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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, 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OF ZAMBIA MINISTRY OF LABOUR AND SOCIAL SECURITY MEMORANDUM OF COLLECTIVE AGREEMENT Prudential Life Assurance Zambia Limited AND The Zambia Union of Financial Institutions and Allied Workers 2nd June 2023","REPUBLIC OF ZAMBIA MINISTRY OF LABOUR AND SOCIAL SECURITY MEMORANDUM OF COLLECTIVE AGREEMENT Prudential Life Assurance Zambia Limited AND The Zambia Union of Financial Institutions and Allied Workers 2nd June 2023 - 2023","Zambia - REPUBLIC OF ZAMBIA MINISTRY OF LABOUR AND SOCIAL SECURITY MEMORANDUM OF COLLECTIVE AGREEMENT Prudential Life Assurance Zambia Limited AND The Zambia Union of Financial Institutions and Allied Workers 2nd June 2023 - 2023","REPUBLIC OF ZAMBIA MINISTRY OF LABOUR AND SOCIAL SECURITY MEMORANDUM OF COLLECTIVE AGREEMENT Prudential Life Assurance Zambia Limited AND The Zambia Union of Financial Institutions and Allied Workers 2nd June 2023 - 2023 - Financial services, banking, insurance",{"name":41,"data":42},"Prudential Collective Agreement-2023.html","\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>Prudential Collective Agreement-2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>REPUBLIC OF ZAMBIA\u003C\u002Fh1>\n\n\u003Ch1>MINISTRY OF LABOUR AND SOCIAL SECURITY\u003C\u002Fh1>\n\n\u003Ch1>MEMORANDUM OF COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>Prudential Life Assurance Zambia Limited\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>The Zambia Union of Financial Institutions and Allied Workers\u003C\u002Fh1>\n\n\u003Ch1>2\u003Csup>nd \u003C\u002Fsup>June 2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>General Secretary,\u003C\u002Fp>\n\n\u003Cp>Zambia Union of Financial Institutions and Allied Workers LUSAKA.\u003C\u002Fp>\n\n\u003Cp>RE: REGRET ON THE APPROVAL OF THE COLLECTIVE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>Reference is made to the subject matter above.\u003C\u002Fp>\n\n\u003Cp>The Office of the Labour Commissioner acknowledges receipt of your letter\ndated 30th May, 2023 that was accompanied by .copies of the collective\nagreement submitted for approval.\u003C\u002Fp>\n\n\u003Cp>We regret to inform you that your collective agreement could not be approved\nas your document does not have a clear clause on the types of contract of\nemployment and lacks a comprehensive salary schedule with specified broken-\ndown segments.\u003C\u002Fp>\n\n\u003Cp>Therefore, besides indicating the different types of contracts offered and\nthe terminal benefits associated with them, you are requested to submit a\nsalary schedule that shows the following:\u003C\u002Fp>\n\n\u003Cp>1.Basic Salaries\u003C\u002Fp>\n\n\u003Cp>2.Gross Salaries\u003C\u002Fp>\n\n\u003Cp>3.The breakdown of the gross salary into allowances that are paid monthly.\nYou have been appropriately guided on this matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Definitions \u002F Interpretation\u003C\u002Fh2>\n\n\u003Cp>Calendar Leave Year shall mean the normal calendar year from 1st January to\n31st December.\u003C\u002Fp>\n\n\u003Cp>Employee shall mean a person employed in the Company, who is also a\nregistered member of the Union Body.\u003C\u002Fp>\n\n\u003Cp>Union or Union Body shall mean the Zambia Union of Financial Institutions\nand Allied Workers (ZUFiAW)\u003C\u002Fp>\n\n\u003Cp>The Company shall mean the Employer, who in this case is Prudential Life\nAssurance Zambia Limited\u003C\u002Fp>\n\n\u003Cp>Salary Range shall mean the range of pay with respect to each grade, having\na minimum, midpoint and maximum amount applicable.\u003C\u002Fp>\n\n\u003Cp>Bargaining Unit shall mean the collective name for the Management\nNegotiating Team and the Union Representation both from ZUFÍAW and the\nCompany.\u003C\u002Fp>\n\n\u003Cp>Memorandum of Recognition Agreement shall mean the enabling document of this\nCollective Agreement, signed on 18th June Two Thousand and Fourteen (2014)\nbetween the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>Standard Subsistence Allowance shall mean the allowance paid to an employee\nwho will not be accommodated by the Company for each night out of station and\non duty.\u003C\u002Fp>\n\n\u003Cp>Wherever the masculine is used in this Agreement, it shall be construed as\nmeaning the feminine or the neuter where the context so admits or requires and\nthe converse shall hold as applicable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>COLLECTIVE AGREEMENT\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>BETWEEN\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Prudential Life Assurance Zambia Limited\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(Hereinafter referred to as the \"Company”)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>of the one part\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>AND\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The Zambia Union of Financial Institutions and Allied\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Workers\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(Hereinafter referred to as the \"Union\")\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>of the other part\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Representing employees eligible for representation by the Union in terms of\nClause 2 of the MEMORANDUM OF RECOGNITION AGREEMENT signed on 18th June Two\nThousand and Fourteen (2014) between the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement is made this 1st day of April 2023 between the\nCompany and the Union (collectively referred to as \"the parties\") covering\nconditions of service as stipulated in Appendix B of the Memorandum of\nRecognition Agreement\u003C\u002Fp>\n\n\u003Cp>Duration of this Collective Agreement shall be for a period of not less than\ntwenty-four (24) months commencing 1st April 2023 provided that;\u003C\u002Fp>\n\n\u003Ch2>1.0 Memorandum of Collective Agreement\u003C\u002Fh2>\n\n\u003Cp>a)The parties agree that the agreed items shall be implemented effective 1\nst April 2023.\u003C\u002Fp>\n\n\u003Cp>b)The parties agree that salaries shall only be reviewed after 12 months\nfrom the effective date of this agreement. However, where prevailing economic\nconditions make it impractical for employees to reasonably get by with current\nsalaries, either party to this agreement may call for a meeting to review\nsalaries within 12 months of the date of the conning into effect of this\nCollective Agreement.\u003C\u002Fp>\n\n\u003Cp>c)Any time after 21 months of commencement of this agreement, either party\nwill give to the other six weeks’ notice in writing of its desire for this\nAgreement to continue in force for a further period to be agreed upon or of its\nintention to terminate the Agreement or alter any clause herein.\u003C\u002Fp>\n\n\u003Cp>d)In the event of emergency cases, both parties shall endeavour to meet as\nsoon as possible but not later than 14 days.\u003C\u002Fp>\n\n\u003Cp>e)The terms 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 subject to the Memorandum\nof Recognition Agreement between the Company and the Union remaining in\nforce.\u003C\u002Fp>\n\n\u003Cp>g)Application for a Change or Amendment -\u003C\u002Fp>\n\n\u003Cp>It is agreed that if either the Union or the Company considers that any part\nof this Agreement should be changed or amended and if it is also considered\nthat such a change is mutually beneficial to both the Union and the Company and\nprovided it is 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 Company shall indicate by letter its intention to discuss\na change or amendment to the Collective Agreement\u003C\u002Fp>\n\n\u003Cp>ii)Such a letter indicated in (i) above shall not be considered by the\nBargaining Unit unless it is accompanied by written information\u002Fevidence or any\nother communication considered necessary to validate the intention to change or\namend the Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>iii)The party requesting the change or amendment shall allow the other party\ntwo weeks to consider the request. The Bargaining Unit shall after two weeks,\nbut not longer than 28 calendar days after the date of the original letter,\nmeet to discuss the proposed change.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>2.0 Salaries\u003C\u002Fh2>\n\n\u003Cp>The parties agree that the company shall increase current salaries of\nUnionised staff by 8% across the board plus Performance based increments as\nfollows:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>Individual\u003C\u002Fp>\n\n        \u003Cp>Rating\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>Across the Board Increment\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>Performance Based increment\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>Total Increment\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>0\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>6%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>14%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>HE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>4%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>12%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>E\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>2%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>10%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>Nl\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>0%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>8%\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"131\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.1 Performance Related Salary Increment\u003C\u002Fh3>\n\n\u003Cp>Performance based increase will be done by Management according to\nemployees' performance.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>2.2 Harmonisation of Salaries\u003C\u002Fh3>\n\n\u003Cp>Management will harmonize the salary ranges for employees working in the\nsame grade and shall only vary based on employee’s qualifications, work\nexperience and individual performance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.3 Salary Advances\u003C\u002Fh3>\n\n\u003Cp>Salary Advance shall be recovered in (3) monthly instalments with interests\nas may be determined by the company.\u003C\u002Fp>\n\n\u003Ch3>2.4 Rental Advance\u003C\u002Fh3>\n\n\u003Cp>Rental Advance shall be called special advance and it will be recovered\nwithin 3 months without any interest being charged. Terms and condition of 40%\nDRC shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3.0 Housing Allowance\u003C\u002Fh2>\n\n\u003Cp>Effective 1st July 201 7, Housing Allowance was consolidated into basic\npay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>4,0 Working Days and Hours\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>The Company’s normal working hours are 42 hours a week, 40 of them being\nfrom 08:00 hours to 17:00 hours from Monday to Friday, with One hour lunch\nbreak taken any time between 12:00 hours and 14:00 hours. For the unutilized 2\nhours each week, the Employee may be called upon to work on Saturday or Sunday.\nIf the working hours are not specifically stated in the employment contract,\nthe employee should observe the normal office hours as referred to above. The\nworking hours or normal office hours are referred to as the “Contracted\nHours\".\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Employees may be expected to work any additional hours necessary to properly\nperform the duties and responsibilities of their position. Such additional\nhours that are worked at the direction of, or with the agreement of the line\nmanager are “Directed Hours” and shall be taken as Overtime, only when the\nextra 2 hours is exhausted. Overtime shall be paid at 1.5 times the\nemployee’s hourly rate for weekdays and Saturdays and 2 times the\nemployee’s hourly rate for Sundays and public holidays. For the avoidance of\ndoubt, overtime shall only count after the exhaustion of the 2 extra hours\nabove.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5.0 ALLOWANCES\u003C\u002Fh2>\n\n\u003Ch3>5.1 Relocation\u003C\u002Fh3>\n\n\u003Cp>When the Company requires an employee to transfer from one location to\nanother between different towns, it will meet the following costs:\u003C\u002Fp>\n\n\u003Cp>a)Removal expenses for the employee, his or her family and household effects\nby road, unless management specifies otherwise;\u003C\u002Fp>\n\n\u003Cp>b)Payment of Disturbance Allowance equivalent to one month’s Basic Salary,\nnet of Tax, which will only be paid after the employee has reported to work at\nnew location.\u003C\u002Fp>\n\n\u003Cp>Disturbance Allowance shall not be payable to a new employee who must\nrelocate to take up an initial appointment offered by the Company. In such a\nsituation, the new employee is deemed to have self-requested to relocate prior\nto taking up the initial appointment.\u003C\u002Fp>\n\n\u003Cp>No Disturbance Allowance shall be paid for self-requested and disciplinary\ntransfers of employees. Disciplinary transfer is defined as arising out of\nbeing found guilty of an offence and relocation being necessary.\u003C\u002Fp>\n\n\u003Cp>c)Where accommodation is not found by the employee before the date of\ntransfer, the Company shall accommodate the transferred employee for a maximum\nof 30 days. In case the employee refuses to be accommodated by the company for\nthis period and instead decides to take money in lieu of accommodation, the\nCompany shall pay standard subsistence allowance for up to 30 days, Standard\nsubsistence allowance shall have the same meaning ascribed in the definitions\nsections of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>6.0 Allowances\u003C\u002Fh2>\n\n\u003Ch4>Out of Station on Duty Allowance\u003C\u002Fh4>\n\n\u003Cp>Where the Company requests an employee to stay away from the employee’s\ncontracted station of duty either in course of duty or on training (business\ntrip), the following shall apply:\u003C\u002Fp>\n\n\u003Cp>a)The Company will accommodate such employees in a guest house, Lodge or\nHotel. When accommodated by the company, employees will be paid an\nout-of-pocket allowance as classified in the following table:\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>Grade\u003C\u002Ftd>\n      \u003Ctd>Rate (ZMK)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A-D\u003C\u002Ftd>\n      \u003Ctd>250\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) an employee who is not or opts not to be accommodated by the company\ni.e, opts for own accommodation arrangement shall be entitled to a subsistence\nallowance for each night out of station at a rate classified below:\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>Grade\u003C\u002Ftd>\n      \u003Ctd>Rate (ZMK)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A-D\u003C\u002Ftd>\n      \u003Ctd>750\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The subsistence allowance shall cover the employee’s accommodation and\nmeals for each day out of station.\u003C\u002Fp>\n\n\u003Ch4>Out of Station on duty but not spending a night\u003C\u002Fh4>\n\n\u003Cp>Meal allowance of K 175.00 shall be paid to an employee who is travelling\nlocally on business outside 25 kilometres radius or more from station, but not\nspending a night. This shall come into effect in 2022.\u003C\u002Fp>\n\n\u003Ch4>Extra duty within station\u003C\u002Fh4>\n\n\u003Cp>Lunch Allowance amounting to K100 per day shall be paid to an employee\nworking during Lunch Break period with prior approval from Head of Division.\u003C\u002Fp>\n\n\u003Cp>Dinner Allowance amounting to K150.00 per day shall be paid to employee\nworking beyond 20:00 hours with prior approval from the Head of Division\u003C\u002Fp>\n\n\u003Cp>Dinner at K150 \u002F Overtime and a secure form of transport through contractor\nto be contracted by end of March 2021 \u003C\u002Fp>\n\n\u003Cp>Any decision to reduce or remove any of the above allowances will be\nsubjected to dialogue with the Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>6.1 Training.\u003C\u002Fh3>\n\n\u003Cp>The company will pay subsistence allowance for company sponsored training.\nThe company will only pay subsistence allowance for training organized by\nZUFIAW upon submission of a training plan at the beginning of the year subject\nto management approval.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch2>7.O Annual Leave\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be entitled to annual leave once in twelve (12)\ncalendar months. Annual leave can only be taken after being confirmed and the\nemployee having accumulated half of the annual leave entitlement.\u003C\u002Fp>\n\n\u003Cp>Annual Leave allowance was consolidate into basic pay effective 1st July,\n2017.\u003C\u002Fp>\n\n\u003Cp>The parties agree that each employee shall accumulate 2 leave days per month\ntranslating into 24 working days being granted as annual leave. In granting\nleave days, the company shall do so exclusive of Saturdays, Sundays and\nGazetted Public Holidays. Employees who have served the company for five (5)\nyears shall be granted 26 annual leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>If an employee is called back to work when on leave, such days will be given\nback to the employee\u003C\u002Fp>\n\n\u003Cp>a) Leave Accrual\u003C\u002Fp>\n\n\u003Cp>With the exception of new employees, an employee shall not carry over more\nthan 7 days of their accumulated annual leave entitlement into the next leave\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch2>8.O Funeral Grants\u003C\u002Fh2>\n\n\u003Cp>Funeral Grants shall be granted in the event of death of the following and\nat the rates accompanying each category of persons:\u003C\u002Fp>\n\n\u003Cp>Employee K10,500.00\u003C\u002Fp>\n\n\u003Cp>Parent K7,500.00\u003C\u002Fp>\n\n\u003Cp>Spouse K7,500.0\u003C\u002Fp>\n\n\u003Cp>Dependant\u002FChild(biological\u002Flegallyadopted) K7,500,00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The funeral grantismeant tocoverthe following expenses:\u003C\u002Fp>\n\n\u003Cp>a)A standard coffin\u003C\u002Fp>\n\n\u003Cp>b)Financial assistance towards funeral expenses\u003C\u002Fp>\n\n\u003Cp>c)50 Kilograms of mealie meal\u003C\u002Fp>\n\n\u003Cp>d)Transport to and from the local cemetery or any amount required to hire\nsuch\u003C\u002Fp>\n\n\u003Cp>transport.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If any employee dies, in addition to the funeral grant for an employee, the\ncompany will provide a casket and a hearse to transport the body to and from\nthe burial site.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.O Other Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Ch3>9.1 Compassionate Leave\u003C\u002Fh3>\n\n\u003Cp>This shall apply as provided for in the Employment Code Act 2019\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a)Documentary evidence must be produced in support of Compassionate Leave\napplication.\u003C\u002Fp>\n\n\u003Cp>b)Compassionate Leave shall not be granted if employee is already on\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Ch3>9.2 Sick Leave\u003C\u002Fh3>\n\n\u003Cp>Sick leave shall be granted to an employee:\u003C\u002Fp>\n\n\u003Cp>(a)who is ill or injured;\u003C\u002Fp>\n\n\u003Cp>(b)who has undergone dental treatment;\u003C\u002Fp>\n\n\u003Cp>(c)sick leave will not apply when an employee is already on leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All request for sick leave, should be supported by production of a medical\ncertificate duly signed by a duly registered medical practitioner in accordance\nwith the legal and regulatory requirements of the Health Professions Council of\nZambia. The certificate should confirm that the employee is unfit to discharge\nhis or her duties and should also specify the period of leave applied for and\nnecessary for the recovery of the employee's health.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The limits for paid sick leave shall be as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>a)full pay for the first 90 calendar days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b)half pay for the subsequent 90 calendar days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee, who has exhausted his or her sick leave provisions of\ncontinuous six (6) months may be granted paid annual leave due to him or her.\nHowever, when such sick leave and annual leave are exhausted, the Company may,\non the recommendation of a registered medical practitioner declare that the\nemployee be medically discharged immediately or remain on unpaid leave of\nabsence for a further period not exceeding 30 calendar days and then be\nmedically discharged if still not certified fit for work by a registered\nmedical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>9.3 Special Leave\u003C\u002Fh3>\n\n\u003Cp>Employee shall exhaust all the provided for leave options. Should they need\nany other leave aside from what is already in the current conditions of\nservice, such requests are subjected to Management’s approval .\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Ch3>9.4Maternity Leave\u003C\u002Fh3>\n\n\u003Cp>This shall apply as provided for in the Employment Code Act 2019\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Ch3>9.5 Paternity Leave\u003C\u002Fh3>\n\n\u003Cp>The provision of Employment Code Act 2019 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>9.6 Mother’s Day\u003C\u002Fh3>\n\n\u003Cp>Every female employee shall be entitled to one working day’s absence from\nwork once every month without giving reason.\u003C\u002Fp>\n\n\u003Ch3>9.7 Study Leave\u003C\u002Fh3>\n\n\u003Cp>Shall be granted to employees studying at the rate of maximum seven (7)\nworking days per annum as per provisions within the current Learning and\nDevelopment policy. Eligible fields of study are outlined in the company’s\nLearning and development under clause 9 and reimbursement of cost of the course\nupon successful completion is covered in the Policy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Ch2>10.O Medical Scheme\u003C\u002Fh2>\n\n\u003Cp>All employees of the company with their registered dependants shall be\nentitled to medical care locally under the terms of the Promed Scheme for\nemployees.\u003C\u002Fp>\n\n\u003Cp>This facility shall only be applicable to the following:\u003C\u002Fp>\n\n\u003Cp>a) Employee’s spouse (if not already covered by another scheme under\nanother\u003C\u002Fp>\n\n\u003Cp>b) A maximum of four registered dependent children or legally adopted\nchildren aged 21 years and below. However, the facility will extend to those\nabove the age of 21 if still in school\u002Fcollege up to 24 years upon producing\nproof from the schoo)\u002FCollege.\u003C\u002Fp>\n\n\u003Cp>The following benefit limits will apply under the Promed Scheme:\u003C\u002Fp>\n\n\u003Cp>• In-patient K50,000.00\u003C\u002Fp>\n\n\u003Cp>• Out-patient K10,000.00\u003C\u002Fp>\n\n\u003Cp>Employees encouraged to utilize NHIMA scheme which the company contributes\ntowards in addition to the medical scheme. Any costs incurred beyond the\nallocated limits shall continue to be borne by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11.O Staff Education Loans\u003C\u002Fh2>\n\n\u003Cp>Any education loan can be obtained through the bank like as per the current\npractise on all other loans.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch2>12.O Probation\u003C\u002Fh2>\n\n\u003Cp>a)On commencement of employment, employees shall be placed on probation for\nan initial period of three (3) months. During this period, the employee's\nperformance will be evaluated and where found unsatisfactory, may be extended\nfor a further period as the manager may deem necessary provided that any\nextension shall not be beyond 3 months and shall be approved in writing by the\ncompany. Upon successful completion of probation, an employee will be confirmed\nin employment.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>b)An employee on probation will only join the union upon confirmation of\nemployment. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>13.O Redundancy\u003C\u002Fh2>\n\n\u003Cp>The parties agreed that this will be effected according to the Employment\nCode Act 2019, and whenever such events occur management to engage union for\nnegotiations even if it’s only one person being declared redundant.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>a)The company may terminate an employee without fault on the part of the\nemployee where the services of an employee are superfluous or where the\nemployee's position is abolished as a result of among others, restructuring of\nthe Company. Where an employee's contract of service is terminated by reason of\nredundancy, the employee shall be entitled to at least one month's notice or\none month's salary in lieu of notice and redundancy benefits of not less than\ntwo month's gross salaries for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b)Where the Company secures alternative employment for an employee instead\nof declaring such employee redundant, the employee shall take up such\nalternative employment. If the alternative employment is found at a grade\nequivalent to the former job, any employee to whom an offer of such alternative\nemployment is made who refuses such offer shall have their employment\nterminated as though the Company terminated by giving the standard notice but\nno redundancy package shall be paid. Standard notice shall have the same\nmeaning as ascribed in the Employee Handbook,\u003C\u002Fp>\n\n\u003Cp>c)An employee who accepts an offer of an alternative job in a lower grade\nwill be remunerated at their current salary.\u003C\u002Fp>\n\n\u003Cp>d)Where the alternative employment is in a lower grade, the employee may\naccept or in the alternative, appeal against the decision to offer him or her a\nlower graded job within seven days. In the event the employee is not satisfied\nwith the appeal decision, he or she will be declared redundant and shall have\nhis or her redundancy, package paid to him or her;\u003C\u002Fp>\n\n\u003Cp>The provisions of this section shall not apply to the following:\u003C\u002Fp>\n\n\u003Cp>a)Where the company ceases to carry on business by reason of bankruptcy or\ncompulsory liquidation;\u003C\u002Fp>\n\n\u003Cp>b)An employee engaged on a fixed term and the redundancy coincides with the\nexpiration of that term;\u003C\u002Fp>\n\n\u003Ch2>14.O Retirement\u003C\u002Fh2>\n\n\u003Cp>Every employee’s Norma! Retirement shall be at 60 years of age. However,\nan employee may retire on attaining the age of 55 years if 12 months before\nattaining that age, the employee notifies the company of the intention to\nretire at 55 years or 65 years, if 12 months before attaining 60 years, the\nemployee notifies the company of the intention to retire at 65 years and the\ncompany approves such retirement. Retirement age is subject to existing\nlegislation or any statutory provisions obtaining from time to time. \u003C\u002Fp>\n\n\u003Ch2>15.O Retirement on Medical Grounds\u003C\u002Fh2>\n\n\u003Cp>Retirement on medical grounds shall be granted where an employee receives\nsatisfactory medical evidence from a registered medical practitioner that the\nemployee is incapable by reason of some infirmity to mind or body of\ndischarging the duties of his\u002Fher office and that such an infirmity is likely\nto be of long duration. \u003C\u002Fp>\n\n\u003Cp>\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",{"TRAINING_trigger":44,"trainingprogrammes":48,"SOCSEC_trigger":50,"contracttrial":54,"contracttrialperiod":58,"contractseverancepay":60,"contractseverancepay1":64,"maxsicknesspay":68,"maxsicknesspayperc":72,"maxsicknesspaytype":76,"sicknessmaxdaysnr":78,"healthcareaccess":81,"healthcareaccessrelatives":83,"healthinsurance":85,"healthinsurancerelatives":87,"funeralpay":89,"WORKFAM_trigger":93,"paidmaternityleave":97,"paidmaternityleaveduration":100,"jobsecuritymothers":102,"maternitydiscrimination":104,"paidpaternityleave":106,"paidpaternityleaveduration":110,"childcare":112,"childcareleave":116,"hourspday":119,"hourspweek":123,"dayspweek":127,"holidaysdays":129,"schedulesrestpw":133,"WAGES_trigger":135,"WAGES_determined":139,"STRUCINCR_trigger":143,"OVERTIME_trigger":146,"SUNDAY_trigger":150},{"bindId":45,"name":46,"text":47},"TRAINING_trigger","6.1 Training. The company will pay subsi","6.1 Training.\n\nThe company will pay subsistence allowance for company sponsored training.\nThe company will only pay subsistence allowance for training organized by\nZUFIAW upon submission of a training plan at the beginning of the year subject\nto management approval.",{"bindId":49,"name":46,"text":47},"trainingprogrammes",{"bindId":51,"name":52,"text":53},"SOCSEC_trigger","10.O Medical Scheme All employees of the","10.O Medical Scheme\n\nAll employees of the company with their registered dependants shall be\nentitled to medical care locally under the terms of the Promed Scheme for\nemployees.\n\nThis facility shall only be applicable to the following:\n\na) Employee’s spouse (if not already covered by another scheme under\nanother\n\nb) A maximum of four registered dependent children or legally adopted\nchildren aged 21 years and below. However, the facility will extend to those\nabove the age of 21 if still in school\u002Fcollege up to 24 years upon producing\nproof from the schoo)\u002FCollege.\n\nThe following benefit limits will apply under the Promed Scheme:\n\n• In-patient K50,000.00\n\n• Out-patient K10,000.00\n\nEmployees encouraged to utilize NHIMA scheme which the company contributes\ntowards in addition to the medical scheme. Any costs incurred beyond the\nallocated limits shall continue to be borne by the employee.",{"bindId":55,"name":56,"text":57},"contracttrial","12.O Probation a)On commencement of empl","12.O Probation\n\na)On commencement of employment, employees shall be placed on probation for\nan initial period of three (3) months. During this period, the employee's\nperformance will be evaluated and where found unsatisfactory, may be extended\nfor a further period as the manager may deem necessary provided that any\nextension shall not be beyond 3 months and shall be approved in writing by the\ncompany. Upon successful completion of probation, an employee will be confirmed\nin employment.\n\nb)An employee on probation will only join the union upon confirmation of\nemployment. ",{"bindId":59,"name":56,"text":57},"contracttrialperiod",{"bindId":61,"name":62,"text":63},"contractseverancepay","b)An employee on probation will only joi","b)An employee on probation will only join the union upon confirmation of\nemployment. \n\n13.O Redundancy\n\nThe parties agreed that this will be effected according to the Employment\nCode Act 2019, and whenever such events occur management to engage union for\nnegotiations even if it’s only one person being declared redundant.\n\na)The company may terminate an employee without fault on the part of the\nemployee where the services of an employee are superfluous or where the\nemployee's position is abolished as a result of among others, restructuring of\nthe Company. Where an employee's contract of service is terminated by reason of\nredundancy, the employee shall be entitled to at least one month's notice or\none month's salary in lieu of notice and redundancy benefits of not less than\ntwo month's gross salaries for each completed year of service.",{"bindId":65,"name":66,"text":67},"contractseverancepay1","a)The company may terminate an employee ","a)The company may terminate an employee without fault on the part of the\nemployee where the services of an employee are superfluous or where the\nemployee's position is abolished as a result of among others, restructuring of\nthe Company. Where an employee's contract of service is terminated by reason of\nredundancy, the employee shall be entitled to at least one month's notice or\none month's salary in lieu of notice and redundancy benefits of not less than\ntwo month's gross salaries for each completed year of service.",{"bindId":69,"name":70,"text":71},"maxsicknesspay","9.2 Sick Leave Sick leave shall be grant","9.2 Sick Leave\n\nSick leave shall be granted to an employee:\n\n(a)who is ill or injured;\n\n(b)who has undergone dental treatment;\n\n(c)sick leave will not apply when an employee is already on leave.\n\n\n\nAll request for sick leave, should be supported by production of a medical\ncertificate duly signed by a duly registered medical practitioner in accordance\nwith the legal and regulatory requirements of the Health Professions Council of\nZambia. The certificate should confirm that the employee is unfit to discharge\nhis or her duties and should also specify the period of leave applied for and\nnecessary for the recovery of the employee's health.\n\n\n\nThe limits for paid sick leave shall be as follows:\n\na)full pay for the first 90 calendar days\n\nb)half pay for the subsequent 90 calendar days\n\n\n\nAn employee, who has exhausted his or her sick leave provisions of\ncontinuous six (6) months may be granted paid annual leave due to him or her.\nHowever, when such sick leave and annual leave are exhausted, the Company may,\non the recommendation of a registered medical practitioner declare that the\nemployee be medically discharged immediately or remain on unpaid leave of\nabsence for a further period not exceeding 30 calendar days and then be\nmedically discharged if still not certified fit for work by a registered\nmedical practitioner.",{"bindId":73,"name":74,"text":75},"maxsicknesspayperc","a)full pay for the first 90 calendar day","a)full pay for the first 90 calendar days",{"bindId":77,"name":70,"text":71},"maxsicknesspaytype",{"bindId":79,"name":74,"text":80},"sicknessmaxdaysnr","a)full pay for the first 90 calendar days\n\nb)half pay for the subsequent 90 calendar days",{"bindId":82,"name":52,"text":53},"healthcareaccess",{"bindId":84,"name":52,"text":53},"healthcareaccessrelatives",{"bindId":86,"name":52,"text":53},"healthinsurance",{"bindId":88,"name":52,"text":53},"healthinsurancerelatives",{"bindId":90,"name":91,"text":92},"funeralpay","8.O Funeral Grants Funeral Grants shall ","8.O Funeral Grants\n\nFuneral Grants shall be granted in the event of death of the following and\nat the rates accompanying each category of persons:\n\nEmployee K10,500.00\n\nParent K7,500.00\n\nSpouse K7,500.0\n\nDependant\u002FChild(biological\u002Flegallyadopted) K7,500,00\n\n\n\nThe funeral grantismeant tocoverthe following expenses:\n\na)A standard coffin\n\nb)Financial assistance towards funeral expenses\n\nc)50 Kilograms of mealie meal\n\nd)Transport to and from the local cemetery or any amount required to hire\nsuch\n\ntransport.\n\nNote:\n\nIf any employee dies, in addition to the funeral grant for an employee, the\ncompany will provide a casket and a hearse to transport the body to and from\nthe burial site.",{"bindId":94,"name":95,"text":96},"WORKFAM_trigger","9.4Maternity Leave This shall apply as p","9.4Maternity Leave\n\nThis shall apply as provided for in the Employment Code Act 2019\n\n\n\n9.5 Paternity Leave\n\nThe provision of Employment Code Act 2019 shall apply.",{"bindId":98,"name":95,"text":99},"paidmaternityleave","9.4Maternity Leave\n\nThis shall apply as provided for in the Employment Code Act 2019",{"bindId":101,"name":95,"text":99},"paidmaternityleaveduration",{"bindId":103,"name":95,"text":99},"jobsecuritymothers",{"bindId":105,"name":95,"text":99},"maternitydiscrimination",{"bindId":107,"name":108,"text":109},"paidpaternityleave","9.5 Paternity Leave The provision of Emp","9.5 Paternity Leave\n\nThe provision of Employment Code Act 2019 shall apply.",{"bindId":111,"name":108,"text":109},"paidpaternityleaveduration",{"bindId":113,"name":114,"text":115},"childcare","9.1 Compassionate Leave This shall apply","9.1 Compassionate Leave\n\nThis shall apply as provided for in the Employment Code Act 2019\n\na)Documentary evidence must be produced in support of Compassionate Leave\napplication.\n\nb)Compassionate Leave shall not be granted if employee is already on\nleave.",{"bindId":117,"name":114,"text":118},"childcareleave","9.1 Compassionate Leave\n\nThis shall apply as provided for in the Employment Code Act 2019",{"bindId":120,"name":121,"text":122},"hourspday","4,0 Working Days and Hours The Company’s","4,0 Working Days and Hours\n\nThe Company’s normal working hours are 42 hours a week, 40 of them being\nfrom 08:00 hours to 17:00 hours from Monday to Friday, with One hour lunch\nbreak taken any time between 12:00 hours and 14:00 hours. For the unutilized 2\nhours each week, the Employee may be called upon to work on Saturday or Sunday.\nIf the working hours are not specifically stated in the employment contract,\nthe employee should observe the normal office hours as referred to above. The\nworking hours or normal office hours are referred to as the “Contracted\nHours\".",{"bindId":124,"name":125,"text":126},"hourspweek","The Company’s normal working hours are 4","The Company’s normal working hours are 42 hours a week, 40 of them being\nfrom 08:00 hours to 17:00 hours from Monday to Friday, with One hour lunch\nbreak taken any time between 12:00 hours and 14:00 hours. For the unutilized 2\nhours each week, the Employee may be called upon to work on Saturday or Sunday.\nIf the working hours are not specifically stated in the employment contract,\nthe employee should observe the normal office hours as referred to above. The\nworking hours or normal office hours are referred to as the “Contracted\nHours\".",{"bindId":128,"name":121,"text":122},"dayspweek",{"bindId":130,"name":131,"text":132},"holidaysdays","7.O Annual Leave Every employee shall be","7.O Annual Leave\n\nEvery employee shall be entitled to annual leave once in twelve (12)\ncalendar months. Annual leave can only be taken after being confirmed and the\nemployee having accumulated half of the annual leave entitlement.\n\nAnnual Leave allowance was consolidate into basic pay effective 1st July,\n2017.\n\nThe parties agree that each employee shall accumulate 2 leave days per month\ntranslating into 24 working days being granted as annual leave. In granting\nleave days, the company shall do so exclusive of Saturdays, Sundays and\nGazetted Public Holidays. Employees who have served the company for five (5)\nyears shall be granted 26 annual leave days.",{"bindId":134,"name":121,"text":122},"schedulesrestpw",{"bindId":136,"name":137,"text":138},"WAGES_trigger","2.0 Salaries The parties agree that the ","2.0 Salaries\n\nThe parties agree that the company shall increase current salaries of\nUnionised staff by 8% across the board plus Performance based increments as\nfollows:\n\n\n  \n    \n      Individual\n\n        Rating\n      \n      Across the Board Increment\n      \n      Performance Based increment\n      \n      Total Increment\n      \n    \n    \n      0\n      \n      8%\n      \n      6%\n      \n      14%\n      \n    \n    \n      HE\n      \n      8%\n      \n      4%\n      \n      12%\n      \n    \n    \n      E\n      \n      8%\n      \n      2%\n      \n      10%\n      \n    \n    \n      Nl\n      \n      8%\n      \n      0%\n      \n      8%",{"bindId":140,"name":141,"text":142},"WAGES_determined","2.2 Harmonisation of Salaries Management","2.2 Harmonisation of Salaries\n\nManagement will harmonize the salary ranges for employees working in the\nsame grade and shall only vary based on employee’s qualifications, work\nexperience and individual performance.",{"bindId":144,"name":137,"text":145},"STRUCINCR_trigger","2.0 Salaries\n\nThe parties agree that the company shall increase current salaries of\nUnionised staff by 8% across the board plus Performance based increments as\nfollows:",{"bindId":147,"name":148,"text":149},"OVERTIME_trigger","Employees may be expected to work any ad","Employees may be expected to work any additional hours necessary to properly\nperform the duties and responsibilities of their position. Such additional\nhours that are worked at the direction of, or with the agreement of the line\nmanager are “Directed Hours” and shall be taken as Overtime, only when the\nextra 2 hours is exhausted. Overtime shall be paid at 1.5 times the\nemployee’s hourly rate for weekdays and Saturdays and 2 times the\nemployee’s hourly rate for Sundays and public holidays. For the avoidance of\ndoubt, overtime shall only count after the exhaustion of the 2 extra hours\nabove.",{"bindId":151,"name":148,"text":149},"SUNDAY_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>REPUBLIC OF ZAMBIA MINISTRY OF LABOUR AND SOCIAL SECURITY MEMORANDUM OF COLLECTIVE AGREEMENT Prudential Life Assurance Zambia Limited AND The Zambia Union of Financial Institutions and Allied Workers 2nd June 2023 - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Life insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \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                        \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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ZMW \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: → -10 weeks\n            \u003C\u002Fdiv>\n\n            \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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → The CBA explicitly refers to the law days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 42.0\n            \u003C\u002Fdiv>\n\n            \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: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\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            \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: →  %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2023-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \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: → 100 %\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",[157],{"title":37,"slug":33},[159],{"type":160,"data":161},"call_to_action_body_block",{"title":162,"description":163,"variant":164,"link":165},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zambia across sectors, topics and countries","dark",{"title":162,"url":166,"description":162,"rel":167,"type":168},"\u002Fen-zm\u002Fwork-in-zambia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[170],{"type":160,"data":171},{"title":162,"description":163,"variant":164,"link":172},{"title":162,"url":166,"description":162,"rel":167,"type":168},[]]