[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-banking-employers-association-and-the-zimbabwe-banks-and-allied-workers-union---2000":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":164,"content_type_view":165,"extra_breadcrumbs":166,"body":168,"body_blocks":179,"related_pages":183},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":162,"translations":163},{"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-banking-employers-association-and-the-zimbabwe-banks-and-allied-workers-union---2000","c58e22e8-3942-11e7-812a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-the-banking-employers-association-and-the-zimbabwe-banks-and-allied-workers-union---2000\u002Fcollective-bargaining-agreement-between-the-banking-employers-association-and-the-zimbabwe-banks-and-allied-workers-union---2000\u002F","Collective Bargaining Agreement between the Banking Employers’ Association and the Zimbabwe Banks and Allied Workers’ Union - 2000","ZWE Banking Employers Association - 1999","Zimbabwe - ZWE Banking Employers Association - 1999","ZWE Banking Employers Association - 1999 - Financial services, banking, insurance",{"name":41,"data":42},"banking.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Statutory Instrument 273 of 2000 \u003C\u002Fp>\n\n\u003Cp>Collective Bargaining Agreement: BankingUndertaking \u003C\u002Fp>\n\n\u003Cp>SIs 273\u002F2001, 166\u002F2001, 304\u002F2001, 368\u002F2001.\u003C\u002Fp>\n\n\u003Ch1>Collective Bargaining Agreement between the Banking Employers’\nAssociation and the Zimbabwe Banks and Allied Workers’ Union - 2000\u003C\u002Fh1>\n\n\u003Cp>IT is hereby notified that the Collective Bargaining Agreement set out in\nthe Schedule, which replaces the agreement publishedin General Notice 478 of\n1987, has been registered in terms of section 79 of the Labour Relations Act\n[Chapter 28:01].\u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>EMPLOYMENT COUNCIL FOR THE BANKING UNDERTAKING\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT: BANKING UNDERTAKING\u003C\u002Fp>\n\n\u003Cp>Made and entered into, in accordance with the provisions of the Labour\nRelations Act [Chapter 28:01], by and between the Banking Employers’\nAssociation (hereinafter referred to as “the employers” or “the\nemployers’ organisation”), of the one part, and the Zimbabwe Banks and\nAllied Workers’ Union (hereinafter referred to as “the employees” or\n“the trade union”), of the other part, being parties to the Employment\nCouncil for the Banking Undertaking: to substitute the whole of the provisions\nof the agreement published in Statutory Instrument 399 of 1984, and further\nagreements published in Statutory Instrument 235 of 1985 and those registered\nunder Notice 237 of 1986 and General Notice 607 of 1986, Statutory Instrument\n111 of 1994 and Statutory Instrument 201 of 1995. \u003C\u002Fp>\n\n\u003Ch2>1. Scope of agreement \u003C\u002Fh2>\n\n\u003Cp>In terms of section 82 of the Act the provisions of this agreement are\nbinding upon and shall be observed by all employers and employees in the\nundertaking who are members of the employers’ organisation or the trade union\nrespectively and to all such other employers and employees in the undertaking\nto which this agreement relates, within the area of Zimbabwe.\u003C\u002Fp>\n\n\u003Ch2>2. Period of operation of agreement \u003C\u002Fh2>\n\n\u003Cp>This agreement shall be deemed to have come into operation on the date of\nits signing and shall, in terms of section 82(1)(c) of the Act, remain binding\nuntil replaced by a substitute agreement or terminated by mutual agreement of\nthe parties thereto or is otherwise nullified, suspended or modified in terms\nof the Act: Provided that nothing contained in this collective bargaining\nagreement shall prevent either or both of the parties from seeking to\nrenegotiate or amend the agreement within a period not exceeding three years in\norder to take account of changed circumstances in the industry or undertaking\nconcerned. \u003C\u002Fp>\n\n\u003Ch2>3. Definitions \u003C\u002Fh2>\n\n\u003Cp>Any expressions used herein which are defined in the Act shall have the same\nmeaning as in the Act, any words importing the masculine gender shall include\nthe feminine gender, any words in the singular shall include the plural sense,\nfurther, unless inconsistent with the context—\u003C\u002Fp>\n\n\u003Cp>“Act” means the Labour Relations Act;\u003C\u002Fp>\n\n\u003Cp>“accounting cycle” means a four-week cycle determined by the employer;\n\u003C\u002Fp>\n\n\u003Cp>“banking undertaking” or “undertaking” means, without in any way\nlimiting the ordinary meaning of the expression, the undertaking in which\nemployers and employees are associated together for the purpose of—\u003C\u002Fp>\n\n\u003Cp>(a) carrying on the business of a registered commercial bank, registered\naccepting house (merchant bank) or a registered discount house; and \u003C\u002Fp>\n\n\u003Cp>(b) financial institutions, trusteeship, executorship and insurance broking\nwhere such business is carried out by a registered bank itself or by a\nsubsidiary of such bank; \u003C\u002Fp>\n\n\u003Cp>“council” means the Employment Council for the Banking Undertaking; \u003C\u002Fp>\n\n\u003Cp>“continuous service” means the total period of unbroken service of an\nemployee with an employer and shall be deemed to have been broken only by\ndeath, resignation, retirement or discharge of the employee concerned;\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 required to work; \u003C\u002Fp>\n\n\u003Cp>“designated posts” means those posts of a supervisory nature designated\nas such; \u003C\u002Fp>\n\n\u003Cp>“employee” means a person engaged in any occupation listed in Appendix\nI; \u003C\u002Fp>\n\n\u003Cp>“grade C employee” means an employee engaged on elementary junior\nclerical duties under supervision, such as correspondence, waste,\nledger-keeping, machining or writing up statements, listing cheques for\nclearance, elementary bill work, drafts, transfers, remittances, general ledger\nand typing and includes trainee tellers; \u003C\u002Fp>\n\n\u003Cp>“grade B employee” means an employee engaged on more senior clerical\nduties having a supervisory element and requiring a knowledge of banking\ninstruments generally and the elementary laws relating thereto, a knowledge of\na bank bookkeeping system and how the work and records of other departments fit\ninto that system; qualified shorthand typist employed as such; tellers\nperforming that function not elsewhere graded; \u003C\u002Fp>\n\n\u003Cp>“grade A employee” means a grade B employee who has shown skill, ability\nand promise in the duties performed in grade B and has been advanced to grade A\non such merits; \u003C\u002Fp>\n\n\u003Cp>“machinist\u002Fsorter” means an employee engaged in clearing for ledger\noperators, waste machine operators, at Central Waste Department, or data\ncapture machinists, and to perform related duties; \u003C\u002Fp>\n\n\u003Cp>“medical practitioner” means a person registered as a medical\npractitioner by the Medical, Dental and Allied Professions Council or a\nregistered traditional practitioner; \u003C\u002Fp>\n\n\u003Cp>“month” means a calendar month; \u003C\u002Fp>\n\n\u003Cp>“overtime” means time worked outside the ordinary hours of work of\naccounting cycle; \u003C\u002Fp>\n\n\u003Cp>“public holiday” means all holidays declared as such in terms of the\nPublic Holidays and Prohibition of Business Act [Chapter 10:21]; \u003C\u002Fp>\n\n\u003Cp>“wage or salary” means earnings of an employee, but does not include any\nallowance or any payment of overtime or other like benefits; \u003C\u002Fp>\n\n\u003Cp>“working day” means any day other than a day off, or a public\nholiday.\u003C\u002Fp>\n\n\u003Ch2>4. Administration and application of agreement\u003C\u002Fh2>\n\n\u003Cp>(1) The council shall be the body responsible for the administration of this\nagreement and may issue expressions of opinion not inconsistent with its\nprovisions for the guidance of employers and employees. \u003C\u002Fp>\n\n\u003Cp>(2) The council may appoint a specified person to assist in giving effect to\nthe provisions of this agreement and any employer who is bound by its terms\nshall permit such person to institute such enquiries and to examine such books\nand documents as may be necessary for ascertaining whether the provisions of\nthis agreement are being complied with. \u003C\u002Fp>\n\n\u003Cp>(3) 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 the right or obligation. \u003C\u002Fp>\n\n\u003Cp>(4) Should any of the provisions of this agreement be declared ultra vires\nby any competent court of law, the remaining provisions shall be deemed to be\nthe agreement, and shall remain in force for he unexpired period of this\nagreement. \u003C\u002Fp>\n\n\u003Cp>(5) Every employer shall cause a copy of this agreement to be exhibited in a\nplace easily accessible to employees during working hours. \u003C\u002Fp>\n\n\u003Ch2>5. Registration of employers\u003C\u002Fh2>\n\n\u003Cp>(1) Every employer— \u003C\u002Fp>\n\n\u003Cp>(a) upon whom the terms of this agreement are binding shall, within one\nmonth of the coming into force of this agreement, notify the secretary of the\ncouncil of the following particulars— \u003C\u002Fp>\n\n\u003Cp>(i) full name; \u003C\u002Fp>\n\n\u003Cp>(ii) trading name; \u003C\u002Fp>\n\n\u003Cp>(iii) head office address; \u003C\u002Fp>\n\n\u003Cp>(iv) branch office address; \u003C\u002Fp>\n\n\u003Cp>(v) the activities which he is carrying out in the undertaking; \u003C\u002Fp>\n\n\u003Cp>(vi) in the case of a corporate body, including a public company, or a\npartnership, the names and business addresses of the directors, partners and\nmanager or agent; \u003C\u002Fp>\n\n\u003Cp>(b) who enters the undertaking after the coming into operation of this\nagreement shall, within one month of commencing business, supply the secretary\nwith the particulars set out in paragraph (a). \u003C\u002Fp>\n\n\u003Cp>(2) The secretary of the council shall enter the particulars so supplied in\nterms of subclause (1) in a register kept for that purpose. \u003C\u002Fp>\n\n\u003Cp>(3) Any alteration of the particulars supplied in terms of subclause (1)\nshall immediately be notified to the secretary who shall amend the register\naccordingly. \u003C\u002Fp>\n\n\u003Cp>(4) Every employer who ceases operation in the undertaking shall notify the\nsecretary of its council accordingly within one month of cessation. \u003C\u002Fp>\n\n\u003Ch2>6. Access by trade union to members \u003C\u002Fh2>\n\n\u003Cp>A trade union may have reasonable access to a member at his place of work\nduring working hours for purposes as stated under subsection (2) of section 7\nof the Labour Relations Act [Chapter 28:01], provided that— \u003C\u002Fp>\n\n\u003Cp>(a) such business cannot be adequately conducted outside working hours; and\n\u003C\u002Fp>\n\n\u003Cp>(b) the visit will not create any disruption of normal business processes or\nany interference with the efficient running of the undertaking or constitute a\nbreach of security; and \u003C\u002Fp>\n\n\u003Cp>(c) that prior to any visit, written application is made to the personnel\ndepartment and such visit is duly authorised.\u003C\u002Fp>\n\n\u003Ch2>7. Statement of intent \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>It is agreed that employees already engaged in the undertaking may be\nafforded the opportunity of advancement to the highest posts in accordance with\nthe requirements of such posts. Towards this end, such employees shall be\nadequately trained in the training establishments maintained by the employer\nfor this purpose and be encouraged to undertake such training. Further, it is\nthe intention of the parties to this agreement to continue to promote good\nindustrial relations by means of responsible collective bargaining carried out\nin a reasonable and constructive manner and the establishment of good relations\nin every establishment based on trust, confidence and humanitarian principles.\n\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. Contract and notice\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>(1) An employer shall inform every employee upon engagement of his grade,\nwage or salary rate and hours of work. The employee shall thereupon sign a\nDeclaration of Secrecy in the form required by the employer. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(2) An employee may, upon engagement, be required to serve a probationary\nperiod of six months duration during which time, the contract of employment may\nbe terminated in terms of paragraph (c) of subsection (10) of section 2 of the\nLabour Relations (General Conditions of Employment) (Termination of Employment)\nRegulations, 1985, as published in Statutory Instrument 371 of 1985. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) Subject to the provisions of subclauses (2), (4) and (5) the period of\nnotice to terminate a contract of employment shall be one calendar month\nprovided that it shall not be necessary for an employee to give such notice\nwhere he is unable to do so because of some emergency or compelling necessity,\nacceptable to the employer. In other cases an employee may terminate his\ncontract of employment at any time without notice on paying to his employer one\nday’s pay for every day on which he would have been required to work had he\ngiven notice of termination in terms of this subclause. \u003C\u002Fp>\n\n\u003Cp>(4) An employer may discharge his obligations by paying an employee full\nwages for and in place of the period of notice required by this clause. \u003C\u002Fp>\n\n\u003Cp>(5) Nothing contained in this clause shall affect the right of an employer\nto seek termination of an employee’s contract on the grounds specified in\nAppendix IV in terms of the current termination of employment regulations. \u003C\u002Fp>\n\n\u003Cp>(6) Neither an employer nor an employee shall give notice of termination of\ncontract whilst the employee is on vacation leave. \u003C\u002Fp>\n\n\u003Cp>(7) Subject to the provisions of subclause (4) of clause 15 an employee who\nhas given or received notice to terminate employment shall not be required or\npermitted to take vacation leave during the currency of such notice period\nexcept by mutual agreement in writing. \u003C\u002Fp>\n\n\u003Cp>(8) Notwithstanding anything contained in this agreement no employer shall\ngive notice of termination of employment except in conformity with the\nprevailing laws and regulations of the Ministry of Public Service, Labour and\nSocial Welfare. \u003C\u002Fp>\n\n\u003Ch2>9. Hours of work\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cp>(1) The ordinary hours of work in any accounting cycle shall not exceed—\n\u003C\u002Fp>\n\n\u003Cp>(a) in the case of the employees graded in grades C. B. A. and those\noccupying designated posts, one hundred and seventy-six hours; and \u003C\u002Fp>\n\n\u003Cp>(b) in the case of other employees, one hundred and eighty-eight hours:\nProvided that the daily hours of all employees shall be determined by the\nemployer according to the needs of the particular establishment; and \u003C\u002Fp>\n\n\u003Cp>(c) a non-clerical employee shall be given a tea-break of fifteen minutes\neach morning at a time convenient to the employer. \u003C\u002Fp>\n\n\u003Cp>(2) An employer shall not require an employee to work hours in excess of\nthose specified in subclause (1) except in cases of necessity, or in cases of\nemergency; an employee shall not refuse to work overtime except for some\ncompelling reason acceptable to the employer. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(3) An employee shall receive one day off during each week. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>10. Payment of overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(1) An employer shall pay for each hour of overtime worked in excess of\nthose specified in subclause (1) of clause 9 at the rate of one and one-half\ntimes the hourly rate specified in clause 21: Provided that at the end of the\naccounting cycle any period in excess of thirty minutes shall be regarded as\none hour and any period of less than thirty minutes shall be disregarded. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(2) Notwithstanding the provisions of subclause (1), the employer shall pay\novertime rates at double the employee’s current hourly wage for overtime on a\nday off. (3) Notwithstanding the provisions of subclause (1), the employer\nshall pay for overtime on an industrial holiday, in addition to the\nemployee’s current hourly wage— \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a) during the ordinary hours of work for the day of the week on which the\nindustrial holiday falls, at one and one times the employee’s current hourly\nwage; and \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(b) outside the normal hours of work for the day of the week on which the\nindustrial holiday falls, at double the employee’s current hourly wage. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11. Salaries, wages and grading \u003C\u002Fh2>\n\n\u003Cp>(1) An employer shall place each employee in a grade appropriate to his\noccupation and shall pay to such employee wage or salary of at least the amount\nprescribed in Appendix II applicable to his grade and no employee shall accept\na wage or salary of less than that so prescribed. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(2) Annual increments as prescribed in Appendix I may become due to an\nemployee in each calendar year on a date prescribed by the employer except with\nthe following provisos— \u003C\u002Fp>\n\n\u003Cp>(a) no increment will be due to an employee who has served for less than\nfour months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) where an employee receives an unsatisfactory annual appraisal resulting\nin an efficiency certificate or equivalent being withheld then no annual\nincrement will be due. A review of the employee’s performance will be\nsubmitted three months after the prescribed date and where the overall\nperformance reaches satisfactory rating then an annual increase will be\ngranted; any increment so awarded will not be retrospective. \u003C\u002Fp>\n\n\u003Cp>(3) An employer shall pay wages or salaries in arrears by not later than the\nend of each month. \u003C\u002Fp>\n\n\u003Cp>(4) An employee shall be paid for all overtime worked by not later than the\nnormal pay ay following the accounting cycle in which the overtime was earned.\n\u003C\u002Fp>\n\n\u003Cp>(5) Subject to the provisions of the Labour Relations Act [Chapter 28:01] or\nany regulations made in terms of the Act, whether any person— \u003C\u002Fp>\n\n\u003Cp>(a) is dismissed from his employment or his employment is otherwise\nterminated; or \u003C\u002Fp>\n\n\u003Cp>(b) resigns from his employment; or \u003C\u002Fp>\n\n\u003Cp>(c) is incapacitated from performing his work; or \u003C\u002Fp>\n\n\u003Cp>(d) dies; \u003C\u002Fp>\n\n\u003Cp>he or his estate, as the case may be, shall be entitled to the wages and\nbenefits due to him up to the time of such dismissal, termination,\nincapacitation or death, as the case may be, including benefits, with respect\nto any outstanding vacation and notice period, medical aid, social security and\nany pension, and the employer concerned shall pay such entitlements to such\nperson or his estate, as the case may be, as soon as reasonably practicable\nafter such event. \u003C\u002Fp>\n\n\u003Cp>(6) Remuneration shall be paid either by crediting the employee’s account\nor by cheque or in cash and shall be accompanied by a written statement\nshowing— \u003C\u002Fp>\n\n\u003Cp>(a) the name of the employee; \u003C\u002Fp>\n\n\u003Cp>(b) the wage or salary rate; \u003C\u002Fp>\n\n\u003Cp>(c) the period for which payment is made; \u003C\u002Fp>\n\n\u003Cp>(d) the amount of overtime due; \u003C\u002Fp>\n\n\u003Cp>(e) any other amounts due; \u003C\u002Fp>\n\n\u003Cp>(f) authorised deductions; \u003C\u002Fp>\n\n\u003Cp>(g) the net amount received by the employee. \u003C\u002Fp>\n\n\u003Ch2>12. Deductions\u003C\u002Fh2>\n\n\u003Cp>(1) No deductions or set off of any description shall be made or allowed\nfrom any remuneration due to an employee except— \u003C\u002Fp>\n\n\u003Cp>(a) where an employee is absent from work without the permission of the\nemployer a pro rata amount of wage for the period of his absence; \u003C\u002Fp>\n\n\u003Cp>(b) by a written authority, signed by the employee, for the monies due to a\ntrade union in the form of a checkoff system; \u003C\u002Fp>\n\n\u003Cp>(c) any overpayment of remuneration; \u003C\u002Fp>\n\n\u003Cp>(d) any amount which the employer is compelled by law or legal process to\npay on behalf of any employee; \u003C\u002Fp>\n\n\u003Cp>(e) for cash advanced or money loaned by his employer; \u003C\u002Fp>\n\n\u003Cp>(f) deductions provided for in this agreement; \u003C\u002Fp>\n\n\u003Cp>(g) any other deduction for which the employee has tendered to the employer\na signed authority. \u003C\u002Fp>\n\n\u003Cp>(2) On termination of employment for any reason whatsoever, any balance\nowing to an employer in respect of any sum specified in subclause (1) may be\ndeducted from the gross remuneration due to the employee concerned. \u003C\u002Fp>\n\n\u003Ch2>13. Public holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(1) Public holidays shall be those declared to be such in terms of the\nPublic Holidays and Prohibition of Business Act [Chapter 10:21]. \u003C\u002Fp>\n\n\u003Cp>(2) An employee shall be granted leave of absence on a public holiday and\nshall be paid for every such holiday. Should a public holiday fall within a\nperiod of leave taken in terms of clause 15, it shall not be counted as part of\nthat leave. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. Special leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>(1) Under special circumstances, namely death or serious illness of mother,\nfather, children, spouse, brother or sister, an employee shall, notwithstanding\nanything to the contrary contained in any other clause of this agreement, be\nentitled to ask for, and to receive, immediate leave (compassionate leave)\nwhich shall be paid; in the case of any other close relative not specified\nabove such leave may be granted at the discretion of the employer and shall be\neither unpaid or set off against leave accrued by the employee. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Such employee shall, upon his return, produce evidence that such special\ncircumstances did exist, if so required by the employer.\u003C\u002Fp>\n\n\u003Cp>(3) Should such employer not authorise such immediate leave on request, and\nnotwithstanding this, the employee\u003C\u002Fp>\n\n\u003Cp>takes such leave, upon his return and the submission of evidence as detailed\nin subclause (2) hereof, such employee\u003C\u002Fp>\n\n\u003Cp>shall be deemed to have been in continuous service.\u003C\u002Fp>\n\n\u003Cp>(4) An employer shall be entitled to dismiss without notice an employee who\nfails to provide the evidence specified in subclause (2):\u003C\u002Fp>\n\n\u003Cp>Provided that the employer complies with the provisions referred to in\nsubclause (8) of clause 8.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(5) Such compassionate leave shall not exceed three days without the\nemployer’s approval.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) An employee who is nominated as an official (trade union delegate) to\nattend any national or international\u003C\u002Fp>\n\n\u003Cp>conference or seminar, or to represent the trade union, on an industrial\ncommittee, shall be allowed to attend such\u003C\u002Fp>\n\n\u003Cp>seminar, conference or committee, as the case may be and such leave shall be\nspecial paid leave:\u003C\u002Fp>\n\n\u003Cp>Provided that it shall be a condition precedent for the release of any\nemployee who is a trade union official, that\u003C\u002Fp>\n\n\u003Cp>adequate prior notice shall have been given to the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. Vacation leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(1) Except with the consent of the employer, no employee shall be entitled\nto take vacation leave during his first year of service.\u003C\u002Fp>\n\n\u003Cp>(2) Employees shall accrue leave at not than the following rates—\u003C\u002Fp>\n\n\u003Cp>(a) employees specified in clause 9(1)(a)—\u003C\u002Fp>\n\n\u003Cp>(i) during the first five years of continuous service, 21 working days per\nannum;\u003C\u002Fp>\n\n\u003Cp>(ii) during six to 25 years continuous service, 27 working days per\nannum;\u003C\u002Fp>\n\n\u003Cp>(iii) during the 26th year of continuous service and thereafter, 30 working\ndays per annum;\u003C\u002Fp>\n\n\u003Cp>(b) employees specified in clause 9(1)(b)—\u003C\u002Fp>\n\n\u003Cp>(i) during the first five years of continuous service, 18 working days per\nannum;\u003C\u002Fp>\n\n\u003Cp>(ii) during six to 25 years of continuous service, 21 working days per\nannum;\u003C\u002Fp>\n\n\u003Cp>(iii) during the 26th year of continuous service and thereafter, 24 working\ndays per annum:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee may accumulate vacation leave in excess of one\nyear’s entitlement only with the consent\u003C\u002Fp>\n\n\u003Cp>of his employer.\u003C\u002Fp>\n\n\u003Cp>(3) An employee shall proceed on vacation leave in accordance with the\nannual leave programme of his branch.\u003C\u002Fp>\n\n\u003Cp>(4) Subject to the provisions of subclause (7) of clause 8, an employee with\nmore than three months of continuous\u003C\u002Fp>\n\n\u003Cp>service whose employment is terminated for any cause whatsoever shall be\npaid the cash equivalent of any leave accumulated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. Maternity leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(1) If a female employee is pregnant and thinks that the birth of her child\nmight take place within 45 days, she\u003C\u002Fp>\n\n\u003Cp>must get a certificate from a qualified doctor or State registered nurse\nconfirming this. She then gives the certificate to\u003C\u002Fp>\n\n\u003Cp>her employer who shall agree to give her maternity leave from any date\nwithin the next 45 days that she asks for. This\u003C\u002Fp>\n\n\u003Cp>leave shall be paid maternity leave during which she will receive 75% of her\nnormal pay if she agrees to give up her\u003C\u002Fp>\n\n\u003Cp>other leave or vacation days which she was allowed to accumulate in the\nprevious six months. If she does not agree to\u003C\u002Fp>\n\n\u003Cp>do this, or if she had no leave or vacation days due to her, then she shall\nbe paid 60% of her normal pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) A female employee may take annual or vacation leave in lieu of maternity\nleave or pro rata thereof and the female employee may opt for a lesser period\nof maternity leave.\u003C\u002Fp>\n\n\u003Cp>(3) Where a female employee takes advantage of the above provisions but\nfails to return to her employer for a\u003C\u002Fp>\n\n\u003Cp>period of at least as long as that for which she had been on maternity\nleave, she shall have to repay to her employer all\u003C\u002Fp>\n\n\u003Cp>the wages and benefits she received during the maternity leave.\u003C\u002Fp>\n\n\u003Cp>(4) A female employee cannot go on paid maternity leave more than once every\ntwo years, nor can she go on\u003C\u002Fp>\n\n\u003Cp>paid maternity leave more than 3 times for any one employer. If she exceeds\nthese limits, her maternity leave shall be unpaid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(5) The maximum period of paid maternity leave of a female employee is 90\ndays; 45 days before and 45 days\u003C\u002Fp>\n\n\u003Cp>after the birth of her child. If the birth of her child in fact takes more\nthan the 45 days stated in her certificate, the\u003C\u002Fp>\n\n\u003Cp>maximum period shall be extended without pay for those extra days. Also, if\na qualified doctor or State registered\u003C\u002Fp>\n\n\u003Cp>nurse certifies to the employer that the female employee must rest for a\nperiod of more than 45 days after the birth of\u003C\u002Fp>\n\n\u003Cp>her child, the maximum period shall be extended without pay for those extra\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) Where a female employee is on maternity leave in accordance with the\nabove provisions, her normal benefits\u003C\u002Fp>\n\n\u003Cp>and rights, including her rights to promotion and her pension rights, shall\ncontinue as if her period of service had not\u003C\u002Fp>\n\n\u003Cp>been interrupted by the period of maternity leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>(7) A female employee who is the mother of a suckling child shall, during\neach working day, for a period not exceeding\u003C\u002Fp>\n\n\u003Cp>six months following the birth of her child, be granted at her request at\nleast one hour or two half hour periods,\u003C\u002Fp>\n\n\u003Cp>as she may choose during normal working hours, for the purpose of nursing\nher child, and such employee may\u003C\u002Fp>\n\n\u003Cp>combine the portion or portions of time to which she is entitled with any\nother normal breaks so as to constitute a\u003C\u002Fp>\n\n\u003Cp>longer period that she may find necessary or convenient for the purpose of\nnursing her child:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>Provided that the grant of breaks during normal working time to a female\nemployee for the purpose of nursing her\u003C\u002Fp>\n\n\u003Cp>child shall be made at the discretion of management or head of department\nconcerned who will ensure that such\u003C\u002Fp>\n\n\u003Cp>breaks are made in accordance with the exigencies of her employment and will\npreclude or minimise any disruption of\u003C\u002Fp>\n\n\u003Cp>normal production processes or interference with the efficient running of\nthe department or establishment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>17. Sickness or incapacity leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-disabilitypay\">\u003Cp>For the purpose of this clause “sickness or incapacity” means inability\nto work owing to any sickness or injury\u003C\u002Fp>\n\n\u003Cp>other than sickness or injury caused by an employee’s own fault, neglect\nor misconduct.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(1) Sick leave and vacation leave shall not run concurrently.\u003C\u002Fp>\n\n\u003Cp>(2) If an employee, whilst at work, claims to be unfit for work owing to\nsickness or incapacity, the employer\u003C\u002Fp>\n\n\u003Cp>shall grant to the employee such time off as may be necessary to enable such\nemployee to be examined by a medical practitioner.\u003C\u002Fp>\n\n\u003Cp>(3) Upon being medically examined an employee shall obtain a certificate\nstating that he is unfit for duty and\u003C\u002Fp>\n\n\u003Cp>shall produce such certificate to his employer upon his return to work.\u003C\u002Fp>\n\n\u003Cp>Provided that—\u003C\u002Fp>\n\n\u003Cp>(i) an employee who, due to his own sickness or incapacity, is absent from\nwork for a period exceeding\u003C\u002Fp>\n\n\u003Cp>two working days, shall obtain and submit, to his employer, a medical\ncertificate stating that he is\u003C\u002Fp>\n\n\u003Cp>unfit for duty and the probable duration of his unfitness for duty;\u003C\u002Fp>\n\n\u003Cp>(ii) it shall be a condition precedent to payment for sickness or incapacity\nthat the employee shall have\u003C\u002Fp>\n\n\u003Cp>reported such sickness or incapacity to his employer within two days of its\noccurrence.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(4) If an employee has obtained from a medical practitioner, a certificate\nthat he is unfit for work, he shall, whilst\u003C\u002Fp>\n\n\u003Cp>unfit, be paid wages by his employer for the period stated by the medical\npractitioner, at the rate of two and a half\u003C\u002Fp>\n\n\u003Cp>days for every month’s service, but not exceeding, in aggregate, thirty\nworking days in any one year service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(5) In the case of an employee who has been in continuous service for more\nthan six months but for less than\u003C\u002Fp>\n\n\u003Cp>three years, and who is still unfit for work at the conclusion of the period\nof sick-leave calculated in terms of subclause\u003C\u002Fp>\n\n\u003Cp>(4), such employee shall obtain a further certificate from the same medical\npractitioner stating the probable\u003C\u002Fp>\n\n\u003Cp>duration of unfitness for work and, upon production of such certificate to\nhis employer, shall be paid half his wages by\u003C\u002Fp>\n\n\u003Cp>the employer for such further period as may be stated by the medical\npractitioner, but not exceeding, in aggregate,\u003C\u002Fp>\n\n\u003Cp>thirty working days in any one year of service.\u003C\u002Fp>\n\n\u003Cp>(6) In the case of an employee who has been in continuous service for not\nless than three years, and who is still\u003C\u002Fp>\n\n\u003Cp>unfit for work at the conclusion of the period of thirty working days\nreferred to in subclause (4), such employee shall\u003C\u002Fp>\n\n\u003Cp>obtain a further certificate from the same medical practitioner stating the\nprobable duration of unfitness for work, and,\u003C\u002Fp>\n\n\u003Cp>upon production of such certificate to his employer, shall be paid his full\nwages by his employer for such further period\u003C\u002Fp>\n\n\u003Cp>as may be stated by the medical practitioner but not exceeding, in\naggregate, thirty working days in any one year of service:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee may, at any time, be required by his employer to\nsubmit himself for examination by a\u003C\u002Fp>\n\n\u003Cp>medical practitioner of the employer’s choice.\u003C\u002Fp>\n\n\u003Cp>(7) The employer shall be entitled to terminate the contract of employment\nupon fulfilment of the provisions as\u003C\u002Fp>\n\n\u003Cp>the case may be, of subclause (4), (5) or (6) provided that he has obtained\nthe prior written approval of the Minister to\u003C\u002Fp>\n\n\u003Cp>do so in terms of paragraph (a) of subsection (1) of section 2 in the Labour\nRelations (General Conditions of Employment)\u003C\u002Fp>\n\n\u003Cp>Regulations, 1985, as published in Statutory Instrument 371 of 1985.\u003C\u002Fp>\n\n\u003Cp>(8) A certificate issued by a State registered nurse shall be accepted in\nplace of a medical certificate when no\u003C\u002Fp>\n\n\u003Cp>medical practitioner is available.\u003C\u002Fp>\n\n\u003Cp>(9) The provisions of subclauses (4) to (7) shall not apply to any sickness\nor incapacity which is covered by the\u003C\u002Fp>\n\n\u003Cp>provisions of the National Social Security Authority Act [Chapter 17:04].\u003C\u002Fp>\n\n\u003Cp>(10) Notwithstanding any other provisions in this clause, an employer may,\nif he has reason to believe that an\u003C\u002Fp>\n\n\u003Cp>employee who has been absent for two days or less was not suffering from any\nsickness or incapacity, require the said\u003C\u002Fp>\n\n\u003Cp>employee to obtain a certificate in accordance with subclause (3). Failure\nto produce such certificate will be classified as a Category A offence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. Annual non-pensionable bonus\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>(1) An employer shall pay to each employee an annual non-pensionable bonus\nin accordance with his\u002Fher length\u003C\u002Fp>\n\n\u003Cp>of continuous service as follows—\u003C\u002Fp>\n\n\u003Cp>(a) an amount equal to one month’s basic wage or salary exclusive of any\nallowance, whatever its nature, provided\u003C\u002Fp>\n\n\u003Cp>that the employee has been in continuous service of the bank during the\nwhole period of the financial year;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) a pro rata payment shall be made to each employee in the service of the\nbank on the last day of its financial\u003C\u002Fp>\n\n\u003Cp>year, provided that the employee has completed at least three months\ncontinuous service immediately prior to that date.\u003C\u002Fp>\n\n\u003Cp>(2) Calculations shall be made to the nearest dollar in the employee’s\nfavour.\u003C\u002Fp>\n\n\u003Cp>(3) An employee who has had eight weeks or less unpaid leave since the\ncommencement of the financial year\u003C\u002Fp>\n\n\u003Cp>shall be paid in full. An employee who has had unpaid leave (other than any\nperiod of maternity leave prescribed by\u003C\u002Fp>\n\n\u003Cp>law) in excess of eight weeks during the same period shall have his\nallowance reduced in accordance with the following example—\u003C\u002Fp>\n\n\u003Cp>365 – unpaid leave x normal bonus\u002F365\u003C\u002Fp>\n\n\u003Ch2>19. Uniform and protective clothing\u003C\u002Fh2>\n\n\u003Cp>(1) Where an employer requires an employee to wear a uniform or other\nspecified attire, the employee shall\u003C\u002Fp>\n\n\u003Cp>comply with that requirement and the employer shall provide such uniform or\nspecified attire, free of charge, on a\u003C\u002Fp>\n\n\u003Cp>scale to be determined by the employer. The employee shall be responsible\nfor keeping uniforms and clothing in a\u003C\u002Fp>\n\n\u003Cp>satisfactory state of repair and cleanliness and may be required to\nreimburse the employer for any loss thereof.\u003C\u002Fp>\n\n\u003Cp>(2) An employer shall supply free of charge, adequate protective clothing to\nemployees exposed to inclement weather.\u003C\u002Fp>\n\n\u003Cp>(3) Any uniforms, specified attire or protective clothing supplied to an\nemployee in terms of this clause shall\u003C\u002Fp>\n\n\u003Cp>remain the property of the employer and shall be returned to him in good\ncondition upon retirement, resignation or\u003C\u002Fp>\n\n\u003Cp>discharge of the employee, excepting that when a replacement item has been\nissued an employee shall be permitted to\u003C\u002Fp>\n\n\u003Cp>retain the item, provided that all insignia relating to the bank has been\nremoved and the item has been suitably marked\u003C\u002Fp>\n\n\u003Cp>to identify it as a replaced article, such items of uniform or clothing\nshall not be worn by the employee at his place of\u003C\u002Fp>\n\n\u003Cp>work and any contravention of this rule would be classified as a Category B\noffence in terms of the code of conduct,\u003C\u002Fp>\n\n\u003Cp>Appendix IV to this collective bargaining agreement.\u003C\u002Fp>\n\n\u003Cp>(4) An employee may be required to reimburse the employer any part of the\ncost of any clothing not returned in\u003C\u002Fp>\n\n\u003Cp>terms of subclause (3) but in assessing such cost the employer shall make\ndue allowance for fair wear and tear.\u003C\u002Fp>\n\n\u003Ch2>20. Gratuities on termination of employment\u003C\u002Fh2>\n\n\u003Cp>(1) An employee who has completed ten or more years of continuous service\nshall, on the termination of such\u003C\u002Fp>\n\n\u003Cp>employment, irrespective of the circumstances of such termination be paid a\ngratuity of not less than the amount derived\u003C\u002Fp>\n\n\u003Cp>by multiplying the number of completed years of continuous service by the\nappropriate percentage of his current\u003C\u002Fp>\n\n\u003Cp>monthly wage on termination as set out in Appendix III.\u003C\u002Fp>\n\n\u003Cp>(2) If an employee who has completed ten or more years of continuous service\ndies before receiving a gratuity in\u003C\u002Fp>\n\n\u003Cp>terms of subclause (1), there shall be paid to his estate the sum which the\nemployee would have received if his contract\u003C\u002Fp>\n\n\u003Cp>of employment bad terminated on the day of his death.\u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding the provisions of subclauses (1) and (2), if an employer\nhas made provision for an employee\u003C\u002Fp>\n\n\u003Cp>by means of a pension or gratuity scheme registered as a fund in terms of\nthe Pensions and Provident Funds Act\u003C\u002Fp>\n\n\u003Cp>[Chapter 24:09], the gratuity which would have been paid up to the date of\nbecoming a member of the pension\u003C\u002Fp>\n\n\u003Cp>scheme shall be dealt with in accordance with the provisions of Statutory\nInstrument 323 of 1991.\u003C\u002Fp>\n\n\u003Ch2>21. Conversion races\u003C\u002Fh2>\n\n\u003Cp>For the purpose of converting the monthly salary or wage to—\u003C\u002Fp>\n\n\u003Cp>(a) the weekly equivalent, the monthly sum shall be divided by four and\none-third; or\u003C\u002Fp>\n\n\u003Cp>(b) the daily equivalent, the weekly sum shall be divided by the number of\ndays ordinarily worked in a week; or\u003C\u002Fp>\n\n\u003Cp>(c) the hourly equivalent, the weekly sum shall be divided by the number of\nhours ordinarily worked in a week.\u003C\u002Fp>\n\n\u003Ch2>22. Record of service\u003C\u002Fh2>\n\n\u003Cp>(1) An employee whose services are terminated, for any cause whatsoever, may\nrequest a record of service from his employer.\u003C\u002Fp>\n\n\u003Cp>(2) The record of service supplied by the employer to the employee shall\nspecify the period of service completed\u003C\u002Fp>\n\n\u003Cp>by the employee, the occupation in which he was employed, and if requested\nby the employee, the salary level achieved on such termination.\u003C\u002Fp>\n\n\u003Ch2>23. Code of conduct\u003C\u002Fh2>\n\n\u003Cp>The provisions of the code of conduct, incorporating the disciplinary code\nand grievance procedure annexed\u003C\u002Fp>\n\n\u003Cp>hereto as Appendix IV shall be observed by all employers and employees and\nthe parties to this agreement hereby\u003C\u002Fp>\n\n\u003Cp>agree to ensure that all such provisions are complied with.\u003C\u002Fp>\n\n\u003Ch2>24. Dispute procedure\u003C\u002Fh2>\n\n\u003Cp>Where the parties to the agreement fail to reach accord on any matter\nbrought before the council; then—\u003C\u002Fp>\n\n\u003Cp>(a) where the dispute concerns the interpretation or application of a\ncollective bargaining agreement, be referred\u003C\u002Fp>\n\n\u003Cp>to arbitration in terms of sections 98(3) and 101 of the Act;\u003C\u002Fp>\n\n\u003Cp>(b) where the dispute concerns any other matter and the parties agree as to\nthe issues in dispute, be referred to\u003C\u002Fp>\n\n\u003Cp>arbitration in terms of the proviso to section 109(2)(e) now amended and\nreads section 93(1)(a) of the Act.\u003C\u002Fp>\n\n\u003Ch2>25. Employee representation on the council\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>An employer shall grant paid leave of absence to an employee who is a bona\nfide representative or alternate on\u003C\u002Fp>\n\n\u003Cp>the council or any committee thereof for the purpose of attending any\nmeeting of the council or any such committee:\u003C\u002Fp>\n\n\u003Cp>Provided that not less than three clear working days notice is given to the\nemployer of the necessity for the employee to attend any such meeting.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>26. Workers committee and works councils\u003C\u002Fh2>\n\n\u003Cp>(1) Every employee shall have the right to participate in the formation of a\nworkers committee and to undertake tasks on behalf of a workers committee.\u003C\u002Fp>\n\n\u003Cp>(2) A workers committee shall be formed when a group of employees of any one\nemployer appoint or elect some\u003C\u002Fp>\n\n\u003Cp>of the employees to represent them at their place of work.\u003C\u002Fp>\n\n\u003Cp>(3) Employees of one employer shall form only one workers committee.\u003C\u002Fp>\n\n\u003Cp>(4) A workers committee shall be comprised of not less than three and not\nmore than fifteen members who shall\u003C\u002Fp>\n\n\u003Cp>be representative of the different sections of the undertaking concerned.\u003C\u002Fp>\n\n\u003Cp>(5) Members of a workers committee shall, from among themselves, elect—\u003C\u002Fp>\n\n\u003Cp>(a) a chairman who shall be responsible for presiding over all the\nmeetings;\u003C\u002Fp>\n\n\u003Cp>(b) a secretary who shall be responsible for taking minutes in a meeting and\nfor keeping any records that the\u003C\u002Fp>\n\n\u003Cp>chairman may require to be kept.\u003C\u002Fp>\n\n\u003Cp>(6) The term of office of a workers committee shall be two years after which\nnew elections or appointments will have to take place.\u003C\u002Fp>\n\n\u003Cp>(7) A member of a workers committee shall be eligible for re-appointment or\nre-election.\u003C\u002Fp>\n\n\u003Cp>(8) On the death of, or vacation of office by a member, the workers shall\nappoint or elect a person to fill the vacancy:\u003C\u002Fp>\n\n\u003Cp>Provided that if the workers committee would have continued to exist for\nless than three months, the employees\u003C\u002Fp>\n\n\u003Cp>need not appoint or elect a person to fill the vacancy.\u003C\u002Fp>\n\n\u003Cp>(9) The procedure to be followed by a workers committee at its meetings\nshall be as simple and as informal as\u003C\u002Fp>\n\n\u003Cp>possible and a workers committee shall act in such manner and on such\nprinciples as it deems be suited to represent\u003C\u002Fp>\n\n\u003Cp>the interests of the workers whom it represents.\u003C\u002Fp>\n\n\u003Cp>(10) Fifty per cent attendance at any meeting of a workers committee shall\nbe a quorum.\u003C\u002Fp>\n\n\u003Cp>(11) Matters requiring to be decided by a workers committee shall be decided\nby a majority, and in the event of\u003C\u002Fp>\n\n\u003Cp>an equality of votes, the chairman shall have a casting vote in addition to\nhis deliberative vote.\u003C\u002Fp>\n\n\u003Cp>(12) Meetings shall be held at least once a week outside the normal working\nhours.\u003C\u002Fp>\n\n\u003Cp>(13) The chairman shall cause minutes of all proceedings and decisions taken\nat every meeting of the workers\u003C\u002Fp>\n\n\u003Cp>committee to be entered in books kept for the purpose by the secretary.\u003C\u002Fp>\n\n\u003Cp>(14) A workers committee shall elect some of its members to represent the\nemployees on a works council at the\u003C\u002Fp>\n\n\u003Cp>request of the chairman of a works council who shall be an employer\nnominated representative.\u003C\u002Fp>\n\n\u003Cp>(15) A works council shall comprise an equal number of employer nominated\nrepresentatives and employee\u003C\u002Fp>\n\n\u003Cp>elected representatives who are members of a workers committee. Each group\nshall consist of not less than three and\u003C\u002Fp>\n\n\u003Cp>not more than six representatives.\u003C\u002Fp>\n\n\u003Cp>(16) The activities of workers committees shall be limited to domestic\nissues at individual banks.\u003C\u002Fp>\n\n\u003Cp>(17) Workers committees elections shall be monitored by a labour relations\nofficer or an official of the Zimbabwe\u003C\u002Fp>\n\n\u003Cp>Banks and Allied Workers’ Union.\u003C\u002Fp>\n\n\u003Cp>(18) Bank officials earning the minimum managerial salary or above (as shown\nin Appendix II) shall be regarded\u003C\u002Fp>\n\n\u003Cp>as managerial employees and therefore not eligible to become members of a\nworkers committee.\u003C\u002Fp>\n\n\u003Ch2>27. Travelling and subsistence\u003C\u002Fh2>\n\n\u003Cp>(1) An employee who is required to travel on the business of his employer\nshall be provided with suitable transport\u003C\u002Fp>\n\n\u003Cp>or reimbursed for the cost of fares which shall not be less than the\nequivalent of a first class return rail fare.\u003C\u002Fp>\n\n\u003Cp>(2) An employee who, with the consent of the employer, uses his own motor\ncar when travelling on the business\u003C\u002Fp>\n\n\u003Cp>of the employer shall be reimbursed in respect of each kilometre so\ntravelled at not less than 80% of the operating\u003C\u002Fp>\n\n\u003Cp>costs for the type of vehicle used as determined from time to time by the\nAutomobile Association of Zimbabwe.\u003C\u002Fp>\n\n\u003Cp>(3) An employee shall be refunded the reasonable cost of meals and\naccommodation at an establishment approved\u003C\u002Fp>\n\n\u003Cp>by the employer if his duties require him to be absent from his home station\non production of documentary proof of such expenses if required.\u003C\u002Fp>\n\n\u003Cp>(4) Where an employee is transferred on a permanent basis to another centre\nhe and his family may be accommodated\u003C\u002Fp>\n\n\u003Cp>at an hotel or boarding house conveniently situated to his place of work for\na maximum of three days before\u003C\u002Fp>\n\n\u003Cp>departure and seven days on arrival at his new centre and shall be\nreimbursed for such accommodation on production of the receipted accounts:\u003C\u002Fp>\n\n\u003Cp>Provided that if the employee can satisfy the employer that adequate housing\nis not obtainable at the new centre\u003C\u002Fp>\n\n\u003Cp>the employer shall reimburse the cost of accommodation at an hotel less 50%\nof salary for a further four weeks:\u003C\u002Fp>\n\n\u003Cp>Provided further, that no allowances of any nature shall be paid to an\nemployee who is transferred at his own request.\u003C\u002Fp>\n\n\u003Ch2>28. Employment council dues and returns by employers\u003C\u002Fh2>\n\n\u003Cp>(1) For the purpose of meeting the expenses of the Council every employer in\nthe undertaking shall make a\u003C\u002Fp>\n\n\u003Cp>monthly deduction from the earnings of each of his employees of $7,00 (seven\ndollars) and to the amounts so deducted\u003C\u002Fp>\n\n\u003Cp>shall be added a like amount as his own contribution.\u003C\u002Fp>\n\n\u003Cp>(2) The employers’ association and the trade union, having arrived at the\nagreement set forth herein, the undersigned\u003C\u002Fp>\n\n\u003Cp>hereby declare that the foregoing is the agreement arrived at and affix\ntheir signatures hereto.\u003C\u002Fp>\n\n\u003Cp>[Section substituted by s.i 166 of 2001]\u003C\u002Fp>\n\n\u003Cp>*************\u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>EMPLOYMENT COUNCIL FOR THE BANKING UNDERTAKING (COUNCIL LEVIES)\u003C\u002Fp>\n\n\u003Cp>FORM OF STATEMENT OF RETURN FOR DEDUCTION FROM EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>WAGES OR SALARIES AND EMPLOYER’S CONTRIBUTION IN TERMS OF\u003C\u002Fp>\n\n\u003Cp>SUBCLAUSE (2) OF CLAUSE 28\u003C\u002Fp>\n\n\u003Cp>From: …………………………………………..\u003C\u002Fp>\n\n\u003Cp>………………………………………………….\u003C\u002Fp>\n\n\u003Cp>………………………………………………….\u003C\u002Fp>\n\n\u003Cp>To: The Secretary,\u003C\u002Fp>\n\n\u003Cp>The Employment Council for the Banking Undertaking,\u003C\u002Fp>\n\n\u003Cp>P.O. Box 1612, Harare.\u003C\u002Fp>\n\n\u003Cp>Room 102, Afgate House,\u003C\u002Fp>\n\n\u003Cp>cnr. Fourth Street\u002FGeorge Silundika Avenue, Harare.\u003C\u002Fp>\n\n\u003Cp>Telephone: 133765\u003C\u002Fp>\n\n\u003Cp>__________________________________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>We enclose our cheque in an amount of $ …………………… being\nemployment\u003C\u002Fp>\n\n\u003Cp>council dues deducted from salaries in (month) …………………..\n19……………………\u003C\u002Fp>\n\n\u003Cp>made up as follows—\u003C\u002Fp>\n\n\u003Cp>Number of employees ……………… at $4,00 = $ ………….…….\u003C\u002Fp>\n\n\u003Cp>Employer’s like contribution $ ………………..\u003C\u002Fp>\n\n\u003Cp>Cheque No. ………………………. dated ………………… for\n$...........................\u003C\u002Fp>\n\n\u003Cp>Yours faithfully\u003C\u002Fp>\n\n\u003Cp>*************\u003C\u002Fp>\n\n\u003Cp>For\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>APPENDIX I\u003C\u002Fp>\n\n\u003Cp>Accountants, including—\u003C\u002Fp>\n\n\u003Cp>assistant accountants\u003C\u002Fp>\n\n\u003Cp>sub-accountants\u003C\u002Fp>\n\n\u003Cp>pro-sub-accountants\u003C\u002Fp>\n\n\u003Cp>chief accountants\u003C\u002Fp>\n\n\u003Cp>assistant chief accountants\u003C\u002Fp>\n\n\u003Cp>accountants in charge\u003C\u002Fp>\n\n\u003Cp>deputy accountants accounting officers\u003C\u002Fp>\n\n\u003Cp>Assayers\u003C\u002Fp>\n\n\u003Cp>Cable officers\u003C\u002Fp>\n\n\u003Cp>Chief clerks, including—\u003C\u002Fp>\n\n\u003Cp>chief clerks, accounting\u003C\u002Fp>\n\n\u003Cp>chief clerks, administration\u003C\u002Fp>\n\n\u003Cp>chief clerks, exchange control\u003C\u002Fp>\n\n\u003Cp>chief clerks, foreign exchange\u003C\u002Fp>\n\n\u003Cp>chief clerks, staff\u003C\u002Fp>\n\n\u003Cp>Caretakers\u003C\u002Fp>\n\n\u003Cp>Clerks, including—\u003C\u002Fp>\n\n\u003Cp>accounts clerks\u003C\u002Fp>\n\n\u003Cp>audit clerks\u003C\u002Fp>\n\n\u003Cp>bill clerks\u003C\u002Fp>\n\n\u003Cp>cable clerks\u003C\u002Fp>\n\n\u003Cp>check clerks\u003C\u002Fp>\n\n\u003Cp>clearance clerks\u003C\u002Fp>\n\n\u003Cp>clerk-machinists\u003C\u002Fp>\n\n\u003Cp>correspondence clerks\u003C\u002Fp>\n\n\u003Cp>data control clerks\u003C\u002Fp>\n\n\u003Cp>documentary letters of credit clerks\u003C\u002Fp>\n\n\u003Cp>drafts\u002Ftransfer clerks\u003C\u002Fp>\n\n\u003Cp>inquiry clerks\u003C\u002Fp>\n\n\u003Cp>exchange control clerks\u003C\u002Fp>\n\n\u003Cp>foreign exchange clerks\u003C\u002Fp>\n\n\u003Cp>general ledger clerks\u003C\u002Fp>\n\n\u003Cp>information clerks\u003C\u002Fp>\n\n\u003Cp>insurance clerks\u003C\u002Fp>\n\n\u003Cp>ledger machinist clerks\u003C\u002Fp>\n\n\u003Cp>money market clerks\u003C\u002Fp>\n\n\u003Cp>punch-card clerks\u003C\u002Fp>\n\n\u003Cp>reports clerks remittance clerks\u003C\u002Fp>\n\n\u003Cp>returns clerks\u003C\u002Fp>\n\n\u003Cp>safe-custody clerks\u003C\u002Fp>\n\n\u003Cp>savings bank clerks\u003C\u002Fp>\n\n\u003Cp>securities clerks\u003C\u002Fp>\n\n\u003Cp>stop-order clerks\u003C\u002Fp>\n\n\u003Cp>voucher sorters\u003C\u002Fp>\n\n\u003Cp>waste clerks\u003C\u002Fp>\n\n\u003Cp>commissionaires\u003C\u002Fp>\n\n\u003Cp>Computer operators\u003C\u002Fp>\n\n\u003Cp>Drivers\u003C\u002Fp>\n\n\u003Cp>Estate administrators\u003C\u002Fp>\n\n\u003Cp>Exchange control officers\u003C\u002Fp>\n\n\u003Cp>Handymen\u003C\u002Fp>\n\n\u003Cp>Foreign exchange dealers, including—\u003C\u002Fp>\n\n\u003Cp>chief dealer\u003C\u002Fp>\n\n\u003Cp>Inspectors, including— assistant inspectors\u003C\u002Fp>\n\n\u003Cp>Laboratory assistants\u003C\u002Fp>\n\n\u003Cp>Machine operators, including—\u003C\u002Fp>\n\n\u003Cp>data machinists\u003C\u002Fp>\n\n\u003Cp>data-input machinists\u003C\u002Fp>\n\n\u003Cp>Managers clerks, including—\u003C\u002Fp>\n\n\u003Cp>managers clerks assistants\u003C\u002Fp>\n\n\u003Cp>managers secretaries\u003C\u002Fp>\n\n\u003Cp>Messengers\u003C\u002Fp>\n\n\u003Cp>Messengers\u002FCleaners\u003C\u002Fp>\n\n\u003Cp>Public relations officers\u003C\u002Fp>\n\n\u003Cp>Principals of departments\u003C\u002Fp>\n\n\u003Cp>Punch-card operators\u003C\u002Fp>\n\n\u003Cp>Secretaries, including—\u003C\u002Fp>\n\n\u003Cp>assistant secretaries\u003C\u002Fp>\n\n\u003Cp>Security guards\u003C\u002Fp>\n\n\u003Cp>Scooter drivers\u003C\u002Fp>\n\n\u003Cp>Senior clerks, including—\u003C\u002Fp>\n\n\u003Cp>senior clerks, accounting\u003C\u002Fp>\n\n\u003Cp>senior clerks, administration\u003C\u002Fp>\n\n\u003Cp>senior clerks, exchange control\u003C\u002Fp>\n\n\u003Cp>senior clerks, foreign exchange\u003C\u002Fp>\n\n\u003Cp>senior clerks, staff\u003C\u002Fp>\n\n\u003Cp>Senior systems analysts, including—\u003C\u002Fp>\n\n\u003Cp>systems analysts\u003C\u002Fp>\n\n\u003Cp>Shorthand typists\u003C\u002Fp>\n\n\u003Cp>Supervisors, including—\u003C\u002Fp>\n\n\u003Cp>supervisors, central depot;\u003C\u002Fp>\n\n\u003Cp>supervisors, typing-pool\u003C\u002Fp>\n\n\u003Cp>supervisors, waste\u003C\u002Fp>\n\n\u003Cp>Switchboard operators\u003C\u002Fp>\n\n\u003Cp>Storemen tellers, including—\u003C\u002Fp>\n\n\u003Cp>agency tellers\u003C\u002Fp>\n\n\u003Cp>foreign exchange tellers\u003C\u002Fp>\n\n\u003Cp>tellers No. 1\u003C\u002Fp>\n\n\u003Cp>trainee tellers visitors bureau tellers\u003C\u002Fp>\n\n\u003Cp>Training officers\u003C\u002Fp>\n\n\u003Cp>Trust officers, including—\u003C\u002Fp>\n\n\u003Cp>chief trust officers\u003C\u002Fp>\n\n\u003Cp>senior trust officers\u003C\u002Fp>\n\n\u003Cp>Typists\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>************\u003C\u002Fp>\n\n\u003Cp>APPENDIX II\u003C\u002Fp>\n\n\u003Cp>[Appendix SUBSTITUTED by s.i 368 of 2001]\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>SALARY RANGES EFFECTIVE FROM 1ST OCTOBER, 2001\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Annual minimum\u003C\u002Fp>\n\n        \u003Cp>$\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Monthly minimum\u003C\u002Fp>\n\n        \u003Cp>$\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Machinist\u002FSorter \u003C\u002Ftd>\n      \u003Ctd>231 528 \u003C\u002Ftd>\n      \u003Ctd>19 294\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C Grade \u003C\u002Ftd>\n      \u003Ctd>307 176\u003C\u002Ftd>\n      \u003Ctd>25 598\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B Grade\u003C\u002Ftd>\n      \u003Ctd>430 536 \u003C\u002Ftd>\n      \u003Ctd>35 878\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A Grade\u003C\u002Ftd>\n      \u003Ctd>497 760 \u003C\u002Ftd>\n      \u003Ctd>41 480\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DP 1\u003C\u002Ftd>\n      \u003Ctd>636 840\u003C\u002Ftd>\n      \u003Ctd>53 070\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DP 2\u003C\u002Ftd>\n      \u003Ctd>695 604\u003C\u002Ftd>\n      \u003Ctd>57 967\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DP 3\u003C\u002Ftd>\n      \u003Ctd>782 868\u003C\u002Ftd>\n      \u003Ctd>65 239\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DP 4\u003C\u002Ftd>\n      \u003Ctd>829968\u003C\u002Ftd>\n      \u003Ctd>69164\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DP 5\u003C\u002Ftd>\n      \u003Ctd>884004 \u003C\u002Ftd>\n      \u003Ctd>73667\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Non-clerical employee wage scales: effective 1st October, 2001\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Annual minimum\n\n        \u003Cp>$\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Monthly minimum\n\n        \u003Cp>$\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cleaners\u002Fmessengers \u003C\u002Ftd>\n      \u003Ctd>171 912 \u003C\u002Ftd>\n      \u003Ctd>14 326\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Artisans, assistant drivers, scooter drivers,bsecurity guards,\n        stationery assistants\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>192 192 \u003C\u002Ftd>\n      \u003Ctd>16 016\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Commissionaires \u003C\u002Ftd>\n      \u003Ctd>171 912 \u003C\u002Ftd>\n      \u003Ctd>14 326\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note. - All calculations taken to the nearest dollar in favour of the\nemployee.\u003C\u002Fp>\n\n\u003Cp>Overtime rate is one and one-half times the hourly rate as specified in\nClause 20 of the agreement.\u003C\u002Fp>\n\n\u003Cp>All employees covered by Appendix I, earning above the minimum wages as per\nStatutory Instrument 304 of\u003C\u002Fp>\n\n\u003Cp>2001, shall be entitled to an increase of 22,5% to their actual wages with\neffect from 1st October, 2001.\u003C\u002Fp>\n\n\u003Cp>The salary ranges and wage scales above shall be valid until 30th June,\n2002, and thereafter shall be reviewed\u003C\u002Fp>\n\n\u003Cp>****************\u003C\u002Fp>\n\n\u003Cp>[Appendix II substituted by s.i 368 of 2001]\u003C\u002Fp>\n\n\u003Cp>APPENDIX III\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>Length of service years\u003C\u002Ftd>\n      \u003Ctd>Percentage of monthly wage on termination of employment\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>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>19\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>3\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    \u003Ctr>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>38\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>************\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>APPENDIX IV\u003C\u002Fp>\n\n\u003Cp>CODE OF CONDUCT\u003C\u002Fp>\n\n\u003Cp>This code of conduct shall be binding on all employers and all employees in\nthe undertaking, but excluding\u003C\u002Fp>\n\n\u003Cp>managerial employees.\u003C\u002Fp>\n\n\u003Cp>1. Interpretation of terms—\u003C\u002Fp>\n\n\u003Cp>“appeals board” means a committee established in terms of clause\n6(6);\u003C\u002Fp>\n\n\u003Cp>“authority” means hearing officer or grievance and disciplinary\ncommittee;\u003C\u002Fp>\n\n\u003Cp>“code” means an employment code of conduct agreed in accordance with the\nLabour Relations (Code of Conduct)\u003C\u002Fp>\n\n\u003Cp>Regulations, 1990, published under Statutory Instrument 379 of 1990.\u003C\u002Fp>\n\n\u003Cp>“corruption” shall be as defined in section 3 of the Prevention of\nCorruption Act [Chapter 9:16] and in addition\u003C\u002Fp>\n\n\u003Cp>shall be taken to include the following—\u003C\u002Fp>\n\n\u003Cp>(a) soliciting, accepting or obtaining gifts or favours, whether money or\nkind for oneself or for any other\u003C\u002Fp>\n\n\u003Cp>person as inducement or reward, for doing or not doing or having done\nsomething in the course of\u003C\u002Fp>\n\n\u003Cp>employment for any person, business associate, customer or client;\u003C\u002Fp>\n\n\u003Cp>(b) for showing or not showing or for having shown or not shown or disfavour\nto any person in the\u003C\u002Fp>\n\n\u003Cp>course of employment to the potential or real prejudice to the employer;\nand\u003C\u002Fp>\n\n\u003Cp>(c) secretly obtaining any gifts or rewards or favour or benefit for oneself\nor another by arranging with\u003C\u002Fp>\n\n\u003Cp>any seller or buyer of goods or any person rendering service to the employer\nduring and outside the\u003C\u002Fp>\n\n\u003Cp>course of employment;\u003C\u002Fp>\n\n\u003Cp>“employee” means any person engaged in any occupation listed in Appendix\nI;\u003C\u002Fp>\n\n\u003Cp>“employer” means any person whatsoever who employs or provides work for\nanother and remunerates or expressly\u003C\u002Fp>\n\n\u003Cp>or tacitly undertakes to remunerate him, and includes the manager, agent or\nrepresentative or such a\u003C\u002Fp>\n\n\u003Cp>person who is in charge or control of the work upon which such other is\nemployed;\u003C\u002Fp>\n\n\u003Cp>“grievance and disciplinary committee” (G and DC) means a committee\ncomprising two employee representatives\u003C\u002Fp>\n\n\u003Cp>appointed annually by employee members and two employer representatives\nwhich hears appeals from\u003C\u002Fp>\n\n\u003Cp>the decision of the hearing officer;\u003C\u002Fp>\n\n\u003Cp>“hearing officer” means a manager, other than the complainant or person\nreferring a matter for hearing who is\u003C\u002Fp>\n\n\u003Cp>empowered to preside over a disciplinary hearing or enquiry and to take any\nform of disciplinary action in\u003C\u002Fp>\n\n\u003Cp>accordance with this code, against an offending employee;\u003C\u002Fp>\n\n\u003Cp>“sexual harassment” would generally be defined as receiving or demanding\nsexual favours or unacceptable conduct\u003C\u002Fp>\n\n\u003Cp>of a sexual nature or other conduct based on sex, affecting the dignity of\neither males or females at\u003C\u002Fp>\n\n\u003Cp>work, and includes unwelcome physical, verbal or non-verbal conduct or\nconduct that denigrates or ridicules\u003C\u002Fp>\n\n\u003Cp>or is intimidatory or physically abusive of an employee by reason of his\u002Fher\nsex;\u003C\u002Fp>\n\n\u003Cp>“workers’ representative” means an official of the workers’\ncommittee or trade union;\u003C\u002Fp>\n\n\u003Cp>any words importing the masculine gender shall be deemed to include the\nfeminine gender.\u003C\u002Fp>\n\n\u003Cp>2. Aims and Objectives\u003C\u002Fp>\n\n\u003Cp>The aims and objectives of this code are to ensure that—\u003C\u002Fp>\n\n\u003Cp>(a) all parties concerned understand and accept the necessity to conform to\nacceptable standards of behaviour;\u003C\u002Fp>\n\n\u003Cp>and\u003C\u002Fp>\n\n\u003Cp>(b) both employer and employee representatives fully participate and utilise\nthe prescribed rules in the application\u003C\u002Fp>\n\n\u003Cp>of disciplinary measures and resolving of disputes; thus ensuring industrial\nharmony; and\u003C\u002Fp>\n\n\u003Cp>(c) grievances and disciplinary matters and appeals are dealt with\nexpeditiously and in accordance with the Labour\u003C\u002Fp>\n\n\u003Cp>Relations Act and relevant statutory regulations; and\u003C\u002Fp>\n\n\u003Cp>(d) consistency is maintained in the application of disciplinary measures\nand the resolution of grievances.\u003C\u002Fp>\n\n\u003Cp>3. Disciplinary code\u003C\u002Fp>\n\n\u003Cp>(1) It is the responsibility of all persons involved to ensure that required\nstandards of discipline are maintained\u003C\u002Fp>\n\n\u003Cp>within the enterprise, and that the administration of discipline is\nconducted in a fair and suitable manner. It is the intention\u003C\u002Fp>\n\n\u003Cp>of this code that, wherever possible disciplinary action should be\ncorrective rather than punitive.\u003C\u002Fp>\n\n\u003Cp>(2) When an employee breaks the terms and conditions of his contract or\nbehaves in an unacceptable way, a\u003C\u002Fp>\n\n\u003Cp>thorough investigation into alleged misconduct shall be carried out and, if\nwarranted disciplinary action will be taken\u003C\u002Fp>\n\n\u003Cp>in accordance with procedures set out in this code.\u003C\u002Fp>\n\n\u003Cp>(3) The areas of misconduct categorised in the code are not exhaustive and\nshould not preclude disciplinary action\u003C\u002Fp>\n\n\u003Cp>for any misconduct not listed herein.\u003C\u002Fp>\n\n\u003Cp>(4) Any employee who is alleged to have committed a misconduct in terms of\nthis code shall be entitled to representation\u003C\u002Fp>\n\n\u003Cp>by a workers’ representative.\u003C\u002Fp>\n\n\u003Cp>4. Procedure\u003C\u002Fp>\n\n\u003Cp>(1) Where the misconduct is considered to be of a minor nature, the\nemployee’s immediate supervisor may counsel\u003C\u002Fp>\n\n\u003Cp>the employee, dealing with the matter informally.\u003C\u002Fp>\n\n\u003Cp>(2) In the case of serious misconduct or repeated minor misdemeanours, the\nemployer shall conduct a “hearing”\u003C\u002Fp>\n\n\u003Cp>as follows—\u003C\u002Fp>\n\n\u003Cp>(a) the immediate supervisor should investigate and write a report on the\nalleged misconduct and inform the\u003C\u002Fp>\n\n\u003Cp>employee, in writing, of the allegations levelled against him, at least\nthree days before the hearing;\u003C\u002Fp>\n\n\u003Cp>(b) instruct the alleged offender to respond to the alleged misconduct in\nwriting;\u003C\u002Fp>\n\n\u003Cp>(c) advise the employee of his right to call witnesses and to representation\nby a workers’ representative, and\u003C\u002Fp>\n\n\u003Cp>exchange information with the workers’ representative wherever\npossible;\u003C\u002Fp>\n\n\u003Cp>(d) convene a hearing of the case within seven working days. If an employee\nhas been duly notified of a hearing\u003C\u002Fp>\n\n\u003Cp>and fails to attend, the matter shall be postponed for a further seven\nworking days and further notification of\u003C\u002Fp>\n\n\u003Cp>the postponed hearing hall be sent to the employee. Should the employee fail\nto attend this subsequent hearing,\u003C\u002Fp>\n\n\u003Cp>the hearing shall be conducted in his absence;\u003C\u002Fp>\n\n\u003Cp>(e) record the proceedings of the hearing;\u003C\u002Fp>\n\n\u003Cp>(f) having examined all the facts, the hearing officer shall determine the\ndisciplinary action to be taken, having\u003C\u002Fp>\n\n\u003Cp>taken note of comments by the workers’ representative;\u003C\u002Fp>\n\n\u003Cp>(g) record the disciplinary measures to be taken on the disciplinary form\nand advise the offender of the verdict\u003C\u002Fp>\n\n\u003Cp>in the presence of his workers’ representative, the completed disciplinary\nform (Appendix I) shall be signed\u003C\u002Fp>\n\n\u003Cp>by the offender, his representative and the employer;\u003C\u002Fp>\n\n\u003Cp>(h) where the employee is acquitted “case dismissed” should be endorsed\non the disciplinary form and the employee’s\u003C\u002Fp>\n\n\u003Cp>record cleared of all reference to the case;\u003C\u002Fp>\n\n\u003Cp>(i) where the authorities’ verdict is dismissal, head office shall be\nadvised without delay (within three days of\u003C\u002Fp>\n\n\u003Cp>the verdict being given) for information and confirmation if no appeal is\nlodged;\u003C\u002Fp>\n\n\u003Cp>(j) disciplinary action may be instituted in terms of this code regardless\nof the fact that criminal proceedings\u003C\u002Fp>\n\n\u003Cp>have been concluded where an employee is charged with a criminal offence; an\nacquittal on the criminal\u003C\u002Fp>\n\n\u003Cp>charge shall not preclude the employer from taking appropriate action\nagainst the employee for any misconduct\u003C\u002Fp>\n\n\u003Cp>committed in terms of this code; and\u003C\u002Fp>\n\n\u003Cp>(k) on conclusion of the hearing three copies of the disciplinary form shall\nbe completed and signed for distribution\u003C\u002Fp>\n\n\u003Cp>as follows—\u003C\u002Fp>\n\n\u003Cp>(i) copy to the employee concerned;\u003C\u002Fp>\n\n\u003Cp>(ii) copy to the individual’s file, together with all other documentary\nevidence concerning the case; and\u003C\u002Fp>\n\n\u003Cp>(iii) copy to personnel division.\u003C\u002Fp>\n\n\u003Cp>5. Lay-off (suspension with pay)\u003C\u002Fp>\n\n\u003Cp>(1) In certain circumstances it may be necessary for the employee to be laid\noff from his place of work while investigations\u003C\u002Fp>\n\n\u003Cp>take place, e.g. where the employee’s continued presence is likely to\ninterfere with fair and thorough investigations.\u003C\u002Fp>\n\n\u003Cp>(2) In the event of an employee being laid off, it will be on full pay and\nbenefits, and the hearing shall be heard\u003C\u002Fp>\n\n\u003Cp>as soon as possible.\u003C\u002Fp>\n\n\u003Cp>6. Appeal\u003C\u002Fp>\n\n\u003Cp>(1) Every employee against whom disciplinary action has been taken has the\nright of appeal to the grievance and\u003C\u002Fp>\n\n\u003Cp>disciplinary committee by completing in duplicate and submitting the form on\nAppendix IV within three working\u003C\u002Fp>\n\n\u003Cp>days of the receipt of any disciplinary order.\u003C\u002Fp>\n\n\u003Cp>(2) Upon receipt of a notice of appeal the chairman of the grievance and\ndisciplinary committee shall recover the\u003C\u002Fp>\n\n\u003Cp>record of the proceedings and all reports from the hearing officer and\nconvene a meeting of the committee within\u003C\u002Fp>\n\n\u003Cp>seven working days.\u003C\u002Fp>\n\n\u003Cp>(3) The chairman of the grievance and disciplinary committee shall be\nappointed from the employer representatives,\u003C\u002Fp>\n\n\u003Cp>but shall have no casting vote. His duty shall be to endeavour to reach\nconsensus bearing in mind the need for\u003C\u002Fp>\n\n\u003Cp>the committee to adopt a judicial and non-partisan approach.\u003C\u002Fp>\n\n\u003Cp>(4) The employer shall provide a secretary to record the deliberations of\nthe committee.\u003C\u002Fp>\n\n\u003Cp>(5) Any employee or employer who is dissatisfied may appeal to the\nemployment council within seven days\u003C\u002Fp>\n\n\u003Cp>against the decision of the grievance and disciplinary committee by\ncompleting the form on Annexure V in duplicate.\u003C\u002Fp>\n\n\u003Cp>Should the grievance and disciplinary committee fail to reach consensus, a\nfurther meeting shall be convened after\u003C\u002Fp>\n\n\u003Cp>not less than three working days and not more that seven working days after\nthe first deadlock, to determine\u003C\u002Fp>\n\n\u003Cp>whether the committee is able to reach a consensus. Should the committee\nfail to reach a consensus the second time,\u003C\u002Fp>\n\n\u003Cp>the secretary of the committee shall forward a writ ten record of\nproceedings within a further seven working days, to\u003C\u002Fp>\n\n\u003Cp>the appeals board for consideration. The appeals board shall determine the\nmatter on the papers. An appeal from this\u003C\u002Fp>\n\n\u003Cp>decision shall in terms of clause 6(10) lie to the tribunal.\u003C\u002Fp>\n\n\u003Cp>(6) Appeals to the employment council shall be considered by the appeals\nboard comprising two representatives\u003C\u002Fp>\n\n\u003Cp>or their alternates from each of the parties. An independent chairman shall\nbe appointed by the council:\u003C\u002Fp>\n\n\u003Cp>Providing that no member shall sit on an appeal involving the bank in which\nhe is employed;\u003C\u002Fp>\n\n\u003Cp>The appeals board shall determine an appeal on the record of the proceedings\nof the grievance and disciplinary\u003C\u002Fp>\n\n\u003Cp>committee:\u003C\u002Fp>\n\n\u003Cp>Provided that the appeals board may, in its sole discretion admit evidence\nin addition to that contained in the record\u003C\u002Fp>\n\n\u003Cp>if the interests of justice so require.\u003C\u002Fp>\n\n\u003Cp>(7) One copy of the form at Annexure V shall be sent direct to the secretary\nof council and the other to the branch\u003C\u002Fp>\n\n\u003Cp>manager of the bank concerned who shall within five working days submit to\nthe secretary of the council the record of\u003C\u002Fp>\n\n\u003Cp>the original hearing together with all documentation, the proceedings of the\nG and DC and any comments the bank\u003C\u002Fp>\n\n\u003Cp>wishes to make on the appellants grounds of appeal.\u003C\u002Fp>\n\n\u003Cp>(8) The chairman shall convene a meeting of the appeals board within ten\nworking days of the receipt of all relevant\u003C\u002Fp>\n\n\u003Cp>documentation in the office of the council. He shall have no deliberative\nvote but shall have a casting vote in the\u003C\u002Fp>\n\n\u003Cp>event of a deadlock.\u003C\u002Fp>\n\n\u003Cp>(9) The secretary of the council shall attend all meetings of the appeals\nboard for the purpose of recording the\u003C\u002Fp>\n\n\u003Cp>proceedings.\u003C\u002Fp>\n\n\u003Cp>(10) The decision of the appeals board shall be final, subject to a right of\nappeal to the Labour Relations Tribunal\u003C\u002Fp>\n\n\u003Cp>within fourteen days.\u003C\u002Fp>\n\n\u003Cp>7. Penalties\u003C\u002Fp>\n\n\u003Cp>(1) Officials charged with the responsibility of administering this code\nshould always act in good faith. Counselling\u003C\u002Fp>\n\n\u003Cp>the offender is an integral part of this code.\u003C\u002Fp>\n\n\u003Cp>(2) Penalties may include warning, demotion, suspension without pay, fines\nor dismissal having regard to the\u003C\u002Fp>\n\n\u003Cp>category of offence as set out in Appendix I.\u003C\u002Fp>\n\n\u003Cp>(3) Before a decision is made on the disciplinary action to be taken, all\nrelevant circumstances in each individual’s\u003C\u002Fp>\n\n\u003Cp>case must be taken into account.\u003C\u002Fp>\n\n\u003Cp>(4) Where verbal warnings are administered they should be administered by\nthe employee’s immediate supervisor,\u003C\u002Fp>\n\n\u003Cp>and witnessed by at least one employee representative.\u003C\u002Fp>\n\n\u003Cp>(5) Warning penalties have an expiry period as follows—\u003C\u002Fp>\n\n\u003Cp>First written warning—three months\u003C\u002Fp>\n\n\u003Cp>Severe written warning—six months\u003C\u002Fp>\n\n\u003Cp>Final written warning—twelve months.\u003C\u002Fp>\n\n\u003Cp>(6) The warning\u002Fpenalty is progressive where an individual commits any\nfurther offence before expiry date for\u003C\u002Fp>\n\n\u003Cp>any previous offence has lapsed;\u003C\u002Fp>\n\n\u003Cp>(7) All dismissals shall be effected in terms of this code of conduct.\u003C\u002Fp>\n\n\u003Cp>(8) The guide to penalties does not preclude the recovery of losses,\nsuspension without pay for a period not exceeding\u003C\u002Fp>\n\n\u003Cp>three months or demotion where considered appropriate by the disciplinary\nauthority.\u003C\u002Fp>\n\n\u003Cp>Category of misconduct\u003C\u002Fp>\n\n\u003Cp>8. Category “A”\u003C\u002Fp>\n\n\u003Cp>(1) Poor timekeeping, i.e. persistently reporting late for work or leaving\nwork early, without authorisation, or\u003C\u002Fp>\n\n\u003Cp>taking extended or unauthorised breaks during working hours.\u003C\u002Fp>\n\n\u003Cp>(2) Misuse of bank property, e.g. telephone, stationery etc.\u003C\u002Fp>\n\n\u003Cp>(3) Poor performance.\u003C\u002Fp>\n\n\u003Cp>9. Category “B”\u003C\u002Fp>\n\n\u003Cp>(1) Absence from duty without reasonable excuse.\u003C\u002Fp>\n\n\u003Cp>(2) Concealing one’s defective work resulting in real or potential\nprejudice to the employer.\u003C\u002Fp>\n\n\u003Cp>(3) Indiscipline, disorderly or disrespectful conduct, e.g. use of abusive\nlanguage.\u003C\u002Fp>\n\n\u003Cp>(4) Calling or convening and participating in unauthorised meetings at bank\npremises; provided nothing in this\u003C\u002Fp>\n\n\u003Cp>proviso shall be construed or interpreted as prohibiting the or convening or\nparticipating as the case may be,\u003C\u002Fp>\n\n\u003Cp>of meetings for the protection, or furtherance of the interest of\nworkers.\u003C\u002Fp>\n\n\u003Cp>(5) Refusal to work overtime without reasonable cause.\u003C\u002Fp>\n\n\u003Cp>(6) Negligence, where such act will cause loss or damage to bank\nproperty.\u003C\u002Fp>\n\n\u003Cp>(7) Failure to put on protective clothing or uniforms where it is necessary\nto do so without reasonable excuse.\u003C\u002Fp>\n\n\u003Cp>(8) Failure to comply with standing instructions.\u003C\u002Fp>\n\n\u003Cp>(9) Having unauthorised overdraft or issuing post-dated cheques.\u003C\u002Fp>\n\n\u003Cp>(10) Usury (chimbadzo): lending monies.\u003C\u002Fp>\n\n\u003Cp>(11) Malingering and\u002For doing private business during working hours without\nauthority to do so or obtaining\u003C\u002Fp>\n\n\u003Cp>time off by false pretences.\u003C\u002Fp>\n\n\u003Cp>10. Category “C”\u003C\u002Fp>\n\n\u003Cp>(1) Insubordination, i.e. disrespectful conduct towards a superior by act,\nwords or demeanour.\u003C\u002Fp>\n\n\u003Cp>(2) Negligence causing a substantial loss to the bank.\u003C\u002Fp>\n\n\u003Cp>(3) Corruption.\u003C\u002Fp>\n\n\u003Cp>(4) Sexual harassment.\u003C\u002Fp>\n\n\u003Cp>11. Category “D”\u003C\u002Fp>\n\n\u003Cp>(1) Any serious act, conduct or omission inconsistent with the fulfilment of\nthe express or implied conditions of\u003C\u002Fp>\n\n\u003Cp>his contract where such is not provided for under Category “A”, “B”\nor “C”.\u003C\u002Fp>\n\n\u003Cp>(2) Breach of confidence, i.e. divulging information of a confidential\nnature regarding the business of the bank\u003C\u002Fp>\n\n\u003Cp>and its clients to unauthorised persons.\u003C\u002Fp>\n\n\u003Cp>(3) Wilful disobedience to a lawful order given by the employer.\u003C\u002Fp>\n\n\u003Cp>(4) Wilful and unlawful destruction of the employer’s property.\u003C\u002Fp>\n\n\u003Cp>(5) Theft or fraud.\u003C\u002Fp>\n\n\u003Cp>(6) Intoxication that renders him incapable of performing his duties\nproperly.\u003C\u002Fp>\n\n\u003Cp>(7) Inciting riotous behaviour or fighting on duty.\u003C\u002Fp>\n\n\u003Cp>(8) Absence from work for a period of five or more working days without\nreasonable excuse.\u003C\u002Fp>\n\n\u003Cp>(9) Assault.\u003C\u002Fp>\n\n\u003Cp>(10) Habitual and substantial neglect of duty.\u003C\u002Fp>\n\n\u003Cp>(11) Gross incompetence or inefficiency in the performance of work.\u003C\u002Fp>\n\n\u003Cp>(12) Lack of skill which the employee expressly or impliedly held him\nself\u002Fherself out to possess.\u003C\u002Fp>\n\n\u003Cp>(13) False statement or evidence and making malicious allegations.\u003C\u002Fp>\n\n\u003Cp>(14) Unlawful collective job action.\u003C\u002Fp>\n\n\u003Cp>(15) Gross negligence causing serious loss to the bank.\u003C\u002Fp>\n\n\u003Cp>(16) Soliciting for or accepting a bribe.\u003C\u002Fp>\n\n\u003Cp>(17) Failure to comply with standing instructions or follow established\nprocedures resulting in substantial loss to\u003C\u002Fp>\n\n\u003Cp>the bank.\u003C\u002Fp>\n\n\u003Cp>(18) Falsification of records or any document whether of a personal nature\nor otherwise.\u003C\u002Fp>\n\n\u003Cp>Grievance procedure\u003C\u002Fp>\n\n\u003Cp>12. Preamble\u003C\u002Fp>\n\n\u003Cp>(1) All employees have a right to seek redress for grievances relating to\ntheir employment.\u003C\u002Fp>\n\n\u003Cp>(2) Grievance forms (Annexure II) shall be available to all employees at\ntheir place of work or trade union office.\u003C\u002Fp>\n\n\u003Cp>13. Procedure\u003C\u002Fp>\n\n\u003Cp>(1) If an employee wishes to raise an issue with management it must first be\nraised with the immediate supervisor\u002Faccountant\u003C\u002Fp>\n\n\u003Cp>or next higher authority by completing Parts 1-6 of the grievance form\n(Annexure II). The supervisor\u002Faccountant\u003C\u002Fp>\n\n\u003Cp>shall investigate and—\u003C\u002Fp>\n\n\u003Cp>(a) record all matters relevant to this issue;\u003C\u002Fp>\n\n\u003Cp>(b) permit the employee to be accompanied by a workers’ representative;\u003C\u002Fp>\n\n\u003Cp>(c) endeavour to resolve the issue informally and offer counselling;\u003C\u002Fp>\n\n\u003Cp>(d) conduct a “grievance hearing” if necessary; and\u003C\u002Fp>\n\n\u003Cp>(e) inform the complainant, in writing, of the decision arrived at, and\nrecord the decision and advise the next\u003C\u002Fp>\n\n\u003Cp>higher authority of the outcome within three working days of the completion\nof his investigation.\u003C\u002Fp>\n\n\u003Cp>(2) Where the supervisor\u002Faccountant has been unable to settle the issue to\nthe satisfaction of the employee, the\u003C\u002Fp>\n\n\u003Cp>employee may, within three working days appeal to the next higher authority\nby indicating in paragraph 10(3) of the\u003C\u002Fp>\n\n\u003Cp>grievance form that he wishes to appeal, and completing the “Notice to\nAppeal Form” at the end of the form, on receipt\u003C\u002Fp>\n\n\u003Cp>of which the authority shall—\u003C\u002Fp>\n\n\u003Cp>(a) collect all documentary information relevant to the issue including the\nrecord of the initial hearing;\u003C\u002Fp>\n\n\u003Cp>(b) convene a formal hearing to which the following shall be invited—\u003C\u002Fp>\n\n\u003Cp>(i) the complainant;\u003C\u002Fp>\n\n\u003Cp>(ii) the relevant employee’s representative;\u003C\u002Fp>\n\n\u003Cp>(c) after all the relevant submissions and having considered all the facts\nrelevant to the issue, make a decision\u003C\u002Fp>\n\n\u003Cp>and advise the complainant and worker representative, in writing, of the\noutcome within three working days; and\u003C\u002Fp>\n\n\u003Cp>(d) maintain a record of the proceedings.\u003C\u002Fp>\n\n\u003Cp>(3) Should the aggrieved employee be dissatisfied with the decision under\n(3) above, he may appeal within three\u003C\u002Fp>\n\n\u003Cp>working days to the grievance and disciplinary committee (G and DC) as\ndefined in this code.\u003C\u002Fp>\n\n\u003Cp>(4) The decision of the grievance and disciplinary committee shall be\nbinding unless appealed against.\u003C\u002Fp>\n\n\u003Cp>(5) Any appeal against the grievance and disciplinary committee’s decision\nshall be submitted in writing by the\u003C\u002Fp>\n\n\u003Cp>appellant to the secretary of the Employment Council for the Banking\nUndertaking within seven days for consideration\u003C\u002Fp>\n\n\u003Cp>by the appeals board, by completing the form on Annexure V.\u003C\u002Fp>\n\n\u003Cp>(6) The next step shall be the labour relations tribunal within fourteen\ndays.\u003C\u002Fp>\n\n\u003Cp>14. Amendments\u003C\u002Fp>\n\n\u003Cp>This code may be amended from time to time by mutual agreement of the\nparties in order to provide for changed\u003C\u002Fp>\n\n\u003Cp>circumstances or new acts of misconduct.\u003C\u002Fp>\n\n\u003Cp>*********************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE I\u003C\u002Fp>\n\n\u003Cp>DISCIPLINARY FORM\u003C\u002Fp>\n\n\u003Cp>A. EMPLOYER\u003C\u002Fp>\n\n\u003Cp>1. Name of company\n…………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>2. Branch\n………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>3. Address\n……………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>B. EMPLOYEE\u003C\u002Fp>\n\n\u003Cp>1. Name:\n………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>2. Branch\u002FDepartment ……………………………\n…………………………………………………………\u003C\u002Fp>\n\n\u003Cp>3. Position held:\n……………………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>C. ALLEGED MISCONDUCT\u003C\u002Fp>\n\n\u003Cp>1. Date\u002FTime of offence\n……………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>2. Where committed:\n………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>3. Details of offence (written statements or any information and category to\nbe attached)\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>D. FINDINGS\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>E. CURRENT DISCIPLINARY RECORDS\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>F. DISCIPLINARY PENALTIES\u003C\u002Fp>\n\n\u003Cp>1. Disciplinary penalties taken: First, severe and final written warnings\nand\u002For suspension without pay,\u003C\u002Fp>\n\n\u003Cp>demotion, fine or dismissal\n…………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>2. Duration of warning and date of expiry\n…………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>3. Employee representative comments\n………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>G. IN ATTENDANCE\u003C\u002Fp>\n\n\u003Cp>1. For management: ……………………………….. Signature and\ndate: ……………………………\u003C\u002Fp>\n\n\u003Cp>2. For employee: …………………………………... Signature and\ndate: …………………………….\u003C\u002Fp>\n\n\u003Cp>ANNEXURE II\u003C\u002Fp>\n\n\u003Cp>GRIEVANCE FORM\u003C\u002Fp>\n\n\u003Cp>1. Name of complainant:\n……………………………………………………………………………….…..\u003C\u002Fp>\n\n\u003Cp>2. Position:\n…………………………………………………………………………………………….……\u003C\u002Fp>\n\n\u003Cp>3. Grievance (in summary):\n………………………………………………………………………….…….\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>4. Full statement giving all facts including names of witnesses attached.\u003C\u002Fp>\n\n\u003Cp>Yes\u002FNo: ………………………… Number of pages:\n………………………\u003C\u002Fp>\n\n\u003Cp>5. Proposed solution (optional):\n……………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>6. Signed …………………………………Date:\n…………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>7. Departmental representative or chairman advised on\n………………….. (Date) ……………………….\u003C\u002Fp>\n\n\u003Cp>Name: ………………………………………….. Signature:\n………………………………………………\u003C\u002Fp>\n\n\u003Cp>8. Witness statement necessary Yes\u002FNo No. of pages:\n……………………….\u003C\u002Fp>\n\n\u003Cp>Completed on: …………………………………………… Date:\n…………………………………………\u003C\u002Fp>\n\n\u003Cp>9. Proceed with hearing Yes\u002FNo: ………………\u003C\u002Fp>\n\n\u003Cp>(i) If no, give reasons:\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>(ii) If yes, outcome of hearing (please explain decision, write overleaf if\nnecessary).\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>Signed: ………………………………. Aggrieved:\n……………………….\u003C\u002Fp>\n\n\u003Cp>Hearing officer\u003C\u002Fp>\n\n\u003Cp>WITNESS:\n………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>Workers’ Committee representative\u002FColleague.\u003C\u002Fp>\n\n\u003Cp>10. Settlement accepted—.\u003C\u002Fp>\n\n\u003Cp>(1) Aggrieved: Yes\u002FNo: ……………………….\u003C\u002Fp>\n\n\u003Cp>Signature\u003C\u002Fp>\n\n\u003Cp>(2) Workers’ representative\u002FColleague. Yes\u002FNo:\n………………………\u003C\u002Fp>\n\n\u003Cp>Signature\u003C\u002Fp>\n\n\u003Cp>(3) Appeal to be made: Yes\u002FNo: ………………………\u003C\u002Fp>\n\n\u003Cp>Signature\u003C\u002Fp>\n\n\u003Cp>Note.—Appeal to be a memorandum to next higher authority giving full\nreasons for such.\u003C\u002Fp>\n\n\u003Cp>NOTICE OF APPEAL TO GRIEVANCE AND DISCIPLINARY COMMITTEE\u003C\u002Fp>\n\n\u003Cp>Date: ……………………………..\u003C\u002Fp>\n\n\u003Cp>Signed:\n……………………………………………………………………………..\n(appellant)\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………(workers’\nrepresentative)\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………(previous\nhearing officer)\u003C\u002Fp>\n\n\u003Cp>**********************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE III\u003C\u002Fp>\n\n\u003Cp>GUIDE TO PENALTIES\u003C\u002Fp>\n\n\u003Cp>CATEGORY OF OFFENCERELATED TO PENALTIES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1ST BREACH \u003C\u002Ftd>\n      \u003Ctd>2ND BREACH\u003C\u002Ftd>\n      \u003Ctd>3RD BREACH\u003C\u002Ftd>\n      \u003Ctd>4TH BREACH \u003C\u002Ftd>\n      \u003Ctd>5TH BREACH\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>Verbal unrecorded \u003C\u002Ftd>\n      \u003Ctd>1st written warning \u003C\u002Ftd>\n      \u003Ctd>Severe written warning\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Severe written warning\u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>1st written warning \u003C\u002Ftd>\n      \u003Ctd>Severe written warning\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Final written warning\u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>Severe warning\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Final written warning\u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D\u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE III\u003C\u002Fp>\n\n\u003Cp>NOTIFICATION OF APPEAL TO GRIEVANCE AND DISCIPLINARY COMMITTEE\u003C\u002Fp>\n\n\u003Cp>Name of appellant:\n…………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Branch: …………………………………………… Department:\n……………………………………….\u003C\u002Fp>\n\n\u003Cp>In terms of the Code of Conduct of the Banking Undertaking, I hereby lodge\nan appeal against the decision of\u003C\u002Fp>\n\n\u003Cp>a disciplinary hearing held at—\u003C\u002Fp>\n\n\u003Cp>Venue: ………………………………………….\n…………………………………………………… Date:\u003C\u002Fp>\n\n\u003Cp>Offence .\n……………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Decision reached\n:…………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>*Reasons for appeal\n:……………………………………………………………………………………….\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>Signature: …………………………………………………Date:\n…………………………………………\u003C\u002Fp>\n\n\u003Cp>*A additional reasons\u003C\u002Fp>\n\n\u003Cp>***************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE V\u003C\u002Fp>\n\n\u003Cp>NOTICE TO APPEAL TO THEEMPLOYMENT COUNCIL\u003C\u002Fp>\n\n\u003Cp>Employee …………………………………………….\nEmployer………………………………………….\u003C\u002Fp>\n\n\u003Cp>In terms of the Code of Conduct of the Banking Undertaking, I wish to appeal\nagainst the decision of the\u003C\u002Fp>\n\n\u003Cp>grievance and disciplinary committee attached.\u003C\u002Fp>\n\n\u003Cp>Date of decision………………………………………………….\nBranch ……………………………\u003C\u002Fp>\n\n\u003Cp>Offence\u002FGrievance\n……………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>*Reasons for appeal\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>Signature ………………………………………………. Date:\n……………………………………….\u003C\u002Fp>\n\n\u003Cp>Appellant’s contact address:\u003C\u002Fp>\n\n\u003Cp>……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>Telephone number where you may be contacted\n……………………………………………………\u003C\u002Fp>\n\n\u003Cp>*Attach additional reasons:\u003C\u002Fp>\n\n\u003Cp>Declaration\u003C\u002Fp>\n\n\u003Cp>The Banking Employers’ Association and the Zimbabwe Banks and Allied\nWorkers’ Union have reached agreement\u003C\u002Fp>\n\n\u003Cp>set forth herein, and the undersigned hereby declare that the foregoing is\nthe agreement arrived at and affix their signatures\u003C\u002Fp>\n\n\u003Cp>hereto.\u003C\u002Fp>\n\n\u003Cp>Signed at Harare this 29th day of March, 1999.\u003C\u002Fp>\n\n\u003Cp>O. CHATIKOBO,\u003C\u002Fp>\n\n\u003Cp>for and on behalf of the Banking Employers’ Asiociation.\u003C\u002Fp>\n\n\u003Cp>G.KAWENDA,\u003C\u002Fp>\n\n\u003Cp>for and on behalf of the Zimbabwe Banks and Allied Workers’ Union.\u003C\u002Fp>\n\n\u003Cp>G. T. MAKINGS,\u003C\u002Fp>\n\n\u003Cp>Chairman of the Council.\u003C\u002Fp>\n\n\u003Cp>L. J. DODD (MRS.),\u003C\u002Fp>\n\n\u003Cp>Secretary of the Council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"maxsicknesspay":52,"childcareleave":56,"WAGES_determined":60,"ONCERISE_trigger":64,"maternity_nursing_breaks_duration":68,"childcare":72,"hourspmonth_select":76,"STRUCINCR_trigger":80,"nursingmothers":84,"SKILLEVEL_trigger":87,"maxsicknesspayperc":91,"jobclassifaction1":93,"OVERTIME_trigger":97,"jobwagegroups":101,"SUNDAY_trigger":103,"sicknessmaxdays":107,"overtimeallowanceperc1":109,"contracttrial":113,"sicknesspay":117,"TRADEUNLEAV_trigger":120,"SCHEDULE_trigger":124,"breastfeeding_workingtime":128,"schedulesrestpw":132,"LOWWAGE_trigger":134,"bankholidays1":136,"paidmaternityleavepay":140,"trainingprogrammes":144,"paidmaternityleave":148,"contractseverancepay":151,"PAIDLEAV_trigger":155,"deathrelatives":159},{"bindId":45,"name":46,"text":47},"disabilitypay","For the purpose of this clause “sickness","For the purpose of this clause “sickness or incapacity” means inability\nto work owing to any sickness or injury\n\nother than sickness or injury caused by an employee’s own fault, neglect\nor misconduct.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(5) The maximum period of paid maternity","(5) The maximum period of paid maternity leave of a female employee is 90\ndays; 45 days before and 45 days\n\nafter the birth of her child. If the birth of her child in fact takes more\nthan the 45 days stated in her certificate, the\n\nmaximum period shall be extended without pay for those extra days. Also, if\na qualified doctor or State registered\n\nnurse certifies to the employer that the female employee must rest for a\nperiod of more than 45 days after the birth of\n\nher child, the maximum period shall be extended without pay for those extra\ndays.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","(4) If an employee has obtained from a m","(4) If an employee has obtained from a medical practitioner, a certificate\nthat he is unfit for work, he shall, whilst\n\nunfit, be paid wages by his employer for the period stated by the medical\npractitioner, at the rate of two and a half\n\ndays for every month’s service, but not exceeding, in aggregate, thirty\nworking days in any one year service.",{"bindId":57,"name":58,"text":59},"childcareleave","(5) Such compassionate leave shall not e","(5) Such compassionate leave shall not exceed three days without the\nemployer’s approval.",{"bindId":61,"name":62,"text":63},"WAGES_determined","(1) An employer shall inform every emplo","(1) An employer shall inform every employee upon engagement of his grade,\nwage or salary rate and hours of work. The employee shall thereupon sign a\nDeclaration of Secrecy in the form required by the employer. ",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","(1) An employer shall pay to each employ","(1) An employer shall pay to each employee an annual non-pensionable bonus\nin accordance with his\u002Fher length\n\nof continuous service as follows—\n\n(a) an amount equal to one month’s basic wage or salary exclusive of any\nallowance, whatever its nature, provided\n\nthat the employee has been in continuous service of the bank during the\nwhole period of the financial year;",{"bindId":69,"name":70,"text":71},"maternity_nursing_breaks_duration","(7) A female employee who is the mother ","(7) A female employee who is the mother of a suckling child shall, during\neach working day, for a period not exceeding\n\nsix months following the birth of her child, be granted at her request at\nleast one hour or two half hour periods,\n\nas she may choose during normal working hours, for the purpose of nursing\nher child, and such employee may\n\ncombine the portion or portions of time to which she is entitled with any\nother normal breaks so as to constitute a\n\nlonger period that she may find necessary or convenient for the purpose of\nnursing her child:",{"bindId":73,"name":74,"text":75},"childcare","(1) Under special circumstances, namely ","(1) Under special circumstances, namely death or serious illness of mother,\nfather, children, spouse, brother or sister, an employee shall, notwithstanding\nanything to the contrary contained in any other clause of this agreement, be\nentitled to ask for, and to receive, immediate leave (compassionate leave)\nwhich shall be paid; in the case of any other close relative not specified\nabove such leave may be granted at the discretion of the employer and shall be\neither unpaid or set off against leave accrued by the employee. \n\n(2) Such employee shall, upon his return, produce evidence that such special\ncircumstances did exist, if so required by the employer.\n\n(3) Should such employer not authorise such immediate leave on request, and\nnotwithstanding this, the employee\n\ntakes such leave, upon his return and the submission of evidence as detailed\nin subclause (2) hereof, such employee\n\nshall be deemed to have been in continuous service.\n\n(4) An employer shall be entitled to dismiss without notice an employee who\nfails to provide the evidence specified in subclause (2):\n\nProvided that the employer complies with the provisions referred to in\nsubclause (8) of clause 8.\n\n(5) Such compassionate leave shall not exceed three days without the\nemployer’s approval.\n\n(6) An employee who is nominated as an official (trade union delegate) to\nattend any national or international\n\nconference or seminar, or to represent the trade union, on an industrial\ncommittee, shall be allowed to attend such\n\nseminar, conference or committee, as the case may be and such leave shall be\nspecial paid leave:\n\nProvided that it shall be a condition precedent for the release of any\nemployee who is a trade union official, that\n\nadequate prior notice shall have been given to the employer.",{"bindId":77,"name":78,"text":79},"hourspmonth_select","(1) The ordinary hours of work in any ac","(1) The ordinary hours of work in any accounting cycle shall not exceed—\n\n\n(a) in the case of the employees graded in grades C. B. A. and those\noccupying designated posts, one hundred and seventy-six hours; and \n\n(b) in the case of other employees, one hundred and eighty-eight hours:\nProvided that the daily hours of all employees shall be determined by the\nemployer according to the needs of the particular establishment; and \n\n(c) a non-clerical employee shall be given a tea-break of fifteen minutes\neach morning at a time convenient to the employer. \n\n(2) An employer shall not require an employee to work hours in excess of\nthose specified in subclause (1) except in cases of necessity, or in cases of\nemergency; an employee shall not refuse to work overtime except for some\ncompelling reason acceptable to the employer. ",{"bindId":81,"name":82,"text":83},"STRUCINCR_trigger","(2) Annual increments as prescribed in A","(2) Annual increments as prescribed in Appendix I may become due to an\nemployee in each calendar year on a date prescribed by the employer except with\nthe following provisos— \n\n(a) no increment will be due to an employee who has served for less than\nfour months.",{"bindId":85,"name":70,"text":86},"nursingmothers","(7) A female employee who is the mother of a suckling child shall, during\neach working day, for a period not exceeding\n\nsix months following the birth of her child, be granted at her request at\nleast one hour or two half hour periods,\n\nas she may choose during normal working hours, for the purpose of nursing\nher child, and such employee may\n\ncombine the portion or portions of time to which she is entitled with any\nother normal breaks so as to constitute a\n\nlonger period that she may find necessary or convenient for the purpose of\nnursing her child:\n\nProvided that the grant of breaks during normal working time to a female\nemployee for the purpose of nursing her\n\nchild shall be made at the discretion of management or head of department\nconcerned who will ensure that such\n\nbreaks are made in accordance with the exigencies of her employment and will\npreclude or minimise any disruption of\n\nnormal production processes or interference with the efficient running of\nthe department or establishment.",{"bindId":88,"name":89,"text":90},"SKILLEVEL_trigger","SALARY RANGES EFFECTIVE FROM 1ST OCTOBER","SALARY RANGES EFFECTIVE FROM 1ST OCTOBER, 2001\n\n\n  \n  \n  \n  \n  \n    \n      \n      Annual minimum\n\n        $\n      \n      Monthly minimum\n\n        $\n      \n    \n    \n      Machinist\u002FSorter \n      231 528 \n      19 294\n    \n    \n      C Grade \n      307 176\n      25 598\n    \n    \n      B Grade\n      430 536 \n      35 878\n    \n    \n      A Grade\n      497 760 \n      41 480\n    \n    \n      DP 1\n      636 840\n      53 070\n    \n    \n      DP 2\n      695 604\n      57 967\n    \n    \n      DP 3\n      782 868\n      65 239\n    \n    \n      DP 4\n      829968\n      69164\n    \n    \n      DP 5\n      884004 \n      73667",{"bindId":92,"name":54,"text":55},"maxsicknesspayperc",{"bindId":94,"name":95,"text":96},"jobclassifaction1","APPENDIX I Accountants, including— assis","APPENDIX I\n\nAccountants, including—\n\nassistant accountants\n\nsub-accountants\n\npro-sub-accountants\n\nchief accountants\n\nassistant chief accountants\n\naccountants in charge\n\ndeputy accountants accounting officers\n\nAssayers\n\nCable officers\n\nChief clerks, including—\n\nchief clerks, accounting\n\nchief clerks, administration\n\nchief clerks, exchange control\n\nchief clerks, foreign exchange\n\nchief clerks, staff\n\nCaretakers\n\nClerks, including—\n\naccounts clerks\n\naudit clerks\n\nbill clerks\n\ncable clerks\n\ncheck clerks\n\nclearance clerks\n\nclerk-machinists\n\ncorrespondence clerks\n\ndata control clerks\n\ndocumentary letters of credit clerks\n\ndrafts\u002Ftransfer clerks\n\ninquiry clerks\n\nexchange control clerks\n\nforeign exchange clerks\n\ngeneral ledger clerks\n\ninformation clerks\n\ninsurance clerks\n\nledger machinist clerks\n\nmoney market clerks\n\npunch-card clerks\n\nreports clerks remittance clerks\n\nreturns clerks\n\nsafe-custody clerks\n\nsavings bank clerks\n\nsecurities clerks\n\nstop-order clerks\n\nvoucher sorters\n\nwaste clerks\n\ncommissionaires\n\nComputer operators\n\nDrivers\n\nEstate administrators\n\nExchange control officers\n\nHandymen\n\nForeign exchange dealers, including—\n\nchief dealer\n\nInspectors, including— assistant inspectors\n\nLaboratory assistants\n\nMachine operators, including—\n\ndata machinists\n\ndata-input machinists\n\nManagers clerks, including—\n\nmanagers clerks assistants\n\nmanagers secretaries\n\nMessengers\n\nMessengers\u002FCleaners\n\nPublic relations officers\n\nPrincipals of departments\n\nPunch-card operators\n\nSecretaries, including—\n\nassistant secretaries\n\nSecurity guards\n\nScooter drivers\n\nSenior clerks, including—\n\nsenior clerks, accounting\n\nsenior clerks, administration\n\nsenior clerks, exchange control\n\nsenior clerks, foreign exchange\n\nsenior clerks, staff\n\nSenior systems analysts, including—\n\nsystems analysts\n\nShorthand typists\n\nSupervisors, including—\n\nsupervisors, central depot;\n\nsupervisors, typing-pool\n\nsupervisors, waste\n\nSwitchboard operators\n\nStoremen tellers, including—\n\nagency tellers\n\nforeign exchange tellers\n\ntellers No. 1\n\ntrainee tellers visitors bureau tellers\n\nTraining officers\n\nTrust officers, including—\n\nchief trust officers\n\nsenior trust officers\n\nTypists",{"bindId":98,"name":99,"text":100},"OVERTIME_trigger","(1) An employer shall pay for each hour ","(1) An employer shall pay for each hour of overtime worked in excess of\nthose specified in subclause (1) of clause 9 at the rate of one and one-half\ntimes the hourly rate specified in clause 21: Provided that at the end of the\naccounting cycle any period in excess of thirty minutes shall be regarded as\none hour and any period of less than thirty minutes shall be disregarded. \n\n(2) Notwithstanding the provisions of subclause (1), the employer shall pay\novertime rates at double the employee’s current hourly wage for overtime on a\nday off. (3) Notwithstanding the provisions of subclause (1), the employer\nshall pay for overtime on an industrial holiday, in addition to the\nemployee’s current hourly wage— \n\n(a) during the ordinary hours of work for the day of the week on which the\nindustrial holiday falls, at one and one times the employee’s current hourly\nwage; and \n\n(b) outside the normal hours of work for the day of the week on which the\nindustrial holiday falls, at double the employee’s current hourly wage. ",{"bindId":102,"name":89,"text":90},"jobwagegroups",{"bindId":104,"name":105,"text":106},"SUNDAY_trigger","(2) Notwithstanding the provisions of su","(2) Notwithstanding the provisions of subclause (1), the employer shall pay\novertime rates at double the employee’s current hourly wage for overtime on a\nday off. (3) Notwithstanding the provisions of subclause (1), the employer\nshall pay for overtime on an industrial holiday, in addition to the\nemployee’s current hourly wage— ",{"bindId":108,"name":54,"text":55},"sicknessmaxdays",{"bindId":110,"name":111,"text":112},"overtimeallowanceperc1","(b) outside the normal hours of work for","(b) outside the normal hours of work for the day of the week on which the\nindustrial holiday falls, at double the employee’s current hourly wage. ",{"bindId":114,"name":115,"text":116},"contracttrial","(2) An employee may, upon engagement, be","(2) An employee may, upon engagement, be required to serve a probationary\nperiod of six months duration during which time, the contract of employment may\nbe terminated in terms of paragraph (c) of subsection (10) of section 2 of the\nLabour Relations (General Conditions of Employment) (Termination of Employment)\nRegulations, 1985, as published in Statutory Instrument 371 of 1985. ",{"bindId":118,"name":46,"text":119},"sicknesspay","For the purpose of this clause “sickness or incapacity” means inability\nto work owing to any sickness or injury\n\nother than sickness or injury caused by an employee’s own fault, neglect\nor misconduct.\n\n(1) Sick leave and vacation leave shall not run concurrently.\n\n(2) If an employee, whilst at work, claims to be unfit for work owing to\nsickness or incapacity, the employer\n\nshall grant to the employee such time off as may be necessary to enable such\nemployee to be examined by a medical practitioner.\n\n(3) Upon being medically examined an employee shall obtain a certificate\nstating that he is unfit for duty and\n\nshall produce such certificate to his employer upon his return to work.\n\nProvided that—\n\n(i) an employee who, due to his own sickness or incapacity, is absent from\nwork for a period exceeding\n\ntwo working days, shall obtain and submit, to his employer, a medical\ncertificate stating that he is\n\nunfit for duty and the probable duration of his unfitness for duty;\n\n(ii) it shall be a condition precedent to payment for sickness or incapacity\nthat the employee shall have\n\nreported such sickness or incapacity to his employer within two days of its\noccurrence.\n\n(4) If an employee has obtained from a medical practitioner, a certificate\nthat he is unfit for work, he shall, whilst\n\nunfit, be paid wages by his employer for the period stated by the medical\npractitioner, at the rate of two and a half\n\ndays for every month’s service, but not exceeding, in aggregate, thirty\nworking days in any one year service.\n\n(5) In the case of an employee who has been in continuous service for more\nthan six months but for less than\n\nthree years, and who is still unfit for work at the conclusion of the period\nof sick-leave calculated in terms of subclause\n\n(4), such employee shall obtain a further certificate from the same medical\npractitioner stating the probable\n\nduration of unfitness for work and, upon production of such certificate to\nhis employer, shall be paid half his wages by\n\nthe employer for such further period as may be stated by the medical\npractitioner, but not exceeding, in aggregate,\n\nthirty working days in any one year of service.\n\n(6) In the case of an employee who has been in continuous service for not\nless than three years, and who is still\n\nunfit for work at the conclusion of the period of thirty working days\nreferred to in subclause (4), such employee shall\n\nobtain a further certificate from the same medical practitioner stating the\nprobable duration of unfitness for work, and,\n\nupon production of such certificate to his employer, shall be paid his full\nwages by his employer for such further period\n\nas may be stated by the medical practitioner but not exceeding, in\naggregate, thirty working days in any one year of service:\n\nProvided that an employee may, at any time, be required by his employer to\nsubmit himself for examination by a\n\nmedical practitioner of the employer’s choice.\n\n(7) The employer shall be entitled to terminate the contract of employment\nupon fulfilment of the provisions as\n\nthe case may be, of subclause (4), (5) or (6) provided that he has obtained\nthe prior written approval of the Minister to\n\ndo so in terms of paragraph (a) of subsection (1) of section 2 in the Labour\nRelations (General Conditions of Employment)\n\nRegulations, 1985, as published in Statutory Instrument 371 of 1985.\n\n(8) A certificate issued by a State registered nurse shall be accepted in\nplace of a medical certificate when no\n\nmedical practitioner is available.\n\n(9) The provisions of subclauses (4) to (7) shall not apply to any sickness\nor incapacity which is covered by the\n\nprovisions of the National Social Security Authority Act [Chapter 17:04].\n\n(10) Notwithstanding any other provisions in this clause, an employer may,\nif he has reason to believe that an\n\nemployee who has been absent for two days or less was not suffering from any\nsickness or incapacity, require the said\n\nemployee to obtain a certificate in accordance with subclause (3). Failure\nto produce such certificate will be classified as a Category A offence.",{"bindId":121,"name":122,"text":123},"TRADEUNLEAV_trigger","An employer shall grant paid leave of ab","An employer shall grant paid leave of absence to an employee who is a bona\nfide representative or alternate on\n\nthe council or any committee thereof for the purpose of attending any\nmeeting of the council or any such committee:\n\nProvided that not less than three clear working days notice is given to the\nemployer of the necessity for the employee to attend any such meeting.",{"bindId":125,"name":126,"text":127},"SCHEDULE_trigger","(3) An employee shall receive one day of","(3) An employee shall receive one day off during each week. ",{"bindId":129,"name":130,"text":131},"breastfeeding_workingtime","Provided that the grant of breaks during","Provided that the grant of breaks during normal working time to a female\nemployee for the purpose of nursing her\n\nchild shall be made at the discretion of management or head of department\nconcerned who will ensure that such\n\nbreaks are made in accordance with the exigencies of her employment and will\npreclude or minimise any disruption of\n\nnormal production processes or interference with the efficient running of\nthe department or establishment.",{"bindId":133,"name":126,"text":127},"schedulesrestpw",{"bindId":135,"name":89,"text":90},"LOWWAGE_trigger",{"bindId":137,"name":138,"text":139},"bankholidays1","(1) Public holidays shall be those decla","(1) Public holidays shall be those declared to be such in terms of the\nPublic Holidays and Prohibition of Business Act [Chapter 10:21]. \n\n(2) An employee shall be granted leave of absence on a public holiday and\nshall be paid for every such holiday. Should a public holiday fall within a\nperiod of leave taken in terms of clause 15, it shall not be counted as part of\nthat leave. ",{"bindId":141,"name":142,"text":143},"paidmaternityleavepay","(1) If a female employee is pregnant and","(1) If a female employee is pregnant and thinks that the birth of her child\nmight take place within 45 days, she\n\nmust get a certificate from a qualified doctor or State registered nurse\nconfirming this. She then gives the certificate to\n\nher employer who shall agree to give her maternity leave from any date\nwithin the next 45 days that she asks for. This\n\nleave shall be paid maternity leave during which she will receive 75% of her\nnormal pay if she agrees to give up her\n\nother leave or vacation days which she was allowed to accumulate in the\nprevious six months. If she does not agree to\n\ndo this, or if she had no leave or vacation days due to her, then she shall\nbe paid 60% of her normal pay.",{"bindId":145,"name":146,"text":147},"trainingprogrammes","It is agreed that employees already enga","It is agreed that employees already engaged in the undertaking may be\nafforded the opportunity of advancement to the highest posts in accordance with\nthe requirements of such posts. Towards this end, such employees shall be\nadequately trained in the training establishments maintained by the employer\nfor this purpose and be encouraged to undertake such training. Further, it is\nthe intention of the parties to this agreement to continue to promote good\nindustrial relations by means of responsible collective bargaining carried out\nin a reasonable and constructive manner and the establishment of good relations\nin every establishment based on trust, confidence and humanitarian principles.\n",{"bindId":149,"name":142,"text":150},"paidmaternityleave","(1) If a female employee is pregnant and thinks that the birth of her child\nmight take place within 45 days, she\n\nmust get a certificate from a qualified doctor or State registered nurse\nconfirming this. She then gives the certificate to\n\nher employer who shall agree to give her maternity leave from any date\nwithin the next 45 days that she asks for. This\n\nleave shall be paid maternity leave during which she will receive 75% of her\nnormal pay if she agrees to give up her\n\nother leave or vacation days which she was allowed to accumulate in the\nprevious six months. If she does not agree to\n\ndo this, or if she had no leave or vacation days due to her, then she shall\nbe paid 60% of her normal pay.\n\n(2) A female employee may take annual or vacation leave in lieu of maternity\nleave or pro rata thereof and the female employee may opt for a lesser period\nof maternity leave.\n\n(3) Where a female employee takes advantage of the above provisions but\nfails to return to her employer for a\n\nperiod of at least as long as that for which she had been on maternity\nleave, she shall have to repay to her employer all\n\nthe wages and benefits she received during the maternity leave.\n\n(4) A female employee cannot go on paid maternity leave more than once every\ntwo years, nor can she go on\n\npaid maternity leave more than 3 times for any one employer. If she exceeds\nthese limits, her maternity leave shall be unpaid.",{"bindId":152,"name":153,"text":154},"contractseverancepay","GRATUITIES Length of service years Perce","GRATUITIES\n\n\n  \n  \n  \n  \n    \n      Length of service years\n      Percentage of monthly wage on termination of employment\n    \n    \n      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      19\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      3\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      33\n      38\n    \n    \n      34\n      39\n    \n    \n      35\n      40\n    \n  \n\n\n************",{"bindId":156,"name":157,"text":158},"PAIDLEAV_trigger","(1) Except with the consent of the emplo","(1) Except with the consent of the employer, no employee shall be entitled\nto take vacation leave during his first year of service.\n\n(2) Employees shall accrue leave at not than the following rates—\n\n(a) employees specified in clause 9(1)(a)—\n\n(i) during the first five years of continuous service, 21 working days per\nannum;\n\n(ii) during six to 25 years continuous service, 27 working days per\nannum;\n\n(iii) during the 26th year of continuous service and thereafter, 30 working\ndays per annum;\n\n(b) employees specified in clause 9(1)(b)—\n\n(i) during the first five years of continuous service, 18 working days per\nannum;\n\n(ii) during six to 25 years of continuous service, 21 working days per\nannum;\n\n(iii) during the 26th year of continuous service and thereafter, 24 working\ndays per annum:\n\nProvided that an employee may accumulate vacation leave in excess of one\nyear’s entitlement only with the consent\n\nof his employer.\n\n(3) An employee shall proceed on vacation leave in accordance with the\nannual leave programme of his branch.\n\n(4) Subject to the provisions of subclause (7) of clause 8, an employee with\nmore than three months of continuous\n\nservice whose employment is terminated for any cause whatsoever shall be\npaid the cash equivalent of any leave accumulated.",{"bindId":160,"name":74,"text":161},"deathrelatives","(1) Under special circumstances, namely death or serious illness of mother,\nfather, children, spouse, brother or sister, an employee shall, notwithstanding\nanything to the contrary contained in any other clause of this agreement, be\nentitled to ask for, and to receive, immediate leave (compassionate leave)\nwhich shall be paid; in the case of any other close relative not specified\nabove such leave may be granted at the discretion of the employer and shall be\neither unpaid or set off against leave accrued by the employee. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Banking Employers Association - 1999\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 1999-03-29\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: → 2000-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Banking\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: → Banking Employers’ Association\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Zimbabwe Banks and Allied 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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 17 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 30 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \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: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 75 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 3 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: → 180 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → 15 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → Insufficient data %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 176.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → ZAR 19294.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\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                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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",[167],{"title":37,"slug":33},[169],{"type":170,"data":171},"call_to_action_body_block",{"title":172,"description":173,"variant":174,"link":175},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":172,"url":176,"description":172,"rel":177,"type":178},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[180],{"type":170,"data":181},{"title":172,"description":173,"variant":174,"link":182},{"title":172,"url":176,"description":172,"rel":177,"type":178},[]]