[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-agreement-between-first-alliance-bank-z-limited-and-zambia-union-of-financial-institutions-and-allied-workers---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":184,"content_type_view":185,"extra_breadcrumbs":186,"body":188,"body_blocks":199,"related_pages":203},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":182,"translations":183},{"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-first-alliance-bank-z-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2016","d386d488-8d6d-11e7-b6b9-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fmemorandum-of-collective-agreement-between-first-alliance-bank-z-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002Fmemorandum-of-collective-agreement-between-first-alliance-bank-z-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002F","Memorandum of Collective Agreement between First Alliance Bank (Z) Limited and Zambia Union of Financial Institutions and Allied Workers - 2016","ZMB First Alliance Bank (Z) Limited - 2016","Zambia - ZMB First Alliance Bank (Z) Limited - 2016","ZMB First Alliance Bank (Z) Limited - 2016 - Financial services, banking, insurance",{"name":41,"data":42},"FAB 2016 - 2018.html","\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>New2\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 FIRST ALLIANCE BANK (Z) LIMITED\nAND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS - 2016\u003C\u002Fh1>\n\n\u003Cp>FOR 2016 -2018\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN FIRST ALLIANCE BANK (Z) LIMITED\n(Hereinafter referred to as the “BANK”) AND ZAMBIA UNION OF FINANCIAL\nINSTITUTIONS AND ALLIED WORKERS (Hereinafter referred to as the “UNION”)\u003C\u002Fp>\n\n\u003Cp>Representing employees eligible for representation in terms of clause 2\n(SCOPE OF THE AGREEMENT) of the MEMORANDUM OF COLLECTIVE RECOGNITION AGREEMENT\nsigned between the two parties i.e. the bank and the union on 21st February,\n2000.\u003C\u002Fp>\n\n\u003Cp>Duration of this Collective Agreement shall be for a period of 2 years\ncommencing on 1st June, 2016 provided that:\u003C\u002Fp>\n\n\u003Cp>a) At any time after 9 months of commencement of this agreement, either\nparty will give to the other, six weeks notice in writing of its desire for an\nagreement to continue in force for further period to be agreed upon, or of its\nintention to terminate.\u003C\u002Fp>\n\n\u003Cp>b) In the event of emergency cases, both parties shall endeavor to meet as\nsoon as possible but not later than 14 days of request to meet.\u003C\u002Fp>\n\n\u003Cp>c) The term of this agreement shall be in accordance with the prevailing\nlabour legislations.\u003C\u002Fp>\n\n\u003Cp>d) 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>e) Pending the signing of the new Collective Agreement, the present\nAgreement shall continue in force.\u003C\u002Fp>\n\n\u003Cp>Application for a change or Amendment\u003C\u002Fp>\n\n\u003Cp>It is agreed if the Bank or Union consider that any part of this Agreement\nshould be changed or amended and if it is also considered such a change is\nmutually beneficial to both the Union and the Bank provided it is clearly seen\nto be a valid reason to recommend such a change or amendment to this agreement,\nit should be undertaken in the following manner;\u003C\u002Fp>\n\n\u003Cp>i) The Bank or Union 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\nparty fourteen (14) days, to consider the request. The Bargaining Unit shall\nafter 14 days, but not later than 21 days after date of the original letter\nagree to meet to discuss the change.\u003C\u002Fp>\n\n\u003Ch2>1.0 REMUNERATION.\u003C\u002Fh2>\n\n\u003Cp>1.1.1 SALARY\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>The current total salary shall be increased basing on the revised salary\nstructure as follows:-\u003C\u002Fp>\n\n\u003Cp>Gross Salary shall be increased by K640 across the board which includes 35%\nof basic pay as housing allowance and 25% as medical allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.1.2 HOUSING ALLOWANCE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Housing Allowance shall be paid at rate of 35% of the employee's monthly\nbasic salary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>2.0 MID MONTH PAY\u003C\u002Fh2>\n\n\u003Cp>2.1.1 Employees may on request draw 30% of their basic salary at mid month\nas salary advance without giving reasons.\u003C\u002Fp>\n\n\u003Cp>2.1.2 The mid month pay shall not be effected earlier than 10th day of each\nmonth.\u003C\u002Fp>\n\n\u003Cp>2.1.3 Repayment of such advance will be done in full by deducting from the\nemployees immediate succeeding salary payment.\u003C\u002Fp>\n\n\u003Ch2>3.0 ALLOWANCES:\u003C\u002Fh2>\n\n\u003Cp>3.1.1 OUT OF TOWN DUTY ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Where the Bank request a member of staff to stay away from place of\ndomicile, either in course of duty or on training course, over night\naccommodation, including breakfast, will be provided by the Bank. In addition\nan evening meal allowance of K120\u002F- per day may be claimed to cover out of\npocket expenses.\u003C\u002Fp>\n\n\u003Cp>3.1.2 Where an employee wishes to make his or her own accommodation\narrangements, then the Bank will pay K275\u002F- per night to cover accommodation\nand meals. In addition a further K 100\u002F- per day may be claimed to cover out of\npocket expenses.\u003C\u002Fp>\n\n\u003Cp>3.1.3When an employee is attending a training course and lunch is not\nprovided, an allowance of K100\u002F- per day may be claimed.\u003C\u002Fp>\n\n\u003Cp>3.2.0 ACTING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Acting allowance will be paid when an employee who has been informed in\nwriting by the Bank carries out the duties of a higher graded employee for a\nperiod not less than 14 calendar days.\u003C\u002Fp>\n\n\u003Cp>3.2.1 The acting allowance shall be 10% of the acting employee's monthly\nbasic salary (current basic salary) or the difference between the entry point\nof basic salary of incumbent employee and the acting employee's monthly basic\nor whichever is higher salary. If the employee acts in the same position within\nsix months for the second time the bank shall pay acting allowance for the\nperiod not less than seven calendar days.\u003C\u002Fp>\n\n\u003Cp>3.2.2 Where the basic salary of the employee acting is already higher than\nthe entry grade then a notch increase shall be paid as acting allowance.\u003C\u002Fp>\n\n\u003Cp>3.3.3 UPSET\u002FDISTURBANCE ALLOWANCE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>When an employee is transferred at the Bank's request from one town to\nanother, the equivalent of one month's gross salary that is basic plus housing\nallowance to be taxed shall be paid, plus five (5) working days special leave,\nto enable the employee find a suitable accommodation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.4.1 LUNCH ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>When an employee is requested by the Bank to work throughout lunch break,\nsuch an employee shall be paid K25 as lunch allowance\u003C\u002Fp>\n\n\u003Cp>3.4.2 SUPPER ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>When an employee is requested by the Bank to work after 19:00 hours, such an\nemployee shall be paid K25 as supper allowance.\u003C\u002Fp>\n\n\u003Cp>3.4.3 When an employee is working after 19:00 hours he\u002Fshe will be entitled\nto use a taxi when returning home and shall have the equivalent of the taxi\nfare refunded to him\u002Fher by the Bank on production of a receipt.\u003C\u002Fp>\n\n\u003Cp>3.5.1 ANNUAL LEAVE ALLOWANCE:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee on annual leave shall be paid annual leave allowance at the rate\nof 100% of the Monthly basic salary.\u003C\u002Fp>\n\n\u003Cp>3.5.2 Annual leave allowance will be paid on the last working day preceding\nthe annual leave and only for employees going on leave for more than 7 days.\u003C\u002Fp>\n\n\u003Cp>3.5.3 Leave allowance for leave accrued, including during a probation period\nwill be paid to the estate of the employees in the event of death of the\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>3.5.4 Monthly Transport allowance will be paid to all eligible employees at\nall levels at K235\u002F- gross month end.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>3.5.5 Monthly Education allowance will be paid to all unionized eligible\nemployees as follows on pay roll (Gross Taxable):-\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>Supervisors-\u003C\u002Ftd>\n      \u003Ctd>K260\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerical-\u003C\u002Ftd>\n      \u003Ctd>K220\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Non-Clerical-\u003C\u002Ftd>\n      \u003Ctd>K185\u002F-\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>3.5.6 Monthly lunch allowance will be paid at the month end to all eligible\nemployees on pay roll at the rate of K 235\u002F- gross taxable per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. 0 FUNERAL GRANTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>4.1.1 In the event of the death of a direct employee, spouse, dependent\nchild, dependent parent, the following funeral grants shall be paid by the\nBank-\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>Direct Employee\u003C\u002Ftd>\n      \u003Ctd>K 3,500 Inclusive of funeral service expenses.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Spouse\u003C\u002Ftd>\n      \u003Ctd>K2,200\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dependent Child\u003C\u002Ftd>\n      \u003Ctd>K2,200\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dependent Parent\u003C\u002Ftd>\n      \u003Ctd>K1,900\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>4.1.2 In addition, the Bank will pay for a standard coffin of a maximum of\nK2,500\u002F- but such a payment will be made by the Bank direct to the supplier\nagainst production of a pro-forma invoice.\u003C\u002Fp>\n\n\u003Cp>4.1.3 The Bank will not grant for a coffin in respect of death of a parent\nbut in the case of the spouse working in an organization where a coffin is\nprovided, the surviving spouse will be at liberty to choose either the Standard\ncoffin from the Bank or the Coffin\u002F its entitlement from the employer of the\ndeceased.\u003C\u002Fp>\n\n\u003Cp>4.1.4 The Bank will not provide any transport or firewood.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5.0 LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>5.1.1 Annual leave entitlement will be 24 working days per annum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>5.1.2Working days are classified as being Monday to Saturday with the\nexclusion of Sundays and Public Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>5.2.1 Sick leave will be granted for 3 months on full pay and thereafter at\nhalf pay for a further 3 months at the discretion of the Bank.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>5.2.2 If an employee continues on sick leave for more than three months,\nservice of such an employee may be discharged by the Bank upon the\nrecommendation of a registered physician.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5.2.3 Sick leave will only be granted upon production of a medical\ncertificate issued by a qualified doctor at hospital or clinic. The Bank\nreserves the right to ask for medical certificate at any time from a physician\nappointed by the Bank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelatives\">\u003Cp>5.3.1 Compassionate leave will be granted on death of a spouse or child at\n10 calendar days and in respect of father, mother, blood brother, blood sister\nfor 7 calendar days irrespective of the fact that the burial occurring within\ntown of residence or outside town of residence.\u003C\u002Fp>\n\n\u003Cp>5.3.2 The Bank may ask for documentary evidence to support the compassionate\nleave application.\u003C\u002Fp>\n\n\u003Cp>5.3.3 Compassionate leave will not be granted if the employee is already on\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>5.4.1 Female employees will be entitled to one day's absence from work each\nmonth for mother's day without having to produce a valid medical certificate.\nThis is subject to the submission of a leave application form.\u003C\u002Fp>\n\n\u003Cp>5.4.2 Mother's Day leave is not cumulative.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>5.5.1 Study leave will be granted by the Bank to an employee studying for\nthe Chartered Institute of Bankers (C.I.B) Examinations and approved Courses as\nlisted below upon completion of the three levels of C.I.B Examinations. On\nProduction of documentary evidence the Bank will allow three days leave per\nsubject including the day of Examination to such an employee. The Bank would\nreimburse Examination Fees only upon successful completion of each of the three\nlevels of C.I.B. Examination. \u003C\u002Fp>\n\n\u003Cp>Study Leave will also be granted for the following courses:\u003C\u002Fp>\n\n\u003Cp>1. Accounting\u003C\u002Fp>\n\n\u003Cp>2. Human Resource Management\u003C\u002Fp>\n\n\u003Cp>3. Business Administration\u003C\u002Fp>\n\n\u003Cp>4. Secretarial\u003C\u002Fp>\n\n\u003Cp>5. Business Law and Commerce\u003C\u002Fp>\n\n\u003Cp>6. Information Technology\u003C\u002Fp>\n\n\u003Cp>7. Customer Service\u003C\u002Fp>\n\n\u003Cp>8. Prevention of Money Laundering and Frauds\u003C\u002Fp>\n\n\u003Cp>9. Office Administration\u003C\u002Fp>\n\n\u003Cp>10. Marketing\u003C\u002Fp>\n\n\u003Cp>5.5.2 The period of study leave will be granted as near to the examinations\nas work pressure permit but may not necessarily be immediate prior to the\nexamination date.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>5.6.1 Special leave will be granted to an employee who is required to attend\ncourt proceedings as a state witness for the number of days such an employee is\nrequired.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>5.6.2 A female employee shall be granted leave to nurse a sick child as per\nthe Minimum Wages and Conditions of Service Act 276 Statutory instrument No.1\nof 2011- Section 6. (2).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>5.6.3 Female employees shall be allowed one hour to breast feed their babies\nonce per day during working hours provided the baby is not older than six\nmonths.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5.7.1 Unpaid leave may be granted at the Bank's discretion to an employee\nwho has served a continuous minimum period of 2 years.\u003C\u002Fp>\n\n\u003Cp>5.7.2 The period of unpaid leave shall not exceed two years and is to be\ntaken without payment of benefit of any kind.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>5.8.1 Maternity leave will be granted to female employees for a maximum\nperiod of 120 days. Paid maternity leave will be subjected to the following\nconditions:\u003C\u002Fp>\n\n\u003Cp>a) The employee should have at least completed (2) years continuous\nservice.\u003C\u002Fp>\n\n\u003Cp>b) There should be a gap of at least two years between one maternity leave\nand\u003C\u002Fp>\n\n\u003Cp>another.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>5.8.2 If an employee returning to work from maternity leave is found to be\nmedically unfit to resume her duties, such an employee shall be treated in\naccordance with the rules governing sick leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>5.8.3 Employees who do not qualify for paid maternity leave may be\nconsidered for unpaid maternity leave at the discretion of the Bank.\u003C\u002Fp>\n\n\u003Cp>5.9.1 Unauthorized leave - If any employee takes leave without authority of\nthe Bank, the Bank may terminate the employee's service if such an employee\nremains absent from work for 10 calendar days or more.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6.0 HOURS OF WORK.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>6.1.1 The Bank agrees that working hours shall consist of 44 hours per week.\nThis figure is arrived at by excluding one hour each day for Lunch, Monday to\nFriday inclusive.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>6.1.2 Hours worked in excess of 8 hours per day Monday to Friday inclusive\nand 4 hours on Saturday shall be considered as overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>6.1.3 Overtime shall be one and half times the hourly rate of pay on\nordinary days and double the hourly rate on Sunday and Public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>6.1.4 Public holidays as stipulated and gazetted by the Government of the\nRepublic of Zambia shall be observed as such by the Bank and its employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7.0 PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>7.1.1 The probation period for an employee shall be for the period of six\nmonths although the Bank reserves the right to increase or decrease this\nperiod.\u003C\u002Fp>\n\n\u003Cp>7.1.2 Termination of the service during the probation period can be effected\nby either party giving one day's notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8.0 WORKING CONDITIONS IN BANK PREMISES\u003C\u002Fh2>\n\n\u003Cp>8.1.1. The Bank will provide a suitable room to be used by the staff as\nlunch\u002Frest room and will provide a refrigerator, stove, kettle, glasses, cups\nand cutlery etc.\u003C\u002Fp>\n\n\u003Cp>8.1.2 The employees shall manage the affairs of the lunch\u002Frest room based\nupon the co-operative principle.\u003C\u002Fp>\n\n\u003Cp>8.2.1 Staff loans shall be sanctioned in appropriate cases by way of\npersonal Loan to a maximum of 35% of annual gross Salary i.e. annual basic\nsalary plus housing allowance. The staff loans shall attract interest of\n18%P.A. up to K10,000.00; 20% P.A. above K10,000.00 & up to K50,000.00 and\n22% P.A. above K 50,000.00 plus actual legal\u002Fregistration charges. In case the\ninterest rate changes, Management and Union shall discuss such changes in the\nrate of interest on staff loans. Management shall introduce annual loan review\nreforms to review them yearly in consultation with the Union.\u003C\u002Fp>\n\n\u003Cp>8.3.1 The personal loan shall be repaid within 24 months subject to a\ncondition that the net take home pay remains at least 50% of the net salary (\nAFTER meeting statutory deductions like PAYE,NAPSA, Union Subscription etc.)\u003C\u002Fp>\n\n\u003Cp>8.3.2 In exceptional cases, such as hospitalization of the employee or\nimmediate family, the Bank at its discretion may consider extending Personal\nLoan by 15% on annual gross salary and the repayment period to 24 months.\u003C\u002Fp>\n\n\u003Cp>8.3.3 If a staff member who is confirmed desires to purchase consumer\ndurables in the form of hire purchase from recognized vendors of consumer\ndurables the Bank will accept standing instructions in writing from the staff\nmember requesting the Bank to pay directly to the hire purchase vendor the\nmonthly payments by deducting the same from the employee's salary on the salary\nday. However the Bank will have no financial obligation to settle the monthly\npayments to hire purchase vendor in the event of the employee being dismissed\nor in the event of the employee deciding to leave the service of the Bank. The\nhire purchase agreement will be strictly between the employee and the vendor\nand the Bank will not get involved on any correspondence in this regard.\u003C\u002Fp>\n\n\u003Cp>Only one standing instruction per employee for deducting of hire purchase\npayment will be permitted at any given point of time.\u003C\u002Fp>\n\n\u003Cp>8.3.4 House loans shall be granted to employees at the discretion of the\nBank, who have clocked 5 years of continuous service at 60 months of basic\nsalary at Bank's Rate, subject to security and deductions not exceeding salary\ntake home as per Labour Laws. Loan to be disbursed in phases in relation to\nprogression in construction. However since the Bank cannot give loans to all\nemployees, employees will be assisted to obtain loans from other Financial\nInstitutions by giving consent letters for eligible employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>8.4.1 Medical allowances shall be availed to employee of the Bank and their\nimmediate families at the rate of 25% of the basic salary every month on pay\nroll pending the introduction of the medical scheme for all unionized employees\non permanent and pensionable conditions of service. Once mutually agreed and\nthe medical scheme is introduced, the medical allowance would cease.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>8.4.2 If the employee leaves the service of the Bank he\u002Fshe will not be\nentitled to even pro rata benefits\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>8.5.1 Annual bonus will be paid by the Bank to confirmed employees at the\nrate of one month's basic salary.\u003C\u002Fp>\n\n\u003Cp>8.5.2 For the calculation of the Annual Bonus the basic salary will be\ndeemed to be that ruling to an employee on 1st December annually.\u003C\u002Fp>\n\n\u003Cp>8.5.3 An employee who leaves the Bank's services during the course of the\nyear will neither be entitled to leave Allowance nor Annual Bonus nor Medical\nAllowances.\u003C\u002Fp>\n\n\u003Cp>8.5.4 Annual Bonus shall be paid along with the salary for the month of\nDecember.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.5.5 REDUNDANCY PACKAGE:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>In case of redundancy, the Bank shall give notice of 30 days and shall pay\nto the staff redundancy benefits as under:\u003C\u002Fp>\n\n\u003Cp>3.5 months Basic Salary for each completed year from the date of permanent\nemployment of the employee.\u003C\u002Fp>\n\n\u003Cp>In addition to the above, the bank shall pay transport expenses to the staff\nfrom the place of last posting to the place of original posting at the bank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.5.6 Retirement and early retirement will be dealt with under the existing\nlabour laws as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>IN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HANDS ON THIS 21ST DAY OF JULY,\n2016.\u003C\u002Fp>\n\n\u003Cp>For and on behalf of FIRST ALLIANCE BANK (Z) LTD.\u003C\u002Fp>\n\n\u003Cp>* MR. CYRIL PATRO\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>MR .YOGESH BHANDARI\u003C\u002Fp>\n\n\u003Cp>CHIEF OPERATIONS MANAGER\u003C\u002Fp>\n\n\u003Cp>MR. MATHEW PIKITI\u003C\u002Fp>\n\n\u003Cp>BRANCH MANAGER- NDOLA\u003C\u002Fp>\n\n\u003Cp>For and on behalf of ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED\nWORKERS,\u003C\u002Fp>\n\n\u003Cp>* MR.CHINGATI MSISKA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>* MR.CHRISTOPHER MUKANGWE\u003C\u002Fp>\n\n\u003Cp>DELEGATION LEADER\u003C\u002Fp>\n\n\u003Cp>* MS. FRIDAH MBEWE\u003C\u002Fp>\n\n\u003Cp>SECRETARY- NDOLA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\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            ",{"ONCERISE2_trigger":44,"sicknessmaxdays":48,"hourspday_select":52,"hourspweek_select":56,"childcare":60,"equalityotherclause":64,"STRUCINCR_trigger":68,"nursingmothers":72,"funeralpay":76,"MEALALL_trigger":80,"trainingfund":84,"maternityotherclause":88,"HARDSHIP_trigger":92,"maxsicknesspayperc":96,"pensionfund":99,"OVERTIME_trigger":103,"ADMINISTRATIVE_trigger":107,"healthcareaccess":111,"COMMUTE_trigger":113,"SUNDAY_trigger":117,"ANNLEAVE_trigger":119,"ONCERISE_trigger":123,"sicknesspay":127,"PAIDLEAV_trigger":130,"dayspweek_select":134,"contracttrial":138,"longtermillness":142,"incidentalbonustype2":146,"sicknessmaxdaysnr":148,"healthcareaccessrelatives":150,"breastfeeding_workingtime":152,"menstruationleave":154,"bankholidays1":156,"paidmaternityleavepay":160,"trainingprogrammes":164,"paidmaternityleave":168,"contractseverancepay":170,"jobsecuritymothers":174,"deathrelatives":178},{"bindId":45,"name":46,"text":47},"ONCERISE2_trigger","8.5.1 Annual bonus will be paid by the B","8.5.1 Annual bonus will be paid by the Bank to confirmed employees at the\nrate of one month's basic salary.\n\n8.5.2 For the calculation of the Annual Bonus the basic salary will be\ndeemed to be that ruling to an employee on 1st December annually.\n\n8.5.3 An employee who leaves the Bank's services during the course of the\nyear will neither be entitled to leave Allowance nor Annual Bonus nor Medical\nAllowances.\n\n8.5.4 Annual Bonus shall be paid along with the salary for the month of\nDecember.",{"bindId":49,"name":50,"text":51},"sicknessmaxdays","5.2.1 Sick leave will be granted for 3 m","5.2.1 Sick leave will be granted for 3 months on full pay and thereafter at\nhalf pay for a further 3 months at the discretion of the Bank.\n\n5.2.2 If an employee continues on sick leave for more than three months,\nservice of such an employee may be discharged by the Bank upon the\nrecommendation of a registered physician.",{"bindId":53,"name":54,"text":55},"hourspday_select","6.1.2 Hours worked in excess of 8 hours ","6.1.2 Hours worked in excess of 8 hours per day Monday to Friday inclusive\nand 4 hours on Saturday shall be considered as overtime.",{"bindId":57,"name":58,"text":59},"hourspweek_select","6.1.1 The Bank agrees that working hours","6.1.1 The Bank agrees that working hours shall consist of 44 hours per week.\nThis figure is arrived at by excluding one hour each day for Lunch, Monday to\nFriday inclusive.",{"bindId":61,"name":62,"text":63},"childcare","5.6.2 A female employee shall be granted","5.6.2 A female employee shall be granted leave to nurse a sick child as per\nthe Minimum Wages and Conditions of Service Act 276 Statutory instrument No.1\nof 2011- Section 6. (2).",{"bindId":65,"name":66,"text":67},"equalityotherclause","5.4.1 Female employees will be entitled ","5.4.1 Female employees will be entitled to one day's absence from work each\nmonth for mother's day without having to produce a valid medical certificate.\nThis is subject to the submission of a leave application form.\n\n5.4.2 Mother's Day leave is not cumulative.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","The current total salary shall be increa","The current total salary shall be increased basing on the revised salary\nstructure as follows:-\n\nGross Salary shall be increased by K640 across the board which includes 35%\nof basic pay as housing allowance and 25% as medical allowance.",{"bindId":73,"name":74,"text":75},"nursingmothers","5.6.3 Female employees shall be allowed ","5.6.3 Female employees shall be allowed one hour to breast feed their babies\nonce per day during working hours provided the baby is not older than six\nmonths.",{"bindId":77,"name":78,"text":79},"funeralpay","4.1.1 In the event of the death of a dir","4.1.1 In the event of the death of a direct employee, spouse, dependent\nchild, dependent parent, the following funeral grants shall be paid by the\nBank-\n\n\n  \n  \n  \n  \n    \n      Direct Employee\n      K 3,500 Inclusive of funeral service expenses.\n    \n    \n      Spouse\n      K2,200\n    \n    \n      Dependent Child\n      K2,200\n    \n    \n      Dependent Parent\n      K1,900\n    \n  \n\n\n4.1.2 In addition, the Bank will pay for a standard coffin of a maximum of\nK2,500\u002F- but such a payment will be made by the Bank direct to the supplier\nagainst production of a pro-forma invoice.\n\n4.1.3 The Bank will not grant for a coffin in respect of death of a parent\nbut in the case of the spouse working in an organization where a coffin is\nprovided, the surviving spouse will be at liberty to choose either the Standard\ncoffin from the Bank or the Coffin\u002F its entitlement from the employer of the\ndeceased.\n\n4.1.4 The Bank will not provide any transport or firewood.",{"bindId":81,"name":82,"text":83},"MEALALL_trigger","3.5.6 Monthly lunch allowance will be pa","3.5.6 Monthly lunch allowance will be paid at the month end to all eligible\nemployees on pay roll at the rate of K 235\u002F- gross taxable per month.",{"bindId":85,"name":86,"text":87},"trainingfund","3.5.5 Monthly Education allowance will b","3.5.5 Monthly Education allowance will be paid to all unionized eligible\nemployees as follows on pay roll (Gross Taxable):-\n\n\n  \n  \n  \n  \n    \n      Supervisors-\n      K260\u002F-\n    \n    \n      Clerical-\n      K220\u002F-\n    \n    \n      Non-Clerical-\n      K185\u002F-",{"bindId":89,"name":90,"text":91},"maternityotherclause","5.8.3 Employees who do not qualify for p","5.8.3 Employees who do not qualify for paid maternity leave may be\nconsidered for unpaid maternity leave at the discretion of the Bank.\n\n5.9.1 Unauthorized leave - If any employee takes leave without authority of\nthe Bank, the Bank may terminate the employee's service if such an employee\nremains absent from work for 10 calendar days or more.",{"bindId":93,"name":94,"text":95},"HARDSHIP_trigger","When an employee is transferred at the B","When an employee is transferred at the Bank's request from one town to\nanother, the equivalent of one month's gross salary that is basic plus housing\nallowance to be taxed shall be paid, plus five (5) working days special leave,\nto enable the employee find a suitable accommodation.",{"bindId":97,"name":50,"text":98},"maxsicknesspayperc","5.2.1 Sick leave will be granted for 3 months on full pay and thereafter at\nhalf pay for a further 3 months at the discretion of the Bank.",{"bindId":100,"name":101,"text":102},"pensionfund","8.4.1 Medical allowances shall be availe","8.4.1 Medical allowances shall be availed to employee of the Bank and their\nimmediate families at the rate of 25% of the basic salary every month on pay\nroll pending the introduction of the medical scheme for all unionized employees\non permanent and pensionable conditions of service. Once mutually agreed and\nthe medical scheme is introduced, the medical allowance would cease.",{"bindId":104,"name":105,"text":106},"OVERTIME_trigger","6.1.3 Overtime shall be one and half tim","6.1.3 Overtime shall be one and half times the hourly rate of pay on\nordinary days and double the hourly rate on Sunday and Public holidays.",{"bindId":108,"name":109,"text":110},"ADMINISTRATIVE_trigger","5.6.1 Special leave will be granted to a","5.6.1 Special leave will be granted to an employee who is required to attend\ncourt proceedings as a state witness for the number of days such an employee is\nrequired.",{"bindId":112,"name":101,"text":102},"healthcareaccess",{"bindId":114,"name":115,"text":116},"COMMUTE_trigger","3.5.4 Monthly Transport allowance will b","3.5.4 Monthly Transport allowance will be paid to all eligible employees at\nall levels at K235\u002F- gross month end.",{"bindId":118,"name":105,"text":106},"SUNDAY_trigger",{"bindId":120,"name":121,"text":122},"ANNLEAVE_trigger","An employee on annual leave shall be pai","An employee on annual leave shall be paid annual leave allowance at the rate\nof 100% of the Monthly basic salary.\n\n3.5.2 Annual leave allowance will be paid on the last working day preceding\nthe annual leave and only for employees going on leave for more than 7 days.\n\n3.5.3 Leave allowance for leave accrued, including during a probation period\nwill be paid to the estate of the employees in the event of death of the\nemployee.",{"bindId":124,"name":125,"text":126},"ONCERISE_trigger","Housing Allowance shall be paid at rate ","Housing Allowance shall be paid at rate of 35% of the employee's monthly\nbasic salary.",{"bindId":128,"name":50,"text":129},"sicknesspay","5.2.1 Sick leave will be granted for 3 months on full pay and thereafter at\nhalf pay for a further 3 months at the discretion of the Bank.\n\n5.2.2 If an employee continues on sick leave for more than three months,\nservice of such an employee may be discharged by the Bank upon the\nrecommendation of a registered physician.\n\n5.2.3 Sick leave will only be granted upon production of a medical\ncertificate issued by a qualified doctor at hospital or clinic. The Bank\nreserves the right to ask for medical certificate at any time from a physician\nappointed by the Bank.",{"bindId":131,"name":132,"text":133},"PAIDLEAV_trigger","5.1.1 Annual leave entitlement will be 2","5.1.1 Annual leave entitlement will be 24 working days per annum.",{"bindId":135,"name":136,"text":137},"dayspweek_select","5.1.2Working days are classified as bein","5.1.2Working days are classified as being Monday to Saturday with the\nexclusion of Sundays and Public Holidays.",{"bindId":139,"name":140,"text":141},"contracttrial","7.1.1 The probation period for an employ","7.1.1 The probation period for an employee shall be for the period of six\nmonths although the Bank reserves the right to increase or decrease this\nperiod.\n\n7.1.2 Termination of the service during the probation period can be effected\nby either party giving one day's notice.",{"bindId":143,"name":144,"text":145},"longtermillness","5.2.2 If an employee continues on sick l","5.2.2 If an employee continues on sick leave for more than three months,\nservice of such an employee may be discharged by the Bank upon the\nrecommendation of a registered physician.",{"bindId":147,"name":125,"text":126},"incidentalbonustype2",{"bindId":149,"name":50,"text":98},"sicknessmaxdaysnr",{"bindId":151,"name":101,"text":102},"healthcareaccessrelatives",{"bindId":153,"name":74,"text":75},"breastfeeding_workingtime",{"bindId":155,"name":66,"text":67},"menstruationleave",{"bindId":157,"name":158,"text":159},"bankholidays1","6.1.4 Public holidays as stipulated and ","6.1.4 Public holidays as stipulated and gazetted by the Government of the\nRepublic of Zambia shall be observed as such by the Bank and its employees.",{"bindId":161,"name":162,"text":163},"paidmaternityleavepay","5.8.1 Maternity leave will be granted to","5.8.1 Maternity leave will be granted to female employees for a maximum\nperiod of 120 days. Paid maternity leave will be subjected to the following\nconditions:\n\na) The employee should have at least completed (2) years continuous\nservice.\n\nb) There should be a gap of at least two years between one maternity leave\nand\n\nanother.",{"bindId":165,"name":166,"text":167},"trainingprogrammes","5.5.1 Study leave will be granted by the","5.5.1 Study leave will be granted by the Bank to an employee studying for\nthe Chartered Institute of Bankers (C.I.B) Examinations and approved Courses as\nlisted below upon completion of the three levels of C.I.B Examinations. On\nProduction of documentary evidence the Bank will allow three days leave per\nsubject including the day of Examination to such an employee. The Bank would\nreimburse Examination Fees only upon successful completion of each of the three\nlevels of C.I.B. Examination. \n\nStudy Leave will also be granted for the following courses:\n\n1. Accounting\n\n2. Human Resource Management\n\n3. Business Administration\n\n4. Secretarial\n\n5. Business Law and Commerce\n\n6. Information Technology\n\n7. Customer Service\n\n8. Prevention of Money Laundering and Frauds\n\n9. Office Administration\n\n10. Marketing\n\n5.5.2 The period of study leave will be granted as near to the examinations\nas work pressure permit but may not necessarily be immediate prior to the\nexamination date.",{"bindId":169,"name":162,"text":163},"paidmaternityleave",{"bindId":171,"name":172,"text":173},"contractseverancepay","In case of redundancy, the Bank shall gi","In case of redundancy, the Bank shall give notice of 30 days and shall pay\nto the staff redundancy benefits as under:\n\n3.5 months Basic Salary for each completed year from the date of permanent\nemployment of the employee.\n\nIn addition to the above, the bank shall pay transport expenses to the staff\nfrom the place of last posting to the place of original posting at the bank.",{"bindId":175,"name":176,"text":177},"jobsecuritymothers","5.8.2 If an employee returning to work f","5.8.2 If an employee returning to work from maternity leave is found to be\nmedically unfit to resume her duties, such an employee shall be treated in\naccordance with the rules governing sick leave.",{"bindId":179,"name":180,"text":181},"deathrelatives","5.3.1 Compassionate leave will be grante","5.3.1 Compassionate leave will be granted on death of a spouse or child at\n10 calendar days and in respect of father, mother, blood brother, blood sister\nfor 7 calendar days irrespective of the fact that the burial occurring within\ntown of residence or outside town of residence.\n\n5.3.2 The Bank may ask for documentary evidence to support the compassionate\nleave application.\n\n5.3.3 Compassionate leave will not be granted if the employee is already on\nleave.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB First Alliance Bank (Z) Limited - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-05-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2016-07-21\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                        First Alliance Bank (Z) Limited \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: → Yes\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: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Yes\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: → Yes\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → No\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 3500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 17 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 10 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\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\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 365 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 105 days\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wage increase: → ZMW 640.0\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 35 %\n                \u003C\u002Fdiv>\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            \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: → 100.0 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \n            \u003C\u002Fdiv>\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: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → ZMW 235.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 235.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[187],{"title":37,"slug":33},[189],{"type":190,"data":191},"call_to_action_body_block",{"title":192,"description":193,"variant":194,"link":195},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":192,"url":196,"description":192,"rel":197,"type":198},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[200],{"type":190,"data":201},{"title":192,"description":193,"variant":194,"link":202},{"title":192,"url":196,"description":192,"rel":197,"type":198},[]]