[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-soft-drinks-manufacturing-industry-and-the-soft-drinks-manufacturing-workers-union---2014":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":183,"content_type_view":184,"extra_breadcrumbs":185,"body":187,"body_blocks":198,"related_pages":202},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":181,"translations":182},{"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-soft-drinks-manufacturing-industry-and-the-soft-drinks-manufacturing-workers-union---2014","8836e95c-463f-11e7-bb55-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-soft-drinks-manufacturing-industry-and-the-soft-drinks-manufacturing-workers-union---2014\u002Fcollective-bargaining-agreement-between-soft-drinks-manufacturing-industry-and-the-soft-drinks-manufacturing-workers-union---2014\u002F","Collective Bargaining Agreement between Soft Drinks Manufacturing Industry and the Soft Drinks Manufacturing Workers Union - 2014","ZWE Soft Drinks Manufacturers Association of Zimbabwe - 2013","Zimbabwe - ZWE Soft Drinks Manufacturers Association of Zimbabwe - 2013","ZWE Soft Drinks Manufacturers Association of Zimbabwe - 2013 - Manufacturing",{"name":41,"data":42},"soft drinks.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\u003Cp>Statutory Instrument 59 of 2014\u003C\u002Fp>\n\n\u003Cp>Collective Bargaining Agreement: Soft Drinks Manufacturing Industry\u003C\u002Fp>\n\n\u003Ch1>Collective Bargaining Agreement between Soft Drinks Manufacturing Industry\nand the Soft Drinks Manufacturing Workers Union - 2014\u003C\u002Fh1>\n\n\u003Cp>IT is hereby notified that the Collective Bargaining Agreement set out in\nthe Schedule, which replaces the agreement published in Statutory Instrument\n138 of 2000, has been registered in terms of section 79 of the Labour Act\n[Chapter 28:01].\u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL FOR THE SOFT DRINKS MANUFACTURING INDUSTRY\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT: SOFT DRINKS MANUFACTURING INDUSTRY\u003C\u002Fp>\n\n\u003Cp>This collective bargaining agreement, made and entered into accordance with\nthe provision of the Labour Act [Chapter 28:01], between the Soft Drinks\nManufacturers Association of Zimbabwe (hereinafter referred to as “the\nemployers” or “the employers’ organization”), on the one part, and the\nSoft Drinks Manufacturing Workers Union (hereinafter referred to as “the\nemployees” or “the trade union”), on the other part, being parties to the\nNational Employment Council for the Soft Drinks Manufacturing Industry, to lay\ndown minimum conditions of service in the Soft Drinks Manufacturing Industry of\nZimbabwe.\u003C\u002Fp>\n\n\u003Cp>ARRANGEMENT OF SECTIONS\u003C\u002Fp>\n\n\u003Cp>Section\u003C\u002Fp>\n\n\u003Cp>FIRST SCHEDULE: Grading and wages SECOND SCHEDULE: Definition of job\npositions THIRD SCHEDULE: Gratuities FOURTH SCHEDULE: Form of notice\u003C\u002Fp>\n\n\u003Ch2>Title and date of commencement\u003C\u002Fh2>\n\n\u003Cp>1. (1) This agreement may be cited as the Soft Drinks Manufacturing Industry\nCollective Bargaining Agreement. \u003C\u002Fp>\n\n\u003Cp>(2) This agreement shall operate with effect from the date of gazetting or\nfrom date of signature by parties, whichever is the earlier.\u003C\u002Fp>\n\n\u003Ch2>Application\u003C\u002Fh2>\n\n\u003Cp>2. This agreement shall apply to- \u003C\u002Fp>\n\n\u003Cp>(a) all employers in the soft drinks manufacturing industry including\nsubcontractors; and \u003C\u002Fp>\n\n\u003Cp>(b) all employees in that industry engaged in any occupation listed in the\nFirst Schedule in the area of Zimbabwe.\u003C\u002Fp>\n\n\u003Cp>Interpretation\u003C\u002Fp>\n\n\u003Cp>3. In this agreement-\u003C\u002Fp>\n\n\u003Cp>“Soft Drinks Manufacturing Industry’ means without in any way limiting\nthe ordinary meaning of the expression, the industry in which employers and\nemployees are associated together for the purposes of\u003C\u002Fp>\n\n\u003Cp>(a) manufacturing one or more of the following products- \u003C\u002Fp>\n\n\u003Cp>(i) soft drinks;\u003C\u002Fp>\n\n\u003Cp>(ii) mineral water;\u003C\u002Fp>\n\n\u003Cp>(iii) cordials; \u003C\u002Fp>\n\n\u003Cp>whether or not the flavouring is of natural origin, and includes all\nprocesses incidental thereto; \u003C\u002Fp>\n\n\u003Cp>(iv) freezits or pennicools \u003C\u002Fp>\n\n\u003Cp>(v) juices; and \u003C\u002Fp>\n\n\u003Cp>(b) the wholesale distribution of such product\u003C\u002Fp>\n\n\u003Cp>‘casual employee’ means an employee whose engagement is for an aggregate\nperiod of not more than six weeks in any four consecutive calendar months;\u003C\u002Fp>\n\n\u003Cp>‘commission work’ means any system of work whereby an employee’s\nearnings are partly based on the quantity or value of goods sold on behalf of\nan employer; ‘continuous service’ means the total period of an unbroken\nservice of an employee with an employer computed in terms of clause 26 of this\nagreement; ‘contract worker’ means an employee engaged on an employment\ncontract of fixed duration. ‘council’ means the National Employment Council\nfor the Soft Drinks Manufacturing Industry ‘day off’ means Sunday or that\nother day in the week in place of Sunday on which an employee is not normally\nrequired to work; ‘emergency work’ means work which must be performed\nimmediately in order to prevent harm to the plant or to the employees or to\nnearby persons or property; “grade” means a grade listed in the first\nschedule ‘industrial holiday’ means any day prescribed as a holiday in\nterms of section 24 of this agreement: ‘medical practitioner’ means any\nperson who is legally permitted to practice as a medical practitioner in\nZimbabwe; ‘Minister’ means the minister responsible for the administration\nof the Labour Act [Chapter 28:01]; ‘night-shift’ means a shift the majority\nof hours of which fall between 6 p.m and 6 a.m;\u003C\u002Fp>\n\n\u003Cp>‘overtime’ means any time worked outside the ordinary weekly hours of\nwork which are required to be exhibited in terms of subsection (2) of section\n30 of this agreement; ‘parent industry agreement’ means:- \u003C\u002Fp>\n\n\u003Cp>(a) in respect of the building trades listed in the definition of\n‘designated trade’ therein, and in any of the following agreements, as the\ncase may be:- \u003C\u002Fp>\n\n\u003Cp>(i) the agreement published in Statutory Instrument 402 of 1983, as amended\nor replaced from time to time; \u003C\u002Fp>\n\n\u003Cp>(ii) the agreement published in Statutory Instrument 552 of 1983, as amended\nor replaced from time to time; \u003C\u002Fp>\n\n\u003Cp>(ii) the agreement published in Statutory Instrument 553 of 1983, as amended\nor replaced from time to time;\u003C\u002Fp>\n\n\u003Cp>(b) in respect of the mechanical and electrical engineering trades listed in\nthe definition of ‘journeyman’ therein, the agreement published in Rhodesia\nGovernment Notice. 1354 of 1971, as amended or replaced from time to time;\u003C\u002Fp>\n\n\u003Cp>(c) in respect of the motor trade listed in the definition of\n‘journeyman’ therein, the agreement published in Statutory Instrument 55 of\n1980, as amended or replaced from time to time;\u003C\u002Fp>\n\n\u003Cp>(d) in respect of the printing trades listed in the definition of\n‘designated trade’ therein the agreement published in Statutory Instrument\n234 of 1981, as amended or replaced from time to time:\u003C\u002Fp>\n\n\u003Cp>Provided that, if by any agreement specified in the definition expires and\nis not replaced by a further agreement, any reference to that agreement in this\ndefinition shall be construed as being reference to that agreement as last\namended prior to its expiry; ‘piece – work’ means any system by which\nearnings are calculated wholly on the quantity or output of work done,\nirrespective of the time spent on such work; ‘region’ means any area\nspecified in the Labour Act [Chapter 28:01]; ‘secretary’ means the\nsecretary of the council ‘skilled worker’ means a person who has been\ncertified by the Registrar of Apprenticeship and Skilled Manpower as a skilled\nworker class 1, 11, 111 or 1V in a designated or recognized trade in terms of\nthe Manpower Planning and Development Act [Chapter 28:02], or the holder of a\njourneyman registration certificate issued by a National Industrial Council\nbefore the 1st of February 1982, and recognized by the Registrar of\nApprenticeship and Skilled Manpower; ‘skilled worker’s work’ has the\nmeaning assigned to it in the respective parent industry agreement; ‘suckling\nchild’ means an infant below the age of six months;\u003C\u002Fp>\n\n\u003Cp>‘task work’ means a stated task which is set by an employer for an\nemployee and which has to be completed as a condition of earning a wage;\n‘team’ means a group of employees who under the direct supervision of a\nsupervisor ‘ticket system’ means a system whereby an employee is engaged at\na wage calculated by reference to the completion of ticket based on an agreed\nnumber of days worked or a record based on the number of days worked;\n‘wage’ means the basic earnings of an employee, but does not include any\npayment in respect of allowances, overtime, or any bonus payment or other like\nbenefit; ‘a week’ means a period of seven days commencing on Sunday and\nending on Saturday; ‘working day’ means any day other than a day off or an\nindustrial holiday. \u003C\u002Fp>\n\n\u003Ch2>Expenses of council\u003C\u002Fh2>\n\n\u003Cp>4. (1) To meet the expenses of the council every employer shall, with effect\nfrom 1st of June 2008 deduct from the salary or wage of each employee\n(including contract worker), the equivalent of 1,5% of the minimum wage set out\nin the First Schedule\u003C\u002Fp>\n\n\u003Cp>Provided that this subsection shall not apply in respect of any employee who\nhas worked for the same employer for less than one full day in one month.\u003C\u002Fp>\n\n\u003Cp>(2)In respect of each employee, the employer shall: \u003C\u002Fp>\n\n\u003Cp>(a) contribute an equal amount equivalent to the amount deducted from the\nemployee’s wage in terms of subsection (1); and \u003C\u002Fp>\n\n\u003Cp>(b) remit the total amount to the secretary of the council not later than\nthe fifteenth day of the month following the month to which the payment\nrelates; and, simultaneously \u003C\u002Fp>\n\n\u003Cp>(c) provide the secretary with a schedule recording: \u003C\u002Fp>\n\n\u003Cp>i) the name of each employee; \u003C\u002Fp>\n\n\u003Cp>ii) the amount deducted from each employee’s salary or wage; and \u003C\u002Fp>\n\n\u003Cp>iii) the amount contributed by the employer. \u003C\u002Fp>\n\n\u003Cp>(3) Any person who contravenes or fails to comply with the provisions of\nthis section commits an offence and shall be liable, upon conviction, to a fine\nor imprisonment as prescribed in section 83 (3) (b) of the Act. \u003C\u002Fp>\n\n\u003Cp>(4) If the employer who is liable to remit dues to the council fails,\nneglects or refuses to do so by the fifteenth day of the month following that\nto which the dues relate, then the balance outstanding shall accrue interest\nfrom due date, to the date of payment in full, at the rate of interest\nchargeable for the unsecured lending as determined by the council’s bankers\nduring the period of default.\u003C\u002Fp>\n\n\u003Cp>(5) Should the council engage legal practitioners or institute legal\nproceedings to recover any dues, interest and other moneys which are due to it,\nthe employer shall pay the legal costs, and if the proceedings are instituted\nin the high court, the scale of costs shall be that applicable between legal\npractitioner and client.\u003C\u002Fp>\n\n\u003Ch2>Registration of employers\u003C\u002Fh2>\n\n\u003Cp>5. (1) Every employer shall within one month of the coming into force of\nthis agreement, notify the secretary of the following particulars concerning\nhimself\u002Fherself- (a) full names (s); \u003C\u002Fp>\n\n\u003Cp>(b) trading name; \u003C\u002Fp>\n\n\u003Cp>(c) the address at which the business is conducted; \u003C\u002Fp>\n\n\u003Cp>(d) in the case of a corporate body or partnership, the names and addresses\nof the directors, partners and managers or agents; \u003C\u002Fp>\n\n\u003Cp>(e) the nature of the business conducted, coming within the scope of the\nagreement; \u003C\u002Fp>\n\n\u003Cp>(f) the average number of employees in each specified grades:\u003C\u002Fp>\n\n\u003Cp>Provided that, if the particulars required in terms of this sub-clause\nappear in current register kept by the council, the employer shall be deemed to\nhave complied with this sub-clause.\u003C\u002Fp>\n\n\u003Cp>(2) Every employer who enters the soft drinks industry after the coming into\noperation of this agreement shall within one month of commencing business,\nsupply the secretary with the particulars specified in subsection (1).\u003C\u002Fp>\n\n\u003Ch2>Grading and wages\u003C\u002Fh2>\n\n\u003Cp>6 (1) Every employer shall place each employee in a grade appropriate to his\noccupation, shall pay a wage to such employee of at least the amount prescribed\nin the First Schedule for that occupation, and no employee shall accept a wage\namounting to less than that amount. \u003C\u002Fp>\n\n\u003Cp>(2) An employee who, at the date of commencement of this agreement, is in\nreceipt of a higher wage for his\u002Fher particular occupation than the minimum\nprescribed in the First Schedule for that occupation shall not, by reason of\nthis agreement, suffer any reduction of his wage. \u003C\u002Fp>\n\n\u003Cp>(3) On promotion to higher grade, an employee shall be paid not less than:\n\u003C\u002Fp>\n\n\u003Cp>(a) the wage which he\u002Fshe received prior to his promotion; or \u003C\u002Fp>\n\n\u003Cp>(b) the minimum wage prescribed for his\u002Fher occupation in such grade;\nwhichever is the greater.\u003C\u002Fp>\n\n\u003Cp>(4) An employee who is required to perform work in lower grade than that in\nwhich he is normally employed shall be paid at least the minimum wage\napplicable to the grade of work in which he is normally employed.\u003C\u002Fp>\n\n\u003Cp>(5) An employee who is required to perform work in a higher grade than that\nin which he or she is normally employed shall be paid a) an acting allowance of\nat least the minimum wage applicable to such higher grade for all hours spent\nworking in such higher grade b) or a responsibility allowance whichever is\ngreater.\u003C\u002Fp>\n\n\u003Cp>(6) At the option of the employer, an employee who is required to perform\nwork in a grade higher than that in which he is normally employed shall, upon\nthe completion of twenty-six weeks ’continuous service in that capacity,\neither: \u003C\u002Fp>\n\n\u003Cp>(a) be promoted to such higher grade; or \u003C\u002Fp>\n\n\u003Cp>(b) be required to resume the work in which he is normally engaged: Provided\nthat if the employer does not exercise his\u002Fher election, the employee shall be\ndeemed to have been promoted to the higher grade with effect from the start of\nthe twentyseventh week of service therein.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(7) A contract of employment shall provide in writing for a single\nnon-renewable probationary period of not more than: \u003C\u002Fp>\n\n\u003Cp>(a) one day in the case of casual work or seasonal work, or \u003C\u002Fp>\n\n\u003Cp>(b) three months in any other case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(8) 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 prepare a written description of the job\n(including the tasks, deliverables and expertise associated with it) and\nforward this to the secretary within thirty days of the secretary’s\nprovisional classification; and \u003C\u002Fp>\n\n\u003Cp>(c) the secretary, after consultation with the chairperson of the Council,\nshall within 14 days of receipt of the request contemplated by paragraph (b),\ncreate or determine an interim classification of the operation, which shall be\nsubject to ratification by the Council at its next meeting:\u003C\u002Fp>\n\n\u003Cp>Provided that, if the interim classification by the secretary or final\nclassification by the Council places the employee in a grade:- \u003C\u002Fp>\n\n\u003Cp>(i) higher than the employee’s current grade, he shall be paid not less\nthan the minimum wage prescribed for such higher grade, with effect from the\ndate upon which he commenced performing the operation concerned; or \u003C\u002Fp>\n\n\u003Cp>(ii) lower than the employee’s current grade, it shall be lawful to reduce\nhis wage to not less than the minimum wage prescribed for such lower grade,\nwith effect from the date upon which such classification is determined, unless\nthe employee refuses to accept the lower wage, in which event:-\u003C\u002Fp>\n\n\u003Cp>A. he may be given the relevant notice of termination; and \u003C\u002Fp>\n\n\u003Cp>B. during the period of such notice, he shall be paid the wage he was\nreceiving prior to such determination. \u003C\u002Fp>\n\n\u003Cp>(9) No employer shall reduce the wage of an employee for any time not worked\nif the employee was able and willing to work and was present at his place of\nwork but the employer was unable or unwilling to furnish him with work.\u003C\u002Fp>\n\n\u003Ch2>Hours of work\u003C\u002Fh2>\n\n\u003Cp>7.(1) This section shall not apply to commission workers save as is provided\nin subsection (1) of section 8, to shift workers. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(2) The ordinary hours of work for employees shall not exceed forty-five\nhours per week or nine hours per day. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3).An employer may request, but shall not require, an employee to work\novertime, and shall, whenever possible, give twenty- four hours notice to such\nemployee of such request.\u003C\u002Fp>\n\n\u003Cp>Provided that employees needed to render emergency work shall not decline a\nrequest to work overtime without reasonable excuse.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(4). Except in the case of emergency work, no employer shall permit any\nemployee to work more than fifty six hours, ordinary time and overtime\nincluded, in any one week. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(5). Every employee shall receive at least one day off in each week. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(6). An employee shall not be required to work on his day off except in\ncases of emergency work, but no employee shall be permitted to work on his\nday-offs in successive weeks. \u003C\u002Fp>\n\n\u003Cp>(7). No employer shall permit an employee to work for a continuous period of\nmore than five hours without a break of at least thirty minutes.\u003C\u002Fp>\n\n\u003Ch2>Hours of work: Shift workers\u003C\u002Fh2>\n\n\u003Cp>8 (1) The ordinary hours of work for shift workers shall not exceed\nforty-five hours per week or nine hours in any period of twenty four hours.\u003C\u002Fp>\n\n\u003Cp>(2) The employer shall provide each shift worker with a free beverage or\nadequate facilities for preparing a beverage, during the prescribed thirty\nminutes break.\u003C\u002Fp>\n\n\u003Cp>(3) No employee shall be required to work two shifts in one day, except for\nthe purposes of changing shifts or in the case of emergency work. Provided that\nno employee shall commence work on a new shift until at least eight hours have\nelapsed after the completion of his previous shift.\u003C\u002Fp>\n\n\u003Cp>(4) Nothing contained in this clause shall confer any right to payment for\novertime on any shift worker who is required to work two shifts in one day for\nthe purpose of changing shifts.\u003C\u002Fp>\n\n\u003Cp>(5) No shift-worker shall be kept on night shift for a continuous period of\nmore than one week without his consent.\u003C\u002Fp>\n\n\u003Cp>(6) A shift worker who is changed from night shift to day shift shall be\nplaced on day shift for a period at least equal to the period during which\nhe\u002Fshe was on night shift, unless he or she otherwise agrees.\u003C\u002Fp>\n\n\u003Cp>(7) No employee who is the natural mother of a suckling child shall be\nrequired to work a night shift without her consent.\u003C\u002Fp>\n\n\u003Ch2>Short time working\u003C\u002Fh2>\n\n\u003Cp>9.(1) No employer shall place an employee on short-time working without the\nprior written approval of the Works Council, the Council or the Minister , who\nmay approve that the employees be placed on short time working for a period, to\nbe determined by him or her, if he or she is satisfied that:-\u003C\u002Fp>\n\n\u003Cp>(a) it is economically necessary for the establishment to work short time;\nand \u003C\u002Fp>\n\n\u003Cp>(b) the establishment will be able to resume normal working hours within the\nforeseeable future; and \u003C\u002Fp>\n\n\u003Cp>(c) it would not be in the interests of the employees to be retrenched.\u003C\u002Fp>\n\n\u003Cp>(2) The employer shall give at least one week’s notice to each employee\nconcerned of the requirement to work short time. \u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding section 25, the employee may, at any time during the\nnotice period referred to in subsection (2), give his or her employer notice of\ntermination of his or her contract of employment as from the time when short\ntime working is to start. \u003C\u002Fp>\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:\u003C\u002Fp>\n\n\u003Cp>Provided that no employee shall receive less than sixty percent of his\ncurrent weekly wage.\u003C\u002Fp>\n\n\u003Cp>(5) Written approval issued under the provisions of subsections (1) shall\nstate- the class or classes of employees affected and that the employer shall\nreturn such approval to the Minister upon resumption of normal hours of\nwork.\u003C\u002Fp>\n\n\u003Cp>(6) An employer shall give his employee at least one working day’s notice\nof resumption of normal hours of work.\u003C\u002Fp>\n\n\u003Ch2>Conversion of rates\u003C\u002Fh2>\n\n\u003Cp>10. For purposes of converting a weekly wage to:\u003C\u002Fp>\n\n\u003Cp>(a) the hourly equivalent, the weekly wage shall be divided by the number of\nhours ordinarily worked in a week; or \u003C\u002Fp>\n\n\u003Cp>(b) the daily equivalent, the weekly wage shall be divided by the number of\ndays ordinarily worked in a week; or \u003C\u002Fp>\n\n\u003Cp>(c) the monthly equivalent, the weekly wage shall be multiplied by four and\none third.\u003C\u002Fp>\n\n\u003Ch2>Payment of overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>11. (1) The provisions of this section shall not apply to employees who\ncarry out work on commission:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee who carries out any work for commission shall be\npaid at least double his current hourly wage for all time worked on an off day,\na Sunday or public holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>(2) An employer shall pay an employee as overtime pay at least one and half\ntimes the current hourly wage of that employee for any period by which the\nnumber of hours ordinarily worked is exceeded by more than fifteen minutes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) Notwithstanding the provisions of subsection (2), an employer shall pay\novertime on a day off at least double the current hourly wage of the\nemployee.\u003C\u002Fp>\n\n\u003Cp>(4) Notwithstanding the provisions of subsection (3), and in addition to the\npayment prescribed in subsection (2) of section 24, an employer shall pay\novertime on an industrial holiday during the ordinary hours of work for the day\nof the week on which the industrial holiday falls, at least double the current\nhourly wage of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Deductions\u003C\u002Fh2>\n\n\u003Cp>12.(1)Save as provided herein, no deduction or set off of any description\nshall be made or allowed from any remuneration, other than a bonus, due to an\nemployee.\u003C\u002Fp>\n\n\u003Cp>(2) An employer may deduct from such remuneration:-\u003C\u002Fp>\n\n\u003Cp>(a) an appropriate amount of the employee’s wage for any period during\nwhich the employee is absent from work on days other than industrial holidays\nor vacation leave days; \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(b) by written stop-order, any contributions by the employee to insurance\npolicies, pension funds, medical aid societies, Post Office Savings Bank\naccount or building society savings accounts; \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) any amount which the employer is compelled by law or legal process to\npay on behalf of the employee including Union and Council dues; \u003C\u002Fp>\n\n\u003Cp>(d) any amount deductible in terms of subsection (4) of section 28; \u003C\u002Fp>\n\n\u003Cp>(e) the cost of any meal supplied to an employee in terms of subsection (2)\nof section 17; \u003C\u002Fp>\n\n\u003Cp>(f) by written stop order signed by the employee in terms, any amount not\nexceeding twentyfive per centum of the gross wage due to such employee, in\nrespect of- (i) money owing on goods purchased by the employee or on service\nrendered to the employee except when the employee has purchased from, or\nengaged the services of, a particular person at the direction of the employer,\n\u003C\u002Fp>\n\n\u003Cp>(ii) cash advanced or money lent to the employee by the employer; \u003C\u002Fp>\n\n\u003Cp>(iii) any payments made in error to the employee or any amount by which the\nemployee’s wage is overpaid. \u003C\u002Fp>\n\n\u003Cp>(g) at termination of employment, any balance owing to an employer by an\nemployee for goods purchased from the employer by an employee or services\nrendered by the employer, or cash advanced or money lent by the employer to the\nemployee, may be deducted from the gross remuneration due to such employee.\u003C\u002Fp>\n\n\u003Ch2>Payment of wages\u003C\u002Fh2>\n\n\u003Cp>13. (1) Every employer shall pay wages, by way of bank transfers, in cash or\nby cheque, to each employee, weekly or monthly, as the case may be, within\nthree working days of due date.\u003C\u002Fp>\n\n\u003Cp>Provided that payments for overtime, bonuses and allowances shall be made to\neach employee, weekly or monthly, as the case may be, within three working days\nof due date. \u003C\u002Fp>\n\n\u003Cp>(2) When the services of an employee are terminated, payment of all\nremuneration due shall be made by the next payroll run day after such\ntermination\u003C\u002Fp>\n\n\u003Cp>(3) All remuneration shall be paid by way of bank transfers, in cash or by\ncheque and shall be accompanied by a wage- slip showing:-\u003C\u002Fp>\n\n\u003Cp>(a) the name and grade of the employee; \u003C\u002Fp>\n\n\u003Cp>(b) the wage rate; \u003C\u002Fp>\n\n\u003Cp>(c) the total number of hours worked; \u003C\u002Fp>\n\n\u003Cp>(d) the amount of overtime worked; \u003C\u002Fp>\n\n\u003Cp>(e) any bonus or allowances; \u003C\u002Fp>\n\n\u003Cp>(f) any deductions permitted in terms of section 12; \u003C\u002Fp>\n\n\u003Cp>(g) the net amount received by the employee; and \u003C\u002Fp>\n\n\u003Cp>(h) the period for which payment is made.\u003C\u002Fp>\n\n\u003Cp>(4) Notwithstanding the provisions of subsection (3), the Minister may, on\napplication by an employer, authorise such employer in writing to use some\nother means of informing his employees of the make-up of their remuneration.\u003C\u002Fp>\n\n\u003Ch2>Piece work, task work and work on a ticket system\u003C\u002Fh2>\n\n\u003Cp>14. No employer shall give out and no employee shall perform, work on \u003C\u002Fp>\n\n\u003Cp>a. a piece-work basis; or \u003C\u002Fp>\n\n\u003Cp>b. a task – work basis; or \u003C\u002Fp>\n\n\u003Cp>c. a ticket system.\u003C\u002Fp>\n\n\u003Ch2>Special provisions: Commission work\u003C\u002Fh2>\n\n\u003Cp>15. (1) An employee working on commission shall be paid at least the minimum\nwage for his grade, as prescribed in the First Schedule, \u003C\u002Fp>\n\n\u003Cp>(2) An employee who works on commission who works at night shall be entitled\nto a night shift allowance, and shall be paid in terms of subsection (3) of\nsection 19. (3) Commission rates shall be reviewed at company level\u002Fworks\ncouncil at the same time industry wage negotiations are held.\u003C\u002Fp>\n\n\u003Ch2>Special provision: Casual employees\u003C\u002Fh2>\n\n\u003Cp>16. (1) The provisions of sections 11, 20, 27, and 30 shall not apply to\ncasual employees.\u003C\u002Fp>\n\n\u003Cp>(2) An employer may employ casual employees:\u003C\u002Fp>\n\n\u003Cp>Provided that such employees shall be regarded as full time employees\nimmediately on being required to work for more than six weeks in any period of\nfour consecutive months. \u003C\u002Fp>\n\n\u003Cp>(3) An employer shall pay a casual employee at least double the amount\nprescribed in the First Schedule for the occupation on which he is employed.\u003C\u002Fp>\n\n\u003Ch2>Cooked meals\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>17. (1) A price list of all meals supplied at the expense of the employer\nshall be displayed in a prominent position within every workplace. \u003C\u002Fp>\n\n\u003Cp>(2) An employee who voluntarily accepts the meals referred to in sub section\n(1) may have the cost of such meals deducted from his wage.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Incentive scheme\u003C\u002Fh2>\n\n\u003Cp>18. Notwithstanding the provisions of section 14, an employer may operate an\nincentive scheme whereby the remuneration of an employee in excess of his\nprescribed wage and overtime, if any, is determined by quality of output or\nmeasurement of work performed.\u003C\u002Fp>\n\n\u003Ch2>Allowances\u003C\u002Fh2>\n\n\u003Ch3>19.(1) Subsistence allowance \u003C\u002Fh3>\n\n\u003Cp>(a) an employee who is required to work so far from his usual place of work\nas to necessitate his sleeping away from home shall be paid, in addition to his\nwages for the time during which he is away from home- \u003C\u002Fp>\n\n\u003Cp>(i) all necessary proved traveling and subsistence expenses or \u003C\u002Fp>\n\n\u003Cp>(ii) such minimum for food and accomodation amount as may be agreed by the\nCouncil from time to time.\u003C\u002Fp>\n\n\u003Cp>(b) An employee, who travels to and from work by bus on public holiday,\nshall be reimbursed travel costs at the prevailing rates.\u003C\u002Fp>\n\n\u003Ch3>Night shift allowance \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>(2) A night shift worker shall receive an allowance as may be determined by\nCouncil from time to time.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Housing and transport allowances \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>(3) Housing allowance and transport allowance as may be determined by\nCouncil from time to time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Vacation leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>20. (1) In this section: “qualifying service” in relation to vacation\nleave accrued by an employee, means any period of employment following the\ncompletion of the employee’s first year of employment with an employer.\u003C\u002Fp>\n\n\u003Cp>(2) In this clause, for the purpose of calculating the accrual of vacation\nleave, ‘continuous service’ includes any period of national service in\nterms of the National Service Act (Chapter 11:08) other than Part 1 service as\ndefined in that Act. \u003C\u002Fp>\n\n\u003Cp>(3) An employee shall, for each completed month of continuous service,\naccumulate vacation leave at the rate of two and half working days per month or\none twelfth of his qualifying service unless more favourable conditions have\nbeen provided for in a contract of employment.\u003C\u002Fp>\n\n\u003Cp>(4) For the purpose of sub-section (3), any period of more than two weeks\nshall be regarded as a full month and any shorter period shall be disregarded.\n\u003C\u002Fp>\n\n\u003Cp>(5) An employee shall be entitled to proceed on vacation leave within four\nweeks of his application thereof:- Provided that:  \u003C\u002Fp>\n\n\u003Cp>(a) where undue hardship would be caused to the employer, the employee shall\nbe entitled to proceed on vacation leave within six weeks of his application\nthereof; (b) where an establishment has an annual shut down an employee may be\nrequired to take vacation leave during this shut down. \u003C\u002Fp>\n\n\u003Cp>(c) an employee engaged in work with a seasonal peak may be required to take\nvacation leave during the off season. \u003C\u002Fp>\n\n\u003Cp>(6) An employee proceeding on vacation leave may be paid his current wage,\nfor the period of such leave, prior to his going on leave.\u003C\u002Fp>\n\n\u003Cp>(7) An employee who has accumulated vacation leave may, with the consent of\nthe employer, elect to be paid cash in lieu of leave, in addition to his\ncurrent wage, in place of proceeding on such leave or any portion of it. \u003C\u002Fp>\n\n\u003Cp>(8)Every employee whose employment is terminated, by himself or by the\nemployer, for any reason whatsoever, shall be paid his current wage, and shall\nbe entitled to be paid the cash equivalent of any accumulated leave. \u003C\u002Fp>\n\n\u003Cp>(9)Any period of leave taken by an employee in terms of this section, or any\nadditional leave granted by the employer, whether paid or not, or any sick\nleave taken in terms of section 23 shall not be counted for the purpose of\ncalculating further leave.\u003C\u002Fp>\n\n\u003Cp>(10) If an establishment observes a holiday or an industrial holiday, that\nholiday or industrial holiday shall not be offset against the accumulated\nvacation leave of an employee. \u003C\u002Fp>\n\n\u003Cp>(11) An employee may not accumulate vacation leave in excess of ninety\nworking days without the consent of his\u002Fher employer. \u003C\u002Fp>\n\n\u003Cp>(12) An employee in his first year of employment shall accumulate normal\nvacation leave but may not go on such leave except with the consent of the\nemployer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Maternity leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>21. (1) A female employee who is pregnant and furnishes to her employer a\ncertificate signed by a registered medical practitioner or a state registered\nnurse certifying that the birth of her child is likely to take place within the\nnext forty nine days shall, at her request, be granted maternity leave from a\ndate specified by her until at least forty-nine days after the date of birth of\nher child; \u003C\u002Fp>\n\n\u003Cp>(2) The aggregate leave which an employee may take before and the birth of\nher child shall not exceed ninety eight days:- Provided that:-\u003C\u002Fp>\n\n\u003Cp>(a) where the birth of her child in fact takes place after the expiry of the\nforty-nine days, the period of ninety eight days shall be extended without pay\nby the number of days that have elapsed between the expiry of such period of\nforty-nine days and the date of the birth of the child; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) where a registered medical practitioner or a state registered nurse\ncertifies that, as a result of complications accompanying the birth of a child,\nthe child’s mother needs to convalesce for a specified period in excess of\nthe forty-nine days after such birth, the period of ninety eight days shall be\nextended without pay to include the whole of such period;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(3) Maternity leave shall be granted in terms of this clause for a period of\nninety eight days on full pay to a female employee: Provided that: \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a) where a female employee fails, for any reason other than death or\ndismissal by her employer, to return to the employer’s service for a period\nat least as long as that during which she was on maternity leave, and on terms\nnot less favourable than she enjoyed prior to going on such leave, she shall be\nliable for payment to the employer in consideration of such leave; \u003C\u002Fp>\n\n\u003Cp>(b) the frequency of paid maternity leave that a female employee may take in\nterms of this clause shall not exceed once every twenty-four months and a total\nof three times with respect to her total service with any one employer; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(4) During the period when a female employee is on maternity leave, her\nnormal benefits and entitlements, including her rights to seniority or\nadvancement and the accumulation of pension rights shall continue uninterrupted\nin the manner in which they would have continued had she not gone on such leave\nand her period of service shall not be considered as having been interrupted,\nreduced or broken by the exercise of her right to maternity leave; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(5) 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-\nhour periods, as she may choose, during normal working hours for the purpose of\nnursing her child, and such employee may combine the portions to which she is\nentitled with any other normal breaks so as to constitute longer periods that\nshe finds necessary or convenient for the purpose of nursing her child; (6)\nNotwithstanding the provisions of sub- section (6), the grant of breaks during\nnormal working time to a female for the purpose of nursing her child shall be\nmade in accordance with the exigencies of her employment and nothing done to\nprevent any disruption of normal production processes or any interference with\nthe efficient running of an undertaking or establishment shall be held to be in\ncontravention of subsection (6).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Special leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>22. Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee: \u003C\u002Fp>\n\n\u003Cp>(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease; \u003C\u002Fp>\n\n\u003Cp>(b) who is subpoenaed to attend any court in Zimbabwe as a witness; \u003C\u002Fp>\n\n\u003Cp>(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) who is detained for questioning by the police; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(e) on the death of a spouse, parent, child or legal dependant; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(f) on any justifiable compassionate ground.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Benefits during sickness\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>23 (1) If an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, his\u002Fher employer shall grant such employee such\nfacilities as may be necessary to enable such employee to be examined by a\nmedical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Upon being medical examined, an employee shall obtain a medical\ncertificate stating:- \u003C\u002Fp>\n\n\u003Cp>(a) whether or not he\u002Fshe is fit to work, and \u003C\u002Fp>\n\n\u003Cp>(b) if he\u002Fshe is not fit for work, the period for which he\u002Fher is likely to\nbe unfit for work and shall produce such certificate on his\u002Fher return to work,\nif requested to do so by the employer.\u003C\u002Fp>\n\n\u003Cp>(3) If an employee has obtained from a medical practitioner a certificate\nstating that he\u002Fshe is unfit for work, he\u002Fshe shall be paid his\u002Fher wage by\nhis\u002Fher employer whilst unfit for work for the period stated by the medical\npractitioner, but not exceeding an aggregate of one hundred and eighty days in\nany one year of service.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>(4) If an employee who has been in continuous service for six months or\nmore:- (a) has been paid his\u002Fher wage in terms of subsection (3) for a\ncontinuous period of ninety days or for a number of periods aggregating to\nninety days in any one year of service; and (b) is within that year of service,\nagain certified by a medical practitioner as being unfit for work, he\u002Fshe shall\nbe paid half his\u002Fher wage by his\u002Fher employer for such period or periods as the\nmedical practitioner may certify him to be unfit, but not exceeding, on\naggregate, of ninety days within any one year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(5) The employer shall be entitled to terminate the contract of employment\nupon fulfillment of the provisions of subsections (3) and (4) provided that the\njob is not advertised for two months and when advertised to give first\npreference to the ex-employee if the person is fully recovered and a doctor’s\nletter of fitness for duty is produced.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) An employee shall be entitled to the benefits of this clause unless\nhis\u002Fher sickness was self induced or his injury was willfully inflicted.\u003C\u002Fp>\n\n\u003Cp>(7) A certificate issued by a state registered nurse or suitably qualified\nperson shall be accepted in place of a medical certificate when a medical\npractitioner is not available.\u003C\u002Fp>\n\n\u003Cp>(8)The provisions of sub-clauses (3) to (6) shall not apply to any employee\nwhose sickness or accident is covered by the provisions of the National Social\nSecurity Authority Act (Chapter 17:04) or the State Service (Disability\nBenefits) Act (Chapter 16:05) or any similar enactment relating to\ncompensation.\u003C\u002Fp>\n\n\u003Cp>(9) An employer may re-engage an employee who has exhausted sick leave as\nprovided for in section 23.\u003C\u002Fp>\n\n\u003Ch2>Industrial holiday\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>24. (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) Every employee shall be paid his normal daily wage for every industrial\nholiday. \u003C\u002Fp>\n\n\u003Cp>(3) In cases where he is required or agrees to work on an industrial\nholiday, the employer shall:- \u003C\u002Fp>\n\n\u003Cp>(a) grant the employee leave of absence on another day instead of the\nindustrial holiday, and shall pay him not less than his daily wage in respect\nof the industrial holiday and that other day; or \u003C\u002Fp>\n\n\u003Cp>(b) pay the employee for work done on the industrial holiday, in addition to\npaying him\u002Fher his\u002Fher daily wage in respect of the industrial holiday, for\neach hour of work done during the ordinary hours of work, at not less than\ndouble the hourly rate of wage of the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Contract and notice\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>25 .(1) An employer shall inform every employee, in writing upon engagement,\nof the nature of his contract, including the terms relating to:- \u003C\u002Fp>\n\n\u003Cp>(a) his grade; \u003C\u002Fp>\n\n\u003Cp>(b) his wage and when it will be paid; \u003C\u002Fp>\n\n\u003Cp>(c) provision of accommodation; \u003C\u002Fp>\n\n\u003Cp>(d) the period of notice required to terminate the contract of employment;\n\u003C\u002Fp>\n\n\u003Cp>(e) the hours of work; \u003C\u002Fp>\n\n\u003Cp>(f) details of any bonus or incentive production scheme in operation; \u003C\u002Fp>\n\n\u003Cp>(g) provision for benefits during sickness; and (h) vacation leave. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Every contract of employment shall provide that an equal period of\nnotice to terminate such contract shall be given by either party, which period\nshall be not less than:- \u003C\u002Fp>\n\n\u003Cp>(a) three months in the case of a contract without limit of time, or a\ncontract for a period of two years or more; \u003C\u002Fp>\n\n\u003Cp>(b) two months in the case of a contract for a period of one year or more\nbut less than two years; \u003C\u002Fp>\n\n\u003Cp>(c) one month in the case of a contract for a period of six months or more\nbut less than one year; \u003C\u002Fp>\n\n\u003Cp>(d) two weeks in the case of a contract for a period of three months or more\nbut less than six months; \u003C\u002Fp>\n\n\u003Cp>(e) one day in the case of a contract for a period of less than three months\nor in the case of casual work or seasonal work;\u003C\u002Fp>\n\n\u003Cp>(f) during the probationary period:- \u003C\u002Fp>\n\n\u003Cp>(i) one day in the case of casual work or seasonal work; \u003C\u002Fp>\n\n\u003Cp>(ii) two weeks in any other case.\u003C\u002Fp>\n\n\u003Cp>It shall not be necessary for an employee to give such notice where he is\nunable to do so because of some emergency or compelling necessity. \u003C\u002Fp>\n\n\u003Cp>(3) Subject to the provisions of subsection (5) of section 25, no employer\nshall give notice of termination of contract whilst the employee is off sick.\n\u003C\u002Fp>\n\n\u003Cp>(4) 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>(5) Nothing contained in this section shall affect the right of the employer\nto dismiss n employee, or the right of an employee to terminate his employment,\nsummarily on the grounds recognized by law as justifying instant termination of\ncontract of employment. \u003C\u002Fp>\n\n\u003Cp>(6) An employer may discharge his obligation by paying an employee his full\nwage and allowances for and in place of the period of notice required to be\ngiven in terms of this section. \u003C\u002Fp>\n\n\u003Cp>(7) Any contract of employment which is for a stipulated period shall\nspecify the date of starting and the date of termination thereof, and no\nfurther notice to terminate the contract shall be required from either party.\n\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 period of notice, except by agreement, in writing, between the employer\nand the employee.\u003C\u002Fp>\n\n\u003Ch2>Continuous service\u003C\u002Fh2>\n\n\u003Cp>26. (1) Continuous service shall be deemed to be broken only by death,\nresignation, retirement or discharge of the employee concerned:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee who is discharged and re-engaged by the same\nemployer within two months of such discharge shall be deemed not to have broken\nhis continuous service. \u003C\u002Fp>\n\n\u003Cp>(2) A period of absence without the permission of the employer or a period\nof absence of less than two months between discharge and re-engagement shall\nnot be taken into consideration in calculating any benefit in terms of section\n6, 11, 20, 23 or 29. \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 that establishment,\nhis service with the previous owner shall be reckoned as service with the new\nowner, and shall be deemed not have been broken by such change of employer:\nProvided that, if an employee is paid by the previous owner a gratuity in terms\nof section 29 in respect of his service with that owner, the gratuity payable\nby the new 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\u003Ch2>Record of service \u003C\u002Fh2>\n\n\u003Cp>27. (1) An employee whose service is terminated for any cause whatsoever,\nmay request, and his employer shall supply, a record of service \u003C\u002Fp>\n\n\u003Cp>(2) The record of service supplied by the employer shall specify the period\nof service and the occupation of the employee.\u003C\u002Fp>\n\n\u003Ch2>Personal Protective equipment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>28.(1) Every employer shall supply every six months, free of charge,\npersonal protective equipment to each of his employees who in the course of his\nduties, is habitually exposed to inclement weather. \u003C\u002Fp>\n\n\u003Cp>(2) For the avoidance of doubt the provisions of the Factories and Works Act\nChapter 14:08 shall apply mutatis mutandis to this provision. \u003C\u002Fp>\n\n\u003Cp>(3) Personal protective equipment supplied to an employee shall remain the\nproperty of the employer if the employer is responsible for mending, washing\nand otherwise maintaining such clothing. \u003C\u002Fp>\n\n\u003Cp>(4) Personal protective equipment supplied to an employee shall become his\nproperty after three months of continuous service if the employee is\nresponsible for mending, washing and otherwise maintaining such clothing:\nProvided that emblems and insignias provided by the employer to be worn on such\nequipment shall remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>(5)Except where justifiable reasons exist, the cost of any clothing supplied\nto an employee in terms of subsections (1) and (3) which is lost or damaged may\nbe deducted from the employee’s wages in terms of section 12: Provided that,\nin assessing any such cost, the employer shall make due allowance for fair wear\nand tear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Gratuities on termination of employment \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>29. (1) An employee who has completed five or more years of continuous\nservice shall, on the termination of such employment or death, irrespective of\nthe circumstance of such termination or death be paid to his or her estate a\ngratuity of not less than the amount derived by multiplying the number of\ncompleted years of service by the appropriate percentage of his current monthly\nwage upon termination as set out in the Third Schedule. \u003C\u002Fp>\n\n\u003Cp>(2) Notwithstanding the provision of subsection (1) no gratuity shall be\npayable to, the employee or in the event of his or her death, to his or her\nestate if the employer has made provision for such employee by means of a\npension or gratuity scheme which is registered as a fund in terms of the\nPension and Provident Funds Act (Chapter 24:09) and which provides benefits\nwhich are not less favourable than those prescribed in this section. Provided\nthat employees who joined at least five years before the introduction of a\npension fund shall be entitled to a gratuity for that period calculated in\nterms of the Third Schedule if the period had not been incorporated at the\ninception of the pension fund.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Copy and agreement of this notice\u003C\u002Fh2>\n\n\u003Cp>30. (1) Every employer shall exhibit a copy of these regulations and all\namendments thereto in a place easily accessible to every employee. \u003C\u002Fp>\n\n\u003Cp>(2) Every employer shall exhibit a notice in the form set out in the Fourth\nSchedule, showing the number of ordinary working hours per week and the normal\ndaily times of starting and times of finishing work in his establishment for\neach class or group of his employees. \u003C\u002Fp>\n\n\u003Cp>(3) No person shall alter, deface or remove, or cause to be altered, defaced\nor removed, the copy of the regulations and the notice referred to in\nsubsections (1) and (2), respectively, save on the instruction of the employer\nwhen carrying out his responsibilities under those subsections.\u003C\u002Fp>\n\n\u003Ch2>Administration \u003C\u002Fh2>\n\n\u003Cp>31. The council shall be the body responsible for the administration of this\nagreement, and may issue expressions of opinion not inconsistent with the\nprovisions for employers and employees.\u003C\u002Fp>\n\n\u003Ch2>Declaration \u003C\u002Fh2>\n\n\u003Cp>32. The Employers Party and the Trade Union Party, having arrived at the\nagreement set forth therein, the undersigned hereby declare that the foregoing\nis the agreement arrived at and affix their signatures hereto.\u003C\u002Fp>\n\n\u003Cp>Signed at Harare on this day of 2013.\u003C\u002Fp>\n\n\u003Cp>Mr. M. Murandu - For and behalf of the Soft Drinks Manufacturers’\nAssociation\u003C\u002Fp>\n\n\u003Cp>Mr. T. Dunira - For and on behalf of the Soft Drinks Manufacturing\nWorkers’ Union\u003C\u002Fp>\n\n\u003Cp>Mr. T. Zimondi - Chairman \u003C\u002Fp>\n\n\u003Cp>**************************\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>FIRST SCHEDULE (Sections 2, 3 and 4) (with effect from 01\u002F01\u002F13) \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>Classification of occupations\n\n        \u003Cp>In bands \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Minimum Monthly wage\n\n        \u003Cp> (USD) \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band A1 \n\n        \u003Cp>Gardener (Property maintenance) \u003C\u002Fp>\n\n        \u003Cp>Messenger\u002F Office orderly\u002F Cook- Cleaner \u003C\u002Fp>\n\n        \u003Cp>Human Resources\u002FProduction Janitor\u002F General Hand\u002F Sweeper\u002F General\n        Worker \u003C\u002Fp>\n\n        \u003Cp>Cleaner Human Resources and Manufacturing \u003C\u002Fp>\n\n        \u003Cp>House keeper \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>237.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band A2 \n\n        \u003Cp>Gardener (Engineering) \u003C\u002Fp>\n\n        \u003Cp>Canteen assistant \u003C\u002Fp>\n\n        \u003Cp>Packer\u002F Preform Packer\u002F Bottle packer \u003C\u002Fp>\n\n        \u003Cp>Picker \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>248.85\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band A3 \n\n        \u003Cp>Fuel attendant \u003C\u002Fp>\n\n        \u003Cp>Assistant spray painter\u002F Assistant painter \u003C\u002Fp>\n\n        \u003Cp>Sighter \u003C\u002Fp>\n\n        \u003Cp>Security guard\u002F Night watchman \u003C\u002Fp>\n\n        \u003Cp>Manual Bottler\u002F Bottle Fidder \u003C\u002Fp>\n\n        \u003Cp>Stores Assistant \u003C\u002Fp>\n\n        \u003Cp>Syrup Room Worker \u003C\u002Fp>\n\n        \u003Cp>Pallet Maker \u003C\u002Fp>\n\n        \u003Cp>Handy man \u003C\u002Fp>\n\n        \u003Cp>Assistant Welder \u003C\u002Fp>\n\n        \u003Cp>Lubrication Attendant\u002F Machine Greaser \u003C\u002Fp>\n\n        \u003Cp>Laboratory Assistant \u003C\u002Fp>\n\n        \u003Cp>Assistant machine \u003C\u002Fp>\n\n        \u003Cp>Operator Builder Assistant \u003C\u002Fp>\n\n        \u003Cp>Assistant Sign Writer\u003C\u002Fp>\n\n        \u003Cp>Capper \u003C\u002Fp>\n\n        \u003Cp>Manual Palletiser \u003C\u002Fp>\n\n        \u003Cp>Assistant Line Inspector \u003C\u002Fp>\n\n        \u003Cp>Engineering Assistant \u003C\u002Fp>\n\n        \u003Cp>Truck Assistant \u003C\u002Fp>\n\n        \u003Cp>Conveyer Minder\u002F Engine Room Attendant \u003C\u002Fp>\n\n        \u003Cp>Dispatch Assistant \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>261.29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Band B1 \n\n        \u003Cp>Machine Operator - Freezit \u003C\u002Fp>\n\n        \u003Cp>Canteen Cook\u002F Cook \u003C\u002Fp>\n\n        \u003Cp>Driver-messenger \u003C\u002Fp>\n\n        \u003Cp>Fork lift driver\u002F Fork lift operator \u003C\u002Fp>\n\n        \u003Cp>Cleaning supervisor \u003C\u002Fp>\n\n        \u003Cp>Manual Labeller\u002F Labeller Blower \u003C\u002Fp>\n\n        \u003Cp>Syrup room leading hand \u003C\u002Fp>\n\n        \u003Cp>Tyre Fitter \u003C\u002Fp>\n\n        \u003Cp>Merchandiser \u003C\u002Fp>\n\n        \u003Cp>Contimol Operator Shrink \u003C\u002Fp>\n\n        \u003Cp>Wrapper\u002F Unscrambler Operator \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>274.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B and B2 \n\n        \u003Cp>Filler Operator\u002F Bottle filler \u003C\u002Fp>\n\n        \u003Cp>Water treatment attendant\u002F Water treatment operator \u003C\u002Fp>\n\n        \u003Cp>Checker \u003C\u002Fp>\n\n        \u003Cp>Workshop driver\u002F Driver\u002F Shunter Driver \u003C\u002Fp>\n\n        \u003Cp>Final syrup room operator\u002F Syrup room attendant \u003C\u002Fp>\n\n        \u003Cp>Factory Leading Hand \u003C\u002Fp>\n\n        \u003Cp>Labeler Operator \u003C\u002Fp>\n\n        \u003Cp>Wet Area\u002F Dry Area\u002F Blow Moulder Operator \u003C\u002Fp>\n\n        \u003Cp>Waste water treatment operator \u003C\u002Fp>\n\n        \u003Cp>Palletiser Operator \u003C\u002Fp>\n\n        \u003Cp>Homogenising Operator \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>288.07\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B and B3 \n\n        \u003Cp>Machine Operator- P. E.T \u003C\u002Fp>\n\n        \u003Cp>Bus driver\u002F Bulk driver \u003C\u002Fp>\n\n        \u003Cp>Stores clerk\u002F Stock clerk \u003C\u002Fp>\n\n        \u003Cp>Dispatch clerk \u003C\u002Fp>\n\n        \u003Cp>Planned maintainance\u002F Time cards\u002F Basis\u002F Reconciliation clerk \u003C\u002Fp>\n\n        \u003Cp>Cashier- Invoicing\u002F Filling\u002F Issuing\u002F Receiving clerk \u003C\u002Fp>\n\n        \u003Cp>Boiler \u003C\u002Fp>\n\n        \u003Cp>Operator \u003C\u002Fp>\n\n        \u003Cp>Welder Production controller EDP \u003C\u002Fp>\n\n        \u003Cp>Refridgeration mechanic assistant \u003C\u002Fp>\n\n        \u003Cp>Water treatment section leader \u003C\u002Fp>\n\n        \u003Cp>Administration clerk (Human resources\u002F Warehouse) \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>302.47\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B and B4 \n\n        \u003Cp>Spray painter\u002F Painter \u003C\u002Fp>\n\n        \u003Cp>Senior machine operator \u003C\u002Fp>\n\n        \u003Cp>Pastry chef\u002F Head chef \u003C\u002Fp>\n\n        \u003Cp>Carpenter \u003C\u002Fp>\n\n        \u003Cp>Syrup room supervisor \u003C\u002Fp>\n\n        \u003Cp>Signwriter \u003C\u002Fp>\n\n        \u003Cp>Assistant mechanic\u002F Mechanic assistant \u003C\u002Fp>\n\n        \u003Cp>Builder \u003C\u002Fp>\n\n        \u003Cp>Plumber \u003C\u002Fp>\n\n        \u003Cp>Line Inspector \u003C\u002Fp>\n\n        \u003Cp>Salesman \u003C\u002Fp>\n\n        \u003Cp>Process monitor \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>317.59\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B and B5 \n\n        \u003Cp>Stock controller \u003C\u002Fp>\n\n        \u003Cp>Boiler supervisor \u003C\u002Fp>\n\n        \u003Cp>Welding shop supervisor \u003C\u002Fp>\n\n        \u003Cp>Warehouse supervisor \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>333.47\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B and C1 \n\n        \u003Cp>Engineering\u002F Raw material stores controller \u003C\u002Fp>\n\n        \u003Cp>Production supervisor \u003C\u002Fp>\n\n        \u003Cp>Refridgeration mechanic \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>350.14\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B and C2 \u003C\u002Ftd>\n      \u003Ctd>367.65 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B and C3 \n\n        \u003Cp>Electrician \u003C\u002Fp>\n\n        \u003Cp>Auto electrician \u003C\u002Fp>\n\n        \u003Cp>Mechanic\u002F Driver mechanic \u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n      \u003Ctd>386.03\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>SECOND SCHEDULE (Section 3) \u003C\u002Fp>\n\n\u003Cp>DEFINITION OF POSITIONS \u003C\u002Fp>\n\n\u003Cp>‘administration clerk’ means an employee who ensures that stocks are\navailable , raises orders and do periodic stock takes; \u003C\u002Fp>\n\n\u003Cp>‘assistant line inspector’ means an employee who assists in carrying out\nspecified checks on the bottle washing conditions and package checks during\nbottling operations to ensure compliance to the set specifications and\nstandards; \u003C\u002Fp>\n\n\u003Cp>‘assistant machine operator’ means an employee who assists in operating\na machine and checks whether machine is functioning properly \u003C\u002Fp>\n\n\u003Cp>‘assistant spray painter’ means an employee who assists the spray\npainter in spray painting. \u003C\u002Fp>\n\n\u003Cp>‘assistant welder’ means an employee who assists the welder in carrying\nout welding tasks. \u003C\u002Fp>\n\n\u003Cp>‘auto electrician’ means an employee who is responsible for repairing\nand maintaining company vehicle fleet’s electrical systems to acceptable\nstandard. \u003C\u002Fp>\n\n\u003Cp>‘blow moulder operator’ means an employee who operates machinery that\nmanufactures bottles \u003C\u002Fp>\n\n\u003Cp>‘boiler operator’ means an employee who is responsible for operating a\nboiler to set standards; \u003C\u002Fp>\n\n\u003Cp>‘boiler supervisor’ means an employee who supervises the operation of\nboilers to set statutes. \u003C\u002Fp>\n\n\u003Cp>‘bottle feeder’ means an employee who feeds bottles to the filling\nmachine; \u003C\u002Fp>\n\n\u003Cp>‘builder’ means an employee who carries out building tasks; \u003C\u002Fp>\n\n\u003Cp>‘builder’s assistant means an employee who assists the builder in all\nbuilding tasks; \u003C\u002Fp>\n\n\u003Cp>‘canteen assistant’ means an employee who assists in the preparation and\nserving of meals; \u003C\u002Fp>\n\n\u003Cp>‘canteen cook’ means an employee who prepares and serves meals; \u003C\u002Fp>\n\n\u003Cp>‘capper’ means an employee who carries out capping of all filled\nbottles; \u003C\u002Fp>\n\n\u003Cp>‘carpenter’ means an employee who carries out carpentry work; \u003C\u002Fp>\n\n\u003Cp>‘cashier\u002Finvoicing clerk’ means an employee who raises invoices, does\nreconciliation and receives cash; \u003C\u002Fp>\n\n\u003Cp>‘checker\u002Fpicker’ means an employee who checks customer orders, receives\nempties, does stock counts, and receives\u002Fissues product to customers as per\ninvoices; ‘cleaner’ means an employee who maintains housekeeping; \u003C\u002Fp>\n\n\u003Cp>‘cleaning supervisor’ means an employee who supervises subordinates in\nmaintaining the housekeeping of the entire company, \u003C\u002Fp>\n\n\u003Cp>‘conveyor minder’ means an employee who is responsible for smooth\nrunning of conveyors; \u003C\u002Fp>\n\n\u003Cp>‘cook’ means an employee who prepares and serves meals in a particular\narea; \u003C\u002Fp>\n\n\u003Cp>‘depot clerk’ means an employee who carries out clerical duties at\nconventional and area depots \u003C\u002Fp>\n\n\u003Cp>‘dispatch assistant’ means an employee who assists in the dispatching of\ngoods;\u003C\u002Fp>\n\n\u003Cp> ‘dispatch clerk’ means an employee who does clerical duties on\ndispatch; \u003C\u002Fp>\n\n\u003Cp>‘driver’ (bus, shunter, bulk) means an employee who drives company\nvehicles; \u003C\u002Fp>\n\n\u003Cp>‘driver messenger’ means an employee who carries out assigned tasks\nwhich involve driving from one place to another; \u003C\u002Fp>\n\n\u003Cp>‘electrician’ means an employee who installs and maintains electrical\nequipment; \u003C\u002Fp>\n\n\u003Cp>‘engineering assistant’ means an employee who assists engineers in\nattending to breakdowns, routine maintenance, housekeeping and managing tools;\n‘engineering stores controller’ means an employee who controls engineering\nconsumables; \u003C\u002Fp>\n\n\u003Cp>‘engine room attendant’ means an employee who carries out engine room\nand plant equipment maintenance checks; \u003C\u002Fp>\n\n\u003Cp>‘factory leading hand’ means an employee who operates the water line and\nhelp in supervision of that team on that line. \u003C\u002Fp>\n\n\u003Cp>‘filler operator\u002Fbottler’ means an employee who operates the bottle\nfilling machine \u003C\u002Fp>\n\n\u003Cp>‘filling clerk’ means an employee who files documents and issues\nstationery \u003C\u002Fp>\n\n\u003Cp>‘forklift driver’ means an employee who operates a forklift; \u003C\u002Fp>\n\n\u003Cp>‘fuel attendant’ means an employee who receives and issues fuel to\ncompany vehicles according to set procedure; \u003C\u002Fp>\n\n\u003Cp>‘gardener’ means an employee who is involved in the upkeep of garden;\n\u003C\u002Fp>\n\n\u003Cp>‘general hand\u002Fworker’ means an employee who does cleans cleaning and\ngeneral duties; \u003C\u002Fp>\n\n\u003Cp>‘handyman’ means an employee who does general maintenance duties; \u003C\u002Fp>\n\n\u003Cp>‘head chef’ means an employee who is responsible for the planning of\nmenus and supervising all meal preparation in the canteen and also to make sure\nthat food is prepared adequately and safely and also coordinates kitchen staff\n\u003C\u002Fp>\n\n\u003Cp>‘homogenising operator’ means an employee who operates an homogenising\nmachine to set standards; \u003C\u002Fp>\n\n\u003Cp>‘housekeeper’ means an employee who carries out housekeeping duties; \u003C\u002Fp>\n\n\u003Cp>‘issuing clerk’ means an employee who issues consumables to all user\ndepartments; \u003C\u002Fp>\n\n\u003Cp>‘janitor’ means an employee who maintains hygiene in all toilets,\nwashing and changing rooms; \u003C\u002Fp>\n\n\u003Cp>‘labeler’ means an employee who operates a labelling machine; \u003C\u002Fp>\n\n\u003Cp>‘line inspector’ means an employee who carries out control tests in the\nlaboratory and on the line during manufacture of soft drinks. \u003C\u002Fp>\n\n\u003Cp>‘lubrication attendant’ means an employee who is involved in the\nmonitoring and lubrication of equipment in line with set standards; \u003C\u002Fp>\n\n\u003Cp>‘machine greaser’ means an employee who is responsible for lubricating\nequipment and machinery; \u003C\u002Fp>\n\n\u003Cp>‘machine operator’ means an employee who operates a specific machine;\n\u003C\u002Fp>\n\n\u003Cp>‘machine operator (freezit)’ means an employee who operates machine for\nfreezit making; \u003C\u002Fp>\n\n\u003Cp>‘machine operator (PET)’ means an employee who operates a machine which\nproduces PET bottles; \u003C\u002Fp>\n\n\u003Cp>‘manual bottler’ means an employee who manually fills beverages into\nbottles; \u003C\u002Fp>\n\n\u003Cp>‘manual labeller’ means an employee who manually applies description\nlabels onto beverage containers; \u003C\u002Fp>\n\n\u003Cp>‘mechandiser’ means an employee who assists sales in market execution;\n\u003C\u002Fp>\n\n\u003Cp>‘mechanic’s assistant\u002F assistant mechanic’ means an employee who\nassists in the maintenance and repair of company vehicles. \u003C\u002Fp>\n\n\u003Cp>‘messenger’ means an employee who is involved in the delivery of letters\nand serving meals; \u003C\u002Fp>\n\n\u003Cp>‘office orderly’ means an employee who cleans offices and ablutions for\ndaily use and also deliver and collects mail; \u003C\u002Fp>\n\n\u003Cp>‘packer’ means an employee who packs finished product; \u003C\u002Fp>\n\n\u003Cp>‘painter’ means an employee who paints; \u003C\u002Fp>\n\n\u003Cp>‘painter’s assistant’ means an employee who assists the painter. \u003C\u002Fp>\n\n\u003Cp>‘palletiser\u002Fmanual operator’ means an employee who is involved in the\nstacking of products \u003C\u002Fp>\n\n\u003Cp>‘pallet maker’ means an employee who makes new pallets and repairs\ndamaged ones; \u003C\u002Fp>\n\n\u003Cp>‘pastry chef’ means an employee who prepares pastries; \u003C\u002Fp>\n\n\u003Cp>‘planned maintenance clerk’ means an employee who does clerical\nmaintenance work; \u003C\u002Fp>\n\n\u003Cp>‘plumber’ means as employee who carries out plumbing. \u003C\u002Fp>\n\n\u003Cp>‘process monitor’ means an employee who carries out quality control,\nproduct analysis, inspection and plant hygiene; \u003C\u002Fp>\n\n\u003Cp>‘production clerk’ means an employee who compiles and submits periodic\nproduction performance reports from production data; \u003C\u002Fp>\n\n\u003Cp>‘production supervisor\u002Fcontroller’ means an employee who carries out\nsupervision of production activities in the plant; \u003C\u002Fp>\n\n\u003Cp>‘receiving clerk’ means an employee who receives and accounts for items\nreceived; \u003C\u002Fp>\n\n\u003Cp>‘refridgeration mechanic’ means an employee who maintains and repairs\nrefridgeration equipment; \u003C\u002Fp>\n\n\u003Cp>‘refridgeration mechanic assistant’ means an employee who assists in\nmaintenance and repairs of refridgeration equipment; \u003C\u002Fp>\n\n\u003Cp>“sales clerk” means an employee who is responsible for the data capture\nof all sales invoices and produce related reports.\u003C\u002Fp>\n\n\u003Cp>‘salesman’ means an employee who sales and delivers product to\ncustomers; \u003C\u002Fp>\n\n\u003Cp>‘security guard’\u002Fnight watchman’ means an employee who guards company\npremises and safeguard company assets \u003C\u002Fp>\n\n\u003Cp>‘sighter’ means an employee who inspects bottles on a production line;\n\u003C\u002Fp>\n\n\u003Cp>‘sign writer’ means an employee who does sign writing. \u003C\u002Fp>\n\n\u003Cp>‘sign writer assistant’ means an employee who assists in sign writing.\n\u003C\u002Fp>\n\n\u003Cp>‘stock controller’ means an employee who receives and effects transfers\nof products and empties to and from suppliers and also manage stocks; \u003C\u002Fp>\n\n\u003Cp>‘spray painter’ means an employee who does spray painting; \u003C\u002Fp>\n\n\u003Cp>‘stock clerk’ means an employee who carries out stock tracking exercises\nperiodically as well as stock count; \u003C\u002Fp>\n\n\u003Cp>‘stores assistant’ means an employee who assists store areas in\nhousekeeping, receiving and issuing of raw materials; \u003C\u002Fp>\n\n\u003Cp>‘stores clerk’ means an employee who does clerical work relating to\nstock inventory in stores; \u003C\u002Fp>\n\n\u003Cp>‘supervisor’ means an employee who carries out supervision work for a\nteam; \u003C\u002Fp>\n\n\u003Cp>‘sweeper’ means an employee who is responsible housekeeping; \u003C\u002Fp>\n\n\u003Cp>‘syrup room attendant\u002Foperator’ means an employee who prepares syrup;\n\u003C\u002Fp>\n\n\u003Cp>‘syrup room supervisor\u002Fleading hand’ means an employee who supervises\nmanufacture of syrups; \u003C\u002Fp>\n\n\u003Cp>‘wages clerk means an employee who prepares wages and payroll input; \u003C\u002Fp>\n\n\u003Cp>‘truck assistant’ means an employee who loads and off loads product as\nper instruction; \u003C\u002Fp>\n\n\u003Cp>‘tyre fitter’ means an employee who maintains fleet tyres. \u003C\u002Fp>\n\n\u003Cp>‘unscrambler operator’ means an employee who operates an unscramble\nmachine.\u003C\u002Fp>\n\n\u003Cp>‘warehouse supervisor’ means an employee who carries out supervision of\nthe warehouse activities; \u003C\u002Fp>\n\n\u003Cp>‘waste water treatment operator’ means an employee who is responsible\nfor the treatment of waste water. \u003C\u002Fp>\n\n\u003Cp>‘water treatment operator\u002Fattendant’ means an employee who carries out\nthe water treatment activities; \u003C\u002Fp>\n\n\u003Cp>“water treatment section leader” means an employee who supervises water\ntreatment activities. \u003C\u002Fp>\n\n\u003Cp>‘welder’ means an employee who carries out welding activities. \u003C\u002Fp>\n\n\u003Cp>‘welding shop supervisor’ means an employee who supervises welding\nactivities; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>******\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>THIRD SCHEDULE (Section 29) GRATUITIES \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Length of service \u003C\u002Ftd>\n      \u003Ctd>Percentage of monthly wage on termination of employment \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>38\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>41\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>42\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>44\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>45\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>46\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>47\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>48\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>49\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35+\u003C\u002Ftd>\n      \u003Ctd>50\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>******\u003C\u002Fp>\n\n\u003Cp>FOURTH SCHEDULE (Section 28)\u003C\u002Fp>\n\n\u003Cp>FORM OF NOTICE\u003C\u002Fp>\n\n\u003Cp>Name of\nestablishment………………………………………….....................\u003C\u002Fp>\n\n\u003Cp>1. In terms of the Soft Drinks Manufacturing Industry Collective Bargaining\nAgreement-\u003C\u002Fp>\n\n\u003Cp>(a) The number of ordinary working hours per week for each class or group of\nemployees is…………………………………\u003C\u002Fp>\n\n\u003Cp>(b) The normal daily times of starting and times of finishing work for each\nclass or group of employees are…………………\u003C\u002Fp>\n\n\u003Cp>MANAGER \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"hourspday_select":48,"maxsicknesspay":52,"jobclassifaction1":56,"WAGES_determined":60,"ONCERISE2_trigger":64,"maternity_nursing_breaks_duration":68,"hourspweek_select":72,"childcare":75,"nursingmothers":79,"maternityotherclause":81,"LOWWAGE_provision":85,"pensionfund":88,"OVERTIME_trigger":92,"ADMINISTRATIVE_trigger":96,"healthinsurance":99,"COMMUTE_trigger":101,"SUNDAY_trigger":103,"protectiveclothing":106,"contracttrial":110,"sicknesspay":114,"JOBTYPE_descriptions":117,"TRADEUNLEAV_trigger":121,"SCHEDULE_trigger":124,"longtermillness":128,"schedulesrestpw":132,"jobsecuritymothers":134,"NOCTPREM_trigger":138,"overtimeallowancetype_general":142,"LOWWAGE_trigger":146,"contractseverancepay1":148,"bankholidays1":152,"paidmaternityleavepay":156,"mealvouchers":160,"sicknessmaxdays":164,"paidmaternityleave":166,"contractseverancepay":170,"PAIDLEAV_trigger":174,"deathrelatives":178},{"bindId":45,"name":46,"text":47},"disabilitypay","23 (1) If an employee, whilst at work, c","23 (1) If an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, his\u002Fher employer shall grant such employee such\nfacilities as may be necessary to enable such employee to be examined by a\nmedical practitioner.",{"bindId":49,"name":50,"text":51},"hourspday_select","(2) The ordinary hours of work for emplo","(2) The ordinary hours of work for employees shall not exceed forty-five\nhours per week or nine hours per day. \n\n(3).An employer may request, but shall not require, an employee to work\novertime, and shall, whenever possible, give twenty- four hours notice to such\nemployee of such request.\n\nProvided that employees needed to render emergency work shall not decline a\nrequest to work overtime without reasonable excuse.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","(4) If an employee who has been in conti","(4) If an employee who has been in continuous service for six months or\nmore:- (a) has been paid his\u002Fher wage in terms of subsection (3) for a\ncontinuous period of ninety days or for a number of periods aggregating to\nninety days in any one year of service; and (b) is within that year of service,\nagain certified by a medical practitioner as being unfit for work, he\u002Fshe shall\nbe paid half his\u002Fher wage by his\u002Fher employer for such period or periods as the\nmedical practitioner may certify him to be unfit, but not exceeding, on\naggregate, of ninety days within any one year of service.",{"bindId":57,"name":58,"text":59},"jobclassifaction1","FIRST SCHEDULE (Sections 2, 3 and 4) (wi","FIRST SCHEDULE (Sections 2, 3 and 4) (with effect from 01\u002F01\u002F13) \n\n\n  \n  \n  \n  \n    \n      Classification of occupations\n\n        In bands \n      \n      Minimum Monthly wage\n\n         (USD) \n      \n    \n    \n      Band A1 \n\n        Gardener (Property maintenance) \n\n        Messenger\u002F Office orderly\u002F Cook- Cleaner \n\n        Human Resources\u002FProduction Janitor\u002F General Hand\u002F Sweeper\u002F General\n        Worker \n\n        Cleaner Human Resources and Manufacturing \n\n        House keeper \n      \n      237.00 \n    \n    \n      Band A2 \n\n        Gardener (Engineering) \n\n        Canteen assistant \n\n        Packer\u002F Preform Packer\u002F Bottle packer \n\n        Picker \n      \n      248.85\n    \n    \n      Band A3 \n\n        Fuel attendant \n\n        Assistant spray painter\u002F Assistant painter \n\n        Sighter \n\n        Security guard\u002F Night watchman \n\n        Manual Bottler\u002F Bottle Fidder \n\n        Stores Assistant \n\n        Syrup Room Worker \n\n        Pallet Maker \n\n        Handy man \n\n        Assistant Welder \n\n        Lubrication Attendant\u002F Machine Greaser \n\n        Laboratory Assistant \n\n        Assistant machine \n\n        Operator Builder Assistant \n\n        Assistant Sign Writer\n\n        Capper \n\n        Manual Palletiser \n\n        Assistant Line Inspector \n\n        Engineering Assistant \n\n        Truck Assistant \n\n        Conveyer Minder\u002F Engine Room Attendant \n\n        Dispatch Assistant \n      \n      261.29\n    \n    \n      Band B1 \n\n        Machine Operator - Freezit \n\n        Canteen Cook\u002F Cook \n\n        Driver-messenger \n\n        Fork lift driver\u002F Fork lift operator \n\n        Cleaning supervisor \n\n        Manual Labeller\u002F Labeller Blower \n\n        Syrup room leading hand \n\n        Tyre Fitter \n\n        Merchandiser \n\n        Contimol Operator Shrink \n\n        Wrapper\u002F Unscrambler Operator \n      \n      274.35\n    \n    \n      B and B2 \n\n        Filler Operator\u002F Bottle filler \n\n        Water treatment attendant\u002F Water treatment operator \n\n        Checker \n\n        Workshop driver\u002F Driver\u002F Shunter Driver \n\n        Final syrup room operator\u002F Syrup room attendant \n\n        Factory Leading Hand \n\n        Labeler Operator \n\n        Wet Area\u002F Dry Area\u002F Blow Moulder Operator \n\n        Waste water treatment operator \n\n        Palletiser Operator \n\n        Homogenising Operator \n      \n      288.07\n    \n    \n      B and B3 \n\n        Machine Operator- P. E.T \n\n        Bus driver\u002F Bulk driver \n\n        Stores clerk\u002F Stock clerk \n\n        Dispatch clerk \n\n        Planned maintainance\u002F Time cards\u002F Basis\u002F Reconciliation clerk \n\n        Cashier- Invoicing\u002F Filling\u002F Issuing\u002F Receiving clerk \n\n        Boiler \n\n        Operator \n\n        Welder Production controller EDP \n\n        Refridgeration mechanic assistant \n\n        Water treatment section leader \n\n        Administration clerk (Human resources\u002F Warehouse) \n      \n      302.47\n    \n    \n      B and B4 \n\n        Spray painter\u002F Painter \n\n        Senior machine operator \n\n        Pastry chef\u002F Head chef \n\n        Carpenter \n\n        Syrup room supervisor \n\n        Signwriter \n\n        Assistant mechanic\u002F Mechanic assistant \n\n        Builder \n\n        Plumber \n\n        Line Inspector \n\n        Salesman \n\n        Process monitor \n      \n      317.59\n    \n    \n      B and B5 \n\n        Stock controller \n\n        Boiler supervisor \n\n        Welding shop supervisor \n\n        Warehouse supervisor \n      \n      333.47\n    \n    \n      B and C1 \n\n        Engineering\u002F Raw material stores controller \n\n        Production supervisor \n\n        Refridgeration mechanic \n      \n      350.14\n    \n    \n      B and C2 \n      367.65 \n    \n    \n      B and C3 \n\n        Electrician \n\n        Auto electrician \n\n        Mechanic\u002F Driver mechanic \n      \n      386.03",{"bindId":61,"name":62,"text":63},"WAGES_determined","25 .(1) An employer shall inform every e","25 .(1) An employer shall inform every employee, in writing upon engagement,\nof the nature of his contract, including the terms relating to:- \n\n(a) his grade; \n\n(b) his wage and when it will be paid; \n\n(c) provision of accommodation; \n\n(d) the period of notice required to terminate the contract of employment;\n\n\n(e) the hours of work; \n\n(f) details of any bonus or incentive production scheme in operation; \n\n(g) provision for benefits during sickness; and (h) vacation leave. ",{"bindId":65,"name":66,"text":67},"ONCERISE2_trigger","(3) Housing allowance and transport allo","(3) Housing allowance and transport allowance as may be determined by\nCouncil from time to time.",{"bindId":69,"name":70,"text":71},"maternity_nursing_breaks_duration","(5) A female employee who is the mother ","(5) 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-\nhour periods, as she may choose, during normal working hours for the purpose of\nnursing her child, and such employee may combine the portions to which she is\nentitled with any other normal breaks so as to constitute longer periods that\nshe finds necessary or convenient for the purpose of nursing her child; (6)\nNotwithstanding the provisions of sub- section (6), the grant of breaks during\nnormal working time to a female for the purpose of nursing her child shall be\nmade in accordance with the exigencies of her employment and nothing done to\nprevent any disruption of normal production processes or any interference with\nthe efficient running of an undertaking or establishment shall be held to be in\ncontravention of subsection (6).",{"bindId":73,"name":50,"text":74},"hourspweek_select","(2) The ordinary hours of work for employees shall not exceed forty-five\nhours per week or nine hours per day. ",{"bindId":76,"name":77,"text":78},"childcare","22. Special leave on full pay not exceed","22. Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee: \n\n(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease; \n\n(b) who is subpoenaed to attend any court in Zimbabwe as a witness; \n\n(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed; \n\n(d) who is detained for questioning by the police; \n\n(e) on the death of a spouse, parent, child or legal dependant; \n\n(f) on any justifiable compassionate ground.",{"bindId":80,"name":70,"text":71},"nursingmothers",{"bindId":82,"name":83,"text":84},"maternityotherclause","(b) where a registered medical practitio","(b) where a registered medical practitioner or a state registered nurse\ncertifies that, as a result of complications accompanying the birth of a child,\nthe child’s mother needs to convalesce for a specified period in excess of\nthe forty-nine days after such birth, the period of ninety eight days shall be\nextended without pay to include the whole of such period;\n\n(3) Maternity leave shall be granted in terms of this clause for a period of\nninety eight days on full pay to a female employee: Provided that: \n\n(a) where a female employee fails, for any reason other than death or\ndismissal by her employer, to return to the employer’s service for a period\nat least as long as that during which she was on maternity leave, and on terms\nnot less favourable than she enjoyed prior to going on such leave, she shall be\nliable for payment to the employer in consideration of such leave; \n\n(b) the frequency of paid maternity leave that a female employee may take in\nterms of this clause shall not exceed once every twenty-four months and a total\nof three times with respect to her total service with any one employer; ",{"bindId":86,"name":58,"text":87},"LOWWAGE_provision","FIRST SCHEDULE (Sections 2, 3 and 4) (with effect from 01\u002F01\u002F13) \n\n\n  \n  \n  \n  \n    \n      Classification of occupations\n\n        In bands \n      \n      Minimum Monthly wage\n\n         (USD) \n      \n    \n    \n      Band A1 \n\n        Gardener (Property maintenance) \n\n        Messenger\u002F Office orderly\u002F Cook- Cleaner \n\n        Human Resources\u002FProduction Janitor\u002F General Hand\u002F Sweeper\u002F General\n        Worker \n\n        Cleaner Human Resources and Manufacturing \n\n        House keeper \n      \n      237.00 \n    \n    \n      Band A2 \n\n        Gardener (Engineering) \n\n        Canteen assistant \n\n        Packer\u002F Preform Packer\u002F Bottle packer \n\n        Picker \n      \n      248.85\n    \n    \n      Band A3 \n\n        Fuel attendant \n\n        Assistant spray painter\u002F Assistant painter \n\n        Sighter \n\n        Security guard\u002F Night watchman \n\n        Manual Bottler\u002F Bottle Fidder \n\n        Stores Assistant \n\n        Syrup Room Worker \n\n        Pallet Maker \n\n        Handy man \n\n        Assistant Welder \n\n        Lubrication Attendant\u002F Machine Greaser \n\n        Laboratory Assistant \n\n        Assistant machine \n\n        Operator Builder Assistant \n\n        Assistant Sign Writer\n\n        Capper \n\n        Manual Palletiser \n\n        Assistant Line Inspector \n\n        Engineering Assistant \n\n        Truck Assistant \n\n        Conveyer Minder\u002F Engine Room Attendant \n\n        Dispatch Assistant \n      \n      261.29\n    \n    \n      Band B1 \n\n        Machine Operator - Freezit \n\n        Canteen Cook\u002F Cook \n\n        Driver-messenger \n\n        Fork lift driver\u002F Fork lift operator \n\n        Cleaning supervisor \n\n        Manual Labeller\u002F Labeller Blower \n\n        Syrup room leading hand \n\n        Tyre Fitter \n\n        Merchandiser \n\n        Contimol Operator Shrink \n\n        Wrapper\u002F Unscrambler Operator \n      \n      274.35\n    \n    \n      B and B2 \n\n        Filler Operator\u002F Bottle filler \n\n        Water treatment attendant\u002F Water treatment operator \n\n        Checker \n\n        Workshop driver\u002F Driver\u002F Shunter Driver \n\n        Final syrup room operator\u002F Syrup room attendant \n\n        Factory Leading Hand \n\n        Labeler Operator \n\n        Wet Area\u002F Dry Area\u002F Blow Moulder Operator \n\n        Waste water treatment operator \n\n        Palletiser Operator \n\n        Homogenising Operator \n      \n      288.07\n    \n    \n      B and B3 \n\n        Machine Operator- P. E.T \n\n        Bus driver\u002F Bulk driver \n\n        Stores clerk\u002F Stock clerk \n\n        Dispatch clerk \n\n        Planned maintainance\u002F Time cards\u002F Basis\u002F Reconciliation clerk \n\n        Cashier- Invoicing\u002F Filling\u002F Issuing\u002F Receiving clerk \n\n        Boiler \n\n        Operator \n\n        Welder Production controller EDP \n\n        Refridgeration mechanic assistant \n\n        Water treatment section leader \n\n        Administration clerk (Human resources\u002F Warehouse) \n      \n      302.47\n    \n    \n      B and B4 \n\n        Spray painter\u002F Painter \n\n        Senior machine operator \n\n        Pastry chef\u002F Head chef \n\n        Carpenter \n\n        Syrup room supervisor \n\n        Signwriter \n\n        Assistant mechanic\u002F Mechanic assistant \n\n        Builder \n\n        Plumber \n\n        Line Inspector \n\n        Salesman \n\n        Process monitor \n      \n      317.59\n    \n    \n      B and B5 \n\n        Stock controller \n\n        Boiler supervisor \n\n        Welding shop supervisor \n\n        Warehouse supervisor \n      \n      333.47\n    \n    \n      B and C1 \n\n        Engineering\u002F Raw material stores controller \n\n        Production supervisor \n\n        Refridgeration mechanic \n      \n      350.14\n    \n    \n      B and C2 \n      367.65 \n    \n    \n      B and C3 \n\n        Electrician \n\n        Auto electrician \n\n        Mechanic\u002F Driver mechanic ",{"bindId":89,"name":90,"text":91},"pensionfund","(b) by written stop-order, any contribut","(b) by written stop-order, any contributions by the employee to insurance\npolicies, pension funds, medical aid societies, Post Office Savings Bank\naccount or building society savings accounts; ",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","11. (1) The provisions of this section s","11. (1) The provisions of this section shall not apply to employees who\ncarry out work on commission:\n\nProvided that an employee who carries out any work for commission shall be\npaid at least double his current hourly wage for all time worked on an off day,\na Sunday or public holiday.\n\n(2) An employer shall pay an employee as overtime pay at least one and half\ntimes the current hourly wage of that employee for any period by which the\nnumber of hours ordinarily worked is exceeded by more than fifteen minutes.\n\n(3) Notwithstanding the provisions of subsection (2), an employer shall pay\novertime on a day off at least double the current hourly wage of the\nemployee.\n\n(4) Notwithstanding the provisions of subsection (3), and in addition to the\npayment prescribed in subsection (2) of section 24, an employer shall pay\novertime on an industrial holiday during the ordinary hours of work for the day\nof the week on which the industrial holiday falls, at least double the current\nhourly wage of the employee.",{"bindId":97,"name":77,"text":98},"ADMINISTRATIVE_trigger","22. Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee: \n\n(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease; \n\n(b) who is subpoenaed to attend any court in Zimbabwe as a witness; \n\n(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed; \n\n(d) who is detained for questioning by the police; ",{"bindId":100,"name":90,"text":91},"healthinsurance",{"bindId":102,"name":66,"text":67},"COMMUTE_trigger",{"bindId":104,"name":94,"text":105},"SUNDAY_trigger","11. (1) The provisions of this section shall not apply to employees who\ncarry out work on commission:\n\nProvided that an employee who carries out any work for commission shall be\npaid at least double his current hourly wage for all time worked on an off day,\na Sunday or public holiday.",{"bindId":107,"name":108,"text":109},"protectiveclothing","28.(1) Every employer shall supply every","28.(1) Every employer shall supply every six months, free of charge,\npersonal protective equipment to each of his employees who in the course of his\nduties, is habitually exposed to inclement weather. \n\n(2) For the avoidance of doubt the provisions of the Factories and Works Act\nChapter 14:08 shall apply mutatis mutandis to this provision. \n\n(3) Personal protective equipment supplied to an employee shall remain the\nproperty of the employer if the employer is responsible for mending, washing\nand otherwise maintaining such clothing. \n\n(4) Personal protective equipment supplied to an employee shall become his\nproperty after three months of continuous service if the employee is\nresponsible for mending, washing and otherwise maintaining such clothing:\nProvided that emblems and insignias provided by the employer to be worn on such\nequipment shall remain the property of the employer.\n\n(5)Except where justifiable reasons exist, the cost of any clothing supplied\nto an employee in terms of subsections (1) and (3) which is lost or damaged may\nbe deducted from the employee’s wages in terms of section 12: Provided that,\nin assessing any such cost, the employer shall make due allowance for fair wear\nand tear.",{"bindId":111,"name":112,"text":113},"contracttrial","(7) A contract of employment shall provi","(7) A contract of employment shall provide in writing for a single\nnon-renewable probationary period of not more than: \n\n(a) one day in the case of casual work or seasonal work, or \n\n(b) three months in any other case.",{"bindId":115,"name":46,"text":116},"sicknesspay","23 (1) If an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, his\u002Fher employer shall grant such employee such\nfacilities as may be necessary to enable such employee to be examined by a\nmedical practitioner.\n\n(2) Upon being medical examined, an employee shall obtain a medical\ncertificate stating:- \n\n(a) whether or not he\u002Fshe is fit to work, and \n\n(b) if he\u002Fshe is not fit for work, the period for which he\u002Fher is likely to\nbe unfit for work and shall produce such certificate on his\u002Fher return to work,\nif requested to do so by the employer.\n\n(3) If an employee has obtained from a medical practitioner a certificate\nstating that he\u002Fshe is unfit for work, he\u002Fshe shall be paid his\u002Fher wage by\nhis\u002Fher employer whilst unfit for work for the period stated by the medical\npractitioner, but not exceeding an aggregate of one hundred and eighty days in\nany one year of service.\n\n(4) If an employee who has been in continuous service for six months or\nmore:- (a) has been paid his\u002Fher wage in terms of subsection (3) for a\ncontinuous period of ninety days or for a number of periods aggregating to\nninety days in any one year of service; and (b) is within that year of service,\nagain certified by a medical practitioner as being unfit for work, he\u002Fshe shall\nbe paid half his\u002Fher wage by his\u002Fher employer for such period or periods as the\nmedical practitioner may certify him to be unfit, but not exceeding, on\naggregate, of ninety days within any one year of service.",{"bindId":118,"name":119,"text":120},"JOBTYPE_descriptions","SECOND SCHEDULE (Section 3) DEFINITION O","SECOND SCHEDULE (Section 3) \n\nDEFINITION OF POSITIONS \n\n‘administration clerk’ means an employee who ensures that stocks are\navailable , raises orders and do periodic stock takes; \n\n‘assistant line inspector’ means an employee who assists in carrying out\nspecified checks on the bottle washing conditions and package checks during\nbottling operations to ensure compliance to the set specifications and\nstandards; \n\n‘assistant machine operator’ means an employee who assists in operating\na machine and checks whether machine is functioning properly \n\n‘assistant spray painter’ means an employee who assists the spray\npainter in spray painting. \n\n‘assistant welder’ means an employee who assists the welder in carrying\nout welding tasks. \n\n‘auto electrician’ means an employee who is responsible for repairing\nand maintaining company vehicle fleet’s electrical systems to acceptable\nstandard. \n\n‘blow moulder operator’ means an employee who operates machinery that\nmanufactures bottles \n\n‘boiler operator’ means an employee who is responsible for operating a\nboiler to set standards; \n\n‘boiler supervisor’ means an employee who supervises the operation of\nboilers to set statutes. \n\n‘bottle feeder’ means an employee who feeds bottles to the filling\nmachine; \n\n‘builder’ means an employee who carries out building tasks; \n\n‘builder’s assistant means an employee who assists the builder in all\nbuilding tasks; \n\n‘canteen assistant’ means an employee who assists in the preparation and\nserving of meals; \n\n‘canteen cook’ means an employee who prepares and serves meals; \n\n‘capper’ means an employee who carries out capping of all filled\nbottles; \n\n‘carpenter’ means an employee who carries out carpentry work; \n\n‘cashier\u002Finvoicing clerk’ means an employee who raises invoices, does\nreconciliation and receives cash; \n\n‘checker\u002Fpicker’ means an employee who checks customer orders, receives\nempties, does stock counts, and receives\u002Fissues product to customers as per\ninvoices; ‘cleaner’ means an employee who maintains housekeeping; \n\n‘cleaning supervisor’ means an employee who supervises subordinates in\nmaintaining the housekeeping of the entire company, \n\n‘conveyor minder’ means an employee who is responsible for smooth\nrunning of conveyors; \n\n‘cook’ means an employee who prepares and serves meals in a particular\narea; \n\n‘depot clerk’ means an employee who carries out clerical duties at\nconventional and area depots \n\n‘dispatch assistant’ means an employee who assists in the dispatching of\ngoods;\n\n ‘dispatch clerk’ means an employee who does clerical duties on\ndispatch; \n\n‘driver’ (bus, shunter, bulk) means an employee who drives company\nvehicles; \n\n‘driver messenger’ means an employee who carries out assigned tasks\nwhich involve driving from one place to another; \n\n‘electrician’ means an employee who installs and maintains electrical\nequipment; \n\n‘engineering assistant’ means an employee who assists engineers in\nattending to breakdowns, routine maintenance, housekeeping and managing tools;\n‘engineering stores controller’ means an employee who controls engineering\nconsumables; \n\n‘engine room attendant’ means an employee who carries out engine room\nand plant equipment maintenance checks; \n\n‘factory leading hand’ means an employee who operates the water line and\nhelp in supervision of that team on that line. \n\n‘filler operator\u002Fbottler’ means an employee who operates the bottle\nfilling machine \n\n‘filling clerk’ means an employee who files documents and issues\nstationery \n\n‘forklift driver’ means an employee who operates a forklift; \n\n‘fuel attendant’ means an employee who receives and issues fuel to\ncompany vehicles according to set procedure; \n\n‘gardener’ means an employee who is involved in the upkeep of garden;\n\n\n‘general hand\u002Fworker’ means an employee who does cleans cleaning and\ngeneral duties; \n\n‘handyman’ means an employee who does general maintenance duties; \n\n‘head chef’ means an employee who is responsible for the planning of\nmenus and supervising all meal preparation in the canteen and also to make sure\nthat food is prepared adequately and safely and also coordinates kitchen staff\n\n\n‘homogenising operator’ means an employee who operates an homogenising\nmachine to set standards; \n\n‘housekeeper’ means an employee who carries out housekeeping duties; \n\n‘issuing clerk’ means an employee who issues consumables to all user\ndepartments; \n\n‘janitor’ means an employee who maintains hygiene in all toilets,\nwashing and changing rooms; \n\n‘labeler’ means an employee who operates a labelling machine; \n\n‘line inspector’ means an employee who carries out control tests in the\nlaboratory and on the line during manufacture of soft drinks. \n\n‘lubrication attendant’ means an employee who is involved in the\nmonitoring and lubrication of equipment in line with set standards; \n\n‘machine greaser’ means an employee who is responsible for lubricating\nequipment and machinery; \n\n‘machine operator’ means an employee who operates a specific machine;\n\n\n‘machine operator (freezit)’ means an employee who operates machine for\nfreezit making; \n\n‘machine operator (PET)’ means an employee who operates a machine which\nproduces PET bottles; \n\n‘manual bottler’ means an employee who manually fills beverages into\nbottles; \n\n‘manual labeller’ means an employee who manually applies description\nlabels onto beverage containers; \n\n‘mechandiser’ means an employee who assists sales in market execution;\n\n\n‘mechanic’s assistant\u002F assistant mechanic’ means an employee who\nassists in the maintenance and repair of company vehicles. \n\n‘messenger’ means an employee who is involved in the delivery of letters\nand serving meals; \n\n‘office orderly’ means an employee who cleans offices and ablutions for\ndaily use and also deliver and collects mail; \n\n‘packer’ means an employee who packs finished product; \n\n‘painter’ means an employee who paints; \n\n‘painter’s assistant’ means an employee who assists the painter. \n\n‘palletiser\u002Fmanual operator’ means an employee who is involved in the\nstacking of products \n\n‘pallet maker’ means an employee who makes new pallets and repairs\ndamaged ones; \n\n‘pastry chef’ means an employee who prepares pastries; \n\n‘planned maintenance clerk’ means an employee who does clerical\nmaintenance work; \n\n‘plumber’ means as employee who carries out plumbing. \n\n‘process monitor’ means an employee who carries out quality control,\nproduct analysis, inspection and plant hygiene; \n\n‘production clerk’ means an employee who compiles and submits periodic\nproduction performance reports from production data; \n\n‘production supervisor\u002Fcontroller’ means an employee who carries out\nsupervision of production activities in the plant; \n\n‘receiving clerk’ means an employee who receives and accounts for items\nreceived; \n\n‘refridgeration mechanic’ means an employee who maintains and repairs\nrefridgeration equipment; \n\n‘refridgeration mechanic assistant’ means an employee who assists in\nmaintenance and repairs of refridgeration equipment; \n\n“sales clerk” means an employee who is responsible for the data capture\nof all sales invoices and produce related reports.\n\n‘salesman’ means an employee who sales and delivers product to\ncustomers; \n\n‘security guard’\u002Fnight watchman’ means an employee who guards company\npremises and safeguard company assets \n\n‘sighter’ means an employee who inspects bottles on a production line;\n\n\n‘sign writer’ means an employee who does sign writing. \n\n‘sign writer assistant’ means an employee who assists in sign writing.\n\n\n‘stock controller’ means an employee who receives and effects transfers\nof products and empties to and from suppliers and also manage stocks; \n\n‘spray painter’ means an employee who does spray painting; \n\n‘stock clerk’ means an employee who carries out stock tracking exercises\nperiodically as well as stock count; \n\n‘stores assistant’ means an employee who assists store areas in\nhousekeeping, receiving and issuing of raw materials; \n\n‘stores clerk’ means an employee who does clerical work relating to\nstock inventory in stores; \n\n‘supervisor’ means an employee who carries out supervision work for a\nteam; \n\n‘sweeper’ means an employee who is responsible housekeeping; \n\n‘syrup room attendant\u002Foperator’ means an employee who prepares syrup;\n\n\n‘syrup room supervisor\u002Fleading hand’ means an employee who supervises\nmanufacture of syrups; \n\n‘wages clerk means an employee who prepares wages and payroll input; \n\n‘truck assistant’ means an employee who loads and off loads product as\nper instruction; \n\n‘tyre fitter’ means an employee who maintains fleet tyres. \n\n‘unscrambler operator’ means an employee who operates an unscramble\nmachine.\n\n‘warehouse supervisor’ means an employee who carries out supervision of\nthe warehouse activities; \n\n‘waste water treatment operator’ means an employee who is responsible\nfor the treatment of waste water. \n\n‘water treatment operator\u002Fattendant’ means an employee who carries out\nthe water treatment activities; \n\n“water treatment section leader” means an employee who supervises water\ntreatment activities. \n\n‘welder’ means an employee who carries out welding activities. \n\n‘welding shop supervisor’ means an employee who supervises welding\nactivities; ",{"bindId":122,"name":77,"text":123},"TRADEUNLEAV_trigger","22. Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee: \n\n(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease; \n\n(b) who is subpoenaed to attend any court in Zimbabwe as a witness; \n\n(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed; ",{"bindId":125,"name":126,"text":127},"SCHEDULE_trigger","(5). Every employee shall receive at lea","(5). Every employee shall receive at least one day off in each week. ",{"bindId":129,"name":130,"text":131},"longtermillness","(5) The employer shall be entitled to te","(5) The employer shall be entitled to terminate the contract of employment\nupon fulfillment of the provisions of subsections (3) and (4) provided that the\njob is not advertised for two months and when advertised to give first\npreference to the ex-employee if the person is fully recovered and a doctor’s\nletter of fitness for duty is produced.",{"bindId":133,"name":126,"text":127},"schedulesrestpw",{"bindId":135,"name":136,"text":137},"jobsecuritymothers","(4) During the period when a female empl","(4) During the period when a female employee is on maternity leave, her\nnormal benefits and entitlements, including her rights to seniority or\nadvancement and the accumulation of pension rights shall continue uninterrupted\nin the manner in which they would have continued had she not gone on such leave\nand her period of service shall not be considered as having been interrupted,\nreduced or broken by the exercise of her right to maternity leave; ",{"bindId":139,"name":140,"text":141},"NOCTPREM_trigger","(2) A night shift worker shall receive a","(2) A night shift worker shall receive an allowance as may be determined by\nCouncil from time to time.",{"bindId":143,"name":144,"text":145},"overtimeallowancetype_general","(2) An employer shall pay an employee as","(2) An employer shall pay an employee as overtime pay at least one and half\ntimes the current hourly wage of that employee for any period by which the\nnumber of hours ordinarily worked is exceeded by more than fifteen minutes.",{"bindId":147,"name":58,"text":87},"LOWWAGE_trigger",{"bindId":149,"name":150,"text":151},"contractseverancepay1","THIRD SCHEDULE (Section 29) GRATUITIES L","THIRD SCHEDULE (Section 29) GRATUITIES \n\n\n  \n  \n  \n  \n    \n      Length of service \n      Percentage of monthly wage on termination of employment \n    \n    \n      5\n      20\n    \n    \n      6\n      21\n    \n    \n      7\n      22\n    \n    \n      8\n      23\n    \n    \n      9\n      24\n    \n    \n      10\n      25\n    \n    \n      11\n      26\n    \n    \n      12\n      27\n    \n    \n      13\n      28\n    \n    \n      14\n      29\n    \n    \n      15\n      30\n    \n    \n      16\n      31\n    \n    \n      17\n      32\n    \n    \n      18\n      33\n    \n    \n      19\n      34\n    \n    \n      20\n      35\n    \n    \n      21\n      36\n    \n    \n      22\n      37\n    \n    \n      23\n      38\n    \n    \n      24\n      39\n    \n    \n      25\n      40\n    \n    \n      26\n      41\n    \n    \n      27\n      42\n    \n    \n      28\n      43\n    \n    \n      29\n      44\n    \n    \n      30\n      45\n    \n    \n      31\n      46\n    \n    \n      32\n      47\n    \n    \n      33\n      48\n    \n    \n      34\n      49\n    \n    \n      35+\n      50",{"bindId":153,"name":154,"text":155},"bankholidays1","24. (1) All days declared in terms of th","24. (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) Every employee shall be paid his normal daily wage for every industrial\nholiday. \n\n(3) In cases where he is required or agrees to work on an industrial\nholiday, the employer shall:- \n\n(a) grant the employee leave of absence on another day instead of the\nindustrial holiday, and shall pay him not less than his daily wage in respect\nof the industrial holiday and that other day; or \n\n(b) pay the employee for work done on the industrial holiday, in addition to\npaying him\u002Fher his\u002Fher daily wage in respect of the industrial holiday, for\neach hour of work done during the ordinary hours of work, at not less than\ndouble the hourly rate of wage of the employee.",{"bindId":157,"name":158,"text":159},"paidmaternityleavepay","(3) Maternity leave shall be granted in ","(3) Maternity leave shall be granted in terms of this clause for a period of\nninety eight days on full pay to a female employee: Provided that: ",{"bindId":161,"name":162,"text":163},"mealvouchers","17. (1) A price list of all meals suppli","17. (1) A price list of all meals supplied at the expense of the employer\nshall be displayed in a prominent position within every workplace. \n\n(2) An employee who voluntarily accepts the meals referred to in sub section\n(1) may have the cost of such meals deducted from his wage.",{"bindId":165,"name":54,"text":55},"sicknessmaxdays",{"bindId":167,"name":168,"text":169},"paidmaternityleave","21. (1) A female employee who is pregnan","21. (1) A female employee who is pregnant and furnishes to her employer a\ncertificate signed by a registered medical practitioner or a state registered\nnurse certifying that the birth of her child is likely to take place within the\nnext forty nine days shall, at her request, be granted maternity leave from a\ndate specified by her until at least forty-nine days after the date of birth of\nher child; \n\n(2) The aggregate leave which an employee may take before and the birth of\nher child shall not exceed ninety eight days:- Provided that:-\n\n(a) where the birth of her child in fact takes place after the expiry of the\nforty-nine days, the period of ninety eight days shall be extended without pay\nby the number of days that have elapsed between the expiry of such period of\nforty-nine days and the date of the birth of the child; ",{"bindId":171,"name":172,"text":173},"contractseverancepay","29. (1) An employee who has completed fi","29. (1) An employee who has completed five or more years of continuous\nservice shall, on the termination of such employment or death, irrespective of\nthe circumstance of such termination or death be paid to his or her estate a\ngratuity of not less than the amount derived by multiplying the number of\ncompleted years of service by the appropriate percentage of his current monthly\nwage upon termination as set out in the Third Schedule. \n\n(2) Notwithstanding the provision of subsection (1) no gratuity shall be\npayable to, the employee or in the event of his or her death, to his or her\nestate if the employer has made provision for such employee by means of a\npension or gratuity scheme which is registered as a fund in terms of the\nPension and Provident Funds Act (Chapter 24:09) and which provides benefits\nwhich are not less favourable than those prescribed in this section. Provided\nthat employees who joined at least five years before the introduction of a\npension fund shall be entitled to a gratuity for that period calculated in\nterms of the Third Schedule if the period had not been incorporated at the\ninception of the pension fund.",{"bindId":175,"name":176,"text":177},"PAIDLEAV_trigger","20. (1) In this section: “qualifying ser","20. (1) In this section: “qualifying service” in relation to vacation\nleave accrued by an employee, means any period of employment following the\ncompletion of the employee’s first year of employment with an employer.\n\n(2) In this clause, for the purpose of calculating the accrual of vacation\nleave, ‘continuous service’ includes any period of national service in\nterms of the National Service Act (Chapter 11:08) other than Part 1 service as\ndefined in that Act. \n\n(3) An employee shall, for each completed month of continuous service,\naccumulate vacation leave at the rate of two and half working days per month or\none twelfth of his qualifying service unless more favourable conditions have\nbeen provided for in a contract of employment.\n\n(4) For the purpose of sub-section (3), any period of more than two weeks\nshall be regarded as a full month and any shorter period shall be disregarded.\n\n\n(5) An employee shall be entitled to proceed on vacation leave within four\nweeks of his application thereof:- Provided that:  \n\n(a) where undue hardship would be caused to the employer, the employee shall\nbe entitled to proceed on vacation leave within six weeks of his application\nthereof; (b) where an establishment has an annual shut down an employee may be\nrequired to take vacation leave during this shut down. \n\n(c) an employee engaged in work with a seasonal peak may be required to take\nvacation leave during the off season. \n\n(6) An employee proceeding on vacation leave may be paid his current wage,\nfor the period of such leave, prior to his going on leave.\n\n(7) An employee who has accumulated vacation leave may, with the consent of\nthe employer, elect to be paid cash in lieu of leave, in addition to his\ncurrent wage, in place of proceeding on such leave or any portion of it. \n\n(8)Every employee whose employment is terminated, by himself or by the\nemployer, for any reason whatsoever, shall be paid his current wage, and shall\nbe entitled to be paid the cash equivalent of any accumulated leave. \n\n(9)Any period of leave taken by an employee in terms of this section, or any\nadditional leave granted by the employer, whether paid or not, or any sick\nleave taken in terms of section 23 shall not be counted for the purpose of\ncalculating further leave.\n\n(10) If an establishment observes a holiday or an industrial holiday, that\nholiday or industrial holiday shall not be offset against the accumulated\nvacation leave of an employee. \n\n(11) An employee may not accumulate vacation leave in excess of ninety\nworking days without the consent of his\u002Fher employer. \n\n(12) An employee in his first year of employment shall accumulate normal\nvacation leave but may not go on such leave except with the consent of the\nemployer.",{"bindId":179,"name":77,"text":180},"deathrelatives","22. Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee: \n\n(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease; \n\n(b) who is subpoenaed to attend any court in Zimbabwe as a witness; \n\n(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed; \n\n(d) who is detained for questioning by the police; \n\n(e) on the death of a spouse, parent, child or legal dependant; ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Soft Drinks Manufacturers Association of Zimbabwe - 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 beverages\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: → Soft Drinks Manufacturers Association of Zimbabwe\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Soft Drinks Manufacturing 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        \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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → No provision 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): → 20 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → No provision %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → ZAR 237.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\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",[186],{"title":37,"slug":33},[188],{"type":189,"data":190},"call_to_action_body_block",{"title":191,"description":192,"variant":193,"link":194},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":191,"url":195,"description":191,"rel":196,"type":197},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[199],{"type":189,"data":200},{"title":191,"description":192,"variant":193,"link":201},{"title":191,"url":195,"description":191,"rel":196,"type":197},[]]