[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-catering-employers-association-of-zimbabwe-and-the-zimbabwean-catering-and-hotel-workers-union---2012":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":180,"content_type_view":181,"extra_breadcrumbs":182,"body":184,"body_blocks":195,"related_pages":199},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":178,"translations":179},{"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-catering-employers-association-of-zimbabwe-and-the-zimbabwean-catering-and-hotel-workers-union---2012","01727aac-3bb4-11e7-9af5-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-the-catering-employers-association-of-zimbabwe-and-the-zimbabwean-catering-and-hotel-workers-union---2012\u002Fcollective-bargaining-agreement-between-the-catering-employers-association-of-zimbabwe-and-the-zimbabwean-catering-and-hotel-workers-union---2012\u002F","Collective Bargaining Agreement between the Catering Employers’ Association of Zimbabwe and the Zimbabwean Catering and Hotel Workers’ Union - 2012","ZWE Catering Employers Association of Zimbabwe - 2012","Zimbabwe - ZWE Catering Employers Association of Zimbabwe - 2012","ZWE Catering Employers Association of Zimbabwe - 2012 - Hospitality, catering, tourism",{"name":41,"data":42},"catering.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\u003Ch1>Collective Bargaining Agreement between the Catering Employers’\nAssociation of Zimbabwe and the Zimbabwean Catering and Hotel Workers’ Union\n- 2012\u003C\u002Fh1>\n\n\u003Cp>Collective Bargaining Agreement: Catering Industry\u003C\u002Fp>\n\n\u003Cp>Statutory Instrument 167 of 1991\u003C\u002Fp>\n\n\u003Cp>Collective Bargaining Agreement: Catering Industry\u003C\u002Fp>\n\n\u003Cp>(General Conditions)\u003C\u002Fp>\n\n\u003Cp>It is hereby notified that the Collective Bargaining Agreement set out in\nthe Schedule, which replaces the agreement published in Statutory Instrument\n362 of 1983, has been registered in terms of section 84 of the Labour Relations\nAct, 1985.\u003C\u002Fp>\n\n\u003Cp>ANNEXURE A: The role of the trade union.\u003C\u002Fp>\n\n\u003Cp>ANNEXURE B: Incremental scale in recognition of continuous service.\u003C\u002Fp>\n\n\u003Cp>ANNEXURE C: Minimum schedule of uniforms and protective clothing.\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL FOR THE CATERING INDUSTRY AGREEMENT\u003C\u002Fp>\n\n\u003Cp>In accordance with the provisions of the Labour Relations Act, 1985, this\nagreement is made and entered into between the Catering Employers’\nAssociation of Zimbabwe (hereinafter referred to as “the employer “ or\nemployers’ organisation”), of the one part and the Zimbabwean Catering and\nHotel Workers’ Union (hereinafter referred to as “the employees” or\n“the trade union), of the other part, being parties to the National\nEmployment Council for the Catering industry.\u003C\u002Fp>\n\n\u003Ch2>Scope of application of agreement\u003C\u002Fh2>\n\n\u003Cp>1. (1) The provisions of this agreement shall be observed by all employers\nfalling within the terms of the definition of “catering industry” contained\nin clause 3, and by those of their employees for whom wages are prescribed in\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>(2) Establishments shall be divided into three classes, as follows:-\u003C\u002Fp>\n\n\u003Cp>1A,1 and 2 which shall relate to the location and type of the establishment\nas tabulated in Annexure D of this agreement.\u003C\u002Fp>\n\n\u003Cp>(3) For the removal of doubt, the restaurant, and bar at Woodvale Airport,\nBulawayo, shall be deemed to fall within class 1.\u003C\u002Fp>\n\n\u003Cp>(4) The provision of this agreement shall apply to part-time workers.\u003C\u002Fp>\n\n\u003Cp>Alteration of agreement\u003C\u002Fp>\n\n\u003Cp>2. If either party desires to alter the terms of the agreement, such party\nshall give one months’ written notice to the Secretary of the council. The\nnotice shall give full details of the desired amendment and on receipt thereof,\nthe secretary shall immediately send a copy of the notice to the other party of\nthe agreement. The proposed amendment shall be considered and voted upon at a\nmeeting of the council held not later than three months after receipt of the\nnotice by the secretary.\u003C\u002Fp>\n\n\u003Cp>Definition 3. (1) Any expression used in this agreement which are defined in\nthe Labour Act (Chapter 28:01) Revised Edition 1996 as\u003C\u002Fp>\n\n\u003Cp>amended and extended other than those defined in this clause, shall have the\ndame meaning as in that Act, further, words importing masculine gender to\ninclude female gender unless inconsistent with the context.\u003C\u002Fp>\n\n\u003Cp>“Act” means the Labour Act (Chapter 28:01). \u003C\u002Fp>\n\n\u003Cp>“Agent” means a person appointed by the council to assist in giving\neffect to the terms of any agreement entered into by the parties to the\ncouncil.\u003C\u002Fp>\n\n\u003Cp>“Allowances” means transport allowances, housing allowances and meals.\n\u003C\u002Fp>\n\n\u003Cp>“Bar Clerk” means and employee employed at an airport issuing goods for\nsale on aircraft, keeping records of issues, balancing cash received with\nrecords kept and duties related thereto; \u003C\u002Fp>\n\n\u003Cp>“bar hand” means an employee employed in washing glasses, cleaning bars\nand public rooms, and who may be employed upon general labouring duties; \u003C\u002Fp>\n\n\u003Cp>“barman” means an employee employed in dispensing and serving drinks in\na dispensary, private, public or service bar or effecting sales in an off-sales\ndepartment and who is responsible for cash and liquor stocks under his control;\n\u003C\u002Fp>\n\n\u003Cp>“barman head” means an employee who has served at least three years in a\npublic or private bar, is fully conversant with all types of drinks, in charge\nof not less than two barmen and is responsible for the operations of the bar;\n\u003C\u002Fp>\n\n\u003Cp>“barman learner” means an employee training as a barman for a period of\nsix months under the direct supervision of a barman; \u003C\u002Fp>\n\n\u003Cp>“barman senior” means an employee who has served at least three years in\na public or private bar and is in charge of not less than two barmen. \u003C\u002Fp>\n\n\u003Cp>“bedroom hand” means an employee who carries out any of the following\nduties; cleaning bedrooms, making beds, giving general bedroom service to\ncustomers and any duties related thereto; \u003C\u002Fp>\n\n\u003Cp>“bedroom hand senior” means an employee employed on general household\nduties and the supervision of not less than four or more than eight bedroom\nhands. \u003C\u002Fp>\n\n\u003Cp>“bedroom hand\u002Fwaiter” means a bedroom hand who; within the hours of his\nemployment is also employed on waiting duties: Provided that should this\nemployee’s waiting duties exceed, in aggregate, more than twenty-four hours\nper week for the purposes of clause 10 he shall be deemed to fall within grade\nIV. “billiard-maker” means an employee employed to take care of billiard\nrooms and billiard-tables and to look after customer’s requirements when the\ngame is being played; \u003C\u002Fp>\n\n\u003Cp>“bill office clerk” means an employee who is engaged in one or more of\nthe following duties; receiving money from guests, billing guests, preparing\nand allocating guest’s bill, balancing pre-lists from various departments\nand\u002For receiving cash from such departments or guests, checking all debtor’s\nbills prior to dispatch to companies or customers and duties related thereto,\nin a bill office; \u003C\u002Fp>\n\n\u003Cp>“bill office clerk head” means an employee who allocated revenues\nreceived in his department and is in charge of one or more bill office clerks;\n\u003C\u002Fp>\n\n\u003Cp>“boiler hand” means an employee employed in firing and regulating\nboilers; \u003C\u002Fp>\n\n\u003Cp>“bookkeeper” means an employee who is wholly or substantially in\nrecording any aspect of the financial transactions in the books of his employer\nup to trial balance; \u003C\u002Fp>\n\n\u003Cp>“Catering Teller” means an employee who is engaged in a dining-room,\nrestaurant, cafe or help-yourself lunch or snack room or take away\nestablishment or any similar room where meals may be served, to receive payment\nand give change at a fixed point to customers for meals supplied, and who is\nrequired to account for his takings. \u003C\u002Fp>\n\n\u003Cp>“Cashier” means an employee employed in receiving payments from and\ngiving change to customers in a restaurant, dining room, casino or reception\noffice, keeping records and analyzing sales and sums received and balancing\ncash taken with records kept and who may be required to act as a central\ncashing up point for other departments. \u003C\u002Fp>\n\n\u003Cp>“cashier head” means an employee employed to supervise the work of more\nthan one cashier. \u003C\u002Fp>\n\n\u003Cp>“casino technician” means an employee employed in repairing and\nmaintaining all electrical or mechanical equipment in the establishment falling\nwithin the catering industry as defined in clause 3 of this agreement.\u003C\u002Fp>\n\n\u003Cp>“casual worker” means an employee who is employed on an occasional basis\nat irregular intervals, who is not employed for more than twenty hours in any\none- week or for a period of not more than six weeks in any three successive\ncalendar months, and who does not fall within the definition of part time\nworker.\u003C\u002Fp>\n\n\u003Cp>“Catering industry” or “industry” means, without in any way limiting\nthe ordinary meaning of the expression, the industry in which employers and\nemployees are associated together for the purpose of-\u003C\u002Fp>\n\n\u003Cp>(a) Carrying on an activity on any premises other than premises operated as\na club or beer hall by an employer in the Mining Industry for the benefit of\nhis employees and which are situated on a mining location or special grant as\ndefined in the Mines and Minerals Act (chapter 165) for which an employer is\nrequired to hold-\u003C\u002Fp>\n\n\u003Cp>(i) One or more of the following licences in terms of the Liquor Act (No. 9\nof 1984): airport Liquor Licence, Bar liquor licence, beer hall liquor licence,\nhotel Liquor licence, Passenger Vessel liquor licence, Night club liquor\nlicence, Park and Game Liquor licence, Theatre Club Liquor licence, Camp and\nCaravan Liquor licence, Restaurant (Ordinary) Liquor Licence, Club Liquor\nlicence, Restaurant (Special) Liquor licence;\u003C\u002Fp>\n\n\u003Cp>(ii) A permit in terms of section 85 of the Liquor Act (No. 9 of 1984) in\nrespect of the operation of any canteen or mess of the Air force, the Army, the\nPolice or the Prisons.\u003C\u002Fp>\n\n\u003Cp>(iii) A licence in terms of the Lotteries and Gaming Act (Chapter 10:26) of\n1998\u003C\u002Fp>\n\n\u003Cp>(b) Providing accommodation and\u002For refreshments and\u002For meals and\u002For take\naway foods in hotels, boarding houses, restaurant, cafes, takeaway\nestablishments, canteens and messes nor required to be licensed in terms of the\nLiquor Act No. 9 of the 1984) or the Casino Act (Chapter 77) but does not\ninclude the undertakings of the National Railways of Zimbabwe.\u003C\u002Fp>\n\n\u003Cp>(c) For the purpose of paragraph (a) of this definition- \u003C\u002Fp>\n\n\u003Cp>(i) “hotels and boarding houses” means premises not required to be\nlicenced in terms of the Liquor Act (No. 9 of the 184) or the Casino Act\n(Chapter 77), wherein provision is made for sleeping accommodation for not\nfewer than five persons (excluding members of the family and employees of the\nemployer who occupies the premises);\u003C\u002Fp>\n\n\u003Cp>(ii) “restaurant” cafes, takeaways, canteens, and messes” means\npremises not required to be licenced in terms of the liquor Act (No.9 of 1984\nor the Casino Act chapter 77) but conforming in all respects with the following\ndescription- all establishments in which food is prepared or cooked and\nprovided for sale and consumption on or away from the premises, irrespective of\nthe size of the kitchen, accommodation and the seating capacity of the dining\nroom (if any), save for those catering establishments which are part of a\ncommercial undertakings of Zimbabwe, for example, inter alia, restaurants in\ndepartmental stores;\u003C\u002Fp>\n\n\u003Cp>“catering teller” means an employee who is engaged in a dining-room,\nrestaurant, cafe or help yourself lunch or snack room or takeaway establishment\nor any similar room where meals may be served, to receive payment and give\nchange at a fixed point to customers for meals supplied, and who is required to\naccount for his takings;\u003C\u002Fp>\n\n\u003Cp>“chef” means an employee fully experienced in all departments of the\nkitchen, who orders food and draws up all forms of menu, and who is responsible\nfor the control and supervision of the kitchen and its staff.\u003C\u002Fp>\n\n\u003Cp>“chef class 1” means an employee fully experienced in all departments of\nthe kitchen of a recognised international a la carte restaurant, who orders\nfood and draws up all forms of menus, and who is responsible for the control\nand supervision of the kitchen and its staff, and who is employed by and\nestablishments the grading of which in terms of the Department of Tourism Act,\n1975 is two stars or more or an establishment required to hold a Restaurant\n(Special) Liquor Licence.\u003C\u002Fp>\n\n\u003Cp>“class” means a class prescribed in annexure D to this agreement.\u003C\u002Fp>\n\n\u003Cp>“clerk” means an employee who is engaged in routine posting from a book\nor source of original entry to a ledger and balancing such ledger, or making\nentries in sales, purchases or similar journals and balancing such journals.\u003C\u002Fp>\n\n\u003Cp>“clerk in transit clerk” an employee who collects cash from outlets an\ndeposits or banks the cash collected.\u003C\u002Fp>\n\n\u003Cp>“clerk junior” means an employee engaged mainly in office work, such as\nwriting, filing or any other form of clerical work, or in using various office\nmachines, or who is substantially engaged in routine positing from a book of\nsource of original entry to a ledger, and whose duties may include the\noperating of a telephone appliance,\u003C\u002Fp>\n\n\u003Cp>“clerk senior” means an employee who supervises the work of other\nclerks, and whose duties may include costing, indenting and stock control;\u003C\u002Fp>\n\n\u003Cp>“club steward” means an employee experienced in various aspects of a\nprivate or residential club, who assist management and may control employees in\none or more departments but is not a maitre d’ hotel;\u003C\u002Fp>\n\n\u003Cp>“continuous service” means the total period of an employee’s unbroken\nservice with an employer or in an establishment as described in clause 25 of\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>“cook catering school graduate” means an employee who has graduated from\na recognised Hotel and Catering School.\u003C\u002Fp>\n\n\u003Cp>“cook commis” means an employee employed in the kitchen for a period of\ntwo years training as a cook and who is under immediate supervision in his\nsection. \u003C\u002Fp>\n\n\u003Cp>“cook head” means an employee who is employed in the kitchen and\ncontrols all sections.\u003C\u002Fp>\n\n\u003Cp>“cook junior section” means an employee who has worked as a commis cook\nfor at least two years.\u003C\u002Fp>\n\n\u003Cp>“cook pastry” means an employee who has completed four years in the\nkitchen, and who prepares and makes pastries, sweets, ices, pudding and similar\narticles related to pastries.\u003C\u002Fp>\n\n\u003Cp>“cook senior section” means an employee who has worked as a junior\nsection cook for at least two years.\u003C\u002Fp>\n\n\u003Cp>“council” means the National employment Council for the Catering\nIndustry.\u003C\u002Fp>\n\n\u003Cp>“Counter hand” means an employee employed in the servicing of customers\nwithout handling money in a restaurant, or take away establishment, and who is\nnot a catering-teller or waiter.\u003C\u002Fp>\n\n\u003Cp>“cutter” means an employee wholly or substantially engaged in cutting\nmeat from the carcass for dispatch to the kitchen.\u003C\u002Fp>\n\n\u003Cp>“customer” includes guest, member or visitor.\u003C\u002Fp>\n\n\u003Cp>“day” means a period of twenty-four consecutive hours calculated form\nthe time when an employee commences work.\u003C\u002Fp>\n\n\u003Cp>“day off” means any full day in a week on which an employee is not\nnormally required to work.\u003C\u002Fp>\n\n\u003Cp>“doorman” means an employee employed to look after the main entrance of\nan establishment, who welcomes guests and generally assists them, and who is\nnot a porter.\u003C\u002Fp>\n\n\u003Cp>“driver class 4”, means an employee possessing a motor-vehicle\ndriver’s licence class 4 and who is employed in transporting customers, staff\nor merchandise.\u003C\u002Fp>\n\n\u003Cp>“driver class 1” means an employee possessing a motor-vehicle driver’s\nlicence class 1 and who is employed in transporting customers, staff or\nmerchandise.\u003C\u002Fp>\n\n\u003Cp>“driver class 2” means an employee possessing a motor-vehicle driver’s\nlicence class 2 and who is employed in transporting customers, staff or\nmerchandise.\u003C\u002Fp>\n\n\u003Cp>“driver\u002Fsalesman” means an employee who is employed to drive\u002Fsell liquor\nto various customers;\u003C\u002Fp>\n\n\u003Cp>“dry cleaning machine operator” means an employee who operates a washing\nand dry cleaning machine;\u003C\u002Fp>\n\n\u003Cp>“duties related thereto” means those duties, which historically and in\npractice from part of, or are closely linked to, the defined occupations but\nwhich are not set out in detail therein.\u003C\u002Fp>\n\n\u003Cp>“duty officer(uplift)” means an employee responsible for the operation\nof an uplift department, and is answerable to the manager-in-charge of\nshift.\u003C\u002Fp>\n\n\u003Cp>“emergency work” means work, which is required to be performed in excess\nof the maximum hours of work prescribed, due to circumstances beyond the\ncontrol of the employer;\u003C\u002Fp>\n\n\u003Cp>“employee” means a person for whom wages are prescribed in clause 10.\u003C\u002Fp>\n\n\u003Cp>“employer” means an employer who is engaged in the Catering Industry.\u003C\u002Fp>\n\n\u003Cp>“establishment” means any place or safari camp in which any activity\nfailing within the definition of “catering industry” or “ industry” is\ncarried on.\u003C\u002Fp>\n\n\u003Cp>“floor supervisor” means an employee employed on general household\nduties and the supervision of not less than nine bedroom hands; \u003C\u002Fp>\n\n\u003Cp>“florist” means an employee who is mainly engaged in making flower\narrangements for a period of six months under the direct supervision of a\nflorist.\u003C\u002Fp>\n\n\u003Cp>“florist learner” means an employee training as a florist to make flower\narrangements for a period of six months under the direct supervision of a\nflorist.\u003C\u002Fp>\n\n\u003Cp>“florist senior” means an employee in charge of several florist.\u003C\u002Fp>\n\n\u003Cp>“food vendor” means an employee who delivers food orders to customers at\ntheir place of work on a bicycle or on foot and who may operate under the\nemployer’s Hawkers licence.\u003C\u002Fp>\n\n\u003Cp>“fortnight” means a period of fourteen consecutive days commencing at 11\np.m on a Sunday.\u003C\u002Fp>\n\n\u003Cp>“functions co-coordinator” means and employee who handles all function\nbooks of an establishment.\u003C\u002Fp>\n\n\u003Cp>“general duties hand” means an employee performing general labouring or\ncleaning duties;\u003C\u002Fp>\n\n\u003Cp>“general secretary” means the General Secretary of the council.\u003C\u002Fp>\n\n\u003Cp>“grade” means a grade prescribed in a sub clause (1) of clause 10.\u003C\u002Fp>\n\n\u003Cp>“green keeper” means an employee who is responsible for the general\nmaintenance and management of the golf course;\u003C\u002Fp>\n\n\u003Cp>“groom head” means an employee who is in charge of grooms, monitors the\nhealth and fitness of the horses on a day-to-day basis.\u003C\u002Fp>\n\n\u003Cp>“grounds and garden hand” means an employee engaged in looking after\ngardens, grounds, golf courses, bowling, greens, tennis courts and similar\nplaces.\u003C\u002Fp>\n\n\u003Cp>“gardener\u002Fgrounds men head” means an employee who is in charge of not\nless than five grounds and garden hands.\u003C\u002Fp>\n\n\u003Cp>“handyman” means an employee who carries out repairs or renovations of a\nminor nature to the property of his employer, and who is not required to embark\nupon or carry out any single task in a trade designated or deemed to have been\ndesignated in terms of the Apprenticeship Training and Skilled Manpower Act\n[Chapter 266).\u003C\u002Fp>\n\n\u003Cp>“holding company” has the meaning assigned to it by section 120 of the\ncompanies Act [Chapter 190]\u003C\u002Fp>\n\n\u003Cp>“horse master” means an employee who is in charge of feeding horses,\nmonitoring the health of the horses, overseeing the stables and going out on\nriding expeditions with guests. He is in charge of the Head groom, groom and\nstable hand.\u003C\u002Fp>\n\n\u003Cp>“horse master head” means an employee who is in charge of the horse\nmaster, groom and head groom, stable hand, monitors the health of the horses\nand administers treatments and makes recommendations to the veterinary surgeon\non diseases.\u003C\u002Fp>\n\n\u003Cp>“hotel or house policeman” means an employee employed to safeguard the\nproperty and to scrutinise the movements of staff coming onto or leaving duty\nand customers coming into or leaving the premises.\u003C\u002Fp>\n\n\u003Cp>“hotels” means hotels, lodges, boatels, boarding houses and other\nsimilar establishments falling within the definition of Catering Industry or\nindustry as defined in clause 3 wherein provision is made for accommodation.\u003C\u002Fp>\n\n\u003Cp>“housekeeper” means an employee employed on general household\nadministration, selection and control of domestic staff, overseeing the general\ncleanliness of the establishment. \u003C\u002Fp>\n\n\u003Cp>“housekeeper head” means an employee who has served at least three years\nas a housekeeper, is fully conversant with all duties, is in charge of not less\nthan 3 housekeepers, and is responsible for the operation of the housekeeping\ndepartment.\u003C\u002Fp>\n\n\u003Cp>“ice-cream maker” means an employee who operates and cleans an ice-cream\nmachine, prepares, serves and receives cash for ice cream sold, and who is not\na pastry cook.\u003C\u002Fp>\n\n\u003Cp>“kitchen porter” means an employee who is employed on one or more of the\nfollowing duties: cleaning the kitchen and preparing raw vegetables or fish,\nplucking poultry or game, collecting, cleaning, washing or sorting plates,\ncrockery or glass, conveying, loading and unloading and unloading foodstuffs an\nancillary equipment to an aircraft, and duties related thereto.\u003C\u002Fp>\n\n\u003Cp>“kitchen porter head” menus an employee employed in supervising at least\nthree other kitchen porters.\u003C\u002Fp>\n\n\u003Cp>“kitchen supervisor head” means an employee who supervises the kitchen\nstaff and distribution and collection of all foods, and may also be responsible\nfor drawing up menus and ordering food.\u003C\u002Fp>\n\n\u003Cp>“laundry hand” means an employee employed in washing and ironing\nlaundry.\u003C\u002Fp>\n\n\u003Cp>“linen supervisor” means and employee who is responsible for the linen\nand who supervises other staff in collecting and distributing and repairing\nlinen.\u003C\u002Fp>\n\n\u003Cp>“matre d’ hotel” means an employee experienced in all aspects of a\nrecognised international a’la carte restaurant, who is in sore charge of and\nresponsible for the operation of the restaurant and staff of at least one head\nwaiter and twelve waiters, and who is employed by an establishment the grading\nof which in terms of the Development of tourism Act, 1975 is two stars or more\nof an establishment required to hold a restaurant (Special )Liquor Licence.\u003C\u002Fp>\n\n\u003Cp>“medical practitioner” means a person registered as a medical\npractitioner by the medical, Dental and allied Professions Council or\nregistered traditional medical practitioner.\u003C\u002Fp>\n\n\u003Cp>“messenger” means an employee employed in delivering parcels or posting\nletters for customers or the employer.\u003C\u002Fp>\n\n\u003Cp>“milling attendant” an employee who is employed to monitor the grinding\nmill and may assist in packaging.\u003C\u002Fp>\n\n\u003Cp>“night auditor” means an employee employed to undertake an internal\naudit of daily financial transactions of an establishment.\u003C\u002Fp>\n\n\u003Cp>“night work” means all the time worked on any turn of duty when that\nturn of duty includes not less than three hour’s work between midnight and 6.\nAm.\u003C\u002Fp>\n\n\u003Cp>“nurse” means an employee employed to attend to employees’ medical\nneeds and is in the possession of a professional nursing certificate issued by\nthe Ministry of Health and child Welfare. Grading is per parent ministry.\u003C\u002Fp>\n\n\u003Cp>“overtime” means anytime worked outside the ordinary hours prescribed in\nclause 18.\u003C\u002Fp>\n\n\u003Cp>“page and bell attendant” means an employee employed in running errands\ndelivering messaged and answering bells and telephone calls.\u003C\u002Fp>\n\n\u003Cp>“part-time worker” means an employee who is engaged to undertake regular\ndaily work during specified hours not exceeding a total of five hours per day\nin not more than two work-periods per day to a maximum of thirty hours per\nweek.\u003C\u002Fp>\n\n\u003Cp>“party” means the employer’s organisation or the trade union.\u003C\u002Fp>\n\n\u003Cp>“personnel assistant” means an employee solely employed in keeping time\nand wages records, preparing wage sheets, who makes NEC returns, completes\ncontracts of employment and supervises the booking in and out of staff who may\nsign staff on and off on behalf of his employer, and may draw up duty-roasters.\n\u003C\u002Fp>\n\n\u003Cp>“piece work” means any system by which earnings are calculated wholly on\nthe quantity or output of work done, irrespective of the time spent on such\nwork.\u003C\u002Fp>\n\n\u003Cp>“porter” means an employee engaged in carrying luggage, cleaning and\nduties related thereto, also occasionally handling a small night telephone\nswitchboard or telephone.\u003C\u002Fp>\n\n\u003Cp>“porter head” means an employee in charge of the porter’s desk and who\nsupplies information to customers and generally assist them and who is in\ncharge of other porters.\u003C\u002Fp>\n\n\u003Cp>“porter night” means an employee employed at night attending to\nrequirements of customers, carrying out of household duties, including cleaning\npremises and making up fires and boilers, and cleaning boots and shoes.\u003C\u002Fp>\n\n\u003Cp>“post office” means the principal post office at the place mentioned.\u003C\u002Fp>\n\n\u003Cp>“printer” means an employee employed to print menus and other literature\nrequired by an establishment.\u003C\u002Fp>\n\n\u003Cp>“process attendant” an employee responsible for monitoring the brewing\nprocess and ensure the direct composition.\u003C\u002Fp>\n\n\u003Cp>“receptionist” means an employee who receives guests, attends to and\nkeeps lists of bookings, makes out accounts, receives money and issues receipts\nand who may do clerical work, and who is employed in the reception office.\u003C\u002Fp>\n\n\u003Cp>“receptionist head” means an employee who has had at least five year’s\nexperience as a receptionist, is fully conversant with all duties, is in charge\nof not less than three receptionists, and is responsible for the operation of\nreceptionist office.\u003C\u002Fp>\n\n\u003Cp>“receptionist learner” means an employee training as a receptionist for\na period of one year under the direct supervision of a receptionist.\u003C\u002Fp>\n\n\u003Cp>“receptionist senior” means an employee with not less than three\nyear’s experience as a receptionist, and who is in charge of the receptions\nand not less than two other receptionists in a establishment were no head\nreceptionist is employed.\u003C\u002Fp>\n\n\u003Cp>“representative” means a person appointed by a party to represent it on\nthe council.\u003C\u002Fp>\n\n\u003Cp>“reservationist” means an employee employed to take accommodation\nbookings and to maintain records of such bookings.\u003C\u002Fp>\n\n\u003Cp>“reservationist head” means an employee employed to supervise the work\nof other reservationists.\u003C\u002Fp>\n\n\u003Cp>“restaurant” means and includes restaurants, cafes, takeaways, canteens,\nmesses and other similar establishments falling within the definition of\nCatering Industry or industry as defined in clause 3 wherein provision is made\nfor accommodation.\u003C\u002Fp>\n\n\u003Cp>“seamstress” means an employee employed in repairing and preserving\nlinen and making up linen requirements with the exception of garments.\u003C\u002Fp>\n\n\u003Cp>“service charge” means a charge which is made to customers and which is\ndistributed in terms of clause 16.\u003C\u002Fp>\n\n\u003Cp>“shift header” means an employee employed in the uplift department, and\nwho is in charge of the shift, and answerable to the duty office.\u003C\u002Fp>\n\n\u003Cp>“skilled worker” means a person who has been certified by the Registrar\nof apprenticeship and skilled Manpower, as a skilled worker, Class 1, class 2,\nClass 3 or class 4 in a designated or recognised trade in terms of the Manpower\nPlanning and Development Act, 1984, or the holder of a journeyman’s\nregistration certificate issued by the National employment Council before 1st\nFebruary 1982 and recognised by the Registrar of apprenticeship and Skilled\nmanpower. \u003C\u002Fp>\n\n\u003Cp>“stable hand” means and employee in charge of cleaning the stable and\ndoing general maintenance of the stable. The position is available in hotels or\nlodges where horses are provide for tourists.\u003C\u002Fp>\n\n\u003Cp>“still room hand” means an employee employed in preparing light\nbeverages, refreshments, sandwiches and similar articles, and cleaning the\nstill-room.\u003C\u002Fp>\n\n\u003Cp>“stores man” means an employee who is in sole charge of catering and\u002For\nliquor stores of an establishment and\u002For who is responsible for the receipt,\nissue and safekeeping of goods and the recording thereof.\u003C\u002Fp>\n\n\u003Cp>“subsidiary company” has the meaning assigned to it by section 120 of\nthe Companies Act [chapter 190].\u003C\u002Fp>\n\n\u003Cp>“supervisor back house” means an employee employed to supervise general\nduties hands cleaning the back of the house and basement areas.\u003C\u002Fp>\n\n\u003Cp>“supervisor laundry” an employee who supervises all activities in the\nlaundry department.\u003C\u002Fp>\n\n\u003Cp>“supervisor Takeaway Establishment” means an employee who sees to the\ngeneral running of a takeaway establishment and who is not a manager.\u003C\u002Fp>\n\n\u003Cp>“task-work” means the setting by an employer to an employee of stated\ntask to be completed as a condition of earning wages.\u003C\u002Fp>\n\n\u003Cp>“telephone operator” means an employee who is employed in the operation\nof a telephone switchboard, and who is not a porter.\u003C\u002Fp>\n\n\u003Cp>“telephone operator senior” means an employee who is a telephone\noperator with at least one year’s experience, and who is in charge of not\nless than one telephone operator.\u003C\u002Fp>\n\n\u003Cp>“tips” means gratuitous payment made by a customer to an employee or\nemployees in an establishment for disbursement by the employee or employees, at\nhis or their discretion, and over which the employer shall have no discretion\nboth regarding collection and distribution of such tip and gratuity.\u003C\u002Fp>\n\n\u003Cp>“tractor driver” means an employee employed in driving a tractor for the\npurpose of maintenance of the grounds of the establishment and the conveyance\nof goods.\u003C\u002Fp>\n\n\u003Cp>“typist” means an employee employed in typing and who may be employed in\ngeneral office duties.\u003C\u002Fp>\n\n\u003Cp>“valet” means an employee who is employed in caring for customer’s\nclothing and who may be required to perform the duties of a waiter.\u003C\u002Fp>\n\n\u003Cp>“wages” means the earnings of an employee, but does not include any\npayment in respect of overtime, service charge or any bonus, tips or other like\nbenefits.\u003C\u002Fp>\n\n\u003Cp>“waiter” means an employee who has been employed as a commis waiter for\nnot less than six months, and who is employed in serving food and\u002For drinks to\nguests, preparation, laying and cleaning of tables and on duties related\nthereto.\u003C\u002Fp>\n\n\u003Cp>“waiter commis” means an employee who is employed upon waiting duties\nfor a period of six months training, upon completion of which he shall be\nclassified as a waiter.\u003C\u002Fp>\n\n\u003Cp>“waiter head” means an employee who is in charge of a dining room, or\nrestaurant, or lounge, or verandah, and not less than seven waiters, and who\nmay be responsible for table setting, functions, cleanliness, and stock taking\nof equipment in his department, and who may receive payment and give change.\u003C\u002Fp>\n\n\u003Cp>“waiter assistant head” means an employee who has worked in all various\ngrades of waiters and who can relieve a head waiter. \u003C\u002Fp>\n\n\u003Cp>“waiter senior” means an employee who is in charge of a dining room, or\nrestaurant, or lounge, of verandah and not less than three or more than six\nwaiters.\u003C\u002Fp>\n\n\u003Cp>“working day” means any day other than any day off.\u003C\u002Fp>\n\n\u003Cp>“work period” means any period on a working day during which an employee\nis required to work.\u003C\u002Fp>\n\n\u003Ch2>Administration of agreement\u003C\u002Fh2>\n\n\u003Cp>4. The council shall be the body responsible for the administration of this\nagreement, and it may issue expressions of opinion not inconsistent with the\nprovisions hereof for the guidance of employers and employees and may delegate\nany of its duties or powers to its executive committee or to committee s\nappointed by council.\u003C\u002Fp>\n\n\u003Ch2>Exemptions\u003C\u002Fh2>\n\n\u003Cp>5. The council may in its sole discretion and upon such terms and conditions\nas it may determine grant exemption, in writing, from any of the provisions of\nthis agreement to any employer and employee. Such exemption may be cancelled by\nthe council, at its discretion.\u003C\u002Fp>\n\n\u003Ch2>AGENTS\u003C\u002Fh2>\n\n\u003Cp>6. The council may appoint specified persons to assist in giving effect to\nthe terms of this agreement, and it shall be the duty of any employer or\nemployee in the industry to permit such person to institute such inquiries and\nto examine such books or documents as may be necessary for ascertaining whether\nthe provisions of the agreement are being complied with.\u003C\u002Fp>\n\n\u003Ch2>Trade Union representation on the council\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>7. It shall be the duty of every employer, provided that he has been\nnotified, to give to those of his employees who are representatives and\u002For\nalternates of the council every reasonable facility to attend to their duties\nin connection with the work of the council and such representative and\u002For\nalternate shall not suffer any reduction in remuneration allowances.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Registration of employers\u003C\u002Fh2>\n\n\u003Cp>8. (1) Every employer whose name was not on the register of employers as at\nthe date of expiry of Statutory Instrument 167 of 1991 shall within one month\nof coming into force of this agreement, notify the secretary of the following\nparticulars.\u003C\u002Fp>\n\n\u003Cp>(a) Full name and address:-\u003C\u002Fp>\n\n\u003Cp>(i) In case of a single employer, his full name and if he carries on\nbusiness under a trade name, such trade name in full;\u003C\u002Fp>\n\n\u003Cp>(ii) In case of two or more persons carrying on a business or partnership,\nthe full names and addresses of the partners and manager, the full partnership\nor trade name and the address at which the partnership business is carried\non;\u003C\u002Fp>\n\n\u003Cp>(iii) In case of a corporate body, the full names and addresses of its\ndirectors and manager, the full registered name of the company and trading\nname, the address of its registered office, the address at which operations\nwill fall within the scope of agreement are carried on, the name of its holding\ncompany, if any, and its subsidiary companies, if any, together with the\naddresses of their respective directors and the addresses of all establishments\nowned or controlled by any of such companies;\u003C\u002Fp>\n\n\u003Cp>(b) a description of trade or operation carried on by the employer (2) Every\nemployer who enters the industry after the coming into force of this agreement\nshall, within one month of becoming an employer in the industry, tender a\ndeclaration to the secretary containing the following particulars, in the form\nprescribed-\u003C\u002Fp>\n\n\u003Cp>(a)-\u003C\u002Fp>\n\n\u003Cp>(i) family name of owner, licensee and manager; and\u003C\u002Fp>\n\n\u003Cp>(ii) Christian or given name of owner, licensee and manager; and (iii)\nresidential addresses of owner, licensee and manager; and\u003C\u002Fp>\n\n\u003Cp>(iv) the trading name of the establishment from which the employer is\ncarrying on business.\u003C\u002Fp>\n\n\u003Cp>(v) Address of the establishment from which the employer operates; and\u003C\u002Fp>\n\n\u003Cp>(vi) In the case of a corporate body or partnership, the name of the company\nor trading name of the partnership and the names and addresses of the\ndirectors,\u003C\u002Fp>\n\n\u003Cp>(b) A person making the declaration prescribed in sub clause (2) shall pay a\ndeclaration fee of US$100.00 if his establishment employs less than five\nemployees; US$150.00 if his establishment employs between six and thirty\nemployees or US $200.00 if the establishment employs more than thirty employees\nand, in addition, shall deposit with the council such sum of money as may be\nrequired by the council from time to time.\u003C\u002Fp>\n\n\u003Cp>(c) The secretary shall cause the trading name of every employer who has\ncomplied with the requirements of this clause to be entered into the\ncouncil’s register of employers;\u003C\u002Fp>\n\n\u003Cp>(d) The provisions of sub clause (2) shall not apply to any employer\nregistered as an employer as at the date of the introduction of this agreement,\nand the trading name of any such employer shall be deemed to have been entered\ninto the council’s register in terms of paragraph (c).\u003C\u002Fp>\n\n\u003Cp>(e) Notwithstanding the provisions of paragraph (d), however the council\nreserves unto itself the right, at any time, to require an employer registered\nprior to the date of the introduction of this agreement to deposit with the\ncouncil such sum of money as may be required by the council from time to time,\nand such required deposit shall be forwarded to the secretary within ten days\nof the date of request made by the council.\u003C\u002Fp>\n\n\u003Cp>(f) In the event of an employer failing, for two successive months to submit\na return to the council as required in terms of any of the council’s\nagreements, the council shall have the right to deduct from the deposit made to\nthe council by the employer in respect of each successive month during which he\nfails to submit a return, the amount paid to the council by the employer on the\nlast occasion when he did submit such return. The council shall pay the amounts\nso deducted from the employer’s deposit to appropriate fund or funds in the\nappropriate amount or amounts as are required in terms of such agreements, and\nthe employer shall be liable, forthwith, to submit such returns as are\noutstanding amounts due, such amounts being used in the first instance to\nrestore the amount of the deposit to its original total.\u003C\u002Fp>\n\n\u003Cp>(g) Should an employer default in payment of deductions and contributions\nfor two consecutive months and still not make payment thereof within a calendar\nmonth of being requested to do so by the council, such employer shall have his\nregistration cancelled, and forfeit any deposit paid; \u003C\u002Fp>\n\n\u003Cp>(h) On application by an employer who ceases to operate in the industry, the\ncouncil shall refund him, any deposit made to the council, less any deductions\nfrom such deposit made in terms of this or any other agreement relating to the\ncatering industry.\u003C\u002Fp>\n\n\u003Cp>3. In the event of a change in any of the particulars required to be\nfurnished in terms of sub clause (1), the employer shall within ten days of the\ndate of such change, give notice thereof, in writing to the secretary.\u003C\u002Fp>\n\n\u003Cp>(4) The Council shall enter the trading name of every employer in the\nRegister of employers. (5) An employer shall inform the secretary, in writing,\nnot less than seven days before ceasing to be an employer in the industry. (6)\nNotwithstanding anything to the contrary for the purposes of this clause an\nemployer who conducts his business through various establishments shall\nregister each establishment separately and shall pay the declaration fee\nreferred to in paragraph (2) (b) above.\u003C\u002Fp>\n\n\u003Ch2>Register\u003C\u002Fh2>\n\n\u003Cp>9. The secretary shall maintain a register of all employers in the industry\nand a record of the number of employees returned in terms of clause 19.\u003C\u002Fp>\n\n\u003Ch2>Wages, grading and increments\u003C\u002Fh2>\n\n\u003Cp>10. (1) Every employer shall place each employee in the grade prescribed\nappropriate to his occupation, and shall pay wages to such employee of at least\nthe amount prescribed hereunder for the employee’s grade and class, and no\nemployee shall accept wages amounting to less than the amount prescribed for\nhim. \u003C\u002Fp>\n\n\u003Cp>CLASSIFICATION OF OCCUPATIONS IN GRADES\u003C\u002Fp>\n\n\u003Cp>CLASS 1A\u003C\u002Fp>\n\n\u003Cp>1 – 12 months 13 – 36 months\u003C\u002Fp>\n\n\u003Cp>Occupation Monthly rate Weekly rate Monthly rate Weekly rate\u003C\u002Fp>\n\n\u003Cp>Number \u003C\u002Fp>\n\n\u003Cp>Grade 1 $166.59 $38.47 $171.59 $39.63\u003C\u002Fp>\n\n\u003Cp>2. Boiler hand\u003C\u002Fp>\n\n\u003Cp>3. General duties hand\u003C\u002Fp>\n\n\u003Cp>4. Grounds and garden hand\u003C\u002Fp>\n\n\u003Cp>5. stable hand\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 2\u003C\u002Fp>\n\n\u003Cp>21. Porter\u003C\u002Fp>\n\n\u003Cp>22. Bedroom hand\u003C\u002Fp>\n\n\u003Cp>23. Laundry hand\u003C\u002Fp>\n\n\u003Cp>24. Bar hand\u003C\u002Fp>\n\n\u003Cp>25. Kitchen Porter\u003C\u002Fp>\n\n\u003Cp>26. Page and Bell attendant\u003C\u002Fp>\n\n\u003Cp>27. Counter hand\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 3 1-12 months 13-36 months\u003C\u002Fp>\n\n\u003Cp>Monthly Weekly monthly weekly\u003C\u002Fp>\n\n\u003Cp>176.74 40.82 182.04 42.04\u003C\u002Fp>\n\n\u003Cp>41. Bedroom hand\u002F Waiter\u003C\u002Fp>\n\n\u003Cp>43. Commis waiter\u003C\u002Fp>\n\n\u003Cp>44. Kitchen Porter, head\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 4\u003C\u002Fp>\n\n\u003Cp>1-12 months 13-36 months\u003C\u002Fp>\n\n\u003Cp>Monthly Weekly Monthly Weekly\u003C\u002Fp>\n\n\u003Cp>182.04 42.04 187.50 43.30\u003C\u002Fp>\n\n\u003Cp>61. Billiard maker\u003C\u002Fp>\n\n\u003Cp>62. Commis cook\u003C\u002Fp>\n\n\u003Cp>65. Messenger\u003C\u002Fp>\n\n\u003Cp>66. Still room hand\u003C\u002Fp>\n\n\u003Cp>67. Waiter\u003C\u002Fp>\n\n\u003Cp>68. Food Vendor\u003C\u002Fp>\n\n\u003Cp>69. Seamstress\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 4A 187.50 43.30 193.12 44.60\u003C\u002Fp>\n\n\u003Cp>071 Waiter employed by an establishment whose grading whose grading in\u003C\u002Fp>\n\n\u003Cp>terms of the Development of Tourism Act, 1975 is three stars or more\u003C\u002Fp>\n\n\u003Cp>of an establishment required to hold a restaurant (special) liquor\nlicense.\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 5 193.12 44.60 198.92 45.94\u003C\u002Fp>\n\n\u003Cp>080 Cutter\u003C\u002Fp>\n\n\u003Cp>081 Groom\u003C\u002Fp>\n\n\u003Cp>082 Caddie-Master\u003C\u002Fp>\n\n\u003Cp>083 Doorman\u003C\u002Fp>\n\n\u003Cp>084 Head Gardener\u002FGroundsman\u003C\u002Fp>\n\n\u003Cp>085 Junior Section Cook\u003C\u002Fp>\n\n\u003Cp>086 Linen Supervisor\u003C\u002Fp>\n\n\u003Cp>087 Night Porter\u003C\u002Fp>\n\n\u003Cp>088 Senior Bedroom Hand\u003C\u002Fp>\n\n\u003Cp>089 Senior Waiter\u003C\u002Fp>\n\n\u003Cp>090 Valet\u003C\u002Fp>\n\n\u003Cp>091 Cook - Catering School Graduate\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 6 198.92 45.94 204.89 47.32\u003C\u002Fp>\n\n\u003Cp>101 Head Porter\u003C\u002Fp>\n\n\u003Cp>102 Hotel or House Policeman\u003C\u002Fp>\n\n\u003Cp>103 Assistant Head Waiter\u003C\u002Fp>\n\n\u003Cp>104 Learner Barman\u003C\u002Fp>\n\n\u003Cp>105 Dry Cleaning Machine Operator\u003C\u002Fp>\n\n\u003Cp>106 Senior Section Cook\u003C\u002Fp>\n\n\u003Cp>107 Telephone Operator\u003C\u002Fp>\n\n\u003Cp>108 Catering Teller\u003C\u002Fp>\n\n\u003Cp>109 Porter Head\u003C\u002Fp>\n\n\u003Cp>110 Ice - Cream Maker\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 7 204.89 47.32 211.03 48.74\u003C\u002Fp>\n\n\u003Cp>121 Driver CLASS 4\u003C\u002Fp>\n\n\u003Cp>122 Floor Supervisor\u003C\u002Fp>\n\n\u003Cp>123 Pastry Cook\u003C\u002Fp>\n\n\u003Cp>125 Tractor Driver\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 8 211.03 48.74 217.36 50.20\u003C\u002Fp>\n\n\u003Cp>141 Handyman\u003C\u002Fp>\n\n\u003Cp>142 Junior Clerk\u003C\u002Fp>\n\n\u003Cp>144 Learner Receptionist\u003C\u002Fp>\n\n\u003Cp>145 Telephone Operator Senior\u003C\u002Fp>\n\n\u003Cp>146 Floor Supervisor Senior\u003C\u002Fp>\n\n\u003Cp>147 Typist\u003C\u002Fp>\n\n\u003Cp>149 Raft Mana\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 9 217.36 50.20 223.88 51.71\u003C\u002Fp>\n\n\u003Cp>161 Bar Clerk\u003C\u002Fp>\n\n\u003Cp>162 Hotel or House Policeman Head\u003C\u002Fp>\n\n\u003Cp>163 Head Cook\u003C\u002Fp>\n\n\u003Cp>164 Head Waiter\u003C\u002Fp>\n\n\u003Cp>165 Leaner Florist\u003C\u002Fp>\n\n\u003Cp>166 Back House Supervisor\u003C\u002Fp>\n\n\u003Cp>167 Milling Attendants\u003C\u002Fp>\n\n\u003Cp>168 Barman\u003C\u002Fp>\n\n\u003Cp>169 Receptionist\u003C\u002Fp>\n\n\u003Cp>170 Driver \u002F Salesman\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 10 220.72 50.97 227.34 52.50\u003C\u002Fp>\n\n\u003Cp>181 Process Attendant\u003C\u002Fp>\n\n\u003Cp>182 Cash In Transit Clerk\u003C\u002Fp>\n\n\u003Cp>183 Bill Office Clerk\u003C\u002Fp>\n\n\u003Cp>184 Cashier\u003C\u002Fp>\n\n\u003Cp>185 Clerk\u003C\u002Fp>\n\n\u003Cp>186 HORSE MASTER\u003C\u002Fp>\n\n\u003Cp>187 Housekeeper\u003C\u002Fp>\n\n\u003Cp>188 Kitchen Supervisor\u003C\u002Fp>\n\n\u003Cp>189 Barman Senior\u003C\u002Fp>\n\n\u003Cp>190 Receptionist Senior\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 11 254.32 58.74 261.95 60.50\u003C\u002Fp>\n\n\u003Cp>191 Florist\u003C\u002Fp>\n\n\u003Cp>192 Shift Leader (Uplift)\u003C\u002Fp>\n\n\u003Cp>193 Supervisor Takeaway\u003C\u002Fp>\n\n\u003Cp>194 Horse Master, Head\u003C\u002Fp>\n\n\u003Cp>197 Driver Class 2\u003C\u002Fp>\n\n\u003Cp>198 Laundry Supervisor\u003C\u002Fp>\n\n\u003Cp>201 Barman Head\u003C\u002Fp>\n\n\u003Cp>202 Housekeeper Head\u003C\u002Fp>\n\n\u003Cp>203 Clerk Senior\u003C\u002Fp>\n\n\u003Cp>204 Receptionist Head\u003C\u002Fp>\n\n\u003Cp>206 Personnel Assistant\u003C\u002Fp>\n\n\u003Cp>207 Bookkeeper\u003C\u002Fp>\n\n\u003Cp>208 Storeman\u003C\u002Fp>\n\n\u003Cp>209 Bill Office Clerk Head\u003C\u002Fp>\n\n\u003Cp>210 Reservationist\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 12 293.04 67.68 301.83 69.71\u003C\u002Fp>\n\n\u003Cp>221 Chef\u003C\u002Fp>\n\n\u003Cp>222 Club Steward\u003C\u002Fp>\n\n\u003Cp>223 Casino Technician\u003C\u002Fp>\n\n\u003Cp>224 Head Cashier\u003C\u002Fp>\n\n\u003Cp>225 Senior Florist\u003C\u002Fp>\n\n\u003Cp>228 Hotel School Graduate Chef\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 13 395.38 91.31 407.24 94.05\u003C\u002Fp>\n\n\u003Cp>231 Maitre d'Hotel\u003C\u002Fp>\n\n\u003Cp>232 Duty Officer (Uplift)\u003C\u002Fp>\n\n\u003Cp>233 Head Reservationist\u003C\u002Fp>\n\n\u003Cp>234 Functions Co-ordinator\u003C\u002Fp>\n\n\u003Cp>235 Printer\u003C\u002Fp>\n\n\u003Cp>238 Driver Class 1\u003C\u002Fp>\n\n\u003Cp>239 Night Auditor\u003C\u002Fp>\n\n\u003Cp>241 Chef Class 1\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 14 533.45 123.20 549.45 126.89\u003C\u002Fp>\n\n\u003Cp>260 Green Keeper\u003C\u002Fp>\n\n\u003Cp>261 Captain\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 888\u003C\u002Fp>\n\n\u003Cp>888 Voluntary Member\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>CLASSIFICATION OF OCCUPATION IN GRADES\u003C\u002Fp>\n\n\u003Cp>CLASS 1\u003C\u002Fp>\n\n\u003Cp>1-12 months 13-36 months\u003C\u002Fp>\n\n\u003Cp>Occupation Monthly Weekly Monthly Weekly\u003C\u002Fp>\n\n\u003Cp>Number rate rate rate rate\u003C\u002Fp>\n\n\u003Cp>Grade 1 136.55 31.54 140.65 32.48\u003C\u002Fp>\n\n\u003Cp>6. Boiler hand\u003C\u002Fp>\n\n\u003Cp>7. General duties hand\u003C\u002Fp>\n\n\u003Cp>8. Grounds and garden hand\u003C\u002Fp>\n\n\u003Cp>9. stable hand\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 2 140.65 32.48 144.87 33.46\u003C\u002Fp>\n\n\u003Cp>28. Porter\u003C\u002Fp>\n\n\u003Cp>29. Bedroom hand\u003C\u002Fp>\n\n\u003Cp>30. Laundry hand\u003C\u002Fp>\n\n\u003Cp>31. Bar hand\u003C\u002Fp>\n\n\u003Cp>32. Kitchen Porter\u003C\u002Fp>\n\n\u003Cp>33. Page and Bell attendant\u003C\u002Fp>\n\n\u003Cp>34. Counter hand\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 3 144.87 33.46 149.21 34.46\u003C\u002Fp>\n\n\u003Cp>42. Bedroom hand\u002F Waiter\u003C\u002Fp>\n\n\u003Cp>45. Commis waiter\u003C\u002Fp>\n\n\u003Cp>46. Kitchen Porter, head\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 4 149.21 34.46 153.69 35.49\u003C\u002Fp>\n\n\u003Cp>63. Billiard maker\u003C\u002Fp>\n\n\u003Cp>64. Commis cook\u003C\u002Fp>\n\n\u003Cp>70. Messenger\u003C\u002Fp>\n\n\u003Cp>71. Still room hand\u003C\u002Fp>\n\n\u003Cp>72. Waiter\u003C\u002Fp>\n\n\u003Cp>73. Food Vendor\u003C\u002Fp>\n\n\u003Cp>74. Seamstress\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 4A 153.69 35.49 158.30 36.56\u003C\u002Fp>\n\n\u003Cp>071 Waiter employed by an establishment whose grading in\u003C\u002Fp>\n\n\u003Cp>terms of the Development of Tourism Act, 1975 is three stars or more\u003C\u002Fp>\n\n\u003Cp>of an establishment required to hold a restaurant (special) liquor\nlicence.\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 5 158.30 36.56 163.05 37.66\u003C\u002Fp>\n\n\u003Cp>080 Cutter\u003C\u002Fp>\n\n\u003Cp>081 Groom\u003C\u002Fp>\n\n\u003Cp>082 Caddie-Master\u003C\u002Fp>\n\n\u003Cp>083 Doorman\u003C\u002Fp>\n\n\u003Cp>084 Head Gardener\u002FGroundsman\u003C\u002Fp>\n\n\u003Cp>085 Junior Section Cook\u003C\u002Fp>\n\n\u003Cp>086 Linen Supervisor\u003C\u002Fp>\n\n\u003Cp>087 Night Porter\u003C\u002Fp>\n\n\u003Cp>088 Senior Bedroom Hand\u003C\u002Fp>\n\n\u003Cp>089 Senior Waiter\u003C\u002Fp>\n\n\u003Cp>090 Valet\u003C\u002Fp>\n\n\u003Cp>091 Cook - Catering School Graduat\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 6 163.05 37.66 167.94 38.78\u003C\u002Fp>\n\n\u003Cp>101 Head Porter\u003C\u002Fp>\n\n\u003Cp>102 Hotel or House Policeman\u003C\u002Fp>\n\n\u003Cp>103 Assistant Head Waiter\u003C\u002Fp>\n\n\u003Cp>104 Learner Barman\u003C\u002Fp>\n\n\u003Cp>105 Dry Cleaning Machine Operator\u003C\u002Fp>\n\n\u003Cp>106 Senior Section Cook\u003C\u002Fp>\n\n\u003Cp>107 Telephone Operator\u003C\u002Fp>\n\n\u003Cp>108 Catering Teller\u003C\u002Fp>\n\n\u003Cp>109 Porter Head\u003C\u002Fp>\n\n\u003Cp>110 Ice - Cream Maker\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 7 167.94 38.78 172.98 39.95\u003C\u002Fp>\n\n\u003Cp>121 Driver CLASS 4\u003C\u002Fp>\n\n\u003Cp>122 Floor Supervisor\u003C\u002Fp>\n\n\u003Cp>123 Pastry Cook\u003C\u002Fp>\n\n\u003Cp>125 Tractor Driver\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 8 172.98 39.95 178.17 41.15\u003C\u002Fp>\n\n\u003Cp>141 Handyman\u003C\u002Fp>\n\n\u003Cp>142 Junior Clerk\u003C\u002Fp>\n\n\u003Cp>144 Learner Receptionist\u003C\u002Fp>\n\n\u003Cp>145 Telephone Operator Senior\u003C\u002Fp>\n\n\u003Cp>146 Floor Supervisor Senior\u003C\u002Fp>\n\n\u003Cp>147 Typist\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 9 178.17 41.15 183.51 42.38\u003C\u002Fp>\n\n\u003Cp>161 Bar Clerk\u003C\u002Fp>\n\n\u003Cp>162 Hotel or House Policeman Head\u003C\u002Fp>\n\n\u003Cp>163 Head Cook\u003C\u002Fp>\n\n\u003Cp>164 Head Waiter\u003C\u002Fp>\n\n\u003Cp>165 Leaner Florist\u003C\u002Fp>\n\n\u003Cp>166 Back House Supervisor\u003C\u002Fp>\n\n\u003Cp>167 Milling Attentant\u003C\u002Fp>\n\n\u003Cp>168 Barman\u003C\u002Fp>\n\n\u003Cp>169 Receptionist\u003C\u002Fp>\n\n\u003Cp>170 Driver \u002F Salesman\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 10 180.92 41.78 186.35 43.04\u003C\u002Fp>\n\n\u003Cp>181 Process Attentant\u003C\u002Fp>\n\n\u003Cp>182 Cash In Transit Clerk\u003C\u002Fp>\n\n\u003Cp>183 Bill Office Clerk\u003C\u002Fp>\n\n\u003Cp>184 Cashier\u003C\u002Fp>\n\n\u003Cp>185 Clerk\u003C\u002Fp>\n\n\u003Cp>186 HORSE MASTER\u003C\u002Fp>\n\n\u003Cp>187 Housekeeper\u003C\u002Fp>\n\n\u003Cp>188 Kitchen Supervisor\u003C\u002Fp>\n\n\u003Cp>189 Barman Senior\u003C\u002Fp>\n\n\u003Cp>190 Receptionist Senior\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 11 208.46 48.14 214.72 49.59\u003C\u002Fp>\n\n\u003Cp>191 Florist\u003C\u002Fp>\n\n\u003Cp>192 Shift Leader (Uplift)\u003C\u002Fp>\n\n\u003Cp>193 Supervisor Takeaway\u003C\u002Fp>\n\n\u003Cp>194 Horse Master, Head\u003C\u002Fp>\n\n\u003Cp>197 Driver Class 2\u003C\u002Fp>\n\n\u003Cp>198 Laundry Supervisor\u003C\u002Fp>\n\n\u003Cp>201 Barman Head\u003C\u002Fp>\n\n\u003Cp>202 Housekeeper Head\u003C\u002Fp>\n\n\u003Cp>203 Clerk Senior\u003C\u002Fp>\n\n\u003Cp>204 Receptionist Head\u003C\u002Fp>\n\n\u003Cp>206 Personnel Assistant\u003C\u002Fp>\n\n\u003Cp>207 Bookkeeper\u003C\u002Fp>\n\n\u003Cp>208 Storeman\u003C\u002Fp>\n\n\u003Cp>209 Bill Office Clerk Head\u003C\u002Fp>\n\n\u003Cp>210 Reservationist\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 12 240.20 55.47 247.41 57.14\u003C\u002Fp>\n\n\u003Cp>221 Chef\u003C\u002Fp>\n\n\u003Cp>222 Club Steward\u003C\u002Fp>\n\n\u003Cp>223 Casino Technician\u003C\u002Fp>\n\n\u003Cp>224 Head Cashier\u003C\u002Fp>\n\n\u003Cp>225 Senior Florist\u003C\u002Fp>\n\n\u003Cp>228 Hotel School Graduate Chef\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 13 324.08 74.85 333.80 77.90\u003C\u002Fp>\n\n\u003Cp>231 Maitre d'Hotel\u003C\u002Fp>\n\n\u003Cp>232 Duty Officer (Uplift)\u003C\u002Fp>\n\n\u003Cp>233 Head Reservationist\u003C\u002Fp>\n\n\u003Cp>234 Functions Co-ordinator\u003C\u002Fp>\n\n\u003Cp>235 Printer\u003C\u002Fp>\n\n\u003Cp>238 Driver Class 1\u003C\u002Fp>\n\n\u003Cp>239 Night Auditor\u003C\u002Fp>\n\n\u003Cp>241 Chef Class 1\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 14 437.25 100.98 450.37 104.01\u003C\u002Fp>\n\n\u003Cp>260 Green Keeper\u003C\u002Fp>\n\n\u003Cp>261 Captain\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 888\u003C\u002Fp>\n\n\u003Cp>888 Voluntary Member\u003C\u002Fp>\n\n\u003Cp>CLASSIFICATION OF OCCUPATION IN GRADES\u003C\u002Fp>\n\n\u003Cp>CLASS 2\u003C\u002Fp>\n\n\u003Cp>1 – 12 months 13 –36 months\u003C\u002Fp>\n\n\u003Cp>Occupation Monthly Weekly Monthly Weekly\u003C\u002Fp>\n\n\u003Cp>Number rate rate rate rate\u003C\u002Fp>\n\n\u003Cp>Grade 1 $115.00 $26.56 $118.19 $27.30\u003C\u002Fp>\n\n\u003Cp>10. Boiler hand\u003C\u002Fp>\n\n\u003Cp>11. General duties hand\u003C\u002Fp>\n\n\u003Cp>12. Grounds and garden hand\u003C\u002Fp>\n\n\u003Cp>13. stable hand\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 2 118.19 27.30 121.74 28.11\u003C\u002Fp>\n\n\u003Cp>35. Porter\u003C\u002Fp>\n\n\u003Cp>36. Bedroom hand\u003C\u002Fp>\n\n\u003Cp>37. Laundry hand\u003C\u002Fp>\n\n\u003Cp>38. Bar hand\u003C\u002Fp>\n\n\u003Cp>39. Kitchen Porter\u003C\u002Fp>\n\n\u003Cp>40. Page and Bell attendant\u003C\u002Fp>\n\n\u003Cp>41. Counter hand\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 3 121.74 28.11 125.39 28.96\u003C\u002Fp>\n\n\u003Cp>43. Bedroom hand\u002F Waiter\u003C\u002Fp>\n\n\u003Cp>47. Commis waiter\u003C\u002Fp>\n\n\u003Cp>48. Kitchen Porter, head\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 4 125.39 28.96 129.15 29.83\u003C\u002Fp>\n\n\u003Cp>65. Billiard maker\u003C\u002Fp>\n\n\u003Cp>66. Commis cook\u003C\u002Fp>\n\n\u003Cp>75. Messenger\u003C\u002Fp>\n\n\u003Cp>76. Still room hand\u003C\u002Fp>\n\n\u003Cp>77. Waiter\u003C\u002Fp>\n\n\u003Cp>78. Food Vendor\u003C\u002Fp>\n\n\u003Cp>79. Seamstress\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 4A 129.15 29.83 133.02 30.72\u003C\u002Fp>\n\n\u003Cp>071 Waiter employed by an establishment whose grading in\u003C\u002Fp>\n\n\u003Cp>terms of the Development of Tourism Act, 1975 is three stars or more\u003C\u002Fp>\n\n\u003Cp>of an establishment required to hold a restaurant (special) liquor\nlicence.\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 5 133.02 30.72 137.01 31.64\u003C\u002Fp>\n\n\u003Cp>080 Cutter\u003C\u002Fp>\n\n\u003Cp>081 Groom\u003C\u002Fp>\n\n\u003Cp>082 Caddie-Master\u003C\u002Fp>\n\n\u003Cp>083 Doorman\u003C\u002Fp>\n\n\u003Cp>084 Head Gardener\u002FGroundsman\u003C\u002Fp>\n\n\u003Cp>085 Junior Section Cook\u003C\u002Fp>\n\n\u003Cp>086 Linen Supervisor\u003C\u002Fp>\n\n\u003Cp>087 Night Porter\u003C\u002Fp>\n\n\u003Cp>088 Senior Bedroom Hand\u003C\u002Fp>\n\n\u003Cp>089 Senior Waiter\u003C\u002Fp>\n\n\u003Cp>090 Valet\u003C\u002Fp>\n\n\u003Cp>091 Cook - Catering School Graduat\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 6 137.01 31.64 141.12 32.59\u003C\u002Fp>\n\n\u003Cp>101 Head Porter\u003C\u002Fp>\n\n\u003Cp>102 Hotel or House Policeman\u003C\u002Fp>\n\n\u003Cp>103 Assistant Head Waiter\u003C\u002Fp>\n\n\u003Cp>104 Learner Barman\u003C\u002Fp>\n\n\u003Cp>105 Dry Cleaning Machine Operator\u003C\u002Fp>\n\n\u003Cp>106 Senior Section Cook\u003C\u002Fp>\n\n\u003Cp>107 Telephone Operator\u003C\u002Fp>\n\n\u003Cp>108 Catering Teller\u003C\u002Fp>\n\n\u003Cp>109 Porter Head\u003C\u002Fp>\n\n\u003Cp>110 Ice - Cream Maker\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 7 141.12 32.59 145.36 33.57\u003C\u002Fp>\n\n\u003Cp>121 Driver CLASS 4\u003C\u002Fp>\n\n\u003Cp>122 Floor Supervisor\u003C\u002Fp>\n\n\u003Cp>123 Pastry Cook\u003C\u002Fp>\n\n\u003Cp>125 Tractor Driver\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 8 145.36 33.57 149.72 34.58\u003C\u002Fp>\n\n\u003Cp>141 Handyman\u003C\u002Fp>\n\n\u003Cp>142 Junior Clerk\u003C\u002Fp>\n\n\u003Cp>144 Learner Receptionist\u003C\u002Fp>\n\n\u003Cp>145 Telephone Operator Senior\u003C\u002Fp>\n\n\u003Cp>146 Floor Supervisor Senior\u003C\u002Fp>\n\n\u003Cp>147 Typist\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 9 149.72 34.58 154.21 35.61\u003C\u002Fp>\n\n\u003Cp>161 Bar Clerk\u003C\u002Fp>\n\n\u003Cp>162 Hotel or House Policeman Head\u003C\u002Fp>\n\n\u003Cp>163 Head Cook\u003C\u002Fp>\n\n\u003Cp>164 Head Waiter\u003C\u002Fp>\n\n\u003Cp>165 Leaner Florist\u003C\u002Fp>\n\n\u003Cp>166 Back House Supervisor\u003C\u002Fp>\n\n\u003Cp>167 Milling Attendant\u003C\u002Fp>\n\n\u003Cp>168 Barman\u003C\u002Fp>\n\n\u003Cp>169 Receptionist\u003C\u002Fp>\n\n\u003Cp>170 Driver \u002F Salesman\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 10 152.03 35.11 156.59 36.16\u003C\u002Fp>\n\n\u003Cp>181 Process Attentant\u003C\u002Fp>\n\n\u003Cp>182 Cash In Transit Clerk\u003C\u002Fp>\n\n\u003Cp>183 Bill Office Clerk\u003C\u002Fp>\n\n\u003Cp>184 Cashier\u003C\u002Fp>\n\n\u003Cp>185 Clerk\u003C\u002Fp>\n\n\u003Cp>186 HORSE MASTER\u003C\u002Fp>\n\n\u003Cp>187 Housekeeper\u003C\u002Fp>\n\n\u003Cp>188 Kitchen Supervisor\u003C\u002Fp>\n\n\u003Cp>189 Barman Senior\u003C\u002Fp>\n\n\u003Cp>190 Receptionist Senior\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 11 175.18 40.46 180.43 41.67\u003C\u002Fp>\n\n\u003Cp>191 Florist\u003C\u002Fp>\n\n\u003Cp>192 Shift Leader (Uplift)\u003C\u002Fp>\n\n\u003Cp>193 Supervisor Takeaway\u003C\u002Fp>\n\n\u003Cp>194 Horse Master, Head\u003C\u002Fp>\n\n\u003Cp>197 Driver Class 2\u003C\u002Fp>\n\n\u003Cp>198 Laundry Supervisor\u003C\u002Fp>\n\n\u003Cp>201 Barman Head\u003C\u002Fp>\n\n\u003Cp>202 Housekeeper Head\u003C\u002Fp>\n\n\u003Cp>203 Clerk Senior\u003C\u002Fp>\n\n\u003Cp>204 Receptionist Head\u003C\u002Fp>\n\n\u003Cp>206 Personnel Assistant\u003C\u002Fp>\n\n\u003Cp>207 Bookkeeper\u003C\u002Fp>\n\n\u003Cp>208 Storeman\u003C\u002Fp>\n\n\u003Cp>209 Bill Office Clerk Head\u003C\u002Fp>\n\n\u003Cp>210 Reservationist\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 12 201.85 46.62 207.90 48.01\u003C\u002Fp>\n\n\u003Cp>221 Chef\u003C\u002Fp>\n\n\u003Cp>222 Club Steward\u003C\u002Fp>\n\n\u003Cp>223 Casino Technician\u003C\u002Fp>\n\n\u003Cp>224 Head Cashier\u003C\u002Fp>\n\n\u003Cp>225 Senior Florist\u003C\u002Fp>\n\n\u003Cp>228 Hotel School Graduate Chef\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 13 272.34 62.90 280.51 64.78\u003C\u002Fp>\n\n\u003Cp>231 Maitre d'Hotel\u003C\u002Fp>\n\n\u003Cp>232 Duty Officer (Uplift)\u003C\u002Fp>\n\n\u003Cp>233 Head Reservationist\u003C\u002Fp>\n\n\u003Cp>234 Functions Co-ordinator\u003C\u002Fp>\n\n\u003Cp>235 Printer\u003C\u002Fp>\n\n\u003Cp>238 Driver Class 1\u003C\u002Fp>\n\n\u003Cp>239 Night Auditor\u003C\u002Fp>\n\n\u003Cp>241 Chef Class 1\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 14 367.44 84.86 378.46 87.41\u003C\u002Fp>\n\n\u003Cp>260 Green Keeper\u003C\u002Fp>\n\n\u003Cp>261 Captain\u003C\u002Fp>\n\n\u003Cp>After 36 months of continuous service, Refer to Annexures B and C\u003C\u002Fp>\n\n\u003Cp>Grade 888\u003C\u002Fp>\n\n\u003Cp>888 Voluntary Member\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2) An employee who, at the coming into force of this agreement , is in\nreceipt of a higher rate of pay for his particular occupation than the rate\nprescribed in this clause shall not suffer any reduction in his rate of pay.\u003C\u002Fp>\n\n\u003Cp>(3) On promotion to a higher grade, an employee shall be paid not less than\nthe wage, which he last received prior to his promotion.\u003C\u002Fp>\n\n\u003Cp>(4) A employee who is required to perform work in a lower grade than that In\nwhich he is normally employed shall be paid the wage applicable to the grade of\nwork which he normally performs.\u003C\u002Fp>\n\n\u003Cp>(5) An employee who is required to perform work in a higher grade than that\nin which he is normally employed shall be paid the wage applicable to such\nhigher grade on and after one day working in the higher grade for the period\nduring which he is so employed.\u003C\u002Fp>\n\n\u003Cp>(6) No employer shall reduce an employee’s wage for any time not worked if\nthe employee was able and willing and was present at his place of work but the\nemployer was unable and unwilling to furnish him with work.\u003C\u002Fp>\n\n\u003Cp>(7) A part – time workers shall be paid not less than the hourly\nequivalent of the grade in which they are placed and calculated as provided in\nclause 12.\u003C\u002Fp>\n\n\u003Cp>Casual workers shall be paid not less than twice the hourly equivalent of\nthe grade in which they are placed and calculated as provided in clause 12.\u003C\u002Fp>\n\n\u003Cp>(8) No employee shall work for wages or any other consideration while absent\non paid sick leave.\u003C\u002Fp>\n\n\u003Cp>(9) Where an employee as a general duties hand is employed on night work, he\nshall, for the purposes of this clause, be deemed to fall within grade 3.\u003C\u002Fp>\n\n\u003Cp>(10) Notwithstanding the wages prescribed in terms of sub clause (1) hereof,\nemployees having three or more years of continuous service with the same\nemployer shall be paid the following :\u003C\u002Fp>\n\n\u003Cp>(a) Upon completion of three year’s service a wage not less than that\nstipulated in scale A of Annexure B to this Agreement; (b) Upon completion of\nsix year’s service a wage not less than that stipulated in scale B of\nAnnexure B to this Agreement (c) Upon completion of nine year’s service, a\nwage of not less than that stipulated in scale C of Annexure B of this\nagreement; (d) Upon completion of twelve year’s service, a wage of not less\nthan that stipulated in scale D of Annexure B of this agreement; (e) Upon\ncompletion of fifteen year’s service, a wage not less than that stipulated in\nscale E of Annexure B of this agreement; (f) Upon completion of eighteen\nyear’s service, a wage not less than that stipulated in scale F of Annexure C\nof this agreement; (g) Upon completion of twenty-one year’s service, a wage\nnot less than that stipulated in scale G of Annexure C of this agreement; (h)\nUpon completion of twenty-four year’s service, a wage not less than that\nstipulated in scale H of Annexure C of this agreement; (i) Upon completion of\ntwenty-seven year’s service, a wage not less than that stipulated in scale I\nof Annexure C of this agreement; \u003C\u002Fp>\n\n\u003Cp>Provided that continuous service performed prior to the 1st April 1991 shall\nalso be taken into account when calculating length of service in terms of this\nsub clause.\u003C\u002Fp>\n\n\u003Cp>(11) Wages of skilled workers as defined in clause 3 of this agreement shall\nnot be less than the wage stipulated by the parent industry as applicable to\nhis trade or Ministry of Labour where this is not available.\u003C\u002Fp>\n\n\u003Cp>(12) Where an employer fails to pay the wages as stipulated in clause 10(1)\nabove the wages shall become payable to the General Secretary of Council who\nshall have the right to claim the wages on behalf of all employees covered by\nthis agreement:\u003C\u002Fp>\n\n\u003Cp>Provided that where payment is not made within the time stipulated in clause\n14(2) and (3) of this agreement, interest shall be chargeable at the rate which\nshall be three points above the base lending rate.\u003C\u002Fp>\n\n\u003Ch2>Overtime rates of pay\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>11. (1) The employer shall pay overtime rates at one and half times the\nemployee’s current hourly wage.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(2) Notwithstanding the provisions of sub clause (1) at the option of the\nemployee, the employer shall either pay overtime rates at double the\nemployee’s current hourly wage for overtime on a day off or substitute an\nadditional day off within the fortnight.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) Where an employee who does not reside on premises situated at the place\nof work is required by his employer to work overtime, and such overtime work is\ncommenced not earlier than two hours after completion of the employee’s\nordinary hours of work, the employer shall, in addition to pay for the hours of\novertime worked, pay such employee for one hour at overtime rates.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Conversion rates\u003C\u002Fh2>\n\n\u003Cp>12. For the purpose of converting monthly wages to their hourly, daily,\nweekly, and fortnightly equivalents, the following computations shall apply\n–\u003C\u002Fp>\n\n\u003Cp>(a) to obtain the hourly rates of pay, the weekly wage shall be divided by\nforty – five; (b) to obtain the daily rate of pay, the weekly wage shall be\ndivided by six; (c) to obtain the weekly rate of pay, the monthly wage shall be\ndivided by four and one – third. (d) to obtain the fortnightly rate of pay,\nweekly wage shall be multiplied by two;\u003C\u002Fp>\n\n\u003Cp>Provided that –\u003C\u002Fp>\n\n\u003Cp>(i) calculation for payment in lieu of vacation leave shall be in terms of\nsub clause (2) of clause 20; (ii) where the national minimum wage applies, the\ncalculation of the hourly rate of pay shall be arrived at by dividing the\nmonthly wage by 195.\u003C\u002Fp>\n\n\u003Ch2>Deductions from wages \u003C\u002Fh2>\n\n\u003Cp>13. No deductions or set – off of any description shall be made or allowed\nfrom any wage due to an employee, except –\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(a) Where an employee is absent from work on days other than those failing\nwithin periods of paid vacation leave or sick leave, a deduction proportionate\nto the period of absence calculated on the basis of the wage which such\nemployee was receiving in respect of his ordinary hours of work at the time\nthereof; (b) With the written consent of the employee, contributions to\ninsurance funds or subscriptions to the trade union party to this council; (c)\nSuch deductions as are prescribed in sub clause (1) of clause 19, or as may be\nprescribed in any other agreement of the council, or, which he is compelled by\nlaw or legal process to make on behalf of an employee; \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) Where a local authority levies the employer for fuel consumed by an\nemployee housed in a hostel, irrespective of whether the amount is levied as a\nseparate item or as an element in the composite rental, an amount not exceeding\ntwenty cents per month; (e) With the written consent of the employee,\ndeductions to recover the repayment of a loan made or goods supplied by the\nemployer to the employee:\u003C\u002Fp>\n\n\u003Cp>Provided that –\u003C\u002Fp>\n\n\u003Cp>(i) any deductions made in terms of this paragraph shall not exceed in the\naggregate, twenty five per centum of the employee’s gross remuneration; (ii)\nsuch goods supplied have not been supplied at the direction or dictation of the\nemployer.\u003C\u002Fp>\n\n\u003Ch2>Payment of wages\u003C\u002Fh2>\n\n\u003Cp>14. (1) Every employer shall keep records for all employees for whom wages\nare prescribed in this agreement, which shall reflect the following -\u003C\u002Fp>\n\n\u003Cp>(a) (i) Pension fund number; and (ii) full names; and (iii) grade and\noccupation; and (iv) date of engagement; and (v) wage rate ; and (vi) daily and\ntotal number of hours worked ; and (vii) amount of overtime; and (viii) bonus\nand allowances; and (ix) deductions from wages and; (x) gross and net wages;\nand (xi) date of payment and signature of recipient;\u003C\u002Fp>\n\n\u003Cp>(b) these records shall be kept at the establishment at all times and shall\nbe made available for inspection by a council designated agent at any time on\ndemand; (c) such records shall be kept for a period of not less than three\nyear’s;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>(2) Every employer shall pay all remuneration, including wages, overtime,\nservice charges, bonuses and allowances at least once every month and by not\nlater than the last day in each month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that the employer shall pay wages –\u003C\u002Fp>\n\n\u003Cp>(a) Weekly in case of weekly paid employees and by not later than Saturday;\nand (b) Fortnightly paid employees and not later than each alternate\nSaturday.\u003C\u002Fp>\n\n\u003Cp>(3) When an employee’s services are terminated, payment of all\nremuneration due shall be made immediately, unless the services of such\nemployee is terminated summarily, when a payment shall be made within twenty\nfour hours of the termination of service.\u003C\u002Fp>\n\n\u003Cp>(4) Wages and benefits payable to any employee or to his estate in terms of\nthis clause shall not form part of or be construed as a retrenchment package,\nwhich an employee is entitled to where his employment has been terminated as a\nresult of retrenchment in terms of section 12C of the Labour Act.\u003C\u002Fp>\n\n\u003Cp>(5) All remuneration shall be paid in cash or, at the option of the\nemployee, by cheque, and shall be accompanied by a written statement\u003C\u002Fp>\n\n\u003Cp>(a) the name and grade of the employee; and (b) the wage rate; and (c) the\ntotal number of hours worked; and (d) the amount of overtime; and (e)\ndeductions for absence without leave, or other deductions permitted in terms of\nclause 13; and (f) bonus and allowances; and (g) the net amount received by the\nemployee. \u003C\u002Fp>\n\n\u003Ch2>Transport allowance, Housing allowance and meals\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>15. (1) (a) Every employer who does not provide free transport to his\nemployee shall pay a minimum transport allowance of $30.00 per month with\neffect from the 1st of September 2010.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Whenever an employee is required by his employer to work during a\nweekend or on public holiday, or any other time when subsidised rates of fare\nare not in operation for journeys on public transport services between the\nemployee’s place of residence and the employer shall pay to him the\ndifference between the actual fares paid by the employee for the journey or\njourneys in question and the subsidised rates of fare therefore.\u003C\u002Fp>\n\n\u003Cp>(2) Every employer who does not provide free accommodation to his employee\nshall pay a minimum accommodation allowance of $40.00 per month with effect\nfrom the 1st of September 2010. (3) Every employer shall supply each of his\nemployees at least one cooked meal per day when on duty, free of charge.\u003C\u002Fp>\n\n\u003Ch2>Service Charge\u003C\u002Fh2>\n\n\u003Cp>16. Where an establishment levies a service charge, the employer shall\naccount separately for sums raised, and shall, not later than the 20th day of\neach month, distribute the total amount so collected among the employees of the\nestablishment or section of the establishment as the case may be, according to\nthe following formula\u003C\u002Fp>\n\n\u003Cp>a x c = employee’s proportionate share of service charge; b\u003C\u002Fp>\n\n\u003Cp>Where a = sum total of service charge collected during month;\u003C\u002Fp>\n\n\u003Cp>b = sum total monthly wages of employees concerned;\u003C\u002Fp>\n\n\u003Cp>c = employee’s monthly wage\u003C\u002Fp>\n\n\u003Ch2>Contract and Notice\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>17(1) Upon engagement, or any change of occupation, the employer shall\ninform the employee, in writing, in the form prescribed by council, of the full\nterms and nature of his contract, which shall include –\u003C\u002Fp>\n\n\u003Cp>(a) (i) his grade ; and (ii) his rate of pay and when it will be paid; and\n(iii) provision for accommodation; and (iv) the period of notice required to\nterminate the contract of employment; and (v) the hours of work; and (vi) the\ndetails of any service charge, bonus or incentive scheme in operation; and\u003C\u002Fp>\n\n\u003Cp>(b) the employer and employee shall each sign three copies of the contract\nform, of which the first copy shall be forwarded to the secretary within twenty\n– two days of the date of engagement, the second copy shall be handed to the\nemployee and the third copy shall be retained by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Except where a longer period of notice has been provided for under a\ncontract of employment or in any relevant enactment, and subject to sub clause\n(3) , (4) and (5), notice of termination of the contract of employment to be\ngiven by either party shall be –\u003C\u002Fp>\n\n\u003Cp>(a) three months in the case of a contract without limit of time or a\ncontract for a period of two years or more; (b) two months in case of a\ncontract for a period of one year or more but less than two years. (c) One\nmonth in the case of a contract for a period of three months or more but less\nthan one year. (d) Two weeks in the case of a contract for a period of three\nmonths or more but less than six months. (e) One day in the case of a contract\nfor a period of less than three months or in the case of casual work or\nseasonal work\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(3) A contract of employment may provide in writing for a single, non\nrenewable probationary period of not more than –\u003C\u002Fp>\n\n\u003Cp>(a) one day in the case of casual work or seasonal work; or (b) twenty one\ndays in any other case.\u003C\u002Fp>\n\n\u003Cp>During which notice of termination of the contract to be given either party\nmay be one day in the case of casual work or seasonal work or two weeks in any\nother case.2\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) Whenever an employee has been provided with accommodation directly or\nindirectly by his employer the employee shall not be required to vacate the\naccommodation before the expiry of a period of one month after the period of\nnotice specified in terms of sub clause (2) or (3). (5) Notwithstanding clause\n(2) or (3), the parties to any contract of employment may, by mutual agreement,\nwaive the right to notice :\u003C\u002Fp>\n\n\u003Cp>Provided that where the termination is at the initiative of the employer,\nthe employee shall have a right to payment for period corresponding to the\nappropriate period of notice required in terms of sub clause (2) or (3).\u003C\u002Fp>\n\n\u003Cp>(6) Subject to the provisions of sub clause (7), an employer or employee\ndesiring to terminate a contract of employment shall give the requisite notice\nof termination, in writing, on or before the working day immediately preceding\nthe period of notice on the expiration of which employment is to terminate. (7)\nNotwithstanding the provisions of sub clause (6) – \u003C\u002Fp>\n\n\u003Cp>(a) An employer may terminate the contract of employment at any time without\nnotice, on paying to the employee, in lieu of notice, the wage and allowances\nto which such employee would have been entitled had his employment been\nterminated by notice given in terms of sub clause (2) or (3)\u003C\u002Fp>\n\n\u003Cp>(b) An employee may terminate his contract of employment at any time without\nnotice, on paying his employer one day’s pay for every day on which he would\nhave been required to work had he given notice of termination in terms of sub\nclause (2) or (3).\u003C\u002Fp>\n\n\u003Cp>(8) Neither the employer nor the employee shall give notice of termination\nof contract whilst the employee is absent on paid sick leave or vacation\nleave.\u003C\u002Fp>\n\n\u003Cp>(9) 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 Services.\u003C\u002Fp>\n\n\u003Cp>(10) An employer may discharge his obligations by paying the employee full\nwages and allowances for, and in lieu of, the period of notice required to be\ngiven in terms of this clause.\u003C\u002Fp>\n\n\u003Cp>(11) Any contract of employment which is for a stipulated period shall\nspecify the date of commencement and the date of termination thereof, and no\nfurther notice to terminate the contract on due date shall be required from\neither party;\u003C\u002Fp>\n\n\u003Cp>provided that no employer shall employ an employee on a month to month basis\nwithout the approval of the council and that an employee engaged on a contract\nbasis shall be entitled to all the benefits enjoyed by an employee who is\nengaged on a full time basis.\u003C\u002Fp>\n\n\u003Ch2>Hours of work\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cp>18. (1) The ordinary hours of work for employees shall not exceed ninety\nhours per fortnight, or in the case of weekly paid employees, forty – five\nhours per week, nor, in any period of twenty – four hours –\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(a) Ten hours for employees in grade I and II (b) Fourteen hours for\nemployees in all other grades\u003C\u002Fp>\n\n\u003Cp>(2) An employer may require an employee to work overtime, and shall whenever\npossible, give twenty - four hours notice to such employee of such\nrequirement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>(3) No employer shall require or permit an employee to work more than\nseventy hours ordinary time and overtime included, in any one week, except in\nthe case of emergency work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(4) Every employee shall receive at least two days off duty in each\nfortnight.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(5) An employee may be required to work on his day off, but no employee\nshall be required to work on his days off in successive fortnights except in\ncase of emergency work.\u003C\u002Fp>\n\n\u003Cp>(6) No employer shall require or permit any employee to work for a\ncontinuous period of more than five hours per week without a break of at least\nthirty minutes. \u003C\u002Fp>\n\n\u003Cp>Provided that such continuous period shall be deemed not to be broken by a\nbreak of at least thirty minutes.\u003C\u002Fp>\n\n\u003Cp>(7)\u003C\u002Fp>\n\n\u003Cp>(a) Subject to the provisions of paragraph (b), every employee shall be\nentitled to an off – day period of eight consecutive hours between the\nconclusion of his work period on any working day and the commencement of his\nwork period on the next succeeding working day; (b) An employee may be required\nto work during his off duty:\u003C\u002Fp>\n\n\u003Cp>Provided that – for each hour or part thereof worked during such off\n–duty period, such employee shall, within the week next succeeding, be\ngranted one and a half hours time off, or shall, at the option of the employee\nbe paid overtime rates at one and a half times the employee’s current hourly\nrate;\u003C\u002Fp>\n\n\u003Cp>( c)\u003C\u002Fp>\n\n\u003Cp>nothing contained in this sub clause shall affect any other provisions of\nthis agreement for the payment of overtime rates.\u003C\u002Fp>\n\n\u003Cp>(8) Any employer may, at the discretion of the secretary, be instructed to\nmaintain an attendance register.\u003C\u002Fp>\n\n\u003Cp>(9) (a) Every employee shall be entitled to not less than twenty – four\ncontinuous hours of rest each week, either on the same day of every week or on\na day agreed by the employer and employee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>(b) Every employee shall be granted leave of absence during every public\nholiday, and shall be paid his current remuneration for that day if it occurs\non a day on which he would otherwise have been required to work. (c ) Where an\nemployee consents to work on public holiday he shall be paid not less than\ntwice his current remuneration for that day, whether or not that day is one on\nwhich he would otherwise have been required to work.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Expenses of the council\u003C\u002Fh2>\n\n\u003Cp>19. (1) for the purposes of meeting the expenses of the council every\nemployer shall each month make a deduction equivalent to 1.5 percent from basic\nwages of each of his employees for whom wages are prescribed in this agreement.\n(2) To the amount so deducted in terms of sub clause (1) the employer shall\ncontribute an equivalent amount. (3) On or before the seventh of each month in\nrespect of the previous month’s contributions, every employer shall forward\nto the secretary all money’s payable in accordance with the provision of sub\nclause (1) and (2), together with a statement in the form prescribed by the\ncouncil. Such statement shall be endorsed as a “nil” return where an\nemployer does not employ any employees from whose wage deductions are due.\u003C\u002Fp>\n\n\u003Cp>Provided that if payment is made by the 25th of the following month in\nrespect of the previous month’s contributions and deductions, interest shall\nbe chargeable at a rate which shall be three points above the base lending\nrate.\u003C\u002Fp>\n\n\u003Cp>(4) Where an employer fails to forward to the Secretary all moneys payable\nin terms of sub clauses (1), (2) and (3) above, court action shall be taken to\nrecover the money. Such action shall be issued from the Magistrate Court in\nHarare and shall include amounts, which are beyond the jurisdiction of the\nMagistrates Courts.\u003C\u002Fp>\n\n\u003Ch2>Vacation leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>20(1) Subject to the provisions of sub clause (6), an employee shall\naccumulate vacation leave at the rate of 30 consecutive days for each year of\ncontinuous service.\u003C\u002Fp>\n\n\u003Cp>(2) For the purpose of payment in lieu of any period of leave due \u003C\u002Fp>\n\n\u003Cp>(a) On termination of employment any portion of a month worked in excess of\ntwo weeks shall be regarded as a full month.\u003C\u002Fp>\n\n\u003Cp>(b) Subject to the provision of sub clause (6), vacation leave shall\naccumulate at the rate of two and half days for each month of continuous\nservice.\u003C\u002Fp>\n\n\u003Cp>(c) The monthly wage shall be divided by twenty – six to obtain the daily\nrate of pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) An employer shall permit his employee to proceed on vacation leave\nwithin six months of his application thereof.\u003C\u002Fp>\n\n\u003Cp>(4) An employee proceeding on vacation leave shall receive his leave pay for\nthe period of such leave prior to his going on leave.\u003C\u002Fp>\n\n\u003Cp>(5) An employee who has accumulated vacation leave may, with the consent of\nthe employer, elect to be paid the cash value in lieu of any vacation leave, in\nplace of proceeding on such leaves\u003C\u002Fp>\n\n\u003Cp>(6) During the first year of service –\u003C\u002Fp>\n\n\u003Cp>(a) an employee who has completed three months continuous service and whose\nemployment is terminated by his employer shall be paid cash equivalent of any\nleave accumulated. (b) Where an employee terminates his employment but has not\ncompleted three months continuous service, such employee shall not be entitled\nto the benefits of this clause.\u003C\u002Fp>\n\n\u003Cp>(7) If an establishment observes a holiday, such holiday shall not be offset\nagainst an employee’s accumulation of vacation leave.\u003C\u002Fp>\n\n\u003Cp>(8) No employee shall be entitled to take vacation leave during his first\nyear of continuous service.\u003C\u002Fp>\n\n\u003Cp>(9) Vacation leave and sick leave shall not run concurrently. Any employee\nwho becomes ill or is injured during a period of vacation leave may cancel his\nvacation leave and apply for sick leave. \u003C\u002Fp>\n\n\u003Ch2>Compassionate \u002F special leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>21(1) Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee –\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>(a) Who is required to be absent from duty on the instruction of a\npractitioner because of contact with an infectious disease; (b) Who is\nsubpoenaed to attend any court in Zimbabwe as a witness; (c) Who is required to\nattend as a delegate or office – bearer at any meeting of a registered trade\nunion representing employees within the Catering Industry; (d) Who is detained\nfor questioning by the police; (e) On the death or serious illness of a spouse,\nparent, child, grandparents, brother, sister or legal dependent; (f) On any\njustifiable compassionate ground;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2) Such employee shall, upon his return produce official documentary\nevidence on headed paper or date – stamped and signed by the issuing\nauthority, who shall be either a registered medical practitioner, hospital\nsuperintended, district administrator, officer of the Zimbabwe Republic Police,\ndistrict councillor, school headmaster, or a registered traditional medical\npractitioner that such special circumstances did exist.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Sickness or incapacity \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>22. (1) For the purpose of this sub clause “ sickness or incapacity”\nmeans inability to work owing to any sickness or or injury caused by an\nemployee’s own fault, neglect or misconduct.\u003C\u002Fp>\n\n\u003Cp>(2) Sick leave and vacation leave shall not run concurrently.\u003C\u002Fp>\n\n\u003Cp>(3) If an employee, while at work, claims to be unfit for work owing to\nsickness or incapacity, the employer shall grant to the employee such\nfacilities as may be necessary to enable such employee to be examined by a\nmedical practitioner.\u003C\u002Fp>\n\n\u003Cp>(4) Upon being medically examined, an employee shall obtain a certificate\nsetting out the cause or causes, which render him, unfit for work, and shall\nproduce such certificate to his employer upon his return to work.\u003C\u002Fp>\n\n\u003Cp>Provided that\u003C\u002Fp>\n\n\u003Cp>(h) an employee, due to his own sickness or incapacity, is absent from work\nfor a period exceeding six consecutive days, shall obtain and submit to his\nemployer a medical certificate stating the nature of his sickness or incapacity\nand 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 reported such sickness or incapacity to his\nemployer within four days of its occurrence.\u003C\u002Fp>\n\n\u003Cp>(5) Unless more favourable conditions have been provided for in any\nemployment contract or in any enactment, sick leave shall be granted in terms\nof this clause to an employee who is prevented from attending his duties\nbecause he is ill or injured or undergoes medical treatment which was not\noccasioned by his failure to take reasonable precautions .\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) During any one – year period of service of an employee, an employer\nshall, at the request of the employee supported by a certificate signed by a\nregistered medical practitioner, grant up to ninety days’ sick leave on full\npay.\u003C\u002Fp>\n\n\u003Cp>(7) If, during any one year period of service of an employee, the employee\nhas used up the maximum period of sick leave on full pay, an employee shall, at\nthe request of the employee supported by a certificate signed by a registered\nmedical practitioner, grant a further period of up to ninety days sick leave on\nhalf pay where, it is probable that the employee will be able to resume duty\nafter such period of sick leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(8) If, during any one year period of service, the period or aggregate\nperiods of sick leave exceed –\u003C\u002Fp>\n\n\u003Cp>(a) ninety days sick leave on full pay ; or (b) subject to sub clause (7),\none hundred and eighty days sick leave on full and half pay; the employer may\nterminate the employment of the employees concerned. (9) An employee who so\nwishes may be granted accrued vacation leave instead of sick leave on half pay\nor without pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(10) A certificate issued by a district, a magistrate or a state registered\nnurse shall be accepted in place of a medical certificate when no medical\npractitioner is available.\u003C\u002Fp>\n\n\u003Cp>(11) The provisions of sub clause (5) to (8) shall not apply to any sickness\nor incapacity, which is covered by the provisions of the Workmen’s\nCompensation Act (Chapter 269).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Maternity leave \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(1) Unless more favourable conditions have otherwise been provided for in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of this clause for a period of ninety eight days on full pay to a\nfemale employee. (2) On production of a certificate signed by a registered\nmedical or state registered nurse certifying that she is pregnant, a female\nemployee may proceed on maternity leave not earlier than the forty – fifth\nday and not later than the twenty - first day prior to the expected date of\ndelivery. (3) A female employee shall be entitled to be granted a maximum of\nthree periods of maternity leave with respect to her total services to any one\nemployer during which she shall be paid her full salary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Provided that paid maternity leave shall be granted only once during any\nperiod of twenty – four months calculated from the day any previous leave was\ngranted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(4) Any maternity leave requested in excess of the limits prescribed in this\nsection may, be granted as unpaid maternity leave.\u003C\u002Fp>\n\n\u003Cp>(5) Unless the employer grants sick leave for medical reasons other than\nmaternity, sick leave may not be granted once maternity leave has began or\nduring a period of unpaid maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(6) During the period when a female employee is on maternity leave in\naccordance with this clause, her normal benefits and entitlements, accumulation\nof pension rights, shall continue uninterrupted in the manner in which they\nwould have continued had she not gone on leave and 3her period of service shall\nnot be considered as having been interrupted, reduced or broken by the exercise\nof her right to maternity leave in terms of this clause.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Nursing mothers\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>24. (1) A female employee who is the mother of a suckling child shall during\neach working day, be granted at her request at least one hour or two half hour\nperiods, as she may choose during normal working hours, for the purpose of\nnursing her child, and such employee may combine portion or portions of time\nwhich she is so entitled with any other normal breaks so as to constitute\nlonger periods 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>(2) Notwithstanding sub clause (1), the grant of breaks during normal\nworking time to a female employee for the purpose of nursing her child shall be\nmade in accordance with all the exigencies of her employment and nothing done\nto prevent any disruption of normal production process or any interference with\nthe efficient running of an undertaking shall be in contravention of sub clause\n(1)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>(3) A female employee shall be entitled to the benefits under sub clause (1)\nfor the period during which she actually nurses her child or six months,\nwhichever is the lesser”.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) Any person who contravenes this clause shall be guilty of an unfair\nlabour practice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Continuous service\u003C\u002Fh2>\n\n\u003Cp>25.(1) Continuous service shall be deemed to be broken only by the death,\nresignation, retirement or discharge of the employee concerned:\u003C\u002Fp>\n\n\u003Cp>Provided than an employee who is discharged and re – engaged by the same\nemployer within two months of such discharge shall be deemed not to have broken\nhis continuous service –\u003C\u002Fp>\n\n\u003Cp>(a) in the case of a single employer or two or more persons carrying on\nbusiness in partnership, continuous service shall be deemed not to have been\nbroken by the transfer of an employee from service in any one establishment\nowned or controlled by such employer or partnership to service in any other\nestablishment owned or controlled by such employer or partnership; (b) in the\ncase of an employer. Which is a body corporate, continuous service shall be\ndeemed not to have been broken by the transfer of an employee from the service\nof the employer to the service of its holding company, or the transfer of an\nemployee from the service in any \u003C\u002Fp>\n\n\u003Cp>establishment of such employer, or its holding company, or any of its\nsubsidiary companies, or any other subsidiary of its holding company.\u003C\u002Fp>\n\n\u003Cp>(3) A period of absence between discharge and re-engagement of less than two\nmonths shall be deemed not to break employees continuous service, and shall\ncount towards the purpose of conferring any benefits in terms of clause 10.\u003C\u002Fp>\n\n\u003Cp>(4) If, upon a change of employer at an establishment, and employee enters\nthe service of the new employer or continues his service in the establishment,\nand shall count towards the purpose of conferring may benefits in terms of this\nagreement.\u003C\u002Fp>\n\n\u003Ch2>Piece – work, task – work or work on ticket system\u003C\u002Fh2>\n\n\u003Cp>26. (1) No employer shall give out, and no employee shall perform work on\u003C\u002Fp>\n\n\u003Cp>(a) a piece – work basis; or (b) a task – work basis\u003C\u002Fp>\n\n\u003Cp>(2) no employee shall be employed on a ticket system basis.\u003C\u002Fp>\n\n\u003Ch2>Special provisions; commis cook, commis waiters, learners barmen and\nlearner receptionist, leaner florists\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingprogrammes\">\u003Cp>27. (1) an employee employed as a commis cook, who has successfully\ncompleted a cook’s training course of not less than twelve months duration at\na school recognised by the council shall be deemed to have completed one\nyear’s training in his occupation\u003C\u002Fp>\n\n\u003Cp>(2) An employee employed as a commis waiter, who has successfully completed\na cook’s training course of not less than four months duration at a school\nrecognised by the council shall be deemed to have completed four months\ntraining in his occupation\u003C\u002Fp>\n\n\u003Cp>(3) Subject to the provisions of sub clauses (1) and (2) the “prescribed\nperiod of training “ means two years in case of the commis cook, one year in\ncase of a leaner receptionist, six months in the case of a commis waiter, a\nleaner barman and leaner florist. (4) Subject to the provisions of sub clause\n(1) and (2), the prescribed period of training shall be worked continuously\nwith the same employer;\u003C\u002Fp>\n\n\u003Cp>Provided that –\u003C\u002Fp>\n\n\u003Cp>(i) where an employee has completed not less than one – half of the\nprescribed period of training, the council may, for good and sufficient reason,\narrange the transfer of the employee concerned from one employer or\nestablishment in the industry for the purpose of completing the prescribed\nperiod of training, and, in this event, such period shall be regarded as\ncontinuous;\u003C\u002Fp>\n\n\u003Cp>(ii) where an establishment wishes to employ a leaner receptionist, leaner\nbarmen, commis cook, commis waiter or leaner florist to serve under the\nemployer, manager, licence, or member or his family, prior approval thereto\nshould be obtained from the council.\u003C\u002Fp>\n\n\u003Cp>(5) On completion of the prescribed period of training, a commis cook,\ncommis waiter, leaner barman, leaner receptionist or leaner florist, as the\ncase may be , may apply to the council for a certificate stating that the\nprescribed period of training in his occupation has been completed. (6) The\ncouncil may authorize the issue of the certificate referred to in sub clause\n(5), such certificate to be signed by the employer with whom or on behalf of\nthe establishment at which the prescribed of training was completed. (7) An\nemployer shall not employ an employee as a commis cook, commis waiter, learner\nbarmen, leaner receptionist or leaner florist if upon engagement, such employee\nexhibits a certificate of completion in his occupation to the employer\nconcerned. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Proportion of ratio of employees\u003C\u002Fh2>\n\n\u003Cp>28. (1) For the purpose of this clause, casual workers or part time\nemployees shall not be reckoned as employees.\u003C\u002Fp>\n\n\u003Cp>(2) An employer shall not employ more than –\u003C\u002Fp>\n\n\u003Cp>(a) one leaner barman for every barman (b) one leaner receptionist for every\nreceptionist (c) one commis cook for every two cooks (d) one commis waiter for\nevery five waiters; (e) one leaner florist for every florist employed by him\u003C\u002Fp>\n\n\u003Ch2>Uniforms and protective clothing\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>29. (1) An employee may be required to launder any uniforms or attire issued\nto him;\u003C\u002Fp>\n\n\u003Cp>Provided that adequate laundering facilities and cleaning material are made\navailable, at the expense of the employer.\u003C\u002Fp>\n\n\u003Cp>(2) Every employer shall provide, free of charge, and shall maintain in good\ncondition, adequate protective clothing, where necessary, capes, gloves,\nleggings, footwear and protective ointment for any employee who is exposed to\nwet or dirty process, cold, heat, or any poisonous, corrosive or other\ninjurious substance liable to cause injury or disease to the person or damage\nto clothing. (3) Every employee in attendance on the public, and every employee\nengaged in the handling and preparation of food and drink, or the handling of\nutensils used in the preparation of service of food or drink, shall be provided\nwith a suitable uniform or attire, free of charge. (4) Every employer shall\nprovide, free of charge, a waterproof cap, overcoat or suitable protective\nclothing to all employees, in the course of their duties who are habitually\nexposed to inclement weather. (5) Drivers and vehicle attendants engaged in the\nloading, unloading and delivery of goods on or from commercial vehicles shall\nbe provided with adequate protective clothing. (6) Employees shall wear\nclothing supplied to them, and the employer shall take all reasonable steps to\nensure that the clothing worn are or used by such employees. (7) Any clothing\nsupplied to an employee in terms of this clause shall remain the property of\nhis employer, and shall be returned to him in good condition on the\nresignation, retirement or discharge of such employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Claims for benefits\u003C\u002Fh2>\n\n\u003Cp>30. Claims for overtime, rent, leave pay, or any other benefits accrued to\nan employee shall be claimed by the employee, if not paid by the employer\nwithin one year of its becoming due, not later than three years after it\nbecomes due. 31. (1) No employee may waive the provisions of this agreement,\nwhether or not the said provisions create a benefit to or an obligation upon\nthe employer or employee concerned. Each provision shall create a right or\nobligation, as the case may be, independently of the existence of other\nprovisions.\u003C\u002Fp>\n\n\u003Cp>(2) should any of this agreement be declared ultra vires by any competent\ncourt of law, the remaining provisions of the agreement shall be deemed to be\nthe agreement, and shall remain in force for the unexpired period of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>Declaration\u003C\u002Fp>\n\n\u003Cp>The employers’ organisation and the trade union, having arrived at the\nagreement set forth herein , the undersigned hereby declare that the foregoing\nis the agreement arrived at and affix their signatures hereto\u003C\u002Fp>\n\n\u003Cp>Signed at Harare this 21st day of August 2012.\u003C\u002Fp>\n\n\u003Cp>P. MATAMISA – MOYO - For and on behalf of the Employers Organisation \u003C\u002Fp>\n\n\u003Cp>T. NXUMALO - For and on behalf of the Trade Union\u003C\u002Fp>\n\n\u003Cp>M.A. MASUNDA - Chairman of the Council\u003C\u002Fp>\n\n\u003Cp>J. NDEBELE - General Secretary \u003C\u002Fp>\n\n\u003Cp>***********************************\u003C\u002Fp>\n\n\u003Ch3>Annexure A: The role of the Trade Union\u003C\u002Fh3>\n\n\u003Cp>The Trade Union has a special role to play in promoting Industrial harmony\nand productivity. As it represents the employees in the Industry, it will be\ninterested in a wide range of issues affecting staff.\u003C\u002Fp>\n\n\u003Cp>They include:-\u003C\u002Fp>\n\n\u003Cp>Labour and Wages Social Welfare Culture and education; Sport and recreation;\nCourses of instruction; Housing; Holidays; Canteens; Industrial safety;\nAdvising on personal finances; Legal matters; Catering for retired workers;\nUnemployed workers.\u003C\u002Fp>\n\n\u003Cp>Such assistance as can be rendered to the trade union by employers such\nmatters will be regarded as being in the interests of the industry as a whole.\n\u003C\u002Fp>\n\n\u003Cp>*****************************\u003C\u002Fp>\n\n\u003Ch3>Annexure B: INCREMENTAL SCALE IN RECOGNITION OF CONTINUOUS SERVICE \u003C\u002Fh3>\n\n\u003Cp>************************************\u003C\u002Fp>\n\n\u003Ch3>Annexure C: MINIMUM SCHEDULE OF UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>In terms of clause 29; uniforms and protective clothing, the following\nschedule represents the minimum initial issue, which shall be provided and\nreplaced, free of charge, by the employer, as and when necessary, due to fair\nwear and tear, on production of the used article. \u003C\u002Fp>\n\n\u003Cp>Department: Uniform and protective clothing\u003C\u002Fp>\n\n\u003Cp>Kitchen: Caps or suitable head water, jackets and\u002For shirts; trousers and\u002For\nshorts; footwear.\u003C\u002Fp>\n\n\u003Cp>Bedrooms: Jackets and\u002For shirts; trousers and\u002For shorts\u002Fskirts\u002Foveralls\nand\u002For dustcoats; caps.*\u003C\u002Fp>\n\n\u003Cp>Grounds: Overalls; rain caps\u002Fcoats; footwear\u003C\u002Fp>\n\n\u003Cp>Front office: Jackets and\u002For shirts; trousers or skirts (alternatively\nshorts); Footwear, *Ties\u003C\u002Fp>\n\n\u003Cp>Department\u003C\u002Fp>\n\n\u003Cp>Uniforms and protective clothing\u003C\u002Fp>\n\n\u003Cp>Notes:\u003C\u002Fp>\n\n\u003Cp>1. Where required as part of uniform and a particular type, colour or\npattern is to be worn, the employer shall provide and maintain the article,\nfree of charge. \u003C\u002Fp>\n\n\u003Cp>2. It is a condition of employment that uniforms and protective clothing\nshall remain on the premises of the employer. \u003C\u002Fp>\n\n\u003Cp>***************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE D: CLASSIFICATION OF ESTABLISHMENTS\u003C\u002Fp>\n\n\u003Cp>The table below indicates the class an establishment falls under according\nto the type and location of the establishment. \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  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Urban\u003C\u002Ftd>\n      \u003Ctd>Other \u003C\u002Ftd>\n      \u003Ctd>Communal \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hotels: 4 AND 5 Star \u003C\u002Ftd>\n      \u003Ctd>1A\u003C\u002Ftd>\n      \u003Ctd>1A\u003C\u002Ftd>\n      \u003Ctd>1A\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 Star \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 Star \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 Star \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ungraded\u002FLicenced\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ungraded\u002FunLicenced\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Licensed Restaurant and Bars\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Unlicensed Restaurants\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CLUBS: Residential\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Non-residential\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*All hotels, whose grading in terms of the Development f Tourism Act is\nthree stars shall, for the purposes of clause 10, be deemed to fall within\nClass 1 irrespective of their location-\u003C\u002Fp>\n\n\u003Cp>(a) “urban” means all centres designated with city, municipal, or town\nstatus in terms of the Urban Councils’ Act (Chapter 29:15) and shall include\nall establishments in the area within a radius of sixteen kilometres from the\npost office at Bindura, Bulawayo, Chegutu, Chinhoyi, Chitungwiza, Gwanda,\nGweru, Harare, Marondera Masvingo, Mutare, Redcliff, Rusape, Shurugwi, Victoria\nFalls, Zvishavane. (b) Other covers all establishments not falling under (a) or\n(c) and shall include :-\u003C\u002Fp>\n\n\u003Cp>(i) Designated growth points; and (ii) Agricultural and commercial areas\u003C\u002Fp>\n\n\u003Cp>(c) Communal lands and rural areas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"maternitydiscrimination":52,"maternity_nursing_breaks_length":56,"ONCERISE_trigger":60,"WAGES_determined":64,"maternity_nursing_breaks_duration":68,"hourspweek_select":72,"childcare":76,"hourspmonth_select":80,"nursingmothers":82,"pensionfund":85,"maternityotherclause":87,"SKILLEVEL_trigger":91,"jobclassifaction1":95,"OVERTIME_trigger":97,"ADMINISTRATIVE_trigger":101,"holidaysweeks":105,"healthinsurance":109,"COMMUTE_trigger":113,"SUNDAY_trigger":117,"protectiveclothing":121,"contracttrial":125,"schedulesrestpw":129,"TRADEUNLEAV_trigger":133,"SCHEDULE_trigger":137,"longtermillness":139,"sicknesspay":143,"jobsecuritymothers":146,"overtimeallowancetype_general":148,"hoursovertimemax":151,"breastfeeding_workingtime":155,"bankholidays1":159,"paidmaternityleavepay":161,"trainingprogrammes":163,"paidmaternityleave":167,"PAIDLEAV_trigger":170,"MAXHOURS_trigger":174,"deathrelatives":176},{"bindId":45,"name":46,"text":47},"disabilitypay","22. (1) For the purpose of this sub clau","22. (1) For the purpose of this sub clause “ sickness or incapacity”\nmeans inability to work owing to any sickness or or injury caused by an\nemployee’s own fault, neglect or misconduct.\n\n(2) Sick leave and vacation leave shall not run concurrently.\n\n(3) If an employee, while at work, claims to be unfit for work owing to\nsickness or incapacity, the employer shall grant to the employee such\nfacilities as may be necessary to enable such employee to be examined by a\nmedical practitioner.\n\n(4) Upon being medically examined, an employee shall obtain a certificate\nsetting out the cause or causes, which render him, unfit for work, and shall\nproduce such certificate to his employer upon his return to work.\n\nProvided that\n\n(h) an employee, due to his own sickness or incapacity, is absent from work\nfor a period exceeding six consecutive days, shall obtain and submit to his\nemployer a medical certificate stating the nature of his sickness or incapacity\nand 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 reported such sickness or incapacity to his\nemployer within four days of its occurrence.\n\n(5) Unless more favourable conditions have been provided for in any\nemployment contract or in any enactment, sick leave shall be granted in terms\nof this clause to an employee who is prevented from attending his duties\nbecause he is ill or injured or undergoes medical treatment which was not\noccasioned by his failure to take reasonable precautions .",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(1) Unless more favourable conditions ha","(1) Unless more favourable conditions have otherwise been provided for in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of this clause for a period of ninety eight days on full pay to a\nfemale employee. (2) On production of a certificate signed by a registered\nmedical or state registered nurse certifying that she is pregnant, a female\nemployee may proceed on maternity leave not earlier than the forty – fifth\nday and not later than the twenty - first day prior to the expected date of\ndelivery. (3) A female employee shall be entitled to be granted a maximum of\nthree periods of maternity leave with respect to her total services to any one\nemployer during which she shall be paid her full salary.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","(6) During the period when a female empl","(6) During the period when a female employee is on maternity leave in\naccordance with this clause, her normal benefits and entitlements, accumulation\nof pension rights, shall continue uninterrupted in the manner in which they\nwould have continued had she not gone on leave and 3her period of service shall\nnot be considered as having been interrupted, reduced or broken by the exercise\nof her right to maternity leave in terms of this clause.",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_length","(3) A female employee shall be entitled ","(3) A female employee shall be entitled to the benefits under sub clause (1)\nfor the period during which she actually nurses her child or six months,\nwhichever is the lesser”.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","(2) Every employer shall pay all remuner","(2) Every employer shall pay all remuneration, including wages, overtime,\nservice charges, bonuses and allowances at least once every month and by not\nlater than the last day in each month.",{"bindId":65,"name":66,"text":67},"WAGES_determined","17(1) Upon engagement, or any change of ","17(1) Upon engagement, or any change of occupation, the employer shall\ninform the employee, in writing, in the form prescribed by council, of the full\nterms and nature of his contract, which shall include –\n\n(a) (i) his grade ; and (ii) his rate of pay and when it will be paid; and\n(iii) provision for accommodation; and (iv) the period of notice required to\nterminate the contract of employment; and (v) the hours of work; and (vi) the\ndetails of any service charge, bonus or incentive scheme in operation; and\n\n(b) the employer and employee shall each sign three copies of the contract\nform, of which the first copy shall be forwarded to the secretary within twenty\n– two days of the date of engagement, the second copy shall be handed to the\nemployee and the third copy shall be retained by the employer.",{"bindId":69,"name":70,"text":71},"maternity_nursing_breaks_duration","24. (1) A female employee who is the mot","24. (1) A female employee who is the mother of a suckling child shall during\neach working day, be granted at her request at least one hour or two half hour\nperiods, as she may choose during normal working hours, for the purpose of\nnursing her child, and such employee may combine portion or portions of time\nwhich she is so entitled with any other normal breaks so as to constitute\nlonger periods that she may find necessary or convenient for the purpose of\nnursing her child.",{"bindId":73,"name":74,"text":75},"hourspweek_select","18. (1) The ordinary hours of work for e","18. (1) The ordinary hours of work for employees shall not exceed ninety\nhours per fortnight, or in the case of weekly paid employees, forty – five\nhours per week, nor, in any period of twenty – four hours –",{"bindId":77,"name":78,"text":79},"childcare","21(1) Special leave on full pay not exce","21(1) Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee –\n\n(a) Who is required to be absent from duty on the instruction of a\npractitioner because of contact with an infectious disease; (b) Who is\nsubpoenaed to attend any court in Zimbabwe as a witness; (c) Who is required to\nattend as a delegate or office – bearer at any meeting of a registered trade\nunion representing employees within the Catering Industry; (d) Who is detained\nfor questioning by the police; (e) On the death or serious illness of a spouse,\nparent, child, grandparents, brother, sister or legal dependent; (f) On any\njustifiable compassionate ground;\n\n(2) Such employee shall, upon his return produce official documentary\nevidence on headed paper or date – stamped and signed by the issuing\nauthority, who shall be either a registered medical practitioner, hospital\nsuperintended, district administrator, officer of the Zimbabwe Republic Police,\ndistrict councillor, school headmaster, or a registered traditional medical\npractitioner that such special circumstances did exist.",{"bindId":81,"name":74,"text":75},"hourspmonth_select",{"bindId":83,"name":70,"text":84},"nursingmothers","24. (1) A female employee who is the mother of a suckling child shall during\neach working day, be granted at her request at least one hour or two half hour\nperiods, as she may choose during normal working hours, for the purpose of\nnursing her child, and such employee may combine portion or portions of time\nwhich she is so entitled with any other normal breaks so as to constitute\nlonger periods that she may find necessary or convenient for the purpose of\nnursing her child.\n\n(2) Notwithstanding sub clause (1), the grant of breaks during normal\nworking time to a female employee for the purpose of nursing her child shall be\nmade in accordance with all the exigencies of her employment and nothing done\nto prevent any disruption of normal production process or any interference with\nthe efficient running of an undertaking shall be in contravention of sub clause\n(1)\n\n(3) A female employee shall be entitled to the benefits under sub clause (1)\nfor the period during which she actually nurses her child or six months,\nwhichever is the lesser”.\n\n(4) Any person who contravenes this clause shall be guilty of an unfair\nlabour practice.",{"bindId":86,"name":54,"text":55},"pensionfund",{"bindId":88,"name":89,"text":90},"maternityotherclause","(4) Any maternity leave requested in exc","(4) Any maternity leave requested in excess of the limits prescribed in this\nsection may, be granted as unpaid maternity leave.\n\n(5) Unless the employer grants sick leave for medical reasons other than\nmaternity, sick leave may not be granted once maternity leave has began or\nduring a period of unpaid maternity leave.",{"bindId":92,"name":93,"text":94},"SKILLEVEL_trigger","CLASSIFICATION OF OCCUPATION IN GRADES C","CLASSIFICATION OF OCCUPATION IN GRADES\n\nCLASS 1\n\n1-12 months 13-36 months\n\nOccupation Monthly Weekly Monthly Weekly\n\nNumber rate rate rate rate\n\nGrade 1 136.55 31.54 140.65 32.48\n\n6. Boiler hand\n\n7. General duties hand\n\n8. Grounds and garden hand\n\n9. stable hand\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 2 140.65 32.48 144.87 33.46\n\n28. Porter\n\n29. Bedroom hand\n\n30. Laundry hand\n\n31. Bar hand\n\n32. Kitchen Porter\n\n33. Page and Bell attendant\n\n34. Counter hand\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 3 144.87 33.46 149.21 34.46\n\n42. Bedroom hand\u002F Waiter\n\n45. Commis waiter\n\n46. Kitchen Porter, head\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 4 149.21 34.46 153.69 35.49\n\n63. Billiard maker\n\n64. Commis cook\n\n70. Messenger\n\n71. Still room hand\n\n72. Waiter\n\n73. Food Vendor\n\n74. Seamstress\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 4A 153.69 35.49 158.30 36.56\n\n071 Waiter employed by an establishment whose grading in\n\nterms of the Development of Tourism Act, 1975 is three stars or more\n\nof an establishment required to hold a restaurant (special) liquor\nlicence.\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 5 158.30 36.56 163.05 37.66\n\n080 Cutter\n\n081 Groom\n\n082 Caddie-Master\n\n083 Doorman\n\n084 Head Gardener\u002FGroundsman\n\n085 Junior Section Cook\n\n086 Linen Supervisor\n\n087 Night Porter\n\n088 Senior Bedroom Hand\n\n089 Senior Waiter\n\n090 Valet\n\n091 Cook - Catering School Graduat\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 6 163.05 37.66 167.94 38.78\n\n101 Head Porter\n\n102 Hotel or House Policeman\n\n103 Assistant Head Waiter\n\n104 Learner Barman\n\n105 Dry Cleaning Machine Operator\n\n106 Senior Section Cook\n\n107 Telephone Operator\n\n108 Catering Teller\n\n109 Porter Head\n\n110 Ice - Cream Maker\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 7 167.94 38.78 172.98 39.95\n\n121 Driver CLASS 4\n\n122 Floor Supervisor\n\n123 Pastry Cook\n\n125 Tractor Driver\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 8 172.98 39.95 178.17 41.15\n\n141 Handyman\n\n142 Junior Clerk\n\n144 Learner Receptionist\n\n145 Telephone Operator Senior\n\n146 Floor Supervisor Senior\n\n147 Typist\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 9 178.17 41.15 183.51 42.38\n\n161 Bar Clerk\n\n162 Hotel or House Policeman Head\n\n163 Head Cook\n\n164 Head Waiter\n\n165 Leaner Florist\n\n166 Back House Supervisor\n\n167 Milling Attentant\n\n168 Barman\n\n169 Receptionist\n\n170 Driver \u002F Salesman\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 10 180.92 41.78 186.35 43.04\n\n181 Process Attentant\n\n182 Cash In Transit Clerk\n\n183 Bill Office Clerk\n\n184 Cashier\n\n185 Clerk\n\n186 HORSE MASTER\n\n187 Housekeeper\n\n188 Kitchen Supervisor\n\n189 Barman Senior\n\n190 Receptionist Senior\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 11 208.46 48.14 214.72 49.59\n\n191 Florist\n\n192 Shift Leader (Uplift)\n\n193 Supervisor Takeaway\n\n194 Horse Master, Head\n\n197 Driver Class 2\n\n198 Laundry Supervisor\n\n201 Barman Head\n\n202 Housekeeper Head\n\n203 Clerk Senior\n\n204 Receptionist Head\n\n206 Personnel Assistant\n\n207 Bookkeeper\n\n208 Storeman\n\n209 Bill Office Clerk Head\n\n210 Reservationist\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 12 240.20 55.47 247.41 57.14\n\n221 Chef\n\n222 Club Steward\n\n223 Casino Technician\n\n224 Head Cashier\n\n225 Senior Florist\n\n228 Hotel School Graduate Chef\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 13 324.08 74.85 333.80 77.90\n\n231 Maitre d'Hotel\n\n232 Duty Officer (Uplift)\n\n233 Head Reservationist\n\n234 Functions Co-ordinator\n\n235 Printer\n\n238 Driver Class 1\n\n239 Night Auditor\n\n241 Chef Class 1\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 14 437.25 100.98 450.37 104.01\n\n260 Green Keeper\n\n261 Captain\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 888\n\n888 Voluntary Member\n\nCLASSIFICATION OF OCCUPATION IN GRADES\n\nCLASS 2\n\n1 – 12 months 13 –36 months\n\nOccupation Monthly Weekly Monthly Weekly\n\nNumber rate rate rate rate\n\nGrade 1 $115.00 $26.56 $118.19 $27.30\n\n10. Boiler hand\n\n11. General duties hand\n\n12. Grounds and garden hand\n\n13. stable hand\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 2 118.19 27.30 121.74 28.11\n\n35. Porter\n\n36. Bedroom hand\n\n37. Laundry hand\n\n38. Bar hand\n\n39. Kitchen Porter\n\n40. Page and Bell attendant\n\n41. Counter hand\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 3 121.74 28.11 125.39 28.96\n\n43. Bedroom hand\u002F Waiter\n\n47. Commis waiter\n\n48. Kitchen Porter, head\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 4 125.39 28.96 129.15 29.83\n\n65. Billiard maker\n\n66. Commis cook\n\n75. Messenger\n\n76. Still room hand\n\n77. Waiter\n\n78. Food Vendor\n\n79. Seamstress\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 4A 129.15 29.83 133.02 30.72\n\n071 Waiter employed by an establishment whose grading in\n\nterms of the Development of Tourism Act, 1975 is three stars or more\n\nof an establishment required to hold a restaurant (special) liquor\nlicence.\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 5 133.02 30.72 137.01 31.64\n\n080 Cutter\n\n081 Groom\n\n082 Caddie-Master\n\n083 Doorman\n\n084 Head Gardener\u002FGroundsman\n\n085 Junior Section Cook\n\n086 Linen Supervisor\n\n087 Night Porter\n\n088 Senior Bedroom Hand\n\n089 Senior Waiter\n\n090 Valet\n\n091 Cook - Catering School Graduat\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 6 137.01 31.64 141.12 32.59\n\n101 Head Porter\n\n102 Hotel or House Policeman\n\n103 Assistant Head Waiter\n\n104 Learner Barman\n\n105 Dry Cleaning Machine Operator\n\n106 Senior Section Cook\n\n107 Telephone Operator\n\n108 Catering Teller\n\n109 Porter Head\n\n110 Ice - Cream Maker\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 7 141.12 32.59 145.36 33.57\n\n121 Driver CLASS 4\n\n122 Floor Supervisor\n\n123 Pastry Cook\n\n125 Tractor Driver\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 8 145.36 33.57 149.72 34.58\n\n141 Handyman\n\n142 Junior Clerk\n\n144 Learner Receptionist\n\n145 Telephone Operator Senior\n\n146 Floor Supervisor Senior\n\n147 Typist\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 9 149.72 34.58 154.21 35.61\n\n161 Bar Clerk\n\n162 Hotel or House Policeman Head\n\n163 Head Cook\n\n164 Head Waiter\n\n165 Leaner Florist\n\n166 Back House Supervisor\n\n167 Milling Attendant\n\n168 Barman\n\n169 Receptionist\n\n170 Driver \u002F Salesman\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 10 152.03 35.11 156.59 36.16\n\n181 Process Attentant\n\n182 Cash In Transit Clerk\n\n183 Bill Office Clerk\n\n184 Cashier\n\n185 Clerk\n\n186 HORSE MASTER\n\n187 Housekeeper\n\n188 Kitchen Supervisor\n\n189 Barman Senior\n\n190 Receptionist Senior\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 11 175.18 40.46 180.43 41.67\n\n191 Florist\n\n192 Shift Leader (Uplift)\n\n193 Supervisor Takeaway\n\n194 Horse Master, Head\n\n197 Driver Class 2\n\n198 Laundry Supervisor\n\n201 Barman Head\n\n202 Housekeeper Head\n\n203 Clerk Senior\n\n204 Receptionist Head\n\n206 Personnel Assistant\n\n207 Bookkeeper\n\n208 Storeman\n\n209 Bill Office Clerk Head\n\n210 Reservationist\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 12 201.85 46.62 207.90 48.01\n\n221 Chef\n\n222 Club Steward\n\n223 Casino Technician\n\n224 Head Cashier\n\n225 Senior Florist\n\n228 Hotel School Graduate Chef\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 13 272.34 62.90 280.51 64.78\n\n231 Maitre d'Hotel\n\n232 Duty Officer (Uplift)\n\n233 Head Reservationist\n\n234 Functions Co-ordinator\n\n235 Printer\n\n238 Driver Class 1\n\n239 Night Auditor\n\n241 Chef Class 1\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 14 367.44 84.86 378.46 87.41\n\n260 Green Keeper\n\n261 Captain\n\nAfter 36 months of continuous service, Refer to Annexures B and C\n\nGrade 888\n\n888 Voluntary Member",{"bindId":96,"name":93,"text":94},"jobclassifaction1",{"bindId":98,"name":99,"text":100},"OVERTIME_trigger","11. (1) The employer shall pay overtime ","11. (1) The employer shall pay overtime rates at one and half times the\nemployee’s current hourly wage.\n\n(2) Notwithstanding the provisions of sub clause (1) at the option of the\nemployee, the employer shall either pay overtime rates at double the\nemployee’s current hourly wage for overtime on a day off or substitute an\nadditional day off within the fortnight.\n\n(3) Where an employee who does not reside on premises situated at the place\nof work is required by his employer to work overtime, and such overtime work is\ncommenced not earlier than two hours after completion of the employee’s\nordinary hours of work, the employer shall, in addition to pay for the hours of\novertime worked, pay such employee for one hour at overtime rates.",{"bindId":102,"name":103,"text":104},"ADMINISTRATIVE_trigger","(a) Who is required to be absent from du","(a) Who is required to be absent from duty on the instruction of a\npractitioner because of contact with an infectious disease; (b) Who is\nsubpoenaed to attend any court in Zimbabwe as a witness; (c) Who is required to\nattend as a delegate or office – bearer at any meeting of a registered trade\nunion representing employees within the Catering Industry; (d) Who is detained\nfor questioning by the police; (e) On the death or serious illness of a spouse,\nparent, child, grandparents, brother, sister or legal dependent; (f) On any\njustifiable compassionate ground;",{"bindId":106,"name":107,"text":108},"holidaysweeks","(b) Every employee shall be granted leav","(b) Every employee shall be granted leave of absence during every public\nholiday, and shall be paid his current remuneration for that day if it occurs\non a day on which he would otherwise have been required to work. (c ) Where an\nemployee consents to work on public holiday he shall be paid not less than\ntwice his current remuneration for that day, whether or not that day is one on\nwhich he would otherwise have been required to work.",{"bindId":110,"name":111,"text":112},"healthinsurance","(a) Where an employee is absent from wor","(a) Where an employee is absent from work on days other than those failing\nwithin periods of paid vacation leave or sick leave, a deduction proportionate\nto the period of absence calculated on the basis of the wage which such\nemployee was receiving in respect of his ordinary hours of work at the time\nthereof; (b) With the written consent of the employee, contributions to\ninsurance funds or subscriptions to the trade union party to this council; (c)\nSuch deductions as are prescribed in sub clause (1) of clause 19, or as may be\nprescribed in any other agreement of the council, or, which he is compelled by\nlaw or legal process to make on behalf of an employee; ",{"bindId":114,"name":115,"text":116},"COMMUTE_trigger","15. (1) (a) Every employer who does not ","15. (1) (a) Every employer who does not provide free transport to his\nemployee shall pay a minimum transport allowance of $30.00 per month with\neffect from the 1st of September 2010.",{"bindId":118,"name":119,"text":120},"SUNDAY_trigger","(2) Notwithstanding the provisions of su","(2) Notwithstanding the provisions of sub clause (1) at the option of the\nemployee, the employer shall either pay overtime rates at double the\nemployee’s current hourly wage for overtime on a day off or substitute an\nadditional day off within the fortnight.",{"bindId":122,"name":123,"text":124},"protectiveclothing","29. (1) An employee may be required to l","29. (1) An employee may be required to launder any uniforms or attire issued\nto him;\n\nProvided that adequate laundering facilities and cleaning material are made\navailable, at the expense of the employer.\n\n(2) Every employer shall provide, free of charge, and shall maintain in good\ncondition, adequate protective clothing, where necessary, capes, gloves,\nleggings, footwear and protective ointment for any employee who is exposed to\nwet or dirty process, cold, heat, or any poisonous, corrosive or other\ninjurious substance liable to cause injury or disease to the person or damage\nto clothing. (3) Every employee in attendance on the public, and every employee\nengaged in the handling and preparation of food and drink, or the handling of\nutensils used in the preparation of service of food or drink, shall be provided\nwith a suitable uniform or attire, free of charge. (4) Every employer shall\nprovide, free of charge, a waterproof cap, overcoat or suitable protective\nclothing to all employees, in the course of their duties who are habitually\nexposed to inclement weather. (5) Drivers and vehicle attendants engaged in the\nloading, unloading and delivery of goods on or from commercial vehicles shall\nbe provided with adequate protective clothing. (6) Employees shall wear\nclothing supplied to them, and the employer shall take all reasonable steps to\nensure that the clothing worn are or used by such employees. (7) Any clothing\nsupplied to an employee in terms of this clause shall remain the property of\nhis employer, and shall be returned to him in good condition on the\nresignation, retirement or discharge of such employee.",{"bindId":126,"name":127,"text":128},"contracttrial","(3) A contract of employment may provide","(3) A contract of employment may provide in writing for a single, non\nrenewable probationary period of not more than –\n\n(a) one day in the case of casual work or seasonal work; or (b) twenty one\ndays in any other case.\n\nDuring which notice of termination of the contract to be given either party\nmay be one day in the case of casual work or seasonal work or two weeks in any\nother case.2",{"bindId":130,"name":131,"text":132},"schedulesrestpw","(4) Every employee shall receive at leas","(4) Every employee shall receive at least two days off duty in each\nfortnight.",{"bindId":134,"name":135,"text":136},"TRADEUNLEAV_trigger","7. It shall be the duty of every employe","7. It shall be the duty of every employer, provided that he has been\nnotified, to give to those of his employees who are representatives and\u002For\nalternates of the council every reasonable facility to attend to their duties\nin connection with the work of the council and such representative and\u002For\nalternate shall not suffer any reduction in remuneration allowances.",{"bindId":138,"name":131,"text":132},"SCHEDULE_trigger",{"bindId":140,"name":141,"text":142},"longtermillness","(8) If, during any one year period of se","(8) If, during any one year period of service, the period or aggregate\nperiods of sick leave exceed –\n\n(a) ninety days sick leave on full pay ; or (b) subject to sub clause (7),\none hundred and eighty days sick leave on full and half pay; the employer may\nterminate the employment of the employees concerned. (9) An employee who so\nwishes may be granted accrued vacation leave instead of sick leave on half pay\nor without pay.\n\n(10) A certificate issued by a district, a magistrate or a state registered\nnurse shall be accepted in place of a medical certificate when no medical\npractitioner is available.\n\n(11) The provisions of sub clause (5) to (8) shall not apply to any sickness\nor incapacity, which is covered by the provisions of the Workmen’s\nCompensation Act (Chapter 269).",{"bindId":144,"name":141,"text":145},"sicknesspay","(8) If, during any one year period of service, the period or aggregate\nperiods of sick leave exceed –\n\n(a) ninety days sick leave on full pay ; or (b) subject to sub clause (7),\none hundred and eighty days sick leave on full and half pay; the employer may\nterminate the employment of the employees concerned. (9) An employee who so\nwishes may be granted accrued vacation leave instead of sick leave on half pay\nor without pay.",{"bindId":147,"name":54,"text":55},"jobsecuritymothers",{"bindId":149,"name":99,"text":150},"overtimeallowancetype_general","11. (1) The employer shall pay overtime rates at one and half times the\nemployee’s current hourly wage.",{"bindId":152,"name":153,"text":154},"hoursovertimemax","(3) No employer shall require or permit ","(3) No employer shall require or permit an employee to work more than\nseventy hours ordinary time and overtime included, in any one week, except in\nthe case of emergency work.",{"bindId":156,"name":157,"text":158},"breastfeeding_workingtime","(2) Notwithstanding sub clause (1), the ","(2) Notwithstanding sub clause (1), the grant of breaks during normal\nworking time to a female employee for the purpose of nursing her child shall be\nmade in accordance with all the exigencies of her employment and nothing done\nto prevent any disruption of normal production process or any interference with\nthe efficient running of an undertaking shall be in contravention of sub clause\n(1)",{"bindId":160,"name":107,"text":108},"bankholidays1",{"bindId":162,"name":50,"text":51},"paidmaternityleavepay",{"bindId":164,"name":165,"text":166},"trainingprogrammes","27. (1) an employee employed as a commis","27. (1) an employee employed as a commis cook, who has successfully\ncompleted a cook’s training course of not less than twelve months duration at\na school recognised by the council shall be deemed to have completed one\nyear’s training in his occupation\n\n(2) An employee employed as a commis waiter, who has successfully completed\na cook’s training course of not less than four months duration at a school\nrecognised by the council shall be deemed to have completed four months\ntraining in his occupation\n\n(3) Subject to the provisions of sub clauses (1) and (2) the “prescribed\nperiod of training “ means two years in case of the commis cook, one year in\ncase of a leaner receptionist, six months in the case of a commis waiter, a\nleaner barman and leaner florist. (4) Subject to the provisions of sub clause\n(1) and (2), the prescribed period of training shall be worked continuously\nwith the same employer;\n\nProvided that –\n\n(i) where an employee has completed not less than one – half of the\nprescribed period of training, the council may, for good and sufficient reason,\narrange the transfer of the employee concerned from one employer or\nestablishment in the industry for the purpose of completing the prescribed\nperiod of training, and, in this event, such period shall be regarded as\ncontinuous;\n\n(ii) where an establishment wishes to employ a leaner receptionist, leaner\nbarmen, commis cook, commis waiter or leaner florist to serve under the\nemployer, manager, licence, or member or his family, prior approval thereto\nshould be obtained from the council.\n\n(5) On completion of the prescribed period of training, a commis cook,\ncommis waiter, leaner barman, leaner receptionist or leaner florist, as the\ncase may be , may apply to the council for a certificate stating that the\nprescribed period of training in his occupation has been completed. (6) The\ncouncil may authorize the issue of the certificate referred to in sub clause\n(5), such certificate to be signed by the employer with whom or on behalf of\nthe establishment at which the prescribed of training was completed. (7) An\nemployer shall not employ an employee as a commis cook, commis waiter, learner\nbarmen, leaner receptionist or leaner florist if upon engagement, such employee\nexhibits a certificate of completion in his occupation to the employer\nconcerned. ",{"bindId":168,"name":50,"text":169},"paidmaternityleave","(1) Unless more favourable conditions have otherwise been provided for in\nany employment contract or in any enactment, maternity leave shall be granted\nin terms of this clause for a period of ninety eight days on full pay to a\nfemale employee. (2) On production of a certificate signed by a registered\nmedical or state registered nurse certifying that she is pregnant, a female\nemployee may proceed on maternity leave not earlier than the forty – fifth\nday and not later than the twenty - first day prior to the expected date of\ndelivery. (3) A female employee shall be entitled to be granted a maximum of\nthree periods of maternity leave with respect to her total services to any one\nemployer during which she shall be paid her full salary.\n\nProvided that paid maternity leave shall be granted only once during any\nperiod of twenty – four months calculated from the day any previous leave was\ngranted.",{"bindId":171,"name":172,"text":173},"PAIDLEAV_trigger","20(1) Subject to the provisions of sub c","20(1) Subject to the provisions of sub clause (6), an employee shall\naccumulate vacation leave at the rate of 30 consecutive days for each year of\ncontinuous service.\n\n(2) For the purpose of payment in lieu of any period of leave due \n\n(a) On termination of employment any portion of a month worked in excess of\ntwo weeks shall be regarded as a full month.\n\n(b) Subject to the provision of sub clause (6), vacation leave shall\naccumulate at the rate of two and half days for each month of continuous\nservice.\n\n(c) The monthly wage shall be divided by twenty – six to obtain the daily\nrate of pay",{"bindId":175,"name":153,"text":154},"MAXHOURS_trigger",{"bindId":177,"name":103,"text":104},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Catering Employers Association of Zimbabwe - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-08-21\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: → Court\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2012-08-21\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation, Other accommodation\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: → Catering Employers’ Association of Zimbabwe\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Zimbabwean Catering and Hotel Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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: → 12 days\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 12 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 21 days\n            \u003C\u002Fdiv>\n            \n            \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            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 180.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 25.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → 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            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → 12.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % 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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → ZAR 30.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[183],{"title":37,"slug":33},[185],{"type":186,"data":187},"call_to_action_body_block",{"title":188,"description":189,"variant":190,"link":191},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":188,"url":192,"description":188,"rel":193,"type":194},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[196],{"type":186,"data":197},{"title":188,"description":189,"variant":190,"link":198},{"title":188,"url":192,"description":188,"rel":193,"type":194},[]]