[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-detergents-edible-oils-and-fats-employers-association-and-the-detergents-edible-oils-and-fats-workers-union-of-zimbabwe---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":166,"content_type_view":167,"extra_breadcrumbs":168,"body":170,"body_blocks":181,"related_pages":185},639,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_ZW","2025-07-27T09:40:00.931544+00:00","2026-04-02T12:57:14.892492+00:00","\u002Fcms\u002Fpages\u002F639\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Zimbabwe","en-zw",{"title":20,"slug":21},"Work in Zimbabwe","work-in-zimbabwe",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T11:40:00.931544+02:00","2026-04-02T14:57:15.023744+02:00",{"cba":32,"clauses":43,"details":164,"translations":165},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-between-detergents-edible-oils-and-fats-employers-association-and-the-detergents-edible-oils-and-fats-workers-union-of-zimbabwe---2014","e118f9fc-40fe-11e7-91f7-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-detergents-edible-oils-and-fats-employers-association-and-the-detergents-edible-oils-and-fats-workers-union-of-zimbabwe---2014\u002Fcollective-bargaining-agreement-between-detergents-edible-oils-and-fats-employers-association-and-the-detergents-edible-oils-and-fats-workers-union-of-zimbabwe---2014\u002F","Collective Bargaining Agreement between Detergents, Edible Oils and Fats Employers Association and the Detergents, Edible Oils and Fats Workers Union of Zimbabwe - 2014","ZWE Detergents, Edible Oils and Fats Employers Association - 2014","Zimbabwe - ZWE Detergents, Edible Oils and Fats Employers Association - 2014","ZWE Detergents, Edible Oils and Fats Employers Association - 2014 - Manufacturing",{"name":41,"data":42},"detergents.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective Bargaining Agreement between Detergents, Edible Oils and Fats\nEmployers Association and the Detergents, Edible Oils and Fats Workers Union of\nZimbabwe - 2014\u003C\u002Fh1>\n\n\u003Cp>Collective Bargaining Agreement: Detergents, Edible Oils and Fats\nIndustry\u003C\u002Fp>\n\n\u003Cp>IT is hereby notified that the Collective Bargaining Agreement set out in\nthe Schedule has been registered in terms of section 79 of the Labour Act\n[Chapter 28:01]. \u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL FOR THE DETERGENTS, EDIBLE OILS AND FATS\nINDUSTRY\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT: DETERGENTS, EDIBLE OILS AND FATS INDUSTRY\nARRANGEMENT OF SECTIONS \u003C\u002Fp>\n\n\u003Ch2>Title \u003C\u002Fh2>\n\n\u003Cp>1. This agreement may be cited as the Collective Bargaining Agreement:\nDetergents, Edible Oils and Fats Industry.\u003C\u002Fp>\n\n\u003Ch2>Parties \u003C\u002Fh2>\n\n\u003Cp>2. Made and entered into, in accordance with the provisions of the Labour\nAct [Chapter 28:01], as amended, between the Detergents, Edible Oils and Fats\nEmployers Association (hereinafter referred to as “the employer”) of the\none part, and the Detergents, Edible Oils and Fats Workers Union of Zimbabwe\n(hereinafter referred to as “ the employees” or “the Trade Union”) of\nthe other part, being parties to the Employment Council for the Detergents,\nEdible Oils and Fats Industry of Zimbabwe. \u003C\u002Fp>\n\n\u003Ch2>Application \u003C\u002Fh2>\n\n\u003Cp>3. The terms of this agreement shall apply to all employees engaged in the\nDetergents, Edible Oils and Fats Industry and shall be binding on the parties,\nincluding all the members of such parties and all employers and their\nrespective employees in the industry to which the agreement relates and to all\nemployers within the industry who employ such employees in the area of\nZimbabwe. The Collective Bargaining Agreement will remain in force until\namended.\u003C\u002Fp>\n\n\u003Ch2>Availability, variation and exemption of the agreement \u003C\u002Fh2>\n\n\u003Cp>4. (1) The parties may, by consent, and in accordance with the Act, vary the\nterms of this Collective Bargaining Agreement by publishing a supplementary\nCollective bargaining Agreement. No employer or employers’ organization or\ntrade union or employees may enter into negotiations to amend or alter this\nCollective Bargaining Agreement without the express permission of the\nEmployment Council. \u003C\u002Fp>\n\n\u003Cp>(2) Every employer shall keep a copy of this agreement freely available at\nall times for inspection or reference by the employees. \u003C\u002Fp>\n\n\u003Cp>(3) The Council may grant exemptions to any employer or employee on any\nmatter it deems necessary and such exemptions shall be considered by a\ncommittee comprising the chairperson and two representatives from each party.\nExemptions will be discussed at plant level first and the business will be\nrequired to provide financial statements signed by the Financial Director and\nthe Managing Director. \u003C\u002Fp>\n\n\u003Cp>(4) The misrepresentation of facts by an employer shall be an offence. \u003C\u002Fp>\n\n\u003Ch2>Definitions \u003C\u002Fh2>\n\n\u003Cp>5. Any expressions used in this agreement which are defined in the Labour\nAct (Chapter 28:01), as amended other than those defined in this clause, shall\nhave the same meaning as in that Act; further, unless inconsistent with the\ncontext:- \u003C\u002Fp>\n\n\u003Cp>“Act” means the Labour Act [Chapter 28:01] as amended; \u003C\u002Fp>\n\n\u003Cp>“absolute rest-day” means one day in each one week period on a\ncontinuous shift roster on which an employee is not listed to work; \u003C\u002Fp>\n\n\u003Cp>“annual shut-down” means a period, not less than fifteen working days,\nduring which an establishment may suspend operations for annual holidays in\nterms of section 20; \u003C\u002Fp>\n\n\u003Cp>“boiler complex” means two or more boilers with combined minimum rated\ncapacity of nine thousand and seventy kilograms per hour; \u003C\u002Fp>\n\n\u003Cp>“casual employee” means an employee whose engagement is for a period of\nnot more than six weeks in any three successive calendar months; \u003C\u002Fp>\n\n\u003Cp>“continuous service” means the total period of unbroken service of an\nemployee with an employer in terms of section 24; \u003C\u002Fp>\n\n\u003Cp>“continuous-shift roster” means a roster covering a four-week or eight-\nweek cycle of work required to be exhibited in terms of section 9; \u003C\u002Fp>\n\n\u003Cp>“continuous-shift working” means the working hours contained on a\ncontinuous-shift roster; \u003C\u002Fp>\n\n\u003Cp>“day off” means a Sunday or that day in the week in place of Sunday on\nwhich an employee is not normally required to work, or, in the case of\ncontinuous-shift workers, those days, other than an absolute rest-day, on the\nroster on which such employees are not normally required to work; \u003C\u002Fp>\n\n\u003Cp>“day shift” means any shift which is not a night-shift; \u003C\u002Fp>\n\n\u003Cp>“detergents, edible oils and fats industries” means, without in any way\nlimiting the ordinary meaning of the expression, the industries in which the\nemployers and employees are associated together for the purpose of the\nmanufacture or processing of any or all of the following products— \u003C\u002Fp>\n\n\u003Cp>(a) detergents, being cleansers, or any cleaning agent used as an abrasive,\nor any substance which combines wetting, emulsifying or suspending properties;\n\u003C\u002Fp>\n\n\u003Cp>(b) candles; \u003C\u002Fp>\n\n\u003Cp>(c) waxes and polishes; \u003C\u002Fp>\n\n\u003Cp>(d) edible oils and fats; \u003C\u002Fp>\n\n\u003Cp>(e) toilet preparations, if manufactured or processed as an ancillary\noperation by an employer and his employees engaged in the manufacture or\nproduction of any product referred to in paragraphs (a) to (d); \u003C\u002Fp>\n\n\u003Cp>(f) glycerine, if manufactured or processed as an ancillary operation by an\nemployer and his employees engaged in the manufacture or production of any\nproduct referred to in paragraphs (a) to (d); \u003C\u002Fp>\n\n\u003Cp>(g) livestock foodstuffs, if manufactured or processed as ancillary\noperation by an employer and his employees engaged in the manufacture or\nproduction of any product referred to in paragraphs (a) to (d); \u003C\u002Fp>\n\n\u003Cp>(h) any product allied to a product referred to in paragraphs (a) to (g), or\na by-product of the manufacture thereof, and any product manufactured or\nprocessed as an ancillary operation by an employer and his employees engaged in\nthe manufacture or production of any product referred to in paragraphs (a) to\n(g); \u003C\u002Fp>\n\n\u003Cp>or in the distribution of such products, where such distribution is\nancillary to the manufacture or processing thereof or in any process, service\nor operation incidental to the manufacture, processing or distributing of such\nproducts. \u003C\u002Fp>\n\n\u003Cp>“emergency work” means work which must be performed immediately in order\nto prevent harm to the plant or the employees , or to nearby persons or\nproperties; “gas-complex operator” means an operator of a gas-production\nplant rated at a minimum of ten gigajoules per hour; \u003C\u002Fp>\n\n\u003Cp>“guard” includes any employee employed as a watchman; \u003C\u002Fp>\n\n\u003Cp>“grade” means a grade listed in the First Schedule; \u003C\u002Fp>\n\n\u003Cp>“handyman” means an employee who carries out repairs or renovations of a\nminor nature to his employer’s property, but who is not required to embark\nupon or carry out any single task in an occupation prescribed or a trade\ndesignated or deemed to have been designated in terms of the Manpower Planning\nand Development Act [Chapter 28:01] which, if performed by him alone or with\nany or with any other person, either at the same time or progressively, would\nexceed a total cost of two thousand dollars ($2 000,00); \u003C\u002Fp>\n\n\u003Cp>“industrial holiday” means any day prescribed as a paid holiday in terms\nof section 20; \u003C\u002Fp>\n\n\u003Cp>“parent industry agreement” means— (a) In respect of the building\ntrades listed in the definition of \u003C\u002Fp>\n\n\u003Cp>“designated trade” therein, the agreement published in Statutory\nInstrument 402 of 1983— \u003C\u002Fp>\n\n\u003Cp>(i) In the region of Mashonaland, the agreement published in Rhodesia\nGovernment Notice 928 of 1974, as read with Rhodesia Government Notice 426 of\n1976, as amended or replaced from time to time; \u003C\u002Fp>\n\n\u003Cp>(ii) in the region of Matabeleland, the agreement published in Rhodesia\nGovernment Notice 954 of 1978, as amended or replaced from time to time; \u003C\u002Fp>\n\n\u003Cp>(iii) in the region of Manicaland, the agreement published in Rhodesia\nGovernment Notice 922 of 1978, as amended or replaced from time to time; \u003C\u002Fp>\n\n\u003Cp>(iv) in the regions of Midlands and Masvingo, the agreement published in\nRhodesia Government Notice 962 of 1978, as amended or replaced from time to\ntime. \u003C\u002Fp>\n\n\u003Cp>(b) in respect of the printing trades listed in the definition of\n“designated trade” therein, the agreement published in Statutory Instrument\n234 of 1981, as amended or replaced from time to time. \u003C\u002Fp>\n\n\u003Cp>“learner” means an employee being trained under supervision, in the\nrudiments of a job or any part of a job; \u003C\u002Fp>\n\n\u003Cp>“locomotive-driver” means a driver who controls the movement of the\ncompany’s locomotive within the confines of the company’s siding, and is\nnot required to hold a certificate issued by a recognized railway authority;\n\u003C\u002Fp>\n\n\u003Cp>“mechanical-saw operator” means an employee who operates a power driven\nhacksaw, under supervision, and who assists a carpenter in the assembly of\npre-cut wooded pallets; \u003C\u002Fp>\n\n\u003Cp>“medical practitioner” means any person who is legally permitted to\npractice as a medical practitioner in Zimbabwe; \u003C\u002Fp>\n\n\u003Cp>“night-shift” means a shift the majority of hours of which fall between\n10.00 p.m. and 6.00 a.m.; \u003C\u002Fp>\n\n\u003Cp>“overtime” means any time worked outside the ordinary weekly hours of\nwork required to be exhibited in terms of subsection (2) of section 29; \u003C\u002Fp>\n\n\u003Cp>“piece-work” means any system by which earnings are calculated wholly on\nthe quantity or output of work done, irrespective of the time spent on such\nwork; “refrigeration complex” means two or more ammonia compressors with a\ncombined maximum capacity of eight tones of refrigeration over a period of\ntwenty-four hours;\u003C\u002Fp>\n\n\u003Cp>“region” means a region specified in the Second Schedule to the\nIndustrial Conciliation (General) Regulations, 1977, published in Rhodesia\nGovernment Notice 214 of 1977; \u003C\u002Fp>\n\n\u003Cp>“skilled worker” means a person who has been certified by the Registrar\nof Apprenticeship and Skilled Manpower as a skilled worker Class 1, 11, 111 1V\nin a designated or recognized trade in terms of the Manpower Planning and\nDevelopment Act [Chapter 28:02] or the holder of a journeyman registration\ncertificate issued by the National Industrial Council before the 1st of\nFebruary, 1982, and recognized by the Registrar of Apprenticeship and Skilled\nManpower; \u003C\u002Fp>\n\n\u003Cp>“skilled worker’s assistant” means an employee who assists the skilled\nworker as directed and who may perform such duties delegated to him by the\nskilled worker, who may not perform skilled worker’s work; \u003C\u002Fp>\n\n\u003Cp>“Skilled worker’s senior assistant” means an employee who assists a\nskilled worker and who may perform simple routine and repetitive maintenance\ntasks on plant and machinery and components thereof, in addition to the tasks\nperformed by a skilled worker’s assistant, such work as dismantling and\nre-assembling equipment where tolerance and exactness of fitting are not\nrequired, which tasks shall always be under the general supervision of a\nskilled worker, but who may not perform skilled work; \u003C\u002Fp>\n\n\u003Cp>“task-work” means a stated task which is set by an employer to an\nemployee which has to be completed as a condition of earning a wage; \u003C\u002Fp>\n\n\u003Cp>“secretary” means the secretary of the Council appointed in terms of its\nconstitution; \u003C\u002Fp>\n\n\u003Cp>“ticket system” means a system whereby an employee is engaged at a rate\nof wage calculated by reference to the completion of a ticket of an agreed\nnumber of days worked or a record based on the number of days worked; \u003C\u002Fp>\n\n\u003Cp>“wage” means the earnings of an employee, but does not include any\npayment in respect of overtime or any bonus or other like benefit; \u003C\u002Fp>\n\n\u003Cp>“working day” means any day other than a day off or an industrial\nholiday, and shall include those days listed on a continuous shift roster, with\nthe exception of absolute rest-days, for the purpose of sections 14 and 20.\u003C\u002Fp>\n\n\u003Ch2>Grading and wages \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>6. (1) Every employer shall place each employee in a grade appropriate to\nhis occupation, and shall pay to such employee a wage of not less than the\namount prescribed by the Council for the grade of the employee, and no employee\nshall accept a wage less than the amount prescribed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>(2) An employee who, at the date of commencement of these regulations, is in\nreceipt of a higher wage for his particular occupation than the wage prescribed\nin terms of this section shall not by reason of these regulations, suffer any\nreduction in his wage. \u003C\u002Fp>\n\n\u003Cp>(3) On promotion to a higher grade, an employee shall be paid – \u003C\u002Fp>\n\n\u003Cp>(a) not less than the wage which he last received prior to his promotion;\u003C\u002Fp>\n\n\u003Cp>or\u003C\u002Fp>\n\n\u003Cp>(b) not less than the minimum wage prescribed for his occupation in such\ngrade; \u003C\u002Fp>\n\n\u003Cp>Whichever is the greater. \u003C\u002Fp>\n\n\u003Cp>(4) An employee who is required to perform work in a lower grade than that\nhe is normally employed shall be paid the wage applicable to the grade of work\nwhich he normally performs. \u003C\u002Fp>\n\n\u003Cp>(5) An employee who is appointed to work temporarily in a higher grade than\nwhich he is normally employed, shall receive the wage applicable to such higher\ngrade immediately he commences working in that higher grade. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) Where an operation performed by an employee is not specified in the\nFirst Schedule- \u003C\u002Fp>\n\n\u003Cp>(a) the employer shall provisionally place the employee in a grade; and \u003C\u002Fp>\n\n\u003Cp>(b) the employer or employee shall notify the secretary to the Council; and\n\u003C\u002Fp>\n\n\u003Cp>(c) the Executive Committee shall determine an interim classification of the\noperation, which shall be subject to ratification by the Council at its next\nmeeting; Provided that, if the interim classification by the Executive\nCommittee or the final classification by the Council places the employee in a\ngrade— \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>(i) higher than the employee’s current grade, he shall be paid not less\nthan the minimum wage prescribed for such higher grade, with effect from the\ndate upon which he commenced performing the operation concerned; or \u003C\u002Fp>\n\n\u003Cp>(ii) lower than the employee’s current grade, it shall be lawful to reduce\nhis wage to not less than the minimum wage prescribed for such lower grade,\nwith effect from the date upon which such classification is determined, unless\nthe employee refuses to accept the lower wage, in which event— \u003C\u002Fp>\n\n\u003Cp>(iii) he may be given the relevant notice of termination of employment; and\n\u003C\u002Fp>\n\n\u003Cp>(iv) during the period of such notice, he shall be paid the wage he was\nreceiving prior to such determination. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(7) No employer shall reduce the wage of an employee for any time not worked\nif the employee was able and willing and was present at his place of work but\nthe employer was unable or willing to furnish him with work: Provided that this\nsubsection shall not apply to any portion of an annual shut down or to any time\nnot worked during a period of short-time working as provided for in section 10.\n\u003C\u002Fp>\n\n\u003Cp>(8) No employee shall be required to perform forced labour as stipulated in\nthe Act.\u003C\u002Fp>\n\n\u003Ch2>Hours of work: employees other than shift-workers \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>7. (1) The ordinary hours of work for employees, other than shift-workers\nand guards, shall not exceed forty-five hours per week or nine hours per day,\nbut with the consent of the employees concerned, some part of the forty-five\nhours may be worked on Saturday morning: \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Provided that, where the duties of such employees are ancillary to, and\nessential for, continuous processing and production carried out by shift\nworkers, such employees may be required by the employer to work on a Saturday\nmorning as part of the normal weekly hours of work. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) The ordinary hours of work for guards shall not exceed forty-eight hours\nper week or ten hours in any period of twenty-four hours. \u003C\u002Fp>\n\n\u003Cp>(3) An employer may request, but shall not require an employee to work\novertime and shall, whenever possible give twenty-four hours’ notice to such\nemployee of such request: Provided that an employee needed to render emergency\nwork shall not decline request to work overtime without reasonable excuse. \u003C\u002Fp>\n\n\u003Cp>(4) Except in the case of emergency work, no employer shall permit an\nemployee, other than a guard to work more than sixty hours, ordinary time and\novertime included, in any one week. \u003C\u002Fp>\n\n\u003Cp>(5) Every employee shall receive at least one day off duty in each week. \u003C\u002Fp>\n\n\u003Cp>(6) An Employee shall not be required to work on his days off without his\nagreement, except in the case of emergency work, but no employee shall be\npermitted to work on his days off in successive weeks. \u003C\u002Fp>\n\n\u003Cp>(7) No employer shall permit an employee, other than a guard or an employee\nengaged in outside advertising or marketing, to work for a continuous period of\nmore than five hours without a break of at least thirty minutes: \u003C\u002Fp>\n\n\u003Cp>Provided that such continuous period shall be deemed not to be broken by a\nbreak of less than thirty minutes. \u003C\u002Fp>\n\n\u003Ch2>Hours of work: shift workers \u003C\u002Fh2>\n\n\u003Cp>8. (1) The provisions of subsections (3) to (7) of section 7 shall apply to\nshift workers. \u003C\u002Fp>\n\n\u003Cp>(2) The ordinary hours of work for shift workers shall not exceed forty-five\nhours per week or nine hours in any period of twenty-four hours. \u003C\u002Fp>\n\n\u003Cp>(3) No employer shall permit a shift worker to work for a continuous period\nof more than five hours without a break of at least thirty minutes. \u003C\u002Fp>\n\n\u003Cp>(4) The employer shall provide each shift worker with a free beverage or\nadequate facilities for preparing a beverage during the prescribed\nthirty-minute break. \u003C\u002Fp>\n\n\u003Cp>(5) No employee shall be required to work two shifts in any period of\ntwenty-four hours except for the purpose of changing shifts or in the case of\nemergency work, and no employee shall commence work on the new shift until at\nleast eight hours have elapsed after the completion of his previous shift. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>(6) An employee who is required to work two shifts in one day for the\npurpose of changing shifts shall be paid overtime. \u003C\u002Fp>\n\n\u003Cp>(7) No shift worker shall be kept on night shift for more than a continuous\nperiod of four weeks without his consent. \u003C\u002Fp>\n\n\u003Cp>(8) A shift worker who is changed from night shift to day shift shall be\nplaced on day shift for a period at least equal to the period during which he\nwas on night shift, unless he\u002Fshe otherwise agrees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Hours of work: Continuous shift workers\u003C\u002Fh2>\n\n\u003Cp>9. (1) The provisions of subsections (3) and (4) of sections 7 and 8 shall\napply to continuous shift workers. \u003C\u002Fp>\n\n\u003Cp>(2) Subject to the provisions of subsection (3), the ordinary hours of work\nfor continuous shift workers shall not exceed forty-five hours per week: \u003C\u002Fp>\n\n\u003Cp>Provided that the ordinary hours of work shall not exceed nine hours in any\nperiod of twenty-four hours. \u003C\u002Fp>\n\n\u003Cp>(3) The ordinary hours of work shall average not more than forty-two hours\nper week in a continuous shift roster. \u003C\u002Fp>\n\n\u003Cp>(4) The continuous shift roster indicating the ordinary hours of work and\nabsolute rest days, shall be exhibited. \u003C\u002Fp>\n\n\u003Cp>(5) No employer shall permit an employee to work two shifts in any day\nexcept in the case of emergency work. \u003C\u002Fp>\n\n\u003Cp>(6) A continuous shift worker shall be given- \u003C\u002Fp>\n\n\u003Cp>(a) seven days off-duty in each four-week continuous shift roster:\u003C\u002Fp>\n\n\u003Cp>(b) fourteen days off-duty in each eight-week continuous shift roster: \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Provided that one day in each week shall be an absolute rest day. \u003C\u002Fp>\n\n\u003Cp>(7) An employee shall not be required to work on his\u002Fher day off except in\nthe case of emergency work, but no employee shall be permitted to work on his\ndays off in successive weeks. \u003C\u002Fp>\n\n\u003Cp>(8) A continuous shift worker who, on any day other than an absolute rest\nday, is required to work on his\u002Fher day off shall be paid overtime at one and\nhalf times his current hourly wage: Provided that an employee who is required\nto work on an absolute rest day shall be paid overtime for every hour or part\nof an hour worked at double his current hourly wage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Short time working \u003C\u002Fh2>\n\n\u003Cp>10. (1) No employer shall place all or some of his\u002Fher employees on short\ntime working without the prior written approval of the Minister of Labour and\nSocial Services, who may approve that the employees be placed on short- time\nworking for a period, to be determined by him, if he\u002Fshe is satisfied that:-\n\u003C\u002Fp>\n\n\u003Cp>(a) it is economically necessary for the establishment to work short time;\nand \u003C\u002Fp>\n\n\u003Cp>(b) the establishment will be able to resume normal working hours within the\nforeseeable future; and \u003C\u002Fp>\n\n\u003Cp>(c) it would not be in the interest of the employees to be discharged. \u003C\u002Fp>\n\n\u003Cp>(2) Written approval issued under the provisions of subsection (1) shall\nstate— \u003C\u002Fp>\n\n\u003Cp>(a) the name and address of the employer; and\u003C\u002Fp>\n\n\u003Cp>(b) the grade or grades of employees affected; and the employer shall return\nsuch approval to the Minister upon resumption of normal hours of work. \u003C\u002Fp>\n\n\u003Cp>(3) The employer shall give at least one week’s notice to each employee\nconcerned of the requirement to work short time. \u003C\u002Fp>\n\n\u003Cp>(4) Notwithstanding the provisions of subsection (23), an employee may at\nany time during the week’s notice referred to in subsection (3) give notice\nof termination of his contract of employment as from the time when short-time\nworking is to start. \u003C\u002Fp>\n\n\u003Cp>(5) During the period of short-time working, an employee shall be paid for\nnot less than the hours worked by him: Provided that no employee shall receive\nless than sixty per centum of his current weekly wage. \u003C\u002Fp>\n\n\u003Cp>(6) The employer shall give his employees at least one working day’s\nnotice of resumption of normal hours of work.\u003C\u002Fp>\n\n\u003Ch2>Conversion of rates \u003C\u002Fh2>\n\n\u003Cp>11. (1) For the purpose of converting a weekly wage to – \u003C\u002Fp>\n\n\u003Cp>(a) the hourly equivalent, the weekly wage shall be divided by the number of\nhours ordinarily worked in a week; or \u003C\u002Fp>\n\n\u003Cp>(b) the daily equivalent, the weekly wage shall be divided by the number of\ndays ordinarily worked in a week; or \u003C\u002Fp>\n\n\u003Cp>(c) the monthly equivalent, the weekly wage shall be multiplied by four and\nonethird. \u003C\u002Fp>\n\n\u003Cp>(2) Computations analogous to those in subsection (1) shall be used when\nconverting monthly rates.\u003C\u002Fp>\n\n\u003Ch2>Payment for overtime \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>12. (1) An employer shall pay for overtime at one and a half times the\ncurrent hourly wage of the employee for any work done in excess of the normal\nworking hours per week, but only when the weekly accumulation of such excess\nhours is more than thirty minutes. \u003C\u002Fp>\n\n\u003Cp>(2) Notwithstanding the provisions of subsection (1), an employer shall pay\nfor overtime on a day off at double the current hourly wage of the employee:\nProvided that a continuous shift worker shall be paid for overtime on an\nabsolute rest day or a day off. \u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding the provisions of subsection (1), the employer shall pay\nfor overtime on an industrial holiday for the ordinary hours of work for the\nday of the week on which the industrial holiday falls at double the current\nhourly wage of the employee. \u003C\u002Fp>\n\n\u003Cp>(4) Notwithstanding the provisions of subsection (3 and (1) the employer in\nprior agreement with the workers concerned shall convert the overtime worked to\nleave or off days as per Labour Act. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Deductions \u003C\u002Fh2>\n\n\u003Cp>13. No deductions or set off of any description shall be made or allowed\nfrom remuneration of an employee, except—\u003C\u002Fp>\n\n\u003Cp>(a) where an employee is absent from work on days other than paid holidays,\nsick leave or vacation leave, a pro rata amount of his wage only for the period\nof such absence; or\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(b) by written stop-order for contributions to insurance policies, pension\nfunds, medical aid societies, building societies, burial societies and\nregistered trade unions\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) any amount which the employer is compelled by law or legal process to\npay on behalf of an employee; or \u003C\u002Fp>\n\n\u003Cp>(d) the cost of cooked meals supplied. \u003C\u002Fp>\n\n\u003Cp>(e) where a levy is raised on an employer for fuel consumed by an employee\nhoused in a hostel, irrespective of whether the levy is raised as a separate\nitem or as an element in a composite rental; or \u003C\u002Fp>\n\n\u003Cp>(f) an amount recovered for payments made in error, provided the amount\nrecovered does not exceed 25% of the gross salary as per Labour Act. \u003C\u002Fp>\n\n\u003Cp>(g) any amount as provided for in subsection 1 of section 30; or \u003C\u002Fp>\n\n\u003Cp>(h) where an employee has given his written consent, an amount in respect of\nthe repayment to the employer of a loan, including interest, if any, thereon,\nin sums not exceeding one quarter of the remuneration due; or \u003C\u002Fp>\n\n\u003Cp>(i) upon termination of service, and notwithstanding the provisions of\nparagraph \u003C\u002Fp>\n\n\u003Cp>(h) any amount due to the employer by the employee for loans, goods\npurchased or cash advancement against wages due for work actually performed by\nthe employee: Provided that no written arrangements have previously been made;\nor \u003C\u002Fp>\n\n\u003Cp>(j) an amount which the employee has consented to in writing for\naccommodation provided by the employer; and \u003C\u002Fp>\n\n\u003Cp>(k) trade union dues and NEC levies.\u003C\u002Fp>\n\n\u003Ch2>Payment of wages \u003C\u002Fh2>\n\n\u003Cp>14. (1) Every employer shall pay wages in cash or by cheque to each\nemployee, weekly or monthly as the case may be on or by due date: Provided that\npayments for overtime, bonuses and allowances shall be made to each employee,\nweekly or monthly as the case may be, within five working days of due date. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Cp>(2) Every employer shall pay transport and housing allowances agreed by\nCouncil. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) An employer shall pay 10 percent of an employee’s monthly wages as\nshift allowance. \u003C\u002Fp>\n\n\u003Cp>(4) When the services of an employee are terminated, payment of all\nremuneration due shall be made immediately, unless the services of such\nemployee are \u003C\u002Fp>\n\n\u003Cp>terminated summarily, when payment shall be made within twenty-four hours of\ntermination of service. \u003C\u002Fp>\n\n\u003Cp>(5) All remuneration shall be paid in cash or by cheque and shall be\naccompanied by a clock-card or a wage-slip showing-- \u003C\u002Fp>\n\n\u003Cp>(i) the name, title and grade of the employee; \u003C\u002Fp>\n\n\u003Cp>(ii) the wage rate; \u003C\u002Fp>\n\n\u003Cp>(iii) the total number of hours worked; \u003C\u002Fp>\n\n\u003Cp>(iv) the amount of overtime; \u003C\u002Fp>\n\n\u003Cp>(v) any bonus and allowances; \u003C\u002Fp>\n\n\u003Cp>(vi) deductions for absence without leave or other deductions permitted in\nterms of section 13; \u003C\u002Fp>\n\n\u003Cp>(vii) the net amount received by the employee; \u003C\u002Fp>\n\n\u003Cp>(viii) the period for which payment is made; and \u003C\u002Fp>\n\n\u003Cp>(ix) employee’s leave days. \u003C\u002Fp>\n\n\u003Ch2>Cooked meals \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>15. (1) Where an employer supplies meals he shall display the cost of such\nmeals in a prominent position in the canteen. \u003C\u002Fp>\n\n\u003Cp>(2) An employee who voluntarily accepts such meals may have the cost of such\nmeals deducted from his wage. \u003C\u002Fp>\n\n\u003Cp>(3) An employer who supplies such daily cooked meals shall notify the Labour\nOfficer in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Piece-work, task-work and work on a ticket system \u003C\u002Fh2>\n\n\u003Cp>16. (1) No employer shall give out, and no employee shall perform work on—\n\u003C\u002Fp>\n\n\u003Cp>(a) a piece-work basis; or \u003C\u002Fp>\n\n\u003Cp>(b) a task-work basis; or \u003C\u002Fp>\n\n\u003Cp>(c) a ticket system\u003C\u002Fp>\n\n\u003Ch2>Special provisions: casual employees \u003C\u002Fh2>\n\n\u003Cp>17. (1) Subject to the provisions of this section, the provisions of this\nagreement shall not apply to casual employees. \u003C\u002Fp>\n\n\u003Cp>(2) An employer may employ a casual employee and pay him the daily\nequivalent of not less than the amount prescribed by the Council for the\noccupation in which he is employed. \u003C\u002Fp>\n\n\u003Cp>(3) A casual employee who works for more than six weeks in any four\nsuccessive calendar months shall be deemed to be a full-time employee, and\nshall receive all the benefits prescribed in these regulations.\u003C\u002Fp>\n\n\u003Ch2>Special provisions: learners \u003C\u002Fh2>\n\n\u003Cp>18. (1) An employee in Grade A1 who is required to perform a Grade A2\noperation shall be paid the Grade A2 wage for each hour spent in Grade A2 after\na day of working in that grade. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(2) An employee in grades A1 to B1 may be employed as a learner in a higher\ngrade from grades A3 to B2 for a period not exceeding thirty days, and an\nemployee in grades A1 to B2 may be employed as a learner in Grade B3 for a\nperiod not exceeding three months. \u003C\u002Fp>\n\n\u003Cp>(3) An employee in a lower grade may be employed as a learner in grades B4\nand C1 for a period not exceeding six months. \u003C\u002Fp>\n\n\u003Cp>(4) An employee in a lower grade may be employed as a learner in Grade C2\nand above for a period not exceeding twelve months. \u003C\u002Fp>\n\n\u003Cp>(5) Notwithstanding the provisions of subsection (1) to (4), an employee\nshall be paid not less than the minimum wage prescribed by the Council for the\ngrade immediately below the grade in which he is being trained on and after the\nsixth working day after commencement of work in the higher grade. \u003C\u002Fp>\n\n\u003Cp>(6) On completion of the maximum period stated in subsections (2) to (5),\nthe employee shall either be confirmed in the grade in which he\u002Fshe was being\ntrained or revert to his former grade and pay. If there is no confirmation\nafter the period of training the employee is deemed to have been confirmed. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(7) No employee shall be required to perform a period of learner ship in\nterms of this section in the same operation more than once.\u003C\u002Fp>\n\n\u003Ch2>Subsistence allowances \u003C\u002Fh2>\n\n\u003Cp>19. (1) An employee who is required to work so far from his usual place of\nwork as to necessitate his sleeping away from home shall be conveyed to and\nfrom such place at the employer’s expense, and shall be paid, in addition to\nhis wages for the time during which he is away from home— \u003C\u002Fp>\n\n\u003Cp>(a) all necessary proved travelling and subsistence expenses; or\u003C\u002Fp>\n\n\u003Cp>(b) a minimum of five dollars per day \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(2) An employer may pay full medical aid and funeral cover to his employees,\nsubject to an agreement at company level. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Vacation leave \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>20. (1) In this section, for the purpose of calculating the accrual of\nvacation leave, “continuous service” includes any period of national\nservice rendered in terms of the National Service Act [Chapter 11:08], other\nthan Phase 1 service as defined therein. \u003C\u002Fp>\n\n\u003Cp>(2) Except where more favourable conditions are provided, an employee shall,\nfor each completed month of continuous service, accumulate vacation leave at\nthe rate of— \u003C\u002Fp>\n\n\u003Cp>(a) 2.5 (consecutive) days as prescribed in the Labour Act\u003C\u002Fp>\n\n\u003Cp>(3) For the purposes of subsection (2), any portion of a working day shall\nbe regarded as a full working day. \u003C\u002Fp>\n\n\u003Cp>(4) An employee who is in his first year of employment shall accumulate\nnormal vacation leave but shall not go on such leave during the first year,\nexcept with the consent of the employer. \u003C\u002Fp>\n\n\u003Cp>(5) An employee may accumulate vacation leave not exceeding 90 days as\nprescribed in the Labour Act. \u003C\u002Fp>\n\n\u003Cp>(6) An employer shall inform every employee of his annual leave entitlement\nat least once a year. \u003C\u002Fp>\n\n\u003Cp>(7) An employee shall not take less than fifteen working days of vacation\nleave on any one occasion, except with the agreement of his employer. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(8) An employee shall be entitled to proceed on vacation leave within four\nweeks of his application therefore: Provided that- \u003C\u002Fp>\n\n\u003Cp>(i) where undue hardship would be caused to the employer, the employee shall\nbe entitled to proceed on vacation leave within nine weeks of his application\nthereof; \u003C\u002Fp>\n\n\u003Cp>(ii) where an establishment has an annual shut-down, the employee may be\nrequired to take his vacation leave during such shut-down. \u003C\u002Fp>\n\n\u003Cp>(9) An employee proceeding on vacation leave shall receive his current wage\nfor the period of such leave, prior to his going on leave. \u003C\u002Fp>\n\n\u003Cp>(10) Every employee whose employment is terminated by himself or by the\nemployer, for any reason whatsoever, shall be entitled to be paid the cash\nequivalent of any accrued leave. \u003C\u002Fp>\n\n\u003Cp>(11) Any period of leave taken by an employee in terms of this section, or\nany additional leave granted by an employer, whether paid or not, or any sick\nleave taken in terms of section 21, shall not be counted for the purposes of\ncalculating further leave. \u003C\u002Fp>\n\n\u003Cp>(12) When an establishment observes a holiday or an industrial holiday,\nother than an annual shut-down, the holiday or industrial holiday shall not be\noffset against an employee’s accrued vacation leave. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(13) All days declared in terms of the Public Holidays and Prohibition of\nBusiness Act [Chapter 10:21] as public holidays shall be industrial holidays.\n\u003C\u002Fp>\n\n\u003Cp>(14) Every employee shall be granted leave of absence on an industrial\nholiday, and shall be paid his full wage for such holiday. \u003C\u002Fp>\n\n\u003Cp>(15) An employer may require an employee to work on any industrial holiday,\nin which case the employee shall be paid in terms of section 12 in respect of\nthe time worked, in addition to the payment prescribed in subsection (2) of\nthis section.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Benefits during sickness \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>21. (1) If an employee, while at work, claims to be unfit for work owing to\nsickness or injury, the employer shall grant to the employee such facilities as\nmay be necessary to enable such employee to be examined by a medical\npractitioner or a registered traditional practitioner. \u003C\u002Fp>\n\n\u003Cp>(2) Upon being medically examined, an employee shall obtain a medical\ncertificate stating— \u003C\u002Fp>\n\n\u003Cp>(a) whether or not he\u002Fshe is fit for work; \u003C\u002Fp>\n\n\u003Cp>(b) if he\u002Fshe is not fit for work, the period for which he\u002Fshe is likely to\nbe unfit for work and shall produce such certificate on his return to work, if\nrequested to do so by his employer. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) If an employee has obtained a certificate certifying that he is unfit\nfor work, he shall be paid his wage by his employer while unfit for work as\nprovided for in the Labour Act (Chapter 28:01). \u003C\u002Fp>\n\n\u003Cp>(6) An employee shall be entitled to the benefits of this section unless his\nsickness was self-induced or his injury was wilfully self-inflicted. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(7) A certificate issued by a state registered nurse or a suitably qualified\nperson shall be accepted in place of a medical certificate when no medical\npractitioner is available. \u003C\u002Fp>\n\n\u003Cp>(8) The provisions of section 8 shall apply to an employee—\u003C\u002Fp>\n\n\u003Cp>(a) who is receiving the benefits prescribed in subsection (3), but who\nwould be working short time if he\u002Fshe* were not sick; or \u003C\u002Fp>\n\n\u003Cp>(b) who qualifies to receive the benefits prescribed in subsection (3) while\nshort time is being worked. \u003C\u002Fp>\n\n\u003Cp>(9) When an establishment returns to normal working hours, employees\nreceiving sick benefits reduced in terms of subsection (8) shall receive\nthereafter the full benefits prescribed in this section. \u003C\u002Fp>\n\n\u003Cp>(10) The provisions of subsection (2), (3) and (4) shall not apply to an\nemployee whose sickness or injury is covered by the National Social Security\nAuthority Act (Chapter 17:04) or the State Service (Disability Benefits) Act\n[Chapter 16:05] or any similar enactment relating to compensation.\u003C\u002Fp>\n\n\u003Ch2>Maternity Leave \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>22. (1) Unless more favourable conditions have otherwise been provided for\nin any employment contract or in any enactment, maternity leave shall be\ngranted in terms of this section for a period of ninety-eight days on full pay\nto a female employee who has served for at least one year. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2) On production of a certificate signed by a registered medical\npractitioner or State Registered Nurse certifying that she is pregnant, a\nfemale employee may proceed on maternity leave not earlier than the forty-fifth\nday and not later than the twenty-first day prior to the expected date of\ndelivery. \u003C\u002Fp>\n\n\u003Cp>(3) A female employee shall be entitled to be granted a maximum of three\nperiods of maternity leave with respect to her total service to any one\nemployer during which she shall be paid her full salary: Provided that paid\nmaternity leave shall be granted only once during any period of twenty-four\nmonths calculated from the day any previous maternity leave was granted. \u003C\u002Fp>\n\n\u003Cp>(4) Any maternity leave requested in excess of the limits prescribed in this\nsection may be granted as unpaid maternity leave. \u003C\u002Fp>\n\n\u003Cp>(5) Unless the employer grants sick leave for medical reasons other than\nmaternity, sick leave may not be granted once maternity leave has begun or\nduring a period of unpaid maternity leave. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-jobsecuritymothers\">\u003Cp>(6) During the period when a female employee is on maternity leave in\naccordance with this section, her normal benefits and entitlements, including\nher rights to seniority or advancement and the accumulation of pension rights,\nshall continue uninterrupted in the manner in which they would have continued\nhad she not gone on such leave, and her period of service shall not be\nconsidered as having been interrupted, reduced or broken by the exercise of her\nright to maternity leave in terms of this section. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(7) A female employee who is the mother of a suckling child shall, during\neach working day, be granted at her request at least one hour or two half-hour\nperiods, as she may choose during normal working hours, for the purpose of\nnursing her child, and such employee may combine the portions of time to which\nshe is so entitled with any other normal breaks so as to constitute longer\nperiods that she may find necessary or convenient for the purpose of nursing\nher child. \u003C\u002Fp>\n\n\u003Cp>(8) Any person who contravenes this section shall be guilty of an unfair\nlabour practice. \u003C\u002Fp>\n\n\u003Cp>(9) Notwithstanding subsections (7) and (8), the grant of breaks during\nnormal working time to a female employee for the purpose of nursing her child\nshall be made in accordance with all the exigencies of her employment and\nnothing done to prevent any disruption of normal production processes or any\ninterference with the efficient running of an undertaking or industry shall be\nheld to be in contravention of subsection (7). \u003C\u002Fp>\n\n\u003Cp>(10) A female employee shall be entitled to the benefits under subsection\n(7) for the period during which she actually nurses her child or six months,\nwhichever is the lesser.\u003C\u002Fp>\n\n\u003Ch2>Conditions of service \u003C\u002Fh2>\n\n\u003Cp>23. (1) An employer shall, upon engagement, inform every employee, in\nwriting, of the nature of his contract including— \u003C\u002Fp>\n\n\u003Cp>(a) the name and address of the employer; \u003C\u002Fp>\n\n\u003Cp>(b) the period of time, if limited, for which the employee is engaged; \u003C\u002Fp>\n\n\u003Cp>(c) the terms of probation if any; \u003C\u002Fp>\n\n\u003Cp>(d) the terms of any employment code; \u003C\u002Fp>\n\n\u003Cp>(e) the details of any bonus or incentive production scheme in operation;\n\u003C\u002Fp>\n\n\u003Cp>(f) the nature and duration of the annual shut-down; \u003C\u002Fp>\n\n\u003Cp>(g) particulars of the benefits receivable in the event of sickness and\npregnancy; \u003C\u002Fp>\n\n\u003Cp>(h) provision for accommodation; (i) provision for vacation leave and\nvacation pay. \u003C\u002Fp>\n\n\u003Cp>(2) Every contract of employment shall provide that an equal period of\nnotice to terminate such contract shall be given by either party, which period\nshall be not less than that prescribed in the Labour Act [Chapter 28:01]. \u003C\u002Fp>\n\n\u003Cp>Except where a longer period of notice has been provided for under a\ncontract of employment, notice of termination of the contract of employment to\nbe given by either party shall be- \u003C\u002Fp>\n\n\u003Cp>(a) three months in the case of a contract without limit of time or for a\nperiod of two years or more; \u003C\u002Fp>\n\n\u003Cp>(b) two months in the case of a contract for a period of one year or more\nbut less than two years; \u003C\u002Fp>\n\n\u003Cp>(c) one month in the case of a contract for a period of six months or more\nbut less than one year; \u003C\u002Fp>\n\n\u003Cp>(d) two weeks in the case of a contract for a period of three months or more\nbut less than six months; \u003C\u002Fp>\n\n\u003Cp>(e) one day in the case of a contract for a period of less than three months\nor in the case of casual work or seasonal work. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(3) A contract of employment ma y provide in writing for a single, non-\nrenewable probationary period of not more than- \u003C\u002Fp>\n\n\u003Cp>(a) one day in the case of casual work or seasonal work; or \u003C\u002Fp>\n\n\u003Cp>(b) three months in any other case; During which notice of termination of\nthe contract to be given by either party may be one week in the case of casual\nwork or seasonal work or two weeks in any other case. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) Whenever an employee has been provided with accommodation directly or\nindirectly by his employer, the employee shall not be required to vacate the\naccommodation before the expiry of a period of one month after the period of\nnotice specified in terms of subsection (2) or (3). \u003C\u002Fp>\n\n\u003Cp>(5) Notwithstanding subsection (2) or (3), the parties to any contract of\nemployment may, by mutual agreement, waive the right to notice. Provided that\nwhere the termination is at the initiative of the employer, the employee shall\nhave a right to payment for a period corresponding to the appropriate period of\nnotice required in terms of subsection (2) or (3). \u003C\u002Fp>\n\n\u003Cp>Provided that—\u003C\u002Fp>\n\n\u003Cp>(i) where a month’s notice has been agreed, it shall be taken to run from\nthe first day of the month following the date on which such notice is given;\n\u003C\u002Fp>\n\n\u003Cp>(6) Subject to the provisions of subsection (5) of section 21, no employer\nshall give notice of termination of contract to an employee while the employee\nis sick or injured.\u003C\u002Fp>\n\n\u003Cp>(7) Neither an employer nor an employee shall give notice of termination of\ncontract while the employee is on vacation leave. \u003C\u002Fp>\n\n\u003Cp>(8) An employee who has given or received notice to terminate his\nemployment, may be permitted to take vacation leave during the currency of such\nperiod of notice, and the arrangement should be in writing. \u003C\u002Fp>\n\n\u003Cp>(9) Nothing contained in this section shall affect the right of the employer\nto dismiss an employee or of the employee to terminate his employment,\nsummarily, on grounds recognized by law as justifying instant termination of a\ncontract of employment. \u003C\u002Fp>\n\n\u003Cp>(10) Subject to the provisions of subsection (9), an employer may discharge\nhis obligations by paying an employee his full wage and allowances for and in\nplace of the period of notice required to be given in terms of this section.\n\u003C\u002Fp>\n\n\u003Cp>(11) Any contract of employment which is for a stipulated period shall\nspecify the date of commencement and the date of termination thereof, and no\nfurther notice to terminate the contract shall be required from either\nparty.\u003C\u002Fp>\n\n\u003Ch2>Continuous service \u003C\u002Fh2>\n\n\u003Cp>24. (1) Continuous service shall be deemed to be broken only by the death,\nresignation, retirement or discharge of the employee concerned: Provided that\nthe employee who is discharged and re-engaged by the same employer within two\nmonths of such discharge shall be deemed not to have broken his continuous\nservice. \u003C\u002Fp>\n\n\u003Cp>(2) A period of absence without the permission of the employer or a period\nof absence between discharge and re-engagement of less than two months, shall\nnot be taken into consideration in calculating any benefits in terms of\nsections 20, 21 and 27. \u003C\u002Fp>\n\n\u003Cp>(3) If, upon the change of ownership of an establishment an employee enters\nthe service of the new owner, or continues his employment in the establishment,\nhis service with the previous owner shall be reckoned as service with the new\nowner, and shall be deemed not to have been broken by such change of employer:\nProvided that, if such employee is paid by the previous owner a gratuity in\nterms of section 27 in respect of his service with that owner, the gratuity\npayable by the new owner on the death, resignation, retirement or discharge of\nsuch employee may be reduced by the amount of the gratuity paid by the previous\nowner.\u003C\u002Fp>\n\n\u003Ch2>Record of service \u003C\u002Fh2>\n\n\u003Cp>25. (1) An employee whose services are terminated for any cause whatsoever,\nmay request a record of service from his employer. \u003C\u002Fp>\n\n\u003Cp>(2) The record of service shall specify the period of service and the\noccupation of the employee. \u003C\u002Fp>\n\n\u003Cp>(3) An employer may hold long service awards for his employees from 5 years\nof service, and thereafter after every 5 years.\u003C\u002Fp>\n\n\u003Ch2>Protective clothing \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>26. (1) Every employer shall supply, whenever necessary, free of charge a\nwaterproof cap, overcoat or other suitable protective clothing to every\nemployee who in the course of his duties, is habitually exposed to inclement\nweather, or such protective clothing as is reasonably required for the\noccupation or operation in which the employee is engaged. \u003C\u002Fp>\n\n\u003Cp>(2) Protective clothing supplied to an employee shall remain the property of\nthe employer if he is responsible for mending, washing and otherwise\nmaintaining such clothing. \u003C\u002Fp>\n\n\u003Cp>(3) Protective clothing supplied to an employee shall become his property\nafter three months of the issue of the clothing if the employee is responsible\nfor mending, washing and otherwise maintaining such clothing: Provided that\nemblems and insignia provided by the employer to be worn on such clothing shall\nremain the property of the employer. (4) Subject to the provisions of\nsubsections (2) and (3), an employee who-- \u003C\u002Fp>\n\n\u003Cp>(a) fails to return clothing issued in terms of subsection (1) on\nresignation, retirement or discharge; or \u003C\u002Fp>\n\n\u003Cp>(b) Loses such clothing due to his own negligence; shall be liable for the\ncost of replacement and the employer shall recover such amount from any money\ndue to the employee. \u003C\u002Fp>\n\n\u003Cp>(5) When an employer recovers the cost of replacement of clothing from any\nemployee in terms of subsection (4), due allowances for fair wear and tear\nshall be made in the assessment of such cost. \u003C\u002Fp>\n\n\u003Cp>(6) An employer may provide lockable lockers and locking keys for safe\nkeeping of the P.P.E. (7) Employers may provide bath soap, bath towels and\nclean facilities to the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Gratuities on termination of employment \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>27. (1) An employee who has completed five or more years of continuous\nservice shall on termination of such employment, irrespective of the\ncircumstances of such termination, be paid a gratuity of not less than the\namount derived by multiplying the number of completed years of continuous\nservice by the appropriate percentage of his current monthly wage on\ntermination of employment, as set out in the Second Schedule. \u003C\u002Fp>\n\n\u003Cp>(2) If an employee who has completed five or more years of continuous\nservice dies before receiving a gratuity in terms of subsection (1), it shall\nbe paid to his estate the sum which the employee would have received if his\ncontract of employment had terminated on the day of this death. \u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding the provisions of subsection (1) and (2), no gratuity\nshall be payable under this section if the employer has made provision for\nemployees by a pension or gratuity scheme, registered as a fund in terms of the\nPension and Provident Funds Act [Chapter 24:09], which provided for benefits\nwhich are not less favorable than those prescribed in this section.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Acting appointments \u003C\u002Fh2>\n\n\u003Cp>28. (a) An employee may be appointed to act in a position senior to his own\nduring the absence of the permanent incumbent of that post or during any period\nthat such post is vacant. \u003C\u002Fp>\n\n\u003Cp>(b) An employee appointed to act in a senior post in terms of clause (a)\nabove shall be entitled to payment of an acting allowance of not less than the\ngrade in which he is acting.\u003C\u002Fp>\n\n\u003Cp>(c) No employee who has been appointed to act in a senior post shall\ncontinue to act in such post for a continuous period exceeding twelve (12)\nmonths after which such post is deemed to have been filled in by the acting\nperson. \u003C\u002Fp>\n\n\u003Ch2>Copy of regulations and notice \u003C\u002Fh2>\n\n\u003Cp>29. (1) Every employer shall exhibit a copy of this agreement and all\namendments thereto in a place easily accessible to every employee. \u003C\u002Fp>\n\n\u003Cp>(2) Every employer shall exhibit a notice, in the form set out in the Third\nSchedule, showing the ordinary working hours per week and the normal daily\ntimes of starting and times of finishing work in his establishment for each\nclass or group of employees. \u003C\u002Fp>\n\n\u003Cp>(3) Every employer shall exhibit the continuous shift roster, indicating the\nordinary hours of work and absolute rest days for continuous shift workers, in\nterms of section 9.\u003C\u002Fp>\n\n\u003Cp> (4) No person shall, without lawful cause, alter, deface or remove, or\ncause to be altered, defaced or removed, the copy of the agreement and notice,\nsave on the instruction of the employer when carrying out his responsibilities\nunder subsections (1), (2) and (3).\u003C\u002Fp>\n\n\u003Ch2>Council levy \u003C\u002Fh2>\n\n\u003Cp>30. (1) The minimum council levy shall be USD 200.00. For the purposes of\nmeeting the expenses of the council, every employer shall deduct 1% from the\nsalary\u002Fwage of each of his\u002Fher employees and the employer shall contribute the\ndifference between USD 200.00 and the amount contributed by the employees. The\ntotal amount shall be remitted to the secretary of the council monthly, no\nlater than the 5th of the following month. \u003C\u002Fp>\n\n\u003Cp>(2) Any person who contravenes or fails to comply with subsection (1) of\nthis section commits an offence and shall be liable, on conviction, to a fine\nor imprisonment as prescribed in the Labour Act, section 82 (3) (b). \u003C\u002Fp>\n\n\u003Cp>(3) All non-members of NEC and Trade Union shall be levied 25% of the total\ngross increment.\u003C\u002Fp>\n\n\u003Ch2>Codes of conduct \u003C\u002Fh2>\n\n\u003Cp>31. (1) All companies shall register in-house company codes and such codes\nshall be registered with the Registrar of Labour and shall incorporate an\nappeal procedure as outlined below: \u003C\u002Fp>\n\n\u003Cp>(a) Appeals to the NEC shall be considered by the Appeals Board comprising\none representative or their alternates from each of the parties or a person(s)\nmandated by the National Employment Council to preside over and decide on\nappeals.\u003C\u002Fp>\n\n\u003Cp>The Appeals Board shall be chaired by the chairperson of the National\nEmployment Council. \u003C\u002Fp>\n\n\u003Cp>(b) No member shall sit on an appeal involving a company in which he is\nemployed. \u003C\u002Fp>\n\n\u003Cp>(c) The Appeals Board shall determine an appeal on the record of\nproceedings. However, the Appeals Board may, in its sole discretion admit\nevidence in that contained in the record if the interests of justice so\nrequire. \u003C\u002Fp>\n\n\u003Cp>(d) The chairperson shall convene a meeting of the Appeals Board within 14\ndays of receipt of all relevant documentation in the office of the council. He\nshall have no deliberative vote but shall have a casting vote in the event of a\ndeadlock. \u003C\u002Fp>\n\n\u003Cp>(e) All decisions of the Appeals Board shall be respected by all parties\nconcerned and such decisions shall be final, subject to a right of appeal to\nthe Labour Court within 21 days of receipt of the Appeals Board’s decision.\n\u003C\u002Fp>\n\n\u003Cp>(f) The noting of an appeal does not set aside the decision of the Appeals\nBoard, unless determined by the Labour Court.\u003C\u002Fp>\n\n\u003Ch2>Exemptions \u003C\u002Fh2>\n\n\u003Cp>32. In the event that an organization covered by this Collective Bargaining\nAgreement is unable to meet the specified conditions, the matter will be dealt\nwith according to the exemptions provisions as stipulated in the industry\nconstitution. \u003C\u002Fp>\n\n\u003Ch2>Application \u003C\u002Fh2>\n\n\u003Cp>33. Neither the employer nor any employee may waive any provisions of this\nagreement, whether or not the provision creates a benefit to or obligation on\nthe employer or employee concerned. Each provision shall create a right or\nobligation, as the case may be, independently of the existence of the other\nprovisions. In the event of any provisions of this agreement being inoperative\nor ultra vires, the power of the parties or the Minister, either before or\nafter publication of this agreement, under the provisions of the Labour Act\n[Chapter 28:01] as amended, this shall in no way affect the remainder of the\nagreement. \u003C\u002Fp>\n\n\u003Ch2>Administration \u003C\u002Fh2>\n\n\u003Cp>34. The Council shall be the body responsible for the administration of this\nagreement and may issue any expressions of opinion, not inconsistent with its\nprovisions for the employers and employees.\u003C\u002Fp>\n\n\u003Ch2>Disputes and interpretations \u003C\u002Fh2>\n\n\u003Cp>35. Any disputes concerning the agreement or the interpretation thereof\nshall be handled by the council in accordance with its constitution. \u003C\u002Fp>\n\n\u003Ch2>Declaration\u003C\u002Fh2>\n\n\u003Cp>36. The employer’s organisation and the trade union having arrived at the\nagreement set forth herein, the undersigned hereby declare that the foregoing\nis the agreement arrived at and affix their signatures hereto. This agreement\nshall be deemed to have come into operation on the date of its signing and\nshall remain binding until replaced by a substitute agreement or terminated by\nmutual agreement of the parties thereto or is otherwise nullified, suspended or\nmodified in terms of the main Act.\u003C\u002Fp>\n\n\u003Cp>37. The agreement published in Statutory Instrument 89 of 1997 is hereby\nrepealed. \u003C\u002Fp>\n\n\u003Cp>Signed at Harare this day ....of.... , 2014. \u003C\u002Fp>\n\n\u003Cp>E. CHAVURA, - For and on behalf of the Employers’ Association.\u003C\u002Fp>\n\n\u003Cp>S. MADZONGO, - For and on behalf of the Trade Union.\u003C\u002Fp>\n\n\u003Cp>MR G.T. MVUDUDU, - Chairman.\u003C\u002Fp>\n\n\u003Cp>K.D.MAGANI, - Secretary of Council. \u003C\u002Fp>\n\n\u003Cp>***********************************\u003C\u002Fp>\n\n\u003Cp>FIRST SCHEDULE (Sections 4, 5 and 6) \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>CLASSIFICATION OF OCCUPATIONS IN GRADES \u003C\u002Fp>\n\n\u003Cp>Grade 1 \u003C\u002Fp>\n\n\u003Cp>Bag sorter \u003C\u002Fp>\n\n\u003Cp>Bottle washer \u003C\u002Fp>\n\n\u003Cp>Canteen server \u003C\u002Fp>\n\n\u003Cp>Cleaner\u003C\u002Fp>\n\n\u003Cp>Container-sealer\u002Fcapper \u003C\u002Fp>\n\n\u003Cp>Container-sealer\u002Ftaper \u003C\u002Fp>\n\n\u003Cp>Container sealer\u002Fseamer \u003C\u002Fp>\n\n\u003Cp>General labourer \u003C\u002Fp>\n\n\u003Cp>Loader \u003C\u002Fp>\n\n\u003Cp>Materials-feeder and checker \u003C\u002Fp>\n\n\u003Cp>Packer\u003C\u002Fp>\n\n\u003Cp>Packing-materials former \u003C\u002Fp>\n\n\u003Cp>Packing-materials preparer \u003C\u002Fp>\n\n\u003Cp>Hand stamp operator \u003C\u002Fp>\n\n\u003Cp>Label applier (polishes) \u003C\u002Fp>\n\n\u003Cp>*******\u003C\u002Fp>\n\n\u003Cp>Grade 2 \u003C\u002Fp>\n\n\u003Cp>Candlemoulder \u003C\u002Fp>\n\n\u003Cp>Check-weigher \u003C\u002Fp>\n\n\u003Cp>Chemical-handler \u003C\u002Fp>\n\n\u003Cp>Cleaner and messenger \u003C\u002Fp>\n\n\u003Cp>Cleaner and relief pump-operator\u003C\u002Fp>\n\n\u003Cp>Coal\u002FCoke-trimmer \u003C\u002Fp>\n\n\u003Cp>Customer’s porter \u003C\u002Fp>\n\n\u003Cp>Effluent-sampler \u003C\u002Fp>\n\n\u003Cp>Filling machine operator \u003C\u002Fp>\n\n\u003Cp>Warehouse team leader \u003C\u002Fp>\n\n\u003Cp>Wax weigher \u003C\u002Fp>\n\n\u003Cp>********\u003C\u002Fp>\n\n\u003Cp>Grade 3 \u003C\u002Fp>\n\n\u003Cp>Amalgator\u002FMill operator \u003C\u002Fp>\n\n\u003Cp>Assistant chemical weigher \u003C\u002Fp>\n\n\u003Cp>Bailing press operator \u003C\u002Fp>\n\n\u003Cp>Boiler stocker\u003C\u002Fp>\n\n\u003Cp>Canteen cook \u003C\u002Fp>\n\n\u003Cp>Cartoning machine operator \u003C\u002Fp>\n\n\u003Cp>Caustic dissolver \u003C\u002Fp>\n\n\u003Cp>Cold room evaporator cleaner \u003C\u002Fp>\n\n\u003Cp>Colour mixer and adder (polishes) \u003C\u002Fp>\n\n\u003Cp>********\u003C\u002Fp>\n\n\u003Cp>Grade 4 \u003C\u002Fp>\n\n\u003Cp>Assistant product tester \u003C\u002Fp>\n\n\u003Cp>Canteen kiosk attendant \u003C\u002Fp>\n\n\u003Cp>Chilling drum operator \u003C\u002Fp>\n\n\u003Cp>Cold counter stacker\u002Floader \u003C\u002Fp>\n\n\u003Cp>Flame delinter operator \u003C\u002Fp>\n\n\u003Cp>Fork-lift driver \u003C\u002Fp>\n\n\u003Cp>Greaser\u003C\u002Fp>\n\n\u003Cp>Jet attendant \u003C\u002Fp>\n\n\u003Cp>Lagger \u003C\u002Fp>\n\n\u003Cp>Mechanical saw operator \u003C\u002Fp>\n\n\u003Cp>********\u003C\u002Fp>\n\n\u003Cp>Grade 5 \u003C\u002Fp>\n\n\u003Cp>Car driver or driver of a rigid \u003C\u002Fp>\n\n\u003Cp>Commercial vehicle up to a carrying \u003C\u002Fp>\n\n\u003Cp>capacity of 7 000kg \u003C\u002Fp>\n\n\u003Cp>Chemical weigher \u003C\u002Fp>\n\n\u003Cp>Engineering small tools issurer \u003C\u002Fp>\n\n\u003Cp>Invoice writer \u003C\u002Fp>\n\n\u003Cp>Laboratory sampler \u003C\u002Fp>\n\n\u003Cp>Locomotive driver \u003C\u002Fp>\n\n\u003Cp>Margarine churn preparer \u003C\u002Fp>\n\n\u003Cp>********\u003C\u002Fp>\n\n\u003Cp>Grade 6 \u003C\u002Fp>\n\n\u003Cp>Assistant storeman \u003C\u002Fp>\n\n\u003Cp>Assistant warehouse supervisor \u003C\u002Fp>\n\n\u003Cp>Canteen supervisor \u003C\u002Fp>\n\n\u003Cp>Clinic assistant \u003C\u002Fp>\n\n\u003Cp>Driver of articulated vehicle of any carrying \u003C\u002Fp>\n\n\u003Cp>Capacity and Driver of rigid vehicle with a Carrying capacity of 7 000\nkilograms \u003C\u002Fp>\n\n\u003Cp>Load-summary compiler \u003C\u002Fp>\n\n\u003Cp>Merchandising supervisor \u003C\u002Fp>\n\n\u003Cp>Punch-tape operator \u003C\u002Fp>\n\n\u003Cp>Records compiler \u003C\u002Fp>\n\n\u003Cp>*********\u003C\u002Fp>\n\n\u003Cp>Grade 7 \u003C\u002Fp>\n\n\u003Cp>Assistant warehouseman \u003C\u002Fp>\n\n\u003Cp>Clerk\u002FFiling\u002FRecords\u002FStatistics \u003C\u002Fp>\n\n\u003Cp>Clinic orderly \u003C\u002Fp>\n\n\u003Cp>Demonstrator\u003C\u002Fp>\n\n\u003Cp>Gas-complex operator \u003C\u002Fp>\n\n\u003Cp>Invoicing-machine supervisor \u003C\u002Fp>\n\n\u003Cp>Junior merchandising representative \u003C\u002Fp>\n\n\u003Cp>Junior salesman \u003C\u002Fp>\n\n\u003Cp>Laboratory assistant \u003C\u002Fp>\n\n\u003Cp>*********\u003C\u002Fp>\n\n\u003Cp>Grade 8 \u003C\u002Fp>\n\n\u003Cp>Boiler-complex supervisor \u003C\u002Fp>\n\n\u003Cp>Boiler\u002FRefridgeration\u002FGas-complex Operator \u003C\u002Fp>\n\n\u003Cp>General department clerk \u003C\u002Fp>\n\n\u003Cp>Junior guard \u003C\u002Fp>\n\n\u003Cp>Junior technician (laboratory\u002Fwork-study) \u003C\u002Fp>\n\n\u003Cp>Merchandising representative \u003C\u002Fp>\n\n\u003Cp>Production processor \u003C\u002Fp>\n\n\u003Cp>*********\u003C\u002Fp>\n\n\u003Cp>Grade 9 \u003C\u002Fp>\n\n\u003Cp>Advertising assistant \u003C\u002Fp>\n\n\u003Cp>Junior sales representative \u003C\u002Fp>\n\n\u003Cp>Market research assistant \u003C\u002Fp>\n\n\u003Cp>Production process supervisor \u003C\u002Fp>\n\n\u003Cp>Quality control supervisor\u003C\u002Fp>\n\n\u003Cp>Recipe services assistant \u003C\u002Fp>\n\n\u003Cp>Restaurant supervisor \u003C\u002Fp>\n\n\u003Cp>Senior departmental clerk \u003C\u002Fp>\n\n\u003Cp>Senior guard \u003C\u002Fp>\n\n\u003Cp>Senior mechanizing representative \u003C\u002Fp>\n\n\u003Cp>Senior salesman \u003C\u002Fp>\n\n\u003Cp>Stores supervisor \u003C\u002Fp>\n\n\u003Cp>Technician (Laboratory work-study) \u003C\u002Fp>\n\n\u003Cp>Tracer \u003C\u002Fp>\n\n\u003Cp>*********\u003C\u002Fp>\n\n\u003Cp>Grade 10 \u003C\u002Fp>\n\n\u003Cp>Boiler\u002FRefridgeration\u002FGas-Complex Supervisor \u003C\u002Fp>\n\n\u003Cp>Boiler\u002FRefridgeration\u002FGas-Complex Supervisor \u003C\u002Fp>\n\n\u003Cp>Development assistant \u003C\u002Fp>\n\n\u003Cp>Industrial sales assistant \u003C\u002Fp>\n\n\u003Cp>Junior technical representative \u003C\u002Fp>\n\n\u003Cp>Market research area supervisor \u003C\u002Fp>\n\n\u003Cp>*********\u003C\u002Fp>\n\n\u003Cp>Grade 11\u003C\u002Fp>\n\n\u003Cp>Branch office supervisor\u003C\u002Fp>\n\n\u003Cp>Chemist director’s secretary \u003C\u002Fp>\n\n\u003Cp>Draughtsman \u003C\u002Fp>\n\n\u003Cp>Industrial nursing sister \u003C\u002Fp>\n\n\u003Cp>Recipe service consultant \u003C\u002Fp>\n\n\u003Cp>Senior representative \u003C\u002Fp>\n\n\u003Cp>Training officer \u003C\u002Fp>\n\n\u003Cp>*********\u003C\u002Fp>\n\n\u003Cp>Grade 12\u003C\u002Fp>\n\n\u003Cp>Bacteriologist \u003C\u002Fp>\n\n\u003Cp>Design draughtsman\u003C\u002Fp>\n\n\u003Cp>Engineering foreman \u003C\u002Fp>\n\n\u003Cp>Planned maintenance officer \u003C\u002Fp>\n\n\u003Cp>Public relations assistant \u003C\u002Fp>\n\n\u003Cp>Sales supervisor\u003C\u002Fp>\n\n\u003Cp>Section head\u003C\u002Fp>\n\n\u003Cp>Senior foreman\u003C\u002Fp>\n\n\u003Cp>Senior technical representative\u003C\u002Fp>\n\n\u003Cp>Quality assurance officer\u003C\u002Fp>\n\n\u003Cp>I.T Officer \u003C\u002Fp>\n\n\u003Cp>SHE Officer \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>SECOND SCHEDULE (Section 27)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>GRATUITIES \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Length of service Years\u003C\u002Ftd>\n      \u003Ctd>Percentage of monthly wage on termination of employment \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>38\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>41\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>42\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>44\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>45\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"hourspday_select":44,"paidmaternityleaveduration":48,"maternitydiscrimination":52,"WAGES_determined":56,"hourspweek_select":60,"nursingmothers":62,"funeralpay":66,"MEALALL_trigger":70,"maternityotherclause":74,"SKILLEVEL_trigger":78,"pensionfund":82,"OVERTIME_trigger":86,"jobclassifaction1":90,"healthcareaccess":94,"healthinsurance":96,"COMMUTE_trigger":98,"sicknessmaxdays":102,"protectiveclothing":106,"healthandsafetypolicy":110,"contracttrial":112,"sicknesspay":116,"dayspweek_select":119,"SCHEDULE_trigger":122,"breastfeeding_workingtime":126,"schedulesrestpw":130,"NOCTPREM_trigger":132,"LOWWAGE_trigger":136,"contractseverancepay1":140,"bankholidays1":144,"paidmaternityleavepay":148,"trainingprogrammes":150,"paidmaternityleave":154,"contractseverancepay":156,"PAIDLEAV_trigger":160},{"bindId":45,"name":46,"text":47},"hourspday_select","7. (1) The ordinary hours of work for em","7. (1) The ordinary hours of work for employees, other than shift-workers\nand guards, shall not exceed forty-five hours per week or nine hours per day,\nbut with the consent of the employees concerned, some part of the forty-five\nhours may be worked on Saturday morning: ",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","22. (1) Unless more favourable condition","22. (1) Unless more favourable conditions have otherwise been provided for\nin any employment contract or in any enactment, maternity leave shall be\ngranted in terms of this section for a period of ninety-eight days on full pay\nto a female employee who has served for at least one year. ",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","(6) During the period when a female empl","(6) During the period when a female employee is on maternity leave in\naccordance with this section, her normal benefits and entitlements, including\nher rights to seniority or advancement and the accumulation of pension rights,\nshall continue uninterrupted in the manner in which they would have continued\nhad she not gone on such leave, and her period of service shall not be\nconsidered as having been interrupted, reduced or broken by the exercise of her\nright to maternity leave in terms of this section. ",{"bindId":57,"name":58,"text":59},"WAGES_determined","6. (1) Every employer shall place each e","6. (1) Every employer shall place each employee in a grade appropriate to\nhis occupation, and shall pay to such employee a wage of not less than the\namount prescribed by the Council for the grade of the employee, and no employee\nshall accept a wage less than the amount prescribed.",{"bindId":61,"name":46,"text":47},"hourspweek_select",{"bindId":63,"name":64,"text":65},"nursingmothers","(7) A female employee who is the mother ","(7) A female employee who is the mother of a suckling child shall, during\neach working day, be granted at her request at least one hour or two half-hour\nperiods, as she may choose during normal working hours, for the purpose of\nnursing her child, and such employee may combine the portions of time to which\nshe is so entitled with any other normal breaks so as to constitute longer\nperiods that she may find necessary or convenient for the purpose of nursing\nher child. \n\n(8) Any person who contravenes this section shall be guilty of an unfair\nlabour practice. \n\n(9) Notwithstanding subsections (7) and (8), the grant of breaks during\nnormal working time to a female employee for the purpose of nursing her child\nshall be made in accordance with all the exigencies of her employment and\nnothing done to prevent any disruption of normal production processes or any\ninterference with the efficient running of an undertaking or industry shall be\nheld to be in contravention of subsection (7). ",{"bindId":67,"name":68,"text":69},"funeralpay","(2) An employer may pay full medical aid","(2) An employer may pay full medical aid and funeral cover to his employees,\nsubject to an agreement at company level. ",{"bindId":71,"name":72,"text":73},"MEALALL_trigger","15. (1) Where an employer supplies meals","15. (1) Where an employer supplies meals he shall display the cost of such\nmeals in a prominent position in the canteen. \n\n(2) An employee who voluntarily accepts such meals may have the cost of such\nmeals deducted from his wage. \n\n(3) An employer who supplies such daily cooked meals shall notify the Labour\nOfficer in writing.",{"bindId":75,"name":76,"text":77},"maternityotherclause","(4) Any maternity leave requested in exc","(4) Any maternity leave requested in excess of the limits prescribed in this\nsection may be granted as unpaid maternity leave. ",{"bindId":79,"name":80,"text":81},"SKILLEVEL_trigger","(2) An employee who, at the date of comm","(2) An employee who, at the date of commencement of these regulations, is in\nreceipt of a higher wage for his particular occupation than the wage prescribed\nin terms of this section shall not by reason of these regulations, suffer any\nreduction in his wage. \n\n(3) On promotion to a higher grade, an employee shall be paid – \n\n(a) not less than the wage which he last received prior to his promotion;\n\nor\n\n(b) not less than the minimum wage prescribed for his occupation in such\ngrade; \n\nWhichever is the greater. \n\n(4) An employee who is required to perform work in a lower grade than that\nhe is normally employed shall be paid the wage applicable to the grade of work\nwhich he normally performs. \n\n(5) An employee who is appointed to work temporarily in a higher grade than\nwhich he is normally employed, shall receive the wage applicable to such higher\ngrade immediately he commences working in that higher grade. ",{"bindId":83,"name":84,"text":85},"pensionfund","(b) by written stop-order for contributi","(b) by written stop-order for contributions to insurance policies, pension\nfunds, medical aid societies, building societies, burial societies and\nregistered trade unions",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger","12. (1) An employer shall pay for overti","12. (1) An employer shall pay for overtime at one and a half times the\ncurrent hourly wage of the employee for any work done in excess of the normal\nworking hours per week, but only when the weekly accumulation of such excess\nhours is more than thirty minutes. \n\n(2) Notwithstanding the provisions of subsection (1), an employer shall pay\nfor overtime on a day off at double the current hourly wage of the employee:\nProvided that a continuous shift worker shall be paid for overtime on an\nabsolute rest day or a day off. \n\n(3) Notwithstanding the provisions of subsection (1), the employer shall pay\nfor overtime on an industrial holiday for the ordinary hours of work for the\nday of the week on which the industrial holiday falls at double the current\nhourly wage of the employee. \n\n(4) Notwithstanding the provisions of subsection (3 and (1) the employer in\nprior agreement with the workers concerned shall convert the overtime worked to\nleave or off days as per Labour Act. ",{"bindId":91,"name":92,"text":93},"jobclassifaction1","CLASSIFICATION OF OCCUPATIONS IN GRADES ","CLASSIFICATION OF OCCUPATIONS IN GRADES \n\nGrade 1 \n\nBag sorter \n\nBottle washer \n\nCanteen server \n\nCleaner\n\nContainer-sealer\u002Fcapper \n\nContainer-sealer\u002Ftaper \n\nContainer sealer\u002Fseamer \n\nGeneral labourer \n\nLoader \n\nMaterials-feeder and checker \n\nPacker\n\nPacking-materials former \n\nPacking-materials preparer \n\nHand stamp operator \n\nLabel applier (polishes) \n\n*******\n\nGrade 2 \n\nCandlemoulder \n\nCheck-weigher \n\nChemical-handler \n\nCleaner and messenger \n\nCleaner and relief pump-operator\n\nCoal\u002FCoke-trimmer \n\nCustomer’s porter \n\nEffluent-sampler \n\nFilling machine operator \n\nWarehouse team leader \n\nWax weigher \n\n********\n\nGrade 3 \n\nAmalgator\u002FMill operator \n\nAssistant chemical weigher \n\nBailing press operator \n\nBoiler stocker\n\nCanteen cook \n\nCartoning machine operator \n\nCaustic dissolver \n\nCold room evaporator cleaner \n\nColour mixer and adder (polishes) \n\n********\n\nGrade 4 \n\nAssistant product tester \n\nCanteen kiosk attendant \n\nChilling drum operator \n\nCold counter stacker\u002Floader \n\nFlame delinter operator \n\nFork-lift driver \n\nGreaser\n\nJet attendant \n\nLagger \n\nMechanical saw operator \n\n********\n\nGrade 5 \n\nCar driver or driver of a rigid \n\nCommercial vehicle up to a carrying \n\ncapacity of 7 000kg \n\nChemical weigher \n\nEngineering small tools issurer \n\nInvoice writer \n\nLaboratory sampler \n\nLocomotive driver \n\nMargarine churn preparer \n\n********\n\nGrade 6 \n\nAssistant storeman \n\nAssistant warehouse supervisor \n\nCanteen supervisor \n\nClinic assistant \n\nDriver of articulated vehicle of any carrying \n\nCapacity and Driver of rigid vehicle with a Carrying capacity of 7 000\nkilograms \n\nLoad-summary compiler \n\nMerchandising supervisor \n\nPunch-tape operator \n\nRecords compiler \n\n*********\n\nGrade 7 \n\nAssistant warehouseman \n\nClerk\u002FFiling\u002FRecords\u002FStatistics \n\nClinic orderly \n\nDemonstrator\n\nGas-complex operator \n\nInvoicing-machine supervisor \n\nJunior merchandising representative \n\nJunior salesman \n\nLaboratory assistant \n\n*********\n\nGrade 8 \n\nBoiler-complex supervisor \n\nBoiler\u002FRefridgeration\u002FGas-complex Operator \n\nGeneral department clerk \n\nJunior guard \n\nJunior technician (laboratory\u002Fwork-study) \n\nMerchandising representative \n\nProduction processor \n\n*********\n\nGrade 9 \n\nAdvertising assistant \n\nJunior sales representative \n\nMarket research assistant \n\nProduction process supervisor \n\nQuality control supervisor\n\nRecipe services assistant \n\nRestaurant supervisor \n\nSenior departmental clerk \n\nSenior guard \n\nSenior mechanizing representative \n\nSenior salesman \n\nStores supervisor \n\nTechnician (Laboratory work-study) \n\nTracer \n\n*********\n\nGrade 10 \n\nBoiler\u002FRefridgeration\u002FGas-Complex Supervisor \n\nBoiler\u002FRefridgeration\u002FGas-Complex Supervisor \n\nDevelopment assistant \n\nIndustrial sales assistant \n\nJunior technical representative \n\nMarket research area supervisor \n\n*********\n\nGrade 11\n\nBranch office supervisor\n\nChemist director’s secretary \n\nDraughtsman \n\nIndustrial nursing sister \n\nRecipe service consultant \n\nSenior representative \n\nTraining officer \n\n*********\n\nGrade 12\n\nBacteriologist \n\nDesign draughtsman\n\nEngineering foreman \n\nPlanned maintenance officer \n\nPublic relations assistant \n\nSales supervisor\n\nSection head\n\nSenior foreman\n\nSenior technical representative\n\nQuality assurance officer\n\nI.T Officer \n\nSHE Officer ",{"bindId":95,"name":68,"text":69},"healthcareaccess",{"bindId":97,"name":84,"text":85},"healthinsurance",{"bindId":99,"name":100,"text":101},"COMMUTE_trigger","(2) Every employer shall pay transport a","(2) Every employer shall pay transport and housing allowances agreed by\nCouncil. ",{"bindId":103,"name":104,"text":105},"sicknessmaxdays","21. (1) If an employee, while at work, c","21. (1) If an employee, while at work, claims to be unfit for work owing to\nsickness or injury, the employer shall grant to the employee such facilities as\nmay be necessary to enable such employee to be examined by a medical\npractitioner or a registered traditional practitioner. \n\n(2) Upon being medically examined, an employee shall obtain a medical\ncertificate stating— \n\n(a) whether or not he\u002Fshe is fit for work; \n\n(b) if he\u002Fshe is not fit for work, the period for which he\u002Fshe is likely to\nbe unfit for work and shall produce such certificate on his return to work, if\nrequested to do so by his employer. ",{"bindId":107,"name":108,"text":109},"protectiveclothing","26. (1) Every employer shall supply, whe","26. (1) Every employer shall supply, whenever necessary, free of charge a\nwaterproof cap, overcoat or other suitable protective clothing to every\nemployee who in the course of his duties, is habitually exposed to inclement\nweather, or such protective clothing as is reasonably required for the\noccupation or operation in which the employee is engaged. \n\n(2) Protective clothing supplied to an employee shall remain the property of\nthe employer if he is responsible for mending, washing and otherwise\nmaintaining such clothing. \n\n(3) Protective clothing supplied to an employee shall become his property\nafter three months of the issue of the clothing if the employee is responsible\nfor mending, washing and otherwise maintaining such clothing: Provided that\nemblems and insignia provided by the employer to be worn on such clothing shall\nremain the property of the employer. (4) Subject to the provisions of\nsubsections (2) and (3), an employee who-- \n\n(a) fails to return clothing issued in terms of subsection (1) on\nresignation, retirement or discharge; or \n\n(b) Loses such clothing due to his own negligence; shall be liable for the\ncost of replacement and the employer shall recover such amount from any money\ndue to the employee. \n\n(5) When an employer recovers the cost of replacement of clothing from any\nemployee in terms of subsection (4), due allowances for fair wear and tear\nshall be made in the assessment of such cost. \n\n(6) An employer may provide lockable lockers and locking keys for safe\nkeeping of the P.P.E. (7) Employers may provide bath soap, bath towels and\nclean facilities to the employee.",{"bindId":111,"name":108,"text":109},"healthandsafetypolicy",{"bindId":113,"name":114,"text":115},"contracttrial","(3) A contract of employment ma y provid","(3) A contract of employment ma y provide in writing for a single, non-\nrenewable probationary period of not more than- \n\n(a) one day in the case of casual work or seasonal work; or \n\n(b) three months in any other case; During which notice of termination of\nthe contract to be given by either party may be one week in the case of casual\nwork or seasonal work or two weeks in any other case. ",{"bindId":117,"name":104,"text":118},"sicknesspay","21. (1) If an employee, while at work, claims to be unfit for work owing to\nsickness or injury, the employer shall grant to the employee such facilities as\nmay be necessary to enable such employee to be examined by a medical\npractitioner or a registered traditional practitioner. \n\n(2) Upon being medically examined, an employee shall obtain a medical\ncertificate stating— \n\n(a) whether or not he\u002Fshe is fit for work; \n\n(b) if he\u002Fshe is not fit for work, the period for which he\u002Fshe is likely to\nbe unfit for work and shall produce such certificate on his return to work, if\nrequested to do so by his employer. \n\n(3) If an employee has obtained a certificate certifying that he is unfit\nfor work, he shall be paid his wage by his employer while unfit for work as\nprovided for in the Labour Act (Chapter 28:01). \n\n(6) An employee shall be entitled to the benefits of this section unless his\nsickness was self-induced or his injury was wilfully self-inflicted. ",{"bindId":120,"name":46,"text":121},"dayspweek_select","7. (1) The ordinary hours of work for employees, other than shift-workers\nand guards, shall not exceed forty-five hours per week or nine hours per day,\nbut with the consent of the employees concerned, some part of the forty-five\nhours may be worked on Saturday morning: \n\nProvided that, where the duties of such employees are ancillary to, and\nessential for, continuous processing and production carried out by shift\nworkers, such employees may be required by the employer to work on a Saturday\nmorning as part of the normal weekly hours of work. ",{"bindId":123,"name":124,"text":125},"SCHEDULE_trigger","Provided that one day in each week shall","Provided that one day in each week shall be an absolute rest day. \n\n(7) An employee shall not be required to work on his\u002Fher day off except in\nthe case of emergency work, but no employee shall be permitted to work on his\ndays off in successive weeks. \n\n(8) A continuous shift worker who, on any day other than an absolute rest\nday, is required to work on his\u002Fher day off shall be paid overtime at one and\nhalf times his current hourly wage: Provided that an employee who is required\nto work on an absolute rest day shall be paid overtime for every hour or part\nof an hour worked at double his current hourly wage.",{"bindId":127,"name":128,"text":129},"breastfeeding_workingtime","(9) Notwithstanding subsections (7) and ","(9) Notwithstanding subsections (7) and (8), the grant of breaks during\nnormal working time to a female employee for the purpose of nursing her child\nshall be made in accordance with all the exigencies of her employment and\nnothing done to prevent any disruption of normal production processes or any\ninterference with the efficient running of an undertaking or industry shall be\nheld to be in contravention of subsection (7). ",{"bindId":131,"name":124,"text":125},"schedulesrestpw",{"bindId":133,"name":134,"text":135},"NOCTPREM_trigger","(6) An employee who is required to work ","(6) An employee who is required to work two shifts in one day for the\npurpose of changing shifts shall be paid overtime. \n\n(7) No shift worker shall be kept on night shift for more than a continuous\nperiod of four weeks without his consent. \n\n(8) A shift worker who is changed from night shift to day shift shall be\nplaced on day shift for a period at least equal to the period during which he\nwas on night shift, unless he\u002Fshe otherwise agrees.",{"bindId":137,"name":138,"text":139},"LOWWAGE_trigger","(i) higher than the employee’s current g","(i) higher than the employee’s current grade, he shall be paid not less\nthan the minimum wage prescribed for such higher grade, with effect from the\ndate upon which he commenced performing the operation concerned; or \n\n(ii) lower than the employee’s current grade, it shall be lawful to reduce\nhis wage to not less than the minimum wage prescribed for such lower grade,\nwith effect from the date upon which such classification is determined, unless\nthe employee refuses to accept the lower wage, in which event— \n\n(iii) he may be given the relevant notice of termination of employment; and\n\n\n(iv) during the period of such notice, he shall be paid the wage he was\nreceiving prior to such determination. ",{"bindId":141,"name":142,"text":143},"contractseverancepay1","GRATUITIES Length of service Years Perce","GRATUITIES \n\n\n  \n  \n  \n  \n    \n      Length of service Years\n      Percentage of monthly wage on termination of employment \n    \n    \n      5\n      15\n    \n    \n      6\n      16\n    \n    \n      7\n      17\n    \n    \n      8\n      18\n    \n    \n      9\n      19\n    \n    \n      10\n      20\n    \n    \n      11\n      21\n    \n    \n      12\n      22\n    \n    \n      13\n      23\n    \n    \n      14\n      24\n    \n    \n      15\n      25\n    \n    \n      16\n      26\n    \n    \n      17\n      27\n    \n    \n      18\n      28\n    \n    \n      19\n      29\n    \n    \n      20\n      30\n    \n    \n      21\n      31\n    \n    \n      22\n      32\n    \n    \n      23\n      33\n    \n    \n      24\n      34\n    \n    \n      25\n      35\n    \n    \n      26\n      36\n    \n    \n      27\n      37\n    \n    \n      28\n      38\n    \n    \n      29\n      39\n    \n    \n      30\n      40\n    \n    \n      31\n      41\n    \n    \n      32\n      42\n    \n    \n      33\n      43\n    \n    \n      34\n      44\n    \n    \n      35\n      45",{"bindId":145,"name":146,"text":147},"bankholidays1","(13) All days declared in terms of the P","(13) All days declared in terms of the Public Holidays and Prohibition of\nBusiness Act [Chapter 10:21] as public holidays shall be industrial holidays.\n\n\n(14) Every employee shall be granted leave of absence on an industrial\nholiday, and shall be paid his full wage for such holiday. \n\n(15) An employer may require an employee to work on any industrial holiday,\nin which case the employee shall be paid in terms of section 12 in respect of\nthe time worked, in addition to the payment prescribed in subsection (2) of\nthis section.",{"bindId":149,"name":50,"text":51},"paidmaternityleavepay",{"bindId":151,"name":152,"text":153},"trainingprogrammes","(2) An employee in grades A1 to B1 may b","(2) An employee in grades A1 to B1 may be employed as a learner in a higher\ngrade from grades A3 to B2 for a period not exceeding thirty days, and an\nemployee in grades A1 to B2 may be employed as a learner in Grade B3 for a\nperiod not exceeding three months. \n\n(3) An employee in a lower grade may be employed as a learner in grades B4\nand C1 for a period not exceeding six months. \n\n(4) An employee in a lower grade may be employed as a learner in Grade C2\nand above for a period not exceeding twelve months. \n\n(5) Notwithstanding the provisions of subsection (1) to (4), an employee\nshall be paid not less than the minimum wage prescribed by the Council for the\ngrade immediately below the grade in which he is being trained on and after the\nsixth working day after commencement of work in the higher grade. \n\n(6) On completion of the maximum period stated in subsections (2) to (5),\nthe employee shall either be confirmed in the grade in which he\u002Fshe was being\ntrained or revert to his former grade and pay. If there is no confirmation\nafter the period of training the employee is deemed to have been confirmed. ",{"bindId":155,"name":50,"text":51},"paidmaternityleave",{"bindId":157,"name":158,"text":159},"contractseverancepay","27. (1) An employee who has completed fi","27. (1) An employee who has completed five or more years of continuous\nservice shall on termination of such employment, irrespective of the\ncircumstances of such termination, be paid a gratuity of not less than the\namount derived by multiplying the number of completed years of continuous\nservice by the appropriate percentage of his current monthly wage on\ntermination of employment, as set out in the Second Schedule. \n\n(2) If an employee who has completed five or more years of continuous\nservice dies before receiving a gratuity in terms of subsection (1), it shall\nbe paid to his estate the sum which the employee would have received if his\ncontract of employment had terminated on the day of this death. \n\n(3) Notwithstanding the provisions of subsection (1) and (2), no gratuity\nshall be payable under this section if the employer has made provision for\nemployees by a pension or gratuity scheme, registered as a fund in terms of the\nPension and Provident Funds Act [Chapter 24:09], which provided for benefits\nwhich are not less favorable than those prescribed in this section.",{"bindId":161,"name":162,"text":163},"PAIDLEAV_trigger","20. (1) In this section, for the purpose","20. (1) In this section, for the purpose of calculating the accrual of\nvacation leave, “continuous service” includes any period of national\nservice rendered in terms of the National Service Act [Chapter 11:08], other\nthan Phase 1 service as defined therein. \n\n(2) Except where more favourable conditions are provided, an employee shall,\nfor each completed month of continuous service, accumulate vacation leave at\nthe rate of— \n\n(a) 2.5 (consecutive) days as prescribed in the Labour Act\n\n(3) For the purposes of subsection (2), any portion of a working day shall\nbe regarded as a full working day. \n\n(4) An employee who is in his first year of employment shall accumulate\nnormal vacation leave but shall not go on such leave during the first year,\nexcept with the consent of the employer. \n\n(5) An employee may accumulate vacation leave not exceeding 90 days as\nprescribed in the Labour Act. \n\n(6) An employer shall inform every employee of his annual leave entitlement\nat least once a year. \n\n(7) An employee shall not take less than fifteen working days of vacation\nleave on any one occasion, except with the agreement of his employer. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Detergents, Edible Oils and Fats Employers Association - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of basic pharmaceutical products and pharmaceutical preparations, Manufacture of chemicals and chemical products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Detergents, Edible Oils and Fats Employers Association\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Detergents, Edible Oils and Fats Workers Union of Zimbabwe\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → 15 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → No provision %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Jamhuri (Independence) Day (12th December)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[169],{"title":37,"slug":33},[171],{"type":172,"data":173},"call_to_action_body_block",{"title":174,"description":175,"variant":176,"link":177},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":174,"url":178,"description":174,"rel":179,"type":180},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[182],{"type":172,"data":183},{"title":174,"description":175,"variant":176,"link":184},{"title":174,"url":178,"description":174,"rel":179,"type":180},[]]