MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN FINANCE BANK ZAMBIA LIMITED AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS & ALLIED WORKERS - 2014
April, 2014
MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN FINANCE BANK ZAMBIA LIMITED (Hereinafter referred to as the "Bank") AND THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS & ALLIED WORKERS (Hereinafter referred to as the "UNION")
1. INTRODUCTION
This Collective Agreement is made on the 1st Day of April, 2014 between the Finance Bank Zambia Limited and The Zambia Union of Financial Institutions & Allied Workers, having met in free association to negotiate the Wages and Conditions of Service for eligible employees as determined by the recognition agreement of 23rd Day of June, 1998.
The duration of this Collective Agreement shall be two years effective from 1st January 2014 to 31st December 2015 provided that:
• Within 12 months either party could call a meeting to review salaries according to the prevailing economic conditions
• Three months prior to the expiry of this Collective Agreement, either party will give six weeks written notice to the other party of its desire:
(a) for the Collective Agreement to continue in force for a further period to be agreed upon by the parties
(b) to terminate this Collective Agreement
(c) to alter clause in the Collective Agreement
• In the event of an emergency, both parties shall endeavour to meet as soon as possible but not later than 14 days
• The provisions of this Collective Agreement shall remain valid only as long as the Memorandum of Recognition Agreement between the Bank and the Union remains in force
• The terms and provisions of this Collective Agreement shall be in accordance with the prevailing provisions of the Labour-Laws of Zambia.
2. ELIGIBILITY
This Collective Agreement and any amendments which may be made thereafter from time to time, is applicable to the following category of Unionised employees of the Finance Bank Zambia:
(a) Contract employees who are graded FBS2 to FBS7 and employed on fixed term contract not exceeding a period of two years;
(b) Established employees who are on permanent full time employment in Grades FBS2 to FBS7;
(c) Represented employees eligible for representation by the Union in terms of Clause 2 (Scope of the Agreement) of the Memorandum of Recognition Agreement Signed on the 23rd Day of June, 1998.
3. INTERPRETATIONS
In this agreement unless the context otherwise requires, the singular shall include the plural and the masculine the feminine and the following words and expressions shall have the following meanings:
3.1 "Accrued Leave"Meansthe number of leave days that are credited to the Employee's record;
3.2 "Bank"MeansFinance Bank Zambia Limited;
3.3 "Calendar Month"Meansthe period commencing the first day of the month and ending on the last day of the month;
3.4 "Calendar Year"Meansthe period of 12months from January through , December;
3.5 "Commencement Day" Means the day on which the employee reports for duty for the first time and starts working;
3.6 "Dependant"Meansa spouse or a child of the employee (whether natural Child or legally adopted)
3.7 "Employee"Meansany person whohas entered into or works under a Permanent contract of employment as provided for under section 24 of the Employment Act CAP 268 of the Laws of Zambia
3.8 "Employment Year"Meansa period of 12 consecutive months ending a day before the anniversary of the commencement day;
3.9 "Employer"Meansthe Bank;
3.10 "FBS"Means Finance Bank Salary scale;
3.11 "FBZ"Means Finance Bank Zambia Limited;
3.12 "Male Gender"Shall include female gender where appropriate
3.13 "Management"Means Responsible Officer
3.14 "Managing Director"Means the Chief Executive Officer of the Bank, or any person duly appointed to act on his behalf;
3.15 "Month"Means calendar month unless otherwise specified;
3.16 "Probation Period"Means the period from the commencement date to the date when the appointment/employment is confirmed in writing to the employee by Bank or the period specified in the offer of appointment letter;
3.17 "PAY"Means salary including allowances, perks or any other Earnings;
3.18 "Redundancy"Means loss of employment through no fault of the employee or the employer;
3.19 "Responsible Officer" Means any person who is Managing Director, Executive Director, Director, Assistant Director, Senior Manager, Manager, Head of Department or Head of Section, or Officer;
3.20 "Salary"Means the salary on which pension is based and as advised from time to time but excluding other allowances, perks or any other earnings;
3.21 "Station Of Duty"A town or city where a location of the Bank exists;
3.22 "Union"Means Zambia Union of Financial Institutions & Allied Workers.
4. MANAGEMENT AND EMPLOYEE RESPONSIBILITIES
i. MANAGEMENT OBLIGATIONS
It is hereby realised and agreed that the advancement of employees and indeed their livelihood depends on the success of the Bank. The Bank must look to its employees to manifest loyalty and devotion and to maintain a high standard of efficiency and hard work. On its part the Bank will:
(a) Be concerned with the well being of all its employees by determining an equitable remuneration structure in the light of prevailing circumstances.
(b) Ensure full implementation of classes agreed upon by both parties.
(c) Strive to improve morale and industrial relations with the view to increase work output and performance.
ii. EMPLOYEE'S OBLIGATIONS
(a) The employee shall at all times competently, faithfully and diligently perform such duties as the Bank may from time to time require and shall, to the utmost of his ability endeavour to promote the interest of the Bank.
(b) The employee shall obey and comply with all lawful orders and directives given by the Bank or its Board of Directors or such persons as the Bank may place over him/her and shall faithfully observe all rules of the Bank and for the control and good conduct of its employees.
(c) The employee shall be considered to be an employee of the Bank for the duration of his/her employment and shall be so obliged.
(d) The employee shall give full and proper instructions to such persons as the Bank may require him/her to give in the skills for which he is employed.
(e) The employee shall work in such places in Zambia or elsewhere as the Bank may from time to time direct.
(f) The employee shall not whether during his/her employment or after it has ended divulge to any person and shall use his/her best endeavours to present the publication or disclosure of any information concerning the Bank or any of its secrets which may come to his/her knowledge during the course of his employment herein.
(g) The employee shall inform the Bank at once of changes in the size of his/her family, marriage, births and deaths, for the purpose of amending his record.
(h) All employees shall sign an annual declaration of secrecy document.
5. APPOINTMENTS
All employees shall be appointed by a letter signed by the Managing Director or the Executive Director or the Director of Human Resource or the Managing Director's nominee on behalf of the Bank. The employee shall sign the letter accepting the offer. The commencement day shall be the date when the employee assumes duty.
6. PROBATION PERIOD
(a) All employees shall serve a probation period of 6 months from their commencement day before the appointment is confirmed.
(b) Normally the probation period shall run its stated course but the Bank has the right to shorten the period and confirm an employee in his/her appointment.
(c) In the event of unsatisfactory performance, the Bank shall have the right to either terminate the employment or extend the probationary period.
This extension shall be communicated to the employee in writing. The length of this extension shall normally be three months or less.
7. SALARIES
7.1 Pay Day
The official pay day shall be the 21st day of each month or the last working day before the 21st, if the 21st falls on a non working day. Pay slips are to be distributed to staff the previous day.
7.2 Salaries
The monthly salaries shall be increased, with effect from 1st January 2014 as follows:
| Grade | Increment |
| FBS2-7 | 700.00 |
The salary is inclusive of housing allowance.
7.3 Overtime
Overtime shall be paid at the rate of 1.5 (one and half times) the hourly rate on normal working days and 2 (double times) the hourly rate on Sundays and Public Holidays.
8. CHRISTMAS BONUS
An annual taxable Christmas bonus will be paid, subject to the Bank meeting or exceeding predetermined profit targets in any financial year. The rate shall be One month's salary. The bonus shall be pro-rated to service period, subject to minimum period of six months.
9. LOANS AND ADVANCES
Salary advances, staff housing loans, education loans, personal loans and car loans shall be provided to employees. The provision of the staff loan policy and the ability to service the loan shall be the determining factor.
Loan advances will also be subject to availability of funds.
An employee who wishes to obtain a loan from another banking institution shall make an application to FBZ for the bank to confirm the employment status of the applicant. The bank will write an employment confirmation status letter to the other bank. FBZ shall not commit itself to the other banking institution on the amount to be borrowed by the employee.
9.1 Mid-Month Pay
Employees may on request, draw 35% of their salary at beginning of the month as mid-month pay without giving reasons
9.2 Salary advance
On request, an employee may be granted salary advance at the discretion of Management payable in two (2) instalments. The deductions shall commence in the following month.
9.3 Education Assistance
On request and subject to letter or quotation from school, an employee may be granted salary advance to pay for school fees at the beginning of each school term. The advance shall be payable in three (3) instalments.
10. LEAVE
10.1 Annual Leave Entitlement
Leave shall accrue at the rate of:
(a) 2 days for each month of completed service in respect of employees with less than 4 years service.
(b) 2.5 days for each month of completed service in respect of employees with 4 years' service or more.
10.2 Annual (Vacation) Leave
Employees shall be entitled to annual leave once per year. Approved leave shall be exclusive of Sundays and Gazetted Public Holidays. Annual leave shall mean 18 or more consecutive leave days taken.
Where Management decide to postpone leave, such postponement shall not exceed 30 days and it shall be mutually agreed.
10.3Casual Leave
When the employee wishes to proceed on leave of a shorter period than Annual Leave, such employee shall be granted casual leave recoverable from the accrued leave days.
10.4 Compassionate (Paid) Leave
Paid compassionate leave shall be granted to the employee on the death of spouse, child, and parent or blood sister/brother.
This leave shall only be granted on written application supported by documentary proof subject to the previous registration of such relations with the Bank. The period of leave shall be 10 calendar days. Management may discretionary consider extra days if needed.
10.5 Nursing Compassionate (Paid) Leave)
An employee shall be granted leave for the purpose of nursing the employee's sick child or spouse on production of written recommendation from a Government approved medical doctor registered with the Medical Council of Zambia, stating the need for the employee's presence.
Written recommendation from registered traditional healers will only be accepted on written evidence that practising modern medical doctors have failed to successfully treat the patient.
The total number of days to be granted under this provision shall not exceed 30 working days in any period of 12 months.
10.6 Study Leave
On production of satisfactory proof of registration, study leave of 12 calendar days, inclusive of the actual days of writing the examination shall be granted.
Where it is proved that the period of writing examinations exceeded 12 days, the additional days will be regarded as part of study leave.
10.7 Special (Paid) Leave
An employee who is required to attend court proceedings as a state witness shall be allowed special leave for the number of days required.
10.8 Sick (Paid) 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.
i) The limits for paid sick leave shall be as follows:
(a) Full pay for the first 90 calendar days
(b) Half pay for the subsequent 90 calendar days
ii) Sick leave within the above entitlement may be granted to an employee on production of a certificate by a registered medical practitioner. The certificate should confirm that the employee is unfit to discharge his or her duties and specify the period of leave applied for and necessary for the recovery of the employee's health.
iii) Written recommendations from registered traditional healers will be recognised as certificates of absence on medical grounds provided there is a letter from a Government hospital doctor confirming that after attending the Government hospital the nature of the employee's illness could not be cured.
iv) An employee, who has exhausted his or her sick leave provisions, may be granted paid annual leave from that due to him or her in lieu of unpaid sick leave.
v) However, when such sick leave and annual leave is exhausted, the employee may at the discretion of the Bank be medically discharged immediately or remain on unpaid leave of absence for a further period not exceeding 30 calendar days and then, be medically discharged if still not certified fit for work by a medical practitioner that has been attending to the employee, and if a second opinion is so required, by another medical practitioner appointed by the Bank.
vi) The provisions of the Workers Compensation Act shall be applied where the illness arises from an accident at work (industrial accident).
10.9 Maternity Leave
Female employees who have completed at least 2 years continuous service with the Bank from the commencement day or have completed 2 years further service since the end of the last confinement, shall be granted three months maternity leave with full pay.
(ii) Any maternity leave granted under (h) (i) above shall be exclusive of any other leave to which a female employee may otherwise be entitled.
(iii) In the case of illness, which arises out of pregnancy and results in a female employee becoming temporarily incapable of performing her official duties, such employee shall be granted sick leave in accordance with the provisions of clause 10.8 of these conditions.
10.9.1 Paternity Leave
Eligible male employees shall be entitled to 3 working days paid paternity leave on the birth of his child with his registered spouse after serving the initial two years and thereafter at intervals of not less than two years. The paternity leave must be taken within a week Of birth of the child. This leave will not be cumulative.
10.10 Unpaid Leave
Management may on application, grant unpaid leave of up to a maximum of 2 years in deserving cases and provided the employee has served a continuous minimum period of 2 years with the Bank.
Further, where an employee proceeds on unpaid leave, for the purpose of studying, he/she may be allowed to resume work during recess, subject to the availability of vacancies.
10.11 Statutory absence
Female employees shall be entitled to 1 day's absence in a month without being subject to any questions regarding the absence.
11. BREASTFEEDING
Female employees shall be allowed to breastfeed their babies once per day during working hours provided the baby is not older than one year (12 months). Further, the duration of such breast-feeding shall not exceed one hour per day.
12. PUBLIC HOLIDAYS
All gazetted public holidays as stipulated by the Government from time to time shall be observed by the Bank.
13. HOURS OF WORK
The official working hours shall be as follows:
a. Monday - Friday 08:00 hrs - 17:00hrs excluding one Hour for lunch;
b. Saturday 08:00 hrs- 12:00hrs.
c. Every employee is expected to work no less than eight (8)
Hours per day between Monday to Friday and four (4) hours on Saturday or forty four (44) hours per week.
Hours in excess of these official hours shall constitute overtime.
d. However, lunch hours are flexible to meet the demands of the jobs in the Bank. Lunch will be staggered between 11:30 to 14:30 hours. Staff requested to work during these hours shall be entitled to lunch or lunch allowance.
14. UNIFORM AND PROTECTIVE CLOTHING
14.1 Uniforms
The Bank shall provide good quality uniforms to the following categories of employees:
a. Drivers
b. Messengers;
c. Security guards.
The said uniformed eligible employees shall wear the Uniform so issued through out the year until the issuance of new ones.
The Bank shall provide:
a. Two(2) pairs of shoes;
b. Two(2) pullovers;
c. Two(2) pairs of socks;
d. Two(2) sets of uniforms;
e. One rain coat
Per annum to the above mentioned categories of employees consistent with their work.
14.2 Protective clothing
The Bank shall also provide Protective clothing:
f. Dust coats for the appropriate categories;
g. Respirators to employees performing cashier duties.
h. The Bank shall provide appropriate clothing to any employees working in potentially hazardous areas.
14.3 Laundry
The Bank shall provide one (1) packet of detergent paste/powder to uniformed employees measuring 500 grammes per week. Where issuance of such detergent falls in arrears, the Bank shall be obliged to issue the outstanding detergents to eligible employees.
15. ALLOWANCES
i. To qualify for Acting Allowance, an employee must act in a position higher than his/her substantive position fora period of not less than 21 working days and will be informed in writing prior to carrying out duties involving payment of Acting Allowance.
ii. An eligible employee who is appointed to act in a higher position shall not
be made to act for more than six months without being confirmed or furnished with reasons why he/she should not be confirmed; and in case of noticeable persistent unsatisfactory work performance, the Acting appointment may be withdrawn and the employee reverted to his/her substantive salary, grade and/or position.
iii. The allowance shall be at the rate of 15% of the acting employee's salary or the actual difference between the acting employee's salary and the salary of the incumbent whichever is the higher.
15.2 Disturbance Allowance
i. An employee who is permanently transferred to another branch or station outside the town of his present place of work on management's instructions shall be entitled to disturbance allowance at the rate of three months tax-free gross salary and upkeep for six free working days or payment of upkeep allowance, per each overnight stay, at the rate of:
| Item | Description | Amount payable | Bank provided Accommodation Non cash |
| A | Lusaka Branches and Copperbelt Branches | K380.00 | K450.00 |
| B | Provincial Centre Branches | K320.00 | K400.00 |
| C | Rest of the Branches | K260.00 | K350.00 |
ii. In the event that the employee fails to find accommodation after the initial six days, the Branch Manager shall apply for an additional six days for the employee to find accommodation. The application shall be directed to the Executive Director Operations and copied to the Director Human Resource, Training & Capital Development.
iii. The Bank will transport the employee's household effects to the new station of duty.
iv. However, Disturbance allowance, provision of transport and upkeep allowance shall not apply if an employee is transferred at his/her own request.
15.3 Funeral Grant
(a) In the event of death of employee, spouse child or parent, the following funeral grants shall be paid:
• Employee -K2,450,00 cash and K 4,860.00 for funeral service;
• Spouse -K 1,940.00 cash and K 4,050.00 for funeral service;
• Child-K 1,600.00 cash and K 3,200.00 for funeral service;
• Parent-K 1,300.00 cash and K 2,430.00 for funeral service
(b) The Cash is meant to cover transport for mourners, food and firewood, whilst the funeral service should cover the cost of:
• Burial/Cremation;
• Coffin/Casket;
• Washing and Dressing of Deceased;
• Mortuary Fees;
• Transport in Zambia for the deceased;
• Undertakers Fees.
(c) The Bank shall pay out the amount for funeral service in the event that burial is to take place outside the station of employment on condition that receipts are produced after the burial.
15.4 Leave Allowance
Leave allowance shall be paid once per year when the employee proceeds on Annual (vacation) leave at the rate of one month's salary.
15.5 Medical Facility
The employee shall be entitled to medical assistance at the rate of K3,240.00 if based in a rural area branch or be under a medical insurance scheme if based in specific urban branches. The facility shall cover the employee, spouse and the employee's registered children only. However, an employee certified by a medical practitioner as being HIV positive and voluntarily notifies the Bank through Human Resource Department, the employee shall have all HIV related bills paid for on an ex-gratia basis by the Bank.
The following procedure shall be applied when administering the facility:
• The allowance will be credited to each employee's medical account on 1 January of the year and drawn by way of payment of bills to the medical institution during the calendar year.
• Employees will seek medication from medical institutions having credit facility arrangement with the Bank. On receipt of bills, the Bank will settle and debit the individual employee's account on a draw down basis.
• When the allocation is exhausted, any further medical bills will be borne by the individual employee. Human Resource will inform staff who have exhausted their medical limits on the impending recovery. The recovery of the excess shall be spread over several months to ensure that the net salary shall be within the 40% of gross salary. Recovery to commence in next month following receipt of bill.
• The allowance shall not be transferable from one year to the other and it shall cease on separation.
• Staff in rural branches who attend clinics or hospitals which offer free medical facilities and do not have private clinic facilities shall be allocated an amount of K500 tax free allowance per annum on 1st January. In cases where there is a referral from a hospital or clinic that offers free medical facilities to a private hospital or any fee paying referral hospital, the bills shall be considered in accordance with the above rules on the balance of the K 2,740 (Two thousand seven hundred and forty Kwacha only) .
• Employees not covered under medical insurance shall be entitled to an
additional amount not exceeding K2,250 (Two thousand two hundred and fifty Kwacha) per annum for referred specialised treatment to a state hospital in Lusaka, Kitwe and Ndola. This will only apply to specialised treatment that cannot be handled by the local state hospital. This amount is not transferable into cash.
• The union will be invited to attend the discussions for the annual review of the medical insurance cover.
15.6 Subsistence Allowance
When the employee travels away from the normal station on authorised Bank business reasonable accommodation and meals will be provided in lieu of, which subsistence allowance will be paid, for each overnight stay, at the following rates:
| Item | Description | Amount payable | Bank provided
Accommodation Non cash |
| a | Lusaka Branches and Copperbelt Branches | K380 | K450.00 |
| b | Provincial Centre Branches | K320 | K400.00 |
| c | Rest of the Branches | K260 | K350.00 |
15.7 Out of pocket allowance- Bank business
An employee on Bank business or requested by the Bank to attend a training course, seminar or workshop outside his/her normal town of work shall be paid
20.3 Retirement
Employees shall retire from the service of the Bank on attaining the age of 55 years. At its discretion, the Bank may extend the retirement age with the consent and agreement of the employee. Three months notice will be given to the employee of the impending retirement.
20.4 Early Retirement
Employees may apply in writing for early retirement, giving one months notice, on attainment of the age of 50 years or after serving the Bank for 19 continuous years.
20.5 Medical Discharge
An employee who is certified by duly qualified medical practitioners to the satisfaction of the Bank that he is incapable, by reason of infirmity of mind or body, of discharging his/her duties and that such infirmity is likely to be permanent, shall be discharged from employment on medical grounds.
20.6 Redundancy
The provisions of Section 26B of the Employment Amendment Act No. 15 of 1997 CAP 268 shall be applied in the case of termination on grounds of redundancy.
20.7 Summary Dismissal
The employee shall be liable for summary dismissal for breaches of discipline punishable by summary -dismissal in accordance with the provisions of these conditions.
21 SEPARATION DUES
The separation dues shall be:
21.1 Termination after confirmation and discharge
• One month's notice or one month's salary in lieu of notice;
• Cash in lieu of accrued leave days;
• Refund of both employers and own pension contribution, if any, in accordance with Pension Scheme rules.
21.2 Resignation
• Cash in lieu of accrued leave days
• Refund of both employers and own pension contribution, if any, in accordance with Pension Scheme rules.
21.3 Retirement, Early Retirement and Medical Discharge
• One months notice or one month's salary in lieu of notice
• Commutation of accrued leave days
• Full pension benefits (employers and employees contributions with interest). In the case of non-pension members, the provisions of the Minimum Wages and Conditions of Employment Act shall apply.
• Repatriation to place of recruitment.
21.4 Redundancy
As negotiated between the Bank and the Union
21.5 Summary Dismissal
• Cash in lieu of accrued leave days;
• Refund of both employers and own pension contribution, if any, in accordance with Pension scheme rules.
In all cases, 21(1-5) above, the salary earned prior to separation will be paid on a pro-rata basis. All the debts, surcharges and any other dues to the Bank, shall be recovered from the employee's separation dues.
21.6 Death in Service
• Cash in lieu of accrued leave;
• Refund of both employers and own pension contribution, if any;
• Repatriation of dependants to place of recruitment;
• Any salary and increment earned and not paid prior to death;
• Two years and six months' salary
As per present policy of the Bank, all existing liabilities (Loans) of the deceased employee shall be written off.
22. LABOUR DAY CELEBRATIONS
The Bank shall ensure that staff participate in Labour Day activities every year and an award presentation shall be held to reward deserving staff, organized by a committee appointed at management discretion, but will include union representation.
23. DISCIPLINARY ACTION
Disciplinary action shall be taken in accordance with Finance Bank’s Grievance and Disciplinary procedures code as stipulated in Appendix 3 of this Collective Agreement, the Employment Contract, and the Employment Act. There will be NO exception to this provision.
24. OCCUPATIONAL HEALTH AND SAFETY
• Finance Bank Zambia Limited shall provide a conducive and healthy working environment.
• Whenever major construction works/ renovations are being carried out, staff working in the affected areas only shall be relocated to alternative areas on or off the premises.
• When relocation of staff is not possible, the Bank shall ensure that extra care and appropriate measures are taken not to endanger the lives of staff on site. Protective clothing shall be provided.
• As practicable as possible renovation works such as painting, ceiling board repairs shall be conducted during non-working hours and weekends only.
• Appropriate furniture shall be provided to employees in line with their job requirements.
25. APPLICATION FOR A CHANGE OR AMENDMENT
This Collective Agreement shall remain in during the two years period unless:
(a) Amended and or replaced by a new Collective Agreement negotiated by the parties
(b) One or both parties cease to be a legal entity.
Either party wishing to amend or modify this Collective Agreement shall give three months notice to the other party of its proposed amendments or modifications giving full details of the proposals.
IN WITNESS Whereof the Parties have set their hands at Lusaka on this 28th Day of March Two Thousand and Fourteen in the presence of the subscribing Witnesses.
**FOR AND ON BEHALF OF FINANCE BANK ZAMBIA LIMITED
- BARKAT ALI
MANAGING DIRECTOR & CEO
- MUTALE C. CHISELA (MRS)
EXECUTIVE DIRECTOR
HUMAN RESOURCE AND OPERATIONS
- UTEMBELE SIMWINGA
DIRECTOR- FINANCE
**FOR AND ON BEHALF OF THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS & ALLIED WORKERS
- CHINGATI MSISkA
GENERAL SECRETARY
- SOLOMON HAMOONGA
DELEGATION LEADER
- HOPE SIMWABA
BRANCH CHAIRPERSON- LUSAKA
- DORIS CHAWANDA LONGWE (MS)
CHAIRPERSON-BARGAINING UNIT
14 April 2014
26. APPENDICES
26.1 Appendix 1. List of rural branches
| No | LOCATION |
| 1 | CHIRUNDU |
| 2 | ISOKA |
| 3 | KABOMPO |
| 4 | KALOMO |
| 5 | KAOMA |
| 6 | KATETE |
| 7 | MBALA |
| 8 | MONZE |
| 9 | MPIKA |
| 10 | MPULUNGU |
| 11 | MWINILUNGA |
| 12 | NAKONDE |
| 13 | SAMFYA |
| 14 | SERENJE |
| 15 | SESHEKE |
| 16 | CHINSALI |
| 17 | CHOMA |
| 18 | SOLWEZI |
26.3 Appendix 3: Entry points for 1st January 2014- 31st December 2014
| SALARY
GRADE |
JOB TITLE | 2010 ENTRY POINT(K) | DEC 2011- DEC 2012 ENTRY POINT(K) | January 2013 to December 2013 | January - December 2014 |
| FBS2 | Support Staff- Non Clerical (Security Guard, Messenger, Cleaner) | 2,525,000 | 4,525,000 | 5,225.00 | 5,925.00 |
| FBS3 | Driver | 2,625,000 | 4,625,000 | 5,325.00 | 6,025.00 |
| FBS4 | Clerk-Telephone
Clerk-Typing Clerk-General Clerk-Clearing Clerk- Remittances Clerk- Communications Clerk-Cash Clerk-Head Office |
3,450,000 | 5,450,000 | 6,150.00 | 6,850.00 |
| FBS5 | Teller
Senior Clerk Stenographer |
3,600,000 | 5,600,000 | 6,300.00 | 7,000.00 |
| FBS6 | Senior Teller Assistant- Clearing Assistant-Bills Assistant- Communications Assistant- Deposits Assistant- Accounts Assistant- Remittances | 3,900,000 | 5,900,000 | 6,600.00 | 7,300.00 |
| FBS7 | Teller-In-Charge Supervisor Custodian Chief Cashier | 4,000,000 | 6,000,000 | 6,700.00 | 7,400.00 |
