[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-agricultural-industry-and-the-general-agriculture-and-plantation-workers-union-of-zimbabwe-gapwuz---2012":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":150,"content_type_view":151,"extra_breadcrumbs":152,"body":154,"body_blocks":165,"related_pages":169},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":148,"translations":149},{"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-the-agricultural-industry-and-the-general-agriculture-and-plantation-workers-union-of-zimbabwe-gapwuz---2012","47146876-371e-11e7-a340-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-the-agricultural-industry-and-the-general-agriculture-and-plantation-workers-union-of-zimbabwe-gapwuz---2012\u002Fcollective-bargaining-agreement-between-the-agricultural-industry-and-the-general-agriculture-and-plantation-workers-union-of-zimbabwe-gapwuz---2012\u002F","Collective Bargaining Agreement between the Agricultural Industry and the General Agriculture and Plantation Workers’ Union of Zimbabwe (GAPWUZ) - 2012","ZWE Zimbabwe Agriculture Employers Organisation (ZAEO) - 2012","Zimbabwe - ZWE Zimbabwe Agriculture Employers Organisation (ZAEO) - 2012","ZWE Zimbabwe Agriculture Employers Organisation (ZAEO) - 2012 - Agriculture, forestry, fishing",{"name":41,"data":42},"agriculture.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>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective Bargaining Agreement between the Agricultural Industry and the\nGeneral Agriculture and Plantation Workers’ Union of Zimbabwe (GAPWUZ) -\nNovember 2012\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Collective Bargaining Agreement: Agricultural Industry\u003C\u002Fp>\n\n\u003Cp>IT is hereby notified that the Collective Bargaining Agreement set out in\nthe Schedule which replaces the agreement in Statutory Instrument 323 of 1993\nhas been registered in terms of section 79 of the Labour Act [Chapter\n28:01]:—\u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYEMENT COUNCIL FOR THE AGRICULTURAL INDUSTRY\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT: AGRICULTURAL INDUSTRY\u003C\u002Fp>\n\n\u003Cp>In accordance with the provisions of the Labour Act [Chapter 28:01], this\nagreement is made and entered into between Zimbabwe Agriculture Employers’\nOrganisation (ZAEO), Zimbabwe Farmers’ Union (ZFU), Zimbabwe Commercial\nFarmers’ Union (ZCFU), Kapenta Producers Association (KPA) and Indigenous\nKapenta Producers Association (IKPA) (hereinafter referred to as “the\nemployers” or “the employer’s organisation”), of the one part, and the\nGeneral Agriculture and Plantation Workers’ Union of Zimbabwe (GAPWUZ),\nHorticultural General Agriculture and Plantation Workers’ Union (HGAPWUZ),\nKapenta Workers Union of Zimbabwe (KWUZ) (hereinafter referred to as “the\nemployees” or “the trade union”), of the other part, being parties to the\nNational Employment Council for the Agricultural Industry.\u003C\u002Fp>\n\n\u003Cp>The provisions of this agreement shall replace the whole of the provisions\nof the agreement published in Statutory 323 of 1993.\u003C\u002Fp>\n\n\u003Cp>FIRST SCHEDULE: Grading and wages.\u003C\u002Fp>\n\n\u003Cp>SECOND SCHEDULE: Allowances.\u003C\u002Fp>\n\n\u003Cp>THIRD SCHEDULE: Gratuities.\u003C\u002Fp>\n\n\u003Cp>FOURTH SCHEDULE: Council dues form.\u003C\u002Fp>\n\n\u003Cp>FIFTH SCHEDULE: Trade union dues\u002FStop order form.\u003C\u002Fp>\n\n\u003Cp>SIXTH SCHEDULE: Trade union dues\u002FRemittance form.\u003C\u002Fp>\n\n\u003Cp>SEVENTH SCHEDULE: Code of conduct and grievance procedure.\u003C\u002Fp>\n\n\u003Ch2>Scope and application of agreement\u003C\u002Fh2>\n\n\u003Cp>1. (1) In terms of the provisions of section 82 of Labour Act [Chapter\n28.01], and its subsequent amendment-\u003C\u002Fp>\n\n\u003Cp>(a) all employers in agricultural industry; and\u003C\u002Fp>\n\n\u003Cp>(b) all employees in the agricultural industry engaged in any occupation\nlisted in the First Schedule; in the area of Zimbabwe:\u003C\u002Fp>\n\n\u003Cp>Provided that this agreement shall not apply to—\u003C\u002Fp>\n\n\u003Cp>(i) special workers; or\u003C\u002Fp>\n\n\u003Cp>(ii) managerial employees; or\u003C\u002Fp>\n\n\u003Cp>(iii) independent contractors, except in so far as they may be employers or\nemployees mentioned in paragraph (b) or refer to definitions.\u003C\u002Fp>\n\n\u003Cp>(2) Each provision of this agreement shall create a right or obligation, as\nthe case may be, independently of the existence of other provisions, and no\nemployer or employee may waive such right or obligation. Nothing herein\ncontained, however, shall preclude an employer from granting to his or her\nemployees a right greater than that provided for in this agreement.\u003C\u002Fp>\n\n\u003Cp>(3) In the event of any provision of this agreement being inoperative, or\nultra vires, the powers of the parties, or the Act, or regulations made\nthereunder, either before or after registration of this agreement, this shall\nin no way affect the remainder of the agreement which shall, in that event,\nconstitute the agreement.\u003C\u002Fp>\n\n\u003Ch2>Period of operation and amendment of agreement\u003C\u002Fh2>\n\n\u003Cp>2. This collective bargaining agreement shall come into operation on the\ndate of its registration in terms of section 80 of the Labour Act [Chapter\n28:01], and shall remain in force until further notice.\u003C\u002Fp>\n\n\u003Ch2>Interpretation of terms\u003C\u002Fh2>\n\n\u003Cp>3. Any expressions used in this agreement, which are defined in the Labour\nAct [Chapter 28:01], other than those defined in this section, shall have the\nsame meaning as in the Act; further words importing masculine gender include\nfeminine gender, unless inconsistent with the context—\u003C\u002Fp>\n\n\u003Cp>“Act” means the Labour Act [Chapter 28:01] and amendments;\u003C\u002Fp>\n\n\u003Cp>“agriculture industry” means the industry in which employers and\nemployees are associated for the commercial production of crops, including\nforestry, livestock, poultry, fish, and their produce, and includes the\ncomplementary processing of agricultural products on the property of the\nemployer where such livestock or crops are produced or on the property of any\nother agricultural employers, also including horticulture, bee keeping-honey,\ncrocodile farming, farm prawn, game farming, lumbering, saw milling and\nkapenta;\u003C\u002Fp>\n\n\u003Cp>“annual shut down” means a period, not less than twelve working days\nduring which an establishment may suspend operations for vacation leave in\nterms of section 16;\u003C\u002Fp>\n\n\u003Cp>“continuous service” means a contract of employment that does not\nspecify its duration or date of termination other than a contract for work of\nseasonal\u002Fcasual or for the performance of the same specific service shall be\ndeemed to be the contract without limit of time provided that casual workers\nshall be deemed or have to become an employee on a contract of employment\nwithout limit of time on the day that his or her period of engagement with a\nparticular employer exceed a total of six weeks in any four consecutive\nmonth;\u003C\u002Fp>\n\n\u003Cp>“contractor” means a person providing his or her own labour force who\ncontracts with an employer to undertake work the rates for which have been\nnegotiated directly between an employer and the contractor registered with a\nlocal authority for the area he or she operates in, and an employer shall not\nbe responsible for ensuring that the provisions of this agreement are applied\nto the contractor’s labour force;\u003C\u002Fp>\n\n\u003Cp>“contract worker” means an employee who is employed on a specific task\nthe rates for which have been directly negotiated with the employer;\u003C\u002Fp>\n\n\u003Cp>“Council” means the National Employment Council for the Agricultural\nIndustry of Zimbabwe;\u003C\u002Fp>\n\n\u003Cp>“day off’ means Sunday or that day in the week in place of Sunday on\nwhich an employee is not normally required to work;\u003C\u002Fp>\n\n\u003Cp>“emergency work” means work which, due to circumstances beyond the\ncontrol of the employer, must be performed immediately in order to preventharm\nto crops, livestock or the employees, or to near-by persons or properties;\u003C\u002Fp>\n\n\u003Cp>“employee” means any person who performs work or services for another\nperson in the Agricultural Industry for remuneration or reward on such terms\nand conditions as agreed upon by the parties or as provided for in the\nAct—\u003C\u002Fp>\n\n\u003Cp>(a) in circumstances where even if the person performing the work or\nservices supplies his or her own tools or work under flexible conditions of\nservice, the hirer provides the substantial investment in or assumes the\nsubstantial risk of the undertaking; or\u003C\u002Fp>\n\n\u003Cp>(b) in any other circumstances that more closely resemble the relationship\nbetween an employee and employer than that between an independent contractor\nand hirer of services;\u003C\u002Fp>\n\n\u003Cp>“employer” means any person whatsoever in the agricultural industry who\nemploys or provides for another person and remunerates or expressly or tacitly\nundertakes to remunerate him or her, and includes—\u003C\u002Fp>\n\n\u003Cp>(a) the manager, agent or representative of such person is in charge or\ncontrol of the work upon which such other person is employed; and\u003C\u002Fp>\n\n\u003Cp>(b) the judicial manager of such person appointed in terms of the Companies\nAct [Chapter 24:03]; and\u003C\u002Fp>\n\n\u003Cp>(c) the liquidator or trustee of the insolvent estate of such person, if\nauthorised to carry on the business of such person by—\u003C\u002Fp>\n\n\u003Cp>(i) the creditors; or\u003C\u002Fp>\n\n\u003Cp>(ii) in the absence of any instructions given by the creditor, the Master of\nthe High Court;\u003C\u002Fp>\n\n\u003Cp>and\u003C\u002Fp>\n\n\u003Cp>(d) the executor of the deceased estate of such person, if authorised to\ncarry on the business of such person by the Master of the High Court; and\u003C\u002Fp>\n\n\u003Cp>(a) the curator of such person who is a patient as defined in the Mental\nHealth Act [Chapter 15:12] (No. 15 of 1996), if authorised to carry on the\nbusiness of such person in terms of section 88 of that Act;\u003C\u002Fp>\n\n\u003Cp>“fixed term contract worker” means an employee whose contract of\nemployment is for a stipulated period specifying the date of commencement and\ndate of termination thereof and of which no further notice to terminate the\ncontract on due date shall be required from either part;\u003C\u002Fp>\n\n\u003Cp>“grade” means a grade prescribed in the First Schedule;\u003C\u002Fp>\n\n\u003Cp>“industry” means the agricultural industry as defined above;\u003C\u002Fp>\n\n\u003Cp>“industrial holiday” means any day declared as a public holiday in terms\nof the Public Holidays and Prohibition of Business Act [Chapter 10:21];\u003C\u002Fp>\n\n\u003Cp>“medical practitioner” means any person who is registered in terms of\nthe Health Profession Act [Chapter 29:19] and Zimbabwe Traditional Medical\nPractitioner Act [Chapter 27:14]’,\u003C\u002Fp>\n\n\u003Cp>“managerial employees means an employee who by virtue of his or her\ncontract of employment or of his or her seniority in an organisation, may be\nrequired or permitted to hire, transfer, promote, suspend, lay off, dismiss,\nreward, discipline or adjudge the grievances of other employees;\u003C\u002Fp>\n\n\u003Cp>“Minister” means the Minister of Public Service, Labour and Social\nWelfare, or any other Minister to whom the President may from time to time\nassign the administration of the Labour Act;\u003C\u002Fp>\n\n\u003Cp>“month” means a calendar month;\u003C\u002Fp>\n\n\u003Cp>“overtime” means any time worked outside the ordinary hours of work as\nrequired in terms of section 7;\u003C\u002Fp>\n\n\u003Cp>“permanent worker ’ ’ means an employee, other than a seasonal worker\nor contract worker, who is employed on a monthly or weekly basis, having first\nsatisfactorily completed a month probation period on a daily notice basis;\u003C\u002Fp>\n\n\u003Cp>“Registrar” means the Registrar of Labour as defined in the Act;\u003C\u002Fp>\n\n\u003Cp>“seasonal worker” means an employee who is employed for a period not\nexceeding six months in any period of twelve months;\u003C\u002Fp>\n\n\u003Cp>“Secretary” means the Chief Executive Officer of National Employment\nCouncil;\u003C\u002Fp>\n\n\u003Cp>“special worker” means an employee who, because of physical or mental\ndisability, such as old age, chronic sickness or infirmity, is capable of doing\nonly part of the work required of an able-bodied employee;\u003C\u002Fp>\n\n\u003Cp>“task-work” means an amount of work which an employer can expect to be\ncompleted by an average employee during the day;\u003C\u002Fp>\n\n\u003Cp>“qualifying service” in relation to vacation leave accrued by an\nemployee, means any period of employment following the completion of the\nemployees first year of employment with an employer;\u003C\u002Fp>\n\n\u003Cp>“wage” means the earnings of an employee, but does not include any\npayment in respect of overtime or any bonus or other like benefit;\u003C\u002Fp>\n\n\u003Cp>“working day” means any day other than a day off or an industrial\nholiday as stipulated in section 17(1);\u003C\u002Fp>\n\n\u003Cp>“groom (class 1)” means any employee who cleans stables, assists in\nfeeding of horses and walks horses after training;\u003C\u002Fp>\n\n\u003Cp>“groom (class 2)”means an employee who feeds, harnesses and grooms\nhorses, and supervises grooms (class 1);\u003C\u002Fp>\n\n\u003Cp>“groom (class 3) means an employee who harnesses, grooms and trains\nhorses, under supervision, and supervises grooms (class 1 and 2).\u003C\u002Fp>\n\n\u003Cp>“head groom (class 4)” means an employee who grooms and drives horses,\nrepairs harnesses, supervises grooms (class 1, 2 and 3), and who is also a\nhorse farrier.\u003C\u002Fp>\n\n\u003Ch2>Administration of agreement\u003C\u002Fh2>\n\n\u003Cp>4.(1) The Council shall be responsible for the administration of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>(2) The Council may delegate any of its duties or powers under this\nagreement to any persons as it deems fit.\u003C\u002Fp>\n\n\u003Cp>(3) The Council may at any time vary or revoke any decision made in terms of\nthis agreement by itself or die executive committee or committees appointed by\nthe Council.\u003C\u002Fp>\n\n\u003Cp>(4) Every employer and employee shall give every assistance to the\nCouncil’s agents in making such investigations as the Council may deem\nnecessary into the operation of this agreement generally, and, in particular,\nto ascertain whether or not the provisions thereof are being complied with.\u003C\u002Fp>\n\n\u003Ch2>Grading and wages\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>5.(1) An employer shall place each employee in a grade appropriate to his or\nher occupation, and shall pay to such employee a current minimum wage agreed\nupon for the occupation of the employee, and no employee shall accept less than\nthat amount.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) An employee who, at the date of commencement of current wage agreement,\nis in receipt of a higher wage for his or her particular occupation than the\nrate prescribed in the section, shall not, by reason of this agreement, suffer\nany reduction in his or her wage.\u003C\u002Fp>\n\n\u003Cp>(3) An employee who is required to perform work in a lower grade than that\nin which he or she is normally employed shall be paid the wage applicable to\nthe grade of work which he or she normally performs.\u003C\u002Fp>\n\n\u003Cp>(4) Subject to the provisions of subsection (5), an employee who is required\nto perform relief work in a higher grade than that in which he or she is\nnormally employed shall be paid the wage applicable to such higher grade\nimmediately he or she commences working in that higher grade for as long as he\nor she is required to work in that grade.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(5) An employee may be placed in a higher grade for a probationary period of\nnot more than one month:\u003C\u002Fp>\n\n\u003Cp>Provided that—\u003C\u002Fp>\n\n\u003Cp>(i) the employee shall be paid the higher wage applicable to the grade in\nwhich he or she is placed from the first day after commencement of work in such\ngrade;\u003C\u002Fp>\n\n\u003Cp>(ii) the employer shall not require the employee to be on probation in the\nsame operation more than once in any one year;\u003C\u002Fp>\n\n\u003Cp>(iii) after one month of probation, the employee shall return to his or her\nnormal work or be promoted to the higher grade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) On promotion to a higher wage, an employee shall be paid—\u003C\u002Fp>\n\n\u003Cp>(a) not less than the wage he or she last received prior to his or her\npromotion;\u003C\u002Fp>\n\n\u003Cp>(b) not less than the minimum wage prescribed for such grade; whichever is\nthe greater.\u003C\u002Fp>\n\n\u003Cp>(7) No employer shall reduce the wage of an employee for any time not worked\nif the employee was able and willing to work and was present at his or her\nplace of work but the employer was unable or unwilling to furnish him or her\nwith work:\u003C\u002Fp>\n\n\u003Cp>Provided that this subsection shall not apply to any time not worked during\na period of short-time working.\u003C\u002Fp>\n\n\u003Cp>(8) An employee who is paid for time not worked because of conditions beyond\nthe control of the employer, including climatic conditions and power failure to\nmake up such time not worked out¬side of normal working hours without any\nentitlements to further payment:\u003C\u002Fp>\n\n\u003Cp>Provided that no employee will be required to work more than eleven hours in\na day as a result of being required to make up any work.\u003C\u002Fp>\n\n\u003Cp>(5) Where an operation performed by an employee is not specified in the\nFirst Schedule—\u003C\u002Fp>\n\n\u003Cp>(a) the employer shall provisionally place the employee in a grade; and\u003C\u002Fp>\n\n\u003Cp>(b) the employer or employee shall notify the CEO of the National Employment\nCouncil; and\u003C\u002Fp>\n\n\u003Cp>(c) the CEO, after consultation with the Chairman of the National Employment\nCouncil, shall determine an interim classification of operation, which shall be\nsubject to ratification by the National Employment Council at its next\nmeeting:\u003C\u002Fp>\n\n\u003Cp>Provided that, if the interim classification by the Secretary or the final\nclassification by the National Employment Council places the employee in a\ngrade—\u003C\u002Fp>\n\n\u003Cp>(i) higher than the employee’s current grade, he or she shall be paid not\nless than the minimum wage prescribed for such higher grade, with effect from\nthe date upon which he or she commenced performing the operation concerned;\nor\u003C\u002Fp>\n\n\u003Cp>(ii) lower than the employee’s current grade, it shall be lawful to reduce\nhis or her wage to not less than the minimum wage prescribed for such lower\ngrade, with effect from the date upon which such classification is determined,\nunless the employee refuses to accept the lower wage, in which event—\u003C\u002Fp>\n\n\u003Cp>A. he or she may be given relevant notice of termination of employment;\nand\u003C\u002Fp>\n\n\u003Cp>B. during the period of such notice, he or she shall be paid the wage he or\nshe was receiving prior to such determination.\u003C\u002Fp>\n\n\u003Ch2>Allowances\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE2_trigger\">\u003Cp>6. Allowances shall be paid in accordance with the current agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Hours of work\u003C\u002Fh2>\n\n\u003Cp>7.(1) The ordinary hours of work for herdsmen, watchmen, boilermen,\nfiretower attendants, pump attendants, guards and caretakers shall not exceed\ntwo hundred and eighty hours per month.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cp>(2) The ordinary hours of work for all other employees shall not exceed two\nhundred and eight hours per month.\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\nrequests to work overtime without reasonable excuse.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(4) Every employee shall receive at least one day off in each week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(5) An employee shall not be required to work on his or her day off, except\nin cases of emergency work and when the conditions and failures referred to in\nsection 5(8) of this agreement apply, but no employees shall be required to\nwork on his or her days off in successive weeks.\u003C\u002Fp>\n\n\u003Cp>(6) The ordinary hours of work for a task-worker shall not exceed the hours\nas laid down in sections 7(1) and (2).\u003C\u002Fp>\n\n\u003Ch2>Short-time working\u003C\u002Fh2>\n\n\u003Cp>8.(1) No employer shall place all or some of his or her employees on\nshort-time working without the prior written approval of the National\nEmployment Council, who may approve that the employees be placed on short-time\nworking for a period, to be determined by them, if they are satisfied\nthat—\u003C\u002Fp>\n\n\u003Cp>(a) it is economically necessary for the establishment to work short-time;\nand\u003C\u002Fp>\n\n\u003Cp>(a) the establishment will be able to resume normal working hours within the\nforeseeable future; and\u003C\u002Fp>\n\n\u003Cp>(b) it would not be in the interests of the employees to be discharged.\u003C\u002Fp>\n\n\u003Cp>(2) An employer shall give one month’s notice to each employee concerned\nof the requirement to work short-time, except in extreme circumstances when he\nor she can apply to the National Employment Council to commence short-time\nworking within a shorter working period.\u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding the provisions of section 19, the employee may, at any\ntime during die month’s notice referred to in subsection (2), give his or her\nemployer notice of termination of his or her contract of employment as from the\ntime when short-time 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 or her:\u003C\u002Fp>\n\n\u003Cp>Provided that no employee shall receive less than sixty per centum of his or\nher current weekly wage.\u003C\u002Fp>\n\n\u003Cp>(5) Written approval issued in terms of subsection (1) shall state—\u003C\u002Fp>\n\n\u003Cp>(a) the name and address of the employer; and\u003C\u002Fp>\n\n\u003Cp>(b) the grade or group of employees affected;\u003C\u002Fp>\n\n\u003Cp>and the employer shall return such approval to the Secretary of the National\nEmployment Council upon resumption of normal hours of work.\u003C\u002Fp>\n\n\u003Ch2>Conversion of rates\u003C\u002Fh2>\n\n\u003Cp>9. For the purpose of converting a monthly wage to—\u003C\u002Fp>\n\n\u003Cp>(a) the weekly equivalent, the monthly wage shall be divided by four and\none-third; or\u003C\u002Fp>\n\n\u003Cp>(b) the daily equivalent, the monthly wage shall be divided by twenty-six;\nor\u003C\u002Fp>\n\n\u003Cp>(c) the hourly equivalent, the monthly wage shall be divided by the ordinary\nhours normally worked in a month.\u003C\u002Fp>\n\n\u003Ch2>Payment for overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>10. (1) An employer shall pay for overtime worked on a day off at double the\nemployee’s current wage.\u003C\u002Fp>\n\n\u003Cp>(2) In addition to the payment prescribed in section 17(2), the employer\nshall pay for every hour or part of an hour of work, for the day of the week on\nwhich the industrial holiday—\u003C\u002Fp>\n\n\u003Cp>(a) during the ordinary hours of work, for the day of the week on which the\npublic holiday falls, at two and a half times the current hourly wage of the\nemployee;\u003C\u002Fp>\n\n\u003Cp>(b) outside the ordinary hours of work for the day of the week on which the\nindustrial holiday falls, at two and a half times the current hourly wage of\nthe employee.\u003C\u002Fp>\n\n\u003Cp>(3) An employer shall pay for overtime at one and a half times the\nemployee’s current wage for the time worked in excess of the ordinary monthly\nhours of work prescribed in section 7.\u003C\u002Fp>\n\n\u003Cp>(4) Time off in lieu of payment of overtime can be arranged by mutual\nconsent between the employer and employee prior to the industrial holiday or\nthe employee’s normal day off.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Deductions\u003C\u002Fh2>\n\n\u003Cp>11.(1) No deduction or set-off of any description shall be made or allowed\nfrom any remuneration, other than a bonus, due to an employee, except—\u003C\u002Fp>\n\n\u003Cp>(a) where an employee is absent from work on days other than industrial\nholidays, sick-leave, or vacation leave, a pro rata amount of his or her wage\nonly for the period of such absence; or\u003C\u002Fp>\n\n\u003Cp>(b) amounts which an employer is compelled by law or legal process to pay on\nbehalf of an employee; or\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(c) where an employee has received an advance of wages due, the amount of\nsuch advance; or\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(d) by written stop-order, for contributions to insurance policies, pension\nfunds, medical aid societies and registered trade unions; or\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(e) by written consent of an employee, for repayment of money lent,\nincluding interest thereon, if any, by the employer on terms that have been\nmutual agreed to between the parties concerned;\u003C\u002Fp>\n\n\u003Cp>(a) by mutual consent, in writing, in respect of any service provided by an\nemployer to an employee; or\u003C\u002Fp>\n\n\u003Cp>(b) deductions in terms of section 22.\u003C\u002Fp>\n\n\u003Cp>(2) Upon termination of an employee’s service, an employer may deduct from\nthe total remuneration due to the employee an amount equal to any balance which\nmay be due to the employer in terms of this section.\u003C\u002Fp>\n\n\u003Ch2>Payment of wages\u003C\u002Fh2>\n\n\u003Cp>12.(1) Every employer shall pay wages, in cash, to each employee, weekly or\nmonthly as the case may be, within—\u003C\u002Fp>\n\n\u003Cp>(a) two days of the end of the week in the week in the case of weekly paid\nemployees;\u003C\u002Fp>\n\n\u003Cp>(b) four days of the end of the month in the case of monthly paid\nemployees:\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 six working days\nof due date.\u003C\u002Fp>\n\n\u003Cp>(2) When the service of an employee is terminated, payment of all\nremuneration due shall be made within seventy-two hours of the termination of\nservice.\u003C\u002Fp>\n\n\u003Cp>(3) An employee shall provide his or her employee with written details\nregarding the make-up of his or her pay.\u003C\u002Fp>\n\n\u003Ch2>Task-work and work on a ticket system\u003C\u002Fh2>\n\n\u003Cp>13.(1) It shall be permissible to give out work to all employees on a\ntask-work basis.\u003C\u002Fp>\n\n\u003Cp>(2) An employee employed on a task-work basis may, with the consent of his\nor her employer, complete work over and above his or her basic task, for which\nhe or she shall receive an incentive bonus.\u003C\u002Fp>\n\n\u003Cp>(3) No employer shall give out, and no employee shall perform, work on a\nticket system.\u003C\u002Fp>\n\n\u003Ch2>Incentive schemes\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>14. Notwithstanding the provisions of section 13, an employer may operate an\nincentive scheme whereby the remuneration of the employer may operate an\nincentive scheme whereby the remuneration of the employee in excess of the\nminimum wage may be determined by the quantity and quality of output or\nmeasurement of work performed in excess of his or her basic task.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Special provisions: seasonal workers\u003C\u002Fh2>\n\n\u003Cp>15.(1) An employer may employ a seasonal worker on a daily notice basis\nwithin the first seven days, but on a weekly notice basis thereafter.\u003C\u002Fp>\n\n\u003Cp>(2) If a seasonal worker is employed for more than six consecutive months in\nany period of twelve month, he or she shall be regarded as a permanent worker\nfrom the time when the six months are exceeded.\u003C\u002Fp>\n\n\u003Cp>(3) An employer shall pay a seasonal worker not less than a minimum wage\nagreed for the occupation in which he or she is employed.\u003C\u002Fp>\n\n\u003Ch2>Vacation leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>16.(1) In this section—\u003C\u002Fp>\n\n\u003Cp>“qualifying service” in relation to vacation leave accrued by an\nemployee, means any period of employment following the completion of the\nemployee’s first year of employment with an employer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>(2) Unless more favourable conditions have been provided for in any\nemployment contract or in any enactment, paid vacation leave shall accrue in\nterms of this section to an employee at the rate of one twelfth of his or her\nqualifying service in each year of employment subject to a maximum accrual of\nninety days paid vacation leave:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that, if an employee is granted only a portion of the total\nvacation leave which may have accrued to him or her, he or she may be granted\nthe remaining portion at a later date, together with any further vacation leave\nwhich may have accrued to him or her at that date, without forfeiting any such\naccrued leave.\u003C\u002Fp>\n\n\u003Cp>(2) All Saturdays, Sundays and public holidays falling within a period of\nvacation leave shall be counted as part of vacation leave.\u003C\u002Fp>\n\n\u003Cp>(3) An employee who becomes ill or is injured during a period of vacation\nleave may cancel his or her vacation leave and apply for sick leave.\u003C\u002Fp>\n\n\u003Cp>(4) Where an employee has no vacation leave accrued, he or she may be\ngranted vacation leave without pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Special leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>17. 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 instruc-tions 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>\n\n\u003Cp>(d) who is detained for questioning by the police;\u003C\u002Fp>\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>\n\n\u003Ch2>Maternity leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>18.(1) Unless more favourable conditions have otherwise been provided for in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of this section for a period of ninety-eight days on full pay to a\nfemale employee who has served for at least one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) On production of a certificate signed by registered medical practitioner\nor State registered nurse certifying that she is pregnant, a female employee\nmay proceed on maternity leave not earlier than the forty-fifth day and not\nlater than the twenty-first day prior to the expected date of delivery.\u003C\u002Fp>\n\n\u003Cp>(3) A female employee shall be entitled to be granted a maximum of three\nperiods of maternity leave with respect to her total service to any one\nemployer which she shall be paid her full salary:\u003C\u002Fp>\n\n\u003Cp>Provided that paid maternity leave shall be granted only once during any one\nperiod of twenty-four months calculated from the day any previous maternity\nleave was granted.\u003C\u002Fp>\n\n\u003Cp>Provided that if, during such leave, she completes one year’s service, she\nshall be paid her full salary for so much of such leave as is taken during her\nsecond year of service, and the period for which she is so paid shall count as\none of the periods of paid maternity leave referred to in subsection (3).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(4) Any maternity leave requested in excess of the limits prescribed in this\nsection, may be granted as unpaid maternity leave.\u003C\u002Fp>\n\n\u003Cp>(5) Unless the employer grants sick leave for medical reasons other than\nmaternity, sick leave may not be granted once paid maternity leave has begun or\nduring a period of unpaid maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) During the period when a female employee is on maternity leave in\naccordance with this section, her normal benefits and entitlements, including\nher rights to seniority or advancement and the accumulation of pension rights,\nshall continue uninterrupted in the manner in which they would have continued\nhad she not gone on such leave, and her period service shall not be considered\nas having been interrupted, reduced or broken by the exercise of her right to\nmaternity leave in terms of this section.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(7) A female employee who is the mother of a suckling child shall, during\neach working day, be granted at her request at least one hour or two half-hour\nperiods, as she may choose during normal working hours, for the purpose of\nnursing her child, and such employee may combine the portion or portions of\ntime to which she is so entitled with any other normal breaks so as to\nconstitute longer periods that she may find necessary or convenient for the\npurpose of nursing her child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(8) Any person who contravenes this section shall be guilty of an unfair\nlabour practice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>(9) Notwithstanding subsections (7) and (8),the grant of breaks during\nnormal working time to a female employee for the purpose of nursing her child\nshall be made in accordance with all exigencies of her employment and nothing\ndone to prevent any disruption of normal production processes or any\ninterference with the efficient running of an undertaking or industry shall be\nheld to be in contravention of subsection (7).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>(3) A female employee shall be entitled to the benefits under subsection (7)\nfor the period during which she actually nurses her child or six months,\nwhichever is the lesser.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Public holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>19.(1) Independence Day, Easter Friday, Workers Day, Africa Day, Heroes Day,\nDefence Forces Day, Christmas Day, Boxing Day and New Year’s Day shall be\nindustrial holidays.\u003C\u002Fp>\n\n\u003Cp>(2) Subject to this section, every employee shall be granted leave of\nabsence on industrial holidays and shall be paid his or her current daily wage\nfor every industrial holiday.\u003C\u002Fp>\n\n\u003Cp>(3) Subject to this section, every employee shall be granted leave of\nabsence on public holidays and shall be paid his or her current daily wage for\nevery industrial holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Benefits during sickness\u003C\u002Fh2>\n\n\u003Cp>20.(1) Unless more favourable conditions have been provided for in any\nemployment contract or in any enactment, sick leave shall be granted in terms\nof this section to an employee who is prevented from attending his or her\nduties because he or she is ill or injured or undergoes medical treatment which\nwas not occasioned by his or her failure to take reasonable precautions.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(2) During any one-year period of service of an employee an employer shall,\nat the request of the employee supported by a certificate signed by registered\nmedical practitioner, grant up to ninety days’ sick leave on full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) If, during any one-year period of service of an employee, the employee\nhas used up the maximum period of sick leave on full pay, an employer shall, at\nthe request of the employee supported by a certificate signed by a registered\nmedical practitioner, grant a further period of up to ninety days’ sick leave\non half pay where, in the opinion of the registered medical practitioner\nsigning the certificate, it is probable that the employee will be able to\nresume duty after such further period of sick leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(4) If, during any one-year period of service, the period or aggregate\nperiods of sick leave exceed—\u003C\u002Fp>\n\n\u003Cp>(a) ninety days’ sick leave of full pay; or\u003C\u002Fp>\n\n\u003Cp>(b) subject to subsection (3), one hundred and eighty days sick leave on\nfull pay and half pay; the employer may terminate the employment of the\nemployee concerned.\u003C\u002Fp>\n\n\u003Cp>(5) An employee who so wishes may be granted accrued vacation leave instead\nof sick leave on half pay or without pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Contract of employment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>21.(1) An employer shall inform every employee, in writing, upon engagement,\nof the nature of his or her contract, including—\u003C\u002Fp>\n\n\u003Cp>(a) his or her grade; and\u003C\u002Fp>\n\n\u003Cp>(b) his or her wage and when it will be paid; and\u003C\u002Fp>\n\n\u003Cp>(c) provisions for accommodation; and\u003C\u002Fp>\n\n\u003Cp>(d) the period of notice required to terminate the contract of employment;\nand\u003C\u002Fp>\n\n\u003Cp>(e) hours of work; and\u003C\u002Fp>\n\n\u003Cp>(f) details of any bonus or incentive production scheme in operation; and\u003C\u002Fp>\n\n\u003Cp>(g) provision for benefits during sickness; and\u003C\u002Fp>\n\n\u003Cp>(h) provision for vacation leave; and\u003C\u002Fp>\n\n\u003Cp>(i) industrial holidays; and\u003C\u002Fp>\n\n\u003Cp>(j) code of conduct.\u003C\u002Fp>\n\n\u003Cp>(2) Every contract of employment shall provide that an equal period of\nnotice to terminate such contract shall be given by either party, which period\nshall be not less than the interval of time separating one due date of payment\nfrom the next:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that—\u003C\u002Fp>\n\n\u003Cp>(1) where month’s notice has been agreed to, it shall be taken to run from\nthe first day of the month following the date on which such notice is given;\u003C\u002Fp>\n\n\u003Cp>(ii) it shall not be necessary for an employee to give notice where he or\nshe is unable to do so because of some personal emergency or compelling\nnecessity whose authenticity has been approved in the presence of Workers’\nCommittee.\u003C\u002Fp>\n\n\u003Cp>(2) Any contract of employment which is for a stipulated period shall\nspecify the date of commencement and date of termination thereof, and no\nfurther notice to termination the contract on due date shall be required from\neither party.\u003C\u002Fp>\n\n\u003Cp>(3)- (a)an employee who is summarily dismissed in terms of the code of\nconduct shall vacate the property of his or her employer immediately on payment\nof monies due to him or her from the employer to the employee within\nseventy-two hours of dismissal;\u003C\u002Fp>\n\n\u003Cp>(b) an employee who is given notice of termination of his or her employment\ncontract in terms of the code of conduct shall vacate the property of his or\nher employer immediately on the expiry of that notice period and on payment of\nall monies due to him or her from his or her employer;\u003C\u002Fp>\n\n\u003Cp>(c) an employee who is paid in lieu of notice by his or her employer shall\nhave a maximum of thirty days to vacate the property of his or her employer.\u003C\u002Fp>\n\n\u003Ch2>Continuous service\u003C\u002Fh2>\n\n\u003Cp>22. (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>(2) If, upon the change of ownership of an establishment, an employee enters\nthe service of a new owner, or continues his or her employment in the\nestablishment, his or her service with the previous owner shall reckoned as\nservice with the new owner, and shall be deemed not to have broken by such\nchange of ownership:\u003C\u002Fp>\n\n\u003Cp>Provided that, if an employee is paid by the previous owner a gratuity in\nterms of section 25 in respect of his or her service with that owner, the\ngratuity payable by the new owner on the death, resignation, retirement or\ndischarge of such employee may be reduced by the amount of gratuity paid by the\nprevious owner.\u003C\u002Fp>\n\n\u003Ch2>Record of service\u003C\u002Fh2>\n\n\u003Cp>23. (1) An employee whose services are terminated, for any cause whatsoever,\nmay request a record of service from his or her employer.\u003C\u002Fp>\n\n\u003Cp>(2) The record of service supplied shall specify the period of service\nserved and the occupation of the employee.\u003C\u002Fp>\n\n\u003Ch2>Health and Safety issues\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>24. Health and Safety issues; refer to an Agriculture Industry statutory\ninstrument.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Gratuity on termination of employment\u003C\u002Fh2>\n\n\u003Cp>25.(1) All gratuities shall be calculated from—\u003C\u002Fp>\n\n\u003Cp>(a) the 1st January, 1978; or\u003C\u002Fp>\n\n\u003Cp>(b) the date which the employee’s continuous service commenced;\u003C\u002Fp>\n\n\u003Cp>whichever is the later.\u003C\u002Fp>\n\n\u003Cp>(2) An employee who has completed five or more years of continuous service\nshall, on the termination of such employment, irrespective of the circumstances\nof such termination, be paid a gratuity of not less than the amount derived by\nmultiplying the appropriate percentage of his or her current monthly wage on\ntermination of employment by the number of completed years of continuous\nservice, as set out in the Third Schedule.\u003C\u002Fp>\n\n\u003Cp>(3) If an employee who has completed five or more years of continuous\nservice dies before receiving a gratuity in terms of subsection (2), there\nshall be paid to his or her estate the sum which the employee would have\nreceived if his or her contract of employment had terminated on the day of his\nor her death.\u003C\u002Fp>\n\n\u003Cp>(2) Notwithstanding the provisions of subsections (2) and (3), no gratuity\nshall be payable to employees who have been provided both with a Pension e.g.\nOld Mutual or NSSA (registered as a fund in terms of the Pension and Provident\nFunds Act [Chapter 24:09] (No. 20 of 1976) which provides benefits which are\nnot less favourable than those prescribed in this section). However if the\nemployer had not made provision for both Pension and NSSA the employee shall be\npaid gratuity.\u003C\u002Fp>\n\n\u003Cp>(3) An employee who reaches the age of sixty years will be required to\nretire. Upon retirement, an employee shall be paid all wages, leave pay and\ngratuities due to him or her in terms of subsection (2). An employer may offer\nfurther employment but only as a special or contract worker.\u003C\u002Fp>\n\n\u003Cp>(4) No employee shall be required to retire from employment for medical\nreasons unless a medical practitioner has diagnosed an illness or infirmity\nwhich prevents the employee from performing his or her normal work and from\nwhich the employee is not expected to recover.\u003C\u002Fp>\n\n\u003Ch2>Availability of agreement\u003C\u002Fh2>\n\n\u003Cp>26.(1) Every employer shall exhibit a copy of this agreement and all\namendments thereto in a place easily accessible to every employee.\u003C\u002Fp>\n\n\u003Cp>(2) No person shall without lawful cause, alter, deface or remove, or cause\nto be altered, defaced or removed, a copy of the agreement, save on the\ninstruction of the employer when carrying out his or her responsibilities under\nsubsection (1) refer to Criminal Law Act.\u003C\u002Fp>\n\n\u003Ch2>Code of conduct\u003C\u002Fh2>\n\n\u003Cp>27.(1) The Code of Conduct as registered in terms of section 101 of Labour\nAct [Chapter 28:01], shall be observed by all employers and employees in the\nindustry:\u003C\u002Fp>\n\n\u003Cp>Provided that if necessary an employer may, with the approval of the\nCouncil, adapt or simplify the Code in detail, but not in principle, to suit\ncircumstances which are particular to his or her establishment.\u003C\u002Fp>\n\n\u003Cp>(2) All disciplinary cases and dismissal shall be dealt with in accordance\nwith the Code as set out in the Seventh Schedule, and any circumstances which\nare not covered by the Code shall be dealt with having due regard for the\nspirit and intention of the Code.\u003C\u002Fp>\n\n\u003Ch2>Council dues\u003C\u002Fh2>\n\n\u003Cp>28.(1) Council dues shall consist of contributions to the Council as\napproved by the Minister from time to time, and shall be made by every employer\nand employee in the industry for such purposes as are provided for in the\nCouncil’s Constitution.\u003C\u002Fp>\n\n\u003Cp>(2) Every employer shall immediately complete and return the appropriate\nform as set out in the Fifth and Sixth Schedules together with the appropriate\ncheque to the Council which form shall be sent to the employer by the Council\non an annual basis.\u003C\u002Fp>\n\n\u003Ch2>Exemptions\u003C\u002Fh2>\n\n\u003Cp>29.The Council may in its sole discretion and upon such terms and conditions\nas it may determine grant exemption, in writing, from any of the provisions of\nthis agreement to any employer or employee. Such exemption may be revoked or\namended by the Council, at its discretion.\u003C\u002Fp>\n\n\u003Ch2>Penalties\u003C\u002Fh2>\n\n\u003Cp>30.Attention is drawn to section 82(3) of the Labour Act [Chapter 25:07],\nwhich reads—\u003C\u002Fp>\n\n\u003Cp>“(3) Any person who fails to comply with a collective bargaining agreement\nwhich is binding upon him or her shall, without derogation from any other\nremedies that may be available against him or her for its enforcement—\u003C\u002Fp>\n\n\u003Cp>(a) commit an unfair labour practice for which redress may be sought in\nterms of Part XII; and\u003C\u002Fp>\n\n\u003Cp>(b) be guilty of an offence and liable to a fine not exceeding level seven\nor to imprisonment for a period not exceeding two years or to both such fine\nand such imprisonment.”.\u003C\u002Fp>\n\n\u003Ch2>Declaration\u003C\u002Fh2>\n\n\u003Cp>31.The employer’s organisation and trade union having arrived at the\nagreement set forth herein, the undersigned officers of the Council hereby\ndeclare that the foregoing is the agreement arrived at, and affix their\nsignature, hereto.\u003C\u002Fp>\n\n\u003Cp>Dated at NEC Agriculture Boardroom this 30th day of November, 2012.\u003C\u002Fp>\n\n\u003Cp>- M. MUNYANYI, Chairman.\u003C\u002Fp>\n\n\u003Cp>- D. N. CHIMB WANDA, Vice-Chairman.\u003C\u002Fp>\n\n\u003Cp>- S. JERA, Chief Executive Officer\u003C\u002Fp>\n\n\u003Cp>*************************************\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>FIRST SCHEDULE (Sections 1,3,5, 15) GRADING AND WAGES Classification of\noccupations in grades \u003C\u002Fp>\n\n\u003Cp>Grade A1\u003C\u002Fp>\n\n\u003Cp>Ablution\u002FSanitation worker Baler\u003C\u002Fp>\n\n\u003Cp>Box maker\u002FFolder\u003C\u002Fp>\n\n\u003Cp>Building maintenance hand (timber)\u003C\u002Fp>\n\n\u003Cp>Canteen\u002FBeer halls hand\u003C\u002Fp>\n\n\u003Cp>Carcass washer\u003C\u002Fp>\n\n\u003Cp>Cleaner\u003C\u002Fp>\n\n\u003Cp>Coal lasher\u003C\u002Fp>\n\n\u003Cp>Cold room attendant\u003C\u002Fp>\n\n\u003Cp>Cold room cleaner\u003C\u002Fp>\n\n\u003Cp>Compound village worker\u003C\u002Fp>\n\n\u003Cp>Crop attendant\u003C\u002Fp>\n\n\u003Cp>Crop guard\u002Fwatchman\u003C\u002Fp>\n\n\u003Cp>Debarking hand\u003C\u002Fp>\n\n\u003Cp>Drum cleaner\u003C\u002Fp>\n\n\u003Cp>Drying rack attendant\u003C\u002Fp>\n\n\u003Cp>Egg collector\u003C\u002Fp>\n\n\u003Cp>Extraction hand\u003C\u002Fp>\n\n\u003Cp>Factory worker\u003C\u002Fp>\n\n\u003Cp>Farm tidy hand\u003C\u002Fp>\n\n\u003Cp>Fencing attendant\u003C\u002Fp>\n\n\u003Cp>Gardener\u003C\u002Fp>\n\n\u003Cp>General hand\u003C\u002Fp>\n\n\u003Cp>General hand-chain hand\u003C\u002Fp>\n\n\u003Cp>General worker-cane cutter\u003C\u002Fp>\n\n\u003Cp>Herdsman\u003C\u002Fp>\n\n\u003Cp>Hides man\u003C\u002Fp>\n\n\u003Cp>Hoist operator\u003C\u002Fp>\n\n\u003Cp>Laundry hand\u002FScullery hand\u003C\u002Fp>\n\n\u003Cp>Livestock receiver\u002FCollector\u003C\u002Fp>\n\n\u003Cp>Log deck hand\u003C\u002Fp>\n\n\u003Cp>Manure bagger\u003C\u002Fp>\n\n\u003Cp>Meat handler\u003C\u002Fp>\n\n\u003Cp>Mortal collector\u003C\u002Fp>\n\n\u003Cp>Net repairer\u003C\u002Fp>\n\n\u003Cp>Nursery hand\u003C\u002Fp>\n\n\u003Cp>Nursery hand (timber)\u003C\u002Fp>\n\n\u003Cp>Offal cleaner Ostrich feed attendant Packer (without grading) Plantation\nhand Ratio order assembler Resin hand Sawmilling hand Scraper\u003C\u002Fp>\n\n\u003Cp>Silk cocoons reeler Silk worm rearer Slime dam cleaner Strapper Suckering\nhand Teamman Thinning hand Timber bundling hand Timber handling hand Timber\nloading hand Timber sorting hand Vineyard attendant Waste peel attendant\nWatchman\u003C\u002Fp>\n\n\u003Cp>Wattle extraction hand (timber)\u003C\u002Fp>\n\n\u003Cp>Winery attendant Workshops hand (timber)\u003C\u002Fp>\n\n\u003Cp>**********\u003C\u002Fp>\n\n\u003Cp>Grade A2\u003C\u002Fp>\n\n\u003Cp>Artisan assistant Assistant to beekeeper Augerman delivery hand Bag sealer\nGroom 1 Basket carrier Birds washer Breeder\u003C\u002Fp>\n\n\u003Cp>Boiler house worker Bricklayers assistant Brisket cutter Budder Calf\nattendant Carcass cutter\u002Foffal drawer Chainsaw mechanic assistant Charcoal\nattendant Check recorder Chicken cutter Chicken handler Chicken hanger Chicken\ntrimmer Chicken\u002Fchick grader\u003C\u002Fp>\n\n\u003Cp>Child minder or disabled\u002Faged minder (with or without domestic duties)\u003C\u002Fp>\n\n\u003Cp>Choker\u003C\u002Fp>\n\n\u003Cp>Coffee grader\u003C\u002Fp>\n\n\u003Cp>Coldroom room attendant\u002Ffridge attendant Commis\u002Flearner cook\u003C\u002Fp>\n\n\u003Cp>Commis\u002Flearner waiter Compost worker Conveyer attendant Cooker operator\nassistant Counter\u003C\u002Fp>\n\n\u003Cp>Crocodile meat packer\u002Fhandler\u003C\u002Fp>\n\n\u003Cp>Crop remover\u003C\u002Fp>\n\n\u003Cp>Cutter\u002Fpacker\u003C\u002Fp>\n\n\u003Cp>Defoliating hand\u003C\u002Fp>\n\n\u003Cp>Disinfector\u003C\u002Fp>\n\n\u003Cp>Dispatch assistant\u003C\u002Fp>\n\n\u003Cp>Dispatcher egg handler\u003C\u002Fp>\n\n\u003Cp>Domestic cook\u003C\u002Fp>\n\n\u003Cp>Dough maker\u003C\u002Fp>\n\n\u003Cp>Dubber\u003C\u002Fp>\n\n\u003Cp>Egg picker\u002Fcollector Egg receiver Eviscerator Factory worker Feathermeal\nbagger Feather pinner Feathermeal cooker\u002FIoader Fish receiver Food handler Gate\nattendant Giblets stuffer Grader\u003C\u002Fp>\n\n\u003Cp>Grader\u002FPicker Groom 1 Guard\u003C\u002Fp>\n\n\u003Cp>Hatchery worker Heat sealer operator\u003C\u002Fp>\n\n\u003Cp>Herbicide sprayer Hogger minder (timber)\u003C\u002Fp>\n\n\u003Cp>Housekeeper\u003C\u002Fp>\n\n\u003Cp>Iceman\u003C\u002Fp>\n\n\u003Cp>Irrigation hand (sprinklers)\u003C\u002Fp>\n\n\u003Cp>Kiln assistant\u003C\u002Fp>\n\n\u003Cp>Laboratory assistant (timber)\u003C\u002Fp>\n\n\u003Cp>Leg and wing folder\u003C\u002Fp>\n\n\u003Cp>Loader\u002FHeader\u002FFeeds\u002FWorker\u002FB ag carrier\u003C\u002Fp>\n\n\u003Cp>Lorry\u002FVan assistant\u003C\u002Fp>\n\n\u003Cp>Maintenance hand\u003C\u002Fp>\n\n\u003Cp>Meat cutter\u003C\u002Fp>\n\n\u003Cp>Meat packer\u003C\u002Fp>\n\n\u003Cp>Messenger\u003C\u002Fp>\n\n\u003Cp>Milker\u003C\u002Fp>\n\n\u003Cp>Mushroom cutter Mushroom picker Offal collector Office orderly Petfood\nhandler Plucker\u003C\u002Fp>\n\n\u003Cp>Plumber assistant Portion dresser Premixer’s attendant Premixer’s\nassistant Pump attendant Ranger Receiver Sausage maker Sawshop assistant Scale\nassistant Skinner flayer\u003C\u002Fp>\n\n\u003Cp>Spinchiller attendant Sprayer\u003C\u002Fp>\n\n\u003Cp>Squeezing hand Staff cook Stock attendant Stunner Table handler Toe\ncutter\u003C\u002Fp>\n\n\u003Cp>Trailer\u002FTailend assistant Vaccinator\u002Fdebeaker Water pockets checker\u003C\u002Fp>\n\n\u003Cp>*************\u003C\u002Fp>\n\n\u003Cp>Grade A3\u003C\u002Fp>\n\n\u003Cp>Assistant saw-machine operator (timber)\u003C\u002Fp>\n\n\u003Cp>Board edger\u003C\u002Fp>\n\n\u003Cp>Chipper canter\u003C\u002Fp>\n\n\u003Cp>Framesaw\u003C\u002Fp>\n\n\u003Cp>Bedroom hand\u003C\u002Fp>\n\n\u003Cp>Bicycle repairer\u003C\u002Fp>\n\n\u003Cp>Boiler assistant\u002Fattendant (timber) Brushcutter operator Canning plant\nattendant Canteen attendant Chainsaw operator crosscutting Checkgrade\u002FQuality\nchecker Chemical mixer Chipper panel operator Clerk 1\u003C\u002Fp>\n\n\u003Cp>Compound police Conrete mix operator Cook\u003C\u002Fp>\n\n\u003Cp>Crocodile hides scraper\u003C\u002Fp>\n\n\u003Cp>Crocodile pen attendant Crocodile breeder attendant\u003C\u002Fp>\n\n\u003Cp>De-stacker operator Dispatch assistant (timber)\u003C\u002Fp>\n\n\u003Cp>Drier attendants\u002FStoker Filleting machine operator Fingerjoint press\noperator Finisher operator Fish handler\u002FSexer Fish reaper\u002FHarvester Forest\nguard Fryman\u002FTrout attendant Game scout Glue applicator Glue room attendant\nGroom 2\u003C\u002Fp>\n\n\u003Cp>Hammerhill operator\u002Fsoya cooker attendant\u003C\u002Fp>\n\n\u003Cp>Hot box attendant\u003C\u002Fp>\n\n\u003Cp>Houseman\u003C\u002Fp>\n\n\u003Cp>Irrigation hand (centre picot an drip)\u003C\u002Fp>\n\n\u003Cp>Labeller\u003C\u002Fp>\n\n\u003Cp>Log infeed controller\u003C\u002Fp>\n\n\u003Cp>Log market\u002FTimber measure Board edger\u003C\u002Fp>\n\n\u003Cp>Machine minder\u003C\u002Fp>\n\n\u003Cp>Machine minder (pony sizer)\u003C\u002Fp>\n\n\u003Cp>Machine operator Mincer operator Mixing tank attendant Mushroom quality\nchecker Net maker\u003C\u002Fp>\n\n\u003Cp>Office orderly\u002FPhotocopying\u002FDuplicating (timber) Order assembler\u003C\u002Fp>\n\n\u003Cp>Ostrich breeder attendant\u003C\u002Fp>\n\n\u003Cp>Ostrich chick attendant\u002FOstrich handler\u002FOstrich chick minder Pasteuriser\nattendant\u003C\u002Fp>\n\n\u003Cp>Pelleting\u002FPress operator Pinboner\u002FDeboner\u003C\u002Fp>\n\n\u003Cp>Plantation marker Profile operator\u003C\u002Fp>\n\n\u003Cp>Pulp wash attendant\u002FSwitchboard operator Pulpman\u002FEgg pulper\u003C\u002Fp>\n\n\u003Cp>Quality checker\u002FLeaf checker\u002FGreen leaf checker\u003C\u002Fp>\n\n\u003Cp>Scale\u002Fweigher operator\u003C\u002Fp>\n\n\u003Cp>School janitor\u003C\u002Fp>\n\n\u003Cp>Scrapping machine operator\u003C\u002Fp>\n\n\u003Cp>Security guard (timber)\u003C\u002Fp>\n\n\u003Cp>Seed cleaner Silk spinner Slicer\u003C\u002Fp>\n\n\u003Cp>Stockfeed mincing machine operator Stockfeed mixer Storeman assistant Stores\nissues clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Tally checker Tally clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Trimming Tablet operator Tyre fitter\u003C\u002Fp>\n\n\u003Cp>Village health worker (timber)\u003C\u002Fp>\n\n\u003Cp>Waiter\u002FCook\u003C\u002Fp>\n\n\u003Cp>Water quality checker assistant Weighbridge clerk Wetmill tally clerk\n(timber)\u003C\u002Fp>\n\n\u003Cp>Workshop assistant and fuel issue clerk (timber)\u003C\u002Fp>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>Grade B1\u003C\u002Fp>\n\n\u003Cp>Baker (timber)\u003C\u002Fp>\n\n\u003Cp>Bandsaw operator Beekeeper Blockman Boiler attendant\u003C\u002Fp>\n\n\u003Cp>Butter maker Cane supervisor 1 Cardex clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Chainsaw operator, felling\u003C\u002Fp>\n\n\u003Cp>Chainsaw serviceman\u002FAssistant chainsaw mechanic Check weigher Cheese maker\nClerk 2\u003C\u002Fp>\n\n\u003Cp>Clerk\u002FTypist (timber)\u003C\u002Fp>\n\n\u003Cp>Coffee scout Counter hand Crane\u002FGantry operator Creche attendant Crop scout\nCurer\u003C\u002Fp>\n\n\u003Cp>Curio shop attendant Dispatch clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Drilling machine operator Drystore clerk Extract autoclave operator Extract\nmulti operator Farm health worker Fire tower attendant First aid\u002FNurse aid\n(timber)\u003C\u002Fp>\n\n\u003Cp>Fish processor\u002FSmoker Fisherman\u003C\u002Fp>\n\n\u003Cp>Fork-end loader driver\u003C\u002Fp>\n\n\u003Cp>Front-lift\u002FSlide loader driver Front-end loader\u002FDrag line operator Groom\n3\u002FWorker rider Guest house cook Handyman\u003C\u002Fp>\n\n\u003Cp>Hatching machine operator Kiln operator Lance corporal Light vehicle driver\n(timber)\u003C\u002Fp>\n\n\u003Cp>Log carriage operator Maintenance operator 1:\u003C\u002Fp>\n\n\u003Cp>untested or unclassified but with in-house skills:\u003C\u002Fp>\n\n\u003Cp>auto electric; black-smithing; boilermaker; carpentry; building; bricklaying\njoinery; electrical; factory fitting and turning; floor laying; glazing; lift\nmechanical; machine; mastic asphalting; mechanical; mechanical\n(instrumentation); painting\u002Fdecorating; plastering; plumbing\u002Fdrain laying;\nscale fitting; shop fitting, spray painting\u002Fpanel beating; stone masonry;\nterrazzo and mechanic walling and floor tiling; tin smith\u002Fsheet metalworker;\nwelding\u002Fplating; wood machining;\u003C\u002Fp>\n\n\u003Cp>Maintenance clerk\u003C\u002Fp>\n\n\u003Cp>Planned maintenance clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Planning assistant Plantation chargehand (timber): agriculture\ncommunications lire protection nursery resin\u003C\u002Fp>\n\n\u003Cp>silviculture\u003C\u002Fp>\n\n\u003Cp>thinning\u003C\u002Fp>\n\n\u003Cp>veneer harvesting Pole grader\u003C\u002Fp>\n\n\u003Cp>Receptionist\u002FTelephonist Sawmill chargehands:\u003C\u002Fp>\n\n\u003Cp>depot loading\u003C\u002Fp>\n\n\u003Cp>log deck handling stackyard\u003C\u002Fp>\n\n\u003Cp>trimming table warehouse\u003C\u002Fp>\n\n\u003Cp>Saw machine operator: bandsaw boardsaw board edger circularsaw crosscut saw\ndebarker figure jointer hogger re-saw\u002Fripsaw Traverse machine Trimming machine\nSenior chokeman Senior Lab assistant (timber)\u003C\u002Fp>\n\n\u003Cp>Sign writer\u003C\u002Fp>\n\n\u003Cp>Skyline\u002FHigh lead operator\u002FChokeman\u003C\u002Fp>\n\n\u003Cp>Stores clerk cardex\u002FOrdinary (timber)\u003C\u002Fp>\n\n\u003Cp>Tailor\u002FSeamstress\u003C\u002Fp>\n\n\u003Cp>Tele logger operator\u003C\u002Fp>\n\n\u003Cp>Telephone operator\u003C\u002Fp>\n\n\u003Cp>Timber grader\u003C\u002Fp>\n\n\u003Cp>Timber quality checker\u003C\u002Fp>\n\n\u003Cp>Time keeper\u003C\u002Fp>\n\n\u003Cp>Towed grader operator\u003C\u002Fp>\n\n\u003Cp>Tractor driver (trailer work)\u003C\u002Fp>\n\n\u003Cp>Trading storekeeper\u003C\u002Fp>\n\n\u003Cp>Grade B1 (continued)\u003C\u002Fp>\n\n\u003Cp>TRU grader operator (timber)\u003C\u002Fp>\n\n\u003Cp>Tyre serviceman (timber)\u003C\u002Fp>\n\n\u003Cp>Water quality checker Wetmill clerk (timber)\u003C\u002Fp>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>Grade B2\u003C\u002Fp>\n\n\u003Cp>Boat driver\u002FTransporter Cane supervisor 2\u003C\u002Fp>\n\n\u003Cp>Chargerhand\u002FJunior foreman\u002FLeading hand\u003C\u002Fp>\n\n\u003Cp>Chief skinner\u003C\u002Fp>\n\n\u003Cp>Chipper canter operator\u003C\u002Fp>\n\n\u003Cp>Clerk 3\u003C\u002Fp>\n\n\u003Cp>Corporal\u003C\u002Fp>\n\n\u003Cp>Corporal (scouting and tracking)\u003C\u002Fp>\n\n\u003Cp>Crocodile incubator attendant Debarking charge hand Driver (light\nvehicle)\u003C\u002Fp>\n\n\u003Cp>Drying rack head\u002FFactory chargehand\u003C\u002Fp>\n\n\u003Cp>Framesaw operator\u003C\u002Fp>\n\n\u003Cp>Gang\u002FTeam leader\u003C\u002Fp>\n\n\u003Cp>Head fisherman\u003C\u002Fp>\n\n\u003Cp>Head groom\u003C\u002Fp>\n\n\u003Cp>Head guard\u002FCorporal\u003C\u002Fp>\n\n\u003Cp>Heavy vehicle\u002FHeavy duty truck driver (timber) Kiosk attendance\u002FRetail Lab\nassistant\u003C\u002Fp>\n\n\u003Cp>Leading hand\u002FChargehand Junior foreman\u003C\u002Fp>\n\n\u003Cp>Maintenance operative 2 or all trades tested (class 4) Master blender\nMoulder operator Ostrich incubator attendant\u003C\u002Fp>\n\n\u003Cp>Production clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Production clerk harvesting and veneer (timber)\u003C\u002Fp>\n\n\u003Cp>Rendering cooker operator\u003C\u002Fp>\n\n\u003Cp>Section leader\u003C\u002Fp>\n\n\u003Cp>Serviceman\u003C\u002Fp>\n\n\u003Cp>Shop attendant\u003C\u002Fp>\n\n\u003Cp>Taxidermy Skinner\u002FTrophy handler Tractor Driver (pulls farm implements)\nTransport Clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Typist\u002Freceptionist Welfare attendant\u003C\u002Fp>\n\n\u003Cp>**********\u003C\u002Fp>\n\n\u003Cp>Grade B3\u003C\u002Fp>\n\n\u003Cp>Assistant lab technician Builder\u002FBricklayer Bulldozer operator (timber)\u003C\u002Fp>\n\n\u003Cp>Cane supervisor 3\u003C\u002Fp>\n\n\u003Cp>Class 4 semi-skilled worker\u002FHandyman (timber)\u003C\u002Fp>\n\n\u003Cp>Boiler\u003C\u002Fp>\n\n\u003Cp>Electrician\u003C\u002Fp>\n\n\u003Cp>Fitter\u003C\u002Fp>\n\n\u003Cp>Mechanic\u003C\u002Fp>\n\n\u003Cp>Painter\u003C\u002Fp>\n\n\u003Cp>Plumber\u002FSaw doctor\u003C\u002Fp>\n\n\u003Cp>Welder\u003C\u002Fp>\n\n\u003Cp>Clerk 4\u003C\u002Fp>\n\n\u003Cp>Computer data capture (timber)\u003C\u002Fp>\n\n\u003Cp>Fuel attendant Green chain chargehand Handyman communication Hygiene\ncontroller Maintenance handyman (timber)\u003C\u002Fp>\n\n\u003Cp>Maintenance operator 3 or all trades tested (class 3) Mechanical stress\ngrading machine operator Motorised grader operator Nurse aid\u003C\u002Fp>\n\n\u003Cp>Production chargehand\u003C\u002Fp>\n\n\u003Cp>Security corporal\u002FChargehand (timber)\u003C\u002Fp>\n\n\u003Cp>Senior Clerk (timber)\u003C\u002Fp>\n\n\u003Cp>Senior Lab assistant skidder operator\u003C\u002Fp>\n\n\u003Cp>Skidder operator\u003C\u002Fp>\n\n\u003Cp>Storeman\u003C\u002Fp>\n\n\u003Cp>Welfare assistant\u003C\u002Fp>\n\n\u003Cp>Women advisor\u003C\u002Fp>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>Grade B4 \u003C\u002Fp>\n\n\u003Cp>Boarding master Boarding matron Bulldozer driver\u002FOperator Butchery foreman\nCane supervisor 5 Cashier (timber)\u003C\u002Fp>\n\n\u003Cp>Chainsaw mechanic Chief clerk (timber):\u003C\u002Fp>\n\n\u003Cp>Plumber Saw doctor Turner Welder\u003C\u002Fp>\n\n\u003Cp>Coffee pulper supervisor Estate secretary (timber)\u003C\u002Fp>\n\n\u003Cp>Factory supervisor Field Supervisor Lake supervisor Meat inspector Quality\ncontroller\u003C\u002Fp>\n\n\u003Cp>Section head Senior sergeant Silk weaver Supervisor Senior foreman\u003C\u002Fp>\n\n\u003Cp>*************\u003C\u002Fp>\n\n\u003Cp>Grade Cl\u003C\u002Fp>\n\n\u003Cp>Building supervisor Lab supervisor Security supervisor Sergeant major\nTransport supervisor\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>*************\u003C\u002Fp>\n\n\u003Cp>Grade C2\u003C\u002Fp>\n\n\u003Cp>Estate head clerk\u003C\u002Fp>\n\n\u003Cp>Maintenance operative 5 or all trades tested (class 1)\u003C\u002Fp>\n\n\u003Cp>Senior maintenance operative\u003C\u002Fp>\n\n\u003Cp>*******************\u003C\u002Fp>\n\n\u003Cp>SECOND SCHEDULE {Section 6) \u003C\u002Fp>\n\n\u003Cp>ALLOWANCES\u003C\u002Fp>\n\n\u003Cp>AGRICULTURAL EMPLOYEES: MINIMUM MONTHLY\u003C\u002Fp>\n\n\u003Cp>In addition to the basic wage earnings provided for in the First Schedule\n{Section 4), allowances shall be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>***Type of allowances\u003C\u002Fp>\n\n\u003Cp>Accommodation\u003C\u002Fp>\n\n\u003Cp>Transport\u003C\u002Fp>\n\n\u003Cp>Light\u003C\u002Fp>\n\n\u003Cp>Fuel\u003C\u002Fp>\n\n\u003Cp>***Other allowances\u003C\u002Fp>\n\n\u003Cp>Travel, subsistence and overtime\u003C\u002Fp>\n\n\u003Cp>Paid time to construct own accommodation\u003C\u002Fp>\n\n\u003Cp>Risk\u002FDanger\u003C\u002Fp>\n\n\u003Cp>Rotational shift work\u003C\u002Fp>\n\n\u003Cp>Production\u003C\u002Fp>\n\n\u003Cp>Professional allowances\u003C\u002Fp>\n\n\u003Cp>Bicycle Dog handling Firearm\u003C\u002Fp>\n\n\u003Cp>PLEASE NOTE: These allowances change in value as and when the negotiation\ndecides to do so.\u003C\u002Fp>\n\n\u003Cp>********************\u003C\u002Fp>\n\n\u003Cp>THIRD SCHEDULE (Section 25)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>GRATUITIES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Length of service Years\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Percentage of monthly wage on termination of employment\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>12\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"ONCERISE2_trigger":44,"jobclassifaction1":48,"maternity_nursing_breaks_length":52,"hourspmonth_select":56,"pregnancy":60,"nursingmothers":64,"maternityotherclause":68,"pensionfund":72,"OVERTIME_trigger":76,"holidaysdays":80,"maternitydiscrimination":84,"healthinsurance":88,"breastfeeding_workingtime":92,"WAGES_determined":94,"healthandsafetypolicy":98,"contracttrial":102,"sicknesspay":106,"paidmaternityleaveall":110,"longtermillness":114,"schedulesrestpw":118,"LOWWAGE_trigger":122,"bankholidays1":126,"sicknessmaxdays":130,"paidmaternityleave":133,"contractseverancepay":136,"PAIDLEAV_trigger":140,"deathrelatives":144},{"bindId":45,"name":46,"text":47},"ONCERISE2_trigger","6. Allowances shall be paid in accordanc","6. Allowances shall be paid in accordance with the current agreement.",{"bindId":49,"name":50,"text":51},"jobclassifaction1","FIRST SCHEDULE (Sections 1,3,5, 15) GRAD","FIRST SCHEDULE (Sections 1,3,5, 15) GRADING AND WAGES Classification of\noccupations in grades \n\nGrade A1\n\nAblution\u002FSanitation worker Baler\n\nBox maker\u002FFolder\n\nBuilding maintenance hand (timber)\n\nCanteen\u002FBeer halls hand\n\nCarcass washer\n\nCleaner\n\nCoal lasher\n\nCold room attendant\n\nCold room cleaner\n\nCompound village worker\n\nCrop attendant\n\nCrop guard\u002Fwatchman\n\nDebarking hand\n\nDrum cleaner\n\nDrying rack attendant\n\nEgg collector\n\nExtraction hand\n\nFactory worker\n\nFarm tidy hand\n\nFencing attendant\n\nGardener\n\nGeneral hand\n\nGeneral hand-chain hand\n\nGeneral worker-cane cutter\n\nHerdsman\n\nHides man\n\nHoist operator\n\nLaundry hand\u002FScullery hand\n\nLivestock receiver\u002FCollector\n\nLog deck hand\n\nManure bagger\n\nMeat handler\n\nMortal collector\n\nNet repairer\n\nNursery hand\n\nNursery hand (timber)\n\nOffal cleaner Ostrich feed attendant Packer (without grading) Plantation\nhand Ratio order assembler Resin hand Sawmilling hand Scraper\n\nSilk cocoons reeler Silk worm rearer Slime dam cleaner Strapper Suckering\nhand Teamman Thinning hand Timber bundling hand Timber handling hand Timber\nloading hand Timber sorting hand Vineyard attendant Waste peel attendant\nWatchman\n\nWattle extraction hand (timber)\n\nWinery attendant Workshops hand (timber)\n\n**********\n\nGrade A2\n\nArtisan assistant Assistant to beekeeper Augerman delivery hand Bag sealer\nGroom 1 Basket carrier Birds washer Breeder\n\nBoiler house worker Bricklayers assistant Brisket cutter Budder Calf\nattendant Carcass cutter\u002Foffal drawer Chainsaw mechanic assistant Charcoal\nattendant Check recorder Chicken cutter Chicken handler Chicken hanger Chicken\ntrimmer Chicken\u002Fchick grader\n\nChild minder or disabled\u002Faged minder (with or without domestic duties)\n\nChoker\n\nCoffee grader\n\nColdroom room attendant\u002Ffridge attendant Commis\u002Flearner cook\n\nCommis\u002Flearner waiter Compost worker Conveyer attendant Cooker operator\nassistant Counter\n\nCrocodile meat packer\u002Fhandler\n\nCrop remover\n\nCutter\u002Fpacker\n\nDefoliating hand\n\nDisinfector\n\nDispatch assistant\n\nDispatcher egg handler\n\nDomestic cook\n\nDough maker\n\nDubber\n\nEgg picker\u002Fcollector Egg receiver Eviscerator Factory worker Feathermeal\nbagger Feather pinner Feathermeal cooker\u002FIoader Fish receiver Food handler Gate\nattendant Giblets stuffer Grader\n\nGrader\u002FPicker Groom 1 Guard\n\nHatchery worker Heat sealer operator\n\nHerbicide sprayer Hogger minder (timber)\n\nHousekeeper\n\nIceman\n\nIrrigation hand (sprinklers)\n\nKiln assistant\n\nLaboratory assistant (timber)\n\nLeg and wing folder\n\nLoader\u002FHeader\u002FFeeds\u002FWorker\u002FB ag carrier\n\nLorry\u002FVan assistant\n\nMaintenance hand\n\nMeat cutter\n\nMeat packer\n\nMessenger\n\nMilker\n\nMushroom cutter Mushroom picker Offal collector Office orderly Petfood\nhandler Plucker\n\nPlumber assistant Portion dresser Premixer’s attendant Premixer’s\nassistant Pump attendant Ranger Receiver Sausage maker Sawshop assistant Scale\nassistant Skinner flayer\n\nSpinchiller attendant Sprayer\n\nSqueezing hand Staff cook Stock attendant Stunner Table handler Toe\ncutter\n\nTrailer\u002FTailend assistant Vaccinator\u002Fdebeaker Water pockets checker\n\n*************\n\nGrade A3\n\nAssistant saw-machine operator (timber)\n\nBoard edger\n\nChipper canter\n\nFramesaw\n\nBedroom hand\n\nBicycle repairer\n\nBoiler assistant\u002Fattendant (timber) Brushcutter operator Canning plant\nattendant Canteen attendant Chainsaw operator crosscutting Checkgrade\u002FQuality\nchecker Chemical mixer Chipper panel operator Clerk 1\n\nCompound police Conrete mix operator Cook\n\nCrocodile hides scraper\n\nCrocodile pen attendant Crocodile breeder attendant\n\nDe-stacker operator Dispatch assistant (timber)\n\nDrier attendants\u002FStoker Filleting machine operator Fingerjoint press\noperator Finisher operator Fish handler\u002FSexer Fish reaper\u002FHarvester Forest\nguard Fryman\u002FTrout attendant Game scout Glue applicator Glue room attendant\nGroom 2\n\nHammerhill operator\u002Fsoya cooker attendant\n\nHot box attendant\n\nHouseman\n\nIrrigation hand (centre picot an drip)\n\nLabeller\n\nLog infeed controller\n\nLog market\u002FTimber measure Board edger\n\nMachine minder\n\nMachine minder (pony sizer)\n\nMachine operator Mincer operator Mixing tank attendant Mushroom quality\nchecker Net maker\n\nOffice orderly\u002FPhotocopying\u002FDuplicating (timber) Order assembler\n\nOstrich breeder attendant\n\nOstrich chick attendant\u002FOstrich handler\u002FOstrich chick minder Pasteuriser\nattendant\n\nPelleting\u002FPress operator Pinboner\u002FDeboner\n\nPlantation marker Profile operator\n\nPulp wash attendant\u002FSwitchboard operator Pulpman\u002FEgg pulper\n\nQuality checker\u002FLeaf checker\u002FGreen leaf checker\n\nScale\u002Fweigher operator\n\nSchool janitor\n\nScrapping machine operator\n\nSecurity guard (timber)\n\nSeed cleaner Silk spinner Slicer\n\nStockfeed mincing machine operator Stockfeed mixer Storeman assistant Stores\nissues clerk (timber)\n\nTally checker Tally clerk (timber)\n\nTrimming Tablet operator Tyre fitter\n\nVillage health worker (timber)\n\nWaiter\u002FCook\n\nWater quality checker assistant Weighbridge clerk Wetmill tally clerk\n(timber)\n\nWorkshop assistant and fuel issue clerk (timber)\n\n************\n\nGrade B1\n\nBaker (timber)\n\nBandsaw operator Beekeeper Blockman Boiler attendant\n\nButter maker Cane supervisor 1 Cardex clerk (timber)\n\nChainsaw operator, felling\n\nChainsaw serviceman\u002FAssistant chainsaw mechanic Check weigher Cheese maker\nClerk 2\n\nClerk\u002FTypist (timber)\n\nCoffee scout Counter hand Crane\u002FGantry operator Creche attendant Crop scout\nCurer\n\nCurio shop attendant Dispatch clerk (timber)\n\nDrilling machine operator Drystore clerk Extract autoclave operator Extract\nmulti operator Farm health worker Fire tower attendant First aid\u002FNurse aid\n(timber)\n\nFish processor\u002FSmoker Fisherman\n\nFork-end loader driver\n\nFront-lift\u002FSlide loader driver Front-end loader\u002FDrag line operator Groom\n3\u002FWorker rider Guest house cook Handyman\n\nHatching machine operator Kiln operator Lance corporal Light vehicle driver\n(timber)\n\nLog carriage operator Maintenance operator 1:\n\nuntested or unclassified but with in-house skills:\n\nauto electric; black-smithing; boilermaker; carpentry; building; bricklaying\njoinery; electrical; factory fitting and turning; floor laying; glazing; lift\nmechanical; machine; mastic asphalting; mechanical; mechanical\n(instrumentation); painting\u002Fdecorating; plastering; plumbing\u002Fdrain laying;\nscale fitting; shop fitting, spray painting\u002Fpanel beating; stone masonry;\nterrazzo and mechanic walling and floor tiling; tin smith\u002Fsheet metalworker;\nwelding\u002Fplating; wood machining;\n\nMaintenance clerk\n\nPlanned maintenance clerk (timber)\n\nPlanning assistant Plantation chargehand (timber): agriculture\ncommunications lire protection nursery resin\n\nsilviculture\n\nthinning\n\nveneer harvesting Pole grader\n\nReceptionist\u002FTelephonist Sawmill chargehands:\n\ndepot loading\n\nlog deck handling stackyard\n\ntrimming table warehouse\n\nSaw machine operator: bandsaw boardsaw board edger circularsaw crosscut saw\ndebarker figure jointer hogger re-saw\u002Fripsaw Traverse machine Trimming machine\nSenior chokeman Senior Lab assistant (timber)\n\nSign writer\n\nSkyline\u002FHigh lead operator\u002FChokeman\n\nStores clerk cardex\u002FOrdinary (timber)\n\nTailor\u002FSeamstress\n\nTele logger operator\n\nTelephone operator\n\nTimber grader\n\nTimber quality checker\n\nTime keeper\n\nTowed grader operator\n\nTractor driver (trailer work)\n\nTrading storekeeper\n\nGrade B1 (continued)\n\nTRU grader operator (timber)\n\nTyre serviceman (timber)\n\nWater quality checker Wetmill clerk (timber)\n\n************\n\nGrade B2\n\nBoat driver\u002FTransporter Cane supervisor 2\n\nChargerhand\u002FJunior foreman\u002FLeading hand\n\nChief skinner\n\nChipper canter operator\n\nClerk 3\n\nCorporal\n\nCorporal (scouting and tracking)\n\nCrocodile incubator attendant Debarking charge hand Driver (light\nvehicle)\n\nDrying rack head\u002FFactory chargehand\n\nFramesaw operator\n\nGang\u002FTeam leader\n\nHead fisherman\n\nHead groom\n\nHead guard\u002FCorporal\n\nHeavy vehicle\u002FHeavy duty truck driver (timber) Kiosk attendance\u002FRetail Lab\nassistant\n\nLeading hand\u002FChargehand Junior foreman\n\nMaintenance operative 2 or all trades tested (class 4) Master blender\nMoulder operator Ostrich incubator attendant\n\nProduction clerk (timber)\n\nProduction clerk harvesting and veneer (timber)\n\nRendering cooker operator\n\nSection leader\n\nServiceman\n\nShop attendant\n\nTaxidermy Skinner\u002FTrophy handler Tractor Driver (pulls farm implements)\nTransport Clerk (timber)\n\nTypist\u002Freceptionist Welfare attendant\n\n**********\n\nGrade B3\n\nAssistant lab technician Builder\u002FBricklayer Bulldozer operator (timber)\n\nCane supervisor 3\n\nClass 4 semi-skilled worker\u002FHandyman (timber)\n\nBoiler\n\nElectrician\n\nFitter\n\nMechanic\n\nPainter\n\nPlumber\u002FSaw doctor\n\nWelder\n\nClerk 4\n\nComputer data capture (timber)\n\nFuel attendant Green chain chargehand Handyman communication Hygiene\ncontroller Maintenance handyman (timber)\n\nMaintenance operator 3 or all trades tested (class 3) Mechanical stress\ngrading machine operator Motorised grader operator Nurse aid\n\nProduction chargehand\n\nSecurity corporal\u002FChargehand (timber)\n\nSenior Clerk (timber)\n\nSenior Lab assistant skidder operator\n\nSkidder operator\n\nStoreman\n\nWelfare assistant\n\nWomen advisor\n\n************\n\nGrade B4 \n\nBoarding master Boarding matron Bulldozer driver\u002FOperator Butchery foreman\nCane supervisor 5 Cashier (timber)\n\nChainsaw mechanic Chief clerk (timber):\n\nPlumber Saw doctor Turner Welder\n\nCoffee pulper supervisor Estate secretary (timber)\n\nFactory supervisor Field Supervisor Lake supervisor Meat inspector Quality\ncontroller\n\nSection head Senior sergeant Silk weaver Supervisor Senior foreman\n\n*************\n\nGrade Cl\n\nBuilding supervisor Lab supervisor Security supervisor Sergeant major\nTransport supervisor",{"bindId":53,"name":54,"text":55},"maternity_nursing_breaks_length","(3) A female employee shall be entitled ","(3) A female employee shall be entitled to the benefits under subsection (7)\nfor the period during which she actually nurses her child or six months,\nwhichever is the lesser.",{"bindId":57,"name":58,"text":59},"hourspmonth_select","(2) The ordinary hours of work for all o","(2) The ordinary hours of work for all other employees shall not exceed two\nhundred and eight hours per month.",{"bindId":61,"name":62,"text":63},"pregnancy","(9) Notwithstanding subsections (7) and ","(9) Notwithstanding subsections (7) and (8),the grant of breaks during\nnormal working time to a female employee for the purpose of nursing her child\nshall be made in accordance with all exigencies of her employment and nothing\ndone to prevent any disruption of normal production processes or any\ninterference with the efficient running of an undertaking or industry shall be\nheld to be in contravention of subsection (7).",{"bindId":65,"name":66,"text":67},"nursingmothers","(7) A female employee who is the mother ","(7) A female employee who is the mother of a suckling child shall, during\neach working day, be granted at her request at least one hour or two half-hour\nperiods, as she may choose during normal working hours, for the purpose of\nnursing her child, and such employee may combine the portion or portions of\ntime to which she is so entitled with any other normal breaks so as to\nconstitute longer periods that she may find necessary or convenient for the\npurpose of nursing her child.",{"bindId":69,"name":70,"text":71},"maternityotherclause","(4) Any maternity leave requested in exc","(4) Any maternity leave requested in excess of the limits prescribed in this\nsection, may be granted as unpaid maternity leave.\n\n(5) Unless the employer grants sick leave for medical reasons other than\nmaternity, sick leave may not be granted once paid maternity leave has begun or\nduring a period of unpaid maternity leave.",{"bindId":73,"name":74,"text":75},"pensionfund","(d) by written stop-order, for contribut","(d) by written stop-order, for contributions to insurance policies, pension\nfunds, medical aid societies and registered trade unions; or",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","10. (1) An employer shall pay for overti","10. (1) An employer shall pay for overtime worked on a day off at double the\nemployee’s current wage.\n\n(2) In addition to the payment prescribed in section 17(2), the employer\nshall pay for every hour or part of an hour of work, for the day of the week on\nwhich the industrial holiday—\n\n(a) during the ordinary hours of work, for the day of the week on which the\npublic holiday falls, at two and a half times the current hourly wage of the\nemployee;\n\n(b) outside the ordinary hours of work for the day of the week on which the\nindustrial holiday falls, at two and a half times the current hourly wage of\nthe employee.\n\n(3) An employer shall pay for overtime at one and a half times the\nemployee’s current wage for the time worked in excess of the ordinary monthly\nhours of work prescribed in section 7.\n\n(4) Time off in lieu of payment of overtime can be arranged by mutual\nconsent between the employer and employee prior to the industrial holiday or\nthe employee’s normal day off.",{"bindId":81,"name":82,"text":83},"holidaysdays","(2) Unless more favourable conditions ha","(2) Unless more favourable conditions have been provided for in any\nemployment contract or in any enactment, paid vacation leave shall accrue in\nterms of this section to an employee at the rate of one twelfth of his or her\nqualifying service in each year of employment subject to a maximum accrual of\nninety days paid vacation leave:",{"bindId":85,"name":86,"text":87},"maternitydiscrimination","(8) Any person who contravenes this sect","(8) Any person who contravenes this section shall be guilty of an unfair\nlabour practice.",{"bindId":89,"name":90,"text":91},"healthinsurance","(c) where an employee has received an ad","(c) where an employee has received an advance of wages due, the amount of\nsuch advance; or\n\n(d) by written stop-order, for contributions to insurance policies, pension\nfunds, medical aid societies and registered trade unions; or",{"bindId":93,"name":66,"text":67},"breastfeeding_workingtime",{"bindId":95,"name":96,"text":97},"WAGES_determined","21.(1) An employer shall inform every em","21.(1) An employer shall inform every employee, in writing, upon engagement,\nof the nature of his or her contract, including—\n\n(a) his or her grade; and\n\n(b) his or her wage and when it will be paid; and\n\n(c) provisions for accommodation; and\n\n(d) the period of notice required to terminate the contract of employment;\nand\n\n(e) hours of work; and\n\n(f) details of any bonus or incentive production scheme in operation; and\n\n(g) provision for benefits during sickness; and\n\n(h) provision for vacation leave; and\n\n(i) industrial holidays; and\n\n(j) code of conduct.\n\n(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 the interval of time separating one due date of payment\nfrom the next:",{"bindId":99,"name":100,"text":101},"healthandsafetypolicy","24. Health and Safety issues; refer to a","24. Health and Safety issues; refer to an Agriculture Industry statutory\ninstrument.",{"bindId":103,"name":104,"text":105},"contracttrial","(5) An employee may be placed in a highe","(5) An employee may be placed in a higher grade for a probationary period of\nnot more than one month:\n\nProvided that—\n\n(i) the employee shall be paid the higher wage applicable to the grade in\nwhich he or she is placed from the first day after commencement of work in such\ngrade;\n\n(ii) the employer shall not require the employee to be on probation in the\nsame operation more than once in any one year;\n\n(iii) after one month of probation, the employee shall return to his or her\nnormal work or be promoted to the higher grade.",{"bindId":107,"name":108,"text":109},"sicknesspay","(2) During any one-year period of servic","(2) During any one-year period of service of an employee an employer shall,\nat the request of the employee supported by a certificate signed by registered\nmedical practitioner, grant up to ninety days’ sick leave on full pay.\n\n(3) If, during any one-year period of service of an employee, the employee\nhas used up the maximum period of sick leave on full pay, an employer shall, at\nthe request of the employee supported by a certificate signed by a registered\nmedical practitioner, grant a further period of up to ninety days’ sick leave\non half pay where, in the opinion of the registered medical practitioner\nsigning the certificate, it is probable that the employee will be able to\nresume duty after such further period of sick leave.",{"bindId":111,"name":112,"text":113},"paidmaternityleaveall","18.(1) Unless more favourable conditions","18.(1) Unless more favourable conditions have otherwise been provided for in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of this section for a period of ninety-eight days on full pay to a\nfemale employee who has served for at least one year.",{"bindId":115,"name":116,"text":117},"longtermillness","(4) If, during any one-year period of se","(4) If, during any one-year period of service, the period or aggregate\nperiods of sick leave exceed—\n\n(a) ninety days’ sick leave of full pay; or\n\n(b) subject to subsection (3), one hundred and eighty days sick leave on\nfull pay and half pay; the employer may terminate the employment of the\nemployee concerned.\n\n(5) An employee who so wishes may be granted accrued vacation leave instead\nof sick leave on half pay or without pay.",{"bindId":119,"name":120,"text":121},"schedulesrestpw","(4) Every employee shall receive at leas","(4) Every employee shall receive at least one day off in each week.",{"bindId":123,"name":124,"text":125},"LOWWAGE_trigger","5.(1) An employer shall place each emplo","5.(1) An employer shall place each employee in a grade appropriate to his or\nher occupation, and shall pay to such employee a current minimum wage agreed\nupon for the occupation of the employee, and no employee shall accept less than\nthat amount.",{"bindId":127,"name":128,"text":129},"bankholidays1","19.(1) Independence Day, Easter Friday, ","19.(1) Independence Day, Easter Friday, Workers Day, Africa Day, Heroes Day,\nDefence Forces Day, Christmas Day, Boxing Day and New Year’s Day shall be\nindustrial holidays.\n\n(2) Subject to this section, every employee shall be granted leave of\nabsence on industrial holidays and shall be paid his or her current daily wage\nfor every industrial holiday.\n\n(3) Subject to this section, every employee shall be granted leave of\nabsence on public holidays and shall be paid his or her current daily wage for\nevery industrial holiday.",{"bindId":131,"name":108,"text":132},"sicknessmaxdays","(2) During any one-year period of service of an employee an employer shall,\nat the request of the employee supported by a certificate signed by registered\nmedical practitioner, grant up to ninety days’ sick leave on full pay.",{"bindId":134,"name":112,"text":135},"paidmaternityleave","18.(1) Unless more favourable conditions have otherwise been provided for in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of this section for a period of ninety-eight days on full pay to a\nfemale employee who has served for at least one year.\n\n(2) On production of a certificate signed by registered medical practitioner\nor State registered nurse certifying that she is pregnant, a female employee\nmay proceed on maternity leave not earlier than the forty-fifth day and not\nlater than the twenty-first day prior to the expected date of delivery.\n\n(3) A female employee shall be entitled to be granted a maximum of three\nperiods of maternity leave with respect to her total service to any one\nemployer which she shall be paid her full salary:\n\nProvided that paid maternity leave shall be granted only once during any one\nperiod of twenty-four months calculated from the day any previous maternity\nleave was granted.\n\nProvided that if, during such leave, she completes one year’s service, she\nshall be paid her full salary for so much of such leave as is taken during her\nsecond year of service, and the period for which she is so paid shall count as\none of the periods of paid maternity leave referred to in subsection (3).\n\n(4) Any maternity leave requested in excess of the limits prescribed in this\nsection, may be granted as unpaid maternity leave.\n\n(5) Unless the employer grants sick leave for medical reasons other than\nmaternity, sick leave may not be granted once paid maternity leave has begun or\nduring a period of unpaid maternity leave.\n\n(6) During the period when a female employee is on maternity leave in\naccordance with this section, her normal benefits and entitlements, including\nher rights to seniority or advancement and the accumulation of pension rights,\nshall continue uninterrupted in the manner in which they would have continued\nhad she not gone on such leave, and her period service shall not be considered\nas having been interrupted, reduced or broken by the exercise of her right to\nmaternity leave in terms of this section.",{"bindId":137,"name":138,"text":139},"contractseverancepay","GRATUITIES Length of service Years Perce","GRATUITIES\n\n\n  \n  \n  \n  \n    \n      Length of service Years\n      \n      Percentage of monthly wage on termination of employment\n      \n    \n    \n      5\n      10\n    \n    \n      6\n      11\n    \n    \n      7\n      12\n    \n    \n      8\n      13\n    \n    \n      9\n      14\n    \n    \n      10\n      15\n    \n    \n      11\n      16\n    \n    \n      12\n      17\n    \n    \n      13\n      18\n    \n    \n      14\n      19\n    \n    \n      15\n      20\n    \n    \n      16\n      21\n    \n    \n      17\n      22\n    \n    \n      18\n      23\n    \n    \n      18\n      24\n    \n    \n      20\n      25\n    \n    \n      21\n      26\n    \n    \n      22\n      27\n    \n    \n      23\n      28\n    \n    \n      24\n      29\n    \n    \n      25\n      30\n    \n    \n      26\n      31\n    \n    \n      27\n      32\n    \n    \n      28\n      33\n    \n    \n      29\n      34\n    \n    \n      30\n      35\n    \n    \n      31\n      36\n    \n    \n      32\n      37\n    \n  \n",{"bindId":141,"name":142,"text":143},"PAIDLEAV_trigger","16.(1) In this section— “qualifying serv","16.(1) In this section—\n\n“qualifying service” in relation to vacation leave accrued by an\nemployee, means any period of employment following the completion of the\nemployee’s first year of employment with an employer.\n\n(2) Unless more favourable conditions have been provided for in any\nemployment contract or in any enactment, paid vacation leave shall accrue in\nterms of this section to an employee at the rate of one twelfth of his or her\nqualifying service in each year of employment subject to a maximum accrual of\nninety days paid vacation leave:\n\nProvided that, if an employee is granted only a portion of the total\nvacation leave which may have accrued to him or her, he or she may be granted\nthe remaining portion at a later date, together with any further vacation leave\nwhich may have accrued to him or her at that date, without forfeiting any such\naccrued leave.\n\n(2) All Saturdays, Sundays and public holidays falling within a period of\nvacation leave shall be counted as part of vacation leave.\n\n(3) An employee who becomes ill or is injured during a period of vacation\nleave may cancel his or her vacation leave and apply for sick leave.\n\n(4) Where an employee has no vacation leave accrued, he or she may be\ngranted vacation leave without pay.",{"bindId":145,"name":146,"text":147},"deathrelatives","17. Special leave on full pay not exceed","17. 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 instruc-tions 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 Zimbabwe Agriculture Employers Organisation (ZAEO) - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-11-30\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                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2012-11-30\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of crops, market gardening, horticulture\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: → Zimbabwe Agriculture Employers’ Organisation (ZAEO)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        GAPWUZ - General Agriculture and Plantation Workers’ Union of Zimbabwe, HGAPWUZ - Horticultural General Agriculture and Plantation 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: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → 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: → No\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → Insufficient data 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: → 30 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → 10 %\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            \n\n            \n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 208.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 90.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), John Chilembwe Day (15th January), Jamhuri (Independence) Day (12th December)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[153],{"title":37,"slug":33},[155],{"type":156,"data":157},"call_to_action_body_block",{"title":158,"description":159,"variant":160,"link":161},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":158,"url":162,"description":158,"rel":163,"type":164},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[166],{"type":156,"data":167},{"title":158,"description":159,"variant":160,"link":168},{"title":158,"url":162,"description":158,"rel":163,"type":164},[]]