\u003Cp>v.The Optical facility will be available once in two years, however, in\nspecial cases with a Doctor’s recommendation a shorter claiming period shall\nbe considered.\u003C\u002Fp>\n\n\u003Cp>vi.In Dental cases, replacement of teeth shall also be considered on\ndoctor’s recommendations.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.CONDITIONS OF PREMISES\u003C\u002Fh3>\n\n\u003Cp>A reasonably sized refrigerator shall be provided at place of work primarily\nfor storage\u003C\u002Fp>\n\n\u003Cp>of water.\u003C\u002Fp>\n\n\u003Ch3>25.REPATRIATION OF EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>i.On termination of service all employees are entitled to be repatriated\ntogether with their families from places of employment to places of recruitment\nas stipulated in the Employment Act under the following circumstances:-\u003C\u002Fp>\n\n\u003Cp>a.The employee being medically discharged\u003C\u002Fp>\n\n\u003Cp>b.The employee being declared redundant\u003C\u002Fp>\n\n\u003Cp>c. Upon normal and early retirement\u003C\u002Fp>\n\n\u003Cp>d. The employee dying in service in which case the benefits may be payable\nto the family of the deceased employee.\u003C\u002Fp>\n\n\u003Cp>ii.However, employees may elect to be repatriated to places of their choice,\nbut the employer shall only meet that portion of the cost which is equivalent\nto the cost of repatriation to the place of recruitment.\u003C\u002Fp>\n\n\u003Ch3>26. MANAGEMENT DISCIPLINE\u003C\u002Fh3>\n\n\u003Cp>i. Refer to the Disciplinary and Grievance policy.\u003C\u002Fp>\n\n\u003Ch3>27. REDUDANCY\u003C\u002Fh3>\n\n\u003Cp>i. Refer to the laws of Zambia with regards to procedure.\u003C\u002Fp>\n\n\u003Cp>ii. Refer to the Redudancy document agreed upon between the Union and the\nBank.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>28.LONG SERVICE AWARDS\u003C\u002Fh3>\n\n\u003Cp>An Employee who completes ten (10), fifteen (15), Twenty (20), Twenty five\n(25), Thirty (30) and Thirty Five (35) years of unbroken dedicated service\nshall be entitled to Long Service Awards as follows:- \u003C\u002Fp>\n\n\u003Cp>10 years - ZMW6, 000.00 (Kwacha Six Thousand only)\u003C\u002Fp>\n\n\u003Cp>15 years - ZMW8, 500.00 (Kwacha Eight Thousand Five Hlundred only)\u003C\u002Fp>\n\n\u003Cp>20 years - ZMW11, 000.00 (Kwacha Eleven Thousand only)\u003C\u002Fp>\n\n\u003Cp>25 years - ZMW13, 500.00 (Kwacha Thirteen Thousand Five Hlundred only)\u003C\u002Fp>\n\n\u003Cp>30 years - ZMW16, 000.00 (Kwacha Sixteen Thousand only)\u003C\u002Fp>\n\n\u003Cp>35 Years - ZMW18, 500.00 (Kwacha Eighteen Thousand Five Hlundred only)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>29.MILEAGE\u003C\u002Fh3>\n\n\u003Cp>Mileage on business trips authorised by the Bank shall be paid at the rate\nof ZMW3.00 (Kwacha Three only) per kilometre. This will cover the cost of fuel\nand wear and tear for the vehicle used. In all the instances prior approval\nwill have to be obtained from line management before business trips are\nundertaken.\u003C\u002Fp>\n\n\u003Cp>IN WITNESS whereof we have hereunder set our hands this____ th day of\nFebruary year Two Thousand and Fifteen.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Barclays Bank Zambia PIc and For and on behalf of\nZambia Union for Financial Institutions and Allied Workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Barclays Bank Zambia PIc:\u003C\u002Fp>\n\n\u003Cp>Saviour M. Chibiya(Mr) MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>Victoria S Mupwaya (Mrs) HEAD - HUMAN RESOURCE\u003C\u002Fp>\n\n\u003Cp>Bonaventure Mbewe(Mr) HEAD OF LEGAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on behalf of Zambia Union for Financial Institutions and Allied\nWorkers:\u003C\u002Fp>\n\n\u003Cp>Chingati Msiska (Mr) GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>Mutelo Mabenga(Mr) D\u002FGENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>Teddy Munuka (Mr) BBZ B\u002FCHAIRPERSON\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>\u003Cstrong>UNION SALARY BANDS EFFECTIVE 1st APRIL 2015:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Grade_______Min______Midpoint______Max:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>BA1_______72,000_______80,000_________92,000\u003C\u002Fp>\n\n\u003Cp>BA2_______90,000_______100,000________115,000\u003C\u002Fp>\n\n\u003Cp>BA3_______112,500______125,000________143,750\u003C\u002Fp>\n\n\u003Cp>BA4_______130,500______145,000_________166,750\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"paidmaternityleaveduration":44,"overtimeallowanceperc1_general":48,"maternity_nursing_breaks_length":52,"deathrelativesleave":56,"hourspweek_select":60,"childcare":64,"STRUCINCR_trigger":68,"nursingmothers":72,"funeralpay":74,"cbadate_start":78,"OVERTIME_trigger":82,"ADMINISTRATIVE_trigger":86,"healthcareaccess":90,"annleaveallowancetype":94,"SUNDAY_trigger":98,"ANNLEAVE_trigger":100,"protectiveclothing":104,"healthandsafetypolicy":108,"contracttrial":110,"sicknesspay":114,"paidpaternityleave":118,"sicknessmaxdaysnr":122,"funeralpayamount":126,"PAYSCALES_trigger":130,"bankholidays1":134,"SENIOR_trigger":138,"sicknessmaxdays":142,"paidmaternityleave":144,"PAIDLEAV_trigger":148,"deathrelatives":152},{"bindId":45,"name":46,"text":47},"paidmaternityleaveduration","i.Eligible female employees shall be ent","i.Eligible female employees shall be entitled to ninety (90) calendar days\npaid maternity leave at intervals of not less than two years.",{"bindId":49,"name":50,"text":51},"overtimeallowanceperc1_general","c)Overtime - Overtime shall be paid at 1","c)Overtime - Overtime shall be paid at 1 1\u002F2 times the hourly rate on\nordinary days and double the hourly rate on Non-working Saturdays, Sundays and\nPublic Holidays.",{"bindId":53,"name":54,"text":55},"maternity_nursing_breaks_length","v.Managers and Departmental Heads will b","v.Managers and Departmental Heads will be encouraged to allow sufficient\ntime for breast feeding mothers to breast feed babies (under six months of age)\nonce per day during working hours.",{"bindId":57,"name":58,"text":59},"deathrelativesleave","b)Death of Parent, Blood brother\u002FSister,","b)Death of Parent, Blood brother\u002FSister, Registered Dependant - 7 working\ndays.",{"bindId":61,"name":62,"text":63},"hourspweek_select","12.HOURS OF WORK Hours of work shall be ","12.HOURS OF WORK\n\nHours of work shall be from 08.00 hours to 16.45 hours and flexi hour (where\nbusiness need exists) is the same number of hours worked between 06.00 hours\nand 19.00 hours. In both cases the normal working week will be restricted to\nforty four (44) hours or one hundred and seventy six (176) hours per month\ninclusive of working Saturdays. Hours in excess of eight hours per day shall\nconstitute overtime.",{"bindId":65,"name":66,"text":67},"childcare","iii. Nursing of a Sick Child and Spouse:","iii. Nursing of a Sick Child and Spouse: An employee shall be granted leave\nfor the purpose of nursing his\u002Fher sick spouse or child provided that he\u002Fshe\nproduces documentary recommendation from a Government approved doctor\nregistered with the Medical Council of Zambia or Traditional Healer who must be\nregistered with the Traditional Healers Practitioners Association of Zambia\nstating that presence is required and stating the number of days.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","a)Salaries - The salaries as at 31st Mar","a)Salaries - The salaries as at 31st March 2014 of Grades BA1 to BA4\nUnionised grades shall be increased by ZMW 1,050.00 across the board with\neffect from 1st April 2015.",{"bindId":73,"name":54,"text":55},"nursingmothers",{"bindId":75,"name":76,"text":77},"funeralpay","22.FUNERAL EXPENSES i.In the event of th","22.FUNERAL EXPENSES\n\ni.In the event of the death of an employee, spouse or child a funeral grant\nof Kwacha Four Thousand (ZMW4, 000.00) only shall be paid and a funeral grant\nof Kwacha Three Thousand only (ZMW3, 000.00) shall be paid in the event of the\ndeath of parents, blood brother\u002Fsister and registered dependant\n\nii.A casket, funeral parlour service and transport to carry mourners shall\nbe provided in the event of death of an employee ONLY. Human Resource will\nguide administratively on the choice of the casket.\n\niii.A standard coffin, funeral parlour service and transport to carry\nmourners shall be provided in the case of death of spouse or child ONLY.\n\niv.Funeral parlour service and transport for mourners, shall be provided\nonly to the graveside within the same Town. In Places where there are no\nfuneral\n\nparlour services, cash option shall be given\u002F with guidance from Human\nResources.\n\nv.Transport will also be provided, where a vehicle is available, for\ncollection of firewood and hiring costs shall be paid in the absence of\nphysical transport.",{"bindId":79,"name":80,"text":81},"cbadate_start","This Collective Agreement is made this F","This Collective Agreement is made this February 2015 between the Bank and\nthe Union covering conditions of service as stipulated in the Recognition\nAgreement Duration of this Collective Agreement shall be for a period of not\nless than twenty-four (24) months commencing 1st January 2015 to 31st December\n2016 provided that:",{"bindId":83,"name":84,"text":85},"OVERTIME_trigger","1.RATES OF PAY AND OVERTIME a)Salaries -","1.RATES OF PAY AND OVERTIME\n\na)Salaries - The salaries as at 31st March 2014 of Grades BA1 to BA4\nUnionised grades shall be increased by ZMW 1,050.00 across the board with\neffect from 1st April 2015.\n\nb)Salary Advance - Employees may on request draw 25% of their basic monthly\nsalary on the first (1) day of each month as an overdraft without giving\nreasons. For emergencies only this may be requested before the first (1) day,\ngiving reasons and will require Line Manager’s agreement. The overdraft will\nbe repaid with an option for repayment of between one (1) month and three (3)\nmonths.\n\nc)Overtime - Overtime shall be paid at 1 1\u002F2 times the hourly rate on\nordinary days and double the hourly rate on Non-working Saturdays, Sundays and\nPublic Holidays.",{"bindId":87,"name":88,"text":89},"ADMINISTRATIVE_trigger","7.SPECIAL LEAVE An employee who is requi","7.SPECIAL LEAVE\n\nAn employee who is required by law to attend court proceedings shall be\nallowed special leave for the number of days required on production of\ndocumentary evidence.",{"bindId":91,"name":92,"text":93},"healthcareaccess","23.MEDICAL FACILITIES i.ZAMED reimbursem","23.MEDICAL FACILITIES\n\ni.ZAMED reimbursement will continue as per current practice.\n\nStaff will continue contributing Kwacha One Hundred and Fifty (ZMW150.00)\nper month.\n\nii.The Bank will pay for hospitalisation up to the date of discharge subject\nto Doctor’s recommendations.\n\niii. The Bank will reimburse 75% of dental expenses \n\niv.The Bank will cover 100% cost of non cosmetic optical facility for\nemployees to a maximum of Kwacha One thousand eight hundred (ZMW1, 800.00).\nDependants shall be covered up to 75%).\n\nv.The Optical facility will be available once in two years, however, in\nspecial cases with a Doctor’s recommendation a shorter claiming period shall\nbe considered.\n\nvi.In Dental cases, replacement of teeth shall also be considered on\ndoctor’s recommendations.",{"bindId":95,"name":96,"text":97},"annleaveallowancetype","i.Annual leave allowance shall be paid a","i.Annual leave allowance shall be paid at the rate of 1.5 x one month’s\nbasic salary across the board.",{"bindId":99,"name":50,"text":51},"SUNDAY_trigger",{"bindId":101,"name":102,"text":103},"ANNLEAVE_trigger","3.ANNUAL LEAVE ALLOWANCE i.Annual leave ","3.ANNUAL LEAVE ALLOWANCE\n\ni.Annual leave allowance shall be paid at the rate of 1.5 x one month’s\nbasic salary across the board.\n\nii.Leave accrued, including during a probationary period will be paid to the\nemployee or to his\u002Fher estate in the eventor death.",{"bindId":105,"name":106,"text":107},"protectiveclothing","13.PROTECTIVE CLOTHING AND UNIFORMS i.Fo","13.PROTECTIVE CLOTHING AND UNIFORMS\n\ni.For Commissionaires and Drivers the following shall be provided:-\n\na)Two pullovers, two pairs of shoes, two pairs of socks, two sets of\nuniforms per annum. All the above mentioned shall be provided with uniforms and\nequipment consistent with their work.\n\nb)Drivers and Commissionaires shall be provided with distinct uniforms to\ndistinguish them from the rest.\n\nc)Any eligible employee who is a field worker shall be provided with\nappropriate protective clothing.\n\nii.Custodians\u002FSWIFT staff \n\nCustodians and SWIFT staff shall be provided with two (2) dust coats per\nannum, breathing masks, 2 x 500g washing powder per month, 500ml of milk per\nday\n\niii.Cashiers\n\nProtective clothing such as smocks shall be provided to cashiers for use in\nbulk cash counting rooms. Cashiers in bulk cash counting rooms will be entitled\nto 500ml milk per day.",{"bindId":109,"name":106,"text":107},"healthandsafetypolicy",{"bindId":111,"name":112,"text":113},"contracttrial","ii.Leave accrued, including during a pro","ii.Leave accrued, including during a probationary period will be paid to the\nemployee or to his\u002Fher estate in the eventor death.",{"bindId":115,"name":116,"text":117},"sicknesspay","8.SICK LEAVE Employees who are confirmed","8.SICK LEAVE\n\nEmployees who are confirmed in their appointments and who are on prolonged\nmedical treatment because of ill health shall be entitled to sick leave as\nfollows:-\n\ni.The first twelve (12) months on full pay subject to the production of a\nmedical certificate signed by a government approved medical practitioner.\n\nii.Payment of salary in excess of 12 months shall be at the discretion of\nManagement, and thereafter, the Medical Board of Review will determine his\u002Fher\nsuitability for continued employment.\n\niii.Recommendations from registered traditional healers will be recognized\nas a certificate of absence provided there is a letter from a Government\napproved medical practitioner stating that the employee could not respond to\ntreatment.\n\niv.The employer reserves the right to have an employee examined by a\ngovernment registered medical practitioner provided that there is mutual\nagreement between employer and employee on the doctor.",{"bindId":119,"name":120,"text":121},"paidpaternityleave","10.PATERNITY LEAVE An eligible employee ","10.PATERNITY LEAVE\n\nAn eligible employee may enjoy up to five (5) working days of paid paternity\nleave on the birth of his child \u002F twins or more at any one occasion. This\npaternity leave must be taken within a week of the birth or it will be\nforfeited.\n\nPaternity Leave may be taken at intervals of not less than two years.\nEvidence of record of birth and parentage may be requested.",{"bindId":123,"name":124,"text":125},"sicknessmaxdaysnr","i.The first twelve (12) months on full p","i.The first twelve (12) months on full pay subject to the production of a\nmedical certificate signed by a government approved medical practitioner.",{"bindId":127,"name":128,"text":129},"funeralpayamount","i.In the event of the death of an employ","i.In the event of the death of an employee, spouse or child a funeral grant\nof Kwacha Four Thousand (ZMW4, 000.00) only shall be paid and a funeral grant\nof Kwacha Three Thousand only (ZMW3, 000.00) shall be paid in the event of the\ndeath of parents, blood brother\u002Fsister and registered dependant",{"bindId":131,"name":132,"text":133},"PAYSCALES_trigger","UNION SALARY BANDS EFFECTIVE 1st APRIL 2","UNION SALARY BANDS EFFECTIVE 1st APRIL 2015:\n\n\n\nGrade_______Min______Midpoint______Max:\n\nBA1_______72,000_______80,000_________92,000\n\nBA2_______90,000_______100,000________115,000\n\nBA3_______112,500______125,000________143,750\n\nBA4_______130,500______145,000_________166,750",{"bindId":135,"name":136,"text":137},"bankholidays1","11. PUBLIC HOLIDAYS All Gazetted Public ","11. PUBLIC HOLIDAYS\n\nAll Gazetted Public Holidays as stipulated by the Government from time to\ntime shall\n\nbe observed by the Bank.",{"bindId":139,"name":140,"text":141},"SENIOR_trigger","28.LONG SERVICE AWARDS An Employee who c","28.LONG SERVICE AWARDS\n\nAn Employee who completes ten (10), fifteen (15), Twenty (20), Twenty five\n(25), Thirty (30) and Thirty Five (35) years of unbroken dedicated service\nshall be entitled to Long Service Awards as follows:- \n\n10 years - ZMW6, 000.00 (Kwacha Six Thousand only)\n\n15 years - ZMW8, 500.00 (Kwacha Eight Thousand Five Hlundred only)\n\n20 years - ZMW11, 000.00 (Kwacha Eleven Thousand only)\n\n25 years - ZMW13, 500.00 (Kwacha Thirteen Thousand Five Hlundred only)\n\n30 years - ZMW16, 000.00 (Kwacha Sixteen Thousand only)\n\n35 Years - ZMW18, 500.00 (Kwacha Eighteen Thousand Five Hlundred only)",{"bindId":143,"name":124,"text":125},"sicknessmaxdays",{"bindId":145,"name":146,"text":147},"paidmaternityleave","9.MATERNITY LEAVE i.Eligible female empl","9.MATERNITY LEAVE\n\ni.Eligible female employees shall be entitled to ninety (90) calendar days\npaid maternity leave at intervals of not less than two years.\n\nii.Exceptional cases of a pregnancy occurring in less than two years, only\nthirty (30) calendar days shall be granted as maternity leave.\n\niii.Such leave shall be exclusive of annual leave of which the latter shall\nnot be taken together with maternity leave except with agreement of the\nBank.\n\nv.Managers and Departmental Heads will be encouraged to allow sufficient\ntime for breast feeding mothers to breast feed babies (under six months of age)\nonce per day during working hours.\n\nLocal circumstances will dictate the timeplace and the amount of time\navailable.",{"bindId":149,"name":150,"text":151},"PAIDLEAV_trigger","2.ANNUAL LEAVE ACCRUAL Leave shall be gr","2.ANNUAL LEAVE ACCRUAL\n\nLeave shall be granted as follows:\n\n1st to 5th year of service: 24 working days exclusive of Saturdays, Sundays\nand Gazetted Public Holidays.\n\n6th year of service and over: 30 working days exclusive of Saturdays,\nSundays and Gazetted Holidays.\n\nA minimum of 15 working days shall be taken at a given time.\n\nAn employee who carries forward into the next year more than five (5) days\nwill have the extra days forfeited.",{"bindId":153,"name":154,"text":155},"deathrelatives","a)Death of Spouse or child - 10 working ","a)Death of Spouse or child - 10 working days.\n\nb)Death of Parent, Blood brother\u002FSister, Registered Dependant - 7 working\ndays.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Barclays Bank Zambia Pic - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Banking\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Barclays Bank Zambia Pic\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Zambia Union of Financial Institutions and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 4000.0\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: → 13 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data 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: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 176.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → 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            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → ZMW 1050.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: →  % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 50 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → ZMW 6000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[161],{"title":37,"slug":33},[163],{"type":164,"data":165},"call_to_action_body_block",{"title":166,"description":167,"variant":168,"link":169},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":166,"url":170,"description":166,"rel":171,"type":172},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[174],{"type":164,"data":175},{"title":166,"description":167,"variant":168,"link":176},{"title":166,"url":170,"description":166,"rel":171,"type":172},[]]