MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN PROFESSIONAL LIFE ASSURANCE LIMITED AND ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (ZUFIAW) - 2015
MEMORANDUM OF COLLECTIVE AGREEMENT BETWEEN Professional Life Assurance Limited (Hereinafter referred to as the "Company") AND ZUFIAW Zambia Union of Financial Institutions and Allied Workers (Hereinafter referred to as the "Union")
Representing the employees eligible for representation by the union in terms of Clause 2 of the MEMORANDUM OF RECOGNITION AGREEMENT signed on the 09th day of November 2015 between the company and the union.
This collective Agreement is made this 09th day of November 2015 between the Company and the Union covering conditions of services and stipulated in Appendix B the Memorandum of Recognition Agreement.
Duration of this Collective Agreement shall be for a period of not less than 24 months commencing 1st April 2015 provided that:
MEMORANDUM OF COLLECTIVE AGREEMENT
a) The parties agree that the agreed items shall be implemented effective 1st April 2015.
b) Within 12 months of the date of the coming into effect of this agreement, either party could call for a meeting to review salaries according to prevailing economic conditions during the period.
c) Any time after 21 months of commencement of this agreement, either party will give to the other six weeks' notice in writing of tis 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 herein.
d) In the event of emergency cases, both parties shall endeavour to meet as soon as possible but not later than 14 days.
e) The terms in this Agreement shall be in accordance with the prevailing labour legislation.
f) The provisions of this Agreement shall be valid only so long as the Memorandum of recognition agreement between professional life assurance and the union remain in force.
g) Application for a Change or Amendment -
It is agreed that if either the Union or the Company considers 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 Company and provided it is dearly seen to be a valid reason to recommend such a change or amendmentdo this Agreement, it should be undertaken in the following manner:-
i. The Union or the Company shall indicate by letter its intention to discuss a change or amendment to the Collective Agreement,
ii. Such a letter indicated in (i) above shall 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.
iii. The party requesting the change or amendment shall allow the other party two weeks to consider the request. The Bargaining Unit shall after two weeks, but not longer than 28 calendar days -after the date of the original letter, agree to meet to discuss the change.
1. RATES OF PAY
a) Salaries - increase current salaries by K300.00 across the board to all unionised employees.
b) Performance appraisals
While performance increments shall be done separately, Salary adjustments will be effected at the-same time with the negotiated adjustments.
2. HOUSING
a) Housing Allowance shall be paid at 50% (fifty per cent) of Basic Salary.
3. ADVANCES
a) Salary Advance to be recovered in three monthly instalments with interest as may be determined by the Company.
4. WORKING HOURS AND DAYS
a) Agreed to maintain the current working hours and days including Sundays in observance of religious practices,
b) Normal working hours shall be as follows:-
| Monday to Friday | AM | 08.00 hours to 12.30 hours. |
| PM | 14.00 hours to 17.00 hours, | |
| Saturday or Sunday | AM | 08.00 hours to 12.30 hours. |
c) Lunch Break shall be from 12 30 hours to 14.00 hours.
5.0 ALLOWANCES
5.1 UPSET/ DISTURBANCE ALLOWANCE
When the Company requires an incumbent employee to transfer from one location to another between different towns, it will meet the following costs:-
a) Removal expenses for the employee, his or her family, and household effects by road, unless management specifies otherwise;
b) Payment of Disturbance Allowance equivalent to one month’s Basic Salary, net of Tax, which will only be paid after the employee has reported to work at new location.
c) Where accommodation is not found by the employee before the date of transfer, shall accommodate the transferred employee for a maximum of 21 days in the company’s guest house, or other accommodation at its discretion, or in lieu of such an arrangement pay standard subsistence allowance for such a duration.
d) Disturbance Allowance shall not be payable to a new employee who has to relocate to take up an initial appointment offered by the Company. In such a situation the new employee is deemed tp have self-requested to relocate prior to taking up the initial appointment.
e) No Disturbance Allowance shall be paid for self -requested and disciplinary transfers of incumbent employees. Disciplinary transfer is defined as arising out of being found guilty of an offence and relocation being necessary.
5.2 MEAL ALLOWANCE
Out of Station on Duty Allowance
Where Professional Life Assurance requests a member of staff to stay away from place of domicile, either in course of duty or on training, the following shall apply
a) When staying in a hotel or company guest house, the employee will be paid an Out of pocket allowance of K80.00 per day for employees in grades A-D. -
b) An employee who will not be accommodated by the Company during business trips shall be entitled to a subsistence allowance for each night out of station at a rate of K450, 00 per night for PLAL staff Grades A TO D .
c) Meal allowance of K80.00 shall be paid to an employee who is travelling locally on business outside a distance of 25 kilo meters radius or more from station, but not spending a night.
d) Lunch Allowance amounting to K80.00 per day shall be paid to employee working during Lunch Break period.
e) Dinner Allowance amounting to K150.00 per day shall be paid to employee working beyond 20.00 hours with prior approval from the Head of Division.
f) Training. When attending training sponsored by PLA or ZUFIAW, an allowance of K80.00 per day shall be paid.
6.0 RENTAL ADVANCE
Rental advance shall attract interest as may be determined by the company from time to time.
6.1 Rental Advance to continue being paid directly to the landlord/ property manager
7.0 FUNERAL GRANTS
Funeral Grant shall be grated in the event of death of the following:-
| Employee | K 5,000.00 |
| Parent | K 5,000.00 |
| Spouse | K 5,000.00 |
| Dependant/Child (biological/adopted | K 3,500.00 |
8.0 ANNUAL LEAVE PAY
An employee is entitled to annual leave once in twelve (12) calendar months. Annual leave can only be taken after being confirmed and serving minimum of twelve (12) months from date of engagement.
a) Leave pay at the rate of one month basic salary Net of Tax.
b) Annual Leave of 24 working days shall be granted exclusive of Sundays and Gazetted Public Holidays. For staff in Grades PLA A to PLA D two additional days for every five years served shall be granted.
C) Annual Leave Allowance shall be paid on the last working day before employee proceeds on Vacation /normal leave and only for employees going on leave for 12 days or more.
d) Leave Accrual
An employee may not carry over more than 50% of their accumulated annua! leave entitlement into next leave year. They may carry not more than seven days into a new leave year following first year of anniversary year.
9.0 OTHER LEAVE
9.1 Compassionate Leave
Shall be granted on death of the following:-
| Spouse | 10 calendar days |
| Parents | 10 calendar days |
| Biological/Adopted Child | 10 calendar days |
| Blood sibling | 7 calendar days |
b) Documentary evidence shall be produced in support of Compassionate Leave application.
c) Compassionate Leave shall not be granted if employee is already on leave.
9.2 Sick Leave
Sick leave shall be granted to an employee:
a) who is ill or injured;
b) who has undergone dental treatment;
c) who is on leave, if he or she is confined to his or her house or to hospital or some similar institution for a period determined by recommendations or a report from a registered medical practitioner.
d) The limits for paid sick leave shall be as follows:-
(i) full pay for the first 90 calendar days
(ii) half pay for the subsequent 90 calendar days
9.3 Registered medical or dental practitioner
Should grant sick leave within the above entitlement to an employee on production of a certificate. The certificate should confirm that the employee is unfit to discharge his or her duties and also specify the period of leave applied for and necessary for the recovery of the employee's health.
9.4 An employee, who has exhausted his or her sick leave provisions of continuous six (6) months
may be granted paid annual leave from that due to him or her in lieu of unpaid sick leave. However, when such sick leave and annual leave are exhausted the Company may, on the commendation of a registered medical practitioner and at its behest, 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 registered medical practitioner.
9.5 Special Leave
Any request for special leave will be granted at Management’s discretion.
10.0 MATERNITY
a) Maternity Leave shall be granted to female employee for a minimum period of ninety (90) days paid Maternity Leave subject to the following conditions:-
b) The employee should have at least completed two (2 ) years continuous service
c) There should be a gap of at least two years between one maternity leave and another.
d) If upon return to work the female employee is found to be medically unfit to resume duties, she will be treated in accordance with the rules governing sickness,
e) Where an employee fails to qualify for paid maternity leave by virtue of not meeting the criteria, the company may at its discretion permit the employee to take up to ninety days unpaid leave, or a combination of unpaid leave and accrued annual leave, entitlement accrued up to a maximum of ninety days.
10.1 MOTHER’S DAY
Every female employee shall be entitled to one working day's absence from work once every month without giving reason shall be granted to every female employee.
11.0 MEDICAL SCHEME
All employees of the company with their registered dependants shall be entitled to medical care locally under the terms of Insurance Scheme for employees.
This facility shall be extended to:-
a)Employee's spouse (if not already covered by another scheme by another employer)
b)a maximum of three registered dependent children or legally adopted children aged 21 years and below, if still in school/collage up to 24 years upon producing proof from the school/College.
c)Increase benefits limit under the Promed Scheme:-
• In-patient - K15, 000.00
• Out-patient - K3,000.00
There will be no payment of exceeded benefits under medical scheme by PLA. All bills incurred by exceeding the limits on the medical scheme will be borne by an employees.
14.0 STUDY LEAVE
a) Shall be granted to employees studying insurance at the rate of maximum seven working days per annum. No Study Leave shall be granted for repeal examinations.
b) Relevant courses should be agreed with management prior to faking the course including the following:-
I. Registration for School should be agreed by Management for studies which are the core business of PLA
II. There will not be automatic incentive nor salary increment upon completion of a course but consideration could be given to this on account of improved performance following completion of a course or attainment of qualifications during performance appraisal.
III. Reimbursement of costs of the course upon successful completion of Insurance studies will be 100% on tuition and examination fees on production of results. However, reimbursement will only be on successful completion of the course.
iv. Refunds be given after completion of courses prior approved by management.
No refunds will be given when a module of study has not been completed. Refunds will only be given for Insurance subjects and will be subject to PAYE
14.2 STAFF EDUCATION LOANS
Any education loan can be obtained through the bank like as per the current practise on all other loans.
15.0 PROBATION
a) The period of probation shall be three months. However management reserves the right to extend the period of probation for up to six months stating reasons in writing for the extension. Termination of employment during probation is by giving one day’s notice or in lieu of notice.
b) Those on probation will only join the union upon confirmation of
employment.
16.0 HARMONISATION OF SALARIES
Management shall harmonize the salaries for employees working in the same grade giving cognizance of individual staff performance and shall only vary based on employee's qualifications and work experience
17.0 REDUNDANCY
Redundancy provisions shall remain status quo as per existing Conditions of Service.
18.0 RETIREMENT
a) Normal Retirement shall be at sixty (60) years of age.
b) Early Retirement shall be at Fifty Five (55) years of age,
c) Late Retirement shall be at Sixty Five (65) years of age.
d) Retirement on Medical Ground shall be grated where an employee receives satisfactory medical evidence from a registered medical practitioner that the employee is incapable by reasons of some infirmity to mind or body of discharging the duties of his/her office and that such an infirmity is likely to be of long duration.
Everything else not contained in this Collective Agreement remain as reflected in the current Terms and Conditions of service
IN WITNESS whereof we have hereunder set our hands this 9th day of two thousand and fifteen.
For and on Behalf of Professional Life Assurance Limited
- Kishanaswamy Rajagopal - Managing Director
- Phosie Tracy Sichinga - Head Human Resource
- Matete Sichizya - Head Finance
For and on Behalf of Zambia Union of Financial institutions and Allied Workers
- Chingati Msiska - General Secretary
- Delux Mwanza - ZUFIAW Union Team Leader
- Saraphina Mwanza Jere - ZUFIAW Branch Chairperson
- Blessed Mwanza Chisenga - Bargaining Unit Secretary
