[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-agreement-between-professional-life-assurance-limited-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw---2015":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":151,"content_type_view":152,"extra_breadcrumbs":153,"body":155,"body_blocks":166,"related_pages":170},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":149,"translations":150},{"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-professional-life-assurance-limited-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw---2015","74d2260a-c355-11e6-8420-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fmemorandum-of-collective-agreement-between-professional-life-assurance-limited-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw---2015\u002Fmemorandum-of-collective-agreement-between-professional-life-assurance-limited-and-zambia-union-of-financial-institutions-and-allied-workers-zufiaw---2015\u002F","Memorandum of Collective Agreement between Professional Life Assurance Limited and Zambia Union of Financial Institutions and Allied Workers (ZUFIAW) - 2015","ZMB Professional Life Assurance Limited - 2015","Zambia - ZMB Professional Life Assurance Limited - 2015","ZMB Professional Life Assurance Limited - 2015 - Financial services, banking, insurance",{"name":41,"data":42},"Professional Life.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN PROFESSIONAL LIFE ASSURANCE\nLIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (ZUFIAW)\n- 2015 \u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN Professional Life Assurance\nLimited (Hereinafter referred to as the \"Company\") AND ZUFIAW Zambia Union of\nFinancial Institutions and Allied Workers (Hereinafter referred to as the\n\"Union\") \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Representing the employees eligible for representation by the union in terms\nof Clause 2 of the MEMORANDUM OF RECOGNITION AGREEMENT signed on the 09th day\nof November 2015 between the company and the union. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This collective Agreement is made this 09th day of November 2015 between the\nCompany and the Union covering conditions of services and stipulated in\nAppendix B the Memorandum of Recognition Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Duration of this Collective Agreement shall be for a period of not less than\n24 months commencing 1st April 2015 provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The parties agree that the agreed items shall be implemented effective\n1st April 2015.\u003C\u002Fp>\n\n\u003Cp>b) Within 12 months of the date of the coming into effect of this agreement,\neither party could call for a meeting to review salaries according to\nprevailing economic conditions during the period.\u003C\u002Fp>\n\n\u003Cp>c) Any time after 21 months of commencement of this agreement, either party\nwill give to the other six weeks' notice in writing of tis desire for this\nagreement to continue in force for a further period to be agreed upon or of its\nintention to terminate the agreement or alter any clause herein.\u003C\u002Fp>\n\n\u003Cp>d) In the event of emergency cases, both parties shall endeavour to meet as\nsoon as possible but not later than 14 days.\u003C\u002Fp>\n\n\u003Cp>e) The terms in this Agreement shall be in accordance with the prevailing\nlabour legislation.\u003C\u002Fp>\n\n\u003Cp>f) The provisions of this Agreement shall be valid only so long as the\nMemorandum of recognition agreement between professional life assurance and the\nunion remain 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 Company considers that any part\nof this Agreement should be changed or amended and if it is also considered\nthat such a change is mutually beneficial to both the Union and the Company and\nprovided it is dearly seen to be a valid reason to recommend such a change or\namendmentdo this Agreement, it should be undertaken in the following\nmanner:-\u003C\u002Fp>\n\n\u003Cp>i. The Union or the Company shall indicate by letter its intention to\ndiscuss a change or amendment to the Collective Agreement,\u003C\u002Fp>\n\n\u003Cp>ii. Such a letter indicated in (i) above shall 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 two weeks to consider the request. The Bargaining Unit shall after two\nweeks, but not longer than 28 calendar days -after the date of the original\nletter, agree to meet to discuss the change.\u003C\u002Fp>\n\n\u003Ch2>1. RATES OF PAY\u003C\u002Fh2>\n\n\u003Cp>a) Salaries - increase current salaries by K300.00 across the board to all\nunionised employees.\u003C\u002Fp>\n\n\u003Cp>b) Performance appraisals\u003C\u002Fp>\n\n\u003Cp>While performance increments shall be done separately, Salary adjustments\nwill be effected at the-same time with the negotiated adjustments.\u003C\u002Fp>\n\n\u003Ch2>2. HOUSING\u003C\u002Fh2>\n\n\u003Cp>a) Housing Allowance shall be paid at 50% (fifty per cent) of Basic\nSalary.\u003C\u002Fp>\n\n\u003Ch2>3. ADVANCES\u003C\u002Fh2>\n\n\u003Cp>a) Salary Advance to be recovered in three monthly instalments with interest\nas may be determined by the Company.\u003C\u002Fp>\n\n\u003Ch2>4. WORKING HOURS AND DAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>a) Agreed to maintain the current working hours and days including Sundays\nin observance of religious practices,\u003C\u002Fp>\n\n\u003Cp>b) Normal working hours shall be as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">Monday to Friday\u003C\u002Ftd>\n      \u003Ctd>AM\u003C\u002Ftd>\n      \u003Ctd>08.00 hours to 12.30 hours.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>PM\u003C\u002Ftd>\n      \u003Ctd>14.00 hours to 17.00 hours,\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturday or Sunday\u003C\u002Ftd>\n      \u003Ctd>AM\u003C\u002Ftd>\n      \u003Ctd>08.00 hours to 12.30 hours.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>c) Lunch Break shall be from 12 30 hours to 14.00 hours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>5.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>5.1 UPSET\u002F DISTURBANCE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>When the Company requires an incumbent employee to transfer from one\nlocation to another between different towns, it will meet the following\ncosts:-\u003C\u002Fp>\n\n\u003Cp>a) Removal expenses for the employee, his or her family, and household\neffects by road, unless management specifies otherwise;\u003C\u002Fp>\n\n\u003Cp>b) Payment of Disturbance Allowance equivalent to one month’s Basic\nSalary, net of Tax, which will only be paid after the employee has reported to\nwork at new location.\u003C\u002Fp>\n\n\u003Cp>c) Where accommodation is not found by the employee before the date of\ntransfer, shall accommodate the transferred employee for a maximum of 21 days\nin the company’s guest house, or other accommodation at its discretion, or in\nlieu of such an arrangement pay standard subsistence allowance for such a\nduration.\u003C\u002Fp>\n\n\u003Cp>d) Disturbance Allowance shall not be payable to a new employee who has to\nrelocate to take up an initial appointment offered by the Company. In such a\nsituation the new employee is deemed tp have self-requested to relocate prior\nto taking up the initial appointment.\u003C\u002Fp>\n\n\u003Cp>e) No Disturbance Allowance shall be paid for self -requested and\ndisciplinary transfers of incumbent employees. Disciplinary transfer is defined\nas arising out of being found guilty of an offence and relocation being\nnecessary.\u003C\u002Fp>\n\n\u003Cp>5.2 MEAL ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Out of Station on Duty Allowance\u003C\u002Fp>\n\n\u003Cp>Where Professional Life Assurance requests a member of staff to stay away\nfrom place of domicile, either in course of duty or on training, the following\nshall apply\u003C\u002Fp>\n\n\u003Cp>a) When staying in a hotel or company guest house, the employee will be paid\nan Out of pocket allowance of K80.00 per day for employees in grades A-D. -\u003C\u002Fp>\n\n\u003Cp>b) An employee who will not be accommodated by the Company during business\ntrips shall be entitled to a subsistence allowance for each night out of\nstation at a rate of K450, 00 per night for PLAL staff Grades A TO D .\u003C\u002Fp>\n\n\u003Cp>c) Meal allowance of K80.00 shall be paid to an employee who is travelling\nlocally on business outside a distance of 25 kilo meters radius or more from\nstation, but not spending a night. \u003C\u002Fp>\n\n\u003Cp>d) Lunch Allowance amounting to K80.00 per day shall be paid to employee\nworking during Lunch Break period.\u003C\u002Fp>\n\n\u003Cp>e) Dinner Allowance amounting to K150.00 per day shall be paid to employee\nworking beyond 20.00 hours with prior approval from the Head of Division.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>f) Training. When attending training sponsored by PLA or ZUFIAW, an\nallowance of K80.00 per day shall be paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6.0 RENTAL ADVANCE\u003C\u002Fh2>\n\n\u003Cp>Rental advance shall attract interest as may be determined by the company\nfrom time to time.\u003C\u002Fp>\n\n\u003Cp>6.1 Rental Advance to continue being paid directly to the landlord\u002F property\nmanager\u003C\u002Fp>\n\n\u003Ch2>7.0 FUNERAL GRANTS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Funeral Grant shall be grated in the event of death of the following:-\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>Employee\u003C\u002Ftd>\n      \u003Ctd>K 5,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Parent \u003C\u002Ftd>\n      \u003Ctd>K 5,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Spouse\u003C\u002Ftd>\n      \u003Ctd>K 5,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dependant\u002FChild (biological\u002Fadopted\u003C\u002Ftd>\n      \u003Ctd>K 3,500.00\u003C\u002Ftd>\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\u003Ch2>8.0 ANNUAL LEAVE PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>An employee is entitled to annual leave once in twelve (12) calendar months.\nAnnual leave can only be taken after being confirmed and serving minimum of\ntwelve (12) months from date of engagement.\u003C\u002Fp>\n\n\u003Cp>a) Leave pay at the rate of one month basic salary Net of Tax.\u003C\u002Fp>\n\n\u003Cp>b) Annual Leave of 24 working days shall be granted exclusive of Sundays and\nGazetted Public Holidays. For staff in Grades PLA A to PLA D two additional\ndays for every five years served shall be granted.\u003C\u002Fp>\n\n\u003Cp>C) Annual Leave Allowance shall be paid on the last working day before\nemployee proceeds on Vacation \u002Fnormal leave and only for employees going on\nleave for 12 days or more.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Leave Accrual\u003C\u002Fp>\n\n\u003Cp>An employee may not carry over more than 50% of their accumulated annua!\nleave entitlement into next leave year. They may carry not more than seven days\ninto a new leave year following first year of anniversary year.\u003C\u002Fp>\n\n\u003Ch2>9.0 OTHER LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>9.1 Compassionate Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Shall be granted on death of the following:-\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>Spouse\u003C\u002Ftd>\n      \u003Ctd>10 calendar days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Parents\u003C\u002Ftd>\n      \u003Ctd>10 calendar days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Biological\u002FAdopted Child\u003C\u002Ftd>\n      \u003Ctd>10 calendar days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Blood sibling\u003C\u002Ftd>\n      \u003Ctd>7 calendar days\u003C\u002Ftd>\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\u003Cp>b) Documentary evidence shall be produced in support of Compassionate Leave\napplication.\u003C\u002Fp>\n\n\u003Cp>c) Compassionate Leave shall not be granted if employee is already on leave.\n\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.2 Sick Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Sick leave shall be granted to an employee:\u003C\u002Fp>\n\n\u003Cp>a) who is ill or injured;\u003C\u002Fp>\n\n\u003Cp>b) who has undergone dental treatment;\u003C\u002Fp>\n\n\u003Cp>c) who is on leave, if he or she is confined to his or her house or to\nhospital or some similar institution for a period determined by recommendations\nor a report from a registered medical practitioner.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>d) The limits for paid sick leave shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) full pay for the first 90 calendar days\u003C\u002Fp>\n\n\u003Cp>(ii) half pay for the subsequent 90 calendar days \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9.3 Registered medical or dental practitioner\u003C\u002Fp>\n\n\u003Cp>Should grant sick leave within the above entitlement to an employee on\nproduction of a certificate. The certificate should confirm that the employee\nis unfit to discharge his or her duties and also specify the period of leave\napplied for and necessary for the recovery of the employee's health.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>9.4 An employee, who has exhausted his or her sick leave provisions of\ncontinuous six (6) months\u003C\u002Fp>\n\n\u003Cp>may be granted paid annual leave from that due to him or her in lieu of\nunpaid sick leave. However, when such sick leave and annual leave are exhausted\nthe Company may, on the commendation of a registered medical practitioner and\nat its behest, be medically discharged immediately or remain on unpaid leave of\nabsence for a further period not exceeding 30 calendar days and then be\nmedically discharged if still not certified fit for work by a registered\nmedical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.5 Special Leave\u003C\u002Fp>\n\n\u003Cp>Any request for special leave will be granted at Management’s\ndiscretion.\u003C\u002Fp>\n\n\u003Ch2>10.0 MATERNITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a) Maternity Leave shall be granted to female employee for a minimum period\nof ninety (90) days paid Maternity Leave subject to the following\nconditions:-\u003C\u002Fp>\n\n\u003Cp>b) The employee should have at least completed two (2 ) years continuous\nservice\u003C\u002Fp>\n\n\u003Cp>c) There should be a gap of at least two years between one maternity leave\nand another.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>d) If upon return to work the female employee is found to be medically unfit\nto resume duties, she will be treated in accordance with the rules governing\nsickness,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>e) Where an employee fails to qualify for paid maternity leave by virtue of\nnot meeting the criteria, the company may at its discretion permit the employee\nto take up to ninety days unpaid leave, or a combination of unpaid leave and\naccrued annual leave, entitlement accrued up to a maximum of ninety days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>10.1 MOTHER’S DAY\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-menstruationleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>Every female employee shall be entitled to one working day's absence from\nwork once every month without giving reason shall be granted to every female\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11.0 MEDICAL SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>All employees of the company with their registered dependants shall be\nentitled to medical care locally under the terms of Insurance Scheme for\nemployees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>This facility shall be extended to:-\u003C\u002Fp>\n\n\u003Cp>a)Employee's spouse (if not already covered by another scheme by another\nemployer)\u003C\u002Fp>\n\n\u003Cp>b)a maximum of three registered dependent children or legally adopted\nchildren aged 21 years and below, if still in school\u002Fcollage up to 24 years\nupon producing proof from the school\u002FCollege.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Increase benefits limit under the Promed Scheme:-\u003C\u002Fp>\n\n\u003Cp>• In-patient - K15, 000.00\u003C\u002Fp>\n\n\u003Cp>• Out-patient - K3,000.00\u003C\u002Fp>\n\n\u003Cp>There will be no payment of exceeded benefits under medical scheme by PLA.\nAll bills incurred by exceeding the limits on the medical scheme will be borne\nby an employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14.0 STUDY LEAVE\u003C\u002Fh2>\n\n\u003Cp>a) Shall be granted to employees studying insurance at the rate of maximum\nseven working days per annum. No Study Leave shall be granted for repeal\nexaminations.\u003C\u002Fp>\n\n\u003Cp>b) Relevant courses should be agreed with management prior to faking the\ncourse including the following:-\u003C\u002Fp>\n\n\u003Cp>I. Registration for School should be agreed by Management for studies which\nare the core business of PLA\u003C\u002Fp>\n\n\u003Cp>II. There will not be automatic incentive nor salary increment upon\ncompletion of a course but consideration could be given to this on account of\nimproved performance following completion of a course or attainment of\nqualifications during performance appraisal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>III. Reimbursement of costs of the course upon successful completion of\nInsurance studies will be 100% on tuition and examination fees on production of\nresults. However, reimbursement will only be on successful completion of the\ncourse.\u003C\u002Fp>\n\n\u003Cp>iv. Refunds be given after completion of courses prior approved by\nmanagement.\u003C\u002Fp>\n\n\u003Cp>No refunds will be given when a module of study has not been completed.\nRefunds will only be given for Insurance subjects and will be subject to\nPAYE\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.2 STAFF EDUCATION LOANS\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>Any education loan can be obtained through the bank like as per the current\npractise on all other loans.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15.0 PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>a) The period of probation shall be three months. However management\nreserves the right to extend the period of probation for up to six months\nstating reasons in writing for the extension. Termination of employment during\nprobation is by giving one day’s notice or in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>b) Those on probation will only join the union upon confirmation of\u003C\u002Fp>\n\n\u003Cp>employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16.0 HARMONISATION OF SALARIES\u003C\u002Fh2>\n\n\u003Cp>Management shall harmonize the salaries for employees working in the same\ngrade giving cognizance of individual staff performance and shall only vary\nbased on employee's qualifications and work experience\u003C\u002Fp>\n\n\u003Ch2>17.0 REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Redundancy provisions shall remain status quo as per existing Conditions of\nService.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18.0 RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>a) Normal Retirement shall be at sixty (60) years of age.\u003C\u002Fp>\n\n\u003Cp>b) Early Retirement shall be at Fifty Five (55) years of age,\u003C\u002Fp>\n\n\u003Cp>c) Late Retirement shall be at Sixty Five (65) years of age.\u003C\u002Fp>\n\n\u003Cp>d) Retirement on Medical Ground shall be grated where an employee receives\nsatisfactory medical evidence from a registered medical practitioner that the\nemployee is incapable by reasons of some infirmity to mind or body of\ndischarging the duties of his\u002Fher office and that such an infirmity is likely\nto be of long duration.\u003C\u002Fp>\n\n\u003Cp>Everything else not contained in this Collective Agreement remain as\nreflected in the current Terms and Conditions of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN WITNESS whereof we have hereunder set our hands this 9th day of two\nthousand and fifteen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on Behalf of Professional Life Assurance Limited \u003C\u002Fp>\n\n\u003Cp>- Kishanaswamy Rajagopal - Managing Director\u003C\u002Fp>\n\n\u003Cp>- Phosie Tracy Sichinga - Head Human Resource\u003C\u002Fp>\n\n\u003Cp>- Matete Sichizya - Head Finance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For and on Behalf of Zambia Union of Financial institutions and Allied\nWorkers\u003C\u002Fp>\n\n\u003Cp>- Chingati Msiska - General Secretary\u003C\u002Fp>\n\n\u003Cp>- Delux Mwanza - ZUFIAW Union Team Leader\u003C\u002Fp>\n\n\u003Cp>- Saraphina Mwanza Jere - ZUFIAW Branch Chairperson\u003C\u002Fp>\n\n\u003Cp>- Blessed Mwanza Chisenga - Bargaining Unit Secretary\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"trainingprogrammes":52,"maternitydifferenttrigger":56,"ONCERISE_trigger":60,"maternityexcludedtrigger":64,"childcare":66,"equalityotherclause":70,"STRUCINCR_trigger":74,"funeralpay":78,"trainingfund":82,"healthcareaccess":86,"healthinsurance":90,"ANNLEAVE_trigger":93,"contracttrial":97,"sicknesspay":101,"dayspweek_select":103,"healthinsurancerelatives":105,"paidmaternityleaveall":107,"educationtuition":109,"longtermillness":113,"jobsecuritymothers":117,"healthcareaccessrelatives":121,"menstruationleave":125,"wageincreasefirmperformance":127,"sicknessmaxdays":130,"paidmaternityleave":134,"contractseverancepay":138,"PAIDLEAV_trigger":142,"deathrelatives":145},{"bindId":45,"name":46,"text":47},"disabilitypay","Sick leave shall be granted to an employ","Sick leave shall be granted to an employee:\n\na) who is ill or injured;\n\nb) who has undergone dental treatment;\n\nc) who is on leave, if he or she is confined to his or her house or to\nhospital or some similar institution for a period determined by recommendations\nor a report from a registered medical practitioner.\n\nd) The limits for paid sick leave shall be as follows:-\n\n(i) full pay for the first 90 calendar days\n\n(ii) half pay for the subsequent 90 calendar days ",{"bindId":49,"name":50,"text":51},"hourspday_select","a) Agreed to maintain the current workin","a) Agreed to maintain the current working hours and days including Sundays\nin observance of religious practices,\n\nb) Normal working hours shall be as follows:-\n\n\n  \n  \n  \n  \n  \n    \n      Monday to Friday\n      AM\n      08.00 hours to 12.30 hours.\n    \n    \n      PM\n      14.00 hours to 17.00 hours,\n    \n    \n      Saturday or Sunday\n      AM\n      08.00 hours to 12.30 hours.\n    \n  \n\n\nc) Lunch Break shall be from 12 30 hours to 14.00 hours.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","f) Training. When attending training spo","f) Training. When attending training sponsored by PLA or ZUFIAW, an\nallowance of K80.00 per day shall be paid.",{"bindId":57,"name":58,"text":59},"maternitydifferenttrigger","e) Where an employee fails to qualify fo","e) Where an employee fails to qualify for paid maternity leave by virtue of\nnot meeting the criteria, the company may at its discretion permit the employee\nto take up to ninety days unpaid leave, or a combination of unpaid leave and\naccrued annual leave, entitlement accrued up to a maximum of ninety days.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","a) Housing Allowance shall be paid at 50","a) Housing Allowance shall be paid at 50% (fifty per cent) of Basic\nSalary.",{"bindId":65,"name":58,"text":59},"maternityexcludedtrigger",{"bindId":67,"name":68,"text":69},"childcare","9.1 Compassionate Leave Shall be granted","9.1 Compassionate Leave\n\nShall be granted on death of the following:-\n\n\n  \n  \n  \n  \n    \n      Spouse\n      10 calendar days\n    \n    \n      Parents\n      10 calendar days\n    \n    \n      Biological\u002FAdopted Child\n      10 calendar days\n    \n    \n      Blood sibling\n      7 calendar days\n    \n  \n\n\nb) Documentary evidence shall be produced in support of Compassionate Leave\napplication.\n\nc) Compassionate Leave shall not be granted if employee is already on leave.\n",{"bindId":71,"name":72,"text":73},"equalityotherclause","Every female employee shall be entitled ","Every female employee shall be entitled to one working day's absence from\nwork once every month without giving reason shall be granted to every female\nemployee.",{"bindId":75,"name":76,"text":77},"STRUCINCR_trigger","a) Salaries - increase current salaries ","a) Salaries - increase current salaries by K300.00 across the board to all\nunionised employees.",{"bindId":79,"name":80,"text":81},"funeralpay","Funeral Grant shall be grated in the eve","Funeral Grant shall be grated in the event of death of the following:-\n\n\n  \n  \n  \n  \n    \n      Employee\n      K 5,000.00\n    \n    \n      Parent \n      K 5,000.00\n    \n    \n      Spouse\n      K 5,000.00\n    \n    \n      Dependant\u002FChild (biological\u002Fadopted\n      K 3,500.00",{"bindId":83,"name":84,"text":85},"trainingfund","III. Reimbursement of costs of the cours","III. Reimbursement of costs of the course upon successful completion of\nInsurance studies will be 100% on tuition and examination fees on production of\nresults. However, reimbursement will only be on successful completion of the\ncourse.\n\niv. Refunds be given after completion of courses prior approved by\nmanagement.\n\nNo refunds will be given when a module of study has not been completed.\nRefunds will only be given for Insurance subjects and will be subject to\nPAYE",{"bindId":87,"name":88,"text":89},"healthcareaccess","All employees of the company with their ","All employees of the company with their registered dependants shall be\nentitled to medical care locally under the terms of Insurance Scheme for\nemployees.\n\nThis facility shall be extended to:-\n\na)Employee's spouse (if not already covered by another scheme by another\nemployer)\n\nb)a maximum of three registered dependent children or legally adopted\nchildren aged 21 years and below, if still in school\u002Fcollage up to 24 years\nupon producing proof from the school\u002FCollege.\n\nc)Increase benefits limit under the Promed Scheme:-\n\n• In-patient - K15, 000.00\n\n• Out-patient - K3,000.00\n\nThere will be no payment of exceeded benefits under medical scheme by PLA.\nAll bills incurred by exceeding the limits on the medical scheme will be borne\nby an employees.",{"bindId":91,"name":88,"text":92},"healthinsurance","All employees of the company with their registered dependants shall be\nentitled to medical care locally under the terms of Insurance Scheme for\nemployees.",{"bindId":94,"name":95,"text":96},"ANNLEAVE_trigger","An employee is entitled to annual leave ","An employee is entitled to annual leave once in twelve (12) calendar months.\nAnnual leave can only be taken after being confirmed and serving minimum of\ntwelve (12) months from date of engagement.\n\na) Leave pay at the rate of one month basic salary Net of Tax.",{"bindId":98,"name":99,"text":100},"contracttrial","a) The period of probation shall be thre","a) The period of probation shall be three months. However management\nreserves the right to extend the period of probation for up to six months\nstating reasons in writing for the extension. Termination of employment during\nprobation is by giving one day’s notice or in lieu of notice.\n\nb) Those on probation will only join the union upon confirmation of\n\nemployment.",{"bindId":102,"name":46,"text":47},"sicknesspay",{"bindId":104,"name":50,"text":51},"dayspweek_select",{"bindId":106,"name":88,"text":92},"healthinsurancerelatives",{"bindId":108,"name":58,"text":59},"paidmaternityleaveall",{"bindId":110,"name":111,"text":112},"educationtuition","Any education loan can be obtained throu","Any education loan can be obtained through the bank like as per the current\npractise on all other loans.",{"bindId":114,"name":115,"text":116},"longtermillness","9.4 An employee, who has exhausted his o","9.4 An employee, who has exhausted his or her sick leave provisions of\ncontinuous six (6) months\n\nmay be granted paid annual leave from that due to him or her in lieu of\nunpaid sick leave. However, when such sick leave and annual leave are exhausted\nthe Company may, on the commendation of a registered medical practitioner and\nat its behest, be medically discharged immediately or remain on unpaid leave of\nabsence for a further period not exceeding 30 calendar days and then be\nmedically discharged if still not certified fit for work by a registered\nmedical practitioner.",{"bindId":118,"name":119,"text":120},"jobsecuritymothers","d) If upon return to work the female emp","d) If upon return to work the female employee is found to be medically unfit\nto resume duties, she will be treated in accordance with the rules governing\nsickness,",{"bindId":122,"name":123,"text":124},"healthcareaccessrelatives","This facility shall be extended to:- a)E","This facility shall be extended to:-\n\na)Employee's spouse (if not already covered by another scheme by another\nemployer)\n\nb)a maximum of three registered dependent children or legally adopted\nchildren aged 21 years and below, if still in school\u002Fcollage up to 24 years\nupon producing proof from the school\u002FCollege.",{"bindId":126,"name":72,"text":73},"menstruationleave",{"bindId":128,"name":76,"text":129},"wageincreasefirmperformance","a) Salaries - increase current salaries by K300.00 across the board to all\nunionised employees.\n\nb) Performance appraisals\n\nWhile performance increments shall be done separately, Salary adjustments\nwill be effected at the-same time with the negotiated adjustments.",{"bindId":131,"name":132,"text":133},"sicknessmaxdays","d) The limits for paid sick leave shall ","d) The limits for paid sick leave shall be as follows:-\n\n(i) full pay for the first 90 calendar days\n\n(ii) half pay for the subsequent 90 calendar days ",{"bindId":135,"name":136,"text":137},"paidmaternityleave","a) Maternity Leave shall be granted to f","a) Maternity Leave shall be granted to female employee for a minimum period\nof ninety (90) days paid Maternity Leave subject to the following\nconditions:-\n\nb) The employee should have at least completed two (2 ) years continuous\nservice\n\nc) There should be a gap of at least two years between one maternity leave\nand another.",{"bindId":139,"name":140,"text":141},"contractseverancepay","Redundancy provisions shall remain statu","Redundancy provisions shall remain status quo as per existing Conditions of\nService.",{"bindId":143,"name":95,"text":144},"PAIDLEAV_trigger","An employee is entitled to annual leave once in twelve (12) calendar months.\nAnnual leave can only be taken after being confirmed and serving minimum of\ntwelve (12) months from date of engagement.\n\na) Leave pay at the rate of one month basic salary Net of Tax.\n\nb) Annual Leave of 24 working days shall be granted exclusive of Sundays and\nGazetted Public Holidays. For staff in Grades PLA A to PLA D two additional\ndays for every five years served shall be granted.\n\nC) Annual Leave Allowance shall be paid on the last working day before\nemployee proceeds on Vacation \u002Fnormal leave and only for employees going on\nleave for 12 days or more.",{"bindId":146,"name":147,"text":148},"deathrelatives","Shall be granted on death of the followi","Shall be granted on death of the following:-\n\n\n  \n  \n  \n  \n    \n      Spouse\n      10 calendar days\n    \n    \n      Parents\n      10 calendar days\n    \n    \n      Biological\u002FAdopted Child\n      10 calendar days\n    \n    \n      Blood sibling\n      7 calendar days","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Professional Life Assurance Limited - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-03-31\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: → 2015-11-09\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: → Life insurance\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                        Professional Life Assurance 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        \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, but only if the employer wishes to\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: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\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: → Yes\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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \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 5000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 12 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Yes\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \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            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → 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 \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: → 50 %\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                \n                \n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → 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",[154],{"title":37,"slug":33},[156],{"type":157,"data":158},"call_to_action_body_block",{"title":159,"description":160,"variant":161,"link":162},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":159,"url":163,"description":159,"rel":164,"type":165},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[167],{"type":157,"data":168},{"title":159,"description":160,"variant":161,"link":169},{"title":159,"url":163,"description":159,"rel":164,"type":165},[]]