COLLECTIVE BARGAINING AGREEMENT BETWEEN STANDARD CHARTERED BANK ZAMBIA PLC AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS
DURATION: 1 APRIL 2020 TO 31 MAY 2022
Hereinafter referred to as the “UNION" representing employees eligible for representation by the Union in terms of Item 2 - Scope of the Agreement of the MEMORANDUM OF RECOGNITION AGREEMENT signed on the 28th day of June 1996 between the Bank and the Union.
This Collective Agreement made this 20th day of July 2020 between the Bank and the Union covering conditions of service as stipulated in the Memorandum of Recognition Agreement.
Duration of this Collective Agreement except for the rates of pay which shall be negotiated for yearly shall be for a period of not less than twenty-four (24) months commencing on 1st April 2020 provided that: -
MEMORANDUM OF COLLECTIVE AGREEMENT
- Within 24 months of the date of the coming into effect of this Collective Agreement either party could call for a meeting to review salaries according to prevailing economic conditions during the period.
- At any time after 21 months of commencement of this agreement either party will give to the other 3 months’ notice in writing of its desire for this agreement to continue in force for a further period to be agreed upon, or of its intention to terminate the agreement or alter any clause therein.
- At any time after nine months of the commencement of this agreement, either party will give to the other 3 months’ notice in writing of its desire to start negotiations for new rates of pay.
- In the event of emergency cases, both parties shall endeavour to meet as soon as possible but not later than 5 days.
- The terms of this agreement shall be in accordance with the prevailing Labour legislation.
- The provisions of this agreement shall be valid only so long as the Recognition Agreement between the Bank and the Union remains in force.
- Pending the signing of a new Collective Agreement, the present agreement shall continue in force.
- Application for a change or Amendment
It is agreed that if either the Union or the Bank consider that any part of this agreement should be changed or amended and if it is also considered that such a change is mutually beneficial to both the Union and the Bank and provided it is clearly seen to be a valid reason to recommend such a change or amendment to this agreement, it should be undertaken in the following manner:-
- The Union or the Bank will indicate by letter its intention to discuss a change or amendment to the Collective Agreement.
- Such a letter indicated in (i) above will not be considered by the Bargaining Unit unless it is accompanied by written information/evidence or any other communication considered necessary to validate the intention to change or amend the Collective Agreement.
- The party requesting the change or amendment shall allow the other party two weeks to consider the request. The Bargaining Unit after two weeks, but not longer than three weeks after the date of the original letter, should agree to meet to discuss the change.
1. RATES OF PAY
1.1 Basic Salary
Increments for 2020 for all Union grades across the board were i^ded^Js^i^^ C fferentiation
Pay. It was agreed that the following increments will be applie( .based bn one’s pertaaanceikrating effective 1st April 2020:
- Outstanding: 15 %
- Great: 13 %
- Good: 12.5%
- Development Required and Underperforming: 5 %
1.2 Overtime
Overtime shall be 1.5 times the hourly rate on ordinary days and double the hourly rate on Sundays and Public holidays.
1.3 Mid-Month Pay
Employees may on request draw 25% of their basic salary at mid-month as salary advance without giving reason provided that the net take home after payroll deductions shall not be less than ZMW 500.00. Salary advances will be processed on the 1st day of each month and applications from staff must be submitted to Human Resources by the 27th of each month, i.e.,3days before the 1st of the following month.
2. ANNUAL LEAVE ACCRUAL
Accrued leave days shall be granted as follows:
2.2 Employees with over 5 years of service shall accrue 30 working days exclusive of Saturdays, Sundays and Gazetted public holidays.
3. ANNUAL LEAVE TRAVEL EXPENSES
3.1 Annual leave travel expenses shall be paid once per year in April, at the rate of 10.5% of one's basic annual salary gross across the board.
3.2 Leave accrued, including during probationary period will be paid to the employee or to his/her estate in cash in the case of termination of contract or death.
3.3 Staff will not forfeit their accrued leave and their leave allowance if they are required to continue working due pressure of work. However, failure to go on leave must be documented and approved by the Head of the division.
4. STUDY LEAVE
An employee on satisfactory proof of registration shall be granteo*T2 calendar days plus the actual days of writing examinations. This entitlement will only be granted once per annum.
5. COMPASSIONATE LEAVE
5.1 On written application and supported by documentary evidence, an employee will be granted ten (10) working days on the death of spouse, child, father, mother, blood brother and blood sister.
5.2 Days in excess of 10 working days shall be granted at the discretion of Management.
6. NURSING A SICK CHILD OR SPOUSE
6.1 An employee shall be granted leave for the purpose of nursing his/her sick spouse or child provided that he/she produces documentary recommendation from a Government approved Doctor registered with the Medical Council of Zambia stating that his/her presence is required and stating the number of days.
6.2 Documentary recommendation from registered traditional healers will only be accepted if there is evidence to show that professionally qualified doctors have failed to treat the sick person.
7. UNPAID LEAVE
Management may, on application grant unpaid leave for up to a maximum of two (2) years using its discretion in deserving cases and provided that one has served a continuous minimum of two years with the Bank.
8. SPECIAL LEAVE
An employee who is required by law to attend court proceedings shall be allowed special leave for the number of days required.
9. SICK LEAVE
Employees who are confirmed in their appointments and who are on prolonged medical treatment because of ill health shall be entitled to sick leave as follows: -
The first twelve (12) months on full pay subject to the production of a medical certificate signed by a Government approved medical practitioner.
Payment of salary in excess of 12 months shall be at the discretion of Management and thereafter, the medical board of review will determine his/her suitability for continued employment.
However, recommendation from registered traditional healers will be recognised as a certificate of absence provided there is a letter from a Government hospital doctor stating that the employee attended treatment at the hospital and that the nature of his illness could not be cured.
The employer reserves the right to have an employee examined by a Government registered medical practitioner.
10.
MATERNITY LEAVE
Eligible female employees shall be entitled to 140 calendar days-paid maternity leave immediately after employment.
Such leave shall be exclusive of annual leave of which the latter shall not be taken together with maternity leave except with agreement of employer and employee.
Breastfeeding mothers will be allowed one hour off per day, at a time agreed with the line manager. The duration of such breast-feeding shall not exceed one (1) year after date of delivery.
11. PUBLIC HOLIDAYS
All gazetted public holidays as stipulated by the Government from time to time shall be observed by the Bank.
12. HOURS OF WORK
12.1 Hours of work shall be restricted to 45 hours per week and one hundred and seventy-six (176) hours per month inclusive of Saturdays. Hours worked in excess of 45 hours per week shall constitute overtime. Overtime will be paid for hours exceeding the weekly 45 hours in that month under consideration.
12.2 The hours per week shall be as follows: -
12.2.2 Working Saturdays - employees shall work on any two Saturdays according to operational requirements. An employee who will work in excess of any 2 Saturdays will claim overtime subject to pre-approvals.
authorized to work through lunch break between 11:30 hours and 14:30 hours to allow for flexible hours. The one-hour lunch break will not constitute overtime.
12.4 Claims for transport expenses will be reimbursed for staff who work after 19:00 hours.
12.5 Dinner will be provided for staff who work after 19.30 hours (including Night Branch staff), but prior arrangements to work overtime-after 49:30'hours mg^L^agreed with management. Dinner allowance of ZMW100.00) for 2020be paid to staff that are not provided with actual dinner. Dt. ARTM - < r V
13. OUT OF POCKET ALLOWANCES
For staff working out of station the following allowances will be paid.
Breakfast allowance of ZMW100.00 for 2020 (ZMW125.00 for 2021) if the bank does not buy breakfast.
Lunch allowance of ZMW100.00 for 2020 (ZMW125.00 for 2021) if the bank does not buy lunch.
Dinner allowance of ZMW100.00 for 2020 (ZMW125.00 for 2021) if the bank does not buy dinner.
Overnight allowance of ZMW500.00 (ZMW600.00 for 2021) per night if the bank does not provide accommodation.
Staff shall be allowed to request for a reasonable cash advance before leaving for any outside assignment, which must be expensed upon return to base within seven days from date of arrival, failure to that, the bank shall recover the outstanding amount in full.
14. ALLOWANCES FOR ATM CUSTODIANS
An allowance of ZMW 200.00 per day for all weekends and Public Holidays will be paid to ATM custodians to enable them attend to ATM incidences.
15. PROBATION
The Union may represent newly recruited employees after joining the Bank as long as they have successfully completed the required probationary period.
The probationary period shall be three (3) months, with one day’s notice from either side to terminate a contract.
Management, however, reserves the right to extend the period of probation for up to a further three (3) months stating the reasons for the extension.
16. PROTECTIVE CLOTHING AND UNIFORMS
16.1 For messengers, commissionaires and drivers, the following shall be provided: -
16.1.1 Two pullovers, two pairs of shoes, two pairs of socks, two sets of uniforms per annum. All the above mentioned shall be provided with uniforms and equipment consistent with their work. In addition to the two pairs of shoes, those messengers who will be lifting cash trunks will be provided with one pair of safety boots per annum.
16.1.2 In addition, office raincoats and umbrellas shall be provided to messengers for use during the rainy season but shall remain the property of the Bank.
16.1.3 Archive staff will be provided masks.
16.1.4 Archives staff and Tellers will be provided with milk.
16.2 Cashier's protective Clothing such as smocks shall be provided to employees if specifically requested for by them.
16.3 Staff uniforms, whose number would be determined by Management, will be provided at 18 months intervals.
17. ACTING ALLOWANCE AND PERIOD
17.1 For an employee to qualify for acting allowance he/she is to act for a continuous period of not less than 21 calendar days in the higher grades.
17.3 If an employee acts in the same position for the second time this period shall be reduced to 14 continuous days.
17.4 Acting allowance shall be paid at the rate of 18% of the salary of the person acting.
17.5 An employee nominated to act shall be informed in writing prior to carrying out duties involving
payment of acting allowance.
18. RESPONSIBILITY ALLOWANCE
18.1 For an employee to qualify for Responsibility allowance he/she is to perform the added responsibilities of another job in full for a continuous period of not less than 14 calendar days. The position whose responsibilities are to be added will be equivalent to the individual's job grade.
18.2 Responsibility allowance shall be paid at the rate of 18% of the higher salary between that of the incumbent or the person performing the added responsibilities.
18.3 An employee nominated to perform added responsibilities shall be informed in writing prior to carrying out duties involving payment of Responsibility allowance.
19. FUNERAL EXPENSES
In the event of the death of an employee, spouse, child or biological parent the following grants shall be paid.
These grants shall apply per death.
| Detail | Amount (ZMW) |
| Direct Employee | 28,700.00 |
| Spouse | 16,700.00 |
| Child | 16,700.00 |
| Parent | 7,000.00 |
20. CONDITIONS ON PREMISES
20.1 A reasonable sized refrigerator primarily for storage of water shall be provided at place of work.
20.3 Bank will provide sugar, coffee, tea and milk to staff every day.
21. REPATRIATION OF EMPLOYEE
On termination of services all employees are entitled to be repatriated together with their families from places of employment to places of recruitment as stipulated in the Employment Code Act (2019) under the following circumstances:
21.1 The employee being medically discharged
21.2 The employee being declared redundant
21.3 Upon normal and early retirement
21.4 The employee dying in service in which case the benefits may be extended payable to the family of the deceased.
22.
REDUNDANCY
22.1 An employee whose contract of service has been terminated by reason of redundancy shall: -
22.1.1 Be entitled to such redundancy payment as agreed between the Union and the Bank.
22.1.2 Be paid the redundancy benefits not later than the last day of duty of the employee.
22.1.3 Where the bank is unable to pay redundancy benefits, on the last day of duty of the employee, the Bank shall continue to pay the employee full wages until the redundancy wages are paid.
22.2 The contract of service of an employee shall be deemed to have been terminated by reason of redundancy if the termination is wholly or in part due to:
22.2.1 The Bank ceases to carry on business by virtue of which the employee was engaged.
23. HOUSING
The Bank shall provide an employee with either housing or a loan towards the purchase or construction of a house as per the Housing policy.
24. RELOCATION ALLOWANCE
Relocation allowance of ZMW 9,000.00 will be paid to staff. In addition, the Bank will accommodate the staff for a period of 2 weeks.
Where a member of staff requests to be transferred to a different location, he/she will be expected to meet all the transfer costs.
The Bank will accommodate the member of staff for a period of two weeks in a Bank Approved Hotel.
25. EDUCATION ADVANCE
Management may provide an Education Advance (once annually in January), recoverable (which will be reviewed) in instalments and from February to October of that calendar year.
26. LABOUR DAY CELEBRATIONS
At the Banks Discretion, Management will support Labour Day celebrations within reasonable costs to be agreed by Management as the need arises.
27. LONG SERVICE AWARDS/CERTIFICATES
Long service awards will be paid as per Human Resources Policy Manual.
28.
PATERNITY LEAVE
Eligible male employees shall be entitled to 10 working days paid paternityjgave on the birth of his child. This paternity leave must be taken within a week of birth or it will be forfeited.
29. MEDICAL FACILITY
The Bank will pay the cost of :-
29.1 Dental up to the limit of ZMW5,000 per annum per member.
29.2 Spectacles up to the limit of ZMW4,000 every two years.
Other ailments will be covered under the general Sancare Medical Insurance general terms and conditions.
30. HOTLINE ALLOWANCE
A Hotline allowance of ZMW 300.00 shall be paid to Call Centre Customer Sales and Service Representative whenever on duty.
31. BARGAINING UNIT NEGOTIATIONS
All future meetings will be held outside the Bank Premises to avoid disturbances.
32. PAY DAY
Pay day shall be 23rd of every month or Friday if 23rd falls on the weekend.
33. HARDSHIP ALLOWANCE
Hardship Allowance of ZMW 500.00 gross shall be paid to staff in rural Branches (Solwezi).
34. PENSION CONTRIBUTION LEVELS
The pension contribution levels shall be 10% and 7.5% of monthly basic salary for the Bank and Employee respectively with effect from 1st April 2020, with an option for staff to voluntarily increase their contribution.
IN WITNESS WHEREOF WE HAVE HEREUNDER SET OUR HAND
THIS 20TH DAY OF JULY 2020
