[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-agreement-between-indo-zambia-bank-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-indo-zambia-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2016","2286e952-ee30-11e6-872d-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fmemorandum-of-collective-agreement-between-indo-zambia-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002Fmemorandum-of-collective-agreement-between-indo-zambia-bank-limited-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002F","Memorandum of Collective Agreement between Indo Zambia Bank Limited and Zambia Union of Financial Institutions and Allied Workers - 2016","ZMB Indo Zambia Bank Limited - 2016","Zambia - ZMB Indo Zambia Bank Limited - 2016","ZMB Indo Zambia Bank Limited - 2016 - Financial services, banking, insurance",{"name":41,"data":42},"IZB.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>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 INDO ZAMBIA BANK LIMITED\n(HEREINAFTER REFERRED TO AS THE “ BANK” ) AND ZAMBIA UNION OF FINANCIAL\nINSTITUTIONS AND ALLIED WORKERS - 2016\u003C\u002Fh1>\n\n\u003Cp>JANUARY 2016 - DECEMBER 2017\u003C\u002Fp>\n\n\u003Cp>Representing employees eligible for representation by the Union in terms of\nitem 2 - Scope of the Agreement - the MEMORANDUM OF RECOGNITION AGREEMENT\nsigned on the 2nd day of July One Thousand Nine Hundred and Ninety Eight\nbetween the Bank and the Union.\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement made this 20th day of June 2016 between the Bank\nand the Union covering conditions of service as stipulated in the Memorandum of\nRecognition Agreement witnesseth as follows:\u003C\u002Fp>\n\n\u003Cp>DEFINITION OF TERMS\u003C\u002Fp>\n\n\u003Cp>The following terms shall in this Agreement mean as indicated here below:\u003C\u002Fp>\n\n\u003Cp>a) Salary - An employee's monthly basic salary, excluding allowances and any\nother cash benefits.\u003C\u002Fp>\n\n\u003Cp>b) Dependant Child - An employee's biological offspring or legally adopted\nminor \u002F dependant below the age of twenty one (21) years and who is neither\nworking nor married, registered with the Bank.\u003C\u002Fp>\n\n\u003Cp>d) Spouse - Husband\u002Fwife of an employee registered with the bank. The Bank\nshall only register one spouse per eligible employee.\u003C\u002Fp>\n\n\u003Cp>e) Eligible Employee - a Unionisable employee of the bank other than a\nmember of the Management of Indo Zambia Bank.\u003C\u002Fp>\n\n\u003Cp>f) Union - The Zambia Union of Financial Institutions and Allied Workers\n(ZUFIAW)\u003C\u002Fp>\n\n\u003Cp>g) Bank - Indo Zambia Bank\u003C\u002Fp>\n\n\u003Cp>Duration of this collective Agreement shall be for a period of not less than\ntwenty-four months commencing 1st January, 2016 provided that:\u003C\u002Fp>\n\n\u003Cp>a) Within 12 months of the date of the coming into effect of this Collective\nAgreement either party could call for a meeting to review salaries according to\nprevailing economic conditions during the period.\u003C\u002Fp>\n\n\u003Cp>b) At any time after 21 months of commencement of this Agreement, either\nparty will give to the other six weeks’ notice in writing of its desire for\nthis Agreement to co ntinue in force for a further period to be agreed upon, or\nof its intention to terminate the Agreement or alter a clause therein.\u003C\u002Fp>\n\n\u003Cp>c) In the event of emergency cases, both parties shall endeavour to meet as\nsoon as possible but not later than 14 days.\u003C\u002Fp>\n\n\u003Cp>d) The terms of this Agreement, shall be in accordance with the prevailing\nlabour legislations.\u003C\u002Fp>\n\n\u003Cp>e) The provision agreement shall be valid only so long as the Recognition\nAgreement between the Bank and the Union remains in force.\u003C\u002Fp>\n\n\u003Cp>f) Pending the signing of a new Collective Agreement the present Agreement\nshall continue in force.\u003C\u002Fp>\n\n\u003Cp>g) Application for a Change or Amendment\u003C\u002Fp>\n\n\u003Cp>It is agreed that if either the Union or the Bank consider that any part of\nthis Agreement should be changed or amended and if it is also considered that a\nchange is mutually beneficial to both the Union and the Bank and provided it is\nclearly sent to be a valid reason to recommend such a change or amendment to\nthis Agreement, it should be undertaken in the following manner:\u003C\u002Fp>\n\n\u003Cp>i) The Union or the Bank will indicate by letter its intention to discuss a\nchange or amendment to the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>ii) Such a letter indicated in (i) above will not be considered by the Joint\nNegotiating Council unless it is accompanied by written information\u002Fevidence or\nany other communication considered necessary to validate the intention to\nchange or amend the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>iii) The party requesting the change or amendment shall allow the other\nparty two weeks to consider the request. The Joint Negotiating Council shall\nafter two weeks, but not longer than three weeks after the date of this\noriginal letter, agree to meet to discuss the change.\u003C\u002Fp>\n\n\u003Ch2>Clause 1: Rate of Pay\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>i) Salary\u003C\u002Fp>\n\n\u003Cp>The rate of pay on salary for eligible employees as at 20th June 2016 has\nbeen increased with effect from 1st January 2016 at a rate of 14% across the\nboard. The new salary structure resultant thereupon is shown in Appendix A\nhereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 2: Upkeep Allowance\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>The Upkeep Allowance has been increased with effect from 1st January 2016 at\na rate of K400.00 across the board. This is an increase to the existing Upkeep\nAllowance, With effect from 1st January 2016, the new Upkeep Allowance is\nK1,450.00 per month.\u003C\u002Fp>\n\n\u003Ch2>Clause 3: Overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>i) Overtime shall be one and half the hourly rate on ordinary days and\ndouble the hourly rate on non-working Saturdays, Sundays and Public\nHolidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii) When an employee is made to work beyond 18:00 hours, the bank shall\nprovide a taxi or an employee will be reimbursed taxi expenses to his\u002Fher place\nof residence.\u003C\u002Fp>\n\n\u003Cp>iii) In addition, an employee who is made to work after 19:00 hours shall be\nprovided with dinner whose cost shall be K100\u002F-.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iv) When requested to work on a non-working day, an employee shall be paid\ntransport charges from the place of residence to the place of work and back.\nThe cost shall be determined by the prevailing taxi fare chart.\u003C\u002Fp>\n\n\u003Cp>v) Further, an employee requested to work on a non-working day shall be\nprovided with lunch allowance of K100\u002F-. If the employee works beyond 18:30\nhours, he\u002Fshe shall be provided with dinner allowance of K100\u002F-.\u003C\u002Fp>\n\n\u003Ch2>Clause 4: Mid Month Advance\u003C\u002Fh2>\n\n\u003Cp>Employees shall on request draw 30% of their basic salary at mid month\nwithout giving reasons subject to the resultant net pay not being less than\nK500.00\u003C\u002Fp>\n\n\u003Ch2>Clause 5: Salary Advance\u003C\u002Fh2>\n\n\u003Cp>On request, an employee shall be granted salary advance computed as 30% of\nan employee’s basic salary multiplied by 2 and payable in two (2) instalments\nas long as the resultant net pay is not less than K500.00. The deductions shall\ncommence in the following month.\u003C\u002Fp>\n\n\u003Ch2>Clause 6: Annual Leave Accrual\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>The Bank and the Union agree that accrued leave days shall be granted as\nfollows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-holidaysdays\">\u003Cp>i) Employees with 0-5 years of service shall accrue 24 working days per year\nexclusive of Saturdays, Sundays and gazetted public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii) Employees with over 5 years of service shall accrue 30 working days per\nyear exclusive of Saturdays, Sundays and holidays.\u003C\u002Fp>\n\n\u003Cp>iii) The, accrued leave days shall be displayed on the employees’ pay\nslips at the end of each month, subject to the availability of IT software.\u003C\u002Fp>\n\n\u003Cp>iv) A minimum of 5 days will however be left on each employees accrued leave\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 7: Annual Leave Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>The Bank and the Union agree that;\u003C\u002Fp>\n\n\u003Cp>i) Annual Leave Allowance shall be paid at the rate of 12.5% of one's Annual\nBasic Salary (taxable).\u003C\u002Fp>\n\n\u003Cp>ii) Leave accrued, including during a probationary period will be paid to\nthe employee or his\u002Fher estate in cash in the event of termination of contract\nor death, provided that all indebtedness to the Bank shall first be\nrecovered.\u003C\u002Fp>\n\n\u003Cp>iii) Annual leave allowance shall be paid only when an employee proceeds on\na minimum of seven (7) working days annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iv) An employee whose annual leave has been approved but could not proceed\nimmediately or who has been recalled due to pressure of work shall be allowed\nto draw annual leave allowance and communication to resume or recall leave\nshall be in writing, Such leave will be credited back to the affected employee\nor taken at another appropriate time.\u003C\u002Fp>\n\n\u003Ch2>Clause 8: Study Leave\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>i) An employee, on satisfactory proof of registration shall be granted 10\ncalendar days inclusive of the actual period of writing examinations, twice in\na year.\u003C\u002Fp>\n\n\u003Cp>ii) The following are the accepted Professional fields of study and such\ncourse of study must have a duration of not less than 6 months.\u003C\u002Fp>\n\n\u003Cp>a) Banking and Finance Accounting\u003C\u002Fp>\n\n\u003Cp>b) -Human Resource Management\u003C\u002Fp>\n\n\u003Cp>- Business Administration\u003C\u002Fp>\n\n\u003Cp>e) Secretarial\u003C\u002Fp>\n\n\u003Cp>Business Law and Commerce\u003C\u002Fp>\n\n\u003Cp>g) Information Technology\u003C\u002Fp>\n\n\u003Cp>h)Customer Service\u003C\u002Fp>\n\n\u003Cp>i) Prevention of Money Laundering and Frauds\u003C\u002Fp>\n\n\u003Cp>j) Office Administration\u003C\u002Fp>\n\n\u003Cp>k) Marketing\u003C\u002Fp>\n\n\u003Cp>l) Any other course that management may deem necessary or relevant to the\nbank.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>m) Further, in keeping with the objectives of the training policy, an\neligible employee who successfully completes the approved training courses may\nbe considered for an incentive by the Management in form of salary adjustment\nby one or two notches or job re-grading. The employee shall also be entitled to\n60% reimbursement of registration, tuition and examination fees on production\nof authentic receipts and transcripts of results. However, reimbursement will\nonly be for successfully completed exam\u002Fpaper\u002Fcourse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>iv) Further, one (1) Notch will be given at each level of qualification as\ntabulated below for staff pursuing Banking and Finance courses from the Zambia\nInstitute of Banking and Financial Studies and any approved institution:\u003C\u002Fp>\n\n\u003Cp>Certificate level: 1Notch\u003C\u002Fp>\n\n\u003Cp>Diploma Level: 1Notch\u003C\u002Fp>\n\n\u003Cp>Degree level: 1Notch\u003C\u002Fp>\n\n\u003Cp>v) A Study Tracking Form shall be completed once for each qualification\npursued.\u003C\u002Fp>\n\n\u003Ch2>Clause 9: Compassionate Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>i) On written application and supported by documentary evidence, an employee\nshall be granted 10 working days on death of spouse, child, parent, blood\nsister and blood brother.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii) Days in excess of 10 working days shall be granted at the discretion of\nManagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 10: Nursing a Sick Child and Spouse\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>An employee shall be granted leave for the purpose of nursing his\u002Fher sick\nspouse or child provided that he\u002Fshe produces\u003C\u002Fp>\n\n\u003Cp>documentary recommendation from a Government approved Doctor registered with\nthe Medical Council of Zambia stating that his\u002Fher presence is required and\nstating the number of days. ii) Documentary recommendation from registered\ntraditional healers will only be accepted if there is evidence to show that\u003C\u002Fp>\n\n\u003Cp>professionally qualified doctors have failed to treat the sick person.\u003C\u002Fp>\n\n\u003Ch2>Clause 11: Unpaid Leave\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>i) Management shall on application, grant unpaid leave of up to a maximum of\ntwo (2) years in compassionate cases and purposes of study provided that an\nemployee has served a continuous minimum tenure of two (2) years with the Bank,\nii) 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\navailability of vacancies.\u003C\u002Fp>\n\n\u003Ch2>Clause 12: Special Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>i)An employee who is required by law to attend court proceedings shall be\nallowed special leave for the number of days required.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>ii) In conformity with the provisions of the Labour and Industrial Relations\nAct, a female employee shall be entitled to one (1) day absence from work in a\nmonth without giving reasons.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 13: Sick Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>Employees who are confirmed in their appointments and who are on prolonged\nmedical treatment because of ill health shall be entitled to sick leave as\nfollows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>i) Twelve months (12) on full pay subject to the production of medical\ncertificate signed by a government registered medical practitioner. Therefore,\na certificate from the government registered medical practitioner will\ndetermine suitability for continued employment with the bank.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>ii) However, recommendations from registered traditional healers will be\nrecognized as a certificate of absence provided there is a letter from a\ngovernment hospital doctor stating that the employee attended treatment at the\nhospital and that the nature of the illness could not be cured.\u003C\u002Fp>\n\n\u003Cp>iii) The employer reserves the right to have an employee examined by a\nGovernment registered medical practitioner.\u003C\u002Fp>\n\n\u003Ch2>Clause 14: Maternity Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>i) Eligible female employees shall be entitled to ninety (90) calendar days\npaid maternity leave after serving the initial two (2) years and thereafter at\nintervals of not less than two years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>ii) Such leave shall be exclusive of annual leave of which the latter shall\nnot be taken together with maternity leave except with agreement of employer\nand employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>iii) Breastfeeding mothers shall be given one (1) hour breast feeding time\nexclusive of lunch hour.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingfacilities\">\u003Cp>iv) The bank shall provide a place where female employees who have babies\nwho are not more than one (1) year old will breast feed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 15: Paternity Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Eligible male employees shall be entitled to five (5) working days paid\npaternity leave on the birth of his child with a registered spouse after\nserving the initial two (2) years and thereafter at intervals of not less than\ntwo years. This paternity leave must be taken within a week of birth or it will\nbe forfeited.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 16: Public Holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\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>Clause 17: Hours of work\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Hours of work shall be restricted to forty four (44) hours per week or\none hundred and seventy six (176) hours per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Hours in excess of this shall constitute overtime.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>ii) The hours per week shall be as follows:\u003C\u002Fp>\n\n\u003Cp>a) Monday to Friday 08:00 hours to 17:00 hours excluding one hour for\nlunch.\u003C\u002Fp>\n\n\u003Cp>b) First and last Saturday of the month, 08:00 hours to 13:00 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>iii) Lunchtime will be staggered from 11:30 hours to 14:30 hours.\u003C\u002Fp>\n\n\u003Cp>iv) Management shall at all times be encouraged to release staff for lunch.\nWhere this is not possible or staff are requested to work throughout the\nprescribed lunch hours, eligible staff shall be paid a lunch allowance of\nK100.00.\u003C\u002Fp>\n\n\u003Ch2>Clause 18: Probation\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Newly recruited employees shall now be represented by the Union unless\nthey choose not to. ii) The probationary period shall be six (6) months.\u003C\u002Fp>\n\n\u003Cp>iv) During probation, the Bank may terminate the employee’s appointment by\ngiving the employee one (1) month’s notice of termination or pay one (1)\nmonth’s salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>v) An employee serving on probation may terminate his\u002Fher appointment by\ngiving one (1) month’s notice in writing of the intention to terminate\nhis\u002Fher appointment or may lose one (1) month salary in lieu of notice. This\nnotice shall be exclusive of any leave due to him \u002Fher. An employee may not\ntake leave after he\u002Fshe has submitted his\u002Fher notice of termination of\nappointment.\u003C\u002Fp>\n\n\u003Cp>vi) Management, however, reserves the right to extend the period of\nprobation for up to a further six (6) months at its own discretion. This\nextension shall however, be in writing stating reasons for extension.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 19: Protective Clothing and Uniforms\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) For Messengers, Commissioners, Cleaners, Drivers and Artisans, the\nfollowing shall be provided:\u003C\u002Fp>\n\n\u003Cp>a) Two pullovers, two pairs of shoes, two pairs of socks and three sets of\nuniforms per annum. All the above mentioned shall be provided with uniforms and\nequipment consistent with their work. Two packets of washing detergents of 500\ngrams each per month will also be provided.\u003C\u002Fp>\n\n\u003Cp>b)Head Messengers, Drivers and Commissioners shall be provided with uniforms\nto distinguish them from the rest.\u003C\u002Fp>\n\n\u003Cp>c) In addition, office raincoats and umbrellas for Messengers for use during\nthe rain season remain the property of the bank. \u003C\u002Fp>\n\n\u003Cp>d) Bulk cashiers\u002FCustodians shall be provided with dustcoats, and one packet\nof milk per day to be consumed at the place of work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 20:Upset\u002FDisturbance allowance\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>When an employee is transferred beyond a radius of 40km outside his\u002Fher town\nof residence, at the instance of the bank, an upset\u002Fdisturbance allowance will\nbe paid as follows:\u003C\u002Fp>\n\n\u003Cp>i) 20% of one's annual basic salary across the board;\u003C\u002Fp>\n\n\u003Cp>ii) In addition, the Bank shall provide transport for the transportation of\npersonal effects, self and registered dependants.\u003C\u002Fp>\n\n\u003Cp>iii) Upon transfer to a new centre, it is expected that the employee should\nfind a suitable accommodation within 10 days. Until such time, the employee has\nthe option of being accommodated or drawing subsistence allowance as stated in\nclause 22. No allowance will be paid after 10 days. In case:\u003C\u002Fp>\n\n\u003Cp>(a) The employee is provided accommodation on arrival, the above benefit is\nnot available.\u003C\u002Fp>\n\n\u003Cp>(b) The employee finds an accommodation, before 10 calendar days, this\nbenefit will cease on the date lease for new accommodation is signed,\u003C\u002Fp>\n\n\u003Ch2>Clause 21: Acting Allowance and Period\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) For an employee to qualify for Acting Allowance he\u002Fshe has to act for a\nperiod of not less than 10 working days, in a higher grade.\u003C\u002Fp>\n\n\u003Cp>ii) If an employee acts in the same position for the second time, this\nperiod shall be reduced to 7 working days.\u003C\u002Fp>\n\n\u003Cp>iii) The Acting Allowance shall be 12% of the acting employee's monthly\nbasic salary or the difference between the incumbent employee's monthly salary\nand the acting employee's monthly basic salary, whichever is higher.\u003C\u002Fp>\n\n\u003Cp>iv) An employee nominated to act shall be informed in writing prior to\ncarrying out duties involving payment of Acting Allowance.\u003C\u002Fp>\n\n\u003Ch2>Clause 22: Travelling on Duty Allowance\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) When a member of staff is travelling on duty, they shall draw Kilometre\nAllowance. In the event that more than one (1) member of staff is travelling\nfrom the same branch, the Kilometer Allowance shall be paid to one (1) member\nof staff who shall accommodate 2 more members of staff and the number shall not\nexceed four (4) in one vehicle, provided they are travelling for the same Bank\nduty.\u003C\u002Fp>\n\n\u003Cp>ii) When travelling on duty, the bank shall provide transport and full board\nlodging, at a good standard accommodation.\u003C\u002Fp>\n\n\u003Cp>iii) However, in the event that an employee is not accommodated by the bank\nshe\u002Fhe shall be paid K530.00 subsistence allowance per night,\u003C\u002Fp>\n\n\u003Cp>iv) In addition to the above cases, the bank shall provide K160.00 as out of\npocket allowance per night.\u003C\u002Fp>\n\n\u003Cp>v) An employee shall have the option of whether to be accommodated or\nnot.\u003C\u002Fp>\n\n\u003Ch2>Clause 23: Kilometre Allowance\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>When travelling outside town of residence on duty while using their personal\nvehicles, an eligible employee shall be paid K4.00 per kilometre.\u003C\u002Fp>\n\n\u003Ch2>Clause 24: Funeral Expenses\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) In the event of death of an employee, spouse, child and parent, the bank\nshall provide the following grants:\u003C\u002Fp>\n\n\u003Cp>Eligible Employee - K4,000.00\u003C\u002Fp>\n\n\u003Cp>Spouse \u002F registered Child \u002F Parent - K4,000.00\u003C\u002Fp>\n\n\u003Cp>A casket and funeral parlour services shall be provided on death of employee\nwhilst the registered spouse and child will be provided with a casket only.\u003C\u002Fp>\n\n\u003Cp>i) Two minibuses (Twenty Six (26) seater) shall be provided for the\ntransportation of mourners to and from the funeral house and the graveyard in\nall cases above within station. \u003C\u002Fp>\n\n\u003Cp>ii) Other Funeral and Commuter benefits which are part of the Group Life\nAssurance scheme shall be availed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 25: Medical Allowance\u002FAssistance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) The bank shall pay 13% of one’s monthly basic salary, as medical\nallowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>ii) A Medical Insurance Scheme will be introduced whose premium will be\ndeducted from the member of staff,\u003C\u002Fp>\n\n\u003Cp>iii) This allowance shall be subject to tax.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>iv) Further, the bank and the union have agreed that there will be an\nHIV\u002FAIDS policy in place to address the issue of the pandemic within the\nworkplace.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 26: Cashier's Risk Allowance\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>i) A Cashier shall be paid a Cashiers Risk allowance of K650.00 per\nmonth.\u003C\u002Fp>\n\n\u003Cp>ii) This allowance shall be subjected to tax.\u003C\u002Fp>\n\n\u003Ch2>Clause 27: Pension Scheme\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The Bank and Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>An in-house pension scheme shall be established for the purpose of\nadministering employees’ pension\u002F terminal benefits.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 28: Conditions on premises\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that;\u003C\u002Fp>\n\n\u003Cp>i) A reasonable sized refrigerator primarily for storage of water, stove, a\nwater dispenser and a microwave oven shall be provided at the place of work.\u003C\u002Fp>\n\n\u003Cp>ii) Whenever major construction works\u002Frenovations 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>iii) 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. A packet of milk and smocks shall be provided. \u003C\u002Fp>\n\n\u003Cp>iv) 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>v) All work areas including the banking hall shall be well ventilated by air\nconditioning units, which must be regularly serviced and well lit according to\nelectrical specifications.\u003C\u002Fp>\n\n\u003Ch2>Clause 29: Repatriation of Employees\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) On termination of service, all eligible employees are entitled to be\nrepatriated together with their families from places of employment to places of\nrecruitment as stipulated in the Employment Act under the following\ncircumstances;\u003C\u002Fp>\n\n\u003Cp>a) The employee being medically discharged.\u003C\u002Fp>\n\n\u003Cp>b) The employee being declared redundant.\u003C\u002Fp>\n\n\u003Cp>c) Upon normal and\u002For early retirement.\u003C\u002Fp>\n\n\u003Cp>d) The employee dying in service in which case the benefits may be payable\nto the family of the deceased employee.\u003C\u002Fp>\n\n\u003Cp>ii) However, employees may elect to be repatriated to places of their\nchoice, but the Bank shall only meet that portion of the cost of repatriation\nto the places of recruitment.\u003C\u002Fp>\n\n\u003Cp>iii) In addition, where termination takes place within the place of\nrecruitment and depending on the circumstances leading to termination service,\nthe Bank shall provide the employee with transport expenses to his\u002Fher place of\nsettlement.\u003C\u002Fp>\n\n\u003Cp>iv) A repatriation allowance shall be paid to eligible employees whose\namount shall be determined by the prevailing market transportation costs. Three\nquotations shall be provided.\u003C\u002Fp>\n\n\u003Ch2>Clause 30: Redundancy\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Redundancy is a negotiable item and that in the event of redundancies\nbeing executed; this exercise shall require full consultations between the\nUnion and the Bank to work out modalities of its implementation.\u003C\u002Fp>\n\n\u003Cp>ii) Redundancy will not arise where:\u003C\u002Fp>\n\n\u003Cp>a) In the event of it being necessary to reduce staff at one branch because\nof its closure or small work load, an  affected employee is offered\nalternative employment appropriate to his\u002Fher grade at another branch, whether\nor not the offer is accepted.\u003C\u002Fp>\n\n\u003Cp>b) Where the business is wholly or partially taken over by or merged with\nany third party and continued employment is offered to employees on similar\nterms\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 31: Early Retirement\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Subject to Management approval, an employee who has served the bank for a\ncontinuous minimum of 10 years unbroken service shall upon application be\neligible for early retirement.\u003C\u002Fp>\n\n\u003Cp>ii) Where such application is successful \u002F unsuccessful the Bank shall\ncommunicate in writing.\u003C\u002Fp>\n\n\u003Cp>ii) An employee may retire by giving one (1) months notice in writing of the\nintention to terminate his\u002Fher appointment or may lose one (1) months salary in\nlieu of notice. This notice shall be exclusive of any leave due to him \u002Fher. In\ncase of a resignation, an employee may not take leave after submission of\nnotice of termination of appointment. Only members of staff who will be\nproceeding on Early and Normal retirement will be allowed to proceed on leave\nprior to their retirement.\u003C\u002Fp>\n\n\u003Ch2>Clause 32: Normal Retirement\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Upon completing 20 years of continuous service or upon reaching either 55\nyears or 60 years of age, an employee may proceed on normal retirement.\u003C\u002Fp>\n\n\u003Cp>ii) The normal retirement package shall be calculated at 4 months Basic\nSalary for each completed year of active service.\u003C\u002Fp>\n\n\u003Cp>iii) Employee due for normal retirement will be given appropriate notice of\nthe impending retirement.\u003C\u002Fp>\n\n\u003Cp>iv) An employee may retire by giving one (1) months notice in writing of the\nintention to terminate his\u002Fher appointment or may one (1) months salary in lieu\nof notice. This notice shall be exclusive of any leave due to him \u002Fher. In case\nof a resignation, an employee may not take leave after submission of notice of\ntermination of appointment. Only members of staff who will be proceeding on\nEarly and Normal retirement will be allowed to proceed on leave prior to their\nretirement.\u003C\u002Fp>\n\n\u003Ch2>Clause 33: Retirement on Medical Grounds\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>An employee being retired on medical grounds shall be paid 4 months basic\nsalary for each completed year of active service.\u003C\u002Fp>\n\n\u003Ch2>Clause 34: Merging of Banks\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>In the event of a merger of the Bank, there shall be consultations between\nthe Bank and the Union on the modalities of its implementation, provided that\nthese consultations shall be made in conformity with the provisions of the\nexisting laws of the land.\u003C\u002Fp>\n\n\u003Ch2>Clause 35: Marriage\u002FDivorces\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>All marriages, divorces, births and deaths shall be notified to Personnel\ndepartment in order to enable them adjust employee records.\u003C\u002Fp>\n\n\u003Ch2>Clause 36: Notches\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Notches for all categories shall be spread as 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>Non clerical\u003C\u002Ftd>\n      \u003Ctd>35 notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Typists, Telephonist, Artisans & Drivers \u003C\u002Ftd>\n      \u003Ctd>30 notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clericals\u003C\u002Ftd>\n      \u003Ctd>20 notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Supervisors\u003C\u002Ftd>\n      \u003Ctd>18 notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Stenographers\u003C\u002Ftd>\n      \u003Ctd>16 notches\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>ii) The notch value in the salary structure has to graduate in order of\nseniority of grade and that such notch value column for each grade shall be\ndisplayed in Appendix A to the Collective Agreement.\u003C\u002Fp>\n\n\u003Ch2>Clause 37: Efficiency Barriers\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Each category of employee shall be subjected to Efficiency Barriers so as\nto enhance productivity and efficiency among staff in the bank.\u003C\u002Fp>\n\n\u003Cp>ii) Awarding of Notches will be based on individual performance and will be\nat management’s discretion.\u003C\u002Fp>\n\n\u003Cp>iii) The assessments shall be banded as follows:\u003C\u002Fp>\n\n\u003Cp>a) 1 Notch-Good performer\u003C\u002Fp>\n\n\u003Cp>b) 2 Notches-Very good performer\u003C\u002Fp>\n\n\u003Cp>c) 3 Notches-Excellent performer\u003C\u002Fp>\n\n\u003Cp>iv) An employee who is assessed as Excellent will get the maximum notch\nincrement while the employee who is assessed as good will receive minimum\nincrement.\u003C\u002Fp>\n\n\u003Cp>v) Employees whose work may be regarded as unsatisfactory will be given the\nopportunity to transfer to another department\u002Fbranch in order to work under a\nnew and different environment for further assessment.\u003C\u002Fp>\n\n\u003Cp>vi) All assessments for awarding incremental notches will be based on\nconsistent pattern of performance for over a period of one (1) year.\u003C\u002Fp>\n\n\u003Ch2>Clause 38: Dress Code\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>Eligible employees shall abide by the dress code as agreed between the Bank\nand the Union from time to time.\u003C\u002Fp>\n\n\u003Ch2>Clause 39: Christmas Hampers\u002FVouchers\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>As a token of appreciation, employees may be given a Christmas voucher at\nChristmas containing an assortment of household consumables for a family of\nsix.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 40: Labour Day Celebrations\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformancesec\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>The Bank and the Union agree that:\u003C\u002Fp>\n\n\u003Cp>There shall be a Labour Day organising Committee of equal representation\nthat shall be formed to coordinate the Labour Day Celebrations. As practicable\nas possible, labour day Awards may be held on 1st May but not after 30th\nJune. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 41: Long Service Award\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) An employee who has served the bank for a continuous minimum period of 12\nyears on the anniversary, shall be given an item valued at K6,500.00 or be paid\nK6,500,00 in lieu of provided that at the anniversary, an employee has\nunblemished disciplinary charge, an employee may be eligible to receive the\naward at the next anniversary.\u003C\u002Fp>\n\n\u003Cp>ii) Further, an employee shall be issued with a certificate of the award.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Clause 42: Staff Loans\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>i) Staff loans are a non-negotiable item. However, for the purposes of\ninformation, the following loans may be available to staff who are confirmed in\ntheir appointments.\u003C\u002Fp>\n\n\u003Cp>a) Personal loan\u003C\u002Fp>\n\n\u003Cp>b) House loan\u003C\u002Fp>\n\n\u003Cp>c) Car loan\u003C\u002Fp>\n\n\u003Cp>d) Education loan\u003C\u002Fp>\n\n\u003Cp>e) Furniture loan\u003C\u002Fp>\n\n\u003Cp>ii) Details of, such loans may be obtained from the credit \u002F Personnel\ndepartment.\u003C\u002Fp>\n\n\u003Ch2>Clause 43: Resignations\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>(i) An employee, who resigns from the services of the Bank, shall be\nentitled to terminal benefits of the balance of accrued leave days and any\nother benefits due, provided that all bank loans and indebtedness are fully\ndischarged.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee wishing to resign shall give one (1) month’s notice of\nresignation in writing or may lose one (1) month’s salary in lieu of notice.\nThis notice shall be exclusive of any leave due to him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>(iii) In case of a resignation, an employee may not take leave after\nsubmission of notice of termination of appointment. Only members of staff who\nwill be proceeding on Early and Normal retirement will be allowed to proceed on\nleave prior to their \u003C\u002Fp>\n\n\u003Ch2>Clause 44: Death in Service\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>In the event of an employee dying in service, the following benefits shall\nbe payable to the deceased employee’s next of kin or appointed administrator,\nprovided always that all indebtedness to the bank are recovered:\u003C\u002Fp>\n\n\u003Cp>i) A Group Life Assurance Policy, as determined by the Insurance Company and\nother benefits therein.\u003C\u002Fp>\n\n\u003Cp>ii) Balance of Leave days accrued to date.\u003C\u002Fp>\n\n\u003Cp>iii) Both employer and employee contributions towards internal pension\nscheme, where applicable.\u003C\u002Fp>\n\n\u003Cp>iv) In addition to the above, Terminal benefits equivalent to four (4)\nmonths basic salary for each year served, will be given to staff who have\nworked for fifteen (15) years continuous service or more.\u003C\u002Fp>\n\n\u003Ch2>Clause 45: Canteen Facilities\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>These shall be canteen facilities at places of work managed by a Canteen\nCommittee.\u003C\u002Fp>\n\n\u003Ch2>Clause 46: Workshop \u002F Seminar Allowance\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>Management shall continue to render support\u002Fassistance to eligible employees\ngoing for Conferences, Workshops and Seminars.\u003C\u002Fp>\n\n\u003Ch2>Clause 47: Tools Allowance\u003C\u002Fh2>\n\n\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>iii) The bank shall provide appropriate tools to the Artisans for execution\nof their work.\u003C\u002Fp>\n\n\u003Cp>iv) Where tools are not provided, the employees shall report for work and\nperform such duties as shall be assigned to him\u002Fher as long as they do not fall\noutside the normal sphere of his \u002Fher job.\u003C\u002Fp>\n\n\u003Ch2>Clause 48:Education Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>The Bank and the Union have agreed that:\u003C\u002Fp>\n\n\u003Cp>An eligible employee shall be paid education allowance at the rate of 8% of\none’s monthly basic.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>IN WITNESS WHEREOF, WE HAVE HEREUNDER SET OUR HANDS THIS\u003C\u002Fp>\n\n\u003Cp>20th DAY OF JUNE 2016 \u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE BANK\u003C\u002Fp>\n\n\u003Cp>- MAHESH M. BANSAL (MR)\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- GODWIN C. NGOMA (MR)\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\u003C\u002Fp>\n\n\u003Cp>- CHRISTOPHER WAKUNG’UMA (MR)\u003C\u002Fp>\n\n\u003Cp>CHIEF MANAGER HUMAN RESOURCES\u003C\u002Fp>\n\n\u003Cp>- RAMESH GOPALARATNAM (MR)\u003C\u002Fp>\n\n\u003Cp>BARGAINING UNIT CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF UNION\u003C\u002Fp>\n\n\u003Cp>- CHINGATI MSISKA (MR)\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>- MILANDU SICHIKOLO (MR)\u003C\u002Fp>\n\n\u003Cp>UNION DELEGATION LEADER\u003C\u002Fp>\n\n\u003Cp>- COLLINS CHIWATI (MR)\u003C\u002Fp>\n\n\u003Cp>ZUFIAW INDO BRANCH CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>- MARINA KAPANDULA (MRS)\u003C\u002Fp>\n\n\u003Cp>BARGAINING UNIT SECRETARY\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\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,"trainingprogrammes":48,"paidmaternityleaveduration":52,"ONCERISE_trigger":56,"hourspweek_select":60,"childcare":64,"hourspmonth_select":68,"STRUCINCR_trigger":71,"nursingmothers":75,"funeralpay":79,"maternityotherclause":82,"paidmaternityleavepayperc":86,"pensionfund":88,"OVERTIME_trigger":92,"ADMINISTRATIVE_trigger":96,"holidaysdays":100,"healthcareaccess":104,"healthinsurance":107,"SUNDAY_trigger":111,"ANNLEAVE_trigger":115,"protectiveclothing":119,"healthandsafetypolicy":122,"paidpaternityleavepay":124,"contracttrial":128,"sicknesspay":131,"paidmaternityleaveall":135,"paidpaternityleave":137,"educationtuition":139,"extrapayfirmperformancesec":142,"menstruationleave":145,"nursingfacilities":149,"bankholidays1":153,"hivpolicy":157,"SENIOR_trigger":161,"sicknessmaxdays":164,"paidmaternityleave":168,"contractseverancepay":172,"PAIDLEAV_trigger":175,"deathrelatives":179},{"bindId":45,"name":46,"text":47},"ONCERISE2_trigger","The Bank and the Union agree that: There","The Bank and the Union agree that:\n\nThere shall be a Labour Day organising Committee of equal representation\nthat shall be formed to coordinate the Labour Day Celebrations. As practicable\nas possible, labour day Awards may be held on 1st May but not after 30th\nJune. ",{"bindId":49,"name":50,"text":51},"trainingprogrammes","m) Further, in keeping with the objectiv","m) Further, in keeping with the objectives of the training policy, an\neligible employee who successfully completes the approved training courses may\nbe considered for an incentive by the Management in form of salary adjustment\nby one or two notches or job re-grading. The employee shall also be entitled to\n60% reimbursement of registration, tuition and examination fees on production\nof authentic receipts and transcripts of results. However, reimbursement will\nonly be for successfully completed exam\u002Fpaper\u002Fcourse.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","i) Eligible female employees shall be en","i) Eligible female employees shall be entitled to ninety (90) calendar days\npaid maternity leave after serving the initial two (2) years and thereafter at\nintervals of not less than two years.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","The Bank and the Union agree that: As a ","The Bank and the Union agree that:\n\nAs a token of appreciation, employees may be given a Christmas voucher at\nChristmas containing an assortment of household consumables for a family of\nsix.",{"bindId":61,"name":62,"text":63},"hourspweek_select","The Bank and the Union have agreed that:","The Bank and the Union have agreed that:\n\ni) Hours of work shall be restricted to forty four (44) hours per week or\none hundred and seventy six (176) hours per month.\n\nHours in excess of this shall constitute overtime.\n\nii) The hours per week shall be as follows:\n\na) Monday to Friday 08:00 hours to 17:00 hours excluding one hour for\nlunch.\n\nb) First and last Saturday of the month, 08:00 hours to 13:00 hours.",{"bindId":65,"name":66,"text":67},"childcare","The Bank and the Union agree that: i) On","The Bank and the Union agree that:\n\ni) On written application and supported by documentary evidence, an employee\nshall be granted 10 working days on death of spouse, child, parent, blood\nsister and blood brother.",{"bindId":69,"name":62,"text":70},"hourspmonth_select","The Bank and the Union have agreed that:\n\ni) Hours of work shall be restricted to forty four (44) hours per week or\none hundred and seventy six (176) hours per month.",{"bindId":72,"name":73,"text":74},"STRUCINCR_trigger","i) Salary The rate of pay on salary for ","i) Salary\n\nThe rate of pay on salary for eligible employees as at 20th June 2016 has\nbeen increased with effect from 1st January 2016 at a rate of 14% across the\nboard. The new salary structure resultant thereupon is shown in Appendix A\nhereto.",{"bindId":76,"name":77,"text":78},"nursingmothers","iii) Breastfeeding mothers shall be give","iii) Breastfeeding mothers shall be given one (1) hour breast feeding time\nexclusive of lunch hour.",{"bindId":80,"name":62,"text":81},"funeralpay","The Bank and the Union have agreed that:\n\ni) In the event of death of an employee, spouse, child and parent, the bank\nshall provide the following grants:\n\nEligible Employee - K4,000.00\n\nSpouse \u002F registered Child \u002F Parent - K4,000.00\n\nA casket and funeral parlour services shall be provided on death of employee\nwhilst the registered spouse and child will be provided with a casket only.\n\ni) Two minibuses (Twenty Six (26) seater) shall be provided for the\ntransportation of mourners to and from the funeral house and the graveyard in\nall cases above within station. \n\nii) Other Funeral and Commuter benefits which are part of the Group Life\nAssurance scheme shall be availed.",{"bindId":83,"name":84,"text":85},"maternityotherclause","ii) Such leave shall be exclusive of ann","ii) Such leave shall be exclusive of annual leave of which the latter shall\nnot be taken together with maternity leave except with agreement of employer\nand employee.",{"bindId":87,"name":54,"text":55},"paidmaternityleavepayperc",{"bindId":89,"name":90,"text":91},"pensionfund","The Bank and Union have agreed that: An ","The Bank and Union have agreed that:\n\nAn in-house pension scheme shall be established for the purpose of\nadministering employees’ pension\u002F terminal benefits.",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","The Bank and the Union agree that: i) Ov","The Bank and the Union agree that:\n\ni) Overtime shall be one and half the hourly rate on ordinary days and\ndouble the hourly rate on non-working Saturdays, Sundays and Public\nHolidays.\n\nii) When an employee is made to work beyond 18:00 hours, the bank shall\nprovide a taxi or an employee will be reimbursed taxi expenses to his\u002Fher place\nof residence.\n\niii) In addition, an employee who is made to work after 19:00 hours shall be\nprovided with dinner whose cost shall be K100\u002F-.",{"bindId":97,"name":98,"text":99},"ADMINISTRATIVE_trigger","The Bank and the Union agree that: i)An ","The Bank and the Union agree that:\n\ni)An employee who is required by law to attend court proceedings shall be\nallowed special leave for the number of days required.",{"bindId":101,"name":102,"text":103},"holidaysdays","i) Employees with 0-5 years of service s","i) Employees with 0-5 years of service shall accrue 24 working days per year\nexclusive of Saturdays, Sundays and gazetted public holidays.",{"bindId":105,"name":62,"text":106},"healthcareaccess","The Bank and the Union have agreed that:\n\ni) The bank shall pay 13% of one’s monthly basic salary, as medical\nallowance.",{"bindId":108,"name":109,"text":110},"healthinsurance","ii) A Medical Insurance Scheme will be i","ii) A Medical Insurance Scheme will be introduced whose premium will be\ndeducted from the member of staff,\n\niii) This allowance shall be subject to tax.",{"bindId":112,"name":113,"text":114},"SUNDAY_trigger","i) Overtime shall be one and half the ho","i) Overtime shall be one and half the hourly rate on ordinary days and\ndouble the hourly rate on non-working Saturdays, Sundays and Public\nHolidays.",{"bindId":116,"name":117,"text":118},"ANNLEAVE_trigger","The Bank and the Union agree that; i) An","The Bank and the Union agree that;\n\ni) Annual Leave Allowance shall be paid at the rate of 12.5% of one's Annual\nBasic Salary (taxable).\n\nii) Leave accrued, including during a probationary period will be paid to\nthe employee or his\u002Fher estate in cash in the event of termination of contract\nor death, provided that all indebtedness to the Bank shall first be\nrecovered.\n\niii) Annual leave allowance shall be paid only when an employee proceeds on\na minimum of seven (7) working days annual leave.",{"bindId":120,"name":62,"text":121},"protectiveclothing","The Bank and the Union have agreed that:\n\ni) For Messengers, Commissioners, Cleaners, Drivers and Artisans, the\nfollowing shall be provided:\n\na) Two pullovers, two pairs of shoes, two pairs of socks and three sets of\nuniforms per annum. All the above mentioned shall be provided with uniforms and\nequipment consistent with their work. Two packets of washing detergents of 500\ngrams each per month will also be provided.\n\nb)Head Messengers, Drivers and Commissioners shall be provided with uniforms\nto distinguish them from the rest.\n\nc) In addition, office raincoats and umbrellas for Messengers for use during\nthe rain season remain the property of the bank. \n\nd) Bulk cashiers\u002FCustodians shall be provided with dustcoats, and one packet\nof milk per day to be consumed at the place of work.",{"bindId":123,"name":62,"text":121},"healthandsafetypolicy",{"bindId":125,"name":126,"text":127},"paidpaternityleavepay","Eligible male employees shall be entitle","Eligible male employees shall be entitled to five (5) working days paid\npaternity leave on the birth of his child with a registered spouse after\nserving the initial two (2) years and thereafter at intervals of not less than\ntwo years. This paternity leave must be taken within a week of birth or it will\nbe forfeited.",{"bindId":129,"name":62,"text":130},"contracttrial","The Bank and the Union have agreed that:\n\ni) Newly recruited employees shall now be represented by the Union unless\nthey choose not to. ii) The probationary period shall be six (6) months.\n\niv) During probation, the Bank may terminate the employee’s appointment by\ngiving the employee one (1) month’s notice of termination or pay one (1)\nmonth’s salary in lieu of notice.\n\nv) An employee serving on probation may terminate his\u002Fher appointment by\ngiving one (1) month’s notice in writing of the intention to terminate\nhis\u002Fher appointment or may lose one (1) month salary in lieu of notice. This\nnotice shall be exclusive of any leave due to him \u002Fher. An employee may not\ntake leave after he\u002Fshe has submitted his\u002Fher notice of termination of\nappointment.\n\nvi) Management, however, reserves the right to extend the period of\nprobation for up to a further six (6) months at its own discretion. This\nextension shall however, be in writing stating reasons for extension.",{"bindId":132,"name":133,"text":134},"sicknesspay","The Bank and the Union agree that: Emplo","The Bank and the Union agree that:\n\nEmployees who are confirmed in their appointments and who are on prolonged\nmedical treatment because of ill health shall be entitled to sick leave as\nfollows:\n\ni) Twelve months (12) on full pay subject to the production of medical\ncertificate signed by a government registered medical practitioner. Therefore,\na certificate from the government registered medical practitioner will\ndetermine suitability for continued employment with the bank.",{"bindId":136,"name":54,"text":55},"paidmaternityleaveall",{"bindId":138,"name":126,"text":127},"paidpaternityleave",{"bindId":140,"name":62,"text":141},"educationtuition","The Bank and the Union have agreed that:\n\nAn eligible employee shall be paid education allowance at the rate of 8% of\none’s monthly basic.",{"bindId":143,"name":46,"text":144},"extrapayfirmperformancesec","The Bank and the Union agree that:\n\nThere shall be a Labour Day organising Committee of equal representation\nthat shall be formed to coordinate the Labour Day Celebrations. As practicable\nas possible, labour day Awards may be held on 1st May but not after 30th\nJune. \n\nClause 41: Long Service Award",{"bindId":146,"name":147,"text":148},"menstruationleave","ii) In conformity with the provisions of","ii) In conformity with the provisions of the Labour and Industrial Relations\nAct, a female employee shall be entitled to one (1) day absence from work in a\nmonth without giving reasons.",{"bindId":150,"name":151,"text":152},"nursingfacilities","iv) The bank shall provide a place where","iv) The bank shall provide a place where female employees who have babies\nwho are not more than one (1) year old will breast feed.",{"bindId":154,"name":155,"text":156},"bankholidays1","The Bank and the Union agree that: All g","The Bank and the Union agree that:\n\nAll gazetted Public Holidays as stipulated by the Government from time to\ntime shall be observed by the Bank.",{"bindId":158,"name":159,"text":160},"hivpolicy","iv) Further, the bank and the union have","iv) Further, the bank and the union have agreed that there will be an\nHIV\u002FAIDS policy in place to address the issue of the pandemic within the\nworkplace.",{"bindId":162,"name":62,"text":163},"SENIOR_trigger","The Bank and the Union have agreed that:\n\ni) An employee who has served the bank for a continuous minimum period of 12\nyears on the anniversary, shall be given an item valued at K6,500.00 or be paid\nK6,500,00 in lieu of provided that at the anniversary, an employee has\nunblemished disciplinary charge, an employee may be eligible to receive the\naward at the next anniversary.\n\nii) Further, an employee shall be issued with a certificate of the award.",{"bindId":165,"name":166,"text":167},"sicknessmaxdays","i) Twelve months (12) on full pay subjec","i) Twelve months (12) on full pay subject to the production of medical\ncertificate signed by a government registered medical practitioner. Therefore,\na certificate from the government registered medical practitioner will\ndetermine suitability for continued employment with the bank.",{"bindId":169,"name":170,"text":171},"paidmaternityleave","The Bank and the Union agree that: i) El","The Bank and the Union agree that:\n\ni) Eligible female employees shall be entitled to ninety (90) calendar days\npaid maternity leave after serving the initial two (2) years and thereafter at\nintervals of not less than two years.",{"bindId":173,"name":62,"text":174},"contractseverancepay","The Bank and the Union have agreed that:\n\ni) Redundancy is a negotiable item and that in the event of redundancies\nbeing executed; this exercise shall require full consultations between the\nUnion and the Bank to work out modalities of its implementation.\n\nii) Redundancy will not arise where:\n\na) In the event of it being necessary to reduce staff at one branch because\nof its closure or small work load, an  affected employee is offered\nalternative employment appropriate to his\u002Fher grade at another branch, whether\nor not the offer is accepted.\n\nb) Where the business is wholly or partially taken over by or merged with\nany third party and continued employment is offered to employees on similar\nterms",{"bindId":176,"name":177,"text":178},"PAIDLEAV_trigger","The Bank and the Union agree that accrue","The Bank and the Union agree that accrued leave days shall be granted as\nfollows:\n\ni) Employees with 0-5 years of service shall accrue 24 working days per year\nexclusive of Saturdays, Sundays and gazetted public holidays.\n\nii) Employees with over 5 years of service shall accrue 30 working days per\nyear exclusive of Saturdays, Sundays and holidays.\n\niii) The, accrued leave days shall be displayed on the employees’ pay\nslips at the end of each month, subject to the availability of IT software.\n\niv) A minimum of 5 days will however be left on each employees accrued leave\ndays.",{"bindId":180,"name":66,"text":181},"deathrelatives","The Bank and the Union agree that:\n\ni) On written application and supported by documentary evidence, an employee\nshall be granted 10 working days on death of spouse, child, parent, blood\nsister and blood brother.\n\nii) Days in excess of 10 working days shall be granted at the discretion of\nManagement.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Indo Zambia Bank Limited - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-12-31\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: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2016-06-20\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                        Indo Zambia Bank 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: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 365 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → 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: → 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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 4000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Yes\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: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 10 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 176.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\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: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 14.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2016-01\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            \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: → 12.5 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → ZMW 6500.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 12 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[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},[]]