[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-agreement-between-finance-bank-zambia-limited-and-the-zambia-union-of-financial-institutions-allied-workers---2014":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":179,"content_type_view":180,"extra_breadcrumbs":181,"body":183,"body_blocks":194,"related_pages":198},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":177,"translations":178},{"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-finance-bank-zambia-limited-and-the-zambia-union-of-financial-institutions-allied-workers---2014","763f2752-be11-11e6-ac79-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fmemorandum-of-collective-agreement-between-finance-bank-zambia-limited-and-the-zambia-union-of-financial-institutions-allied-workers---2014\u002Fmemorandum-of-collective-agreement-between-finance-bank-zambia-limited-and-the-zambia-union-of-financial-institutions-allied-workers---2014\u002F","Memorandum of Collective Agreement between Finance Bank Zambia Limited and the Zambia Union of Financial Institutions & Allied Workers - 2014","ZMB Finance Bank - 2014","Zambia - ZMB Finance Bank - 2014","ZMB Finance Bank - 2014 - Financial services, banking, insurance",{"name":41,"data":42},"FBZ.html","\n              \n              \n              \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>New5\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 BETWEEN FINANCE BANK ZAMBIA LIMITED AND\nTHE ZAMBIA UNION OF FINANCIAL INSTITUTIONS & ALLIED WORKERS - 2014\u003C\u002Fh1>\n\n\u003Cp>April, 2014\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN FINANCE BANK ZAMBIA LIMITED\n(Hereinafter referred to as the \"Bank\") AND THE ZAMBIA UNION OF FINANCIAL\nINSTITUTIONS & ALLIED WORKERS (Hereinafter referred to as the \"UNION\")\u003C\u002Fp>\n\n\u003Ch2>1. INTRODUCTION\u003C\u002Fh2>\n\n\u003Cp>This Collective Agreement is made on the 1st Day of April, 2014 between the\nFinance Bank Zambia Limited and The Zambia Union of Financial Institutions\n& Allied Workers, having met in free association to negotiate the Wages and\nConditions of Service for eligible employees as determined by the recognition\nagreement of 23rd Day of June, 1998.\u003C\u002Fp>\n\n\u003Cp>The duration of this Collective Agreement shall be two years effective from\n1st January 2014 to 31st December 2015 provided that:\u003C\u002Fp>\n\n\u003Cp>• Within 12 months either party could call a meeting to review salaries\naccording to the prevailing economic conditions\u003C\u002Fp>\n\n\u003Cp>• Three months prior to the expiry of this Collective Agreement, either\nparty will give six weeks written notice to the other party of its desire:\u003C\u002Fp>\n\n\u003Cp>(a) for the Collective Agreement to continue in force for a further period\nto be agreed upon by the parties\u003C\u002Fp>\n\n\u003Cp>(b) to terminate this Collective Agreement\u003C\u002Fp>\n\n\u003Cp>(c) to alter clause in the Collective Agreement\u003C\u002Fp>\n\n\u003Cp>• In the event of an emergency, both parties shall endeavour to meet as\nsoon as possible but not later than 14 days\u003C\u002Fp>\n\n\u003Cp>• The provisions of this Collective Agreement shall remain valid only as\nlong as the Memorandum of Recognition Agreement between the Bank and the Union\nremains in force\u003C\u002Fp>\n\n\u003Cp>• The terms and provisions of this Collective Agreement shall be in\naccordance with the prevailing provisions of the Labour-Laws of Zambia.\u003C\u002Fp>\n\n\u003Ch2>2. ELIGIBILITY\u003C\u002Fh2>\n\n\u003Cp>This Collective Agreement and any amendments which may be made thereafter\nfrom time to time, is applicable to the following category of Unionised\nemployees of the Finance Bank Zambia:\u003C\u002Fp>\n\n\u003Cp>(a) Contract employees who are graded FBS2 to FBS7 and employed on fixed\nterm contract not exceeding a period of two years;\u003C\u002Fp>\n\n\u003Cp>(b) Established employees who are on permanent full time employment in\nGrades FBS2 to FBS7;\u003C\u002Fp>\n\n\u003Cp>(c) Represented employees eligible for representation by the Union in terms\nof Clause 2 (Scope of the Agreement) of the Memorandum of Recognition Agreement\nSigned on the 23rd Day of June, 1998.\u003C\u002Fp>\n\n\u003Ch2>3. INTERPRETATIONS\u003C\u002Fh2>\n\n\u003Cp>In this agreement unless the context otherwise requires, the singular shall\ninclude the plural and the masculine the feminine and the following words and\nexpressions shall have the following meanings:\u003C\u002Fp>\n\n\u003Cp>3.1 \"Accrued Leave\"Meansthe number of leave days that are credited to the\nEmployee's record;\u003C\u002Fp>\n\n\u003Cp>3.2 \"Bank\"MeansFinance Bank Zambia Limited;\u003C\u002Fp>\n\n\u003Cp>3.3 \"Calendar Month\"Meansthe period commencing the first day of the month\nand ending on the last day of the month;\u003C\u002Fp>\n\n\u003Cp>3.4 \"Calendar Year\"Meansthe period of 12months from January through ,\nDecember;\u003C\u002Fp>\n\n\u003Cp>3.5 \"Commencement Day\" Means the day on which the employee reports for duty\nfor the first time and starts working;\u003C\u002Fp>\n\n\u003Cp>3.6 \"Dependant\"Meansa spouse or a child of the employee (whether natural\nChild or legally adopted)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>3.7 \"Employee\"Meansany person whohas entered into or works under a Permanent\ncontract of employment as provided for under section 24 of the Employment Act\nCAP 268 of the Laws of Zambia\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.8 \"Employment Year\"Meansa period of 12 consecutive months ending a day\nbefore the anniversary of the commencement day;\u003C\u002Fp>\n\n\u003Cp>3.9 \"Employer\"Meansthe Bank;\u003C\u002Fp>\n\n\u003Cp>3.10 \"FBS\"Means Finance Bank Salary scale;\u003C\u002Fp>\n\n\u003Cp>3.11 \"FBZ\"Means Finance Bank Zambia Limited;\u003C\u002Fp>\n\n\u003Cp>3.12 \"Male Gender\"Shall include female gender where appropriate\u003C\u002Fp>\n\n\u003Cp>3.13 \"Management\"Means Responsible Officer\u003C\u002Fp>\n\n\u003Cp>3.14 \"Managing Director\"Means the Chief Executive Officer of the Bank, or\nany person duly appointed to act on his behalf;\u003C\u002Fp>\n\n\u003Cp>3.15 \"Month\"Means calendar month unless otherwise specified;\u003C\u002Fp>\n\n\u003Cp>3.16 \"Probation Period\"Means the period from the commencement date to the\ndate when the appointment\u002Femployment is confirmed in writing to the employee by\nBank or the period specified in the offer of appointment letter;\u003C\u002Fp>\n\n\u003Cp>3.17 \"PAY\"Means salary including allowances, perks or any other Earnings;\u003C\u002Fp>\n\n\u003Cp>3.18 \"Redundancy\"Means loss of employment through no fault of the employee\nor the employer;\u003C\u002Fp>\n\n\u003Cp>3.19 \"Responsible Officer\" Means any person who is Managing Director,\nExecutive Director, Director, Assistant Director, Senior Manager, Manager, Head\nof Department or Head of Section, or Officer;\u003C\u002Fp>\n\n\u003Cp>3.20 \"Salary\"Means the salary on which pension is based and as advised from\ntime to time but excluding other allowances, perks or any other earnings;\u003C\u002Fp>\n\n\u003Cp>3.21 \"Station Of Duty\"A town or city where a location of the Bank exists;\u003C\u002Fp>\n\n\u003Cp>3.22 \"Union\"Means Zambia Union of Financial Institutions & Allied\nWorkers.\u003C\u002Fp>\n\n\u003Ch2>4. MANAGEMENT AND EMPLOYEE RESPONSIBILITIES\u003C\u002Fh2>\n\n\u003Cp>i. MANAGEMENT OBLIGATIONS\u003C\u002Fp>\n\n\u003Cp>It is hereby realised and agreed that the advancement of employees and\nindeed their livelihood depends on the success of the Bank. The Bank must look\nto its employees to manifest loyalty and devotion and to maintain a high\nstandard of efficiency and hard work. On its part the Bank will:\u003C\u002Fp>\n\n\u003Cp>(a) Be concerned with the well being of all its employees by determining an\nequitable remuneration structure in the light of prevailing circumstances.\u003C\u002Fp>\n\n\u003Cp>(b) Ensure full implementation of classes agreed upon by both parties.\u003C\u002Fp>\n\n\u003Cp>(c) Strive to improve morale and industrial relations with the view to\nincrease work output and performance.\u003C\u002Fp>\n\n\u003Cp>ii. EMPLOYEE'S OBLIGATIONS\u003C\u002Fp>\n\n\u003Cp>(a) The employee shall at all times competently, faithfully and diligently\nperform such duties as the Bank may from time to time require and shall, to the\nutmost of his ability endeavour to promote the interest of the Bank.\u003C\u002Fp>\n\n\u003Cp>(b) The employee shall obey and comply with all lawful orders and directives\ngiven by the Bank or its Board of Directors or such persons as the Bank may\nplace over him\u002Fher and shall faithfully observe all rules of the Bank and for\nthe control and good conduct of its employees.\u003C\u002Fp>\n\n\u003Cp>(c) The employee shall be considered to be an employee of the Bank for the\nduration of his\u002Fher employment and shall be so obliged.\u003C\u002Fp>\n\n\u003Cp>(d) The employee shall give full and proper instructions to such persons as\nthe Bank may require him\u002Fher to give in the skills for which he is employed.\u003C\u002Fp>\n\n\u003Cp>(e) The employee shall work in such places in Zambia or elsewhere as the\nBank may from time to time direct.\u003C\u002Fp>\n\n\u003Cp>(f) The employee shall not whether during his\u002Fher employment or after it has\nended divulge to any person and shall use his\u002Fher best endeavours to present\nthe publication or disclosure of any information concerning the Bank or any of\nits secrets which may come to his\u002Fher knowledge during the course of his\nemployment herein.\u003C\u002Fp>\n\n\u003Cp>(g) The employee shall inform the Bank at once of changes in the size of\nhis\u002Fher family, marriage, births and deaths, for the purpose of amending his\nrecord.\u003C\u002Fp>\n\n\u003Cp>(h) All employees shall sign an annual declaration of secrecy document.\u003C\u002Fp>\n\n\u003Ch2>5. APPOINTMENTS\u003C\u002Fh2>\n\n\u003Cp>All employees shall be appointed by a letter signed by the Managing Director\nor the Executive Director or the Director of Human Resource or the Managing\nDirector's nominee on behalf of the Bank. The employee shall sign the letter\naccepting the offer. The commencement day shall be the date when the employee\nassumes duty.\u003C\u002Fp>\n\n\u003Ch2>6. PROBATION PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) All employees shall serve a probation period of 6 months from their\ncommencement day before the appointment is confirmed.\u003C\u002Fp>\n\n\u003Cp>(b) Normally the probation period shall run its stated course but the Bank\nhas the right to shorten the period and confirm an employee in his\u002Fher\nappointment.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of unsatisfactory performance, the Bank shall have the\nright to either terminate the employment or extend the probationary period.\u003C\u002Fp>\n\n\u003Cp>This extension shall be communicated to the employee in writing. The length\nof this extension shall normally be three months or less.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7. SALARIES\u003C\u002Fp>\n\n\u003Cp>7.1 Pay Day\u003C\u002Fp>\n\n\u003Cp>The official pay day shall be the 21st day of each month or the last working\nday before the 21st, if the 21st falls on a non working day. Pay slips are to\nbe distributed to staff the previous day.\u003C\u002Fp>\n\n\u003Cp>7.2 Salaries\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The monthly salaries shall be increased, with effect from 1st January 2014\nas follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade\u003C\u002Ftd>\n      \u003Ctd>Increment\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FBS2-7\u003C\u002Ftd>\n      \u003Ctd>700.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>The salary is inclusive of housing allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.3 Overtime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Overtime shall be paid at the rate of 1.5 (one and half times) the hourly\nrate on normal working days and 2 (double times) the hourly rate on Sundays and\nPublic Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. CHRISTMAS BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>An annual taxable Christmas bonus will be paid, subject to the Bank meeting\nor exceeding predetermined profit targets in any financial year. The rate shall\nbe One month's salary. The bonus shall be pro-rated to service period, subject\nto minimum period of six months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. LOANS AND ADVANCES\u003C\u002Fh2>\n\n\u003Cp>Salary advances, staff housing loans, education loans, personal loans and\ncar loans shall be provided to employees. The provision of the staff loan\npolicy and the ability to service the loan shall be the determining factor.\u003C\u002Fp>\n\n\u003Cp>Loan advances will also be subject to availability of funds.\u003C\u002Fp>\n\n\u003Cp>An employee who wishes to obtain a loan from another banking institution\nshall make an application to FBZ for the bank to confirm the employment status\nof the applicant. The bank will write an employment confirmation status letter\nto the other bank. FBZ shall not commit itself to the other banking institution\non the amount to be borrowed by the employee.\u003C\u002Fp>\n\n\u003Cp>9.1 Mid-Month Pay\u003C\u002Fp>\n\n\u003Cp>Employees may on request, draw 35% of their salary at beginning of the month\nas mid-month pay without giving reasons\u003C\u002Fp>\n\n\u003Cp>9.2 Salary advance\u003C\u002Fp>\n\n\u003Cp>On request, an employee may be granted salary advance at the discretion of\nManagement payable in two (2) instalments. The deductions shall commence in the\nfollowing month.\u003C\u002Fp>\n\n\u003Cp>9.3 Education Assistance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>On request and subject to letter or quotation from school, an employee may\nbe granted salary advance to pay for school fees at the beginning of each\nschool term. The advance shall be payable in three (3) instalments.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>10.1 Annual Leave Entitlement\u003C\u002Fp>\n\n\u003Cp>Leave shall accrue at the rate of:\u003C\u002Fp>\n\n\u003Cp>(a) 2 days for each month of completed service in respect of employees with\nless than 4 years service.\u003C\u002Fp>\n\n\u003Cp>(b) 2.5 days for each month of completed service in respect of employees\nwith 4 years' service or more.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.2 Annual (Vacation) Leave\u003C\u002Fp>\n\n\u003Cp>Employees shall be entitled to annual leave once per year. Approved leave\nshall be exclusive of Sundays and Gazetted Public Holidays. Annual leave shall\nmean 18 or more consecutive leave days taken.\u003C\u002Fp>\n\n\u003Cp>Where Management decide to postpone leave, such postponement shall not\nexceed 30 days and it shall be mutually agreed.\u003C\u002Fp>\n\n\u003Cp>10.3Casual Leave\u003C\u002Fp>\n\n\u003Cp>When the employee wishes to proceed on leave of a shorter period than Annual\nLeave, such employee shall be granted casual leave recoverable from the accrued\nleave days. \u003C\u002Fp>\n\n\u003Cp>10.4 Compassionate (Paid) Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>Paid compassionate leave shall be granted to the employee on the death of\nspouse, child, and parent or blood sister\u002Fbrother.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>This leave shall only be granted on written application supported by\ndocumentary proof subject to the previous registration of such relations with\nthe Bank. The period of leave shall be 10 calendar days. Management may\ndiscretionary consider extra days if needed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.5 Nursing Compassionate (Paid) Leave)\u003C\u002Fp>\n\n\u003Cp>An employee shall be granted leave for the purpose of nursing the employee's\nsick child or spouse on production of written recommendation from a Government\napproved medical doctor registered with the Medical Council of Zambia, stating\nthe need for the employee's presence.\u003C\u002Fp>\n\n\u003Cp>Written recommendation from registered traditional healers will only be\naccepted on written evidence that practising modern medical doctors have failed\nto successfully treat the patient.\u003C\u002Fp>\n\n\u003Cp>The total number of days to be granted under this provision shall not exceed\n30 working days in any period of 12 months.\u003C\u002Fp>\n\n\u003Cp>10.6 Study Leave\u003C\u002Fp>\n\n\u003Cp>On production of satisfactory proof of registration, study leave of 12\ncalendar days, inclusive of the actual days of writing the examination shall be\ngranted.\u003C\u002Fp>\n\n\u003Cp>Where it is proved that the period of writing examinations exceeded 12 days,\nthe additional days will be regarded as part of study leave.\u003C\u002Fp>\n\n\u003Cp>10.7 Special (Paid) Leave\u003C\u002Fp>\n\n\u003Cp>An employee who is required to attend court proceedings as a state witness\nshall be allowed special leave for the number of days required.\u003C\u002Fp>\n\n\u003Cp>10.8 Sick (Paid) Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\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.\u003C\u002Fp>\n\n\u003Cp>i) The limits for paid sick leave shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Full pay for the first 90 calendar days\u003C\u002Fp>\n\n\u003Cp>(b) Half pay for the subsequent 90 calendar days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii) Sick leave within the above entitlement may be granted to an employee on\nproduction of a certificate by a registered medical practitioner. The\ncertificate should confirm that the employee is unfit to discharge his or her\nduties and specify the period of leave applied for and necessary for the\nrecovery of the employee's health.\u003C\u002Fp>\n\n\u003Cp>iii) Written recommendations from registered traditional healers will be\nrecognised as certificates of absence on medical grounds provided there is a\nletter from a Government hospital doctor confirming that after attending the\nGovernment hospital the nature of the employee's illness could not be cured.\u003C\u002Fp>\n\n\u003Cp>iv) An employee, who has exhausted his or her sick leave provisions, may be\ngranted paid annual leave from that due to him or her in lieu of unpaid sick\nleave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>v) However, when such sick leave and annual leave is exhausted, the employee\nmay at the discretion of the Bank be medically discharged immediately or remain\non unpaid leave of absence for a further period not exceeding 30 calendar days\nand then, be medically discharged if still not certified fit for work by a\nmedical practitioner that has been attending to the employee, and if a second\nopinion is so required, by another medical practitioner appointed by the\nBank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>vi) The provisions of the Workers Compensation Act shall be applied where\nthe illness arises from an accident at work (industrial accident).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.9 Maternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Female employees who have completed at least 2 years continuous service with\nthe Bank from the commencement day or have completed 2 years further service\nsince the end of the last confinement, shall be granted three months maternity\nleave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Any maternity leave granted under (h) (i) above shall be exclusive of\nany other leave to which a female employee may otherwise be entitled.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(iii) In the case of illness, which arises out of pregnancy and results in a\nfemale employee becoming temporarily incapable of performing her official\nduties, such employee shall be granted sick leave in accordance with the\nprovisions of clause 10.8 of these conditions.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>10.9.1 Paternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Eligible male employees shall be entitled to 3 working days paid paternity\nleave on the birth of his child with his registered spouse after serving the\ninitial two years and thereafter at intervals of not less than two years. The\npaternity leave must be taken within a week Of birth of the child. This leave\nwill not be cumulative.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.10 Unpaid Leave\u003C\u002Fp>\n\n\u003Cp>Management may on application, grant unpaid leave of up to a maximum of 2\nyears in deserving cases and provided the employee has served a continuous\nminimum period of 2 years with the Bank.\u003C\u002Fp>\n\n\u003Cp>Further, where an employee proceeds on unpaid leave, for the purpose of\nstudying, he\u002Fshe may be allowed to resume work during recess, subject to the\navailability of vacancies.\u003C\u002Fp>\n\n\u003Cp>10.11 Statutory absence\u003C\u002Fp>\n\n\u003Cp>Female employees shall be entitled to 1 day's absence in a month without\nbeing subject to any questions regarding the absence.\u003C\u002Fp>\n\n\u003Ch2>11. BREASTFEEDING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Female employees shall be allowed to breastfeed their babies once per day\nduring working hours provided the baby is not older than one year (12 months).\nFurther, the duration of such breast-feeding shall not exceed one hour per\nday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>All gazetted public holidays as stipulated by the Government from time to\ntime shall be observed by the Bank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>The official working hours shall be as follows:\u003C\u002Fp>\n\n\u003Cp>a. Monday - Friday 08:00 hrs - 17:00hrs excluding one Hour for lunch;\u003C\u002Fp>\n\n\u003Cp>b. Saturday 08:00 hrs- 12:00hrs.\u003C\u002Fp>\n\n\u003Cp>c. Every employee is expected to work no less than eight (8)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Hours per day between Monday to Friday and four (4) hours on Saturday or\nforty four (44) hours per week. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Hours in excess of these official hours shall constitute overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>d. However, lunch hours are flexible to meet the demands of the jobs in the\nBank. Lunch will be staggered between 11:30 to 14:30 hours. Staff requested to\nwork during these hours shall be entitled to lunch or lunch allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. UNIFORM AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cp>14.1 Uniforms\u003C\u002Fp>\n\n\u003Cp>The Bank shall provide good quality uniforms to the following categories of\nemployees:\u003C\u002Fp>\n\n\u003Cp>a. Drivers\u003C\u002Fp>\n\n\u003Cp>b. Messengers;\u003C\u002Fp>\n\n\u003Cp>c. Security guards.\u003C\u002Fp>\n\n\u003Cp>The said uniformed eligible employees shall wear the Uniform so issued\nthrough out the year until the issuance of new ones.\u003C\u002Fp>\n\n\u003Cp>The Bank shall provide:\u003C\u002Fp>\n\n\u003Cp>a. Two(2) pairs of shoes;\u003C\u002Fp>\n\n\u003Cp>b. Two(2) pullovers;\u003C\u002Fp>\n\n\u003Cp>c. Two(2) pairs of socks;\u003C\u002Fp>\n\n\u003Cp>d. Two(2) sets of uniforms;\u003C\u002Fp>\n\n\u003Cp>e. One rain coat\u003C\u002Fp>\n\n\u003Cp>Per annum to the above mentioned categories of employees consistent with\ntheir work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>14.2 Protective clothing\u003C\u002Fp>\n\n\u003Cp>The Bank shall also provide Protective clothing:\u003C\u002Fp>\n\n\u003Cp>f. Dust coats for the appropriate categories;\u003C\u002Fp>\n\n\u003Cp>g. Respirators to employees performing cashier duties.\u003C\u002Fp>\n\n\u003Cp>h. The Bank shall provide appropriate clothing to any employees working in\npotentially hazardous areas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.3 Laundry\u003C\u002Fp>\n\n\u003Cp>The Bank shall provide one (1) packet of detergent paste\u002Fpowder to uniformed\nemployees measuring 500 grammes per week. Where issuance of such detergent\nfalls in arrears, the Bank shall be obliged to issue the outstanding detergents\nto eligible employees.\u003C\u002Fp>\n\n\u003Ch2>15. ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>i. To qualify for Acting Allowance, an employee must act in a position\nhigher than his\u002Fher substantive position fora period of not less than 21\nworking days and will be informed in writing prior to carrying out duties\ninvolving payment of Acting Allowance.\u003C\u002Fp>\n\n\u003Cp>ii. An eligible employee who is appointed to act in a higher position shall\nnot\u003C\u002Fp>\n\n\u003Cp>be made to act for more than six months without being confirmed or furnished\nwith reasons why he\u002Fshe should not be confirmed; and in case of noticeable\npersistent unsatisfactory work performance, the Acting appointment may be\nwithdrawn and the employee reverted to his\u002Fher substantive salary, grade and\u002For\nposition.\u003C\u002Fp>\n\n\u003Cp>iii. The allowance shall be at the rate of 15% of the acting employee's\nsalary or the actual difference between the acting employee's salary and the\nsalary of the incumbent whichever is the higher.\u003C\u002Fp>\n\n\u003Cp>15.2 Disturbance Allowance\u003C\u002Fp>\n\n\u003Cp>i. An employee who is permanently transferred to another branch or station\noutside the town of his present place of work on management's instructions\nshall be entitled to disturbance allowance at the rate of three months tax-free\ngross salary and upkeep for six free working days or payment of upkeep\nallowance, per each overnight stay, at the rate of:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Item\u003C\u002Ftd>\n      \u003Ctd>Description\u003C\u002Ftd>\n      \u003Ctd>Amount payable\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Bank provided Accommodation Non cash\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>Lusaka Branches and Copperbelt Branches\u003C\u002Ftd>\n      \u003Ctd>K380.00\u003C\u002Ftd>\n      \u003Ctd>K450.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>Provincial Centre Branches\u003C\u002Ftd>\n      \u003Ctd>K320.00\u003C\u002Ftd>\n      \u003Ctd>K400.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>Rest of the Branches\u003C\u002Ftd>\n      \u003Ctd>K260.00\u003C\u002Ftd>\n      \u003Ctd>K350.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>ii. In the event that the employee fails to find accommodation after the\ninitial six days, the Branch Manager shall apply for an additional six days for\nthe employee to find accommodation. The application shall be directed to the\nExecutive Director Operations and copied to the Director Human Resource,\nTraining & Capital Development.\u003C\u002Fp>\n\n\u003Cp>iii. The Bank will transport the employee's household effects to the new\nstation of duty.\u003C\u002Fp>\n\n\u003Cp>iv. However, Disturbance allowance, provision of transport and upkeep\nallowance shall not apply if an employee is transferred at his\u002Fher own\nrequest.\u003C\u002Fp>\n\n\u003Cp>15.3 Funeral Grant\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) In the event of death of employee, spouse child or parent, the following\nfuneral grants shall be paid:\u003C\u002Fp>\n\n\u003Cp>• Employee -K2,450,00 cash and K 4,860.00 for funeral service;\u003C\u002Fp>\n\n\u003Cp>• Spouse -K 1,940.00 cash and K 4,050.00 for funeral service; \u003C\u002Fp>\n\n\u003Cp>• Child-K 1,600.00 cash and K 3,200.00 for funeral service;\u003C\u002Fp>\n\n\u003Cp>• Parent-K 1,300.00 cash and K 2,430.00 for funeral service\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) The Cash is meant to cover transport for mourners, food and firewood,\nwhilst the funeral service should cover the cost of:\u003C\u002Fp>\n\n\u003Cp>• Burial\u002FCremation;\u003C\u002Fp>\n\n\u003Cp>• Coffin\u002FCasket;\u003C\u002Fp>\n\n\u003Cp>• Washing and Dressing of Deceased;\u003C\u002Fp>\n\n\u003Cp>• Mortuary Fees;\u003C\u002Fp>\n\n\u003Cp>• Transport in Zambia for the deceased;\u003C\u002Fp>\n\n\u003Cp>• Undertakers Fees.\u003C\u002Fp>\n\n\u003Cp>(c) The Bank shall pay out the amount for funeral service in the event that\nburial is to take place outside the station of employment on condition that\nreceipts are produced after the burial.\u003C\u002Fp>\n\n\u003Cp>15.4 Leave Allowance\u003C\u002Fp>\n\n\u003Cp>Leave allowance shall be paid once per year when the employee proceeds on\nAnnual (vacation) leave at the rate of one month's salary.\u003C\u002Fp>\n\n\u003Cp>15.5 Medical Facility\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The employee shall be entitled to medical assistance at the rate of\nK3,240.00 if based in a rural area branch or be under a medical insurance\nscheme if based in specific urban branches. The facility shall cover the\nemployee, spouse and the employee's registered children only. However, an\nemployee certified by a medical practitioner as being HIV positive and\nvoluntarily notifies the Bank through Human Resource Department, the employee\nshall have all HIV related bills paid for on an ex-gratia basis by the Bank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The following procedure shall be applied when administering the facility:\u003C\u002Fp>\n\n\u003Cp>• The allowance will be credited to each employee's medical account on 1\nJanuary of the year and drawn by way of payment of bills to the medical\ninstitution during the calendar year.\u003C\u002Fp>\n\n\u003Cp>• Employees will seek medication from medical institutions having credit\nfacility arrangement with the Bank. On receipt of bills, the Bank will settle\nand debit the individual employee's account on a draw down basis.\u003C\u002Fp>\n\n\u003Cp>• When the allocation is exhausted, any further medical bills will be\nborne by the individual employee. Human Resource will inform staff who have\nexhausted their medical limits on the impending recovery. The recovery of the\nexcess shall be spread over several months to ensure that the net salary shall\nbe within the 40% of gross salary. Recovery to commence in next month following\nreceipt of bill.\u003C\u002Fp>\n\n\u003Cp>• The allowance shall not be transferable from one year to the other and\nit shall cease on separation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-hivpolicy\">\u003Cp>• Staff in rural branches who attend clinics or hospitals which offer free\nmedical facilities and do not have private clinic facilities shall be allocated\nan amount of K500 tax free allowance per annum on 1st January. In cases where\nthere is a referral from a hospital or clinic that offers free medical\nfacilities to a private hospital or any fee paying referral hospital, the bills\nshall be considered in accordance with the above rules on the balance of the K\n2,740 (Two thousand seven hundred and forty Kwacha only) .\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>• Employees not covered under medical insurance shall be entitled to an\u003C\u002Fp>\n\n\u003Cp>additional amount not exceeding K2,250 (Two thousand two hundred and fifty\nKwacha) per annum for referred specialised treatment to a state hospital in\nLusaka, Kitwe and Ndola. This will only apply to specialised treatment that\ncannot be handled by the local state hospital. This amount is not transferable\ninto cash.\u003C\u002Fp>\n\n\u003Cp>• The union will be invited to attend the discussions for the annual\nreview of the medical insurance cover.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>15.6 Subsistence Allowance\u003C\u002Fp>\n\n\u003Cp>When the employee travels away from the normal station on authorised Bank\nbusiness reasonable accommodation and meals will be provided in lieu of, which\nsubsistence allowance will be paid, for each overnight stay, at the following\nrates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Item\u003C\u002Ftd>\n      \u003Ctd>Description\u003C\u002Ftd>\n      \u003Ctd>Amount payable\u003C\u002Ftd>\n      \u003Ctd>Bank provided\n\n        \u003Cp>Accommodation\u003C\u002Fp>\n\n        \u003Cp>Non cash\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a\u003C\u002Ftd>\n      \u003Ctd>Lusaka Branches and Copperbelt Branches\u003C\u002Ftd>\n      \u003Ctd>K380\u003C\u002Ftd>\n      \u003Ctd>K450.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b\u003C\u002Ftd>\n      \u003Ctd>Provincial Centre Branches \u003C\u002Ftd>\n      \u003Ctd>K320\u003C\u002Ftd>\n      \u003Ctd>K400.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c\u003C\u002Ftd>\n      \u003Ctd>Rest of the Branches\u003C\u002Ftd>\n      \u003Ctd>K260\u003C\u002Ftd>\n      \u003Ctd>K350.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.7 Out of pocket allowance- Bank business\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>An employee on Bank business or requested by the Bank to attend a training\ncourse, seminar or workshop outside his\u002Fher normal town of work shall be\npaid\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>20.3 Retirement\u003C\u002Fp>\n\n\u003Cp>Employees shall retire from the service of the Bank on attaining the age of\n55 years. At its discretion, the Bank may extend the retirement age with the\nconsent and agreement of the employee. Three months notice will be given to the\nemployee of the impending retirement.\u003C\u002Fp>\n\n\u003Cp>20.4 Early Retirement\u003C\u002Fp>\n\n\u003Cp>Employees may apply in writing for early retirement, giving one months\nnotice, on attainment of the age of 50 years or after serving the Bank for 19\ncontinuous years.\u003C\u002Fp>\n\n\u003Cp>20.5 Medical Discharge\u003C\u002Fp>\n\n\u003Cp>An employee who is certified by duly qualified medical practitioners to the\nsatisfaction of the Bank that he is incapable, by reason of infirmity of mind\nor body, of discharging his\u002Fher duties and that such infirmity is likely to be\npermanent, shall be discharged from employment on medical grounds.\u003C\u002Fp>\n\n\u003Cp>20.6 Redundancy\u003C\u002Fp>\n\n\u003Cp>The provisions of Section 26B of the Employment Amendment Act No. 15 of 1997\nCAP 268 shall be applied in the case of termination on grounds of\nredundancy.\u003C\u002Fp>\n\n\u003Cp>20.7 Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>The employee shall be liable for summary dismissal for breaches of\ndiscipline punishable by summary -dismissal in accordance with the provisions\nof these conditions.\u003C\u002Fp>\n\n\u003Ch2>21 SEPARATION DUES\u003C\u002Fh2>\n\n\u003Cp>The separation dues shall be:\u003C\u002Fp>\n\n\u003Cp>21.1 Termination after confirmation and discharge\u003C\u002Fp>\n\n\u003Cp>• One month's notice or one month's salary in lieu of notice;\u003C\u002Fp>\n\n\u003Cp>• Cash in lieu of accrued leave days;\u003C\u002Fp>\n\n\u003Cp>• Refund of both employers and own pension contribution, if any, in\naccordance with Pension Scheme rules.\u003C\u002Fp>\n\n\u003Cp>21.2 Resignation\u003C\u002Fp>\n\n\u003Cp>• Cash in lieu of accrued leave days\u003C\u002Fp>\n\n\u003Cp>• Refund of both employers and own pension contribution, if any, in\naccordance with Pension Scheme rules.\u003C\u002Fp>\n\n\u003Cp>21.3 Retirement, Early Retirement and Medical Discharge\u003C\u002Fp>\n\n\u003Cp>• One months notice or one month's salary in lieu of notice\u003C\u002Fp>\n\n\u003Cp>• Commutation of accrued leave days\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>• Full pension benefits (employers and employees contributions with\ninterest). In the case of non-pension members, the provisions of the Minimum\nWages and Conditions of Employment Act shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>• Repatriation to place of recruitment.\u003C\u002Fp>\n\n\u003Cp>21.4 Redundancy\u003C\u002Fp>\n\n\u003Cp>As negotiated between the Bank and the Union\u003C\u002Fp>\n\n\u003Cp>21.5 Summary Dismissal\u003C\u002Fp>\n\n\u003Cp>• Cash in lieu of accrued leave days;\u003C\u002Fp>\n\n\u003Cp>• Refund of both employers and own pension contribution, if any, in\naccordance with Pension scheme rules.\u003C\u002Fp>\n\n\u003Cp>In all cases, 21(1-5) above, the salary earned prior to separation will be\npaid on a pro-rata basis. All the debts, surcharges and any other dues to the\nBank, shall be recovered from the employee's separation dues.\u003C\u002Fp>\n\n\u003Cp>21.6 Death in Service\u003C\u002Fp>\n\n\u003Cp>• Cash in lieu of accrued leave;\u003C\u002Fp>\n\n\u003Cp>• Refund of both employers and own pension contribution, if any;\u003C\u002Fp>\n\n\u003Cp>• Repatriation of dependants to place of recruitment;\u003C\u002Fp>\n\n\u003Cp>• Any salary and increment earned and not paid prior to death;\u003C\u002Fp>\n\n\u003Cp>• Two years and six months' salary\u003C\u002Fp>\n\n\u003Cp>As per present policy of the Bank, all existing liabilities (Loans) of the\ndeceased employee shall be written off.\u003C\u002Fp>\n\n\u003Ch2>22. LABOUR DAY CELEBRATIONS\u003C\u002Fh2>\n\n\u003Cp>The Bank shall ensure that staff participate in Labour Day activities every\nyear and an award presentation shall be held to reward deserving staff,\norganized by a committee appointed at management discretion, but will include\nunion representation.\u003C\u002Fp>\n\n\u003Ch2>23. DISCIPLINARY ACTION\u003C\u002Fh2>\n\n\u003Cp>Disciplinary action shall be taken in accordance with Finance Bank’s\nGrievance and Disciplinary procedures code as stipulated in Appendix 3 of this\nCollective Agreement, the Employment Contract, and the Employment Act. There\nwill be NO exception to this provision.\u003C\u002Fp>\n\n\u003Ch2>24. OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>• Finance Bank Zambia Limited shall provide a conducive and healthy\nworking environment.\u003C\u002Fp>\n\n\u003Cp>• Whenever major construction works\u002F renovations are being carried out,\nstaff working in the affected areas only shall be relocated to alternative\nareas on or off the premises.\u003C\u002Fp>\n\n\u003Cp>• When relocation of staff is not possible, the Bank shall ensure that\nextra care and appropriate measures are taken not to endanger the lives of\nstaff on site. Protective clothing shall be provided.\u003C\u002Fp>\n\n\u003Cp>• As practicable as possible renovation works such as painting, ceiling\nboard repairs shall be conducted during non-working hours and weekends only.\u003C\u002Fp>\n\n\u003Cp>• Appropriate furniture shall be provided to employees in line with their\njob requirements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. APPLICATION FOR A CHANGE OR AMENDMENT\u003C\u002Fh2>\n\n\u003Cp>This Collective Agreement shall remain in during the two years period\nunless:\u003C\u002Fp>\n\n\u003Cp>(a) Amended and or replaced by a new Collective Agreement negotiated by the\nparties\u003C\u002Fp>\n\n\u003Cp>(b) One or both parties cease to be a legal entity.\u003C\u002Fp>\n\n\u003Cp>Either party wishing to amend or modify this Collective Agreement shall give\nthree months notice to the other party of its proposed amendments or\nmodifications giving full details of the proposals.\u003C\u002Fp>\n\n\u003Cp>IN WITNESS Whereof the Parties have set their hands at Lusaka on this 28th\nDay of March Two Thousand and Fourteen in the presence of the subscribing\nWitnesses.\u003C\u002Fp>\n\n\u003Cp>**FOR AND ON BEHALF OF FINANCE BANK ZAMBIA LIMITED\u003C\u002Fp>\n\n\u003Cp>- BARKAT ALI\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR & CEO\u003C\u002Fp>\n\n\u003Cp>- MUTALE C. CHISELA (MRS)\u003C\u002Fp>\n\n\u003Cp>EXECUTIVE DIRECTOR \u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE AND OPERATIONS\u003C\u002Fp>\n\n\u003Cp>- UTEMBELE SIMWINGA\u003C\u002Fp>\n\n\u003Cp>DIRECTOR- FINANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>**FOR AND ON BEHALF OF THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS &\nALLIED WORKERS\u003C\u002Fp>\n\n\u003Cp>- CHINGATI MSISkA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>- SOLOMON HAMOONGA\u003C\u002Fp>\n\n\u003Cp>DELEGATION LEADER\u003C\u002Fp>\n\n\u003Cp>- HOPE SIMWABA\u003C\u002Fp>\n\n\u003Cp>BRANCH CHAIRPERSON- LUSAKA\u003C\u002Fp>\n\n\u003Cp>- DORIS CHAWANDA LONGWE (MS)\u003C\u002Fp>\n\n\u003Cp>CHAIRPERSON-BARGAINING UNIT\u003C\u002Fp>\n\n\u003Cp>14 April 2014 \u003C\u002Fp>\n\n\u003Cp>26. APPENDICES\u003C\u002Fp>\n\n\u003Cp>26.1 Appendix 1. List of rural branches\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>No\u003C\u002Ftd>\n      \u003Ctd>LOCATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>CHIRUNDU\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>ISOKA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>KABOMPO\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>KALOMO\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>KAOMA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>KATETE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>MBALA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>MONZE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>MPIKA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>MPULUNGU\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>MWINILUNGA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>NAKONDE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>SAMFYA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>SERENJE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>SESHEKE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>CHINSALI\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>CHOMA\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>SOLWEZI\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>26.3 Appendix 3: Entry points for 1st January 2014- 31st December 2014\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>SALARY\n\n        \u003Cp>GRADE\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>JOB TITLE\u003C\u002Ftd>\n      \u003Ctd>2010 ENTRY POINT(K)\u003C\u002Ftd>\n      \u003Ctd>DEC 2011- DEC 2012 ENTRY POINT(K)\u003C\u002Ftd>\n      \u003Ctd>January 2013 to December 2013\u003C\u002Ftd>\n      \u003Ctd>January - December 2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FBS2\u003C\u002Ftd>\n      \u003Ctd>Support Staff- Non Clerical (Security Guard, Messenger, Cleaner)\u003C\u002Ftd>\n      \u003Ctd>2,525,000\u003C\u002Ftd>\n      \u003Ctd>4,525,000\u003C\u002Ftd>\n      \u003Ctd>5,225.00\u003C\u002Ftd>\n      \u003Ctd>5,925.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FBS3\u003C\u002Ftd>\n      \u003Ctd>Driver\u003C\u002Ftd>\n      \u003Ctd>2,625,000\u003C\u002Ftd>\n      \u003Ctd>4,625,000\u003C\u002Ftd>\n      \u003Ctd>5,325.00\u003C\u002Ftd>\n      \u003Ctd>6,025.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FBS4\u003C\u002Ftd>\n      \u003Ctd>Clerk-Telephone\n\n        \u003Cp>Clerk-Typing\u003C\u002Fp>\n\n        \u003Cp>Clerk-General\u003C\u002Fp>\n\n        \u003Cp>Clerk-Clearing\u003C\u002Fp>\n\n        \u003Cp>Clerk-\u003C\u002Fp>\n\n        \u003Cp>Remittances\u003C\u002Fp>\n\n        \u003Cp>Clerk-\u003C\u002Fp>\n\n        \u003Cp>Communications\u003C\u002Fp>\n\n        \u003Cp>Clerk-Cash\u003C\u002Fp>\n\n        \u003Cp>Clerk-Head\u003C\u002Fp>\n\n        \u003Cp>Office\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,450,000\u003C\u002Ftd>\n      \u003Ctd>5,450,000\u003C\u002Ftd>\n      \u003Ctd>6,150.00\u003C\u002Ftd>\n      \u003Ctd>6,850.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FBS5\u003C\u002Ftd>\n      \u003Ctd>Teller\n\n        \u003Cp>Senior Clerk Stenographer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,600,000\u003C\u002Ftd>\n      \u003Ctd>5,600,000\u003C\u002Ftd>\n      \u003Ctd>6,300.00\u003C\u002Ftd>\n      \u003Ctd>7,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FBS6\u003C\u002Ftd>\n      \u003Ctd>Senior Teller Assistant- Clearing Assistant-Bills Assistant-\n        Communications Assistant- Deposits Assistant- Accounts Assistant-\n        Remittances\u003C\u002Ftd>\n      \u003Ctd>3,900,000\u003C\u002Ftd>\n      \u003Ctd>5,900,000\u003C\u002Ftd>\n      \u003Ctd>6,600.00\u003C\u002Ftd>\n      \u003Ctd>7,300.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FBS7\u003C\u002Ftd>\n      \u003Ctd>Teller-In-Charge Supervisor Custodian Chief Cashier\u003C\u002Ftd>\n      \u003Ctd>4,000,000\u003C\u002Ftd>\n      \u003Ctd>6,000,000\u003C\u002Ftd>\n      \u003Ctd>6,700.00\u003C\u002Ftd>\n      \u003Ctd>7,400.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"childcareleave":52,"WAGES_determined":56,"ONCERISE_trigger":60,"hourspweek_select":64,"childcare":68,"pregnancy":70,"STRUCINCR_trigger":74,"nursingmothers":78,"funeralpay":82,"maternityotherclause":86,"pensionfund":88,"OVERTIME_trigger":92,"healthcareaccess":96,"healthinsurance":100,"FLEXWORK_trigger":104,"sicknessmaxdays":108,"protectiveclothing":112,"healthandsafetypolicy":116,"contracttrial":120,"sicknesspay":124,"dayspweek_select":128,"paidmaternityleaveall":130,"paidpaternityleave":134,"educationtuition":138,"breastfeeding_workingtime":142,"SUNDAY_trigger":144,"PAYSCALES_trigger":148,"bankholidays1":152,"hivpolicy":156,"paidmaternityleavepay":160,"trainingprogrammes":162,"paidmaternityleave":166,"PAIDLEAV_trigger":168,"paidpaternityleaveduration":172,"deathrelatives":175},{"bindId":45,"name":46,"text":47},"disabilitypay","vi) The provisions of the Workers Compen","vi) The provisions of the Workers Compensation Act shall be applied where\nthe illness arises from an accident at work (industrial accident).",{"bindId":49,"name":50,"text":51},"hourspday_select","The official working hours shall be as f","The official working hours shall be as follows:\n\na. Monday - Friday 08:00 hrs - 17:00hrs excluding one Hour for lunch;\n\nb. Saturday 08:00 hrs- 12:00hrs.\n\nc. Every employee is expected to work no less than eight (8)",{"bindId":53,"name":54,"text":55},"childcareleave","Paid compassionate leave shall be grante","Paid compassionate leave shall be granted to the employee on the death of\nspouse, child, and parent or blood sister\u002Fbrother.",{"bindId":57,"name":58,"text":59},"WAGES_determined","3.7 \"Employee\"Meansany person whohas ent","3.7 \"Employee\"Meansany person whohas entered into or works under a Permanent\ncontract of employment as provided for under section 24 of the Employment Act\nCAP 268 of the Laws of Zambia",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","An annual taxable Christmas bonus will b","An annual taxable Christmas bonus will be paid, subject to the Bank meeting\nor exceeding predetermined profit targets in any financial year. The rate shall\nbe One month's salary. The bonus shall be pro-rated to service period, subject\nto minimum period of six months.",{"bindId":65,"name":66,"text":67},"hourspweek_select","Hours per day between Monday to Friday a","Hours per day between Monday to Friday and four (4) hours on Saturday or\nforty four (44) hours per week. ",{"bindId":69,"name":54,"text":55},"childcare",{"bindId":71,"name":72,"text":73},"pregnancy","(iii) In the case of illness, which aris","(iii) In the case of illness, which arises out of pregnancy and results in a\nfemale employee becoming temporarily incapable of performing her official\nduties, such employee shall be granted sick leave in accordance with the\nprovisions of clause 10.8 of these conditions.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","The monthly salaries shall be increased,","The monthly salaries shall be increased, with effect from 1st January 2014\nas follows:\n\n\n  \n  \n  \n  \n    \n      Grade\n      Increment\n    \n    \n      FBS2-7\n      700.00\n    \n  \n\n\nThe salary is inclusive of housing allowance.",{"bindId":79,"name":80,"text":81},"nursingmothers","Female employees shall be allowed to bre","Female employees shall be allowed to breastfeed their babies once per day\nduring working hours provided the baby is not older than one year (12 months).\nFurther, the duration of such breast-feeding shall not exceed one hour per\nday.",{"bindId":83,"name":84,"text":85},"funeralpay","(a) In the event of death of employee, s","(a) In the event of death of employee, spouse child or parent, the following\nfuneral grants shall be paid:\n\n• Employee -K2,450,00 cash and K 4,860.00 for funeral service;\n\n• Spouse -K 1,940.00 cash and K 4,050.00 for funeral service; \n\n• Child-K 1,600.00 cash and K 3,200.00 for funeral service;\n\n• Parent-K 1,300.00 cash and K 2,430.00 for funeral service",{"bindId":87,"name":72,"text":73},"maternityotherclause",{"bindId":89,"name":90,"text":91},"pensionfund","• Full pension benefits (employers and e","• Full pension benefits (employers and employees contributions with\ninterest). In the case of non-pension members, the provisions of the Minimum\nWages and Conditions of Employment Act shall apply.",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","Hours in excess of these official hours ","Hours in excess of these official hours shall constitute overtime.",{"bindId":97,"name":98,"text":99},"healthcareaccess","The employee shall be entitled to medica","The employee shall be entitled to medical assistance at the rate of\nK3,240.00 if based in a rural area branch or be under a medical insurance\nscheme if based in specific urban branches. The facility shall cover the\nemployee, spouse and the employee's registered children only. However, an\nemployee certified by a medical practitioner as being HIV positive and\nvoluntarily notifies the Bank through Human Resource Department, the employee\nshall have all HIV related bills paid for on an ex-gratia basis by the Bank.",{"bindId":101,"name":102,"text":103},"healthinsurance","• Employees not covered under medical in","• Employees not covered under medical insurance shall be entitled to an\n\nadditional amount not exceeding K2,250 (Two thousand two hundred and fifty\nKwacha) per annum for referred specialised treatment to a state hospital in\nLusaka, Kitwe and Ndola. This will only apply to specialised treatment that\ncannot be handled by the local state hospital. This amount is not transferable\ninto cash.\n\n• The union will be invited to attend the discussions for the annual\nreview of the medical insurance cover.",{"bindId":105,"name":106,"text":107},"FLEXWORK_trigger","d. However, lunch hours are flexible to ","d. However, lunch hours are flexible to meet the demands of the jobs in the\nBank. Lunch will be staggered between 11:30 to 14:30 hours. Staff requested to\nwork during these hours shall be entitled to lunch or lunch allowance.",{"bindId":109,"name":110,"text":111},"sicknessmaxdays","v) However, when such sick leave and ann","v) However, when such sick leave and annual leave is exhausted, the employee\nmay at the discretion of the Bank be medically discharged immediately or remain\non unpaid leave of absence for a further period not exceeding 30 calendar days\nand then, be medically discharged if still not certified fit for work by a\nmedical practitioner that has been attending to the employee, and if a second\nopinion is so required, by another medical practitioner appointed by the\nBank.",{"bindId":113,"name":114,"text":115},"protectiveclothing","14.2 Protective clothing The Bank shall ","14.2 Protective clothing\n\nThe Bank shall also provide Protective clothing:\n\nf. Dust coats for the appropriate categories;\n\ng. Respirators to employees performing cashier duties.\n\nh. The Bank shall provide appropriate clothing to any employees working in\npotentially hazardous areas.",{"bindId":117,"name":118,"text":119},"healthandsafetypolicy","• Finance Bank Zambia Limited shall prov","• Finance Bank Zambia Limited shall provide a conducive and healthy\nworking environment.\n\n• Whenever major construction works\u002F renovations are being carried out,\nstaff working in the affected areas only shall be relocated to alternative\nareas on or off the premises.\n\n• When relocation of staff is not possible, the Bank shall ensure that\nextra care and appropriate measures are taken not to endanger the lives of\nstaff on site. Protective clothing shall be provided.\n\n• As practicable as possible renovation works such as painting, ceiling\nboard repairs shall be conducted during non-working hours and weekends only.\n\n• Appropriate furniture shall be provided to employees in line with their\njob requirements.",{"bindId":121,"name":122,"text":123},"contracttrial","(a) All employees shall serve a probatio","(a) All employees shall serve a probation period of 6 months from their\ncommencement day before the appointment is confirmed.\n\n(b) Normally the probation period shall run its stated course but the Bank\nhas the right to shorten the period and confirm an employee in his\u002Fher\nappointment.\n\n(c) In the event of unsatisfactory performance, the Bank shall have the\nright to either terminate the employment or extend the probationary period.\n\nThis extension shall be communicated to the employee in writing. The length\nof this extension shall normally be three months or less.",{"bindId":125,"name":126,"text":127},"sicknesspay","Employees who are confirmed in their app","Employees who are confirmed in their appointments and who are on prolonged\nmedical treatment because of ill health shall be entitled to sick leave.\n\ni) The limits for paid sick leave shall be as follows:\n\n(a) Full pay for the first 90 calendar days\n\n(b) Half pay for the subsequent 90 calendar days",{"bindId":129,"name":50,"text":51},"dayspweek_select",{"bindId":131,"name":132,"text":133},"paidmaternityleaveall","Female employees who have completed at l","Female employees who have completed at least 2 years continuous service with\nthe Bank from the commencement day or have completed 2 years further service\nsince the end of the last confinement, shall be granted three months maternity\nleave with full pay.",{"bindId":135,"name":136,"text":137},"paidpaternityleave","Eligible male employees shall be entitle","Eligible male employees shall be entitled to 3 working days paid paternity\nleave on the birth of his child with his registered spouse after serving the\ninitial two years and thereafter at intervals of not less than two years. The\npaternity leave must be taken within a week Of birth of the child. This leave\nwill not be cumulative.",{"bindId":139,"name":140,"text":141},"educationtuition","On request and subject to letter or quot","On request and subject to letter or quotation from school, an employee may\nbe granted salary advance to pay for school fees at the beginning of each\nschool term. The advance shall be payable in three (3) instalments.",{"bindId":143,"name":80,"text":81},"breastfeeding_workingtime",{"bindId":145,"name":146,"text":147},"SUNDAY_trigger","Overtime shall be paid at the rate of 1.","Overtime shall be paid at the rate of 1.5 (one and half times) the hourly\nrate on normal working days and 2 (double times) the hourly rate on Sundays and\nPublic Holidays.",{"bindId":149,"name":150,"text":151},"PAYSCALES_trigger","26.3 Appendix 3: Entry points for 1st Ja","26.3 Appendix 3: Entry points for 1st January 2014- 31st December 2014\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n    \n      SALARY\n\n        GRADE\n\n        \n      \n      JOB TITLE\n      2010 ENTRY POINT(K)\n      DEC 2011- DEC 2012 ENTRY POINT(K)\n      January 2013 to December 2013\n      January - December 2014\n    \n    \n      FBS2\n      Support Staff- Non Clerical (Security Guard, Messenger, Cleaner)\n      2,525,000\n      4,525,000\n      5,225.00\n      5,925.00\n    \n    \n      FBS3\n      Driver\n      2,625,000\n      4,625,000\n      5,325.00\n      6,025.00\n    \n    \n      FBS4\n      Clerk-Telephone\n\n        Clerk-Typing\n\n        Clerk-General\n\n        Clerk-Clearing\n\n        Clerk-\n\n        Remittances\n\n        Clerk-\n\n        Communications\n\n        Clerk-Cash\n\n        Clerk-Head\n\n        Office\n\n        \n      \n      3,450,000\n      5,450,000\n      6,150.00\n      6,850.00\n    \n    \n      FBS5\n      Teller\n\n        Senior Clerk Stenographer\n      \n      3,600,000\n      5,600,000\n      6,300.00\n      7,000.00\n    \n    \n      FBS6\n      Senior Teller Assistant- Clearing Assistant-Bills Assistant-\n        Communications Assistant- Deposits Assistant- Accounts Assistant-\n        Remittances\n      3,900,000\n      5,900,000\n      6,600.00\n      7,300.00\n    \n    \n      FBS7\n      Teller-In-Charge Supervisor Custodian Chief Cashier\n      4,000,000\n      6,000,000\n      6,700.00\n      7,400.00\n    \n  \n",{"bindId":153,"name":154,"text":155},"bankholidays1","All gazetted public holidays as stipulat","All gazetted public holidays as stipulated by the Government from time to\ntime shall be observed by the Bank.",{"bindId":157,"name":158,"text":159},"hivpolicy","• Staff in rural branches who attend cli","• Staff in rural branches who attend clinics or hospitals which offer free\nmedical facilities and do not have private clinic facilities shall be allocated\nan amount of K500 tax free allowance per annum on 1st January. In cases where\nthere is a referral from a hospital or clinic that offers free medical\nfacilities to a private hospital or any fee paying referral hospital, the bills\nshall be considered in accordance with the above rules on the balance of the K\n2,740 (Two thousand seven hundred and forty Kwacha only) .",{"bindId":161,"name":132,"text":133},"paidmaternityleavepay",{"bindId":163,"name":164,"text":165},"trainingprogrammes","An employee on Bank business or requeste","An employee on Bank business or requested by the Bank to attend a training\ncourse, seminar or workshop outside his\u002Fher normal town of work shall be\npaid",{"bindId":167,"name":132,"text":133},"paidmaternityleave",{"bindId":169,"name":170,"text":171},"PAIDLEAV_trigger","10.1 Annual Leave Entitlement Leave shal","10.1 Annual Leave Entitlement\n\nLeave shall accrue at the rate of:\n\n(a) 2 days for each month of completed service in respect of employees with\nless than 4 years service.\n\n(b) 2.5 days for each month of completed service in respect of employees\nwith 4 years' service or more.",{"bindId":173,"name":54,"text":174},"paidpaternityleaveduration","Paid compassionate leave shall be granted to the employee on the death of\nspouse, child, and parent or blood sister\u002Fbrother.\n\nThis leave shall only be granted on written application supported by\ndocumentary proof subject to the previous registration of such relations with\nthe Bank. The period of leave shall be 10 calendar days. Management may\ndiscretionary consider extra days if needed.",{"bindId":176,"name":54,"text":55},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Finance Bank - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\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: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2014-04-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Banking\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Finance Bank\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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\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 7310.0\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: → 12 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: → 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: → 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: → Yes\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: → 3 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → Insufficient data days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 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            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\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 700.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[182],{"title":37,"slug":33},[184],{"type":185,"data":186},"call_to_action_body_block",{"title":187,"description":188,"variant":189,"link":190},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":187,"url":191,"description":187,"rel":192,"type":193},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[195],{"type":185,"data":196},{"title":187,"description":188,"variant":189,"link":197},{"title":187,"url":191,"description":187,"rel":192,"type":193},[]]