[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-collective-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-zambia-union-for-financial-institutions-and-allied-workers-zufiaw---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":183,"content_type_view":184,"extra_breadcrumbs":185,"body":187,"body_blocks":198,"related_pages":202},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":181,"translations":182},{"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-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-zambia-union-for-financial-institutions-and-allied-workers-zufiaw---2014","fcaa2d3a-c368-11e6-ac76-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzambia\u002Fmemorandum-of-collective-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-zambia-union-for-financial-institutions-and-allied-workers-zufiaw---2014\u002Fmemorandum-of-collective-bargaining-agreement-between-standard-chartered-bank-zambia-plc-and-zambia-union-for-financial-institutions-and-allied-workers-zufiaw---2014\u002F","Memorandum of Collective Bargaining Agreement between Standard Chartered Bank Zambia PLC and Zambia Union for Financial Institutions and Allied Workers (ZUFIAW) - 2014","ZMB Standard Chartered Bank Zambia PLC - 2014","Zambia - ZMB Standard Chartered Bank Zambia PLC - 2014","ZMB Standard Chartered Bank Zambia PLC - 2014 - Financial services, banking, insurance",{"name":41,"data":42},"Stanchart.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 BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED\nBANK ZAMBIA PLC AND ZAMBIA UNION FOR FINANCIAL INSTITUTIONS AND ALLIED WORKERS\n(ZUFIAW) - 2014\u003C\u002Fh1>\n\n\u003Cp>APRIL 2014\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA\nPLC\u003C\u002Fp>\n\n\u003Cp>Hereinafter referred to as the \"Bank”\u003C\u002Fp>\n\n\u003Cp>AND\u003C\u002Fp>\n\n\u003Cp>THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS\u003C\u002Fp>\n\n\u003Cp>Hereinafter referred to as the “UNION\" representing employees eligible for\nrepresentation by the Union in terms of item 2 - Scope of the Agreement of the\nMEMORANDUM OF RECOGNITION AGREEMENT signed on the 28th day of June 1996 between\nthe Bank and the Union.\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement made this 18th day of March 2014 between the Bank\nand the Union covering conditions of service as stipulated in the Memorandum of\nRecognition Agreement,\u003C\u002Fp>\n\n\u003Cp>Duration of this Collective Agreement except for the rates of pay which\nshall be negotiated for yearly shall be for a period of not less than\ntwenty-four (24) months commencing on 1st April 2014 provided that-\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>a) Within 24 months of the date of the coming into effect of this Collective\nAgreement either party could call for a meeting to review salaries according to\nprevailing economic conditions during the period.\u003C\u002Fp>\n\n\u003Cp>b) At any time after 21 months of commencement of this agreement either\nparty will give to the other 3 months notice in writing of its desire for this\nagreement to continue in force for a further period to be agreed upon, or of\nits intention to terminate the agreement or alter any clause therein.\u003C\u002Fp>\n\n\u003Cp>c) At any time after nine months of the commencement of this agreement,\neither party will give to the other 3 months notice in writing of its desire to\nstart negotiations for new rates of pay.\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 5 days.\u003C\u002Fp>\n\n\u003Cp>e) The terms of 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\nRecognition Agreement between the Bank and the Union remains in force.\u003C\u002Fp>\n\n\u003Cp>g) Pending the signing of a new Collective Agreement, the present agreement\nshall continue in force.\u003C\u002Fp>\n\n\u003Cp>h) Application for a change or Amendment\u003C\u002Fp>\n\n\u003Cp>It is agreed that if either the Union or the Bank consider that any part of\nthis agreement should be changed or amended and if it is also considered that\nsuch a change is mutually beneficial to both the Union and the Bank and\nprovided it is clearly seen to be a valid reason to recommend such a change or\namendment to this agreement, it should be undertaken in the following\nmanner:-.\u003C\u002Fp>\n\n\u003Cp>I. The Union or the Bank will indicate by letter its intention to discuss a\nchange or amendment to the Collective Agreement,\u003C\u002Fp>\n\n\u003Cp>II. Such a letter indicated in (i) above will not be considered by the\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 after two weeks,\nbut not longer than three weeks after the date of the original letter, should\nagree to meet to discuss the change.\u003C\u002Fp>\n\n\u003Ch2>1. RATES OF PAY\u003C\u002Fh2>\n\n\u003Cp>1.1 Basic Salary\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Increments for 2014 for all Union grades are 11.85% across the board and no\nunionised employees will fall below ZMW600 in terms of monthly salary\nincrements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.2 Overtime\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime shall be 1.5 times the hourly rate on ordinary days and double the\nhourly rate on Sundays and Public Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>1.3 Mid Month Pay\u003C\u002Fp>\n\n\u003Cp>Employees may on request draw 25% of their basic salary at mid month as\nsalary advance without giving reason provided that the net take home after\npayroll deductions shall not be less than ZMW 500.00. Salary advances will be\nprocessed on the 1st of each month and applications from staff must be\nsubmitted to Human Resources by 27th of each month, i.e. 3 days before the\nfollowing month.\u003C\u002Fp>\n\n\u003Ch2>2. ANNUAL LEAVE ACCRUAL\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Accrued leave days shall be granted as follows:-\u003C\u002Fp>\n\n\u003Cp>2.1 Employees with 1-5 years of service shall accrue 24 working days\nexclusive of Saturdays, Sundays and gazetted public holidays.\u003C\u002Fp>\n\n\u003Cp>2.2 Employees with over 5 years of service shall accrue 30 working days\nexclusive of Saturdays, Sundays and gazetted public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3. ANNUAL LEAVE TRAVEL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>3.1 Annual leave travel expenses shall be paid once per year at the rate of\n10.5% of one’s basic annual salary gross across the board upon taking leave\nof not less than 10 days.\u003C\u002Fp>\n\n\u003Cp>3.2 Leave accrued, including during probationary period will be paid to the\nemployee or to his\u002Fher estate in cash in the event of termination of contract\nor death.\u003C\u002Fp>\n\n\u003Cp>3.3 Staff will not forfeit their accrued leave and their leave allowance if\nthey are required to continue working due to pressure of work. However, failure\nto go on leave must be documented and approved by the Head of a division.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. STUDY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingprogrammes\">\u003Cp>An employee on satisfactory proof of registration shall be granted 12\ncalendar days plus the actual days of writing examinations. This entitlement\nwill only be granted once per annum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>5.1 On written application and supported by documentary evidence, an\nemployee will be granted nine (9) working days on death of spouse, child,\nfather, mother, blood brother and blood sister.\u003C\u002Fp>\n\n\u003Cp>5.2 Days in excess of 9 working days shall be granted at the discretion of\nManagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. NURSING A SICK CHILD OR SPOUSE\u003C\u002Fh2>\n\n\u003Cp>6.1 An employee shall be granted leave for the purpose of nursing his\u002Fher\nsick spouse or child provided that he\u002Fshe produces documentary recommendation\nfrom a Government approved Doctor registered with the Medical Council of Zambia\nstating that his\u002Fher presence is required and stating the number of days.\u003C\u002Fp>\n\n\u003Cp>6.2 Documentary recommendation from registered tradition healers will only\nbe accepted if there is evidence to show that professionally qualified doctors\nhave failed to treat the sick person.\u003C\u002Fp>\n\n\u003Ch2>7. UNPAID LEAVE\u003C\u002Fh2>\n\n\u003Cp>Management may on application, grant unpaid leave for up to a maximum of two\nyears using its discretion in deserving cases and provided that one has served\na continuous minimum of two years with the Bank.\u003C\u002Fp>\n\n\u003Ch2>8. SPECIAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>An employee who is required by law to attend court proceedings shall be\nallowed special leave for the number of days required.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Employees who are confirmed in their appointments and who are on prolonged\nmedical treatment because of III health shall be entitled to sick leave as\nfollows:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>The first twelve (12) months on full pay subject to the production of a\nmedical certificate signed by a Government approved medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>Payment of salary in excess of 12 months shall be at the discretion of\nManagement and thereafter, the medical board of review will determine his\u002Fher\nsuitability for continued employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>However, recommendation from registered traditional healers will be\nrecognised as a certificate of absence provided there is a letter from a\nGovernment hospital doctor stating that the employee attended treatment at the\nhospital and that the nature of his illness could not be cured,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The employer reserves the right to have an employee examined by a Government\nregistered medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>10. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Eligible female employees shall be entitled to 120 calendar days-paid\nmaternity leave after serving the initial 2 years and thereafter at intervals\nof not less than two years.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>Such leave shall be exclusive of annual leave of which the latter shall not\nbe taken together with maternity leave except with agreement of employer and\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Breastfeeding mothers will be allowed to knock-off one hour earlier than\n17:00 hours. The duration of such breast-feeding shall not exceed one (1) year\nafter date of delivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>All gazetted public holidays as stipulated by the Government from time to\ntime shall be observed by the Bank.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>12.1 Hours of work shall be restricted to 45 hours per week and one hundred\nand seventy six (176) hours per month inclusive of working Saturdays. Hours in\nexcess of (08) eight hours per day shall constitute overtime. Overtime will be\npaid for hours exceeding the working hours in that month under\nconsideration.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>12.2 The hours per week shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>12.2.1 Monday-Friday 08:00 hours to 17:00 hours excluding one hour for\nlunch.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.2.2 First and last Saturdays of the month 08.00 hours to 13 hours\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>12.3 Lunch allowance of ZMW 50.00 (Fifty Kwacha) will be paid to staff who\nare authorised to work through lunch break of between 11:30 hours and 14:30\nhours to allow for flex hours. The one hour lunch break will not constitute\novertime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>12.4 Claims for transport expenses will be reimbursed for staffs who work\nafter 19.00 hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.5 Dinner will be provided to staff who work after 19.30 hours (including\nNight Branch staff), but prior arrangements to work overtime after 19.30 hours\nmust be agreed with management. Dinner allowance of ZMW 50.00 will be paid to\nstaff that are not provided with the actual dinner. \u003C\u002Fp>\n\n\u003Ch2>13. OUT OF POCKET ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>An employee on Bank business or requested by the bank to attend a training\ncourse, seminar or workshop outside his\u002Fher normal station of work shall be\npaid ZMW 85.00 where board and lodging are provided.\u003C\u002Fp>\n\n\u003Cp>For staff working out of station the following allowances will be paid:-\u003C\u002Fp>\n\n\u003Cp>Breakfast allowance of ZMW 40.00 if the Bank does not buy breakfast.\u003C\u002Fp>\n\n\u003Cp>Lunch allowance of ZMW 60.00 if the Bank does not buy lunch.\u003C\u002Fp>\n\n\u003Cp>Dinner allowance of ZMW 60.00 if the Bank does not buy dinner.\u003C\u002Fp>\n\n\u003Cp>Overnight allowance of ZMW 240.00 per night if the Bank does not provide\naccommodation.\u003C\u002Fp>\n\n\u003Cp>Staff shall be allowed to request for a reasonable cash advance before\nleaving for any outside assignment, which must be expensed upon return to base\nwithin seven days from date of arrival, failure to that, the bank shall recover\nthe outstanding amount in full.\u003C\u002Fp>\n\n\u003Ch2>14. ALLOWANCES FOR ATM CUSTODIANS\u003C\u002Fh2>\n\n\u003Cp>An allowance of ZMW 200.00 per day for all weekends and Public Holidays will\nbe paid to ATM custodians to enable them attend to ATM incidences.\u003C\u002Fp>\n\n\u003Ch2>15. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The Union may represent newly recruited employees after joining the Bank as\nlong as they have successfully completed the required probationary period.\u003C\u002Fp>\n\n\u003Cp>The probationary period shall be six (6) months, with one day’s notice\nfrom either side to terminate a contract.\u003C\u002Fp>\n\n\u003Cp>Management however, reserves the right to extend the period of probation for\nup to a further six (6) months stating the reasons for the extension.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. PROTECTIVE CLOTHING AND UNIFORMS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>16.1 For messengers, commissionaires and drivers, the following shall be\nprovided\u003C\u002Fp>\n\n\u003Cp>16.1.1 Two pullovers, two pairs of shoes, two pairs of socks, two sets of\nuniforms per annum. All the above mentioned shall be provided with\u003C\u002Fp>\n\n\u003Cp>uniforms and equipment consistent with their work, in addition to the two\npairs of shoes, those messengers who will be lifting cash trunks will be\nprovided with one pair of safety boots per annum.\u003C\u002Fp>\n\n\u003Cp>16.1.2 in addition, office raincoats and umbrellas shall be provided to\nmessengers for use during the rainy season but shall remain the property of the\nBank.\u003C\u002Fp>\n\n\u003Cp>16.1.3 Archive staff will be provided masks.\u003C\u002Fp>\n\n\u003Cp>16.1.4 Archives staff and Tellers will be provided with milk.\u003C\u002Fp>\n\n\u003Cp>16.2 Cashier’s protective Clothing such as smocks shall be provided to\nemployees if specifically requested for by them.\u003C\u002Fp>\n\n\u003Cp>16.3 Staff uniforms, whose number would be determined by Management, will be\nprovided at 18 months intervals.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. ACTING ALLOWANCE AND PERIOD\u003C\u002Fh2>\n\n\u003Cp>17.1 For an employee to qualify for acting allowance he\u002Fshe is to act for a\ncontinuous period of not less than 21 calendar days in the higher grades.\u003C\u002Fp>\n\n\u003Cp>17.2 All positions in the Bank shall be evaluated and approved job grades\nwill be communicated to staff.\u003C\u002Fp>\n\n\u003Cp>17.3 if an employee acts in the same position for the second time this\nperiod shall be reduced to 14 continuous days.\u003C\u002Fp>\n\n\u003Cp>17.4 Acting allowance shall be paid at the rate of 18% of the salary of the\nperson acting.\u003C\u002Fp>\n\n\u003Cp>17.5 An employee nominated to act shall be informed in writing prior to\ncarrying out duties involving payment of acting allowance.\u003C\u002Fp>\n\n\u003Ch2>18. RESPONSIBILITY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>18.1 For an employee to qualify for Responsibility allowance he\u002Fshe is to\nperform the added responsibilities of another job in full for a continuous\nperiod of not less than 14 calendar days. The position whose responsibilities\nare to be added will be equivalent to the individual’s job grade,\u003C\u002Fp>\n\n\u003Cp>18.2 Responsibility allowance shall be paid at the rate of 18% of the higher\nsalary between that of the incumbent or the person performing the added\nresponsibilities.\u003C\u002Fp>\n\n\u003Cp>18.3 An employee nominated to perform added responsibilities shall be\ninformed in writing prior to carrying out duties involving payment of\nResponsibility allowance.\u003C\u002Fp>\n\n\u003Ch2>19. FUNERAL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>19.1 in the event of the death of a direct employee, spouse, child, or\nparent the following grants shall be paid:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Direct Employee\u003C\u002Ftd>\n      \u003Ctd>ZMW 3,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Spouse\u003C\u002Ftd>\n      \u003Ctd>ZMW 2,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Child\u002Fdependant (below 18 years) \u003C\u002Ftd>\n      \u003Ctd>ZMW 2,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Parent\u003C\u002Ftd>\n      \u003Ctd>ZMW 4,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>The eligible number of dependants will be limited to two and these will need\nto be registered with Human resources.\u003C\u002Fp>\n\n\u003Cp>19.2 Expenses for a coffin, transport, firewood and a tent will be met by\nthe Bank in the first three cases above but this provision shall not cover the\nparents.\u003C\u002Fp>\n\n\u003Cp>19.3 Coffin referred to in (20.2) will be:-\u003C\u002Fp>\n\n\u003Cp>20.3.1Direct employee - Casket\u003C\u002Fp>\n\n\u003Cp>20.3.2 Spouse and child - Standard\u003C\u002Fp>\n\n\u003Cp>19.4 Transport shall be provided within the same town as follows:-\u003C\u002Fp>\n\n\u003Cp>20.4.1 A pick-up for carrying the coffin to the graveyard. In the event of\ndeath of a staff, the Bank would provide a hearse.\u003C\u002Fp>\n\n\u003Cp>20.4.2 Two buses\u003C\u002Fp>\n\n\u003Cp>19.5 Meals shall be provided in the first three cases as follows:-\u003C\u002Fp>\n\n\u003Cp>20.5.1 Direct employee for three consecutive funeral days\u003C\u002Fp>\n\n\u003Cp>20.5.2 Spouse and child for three consecutive funeral days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. CONDITIONS ON PREMISES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>20.1 A reasonable sized refrigerator primarily for storage of water shall be\nprovided at place of work.\u003C\u002Fp>\n\n\u003Cp>20.2 The Bank will put in place safety measures whenever buildings are being\nrenovated.\u003C\u002Fp>\n\n\u003Cp>20.3 Bank will provide sugar, coffee, tea and milk to staff every day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21. REPATRIATION OF EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>On termination of services all employees are entitled to be repatriated\ntogether with their families from places of employment to places of recruitment\nas stipulated in the Employment Act under the following circumstances:\u003C\u002Fp>\n\n\u003Cp>21.1 The employee being medically discharged\u003C\u002Fp>\n\n\u003Cp>21.2 The employee being declared redundant\u003C\u002Fp>\n\n\u003Cp>21.3 Upon normal and early retirement\u003C\u002Fp>\n\n\u003Cp>21.4 The employee dying in service in which case the benefits may be\nextended payable to the family of the deceased.\u003C\u002Fp>\n\n\u003Cp>However, employees may elect to be repatriated to places of their choice but\nthe employer may only meet that portion of the cost of repatriation to the\nplace of recruitment.\u003C\u002Fp>\n\n\u003Ch2>22. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>22.1 An employee whose contract of service has been terminated by reason of\nredundancy shall:-\u003C\u002Fp>\n\n\u003Cp>22.1.1 Be entitled to such redundancy payment as agreed between the Union\nand the Bank.\u003C\u002Fp>\n\n\u003Cp>22.1.2 Be paid the redundancy benefits not later than the last day of duty\nof the employee.\u003C\u002Fp>\n\n\u003Cp>22.1.3 Where the Bank is unable to pay the redundancy benefits, on the last\nday of duty of the employee, the Bank shall continue to pay the employee full\nwages until the redundancy benefits are paid.\u003C\u002Fp>\n\n\u003Cp>22.2 The contract of service of an employee shall be deemed to have been\nterminated by reason of redundancy if the termination is wholly or in part due\nto:\u003C\u002Fp>\n\n\u003Cp>22.2.1 The Bank ceases to carry on business by virtue of which the employee\nwas engaged,\u003C\u002Fp>\n\n\u003Cp>22.2.2 The Business ceasing or reducing the requirement for the employee to\ncarry out work of a particular kind in the place where the employee was engaged\nand the business remains a viable going concern.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>23. HOUSING\u003C\u002Fh2>\n\n\u003Cp>The Bank shall provide an employee with either housing or a loan towards the\npurchase or construction of a house as per the Housing policy.\u003C\u002Fp>\n\n\u003Ch2>24. RELOCATION ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Relocation allowance of ZMW 7,500.00 will be paid to staff.\u003C\u002Fp>\n\n\u003Ch2>25. EDUCATION ADVANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Management may provide an Education Advance recoverable (which will be\nreviewed) In instalments and payments start in February.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>26. LABOUR DAY CELEBRATIONS.\u003C\u002Fh2>\n\n\u003Cp>At Bank's discretion Management will support Labour Day celebrations\nactivities within reasonable costs to be agreed by Management as the need\narises.\u003C\u002Fp>\n\n\u003Ch2>27. LONG SERVICE AWARDS\u002FCERTIFICATES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Long service awards will be paid at amounts to be determined by\nManagement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>28PATERNITY LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Eligible male employees shall be entitled to 5 working days paid paternity\nleave on the birth of his child. This paternity leave must be taken within a\nweek of birth or it will be forfeited.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>29. MEDICAL FACILITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Bank will pay 70% of the cost of spectacles up to a limit of ZMW 850.00.\nThe Optical facility will be available for once in two years, however, in\nspecial cases with a Doctor's recommendation a shorter period shall be\nconsidered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>30. HOTLINE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>A Hotline allowance of ZMW 200.00 shall be paid to Call Centre Customer\nSales and Service Representative whenever on duty.\u003C\u002Fp>\n\n\u003Ch2>31. BARGAINING UNIT NEGOTIATIONS\u003C\u002Fh2>\n\n\u003Cp>All future meetings will be held outside Bank Premises to avoid\ndisturbances.\u003C\u002Fp>\n\n\u003Ch2>32. PAY DAY\u003C\u002Fh2>\n\n\u003Cp>Pay day shall be 23rd of every month or Friday if 23rd falls on the\nweekend.\u003C\u002Fp>\n\n\u003Ch2>33. HARDSHIP ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>Hardship Allowance of ZMW 500.00 gross shall be paid to staff in rural\nBranches (Kasama, Mongu and Solwezi).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>34. PENSION CONTRIBUTION LEVELS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The pension contribution levels shall be 7.5% and 5,5% of monthly. Basic\nsalary for Bank and Employee respectively with effect from 1st July 2010.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>35. APPENDIX TO 2014 CBA\u003C\u002Fh2>\n\n\u003Cp>The Collective Bargaining Agreement for 2014 has been agreed by both\nManagement and Union and all items are closed.\u003C\u002Fp>\n\n\u003Cp>Following the signing of the CBA for 2014, both Management and Union have\nagreed to fully discuss the following pending items off the Bargaining table.\nThe commitment from both parties is to discuss and reach conclusions within\n2014:\u003C\u002Fp>\n\n\u003Cp>Recognition Agreement \u003C\u002Fp>\n\n\u003Cp>Performance Differentiated Pay(PDP)\u003C\u002Fp>\n\n\u003Cp>Relocation Policy\u003C\u002Fp>\n\n\u003Cp>IN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HAND\u003C\u002Fp>\n\n\u003Cp>THIS 18th DAY OF MARCH 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF EMPLOYER\u003C\u002Fp>\n\n\u003Cp>- ANDREW OKAI - Managing Director\u003C\u002Fp>\n\n\u003Cp>- RUTH SIMUYEMBA - Head Human Resource\u003C\u002Fp>\n\n\u003Cp>- MPANJI MUKOMA - Bargaining Unit Secretary\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>- ABRAHAM MULWANDA - Chairperson Bargaining Unit\u003C\u002Fp>\n\n\u003Cp>- CHINGATI MSISKA - General Secretary ZUFIAW\u003C\u002Fp>\n\n\u003Cp>- CLEMENT MUMBO - ZUFIAW Representative\u003C\u002Fp>\n\n\u003Cp>- PRESS CHEWE - SCB B\u002F Chairman-Lusaka\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"hourspday_select":44,"trainingprogrammes":48,"maxsicknesspay":52,"maternity_nursing_breaks_duration":56,"hourspweek_select":60,"childcare":62,"hourspmonth_select":66,"STRUCINCR_trigger":68,"nursingmothers":72,"funeralpay":74,"MEALALL_trigger":78,"trainingfund":82,"maternityotherclause":86,"HARDSHIP_trigger":90,"maxsicknesspayperc":94,"pensionfund":97,"OVERTIME_trigger":101,"ADMINISTRATIVE_trigger":105,"SENIOR_trigger":109,"healthcareaccess":113,"COMMUTE_trigger":117,"SUNDAY_trigger":121,"ANNLEAVE_trigger":123,"protectiveclothing":127,"healthandsafetypolicy":131,"contracttrial":135,"sicknesspay":139,"dayspweek_select":143,"paidmaternityleaveall":147,"paidpaternityleave":151,"longtermillness":155,"bankholidays1":159,"hivpolicy":163,"paidmaternityleavepay":167,"sicknessmaxdays":169,"paidmaternityleave":171,"contractseverancepay":173,"PAIDLEAV_trigger":177},{"bindId":45,"name":46,"text":47},"hourspday_select","12.1 Hours of work shall be restricted t","12.1 Hours of work shall be restricted to 45 hours per week and one hundred\nand seventy six (176) hours per month inclusive of working Saturdays. Hours in\nexcess of (08) eight hours per day shall constitute overtime. Overtime will be\npaid for hours exceeding the working hours in that month under\nconsideration.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","An employee on satisfactory proof of reg","An employee on satisfactory proof of registration shall be granted 12\ncalendar days plus the actual days of writing examinations. This entitlement\nwill only be granted once per annum.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","The first twelve (12) months on full pay","The first twelve (12) months on full pay subject to the production of a\nmedical certificate signed by a Government approved medical practitioner.\n\nPayment of salary in excess of 12 months shall be at the discretion of\nManagement and thereafter, the medical board of review will determine his\u002Fher\nsuitability for continued employment.",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_duration","Breastfeeding mothers will be allowed to","Breastfeeding mothers will be allowed to knock-off one hour earlier than\n17:00 hours. The duration of such breast-feeding shall not exceed one (1) year\nafter date of delivery.",{"bindId":61,"name":46,"text":47},"hourspweek_select",{"bindId":63,"name":64,"text":65},"childcare","5.1 On written application and supported","5.1 On written application and supported by documentary evidence, an\nemployee will be granted nine (9) working days on death of spouse, child,\nfather, mother, blood brother and blood sister.\n\n5.2 Days in excess of 9 working days shall be granted at the discretion of\nManagement.",{"bindId":67,"name":46,"text":47},"hourspmonth_select",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","Increments for 2014 for all Union grades","Increments for 2014 for all Union grades are 11.85% across the board and no\nunionised employees will fall below ZMW600 in terms of monthly salary\nincrements.",{"bindId":73,"name":58,"text":59},"nursingmothers",{"bindId":75,"name":76,"text":77},"funeralpay","19.1 in the event of the death of a dire","19.1 in the event of the death of a direct employee, spouse, child, or\nparent the following grants shall be paid:-\n\n\n  \n  \n  \n  \n    \n      Direct Employee\n      ZMW 3,500.00\n    \n    \n      Spouse\n      ZMW 2,500.00\n    \n    \n      Child\u002Fdependant (below 18 years) \n      ZMW 2,000.00\n    \n    \n      Parent\n      ZMW 4,000.00\n    \n  \n\n\nThe eligible number of dependants will be limited to two and these will need\nto be registered with Human resources.\n\n19.2 Expenses for a coffin, transport, firewood and a tent will be met by\nthe Bank in the first three cases above but this provision shall not cover the\nparents.\n\n19.3 Coffin referred to in (20.2) will be:-\n\n20.3.1Direct employee - Casket\n\n20.3.2 Spouse and child - Standard\n\n19.4 Transport shall be provided within the same town as follows:-\n\n20.4.1 A pick-up for carrying the coffin to the graveyard. In the event of\ndeath of a staff, the Bank would provide a hearse.\n\n20.4.2 Two buses\n\n19.5 Meals shall be provided in the first three cases as follows:-\n\n20.5.1 Direct employee for three consecutive funeral days\n\n20.5.2 Spouse and child for three consecutive funeral days",{"bindId":79,"name":80,"text":81},"MEALALL_trigger","12.3 Lunch allowance of ZMW 50.00 (Fifty","12.3 Lunch allowance of ZMW 50.00 (Fifty Kwacha) will be paid to staff who\nare authorised to work through lunch break of between 11:30 hours and 14:30\nhours to allow for flex hours. The one hour lunch break will not constitute\novertime.",{"bindId":83,"name":84,"text":85},"trainingfund","Management may provide an Education Adva","Management may provide an Education Advance recoverable (which will be\nreviewed) In instalments and payments start in February.",{"bindId":87,"name":88,"text":89},"maternityotherclause","Such leave shall be exclusive of annual ","Such leave shall be exclusive of annual leave of which the latter shall not\nbe taken together with maternity leave except with agreement of employer and\nemployee.",{"bindId":91,"name":92,"text":93},"HARDSHIP_trigger","Hardship Allowance of ZMW 500.00 gross s","Hardship Allowance of ZMW 500.00 gross shall be paid to staff in rural\nBranches (Kasama, Mongu and Solwezi).",{"bindId":95,"name":54,"text":96},"maxsicknesspayperc","The first twelve (12) months on full pay subject to the production of a\nmedical certificate signed by a Government approved medical practitioner.",{"bindId":98,"name":99,"text":100},"pensionfund","The pension contribution levels shall be","The pension contribution levels shall be 7.5% and 5,5% of monthly. Basic\nsalary for Bank and Employee respectively with effect from 1st July 2010.",{"bindId":102,"name":103,"text":104},"OVERTIME_trigger","Overtime shall be 1.5 times the hourly r","Overtime shall be 1.5 times the hourly rate on ordinary days and double the\nhourly rate on Sundays and Public Holidays.",{"bindId":106,"name":107,"text":108},"ADMINISTRATIVE_trigger","An employee who is required by law to at","An employee who is required by law to attend court proceedings shall be\nallowed special leave for the number of days required.",{"bindId":110,"name":111,"text":112},"SENIOR_trigger","Long service awards will be paid at amou","Long service awards will be paid at amounts to be determined by\nManagement.",{"bindId":114,"name":115,"text":116},"healthcareaccess","The Bank will pay 70% of the cost of spe","The Bank will pay 70% of the cost of spectacles up to a limit of ZMW 850.00.\nThe Optical facility will be available for once in two years, however, in\nspecial cases with a Doctor's recommendation a shorter period shall be\nconsidered.",{"bindId":118,"name":119,"text":120},"COMMUTE_trigger","12.4 Claims for transport expenses will ","12.4 Claims for transport expenses will be reimbursed for staffs who work\nafter 19.00 hours.",{"bindId":122,"name":103,"text":104},"SUNDAY_trigger",{"bindId":124,"name":125,"text":126},"ANNLEAVE_trigger","3.1 Annual leave travel expenses shall b","3.1 Annual leave travel expenses shall be paid once per year at the rate of\n10.5% of one’s basic annual salary gross across the board upon taking leave\nof not less than 10 days.\n\n3.2 Leave accrued, including during probationary period will be paid to the\nemployee or to his\u002Fher estate in cash in the event of termination of contract\nor death.\n\n3.3 Staff will not forfeit their accrued leave and their leave allowance if\nthey are required to continue working due to pressure of work. However, failure\nto go on leave must be documented and approved by the Head of a division.",{"bindId":128,"name":129,"text":130},"protectiveclothing","16.1 For messengers, commissionaires and","16.1 For messengers, commissionaires and drivers, the following shall be\nprovided\n\n16.1.1 Two pullovers, two pairs of shoes, two pairs of socks, two sets of\nuniforms per annum. All the above mentioned shall be provided with\n\nuniforms and equipment consistent with their work, in addition to the two\npairs of shoes, those messengers who will be lifting cash trunks will be\nprovided with one pair of safety boots per annum.\n\n16.1.2 in addition, office raincoats and umbrellas shall be provided to\nmessengers for use during the rainy season but shall remain the property of the\nBank.\n\n16.1.3 Archive staff will be provided masks.\n\n16.1.4 Archives staff and Tellers will be provided with milk.\n\n16.2 Cashier’s protective Clothing such as smocks shall be provided to\nemployees if specifically requested for by them.\n\n16.3 Staff uniforms, whose number would be determined by Management, will be\nprovided at 18 months intervals.",{"bindId":132,"name":133,"text":134},"healthandsafetypolicy","20.1 A reasonable sized refrigerator pri","20.1 A reasonable sized refrigerator primarily for storage of water shall be\nprovided at place of work.\n\n20.2 The Bank will put in place safety measures whenever buildings are being\nrenovated.\n\n20.3 Bank will provide sugar, coffee, tea and milk to staff every day.",{"bindId":136,"name":137,"text":138},"contracttrial","The Union may represent newly recruited ","The Union may represent newly recruited employees after joining the Bank as\nlong as they have successfully completed the required probationary period.\n\nThe probationary period shall be six (6) months, with one day’s notice\nfrom either side to terminate a contract.\n\nManagement however, reserves the right to extend the period of probation for\nup to a further six (6) months stating the reasons for the extension.",{"bindId":140,"name":141,"text":142},"sicknesspay","Employees who are confirmed in their app","Employees who are confirmed in their appointments and who are on prolonged\nmedical treatment because of III health shall be entitled to sick leave as\nfollows:-\n\nThe first twelve (12) months on full pay subject to the production of a\nmedical certificate signed by a Government approved medical practitioner.\n\nPayment of salary in excess of 12 months shall be at the discretion of\nManagement and thereafter, the medical board of review will determine his\u002Fher\nsuitability for continued employment.\n\nHowever, recommendation from registered traditional healers will be\nrecognised as a certificate of absence provided there is a letter from a\nGovernment hospital doctor stating that the employee attended treatment at the\nhospital and that the nature of his illness could not be cured,\n\nThe employer reserves the right to have an employee examined by a Government\nregistered medical practitioner.",{"bindId":144,"name":145,"text":146},"dayspweek_select","12.2 The hours per week shall be as foll","12.2 The hours per week shall be as follows:-\n\n12.2.1 Monday-Friday 08:00 hours to 17:00 hours excluding one hour for\nlunch.",{"bindId":148,"name":149,"text":150},"paidmaternityleaveall","Eligible female employees shall be entit","Eligible female employees shall be entitled to 120 calendar days-paid\nmaternity leave after serving the initial 2 years and thereafter at intervals\nof not less than two years.",{"bindId":152,"name":153,"text":154},"paidpaternityleave","Eligible male employees shall be entitle","Eligible male employees shall be entitled to 5 working days paid paternity\nleave on the birth of his child. This paternity leave must be taken within a\nweek of birth or it will be forfeited.",{"bindId":156,"name":157,"text":158},"longtermillness","Payment of salary in excess of 12 months","Payment of salary in excess of 12 months shall be at the discretion of\nManagement and thereafter, the medical board of review will determine his\u002Fher\nsuitability for continued employment.",{"bindId":160,"name":161,"text":162},"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":164,"name":165,"text":166},"hivpolicy","The employer reserves the right to have ","The employer reserves the right to have an employee examined by a Government\nregistered medical practitioner.",{"bindId":168,"name":149,"text":150},"paidmaternityleavepay",{"bindId":170,"name":54,"text":55},"sicknessmaxdays",{"bindId":172,"name":149,"text":150},"paidmaternityleave",{"bindId":174,"name":175,"text":176},"contractseverancepay","22.1 An employee whose contract of servi","22.1 An employee whose contract of service has been terminated by reason of\nredundancy shall:-\n\n22.1.1 Be entitled to such redundancy payment as agreed between the Union\nand the Bank.\n\n22.1.2 Be paid the redundancy benefits not later than the last day of duty\nof the employee.\n\n22.1.3 Where the Bank is unable to pay the redundancy benefits, on the last\nday of duty of the employee, the Bank shall continue to pay the employee full\nwages until the redundancy benefits are paid.\n\n22.2 The contract of service of an employee shall be deemed to have been\nterminated by reason of redundancy if the termination is wholly or in part due\nto:\n\n22.2.1 The Bank ceases to carry on business by virtue of which the employee\nwas engaged,\n\n22.2.2 The Business ceasing or reducing the requirement for the employee to\ncarry out work of a particular kind in the place where the employee was engaged\nand the business remains a viable going concern.",{"bindId":178,"name":179,"text":180},"PAIDLEAV_trigger","Accrued leave days shall be granted as f","Accrued leave days shall be granted as follows:-\n\n2.1 Employees with 1-5 years of service shall accrue 24 working days\nexclusive of Saturdays, Sundays and gazetted public holidays.\n\n2.2 Employees with over 5 years of service shall accrue 30 working days\nexclusive of Saturdays, Sundays and gazetted public holidays.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZMB Standard Chartered Bank Zambia PLC - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-03-31\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: → 2014-03-18\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Banking\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Standard Chartered Bank Zambia 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 265 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: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW 3500.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 17 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → 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: → 9 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 176.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → -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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 11.85 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Extra payment for annual leave: → 10.5 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → ZMW 500.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 50.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[186],{"title":37,"slug":33},[188],{"type":189,"data":190},"call_to_action_body_block",{"title":191,"description":192,"variant":193,"link":194},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":191,"url":195,"description":191,"rel":196,"type":197},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[199],{"type":189,"data":200},{"title":191,"description":192,"variant":193,"link":201},{"title":191,"url":195,"description":191,"rel":196,"type":197},[]]