COLLECTIVE AGREEMENT MADE BETWEEN ZAMBIA NATIONAL BUILDING SOCIETY AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS - 2015
FOR THE PERIOD
APRIL 2015 - MARCH 2017
AN AGREEMENT made the 2nd day of March 2015 BETWEEN the Management of the Zambia National Building Society (hereinafter called the Society) whose registered office is at Century House, Cairo Road, Lusaka, of the first part and the Zambia Union of Financial Institutions and Allied Workers (hereinafter called the union) of the second part. WHEREAS the parties hereto agree to and accept the under noted Terms and Conditions regarding Salaries and Conditions of Service to apply to the unionized employees of the Society.
DEFINITIONS
INTERPRETATION - The words used to mean masculine or feminine gender will be used interchangeably.
SOCIETY - Means the Zambia National Building Society.
ACCRUED LEAVE - Means leave earned as per terms of regulation 7.
APPOINTMENTS - The Society reserves the right to employ any person who meets its requirements. All such appointments shall be on merit, with emphasis on educational qualifications, relevant work experience and suitability for a specific job.
BASIC SALARY - Shall mean monthly payment for regular employment determined by the job grade/salary scale on a yearly basis excluding allowances,
GROSS SALARY - Shall mean total earnings per month i.e basic pay and housing allowance.
EMPLOYEE - Means any person employed by the Society in any capacity on pensionable basis.
COMMENCEMENT DATE - Means the date of which employment commenced,
EMPLOYMENT YEAR - Means period of twelve consecutive months.
MONTH - Means Calendar Month.
WORKING WEEK - Means the equivalent in working days that the Society requires its staff to be present at their place of work each week.
WEEK - Means a period of seven successive days.
UPSET ALLOWANCE - Means allowance paid to compensate an employee for any inconvenience that may arise from his/her transfer from one station to another,
SICK LEAVE - Means leave granted as a result of ill-health, sickness or disability arising out of an accident or natural disaster. Such leave shall be accompanied by a certified sick report.
DEPENDANT - Means a biological child of an employee or a person who is wholly dependent on the employee and registered as such with the Society under the age of 21 years. The maximum number ofthe registered dependants shall be (5) five.
SPOUSE - Means employees’ husband or wife duly registered with the Society
(A) DURATION OF THIS COLLECTIVE AGREEMENT
The tenure of this Collective Agreement shall be two years from 1st April 2015 to 31st March 2017.
The general salary increment agreed upon by Management and the Union will be with effect from 1st April 2015. The revised allowances and other conditions of service will also be with effect from 1st April 2015. The provisions pertaining to salary and wages will be reviewed yearly.
(B) VALIDITY OF THE AGREEMENT
Notwithstanding the provisions of Clause (A) above, this Agreement may be varied, modified and amended by mutual consent of both parties.
(c) TERMINATION
This Agreement may be terminated by either party giving three months notice to the other.
CONDITIONS OF EMPLOYMENT
1. MEDICAL EXAMINATION
All employment with the Society in accordance with these conditions is at the Society's discretion and subject to:-
a)Undergoing and passing a Medical Examination conducted by a competent Medical Officer approved by the Society.
b)Producing a satisfactory Medical Certificate on the form prescribed by
the Society from a recognized Medical Practitioner.
The cost of either these Medical Examinations applicable will be borne by the Society.
2. PROBATIONARY PERIOD
(a)All staff will be required to serve three months probationary period with the Society before confirmation. However, the Society reserves the right to extend or reduce the probationary period.
(b)In the case of unsatisfactory probationary period, the Society shall have the right to either terminate the employment or extend the probationary period. This will be communicated to the employee concerned in writing.
(c)Where an employee serving on probation does not receive either a letter of confirmation or extension of probationary term upon expiry of six (6) months period he shall automatically be the position is vacant.
3. TERMINATION OF EMPLOYMENT
a) Normal Termination of Employment
Upon confirmation of appointment the employment may be terminated by either party giving the other 30 calendar days notice in writing or payment or forfeiture of one month's salary in lieu thereof. However an employees’ services shall not be terminated on grounds relating to
his/her conduct or performance without affording him/her an opportunity to be heard on the charges laid against him/her,
b) Death/Liquidation
The Contract of Service shall be considered terminated upon the death of the employee or liquidation of the Society.
c) Notwithstanding the terms contained in (a) above any employee whose individual contract differs from the terms stated will be expected to honour the contractual terms,
4. SALARY AND ANNUAL INCREMENTS
(a) The employee shall be classified and receive an annual maximum increment of three (3) notches the on employee's anniversary date of employment based on performance appraisal.
(b) It should be noted that:-
(i) Increments may be awarded annually upon satisfactory performance.
(ii) Special increments and/ or regrading shall only be awarded upon the recommendation of the Head of Department or Line Manager, or their assistants after taking into account the employee's disciplinary record and diligence to duty.
(iii) Any stoppage or deferment of annual increment shall be communicated to the officer concerned and shall be subject to a
further review within a period of twelve (12) months.
(iv) However, where an employee reaches a salary scale ceiling, notch increments will apply in the normal way till the employee is considered for promotion.
(c) The Society's official pay day shall be the 20th of each month or the last working day before the 20th.-;
5. ALLOWANCES
a) Subsistence Allowance
(i) Appropriate hotel accommodation shall be provided by the Society for the employee traveling on duty.
(ii) Subsistence allowances shall not be paid to an employee attending courses or study, seminars, conferences etc. within Zambia where meals and accommodation are either paid for or provided by the Society.
(iii) An employee traveling locally on authorized company business, and not staying in Hotel or Company Rest House will be entitled to Subsistence Allowance as follows:-
UG5/4 - UG8/7 K525.00 per night
UG3/2 - UG4 K505.00 per night
UG1 - UG2 K475.00 per night
The new rates of Subsistence Allowance are inclusive of meal allowances i.e. breakfast, lunch and dinner.
b) Upset Allowance
i) An employee transferred by the Society from one station to
ii) another shall be paid upset allowance.
No upset allowance shall be paid to an employee who is transferred at own request.
iii) The rate of upset allowance shall be two and half (2.5) times the monthly basic salary of an employee.
iv) Upset allowance will apply to all Society employees regardless of gender or marital status as may be necessitated by the Society's operations.
c) Meal Allowance
(i) Eligible employees who whilst on Society business travel out of station and are unable to return for lunch by 12.00 hours or leave the station before 06.00 hours shall receive lunch and breakfast allowances as follows:- Breakfast K50.00 Lunch K80.00
(ii) Employees whose services may be required beyond lunch hour on Saturdays, Sundays and Public Holidays, due to work exigencies
will be paid lunch allowance of K80.00 whilst those who work beyond 19.00 hours on any day shall be paid K80.00 Dinner Allowance.
d) Acting/Special Duty Allowance
An officer who is required to perform duties above his grade for a minimum of one month shall be paid acting allowance at the rate of 20% of his/her monthly basic salary.
In addition an eligible employee shall not act in a vacant position for a period exceeding six (6) months without being confirmed.
e) Travel On Leave Allowance
Eligible employees will be paid one and half (1.5) times of the monthly basic salary as holiday allowance when proceeding on annual leave of not less than thirty (30) days.
f) Commuted Car Allowance
A sum of K300.00 car allowance per month will be paid to employees owning cars in UG5 to UG8/7 provided the car is used on Society business. The ownership of the car should be registered with the Society and comprehensive insurance documents submitted accordingly. Third party cars should only be considered exceptionally with signed consent from the rightful registered owner of the vehicle,
g) P SV License Renewals Costs
The Society shall pay license renewal costs in full on behalf of Drivers holding PSV Licenses, h) Education Allowance
Education allowance shall be merged into the monthly basic salary.
i) Tools Allowance
The Society shall provide the necessary tools to all Artisans for use on Society business.
j) Laundry Allowance
The Society shall pay laundry allowance of K50.00 per month to uniformed members of staff.
k) Shift Allowance
The Society shall award shift allowance to Security personnel engaged in night shift duties from 18.00 hours to 06.00 hours at a rate equal to 160 man hours per month.
l) Hardship Allowance
Hardship Allowance of K100.00 shall only be applicable to employees transferred to hardship areas and will reflect on one’s payslip. The hardship allowance will be withdrawn when the employee is transferred to a non-hardship area. For this purpose hardship areas shall mean the branches outside the line of rail i.e Mongu, Solwezi, Mansa and Chipata,
m) Custodian Allowance
A custodian allowance of 10% of basic monthly salary shall be paid monthly to Bank Clerks, Cashiers, Operations Officers and Assistant Operations Officers, n) n) Responsibility Allowance
The responsibility allowance shall be calculated at the rate 10% of an employees monthly basic salary.
(o) Utility Allowance
Utility allowance shall be merged into the monthly basic salary,
6. HOURS OF WORK AND OVER TIME
(a) All employees will be required to work:-
(i) A 40 hour week spread over five days with the exception of security staff who will be required to work up to 48 hours per week.
(ii) There will be shift work as and when dictated by operational requirements of the Society. The total hours worked during the rotational period of the shift work shall however, not exceed 48 hours per week.
(b) (i) All employees may be required to work a reasonable amount of overtime as and when Society operations so require.
(ii) Notification of an overtime requirement will be made as soon as possible by the Departmental Head to the employee concerned, (iii) Refusal by the employee to work necessary overtime when requested to do so without any reason or excuse acceptable to the Society will be considered as willful neglect of the Society's duties and could lead to disciplinary action being taken.
For employees entitled to overtime payment, all hours worked will be paid at the rate as follows:-.
Monday - Friday - 1,5 times
Saturday - Sunday - 2 times
Public Holidays - 2 times
When an employee is requestedto work beyond midnight such employee will be paid a rate as follows:- '
Monday - Friday - 3.5 times
Public Holiday - 3.5 times
(v) An employee who is made to work on weekends and Public Holidays shall be paid transport allowance of K25.00 to his/her place of residence.
(vi) Where an employee who is requested to work beyond 18:00 hours, the Society shall provide transport. Where the Society is not in a position to provide transport, an employee shall be paid equivalent of taxi fare of maximum of K100.00 to be retired to place of residence. However, where an employee works from 20:00 hours to 05:00 hours and the Society is unable to provide transport, an employee shall be paid an equivalent of taxi fare of maximum of K150.00 to be retired.
7. LEAVE
a) Annual Leave
i) The employee will be entitled to annual leave.
ii) All Employees shall accrue three (3) days per month and the maximum number of days to be carried forward to the new financial year shall be six (6).
iii) Employees will be encouraged to take their annual leave. Where one can not utilize approved leave days due to company commitments, such days may be carried forward in the next financial year upon justification in writing by the line supervisor/manager indicating why the said employee could not proceed on annual leave.
iv) All commutations of leave days to cash shall include the amount of Housing Allowance equivalent to 25% of the number of days so commuted. However, a total number of 10 leave days shall be taken as industrial break during the year. The following formula shall be used in computing commutation;
Commutation (C) = monthly basic salary X No. of days to be commuted X 12/250 + (25% of commutation C as housing allowance). Employees will only be allowed to commute once per financial year after proceeding on annual leave and must leave a balance of six (6) days. The maximum number of days to be commuted shall be eighteen (18) days.
v) When calculating commutation of leave days to cash, the average annual working days of an employee will be taken as 250.
vi) Although every endeavour will be made to meet individual requirements, it should be clearly understood that all leave is subject to the exigencies of Society business.
vii) In the normal course of events no advance of salary for leave purposes will be granted unless the employee will be absent from duty on authorized leave on the normal pay day.
b) Sick Leave
(i) If during the first and every subsequent year of service calculated from the day of engagement, an established employee shall become sick or disabled to the extent of being unable to perform duties or to do so without being a nuisance or menace, the employee shall be entitled to sick leave as follows:-
(a) Up to 2 years - 6months full pay 6 months half pay.
(b) 2 - 5 years - 6months full pay 8 months half pay.
(c) Above 5 year - 6months full pay and 12 months half pay.
Provided that a medical certificate by a properly qualified Medical Practitioner shall be sufficient evidence.
ii) In the case of certificate issued by local clinics the Society
reserves the right to insist upon a medical examination being carried out by a properly qualified medical practitioner of the Society's choice.;
iii)Sick leave shall not be cumulative from year to year.
iv)If the employee is injured in the course of executing duties, or contracts illness whilst executing duties, the Society shall pay the full salary for the duration of absence from duty shall be paid.
However, the injury/illness has to be certified by a properly qualified Medical Practitioner acceptable to the Society, Where this is not possible the Union and Management will discuss the individual cases in order to decide on the best course of action
that will be taken on such cases.
c)Maternity Leave
Once in every two years female employees shall be entitled to paid
maternity leave of 90 days inclusive of weekends and public holidays
(i)If the employee upon her return to work is found to be medically unfit to resume her duties, she will be treated in accordance with the rules governing sickness.
(ii)On completion of the maternity leave, the employee shall return to her former position except in the event of promotion, transfer or demotion for disciplinary reasons.
(iii)Breast-feeding mothers may be provided rooms to breast feed
two times a day.\
(iv)In addition, a female employee shall be entitled to one day absence from work each month without having to produce a valid medical certificate.
However, this entitlement shall not be cumulative.
d)Special Leave
(i) At the discretion of the Society and in consultation with the concerned Head of Department, an employee may be granted up to 12 days special leave for funerals of immediate family members. The number of days that may be granted will depend
on the prevailing circumstance such as venue and town where the funeral is being held.
(ii) Special leave will only be granted on compassionate grounds in cases where a member of the employee's immediate family is involved. For purposes of Special leave, the immediate member of the family is defined as follows:-
(a) Wife or Husband of employee
(b) Dependant/Child of the employee
(c) Parent of the employee
(d) Biological brother or sister of the employee
(iii) An established employee undertaking a recognized educational or professional course duly registered or authorized by the Society may be granted special leave in order to prepare for examinations up to a maximum of 5 days.
8. STAFF TRAINING
(a) Sponsorship
The Society shall sponsor tuition and examination fees for training programmes that are relevant to the Society operations in the final stage/year of the study programme only, provided the training was commenced with the prior written approval of Management.
(b) Reimbursement
In an event where the Society is unable to pay for the tuition and examination fees on time for the training relevant to Society operations, as indicated in (a) above and where prior written approval was given by Management, the Society shall reimburse the employee the cost of tuition and examination fees for the final stage/year of the training programme. The claim for reimbursement is to be backed by evidence of the course or training programme and the costs incurred,
(c) Eligible employees in UG3 to UG8/7 shall qualify for membership of a professional institution or body and shall have membership fees paid for one local and one overseas/professional body for professional programmes duly notified and registered to the Society.
(d) An out of Pocket Allowance up to 14 days shall be paid to employees attending Seminars, Conferences, Courses and Training (of relevance to Society operations) locally including four (4) Union programmes per person per year as follows:-
UG5/4 - UG8/7 K150.00 per day
UG3/2 - UG4 K140.00 per day
UG1 - UG2 K130.00 per day
(e) Union officials on Union duties shall be paid at the highest rate of K150.00 per day.
9. UNIFORM, PROTECTIVE WEAR AND EQUIPMENT
The Society shall provide uniforms, protective wear and equipment to Bank Clerks, Messengers, Drivers, Security Guards, and Maintenance staff. These shall be replaced by 31st May of each year. The uniforms shall be provided as shown below:-
Employees shall be allowed to wear smart casual attire every Friday.
1. BANK CLERKS
FEMALE
(a) One suit, one dress and two blouses per year
(b) One pair of shoes every year, and two pairs for new employees.
MALE
(a) One suit and two shirts per year
(b) One pair of trousers, blazer and tie per year
(c) One pair of shoes every year and two pairs for new employees,
2. MESSENGERS
MALE
a) Two (2) Shirts and a tie
b) Two (2) pairs Trousers
c) One pair of Shoes every year. Two pairs for new employees
d) One rain coat every two years
e) One Jersey every two years
f) One Dust Coat per year
g) Protective Wear
FEMALE
a) 2 Blouses per year
b) 2 Skirts per year
c) 1Scarf per year
d) 1Dust Coat
e) One pair of Shoes per year, Two pairs for a new employee
f) One rain coat every two years
g) One jersey everytwo years
h) Protective Wear
3. DRIVERS
a) One (1) Suit per year
b) One (1) Safari suit per year
c) One pair of Shoes every year. Two pairs for new employees
d) One pair of long Trousers
e) One Jersey (Pullover)
f) OneShirt
g) Oneoverall
h) OneNeck Tie
4. SECURITY GUARDS
a) One long sleeved tunic and tie
b) One short sleeved shirt
c) One pair of safety shoes every year. Two pairs for new employees
d) Two pairs of stockings every year
e) Two pairs weather coat every five years
f) One jersey every year
g) One rain coat every two years
h) One pair of liniards
i) One pair of metallic shoulder titles baton
j) One cap (Police Type)
In addition the following equipment shall be provided:-
a) Torch and cells
b) Whistle and short baton
5. MAINTENANCE STAFF
The Society shall provide protective wear.
6. PRINTING STAFF
a) 2 dust coats
b) 1 pair of protective shoes,
c) 1 packet of milk per person per day to be consumed in the premises,
The Union empowers the Society to take disciplinary action against an
eligible employee neglecting to put on the aforementioned uniforms or protective wear. Such employees issued with such uniform or equipment on loan, shall return such uniforms or equipment to the Society upon leaving the Society or when otherwise required by the Society. The Society shall have the right to recover the residual value of such loaned uniforms or equipment not returned to the Society upon demand.
a) The employee will be provided with the Society's equipment whilst executing authorized duties. Such equipment shall be provided free of charge but shall remain a property of the Society unless otherwise stated.
b) The Society will consider the employee as custodian of the equipment during the time of executing the job and any loss or damage must be reported to the Departmental Head or Branch Manager immediately. Equipment maliciously damaged will be paid for by the employee concerned. Loss through pilfering shall be investigated and normal course of action shall be taken.
10. HOUSING
a) When available the Society shall provide accommodation to eligible employees.
b) Employees occupying Society owned or leased accommodation will be paid housing allowance at the rate of 50% of the monthly basic salary
but they will be required to pay monthly rentals at a commercial rate through payroll,
c) All charges in respect of electricity, sewage disposal and water bills shall be borne by the employee and paid directly to the appropriate authority. There will be Housing Allowance payable to all eligible Unionized employees of the Society who are not accommodated by the Society at the rate of 50% of monthly basic salary across the board.
Council Rates
The Society shall assist officers in owner occupier houses to settle 50% of Council rates/Ground rent whichever is applicable.
11. STAFF PENSION SCHEME
Employees will be deemed to have become members of the Staff Pension Scheme when:-
i) They have been confirmed to permanent and pensionable status in their appointment.
ii) They are not over the age of 50 years at the time of confirmation.
12. GROUP LIFE ASSURANCE
All confirmed members of staff shall be covered by the Society's Group Life Assurance and benefits shall be paid according to the terms obtaining in the policy documents.
13. NATIONAL PENSION SCHEME AUTHORITY
In accordance with the Statutory Regulations membership of the National Pension Scheme Authority is compulsory to all employees. Contributions to the Scheme shall be in accordance with the National Pension Scheme Authority Act as amended from time to time currently at 5% of the monthly basic salary.
14. LOANS
Loans and Advances may be granted at the Society's discretion but the following conditions shall apply:- i) Car Loan
Loan Limits - For new cars or mechanically sound second hand cars not older than 48 months - full purchase price or five (5) times annual basic salary which ever is lower.
For cars older than 48 months and less than 96 months full purchase price or 200% of annual basic salary.
The Society shall not honour the purchase of cars older than 8 years.
- Not withstanding the foregoing management may depending on the obtaining financial position of the Society determine the amounts to be advanced to each category of staff
Repayment Period
a)All Loans in respect of new vehicles and second hand vehicles to be repaid over a maximum period of 48 months.
Rate of Interest 10% per annum.
Ownership - Absolute ownership in the name of employer,White Book and Insurance cover note should be suitably endorsed in the name of institution until the loan is repaid.
Other Conditions
a) Cost of upkeep and maintenance, road taxes, etc are to be borne by the employee.
b) The sanctioning of the loan is subject to the applicant being in possession of a valid driving license acceptable to Insurance and Road Traffic Authorities.
c) The sanctioning of the car loan will be at the absolute discretion of Management.
d)In case of termination of employment due to any reason the employer will have the option to appropriate Terminal benefits like gratuity, leave pay, pension funds etc against the car loan outstanding as necessary or dispose of the vehicle to realize the outstanding loan and the balance, if any will be refunded to the employee.
e) Employees should be required to have a comprehensive insurance for the vehicle during the period the loan remains outstanding, ii) Special Staff Housing Scheme
An established employee may be granted a house loan on such security as the Society may deem fit for an amount not exceeding K20,000,00.
Interest on short term house loans will be restricted to ruling staff rate, iii) Furniture Loan
An established employee may be granted a furniture loan as per loan policy guidelines recoverable in 48 months at 10% interest.
(iv) Bicycle Loan
An established employee may be granted a bicycle loan of up to actual cost of the bicycle at 3% interest repayable over 3 years.
(v) Motor Cycle Loan
An established employee may be granted a motor cycle loan of up to actual cost of the motor cycle at 6% interest repayable over 5 years.
(vi) Compassionate Loan
A maximum of K5,000.00 may be paid as compassionate loan to eligible employees and shall be recoverable in a period of 12 months.
However Management will use its discretion to pay amounts above K5,000.00 in special circumstances.
(vii) Mortgage Loans
A member of staff qualifies for a mortgage loan at a concessionary interest rate to be determined by management from time to time upon confirmation of Appointment,
(viii) Salary Advance
A salary advance shall be recovered in a period of three months,
(ix) Right to Recover
The Society shall be entitled upon termination of the employee's service for any reason whatsoever to deduct all monies owed to the Society by the employee from monies due/or payable to the employee.
(x) An employee can only have one of the above mentioned loans at a time.
15. REDUNDANCY
In the event of any redundancy the following procedures will apply:- As soon as the need for any redundancy arises the Society will accordingly inform the Union in order to commence negotiations on the matter,
(a) Such negotiations shall be based on the following:-
(i ) Last In - First Out
(ii) Employees:
(a) About to reach retirement age
(b) Within the period when they may opt to retire voluntarily.
15.1 REDUNDANCY/EARLY RETIREMENT PAY
Years of Service
0 - 4: 3 months basic pay + 2 months basic pay for each year serve
5 - 9: 5 months basic pay + 2 months basic pay for each year served
10 - 14: 7 months basic pay + 2 months basic pay for each year served
15 - 19: 9 months basic pay + 2.5 months basic pay for each year served
20 - 24: 11 months basic pay + 2.5 months basic pay for each year served
25 and above: 13 months basic pay + 3 months basic pay for each year served.
15.2 REPATRIATION PAY
The mode of physical repatriation within Zambia to the place of recruitment shall be decided by management or optional amount of K10,000.00 shall be paid to the employee.
15.3 EMPLOYEES OCCUPYING SOCIETY HOUSES
Employees occupying ZNBS houses to be given 3 months notice and employees who are not occupying institution houses to be paid 3 months housing allowance.
It is further agreed that retrenchees who are should stay in Society houses until package is paid.
15.4 TAX ON SEPARATION PACKAGE
The 10% to be shared equally by both employer and employee.
15.5 OUTSTANDING LOANS
Separated employees to be allowed to pay outstanding amounts in installments at the staff ruling interest rate and those with houses still under construction to be assisted with loans on merit and individual.
15.6 EARLY SEPARATION/RETIREMENT
An employee may opt for Early Separation/Retirement upon attaining 50 years of age or 20 years of continuous service with the Society. It shall be on the FIRST COME FIRST SERVE principle depending on the financial position of the Society,
The package for Early Separation/Retirement shall be like that of Redundancy.
15.7 PROTECTIVE CLOTHING AND TOOL KIT
On exiting the Society by way of Redundancy/Early Retirement Employees with protective clothing will be allowed to take with them
such clothing and tool kit without charge.
16. KILOMETER ALLOWANCE
This allowance will be payable to employees using their personal vehicles on Company business outside 25 Km radius with prior written permission.
| Class A Motor cycle and Auto Cycles | K1.00 |
| Class B Motor Cars, Vans and Vanettes up to and including 900 Kg in weight | K1.40 |
Class C Motor Cars and Vans exceeding 900 Kg in weight but not exceeding 1 500 Kg in weight |
K2.00 |
Class D All four wheel drive vehicles and Vanettes exceeding 1 500 Kg in weight |
K3.00 |
The rates will be reviewed from time to time in the light of economic conditions.
17. FUNERAL EXPENSES
The Society shall be responsible for funeral expenses of a deceased member of Staff, Spouse, Dependant/Registered Child, Biological Father, Mother, Brother and Sister.
(a) Direct Employee: The Society shall provide the following:-
(i) Executive Coffin and funeral palour services
(ii) Transport - Three 29 seater buses for burial purposes
(iii) K3,250.00 funeral grant
(iv) The Society shall continue to pay by way of advance against terminal benefits to the deceased employee’s spouse/administrator the salary up to a period of 3 months in order to allow the family to make necessary arrangements,
(b)Spouse/Registered Child/Biological Parent K5,000.00 funeral grant
(c)Brother/Sister/Registered Dependant K3,100.00 funeral grant
In the absence of such facilities Management and Union shall work out a mechanism to deal with such funerals.
In an event where two or more members of staff have the same bereavement in the Society, only one payment shall be applicable for that particular funeral.
18. PROFIT SHARING
This will be implemented as per Board of Directors' resolution, which stipulates inter-alia, the Rules governing the Scheme. The rate of sharing the profit shall be 10% of annual basic salary. However, in the event
that the Society is unable to meet this obligation due to circumstances beyond its control in a given Financial Year, then Management and the Union shall meet to negotiate for an alternative which shall be applicable in that particular Financial Year.
19. PROMOTION
It will be Society's prerogative to promote deserving staff and will be purely on merit without discriminating against any member of staff. The usual attributes of integrity, efficiency, hardwork, honesty, self responsibility etc., will be fundamental in he process of considering staff for any promotion. Demotions will be effected although under rare circumstances in accordance with the Society's Disciplinary Code which is enshrined in the current Collective Agreement.
20. REPATRIATION OF EMPLOYEES
An employee who retires from Society’s service shall be entitled to repatriation expenses which will cover transportation costs of the retiring employee, spouse, dependent up to 5 under the age of 21 years and household effects to his home district within Zambia. However, the repatriation of any employee whose services are terminated shall be governed or dealt with in accordance with provisions of Employment Act.
For and on behalf of the
ZAMBIA NATIONAL BUILDING SOCIETY
For and on behalf of the
ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS
