[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-food-and-allied-industries-meat-fish-poultry-abattoir-and-meat-processing-sector-and-the-meat-fish-poultry-abattoir-and-meat-processing-workers-union---2013":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":196,"content_type_view":197,"extra_breadcrumbs":198,"body":200,"body_blocks":211,"related_pages":215},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":194,"translations":195},{"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-food-and-allied-industries-meat-fish-poultry-abattoir-and-meat-processing-sector-and-the-meat-fish-poultry-abattoir-and-meat-processing-workers-union---2013","28658ddc-5772-11e7-83fb-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-food-and-allied-industries-meat-fish-poultry-abattoir-and-meat-processing-sector-and-the-meat-fish-poultry-abattoir-and-meat-processing-workers-union---2013\u002Fcollective-bargaining-agreement-between-food-and-allied-industries-meat-fish-poultry-abattoir-and-meat-processing-sector-and-the-meat-fish-poultry-abattoir-and-meat-processing-workers-union---2013\u002F","COLLECTIVE BARGAINING AGREEMENT BETWEEN FOOD AND ALLIED INDUSTRIES (MEAT, FISH, POULTRY, ABATTOIR AND MEAT PROCESSING SECTOR) AND THE MEAT, FISH, POULTRY, ABATTOIR AND MEAT PROCESSING WORKERS UNION - 2013","ZWE Employers Association of the Food Processing Industry - 2013","Zimbabwe - ZWE Employers Association of the Food Processing Industry - 2013","ZWE Employers Association of the Food Processing Industry - 2013 - Manufacturing",{"name":41,"data":42},"cba meat fish.html","\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 FOOD AND ALLIED INDUSTRIES (MEAT,\nFISH, POULTRY, ABATTOIR AND MEAT PROCESSING SECTOR) AND THE MEAT, FISH,\nPOULTRY, ABATTOIR AND MEAT PROCESSING WORKERS UNION - 2013\u003C\u002Fh1>\n\n\u003Cp>It is hereby notified that the Collective Bargaining Agreement set out in\nthe schedule, which further repeals the agreement published in statutory\ninstrument 85 of 1980 has been registered in terms of section 79 of the Labour\nAct [Chapter 28:01]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL: FOOD AND ALLIED INDUSTIRES. COLLECTIVE\nBARGAINING AGREEMENT: FOOD AND ALLIED INDUSTRIES (MEAT, FISH, POULTRY,\nABATTOIR, AND MEAT PROCESSING SECTOR)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Made and entered into in accordance with the provisions of the Labour Act\n[Chapter 28:01] between the Employers Association of the Meal, Fish, Abattoir\nand Meat Processing (hereinafter referred to as the “employer” or “the\nemployers association”) of the one part and the Meat, Fish, Poultry, Abattoir\nand Meat Processing Workers Union” (hereinafter referred to as “the\nemployees” or “the trade union”) of the other part, being parties to the\nNational Employment Council, there after referred to as “Council” Food and\nAllied industries to lay down certain conditions of service in the Meat, Fish,\nPoultry, Abattoir and Meat Processing Sector of the Food and Allied Industry of\nZimbabwe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Whereas in terms of section 79 of the Labour Act (Chapter 28: 01) the\nNational Employment Council: Food and allied industries has submitted to the\nregistrar for registration of a collective bargaining agreement for the Food\nand Allied industries(Meat,Fish,Poultry, Abattoir and Meat Processing Industry)\nof the council whichhas been duly registered;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Now, therefore, in terms of Section 80 of the Principal Act, the Minister of\nLabour and Social Welfare hereby publishes the said collective bargaining\nagreement. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FIRST SCHEDULE: Grading and wages \u003C\u002Fp>\n\n\u003Cp>SECOND SCHEDULE: Gratuities. \u003C\u002Fp>\n\n\u003Cp>THIRD SCHEDULE: Form and notice. \u003C\u002Fp>\n\n\u003Cp>FOURTH SCHEDULE: Conditions governing maternity leave. \u003C\u002Fp>\n\n\u003Cp>FIFTH SCHEDULE: Binding nature of collection bargaining agreement. \u003C\u002Fp>\n\n\u003Cp>SIXTH SCHEDULE: Long service awards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. Title and period of operation\u003C\u002Fh2>\n\n\u003Cp>(1) these regulations may be cited as the Collective Bargaining Agreement\nfor Food and Allied industries (Meat, Fish, Poultry, Abattoir and Meat\nProcessing Sector). (2) This agreement shall operate from the 1st of January\n2013, which is the date of agreement until further notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. Application\u003C\u002Fh2>\n\n\u003Cp>(1) This agreement shall apply to………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. All employers in the Meat, Fish, Poultry, Abattoir and Meat Processing\nIndustry; and b. All employees including contract workers in the Meat, Fish,\nPoultry Abattoir and Meat Processing Industry except those whose jobs are not\ndesignated in the First Schedule including managerial employees in the Paterson\nequivalent grades D to F in the area of Zimbabwe. (2) No employer or employee\nmay waive any provision of this agreement, whether or not the said provision\ncreates a benefit or an obligation on the employer or employee concerned. Each\nprovision shall create a right or obligation, as the case may be, independently\nof the existence of other provisions. In the event of any provision of this\nagreement being inoperative or ultra vires, the powers of the parties or the\nAct or regulations made hereunder, either before or after registration of this\nagreement under the provisions of the Act, this shall in no way affect the\nremainder of the agreement which shall in that event constitute the agreement.\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. Interpretation\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In this agreement……\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“act” means the Labour Act [Chapter 28:01] \u003C\u002Fp>\n\n\u003Cp>“agreement” means this agreement and any future agreements between the\nparties to this agreement which relates to employment in the Meat, Fish,\nPoultry, Abattoir and Meat Processing Industry; \u003C\u002Fp>\n\n\u003Cp>“annual shut-down” means a period of not less than fifteen working days,\nduring which an establishment may suspend operations; \u003C\u002Fp>\n\n\u003Cp>“artisan” means an employee who has been registered as an artisan \u002F\nskilled worker class 1 by the Apprenticeship Board of the Ministry of Higher\nand Tertiary Education in any one of its designated areas; \u003C\u002Fp>\n\n\u003Cp>“artisans work” means work normally performed by an artisan as defined\nin the parent industry‟s agreement; “artisan aid” means an unskilled\nemployee who assists an artisan in the respective field. \u003C\u002Fp>\n\n\u003Cp>“artisan assistant” means a skilled class employee who assists a\njourneyman\u002Fartisan in the respective field. \u003C\u002Fp>\n\n\u003Cp>“bagsealer” means an employee who seals bags containing packed products;\n\u003C\u002Fp>\n\n\u003Cp>“band saw operator” means an employee who operates a band saw; \u003C\u002Fp>\n\n\u003Cp>“boiler attendant” means an employee who attends to and feeds the\nboiler; \u003C\u002Fp>\n\n\u003Cp>“scalding tank operator” means an employee who attends to the scalding\ntank; \u003C\u002Fp>\n\n\u003Cp>“bone and blood meal preparer” means an employee who prepares bone and\nblood meal; \u003C\u002Fp>\n\n\u003Cp>“bone crusher operator” means an employee who is engaged in crushing\nbones as per operational specifications; \u003C\u002Fp>\n\n\u003Cp>“blockman” means an employee who cuts meat into specialized cuts. \u003C\u002Fp>\n\n\u003Cp>“blood dryer operator” means an employee who operates a blood dryer\nmachine as per operational specifications; \u003C\u002Fp>\n\n\u003Cp>“bawl chopper\u002Fcutter operator” means an employee who operates a bawl\ncutter machine to chop meat intosmaller and finer pieces; \u003C\u002Fp>\n\n\u003Cp>“bio-security attendant” means an employee who maintains bio-security\npoints. \u003C\u002Fp>\n\n\u003Cp>“brine injector operator means an employee who injects brine into meat\nproducts as per operational specifications; \u003C\u002Fp>\n\n\u003Cp>“camwheat operator” means an employee who operates a camwheat machine to\nmake \u002F form pies. \u003C\u002Fp>\n\n\u003Cp>“can filling machine operator‟ means an employee who fills cans with the\nrespective products by operating the machine; \u003C\u002Fp>\n\n\u003Cp>“can seamer operator” means an employee whooperates a can seaming\nmachine. \u003C\u002Fp>\n\n\u003Cp>“can seam inspector”means an employee who inspects the can seams as per\noperational specifications; \u003C\u002Fp>\n\n\u003Cp>“cashier\u002Ftill operator” means an employee who receives, receipts and\nreconciles all incoming monies; \u003C\u002Fp>\n\n\u003Cp>“carcass divider \u002F backsplitter” means an employee who divides carcasses\ninto two sides; \u003C\u002Fp>\n\n\u003Cp>“carcass marker” means an employee who records information on carcasses;\n\u003C\u002Fp>\n\n\u003Cp>“carcass sorter\u002Fsorting &traying hand” means an employee who sorts\ncarcasses into various allocated grades and housing chillers; \u003C\u002Fp>\n\n\u003Cp>“carcass washer \u002F cleaner” means an employee who washes and cleans\ncarcasses after the removal of offals. \u003C\u002Fp>\n\n\u003Cp>“carcass weigher” means an employee who weighs and records carcass\nweights; \u003C\u002Fp>\n\n\u003Cp>\"carcass trimmer\" means an employee who is engaged in the basic trimming of\nmeat as instructed; \u003C\u002Fp>\n\n\u003Cp>“cash book clerk” means an employee who banks and maintains the cash\nbook; \u003C\u002Fp>\n\n\u003Cp>“casual employee” means an employee whose engagement is for a period of\nnot more than six weeks in any-four successive calendar months; \u003C\u002Fp>\n\n\u003Cp>“charge hand” means an employee who assists a foreman or supervisor to\nobtain the desired results from employees in the engineering department; \u003C\u002Fp>\n\n\u003Cp>„checker‟ means an employee who checks interiors of carcasses for\ncleanliness and complete evisceration; \u003C\u002Fp>\n\n\u003Cp>“chill tanker” means an employee who loads and re-sites chilling tanks;\n\u003C\u002Fp>\n\n\u003Cp>“chill tank hanger” means an employee who hangs chilled carcasses onto\nconveyer line and grades; \u003C\u002Fp>\n\n\u003Cp>“clamps remover‟ means an employee who clamps and unclamps the wind pipe\nto ensure that the scalding water does not affect the lungs of the carcasses;\n\u003C\u002Fp>\n\n\u003Cp>“cleat remover‟ means an employee who removes cleats from the carcass;\n\u003C\u002Fp>\n\n\u003Cp>“cleaner” means an employee who carries out general cleaning of factory\nutensils, floors and the general factory environment. \u003C\u002Fp>\n\n\u003Cp>“C.O.D. van salesclerk” means an employee who sells products and\nreconciles C.O.D.; \u003C\u002Fp>\n\n\u003Cp>“continuous service” means subject to the provisions ofsection 21,the\ntotal period of an employee‟s unbroken service with an employer; \u003C\u002Fp>\n\n\u003Cp>“contract worker” means an employee who is engaged for a specific period\n\u002F task and whose employment may be renewable at the end of the specified\nperiod; “contractor” means a person who renders to an employer services\nwhich are related to or connected with those of the employer‟s undertaking;\n\u003C\u002Fp>\n\n\u003Cp>“cook” means an employee who prepares and serves meals for employees and\ncleans kitchen utensils; \u003C\u002Fp>\n\n\u003Cp>„cooker\u002F smoker” means an employee who cooks and or smokes specified\nmeat products as per specifications; \u003C\u002Fp>\n\n\u003Cp>“council” means the National Employment Council: Food and Allied\nIndustries; \u003C\u002Fp>\n\n\u003Cp>“counter‟ means an employee who counts livestock (using a counting\nmachine) prior to bleeding; \u003C\u002Fp>\n\n\u003Cp>“counter sales clerk” means an employee who directly takes orders and\nattends to calling customers; \u003C\u002Fp>\n\n\u003Cp>“creditors clerk” means an employee who enters and maintains and\nreconciles information relatedto purchases\u002Fcreditors; \u003C\u002Fp>\n\n\u003Cp>“cropper” means an employee who removes crops from poultry carcasses;\n\u003C\u002Fp>\n\n\u003Cp>“curing cellar attendant” means an employee who puts cured products into\nof the machine as per operational specifications; \u003C\u002Fp>\n\n\u003Cp>“data capture operator” means an employee who enters relevant\ndata\u002Finformation such as orders, accounts receivable etc. into the computer via\non-line terminal “deli assistant” means an employee responsible for serving\ncustomers at the deli. \u003C\u002Fp>\n\n\u003Cp>“deboner” means an employee who removes meat from bones as per\noperational specifications;\u003C\u002Fp>\n\n\u003Cp>“debtors clerk” means an employee who enters, maintains and reconciles\ninformation related to debtors. \u003C\u002Fp>\n\n\u003Cp>“de-gutter” means an employee who removes both edible and non-edible\noffal‟s from the carcasses; \u003C\u002Fp>\n\n\u003Cp>“de-rinder machine operator” means an employee who operates and cleans\nthe de-rindermachine; \u003C\u002Fp>\n\n\u003Cp>“dicer operator” means an employee who operates a dicer for cubing meat\npieces. \u003C\u002Fp>\n\n\u003Cp>“dispatch orders clerk” means an employee who co-ordinates the\nassembling, packing and labeling of orders for the respective routes; \u003C\u002Fp>\n\n\u003Cp>“dispatchchecker” means an employee who checks the orders being\ndispatched to ensure that the invoice agrees with the physical stock\u002Fgoods; \u003C\u002Fp>\n\n\u003Cp>“driver” means an employee who is engaged to drive company vehicles; \u003C\u002Fp>\n\n\u003Cp>“driver‟s assistant” means an employee who assists the driver to\ndeliver products to customers; \u003C\u002Fp>\n\n\u003Cp>“egg glazer” means an employee responsible for putting liquid egg spray\non pies. \u003C\u002Fp>\n\n\u003Cp>“electric bone saw operator” means an employee who operates an electric\nbone saw as per operational specifications; \u003C\u002Fp>\n\n\u003Cp>“employee” means a person employed in the industry for whom\nwages\u002Fsalaries are prescribed in this agreement; \u003C\u002Fp>\n\n\u003Cp>“essential service” means any work which must necessarily be performed\nif danger to the health and or safety of the public or of interference with the\ncarrying on of any industry, business or undertaking, isto be avoided; \u003C\u002Fp>\n\n\u003Cp>“establishment” means any place at which the employer engages an\nemployee to perform work; \u003C\u002Fp>\n\n\u003Cp>“emergency work” means work which must be performed immediately in order\nto prevent harm to the plant, perishable property or the employees, or persons\nwithin the environment or property and work required due to breakdown of plant\nor equipment; \u003C\u002Fp>\n\n\u003Cp>“evaporator operator” means an employee who operates an evaporator as\nper operational specifications; \u003C\u002Fp>\n\n\u003Cp>“export clerk” means an employee who is engaged in shipping and customs\nclearing and all other matters pertaining to import and export of goods; \u003C\u002Fp>\n\n\u003Cp>“filler machine operator” means an employee who sets, programmes and\nmonitors the function and performance of the machine as per operational\nspecifications; “filing clerk” means an employee who files invoices and\ndocuments; \u003C\u002Fp>\n\n\u003Cp>“filleter” means an employee who separates fillet from the carcass. \u003C\u002Fp>\n\n\u003Cp>“forklift driver” means an employee who is engaged to drive and operate\na forklift; \u003C\u002Fp>\n\n\u003Cp>“freezer attendant” means an employee engaged in loading and packing of\ncold stores items; \u003C\u002Fp>\n\n\u003Cp>“freezer clerk” means an employee who maintains record of the freezer\nstocks. \u003C\u002Fp>\n\n\u003Cp>“general accounts clerk” means an employee who does month-end journals\nother than debtors and creditors work. \u003C\u002Fp>\n\n\u003Cp>“general hand” means an employee who performs any work not specified in\nthe first Schedule; \u003C\u002Fp>\n\n\u003Cp>“general secretary” means the secretary of the council appointed in\nterms of its constitution; \u003C\u002Fp>\n\n\u003Cp>“giblet chiller” means an employee who places giblets into the chilling\ntank; \u003C\u002Fp>\n\n\u003Cp>“gizzard remover‟ means an employee who removes gizzards from poultry\ncarcasses; \u003C\u002Fp>\n\n\u003Cp>“hanger” means an employee who hangs live birds onto the conveyor line;\n\u003C\u002Fp>\n\n\u003Cp>“halaal observer” means an employee who observes compliance for halaal\ncertification. \u003C\u002Fp>\n\n\u003Cp>“heat sealing machine operator” means an employee who operates a heat\nsealing machine; \u003C\u002Fp>\n\n\u003Cp>“hides treater” means an employee who trims and salts hides. \u003C\u002Fp>\n\n\u003Cp>“hock cutter” means an employee who cuts the locks of poultry carcasses;\n\u003C\u002Fp>\n\n\u003Cp>“hoistmachine operator” means an employee who operates a hoist machine\nas per specification\u002Fmanual. \u003C\u002Fp>\n\n\u003Cp>“ingest extractor” means an employee who loads and offloads ingest as\ninstructed; \u003C\u002Fp>\n\n\u003Cp>“invoice clerk‟ means an employee who writes and issues invoices for\naccounting and C.O.D customers; \u003C\u002Fp>\n\n\u003Cp>“internal security guard” means an employee who is tasked to guard and\nprotect company premises and assets. \u003C\u002Fp>\n\n\u003Cp>“issuing \u002F receiving clerk” means an employee who receives and issues\nout goods to\u002Ffrom customers\u002Fclients. \u003C\u002Fp>\n\n\u003Cp>“kitchen attendant\u002Forderly” means an employee who works in a kitchen\nmaking teas, cleaning and assisting the cook in the preparation of meals. \u003C\u002Fp>\n\n\u003Cp>“laboratory assistant” means an employee who assists Laboratory\nTechnician; \u003C\u002Fp>\n\n\u003Cp>“labeling\u002Fpacking machine operator” means an employee who operates a\nlabeling machine; \u003C\u002Fp>\n\n\u003Cp>“labeller” means an employee who labels products as per operational\nspecifications; \u003C\u002Fp>\n\n\u003Cp>“lard dripping maker” means an employee who is engaged in the making of\nlard and dripping; \u003C\u002Fp>\n\n\u003Cp>“laundry hand” means an employee who washes, dries and irons uniforms as\nrequired; \u003C\u002Fp>\n\n\u003Cp>“laundry machine operator” means an employee who is engaged in the\nwashing of uniforms; \u003C\u002Fp>\n\n\u003Cp>“leading hand \u002F foreman” means an employee who is given responsibility\nto lead a team of workers in a section. \u003C\u002Fp>\n\n\u003Cp>\"livestockreceiving clerk\" means an employee who carries out clerical work\npertaining to receiving of animals\u002Flivestock in an abattoir. \u003C\u002Fp>\n\n\u003Cp>\"livestock slaper\" means an employee who slaps the correct serial numbers on\nincoming livestock; \u003C\u002Fp>\n\n\u003Cp>\"livestock eviscerator\" means an employee who works on the eviscerator line;\n\u003C\u002Fp>\n\n\u003Cp>“loader\u002Foffloader” means an employee who loads and offloads products and\ncarries out other duties as assigned. \u003C\u002Fp>\n\n\u003Cp>“maintenance administration clerk” means an employee who assembles\norders\u002Fdelivery notes and invoices sets prior to allocation, and keeps records\nof staff attendants and capital works expenditure; \u003C\u002Fp>\n\n\u003Cp>“maintenance assistant” means an employee, other than a journeyman‟s\nsenior assistant, who assists a journeyman, and who, without doing a\njourneyman‟s work, may perform simple routine and respective maintenance\ntasks on plant and machinery, and components thereof, including such work as\nlubrication, loosening and tightening of bolts, drilling holes in materials by\nhand or power driven machine, tapping holes and screwing bolts, which tasks\nalways be under the general supervision of journeyman; \u003C\u002Fp>\n\n\u003Cp>“maintenance stores clerk” means an employee who does engineering and\nmaintenance stores clerical work pertaining to buying, receiving and issuing of\nmaintenance parts\u002Fmaterials. \u003C\u002Fp>\n\n\u003Cp>“meat curer” means an employee who treats meat products as per\nspecifications. \u003C\u002Fp>\n\n\u003Cp>“Meat, Fish, Poultry, Abattoir and Meat Processing Industry” means the\nindustry in which employees are associated together for the preparation,\nprocessing, preservation and wholesale distribution of meat and meat products,\nand additionally or alternatively of fish and or poultry and their products,\nincluding the tinning or cooking of the foregoing but excluding sun drying\nfish; \u003C\u002Fp>\n\n\u003Cp>“merchandiser” means an employee who merchandises company products;\n“messenger” means an employee engaged wholly or substantially in any or all\nof the following duties; \u003C\u002Fp>\n\n\u003Cp>a. Delivering and\u002For conveying letters, parcels, goods or messages on foot\nor by means of a bicycle, tricycle or motor-bike; b. Moving cash as required;\nc. Operating a photocopier, binding machine, scanning machine or a folding\nmachine;\u003C\u002Fp>\n\n\u003Cp>“mincingmachine operator” (manual) meansan employee who operates the\nmeat mincing machine; \u003C\u002Fp>\n\n\u003Cp>“mincing machine operator” (heavy duty) means an employee who operates\nthe meat mincing machine; \u003C\u002Fp>\n\n\u003Cp>“multivac machine operator” means an employee who operates a multivac\nmachine as per specification. \u003C\u002Fp>\n\n\u003Cp>“night shift” means a shift the hour of which fall between 6p.m and\n6a.m; \u003C\u002Fp>\n\n\u003Cp>“nurse aid” means an employee who assists a qualified nurse in the\ntreatment of sick employees in the workplace; \u003C\u002Fp>\n\n\u003Cp>“neck cutter” means an employee who removes necks from carcasses. \u003C\u002Fp>\n\n\u003Cp>“neck slitter” means an employee who slits the neck poultry carcasses;\n\u003C\u002Fp>\n\n\u003Cp>“offal cleaner” means an employee who cleans offals; \u003C\u002Fp>\n\n\u003Cp>“offal separator\u002Ftrimmer” means an employee who sorts, separates and\ntrims edible offals as per specifications. \u003C\u002Fp>\n\n\u003Cp>“office orderly” means an employee who cleans the offices, does\nmessenger work and various errands in the offices as required; \u003C\u002Fp>\n\n\u003Cp>“order assembler” means an employee who co-ordinates the assembling,\npacking, labeling and consignment of customer orders be they internal or\nexternal; “packer and wrapper” means an employee who wraps and packs\nprocessed meat and meat products as per operational specifications; \u003C\u002Fp>\n\n\u003Cp>\"pastry roller\" means an employee who rolls pastry to the required thickness\nand qualify; \u003C\u002Fp>\n\n\u003Cp>\"personnelclerk\" means an employee who maintains all personnel records; \u003C\u002Fp>\n\n\u003Cp>“personnelassistant” means an employee who assists the personnel officer\nin handling all HR related work. \u003C\u002Fp>\n\n\u003Cp>\"pest control attendant\" means an employee who fumigates checks\u002Fmonitors\ntraps and records the results regularly; \u003C\u002Fp>\n\n\u003Cp>\"pie making machine operator\" means an employee who operates the pie making\nmachine; \u003C\u002Fp>\n\n\u003Cp>\"pie meat\u002F pastry divider\" means an employee who divides pie meat and pastry\ninto the required shape and sizes; \u003C\u002Fp>\n\n\u003Cp>\"pie oven operator\" means an employee who operates the pie oven; \u003C\u002Fp>\n\n\u003Cp>\"pie wrapper\" means an employee who wraps pies as instructed; \u003C\u002Fp>\n\n\u003Cp>“pie wrapping machine operator” means an employee who operates a pie\nwrapping machine as per operational specifications. \u003C\u002Fp>\n\n\u003Cp>“pig scrapper\u002Fpoultry scalder \u002F fish scrapper” means an employee who is\nengaged in the removing and scrapping of furs, feathers or scales on carcasses.\n\u003C\u002Fp>\n\n\u003Cp>\"pinner\" means an employee who removes pin feathers from poultry carcasses;\n\u003C\u002Fp>\n\n\u003Cp>“plant operator” means an employee who works in a plant room to monitor\nrefrigeration temperatures and reports any faults. \u003C\u002Fp>\n\n\u003Cp>\"portion weigher' means an employee who weighs poultry portion products; \u003C\u002Fp>\n\n\u003Cp>\"poultrygizzards remover\" means an employee who cuts poultry gizzards and\ncleans them; \u003C\u002Fp>\n\n\u003Cp>\"poultry grader\" means an employee who grades poultry into their special\ngrades; \u003C\u002Fp>\n\n\u003Cp>\"production clerk\" means an employee who records and maintains production\ndocuments; \u003C\u002Fp>\n\n\u003Cp>“quality checker” means an employee who checks products during\nprocessing to ensure compliance. \u003C\u002Fp>\n\n\u003Cp>\"quality control clerk\" means an employee who records product specification\ninformation; \u003C\u002Fp>\n\n\u003Cp>“quality inspector” means an employee who inspects, checks and monitors\ncompliance to standards. \u003C\u002Fp>\n\n\u003Cp>\"receptionist\" means an employee who mans the switchboard and attends to\nvisitors; \u003C\u002Fp>\n\n\u003Cp>\"reconciliation clerk\" means an employee who balances and reconciles\nproducts\u002Fcash\u002Fstock figures. \u003C\u002Fp>\n\n\u003Cp>\"restrainer\u002Fdrover\" means an employee who drives livestock to the stunner;\n\u003C\u002Fp>\n\n\u003Cp>“retail outlets” means an outlet whose activity is complimentary or\nancillary to the principal activity of meat, fish, poultry, abattoir and meat\nprocessing industry of Zimbabwe. \u003C\u002Fp>\n\n\u003Cp>\"retort operator\" means an employee who sterilizes cans by using retorts;\n\u003C\u002Fp>\n\n\u003Cp>“retort loader, offloader and stacker” means an employee who loads and\nunloads retorts and stacking cans as per specification. \u003C\u002Fp>\n\n\u003Cp>\"sales representative\" means an employee who ensures an effective company\ncustomer-relationship by making regular calls to customers in designated areas;\n\"sanitation attendant\" means an employee who is engaged in sanitation work as\nper operational specifications; \u003C\u002Fp>\n\n\u003Cp>\"sausage casing preparer\" means an employee who spools log casings for\nsausages; \u003C\u002Fp>\n\n\u003Cp>\"sausage twister\" means an employee who twists sausages as per\nspecifications; \u003C\u002Fp>\n\n\u003Cp>“sausage roll maker” means an employee who prepares sausage rolls as per\nspecifications. \u003C\u002Fp>\n\n\u003Cp>“scalding tank operator”means an employee who operates and attend to a\nscalding tank to ensure proper scalding of carcasses. \u003C\u002Fp>\n\n\u003Cp>“securitysupervisor” means an employee who supervises security guards.\n\u003C\u002Fp>\n\n\u003Cp>“secretary” means an employee who performs secretarial duties of typing\ncorrespondence, filing and engaged in all confidential office administration\nwork. \u003C\u002Fp>\n\n\u003Cp>“shop assistant” means an employee, other than a stall-attendant,\nemployed in or about a shop, who is wholly or substantially engaged in\nattending to customers in an establishment, excluding taking money and giving\nchange, and\u002For issuing sales documents, which may include the display of goods\nand keeping and controlling stock. \u003C\u002Fp>\n\n\u003Cp>“shop supervisor” means an employee who is specifically charged with the\nresponsibility of sales, the safe custody of stock and the conduct of business\nwith the public within any demarcated section or sections of the premises, or\nin respect of any specific class or classes of merchandise in the\nestablishment, and who is, in addition, placed in full or partial supervisory\ncontrol of at least three shop salesmen, employed in such section or sections,\nor in connection. \u003C\u002Fp>\n\n\u003Cp>\"shrinkwrap machine operator means an employee who operates a shrinkwrap\nmachine as per operational specifications; \u003C\u002Fp>\n\n\u003Cp>“skinning machine operator” is an employee who operates the skinning\nmachine as per manual\u002Fspecification. \u003C\u002Fp>\n\n\u003Cp>“skinner \u002F flayer” means an employee who removes skin from carcasses in\nan abattoir using a knife\u002Fblade. \u003C\u002Fp>\n\n\u003Cp>\"ingredients mixer\" means an employee who mixes spices \u002F ingredients as per\nprocessing specifications; \u003C\u002Fp>\n\n\u003Cp>“spiral freezer operator” means an employee who operates a spiral\nfreezer machine as per manual \u002F specification. \u003C\u002Fp>\n\n\u003Cp>“slicing machine operator” means an employee who slices processed meats\nas per operational specifications; \u003C\u002Fp>\n\n\u003Cp>“sticker \u002F bleeder” means an employee who kills livestock by means of\nbleeding; \u003C\u002Fp>\n\n\u003Cp>“stock controller” means an employee who is responsible for stock in a\nparticular stock location and ensures proper reconciliation of stocks. \u003C\u002Fp>\n\n\u003Cp>“stores assistant” means an employee who is assigned to perform stores\nduties in a warehouse. \u003C\u002Fp>\n\n\u003Cp>“stores control clerk” means an employee who does clerical work\npertaining to physical receipt of stores items, inwards and outwards and their\nappropriate storage. \u003C\u002Fp>\n\n\u003Cp>“stores controller \u002F supervisor” means an employee who is responsible\nfor supervising the issuing, receiving, transfers, reconciliation, recording\nand stock control; \"sump attendant\" means an employee who monitors the\nefficiency of the sump; \u003C\u002Fp>\n\n\u003Cp>“strapping machine operator” means an employee who secure boxes of\npacked products by strapping; \u003C\u002Fp>\n\n\u003Cp>\"stunner\" means an employee who electrocutes\u002Fuses a stun gun\u002Fde-oxygenates\nin the slaughtering process of livestock\u002Ffish; \u003C\u002Fp>\n\n\u003Cp>“supervisor” means an employee employed in a supervisory capacity to\noversee the activities of others; \u003C\u002Fp>\n\n\u003Cp>“tallow renderer” means an employee who renders tallow as per\ninstruction. \u003C\u002Fp>\n\n\u003Cp>\"tea- maker\" means an employee who makes tea or prepares any other beverage\nwithin the scope of his work; \u003C\u002Fp>\n\n\u003Cp>“tervopham operator” means an employee who operates a tervopham machine\nfor packing pies. \u003C\u002Fp>\n\n\u003Cp>“townsend peel operator” means an employee who operates a townsend\nmachine for the purposes of peeling sausages. \u003C\u002Fp>\n\n\u003Cp>\"uniform presser\" mean an employee who presses uniforms; \u003C\u002Fp>\n\n\u003Cp>\"uniforms repairer\" means an employee who repairs uniforms; \u003C\u002Fp>\n\n\u003Cp>\"vacuum sealing machine operator\" means an employee who operates, sets and\nmonitors the machine; \u003C\u002Fp>\n\n\u003Cp>\"van sales assistant\" means an employee who assists the van salesman; \u003C\u002Fp>\n\n\u003Cp>\"van salesman\" means an employee who sells company products in designated\nareas and promotes apositive company image; \u003C\u002Fp>\n\n\u003Cp>\"vent cutter\" mean an employee who removes the vents from poultry carcasses;\n\u003C\u002Fp>\n\n\u003Cp>\"vienna skin remover\" means an employee who removes Vienna skins; \u003C\u002Fp>\n\n\u003Cp>\"wages\u002Fsalaries clerk' means an employee who does the payroll and any\npayroll related administration work. \u003C\u002Fp>\n\n\u003Cp>“weigher \u002F recorder” means an employee who weighs and keeps weight\nrecords of stocks. \u003C\u002Fp>\n\n\u003Cp>“working day” means any day between Monday and Saturday except Public\nHolidays.\u003C\u002Fp>\n\n\u003Ch2>4. Grading and wages\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>(1) Every employer shall place each employee in a grade listed in the First\nSchedule appropriate to his\u002Fher occupation, and shall pay a wage to such\nemployee of at least the amount prescribed for the employee‟s grade and no\nemployee shall accept a wage or salary amounting to less than that amount. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) An employee who at the date of commencement of these regulations, is in\nreceipt[t of a higher wage for his particular occupation than the wage\nprescribed in terms of this section shall not, by reason of these regulations,\nsuffer any reduction in his wage. \u003C\u002Fp>\n\n\u003Cp>(3) On promotion to a higher grade an employee shall be paid not less than\n(a) the wage which he last received prior to his promotion ; or (b) the minimum\nwage prescribed for his occupation in such grade; whichever is the greater. \u003C\u002Fp>\n\n\u003Cp>(4) An employee who is required to perform work in a lower grade than that\nin which he is normally employed shall be paid the wage applicable to the grade\nof work which he normally performs. \u003C\u002Fp>\n\n\u003Cp>(5) An employee who is required to perform work in a higher grade than that\nin which he is normally employed shall be paid the wage applicable to such\nhigher grade for all hours or part thereof spent working in the higher\ngrade.\u003C\u002Fp>\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 NEC; and \u003C\u002Fp>\n\n\u003Cp>(c) the NEC after consultation with the Grading Committee shall determine an\ninterim classification of the operation, which shall be subject to ratification\nby the NEC at its next Sectorial meeting; Provided that if the interim\nclassification by the Grading Committee or the final classification by the NEC\nplaces the employee in a grade-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>(1) 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>(2) lower than the employee‟s current grade, an employer may reduce his\nwage to not less than the minimum wage prescribed for such lower grade, with\neffect from the date upon which such classification is determined, unless the\nemployee refuses to accept the lower grade, in which event- \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i)he may be given the relevant notice of termination of employment; and \u003C\u002Fp>\n\n\u003Cp>(ii)During the period of such notice he shall be paid the wage he was\nreceiving prior to such determination. \u003C\u002Fp>\n\n\u003Cp>(7) No employer shall reduce an employee‟s wage for any time not worked if\nthe employee was able and willing and was present at his place of work but the\nemployer was unable or unwilling to furnish him work; Provided that this\nsubsection shall not apply to any time not worked during a period of short time\nas provided in section 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. Hours of work: employees other than shift workers \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(1) The ordinary hours of work for employees other than shift workers and\ninternal Security Guard shall not exceed forty two and half hours per week: \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that the ordinary hours of work per day shall not exceed eight and\nhalf hours.\u003C\u002Fp>\n\n\u003Cp>Provided that the ordinary hours of work per day shall not exceed eight and\nhalf hours. (\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) The ordinary hours of work for Internal Security Guard shall not exceed\nforty-two hours per week: Provided that the ordinary hours of work shall not\nexceed ten hours in any period of twenty – four hours. \u003C\u002Fp>\n\n\u003Cp>(3) An employer may request in the normal manner of communication, but shall\nnot compel an employee to work overtime, and shall, whenever possible, give\ntwenty four hours notice to such employee of such request: Provided that\nemployees needed to render emergency work may not decline requests to work\novertime without reasonable excuse.\u003C\u002Fp>\n\n\u003Cp>(4) No employer shall permit any employee, other than an Internal Security\nGuard, to work more than 50.5 hours, ordinary time and overtime included in\nanyone week, except in the case of emergency work. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(5) Every employee shall receive two days off duty in each week that is\nSaturday and Sunday. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) An employee may be required to work on his days off, but no employee\nshall be required to work on his days off in successive weeks except in the\ncase of emergency work. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(7) No employer shall permit an employee to work more than five hours\nwithout a break of at least thirty minutes. Provided that such continuous\nperiod shall not be deemed to be broken by a break of less than thirty minutes.\n\u003C\u002Fp>\n\n\u003Cp>(8) The employer shall provide each worker with free tea during break time\nand a free meal during lunch. \u003C\u002Fp>\n\n\u003Ch2>6. Hours of work: shift workers\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) The provisions of subsections 3, 4, 5, and 6 of section 5 shall apply to\nshift workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) The ordinary hours of work for shift workers shall not exceed forty two\nand half hours per week;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that the ordinary hours of work shall not exceed nine hours per\nday.\u003C\u002Fp>\n\n\u003Cp>\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 fifteen minutes. \u003C\u002Fp>\n\n\u003Cp>(4) The employer shall provide each shift worker with free tea\u002F beverage\nduring break time and a free meal during the prescribed fifteen-minute break.\n\u003C\u002Fp>\n\n\u003Cp>(5) No employee shall be required to work two shifts in one day, except for\nthe purpose of shifts handover or in a case of emergency work, and no employee\nshall commence work on the new shift until at least twenty-four hours have\nelapsed after the completion of his previous shift. \u003C\u002Fp>\n\n\u003Cp>(6) No shift worker shall be kept on night shift for a continuous period of\nmore than four weeks without his consent. \u003C\u002Fp>\n\n\u003Cp>(7) Shift worker who is changed from night shift to day shift shall be\nplaced on a day shift for a period at least equal to the period that he was on\nnight shift, unless he otherwise agrees. \u003C\u002Fp>\n\n\u003Ch2>7. Hours of work: retail outlets\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) The ordinary hours of work for retail outlets workers shall not exceed\n47 hours per week provided that the ordinary hours of work shall not exceed 8,5\nhours per day. \u003C\u002Fp>\n\n\u003Cp>(2) Every employee shall receive one and a half off dutydays in each week\ni.e. half day on Saturday and full day on Sunday. \u003C\u002Fp>\n\n\u003Ch2>8. Night shift allowance\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who is employed on night shift shall be paid not less than what\nis agreed on the current Collective Bargaining Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. Short time working\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>(1) No employer shall place all or some of his employees on short time\nworking without the prior agreement of Works Council, who may approve that the\nemployees be placed on short-time working for a period of not more than twelve\nmonths. The Works Council should be satisfied that-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. It is economically necessary for the establishment to work short-time and\n\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 interests of the employees to be discharged: \u003C\u002Fp>\n\n\u003Cp>Provided that such agreement shall be sent to the NEC for final approval\nwithin two weeks of receipt of the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) The employer shall upon receipt of the approval of the NEC give at least\none week‟s notice to each employee concerned of the requirement to work short\ntime. (3) Notwithstanding the provisions of section 19, the employee may, at\nany time during the week‟s notice referred to in subsection 2, give his\nemployer notice of termination of his employment as from the time short time\nworking is to start. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) During a period of short time working an employee shall be paid for not\nless than the hours worked by him\u002Fher;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that no employee shall receive less than seventy-five per centum of\nhis current monthly wage in the first six months and 60% for the remainder of\nthe year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(5) Authority issued under the provisions of subsection 1 shall state a. The\nname and address of the employer, and b. The grade or grades of employees\naffected; And the employer shall return such authority to the NEC upon\nresumption of normal hours of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(6) An employer shall give his employees at least one working day‟s notice\nof resumption of normal hours of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. Conversion of rates\u003C\u002Fh2>\n\n\u003Cp> (1) For the purpose of converting a monthly wage to –\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. the weekly equivalent, the monthly wage shall be divided by four and a\nthird. \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 hourly equivalent, the weekly wage shall be divided by the number of\nhours ordinary worked in a week. \u003C\u002Fp>\n\n\u003Ch2>11. Payment of overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>(1) An employer shall pay for overtime in excess of thirty (30) minutes in\nany one week…. \u003C\u002Fp>\n\n\u003Cp>a. During the first eight hours at one and half times the current hourly\nrate of the employee; and \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>b. Thereafter at double the current hourly rate of the employee. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Notwithstanding the provisions of subsection 1, the employer shall pay\nfor overtime on a day-off and weekends at double the current hourly rate. \u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding the provisions of subsection 1, and in addition to the\npayment prescribed in subsection 2, of section 18, the employer shall pay for\novertime on an Industrial holiday at double the hourly rate. \u003C\u002Fp>\n\n\u003Cp>(4) Any employee in grades B4 to C4 may contract with his employer to\ninclude an allowance for over time in a monthly wage in place of the provisions\ncontained in this section for the payment of overtime rate, such allowance\nbeing calculated by multiplying the current hourly rate of such employee by\nthirty-three. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>12. Deductions\u003C\u002Fh2>\n\n\u003Cp>(1) Subject to the provisions of subsection (2), no deductions or set off\nagainst any deductions shall be made or allowed from any remuneration, other\nthan a bonus, due to an employee, except: \u003C\u002Fp>\n\n\u003Cp>a. where an employee is late for work in any one working day in excess of 15\nminutes, the Employer shall deduct the equivalent pay for the time, unless the\ntime is compensated for. \u003C\u002Fp>\n\n\u003Cp>b. where an employee is absent without leave from work on days other than\npaid holidays or vacation leave, a pro rata amount of 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>c. by written stop order for contributions to insurance, medical aid or\npension funds; Trade Union; or \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>d. any amount which the employer is compelled by law or legal process to pay\non behalf of an employee; or \u003C\u002Fp>\n\n\u003Cp>e. where a levy is raised on the 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 rent, an amount not exceeding twenty five\npercent per month. \u003C\u002Fp>\n\n\u003Cp>f. by written authority of the employee, for repayment of amounts due to the\nemployer:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that a deduction from the wage of an employee in respect of money\nlent or cash advanced by the employer shall not exceed twenty five per centum\nof the gross wage of the employee; or g. deductions in terms of subsection (3)\nof section 23; or\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h. by written authority of the employee for payment of union dues to a\nregistered Trade Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) At termination of employment, any balance owing to the employer in\nrespect of cash advanced or money lent may be deducted from the gross\nremuneration due to such employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. Payment of wages\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) Every employer shall pay all remuneration, including wages, overtime,\nbonuses and allowance weekly, fortnightly or monthly, as the case may be, on\ndue date (2) When the services of an employee are terminated, payment of all\nremuneration due shall be made immediately, within one working week of the\ntermination of service. \u003C\u002Fp>\n\n\u003Cp>(3) All remuneration shall be paid either in cash, by cheque or through bank\nand shall be accompanied by a written statement, showing the\nfollowing……..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. the name and grade of the employee; and b. the wage rate; and c. the\ntotal number of hours worked; and d. the amount of overtime; and e. bonus and\nallowance; and f. deductions for the absence without leave, or other deductions\npermitted in terms of section 12; and g. the net amount received by the\nemployee; and h. the period for which payment is made.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(4) Notwithstanding the provisions of subsection (3) council may on\napplication by an employer, authorize such employer to use some other means of\ninforming his employees of the make-up of remuneration.\u003C\u002Fp>\n\n\u003Ch2>14. Piece work, task work and work on a ticket system\u003C\u002Fh2>\n\n\u003Cp>No employer shall give out, and no employee shall perform work on a __\u003C\u002Fp>\n\n\u003Cp>a. piece-work basis; or b. task-work basis; or c. ticket system.\u003C\u002Fp>\n\n\u003Ch2>15. Incentive production schemes\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>(1) Notwithstanding the provisions of section 13, an employer may operate an\nincentive production scheme whereby the remuneration of the employee in excess\nof the minimum wage and payment for overtime, if any maybe determined by\nquantity of output of measures of work performed. \u003C\u002Fp>\n\n\u003Cp>(2) if the council agrees on an incentive production scheme the provision of\nsection 4 which provide for increased wages for continuous service shall not\napply to those employees engaged in such scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. Special provisions: casual employees\u003C\u002Fh2>\n\n\u003Cp>(1) The provisions of sections 19 and 24 shall not apply to casual\nemployees. \u003C\u002Fp>\n\n\u003Cp>(2) An employer shall pay a casual employee the equivalent of at least\ndouble the amount prescribed in the First Schedule for the occupation in which\nhe is employed \u003C\u002Fp>\n\n\u003Cp>(3) The period of notice to be given to casual employee is as per labor\nAct.\u003C\u002Fp>\n\n\u003Ch2>17. Subsistence Allowance\u003C\u002Fh2>\n\n\u003Cp>(1) An employee who is required to work at a place far from his\u002Fher usual\nplace of work as to necessitate his\u002Fher sleeping away from home, shall be\nconveyed to and from such place at the expense of the employer, and shall be\npaid, in addition to his\u002Fher wages for the time during which he\u002Fshe is away\nfrom home:\u003C\u002Fp>\n\n\u003Cp>a. all necessary proved traveling and subsistence expenses; \u003C\u002Fp>\n\n\u003Cp>b. when the employer is not providing, the following shall apply: \u003C\u002Fp>\n\n\u003Cp>Accommodation \u003C\u002Fp>\n\n\u003Cp>Breakfast \u003C\u002Fp>\n\n\u003Cp>Lunch \u003C\u002Fp>\n\n\u003Cp>Dinner \u003C\u002Fp>\n\n\u003Cp>Incidentals \u003C\u002Fp>\n\n\u003Cp>The rates shall be determined by the current collective bargaining\nagreement. This provision shall apply to those employees who by the nature of\ntheir duties will be forced to fore-go lunch.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) Transport Allowance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Every employer in the industry is required to provide a transport allowance\nas per current Collective Bargaining Agreement: Employers that provide\ntransport for their employees to and from work shall be exempted from paying\nthe transport allowance. Employers that provide housing within two (2)\nkilometers of the environs of the company operations shall be exempted from\npaying Transport Allowance. Bicycles.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18 Allocations of Staff Rations\u003C\u002Fh2>\n\n\u003Cp>All employees in the Industry are to be given a monthly allocation of 5 kgs\nof any edible product from an establishment composed of at least 2 kilograms\nprime product with the remaining 3 kilograms being made up of any other\nbyproducts as agreed at works council.\u003C\u002Fp>\n\n\u003Ch2>19. LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19(a) Vacation Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(1) Leave shall be treated as per Labour Act save for vacation leave days\nwhich shall accrue at the rate of twenty-two working days per annum at the\nmaximum accrual ninety days:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) 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\ntherefore; \u003C\u002Fp>\n\n\u003Cp>(ii) Where an establishment has an annual shut down, employees may be\nrequired to take their vacation leave during shut down; \u003C\u002Fp>\n\n\u003Cp>(iii) An employee engaged in work within a seasonal peak may be required to\ntake his vacation leave during off season.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) An employee proceeding on vacation shall, on request, receive his\ncurrent wages for the period of such leave prior to his going on leave. \u003C\u002Fp>\n\n\u003Cp>(4) An employee who has accumulated vacation leave may, with the consent of\nthe employer, elect to be paid his wages for any vacation leave or portion of\nany vacation leave, in addition to his current wages in place of processing on\nsuch leave. \u003C\u002Fp>\n\n\u003Cp>(5) An employee whose employment is terminated for any cause whatsoever,\nshall be paid the cash equivalent to any leave accumulated. \u003C\u002Fp>\n\n\u003Cp>(6) Any period of leave taken by an employee in terms of this section, or\nany additional leave granted by the employer, whether paid or unpaid, or any\nsick leave in terms of section 19, shall not be counted for the purpose of\ncalculating further leave: \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(7) If an establishment observes a holiday or an industrial holiday other an\nannual shut down, the holiday or industrial holiday shall not be offset against\nthe accumulation of vacation leave of an employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19 (b) Special Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>Special Leave on full pay not exceeding 12 days in a calendar year shall be\ngranted by an employer to an employee –\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Who is required to be absent from duty on the instructions of a medical\npractitioner because of a contact with an infectious disease; (b) Who is\nsubpoenaed to attend any court in Zimbabwe as a witness; (c) Who is required to\nattend as a delegate or office bearer at any meeting at a registered trade\nunion representing employees within the undertaking or industry in which the\nemployee is employed; (d) Who is detained for questioning by the Police; (e) On\nthe death of a spouse, parent, child or legal dependent; (f) On any justifiable\ncompassionate ground.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19(c) Industrial Holiday\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(1) 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>(2) Subject to the provisions subsection (3), every employee shall be\ngranted leave of absence on industrial holidays, and shall be paid his current\ndaily wage for every industrial holiday. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) An employer may require an employee to work on any industrial holiday,\nin which case he\u002Fshe shall be paid at double the hourly rate in respect of time\nworked. (4) An employer who may require an employee to work on an industrial\nholiday shall be obliged to provide transport to ferry the employee to and from\nhis place of work. In this case of an employer not being able to provide a mode\nof transport, an employer may discharge his obligation by negotiating with the\nemployee\u002Fcouncil for a transport allowance as compensation for work on the\nindustrial holiday. \u003C\u002Fp>\n\n\u003Cp>(5) Subject to the provision of subsection 4, an employee residing within a\n2km radius from his place of work will not be eligible for any form of\ntransport assistance or any monetary transport allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19(d) Sick Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(1) if an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, the employer shall grant to the employee such facilities\nas may be necessary to enable such employee to be examined by a medical\npractitioner. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(2) Upon being medically examined, an employee shall obtain a medical\ncertificate stating…….. a. whether or not he is fit for work; and b. if he\nis not fit for work, the period for which he is likely to be unfit for work.\n\u003C\u002Fp>\n\n\u003Cp>(3) If an employee has obtained from a medical practitioner a certificate\nstating that he is unfit for work, he shall be paid hid wage by his employer\nwhilst unfit for work, for the period stated by the medical practitioner, but\nnot exceeding in aggregate, one hundred and eighty (180) days in any one year\nof service at ninety (90) calendar days full pay and 90 calendar days half pay.\n\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(4) If an employee has obtained from a medical practitioner a certificate\nstating that he is unfit for work owing to sickness or sickness or accident for\na period longer than that for which benefits are provided for in subsection\n(3), he shall be paid half his wage for a further period not exceeding the\nnumber of days for which he is has been entitled to receive benefits in terms\nof subsection (3). \u003C\u002Fp>\n\n\u003Cp>(5) Subject to the approval of the Minister, the employer shall be entitled\nto terminate the contract of employment upon fulfillment of the provisions of\nsubsections (3) and (4). \u003C\u002Fp>\n\n\u003Cp>(6) A certificate issued by the State registered nurse or suitably qualified\nperson shall be accepted in place of a medical certificate when no medical\npractitioner is available.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>B. An employer may at his\u002Fher discretion institute a medical aid scheme for\nhis\u002Fher employees. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>19(e) Maternity Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(1) Unless more favorable conditions have otherwise been provided for, in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of the section for a period of 98 days on full pay to a female\nemployee who has served for at least one year. (2) On production of a\ncertificate signed by a registered practitioner or a state registered nurse\ncertifying that she is pregnant, a female employee may proceed on maternity\nleave not earlier than the 45th day and not later than the 25th day prior to\nthe expected date of delivery. (3) A female employee shall be entitled to be\ngranted a maximum of 3 periods of maternity leave with respect to her total\nservice to any one employer during which she shall be paid her full\nsalary\u002Fwage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that paid maternity leave shall be granted only once during any\nperiod of 24 months calculated from the day any previous maternity leave was\ngranted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(6) During the period when a female is on maternity leave in accordance with\nthis section, her normal benefits and entitlements, including her right to\nseniority or advancement and the accumulation of Pension rights, shall continue\nuninterrupted in the manner in which they would have continued had she not gone\non such leave, and her period of service shall not be considered as having been\ninterrupted, reduced or broken by the exercise of her right to maternity leave\nin terms this section. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\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 portion or portions of\ntime to which she is so entitled with any other normal breaks so as to\nconstitute longer periods that she may find necessary or convenient for the\npurpose of nursing her child. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(8) Any person who contravenes this section shall be guilty of unfair labour\npractice. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-breastfeeding_workingtime\">\u003Cp>(9) Not withstanding 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 accordance with all the exigencies of her employment and nothing\ndone to prevent any disruption of normal production processes or any\ninterferences with the efficient running of any undertaking or industry shall\nbe held to be in contravention of subsection (7). \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>(10) A female employee shall be entitled to the benefits of subsection (7)\nfor the period during which she actually nurses her child or six months or\nlesser. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>(11) A female employee shall not work on night shift for the period during\nwhich she actually nurses her child or six months whichever is lesser. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>20. Contract and Notice\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>(1) An employer shall inform every employee, in writing, upon engagement, of\nthe nature of his contact, including…………. a. his grade; and c.\nprovision for accommodation; and d. the period of notice required to terminate\nthe contract or employment; and e. the hours of work; and f. the details of any\nbonus or incentive production scheme in operation; and g. provisions for\nbenefits during sickness; and h. provisions for vacation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) Notice period shall be as provide for in the Labour Act section\n12(4).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Where a month‟s notice has been agreed to, it shall run from the first\nday of the month following the date on which notice is given.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Where an employee is housed in accommodation owned by the employer, and\nhis contract of employment is terminated, he shall not be required to vacate\nhis accommodation…….. a. For a period of one month after serving notice in\nterms of the Labour Act section 12(4) b. For a period of one week if he does\nnot serve the required period of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(4) An employee may be engaged on probation for a period not exceeding three\nmonths. \u003C\u002Fp>\n\n\u003Cp>(5) Notwithstanding the provisions of subsection (2), during a probationary\nperiod referred to in subsection (3), the period of notice to be given by\neither party to terminate the contract of employment shall be two weeks from\nthe day of notice. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) Subject to the provisions of subsection (5) of section 19, no employer\nshall give notice of termination of contract whilst the employee is sick or\ndisabled. \u003C\u002Fp>\n\n\u003Cp>(7) Neither an employer nor an employee shall give notice of termination of\ncontract whilst the employee is on vacation leave. \u003C\u002Fp>\n\n\u003Cp>(8) An employee who has given or received notice to terminate employment\nshall not be required or permitted to take vacation leave during the currency\nof such notice period, except by mutual agreement, in writing. \u003C\u002Fp>\n\n\u003Cp>(9) An employer may discharge his obligations by paying an employee full\nwages and allowances for, and in place of, the period of notice to be given in\nterms of this section. (10) Any contract of employment which is for stipulated\nperiod shall specify the date of commencement and the date of termination\ntherefore, and no further notice to terminate the contact on due date shall be\nrequired from either party, except where termination of the contract is before\nthe expiry date. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. Continuous service\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) Continuous service shall be deemed to be broken only by the death,\nresignation, retirement, retrenchment or termination of employment on\nmisconduct of the employee concerned. \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 four months, shall\nnot be taken into consideration in calculating benefits in terms of section 4,\n17, 19 and 25, provided that the employer had not paid such terminal benefits.\n\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 the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that, if such employee is paid by the previous owner a gratuity in\nterms of section 24 in respect of his service with that owner, the gratuity\npayable by the owner on the death, resignation, retirement or discharge of such\nemployee may be reduced by the amount of the gratuity paid by the previous\nowner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(4) An employer shall recognize the length of service of an employee by\nawarding a percentage increase based on current actual wage on completion of\nservice as follows: \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>No of years \u003C\u002Ftd>\n      \u003Ctd>Percentage \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 to 9 years \u003C\u002Ftd>\n      \u003Ctd>2% of actual wage \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 and above\u003C\u002Ftd>\n      \u003Ctd>3% of actual wage \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. Long service Award\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype2\">\u003Cp>An employee who has completed 5 years and above of service shall be paid a\nlong service award upon completion of such service of an amount equivalent to:\n\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>Duration\u003C\u002Ftd>\n      \u003Ctd>Percentage \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 yrs \u003C\u002Ftd>\n      \u003Ctd>75 % of monthly wage and a certificate. \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 yrs \u003C\u002Ftd>\n      \u003Ctd>80%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15 yrs \u003C\u002Ftd>\n      \u003Ctd>85%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20 yrs \u003C\u002Ftd>\n      \u003Ctd>100%\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\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\u003Ch2>23. Record of service\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) An employee whose services are terminated for any cause whatsoever, may\nrequest a record of service from his employer. \u003C\u002Fp>\n\n\u003Cp>(2) The record of service supplied by the employer to the employee shall\nspecify the period of service and the occupation in which he was employed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. Protective clothing\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>(1) Every employer shall supply, whenever necessary, free of charge, one\nwaterproof cap one overcoat, two overalls and a pair of gumboots, or other\nsuitable protective clothing to every employee who, in the course of his\nduties, is habitually exposed to inclement weather, or such protective clothing\nas is reasonably required for the occupation or operation in which the employee\nis engaged. \u003C\u002Fp>\n\n\u003Cp>(2) Protective clothing issued in terms of section 24 (1) shall: a. remain\nthe property of the employer if he is responsible for mending, washing and\notherwise maintaining such clothing; or b. become the property of the employee\nafter three months of continuous service if he is responsible for mending,\nwashing and otherwise maintaining such clothing:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that emblems and insignia provided by the employer to be worn on\nsuch clothing shall remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Subject to the terms of subsection (2), an employee who unlawfully\ndamages clothing supplied in terms of subsection (1) shall be liable for the\ncost of replacement, and the employer may recover such amount from any money\ndue to the employee. \u003C\u002Fp>\n\n\u003Cp>(4) Any employer who recovers the cost of replacement of clothing from an\nemployee in terms of the subsection (3) shall make due allowance for fair wear\nand tear in the assessment of such costs. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. Gratuities on termination of employment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(1) An employee who has completed one year, but less than five years of\ncontinuous service shall, on the termination of such employment, irrespective\nof the circumstances of such termination, be paid a gratuity as specified in\nthe current Collective Bargaining Agreement. \u003C\u002Fp>\n\n\u003Cp>(2) An employee who has completed five or more years of continuous service\nshall, on the termination of such employment, irrespective of circumstance of\nsuch termination, be paid a gratuity of not less than the amount derived by\nmultiplying the number of completed years of continuous service by the\nappropriate percentage as set in the current Collective Bargaining Agreement\nemployee‟s wage. \u003C\u002Fp>\n\n\u003Cp>(3) If an employee who has completed one or more years of continuous service\ndies before receiving a gratuity in terms of subsections (1) and (2), there\nshall be paid to his beneficiary the sum which the employee would have received\nif his contract of employment had terminated on the day of death. \u003C\u002Fp>\n\n\u003Cp>(4) Notwithstanding the provisions of subsection (2) and (3), no gratuity\nshall be payable under this section if the employer has made provisions for a\npension fund registered in terms of the Pension and Provident Fund Act, and not\nless favorable than those prescribed in this section.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. Copy of agreement and Notice\u003C\u002Fh2>\n\n\u003Cp>(1) Every employer shall exhibit a copy of these regulations and amendments\nthereto in a place easily accessible to every employee. (2) Every employer\nshall exhibit a notice in the form set out in the First Schedule, showing the\nnumber of ordinary working hrs per week\u002Fmonth and the normal daily times of\nstarting and times of finishing work in his establishment for each class or\ngroup of employees, and the industrial holidays to be observed.\u003C\u002Fp>\n\n\u003Cp>(3) No person shall, without lawful cause, alter, deface or remove, or cause\nto be altered, defaced or removed, the copy of the regulations save on the\ninstruction of the employer when carrying out his responsibilities under\nsubsections (1) and (2).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. Registration of council levies\u003C\u002Fh2>\n\n\u003Cp>(1) Every employer in the sector, at the time of coming into operation of\nthis agreement shall, within one month of that date, unless it had already been\ndone, notify the General secretary of his full name, postal and physical\naddress and a summary of the activities of the undertaking. \u003C\u002Fp>\n\n\u003Cp>(2) All employers and employees engaged in the Meat, Fish, Poultry, Abattoir\nand Meat Processing Industry shall, from the date of publication of this\nagreement, pay levies to the council and employers shall deduct from the wage\nor salary of each of the said employees the appropriate levies as directed by\nthe council from time to time. \u003C\u002Fp>\n\n\u003Cp>(3) The levy to be paid shall be paid monthly in respective of all employees\nemployed by the employer.\u003C\u002Fp>\n\n\u003Cp>(4) The levy shall be paid by the employee and the employer at the rate set\nby the council from time to time. Provided that…. \u003C\u002Fp>\n\n\u003Cp>i. No levy shall be payable where owing to short-time working or any other\ncause an employee‟s pay is reduced below seventy-five per-centum of his\nnormal wage or salary; \u003C\u002Fp>\n\n\u003Cp>ii. No deduction shall be made in respect of an employee who is off sick for\na period in excess of 30 days and not in respect of sick leave pay or a\nsubstitute payment: and \u003C\u002Fp>\n\n\u003Cp>iii. Deduction shall be made in advance from the leave pay paid to an\nemployee prior to his commencing his leave. \u003C\u002Fp>\n\n\u003Cp>(5) Each employer shall forward the total amount of the employee and\nemployer‟s levies, to be received at the council‟s office not less than the\nfifteenth day of the month following that to which the levies relate. \u003C\u002Fp>\n\n\u003Cp>(6) The provisions of this section shall also apply to contract employees.\n\u003C\u002Fp>\n\n\u003Cp>(7) A registered Trade Union, which is party to this agreement, shall be\nentitled to charge a service fee of 2 percent of the employee‟s annual salary\non non-members who benefit from the Collective Bargaining Agreement by the\nTrade Union.\u003C\u002Fp>\n\n\u003Ch2>27. Exemptions\u003C\u002Fh2>\n\n\u003Cp>(1) The National Employment council Exemption committee may, in its sole\ndiscretion, and upon considering the following: \u003C\u002Fp>\n\n\u003Cp>a) The basis of the application \u003C\u002Fp>\n\n\u003Cp>b) The viability of the company applying \u003C\u002Fp>\n\n\u003Cp>c) The duration of relief sought \u003C\u002Fp>\n\n\u003Cp>d) The short and long term impact of the application \u003C\u002Fp>\n\n\u003Cp>e) Signed works council minutes \u003C\u002Fp>\n\n\u003Cp>f) Current financial statements \u003C\u002Fp>\n\n\u003Cp>g) Bank statements ( backdating to three months at most) \u003C\u002Fp>\n\n\u003Cp>h) Efforts put at company level or strategies put in place to cut costs in\nthe previous three months, \u003C\u002Fp>\n\n\u003Cp>And such terms and conditions as it may determine, grant exemption in\nwriting from any of the provisions of this agreement to an employer or\nemployee.\u003C\u002Fp>\n\n\u003Cp>(2) Applications for exemption in terms of subsection (1) shall be made in\nwriting, to the NEC giving reasons thereof. (3) Any such exemption granted may\nbe reviewed or withdrawn by the NEC Exemption Committee depending on changed\ncircumstances. (4) In the case of Wage negotiations, exemption applications\nshould be made within 21 days from the date of the Collective Bargaining\nAgreement. (5)The NEC shall finalize the matter within 30 days from date of\nreceipt of the application.\u003C\u002Fp>\n\n\u003Ch2>28. Administration\u003C\u002Fh2>\n\n\u003Cp>The council shall be the body responsible for the administration of this\nagreementand may issue expressions\u003C\u002Fp>\n\n\u003Ch2>29. Binding nature of collective bargaining agreement\u003C\u002Fh2>\n\n\u003Cp>For the benefit of all employers and employees covered under and on whom\nthis agreement is binding, section 82 (3) of the Labour Act (Chapter 28:01)\nprovides that any person who fails to comply with the provisions of a\ncollective bargaining agreement which is binding upon him\u002Fher shall, without\nderogation from any other remedies that may be available against him\u002Fher for\nits enforcement: a) Commit an unfair labour practice for which redress may be\nsought in terms of Part XII; and b) Be guilty of an offence and liable to a\nfine not exceeding level seven or to imprisonment for a period not exceeding\none year or to both such fine and imprisonment.\u003C\u002Fp>\n\n\u003Ch2>30. Declaration\u003C\u002Fh2>\n\n\u003Cp>The Trade unions and employers‟ organization, 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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed at Harare, on behalf of the employees and the employers on\nthis………….day of……………2013. \u003C\u002Fp>\n\n\u003Cp>_______________________________________________ \u003C\u002Fp>\n\n\u003Cp>K. M. NHONGO \u003C\u002Fp>\n\n\u003Cp>Chairman of the National Employment Council for the Food and Allied\nIndustries\u003C\u002Fp>\n\n\u003Cp>_______________________________________________ \u003C\u002Fp>\n\n\u003Cp>F. JENA \u003C\u002Fp>\n\n\u003Cp>General Secretary of the National Employment Council for the Food and Allied\nIndustries\u003C\u002Fp>\n\n\u003Cp>_______________________________________________ \u003C\u002Fp>\n\n\u003Cp>O. M. CHIKUNDA \u003C\u002Fp>\n\n\u003Cp>Chairman of the Meat, Fish, Poultry & Abattoir Processing Industry\u003C\u002Fp>\n\n\u003Cp>_______________________________________________ \u003C\u002Fp>\n\n\u003Cp>Z. MATSIKA \u003C\u002Fp>\n\n\u003Cp>Secretary of the Meat, Fish, Poultry & Abattoir Processing Industry\u003C\u002Fp>\n\n\u003Cp>_______________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>R. NYAKANYANG\u003C\u002Fp>\n\n\u003Cp>President of the Meat, Fish, Poultry & Abattoir Processing Industry \u003C\u002Fp>\n\n\u003Cp>_______________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>S. SITHOLE \u003C\u002Fp>\n\n\u003Cp>Secretary of the Meat, Fish, Poultry & Abattoir Processing Industry of\nthe Meat, Fish, Poultry & Abattoir Processing Industry\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade: A1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Artisan Aid\n\n        \u003Cp>Bag Sealer\u003C\u002Fp>\n\n        \u003Cp>Bone and blood-meal preparer\u003C\u002Fp>\n\n        \u003Cp>Carcass washer \u002F cleaner\u003C\u002Fp>\n\n        \u003Cp>Checker\u003C\u002Fp>\n\n        \u003Cp>Chill tanker\u003C\u002Fp>\n\n        \u003Cp>Clamps remover\u003C\u002Fp>\n\n        \u003Cp>Cleaner\u003C\u002Fp>\n\n        \u003Cp>Cleat remover\u003C\u002Fp>\n\n        \u003Cp>Counter\u003C\u002Fp>\n\n        \u003Cp>Cropper\u003C\u002Fp>\n\n        \u003Cp>General Hand\u003C\u002Fp>\n\n        \u003Cp>Giblet chiller\u003C\u002Fp>\n\n        \u003Cp>Gizzard remover\u003C\u002Fp>\n\n        \u003Cp>Hanger\u003C\u002Fp>\n\n        \u003Cp>Hides treater\u003C\u002Fp>\n\n        \u003Cp>Hock cutter\u003C\u002Fp>\n\n        \u003Cp>Kitchen attendant\u002Forderly\u003C\u002Fp>\n\n        \u003Cp>Labeler\u003C\u002Fp>\n\n        \u003Cp>Laundry hand\u003C\u002Fp>\n\n        \u003Cp>Loader\u002Foffloader\u003C\u002Fp>\n\n        \u003Cp>Neck cutter\u003C\u002Fp>\n\n        \u003Cp>Offal-cleaner\u003C\u002Fp>\n\n        \u003Cp>Offal separator\u002Ftrimmer\u003C\u002Fp>\n\n        \u003Cp>Packer \u002F wrapper\u003C\u002Fp>\n\n        \u003Cp>Pie-meat\u002F pastry divider\u003C\u002Fp>\n\n        \u003Cp>Pie-wrapper\u003C\u002Fp>\n\n        \u003Cp>Pinner\u003C\u002Fp>\n\n        \u003Cp>Poultry gizzard cutter\u003C\u002Fp>\n\n        \u003Cp>Restrainer \u002F Drover\u003C\u002Fp>\n\n        \u003Cp>Retort loader\u002F off loader and stacker\u003C\u002Fp>\n\n        \u003Cp>Sanitation attendant\u003C\u002Fp>\n\n        \u003Cp>Sausage casing preparer\u003C\u002Fp>\n\n        \u003Cp>Sausage twister\u003C\u002Fp>\n\n        \u003Cp>Tallow renderer\u003C\u002Fp>\n\n        \u003Cp>Tea maker\u003C\u002Fp>\n\n        \u003Cp>Vent cutter\u003C\u002Fp>\n\n        \u003Cp>Vienna –skin remover\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: A2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Bio-security attendant\n\n        \u003Cp>Boiler attendant\u003C\u002Fp>\n\n        \u003Cp>Bone crusher operator\u003C\u002Fp>\n\n        \u003Cp>Blood dryer operator\u003C\u002Fp>\n\n        \u003Cp>Can-seamer operator\u003C\u002Fp>\n\n        \u003Cp>Carcass marker\u003C\u002Fp>\n\n        \u003Cp>Carcass trimmer\u003C\u002Fp>\n\n        \u003Cp>Chill tank hanger\u003C\u002Fp>\n\n        \u003Cp>CuringCellar Attendant\u003C\u002Fp>\n\n        \u003Cp>Dicer operator\u003C\u002Fp>\n\n        \u003Cp>Driver‟s assistant\u003C\u002Fp>\n\n        \u003Cp>Egg glazer\u003C\u002Fp>\n\n        \u003Cp>Electric bone saw operator\u003C\u002Fp>\n\n        \u003Cp>Evaporator operator\u003C\u002Fp>\n\n        \u003Cp>Filleter\u003C\u002Fp>\n\n        \u003Cp>Halaal observer\u003C\u002Fp>\n\n        \u003Cp>Heat sealing machine operator\u003C\u002Fp>\n\n        \u003Cp>Ingest extractor\u003C\u002Fp>\n\n        \u003Cp>Labeling\u002FPacking machine operator\u003C\u002Fp>\n\n        \u003Cp>Lard\u002Fdripping maker\u003C\u002Fp>\n\n        \u003Cp>Laundry machine operator\u003C\u002Fp>\n\n        \u003Cp>Livestock slapper\u003C\u002Fp>\n\n        \u003Cp>Meat ball machine operator\u003C\u002Fp>\n\n        \u003Cp>Mincing machine operator (manual)\u003C\u002Fp>\n\n        \u003Cp>Pastry roller\u003C\u002Fp>\n\n        \u003Cp>Pie- making machine operator\u003C\u002Fp>\n\n        \u003Cp>Pie-oven operator\u003C\u002Fp>\n\n        \u003Cp>Pig scraper\u002FPoultry scalder \u002F Fish scraper\u003C\u002Fp>\n\n        \u003Cp>Plant operator\u003C\u002Fp>\n\n        \u003Cp>Portion weigher\u003C\u002Fp>\n\n        \u003Cp>Sausage roll maker\u003C\u002Fp>\n\n        \u003Cp>Shrink wrapping machine operator\u003C\u002Fp>\n\n        \u003Cp>Slicing machine operator\u003C\u002Fp>\n\n        \u003Cp>Stunner\u003C\u002Fp>\n\n        \u003Cp>Sump-attendant\u003C\u002Fp>\n\n        \u003Cp>Uniform repairer\u003C\u002Fp>\n\n        \u003Cp>Uniform presser\u003C\u002Fp>\n\n        \u003Cp>Vaccum sealing machine operator\u003C\u002Fp>\n\n        \u003Cp>Van sales assistant\u003C\u002Fp>\n\n        \u003Cp>Weigher\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: A3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Can seam inspector\n\n        \u003Cp>Band saw operator\u003C\u002Fp>\n\n        \u003Cp>Can filling machine operator\u003C\u002Fp>\n\n        \u003Cp>Carcass-sorter \u002F sorting & traying hand\u003C\u002Fp>\n\n        \u003Cp>Filing clerk\u003C\u002Fp>\n\n        \u003Cp>Filler machine operator\u003C\u002Fp>\n\n        \u003Cp>Freezer attendant\u003C\u002Fp>\n\n        \u003Cp>Hoist machine operator\u003C\u002Fp>\n\n        \u003Cp>Internal Security Guard\u003C\u002Fp>\n\n        \u003Cp>Livestock eviscerator\u003C\u002Fp>\n\n        \u003Cp>Meat curer\u003C\u002Fp>\n\n        \u003Cp>Messenger\u003C\u002Fp>\n\n        \u003Cp>Mincing machine operator (heavy duty)\u003C\u002Fp>\n\n        \u003Cp>Office orderly\u003C\u002Fp>\n\n        \u003Cp>Order assembler\u003C\u002Fp>\n\n        \u003Cp>Poultry grader\u003C\u002Fp>\n\n        \u003Cp>Scalding tank operator\u003C\u002Fp>\n\n        \u003Cp>Stores Assistant\u003C\u002Fp>\n\n        \u003Cp>Skinner\u002Fflayer\u003C\u002Fp>\n\n        \u003Cp>Strapping machine operator\u003C\u002Fp>\n\n        \u003Cp>Townsend peel operator\u003C\u002Fp>\n\n        \u003Cp>Weigher and recorder\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: B1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Carcass divider \u002F backsplitter\n\n        \u003Cp>Carcass weigher\u003C\u002Fp>\n\n        \u003Cp>Cook\u003C\u002Fp>\n\n        \u003Cp>Cooker \u002F smoker\u003C\u002Fp>\n\n        \u003Cp>Deli-Assistant\u003C\u002Fp>\n\n        \u003Cp>De gutter\u003C\u002Fp>\n\n        \u003Cp>De-rinder machine operator\u003C\u002Fp>\n\n        \u003Cp>Filleter\u003C\u002Fp>\n\n        \u003Cp>Forklift Driver\u003C\u002Fp>\n\n        \u003Cp>Freezer clerk\u003C\u002Fp>\n\n        \u003Cp>Maintenance stores clerk\u003C\u002Fp>\n\n        \u003Cp>Multivac machine operator\u003C\u002Fp>\n\n        \u003Cp>Pest control attendant\u003C\u002Fp>\n\n        \u003Cp>Pie wrapping machine operator\u003C\u002Fp>\n\n        \u003Cp>Skinning machine operator\u003C\u002Fp>\n\n        \u003Cp>Shop assistant\u003C\u002Fp>\n\n        \u003Cp>Sticker\u002FBleeder\u003C\u002Fp>\n\n        \u003Cp>Spiral freezer operator\u003C\u002Fp>\n\n        \u003Cp>Tervopham machine operator \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: B2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Camwheat machine operator\n\n        \u003Cp>Blockman\u003C\u002Fp>\n\n        \u003Cp>Bawl cutter\u002Fchopper operator\u003C\u002Fp>\n\n        \u003Cp>Charge-hand\u003C\u002Fp>\n\n        \u003Cp>Deboner\u003C\u002Fp>\n\n        \u003Cp>Dispatch orders clerk\u003C\u002Fp>\n\n        \u003Cp>Driver class 4\u003C\u002Fp>\n\n        \u003Cp>Invoice clerk\u003C\u002Fp>\n\n        \u003Cp>Issuing \u002F Receiving Clerk\u003C\u002Fp>\n\n        \u003Cp>Livestock receiving clerk\u003C\u002Fp>\n\n        \u003Cp>Merchandiser\u003C\u002Fp>\n\n        \u003Cp>Maintenance administration clerk\u003C\u002Fp>\n\n        \u003Cp>Maintenance assistant\u003C\u002Fp>\n\n        \u003Cp>Personnel clerk\u003C\u002Fp>\n\n        \u003Cp>Production clerk\u003C\u002Fp>\n\n        \u003Cp>Quality control clerk\u003C\u002Fp>\n\n        \u003Cp>Quality checker\u003C\u002Fp>\n\n        \u003Cp>Tractor driver\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: B3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Artisan Assistant class 4\n\n        \u003Cp>Brine injector operator\u003C\u002Fp>\n\n        \u003Cp>Data-capture operator\u003C\u002Fp>\n\n        \u003Cp>Driver up to 5 tonnes\u003C\u002Fp>\n\n        \u003Cp>Ingredients mixer\u003C\u002Fp>\n\n        \u003Cp>Retort operator\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: B4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Artisan Assistant class 3\n\n        \u003Cp>Bus driver class 1\u003C\u002Fp>\n\n        \u003Cp>Cashier \u002F Till Operator\u003C\u002Fp>\n\n        \u003Cp>C.O.D van sales clerk\u003C\u002Fp>\n\n        \u003Cp>Counter sales clerk\u003C\u002Fp>\n\n        \u003Cp>Dispatch checker\u003C\u002Fp>\n\n        \u003Cp>Driver more than 5 tonnes\u003C\u002Fp>\n\n        \u003Cp>Leading hand\u002F Foreman\u003C\u002Fp>\n\n        \u003Cp>Sales representative\u003C\u002Fp>\n\n        \u003Cp>Van salesman\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: B5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Artisan Assistant class 2\n\n        \u003Cp>Exports clerk\u003C\u002Fp>\n\n        \u003Cp>Nurse Aid\u003C\u002Fp>\n\n        \u003Cp>Receptionist\u003C\u002Fp>\n\n        \u003Cp>Laboratory assistant\u003C\u002Fp>\n\n        \u003Cp>Stores control clerk\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: C1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cash book clerk\n\n        \u003Cp>Creditors clerk\u003C\u002Fp>\n\n        \u003Cp>Debtors Clerk\u003C\u002Fp>\n\n        \u003Cp>Reconciliation clerk\u003C\u002Fp>\n\n        \u003Cp>Stock Controller\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: C2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General accounts clerk\n\n        \u003Cp>Quality inspector\u003C\u002Fp>\n\n        \u003Cp>Wages \u002F Salaries clerk\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: C3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Artisan\n\n        \u003Cp>Secretary\u003C\u002Fp>\n\n        \u003Cp>Security supervisor\u003C\u002Fp>\n\n        \u003Cp>Shop supervisor\u003C\u002Fp>\n\n        \u003Cp>Supervisor\u003C\u002Fp>\n\n        \u003Cp>Stores controller \u002F supervisor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade: C4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Personnel assistant\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>Meat, Fish, Poultry and Abattoir Secretarial Interpretations for the N.E.C\nAgreement\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            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"overtimeallowanceperc1_general":56,"maternity_nursing_breaks_length":60,"ONCERISE_trigger":64,"maternity_nursing_breaks_duration":68,"hourspweek_select":72,"maternitydiscrimination":75,"pregnancy":79,"nursingmothers":83,"maternityotherclause":86,"protectiveclothing":90,"paidmaternityleavepay":94,"pensionfund":96,"OVERTIME_trigger":100,"ADMINISTRATIVE_trigger":103,"jobclassifaction1":107,"healthcareaccess":111,"healthinsurance":115,"COMMUTE_trigger":117,"FLEXWORK_trigger":121,"WAGES_determined":125,"breastfeeding_dangerouswork":129,"contracttrial":131,"sicknesspay":135,"longserviceallowancetype2":139,"TRADEUNLEAV_trigger":143,"SCHEDULE_trigger":145,"longtermillness":149,"schedulesrestpw":153,"NOCTPREM_trigger":156,"LOWWAGE_trigger":160,"breastfeeding_workingtime":164,"bankholidays1":168,"overtimeallowancetype":172,"SENIOR_trigger":175,"sicknessmaxdays":177,"paidmaternityleave":179,"childcare":182,"contractseverancepay":184,"PAIDLEAV_trigger":188,"deathrelatives":192},{"bindId":45,"name":46,"text":47},"disabilitypay","(1) if an employee, whilst at work, clai","(1) if an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, the employer shall grant to the employee such facilities\nas may be necessary to enable such employee to be examined by a medical\npractitioner. \n\n(2) Upon being medically examined, an employee shall obtain a medical\ncertificate stating…….. a. whether or not he is fit for work; and b. if he\nis not fit for work, the period for which he is likely to be unfit for work.\n\n\n(3) If an employee has obtained from a medical practitioner a certificate\nstating that he is unfit for work, he shall be paid hid wage by his employer\nwhilst unfit for work, for the period stated by the medical practitioner, but\nnot exceeding in aggregate, one hundred and eighty (180) days in any one year\nof service at ninety (90) calendar days full pay and 90 calendar days half pay.\n",{"bindId":49,"name":50,"text":51},"hourspday_select","(1) The ordinary hours of work for emplo","(1) The ordinary hours of work for employees other than shift workers and\ninternal Security Guard shall not exceed forty two and half hours per week: \n\nProvided that the ordinary hours of work per day shall not exceed eight and\nhalf hours.\n\nProvided that the ordinary hours of work per day shall not exceed eight and\nhalf hours. (",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(1) Unless more favorable conditions hav","(1) Unless more favorable conditions have otherwise been provided for, in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of the section for a period of 98 days on full pay to a female\nemployee who has served for at least one year. (2) On production of a\ncertificate signed by a registered practitioner or a state registered nurse\ncertifying that she is pregnant, a female employee may proceed on maternity\nleave not earlier than the 45th day and not later than the 25th day prior to\nthe expected date of delivery. (3) A female employee shall be entitled to be\ngranted a maximum of 3 periods of maternity leave with respect to her total\nservice to any one employer during which she shall be paid her full\nsalary\u002Fwage.",{"bindId":57,"name":58,"text":59},"overtimeallowanceperc1_general","(1) An employer shall pay for overtime i","(1) An employer shall pay for overtime in excess of thirty (30) minutes in\nany one week…. \n\na. During the first eight hours at one and half times the current hourly\nrate of the employee; and ",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_length","(10) A female employee shall be entitled","(10) A female employee shall be entitled to the benefits of subsection (7)\nfor the period during which she actually nurses her child or six months or\nlesser. ",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","(1) Notwithstanding the provisions of se","(1) Notwithstanding the provisions of section 13, an employer may operate an\nincentive production scheme whereby the remuneration of the employee in excess\nof the minimum wage and payment for overtime, if any maybe determined by\nquantity of output of measures of work performed. \n\n(2) if the council agrees on an incentive production scheme the provision of\nsection 4 which provide for increased wages for continuous service shall not\napply to those employees engaged in such scheme.",{"bindId":69,"name":70,"text":71},"maternity_nursing_breaks_duration","(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 portion or portions of\ntime to which she is so entitled with any other normal breaks so as to\nconstitute longer periods that she may find necessary or convenient for the\npurpose of nursing her child. ",{"bindId":73,"name":50,"text":74},"hourspweek_select","(1) The ordinary hours of work for employees other than shift workers and\ninternal Security Guard shall not exceed forty two and half hours per week: ",{"bindId":76,"name":77,"text":78},"maternitydiscrimination","(6) During the period when a female is o","(6) During the period when a female is on maternity leave in accordance with\nthis section, her normal benefits and entitlements, including her right to\nseniority or advancement and the accumulation of Pension rights, shall continue\nuninterrupted in the manner in which they would have continued had she not gone\non such leave, and her period of service shall not be considered as having been\ninterrupted, reduced or broken by the exercise of her right to maternity leave\nin terms this section. ",{"bindId":80,"name":81,"text":82},"pregnancy","(11) A female employee shall not work on","(11) A female employee shall not work on night shift for the period during\nwhich she actually nurses her child or six months whichever is lesser. ",{"bindId":84,"name":70,"text":85},"nursingmothers","(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 portion or portions of\ntime to which she is so entitled with any other normal breaks so as to\nconstitute longer periods that she may find necessary or convenient for the\npurpose of nursing her child. \n\n(8) Any person who contravenes this section shall be guilty of unfair labour\npractice. \n\n(9) Not withstanding 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 accordance with all the exigencies of her employment and nothing\ndone to prevent any disruption of normal production processes or any\ninterferences with the efficient running of any undertaking or industry shall\nbe held to be in contravention of subsection (7). \n\n(10) A female employee shall be entitled to the benefits of subsection (7)\nfor the period during which she actually nurses her child or six months or\nlesser. ",{"bindId":87,"name":88,"text":89},"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. \n\n(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. ",{"bindId":91,"name":92,"text":93},"protectiveclothing","(1) Every employer shall supply, wheneve","(1) Every employer shall supply, whenever necessary, free of charge, one\nwaterproof cap one overcoat, two overalls and a pair of gumboots, or other\nsuitable protective clothing to every employee who, in the course of his\nduties, is habitually exposed to inclement weather, or such protective clothing\nas is reasonably required for the occupation or operation in which the employee\nis engaged. \n\n(2) Protective clothing issued in terms of section 24 (1) shall: a. remain\nthe property of the employer if he is responsible for mending, washing and\notherwise maintaining such clothing; or b. become the property of the employee\nafter three months of continuous service if he is responsible for mending,\nwashing and otherwise maintaining such clothing:\n\n\n\nProvided that emblems and insignia provided by the employer to be worn on\nsuch clothing shall remain the property of the employer.\n\n\n\n(3) Subject to the terms of subsection (2), an employee who unlawfully\ndamages clothing supplied in terms of subsection (1) shall be liable for the\ncost of replacement, and the employer may recover such amount from any money\ndue to the employee. \n\n(4) Any employer who recovers the cost of replacement of clothing from an\nemployee in terms of the subsection (3) shall make due allowance for fair wear\nand tear in the assessment of such costs. ",{"bindId":95,"name":54,"text":55},"paidmaternityleavepay",{"bindId":97,"name":98,"text":99},"pensionfund","c. by written stop order for contributio","c. by written stop order for contributions to insurance, medical aid or\npension funds; Trade Union; or ",{"bindId":101,"name":58,"text":102},"OVERTIME_trigger","(1) An employer shall pay for overtime in excess of thirty (30) minutes in\nany one week…. \n\na. During the first eight hours at one and half times the current hourly\nrate of the employee; and \n\nb. Thereafter at double the current hourly rate of the employee. \n\n(2) Notwithstanding the provisions of subsection 1, the employer shall pay\nfor overtime on a day-off and weekends at double the current hourly rate. \n\n(3) Notwithstanding the provisions of subsection 1, and in addition to the\npayment prescribed in subsection 2, of section 18, the employer shall pay for\novertime on an Industrial holiday at double the hourly rate. \n\n(4) Any employee in grades B4 to C4 may contract with his employer to\ninclude an allowance for over time in a monthly wage in place of the provisions\ncontained in this section for the payment of overtime rate, such allowance\nbeing calculated by multiplying the current hourly rate of such employee by\nthirty-three. ",{"bindId":104,"name":105,"text":106},"ADMINISTRATIVE_trigger","Special Leave on full pay not exceeding ","Special Leave on full pay not exceeding 12 days in a calendar year shall be\ngranted by an employer to an employee –\n\n\n\n(a) Who is required to be absent from duty on the instructions of a medical\npractitioner because of a contact with an infectious disease; (b) Who is\nsubpoenaed to attend any court in Zimbabwe as a witness; (c) Who is required to\nattend as a delegate or office bearer at any meeting at a registered trade\nunion representing employees within the undertaking or industry in which the\nemployee is employed; (d) Who is detained for questioning by the Police; (e) On\nthe death of a spouse, parent, child or legal dependent; (f) On any justifiable\ncompassionate ground.",{"bindId":108,"name":109,"text":110},"jobclassifaction1"," Grade: A1 Artisan Aid Bag Sealer Bone a","\n  \n  \n  \n    \n      Grade: A1\n    \n    \n      Artisan Aid\n\n        Bag Sealer\n\n        Bone and blood-meal preparer\n\n        Carcass washer \u002F cleaner\n\n        Checker\n\n        Chill tanker\n\n        Clamps remover\n\n        Cleaner\n\n        Cleat remover\n\n        Counter\n\n        Cropper\n\n        General Hand\n\n        Giblet chiller\n\n        Gizzard remover\n\n        Hanger\n\n        Hides treater\n\n        Hock cutter\n\n        Kitchen attendant\u002Forderly\n\n        Labeler\n\n        Laundry hand\n\n        Loader\u002Foffloader\n\n        Neck cutter\n\n        Offal-cleaner\n\n        Offal separator\u002Ftrimmer\n\n        Packer \u002F wrapper\n\n        Pie-meat\u002F pastry divider\n\n        Pie-wrapper\n\n        Pinner\n\n        Poultry gizzard cutter\n\n        Restrainer \u002F Drover\n\n        Retort loader\u002F off loader and stacker\n\n        Sanitation attendant\n\n        Sausage casing preparer\n\n        Sausage twister\n\n        Tallow renderer\n\n        Tea maker\n\n        Vent cutter\n\n        Vienna –skin remover\n      \n    \n    \n      Grade: A2\n    \n    \n      Bio-security attendant\n\n        Boiler attendant\n\n        Bone crusher operator\n\n        Blood dryer operator\n\n        Can-seamer operator\n\n        Carcass marker\n\n        Carcass trimmer\n\n        Chill tank hanger\n\n        CuringCellar Attendant\n\n        Dicer operator\n\n        Driver‟s assistant\n\n        Egg glazer\n\n        Electric bone saw operator\n\n        Evaporator operator\n\n        Filleter\n\n        Halaal observer\n\n        Heat sealing machine operator\n\n        Ingest extractor\n\n        Labeling\u002FPacking machine operator\n\n        Lard\u002Fdripping maker\n\n        Laundry machine operator\n\n        Livestock slapper\n\n        Meat ball machine operator\n\n        Mincing machine operator (manual)\n\n        Pastry roller\n\n        Pie- making machine operator\n\n        Pie-oven operator\n\n        Pig scraper\u002FPoultry scalder \u002F Fish scraper\n\n        Plant operator\n\n        Portion weigher\n\n        Sausage roll maker\n\n        Shrink wrapping machine operator\n\n        Slicing machine operator\n\n        Stunner\n\n        Sump-attendant\n\n        Uniform repairer\n\n        Uniform presser\n\n        Vaccum sealing machine operator\n\n        Van sales assistant\n\n        Weigher\n      \n    \n    \n      Grade: A3\n    \n    \n      Can seam inspector\n\n        Band saw operator\n\n        Can filling machine operator\n\n        Carcass-sorter \u002F sorting & traying hand\n\n        Filing clerk\n\n        Filler machine operator\n\n        Freezer attendant\n\n        Hoist machine operator\n\n        Internal Security Guard\n\n        Livestock eviscerator\n\n        Meat curer\n\n        Messenger\n\n        Mincing machine operator (heavy duty)\n\n        Office orderly\n\n        Order assembler\n\n        Poultry grader\n\n        Scalding tank operator\n\n        Stores Assistant\n\n        Skinner\u002Fflayer\n\n        Strapping machine operator\n\n        Townsend peel operator\n\n        Weigher and recorder\n      \n    \n    \n      Grade: B1\n    \n    \n      Carcass divider \u002F backsplitter\n\n        Carcass weigher\n\n        Cook\n\n        Cooker \u002F smoker\n\n        Deli-Assistant\n\n        De gutter\n\n        De-rinder machine operator\n\n        Filleter\n\n        Forklift Driver\n\n        Freezer clerk\n\n        Maintenance stores clerk\n\n        Multivac machine operator\n\n        Pest control attendant\n\n        Pie wrapping machine operator\n\n        Skinning machine operator\n\n        Shop assistant\n\n        Sticker\u002FBleeder\n\n        Spiral freezer operator\n\n        Tervopham machine operator \n      \n    \n    \n      Grade: B2\n    \n    \n      Camwheat machine operator\n\n        Blockman\n\n        Bawl cutter\u002Fchopper operator\n\n        Charge-hand\n\n        Deboner\n\n        Dispatch orders clerk\n\n        Driver class 4\n\n        Invoice clerk\n\n        Issuing \u002F Receiving Clerk\n\n        Livestock receiving clerk\n\n        Merchandiser\n\n        Maintenance administration clerk\n\n        Maintenance assistant\n\n        Personnel clerk\n\n        Production clerk\n\n        Quality control clerk\n\n        Quality checker\n\n        Tractor driver\n      \n    \n    \n      Grade: B3\n    \n    \n      Artisan Assistant class 4\n\n        Brine injector operator\n\n        Data-capture operator\n\n        Driver up to 5 tonnes\n\n        Ingredients mixer\n\n        Retort operator\n      \n    \n    \n      Grade: B4\n    \n    \n      Artisan Assistant class 3\n\n        Bus driver class 1\n\n        Cashier \u002F Till Operator\n\n        C.O.D van sales clerk\n\n        Counter sales clerk\n\n        Dispatch checker\n\n        Driver more than 5 tonnes\n\n        Leading hand\u002F Foreman\n\n        Sales representative\n\n        Van salesman\n      \n    \n    \n      Grade: B5\n    \n    \n      Artisan Assistant class 2\n\n        Exports clerk\n\n        Nurse Aid\n\n        Receptionist\n\n        Laboratory assistant\n\n        Stores control clerk\n      \n    \n    \n      Grade: C1\n    \n    \n      Cash book clerk\n\n        Creditors clerk\n\n        Debtors Clerk\n\n        Reconciliation clerk\n\n        Stock Controller\n      \n    \n    \n      Grade: C2\n    \n    \n      General accounts clerk\n\n        Quality inspector\n\n        Wages \u002F Salaries clerk\n      \n    \n    \n      Grade: C3\n    \n    \n      Artisan\n\n        Secretary\n\n        Security supervisor\n\n        Shop supervisor\n\n        Supervisor\n\n        Stores controller \u002F supervisor\n      \n    \n    \n      Grade: C4\n    \n    \n      Personnel assistant",{"bindId":112,"name":113,"text":114},"healthcareaccess","B. An employer may at his\u002Fher discretion","B. An employer may at his\u002Fher discretion institute a medical aid scheme for\nhis\u002Fher employees. ",{"bindId":116,"name":98,"text":99},"healthinsurance",{"bindId":118,"name":119,"text":120},"COMMUTE_trigger","Every employer in the industry is requir","Every employer in the industry is required to provide a transport allowance\nas per current Collective Bargaining Agreement: Employers that provide\ntransport for their employees to and from work shall be exempted from paying\nthe transport allowance. Employers that provide housing within two (2)\nkilometers of the environs of the company operations shall be exempted from\npaying Transport Allowance. Bicycles.",{"bindId":122,"name":123,"text":124},"FLEXWORK_trigger","(1) No employer shall place all or some ","(1) No employer shall place all or some of his employees on short time\nworking without the prior agreement of Works Council, who may approve that the\nemployees be placed on short-time working for a period of not more than twelve\nmonths. The Works Council should be satisfied that-\n\n\n\na. It is economically necessary for the establishment to work short-time and\n\n\nb. The establishment will be able to resume normal working hours within the\nforeseeable future; and \n\nc. It would not be in the interests of the employees to be discharged: \n\nProvided that such agreement shall be sent to the NEC for final approval\nwithin two weeks of receipt of the agreement.\n\n\n\n(2) The employer shall upon receipt of the approval of the NEC give at least\none week‟s notice to each employee concerned of the requirement to work short\ntime. (3) Notwithstanding the provisions of section 19, the employee may, at\nany time during the week‟s notice referred to in subsection 2, give his\nemployer notice of termination of his employment as from the time short time\nworking is to start. ",{"bindId":126,"name":127,"text":128},"WAGES_determined","(1) An employer shall inform every emplo","(1) An employer shall inform every employee, in writing, upon engagement, of\nthe nature of his contact, including…………. a. his grade; and c.\nprovision for accommodation; and d. the period of notice required to terminate\nthe contract or employment; and e. the hours of work; and f. the details of any\nbonus or incentive production scheme in operation; and g. provisions for\nbenefits during sickness; and h. provisions for vacation.\n\n\n\n(2) Notice period shall be as provide for in the Labour Act section\n12(4).",{"bindId":130,"name":81,"text":82},"breastfeeding_dangerouswork",{"bindId":132,"name":133,"text":134},"contracttrial","(4) An employee may be engaged on probat","(4) An employee may be engaged on probation for a period not exceeding three\nmonths. \n\n(5) Notwithstanding the provisions of subsection (2), during a probationary\nperiod referred to in subsection (3), the period of notice to be given by\neither party to terminate the contract of employment shall be two weeks from\nthe day of notice. ",{"bindId":136,"name":137,"text":138},"sicknesspay","(2) Upon being medically examined, an em","(2) Upon being medically examined, an employee shall obtain a medical\ncertificate stating…….. a. whether or not he is fit for work; and b. if he\nis not fit for work, the period for which he is likely to be unfit for work.\n\n\n(3) If an employee has obtained from a medical practitioner a certificate\nstating that he is unfit for work, he shall be paid hid wage by his employer\nwhilst unfit for work, for the period stated by the medical practitioner, but\nnot exceeding in aggregate, one hundred and eighty (180) days in any one year\nof service at ninety (90) calendar days full pay and 90 calendar days half pay.\n",{"bindId":140,"name":141,"text":142},"longserviceallowancetype2","An employee who has completed 5 years an","An employee who has completed 5 years and above of service shall be paid a\nlong service award upon completion of such service of an amount equivalent to:\n\n\n\n  \n  \n  \n  \n    \n      Duration\n      Percentage \n    \n    \n      5 yrs \n      75 % of monthly wage and a certificate. \n    \n    \n      10 yrs \n      80%\n    \n    \n      15 yrs \n      85%\n    \n    \n      20 yrs \n      100%",{"bindId":144,"name":105,"text":106},"TRADEUNLEAV_trigger",{"bindId":146,"name":147,"text":148},"SCHEDULE_trigger","(5) Every employee shall receive two day","(5) Every employee shall receive two days off duty in each week that is\nSaturday and Sunday. ",{"bindId":150,"name":151,"text":152},"longtermillness","(4) If an employee has obtained from a m","(4) If an employee has obtained from a medical practitioner a certificate\nstating that he is unfit for work owing to sickness or sickness or accident for\na period longer than that for which benefits are provided for in subsection\n(3), he shall be paid half his wage for a further period not exceeding the\nnumber of days for which he is has been entitled to receive benefits in terms\nof subsection (3). \n\n(5) Subject to the approval of the Minister, the employer shall be entitled\nto terminate the contract of employment upon fulfillment of the provisions of\nsubsections (3) and (4). \n\n(6) A certificate issued by the State registered nurse or suitably qualified\nperson shall be accepted in place of a medical certificate when no medical\npractitioner is available.\n\n\n\nB. An employer may at his\u002Fher discretion institute a medical aid scheme for\nhis\u002Fher employees. ",{"bindId":154,"name":147,"text":155},"schedulesrestpw","(5) Every employee shall receive two days off duty in each week that is\nSaturday and Sunday. \n\n(6) An employee may be required to work on his days off, but no employee\nshall be required to work on his days off in successive weeks except in the\ncase of emergency work. ",{"bindId":157,"name":158,"text":159},"NOCTPREM_trigger","An employee who is employed on night shi","An employee who is employed on night shift shall be paid not less than what\nis agreed on the current Collective Bargaining Agreement.",{"bindId":161,"name":162,"text":163},"LOWWAGE_trigger","(1) higher than the employee‟s current g","(1) 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(2) lower than the employee‟s current grade, an employer may reduce his\nwage to not less than the minimum wage prescribed for such lower grade, with\neffect from the date upon which such classification is determined, unless the\nemployee refuses to accept the lower grade, in which event- ",{"bindId":165,"name":166,"text":167},"breastfeeding_workingtime","(9) Not withstanding subsections (7) and","(9) Not withstanding 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 accordance with all the exigencies of her employment and nothing\ndone to prevent any disruption of normal production processes or any\ninterferences with the efficient running of any undertaking or industry shall\nbe held to be in contravention of subsection (7). ",{"bindId":169,"name":170,"text":171},"bankholidays1","(1) All days declared in terms of the Pu","(1) 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(2) Subject to the provisions subsection (3), every employee shall be\ngranted leave of absence on industrial holidays, and shall be paid his current\ndaily wage for every industrial holiday. ",{"bindId":173,"name":58,"text":174},"overtimeallowancetype","(1) An employer shall pay for overtime in excess of thirty (30) minutes in\nany one week…. \n\na. During the first eight hours at one and half times the current hourly\nrate of the employee; and \n\nb. Thereafter at double the current hourly rate of the employee. ",{"bindId":176,"name":141,"text":142},"SENIOR_trigger",{"bindId":178,"name":46,"text":47},"sicknessmaxdays",{"bindId":180,"name":54,"text":181},"paidmaternityleave","(1) Unless more favorable conditions have otherwise been provided for, in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of the section for a period of 98 days on full pay to a female\nemployee who has served for at least one year. (2) On production of a\ncertificate signed by a registered practitioner or a state registered nurse\ncertifying that she is pregnant, a female employee may proceed on maternity\nleave not earlier than the 45th day and not later than the 25th day prior to\nthe expected date of delivery. (3) A female employee shall be entitled to be\ngranted a maximum of 3 periods of maternity leave with respect to her total\nservice to any one employer during which she shall be paid her full\nsalary\u002Fwage.\n\n\n\nProvided that paid maternity leave shall be granted only once during any\nperiod of 24 months calculated from the day any previous maternity leave was\ngranted.\n\n\n\n(4) Any maternity leave requested in excess of the limits prescribed in this\nsection may be granted as unpaid maternity leave. \n\n(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. \n\n(6) During the period when a female is on maternity leave in accordance with\nthis section, her normal benefits and entitlements, including her right to\nseniority or advancement and the accumulation of Pension rights, shall continue\nuninterrupted in the manner in which they would have continued had she not gone\non such leave, and her period of service shall not be considered as having been\ninterrupted, reduced or broken by the exercise of her right to maternity leave\nin terms this section. ",{"bindId":183,"name":105,"text":106},"childcare",{"bindId":185,"name":186,"text":187},"contractseverancepay","(1) An employee who has completed one ye","(1) An employee who has completed one year, but less than five years of\ncontinuous service shall, on the termination of such employment, irrespective\nof the circumstances of such termination, be paid a gratuity as specified in\nthe current Collective Bargaining Agreement. \n\n(2) An employee who has completed five or more years of continuous service\nshall, on the termination of such employment, irrespective of circumstance of\nsuch termination, be paid a gratuity of not less than the amount derived by\nmultiplying the number of completed years of continuous service by the\nappropriate percentage as set in the current Collective Bargaining Agreement\nemployee‟s wage. \n\n(3) If an employee who has completed one or more years of continuous service\ndies before receiving a gratuity in terms of subsections (1) and (2), there\nshall be paid to his beneficiary the sum which the employee would have received\nif his contract of employment had terminated on the day of death. \n\n(4) Notwithstanding the provisions of subsection (2) and (3), no gratuity\nshall be payable under this section if the employer has made provisions for a\npension fund registered in terms of the Pension and Provident Fund Act, and not\nless favorable than those prescribed in this section.",{"bindId":189,"name":190,"text":191},"PAIDLEAV_trigger","(1) Leave shall be treated as per Labour","(1) Leave shall be treated as per Labour Act save for vacation leave days\nwhich shall accrue at the rate of twenty-two working days per annum at the\nmaximum accrual ninety days:\n\n\n\n(2) Provided that………. \n\n(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\ntherefore; \n\n(ii) Where an establishment has an annual shut down, employees may be\nrequired to take their vacation leave during shut down; \n\n(iii) An employee engaged in work within a seasonal peak may be required to\ntake his vacation leave during off season.\n\n\n\n(3) An employee proceeding on vacation shall, on request, receive his\ncurrent wages for the period of such leave prior to his going on leave. \n\n(4) An employee who has accumulated vacation leave may, with the consent of\nthe employer, elect to be paid his wages for any vacation leave or portion of\nany vacation leave, in addition to his current wages in place of processing on\nsuch leave. \n\n(5) An employee whose employment is terminated for any cause whatsoever,\nshall be paid the cash equivalent to any leave accumulated. \n\n(6) Any period of leave taken by an employee in terms of this section, or\nany additional leave granted by the employer, whether paid or unpaid, or any\nsick leave in terms of section 19, shall not be counted for the purpose of\ncalculating further leave: \n\n\n\n(7) If an establishment observes a holiday or an industrial holiday other an\nannual shut down, the holiday or industrial holiday shall not be offset against\nthe accumulation of vacation leave of an employee.",{"bindId":193,"name":105,"text":106},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Employers Association of the Food Processing Industry - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\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 food 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: → Employers' Association of the Food Processing Industry\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Meat, Fish, Poultry, Abattoir and Meat Processing Workers Union\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: → No\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\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: → Yes\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: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 12 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 12 days\n            \u003C\u002Fdiv>\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): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → Insufficient data %\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: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 42.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June)\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            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 12.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → 12.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\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            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 200 % of basic wage\n                \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Allowance for seniority: → 75.0 % of basic wage\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \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",[199],{"title":37,"slug":33},[201],{"type":202,"data":203},"call_to_action_body_block",{"title":204,"description":205,"variant":206,"link":207},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":204,"url":208,"description":204,"rel":209,"type":210},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[212],{"type":202,"data":213},{"title":204,"description":205,"variant":206,"link":214},{"title":204,"url":208,"description":204,"rel":209,"type":210},[]]