[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-agreement-between-zambia-national-commercial-bank-plc-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":171,"content_type_view":172,"extra_breadcrumbs":173,"body":175,"body_blocks":186,"related_pages":190},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":169,"translations":170},{"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-zambia-national-commercial-bank-plc-and-zambia-union-of-financial-institutions-and-allied-workers---2016","dd735b60-992f-11e7-8582-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fmemorandum-of-collective-agreement-between-zambia-national-commercial-bank-plc-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002Fmemorandum-of-collective-agreement-between-zambia-national-commercial-bank-plc-and-zambia-union-of-financial-institutions-and-allied-workers---2016\u002F","Memorandum of Collective Agreement between Zambia National Commercial Bank Plc and Zambia Union of Financial Institutions and Allied Workers - 2016","ZMB Zambia National Commercial Bank (PLC) - 2016","Zambia - ZMB Zambia National Commercial Bank (PLC) - 2016","ZMB Zambia National Commercial Bank (PLC) - 2016 - Financial services, banking, insurance",{"name":41,"data":42},"ZNCB 2016-2017.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORUNDUM OF COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK\nPlc AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS - 2016\u003C\u002Fh1>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>MEMORUNDUM OF COLLECTIVE AGREEMENT BETWEEN ZAMBIA NATIONAL COMMERCIAL BANK\nPlc (Hereinafter referred to as the \"Bank\") AND ZAMBIA UNION OF FINANCIAL\nINSTITUTIONS AND ALLIED WORKERS (Hereinafter referred to as the Union)\u003C\u002Fp>\n\n\u003Cp>From the period 1st January, 2016 to 31st December, 2017\u003C\u002Fp>\n\n\u003Ch2>1.0 PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>WHEREAS the \"Union\" representing employees eligible for representation by\nthe Union in terms of Clause 2, Scope of the Agreement MEMORUNDUM OF\nRECOGNITION AGREEMENT signed on the 4th day of February, Nineteen Hundred and\nNinety-Eight between the Bank and the Union and the Amendment signed on the 4th\nday of April, Two Thousand and Seven.\u003C\u002Fp>\n\n\u003Cp>NOW THIS COLLECTIVE AGREEMENT made this 10th Day of October, 2016 between\nthe Bank and the Union covering Conditions of Service pursuant to the aforesaid\nMemorandum of Recognition Agreement WITNESSETH as follows:\u003C\u002Fp>\n\n\u003Ch2>2.0 DEFINITION OF TERMS\u003C\u002Fh2>\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) Child- An employee's biological offspring or legally adopted\nminor\u002Fdependant below the age of twenty one (21) years, registered with the\nBank. Child shall also include a physically or mentally challenged biological\noffspring or legally adopted minor\u002Fdependant above the age of twenty one (21)\nyears, provided that the disability is from childhood and certified by a\nqualified medical practitioner. Such offspring or legally adopted\nminor\u002Fdependant should be dependant upon the Bank employee due to the\ndisability and must have been registered with the Bank, prior to attaining the\nage of 21 years.\u003C\u002Fp>\n\n\u003Cp>(c) Spouse-Husband\u002FWife of an employee registered with the Bank.\u003C\u002Fp>\n\n\u003Cp>(d) Eligible Employee- A Unionisable employee of the Bank.\u003C\u002Fp>\n\n\u003Cp>(e) Union-The Zambia Union of Financial Institutions and Allied Workers\n(ZUFIAW).\u003C\u002Fp>\n\n\u003Cp>(f) Bank-The Zambia National Commercial Bank (ZNCB) Plc.\u003C\u002Fp>\n\n\u003Ch2>3.0 DURATION\u003C\u002Fh2>\n\n\u003Cp>The duration of this Collective Agreement shall be a period of not less than\ntwenty four (24) months effective 1st January, 2016.\u003C\u002Fp>\n\n\u003Cp>(a) Within twelve (12) months of the date of the coming into effect of this\nCollective Agreement, either party may call for a meeting to review Salaries\naccording to prevailing economic conditions during the period.\u003C\u002Fp>\n\n\u003Cp>(b) At any time after twenty four (24) months of the commencement of this\nAgreement, either party shall give to the other, six (6) weeks notice in\nwriting of its desire for this Agreement to continue in force\u003C\u002Fp>\n\n\u003Cp>for a further period to be agreed upon or of its intention to terminate the\nAgreement or alter any Clause herein.\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 fourteen (14) calendar days.\u003C\u002Fp>\n\n\u003Cp>(d) The terms of this Agreement shall be in accordance with the prevailing\nLabour Legislation from time to time.\u003C\u002Fp>\n\n\u003Cp>(e) The provisions of this Agreement shall be valid only so long as the\nRecognition Agreement between t he Bank and the Union remains in force.\u003C\u002Fp>\n\n\u003Cp>(f) Prior to the signing of a new Collective Agreement, the present\nAgreement shall continue in force.\u003C\u002Fp>\n\n\u003Ch2>4.0 APPLICATION FOR CHANGE OR AMENDMENT OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>It is hereby agreed that if either the Union or the Bank shall consider that\nany part of this Agreement should be changed or amended and if it is also\nconsidered that such change is mutually beneficial to both the Union and the\nBank and provided it is clearly seen to be a valid reason to recommend such a\nchange or amendment to this Agreement, such a change or amendment shall be\nundertaken in the following manner:\u003C\u002Fp>\n\n\u003Cp>(a) 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>(b) Such a letter as is indicated in (a) above shall not be considered by\nthe Bargaining Unit 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 as aforesaid.\u003C\u002Fp>\n\n\u003Cp>(c) The party requesting the change or amendment shall allow the other party\nthree (3) months to consider the request. The Bargaining Unit shall after two\n(2) weeks, but not longer than three (3) weeks after the date of the original\nletter, agree to meet to discuss the change.\u003C\u002Fp>\n\n\u003Ch2>5.0 RATE OF PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>(i) Salary\u003C\u002Fp>\n\n\u003Cp>The salaries for all Unionised employees as at 31st May, 2016 shall be\nincreased by K200 per month across the board with effect from 1st June,\n2016.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>(ii) Performance Based Pay\u003C\u002Fp>\n\n\u003Cp>The final negotiated salary increment for Unionised employees shall be\napportioned on the basis of cost of living (across the board) and performance\n(Individual performance rating) and the rate of apportionment shall be agreed\nupon by the Bargaining Unit.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(iii) Overtime\u003C\u002Fp>\n\n\u003Cp>Overtime shall be one and halftimes the hourly rate on ordinary days and\ndouble the hourly rate on Sundays and Public Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iv) Mid-Month Pay\u003C\u002Fp>\n\n\u003Cp>An employee may on request, draw a Salary Advance of up to 30% of their\nMonthly Basic Salary taking in account the employee's current financial\ncommitments and provided that the request is made before the closing date of\nthe payroll input for the month.\u003C\u002Fp>\n\n\u003Cp>(v) Salary Advance\u003C\u002Fp>\n\n\u003Cp>On satisfactory proof of documentary evidence, Management at its discretion\nmay pay salary advance to an employee on request at any time of the month, to\nbe recovered in two months installments under any one of the following\ncircumstances:\u003C\u002Fp>\n\n\u003Cp>(a) House burglary, supported by a Police Report.\u003C\u002Fp>\n\n\u003Cp>(b) Death of a dependant, supported by a Death Certificate.\u003C\u002Fp>\n\n\u003Cp>(c) Sickness of a dependant, supported by a Medical Report.\u003C\u002Fp>\n\n\u003Cp>(d) Natural calamity, supported by a Police Report, Medical Report etc.\u003C\u002Fp>\n\n\u003Cp>(e) Any other circumstances where there is satisfactory proof of occurrence\nof the circumstance will be approved at the discretion of Management.\u003C\u002Fp>\n\n\u003Cp>(v) Not withstanding the above provisions in (iii) and (iv) above, the total\ndeductions per month should not exceed 50% of the net monthly pay.\u003C\u002Fp>\n\n\u003Ch2>6.0 UPKEEP ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The Upkeep Allowance as at 31st May, 2016 shall be increased by K700 per\nmonth across the board effective 1 st June, 2016.\u003C\u002Fp>\n\n\u003Ch2>7.0 ANNUAL LEAVE ACCRUAL\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(i) Annual Leave shall accrue at the rate of 2.5 days per month across the\nboard irrespective of the employee's length of service. Staff shall take any\nnumber of accrued leave days as Annual Leave at any time in the course of the\nyear, but will only be eligible to carry a maximum balance of accrued leave\ninto the new year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(ii) Leave days accrued, including during the probation period, shall be\npaid to the employee in cash upon termination of employment or to his\u002Fher\nestate in the event of death.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(iii) Commutation shall be paid at the rate of Annual Basic Salary times the\nnumber of days commuted divided by two hundred and sixty four (264).\u003C\u002Fp>\n\n\u003Ch2>8.0 ANNUAL LEAVE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Leave Allowance shall mean payment made to an employee on an approved annual\nleave of not less than 15 working days. Annual Leave Allowance shall be paid at\nthe rate of 100% of one's monthly gross salary, ie, (Monthly Basic Salary plus\nUpkeep Allowance) in the month of January. Payment will be made on receipt of a\nleave application form. Employees may opt to receive their leave pay later on\nin the year when they decide to go on leave and submit the leave application\nform. The days applied for shall be deducted and cannot be claimed once the\nallowance has been paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9.0 STUDY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>On satisfactory proof of registration for a course approved by the Bank, an\nemployee shall be granted ten (10) calendar days as Study Leave, inclusive of\nthe actual period of writing examinations, not exceeding two (2) times in a\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10.0 COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>(i)On death of a spouse, child or parent, an employee will be eligible for\nseven (7) calendar days as Compassionate Leave and such leave shall not be\ndeducted from the employee's accrued leave days.\u003C\u002Fp>\n\n\u003Cp>(ii)Days in excess of seven (7) calendar days shall be granted at the\ndiscretion of Management and such days shall form part of the compassionate\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11.0 NURSING A SICK CHILD OR SPOUSE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(i) An employee shall be granted leave for the purpose of nursing his\u002Fher\nsick spouse or child who has been hospitalized provided that he\u002Fshe produces\ndocumentary recommendation from a Medical Practitioner registered with the\nMedical Council of Zambia stating that his\u002Fher presence is required and\nindicating the number of days required, as long as the days requested for do\nnot exceed twenty one (21) calendar days.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee shall be granted leave for purposes of nursing a sick child\nwho is an outpatient provided that he\u002Fshe produces documentary recommendation\nfrom a Medical Practitioner registered with the Medical Council of Zambia\nstating that his\u002Fher presence is required and indicating the number of days\nrequired, as long as the days requested for do not exceed twenty one (21)\ncalendar days in a year.\u003C\u002Fp>\n\n\u003Cp>(iii) Documentary recommendation from a Traditional Healer shall only be\naccepted if there is evidence to show that registered Medical Practitioners\nhave failed to treat the sick person.\u003C\u002Fp>\n\n\u003Cp>(iv) Days taken as leave under this Clause shall not be deducted from the\nemployee's accrued leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12.0 PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>On satisfactory proof of registration of a spouse (wife) and the newly born\nchild. Male employees shall be entitled to four (4) calendar days as paternity\nleave once every two (2) years to attend to parental responsibilities.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>13.0 UNPAID LEAVE\u003C\u002Fh2>\n\n\u003Cp>Management may on application, grant Unpaid Leave of up to a maximum of one\n(1) year using its discretion in deserving cases, provided that the employee\nhas served for a continuous minimum\u003C\u002Fp>\n\n\u003Ch2>14.0 SPECIAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>(i) An employee who is required by Law to attend Court proceedings as a\nState Witness shall be allowed Special Leave for the number of days as\nrequired.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-menstruationleave\">\u003Cp>(ii) A female employee shall be entitled to one (1) day absence from work\neach month without giving reasons (Mother's Day).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15.0 SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(i) An employee who is unable to execute normal duties due to illness or\naccident not occasioned by the default of the employee shall on production of a\nmedical certificate from a registered Medical Practitioner or medical\ninstitution designated by the Bank, be granted paid Sick Leave at the following\nrates:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) Full pay during the first three (3) months; and\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(b) Half pay for the next three (3) months; provided that if the employee\nhas not recovered from illness or accident after six (6) months from the date\nof illness or accident, the Bank may, on the recommendation of a registered\nMedical Practitioner or Medical Institution designated by the Bank, discharge\nthe employee whereupon the entitlement to Sick Leave shall cease.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) However, a recommendation from a registered Traditional Healer will be\nrecognized as a certificate of absence provided that there is a letter from a\nregistered Medical Practitioner stating that the employee attended treatment\nand that the nature of his\u002Fher illness could not be cured.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>(iii) The Bank reserves the right to have an employee examined by a\nregistered Medical Practitioner of its choice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>16.0 MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(i) A female employee shall be granted ninety (90) calendar days paid\nMaternity Leave on production of a medical certificate as to her pregnancy\nsigned by a registered Medical Practitioner or medical institution, subject to\ncompletion of two (2) years of continuous service from the date of engagement\nor since the last Maternity Leave was taken.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(ii) The Maternity Leave shall be additional to any other leave to which an\nemployee may be entitled.\u003C\u002Fp>\n\n\u003Cp>(iii) Where by reason of illness arising out of the pregnancy, a female\nemployee becomes incapacitated of performing her normal duties; she shall be\nentitled to Sick Leave in accordance with the provisions of Clause 14 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(iv) The Bank shall not terminate the services of a female employee or\nimpose any other penalty or disadvantage upon such employee within six (6)\nmonths after delivery, for reasons connected with such employee's pregnancy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>17.0 BREAST FEEDING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>The Bank shall provide a place where female employees who have babies\n(registered with the Bank) who are not more than one (1) year old breast feed.\nThe duration of such breast feeding shall not exceed one (1) hour per day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18.0 PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-bankholidays1\">\u003Cp>All gazetted Public Holidays as stipulated by the Government from time to\ntime shall be observed by the Bank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19.0 HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\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. Hours in excess of this\nshall constitute overtime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(ii) The official working hours shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Monday - Friday 08:00 hours - 13:00 hours\u003C\u002Fp>\n\n\u003Cp>and 14:00 hours-17:00 hours\u003C\u002Fp>\n\n\u003Cp>(b) Saturday 08:00 hours - 12:00 hours\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iii) The official working hours in a Shift shall be determined by\nManagement in consultation with the Union.\u003C\u002Fp>\n\n\u003Cp>(iv) Staff requested by Management to work on Saturdays, Sundays or Public\nHolidays shall be provided with Lunch if they work beyond 13:00 hours.\u003C\u002Fp>\n\n\u003Cp>(v) An employee who is made to work beyond 19:00 hours shall be provided\nwith Bank transport to his\u002F her place of residence.\u003C\u002Fp>\n\n\u003Cp>(vi) In the event of the Bank failing to provide transport, Management shall\navail accountable Imprest to staff working late taking into account the\nprevailing fares, provided always that:\u003C\u002Fp>\n\n\u003Cp>(a) Prior permission to work late was granted by Management;\u003C\u002Fp>\n\n\u003Cp>(b) The employee uses a direct route to his\u002Fher known residence; and\u003C\u002Fp>\n\n\u003Cp>(c) No Imprest shall be availed to staff who have not retired Imprest (i.e\nImprest should be retired the following day).\u003C\u002Fp>\n\n\u003Cp>(d) Staff using their own vehicles shall retire the imprest by production of\nfuel receipts amounting to not more than the prevailing fares as stated in item\n(v) above.\u003C\u002Fp>\n\n\u003Cp>(vii) The Bank shall provide dinner to employees requested to work beyond\n19:00 hours.\u003C\u002Fp>\n\n\u003Cp>(viii) The provisions in Clauses (iv) and (v) above shall not be extended to\nstaff living within the Bank premises.\u003C\u002Fp>\n\n\u003Cp>(ix) Employees requested to work on non-working days and live within a\nradius of 25km shall be paid money equivalent to a Taxi Fare to and from the\nplace of work.\u003C\u002Fp>\n\n\u003Ch2>20.0 ELIGIBILITY FOR UNION MEMBERSHIP\u003C\u002Fh2>\n\n\u003Cp>(i) Newly recruited employees shall not be represented by the Union.\u003C\u002Fp>\n\n\u003Cp>(ii) Staff will only be represented after having been confirmed in their\npositions in writing as Permanent and Pensionable employees of the Bank.\u003C\u002Fp>\n\n\u003Ch2>21.0 PROTECTIVE CLOTHING AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(i) The Bank shall provide appropriate clothing to eligible employees and\nsafety garments to eligible employees working in potentially hazardous\nareas.\u003C\u002Fp>\n\n\u003Cp>(ii) The Bank shall discuss with the Union when determining the type of\nprotective clothing and safety appropriate to eligible employees and the said\neligible employees shall wear the protective clothing so issued through out the\nyear until the issuance of new ones which shall be twice in a year.\u003C\u002Fp>\n\n\u003Cp>(iii) The Bank shall provide two (2) packets of detergent paste\u002Fpowder of\n500 grams per week to eligible employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22.0 UPSET\u002FDISTURBANCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(i) Upset\u002FDisturbance Allowance will be paid at the rate of one and half (1\nand 1\u002F2) times the Monthly Basic Salary upon an employee's transfer from one\ntown to another, at Management's request.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee transferred by Management shall be provided with transport\nfor the family and personal belongings as well as temporary accommodation for a\nperiod not exceeding thirty (30) calendar days while making arrangements for\nown accommodation. This period may be extended at the discretion of\nManagement.\u003C\u002Fp>\n\n\u003Cp>(iii) However, Upset\u002FDisturbance Allowance, provision of transport and\ntemporary accommodation shall not apply if an employee is transferred at\nhis\u002Fher own request.\u003C\u002Fp>\n\n\u003Cp>(iv) It is incumbent upon the Line Manager to allow flexibility in working\nhours to allow employees on transfer look for accommodation within the 30th\ndays subject to minimal interruption in Bank operations.\u003C\u002Fp>\n\n\u003Ch2>23.0 ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(i) To qualify for Acting Allowance, an employee must act for a period of\nnot less than fifteen (15) calendar days, in a higher grade.\u003C\u002Fp>\n\n\u003Cp>(ii) The Acting Allowance shall be 15% of either the acting employee's\nMonthly Basic Salary or the incumbent employee's Monthly Basic Salary whichever\nis higher.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee nominated to act shall be informed in writing by the Human\nResources Department prior to carrying out duties involving payment of an\nActing Allowance.\u003C\u002Fp>\n\n\u003Cp>(iv) An eligible employee who is appointed to act in a higher position with\na view to promotion shall not be made to act for more than six (6) months\nwithout being confirmed or furnished with reasons why he\u002Fshe should not be\nconfirmed; and in case of noticeable persistent unsatisfactory work\nperformance, the Acting appointment may be withdrawn and the employee reverted\nto his\u002F her substantive salary, grade and\u002For position.\u003C\u002Fp>\n\n\u003Ch2>24.0 TOOLS FOR ARTISANS\u003C\u002Fh2>\n\n\u003Cp>(i)The Bank's Artisans shall be provided with appropriate tools for\nefficient execution of their work.\u003C\u002Fp>\n\n\u003Cp>(ii)Where tools are not provided, the employee 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>25.0 SUBSISTENCE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(i) An employee travelling on authorized Bank duties and opts to make own\naccommodation and feeding arrangements shall be paid K550 as Subsistence\nAllowance for each night out of the usual work station and the Bank shall meet\nthe attendant tax due on the Subsistence Allowance paid to the employee.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee travelling on authorized Bank business and opts to be\naccommodated and meals provided by the Bank, shall be paid K70 as\nOut-of-Station Allowance for each night out of the usual work station.\u003C\u002Fp>\n\n\u003Ch2>26.0 FUNERAL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(i) In the event of death of an employee, spouse, child or parent, the Bank\nshall pay funeral grant as follows:\u003C\u002Fp>\n\n\u003Cp>(a) Employee............K6,500\u003C\u002Fp>\n\n\u003Cp>(b) Spouse................K5,075\u003C\u002Fp>\n\n\u003Cp>(c) Child...................K4,500\u003C\u002Fp>\n\n\u003Cp>(d) Parent.................K3,300\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>27.0 REPATRIATION\u003C\u002Fh2>\n\n\u003Cp>(i) On termination of service, an employee shall be entitled to be\nrepatriated together with the family, from the place of employment to the place\nof recruitment 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) The employee being separated under the Voluntary Severance Scheme;\u003C\u002Fp>\n\n\u003Cp>(d) Upon normal retirement; and\u003C\u002Fp>\n\n\u003Cp>(e) The employee dying in service in which case the benefits shall be\npayable to the family of the deceased employee.\u003C\u002Fp>\n\n\u003Cp>(ii) However, an employee may elect to be repatriated to a place of choice\nbut the Bank may only meet the portion of the cost equivalent of the\nrepatriation to the place of recruitment.\u003C\u002Fp>\n\n\u003Cp>(iii) In addition, where termination under the above stated circumstances\ntakes place within the place of recruitment, the Bank may assist the employee\nwith the cost of repatriation to the place of settlement.\u003C\u002Fp>\n\n\u003Ch2>28.0 PRINCIPLES OF REDUNDANCY AND STAFF RATIONALISATION\u003C\u002Fh2>\n\n\u003Cp>(i) It is hereby agreed that Redundancy is a negotiable item and that in the\nevent of redundancies being executed, this exercise shall require full\nconsultations between the Union and the Bank to work out modalities of its\nimplementation.\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 and the affected employee(s) 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>\n\n\u003Cp>(iii) The contract of employment of an eligible employee shall be deemed to\nhave been terminated by reason of redundancy if the termination is wholly or in\npart due to:\u003C\u002Fp>\n\n\u003Cp>(a) The Bank ceasing to carry on the business for which the employee was\nengaged.\u003C\u002Fp>\n\n\u003Cp>(b) The Bank ceasing or reducing the requirements for eligible employee to\ncarry out work of a particular kind in a place where the eligible employee was\nengaged, but the Bank remains a viable concern.\u003C\u002Fp>\n\n\u003Cp>(c) Any other conditions as provided for in the Employment Act or related\nemployment legislation.\u003C\u002Fp>\n\n\u003Ch2>29.0 VOLUNTARY SEVERANCE SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Upon application, Management at its discretion may consider and approve an\nemployee's request to proceed on Voluntary Severance Scheme provided always\nthat the employee has served the Bank for a continuous period of ten (10) years\nor attained the age of fifty (50) years.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cp>Formula\u003C\u002Fp>\n\n\u003Cp>(i) 10-19 years of service=2.0 x Monthly Gross Salary for each completed\nyear of service. However, excess service period of six (6) months and above\nwill be computed on pro-rata basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) 20 years of service and above=2.4 x Monthly Gross Salary for each\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>However, excess service period of six (6) months and above will be computed\non pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>NB:Monthly Gross Salary shall mean Monthly Basic Salary, Upkeep Allowance\nand Monthly Leave Allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>30.0 SALARY STRUCTURE\u003C\u002Fh2>\n\n\u003Cp>(i) The salary structure shall form an integral part of this Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>(ii) The salaries may be reviewed annually subject to the provisions of\nClause 3 (a) on Page 2 of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>31.0 THE GRIEVANCE AND DISCIPLINARY CODE AND THE GENERAL CONDITIONS OF\nSERVICE-RULES AND ORDERS\u003C\u002Fh2>\n\n\u003Cp>In administering discipline, the Bank shall be guided by the provisions of\nthe Grievance and Disciplinary Code and the General Conditions of Service-Rules\nand Regulations as amended from time to time.\u003C\u002Fp>\n\n\u003Cp>IN WITNESSTH WHEREOF, WE THE UNDERSIGNED DO HEREBY SET OUR RESPECTIVE HANDS\nTHIS 10TH DAY OF 2016.\u003C\u002Fp>\n\n\u003Cp>*FOR AND ON BEHALF OF THE BANK\u003C\u002Fp>\n\n\u003Cp>- BRUCE DICK - MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>- SANDRA WAMUNYIMA - HEAD LEGAL\u003C\u002Fp>\n\n\u003Cp>* FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>- CHINGATI MSISKA - GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>- GIFT NAWA - CHAIRPERSON-ZUFIAW LUSAKA BRANCH\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            ",{"disabilitypay":44,"hourspday_select":48,"trainingprogrammes":52,"maxsicknesspay":56,"severance_number":60,"ONCERISE_trigger":64,"hourspweek_select":68,"childcare":71,"wageincreasetype2":75,"hourspmonth_select":79,"STRUCINCR_trigger":81,"nursingmothers":83,"funeralpay":87,"maternityotherclause":91,"OVERTIME_trigger":95,"ADMINISTRATIVE_trigger":99,"SUNDAY_trigger":103,"ANNLEAVE_trigger":105,"protectiveclothing":109,"contracttrial":113,"sicknesspay":117,"dayspweek_select":120,"paidpaternityleave":124,"longtermillness":128,"jobsecuritymothers":132,"menstruationleave":136,"bankholidays1":140,"hivpolicy":144,"paidmaternityleavepay":148,"sicknessmaxdays":152,"paidmaternityleave":154,"contractseverancepay":157,"PAIDLEAV_trigger":161,"deathrelatives":165},{"bindId":45,"name":46,"text":47},"disabilitypay","(i) An employee who is unable to execute","(i) An employee who is unable to execute normal duties due to illness or\naccident not occasioned by the default of the employee shall on production of a\nmedical certificate from a registered Medical Practitioner or medical\ninstitution designated by the Bank, be granted paid Sick Leave at the following\nrates:",{"bindId":49,"name":50,"text":51},"hourspday_select","(i) Hours of work shall be restricted to","(i) Hours of work shall be restricted to forty four (44) hours per week or\none hundred and seventy six (176) hours per month. Hours in excess of this\nshall constitute overtime.\n\n(ii) The official working hours shall be as follows:\n\n(a) Monday - Friday 08:00 hours - 13:00 hours\n\nand 14:00 hours-17:00 hours\n\n(b) Saturday 08:00 hours - 12:00 hours",{"bindId":53,"name":54,"text":55},"trainingprogrammes","On satisfactory proof of registration fo","On satisfactory proof of registration for a course approved by the Bank, an\nemployee shall be granted ten (10) calendar days as Study Leave, inclusive of\nthe actual period of writing examinations, not exceeding two (2) times in a\nyear.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","(a) Full pay during the first three (3) ","(a) Full pay during the first three (3) months; and\n\n(b) Half pay for the next three (3) months; provided that if the employee\nhas not recovered from illness or accident after six (6) months from the date\nof illness or accident, the Bank may, on the recommendation of a registered\nMedical Practitioner or Medical Institution designated by the Bank, discharge\nthe employee whereupon the entitlement to Sick Leave shall cease.",{"bindId":61,"name":62,"text":63},"severance_number","Formula (i) 10-19 years of service=2.0 x","Formula\n\n(i) 10-19 years of service=2.0 x Monthly Gross Salary for each completed\nyear of service. However, excess service period of six (6) months and above\nwill be computed on pro-rata basis.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","(ii) Performance Based Pay The final neg","(ii) Performance Based Pay\n\nThe final negotiated salary increment for Unionised employees shall be\napportioned on the basis of cost of living (across the board) and performance\n(Individual performance rating) and the rate of apportionment shall be agreed\nupon by the Bargaining Unit.",{"bindId":69,"name":50,"text":70},"hourspweek_select","(i) Hours of work shall be restricted to forty four (44) hours per week or\none hundred and seventy six (176) hours per month. Hours in excess of this\nshall constitute overtime.",{"bindId":72,"name":73,"text":74},"childcare","(i) An employee shall be granted leave f","(i) An employee shall be granted leave for the purpose of nursing his\u002Fher\nsick spouse or child who has been hospitalized provided that he\u002Fshe produces\ndocumentary recommendation from a Medical Practitioner registered with the\nMedical Council of Zambia stating that his\u002Fher presence is required and\nindicating the number of days required, as long as the days requested for do\nnot exceed twenty one (21) calendar days.\n\n(ii) An employee shall be granted leave for purposes of nursing a sick child\nwho is an outpatient provided that he\u002Fshe produces documentary recommendation\nfrom a Medical Practitioner registered with the Medical Council of Zambia\nstating that his\u002Fher presence is required and indicating the number of days\nrequired, as long as the days requested for do not exceed twenty one (21)\ncalendar days in a year.\n\n(iii) Documentary recommendation from a Traditional Healer shall only be\naccepted if there is evidence to show that registered Medical Practitioners\nhave failed to treat the sick person.\n\n(iv) Days taken as leave under this Clause shall not be deducted from the\nemployee's accrued leave days.",{"bindId":76,"name":77,"text":78},"wageincreasetype2","(i) Salary The salaries for all Unionise","(i) Salary\n\nThe salaries for all Unionised employees as at 31st May, 2016 shall be\nincreased by K200 per month across the board with effect from 1st June,\n2016.",{"bindId":80,"name":50,"text":70},"hourspmonth_select",{"bindId":82,"name":77,"text":78},"STRUCINCR_trigger",{"bindId":84,"name":85,"text":86},"nursingmothers","The Bank shall provide a place where fem","The Bank shall provide a place where female employees who have babies\n(registered with the Bank) who are not more than one (1) year old breast feed.\nThe duration of such breast feeding shall not exceed one (1) hour per day.",{"bindId":88,"name":89,"text":90},"funeralpay","(i) In the event of death of an employee","(i) In the event of death of an employee, spouse, child or parent, the Bank\nshall pay funeral grant as follows:\n\n(a) Employee............K6,500\n\n(b) Spouse................K5,075\n\n(c) Child...................K4,500\n\n(d) Parent.................K3,300",{"bindId":92,"name":93,"text":94},"maternityotherclause","(ii) The Maternity Leave shall be additi","(ii) The Maternity Leave shall be additional to any other leave to which an\nemployee may be entitled.\n\n(iii) Where by reason of illness arising out of the pregnancy, a female\nemployee becomes incapacitated of performing her normal duties; she shall be\nentitled to Sick Leave in accordance with the provisions of Clause 14 above.",{"bindId":96,"name":97,"text":98},"OVERTIME_trigger","(iii) Overtime Overtime shall be one and","(iii) Overtime\n\nOvertime shall be one and halftimes the hourly rate on ordinary days and\ndouble the hourly rate on Sundays and Public Holidays.",{"bindId":100,"name":101,"text":102},"ADMINISTRATIVE_trigger","(i) An employee who is required by Law t","(i) An employee who is required by Law to attend Court proceedings as a\nState Witness shall be allowed Special Leave for the number of days as\nrequired.",{"bindId":104,"name":97,"text":98},"SUNDAY_trigger",{"bindId":106,"name":107,"text":108},"ANNLEAVE_trigger","Leave Allowance shall mean payment made ","Leave Allowance shall mean payment made to an employee on an approved annual\nleave of not less than 15 working days. Annual Leave Allowance shall be paid at\nthe rate of 100% of one's monthly gross salary, ie, (Monthly Basic Salary plus\nUpkeep Allowance) in the month of January. Payment will be made on receipt of a\nleave application form. Employees may opt to receive their leave pay later on\nin the year when they decide to go on leave and submit the leave application\nform. The days applied for shall be deducted and cannot be claimed once the\nallowance has been paid.",{"bindId":110,"name":111,"text":112},"protectiveclothing","(i) The Bank shall provide appropriate c","(i) The Bank shall provide appropriate clothing to eligible employees and\nsafety garments to eligible employees working in potentially hazardous\nareas.\n\n(ii) The Bank shall discuss with the Union when determining the type of\nprotective clothing and safety appropriate to eligible employees and the said\neligible employees shall wear the protective clothing so issued through out the\nyear until the issuance of new ones which shall be twice in a year.\n\n(iii) The Bank shall provide two (2) packets of detergent paste\u002Fpowder of\n500 grams per week to eligible employees.",{"bindId":114,"name":115,"text":116},"contracttrial","(ii) Leave days accrued, including durin","(ii) Leave days accrued, including during the probation period, shall be\npaid to the employee in cash upon termination of employment or to his\u002Fher\nestate in the event of death.",{"bindId":118,"name":46,"text":119},"sicknesspay","(i) An employee who is unable to execute normal duties due to illness or\naccident not occasioned by the default of the employee shall on production of a\nmedical certificate from a registered Medical Practitioner or medical\ninstitution designated by the Bank, be granted paid Sick Leave at the following\nrates:\n\n(a) Full pay during the first three (3) months; and\n\n(b) Half pay for the next three (3) months; provided that if the employee\nhas not recovered from illness or accident after six (6) months from the date\nof illness or accident, the Bank may, on the recommendation of a registered\nMedical Practitioner or Medical Institution designated by the Bank, discharge\nthe employee whereupon the entitlement to Sick Leave shall cease.\n\n(ii) However, a recommendation from a registered Traditional Healer will be\nrecognized as a certificate of absence provided that there is a letter from a\nregistered Medical Practitioner stating that the employee attended treatment\nand that the nature of his\u002Fher illness could not be cured.\n\n(iii) The Bank reserves the right to have an employee examined by a\nregistered Medical Practitioner of its choice.",{"bindId":121,"name":122,"text":123},"dayspweek_select","(ii) The official working hours shall be","(ii) The official working hours shall be as follows:\n\n(a) Monday - Friday 08:00 hours - 13:00 hours\n\nand 14:00 hours-17:00 hours\n\n(b) Saturday 08:00 hours - 12:00 hours",{"bindId":125,"name":126,"text":127},"paidpaternityleave","On satisfactory proof of registration of","On satisfactory proof of registration of a spouse (wife) and the newly born\nchild. Male employees shall be entitled to four (4) calendar days as paternity\nleave once every two (2) years to attend to parental responsibilities.",{"bindId":129,"name":130,"text":131},"longtermillness","(b) Half pay for the next three (3) mont","(b) Half pay for the next three (3) months; provided that if the employee\nhas not recovered from illness or accident after six (6) months from the date\nof illness or accident, the Bank may, on the recommendation of a registered\nMedical Practitioner or Medical Institution designated by the Bank, discharge\nthe employee whereupon the entitlement to Sick Leave shall cease.",{"bindId":133,"name":134,"text":135},"jobsecuritymothers","(iv) The Bank shall not terminate the se","(iv) The Bank shall not terminate the services of a female employee or\nimpose any other penalty or disadvantage upon such employee within six (6)\nmonths after delivery, for reasons connected with such employee's pregnancy.",{"bindId":137,"name":138,"text":139},"menstruationleave","(ii) A female employee shall be entitled","(ii) A female employee shall be entitled to one (1) day absence from work\neach month without giving reasons (Mother's Day).",{"bindId":141,"name":142,"text":143},"bankholidays1","All gazetted Public Holidays as stipulat","All gazetted Public Holidays as stipulated by the Government from time to\ntime shall be observed by the Bank.",{"bindId":145,"name":146,"text":147},"hivpolicy","(iii) The Bank reserves the right to hav","(iii) The Bank reserves the right to have an employee examined by a\nregistered Medical Practitioner of its choice.",{"bindId":149,"name":150,"text":151},"paidmaternityleavepay","(i) A female employee shall be granted n","(i) A female employee shall be granted ninety (90) calendar days paid\nMaternity Leave on production of a medical certificate as to her pregnancy\nsigned by a registered Medical Practitioner or medical institution, subject to\ncompletion of two (2) years of continuous service from the date of engagement\nor since the last Maternity Leave was taken.",{"bindId":153,"name":58,"text":59},"sicknessmaxdays",{"bindId":155,"name":150,"text":156},"paidmaternityleave","(i) A female employee shall be granted ninety (90) calendar days paid\nMaternity Leave on production of a medical certificate as to her pregnancy\nsigned by a registered Medical Practitioner or medical institution, subject to\ncompletion of two (2) years of continuous service from the date of engagement\nor since the last Maternity Leave was taken.\n\n(ii) The Maternity Leave shall be additional to any other leave to which an\nemployee may be entitled.\n\n(iii) Where by reason of illness arising out of the pregnancy, a female\nemployee becomes incapacitated of performing her normal duties; she shall be\nentitled to Sick Leave in accordance with the provisions of Clause 14 above.\n\n(iv) The Bank shall not terminate the services of a female employee or\nimpose any other penalty or disadvantage upon such employee within six (6)\nmonths after delivery, for reasons connected with such employee's pregnancy.",{"bindId":158,"name":159,"text":160},"contractseverancepay","Upon application, Management at its disc","Upon application, Management at its discretion may consider and approve an\nemployee's request to proceed on Voluntary Severance Scheme provided always\nthat the employee has served the Bank for a continuous period of ten (10) years\nor attained the age of fifty (50) years.\n\nFormula\n\n(i) 10-19 years of service=2.0 x Monthly Gross Salary for each completed\nyear of service. However, excess service period of six (6) months and above\nwill be computed on pro-rata basis.\n\n(ii) 20 years of service and above=2.4 x Monthly Gross Salary for each\ncompleted year of service.\n\nHowever, excess service period of six (6) months and above will be computed\non pro-rata basis.\n\nNB:Monthly Gross Salary shall mean Monthly Basic Salary, Upkeep Allowance\nand Monthly Leave Allowance.",{"bindId":162,"name":163,"text":164},"PAIDLEAV_trigger","(i) Annual Leave shall accrue at the rat","(i) Annual Leave shall accrue at the rate of 2.5 days per month across the\nboard irrespective of the employee's length of service. Staff shall take any\nnumber of accrued leave days as Annual Leave at any time in the course of the\nyear, but will only be eligible to carry a maximum balance of accrued leave\ninto the new year.",{"bindId":166,"name":167,"text":168},"deathrelatives","(i)On death of a spouse, child or parent","(i)On death of a spouse, child or parent, an employee will be eligible for\nseven (7) calendar days as Compassionate Leave and such leave shall not be\ndeducted from the employee's accrued leave days.\n\n(ii)Days in excess of seven (7) calendar days shall be granted at the\ndiscretion of Management and such days shall form part of the compassionate\nleave.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Zambia National Commercial Bank (PLC) - 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: → 2016-01-10\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            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public 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                        Zambia National Commercial Bank (PLC)\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: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → 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 6500.0\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 21 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 4 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 7 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \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: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 60 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → No provision days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \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: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → 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 200.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2016-05\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: → Yes\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            \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            \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",[174],{"title":37,"slug":33},[176],{"type":177,"data":178},"call_to_action_body_block",{"title":179,"description":180,"variant":181,"link":182},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":179,"url":183,"description":179,"rel":184,"type":185},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[187],{"type":177,"data":188},{"title":179,"description":180,"variant":181,"link":189},{"title":179,"url":183,"description":179,"rel":184,"type":185},[]]