[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-construction-industry-federation-of-zimbabwe-and-the-zimbabwe-building-contractors-association-and-the-zimbabwe-construction-and-allied-trades-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":192,"content_type_view":193,"extra_breadcrumbs":194,"body":196,"body_blocks":207,"related_pages":211},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":190,"translations":191},{"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-construction-industry-federation-of-zimbabwe-and-the-zimbabwe-building-contractors-association-and-the-zimbabwe-construction-and-allied-trades-workers-union---2012","4859f9d8-3bc1-11e7-abbf-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-the-construction-industry-federation-of-zimbabwe-and-the-zimbabwe-building-contractors-association-and-the-zimbabwe-construction-and-allied-trades-workers-union---2012\u002Fcollective-bargaining-agreement-between-the-construction-industry-federation-of-zimbabwe-and-the-zimbabwe-building-contractors-association-and-the-zimbabwe-construction-and-allied-trades-workers-union---2012\u002F","Collective Bargaining Agreement between the Construction Industry Federation of Zimbabwe and the Zimbabwe Building Contractors Association and the Zimbabwe Construction and Allied Trades Workers Union - 2012","ZWE Construction Industry Federation of Zimbabwe - 2012","Zimbabwe - ZWE Construction Industry Federation of Zimbabwe - 2012","ZWE Construction Industry Federation of Zimbabwe - 2012 - Construction, technical consultancy",{"name":41,"data":42},"construction.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 Construction Industry\nFederation of Zimbabwe and the Zimbabwe Building Contractors Association and\nthe Zimbabwe Construction and Allied Trades Workers Union - 2012\u003C\u002Fh1>\n\n\u003Cp>Collective Bargaining Agreement: Construction Industry\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\n244 of 1999, has been registered in terms of Section 79 of the Labour Act\n[Chapter 28:01].\u003C\u002Fp>\n\n\u003Cp>SCHEDULE NATIONAL EMPLOYMENT COUNCIL FOR THE CONSTRUCTION INDUSTRY\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT (SKILLED WORKERS, APPROVED CLASSES OF\nWORKERS AND GRADED WORKERS) 2006\u003C\u002Fp>\n\n\u003Cp>ANNEXURES\u003C\u002Fp>\n\n\u003Cp>1. Designated trades, classified work and rates of wage\u003C\u002Fp>\n\n\u003Cp>2. Graded work and rates of wage\u003C\u002Fp>\n\n\u003Cp>3. Wages slip\u003C\u002Fp>\n\n\u003Cp>4. Safety and protective clothing and appliances\u003C\u002Fp>\n\n\u003Cp>5. Skilled workers’ tools\u003C\u002Fp>\n\n\u003Cp>6. Declaration by employer\u003C\u002Fp>\n\n\u003Cp>7. Enrolment application by employee\u003C\u002Fp>\n\n\u003Cp>8. Record of service\u003C\u002Fp>\n\n\u003Cp>9. List of post offices for purposes of travelling allowances\u003C\u002Fp>\n\n\u003Cp>10. Workers committees, constitution and functions\u003C\u002Fp>\n\n\u003Cp>11. Code of conduct and grievance procedure\u003C\u002Fp>\n\n\u003Cp>12. Employment Agreement Form\u003C\u002Fp>\n\n\u003Cp>Made and entered into in accordance with the provisions of the Labour Act,\nChapter 28:01, between the Construction Industry Federation of Zimbabwe and the\nZimbabwe Building Contractors Association (hereinafter referred to as “the\nemployers” or “the employers’ organisations”), of the one part, and the\nZimbabwe Construction and Allied Trades Workers Union (Hereinafter referred to\nas “the employees” or “the trade union”), of the other part, being\nparties to the National Employment Council for the Construction Industry of\nZimbabwe. \u003C\u002Fp>\n\n\u003Ch2>PART I: APPLICATION, DURATION AND INTERPRETATION\u003C\u002Fh2>\n\n\u003Ch3>Scope and application of agreement\u003C\u002Fh3>\n\n\u003Cp>1. (1) In terms of the provisions of section 82 of the Labour Act, [Chapter\n28:01], the terms of this agreement are binding upon and shall be observed\nby-\u003C\u002Fp>\n\n\u003Cp>(a) the employers and employees engaged in the construction industry who are\nmembers of the employers’ organisations and the trade union respectively, in\nthe area of Zimbabwe.\u003C\u002Fp>\n\n\u003Cp>(b) all other employers and employees in the industry in the area of\nZimbabwe\u003C\u002Fp>\n\n\u003Cp>(2) This agreement is concerned solely with the conditions and categories of\nemployment and the preservation of good labour relations in the construction\nindustry, and whereas it unifies the erstwhile building, civil engineering and\nconcrete products industries for those purposes, it is not intended, and nor\nshall it be so construed by anyone either within or outside of the construction\nindustry, to alter, modify, suspend, nullify or affect in any way whatsoever\nthe recognized methods, procedures, conduct, practice and documentation\napplicable to calling for tenders and quotations and to tendering, measurement,\npayment and the like and associated processes in respect of building, civil\nengineering and concrete products works in Zimbabwe.\u003C\u002Fp>\n\n\u003Cp>(3) No employer or employee may waive any provision of this agreement,\nwhether or not the said provision creates a benefit to or obligation on the\nemployer or employee concerned. Each provision shall create a right or\nobligation, as the case may be, independently of the existence of other\nprovisions. In the event of any provision of this agreement being inoperative\nor ultra vires the powers of the parties or the Labour Act, [Chapter 28:01] or\nregulations made thereunder, either before or after publication of this\nagreement under the provisions of that Act, this shall in no way affect the\nremainder of the agreement which shall, in that event, constitute the\nagreement. \u003C\u002Fp>\n\n\u003Ch3>Period of operation and amendment of agreement\u003C\u002Fh3>\n\n\u003Cp>2. (1) This agreement shall come into operation on the date of its\nregistration in terms of Section 80 of the Act and shall remain in force for\ntwo years:\u003C\u002Fp>\n\n\u003Cp>Provided that the parties shall re-negotiate an extension of this agreement\nbefore the expiry of the above period\u003C\u002Fp>\n\n\u003Cp>(2) In the interest of promoting stability in the industry, the employers’\norganisations and the trade union have agreed that they will not seek to amend\nthis agreement during its first twelve months of operation, except that wage\nrates will be reviewed annually to take into account such wage legislation as\nmay be promulgated by the government and, in the absence of such legislation,\nnot later than the 1st July of each year.\u003C\u002Fp>\n\n\u003Cp>(3) Nothing shall preclude the parties entering negotiations to amend\nclauses at any time, provided amendments arising there from shall not be\nregistered before the termination of the first twelve-month period of operation\nof this agreement.\u003C\u002Fp>\n\n\u003Cp>(4) Where this agreement provides terms, conditions and benefits which\ndiffer from those provided under previous agreements and regulations displayed\nby this agreement, the new provisions shall apply from the date of registration\nof this agreement and not retrospectively. \u003C\u002Fp>\n\n\u003Ch3>Interpretation\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>3. Any expressions used herein which are defined in the Act shall, unless\notherwise defined or specified herein, have the same meaning as in the Act, any\nwords importing the masculine gender shall include the feminine gender, and any\nword in the singular sense shall include the plural sense further, unless\ninconsistent with the context.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>“Act” means the Labour Act, [Chapter 28:01] with amendments;\u003C\u002Fp>\n\n\u003Cp>“agreement of council” means this agreement and any future agreement\nbetween the parties to the agreement which relates to employment in this\nindustry and includes those agreements relating to medical and pension funds in\nthe former building industry contained in Statutory Instruments 239 and 255 of\n1992 and Occupational Health and Safety Statutory Instrument 223 of 1993, as\namended and extended, and adopted in terms of clause 43 hereof;\u003C\u002Fp>\n\n\u003Cp>“annual shut-down” means the period of twenty-three consecutive days\ncommencing at midnight on the Friday preceding Christmas to be decided by\nCouncil in terms of subclause 5 of clause 30 of this Agreement, during which an\nestablishment suspends operations. In the case of factory based employees the\nannual or vacation leave shall be taken at the employer’s discretion outside\nthe annual shutdown period;\u003C\u002Fp>\n\n\u003Cp>“apprenticeship” means an employee serving under a written contract of\napprenticeship, registered in terms of the Manpower Planning and Development\nAct, [Chapter 28:02]\u003C\u002Fp>\n\n\u003Cp>“appropriate certificating authority” means the authority specified in\nthe Manpower Planning and Development Act, [Chapter 28:02];\u003C\u002Fp>\n\n\u003Cp>“calendar week” means a period of seven consecutive days starting\nimmediately after midnight on a Saturday and ending at midnight on the\nfollowing Saturday;\u003C\u002Fp>\n\n\u003Cp>“concrete products industry” means, without in any way limiting the\nordinary meaning of the expression, the industry in which employers and\nemployees are associated together for the purpose of manufacturing concrete\narticles, whether reinforced or not, manufactured in moulds or pallets from\ncement and sand, stone or any other nonfibrous aggregate;\u003C\u002Fp>\n\n\u003Cp>“consecutive shift” means one or two or three shifts within a period of\ntwenty-four hours operated by an employer for the purposes of a continuous\nprocess operation;\u003C\u002Fp>\n\n\u003Cp>“continuous process operation” means any operation on a contract site\nforming part of a continuous system of construction, stoppage of which would\nhave an adverse effect on the construction process or on the structure;\u003C\u002Fp>\n\n\u003Cp>“contract site” means a place other than the employer’s permanent\npremises, where an employer is required to carry out work in accordance with a\ncontract;\u003C\u002Fp>\n\n\u003Cp>“construction industry” means, without in any way limiting the ordinary\nmeaning of the expression and subject to the exclusion stated at the end of\nthis definition, the industry in which employer and employee are associated\ntogether for all or any of the following purposes, that is to say the\nconstruction, finishing, renovation, reparation, alteration, maintenance and\ndemolition (including the associated excavation and other earthworks and\nstabilization and scaffolding work) of airfield runways, aprons and other\nsurfaces, aqueducts, bins, bridges, bunkers, cable-ducts, caissons, canals,\ncementgrouting, chimneys for factories or works, cooling and water towers,\ndams, docks, encasements, fences, filter-beds, gates, grave-stones,\nharbor-works, hydro-electric installation, irrigation works, mine shaft\ncollars, monuments, piers, pile-driving, pipelines, quays, rafts, railways,\nreservoirs, river-works, roads, sewerage works, sewers, shafts, silos, streets,\nswimming pools, thermal installations, tombs and tombstones, walls (boundary,\ngarden and retaining), wharves, and any other works of a similar nature, as\nwell as the making of articles (subject to the limitations contained in the\ndefinition of “joinery”) for use in such operations, whether the work is\nperformed, the material is prepared, or the necessary articles are made on the\nsites of those buildings, structures or other works or elsewhere, and includes\nall work executed or carried out by persons in the industry who are engaged in\nthe following activities or subdivisions thereof- \u003C\u002Fp>\n\n\u003Cp>air-conditioning and all forms of mechanical ventilation and air control\nwhich require adjustments or alterations and additions to buildings, structures\nand other works, and which includes all ducting, having for its purpose the\ndelivery, extraction or conditioning of air for any purposes in any building,\nstructure or other works;\u003C\u002Fp>\n\n\u003Cp>asphalting, which includes asphalting floors, roofs, waterproofing\nfoundations, basements or walls, laying malthoid or other composition, and\nother flooring;\u003C\u002Fp>\n\n\u003Cp>bricklaying, which includes concreting and the fixing of concrete blocks,\nslabs, or plates, the tiling of walls and floors , pointing, paving, mosaic\nwork, facing work in slate, marble, granite and in composition, drain\n–laying, slating and roof –tiling, whether or not the fixing in the\nbuilding or structure is done by the person making or preparing the article\nused.\u003C\u002Fp>\n\n\u003Cp>building electrical installations wiring, which includes all processes\ninvolved in the installation of medium voltage electrical installations in\nbuildings, structures and other works from the main switch board therein, and\ncomprises the fixing and connection of all switchboard, rising mains,\nsubsidiary circuits in tubing, skirting or similar trunking , racking or\ncable-tray and the installation of P.V.C. armoured and mineral-insulated\ncables, together with all operations connected with the installation and\nfitting of electrical accessories and equipment and of light fittings;\u003C\u002Fp>\n\n\u003Cp>floor -laying, which includes all processes connected with laying of\nfloor-covering manufactured from asphalt, vinyl , asbestos , wood, plastic or\nsteel or any combination thereof, and the laying of composition flooring, also\nthe laying of mastic asphalt flooring and roofing –felt whenever these may be\nused in a building, structure or other work.\u003C\u002Fp>\n\n\u003Cp>glazing, which includes the fixing (with any type of fixing material or\nmethod), handling, cutting, edge working and surface decorating of all types of\nglass, including laminated and functional architectural glasses, the design and\nmanufacture of multiple lights and frameless glass show-cases and the mixing\nand preparation of chemicals for the silvering of glass, including protective\ncoatings such as paints, leads and coppering;\u003C\u002Fp>\n\n\u003Cp>joinery, which includes the manufacture of all articles of joinery, whether\nor not the fixing in the building, structure or other work is done by the\nperson making preparing the article used, but shall not include the\nfollowing\u003C\u002Fp>\n\n\u003Cp>(a) the manufacture from wood of parquet-block flooring\u003C\u002Fp>\n\n\u003Cp>(b) the manufacture and \u002For assembly from wood of plywood flush doors\u003C\u002Fp>\n\n\u003Cp>(c) the manufacture by repetitive operations or processes of pre-fabricated\ntimber houses, but excluding the erection thereof;\u003C\u002Fp>\n\n\u003Cp>(d) timber fencing;\u003C\u002Fp>\n\n\u003Cp>(e) the manufacture from wood of barge-boards, tongued and grooved boards,\nwall plates, tile-battens, stock moulding, fascia-boards and purlins; \u003C\u002Fp>\n\n\u003Cp>(f) the manufacture and\u002For assembly from wood by specialized mechanical\nprocess of roof-trusses, including the incorporation of metal plates or plywood\ngussets as components\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>light making, using lead and other metals, which includes the manufacture\nand \u002F or fixing of lights, display –signs, and glazing relating hereto.\u003C\u002Fp>\n\n\u003Cp>masonry, which includes stone-cutting and building (also the cutting and\nbuilding of ornamental and monumental stone-work) concreting and the fixing or\nbuilding of precast or artificial stone, marble or granite, paving, mosaic\nwork, pointing, wall and floor-tiling, operating of stone –working machinery\nand sharpening masons’ tools, whether or not the fixing in the building,\nstructure or other work is done by the person making or preparing the article\nused;\u003C\u002Fp>\n\n\u003Cp>metal-work, which includes the fixing of steel ceilings, metal windows,\nmetal doors, builders’ smith-work, metal frames and the building in of\narchitectural metal-work, drawn metalwork, sheet and extruded metal, whether or\nnot the fixing in the building, structure or other work is done by the person\nmaking or preparing the article used;\u003C\u002Fp>\n\n\u003Cp>overhaul, maintenance and repair on an establishment of an employer’s\nmachinery, plant, tools, equipment and vehicles used in connection with\nconstruction industry work;\u003C\u002Fp>\n\n\u003Cp>painting, which includes decorating, paper-hanging, distempering, lime or\ncolour washing, staining, varnishing, french and other polishing, graining and\nmarbling, spraying, applying plastic texture , stippler work and knotting, the\napplication and \u002F or fixing of polyvinyl-coated cloth, and the like forms of\nsurface decoration and protection;\u003C\u002Fp>\n\n\u003Cp>plastering, which includes modelling, granolithic and composition flooring,\ncomposition wallcovering and polishing, precast or artificial stone-work, wall\nand floor-tiling, paving and mosaic work, making and fixing fibrous plaster and\nplaster board, whether or not the fixing in the building, structure or other\nwork is done by the person making or preparing the article used;\u003C\u002Fp>\n\n\u003Cp>plumbing, which includes lead burning, gas-fitting, sanitary and domestic\nengineering, drainlaying, ventilating, heating, hot and cold water fitting,\nincluding fixing and water-fittings of electric geysers, fire-installations and\nthe manufacture and fitting of all sheet-metal work, whether or not the fixing\nor fitting in the building, or structure or other work is done by the person\nmaking or preparing the articles;\u003C\u002Fp>\n\n\u003Cp>scaffolding, which includes the assembly, erection and dismantling of\nscaffolding, including decking and suspended scaffolds.\u003C\u002Fp>\n\n\u003Cp>shop, office and bank fittings which include the manufacture and\u002For fixing\nof shop-fronts, window enclosures, show-cases, counters, screen and interior\nfittings and fixtures, whether manufactured in wood, metal or plastic\u003C\u002Fp>\n\n\u003Cp>steel construction, which includes the fixing of all classes of steel and\nother metal columns, girders, steel joists, or metal in any form which forms a\npart of a building, structure or other work;\u003C\u002Fp>\n\n\u003Cp>steel reinforcing, forming part of building, structure or other work;\u003C\u002Fp>\n\n\u003Cp>wood-working, which includes carpentry, woodwork-machining, turning,\ncarving, fixing of corrugated iron, asbestos sheeting, sound and acoustic\nmaterial, cork and asbestos insulation, wood lathing, composition ceiling and\nwall covering, plugging of walls, covering of woodwork with metal, block and\nother flooring, including wood and cork and sandpapering thereof, roof-tiling,\nwhether or not the fixing in the building, structure or other work is done by\nthe person making or preparing the article used; \u003C\u002Fp>\n\n\u003Cp>excluding any of the above mentioned activities where undertaken by an\nemployer in the mining industry in association with his ordinary employees in\nthe mining industry where such work is undertaken on a mining location or\nspecial grant as defined in the Mines and Minerals Act [Chapter 21:05];\u003C\u002Fp>\n\n\u003Cp>“council” means the National Employment Council for the Construction\nIndustry of Zimbabwe;\u003C\u002Fp>\n\n\u003Cp>“current benefit agreement” means an agreement of council relating to\nmedical and\u002For pension funds for the construction industry, or which provides\nfor other benefits for the industry which operates concurrently with the whole\nor any part of the period of operation of this agreement;\u003C\u002Fp>\n\n\u003Cp>“current hourly rate”, means the rate of pay an employee receives for\nevery hour worked during his ordinary hours of work;\u003C\u002Fp>\n\n\u003Cp>“day-off” means Sunday or that day of the week instead of Sunday on\nwhich an employee is not normally required to work;\u003C\u002Fp>\n\n\u003Cp>“emergency work” means work the completion of which cannot reasonably be\nleft over until the next working day;\u003C\u002Fp>\n\n\u003Cp>“employee”, means a person employed in the construction industry for\nwhom wages are prescribed in this agreement;\u003C\u002Fp>\n\n\u003Cp>“employer” means any person whatsoever who employs or provides work for\nany person in the construction industry and remunerates, or expressly or\ntacitly undertakes to remunerate, him including the manager, agent or\nrepresentative of such person first referred to, who is in charge or control of\nthe work upon which such second person referred to is employed and shall\ninclude a self-employed person or working employer;\u003C\u002Fp>\n\n\u003Cp>“employer’s permanent premises” means the permanent premises from\nwhich the employer carries on business\u003C\u002Fp>\n\n\u003Cp>“essential services” means any work which must necessarily be performed\nif danger to the health and\u002For safety of the public or if interference with the\ncarrying on of any industry, business or undertaking is to be avoided.\u003C\u002Fp>\n\n\u003Cp>“establishment” means any place at which the employer employs an\nemployee to perform work;\u003C\u002Fp>\n\n\u003Cp>“factory based employee” means any person engaged in manufacturing\nconcrete products in a factory or under factory conditions;\u003C\u002Fp>\n\n\u003Cp>“fixed place of work” means the contract site, office, depot, workshop\nor other place of work where an employee is initially employed, or to which he\nis transferred;\u003C\u002Fp>\n\n\u003Cp>“general fund” means the fund established in terms of council’s\nconstitution into which council’s dues from employees and employers shall be\npaid and from which the outgoing expenditures of council, as provided in its\nconstitution, shall be met.\u003C\u002Fp>\n\n\u003Cp>“hours of work” shall have meaning as defined in clause 18 of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>“industry” means the construction industry as defined above;\u003C\u002Fp>\n\n\u003Cp>“jobbing work” means any work in the industry, where emergency,\nbreakdown, or small works are involved of less than seven days, where no formal\ntendering is necessary, employing not more than six persons;\u003C\u002Fp>\n\n\u003Cp>“lock-up” means a shed, room, workshop, factory or similar place\nconstructed of walls and a roof, composed of weather –proof material which\ncan be securely locked, the whole to be so constructed to provide a place for\nthe safekeeping of an employee’s tools and clothes;\u003C\u002Fp>\n\n\u003Cp>“Minister” means the Minister of Labour and Social Services, and any\nreference to “Ministry” shall be construed accordingly;\u003C\u002Fp>\n\n\u003Cp>“month” means a calendar month;\u003C\u002Fp>\n\n\u003Cp>“overtime” shall have the meaning as defined in clause 19 of this\nagreement\u003C\u002Fp>\n\n\u003Cp>“Registrar” means the Registrar of Labour as defined in the Act;\u003C\u002Fp>\n\n\u003Cp>“secretary” means the secretary of the council appointed in terms of its\nconstitution;\u003C\u002Fp>\n\n\u003Cp>“shift” means one of the stipulated periods of time during the\ntwenty-four hour day when work is performed in relays;\u003C\u002Fp>\n\n\u003Cp>“shift worker” means an employee who is required to perform shift work\non a contract site where two or three shifts in a period of twenty-four hours\nare worked according to a shift roster laid down by the employer;\u003C\u002Fp>\n\n\u003Cp>“skilled worker” means a person who has been certified or registered by\nthe ministry as a journeyman or skilled worker, class1,2,3 or 4, in a\ndesignated trade, or a person who holds a journeyman registration certificate\nissued by council’s predecessor before 1st February,1982, and recognized by\nthe Ministry or an employee who has been lawfully exempted by the Ministry to\nperform work in a designated trade;\u003C\u002Fp>\n\n\u003Cp>“wage” means the periodic payment made to an employee calculated by\nreference to the ordinary hours of work performed by that employee multiplied\nby his current hourly rate, and excludes bonuses and overtime and similar\npayments and allowances.\u003C\u002Fp>\n\n\u003Cp>“working day” means any day other than a day off or an industrial\nholiday;\u003C\u002Fp>\n\n\u003Cp>“worker grades or graded worker” shall have the meaning defined in\nAnnexure 2 of this agreement;\u003C\u002Fp>\n\n\u003Cp>“working week” shall have the meaning as defined in sub-clause (2) of\nclause 18 of this agreement \u003C\u002Fp>\n\n\u003Ch2>PART II: ADMINISTRATION, COUNCIL DUES AND TRADE UNION FEES\u003C\u002Fh2>\n\n\u003Ch3>Administration of agreement\u003C\u002Fh3>\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 of administration to a local joint committee or any\ncommittee appointed by the council, subject to the provisions of its\nconstitution relating to the appointment of committees. \u003C\u002Fp>\n\n\u003Ch3>Exemptions from agreement\u003C\u002Fh3>\n\n\u003Cp>5. (1) Exemptions from any of the provisions of this agreement may be\nobtained by an enrolled employer or employee in the manner provided for herein,\nand any application for exemption may be refused and any exemption granted may\nbe cancelled or amended at any time.\u003C\u002Fp>\n\n\u003Cp>(2) There is hereby established an exemptions committee which shall consider\nand may grant, conditionally or otherwise, applications for exemption from any\nor all of the provisions of this agreement.\u003C\u002Fp>\n\n\u003Cp>(3) The exemptions committee shall consist of not less than two and not more\nthan three representatives or their alternates of the trade union, not less\nthan two and not more than three representatives or their alternates of the\nemployers. The members of the committee and their alternates shall be appointed\nby the parties and shall assume office at the first meeting of the committee to\nbe held not later than thirty days after the appointment of the committee, and,\nexcept as provided in sub-clause (4), shall continue in office for two\nyears;\u003C\u002Fp>\n\n\u003Cp>(4) Of those first appointed, one employer representative and one trade\nunion representative shall retire in January each year, the first two in\nJanuary immediately following their appointment and remaining two in the next\nsucceeding January. Those first to retire shall, unless otherwise agreed\namongst themselves, be determined by lot. Those retiring shall be eligible for\nreappointment;\u003C\u002Fp>\n\n\u003Cp>(5) The trade union and employers shall fill the vacancies occurring in\nterms of subclause (4)\u003C\u002Fp>\n\n\u003Cp>(6) If a member is unable to attend a meeting, his place shall be taken by\nhis alternate who shall then be of full standing as a member. An alternate may\nattend any meeting of the committee but shall not have a vote unless he has\ntaken a member’s place.\u003C\u002Fp>\n\n\u003Cp>(7) In the event of a member or an alternate of the employers or trade union\nbeing unable to act, the body which made the appointment shall appoint a\nreplacement for the period of absence or until January of the following year,\nas appropriate.\u003C\u002Fp>\n\n\u003Cp>(8) The committee at its first meeting, and thereafter at the meeting next\nafter new appointments have been made, shall elect from its members a chairman,\nand the person so elected shall be a representative of the employers or a\nrepresentative of the trade union, respectively, in each alternate year;\u003C\u002Fp>\n\n\u003Cp>Provided that if the recently retired chairman has been re-appointed to the\ncommittee, it may reappoint him to be chairman.\u003C\u002Fp>\n\n\u003Cp>(9) In the event that the chairman is unable to act, the committee shall\nelect one of its members to act until the chairman is able to resume office, or\nappoint a new chairman, as appropriate.\u003C\u002Fp>\n\n\u003Cp>(10) The exemptions committee shall meet at such times as the chairman may\ndetermine, or as any two members may require, or as council may direct. All\ndecisions of the committee shall be by unanimous vote with all members, or\nalternates acting for absent members, present. Proper minutes of each meeting\nshall be made and distributed to all members and all alternates and to the\nparties to this agreement.\u003C\u002Fp>\n\n\u003Cp>(11) The general secretary to council or a council employee nominated by him\nwith the approval of the committee shall be secretary to the exemptions\ncommittee. \u003C\u002Fp>\n\n\u003Cp>(12) Every employer shall give to those of his employees who are\nrepresentatives on the Council, every reasonable facility to attend their\nduties in connection with the work of the Council; \u003C\u002Fp>\n\n\u003Ch3>Applications for and grant of exemptions\u003C\u002Fh3>\n\n\u003Cp>6. (1) Any employee or employer may submit an application in writing, to the\nexemptions committee in the form prescribed by council for exemption from all\nor any of the provisions of this agreement, and shall furnish the exemptions\ncommittee with such further information as it may require for the purpose of\ndetermining the application.\u003C\u002Fp>\n\n\u003Cp>(2) As soon as it is practicable and within fourteen days of its receipt,\nthe exemptions committee shall determine such application and may issue a\ncertificate granting such exemption for such period, and subject to such terms\nand conditions as it thinks fit. A copy of such certificate or the notification\nof any rejection and the reasons therefore, shall be sent to the employee\nand\u002For employer, as appropriate;\u003C\u002Fp>\n\n\u003Cp>(3) The exemptions committee may, at any time, in respect of an applicant to\nwhom an exemption has been granted, revoke or amend that exemption, as the case\nmay be, and such revocation or amendment shall have effect from such date as\nthe committee may fix and shall be notified to the persons referred to in\nsub-clause (2);\u003C\u002Fp>\n\n\u003Cp>(4) Any employee or employer whose application has been rejected, or who has\nreceived a notification under sub-clause (3), may, within fourteen days, lodge\nand appeal, in writing to the council who shall determine the appeal within\nfourteen days of its receipt. The rejection, revocation or amendment, as the\ncase may be, shall remain valid pending the determination of that appeal, and\nshall be adjusted in accordance with that determination.\u003C\u002Fp>\n\n\u003Cp>(5) If the exemptions committee is unable because of lack of unanimity to\nreach a decision, an arbitrator shall be appointed by council. The arbitrator\nshall determine the matter within fourteen days of its receipt by him, and his\ndecision shall be final and binding under this agreement.\u003C\u002Fp>\n\n\u003Cp>(6) Any unexpired exemption under any previous regulations or agreement\nwhich operated in the industry, and to which the provisions of this agreement\nare relevant, shall have effect in relation to this agreement only for a period\nof six months after its publication or until the exemption expires, whichever\ntime occurs first, during which period an application must be made in terms of\nsub-clause (1);\u003C\u002Fp>\n\n\u003Ch3>Designated agents\u003C\u002Fh3>\n\n\u003Cp>7. (1) The council shall advise the Registrar of specified persons whom it\nwishes to be appointed as designated agents to assist it in giving effect to\nthe terms of this agreement\u003C\u002Fp>\n\n\u003Cp>(2) Upon the production by the designated agent of a valid certificate of\nappointment issued to him by the Registrar in terms of Section 63 of the Act,\nan employer or employee shall grant him rights of entry, access, search and\nexamination as provided in terms of that section.\u003C\u002Fp>\n\n\u003Ch3>Enrolment of employers and notification of contracts\u003C\u002Fh3>\n\n\u003Cp>8. (1) At the date of registration of this agreement, an existing employer\nin the former building, civil engineering and concrete products industries\nregistered, and in good standing , with the national employment council for the\nconstruction industry shall be deemed to have compiled with sub-clauses (2) and\n(4), and the balance of interest accrued up to that date on his previous\ndeclaration deposit shall be held by council to the credit of that employer\nuntil such time as the provisions of sub-clause (9) apply; \u003C\u002Fp>\n\n\u003Cp>(2) Any person proposing to become an employer in the construction industry\nshall, prior to commencing operations, render a declaration to the council,\ncontaining the particulars set out in the form prescribed in Annexure 6;\u003C\u002Fp>\n\n\u003Cp>(3) Any change in the particulars entered on the form prescribed in\nsub-clause (2) shall be notified to the council, in writing, within twenty-one\ndays of any such change;\u003C\u002Fp>\n\n\u003Cp>(4) A person making the declaration prescribed in subclause (2) shall pay a\nnonrefundable joining fee as prescribed by Council from time to time;\u003C\u002Fp>\n\n\u003Cp>(5) The secretary shall cause the trading name of every employer who has\ncomplied with the requirements of subclauses (2) and (4) to be entered in the\ncouncil’s register of employers.\u003C\u002Fp>\n\n\u003Cp>(6) The secretary shall issue a certificate of enrolment to every employer\nenrolled in terms of subclause (5), and a new certificate shall be issued to an\nemployer referred to in subclause (1).\u003C\u002Fp>\n\n\u003Cp>(7) Any employer who, for three consecutive weeks, fails to submit returns\nto council as required by this or any other current agreement of council shall\nbe notified of such omission by the secretary. Unless such returns accompanied\nby the payments prescribed in the notice of omission are made within seven days\nfrom the date of notification, legal proceedings for their recovery shall be\ninstituted and the trading name of the employer shall be deleted from\ncouncil’s register of employers. Such deletion shall be deemed to be a\ncancellation of the employer’s registration. For the purposes of this\nsubclause, a letter addressed to the business address of the employer, as\nsupplied in terms of subclause (2), sent by registered post shall constitute\nsufficient notification.\u003C\u002Fp>\n\n\u003Cp>(8) In the event of the\u003C\u002Fp>\n\n\u003Cp>(a) cessation of operations in the construction industry by a registered\nemployer he shall notify council within thirty days of such cessation and may\napply for refund of the surety or balance thereof, together with the interest\nthereon standing to his credit;\u003C\u002Fp>\n\n\u003Cp>(b) cancellation by council of an employer’s registration in terms of\nsubclause (7) or for any other reason he may apply for the refund of the\nbalance of the surety, together with the interest thereon standing to his\ncredit; and council shall, within six months of such application, remit the\ninterest accruals and the surety less any deductions made in terms of any\nagreement of council.\u003C\u002Fp>\n\n\u003Cp>(9) Any employer who has not registered and is found operating will be\ncalled upon to register with council and the following provisions will\napply-\u003C\u002Fp>\n\n\u003Cp>(a)(i) if the employer has been operating without being registered for a\nperiod of one month or more, he shall pay a penalty fee equal to fifty per\ncentum of the joining fee as prescribed in subclause (4)\u003C\u002Fp>\n\n\u003Cp>(ii) regardless of the period for which the employer has been operating\nwithout being registered with Council, all payments, which he should in terms\nof this agreement, have been required to make to council together with any\nshortfalls in wages paid to his employees during that period shall immediately\nbecome due and payable; \u003C\u002Fp>\n\n\u003Cp>(iii) in the event of an employer failing to comply with the registration\nrequirement within the specified period he will immediately stop operating and\ncouncil may take legal action to recover any outstanding dues and shortfalls in\nwages;\u003C\u002Fp>\n\n\u003Cp>(iv) after cancellation of the registration of an employer he will only be\nre-admitted for registration after he has complied with all requirements and\nmade all payments which were due at the time of cancellation\u003C\u002Fp>\n\n\u003Cp>(b) In the event of cessation of operations in the construction industry by\na registered employer he shall notify council within thirty days of such\ncessation and if he is registered in terms of subclause (1) may apply for a\nrefund of the surety or balance thereof, together with interest thereon\nstanding to his credit.\u003C\u002Fp>\n\n\u003Cp>(10) No employer shall enter into any contract with any other employer to\ncarry out construction industry work unless he has previously determined, by\npersonal inspection of such employer’s certificate of registration or other\nwritten proof that such employer is currently conforming in terms of the\nNational Social Security Act [Chapter 17:04] and is registered as an employer\nwith the council in terms of this agreement. \u003C\u002Fp>\n\n\u003Ch3>Enrolment of workers\u003C\u002Fh3>\n\n\u003Cp>9. (1) Every person, whether a working employer or employee, performing work\nin the construction industry in the categories listed in Annexures 1 and 2\nshall, not later than ten days after taking up employment in the industry,\napply for enrolment to the secretary using the form set out in Annexure 7. The\nsecretary shall, within fourteen days of receiving the application, issue to\nthe applicant, a worker’s enrolment certificate. Such certificate shall-\u003C\u002Fp>\n\n\u003Cp>(a) in the case of a skilled worker or approved class of worker, state the\ntrade and class allocated to him, following classification by the Ministry, or\nthe trade or occupation approved by council, as the case may be;\u003C\u002Fp>\n\n\u003Cp>(b) in the case of a person in the worker grades, state the occupation and\ngrade allocated to him by his employer;\u003C\u002Fp>\n\n\u003Cp>(c) contain a suitable photograph of the holder which shall be provided at\nhis cost by the applicant in such quantity as required by council at the time\nof application;\u003C\u002Fp>\n\n\u003Cp>(d) in the first instance be issued free of charge\u003C\u002Fp>\n\n\u003Cp>(2) Every person shall, upon request, produce his worker’s enrolment\ncertificate to his employer or his prospective employer\u003C\u002Fp>\n\n\u003Cp>(3) Subject to the provisions of subclause (1), no employer shall employ or\ncontinue to employ a person who has not applied for a worker’s enrolment\ncertificate or who is unable to produce his worker’s enrolment when required\nto do so.\u003C\u002Fp>\n\n\u003Cp>(4) Any person who loses his worker’s enrolment certificate shall report\nsuch loss within seven days to the secretary, and shall, at the same time\nsubmit an application for a replacement certificate, using the form set out in\nAnnexure 7. Such application shall be accompanied by such quantity of suitable\nphotographs of the applicant as is required and such fee as is prescribed by\ncouncil. The secretary shall, within fourteen days from receipt of application,\nissue a replacement worker’s enrolment certificate to the applicant. All\nreplacement certificates shall be clearly marked as duplicates.\u003C\u002Fp>\n\n\u003Cp>(5) A person enrolled in a worker grade, who, upon meeting the criteria as\nprescribed by council for enrolment to a higher grade, may, not more than once\nin any six-month period,\u003C\u002Fp>\n\n\u003Cp>apply to the secretary for enrolment to a higher grade. Such application,\nusing the form prescribed by council, shall be accompanied by such quantity of\nsuitable photographs of the applicant as is required and such fee as determined\nby council. The secretary shall, within fourteen days from receipt of the\napplication, issue a new worker’s enrolment certificate to the applicant,\nrelating to the appropriate higher grade, in exchange for his old certificate\nwhich shall be retained by council.\u003C\u002Fp>\n\n\u003Ch3>Workers Record of Service\u003C\u002Fh3>\n\n\u003Cp>10. A. (1) Upon the date of registration of this agreement, every employer\nshall, unless he has already done so under a previous agreement relating to his\nindustry, prepare for each of his employees a record of service, in the form\nset out in Annexure 8. If the employee is or becomes a member of the Trade\nUnion, his number shall be included on the record of service.\u003C\u002Fp>\n\n\u003Cp>(2) The record of service shall be held by the employer and shall be brought\nup to date and handed to the employee on termination of service. Retrenchment\n10. B. (1) An employer who wishes to retrench five or more employees shall do\nso in terms of section 12c of the Labour Act Chapter 28:01.\u003C\u002Fp>\n\n\u003Cp>(2) An employer who wishes to retrench less than 5 employees shall do so\naccording to Statutory instrument 186 of 2003.\u003C\u002Fp>\n\n\u003Ch3>Council’s dues\u003C\u002Fh3>\n\n\u003Cp>11. (1) Council’s dues shall consist of contributions to the general fund\nand shall be made by every employer and employee in the industry for such\npurposes as are provided for in council’s constitution, and shall consist of\n-\u003C\u002Fp>\n\n\u003Cp>(a) deductions of 2.5% of basic wage per week from all skilled workers and\nother classes of workers specified in Annexure 1 who have worked three working\ndays or more during that working week;\u003C\u002Fp>\n\n\u003Cp>(b) Equal amounts added by all employers to the deductions specified in\nparagraph (a)\u003C\u002Fp>\n\n\u003Cp>(c) an amount equal to 2.25% of the basic worker grade one weekly wage,\nwhich shall be paid to council by a self employed person or working employer,\nor partner, or a director, who has been registered by council as a working\nemployer.\u003C\u002Fp>\n\n\u003Cp>(d) an amount equal to that specified in paragraph (c) per week, which shall\nbe paid to council by a person, or partnership, or company, who, for the time\nbeing have no employees and are not performing work as a working employer,\nwhich amount shall be accompanied by the form provided by council for recording\nwage deductions and contributions completed as a Nil return.\u003C\u002Fp>\n\n\u003Cp>(2) The employer shall add the amounts specified in subclause (1) to the\namounts required to be paid by employers and employees to the pension fund in\nterms of those current benefit agreements, and shall enter all the required\nparticulars thereof in the form provided by council for recording wage\ndeductions and contributions. This form, completed as prescribed by council,\ntogether with the aforementioned remittances shall be sent by the employer so\nas to arrive at the offices of council not later than ten days after pay day of\nthe week to which they relate.\u003C\u002Fp>\n\n\u003Cp>Where remittances to Council are not paid by the due date, interest shall be\nchargeable at the rate of 7.5% compound interest.\u003C\u002Fp>\n\n\u003Cp>(3) Every employer shall ensure that the form provided by council for\nrecording wage deductions and contributions is used only for that purpose, and\nthat the form is properly completed in all respects when submitted to council.\nIf, in council’s opinion, an employer is abusing the form or using an\nexcessive or unreasonable number of forms, it may impose a charge, which it\nshall prescribe, on that employer for forms required by him, and that employer\nshall pay that charge until the council sees fit to withdraw it.\u003C\u002Fp>\n\n\u003Cp>(4) Council shall at an employer’s request give instruction or assistance\nto that employer on the correct compilation of the form. On the first such\noccasion the instruction shall be at no charge, thereafter on each occasion on\nwhich the council gives instruction or assistance in or necessarily corrects\nthe compilation of the form the Council shall charge a fee equal to one percent\nof the total remittance due with that form.\u003C\u002Fp>\n\n\u003Ch3>Trade Union membership fees\u003C\u002Fh3>\n\n\u003Cp>12. (1) The check-off system for the collection of trade union membership\nfees due by any employee in the former building industry provided for in\nStatutory Instrument 402 of 1983, as amended and extended, shall continue\nuninterrupted by this agreement but shall be subject to its terms and\nprovisions and shall upon the registration of this agreement, be extended to\ninclude any employee in the construction industry who so requests.\u003C\u002Fp>\n\n\u003Cp>(2) The trade union membership fees to be collected shall be those amounts\nnotified to all employers from time to time by the secretary to council\nwhenever the trade union informs him of the amounts it has determined as its\nfees.\u003C\u002Fp>\n\n\u003Cp>(3) An employee agreeing to enter the check-off system shall complete, and\nshall sign and have duly witnessed, a stop-order, in a form prescribed by\ncouncil, authorizing his employer to deduct weekly from his wages that amount\nwhich constitutes his fees to the trade union using a copy of the NEC check-off\nsystem order book. The council shall advise any new prospective employer to\ndeduct dues from any member upon receiving the first contributions of General\nFund.\u003C\u002Fp>\n\n\u003Cp>(4) Not later than two pay periods after the receipt by the employer of a\nstop –order as provided for in subclause (3), an employer shall make the\nrequisite deduction each week from the employee’s wages:\u003C\u002Fp>\n\n\u003Cp>Provided that an employer may refuse to make such deduction if it is proved\nto the satisfaction of council that undue influence or coercion has been, or is\nbeing, exercised by members of the trade union to compel non-members to become\nmembers thereof.\u003C\u002Fp>\n\n\u003Cp>(5) From all monies due to the trade union, collected by him in terms of\nsubclause (4), the employer may deduct and retain a collection fee of not more\nthan one per centum of these monies.\u003C\u002Fp>\n\n\u003Cp>(6) Upon making the deduction in terms of subclause (4), the employer shall\nenter the employees’ name, NEC number, class or grade, and the amount so\ndeducted on the form provided by council for recording wage deductions, and\nshall remit the amount, less any collection fee in terms of subclause (5), to\ncouncil together with a number of copies of the form as may be required by\ncouncil.\u003C\u002Fp>\n\n\u003Cp>(7) Upon receipt of the trade union’s fees, council shall transmit these\nto the trade union together with a copy of the form referred to in subclause\n(6).\u003C\u002Fp>\n\n\u003Cp>(8) In the event of a change from one employer to another by an employee who\npays his trade union fees through the check-off system, it shall be the\nresponsibility of that employee to complete a new stop-order as provided in\nsubclause (3) and upon receipt of that new stoporder the new employer shall\ncomply with the terms of subclauses (4), (5) and (6) relating to deductions and\nacquittal. \u003C\u002Fp>\n\n\u003Cp>(9) An employer shall cease to make deductions in terms of subclause\n(4):-\u003C\u002Fp>\n\n\u003Cp>(a) after the eighth day period following the receipt by the employer of a\nduly witnessed order signed by the employee cancelling the stop-order unless\nsuch cancelling order is revoked before the end of the eighth pay period.\u003C\u002Fp>\n\n\u003Cp>(b) not later than two pay periods following the receipt by the employer of\na written notification by the trade union that the employee has been expelled\nby the trade union.\u003C\u002Fp>\n\n\u003Ch3>Availability of agreement\u003C\u002Fh3>\n\n\u003Cp>13. Every employer shall make available in a place easily accessible to all\npersons in his employment, a copy of this agreement and all amendments\nthereto.\u003C\u002Fp>\n\n\u003Ch3>Official notices and notice board\u003C\u002Fh3>\n\n\u003Cp>14. (1) Where an employer provides at an establishment, a notice board, it\nshall be of reasonable size, being not less than one square metre, and be\nlocated in a conspicuous place easily accessible to all persons in his\nemployment at that place. Such notice board shall show the employer’s name\nand be so constructed and secured, protected and if necessary illuminated, as\nto ensure the safe keeping and legibility of notices placed thereon.\u003C\u002Fp>\n\n\u003Cp>(2) The aforesaid notice board shall be deemed to be an official notice\nboard and all notices placed thereon by the employer or by the workers’\ncommittee relating to conditions of employment, labour relations, instructions,\ncompany rules and other information affecting employees in their employment, or\nplaced thereon at the request of council, shall constitute official and\nsufficient notification to the employees at that establishment by the employer,\nthe workers’ committee, and council, as the case may be, of such matters\u003C\u002Fp>\n\n\u003Cp>(3) Where a notice board as aforesaid exists, the employer shall display and\nkeep up to date on that notice board, a notice showing in respect of that\nestablishment-\u003C\u002Fp>\n\n\u003Cp>(a) the number of ordinary working hours per week;\u003C\u002Fp>\n\n\u003Cp>(b) the normal daily times of starting and finishing work for the various\ncategories of employees at that establishment;\u003C\u002Fp>\n\n\u003Cp>(c) the details of any annual shut-down;\u003C\u002Fp>\n\n\u003Cp>(d) the industrial holidays prescribed in clause 31;\u003C\u002Fp>\n\n\u003Cp>An employer shall comply with any request made by, or on behalf of the\nworkers’ committee and council whereby a notice is required to be displayed\non the notice board.\u003C\u002Fp>\n\n\u003Cp>(4) No person shall, without lawful cause alter, deface or move or cause to\nbe altered, defaced or moved, the copy of the agreement referred to in clause\n13, or any notice which has been placed by the employer or the workers’\ncommittee on the aforesaid notice board except on the instructions of the\nemployer when carrying out his responsibilities in terms of this clause.\u003C\u002Fp>\n\n\u003Cp>(5) Wherever construction operations are being carried on by an employer, he\nshall display and maintain, in a conspicuous place on that construction site,\naccessible to the public, a sign-board, of a size at least one square metre,\nshowing his name, business address and National Employment Council registration\nnumber with conspicuous lettering.\u003C\u002Fp>\n\n\u003Ch2>PART III: CONDITIONS OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Ch3>Employees bound by parallel agreements\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>15. It is a prime condition of employment that all employees in the\nindustry, shall be bound by current benefit agreements, particularly those\nrelating to pension and medical funds and shall contribute thereto if so\nrequired by such agreements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Protection of employment\u003C\u002Fh3>\n\n\u003Cp>16. (1) An employer shall not give out, and an employee shall not perform\nwork except upon an hourly paid or shift basis and in conformity with all the\nterms of this agreement\u003C\u002Fp>\n\n\u003Cp>(2) Contracts of employment to do work for which a minimum hourly rate is\nlaid down in this agreement shall be entered into on an hourly basis, and for\nevery incomplete hour worked by an employee, his employer shall pay a\nproportion of the employee’s current hourly rate of wages to the nearest\nquarter of an hour for the time actually worked.\u003C\u002Fp>\n\n\u003Cp>(3) No employee shall carry out or perform work in the construction industry\nas defined in this agreement for any person other than a registered employer\u003C\u002Fp>\n\n\u003Cp>(4) No employer shall employ a person to carry out or perform work in the\nconstruction industry as defined in this agreement other than an enrolled\nemployee.\u003C\u002Fp>\n\n\u003Cp>(5) An employee, whilst in the service of an employer engaged in the\nconstruction industry, shall not undertake, for his own account, any class of\nwork falling within the definition of construction industry:\u003C\u002Fp>\n\n\u003Cp>Provided that this subclause shall not apply to an employee carrying out\nwork on any existing residential premises owned by him.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>(6) (i) All employers in the construction industry shall not discriminate\nagainst any employee or prospective employee on grounds of race, tribe, place\nof origin, political opinion, colour, creed, gender, pregnancy, HIV\u002FAIDS status\nor disability.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Every employee shall have the right to be a member of a trade union and\nworkers committee and engage in lawful activities of such a trade union and\nworkers committee\u003C\u002Fp>\n\n\u003Cp>(iii) Every employee shall have the right to fair labour standards and\ndemocracy at the workplace and no person shall hinder, obstruct or prevent an\nemployee from taking any lawful action for advancing or protecting his rights\nor interests.\u003C\u002Fp>\n\n\u003Cp>(iv) No employer shall engage in unfair labour practices which are outlined\nin section 8 of the Labour Act Chapter 28:01.\u003C\u002Fp>\n\n\u003Ch3>Employment agreement forms\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>17. An employer shall, in writing inform every employee upon engagement of\nthe nature of his contract, including:-\u003C\u002Fp>\n\n\u003Cp>(a) his grade\u003C\u002Fp>\n\n\u003Cp>(b) his rate of pay and when it will be paid;\u003C\u002Fp>\n\n\u003Cp>(c) any provision for accommodation;\u003C\u002Fp>\n\n\u003Cp>(d) Duration of contract and the period of notice required to terminate the\nagreement of employment;\u003C\u002Fp>\n\n\u003Cp>(e) the hours of work;\u003C\u002Fp>\n\n\u003Cp>(f) the details of any bonus or incentive production scheme in operation;\u003C\u002Fp>\n\n\u003Cp>(g) the nature and duration of any fixed annual shut-down;\u003C\u002Fp>\n\n\u003Cp>(h) the provision for benefits during sickness or pregnancy;\u003C\u002Fp>\n\n\u003Cp>(i) vacation leave;\u003C\u002Fp>\n\n\u003Cp>(j) his obligation to abide by the code of conduct in Annexure II and\u003C\u002Fp>\n\n\u003Cp>(k) the terms of probation, if any and shall use the official employment\nagreement form approved by the Ministry and by council and set out in Annexure\n12 of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Hours of work and day-off\u003C\u002Fh3>\n\n\u003Cp>18. (1) The provisions of this clause shall not apply to guards and\nwatchmen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(2) Subject to any exemption granted under clause 5 and to the terms of\nclause 20 relating to shift-work, the ordinary hours of work for all employees\nshall not exceed forty-four hours per week which shall be worked between the\nhours of 7a.m. and 5p.m. Of these hours, nine shall be worked each day on a\nMonday, Tuesday, Wednesday and Thursday and eight shall be worked on a\nFriday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3) All employees shall be allowed a fifteen minute break about mid-morning\neach day with pay, and also a mid-day break of a minimum of thirty minutes\nwithout pay.\u003C\u002Fp>\n\n\u003Cp>(4) An employer shall not require an employee to work more than twelve hours\nin any period of twenty four hours, nor for more than seventy-two hours in any\nperiod of seven days.\u003C\u002Fp>\n\n\u003Cp>(5) An employee shall not be required to work for a continuous period of\nmore than four hours without being given a break of fifteen minutes, without\nthe loss of pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>(6) Every employee shall receive at least one day off duty each week.\u003C\u002Fp>\n\n\u003Cp>(7) An employee shall not be required to work on his day-off, except in\ncases of emergency work, and no employee shall be permitted to work on his\nday-off in successive weeks\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Overtime\u003C\u002Fh3>\n\n\u003Cp>19. (1) The provision of this clause shall not apply to guards and\nwatchmen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(2) “Overtime” means any work done in excess of the total hours per week\nset out in subclause (2) of clause 18\u003C\u002Fp>\n\n\u003Cp>(3) The working of overtime shall be by mutual agreement between the\nemployer and the particular employee affected, except-\u003C\u002Fp>\n\n\u003Cp>(a) in the case of emergency work; or\u003C\u002Fp>\n\n\u003Cp>(b) on essential services; or\u003C\u002Fp>\n\n\u003Cp>(c) as provided in clause (5) of clause 20: or\u003C\u002Fp>\n\n\u003Cp>(d) in any other abnormal circumstances which shall be notified to council\nwithin twenty-four hours;\u003C\u002Fp>\n\n\u003Cp>when the employer may require, and the employee shall work such overtime as\nmay be necessary.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>(4) An employer shall pay an employee on the following basis for overtime\nworked-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cp>(a) at the employee’s current hourly rate plus one half of the current\nhourly rate in respect of all hours in any period from Monday to Friday\nexceeding forty-five hours and not exceeding sixty-hours;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) for each hour or portion of an hour worked between midnight on Friday\nand 7:30am on Sunday at the employee’s current hourly rate plus one half of\nthe current hourly rate; whether or not the employee has completed 44 hours\nwithin that week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(c) each hour or portion of an hour worked between 7:30am on Sunday and\n7:30am on Monday shall be paid at the employee’s current hourly rate plus the\ncurrent hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Shift-work\u003C\u002Fh3>\n\n\u003Cp>20. (1) The provisions of subclauses (3), (4) and (5) of clause 18 shall not\napply to shift workers, who for the purposes of this clause shall not include\nguards and watchmen.\u003C\u002Fp>\n\n\u003Cp>(2) An employer may require any or all of his employees on a contract site\nto change his or their hours of work to those of a shift worker.\u003C\u002Fp>\n\n\u003Cp>(3) If an employer requires an employee to change his hours of work to that\nof a shift worker, the employer shall give the employee concerned at least five\nworking days’ notice prior to such change and inform him as to the date of\nthe change as well as the hours and shifts that will be worked by him. The\nemployee shall conform to the terms of such notice, on the date of change.\u003C\u002Fp>\n\n\u003Cp>(4) the ordinary hours of work for shift workers shall not exceed forty-four\nhours per week, and the ordinary hours of work per shift for a shift worker\nshall not exceed;\u003C\u002Fp>\n\n\u003Cp>(a) nine hours, where two shifts in a period of twenty-four hours are\noperated, and such shifts shall be worked as five consecutive shifts;\u003C\u002Fp>\n\n\u003Cp>(b) eight hours, where three shifts in a period of twenty-four hours are\noperated, and such shifts shall be worked as five consecutive shifts.\u003C\u002Fp>\n\n\u003Cp>(5) Notwithstanding the provisions of subclauses (6) and (7) of clause 18,\nan employer may require, and an employee shall work such overtime as is laid\ndown in accordance with the contract site shift roster, and the employee shall\nbe paid for such overtime worked in accordance with clause 19.\u003C\u002Fp>\n\n\u003Cp>(6) A shift worker whose total hours of work does not exceed ten hours per\nshift shall be granted a break of at least ten minutes duration approximately\nmidway through the shift and the employee shall be paid for such a break.\u003C\u002Fp>\n\n\u003Cp>(7) A shift worker whose total hours of work exceeds ten hours per shift\nshall be granted two breaks each of at least ten minutes duration, the first\nsuch break shall be taken approximately a third of the way through the shift\nand the second break approximately two thirds of the way through the shift, and\nthe employee shall be paid for such breaks.\u003C\u002Fp>\n\n\u003Cp>Provided that where due to the nature of the work the employee is carrying\nout, the breaks as provided in this subclause and subclause (6) cannot be taken\nat the times prescribed; they shall be taken either before or as soon as\npossible thereafter.\u003C\u002Fp>\n\n\u003Cp>(8) The employer shall provide the services of an employee to prepare tea\nduring the prescribed ten-minute break.\u003C\u002Fp>\n\n\u003Cp>(9) An employer shall not require an employee to work two shifts in any\nperiod of twenty-four hours except;\u003C\u002Fp>\n\n\u003Cp>(a) in the case of emergency work; and\u003C\u002Fp>\n\n\u003Cp>(b) for the purpose of changing shifts when at least eight hours shall have\nelapsed since the completion of the employee’s previous shift.\u003C\u002Fp>\n\n\u003Cp>(10) A shift worker who is required to work two shifts in a period of\ntwenty-four hours for the purpose of changing shifts shall not be entitled to\npayment of overtime for the ordinary hours worked during such shifts.\u003C\u002Fp>\n\n\u003Cp>(11) A shift worker shall not be kept on night shift for a continuous period\nof more than four weeks without his consent.\u003C\u002Fp>\n\n\u003Ch3>Safety and protective clothing and appliances\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>21. (i) Every employer shall supply, free of charge, to each of his\nemployees suitable safety and protective clothing and appliances appropriate to\nthe trade or occupation of the employee concerned. Such safety and protective\nclothing and appliances shall be in accordance with the Schedule in Annexure 4\nto this agreement. All construction-site workers shall be provided with hard\nhats by their employers, free of charge.\u003C\u002Fp>\n\n\u003Cp>(2) An employee shall, at all times, while at work wear or use any safety\nand\u002For protective clothing or appliances supplied to him in terms of this\nagreement, and failure to do so shall absolve his employer from any legal\nliability arising from any incident or injury attributable to such failure.\u003C\u002Fp>\n\n\u003Cp>(3) The safety and protective clothing and appliance shall remain the\nproperty of the employer but the care and maintenance thereof shall be the\nresponsibility of the employee who shall return all such items in a clean and\nserviceable condition, fair wear expected.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Working clothing\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>22. (1) Employees engaged in the trades and occupations listed in Annexure 1\nand 2 to this agreement, except those defined as clerical workers, shall be\nentitled, upon successful completion of their probationary periods, to receive\nfrom their employer, free of charge, a set of overalls of the boiler-suit,\nworksuit or dustcoat types, for use by them whilst at work. The care and\nmaintenance of such working clothing shall be the responsibility of the\nemployee who shall be entitled to a replacement issue not more than once in\neach elapsed six month\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>period. The employer shall provide a standard 750g bar of soap per month\nwhether tangible bar or the value equivalent to the cost of the bar for\nlaundering working clothing.\u003C\u002Fp>\n\n\u003Cp>(2) Upon termination of employment for whatever reason, the employee\nreferred to in subclause (1) shall return to the employer the said overalls in\na clean and serviceable condition, fair wear expected. Failing such return, the\nemployee shall have deducted from his final payment the cost of the said\noveralls at the time of issue.\u003C\u002Fp>\n\n\u003Ch3>Health and safety\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>23. (1) Every employer shall establish a health and safety committee\nconsisting of two employer representatives and two employee representatives,\nand that committee shall elect one of its members as chairman:\u003C\u002Fp>\n\n\u003Cp>Provided that where a works council exists, it shall appoint the health and\nsafety committee from amongst its members.\u003C\u002Fp>\n\n\u003Cp>(2) The health and safety committee shall apply and administer within the\nestablishment the industry’s occupational health and safety policy as\ndetermined by council from time to time.\u003C\u002Fp>\n\n\u003Cp>(3) The council shall appoint safety officers from amongst its designated\nagents to assist in giving effect to the industry’s occupational health and\nsafety policy. Such safety officers shall have the powers of entry and\ninspection of designated agents for the purpose of discharging their\nfunctions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Site shelter and other facilities for employees\u003C\u002Fh3>\n\n\u003Cp>24. (1) On every construction site where construction work (except jobbing)\nis being undertaken, the following facilities shall, unless impracticable, be\nprovided for use by employees-\u003C\u002Fp>\n\n\u003Cp>(a) a lock-up;\u003C\u002Fp>\n\n\u003Cp>(b) weather proof shelters suitable and adequate for employees to shelter\nfrom inclement weather;\u003C\u002Fp>\n\n\u003Cp>(2) On every construction site, where construction work (except jobbing) is\nbeing undertaken, the employer shall provide:\u003C\u002Fp>\n\n\u003Cp>(a) insurance for tools, stored in the lock up referred to in paragraph\n(1)\u003C\u002Fp>\n\n\u003Cp>(b) tea and the services of an employee to prepare tea for the morning\nbreak\u003C\u002Fp>\n\n\u003Cp>(c) separate toilets with showers and washing basins shall be provided for\nfemale employees\u003C\u002Fp>\n\n\u003Cp>(d) mirrors shall be fitted in ladies change rooms\u003C\u002Fp>\n\n\u003Ch3>Lunch\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>24(2)(e) Sadza and vegetables shall be provided during the lunch period as\nthe minimum standard.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Skilled workers’ tools\u003C\u002Fh3>\n\n\u003Cp>25. (1) A skilled worker undertaking construction industry type work shall\nprovide for his own use such tools as are prescribed in Annexure 5 of this\nagreement for his particular trade. Any such skilled worker, providing and\nmaintaining in good order and condition at all times the tools applicable to\nthe following trades shall be paid by his employer a tool allowance in\naccordance with the following-\u003C\u002Fp>\n\n\u003Cp>(a) asphalting, glazing, painting and decorating, wood working-machining,\narchitectural metal work-as prescribed from time to time;\u003C\u002Fp>\n\n\u003Cp>(b) bricklaying, masonry and stone work, plastering, terrazzo and mosaic\nwall and for floor tiling-as prescribed from time to time\u003C\u002Fp>\n\n\u003Cp>(c) carpentry, carpentry\u002Fjoinery, wood-working, joinery, shop-fitting,\nelectrical installation, plumbing-as prescribed from time to time\u003C\u002Fp>\n\n\u003Cp>(d) other designated or approved trades, at rates to be prescribed by the\ncouncil\u003C\u002Fp>\n\n\u003Cp>(2) A skilled worker undertaking extraneous industry type work domestically\nfor an employer in the construction industry, shall provide tools for his own\nuse according to the agreed practice in the relevant extraneous industry, or in\naccordance with Annexure 5 if applicable.\u003C\u002Fp>\n\n\u003Ch3>Watchmen\u003C\u002Fh3>\n\n\u003Cp>26(a) Watchmen are equivalent to Worker Grade three (WG 3)\u003C\u002Fp>\n\n\u003Cp>(b) The hours of work for watchmen are 44 hours per week.\u003C\u002Fp>\n\n\u003Ch3>Code of conduct and grievance procedure\u003C\u002Fh3>\n\n\u003Cp>27A. (1) The code of conduct and grievance procedure set out in Annexure 11\nshall be observed by all employers and employees:\u003C\u002Fp>\n\n\u003Cp>Provided that, if necessary, an employer may, with the approval of council,\nadapt or simplify the code in detail but not in principle to suit the\ncircumstances of his particular establishment.\u003C\u002Fp>\n\n\u003Cp>(2) All disciplinary cases and discharges shall be dealt with in accordance\nwith the code, and in any such instances which are not covered by the code,\nthese shall be dealt with having due regard for the spirit and intention of the\ncode.\u003C\u002Fp>\n\n\u003Ch3>Termination of employment, and time and task contracts\u003C\u002Fh3>\n\n\u003Cp>B. (i) A contract that does not specify its duration or date of termination\nother than a contract for the performance of a specific service, shall be\ndeemed to be a contract without limit of time.\u003C\u002Fp>\n\n\u003Cp>(ii) an employee shall be entitled to wages and benefits due to him up to\nthe time of dismissal, termination, resignation, incapacitation or death,\nincluding benefits with respect to any outstanding vacation, leave pay, notice\nperiod and pension.\u003C\u002Fp>\n\n\u003Cp>(iii) the employer shall pay benefits to such person or his estate, as the\ncase may be, as soon as practically possible.\u003C\u002Fp>\n\n\u003Cp>(iv) the wages and salaries shall not form part of retrenchment package\nwhich an employee is entitled in case he is retrenched.\u003C\u002Fp>\n\n\u003Cp>28. (1) Except as provided in subclause (8), an equal period of notice to\nterminate any contract of employment shall be given by the employer and the\nemployee parties thereto\u003C\u002Fp>\n\n\u003Cp>(2) Since all contracts of employment in the construction industry which are\nsubject to this agreement are based on hourly rates of pay, the minimum periods\nof notice in respect of an employee in continuous employment shall be\u003C\u002Fp>\n\n\u003Cp>(a) twenty-four hours in the case of a contract of less than three\nmonths;\u003C\u002Fp>\n\n\u003Cp>(b) two weeks in the case of a contract exceeding three months but less than\nsix months;\u003C\u002Fp>\n\n\u003Cp>(c) twenty-two working days, when the period of employment exceeds six\nmonths but is less than one year;\u003C\u002Fp>\n\n\u003Cp>(d) two months in the case of a contract exceeding one year but not\nexceeding two years;\u003C\u002Fp>\n\n\u003Cp>(e) three months in the case of a contract without limit of time or a\ncontract exceeding two years\u003C\u002Fp>\n\n\u003Cp>(3) Except in the circumstances of paragraph (a) of subclause (2), no\nemployer shall give notice of termination of contract whilst the employee is\nsick or disabled, and entitled to sick leave benefits in terms of clause 29.\u003C\u002Fp>\n\n\u003Cp>(4) Neither the employer nor the employee shall give notice of termination\nof contract whilst the employee is on vacation leave\u003C\u002Fp>\n\n\u003Cp>(5) An employee who has given or received notice to terminate employment\nshall not be required or permitted to take vacation leave during the period of\nsuch notice, except by mutual agreement, in writing\u003C\u002Fp>\n\n\u003Cp>(6) An employer may discharge his obligations by paying an employee his full\nwage and allowances for and in place of the period of notice required to be\ngiven in terms of this clause:\u003C\u002Fp>\n\n\u003Cp>Provided that if the employee is summarily dismissed in terms of this\nagreement, he shall be entitled on dismissal only to wages, leave and overtime\npayments and any other allowances and benefits due to him at the time of his\ndismissal.\u003C\u002Fp>\n\n\u003Cp>(7) If an employee leaves his employment without giving notice or having\ngiven notice, fails to work that period of notice, the employer may deduct from\nany wages or leave due to that employee an amount equal to the wages he would\nhave earned if he had worked the period of notice.\u003C\u002Fp>\n\n\u003Cp>(8) Any contract of employment in respect of an employee engaged for:-\u003C\u002Fp>\n\n\u003Cp>(a) a time period, shall specify the starting and terminating dates of that\nperiod;\u003C\u002Fp>\n\n\u003Cp>(b) performance of a specific task, shall establish clear understanding by\nboth parties as to the beginning and end of the performance of such task, or\nthose points during the build-up or winding-down thereof, at which the contract\nof employment starts and terminates; and no further period of notice shall be\nrequired:\u003C\u002Fp>\n\n\u003Cp>Provided that any earlier termination of contract of employment shall be\nsubject to the terms of subclause (2)\u003C\u002Fp>\n\n\u003Cp>(9) Subject to the provisions of paragraph (b) of subclause (2) of clause\n29, where, owing to illness or accident, an employee is unable for a period\nexceeding ninety consecutive days to fulfill the conditions of the contract of\nemployment, the employer shall be entitled to terminate the contract on due\nnotice and in such event the employee shall be entitled to all the benefits\nprovided for in this agreement and the contract up to date of termination.\u003C\u002Fp>\n\n\u003Cp>(10) Nothing in this clause shall prevent an employer and an employee\nmutually agreeing to the termination of a contract of employment or to the\nwaiving of notice if such agreement is in writing and signed by both parties at\nthe time the employment is terminated.\u003C\u002Fp>\n\n\u003Cp>(11) An employee engaged as a skilled worker, class 1, 2, 3 or 4, or as an\napproved class of worker shall be allowed to put his tools in order during the\nlast half hour of the period of notice referred to in subclause (1).\u003C\u002Fp>\n\n\u003Cp>(12) Any notice of termination of employment shall conform with the relevant\nterms of section 12 of the Labour Act Chap 28:01 with amendments. \u003C\u002Fp>\n\n\u003Ch2>PART IV: SICK AND VACATION LEAVE, INDUSTRIAL HOLIDAYS, SHUT-DOWN, MATERNITY\nLEAVE AND FUNERAL POLICY \u003C\u002Fh2>\n\n\u003Ch3>Sick Leave\u003C\u002Fh3>\n\n\u003Cp>29(1) For the purpose of this clause:-\u003C\u002Fp>\n\n\u003Cp>“medical certificate” means a written certificate issued to a person\nafter a medical examination of that person by a medical practitioner which\nstates-\u003C\u002Fp>\n\n\u003Cp>(a) whether or not that person is unfit for work; and\u003C\u002Fp>\n\n\u003Cp>(b) if so unfit, the period of incapacity;\u003C\u002Fp>\n\n\u003Cp>(c) whether or not the incapacity was self-inflicted;\u003C\u002Fp>\n\n\u003Cp>“medical practitioner” means a person who is involved directly or\nindirectly with a patient for the diagnosis, amelioration or treatment of an\nailment, and who is registered with the Health Professions Council, or any\nother person whom council may recognize as a practitioner for the purpose of\nthis agreement, and shall include a State-registered nurse if no medical\npractitioner is available;\u003C\u002Fp>\n\n\u003Cp>“sick leave” means paid leave received by an employee in accordance with\nthe terms of this clause upon the production of a medical certificate, and\nshall not count as vacation leave;\u003C\u002Fp>\n\n\u003Cp>“year” means three hundred and sixty-five days commencing on the date of\nthe employee’s engagement with his current employer, or anniversaries\nthereof.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(2)(a) The sick leave entitlement in any one year for an employee who has\nbeen in employment with the same employer for any one year shall be up to three\nmonths on full pay and a further three months on half pay.\u003C\u002Fp>\n\n\u003Cp>(b) After 90 days on full pay or after a total of 180 days’ sick leave, an\nemployee may be granted accrued vacation leave instead of sick leave on half\npay or without pay, respectively.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Provided that the employee’s incapacity is not covered by the National\nSocial Security Act [Chapter 17:04] or the State Service (Disability Benefits)\nAct [Chapter 16:05] or similar enactment providing compensation for such\nincapacity;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(3) When an employee is unfit for work because of illness or accident which\nis not selfinflicted, and produces a medical certificate in confirmation, he\nshall receive sick leave and be entitled to all his benefits under this\nagreement for the period of his incapacity.\u003C\u002Fp>\n\n\u003Cp>(4) If an employee claims whilst at work that he is unfit because of illness\nor accident, not selfinflicted, the employer shall release the employee for\nexamination by a medical practitioner. If on return to work the employee\nproduces a medical certificate following that examination which confirms his\nclaim, the provisions of subclause (3) shall apply;\u003C\u002Fp>\n\n\u003Cp>(5) Irrespective of the other provisions of this clause, an employer shall\nhave the right for the purpose of a second opinion to require an employee to\nundergo another medical examination by a different medical practitioner to the\none consulted in relation to subclause (3) or (4) provided that the employer\nshall pay the employee at his current hourly rate of wage for the time so spent\nand shall also pay all reasonable expenses connected therewith including the\nexamination fee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(6) If, after exhausting the sick leave entitlement, an employee continues\nto absent himself from work for a period exceeding thirty consecutive days, the\nemployer may terminate the contract of employment in terms of subclause (9) of\nclause 28;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Vacation leave and annual shut-down\u003C\u002Fh3>\n\n\u003Cp>30(1) Except for subclauses (2), (7), (10), (11) and (12) the provision of\nthis clause shall not apply to guards and watchmen\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(2) Leave accrued to an employee at the rate provided for in any previous\nagreements or regulations repealed by this agreement shall be credited to him\nat the date of Gazetting of this agreement, after which leave shall accumulate\nat the rate provided for in this agreement.\u003C\u002Fp>\n\n\u003Cp>(3) For each completed month of service an employee shall accumulate paid\nvacation leave at the rate of one comma eight, three, three, three(1,8333)\nworking days per month and any part of a month exceeding two weeks shall be\nregarded as a complete month. Excluding factory based employees and except for\nthe provision in subclause (9) such accrued leave shall only be taken during\nannual shutdown, and leave taken at any other time shall be unpaid leave.\u003C\u002Fp>\n\n\u003Cp>(4) Every employer, except for employers undertaking the manufacture of\nconcrete products under factory based conditions, shall in respect of employees\nto whom this agreement applies, observe an annual shut-down in accordance with\nthe provisions of this clause, and shall ensure that a notice to employees\ngiving the starting and ending dates of the shut-down is placed on the\nnotice-board, or otherwise communicated to his employees, not later than 31st\nAugust each year.\u003C\u002Fp>\n\n\u003Cp>(5) The period of the annual shut-down shall be not less than that necessary\nto provide thirty consecutive days away including weekends and public holidays\nthat is to say twenty-two working days off work to the employees concerned over\nthe Christmas and New Year period, and any vacation leave accrued by an\nemployee in excess of the twenty-two working days shall be paid as cash in lieu\nof leave. To provide uniformity of the annual shut-down, the starting date of\nthe shut-down shall be determined and announced by council to all employers not\nlater than the 31st August of each year.\u003C\u002Fp>\n\n\u003Cp>(6) Every employee, except for employees undertaking the manufacture of\nconcrete products under factory based conditions, shall take his vacation leave\nand go on leave for the entire period of the shut-down. If his accrued leave is\ninsufficient to cover the period of the shutdown, he shall be given unpaid\nleave for the balance of such period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(7) Before proceeding on leave an employee shall receive the leave pay due\nto him at his current hourly or shift rate of wage, as appropriate, for his\naccrued leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>(8) For the purpose of calculating the cash equivalent of leave accrued\nafter registration of this agreement, each completed month of service as\ndefined in subclause (3) shall be multiplied by one comma eight three, three,\nthree (1,8333), the product being multiplied by eight, comma eight (8,8) (being\naverage daily hours of work) and this result shall be multiplied by the\nemployee’s current hourly rate of pay:\u003C\u002Fp>\n\n\u003Cp>(Example: An employee who has worked for eight months and three weeks before\nthe shutdown – \u003C\u002Fp>\n\n\u003Cp>9 x 1,8333 = 16,5 x 8,8 = 145.2 x current hourly rate of wage = leave pay\ndue \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(9) Where the Government of Zimbabwe, or an agency thereof, or a client who\nprovides essential services, or other circumstances approved by the exemptions\ncommittee, require an employer to work during the annual shut-down or part\nthereof, he shall permit an employee affected thereby to take the leave which\nwas due to him at some other mutually agreed time. Alternatively, the employee\nmay, with the consent of the employer, elect to be paid the cash equivalent of\nsuch leave or a portion thereof in addition to his current wage in place of\nproceeding on leave.\u003C\u002Fp>\n\n\u003Cp>(10) Every employee whose employment is terminated by himself or his\nemployer for any reason whatsoever, shall be entitled to be paid the cash\nequivalent of any accrued leave at the date of termination of employment, less\nany deduction permitted in terms of clause 28.\u003C\u002Fp>\n\n\u003Cp>(11) A guard or watchman shall accumulate leave at the rate of one comma\neight three three three for each completed month of service, and any part of a\nmonth exceeding two weeks shall count as a completed month. The cash equivalent\nof such leave shall be each completed month’s service multiplied by one comma\neight three, three, three and then by the employee’s current rate of\nshift-pay.\u003C\u002Fp>\n\n\u003Cp>(12) Unless an employer requires a guard or watchman to take his accrued\nleave during the period of the annual shut-down, such employee shall be\nentitled to take his accrued leave at some other mutually agreed time; or to be\npaid the cash equivalent of such leave, or a portion thereof, in addition to\nhis current wage in place of proceeding on leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Special leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>Special leave on full pay not exceeding twelve days in a calendar year shall\nbe granted by an employer to an employee -\u003C\u002Fp>\n\n\u003Cp>(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease,\u003C\u002Fp>\n\n\u003Cp>(b) who is subpoenaed to attend any court in Zimbabwe as a witness;\u003C\u002Fp>\n\n\u003Cp>(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed;\u003C\u002Fp>\n\n\u003Cp>(d) who is detained for questioning by the police;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(e) on the death of a spouse, parent, child or legal dependant;\u003C\u002Fp>\n\n\u003Cp>(f) on any justifiable compassionate grounds\u003C\u002Fp>\n\n\u003Cp>Any request for leave on compassionate grounds shall be considered at the\nsole discretion of the employer\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Industrial holidays\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>31(1) The provision of this clause shall not apply to guards and watchmen\u003C\u002Fp>\n\n\u003Cp>(2) All days declared or notified in terms of the Public Holidays and\nProhibition of Business Act [Chapter 10:21] as public holidays shall be\nindustrial holidays.\u003C\u002Fp>\n\n\u003Cp>(3) Subject to the provisions of subclause (4), every employee shall be\ngranted leave of absence and shall be paid his current daily wage for every\nindustrial holiday.\u003C\u002Fp>\n\n\u003Cp>(4) An employer may request, but shall not require, an employee to work on\nany industrial holiday, in which case he shall be paid his current hourly rate\nfor all normal hours worked, in addition to the payment due in terms of\nsubclause (3) (i.e. a total of treble normal pay).\u003C\u002Fp>\n\n\u003Cp>(5) An employee shall be paid for any hours worked on an industrial holiday\noutside normal hours of work at three times the current hourly rate.\u003C\u002Fp>\n\n\u003Cp>(6) If an employee is absent from work without the consent of his employer\non the nearest working day preceding or following an industrial holiday, he\nshall forfeit all rights to payment for the industrial holiday, unless he\nproduces a medical certificate stating that he was too ill to attend work on\none or both of the days in question.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Voluntary Shut-down\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cp>32A. (1) Notwithstanding the provisions of clause 18, an employer may, after\nconsultation with the particular workers’ committee and for the purpose of\nextending time off only, decide to close his establishment or a particular\ncontract site and\u002For section thereof-\u003C\u002Fp>\n\n\u003Cp>(a) on any working day or any portion of a working day; or\u003C\u002Fp>\n\n\u003Cp>(b) for periods not exceeding five working days in total, in any five week\nperiod if the majority of all the employees in that establishment or a\nparticular contract site, and\u002For section thereof, as the case may be, have\npreviously voted in favour of such closure as is provided for in subclause (6).\nThe employer’s decision shall be notified to employees by the placing of a\nnotice on an appropriate notice board sufficiently in advance of the proposed\nshut down as to be compatible with the provisions of subclause (3)\u003C\u002Fp>\n\n\u003Cp>(2) Where an employer has decided to close an establishment or a particular\ncontract site and\u002For section thereof, as the case may be, in terms of subclause\n(1), that decision shall be binding on all employees employed in that\nestablishment or that particular contract site, and\u002For that particular section\nthereof as the case may be, and none of those employees shall be entitled to be\npaid wages during the period of closure, other than provided for in subclause\n(4)\u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding the provisions of clause 18 where an employer decides to\nclose his establishment or a particular contract site and\u002For a particular\nsection thereof, as the case may be, in terms of subclause (2), he may require\nthe employees employed in that establishment, or that particular contract site\nand\u002For a particular section thereof, as the case may be, to work additional\nhours equal to the number of ordinary hours of work which those employees would\nhave performed during the period of closure in such a manner that the extra\ntime necessary to make up for the hours to be lost in one week during the\nclosure shall be worked in over a period of not more than four weeks before the\nclosure:\u003C\u002Fp>\n\n\u003Cp>Provided that the additional hours worked shall not exceed-\u003C\u002Fp>\n\n\u003Cp>(a) one hour per day on any day from Monday to Friday inclusive; and\u002For\u003C\u002Fp>\n\n\u003Cp>(b) ten hours on a Saturday; or\u003C\u002Fp>\n\n\u003Cp>(c) a total of fifteen hours in any one week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) Notwithstanding the provisions of clause 19, for each additional hour\nworked by an employee in terms of subclause (3) of this section, the employer\nshall pay and the employee shall receive the employee’s current hourly\nrate;\u003C\u002Fp>\n\n\u003Cp>(5) Where an employee who has worked additional hours as provided for in\nsubclause (3), and whose service is terminated for any reason whatsoever prior\nto the closure in consideration of which the additional hours were worked, his\nemployer shall pay and the employee shall accept, in respect of all such\nadditional hours worked, not less than-\u003C\u002Fp>\n\n\u003Cp>(a) the employee’s current hourly rate plus one half of his current hourly\nrate for such additional hours worked in respect of which the employee has not\nyet received payment;\u003C\u002Fp>\n\n\u003Cp>(b) one half of his current hourly rate for all such hours for which the\nemployee has already received payment in terms of subclause (3)\u003C\u002Fp>\n\n\u003Cp>(6) For the purpose of subclause (1) the employer shall arrange for votes to\nbe taken by a show of hands by those workers who shall be affected by the\nproposed shut-down. Such voting shall be witnessed and the result shall be\ncertified by the chairman or a representative of the workers’ committee and\nthe employer. Such certificate shall be retained by the employer for a period\nof six months, from the date of the vote.\u003C\u002Fp>\n\n\u003Ch3>Transfer of Undertaking\u003C\u002Fh3>\n\n\u003Cp>32. B. When an undertaking is transferred to another employer, the\nemployment of workers shall be transferred to the transferee on terms and\nconditions which are not less favourable than those which applied immediately\nbefore transfer.\u003C\u002Fp>\n\n\u003Ch3>Death of Employer\u003C\u002Fh3>\n\n\u003Cp>32. C. A contract of employment between an employee and an employer shall\nnot be terminated on death of employer but shall be valid until expiry period\nafter which it would have been terminated had due notice of termination been\ngiven on the day on which the employer died.\u003C\u002Fp>\n\n\u003Ch3>Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>33(1)(a) Maternity leave shall be 98 days on full pay and shall be granted\nto an employee who has served for at least one year with an employer. Female\nemployees shall be granted maternity benefits in terms of section 18 of the\nlabour Act [Chapter 28:01] with amendments. During her period of maternity\nleave, her normal benefits and entitlements shall continue uninterrupted.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(2) Female employees shall proceed on maternity leave not earlier than the\nforty-fifth day and not later than the twenty-first day prior to the expected\nday of delivery.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3) Between the sixth and eighth months of pregnancy, female employees shall\nbe entitled to be transferred to less strenuous work in the designated trades\nas defined in Annexure 1 and the graded work description in Annexure 2 of this\nAgreement e.g.\u003C\u002Fp>\n\n\u003Cp>Painting - filing and sandpapering\u003C\u002Fp>\n\n\u003Cp>Plastering – making good holes, sills, glazing, wall tiling and skimming,\njointing etc\u003C\u002Fp>\n\n\u003Cp>Carpentry – fitting locks and doors, indicator bolts and signs, door\nclosers, towel racks, joinery etc\u003C\u002Fp>\n\n\u003Cp>General Labouring – cleaning duties, stacking light materials\u003C\u002Fp>\n\n\u003Ch3>Funeral Policy\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>33 A The employer shall provide and pay for the funeral policy for all\nworkers under the establishment. The funeral policy shall be wholly covered by\nthe employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>PART V: WAGES, DEDUCTIONS, EFFECTS OR RAIN-OFF, ALLOWANCES\u003C\u002Fh2>\n\n\u003Ch3>Classification or grading\u003C\u002Fh3>\n\n\u003Cp>34.(1) Subject to clause (3) every employer shall for pay purposes, place an\nemployee in a trade or occupation and class of skill or work or grade of work\nlisted in schedule A of Annexure 1 or 2, as the case may be, or in such other\ntrade, occupation or class or grade of work as may be approved by council,\nappropriate to his trade or occupation and qualification and shall pay him a\nwage which is not less than that prescribed in the agreement by council for\nthat trade, occupation, class of skill, class or grade of work, and the\nemployee shall not accept a wage amounting to less.\u003C\u002Fp>\n\n\u003Cp>(2) Where an operation to be performed by an employee is not specified in\nAnnexures 1 and 2:-\u003C\u002Fp>\n\n\u003Cp>(a) the employer shall provisionally place the employee in a worker\ngrade;\u003C\u002Fp>\n\n\u003Cp>(b) the employer or employee shall notify the secretary to council; and\u003C\u002Fp>\n\n\u003Cp>(c) the secretary of the council shall allocate an interim grade or\nclassification of the operation, which shall be subject to ratification by the\ncouncil at its next meeting:\u003C\u002Fp>\n\n\u003Cp>provided that, if the interim allocation by the secretary or the final\ndecision by the council places the employee in a grade or class-\u003C\u002Fp>\n\n\u003Cp>(i) higher than the employee’s current grade, he shall be paid not less\nthan the minimum wage prescribed for such higher grade or class, with effect\nfrom the date of such allocation or decision whichever is the earlier; or\u003C\u002Fp>\n\n\u003Cp>(ii) lower than the employee’s current grade, the employer may reduce his\nwage to not less than the minimum wage prescribed for such lower grade, and if\nthe employee refuses to accept the lower wage the employer may apply to a\nlabour officer for an order or determination terminating the contract of\nemployment, pending which the employee shall be paid the wage he was receiving\nin the provisional grade prior to the allocation by the secretary or the\ndecision by council.\u003C\u002Fp>\n\n\u003Cp>(3) An employee may be employed as a learner worker grade 2 to 4 for a\nperiod of not more than two months, and shall be paid a wage in the grade next\nlower to that wage applicable to the grade in which he is a learner.\u003C\u002Fp>\n\n\u003Ch3>Preservation of wage and employment in higher grade or class\u003C\u002Fh3>\n\n\u003Cp>35.(1) An employee who, at the date of registration of this agreement, is in\nreceipt of a higher rate of pay for his particular occupation than the rate\nprescribed in terms of this clause shall not, by reason of this agreement,\nsuffer any reduction in his wage.\u003C\u002Fp>\n\n\u003Cp>(2) On promotion to a higher grade or class of skill or work an employee\nshall be paid not less than:-\u003C\u002Fp>\n\n\u003Cp>(a) the wage which he last received prior to his promotion; or\u003C\u002Fp>\n\n\u003Cp>(b) the minimum wage prescribed for his occupation in such grade or class of\nskill or work; whichever is the greater.\u003C\u002Fp>\n\n\u003Cp>(3) An employee who was in contractual employment on the 1st July, 1986, and\nwho either completes that contract or leaves that employment for whatsoever\nreason shall, if he is re-engaged by the same employer on subsequent contracts\nwithin sixty consecutive days of his last contract, be paid at an hourly rate\nwhich is not less than that which he last received from that employer\u003C\u002Fp>\n\n\u003Ch3>Wages and Allowances\u003C\u002Fh3>\n\n\u003Cp>36.(A) Transport Allowance For the purposes of this clause, transport\nallowance shall mean the sum of money paid to an employee to use for transport\nto come to work from home to town or other central locality\u003C\u002Fp>\n\n\u003Cp>Housing Allowance shall mean the sum of money paid to an employee for\nsubsidising rented accommodation where the employee ordinarily resides in an\nurban locality.\u003C\u002Fp>\n\n\u003Cp>36. (B) 1) Where contracts of employment relate to work for which a minimum\nhourly rate is prescribed in Schedule B of Annexure 1 or 2, as the case may be,\nof this agreement, for every incomplete hour worked by an employee, his\nemployer shall pay a proportion of the employee’s current hourly rate of\nwages to the nearest quarter of an hour for the time actually worked.\u003C\u002Fp>\n\n\u003Cp>(2) Every employee in the Construction Industry shall be paid transport and\nhousing allowances, which have been incorporated into the pay structure and\ngazetted by the Council from time to time.\u003C\u002Fp>\n\n\u003Cp>(3) The minimum hourly rate of wages paid to employees engaged in the\nexecution of the designated trades or classes of skill or work listed in\nSchedule A of Annexure 1 hereto; or in any other trade or class of work in the\nindustry as may be approved by council and subsequently incorporated in that\nschedule, shall be the rate specified in Schedule B of the Annexure in the form\nof column 1 and column 2\u003C\u002Fp>\n\n\u003Cp>(4) The minimum hourly rate of wage paid to employees in worker grades as\nspecified in Schedule A of Annexure 2, shall be the rate specified in Schedule\nB of that Annexure.\u003C\u002Fp>\n\n\u003Cp>(5) Employers who provide transport and accommodation to their workers shall\npay using Column 2 of that Annexure\u003C\u002Fp>\n\n\u003Cp>(6) For the purpose of calculating Pension & General Fund deductions,\nLeave Pay and Overtime, the Employer shall use the basic hourly rate as\nspecified in Column 2 of the Schedule.\u003C\u002Fp>\n\n\u003Cp>(7) Having regard for the spirit and intention of the terms of subclause (2)\nof clause 2, the parties hereto have agreed that the rates referred to in\nsubclauses (2) and (3) of this clause shall remain fixed until the1st July or\nthe 1st of January as the case may be:\u003C\u002Fp>\n\n\u003Cp>Provided that any adjustments required by a Labour Relations (Specification\nof Minimum Wages) Notice shall be made during that period\u003C\u002Fp>\n\n\u003Cp>(5) If a control of incomes or a minimum wages law, or any other law other\nthan a specification of minimum wages notice, imposes wage or salary increases\nwhich would have the effect of increasing rates of wage referred to in\nsubclause (2) and (3) of this clause before the 1st July, the parties hereto\nundertake jointly to seek exemption for the construction industry from that\nlaw.\u003C\u002Fp>\n\n\u003Ch3>Payment of wages\u003C\u002Fh3>\n\n\u003Cp>37(1) An employer shall keep a time and wages record in a form acceptable to\ncouncil, and shall pay to an employee any wages or other remuneration due in\nterms of this agreement, weekly not later than five working days after the end\nof the working week to which the wages or other remuneration relates:\u003C\u002Fp>\n\n\u003Cp>Provided that, with the prior agreement of the employees concerned, he may\nmake such payments at such other time as may be specified in such agreement in\nrespect of a remote construction site or in other circumstances warranting such\nan arrangement.\u003C\u002Fp>\n\n\u003Cp>(2) When an employee’s services are terminated, his employer shall pay him\nany wages or remuneration due in terms of this agreement not later than the\nworking day following termination at the point of employment or termination,\nunless the services of such employee are terminated summarily, when payment\nshall be made within three working days of such termination of service.\u003C\u002Fp>\n\n\u003Cp>(3) An employer shall hand to an employee any payment made in terms of this\nagreement in a sealed envelope, together with the form, duly completed,\nprescribed in Annexure 3.\u003C\u002Fp>\n\n\u003Cp>(4) Notwithstanding the provisions of subclause (3), council may, on\napplication by an employer, authorize such employer to use some other system\napproved by council of informing his employees of the make-up of their\nremuneration.\u003C\u002Fp>\n\n\u003Ch3>Deductions from wages\u003C\u002Fh3>\n\n\u003Cp>38. An employer shall not make any deductions from the amount payable to an\nemployee in respect of wages or remuneration due in terms of this agreement,\nexcept-\u003C\u002Fp>\n\n\u003Cp>(a) such deductions as are prescribed in any other agreement relating to the\nconstruction industry and authorized by council, and as contributions to the\ngeneral fund;\u003C\u002Fp>\n\n\u003Cp>(b) amounts which an employer is compelled by law or legal process to pay on\nbehalf of an employee;\u003C\u002Fp>\n\n\u003Cp>(c) for monies due to a registered Trade Union in the form of a check off\nsystem\u003C\u002Fp>\n\n\u003Cp>(d) for goods purchased, services rendered, or money lent to an employee by\nhis employer;\u003C\u002Fp>\n\n\u003Cp>(e) where an employee is absent without leave from work on days other than\nindustrial holidays or vacation leave, a pro rata amount of wage only for the\nperiod of such absence;\u003C\u002Fp>\n\n\u003Cp>(f) amounts recovered for payments made in error or overpayment of wages;\u003C\u002Fp>\n\n\u003Cp>(g) upon the termination of employment of an employee the employer may\ndeduct from any monies due by the employer to the employee the outstanding\nbalance of any amount referred to in this clause\u003C\u002Fp>\n\n\u003Ch3>Effects on wages of rain-off and work stoppage\u003C\u002Fh3>\n\n\u003Cp>39. (1) If not having been notified to the contrary, an employee attends for\nwork at the designated time and place, and is informed by his employer prior to\ncommencing work, that no work is available that day because of unsuitable\nweather and\u002For unworkable site conditions, the employee shall be paid for three\nhours at his current hourly rate for his attendance.\u003C\u002Fp>\n\n\u003Cp>For the second and subsequent days in the same working week, if not having\nbeen notified to the contrary, an employee attends for work at the designated\ntime and place, and is informed by his employer prior to commencing work, that\nno work is available that day because of unsuitable weather and\u002For unworkable\nsite conditions, the employee shall be paid for two hours at his current hourly\nrate for his attendance.\u003C\u002Fp>\n\n\u003Cp>(2) If an employer notifies an employee not to attend for work the following\nday because of unsuitable weather and\u002For unworkable site conditions, the\nemployee shall not be entitled to any wage until he has resumed work at the\nrequest of the employer.\u003C\u002Fp>\n\n\u003Cp>(3) If an employee starts work and is subsequently instructed by his\nemployer to stop work because of unsuitable weather and\u002For unworkable site\nconditions, the employee shall be paid for the period he has worked plus one\nadditional hour’s pay at his current hourly rate, provided that the total\npayment for that day does not exceed nine hours’ pay where the day falls on a\nMonday, Tuesday, Wednesday or Thursday, and eight hours’ pay where the day\nfalls on a Friday.\u003C\u002Fp>\n\n\u003Cp>(4) If an employee attends for work, and at the request of his employer,\nremains on call at the site and works intermittently during changing weather\nand\u002For site conditions, the employee shall be paid for hours he has worked\nand\u002For for the time when he was not working and remained on the work site at\nthe employer’s request, plus one additional hour’s pay at his current\nhourly rate, provided that the total payment for that day does not exceed nine\nhours’ pay where the day falls on a Monday, Tuesday, Wednesday or Thursday,\nand eight hours’ pay where the day fall on a Friday.\u003C\u002Fp>\n\n\u003Cp>(5) If an employer notifies an employee not to attend for work the following\nday, as no work will be available that day because of circumstances beyond the\nemployer’s control, the employee shall not be entitled to any wages until he\nhas resumed work at the request of the employer.\u003C\u002Fp>\n\n\u003Cp>(6) If, not having been notified to the contrary, the employee attends for\nwork at the designated time and place and is informed by his employer prior to\ncommencing work that no work is available that day because of circumstances\nbeyond the employer’s control, the employee shall be paid for two hours at\nhis current hourly rate for his attendance.\u003C\u002Fp>\n\n\u003Cp>(7) If an employee starts work and is subsequently informed by his employer\nthat no further work is available because of circumstances beyond the\nemployer’s control, the employee shall be paid for the period he has worked\nplus one additional hour’s pay at his current hourly rate, provided that the\ntotal payment for that day does not exceed nine hours’\u003C\u002Fp>\n\n\u003Cp>pay, where the day falls on a Monday, Tuesday, Wednesday or Thursday and\neight hours on a Friday.\u003C\u002Fp>\n\n\u003Cp>(8) If the circumstances referred to in subclauses (2) and (5) prevail for\nmore than one working day, the employer shall inform the employee accordingly,\nand on receipt if this information, the employee shall not be entitled to be\npaid any wages until he has resumed work at the request of his employer:\u003C\u002Fp>\n\n\u003Cp>Provided that such request shall not be unreasonably delayed beyond the time\nwhen the circumstances which created the work stoppage no longer prevail.\u003C\u002Fp>\n\n\u003Cp>(9) By mutual agreement with his employer an employee may make up any hours\nof work lost because of unsuitable weather and\u002For unworkable site conditions or\ncircumstances beyond the employer’s control, by working additional hours not\nexceeding those lost. Such make up time shall not be unreasonably withheld by\nthe employer. Such agreement shall specify the times and place at which such\nadditional hours may be worked, which shall be subject to the terms of\nsubclauses (3), (4) and (5) of clause 18. Notwithstanding the terms of clause\n19, such additional hours shall be paid for at the employee’s current hourly\nrate.\u003C\u002Fp>\n\n\u003Ch3>Travelling and subsistence allowances\u003C\u002Fh3>\n\n\u003Cp>40.(1) For the purpose of this clause-\u003C\u002Fp>\n\n\u003Cp>“band” means one of those five circular bands encompassed by the\nperimeters of six concentric circles whose centre is the designated post\noffice, the innermost of such circles being sixteen kilometers from that post\noffice, the next circle being twenty-five kilometers from the post office and\nthe remaining four circles being thirty, thirty-five, forty and forty-five\nkilometers respectively from the post office, that is to say there shall be an\ninner or first band nine kilometers wide surrounded by four outer bands which\nare five kilometers wide, and which shall be known as band 1, 2, 3, 4 and 5\nrespectively;\u003C\u002Fp>\n\n\u003Cp>“distance allowance” means the sum of money obtained (as shown in the\ntable below) by multiplying the number of band in which the site is situated by\na factor of 6,5 and thereafter multiplying that product by the current maximum\npermissible rural bus fare per passenger-kilometre as prescribed from time to\ntime under the Road Motor Transport Act [Chapter 13:10] or under the Emergency\nPowers (Control of Goods and Services) Regulations, 1979, or as published from\ntime to time by the Controller of Road Motor transportation: \u003C\u002Fp>\n\n\u003Cp>TABLE OF DISTANCE ALLOWANCES \u003C\u002Fp>\n\n\u003Cp>(R = maximum permissible rural bus fare notified in terms of subclause (8):\n\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>Radius of site from PO \u003C\u002Ftd>\n      \u003Ctd> \u003C\u002Ftd>\n      \u003Ctd>Applicable band number Calculation\u003C\u002Ftd>\n      \u003Ctd>Distance allowance \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0 – 16km \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16-25km \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1 x 6.5 x R =\u003C\u002Ftd>\n      \u003Ctd>Payment for site in band 1 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25-30km \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2 x 6.5 x R =\u003C\u002Ftd>\n      \u003Ctd>Payment for site in band 2 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30-35km \u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>3 x 6.5 x R =\u003C\u002Ftd>\n      \u003Ctd>Payment for site in band 3 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35-40km \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>4 x 6.5 x R =\u003C\u002Ftd>\n      \u003Ctd>Payment for site in band 4 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>40-45km \u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>5 x 6.5 x R =\u003C\u002Ftd>\n      \u003Ctd>Payment for site in band 5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“fixed place of work ” means the employee’s permanent premises, branch\npremises or factory, workshop and works-yard, store and stores-yard, brick or\nother materials manufacturing or excavation place where an employee works\nregularly:-\u003C\u002Fp>\n\n\u003Cp>(a) that post office designated by the employer in relation to a site from\nthe list of post offices in Annexure 9; or\u003C\u002Fp>\n\n\u003Cp>(b) if there is no suitable post office listed in Annexure 9, that police\nstation designated by the employer in relation to a site in one of the\nlocalities in the list of localities in Annexure 9; or\u003C\u002Fp>\n\n\u003Cp>(c) any other post office, approved by the committee referred to in\nsubclause (7) for designation by the employer in relation to a site’\u003C\u002Fp>\n\n\u003Cp>“relocation allowance” means a sum of money paid to an employee for\nuprooting him and his effects from his current location of employment, and time\nspent in travelling, by the employee, in order to move and establish himself at\nanother site, and at the expiration of the period of employment there, for\nuprooting him and his effects from the site and time spent travelling by the\nemployee in order to move to, and establish himself at the previous location of\nemployment, or such other location as may be mutually agreed between the\nemployer and employee’\u003C\u002Fp>\n\n\u003Cp>“site” means the place where an employer is rendering or is about to\nrender those works and services of the construction industry for which he has\ncontracted or otherwise undertaken to provide.\u003C\u002Fp>\n\n\u003Cp>(2) The provision of this clause shall not:-\u003C\u002Fp>\n\n\u003Cp>(a) apply to an employee who is engaged to work regularly at a fixed place\nof work as defined in this clause, or to a driver of a vehicle operating there\nfrom;\u003C\u002Fp>\n\n\u003Cp>(b) preclude or be held to preclude an employer from recruiting and engaging\nemployees locally at the site, to whom the provisions of subclauses (4), (5)\nand (6) shall not apply while they are engaged to work at that site.\u003C\u002Fp>\n\n\u003Cp>(3) In respect of a site within a sixteen kilometre distance in radius from\nthe post office, no allowance shall be due to any employee under the terms of\nthis agreement for cost or time involved in travelling to and from that site,\nand no obligation shall fall upon the employer to provide transport or any\nother assistance to employees travelling to and from such site:\u003C\u002Fp>\n\n\u003Cp>Provided that, where the employer allocates transport which plies to and\nfrom that site, which will enable the employee to arrive and depart from the\nsite, at the times for work specified in his contract of employment, the\nemployer may, for convenience and without any ensuing obligation or liability\nwhatsoever in respect of the continuity or provision of such transport\nfacility, allow an employee to travel on such transport at no cost to the\nemployee.\u003C\u002Fp>\n\n\u003Cp>(4) In respect of a site which is more than sixteen kilometers but not more\nthan fortyfive kilometre distance from the post office, an employer shall have\nthe option of either:-\u003C\u002Fp>\n\n\u003Cp>(a) paying for each shift or working day to an employee who arrives at and\ndeparts from the site at the times for work specified in his contract of\nemployment, the distance allowance relative to the band in which the site is\nsituated; or\u003C\u002Fp>\n\n\u003Cp>(b) transporting an employee from the post office, or some other central\nlocality, to and from the site so as to enable the employee to arrive at and\ndepart from the site at times for work specified in his contract of\nemployment:\u003C\u002Fp>\n\n\u003Cp>provided that there shall be no cost to the employee and no obligation or\nliability whatsoever upon the employer in respect of the continuity of such\ntransport facility\u003C\u002Fp>\n\n\u003Cp>or in respect of the payment of the distance allowance prescribed in\nparagraph (a) of this subclause; or\u003C\u002Fp>\n\n\u003Cp>(c) where an employer requires an employee to work at the site for a period\nof less than four working weeks he may require the employee to establish\nhimself on a temporary basis at the site, in which case the employer shall\neither provide the employee with free single temporary accommodation there, or\nenter into an agreement with the employee whereby he provides his own temporary\naccommodation:\u003C\u002Fp>\n\n\u003Cp>provided that every employee to whom this paragraph applies shall be\nentitled\u003C\u002Fp>\n\n\u003Cp>(i) to be transported to the site together with his reasonable personal\neffects by the employer from the employer’s permanent premises, or post\noffice or other central locality and return thereto, at the expiration of the\nperiod of employment, and be paid his current hourly rate for the time spent in\ntravelling;\u003C\u002Fp>\n\n\u003Cp>(ii) after he is established at the site, to receive the return cost of\ntravel by normal public transport between the site and the post office or some\nother central locality not less than once in a period of four working weeks,\nor, alternatively, to be physically so transported at the employer’s\nexpense.\u003C\u002Fp>\n\n\u003Cp>(iii) to be paid a subsistence allowance as prescribed from time to time per\nday for the full number of working days he is established at the site;\u003C\u002Fp>\n\n\u003Cp>(iv) if he has provided his own temporary accommodation, to receive in\naddition to the foregoing an accommodation allowance as prescribed from time to\ntime per day for the full number of working days he so accommodates himself,\nand he shall not subsequently seek accommodation from his employer; or\u003C\u002Fp>\n\n\u003Cp>(d) where an employer requires an employee to work at the site for a period\nof more than four working weeks, he may require the employee to establish\nhimself at the site, which shall then be deemed to be the point of engagement\nand shall be recorded as such, and the following provisions shall apply:-\u003C\u002Fp>\n\n\u003Cp>(i) at the outset of the arrangement, the employee shall be entitled, if he\nthen so requires, to have himself, his family and effects transported free to\nthe site by his employer from the employer’s permanent premises, or post\noffice or central locality, and the employee shall be paid his current hourly\nrate for the time spent in so travelling;\u003C\u002Fp>\n\n\u003Cp>(ii) if municipal or other accommodation is not available for rental by the\nemployee, the employer shall provide to the employee accommodation at a rental\nwhich shall be established before the employee is moved to the site; or\u003C\u002Fp>\n\n\u003Cp>(iii) as an alternative to the provision of accommodation as prescribed in\nsubparagraph (ii), the employer may enter into an agreement with the employee\nwhereby he provides his own accommodation and is paid an accommodation\nallowance as prescribed from time to time per day for the full number of\nworking days he so accommodates himself, and he shall not subsequently seek\naccommodation from his employer;\u003C\u002Fp>\n\n\u003Cp>(iv) at the expiration of the period of employment at the site, the employee\nand his effects, and if applicable, his family shall be transported free by the\nemployer to the employer’s permanent premises or post office or other central\nlocality, and the employee shall be paid his current hourly rate for the time\nspent in so travelling\u003C\u002Fp>\n\n\u003Cp>(5) In respect of a site which is more than forty-five kilometers distance\nin radius from the post office where an employer requires an employee to work\nfor a period less than four working weeks, he shall require the employee to\nestablish himself on a temporary basis, at the site, and shall either provide\nthe employee with single temporary accommodation at the site, free of charge,\nor enter into an agreement with the employee whereby the employee provides his\nown temporary accommodation:\u003C\u002Fp>\n\n\u003Cp>Provided that every employee to whom this subclause applies shall be\nentitled:-\u003C\u002Fp>\n\n\u003Cp>(i) to be transported free together with his reasonable personal effects by\nthe employer from the employer’s permanent premises, or post office or other\ncentral locality, to the site and return therefrom at the expiration of the\nperiod of employment, and be paid the equivalent of two working days’ pay at\nhis current hourly rate as a relocation allowance;\u003C\u002Fp>\n\n\u003Cp>(ii) after he is established at the site, to receive the return cost of\ntravel by the normal public transport between the site and the post office or\nsome other central locality not less than once in the period of four working\nweeks, or, alternatively, to be physically so transported at the employer’s\nexpense;\u003C\u002Fp>\n\n\u003Cp>(iii) to be paid a subsistence allowance as prescribed from time to time per\nday for the full number of working days he is established at the site;\u003C\u002Fp>\n\n\u003Cp>(v) if he has provided his own temporary accommodation, to receive in\naddition to the foregoing an accommodation allowance as prescribed from time to\ntime per day for the full number of working days he so accommodates himself,\nand he shall not subsequently seek accommodation from his employer.\u003C\u002Fp>\n\n\u003Cp>(6) In respect of a site which is more than forty-five kilometers distance\nin radius from the post office where an employer requires an employee to work\nfor a period of more than four working weeks, he shall require the employee to\nestablish himself at the site, which shall be deemed to be the point of\nengagement and shall be recorded as such, and the following provisions shall\napply:-\u003C\u002Fp>\n\n\u003Cp>(a) at the outset of the arrangement the employee shall be entitled, if he\nthen so requires, to have himself, his family and effects transported free to\nthe site by his employer;\u003C\u002Fp>\n\n\u003Cp>(b) if municipal or other accommodation is not available for rental by the\nemployee, the employer shall provide to the employee accommodation at a rental\nwhich shall be established before the employee is moved to the site; or\u003C\u002Fp>\n\n\u003Cp>(c) as an alternative to the provision of accommodation as prescribed in\nparagraph (b), the employer may enter into an agreement with the employee\nwhereby he provides his own accommodation and is paid an accommodation\nallowance as prescribed from time to time per day for the full number of\nworking days he so accommodates himself, and he shall not subsequently seek\naccommodation from his employer;\u003C\u002Fp>\n\n\u003Cp>(d) after the employee has established himself at the site, in terms of this\nsubclause, he shall be paid the equivalent of five working days’ pay at his\ncurrent hourly rate as a relocation allowance;\u003C\u002Fp>\n\n\u003Cp>(e) at the expiration of the period of employment at the site, the employee\nand his effects, and if applicable his family shall be transported free by the\nemployer to the employer’s permanent premises or post office or other central\nlocality.\u003C\u002Fp>\n\n\u003Cp>(7) The council shall, in terms of clause 4, appoint a committee equally\nrepresentative of employers and employees whose function, notwithstanding the\nprovisions of clause 5, shall be to grant-\u003C\u002Fp>\n\n\u003Cp>(a) conditionally or otherwise any application for exemption from the\nprovisions of this clause;\u003C\u002Fp>\n\n\u003Cp>(b) approval for the designation in relation to a site of a post office not\nlisted in Annexure 9, or of a police station if there is no post office;\u003C\u002Fp>\n\n\u003Cp>and the size of the committee, its procedures, terms and conditions and the\nappointment of its chairman shall be determined by council.\u003C\u002Fp>\n\n\u003Cp>(8) The secretary shall maintain an up-to-date record of the distance\nallowance and shall notify all employers and the trade union if there has been\na change in the distance allowance at the date of registration of this\nagreement and of the details of any subsequent change in the prevailing\ndistance allowance and of the number and date of the statutory instrument in\nwhich such change has been prescribed, or of the date of any announcement of\nsuch change. \u003C\u002Fp>\n\n\u003Ch2>PART VI: WORKERS COMMITTEES AND WORKS COUNCIL\u003C\u002Fh2>\n\n\u003Ch3>Workers Committees \u003C\u002Fh3>\n\n\u003Cp>41.(1) Every establishment which does not have a workers committee shall be\nobliged, if its employees so desire, to afford the employees reasonable\nfacilities and opportunities for meeting and communicating with each other, a\nlabour officer and\u002For trade union representative for the purpose of forming a\nsteering committee with the objective of creating a workers committee. For this\npurpose the employer concerned shall supply the steering committee with the\nnames, occupations, grades or class of skill of his employees.\u003C\u002Fp>\n\n\u003Cp>(2) A workers committee shall be formed and shall conduct its affairs and\nproceedings in accordance with the provisions of Annexure 10 but shall do\nnothing, which is inconsistent with the provisions of this agreement.\u003C\u002Fp>\n\n\u003Cp>(3) If a trade union is registered to represent interests of not less than\nfifty percent of the employees at the workplace where a workers committee is to\nbe established, every member of the workers committee shall be a member of the\ntrade union.\u003C\u002Fp>\n\n\u003Cp>(4) A workers committee shall, for the purpose of its meetings, be provided\nby the employer concerned with an adequate room and furniture at his\nestablishment\u003C\u002Fp>\n\n\u003Cp>(5) Meetings shall be held outside working hours unless the employer gives\nhis consent for a meeting within working hours. Members of the workers\ncommittee who require to investigate matters falling within their jurisdiction,\nshall, on application be allowed reasonable time off to do so.\u003C\u002Fp>\n\n\u003Ch3>Works Council\u003C\u002Fh3>\n\n\u003Cp>42(1) Where in an establishment, a workers committee representing employees\nother than managerial employees exists, the employer shall set up a works\ncouncil which shall be the forum in which the workers the workers committee\nshall make its representations to and conduct negotiations with the\nemployer.\u003C\u002Fp>\n\n\u003Cp>(2) The functions and duties of the works council shall be :-\u003C\u002Fp>\n\n\u003Cp>(a) to provide and maintain an exchange of information and ideas, and to\nestablish cooperation and understanding between the establishment and the\nemployees, with a view to reducing problem areas and to preventing\nmisunderstandings;\u003C\u002Fp>\n\n\u003Cp>(b) to assist employees in gaining a greater understanding of the\nestablishment’s activities in order to foster an appreciation of the\nestablishment’s aims and objectives;\u003C\u002Fp>\n\n\u003Cp>(c) to gain co-operation of employees in the understanding and\nimplementation of the employer’s policies in respect of the use of manpower,\nequipment and other resources so that the employer’s objectives in terms of\nstandards and production are attained;\u003C\u002Fp>\n\n\u003Cp>(d) to promote employment security, general work satisfaction and job\nenrichment, safety and health;\u003C\u002Fp>\n\n\u003Cp>(e) to foster and maintain good relations between employees at all levels,\nand to understand and seek solutions to their common problems;\u003C\u002Fp>\n\n\u003Cp>(f) to promote the general and common interest and welfare of both the\nestablishment and its employees and to this end to assist management in\nattaining its objectives;\u003C\u002Fp>\n\n\u003Cp>(g) generally to secure the mutual co-operation and trust of employees,\nemployer and the trade unions in the interests of industrial peace, improved\nworking conditions, greater efficiency and increased productivity.\u003C\u002Fp>\n\n\u003Cp>(3) The areas of discussion of a works council in so far as each\nestablishment and this agreement are concerned shall be confined to the\nfollowing\u003C\u002Fp>\n\n\u003Cp>(a) improvement of working conditions;\u003C\u002Fp>\n\n\u003Cp>(b) procedures for dealing with grievances;\u003C\u002Fp>\n\n\u003Cp>(c) promotion of occupational health and safety measures, and their\nenforcement;\u003C\u002Fp>\n\n\u003Cp>(d) all matters pertaining to employees’ welfare within the establishment,\nwhere such matters are not covered by this agreement;\u003C\u002Fp>\n\n\u003Cp>(e) methods of increasing efficiency, productivity and improving quality;\u003C\u002Fp>\n\n\u003Cp>(f) the means of avoiding wastage of manpower, raw materials and\nequipment;\u003C\u002Fp>\n\n\u003Cp>(g) general discipline and conduct:\u003C\u002Fp>\n\n\u003Cp>Provided that any specific cases of misconduct shall be dealt with in\naccordance with normal practice in the establishment, and shall therefore not\nbe subject to discussion by the works council;\u003C\u002Fp>\n\n\u003Cp>(h) other matters having the objective of improving relations between the\nestablishment and workers:\u003C\u002Fp>\n\n\u003Cp>Provided that such matters-\u003C\u002Fp>\n\n\u003Cp>i) do not infringe upon, impede, in any way, the rights of the employer to\nmanage his own business, as he deems fit;\u003C\u002Fp>\n\n\u003Cp>ii) are not covered by any current industrial agreements.\u003C\u002Fp>\n\n\u003Cp>(4) The works council shall be constituted in accordance with the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>a) it shall consist of not less than two nor more than five worker\nrepresentatives, to be known as “elected members”, who shall be nominated\nby the workers committee from amongst their number, and a chairman and not less\nthan one nor more than four employer representatives, to be known as\n“appointed members”, who shall be nominated by the employer:\u003C\u002Fp>\n\n\u003Cp>provided that there shall be an equality of voting power at each meeting of\nthe works council, which shall be obtained by increasing or decreasing the\nnumber of elected members or appointed members as the case may be;\u003C\u002Fp>\n\n\u003Cp>b) the period of office of elected members shall be eighteen months and of\nappointed members for the period of their nomination, and members shall be\neligible for further periods of office\u003C\u002Fp>\n\n\u003Cp>(5) Meetings and the business of the works council shall be conducted in\naccordance with the following:-\u003C\u002Fp>\n\n\u003Cp>(a) it shall meet as required during normal working hours for the proper\ndischarge of its functions;\u003C\u002Fp>\n\n\u003Cp>(b) items for the agenda shall be submitted in writing to the chairman at\nleast five working days before the meeting, and the chairman shall prepare the\nagenda and perform such other duties as, by usage and custom, pertain to that\noffice:\u003C\u002Fp>\n\n\u003Cp>Provided that a meeting may be held at any time to deal with matters of\nurgency;\u003C\u002Fp>\n\n\u003Cp>(c) minutes of meetings shall be distributed to all works council members,\nand shall be displayed on establishment notice boards not later than seven\nworking days after each works council meeting;\u003C\u002Fp>\n\n\u003Cp>(d) the quorum of meetings shall be two elected members and two appointed\nmembers. If within fifteen minutes of the time fixed for any meeting a quorum\nis not present, the meeting shall stand adjourned for five working days to the\nsame time and place and if, at such adjourned meeting, a quorum is not present,\ncouncil shall be informed of the reasons for the meeting not being held:\u003C\u002Fp>\n\n\u003Cp>Provided that if the day to which a meeting is adjourned is an industrial\nholiday, the meeting shall stand adjourned to the next working day following\nthe industrial holiday;\u003C\u002Fp>\n\n\u003Cp>(e) the attendance at meetings shall be restricted to elected members and\nappointed members:\u003C\u002Fp>\n\n\u003Cp>Provided that the works council shall have the power to co-opt additional\nmembers in an advisory and non-working capacity of specific items;\u003C\u002Fp>\n\n\u003Cp>(f) decisions or recommendations shall only be made by a majority of the\nelected members and of the appointed members voting in favour thereof. \u003C\u002Fp>\n\n\u003Ch2>PART VII: TRANSITIONAL ARRANGEMENTS\u003C\u002Fh2>\n\n\u003Ch3>Adoption of current benefit agreements \u003C\u002Fh3>\n\n\u003Cp>43(1) For the purpose of this clause-\u003C\u002Fp>\n\n\u003Cp>“employee” means, in relation to the\u003C\u002Fp>\n\n\u003Cp>(a) Medical fund, an employee as defined in Statutory Instrument 255 of\n1992;\u003C\u002Fp>\n\n\u003Cp>(b) Pension fund, a person of the age of not less than sixteen years and not\nmore than sixty years, employed in any of the designated or approved trades or\nworker grades for whom wages are prescribed in this agreement, subject,\nhowever, to paragraph (c) of subrule (1) of rule (4) of the fund set out in\nStatutory Instrument 239 of 1992;\u003C\u002Fp>\n\n\u003Cp>“employer” shall have the meaning set out in clause 3 of the\nagreement\u003C\u002Fp>\n\n\u003Cp>(2) The industrial agreements entitled “Construction Industry (Medical and\nTrust Fund)” and “Construction Industry (Pension Fund)”, promulgated in\nStatutory Instruments 255 and 239 of 1992, respectively, as amended and\nextended, are hereby adopted as interim measures pending further negotiations\nby the parties on this agreement, and are applied, mutatis mutandis, to the\nconstruction industry from the date of registration of this agreement. The\naforesaid two agreements shall be deemed to be and shall be known as current\nbenefit agreements for the purpose of this agreement.\u003C\u002Fp>\n\n\u003Cp>(3) Notwithstanding the dates of their expiry, the current benefit\nagreements referred to in subclause (2) are hereby preserved and shall continue\nin operation under this agreement and shall have force and effect in respect of\nthe construction industry from the date of the registration of this agreement\nuntil such time as they are replaced by council. The terms of the current\nbenefit agreements shall, mutatis mutandis, be binding on employers and\nemployees in the construction industry as if they were part of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>(4) The provisions of this clause shall be without prejudice to, and shall\nnot in any way whatsoever affect, any negotiations or lawful acts by either the\nparties of this agreement or other properly authorised persons in respect of\nthe assets, property and liabilities of the funds operated under the current\nbenefit agreement.\u003C\u002Fp>\n\n\u003Ch2>PART VIII: CONCLUSION\u003C\u002Fh2>\n\n\u003Ch3>Penalties\u003C\u002Fh3>\n\n\u003Cp>44(1) Attention is drawn to subsection (3) of Section 82 of the Labour Act\n[Chapter 28:01],which reads -“(3) Any person who fails to comply with the\nprovisions of a collective bargaining agreement which is binding upon him\nshall, without derogation from any other remedies that may be available against\nhim for its enforcement:-\u003C\u002Fp>\n\n\u003Cp>(a) commit an unfair labour practice for which redress may be sought in\nterms of Part XII; and\u003C\u002Fp>\n\n\u003Cp>(b) be guilty of an offence and liable to a fine not exceeding level seven\nor to imprisonment for a period not exceeding one year or to both such fine and\nsuch imprisonment.”\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 officers hereby declare that the\nforegoing is the agreement arrived at and affix their signatures \u003C\u002Fp>\n\n\u003Cp>Dated at Harare this 3rd day of August 2012. \u003C\u002Fp>\n\n\u003Cp>CHAIRPERSON \u003C\u002Fp>\n\n\u003Cp>C. Kabasa\u003C\u002Fp>\n\n\u003Cp>DEPUTY CHAIRPERSON \u003C\u002Fp>\n\n\u003Cp>M.N. Mazarura\u003C\u002Fp>\n\n\u003Cp>CIFOZ PRESIDENT \u003C\u002Fp>\n\n\u003Cp>P. Chiyangwa\u003C\u002Fp>\n\n\u003Cp>ZBCA PRESIDENT \u003C\u002Fp>\n\n\u003Cp>O. Chidawu\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY \u003C\u002Fp>\n\n\u003Cp>T. Dzokamushure \u003C\u002Fp>\n\n\u003Cp>****************************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 1\u003C\u002Fp>\n\n\u003Cp>DESIGNATED TRADES (CLAUSE 36)\u003C\u002Fp>\n\n\u003Cp>SCHEDULE A\u003C\u002Fp>\n\n\u003Cp>TRADES AND APPROVED CLASSES OF WORK\u003C\u002Fp>\n\n\u003Cp>Architectural-metal work\u003C\u002Fp>\n\n\u003Cp>Automobile electricians’ work\u003C\u002Fp>\n\n\u003Cp>Bricklaying\u003C\u002Fp>\n\n\u003Cp>Building electrical installations wiring\u003C\u002Fp>\n\n\u003Cp>Carpentry\u003C\u002Fp>\n\n\u003Cp>Carpentry \u002F joinery\u003C\u002Fp>\n\n\u003Cp>Diesel plant fitting\u003C\u002Fp>\n\n\u003Cp>Fitting (including machining)\u003C\u002Fp>\n\n\u003Cp>Floor laying\u003C\u002Fp>\n\n\u003Cp>Glazing\u003C\u002Fp>\n\n\u003Cp>Joinery\u003C\u002Fp>\n\n\u003Cp>Mastic asphalting\u003C\u002Fp>\n\n\u003Cp>Masonry and stone work\u003C\u002Fp>\n\n\u003Cp>Motor mechanics work (including diesel and tractor mechanic)\u003C\u002Fp>\n\n\u003Cp>Painting and decorating\u003C\u002Fp>\n\n\u003Cp>Plastering\u003C\u002Fp>\n\n\u003Cp>Plumbing\u002Fdrain laying\u003C\u002Fp>\n\n\u003Cp>Rigging\u003C\u002Fp>\n\n\u003Cp>Shop fitting\u003C\u002Fp>\n\n\u003Cp>Terrazzo and mosaic, wall and floor tiling\u003C\u002Fp>\n\n\u003Cp>Turning (including machining)\u003C\u002Fp>\n\n\u003Cp>Welding\u003C\u002Fp>\n\n\u003Cp>Woodwork machining\u003C\u002Fp>\n\n\u003Cp>**************************\u003C\u002Fp>\n\n\u003Cp>SCHEDULE B\u003C\u002Fp>\n\n\u003Cp>MINIMUM HOURLY RATES OF WAGE APPLICABLE FOR SCHEDULE 1 TRADES AND CLASSES OF\nWORK EFFECTIVE FROM 15 OCTOBER 2011\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Classification\u003C\u002Ftd>\n      \u003Ctd>Minimum Hourly Rate Inc Allowances Basic Hourly Wage \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Skilled worker Class 1 ……………… \u003C\u002Ftd>\n      \u003Ctd>$2.53\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Skilled worker Class 2 ……………… \u003C\u002Ftd>\n      \u003Ctd>$2.34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Skilled worker Class 3 ……………… \u003C\u002Ftd>\n      \u003Ctd>$2. 00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Skilled worker Class 4 ……………… \u003C\u002Ftd>\n      \u003Ctd>$2. 00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Worker Lawfully Exempted to perform work\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Specified for a skilled worker……… \u003C\u002Ftd>\n      \u003Ctd>$2. 00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Building Electrical Installation Wireman…… \u003C\u002Ftd>\n      \u003Ctd>$2. 18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Floor layer ………………………….. \u003C\u002Ftd>\n      \u003Ctd>$2. 18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Note:- “Chargehand” means an employee who is appointed from skilled\nworker classes to act as such for the time being by his employer to-\u003C\u002Fp>\n\n\u003Cp>(a) function in a supervisory capacity either in addition to or in the place\nof his usual work;\u003C\u002Fp>\n\n\u003Cp>(b) give out work to other employees over whom he is placed in charge;\u003C\u002Fp>\n\n\u003Cp>(c) maintain efficiency, productivity and discipline amongst such employees;\nand who shall be paid his current rate of wages plus not less than twelve and\none-half (12 ½) per centum thereof as a responsibility allowance for so long\nas he discharges these additional functions \u003C\u002Fp>\n\n\u003Cp>*****************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 2\u003C\u002Fp>\n\n\u003Cp>GRADED WORK AND WAGES (CLAUSE 36)\u003C\u002Fp>\n\n\u003Cp>SCHEDULE A\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>GRADED WORK DESCRIPTIONS \u003C\u002Fp>\n\n\u003Cp>Worker Grade 1\u003C\u002Fp>\n\n\u003Cp>All employees engaged in the construction industry, whose activities are not\nclassified elsewhere in this\u003C\u002Fp>\n\n\u003Cp>agreement includingAssisting\u003C\u002Fp>\n\n\u003Cp>skilled and approved classes of workers in the execution of their duties\u003C\u002Fp>\n\n\u003Cp>Carrying and loading\u003C\u002Fp>\n\n\u003Cp>Cleaning\u003C\u002Fp>\n\n\u003Cp>Colour mixer: raw materials\u003C\u002Fp>\n\n\u003Cp>Concrete block machine operator (hand-operated)\u003C\u002Fp>\n\n\u003Cp>Digging\u003C\u002Fp>\n\n\u003Cp>Driver’s assistant\u003C\u002Fp>\n\n\u003Cp>Filling and placing concrete and mortar\u003C\u002Fp>\n\n\u003Cp>Filler spun-pipe cases\u003C\u002Fp>\n\n\u003Cp>Finisher: moulded product\u003C\u002Fp>\n\n\u003Cp>General labouring\u003C\u002Fp>\n\n\u003Cp>Granule loader\u003C\u002Fp>\n\n\u003Cp>Hand rubber down and polisher of terrazzo and artificial stone\u003C\u002Fp>\n\n\u003Cp>Lorry loader and stacker\u003C\u002Fp>\n\n\u003Cp>Mechanical workshop employees of less than two years’ experience\u003C\u002Fp>\n\n\u003Cp>Mixing such materials as mortar or concrete whether by hand or machine\u003C\u002Fp>\n\n\u003Cp>Office cleaners\u003C\u002Fp>\n\n\u003Cp>Office messengers\u003C\u002Fp>\n\n\u003Cp>Operators of the following machines: floor tile machine, press-plate\ngrinding machine, roof tile\u003C\u002Fp>\n\n\u003Cp>machine, spun-pipe moulder and liner, vertical-press pipe machine\u003C\u002Fp>\n\n\u003Cp>Pallet-feeder (roof-tile machines etcetera)\u003C\u002Fp>\n\n\u003Cp>Packing\u003C\u002Fp>\n\n\u003Cp>Placing concrete, mortar or other materials into moulds or machines\u003C\u002Fp>\n\n\u003Cp>Preparation of surfaces for plastering or other coating\u003C\u002Fp>\n\n\u003Cp>Raking out brick joints\u003C\u002Fp>\n\n\u003Cp>Ring-forming: butt and cage\u003C\u002Fp>\n\n\u003Cp>Shoveling\u003C\u002Fp>\n\n\u003Cp>Steaming-chambers labourer\u003C\u002Fp>\n\n\u003Cp>Stripping moulds and mouldings and removing finished products from\nmachines\u003C\u002Fp>\n\n\u003Cp>Tea makers\u003C\u002Fp>\n\n\u003Cp>Tiler-raker (in and out)\u003C\u002Fp>\n\n\u003Cp>Unskilled factory worker\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Worker Grade 2\u003C\u002Fp>\n\n\u003Cp>Boiler attendants\u003C\u002Fp>\n\n\u003Cp>Clerical work e.g. site clerk, storeman, checker, and wages clerk with lower\nthan standard 6, (Grade\u003C\u002Fp>\n\n\u003Cp>7) education and with less than three years experience\u003C\u002Fp>\n\n\u003Cp>Compressor Attendants\u003C\u002Fp>\n\n\u003Cp>Concrete mixer (operators of mixers up to and including 14\u002F10 (0.4m)\n(input)\u003C\u002Fp>\n\n\u003Cp>Crane operator (up to and including 2 000kg lifting capacity).\u003C\u002Fp>\n\n\u003Cp>Crusher attendants\u003C\u002Fp>\n\n\u003Cp>Dumper drivers (up to and including 1 500kg capacity)\u003C\u002Fp>\n\n\u003Cp>Explosive handlers and tampers\u003C\u002Fp>\n\n\u003Cp>Erectors of precast concrete or other components where the use of mortar or\nother materials for\u003C\u002Fp>\n\n\u003Cp>joining are not required\u003C\u002Fp>\n\n\u003Cp>Operators of all drills, diamond drills, coring machines and the like\u003C\u002Fp>\n\n\u003Cp>Operators of mechanically driven tools, machines and apparatus of a size or\ncapacity used in\u003C\u002Fp>\n\n\u003Cp>construction, which is hand, held or guided and does not require a\ndriver’s licence\u003C\u002Fp>\n\n\u003Cp>Operators of all drills, diamond drills, coring machines and the like\u003C\u002Fp>\n\n\u003Cp>Operators of mechanically driven tools, machines and apparatus of a size or\ncapacity used in\u003C\u002Fp>\n\n\u003Cp>construction, which is hand held, or guided and does not require a diver’s\nlicence\u003C\u002Fp>\n\n\u003Cp>Operators of the following power-operated machines: concrete block machine,\npre-stressing\u003C\u002Fp>\n\n\u003Cp>machine\u003C\u002Fp>\n\n\u003Cp>Pile driving operatives-other than piling winches (up to and including 2\n000kg lifting capacity).\u003C\u002Fp>\n\n\u003Cp>Mechanical workshop employee of more than two years’ experience\u003C\u002Fp>\n\n\u003Cp>Motor cyclists\u003C\u002Fp>\n\n\u003Cp>Shuttering scaffolding and hoist erectors and dismantlers operating under\ndirect supervision\u003C\u002Fp>\n\n\u003Cp>Steel reinforcing benders and fixers employed in cutting, bending to marks,\njigs or stops and\u003C\u002Fp>\n\n\u003Cp>placing, assembling, binding and tying steel reinforcing materials and other\nmetal works\u003C\u002Fp>\n\n\u003Cp>Survey instruments operative’s assistant\u003C\u002Fp>\n\n\u003Cp>Water pump attendants\u003C\u002Fp>\n\n\u003Cp>Winch or hoist operators, other than piling winches (up to and including 2\n000kg lifting capacity)\u003C\u002Fp>\n\n\u003Cp>Worker in charge of supervising workers in worker grade 1\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Worker Grade 3\u003C\u002Fp>\n\n\u003Cp>Clerical worker e.g. site clerk, storeman, checker, wages clerk, having\nstandard 6 (Grade 7)\u003C\u002Fp>\n\n\u003Cp>education or, if lower education standard, then with more than three\nyears’ experience\u003C\u002Fp>\n\n\u003Cp>Concrete mixer operators mixers of 18\u002F12 0.5m3\u003C\u002Fp>\n\n\u003Cp>input or larger, including weight batch mixers.\u003C\u002Fp>\n\n\u003Cp>Drivers of vehicles with a load capacity of less than 5 000kgs\u003C\u002Fp>\n\n\u003Cp>Drivers of wheel tractors (over 40kW)-class 5 licence\u003C\u002Fp>\n\n\u003Cp>Drivers of tipper trucks with a load –capacity of up to 8 000kgs\u003C\u002Fp>\n\n\u003Cp>Forklift driver\u003C\u002Fp>\n\n\u003Cp>Mobile crane lifting machine operators (lifting capacity of less than 3\n000kgs)\u003C\u002Fp>\n\n\u003Cp>Operators of mechanically driven tools, machines and apparatus used in\nconstruction where the\u003C\u002Fp>\n\n\u003Cp>operator is carried by the machine, having a gross weight of less than 10\n000kgs and where a licence\u003C\u002Fp>\n\n\u003Cp>is not required\u003C\u002Fp>\n\n\u003Cp>Pile driving mast operators\u003C\u002Fp>\n\n\u003Cp>Pile driving winch operators\u003C\u002Fp>\n\n\u003Cp>Pile layers operating under supervision\u003C\u002Fp>\n\n\u003Cp>Self propelled roller operators either steel wheeled or pneumatic tyred (of\nless than 10 000kgs by\u003C\u002Fp>\n\n\u003Cp>gross weight)\u003C\u002Fp>\n\n\u003Cp>Stationery crane operators (over 2 000kg but under 5 000kg lifting\ncapacity)\u003C\u002Fp>\n\n\u003Cp>Steel reinforcing benders and fixers operating without supervision\u003C\u002Fp>\n\n\u003Cp>Survey instrument operative with less than 3 years’ experience\u003C\u002Fp>\n\n\u003Cp>Workers in charge of supervising worker grades 1 and 2\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Worker Grade 4\u003C\u002Fp>\n\n\u003Cp>Civil works assistants (non-certified) undertaking shutter-fixing, timbering\nand shoring, pipe laying\u003C\u002Fp>\n\n\u003Cp>and jointing, pavement and kerb laying and jointing on civil engineering\ntype works excluding\u003C\u002Fp>\n\n\u003Cp>structures, and working without supervision\u003C\u002Fp>\n\n\u003Cp>Clerical workers, e .g. site clerk, storeman, checker, wages clerk, having\nan educational qualification\u003C\u002Fp>\n\n\u003Cp>of a minimum of three ‘O’ Levels, or with a standard 6 (Grade7)\neducation and having more than\u003C\u002Fp>\n\n\u003Cp>three years’ experience\u003C\u002Fp>\n\n\u003Cp>Operators of cranes and lifting machines with lifting capacity in excess of\n5 000kgs\u003C\u002Fp>\n\n\u003Cp>Dump drivers (over 8 000kgs capacity)\u003C\u002Fp>\n\n\u003Cp>Excavator operators\u003C\u002Fp>\n\n\u003Cp>Grader Operators (motorized) all types\u003C\u002Fp>\n\n\u003Cp>Gunite operatives\u003C\u002Fp>\n\n\u003Cp>Lorry drivers of vehicles with load-capacity of 5 000kgs or more\u003C\u002Fp>\n\n\u003Cp>Mobile drill operatives\u003C\u002Fp>\n\n\u003Cp>Motor mechanics and fitters (non-certified) undertaking removal, dismantling\nand replacement of\u003C\u002Fp>\n\n\u003Cp>components of plant and equipment and of engineers, vehicle bodies and\ntransmission, steering,\u003C\u002Fp>\n\n\u003Cp>braking and under-carriage systems, as well as lubrication and other\nservicing\u003C\u002Fp>\n\n\u003Cp>Operators of any mechanically driven tool, machine or apparatus used in\nconstruction where the\u003C\u002Fp>\n\n\u003Cp>operator is carried by the machine (of any gross weight) and the operator is\nrequired to have a\u003C\u002Fp>\n\n\u003Cp>driving licence\u003C\u002Fp>\n\n\u003Cp>Pipe layers operating without supervision\u003C\u002Fp>\n\n\u003Cp>Pressure grouting operatives\u003C\u002Fp>\n\n\u003Cp>Scrapper operators (motorized) all types\u003C\u002Fp>\n\n\u003Cp>Self propelled chip spreader\u003C\u002Fp>\n\n\u003Cp>Self-propelled roller operators, either steel wheeled or pneumatic tyred\n(over 10 000kgs gross\u003C\u002Fp>\n\n\u003Cp>weight)\u003C\u002Fp>\n\n\u003Cp>Self-propelled vibrating roller operatives (over 6 000kgs weight)\u003C\u002Fp>\n\n\u003Cp>Steel reinforcing benders and fixers working from bending schedules and\ndrawings\u003C\u002Fp>\n\n\u003Cp>Survey instrument operatives with more than three years’ experience\u003C\u002Fp>\n\n\u003Cp>Tracked tractor operators – all types\u003C\u002Fp>\n\n\u003Cp>Trencher operators\u003C\u002Fp>\n\n\u003Cp>Welder operative (non-certified) downhand single run or tack by electric\narc, but not responsible for\u003C\u002Fp>\n\n\u003Cp>setting up work, adjusting electric current or selecting gauge of rods\u003C\u002Fp>\n\n\u003Cp>Welder operative (non certified) undertaking downhand welding by\noxy-acetylene but not\u003C\u002Fp>\n\n\u003Cp>responsible for setting up work or adjusting pressure valves\u003C\u002Fp>\n\n\u003Cp>Workers in charge of supervising workers in grades 1, 2 and 3\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>***************************\u003C\u002Fp>\n\n\u003Cp>SCHEDULE B\u003C\u002Fp>\n\n\u003Cp>MINIMUM HOURLY RATES OF PAY APPLICABLE TO SCHEDULE A\u003C\u002Fp>\n\n\u003Cp>GRADES AND WORK DESCRIPTIONS, EFFECTIVE FROM 1 JULY 2012\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Graded Work \u002F Description \u003C\u002Ftd>\n      \u003Ctd>Minimum Hourly Rate \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Worker Grade 1 \u003C\u002Ftd>\n      \u003Ctd>$1. 47\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Worker Grade 2\u003C\u002Ftd>\n      \u003Ctd>$1. 47\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Worker Grade 3\u003C\u002Ftd>\n      \u003Ctd>$1. 52\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Worker Grade 4\u003C\u002Ftd>\n      \u003Ctd>$1. 52\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Watchman \u003C\u002Ftd>\n      \u003Ctd>$1. 52\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*********************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 3\u003C\u002Fp>\n\n\u003Cp>WAGES SLIP (Clause 36)\u003C\u002Fp>\n\n\u003Cp>Employer ……………………………………………. Employee’s\nnumber……………………………………………..\u003C\u002Fp>\n\n\u003Cp>Employee’s name ……………………………………..Class \u002F Grade\n………………………………………………….\u003C\u002Fp>\n\n\u003Cp>Contract Number ………………………………………. Rate of pay\n………………………………….. \u002F per hour\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wages (incl. sick leave) ………………………… Hours at\u003C\u002Fp>\n\n\u003Cp>Tool allowance …………………………………. Hours at\u003C\u002Fp>\n\n\u003Cp>Overtime ………………………………………… Hours at 1 ½\u003C\u002Fp>\n\n\u003Cp>Hours at 2\u003C\u002Fp>\n\n\u003Cp>Hours at 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bonus\n…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Travel and subsistence\n…………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Gross\nWages……………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Vacation pay\n……………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Total\n……………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Less pension\n……………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Taxable pay\n……………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Deductions\u003C\u002Fp>\n\n\u003Cp>P.A.Y.E.\n………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Medical Fund\n…………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Pension Fund\n…………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>General Fund (Council’s dues)\n…………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Trade Union membership\n……………………………………………………………………………………...\u003C\u002Fp>\n\n\u003Cp>Total\n……………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Net wages due ………\u003C\u002Fp>\n\n\u003Cp>*********************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 4\u003C\u002Fp>\n\n\u003Cp>SAFETY AND PROTECTIVE CLOTHING AND APPLIANCES (CLAUSE 21)\u003C\u002Fp>\n\n\u003Cp>FOR FURTHER INFORMATION REFER TO STATUTORY INSTRUMENT 223 OF 1993 ON\u003C\u002Fp>\n\n\u003Cp>SITE OCCUPATIONAL HEALTH AND SAFETY\u003C\u002Fp>\n\n\u003Cp>Employees engaged in occupations or trades as listed, shall be provided with\noveralls and the following\u003C\u002Fp>\n\n\u003Cp>safety and protective clothing or appliances:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Occupation or Trade\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Safety and protective clothing and appliances\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cutting and drilling by machine of }\n\n        \u003Cp>brick, stone and concrete structures }\u003C\u002Fp>\n\n        \u003Cp>Punching stone }\u003C\u002Fp>\n\n        \u003Cp>Grinding and polishing terrazzo and }\u003C\u002Fp>\n\n        \u003Cp>other stone surfaces }\u003C\u002Fp>\n\n        \u003Cp>Sharpening stone mason’s tools, }\u003C\u002Fp>\n\n        \u003Cp>planes, thicknessers, spindlers, four }\u003C\u002Fp>\n\n        \u003Cp>cutters, tenoning-machines, dovetail- }\u003C\u002Fp>\n\n        \u003Cp>machines, routers, drilling and }\u003C\u002Fp>\n\n        \u003Cp>motorizing-machines \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Goggles\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cleaning soldering irons }\n\n        \u003Cp>Cutting and bending, placing }\u003C\u002Fp>\n\n        \u003Cp>Assembling, binding and tying steel }\u003C\u002Fp>\n\n        \u003Cp>Reinforcing and other metal work \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Leather Gloves \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operating concrete mixers, hoist }\n\n        \u003Cp>Operating and asphalt mixers }\u003C\u002Fp>\n\n        \u003Cp>Operating sheet metal-work machines }\u003C\u002Fp>\n\n        \u003Cp>Employees required to work with wet }\u003C\u002Fp>\n\n        \u003Cp>concrete or mortar, whether by hand }\u003C\u002Fp>\n\n        \u003Cp>or machine \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>leather gloves if so requested by the employee concerned\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Boiler attendants \u003C\u002Ftd>\n      \u003Ctd>Tinted goggles and leather gloves \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operating power-driven tools for }\n\n        \u003Cp>excavation, concreting, cutting or }\u003C\u002Fp>\n\n        \u003Cp>drilling, brickwork, concrete or }\u003C\u002Fp>\n\n        \u003Cp>stonework } \u003C\u002Fp>\n\n        \u003Cp>Stone cutting, machine-minding }\u003C\u002Fp>\n\n        \u003Cp>Operating Jack-hammers }\u003C\u002Fp>\n\n        \u003Cp>Cutting or grinding steel work by hand }\u003C\u002Fp>\n\n        \u003Cp>Application of hot tar and other }\u003C\u002Fp>\n\n        \u003Cp>substances at a temperature of above }\u003C\u002Fp>\n\n        \u003Cp>50 degrees Celsius \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Goggles, leather boots and safety boots\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operating wood-floor sanding-machines } \n\n        \u003Cp>Welding \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dust masks and goggles\n\n        \u003Cp>Protective tinted mask, leather apron, spats,\u003C\u002Fp>\n\n        \u003Cp>gloves and safety boots\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Use of acid materials \u003C\u002Ftd>\n      \u003Ctd>Goggles skin protection, P.V.C. gloves and\n\n        \u003Cp>gumboots\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Using poisonous materials such as ant proofing \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Full body protection including specified respirator\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Workers engaged in the placing of wet }\n\n        \u003Cp>concrete at the point of final deposit }\u003C\u002Fp>\n\n        \u003Cp>Workers engaged in work involving }\u003C\u002Fp>\n\n        \u003Cp>excavation in wet conditions \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Rubber ankle or knee boots\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every employer shall supply, free of charge, a waterproof cape, overcoat or\nother suitable protective clothing to every employee who, in the course of his\nduties is habitually exposed to inclement weather.\u003C\u002Fp>\n\n\u003Cp>Drivers and vehicle attendants engaged in the loading and unloading and\ndelivery of goods on or from commercial vehicles shall be provided with\nadequate protective clothing\u003C\u002Fp>\n\n\u003Cp>*************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 5\u003C\u002Fp>\n\n\u003Cp>SKILLED WORKERS TOOLS (CLAUSE 25)\u003C\u002Fp>\n\n\u003Cp>Construction industry trades\u003C\u002Fp>\n\n\u003Cp>**Bricklayer: -\u003C\u002Fp>\n\n\u003Cp>Trowel, big and pointing;\u003C\u002Fp>\n\n\u003Cp>block-brush;\u003C\u002Fp>\n\n\u003Cp>brick-hammer;\u003C\u002Fp>\n\n\u003Cp>comb-hammer;\u003C\u002Fp>\n\n\u003Cp>lines and pins;\u003C\u002Fp>\n\n\u003Cp>1,2metre level;\u003C\u002Fp>\n\n\u003Cp>1,8kilogram hammer;\u003C\u002Fp>\n\n\u003Cp>chisels;\u003C\u002Fp>\n\n\u003Cp>bolster\u003C\u002Fp>\n\n\u003Cp>jointers-perps and beds;\u003C\u002Fp>\n\n\u003Cp>tape metric;\u003C\u002Fp>\n\n\u003Cp>ruler metric.\u003C\u002Fp>\n\n\u003Cp>**Carpenter:-\u003C\u002Fp>\n\n\u003Cp>1-kilogram hammer;\u003C\u002Fp>\n\n\u003Cp>700-gram hammer;\u003C\u002Fp>\n\n\u003Cp>cross-cut saw;\u003C\u002Fp>\n\n\u003Cp>panel-saw;\u003C\u002Fp>\n\n\u003Cp>tenon-saw;\u003C\u002Fp>\n\n\u003Cp>coping-saw;\u003C\u002Fp>\n\n\u003Cp>level;\u003C\u002Fp>\n\n\u003Cp>brace and set of bits;\u003C\u002Fp>\n\n\u003Cp>wheel brace and set of bits;\u003C\u002Fp>\n\n\u003Cp>marking-gauge;\u003C\u002Fp>\n\n\u003Cp>screwdrivers; large, medium and small;\u003C\u002Fp>\n\n\u003Cp>hack-saw;\u003C\u002Fp>\n\n\u003Cp>hack-knife\u003C\u002Fp>\n\n\u003Cp>jack-plane;\u003C\u002Fp>\n\n\u003Cp>smoothing plane;\u003C\u002Fp>\n\n\u003Cp>steel square 45 degrees Celsius adjustable;\u003C\u002Fp>\n\n\u003Cp>set of wood chisels;\u003C\u002Fp>\n\n\u003Cp>steel tape, 5 metres;\u003C\u002Fp>\n\n\u003Cp>bevel;\u003C\u002Fp>\n\n\u003Cp>nail-bag;\u003C\u002Fp>\n\n\u003Cp>tin snips;\u003C\u002Fp>\n\n\u003Cp>pliers;\u003C\u002Fp>\n\n\u003Cp>crow-bar;\u003C\u002Fp>\n\n\u003Cp>roof punch;\u003C\u002Fp>\n\n\u003Cp>nail punch;\u003C\u002Fp>\n\n\u003Cp>oil-stone;\u003C\u002Fp>\n\n\u003Cp>tool-box;\u003C\u002Fp>\n\n\u003Cp>**Building electrical installation wireman:-\u003C\u002Fp>\n\n\u003Cp>3 screw drivers, 3 millimeters to 13 millimeters, insulated;\u003C\u002Fp>\n\n\u003Cp>1 pair side-cutter\u003C\u002Fp>\n\n\u003Cp>1 pair electrician’s pliers\u003C\u002Fp>\n\n\u003Cp>1 pair electrician’s long-nosed pliers;\u003C\u002Fp>\n\n\u003Cp>1 150 millimeter adjustable wrench;\u003C\u002Fp>\n\n\u003Cp>1 300 millimeter adjustable wrench;\u003C\u002Fp>\n\n\u003Cp>1 150 millimeter Stilson wrench;\u003C\u002Fp>\n\n\u003Cp>1 vice-grip;\u003C\u002Fp>\n\n\u003Cp>1 set sockets, up to 25millimetres\u003C\u002Fp>\n\n\u003Cp>1 56-gram hammer;\u003C\u002Fp>\n\n\u003Cp>1 453 gram hammer\u003C\u002Fp>\n\n\u003Cp>1 1kilogram hammer;\u003C\u002Fp>\n\n\u003Cp>1 set of punches and chisels;\u003C\u002Fp>\n\n\u003Cp>1 set B A. taps and dies;\u003C\u002Fp>\n\n\u003Cp>1 set dies, 3 millimetres to 25millimetres;\u003C\u002Fp>\n\n\u003Cp>1 test lamp;\u003C\u002Fp>\n\n\u003Cp>1 19millimetres steel-pipe-bender;\u003C\u002Fp>\n\n\u003Cp>1 25millimetres steel-pipe-bender;\u003C\u002Fp>\n\n\u003Cp>1 19millimetres bending-spring;\u003C\u002Fp>\n\n\u003Cp>1 25-millimetre bending-spring;\u003C\u002Fp>\n\n\u003Cp>1 set conduit-dies, 19millimetres to 25-millimetres;\u003C\u002Fp>\n\n\u003Cp>1 fish-tape;\u003C\u002Fp>\n\n\u003Cp>1 knife;\u003C\u002Fp>\n\n\u003Cp>1 spirit-level;\u003C\u002Fp>\n\n\u003Cp>1 plump and line;\u003C\u002Fp>\n\n\u003Cp>1 chalk-line;\u003C\u002Fp>\n\n\u003Cp>1 2metre tape measure;\u003C\u002Fp>\n\n\u003Cp>**Plasterer\u003C\u002Fp>\n\n\u003Cp>hand hawk;\u003C\u002Fp>\n\n\u003Cp>trowel;\u003C\u002Fp>\n\n\u003Cp>gauging-trowel;\u003C\u002Fp>\n\n\u003Cp>internal and external angle tools;\u003C\u002Fp>\n\n\u003Cp>tape, metric;\u003C\u002Fp>\n\n\u003Cp>level;\u003C\u002Fp>\n\n\u003Cp>square;\u003C\u002Fp>\n\n\u003Cp>floats, 300 millimetres by 172 millimetres and 457 by 76 millimetres\u003C\u002Fp>\n\n\u003Cp>brushes, block and small rule\u003C\u002Fp>\n\n\u003Cp>**Plumber\u003C\u002Fp>\n\n\u003Cp>Tool-box;\u003C\u002Fp>\n\n\u003Cp>2-metre tape;\u003C\u002Fp>\n\n\u003Cp>300 millimetre tinman’s snips;\u003C\u002Fp>\n\n\u003Cp>600 millimetre square;\u003C\u002Fp>\n\n\u003Cp>225 millimetre pliers\u003C\u002Fp>\n\n\u003Cp>225 millimetre square;\u003C\u002Fp>\n\n\u003Cp>150 millimetre pliers;\u003C\u002Fp>\n\n\u003Cp>6 millimetre chisel;\u003C\u002Fp>\n\n\u003Cp>9 millimetre chisel;\u003C\u002Fp>\n\n\u003Cp>12 millimetre chisel;\u003C\u002Fp>\n\n\u003Cp>25 millimetre chisel;\u003C\u002Fp>\n\n\u003Cp>225 millimetre pipe-wrench;\u003C\u002Fp>\n\n\u003Cp>325 millimetre pipe-wrench;\u003C\u002Fp>\n\n\u003Cp>490 millimetre pipe-wrench;\u003C\u002Fp>\n\n\u003Cp>250 millimetre adjustable spanner;\u003C\u002Fp>\n\n\u003Cp>hack-saw;\u003C\u002Fp>\n\n\u003Cp>13 millimetre copper-drift;\u003C\u002Fp>\n\n\u003Cp>20-millimetre copper-drift;\u003C\u002Fp>\n\n\u003Cp>copper-pipe cutter;\u003C\u002Fp>\n\n\u003Cp>13 millimetre copper-bending spring;\u003C\u002Fp>\n\n\u003Cp>Claw-spanner(basin);\u003C\u002Fp>\n\n\u003Cp>453gram hammer;\u003C\u002Fp>\n\n\u003Cp>1 kilogram hammer;\u003C\u002Fp>\n\n\u003Cp>1,8 millimetre line;\u003C\u002Fp>\n\n\u003Cp>yarn-caulking tool;\u003C\u002Fp>\n\n\u003Cp>lead-caulking tool;\u003C\u002Fp>\n\n\u003Cp>2-100 millimetre cement-caulking tools;\u003C\u002Fp>\n\n\u003Cp>300 millimetre spirit-level;\u003C\u002Fp>\n\n\u003Cp>900 millimetre spirit-level;\u003C\u002Fp>\n\n\u003Cp>**Painter\u003C\u002Fp>\n\n\u003Cp>set of screw drivers;\u003C\u002Fp>\n\n\u003Cp>scraper;\u003C\u002Fp>\n\n\u003Cp>putty knife;\u003C\u002Fp>\n\n\u003Cp>roller (refills supplied by employer);\u003C\u002Fp>\n\n\u003Cp>dusting brushes, variety;\u003C\u002Fp>\n\n\u003Cp>dusters;\u003C\u002Fp>\n\n\u003Cp>set of paint brushes 12, 19, 25, 38, 50, 75 and 100 millimetres\u003C\u002Fp>\n\n\u003Cp>********\u003C\u002Fp>\n\n\u003Cp>Extraneous industry trades\u003C\u002Fp>\n\n\u003Cp>Automobile electrician:-\u003C\u002Fp>\n\n\u003Cp>employee to supply usual hand tools in accordance with agreed practice in\nparent industry\u003C\u002Fp>\n\n\u003Cp>Diesel plant fitter:-\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled worker class 4\u003C\u002Fp>\n\n\u003Cp>tool box and padlock;\u003C\u002Fp>\n\n\u003Cp>6mm-41mm flat spanners of A.F. equivalent;\u003C\u002Fp>\n\n\u003Cp>hack-saw frame;\u003C\u002Fp>\n\n\u003Cp>700g hammer (Ball pein);\u003C\u002Fp>\n\n\u003Cp>2kg hammer;\u003C\u002Fp>\n\n\u003Cp>Soft hammer;\u003C\u002Fp>\n\n\u003Cp>300 mm rule;\u003C\u002Fp>\n\n\u003Cp>200 mm dividers;\u003C\u002Fp>\n\n\u003Cp>150 mm inside calipers\u003C\u002Fp>\n\n\u003Cp>files, including threadfile;\u003C\u002Fp>\n\n\u003Cp>150 mm outside calipers\u003C\u002Fp>\n\n\u003Cp>150 mm square;\u003C\u002Fp>\n\n\u003Cp>centre punches\u003C\u002Fp>\n\n\u003Cp>adjustable spanners up to 300 mm\u003C\u002Fp>\n\n\u003Cp>vice-grips 250 mm\u003C\u002Fp>\n\n\u003Cp>scriber\u003C\u002Fp>\n\n\u003Cp>scraper\u003C\u002Fp>\n\n\u003Cp>chisels (flat cold) 150 and 200 mm\u003C\u002Fp>\n\n\u003Cp>crow foot bar 450 mm\u003C\u002Fp>\n\n\u003Cp>screwdrivers up to 250mm\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled worker class 3 :-\u003C\u002Fp>\n\n\u003Cp>All those tools prescribed for a skilled workers class 4 and in addition,\nthe following\u003C\u002Fp>\n\n\u003Cp>6 mm – 41 mm combination spanners\u003C\u002Fp>\n\n\u003Cp>Feelers;\u003C\u002Fp>\n\n\u003Cp>8 socket set, ½ inch square drive 6 mm – 30 mm\u003C\u002Fp>\n\n\u003Cp>Side cutters;\u003C\u002Fp>\n\n\u003Cp>15 socket set, ¾ inch drive 22mm – 60mm\u003C\u002Fp>\n\n\u003Cp>Drift punches\u003C\u002Fp>\n\n\u003Cp>Pliers, including long nose;\u003C\u002Fp>\n\n\u003Cp>Circlip pliers;\u003C\u002Fp>\n\n\u003Cp>Screwdrivers (Phillips);\u003C\u002Fp>\n\n\u003Cp>Gas or slip-joint pliers;\u003C\u002Fp>\n\n\u003Cp>Pinch bar 750 mm\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled workers classes 2 and 1 :-\u003C\u002Fp>\n\n\u003Cp>All those tools prescribed for skilled workers classes 4 and 3, and in\naddition, the following\u003C\u002Fp>\n\n\u003Cp>Allen keys, metric;\u003C\u002Fp>\n\n\u003Cp>torque wrench, ½ inch square drive ;\u003C\u002Fp>\n\n\u003Cp>vernier -150mm\u003C\u002Fp>\n\n\u003Cp>0-150mm outside micrometer or combination sets square;\u003C\u002Fp>\n\n\u003Cp>Fitter (including machining)\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled worker class 4:-\u003C\u002Fp>\n\n\u003Cp>Tool-box and padlock;\u003C\u002Fp>\n\n\u003Cp>Scriber;\u003C\u002Fp>\n\n\u003Cp>6 mm-32 mm flat spanners\u003C\u002Fp>\n\n\u003Cp>chisels (flat cold);\u003C\u002Fp>\n\n\u003Cp>hacksaw;\u003C\u002Fp>\n\n\u003Cp>2 or 3 m tape;\u003C\u002Fp>\n\n\u003Cp>700 g hammer (Ball pein);\u003C\u002Fp>\n\n\u003Cp>450 mm Stilson wrench;\u003C\u002Fp>\n\n\u003Cp>300 mm rule;\u003C\u002Fp>\n\n\u003Cp>Pinch bar 450 mm;\u003C\u002Fp>\n\n\u003Cp>150 mm dividers and jennies;\u003C\u002Fp>\n\n\u003Cp>Centre punches;\u003C\u002Fp>\n\n\u003Cp>150 mm inside calipers\u003C\u002Fp>\n\n\u003Cp>150 mm outside calipers\u003C\u002Fp>\n\n\u003Cp>Tin snips;\u003C\u002Fp>\n\n\u003Cp>Pin punches;\u003C\u002Fp>\n\n\u003Cp>150 mm square’;\u003C\u002Fp>\n\n\u003Cp>Soft hammer;\u003C\u002Fp>\n\n\u003Cp>Metric and imperial Allen keys;\u003C\u002Fp>\n\n\u003Cp>Screwdrivers;\u003C\u002Fp>\n\n\u003Cp>300 mm shifting spanners;\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled worker class 3:-\u003C\u002Fp>\n\n\u003Cp>All those tools prescribed for a skilled worker class 4 and in addition, the\nfollowing:-\u003C\u002Fp>\n\n\u003Cp>6 mm-32 mm ring or combination spanners\u003C\u002Fp>\n\n\u003Cp>gas pliers;\u003C\u002Fp>\n\n\u003Cp>combination set square;\u003C\u002Fp>\n\n\u003Cp>vice grips;\u003C\u002Fp>\n\n\u003Cp>socket set-optional;\u003C\u002Fp>\n\n\u003Cp>feelers-optional;\u003C\u002Fp>\n\n\u003Cp>pliers;\u003C\u002Fp>\n\n\u003Cp>vernier 22 mm;\u003C\u002Fp>\n\n\u003Cp>scrapers;\u003C\u002Fp>\n\n\u003Cp>junior hack-saw;\u003C\u002Fp>\n\n\u003Cp>screw drivers (Phillips);\u003C\u002Fp>\n\n\u003Cp>G-clamps 2 x 150 mm;\u003C\u002Fp>\n\n\u003Cp>Circlip pliers\u003C\u002Fp>\n\n\u003Cp>0-25 mm micrometer\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled workers classes 2 and 1\u003C\u002Fp>\n\n\u003Cp>All those tools prescribed for skilled workers classes 4 and 3 and, in\naddition, the following:-\u003C\u002Fp>\n\n\u003Cp>25-50 mm micrometer\u003C\u002Fp>\n\n\u003Cp>radius gauge\u003C\u002Fp>\n\n\u003Cp>screw pitch gauge;\u003C\u002Fp>\n\n\u003Cp>thread angle gauge;\u003C\u002Fp>\n\n\u003Cp>oilstone;\u003C\u002Fp>\n\n\u003Cp>Motor mechanic\u003C\u002Fp>\n\n\u003Cp>Employee to supply usual hand tools in accordance with agreed practice in\nparent industry\u003C\u002Fp>\n\n\u003Cp>Rigger\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled worker class 4 :-\u003C\u002Fp>\n\n\u003Cp>tool-box and padlock\u003C\u002Fp>\n\n\u003Cp>splicing spikes, various sizes\u003C\u002Fp>\n\n\u003Cp>tape measure 3 m and 30 m\u003C\u002Fp>\n\n\u003Cp>150 mm vernier calipers (rope diameter)\u003C\u002Fp>\n\n\u003Cp>200 mm adjustable spanner\u003C\u002Fp>\n\n\u003Cp>hacksaw frame;\u003C\u002Fp>\n\n\u003Cp>150mm side cutters\u003C\u002Fp>\n\n\u003Cp>pliers, chisels (rope cutting);\u003C\u002Fp>\n\n\u003Cp>serving mallet, copper hammer, hammer, (ball pein)\u003C\u002Fp>\n\n\u003Cp>riggers spoon, riggers screws, (for splicing where no vice)\u003C\u002Fp>\n\n\u003Cp>twisters\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled workers – classes 3, 2 and 1:-\u003C\u002Fp>\n\n\u003Cp>all the above tools, plus\u003C\u002Fp>\n\n\u003Cp>150 mm inside calipers\u003C\u002Fp>\n\n\u003Cp>150 mm outside calipers\u003C\u002Fp>\n\n\u003Cp>Turner (including machining) –\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled worker class 4 :-\u003C\u002Fp>\n\n\u003Cp>tool box and padlock;\u003C\u002Fp>\n\n\u003Cp>scriber;\u003C\u002Fp>\n\n\u003Cp>6 mm-32 mm flat spanners;\u003C\u002Fp>\n\n\u003Cp>Chisels (flat cold);\u003C\u002Fp>\n\n\u003Cp>hack-saw;\u003C\u002Fp>\n\n\u003Cp>2 m or 3 m tape;\u003C\u002Fp>\n\n\u003Cp>700 g hammer (ball pein);\u003C\u002Fp>\n\n\u003Cp>450 Stilson wrench;\u003C\u002Fp>\n\n\u003Cp>300 mm rule;\u003C\u002Fp>\n\n\u003Cp>pinch bar 450mm;\u003C\u002Fp>\n\n\u003Cp>150mm dividers and jennies;\u003C\u002Fp>\n\n\u003Cp>metric and imperial Allen Keys\u003C\u002Fp>\n\n\u003Cp>150 mm inside calipers\u003C\u002Fp>\n\n\u003Cp>Pin punches;\u003C\u002Fp>\n\n\u003Cp>150 mm calipers\u003C\u002Fp>\n\n\u003Cp>Tin snips;\u003C\u002Fp>\n\n\u003Cp>150 mm square;\u003C\u002Fp>\n\n\u003Cp>Soft hammer;\u003C\u002Fp>\n\n\u003Cp>Centre punches;\u003C\u002Fp>\n\n\u003Cp>Screw drivers;\u003C\u002Fp>\n\n\u003Cp>300 mm shifting spanner;\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled worker class 3:-\u003C\u002Fp>\n\n\u003Cp>All those tools prescribed for a skilled worker class 4 and, in addition,\nthe following\u003C\u002Fp>\n\n\u003Cp>6 mm-32 mm ring or combination spanners;\u003C\u002Fp>\n\n\u003Cp>combination set;\u003C\u002Fp>\n\n\u003Cp>vice grips;\u003C\u002Fp>\n\n\u003Cp>socket set-optional;\u003C\u002Fp>\n\n\u003Cp>feelers-optional;\u003C\u002Fp>\n\n\u003Cp>pliers;\u003C\u002Fp>\n\n\u003Cp>vernier – 22mm\u003C\u002Fp>\n\n\u003Cp>scrapers;\u003C\u002Fp>\n\n\u003Cp>junior hacksaw;\u003C\u002Fp>\n\n\u003Cp>screwdrivers (Phillips);\u003C\u002Fp>\n\n\u003Cp>G-clamps 2 x 150 mm;\u003C\u002Fp>\n\n\u003Cp>circlip pliers;\u003C\u002Fp>\n\n\u003Cp>0-25 mm micrometer;\u003C\u002Fp>\n\n\u003Cp>gas pliers;\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled workers classes 2 and 1:-\u003C\u002Fp>\n\n\u003Cp>all those tools prescribed for skilled workers classes 4 and 3 and, in\naddition, to the following;-\u003C\u002Fp>\n\n\u003Cp>25 mm-50 mm micrometer\u003C\u002Fp>\n\n\u003Cp>Radius gauge;\u003C\u002Fp>\n\n\u003Cp>Screw pitch gauge;\u003C\u002Fp>\n\n\u003Cp>Thread angle gauge;\u003C\u002Fp>\n\n\u003Cp>Oilstone;\u003C\u002Fp>\n\n\u003Cp>Welder\u003C\u002Fp>\n\n\u003Cp>Tools to be provided by skilled workers classes 4, 3, 2 and 1 :-\u003C\u002Fp>\n\n\u003Cp>tool box and padlock;\u003C\u002Fp>\n\n\u003Cp>500 mm rule;\u003C\u002Fp>\n\n\u003Cp>300 mm square;\u003C\u002Fp>\n\n\u003Cp>small clamps;\u003C\u002Fp>\n\n\u003Cp>adjustable spanners up to 300 mm;\u003C\u002Fp>\n\n\u003Cp>900g hammer (ball pein);\u003C\u002Fp>\n\n\u003Cp>chipping hammer\u003C\u002Fp>\n\n\u003Cp>*****************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 6\u003C\u002Fp>\n\n\u003Cp>FORM OF DECLARATION BY AN EMPLOYER IN THE CONSTRUCTION INDUSTRY (Clause\n8)\u003C\u002Fp>\n\n\u003Cp>TO: National Employment Council for the Construction Industry of Zimbabwe\u003C\u002Fp>\n\n\u003Cp>P. O. Box 2995\u003C\u002Fp>\n\n\u003Cp>HARARE\u003C\u002Fp>\n\n\u003Cp>I\u002FWe, trading as\n………………………………………………………………………………..\nhereby declare\u003C\u002Fp>\n\n\u003Cp>that I\u002FWe* am\u002Fare* employer\u002Fs* in the Construction Industry as defined in\nyour council’s agreement.\u003C\u002Fp>\n\n\u003Cp>(Business shall not commence until enrolment is completed and confirmed)\u003C\u002Fp>\n\n\u003Cp>My\u002Four business is a\u003C\u002Fp>\n\n\u003Cp>Sole proprietorship* Corporate body*\u003C\u002Fp>\n\n\u003Cp>Partnership* Limited liability company*\u003C\u002Fp>\n\n\u003Cp>The name\u002Fs* of the proprietor or the partners or the directors or public\nofficers are:-\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………………………\n(names in full block\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………capitals)\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>The residential address\u002Fes* of the proprietor or the partners or the\ndirectors or public officers are:-\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>The business address is\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>The workshop\u002Fyard* address is\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Telephone number is\n………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>Trade or trades, which will be carried on, are:\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Workers’ Compensation Receipt\nnumber……………………………………………………………\u003C\u002Fp>\n\n\u003Cp>I\u002FWe* attach cheque\u002Fcash* in the sum of ……. Declaration fee\u003C\u002Fp>\n\n\u003Cp>Date………………………………….. Signed:\n…………………………………………..\u003C\u002Fp>\n\n\u003Cp>Delete the inapplicable. Capacity of Signatory:\n…………………………………………….\u003C\u002Fp>\n\n\u003Cp>(e.g. proprietor, partner, manager, public officer, secretary etc)\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL FOR THE CONSTRUCTION INDUSTRY OF ZIMBABWE\u003C\u002Fp>\n\n\u003Cp>**********************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 7\u003C\u002Fp>\n\n\u003Cp>EMPLOYEES APPLICATION FOR ENROLMENT AND CLASSIFICATION OF GRADING (CLAUSE\n9)\u003C\u002Fp>\n\n\u003Cp>Full names of\nemployee…………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>National Registration Number\n………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>Address:\n………………………………………………………………………………………………………...\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Certificate of skilled worker qualifications (if any\n……………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Date joined present employer;\n…………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Worker Grade proposed by present employer\u002For proposed trade or occupation to\nbe approved by Council\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Previous employment record\u003C\u002Fp>\n\n\u003Cp>1. Name of employer:\n……………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Capacity in which employed\n………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>2. Name of employer:\n……………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Capacity in which employed\n………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Signed:……………………………………\n……………………………………..\u003C\u002Fp>\n\n\u003Cp>Employer Employee\u003C\u002Fp>\n\n\u003Cp>Date ………………………….. company stamp\u003C\u002Fp>\n\n\u003Cp>Note: Employee must enclose a pension form declaration duly and fully\ncompleted, together with (three)\u003C\u002Fp>\n\n\u003Cp>passport size photographs\u003C\u002Fp>\n\n\u003Cp>COMPLETION BY N.E.C. ONLY\u003C\u002Fp>\n\n\u003Cp>N.E.C. Number G………………………………………… G – prefix\nall workers grades)\u003C\u002Fp>\n\n\u003Cp>Awarded worker grade\n…………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Trade or occupation approved\n………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>Date of enrolment\n………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL FOR THE CONSTRUCTION INDUSTRY OF ZIMBABWE\u003C\u002Fp>\n\n\u003Cp>*************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 8\u003C\u002Fp>\n\n\u003Cp>RECORD OF SERVICE FOR EMPLOYEES (CLAUSE 10)\u003C\u002Fp>\n\n\u003Cp>Employees’ full name …………………………………… NEC\nenrolment number………………………\u003C\u002Fp>\n\n\u003Cp>Identification particular (if any) ………………………… National\nIdentity No.……………………………\u003C\u002Fp>\n\n\u003Cp>ZCATWU No. …………………………… (if applicable) NSSA (SR No.)\n………………………………...\u003C\u002Fp>\n\n\u003Cp>Details below to be recorded by employer\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">NAME AND\n\n        \u003Cp>ADDRESS OF\u003C\u002Fp>\n\n        \u003Cp>EMPLOYER \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">DATE\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">\u003Cp>COMMENCEMENT AND PROMOTION OF EMPLOYMENT \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">WAGE \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">\u003Cp>DATE OF TERMINATION AND\u003C\u002Fp>\n\n        \u003Cp>SIGNATURE OF EMPLOYER \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OCCUPATION \u003C\u002Ftd>\n      \u003Ctd>CLASS\u002FGARDE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Note: This record of service is to be returned to the employee on his\nretirement, resignation or discharge, duly completed by the employer\u003C\u002Fp>\n\n\u003Cp>*****************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 9\u003C\u002Fp>\n\n\u003Cp>LIST OF POST OFFICES WHICH MAY BE DESIGNATED IN RELATION TO SITES IN VARIOUS\nREGIONS (CLAUSE 40): TRAVELLING AND SUBSISTENCE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*****************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 10\u003C\u002Fp>\n\n\u003Cp>PURPOSE, DUTIES AND FUNCTIONS OF WORKERS COMMITTEES (CLAUSE 41)\u003C\u002Fp>\n\n\u003Cp>Purpose\u003C\u002Fp>\n\n\u003Cp>1. The principal purpose of a workers committee is to bring together and\ncollate in order of\u003C\u002Fp>\n\n\u003Cp>importance the responsible opinions and reasonable requirements of employees\nand to represent these\u003C\u002Fp>\n\n\u003Cp>and the general interest of employees to the employer through the medium of\na works council. The\u003C\u002Fp>\n\n\u003Cp>committee shall be created and elected by employees not having any\nmanagerial function and shall\u003C\u002Fp>\n\n\u003Cp>consist solely of such employees, free to debate in committee without\ninterference by the employer.\u003C\u002Fp>\n\n\u003Cp>Functions and duties\u003C\u002Fp>\n\n\u003Cp>2. The functions and duties of a workers committee shall be to:-\u003C\u002Fp>\n\n\u003Cp>(a) act as a link and a means of communication between the employees and the\nemployer,\u003C\u002Fp>\n\n\u003Cp>through a works council;\u003C\u002Fp>\n\n\u003Cp>(b) provide a means of presentation to and discussion with the employer of\nemployee\u003C\u002Fp>\n\n\u003Cp>requirements and grievances;\u003C\u002Fp>\n\n\u003Cp>(c) promote stability and good relationships between employees and the\nemployer and to\u003C\u002Fp>\n\n\u003Cp>encourage the settlement of differences and disputes by conciliatory\nmethods;\u003C\u002Fp>\n\n\u003Cp>(d) understand and promote the interest of employees whom they represent by\nmaintaining\u003C\u002Fp>\n\n\u003Cp>regular contact with them;\u003C\u002Fp>\n\n\u003Cp>(e) improve productivity and quality by promoting conditions and encouraging\nattitudes\u003C\u002Fp>\n\n\u003Cp>conducive thereto within the working environment;\u003C\u002Fp>\n\n\u003Cp>(f) ensure that if a fellow worker seeks their advice in respect of any\ngrievance or disciplinary\u003C\u002Fp>\n\n\u003Cp>matter, at least one member of the committee is made available to render\nsuch advice and\u003C\u002Fp>\n\n\u003Cp>assistance as may be required;\u003C\u002Fp>\n\n\u003Cp>(g) co-operate with the registered trade union and the employer in ensuring\nthat the terms of this\u003C\u002Fp>\n\n\u003Cp>agreement together with the establishment rules are understood and\nobserved;\u003C\u002Fp>\n\n\u003Cp>(h) liaise with the employer in promoting the occupational safety and health\nof the employees:\u003C\u002Fp>\n\n\u003Cp>provided that such matters do not infringe upon, or impede, in any way, the\nright of the\u003C\u002Fp>\n\n\u003Cp>employer to manage his own business as he deems fit\u003C\u002Fp>\n\n\u003Cp>Negotiating terms of reference\u003C\u002Fp>\n\n\u003Cp>3. To the extent that there will be no conflict with the terms and provision\nof this agreement a\u003C\u002Fp>\n\n\u003Cp>workers committee may negotiate with the employer concerned, through a works\ncouncil, on the\u003C\u002Fp>\n\n\u003Cp>following matters;\u003C\u002Fp>\n\n\u003Cp>a) prevention of accidents\u003C\u002Fp>\n\n\u003Cp>b) times of work;\u003C\u002Fp>\n\n\u003Cp>c) employees’ requirements not provided for in this agreement;\u003C\u002Fp>\n\n\u003Cp>d) procedures relating to disciplinary cases and grievances;\u003C\u002Fp>\n\n\u003Cp>e) the provision of welfare and community services;\u003C\u002Fp>\n\n\u003Cp>f) the avoidance of disputes and prompt settlement of any dispute\narising;\u003C\u002Fp>\n\n\u003Cp>g) improvement of environmental conditions\u003C\u002Fp>\n\n\u003Cp>4. Where the outcome of any negotiations under clause 3 of this Annexure\nresults in an agreement\u003C\u002Fp>\n\n\u003Cp>with the employer which will affect the conditions of employment of the\nemployees in the\u003C\u002Fp>\n\n\u003Cp>establishment, it shall be referred by the workers’ committee to a meeting\nof the employees so affected\u003C\u002Fp>\n\n\u003Cp>and if approved by more than two-thirds of those employees present at the\nmeeting, it shall become\u003C\u002Fp>\n\n\u003Cp>binding on the employer and all employees so affected.\u003C\u002Fp>\n\n\u003Cp>5. Anything agreed between an employer and the workers committee under these\nterms of\u003C\u002Fp>\n\n\u003Cp>reference shall stand until it is re-negotiated, unless similar or improved\nterms or conditions are\u003C\u002Fp>\n\n\u003Cp>achieved by the parties to this agreement.\u003C\u002Fp>\n\n\u003Cp>Composition and membership\u003C\u002Fp>\n\n\u003Cp>6. A workers committee shall consist of employees in the establishment\nelected to hold office for\u003C\u002Fp>\n\n\u003Cp>twenty-four months. The membership of the committee shall approximate five\nper centum of the total\u003C\u002Fp>\n\n\u003Cp>employees in the establishment, provided that there shall not be less than\nthree nor more than fifteen\u003C\u002Fp>\n\n\u003Cp>such members. The chairman and the secretary shall be chosen by the members\nfrom amongst their number.\u003C\u002Fp>\n\n\u003Cp>7. Retiring members shall be eligible for re-election, and new elections\nshall take place at such\u003C\u002Fp>\n\n\u003Cp>times as will enable the replacement members to assume office upon the\nretirement of the former\u003C\u002Fp>\n\n\u003Cp>members.\u003C\u002Fp>\n\n\u003Cp>8. In seeking candidates for election to membership of workers committee,\nthe steering committee\u003C\u002Fp>\n\n\u003Cp>shall endeavour as far as possible to ensure that the differing interests of\nthe employees in the various\u003C\u002Fp>\n\n\u003Cp>occupations, grades and classes of skill and work and departments of the\nestablishment are represented Elections\u003C\u002Fp>\n\n\u003Cp>9. When a steering committee within its terms of reference considers\nsufficient candidates have\u003C\u002Fp>\n\n\u003Cp>been nominated for a committee which would be consistent with the provisions\nof clause 8 of this\u003C\u002Fp>\n\n\u003Cp>Annexure, it shall appoint a chairman and two scrutineers from amongst the\nemployees who shall\u003C\u002Fp>\n\n\u003Cp>constitute an election committee\u003C\u002Fp>\n\n\u003Cp>10. The election committee shall place a list of the candidates and the\ninterests they represent on the\u003C\u002Fp>\n\n\u003Cp>notice board. Thereafter the election committee shall convene a meeting of\nemployees at which it shall\u003C\u002Fp>\n\n\u003Cp>provide ballot forms and conduct a secret ballot there at in order to elect\na committee consistent in\u003C\u002Fp>\n\n\u003Cp>numbers and intent with the provisions of clause 6 and 8 of this Annexure.\nThose elected shall take\u003C\u002Fp>\n\n\u003Cp>office immediately.\u003C\u002Fp>\n\n\u003Cp>11. Subsequent elections shall take place at times which will give effect to\nthe requirements of\u003C\u002Fp>\n\n\u003Cp>Clause 7 hereof. Such elections shall conform to the provisions and\nprocedures of clauses 8, 9 and 10 of this Annexure.\u003C\u002Fp>\n\n\u003Cp>Removal of members and vacancies\u003C\u002Fp>\n\n\u003Cp>12. A member of the workers committee may be removed from office by a\nmajority vote of\u003C\u002Fp>\n\n\u003Cp>employees whose interests he represents voting in favour thereof in the\nmanner set out in clause 10 of this Annexure.\u003C\u002Fp>\n\n\u003Cp>13. A member who ceases to be employed in the establishment shall no longer\nbe a member of the workers committee.\u003C\u002Fp>\n\n\u003Cp>14. Where a vacancy occurs in a workers committee, an election shall be held\nin conformity with\u003C\u002Fp>\n\n\u003Cp>this Annexure to fill the vacant position:\u003C\u002Fp>\n\n\u003Cp>Provided that if the remaining members’ periods of office expire within\nthree months, the\u003C\u002Fp>\n\n\u003Cp>vacancy need not be filled Meetings\u003C\u002Fp>\n\n\u003Cp>15. A workers committee may not proceed with business at a meeting unless at\nleast fifty per\u003C\u002Fp>\n\n\u003Cp>centum of its members are present. Meetings shall be conducted in accordance\nwith the ordinary rules\u003C\u002Fp>\n\n\u003Cp>of debate and decisions or resolutions shall be taken on the vote of the\nmajority present. In the event of\u003C\u002Fp>\n\n\u003Cp>an equality of votes the chairman shall have a casting vote in addition to\nhis deliberative vote. Proper\u003C\u002Fp>\n\n\u003Cp>minutes shall be kept of each meeting.\u003C\u002Fp>\n\n\u003Cp>****************************\u003C\u002Fp>\n\n\u003Cp>ANNEXURE 11\u003C\u002Fp>\n\n\u003Cp>CONSTRUCTION INDUSTRY: CODE OF CONDUCT\u003C\u002Fp>\n\n\u003Cp>Preamble\u003C\u002Fp>\n\n\u003Cp>1(i)Disciplinary rules and procedures are necessary for promoting fairness\nand order in the treatment\u003C\u002Fp>\n\n\u003Cp>of individuals and in the conduct of industrial relations. They also assist\nthe organization to operate\u003C\u002Fp>\n\n\u003Cp>effectively. Rules set standards of conduct at the work place, help to\nensure that the standards are\u003C\u002Fp>\n\n\u003Cp>adhered to and also provide a fair method of dealing with alleged failures\nto observe them.\u003C\u002Fp>\n\n\u003Cp>(i) It is important that both employers and employees know what standards of\nconduct are\u003C\u002Fp>\n\n\u003Cp>expected of them.\u003C\u002Fp>\n\n\u003Cp>Aims, purposes and principles\u003C\u002Fp>\n\n\u003Cp>2 The aims and purposes are to provide the following-\u003C\u002Fp>\n\n\u003Cp>(a) principles governing the conduct and resolution of labour disputes,\nincluding the\u003C\u002Fp>\n\n\u003Cp>framework thereof;\u003C\u002Fp>\n\n\u003Cp>(b) procedures for the effective handling of grievances;\u003C\u002Fp>\n\n\u003Cp>(c) the enunciation of offences and penalties at the work place;\u003C\u002Fp>\n\n\u003Cp>(d) the effective handling of disciplinary measures, including dismissals;\nand\u003C\u002Fp>\n\n\u003Cp>(e) the enunciation of the rights and duties of management and workers\u003C\u002Fp>\n\n\u003Cp>3 This code recognises and operates on the following fundamental\nprinciples:-\u003C\u002Fp>\n\n\u003Cp>(a) the peaceful and orderly conduct of labour relations in a\nnon-confrontational manner;\u003C\u002Fp>\n\n\u003Cp>(b) the mutual responsibility of workers, employers and their\nrepresentatives;\u003C\u002Fp>\n\n\u003Cp>(c) fairness and justice for employees at the workplace;\u003C\u002Fp>\n\n\u003Cp>(d) the promotion of stability and consequent increased productivity at the\nworkplace;\u003C\u002Fp>\n\n\u003Cp>(e) respect for the fundamental rights and duties of workers and employers\nas defined by\u003C\u002Fp>\n\n\u003Cp>law and in this Code; and\u003C\u002Fp>\n\n\u003Cp>(f) the avoidance of collective job action wherever possible\u003C\u002Fp>\n\n\u003Cp>4 Duties and rights of management\u003C\u002Fp>\n\n\u003Cp>(a) to manage and conduct business subject to the law and this Code;\u003C\u002Fp>\n\n\u003Cp>(b) to develop jointly with worker representatives, industrial relations\nprinciples subject\u003C\u002Fp>\n\n\u003Cp>to the law and this Code;\u003C\u002Fp>\n\n\u003Cp>(c) to ensure that management is authorised to make appropriate decisions in\nterms of\u003C\u002Fp>\n\n\u003Cp>this Code;\u003C\u002Fp>\n\n\u003Cp>(d) to ensure that the duties of workers are adequately defined and\nunderstood\u003C\u002Fp>\n\n\u003Cp>(e) to ensure compliance with all laws, collective bargaining agreements and\nother\u003C\u002Fp>\n\n\u003Cp>applicable instruments; and\u003C\u002Fp>\n\n\u003Cp>(f) to act in good faith in its relationship with workers.\u003C\u002Fp>\n\n\u003Cp>5 Duties and rights of employees\u003C\u002Fp>\n\n\u003Cp>(a) Employees are expected to carry out duties and responsibilities for\nwhich they\u003C\u002Fp>\n\n\u003Cp>are engaged, in a conscientious and energetic manner with due regard to\ninterests of the\u003C\u002Fp>\n\n\u003Cp>company and its employees.\u003C\u002Fp>\n\n\u003Cp>(b) The duties and responsibilities of an employee are normally embodied in\na job\u003C\u002Fp>\n\n\u003Cp>description but with constantly changing aspects of the company’s\noperations, the job\u003C\u002Fp>\n\n\u003Cp>description should not be regarded as all inclusive.\u003C\u002Fp>\n\n\u003Cp>(c)Employees have the right to be treated fairly without being abused\nverbally or physically\u003C\u002Fp>\n\n\u003Cp>in the exercising of discipline and resolution of grievances.\u003C\u002Fp>\n\n\u003Cp>6 Duties and rights of the trade union\u003C\u002Fp>\n\n\u003Cp>(a) to co-operate with employers in establishing industrial relations\nprinciples subject to\u003C\u002Fp>\n\n\u003Cp>the law and this Code;\u003C\u002Fp>\n\n\u003Cp>(b) to ensure that they and their representatives comply with all laws,\ncollective\u003C\u002Fp>\n\n\u003Cp>bargaining agreements and other applicable instruments;\u003C\u002Fp>\n\n\u003Cp>(c) to ensure that they and their representatives understand the nature and\nextent of their\u003C\u002Fp>\n\n\u003Cp>legal rights and duties;\u003C\u002Fp>\n\n\u003Cp>(d) to familiarise themselves with the provisions of this Code; and\u003C\u002Fp>\n\n\u003Cp>(e) to act in good faith in their relationship with employers.\u003C\u002Fp>\n\n\u003Cp>7 Procedures\u003C\u002Fp>\n\n\u003Cp>The code of conduct will consist of three forms of procedures namely-\u003C\u002Fp>\n\n\u003Cp>(i) Grievance procedure\u003C\u002Fp>\n\n\u003Cp>(ii) Disciplinary procedure\u003C\u002Fp>\n\n\u003Cp>(iii) Dismissal procedure\u003C\u002Fp>\n\n\u003Cp>8 Grievance procedure\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>A grievance is any dissatisfaction or feeling of injustice in connection\nwith an employee’s work,\u003C\u002Fp>\n\n\u003Cp>work environment, conditions of employment, or the manner in which he is\nsupervised that is\u003C\u002Fp>\n\n\u003Cp>brought to the attention of management.\u003C\u002Fp>\n\n\u003Cp>(i)Policy\u003C\u002Fp>\n\n\u003Cp>(a) Grievances will be resolved at the lowest management level possible and\nas quickly as\u003C\u002Fp>\n\n\u003Cp>possible.\u003C\u002Fp>\n\n\u003Cp>(b) The Employment Council Secretariat may at any stage in the procedure be\nconsulted for\u003C\u002Fp>\n\n\u003Cp>information by management, workers’ committee\u002Fworker representatives or\nthe employee.\u003C\u002Fp>\n\n\u003Cp>(c) All grievances will be dealt with in good faith, without discrimination\nor victimization.\u003C\u002Fp>\n\n\u003Cp>(ii)Procedure\u003C\u002Fp>\n\n\u003Cp>A Stage one: Supervisor\u002FSuperior\u003C\u002Fp>\n\n\u003Cp>(i) Stage one will deal with any matter which an employee or group of\nemployees\u003C\u002Fp>\n\n\u003Cp>reporting to one supervisor, wish to raise as a grievance.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who wishes to raise an issue as a grievance in terms of\nPart III of the\u003C\u002Fp>\n\n\u003Cp>Labour Act (Chapter 28:01) must first raise it with his immediate\nsupervisor.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who wishes to raise an issue against his immediate\nsuperior must raise\u003C\u002Fp>\n\n\u003Cp>it with the superior who is next in line.\u003C\u002Fp>\n\n\u003Cp>(iv) If an issue affects two or more employees answerable to the same\nsuperior, the\u003C\u002Fp>\n\n\u003Cp>workers’ representative may be accompanied where appropriate by not more\nthan\u003C\u002Fp>\n\n\u003Cp>two of the employees concerned to raise the issue with the appropriate\nsuperior.\u003C\u002Fp>\n\n\u003Cp>(v) The superior shall investigate the grievance and use his best endeavour\nto resolve\u003C\u002Fp>\n\n\u003Cp>the issue.\u003C\u002Fp>\n\n\u003Cp>(vi) If a satisfactory solution is not reached within (3) working days of\nthe issue first\u003C\u002Fp>\n\n\u003Cp>being raised, the grievance will be referred to the\ndepartment\u002Fbranch\u002Fsection head.\u003C\u002Fp>\n\n\u003Cp>B. Stage two\u003C\u002Fp>\n\n\u003Cp>(i) This stage will deal with issues not resolved at stage one.\u003C\u002Fp>\n\n\u003Cp>(ii) The department\u002Fbranch\u002Fsection head will arrange a meeting in which\u003C\u002Fp>\n\n\u003Cp>himself, the immediate superior of the grievant and the grievant will be\u003C\u002Fp>\n\n\u003Cp>present together with a maximum of two workers’ representatives.\u003C\u002Fp>\n\n\u003Cp>(iii) The meeting shall take place within (2) working days of the grievance\nbeing\u003C\u002Fp>\n\n\u003Cp>referred to the department\u002Fbranch\u002Fsection superior of the grievant.\u003C\u002Fp>\n\n\u003Cp>(iv) If longer time is needed this must be agreed by both management and\nworkers’\u003C\u002Fp>\n\n\u003Cp>representatives and the immediate superior of the grievant.\u003C\u002Fp>\n\n\u003Cp>(iv) If a satisfactory solution is not reached within (2) working days from\nthe first\u003C\u002Fp>\n\n\u003Cp>meeting with the department\u002Fbranch\u002Fsection head and workers’\nrepresentatives, a\u003C\u002Fp>\n\n\u003Cp>written notification noting failure to reach agreement, signed by the\nemployee\u003C\u002Fp>\n\n\u003Cp>raising the grievance, the workers’ representatives and the immediate\nsuperior shall\u003C\u002Fp>\n\n\u003Cp>be forwarded to the chief executive\u002Fgeneral manager or his appointee.\u003C\u002Fp>\n\n\u003Cp>(v) Where a grievant is not satisfied with the decision of the Head of\nDepartment he can\u003C\u002Fp>\n\n\u003Cp>appeal to the chief Executive\u002FGeneral Manager within 5 working days.\u003C\u002Fp>\n\n\u003Cp>C. Stage three: Chief Executive\u002FGeneral Manager or Appointee\u003C\u002Fp>\n\n\u003Cp>(i) Stage three will deal with any matter that has not been resolved at\nstage 2.\u003C\u002Fp>\n\n\u003Cp>(ii) The Chief Executive\u002FGeneral Manager or his Appointee shall resolve the\nissue\u003C\u002Fp>\n\n\u003Cp>within (3) working days.\u003C\u002Fp>\n\n\u003Cp>(iii) The Chief Executive\u002FGeneral Manager or his Appointee shall review all\nthe\u003C\u002Fp>\n\n\u003Cp>evidence presented in the matter and he may also carry out further\ninvestigations of\u003C\u002Fp>\n\n\u003Cp>the matter as he deems necessary.\u003C\u002Fp>\n\n\u003Cp>(iv) The Chief Executive\u002FGeneral Manager shall pronounce his decision within\n(5)\u003C\u002Fp>\n\n\u003Cp>working days of the appeal and his decision will be regarded as final as far\nas the\u003C\u002Fp>\n\n\u003Cp>company is concerned.\u003C\u002Fp>\n\n\u003Cp>(v) Should the grievant not be in agreement with the solution as determined\nby the\u003C\u002Fp>\n\n\u003Cp>Chief Executive he has the right of appeal to the National Employment\nCouncil\u003C\u002Fp>\n\n\u003Cp>within (7) working days.\u003C\u002Fp>\n\n\u003Cp>9. Disciplinary Procedure\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Policy\u003C\u002Fp>\n\n\u003Cp>(i) No disciplinary action shall be taken against an employee until the case\nhas been fully\u003C\u002Fp>\n\n\u003Cp>investigated. Such investigations must not take longer than 14 working\ndays.\u003C\u002Fp>\n\n\u003Cp>(ii) Before an employee can be held accountable for breaches of rules and\nregulations, he must\u003C\u002Fp>\n\n\u003Cp>be made aware of them.\u003C\u002Fp>\n\n\u003Cp>(iii)All disciplinary procedures shall be conducted fairly and with\nconsistency. They should\u003C\u002Fp>\n\n\u003Cp>also be conducted expeditiously. Dismissal procedure must not take longer\nthan 30\u003C\u002Fp>\n\n\u003Cp>days i.e. from the date investigations commence until such time as the\nemployee is\u003C\u002Fp>\n\n\u003Cp>served, in writing with a letter informing him the verdict.\u003C\u002Fp>\n\n\u003Cp>(iv) The employee concerned shall be advised of the nature of the offence\nalleged against him\u003C\u002Fp>\n\n\u003Cp>and shall be given the opportunity to state his case before any decision is\nmade.\u003C\u002Fp>\n\n\u003Cp>(v) An accurate record, on appropriate form, acknowledged by all parties\ninvolved, must be\u003C\u002Fp>\n\n\u003Cp>completed for all disciplinary cases.\u003C\u002Fp>\n\n\u003Cp>(vi) An employee shall have the right to appeal against any disciplinary\npenalty.\u003C\u002Fp>\n\n\u003Cp>Procedure\u003C\u002Fp>\n\n\u003Cp>A Informal warning (verbal)\u003C\u002Fp>\n\n\u003Cp>(i) A verbal warning is given by the immediate superior where a departure\nfrom desired\u003C\u002Fp>\n\n\u003Cp>standards has occurred.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee concerned should at this point be advised that formal\nwarnings and\u003C\u002Fp>\n\n\u003Cp>disciplinary action could follow if the warning was ignored.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>(iii)Where necessary, corrective action in the form of guidance follow up\nand training should be\u003C\u002Fp>\n\n\u003Cp>implemented. It must be noted that the employee does not need to sign his\nname\u003C\u002Fp>\n\n\u003Cp>anywhere. The supervisor merely records the date the verbal warning was\ngiven for\u003C\u002Fp>\n\n\u003Cp>record purposes as well as tracking purposes where counseling is\ninvolved.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. First Written Warning (Valid for 6 months)\u003C\u002Fp>\n\n\u003Cp>Stage One: Immediate Superior:-\u003C\u002Fp>\n\n\u003Cp>(i) The immediate superior will record in writing on a disciplinary warning\nform an\u003C\u002Fp>\n\n\u003Cp>account of the incident or situation that gave rise to the warning.\u003C\u002Fp>\n\n\u003Cp>(ii) The immediate superior will read and explain the contents of the\nwarning to the\u003C\u002Fp>\n\n\u003Cp>employee.\u003C\u002Fp>\n\n\u003Cp>(iii) The employee will then sign the disciplinary warning form to indicate\nthat he\u003C\u002Fp>\n\n\u003Cp>understands the contents.\u003C\u002Fp>\n\n\u003Cp>(iv) If the employee feels aggrieved by the decision of his immediate\nsuperior, he may\u003C\u002Fp>\n\n\u003Cp>appeal in writing to the next in line superior.\u003C\u002Fp>\n\n\u003Cp>C. Second\u002FFinal Warning (Valid for 12 months)\u003C\u002Fp>\n\n\u003Cp>Stage Two: Department Head\u003C\u002Fp>\n\n\u003Cp>(i) Any incident\u002Fsituation which appears to justify second or final warning\nwill be\u003C\u002Fp>\n\n\u003Cp>reported to the Department Head.\u003C\u002Fp>\n\n\u003Cp>(ii) The Department Head will inform the Chief Executive\u002FGeneral Manager or\nhis\u003C\u002Fp>\n\n\u003Cp>Appointee and the workers’ representative of the proposed disciplinary\naction.\u003C\u002Fp>\n\n\u003Cp>(iii) In the presence of the workers representative, the second\u002Ffinal\nwarning and the\u003C\u002Fp>\n\n\u003Cp>reason and justification for the warning will be read out to the employee\nconcerned\u003C\u002Fp>\n\n\u003Cp>and disciplinary action to be taken according to the section of the code of\nconduct,\u003C\u002Fp>\n\n\u003Cp>the details and penalties.\u003C\u002Fp>\n\n\u003Cp>(iv) The employee will then sign the disciplinary warning to indicate that\nhe understands\u003C\u002Fp>\n\n\u003Cp>the contents.\u003C\u002Fp>\n\n\u003Cp>(v) An employee aggrieved by such determination has the right to appeal to\nthe Chief\u003C\u002Fp>\n\n\u003Cp>Executive\u002FGeneral Manager or his Appointee within 5 working days.\u003C\u002Fp>\n\n\u003Cp>Appeals\u003C\u002Fp>\n\n\u003Cp>Stage Three: Chief Executive\u002FGeneral Manager or Appointee\u003C\u002Fp>\n\n\u003Cp>(i) Where an employee is not satisfied with the decision arrived at by the\nHead of\u003C\u002Fp>\n\n\u003Cp>Department, the employee may appeal to the Chief Executive\u002FGeneral Manager\nof\u003C\u002Fp>\n\n\u003Cp>the company within 5 working days.\u003C\u002Fp>\n\n\u003Cp>(ii) The Chief Executive\u002FGeneral Manager or his Appointee shall review all\nthe\u003C\u002Fp>\n\n\u003Cp>evidence presented in the matter and may also carry out such further\ninvestigation\u003C\u002Fp>\n\n\u003Cp>of the matter as he deems necessary\u003C\u002Fp>\n\n\u003Cp>(iii) The Chief Executive\u002FGeneral Manager or his Appointee shall pronounce\nhis\u003C\u002Fp>\n\n\u003Cp>decision within 3 working days of the appeal.\u003C\u002Fp>\n\n\u003Cp>(iv) An employee who is not satisfied with the decision of the Chief\nExecutive\u002FGeneral\u003C\u002Fp>\n\n\u003Cp>Manager or his Appointee shall have the right to appeal to the National\u003C\u002Fp>\n\n\u003Cp>Employment Council within 7 working days of receipt of such decision.\u003C\u002Fp>\n\n\u003Cp>10 Dismissal Procedure\u003C\u002Fp>\n\n\u003Cp>Policy\u003C\u002Fp>\n\n\u003Cp>(i) Dismissal for serious misconduct will only take place where management\nin good faith\u003C\u002Fp>\n\n\u003Cp>cannot take any other action.\u003C\u002Fp>\n\n\u003Cp>(ii) Dismissal shall not be arbitrary but will be done only after the due\nprocess has been\u003C\u002Fp>\n\n\u003Cp>concluded.\u003C\u002Fp>\n\n\u003Cp>(iii)Management shall be entitled to withhold any monies normally due to the\nemployee on\u003C\u002Fp>\n\n\u003Cp>normal termination of service against any losses sustained as a result of\nhis serious\u003C\u002Fp>\n\n\u003Cp>misconduct.\u003C\u002Fp>\n\n\u003Cp>(iv) Management shall have waived its rights to dismiss for serious\nmisconduct if such action is\u003C\u002Fp>\n\n\u003Cp>not taken within 7 working days of finalization of the disciplinary\ndecision.\u003C\u002Fp>\n\n\u003Cp>(v) An employee shall have waived his rights of appeal against dismissal for\nserious misconduct\u003C\u002Fp>\n\n\u003Cp>if he has not appealed within 5 working days to the Chief Executive and\nwithin 7\u003C\u002Fp>\n\n\u003Cp>working days to the National Employment Council.\u003C\u002Fp>\n\n\u003Cp>(vi) An employee shall have waived his rights to reinstatement if he fails\nto report for duty\u003C\u002Fp>\n\n\u003Cp>within 7 working days of receipt of such communication.\u003C\u002Fp>\n\n\u003Cp>(vii) An employee on being dismissed for serious misconduct shall be\nentitled to receive\u003C\u002Fp>\n\n\u003Cp>upon request at the time of termination, a certificate specifying the dates\nof his\u003C\u002Fp>\n\n\u003Cp>engagement and termination and the type of work on which he was employed.\u003C\u002Fp>\n\n\u003Cp>(viii) The employer is obliged to serve the employee with the record of\nproceedings at the\u003C\u002Fp>\n\n\u003Cp>same time that the employee is served with the dismissal letter.\u003C\u002Fp>\n\n\u003Cp>(A)Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>(i) Any incident\u002Fsituation which appears to justify dismissal will be\nreported to the\u003C\u002Fp>\n\n\u003Cp>departmental head.\u003C\u002Fp>\n\n\u003Cp>(ii) The departmental head will inform the Chief Executive\u002FGeneral Manager\nwho will convene\u003C\u002Fp>\n\n\u003Cp>a Disciplinary committee.\u003C\u002Fp>\n\n\u003Cp>(B)Composition of Disciplinary Committee\u003C\u002Fp>\n\n\u003Cp>(i) There shall be established a disciplinary committee for each work place\ncomposed of equal\u003C\u002Fp>\n\n\u003Cp>members of worker representatives and management representatives of up to\na\u003C\u002Fp>\n\n\u003Cp>maximum of four from either party. Unequal numbers means there is no quorum\nhence\u003C\u002Fp>\n\n\u003Cp>the hearing shall not proceed.\u003C\u002Fp>\n\n\u003Cp>(ii) The disciplinary committee shall be chaired by a member from the\nmanagement (provided\u003C\u002Fp>\n\n\u003Cp>he is not from the same department as the accused) who in the event of\nequality of\u003C\u002Fp>\n\n\u003Cp>votes, the chairperson shall exercise a casting vote.\u003C\u002Fp>\n\n\u003Cp>(iii)The accused employee shall be entitled to representation by a workers\ncommittee member\u003C\u002Fp>\n\n\u003Cp>or a fellow worker or Trade Union representative or legal practitioner of\nhis choice.\u003C\u002Fp>\n\n\u003Cp>(iv) The accused employee shall have the right to call witnesses and have\nthem cross examined.\u003C\u002Fp>\n\n\u003Cp>(v) The Disciplinary Committee shall prepare a written record of\nproceedings.\u003C\u002Fp>\n\n\u003Cp>(C)Verdict\u003C\u002Fp>\n\n\u003Cp>(i) The Chairperson of the Disciplinary Committee shall pronounce the\nverdict.\u003C\u002Fp>\n\n\u003Cp>(ii) If the employee is found not guilty, the acquittal shall be recorded\nand reflected on the\u003C\u002Fp>\n\n\u003Cp>employee’s file.\u003C\u002Fp>\n\n\u003Cp>(iii)If the employee is found guilty, the Chairperson shall be called upon\nto state all the facts\u003C\u002Fp>\n\n\u003Cp>upon which the verdict is based, record the same and have this reflected on\nthe\u003C\u002Fp>\n\n\u003Cp>employee’s file.\u003C\u002Fp>\n\n\u003Cp>(iv) The employee shall be advised of the penalty in writing within 7\nworking days of the\u003C\u002Fp>\n\n\u003Cp>finalization of the disciplinary proceedings.\u003C\u002Fp>\n\n\u003Cp>(v) At its discretion and dependent upon the facts as established in each\nindividual case, the\u003C\u002Fp>\n\n\u003Cp>Disciplinary Committee may impose the following penalties as an alternative\nto\u003C\u002Fp>\n\n\u003Cp>dismissal:\u003C\u002Fp>\n\n\u003Cp>1. Reduction in pay by not more than 25% of one’s gross pay for a period\nnot\u003C\u002Fp>\n\n\u003Cp>Exceeding 6 months.\u003C\u002Fp>\n\n\u003Cp>2. Demotion with pay equivalent to the next lower grade for a period not\u003C\u002Fp>\n\n\u003Cp>exceeding 6 months.\u003C\u002Fp>\n\n\u003Cp>3. Suspension without pay for not more than one month.\u003C\u002Fp>\n\n\u003Cp>11 Appeals to The Chief Executive\u002FGeneral Manager\u003C\u002Fp>\n\n\u003Cp>(i) Where an employee is not satisfied with the decision arrived at by the\nDisciplinary\u003C\u002Fp>\n\n\u003Cp>Committee, the employee may appeal to the Chief Executive\u002FGeneral Manager of\nthe\u003C\u002Fp>\n\n\u003Cp>company within five working days.\u003C\u002Fp>\n\n\u003Cp>(ii) The Chief Executive\u002FGeneral Manager or his Appointee shall review all\nthe evidence in the\u003C\u002Fp>\n\n\u003Cp>matter and proceed to make his decision on record. He may also carry out\nsuch further\u003C\u002Fp>\n\n\u003Cp>investigations of the matter as he deems fit.\u003C\u002Fp>\n\n\u003Cp>(iii)The Chief Executive\u002FGeneral Manager or his Appointee shall pronounce\nhis decision within\u003C\u002Fp>\n\n\u003Cp>three working days of the appeal.\u003C\u002Fp>\n\n\u003Cp>(iv) An employee who is not satisfied with the decision of the Chief\nExecutive\u002FGeneral Manager\u003C\u002Fp>\n\n\u003Cp>or his Appointee shall have the right to appeal to the National Employment\nCouncil\u003C\u002Fp>\n\n\u003Cp>within seven working days of receipt of the decision.\u003C\u002Fp>\n\n\u003Cp>12 Definition of offences\u003C\u002Fp>\n\n\u003Cp>1. Unlawful collective job action\u003C\u002Fp>\n\n\u003Cp>Collective job action in contravention of Part XIII of the Labour Act\n[Chapter 28:01]\u003C\u002Fp>\n\n\u003Cp>2. Council means the National Employment Council for the Construction\nIndustry;\u003C\u002Fp>\n\n\u003Cp>3. Employer any person whatsoever who employs or provides work for any\nperson in the\u003C\u002Fp>\n\n\u003Cp>construction industry and remunerates or expressly or tacitly undertakes to\nremunerate him,\u003C\u002Fp>\n\n\u003Cp>including the manager, agent or representative of such person first referred\nto, who is in\u003C\u002Fp>\n\n\u003Cp>charge or in control of the work upon which such second person referred to\nis employed and\u003C\u002Fp>\n\n\u003Cp>shall include a self-employed person or working employer;\u003C\u002Fp>\n\n\u003Cp>4. Gambling means indulging in any game played for money or any other\nbenefit.\u003C\u002Fp>\n\n\u003Cp>5. Indiscipline and disorderly conduct means any failure or refusal to carry\nout an instruction\u003C\u002Fp>\n\n\u003Cp>without a lawful cause, failure to comply with standing rules or\ninstructions or to follow\u003C\u002Fp>\n\n\u003Cp>established procedures (including the procedures of this Code); the uttering\nof any words or\u003C\u002Fp>\n\n\u003Cp>the publication of any words, abusive or otherwise indicating hate, ridicule\nor contempt\u003C\u002Fp>\n\n\u003Cp>towards any person or group or race, tribe, religion or sex; insolence\ntowards a superior by\u003C\u002Fp>\n\n\u003Cp>act, words or demeanour , constituting insubordination, threatening or\nattempting to do\u003C\u002Fp>\n\n\u003Cp>bodily harm to another person whether or not such attempt is successful;\nengaging in or\u003C\u002Fp>\n\n\u003Cp>inciting others to engage in disorderly behaviour on company premises,\nwhether or not\u003C\u002Fp>\n\n\u003Cp>damage is caused to company premises and property or any other person’s\nproperty or\u003C\u002Fp>\n\n\u003Cp>capacity to work properly;\u003C\u002Fp>\n\n\u003Cp>6. Negligent performance of duties means the failure to exercise due care\nand attention in the\u003C\u002Fp>\n\n\u003Cp>discharge of duties;\u003C\u002Fp>\n\n\u003Cp>7. Offence means an offence specified in the Schedule;\u003C\u002Fp>\n\n\u003Cp>8. Riotous behaviour engaging , or inciting one or more persons to engage,\nin violent\u003C\u002Fp>\n\n\u003Cp>behaviour, in concert against the employer or any other person or group of\npersons;\u003C\u002Fp>\n\n\u003Cp>9 Victimisation\u003C\u002Fp>\n\n\u003Cp>Treating an employee, or fellow employee, less favoruably than his\ncolleagues without valid\u003C\u002Fp>\n\n\u003Cp>reason.\u003C\u002Fp>\n\n\u003Cp>10 Late arrival for Duty\u002FWork\u003C\u002Fp>\n\n\u003Cp>Failure to be at one’s work at the stipulated time\u003C\u002Fp>\n\n\u003Cp>11 Incompetence\u003C\u002Fp>\n\n\u003Cp>Persistently carrying out unsatisfactory work\u003C\u002Fp>\n\n\u003Cp>12 Inefficiency\u003C\u002Fp>\n\n\u003Cp>Inability to do one’s work with the level of skill and speed which would\nbe reasonably\u003C\u002Fp>\n\n\u003Cp>expected of an employee qualified for the job.\u003C\u002Fp>\n\n\u003Cp>13Clock watching\u003C\u002Fp>\n\n\u003Cp>Abandoning work before knock off time even where there is no other work to\ndo, unless prior\u003C\u002Fp>\n\n\u003Cp>permission has been obtained from one’s immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>14Absence Without Leave\u003C\u002Fp>\n\n\u003Cp>Taking time off without authorized leave or without being granted leave of\nabsence. The\u003C\u002Fp>\n\n\u003Cp>employee may however be excused if he\u002Fshe offers a reasonable excuse for\nsuch absence.\u003C\u002Fp>\n\n\u003Cp>15Absence from Specific Place of Duty\u003C\u002Fp>\n\n\u003Cp>Wandering off from one’s work station without permission or reasonable\nexcuse when he should\u003C\u002Fp>\n\n\u003Cp>be present at his place.\u003C\u002Fp>\n\n\u003Cp>16Improperly Calling a Meeting\u003C\u002Fp>\n\n\u003Cp>Calling a meeting during working hours without following agreed\nprocedures.\u003C\u002Fp>\n\n\u003Cp>17Drunkenness\u003C\u002Fp>\n\n\u003Cp>To be under the influence of liquor or drugs during working hours.\u003C\u002Fp>\n\n\u003Cp>18Refusing to Perform a Contractual Duty\u003C\u002Fp>\n\n\u003Cp>Willfully and intentionally declining to perform any of those duties, which\nhe is bound to\u003C\u002Fp>\n\n\u003Cp>perform which part are of or incidental to the job he is employed to do.\u003C\u002Fp>\n\n\u003Cp>19Doing private business or work during working hours\u003C\u002Fp>\n\n\u003Cp>Where an employee devotes his time to do his own private business and not\nthe work he is\u003C\u002Fp>\n\n\u003Cp>employed to do during working hours. Whether such private business is for\ngain or not, an\u003C\u002Fp>\n\n\u003Cp>employee must desist from such actions.\u003C\u002Fp>\n\n\u003Cp>20Sleeping on Duty\u003C\u002Fp>\n\n\u003Cp>Failure to remain awake when one is supposed to be awake. The offence is\naggravated if the job\u003C\u002Fp>\n\n\u003Cp>involves security or operating a moving machine.\u003C\u002Fp>\n\n\u003Cp>21Disrespectful Conduct\u003C\u002Fp>\n\n\u003Cp>Degrading any person in authority by words or conduct.\u003C\u002Fp>\n\n\u003Cp>22Intimidation\u003C\u002Fp>\n\n\u003Cp>Using threats so as to prevent or obstruct another employee from performing\ntheir duties. It also\u003C\u002Fp>\n\n\u003Cp>entails using unlawful norms in order to compel another employee to act\nagainst their will.\u003C\u002Fp>\n\n\u003Cp>23Damaging Property\u003C\u002Fp>\n\n\u003Cp>Where an employee damages property without necessity or justification or\nwillfully causes\u003C\u002Fp>\n\n\u003Cp>damage to any property, or destroys it or throws it away if useful, or does\nnot care whether any\u003C\u002Fp>\n\n\u003Cp>such property would be damaged or destroyed.\u003C\u002Fp>\n\n\u003Cp>24Misuse of Company Property\u003C\u002Fp>\n\n\u003Cp>Use of company property for unauthorized purposes or to remove same from\ncompany premises\u003C\u002Fp>\n\n\u003Cp>to use for private purpose without authorization.\u003C\u002Fp>\n\n\u003Cp>25Assault\u003C\u002Fp>\n\n\u003Cp>A physical attack by a person or persons on another person or persons and\nincludes fellow\u003C\u002Fp>\n\n\u003Cp>employees, customers and suppliers on or outside company premises. Assault\nincludes pushing,\u003C\u002Fp>\n\n\u003Cp>pulling, butting, slapping, shoving, feigning a blow, kicking and a threat\nof the use of force and\u003C\u002Fp>\n\n\u003Cp>is aggravated if the assaulted person is a superior.\u003C\u002Fp>\n\n\u003Cp>26Fighting\u003C\u002Fp>\n\n\u003Cp>This is an exchange of blows between or among employees on company premises\nor at company\u003C\u002Fp>\n\n\u003Cp>functions even outside working hours or company premises.\u003C\u002Fp>\n\n\u003Cp>27Fraud\u003C\u002Fp>\n\n\u003Cp>Making a false statement or claim whether in oral or written form and any\nfalse representation\u003C\u002Fp>\n\n\u003Cp>by words or conduct in order to obtain material\u002Ffinancial advantage. It also\ninvolves the\u003C\u002Fp>\n\n\u003Cp>falsification of documentation or information as part of fraudulent\nactivities against the\u003C\u002Fp>\n\n\u003Cp>company or customer\u002Fsuppliers\u002Fanother person and thus causes them loss.\nTheft\u003C\u002Fp>\n\n\u003Cp>Dishonestly taking property belonging to the employer or another employee\nor\u003C\u002Fp>\n\n\u003Cp>customer\u002Fsupplier with the intention of permanently keeping the thing taken\nor to dispose of it as\u003C\u002Fp>\n\n\u003Cp>his own property.\u003C\u002Fp>\n\n\u003Cp>28Embezzlement\u003C\u002Fp>\n\n\u003Cp>Conversion of company property or funds to one’s use, which property would\nhave been\u003C\u002Fp>\n\n\u003Cp>received by him on behalf of the employer.\u003C\u002Fp>\n\n\u003Cp>29Corruption\u003C\u002Fp>\n\n\u003Cp>Involves receiving\u002Fgiving\u002Fsoliciting bribes or extorting money in cash or\nkind or other services\u003C\u002Fp>\n\n\u003Cp>in relation to one’s duties in order to gain favours or influence\noutcomes.\u003C\u002Fp>\n\n\u003Cp>30Falsification of Qualifications\u003C\u002Fp>\n\n\u003Cp>Giving false or misleading information before, on or after appointment to a\npost within the\u003C\u002Fp>\n\n\u003Cp>company on one’s educational qualifications, professional qualifications\nor work experience.\u003C\u002Fp>\n\n\u003Cp>31Possession of Dangerous Weapons\u003C\u002Fp>\n\n\u003Cp>Being found in possession of weapons which have the potential to injure or\nharm other people or\u003C\u002Fp>\n\n\u003Cp>property without special permission from the employer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>32Sexual Harassment\u003C\u002Fp>\n\n\u003Cp>Means behavior that abuses, harasses, denigrates, ridicules or offends\nanother employee because\u003C\u002Fp>\n\n\u003Cp>of his\u002Fher sex. It involves but is not limited to unwanted, unwelcome,\nunsolicited sexual\u003C\u002Fp>\n\n\u003Cp>advances, contacts or comments, which include deliberate or repeated sexual\ngestures, sounds,\u003C\u002Fp>\n\n\u003Cp>pictures, pornographic material in the workplace. It can be verbal, non\nverbal or physical.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>33Driving without a licence\u002FAuthority\u003C\u002Fp>\n\n\u003Cp>Driving any vehicle belonging to the employer without authority and\u002For valid\ndriver’s licence\u003C\u002Fp>\n\n\u003Cp>even where no damage\u002Faccident might have been caused.\u003C\u002Fp>\n\n\u003Cp>34Usury\u003C\u002Fp>\n\n\u003Cp>Perpetrating illegal money lending on company premises.\u003C\u002Fp>\n\n\u003Cp>35Making use of Company facilities without permission\u003C\u002Fp>\n\n\u003Cp>Using company facilities and\u002For equipment without permission from the\nemployer whether for\u003C\u002Fp>\n\n\u003Cp>gain or not.\u003C\u002Fp>\n\n\u003Cp>36Inconsistent conduct or omission\u003C\u002Fp>\n\n\u003Cp>Any behavior that runs contrary to accepted norms when read with one’s\ncontract of\u003C\u002Fp>\n\n\u003Cp>employment.\u003C\u002Fp>\n\n\u003Cp>37Possession of illegal drugs\u003C\u002Fp>\n\n\u003Cp>Being found in possession of illegal drugs or trafficking in illegal drugs\nwhile at the workplace.\u003C\u002Fp>\n\n\u003Cp>It also includes the act of controlling, or manufacturing, selling, dealing\nor attempting to do any\u003C\u002Fp>\n\n\u003Cp>drugs which are prohibited by law.\u003C\u002Fp>\n\n\u003Cp>38Insubordination\u003C\u002Fp>\n\n\u003Cp>Deliberate refusal to carry out instructions so as to undermine the\nauthority of one’s supervisor\u003C\u002Fp>\n\n\u003Cp>or manager. The misconduct is aggravated if the refusal is committed in the\npresence of other\u003C\u002Fp>\n\n\u003Cp>employees or clients.\u003C\u002Fp>\n\n\u003Cp>39Gambling\u003C\u002Fp>\n\n\u003Cp>Indulging in any game played for money or any other benefit on the\nemployer’s premises.\u003C\u002Fp>\n\n\u003Cp>40Loafing\u003C\u002Fp>\n\n\u003Cp>Spending time idly or hanging about doing nothing when one should be working\nor socializing\u003C\u002Fp>\n\n\u003Cp>at length with another employee, guest or member of the public.\u003C\u002Fp>\n\n\u003Cp>41Failure to report loss or damage to employer’s property\u003C\u002Fp>\n\n\u003Cp>Any loss or damage to employer’s property must be reported forthwith\nwhether or not such\u003C\u002Fp>\n\n\u003Cp>loss\u002Fdamage has been caused by the employee concerned directly or\nindirectly.\u003C\u002Fp>\n\n\u003Cp>42Discrimination\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cp>Discrimination involves any act or omission in which the treatment of an\nindividual employee or\u003C\u002Fp>\n\n\u003Cp>group of employees is less favourable than another employee\u002Fgroup of\nemployees on the\u003C\u002Fp>\n\n\u003Cp>grounds of gender, pregnancy, HIV\u002FAIDS status, race, tribe, place of origin,\npolitical opinion,\u003C\u002Fp>\n\n\u003Cp>colour, creed or any other characteristic in relation to:\u003C\u002Fp>\n\n\u003Cp>- the advertisement for employment\u003C\u002Fp>\n\n\u003Cp>- the recruitment for employment\u003C\u002Fp>\n\n\u003Cp>- the creation, classification or abolition of jobs or posts;\u003C\u002Fp>\n\n\u003Cp>- the determination or allocation of wages, salaries, pensions,\naccommodation, leave or other such benefits\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-apprenticeships\">\u003Cp>- the choice of persons for jobs or posts, training, advancement\u003C\u002Fp>\n\n\u003Cp>apprenticeship, transfer promotion or retrenchment\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>- the provision of facilities related to or connected with employment: or\u003C\u002Fp>\n\n\u003Cp>- any other matter related to employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>43Humiliating\u002FDegrading behavior\u003C\u002Fp>\n\n\u003Cp>Abusive, foul, insulting, demeaning or obscene actions or utterances against\na fellow employee\u003C\u002Fp>\n\n\u003Cp>or client and is aggravated when done against one’s superior.\u003C\u002Fp>\n\n\u003Cp>44Unjustifiable interference in Workers’ Committee, Trade Union and\nmanagement affairs.\u003C\u002Fp>\n\n\u003Cp>This is where one is unable to prove that there is justifiable\u002Flegal basis\nfor unsanctioned\u003C\u002Fp>\n\n\u003Cp>involvement in workers’ committee, Trade Union and management affairs. \u003C\u002Fp>\n\n\u003Cp>LIST OF OFFENCES \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>PART A: MINOR OFFENCES \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>1st BREACH\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>2nd BREACH\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>3rd BREACH\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>4th BREACH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. Three late arrivals of 10\n\n        \u003Cp>minutes or more within a 30-\u003C\u002Fp>\n\n        \u003Cp>day period without justifiable\u003C\u002Fp>\n\n        \u003Cp>cause\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Verbal warning\n\n        \u003Cp>and loss of pay\u003C\u002Fp>\n\n        \u003Cp>for work hours\u003C\u002Fp>\n\n        \u003Cp>lost in excess of\u003C\u002Fp>\n\n        \u003Cp>15 minutes \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\n\n        \u003Cp>and loss of pay\u003C\u002Fp>\n\n        \u003Cp>for the work\u003C\u002Fp>\n\n        \u003Cp>hours lost in\u003C\u002Fp>\n\n        \u003Cp>excess of 15\u003C\u002Fp>\n\n        \u003Cp>minutes \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Final written\n\n        \u003Cp>warning and loss\u003C\u002Fp>\n\n        \u003Cp>of pay for the\u003C\u002Fp>\n\n        \u003Cp>hours lost in\u003C\u002Fp>\n\n        \u003Cp>excess of 15\u003C\u002Fp>\n\n        \u003Cp>minutes \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. Incompetence\u003C\u002Ftd>\n      \u003Ctd>Verbal warning\u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Inefficiency\u003C\u002Ftd>\n      \u003Ctd>Verbal warning\u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Final written warning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4. Clock watching\u003C\u002Ftd>\n      \u003Ctd>Verbal warning\u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Final written warning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>5. Absence from specific place of duty\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Verbal warning\u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Final written warning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6. Minor breach of safety rules \u003C\u002Ftd>\n      \u003Ctd>Verbal warning\u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Final written warning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7. Leaving worksite or workplace\n\n        \u003Cp>without permission \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Final written warning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8. Improperly calling a meeting\u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Final written warning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9. Negligent performance of\n\n        \u003Cp>duties with minor consequences \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Final written warning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10. Sleeping on duty where no\n\n        \u003Cp>potential damage, injury or loss\u003C\u002Fp>\n\n        \u003Cp>exists\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11. Giving unauthorised press\n\n        \u003Cp>statements regarding company\u003C\u002Fp>\n\n        \u003Cp>business\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12. Minor damage, misuse or loss\n\n        \u003Cp>of company property.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13. Absence from work for less\n\n        \u003Cp>than five consecutive days\u003C\u002Fp>\n\n        \u003Cp>without permission or\u003C\u002Fp>\n\n        \u003Cp>reasonable cause.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14. Victimisation of other workers \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15. Disrespectful conduct \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16. Discrimination in any form\n\n        \u003Cp>including, race, religion and sex\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17. Unjustifiable interference in\n\n        \u003Cp>Workers’ Committee or Trade\u003C\u002Fp>\n\n        \u003Cp>Union Affairs\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Written warning\u003C\u002Ftd>\n      \u003Ctd>Final written warning\n      \u003C\u002Ftd>\n      \u003Ctd>Dismissal\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"sexualhar":48,"trainingprogrammes":52,"jobclassifaction1":56,"WAGES_determined":60,"hourspday_select":64,"hourspweek_select":68,"childcare":70,"equalityotherclause":74,"funeralpay":78,"maternityotherclause":82,"discrimination":86,"eqtraining":90,"maxsicknesspayperc":94,"pensionfund":98,"OVERTIME_trigger":102,"ADMINISTRATIVE_trigger":106,"administrativedays":109,"annleaveallowancetype":111,"SUNDAY_trigger":115,"ANNLEAVE_trigger":119,"protectiveclothing":123,"healthandsafetypolicy":127,"contracttrial":131,"sicknesspay":135,"dayspweek_select":137,"apprenticeships":139,"paidmaternityleaveall":143,"SCHEDULE_trigger":147,"longtermillness":151,"schedulesrestpw":155,"overtimeallowancetype_general":157,"bankholidays1":161,"overtimeallowancetype":165,"paidmaternityleavepay":169,"mealvouchers":171,"sicknessmaxdays":175,"paidmaternityleave":177,"PAIDLEAV_trigger":180,"holidaysfixed":184,"deathrelatives":188},{"bindId":45,"name":46,"text":47},"disabilitypay","(3) When an employee is unfit for work b","(3) When an employee is unfit for work because of illness or accident which\nis not selfinflicted, and produces a medical certificate in confirmation, he\nshall receive sick leave and be entitled to all his benefits under this\nagreement for the period of his incapacity.\n\n(4) If an employee claims whilst at work that he is unfit because of illness\nor accident, not selfinflicted, the employer shall release the employee for\nexamination by a medical practitioner. If on return to work the employee\nproduces a medical certificate following that examination which confirms his\nclaim, the provisions of subclause (3) shall apply;\n\n(5) Irrespective of the other provisions of this clause, an employer shall\nhave the right for the purpose of a second opinion to require an employee to\nundergo another medical examination by a different medical practitioner to the\none consulted in relation to subclause (3) or (4) provided that the employer\nshall pay the employee at his current hourly rate of wage for the time so spent\nand shall also pay all reasonable expenses connected therewith including the\nexamination fee.",{"bindId":49,"name":50,"text":51},"sexualhar","32Sexual Harassment Means behavior that ","32Sexual Harassment\n\nMeans behavior that abuses, harasses, denigrates, ridicules or offends\nanother employee because\n\nof his\u002Fher sex. It involves but is not limited to unwanted, unwelcome,\nunsolicited sexual\n\nadvances, contacts or comments, which include deliberate or repeated sexual\ngestures, sounds,\n\npictures, pornographic material in the workplace. It can be verbal, non\nverbal or physical.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","(iii)Where necessary, corrective action ","(iii)Where necessary, corrective action in the form of guidance follow up\nand training should be\n\nimplemented. It must be noted that the employee does not need to sign his\nname\n\nanywhere. The supervisor merely records the date the verbal warning was\ngiven for\n\nrecord purposes as well as tracking purposes where counseling is\ninvolved.",{"bindId":57,"name":58,"text":59},"jobclassifaction1","GRADED WORK DESCRIPTIONS Worker Grade 1 ","GRADED WORK DESCRIPTIONS \n\nWorker Grade 1\n\nAll employees engaged in the construction industry, whose activities are not\nclassified elsewhere in this\n\nagreement includingAssisting\n\nskilled and approved classes of workers in the execution of their duties\n\nCarrying and loading\n\nCleaning\n\nColour mixer: raw materials\n\nConcrete block machine operator (hand-operated)\n\nDigging\n\nDriver’s assistant\n\nFilling and placing concrete and mortar\n\nFiller spun-pipe cases\n\nFinisher: moulded product\n\nGeneral labouring\n\nGranule loader\n\nHand rubber down and polisher of terrazzo and artificial stone\n\nLorry loader and stacker\n\nMechanical workshop employees of less than two years’ experience\n\nMixing such materials as mortar or concrete whether by hand or machine\n\nOffice cleaners\n\nOffice messengers\n\nOperators of the following machines: floor tile machine, press-plate\ngrinding machine, roof tile\n\nmachine, spun-pipe moulder and liner, vertical-press pipe machine\n\nPallet-feeder (roof-tile machines etcetera)\n\nPacking\n\nPlacing concrete, mortar or other materials into moulds or machines\n\nPreparation of surfaces for plastering or other coating\n\nRaking out brick joints\n\nRing-forming: butt and cage\n\nShoveling\n\nSteaming-chambers labourer\n\nStripping moulds and mouldings and removing finished products from\nmachines\n\nTea makers\n\nTiler-raker (in and out)\n\nUnskilled factory worker\n\n*****\n\nWorker Grade 2\n\nBoiler attendants\n\nClerical work e.g. site clerk, storeman, checker, and wages clerk with lower\nthan standard 6, (Grade\n\n7) education and with less than three years experience\n\nCompressor Attendants\n\nConcrete mixer (operators of mixers up to and including 14\u002F10 (0.4m)\n(input)\n\nCrane operator (up to and including 2 000kg lifting capacity).\n\nCrusher attendants\n\nDumper drivers (up to and including 1 500kg capacity)\n\nExplosive handlers and tampers\n\nErectors of precast concrete or other components where the use of mortar or\nother materials for\n\njoining are not required\n\nOperators of all drills, diamond drills, coring machines and the like\n\nOperators of mechanically driven tools, machines and apparatus of a size or\ncapacity used in\n\nconstruction, which is hand, held or guided and does not require a\ndriver’s licence\n\nOperators of all drills, diamond drills, coring machines and the like\n\nOperators of mechanically driven tools, machines and apparatus of a size or\ncapacity used in\n\nconstruction, which is hand held, or guided and does not require a diver’s\nlicence\n\nOperators of the following power-operated machines: concrete block machine,\npre-stressing\n\nmachine\n\nPile driving operatives-other than piling winches (up to and including 2\n000kg lifting capacity).\n\nMechanical workshop employee of more than two years’ experience\n\nMotor cyclists\n\nShuttering scaffolding and hoist erectors and dismantlers operating under\ndirect supervision\n\nSteel reinforcing benders and fixers employed in cutting, bending to marks,\njigs or stops and\n\nplacing, assembling, binding and tying steel reinforcing materials and other\nmetal works\n\nSurvey instruments operative’s assistant\n\nWater pump attendants\n\nWinch or hoist operators, other than piling winches (up to and including 2\n000kg lifting capacity)\n\nWorker in charge of supervising workers in worker grade 1\n\n*****\n\nWorker Grade 3\n\nClerical worker e.g. site clerk, storeman, checker, wages clerk, having\nstandard 6 (Grade 7)\n\neducation or, if lower education standard, then with more than three\nyears’ experience\n\nConcrete mixer operators mixers of 18\u002F12 0.5m3\n\ninput or larger, including weight batch mixers.\n\nDrivers of vehicles with a load capacity of less than 5 000kgs\n\nDrivers of wheel tractors (over 40kW)-class 5 licence\n\nDrivers of tipper trucks with a load –capacity of up to 8 000kgs\n\nForklift driver\n\nMobile crane lifting machine operators (lifting capacity of less than 3\n000kgs)\n\nOperators of mechanically driven tools, machines and apparatus used in\nconstruction where the\n\noperator is carried by the machine, having a gross weight of less than 10\n000kgs and where a licence\n\nis not required\n\nPile driving mast operators\n\nPile driving winch operators\n\nPile layers operating under supervision\n\nSelf propelled roller operators either steel wheeled or pneumatic tyred (of\nless than 10 000kgs by\n\ngross weight)\n\nStationery crane operators (over 2 000kg but under 5 000kg lifting\ncapacity)\n\nSteel reinforcing benders and fixers operating without supervision\n\nSurvey instrument operative with less than 3 years’ experience\n\nWorkers in charge of supervising worker grades 1 and 2\n\n*****\n\nWorker Grade 4\n\nCivil works assistants (non-certified) undertaking shutter-fixing, timbering\nand shoring, pipe laying\n\nand jointing, pavement and kerb laying and jointing on civil engineering\ntype works excluding\n\nstructures, and working without supervision\n\nClerical workers, e .g. site clerk, storeman, checker, wages clerk, having\nan educational qualification\n\nof a minimum of three ‘O’ Levels, or with a standard 6 (Grade7)\neducation and having more than\n\nthree years’ experience\n\nOperators of cranes and lifting machines with lifting capacity in excess of\n5 000kgs\n\nDump drivers (over 8 000kgs capacity)\n\nExcavator operators\n\nGrader Operators (motorized) all types\n\nGunite operatives\n\nLorry drivers of vehicles with load-capacity of 5 000kgs or more\n\nMobile drill operatives\n\nMotor mechanics and fitters (non-certified) undertaking removal, dismantling\nand replacement of\n\ncomponents of plant and equipment and of engineers, vehicle bodies and\ntransmission, steering,\n\nbraking and under-carriage systems, as well as lubrication and other\nservicing\n\nOperators of any mechanically driven tool, machine or apparatus used in\nconstruction where the\n\noperator is carried by the machine (of any gross weight) and the operator is\nrequired to have a\n\ndriving licence\n\nPipe layers operating without supervision\n\nPressure grouting operatives\n\nScrapper operators (motorized) all types\n\nSelf propelled chip spreader\n\nSelf-propelled roller operators, either steel wheeled or pneumatic tyred\n(over 10 000kgs gross\n\nweight)\n\nSelf-propelled vibrating roller operatives (over 6 000kgs weight)\n\nSteel reinforcing benders and fixers working from bending schedules and\ndrawings\n\nSurvey instrument operatives with more than three years’ experience\n\nTracked tractor operators – all types\n\nTrencher operators\n\nWelder operative (non-certified) downhand single run or tack by electric\narc, but not responsible for\n\nsetting up work, adjusting electric current or selecting gauge of rods\n\nWelder operative (non certified) undertaking downhand welding by\noxy-acetylene but not\n\nresponsible for setting up work or adjusting pressure valves\n\nWorkers in charge of supervising workers in grades 1, 2 and 3",{"bindId":61,"name":62,"text":63},"WAGES_determined","17. An employer shall, in writing inform","17. An employer shall, in writing inform every employee upon engagement of\nthe nature of his contract, including:-\n\n(a) his grade\n\n(b) his rate of pay and when it will be paid;\n\n(c) any provision for accommodation;\n\n(d) Duration of contract and the period of notice required to terminate the\nagreement of employment;\n\n(e) the hours of work;\n\n(f) the details of any bonus or incentive production scheme in operation;\n\n(g) the nature and duration of any fixed annual shut-down;\n\n(h) the provision for benefits during sickness or pregnancy;\n\n(i) vacation leave;\n\n(j) his obligation to abide by the code of conduct in Annexure II and\n\n(k) the terms of probation, if any and shall use the official employment\nagreement form approved by the Ministry and by council and set out in Annexure\n12 of this agreement.",{"bindId":65,"name":66,"text":67},"hourspday_select","(2) Subject to any exemption granted und","(2) Subject to any exemption granted under clause 5 and to the terms of\nclause 20 relating to shift-work, the ordinary hours of work for all employees\nshall not exceed forty-four hours per week which shall be worked between the\nhours of 7a.m. and 5p.m. Of these hours, nine shall be worked each day on a\nMonday, Tuesday, Wednesday and Thursday and eight shall be worked on a\nFriday.",{"bindId":69,"name":66,"text":67},"hourspweek_select",{"bindId":71,"name":72,"text":73},"childcare","Special leave on full pay not exceeding ","Special leave on full pay not exceeding twelve days in a calendar year shall\nbe granted by an employer to an employee -\n\n(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease,\n\n(b) who is subpoenaed to attend any court in Zimbabwe as a witness;\n\n(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed;\n\n(d) who is detained for questioning by the police;\n\n(e) on the death of a spouse, parent, child or legal dependant;\n\n(f) on any justifiable compassionate grounds\n\nAny request for leave on compassionate grounds shall be considered at the\nsole discretion of the employer",{"bindId":75,"name":76,"text":77},"equalityotherclause","3. Any expressions used herein which are","3. Any expressions used herein which are defined in the Act shall, unless\notherwise defined or specified herein, have the same meaning as in the Act, any\nwords importing the masculine gender shall include the feminine gender, and any\nword in the singular sense shall include the plural sense further, unless\ninconsistent with the context.",{"bindId":79,"name":80,"text":81},"funeralpay","33 A The employer shall provide and pay ","33 A The employer shall provide and pay for the funeral policy for all\nworkers under the establishment. The funeral policy shall be wholly covered by\nthe employer.",{"bindId":83,"name":84,"text":85},"maternityotherclause","(2) Female employees shall proceed on ma","(2) Female employees shall proceed on maternity leave not earlier than the\nforty-fifth day and not later than the twenty-first day prior to the expected\nday of delivery.",{"bindId":87,"name":88,"text":89},"discrimination","(6) (i) All employers in the constructio","(6) (i) All employers in the construction industry shall not discriminate\nagainst any employee or prospective employee on grounds of race, tribe, place\nof origin, political opinion, colour, creed, gender, pregnancy, HIV\u002FAIDS status\nor disability.",{"bindId":91,"name":92,"text":93},"eqtraining","Discrimination involves any act or omiss","Discrimination involves any act or omission in which the treatment of an\nindividual employee or\n\ngroup of employees is less favourable than another employee\u002Fgroup of\nemployees on the\n\ngrounds of gender, pregnancy, HIV\u002FAIDS status, race, tribe, place of origin,\npolitical opinion,\n\ncolour, creed or any other characteristic in relation to:\n\n- the advertisement for employment\n\n- the recruitment for employment\n\n- the creation, classification or abolition of jobs or posts;\n\n- the determination or allocation of wages, salaries, pensions,\naccommodation, leave or other such benefits\n\n- the choice of persons for jobs or posts, training, advancement\n\napprenticeship, transfer promotion or retrenchment\n\n- the provision of facilities related to or connected with employment: or\n\n- any other matter related to employment.",{"bindId":95,"name":96,"text":97},"maxsicknesspayperc","(2)(a) The sick leave entitlement in any","(2)(a) The sick leave entitlement in any one year for an employee who has\nbeen in employment with the same employer for any one year shall be up to three\nmonths on full pay and a further three months on half pay.\n\n(b) After 90 days on full pay or after a total of 180 days’ sick leave, an\nemployee may be granted accrued vacation leave instead of sick leave on half\npay or without pay, respectively.",{"bindId":99,"name":100,"text":101},"pensionfund","15. It is a prime condition of employmen","15. It is a prime condition of employment that all employees in the\nindustry, shall be bound by current benefit agreements, particularly those\nrelating to pension and medical funds and shall contribute thereto if so\nrequired by such agreements.",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","(2) “Overtime” means any work done in ex","(2) “Overtime” means any work done in excess of the total hours per week\nset out in subclause (2) of clause 18\n\n(3) The working of overtime shall be by mutual agreement between the\nemployer and the particular employee affected, except-\n\n(a) in the case of emergency work; or\n\n(b) on essential services; or\n\n(c) as provided in clause (5) of clause 20: or\n\n(d) in any other abnormal circumstances which shall be notified to council\nwithin twenty-four hours;\n\nwhen the employer may require, and the employee shall work such overtime as\nmay be necessary.\n\n(4) An employer shall pay an employee on the following basis for overtime\nworked-\n\n(a) at the employee’s current hourly rate plus one half of the current\nhourly rate in respect of all hours in any period from Monday to Friday\nexceeding forty-five hours and not exceeding sixty-hours;\n\n(b) for each hour or portion of an hour worked between midnight on Friday\nand 7:30am on Sunday at the employee’s current hourly rate plus one half of\nthe current hourly rate; whether or not the employee has completed 44 hours\nwithin that week.\n\n(c) each hour or portion of an hour worked between 7:30am on Sunday and\n7:30am on Monday shall be paid at the employee’s current hourly rate plus the\ncurrent hourly rate.",{"bindId":107,"name":72,"text":108},"ADMINISTRATIVE_trigger","Special leave on full pay not exceeding twelve days in a calendar year shall\nbe granted by an employer to an employee -\n\n(a) who is required to be absent from duty on the instruction of a medical\npractitioner because of contact with an infectious disease,\n\n(b) who is subpoenaed to attend any court in Zimbabwe as a witness;\n\n(c) who is required to attend as a delegate or office bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed;\n\n(d) who is detained for questioning by the police;",{"bindId":110,"name":72,"text":108},"administrativedays",{"bindId":112,"name":113,"text":114},"annleaveallowancetype","(8) For the purpose of calculating the c","(8) For the purpose of calculating the cash equivalent of leave accrued\nafter registration of this agreement, each completed month of service as\ndefined in subclause (3) shall be multiplied by one comma eight three, three,\nthree (1,8333), the product being multiplied by eight, comma eight (8,8) (being\naverage daily hours of work) and this result shall be multiplied by the\nemployee’s current hourly rate of pay:\n\n(Example: An employee who has worked for eight months and three weeks before\nthe shutdown – \n\n9 x 1,8333 = 16,5 x 8,8 = 145.2 x current hourly rate of wage = leave pay\ndue ",{"bindId":116,"name":117,"text":118},"SUNDAY_trigger","(c) each hour or portion of an hour work","(c) each hour or portion of an hour worked between 7:30am on Sunday and\n7:30am on Monday shall be paid at the employee’s current hourly rate plus the\ncurrent hourly rate.",{"bindId":120,"name":121,"text":122},"ANNLEAVE_trigger","(7) Before proceeding on leave an employ","(7) Before proceeding on leave an employee shall receive the leave pay due\nto him at his current hourly or shift rate of wage, as appropriate, for his\naccrued leave.\n\n(8) For the purpose of calculating the cash equivalent of leave accrued\nafter registration of this agreement, each completed month of service as\ndefined in subclause (3) shall be multiplied by one comma eight three, three,\nthree (1,8333), the product being multiplied by eight, comma eight (8,8) (being\naverage daily hours of work) and this result shall be multiplied by the\nemployee’s current hourly rate of pay:\n\n(Example: An employee who has worked for eight months and three weeks before\nthe shutdown – \n\n9 x 1,8333 = 16,5 x 8,8 = 145.2 x current hourly rate of wage = leave pay\ndue ",{"bindId":124,"name":125,"text":126},"protectiveclothing","21. (i) Every employer shall supply, fre","21. (i) Every employer shall supply, free of charge, to each of his\nemployees suitable safety and protective clothing and appliances appropriate to\nthe trade or occupation of the employee concerned. Such safety and protective\nclothing and appliances shall be in accordance with the Schedule in Annexure 4\nto this agreement. All construction-site workers shall be provided with hard\nhats by their employers, free of charge.\n\n(2) An employee shall, at all times, while at work wear or use any safety\nand\u002For protective clothing or appliances supplied to him in terms of this\nagreement, and failure to do so shall absolve his employer from any legal\nliability arising from any incident or injury attributable to such failure.\n\n(3) The safety and protective clothing and appliance shall remain the\nproperty of the employer but the care and maintenance thereof shall be the\nresponsibility of the employee who shall return all such items in a clean and\nserviceable condition, fair wear expected.",{"bindId":128,"name":129,"text":130},"healthandsafetypolicy","23. (1) Every employer shall establish a","23. (1) Every employer shall establish a health and safety committee\nconsisting of two employer representatives and two employee representatives,\nand that committee shall elect one of its members as chairman:\n\nProvided that where a works council exists, it shall appoint the health and\nsafety committee from amongst its members.\n\n(2) The health and safety committee shall apply and administer within the\nestablishment the industry’s occupational health and safety policy as\ndetermined by council from time to time.\n\n(3) The council shall appoint safety officers from amongst its designated\nagents to assist in giving effect to the industry’s occupational health and\nsafety policy. Such safety officers shall have the powers of entry and\ninspection of designated agents for the purpose of discharging their\nfunctions.",{"bindId":132,"name":133,"text":134},"contracttrial","22. (1) Employees engaged in the trades ","22. (1) Employees engaged in the trades and occupations listed in Annexure 1\nand 2 to this agreement, except those defined as clerical workers, shall be\nentitled, upon successful completion of their probationary periods, to receive\nfrom their employer, free of charge, a set of overalls of the boiler-suit,\nworksuit or dustcoat types, for use by them whilst at work. The care and\nmaintenance of such working clothing shall be the responsibility of the\nemployee who shall be entitled to a replacement issue not more than once in\neach elapsed six month",{"bindId":136,"name":96,"text":97},"sicknesspay",{"bindId":138,"name":66,"text":67},"dayspweek_select",{"bindId":140,"name":141,"text":142},"apprenticeships","- the choice of persons for jobs or post","- the choice of persons for jobs or posts, training, advancement\n\napprenticeship, transfer promotion or retrenchment",{"bindId":144,"name":145,"text":146},"paidmaternityleaveall","33(1)(a) Maternity leave shall be 98 day","33(1)(a) Maternity leave shall be 98 days on full pay and shall be granted\nto an employee who has served for at least one year with an employer. Female\nemployees shall be granted maternity benefits in terms of section 18 of the\nlabour Act [Chapter 28:01] with amendments. During her period of maternity\nleave, her normal benefits and entitlements shall continue uninterrupted.",{"bindId":148,"name":149,"text":150},"SCHEDULE_trigger","(6) Every employee shall receive at leas","(6) Every employee shall receive at least one day off duty each week.\n\n(7) An employee shall not be required to work on his day-off, except in\ncases of emergency work, and no employee shall be permitted to work on his\nday-off in successive weeks",{"bindId":152,"name":153,"text":154},"longtermillness","(6) If, after exhausting the sick leave ","(6) If, after exhausting the sick leave entitlement, an employee continues\nto absent himself from work for a period exceeding thirty consecutive days, the\nemployer may terminate the contract of employment in terms of subclause (9) of\nclause 28;",{"bindId":156,"name":149,"text":150},"schedulesrestpw",{"bindId":158,"name":159,"text":160},"overtimeallowancetype_general","(4) An employer shall pay an employee on","(4) An employer shall pay an employee on the following basis for overtime\nworked-\n\n(a) at the employee’s current hourly rate plus one half of the current\nhourly rate in respect of all hours in any period from Monday to Friday\nexceeding forty-five hours and not exceeding sixty-hours;\n\n(b) for each hour or portion of an hour worked between midnight on Friday\nand 7:30am on Sunday at the employee’s current hourly rate plus one half of\nthe current hourly rate; whether or not the employee has completed 44 hours\nwithin that week.",{"bindId":162,"name":163,"text":164},"bankholidays1","31(1) The provision of this clause shall","31(1) The provision of this clause shall not apply to guards and watchmen\n\n(2) All days declared or notified in terms of the Public Holidays and\nProhibition of Business Act [Chapter 10:21] as public holidays shall be\nindustrial holidays.\n\n(3) Subject to the provisions of subclause (4), every employee shall be\ngranted leave of absence and shall be paid his current daily wage for every\nindustrial holiday.\n\n(4) An employer may request, but shall not require, an employee to work on\nany industrial holiday, in which case he shall be paid his current hourly rate\nfor all normal hours worked, in addition to the payment due in terms of\nsubclause (3) (i.e. a total of treble normal pay).\n\n(5) An employee shall be paid for any hours worked on an industrial holiday\noutside normal hours of work at three times the current hourly rate.\n\n(6) If an employee is absent from work without the consent of his employer\non the nearest working day preceding or following an industrial holiday, he\nshall forfeit all rights to payment for the industrial holiday, unless he\nproduces a medical certificate stating that he was too ill to attend work on\none or both of the days in question.",{"bindId":166,"name":167,"text":168},"overtimeallowancetype","(a) at the employee’s current hourly rat","(a) at the employee’s current hourly rate plus one half of the current\nhourly rate in respect of all hours in any period from Monday to Friday\nexceeding forty-five hours and not exceeding sixty-hours;",{"bindId":170,"name":145,"text":146},"paidmaternityleavepay",{"bindId":172,"name":173,"text":174},"mealvouchers","24(2)(e) Sadza and vegetables shall be p","24(2)(e) Sadza and vegetables shall be provided during the lunch period as\nthe minimum standard.",{"bindId":176,"name":96,"text":97},"sicknessmaxdays",{"bindId":178,"name":145,"text":179},"paidmaternityleave","33(1)(a) Maternity leave shall be 98 days on full pay and shall be granted\nto an employee who has served for at least one year with an employer. Female\nemployees shall be granted maternity benefits in terms of section 18 of the\nlabour Act [Chapter 28:01] with amendments. During her period of maternity\nleave, her normal benefits and entitlements shall continue uninterrupted.\n\n(2) Female employees shall proceed on maternity leave not earlier than the\nforty-fifth day and not later than the twenty-first day prior to the expected\nday of delivery.",{"bindId":181,"name":182,"text":183},"PAIDLEAV_trigger","(2) Leave accrued to an employee at the ","(2) Leave accrued to an employee at the rate provided for in any previous\nagreements or regulations repealed by this agreement shall be credited to him\nat the date of Gazetting of this agreement, after which leave shall accumulate\nat the rate provided for in this agreement.\n\n(3) For each completed month of service an employee shall accumulate paid\nvacation leave at the rate of one comma eight, three, three, three(1,8333)\nworking days per month and any part of a month exceeding two weeks shall be\nregarded as a complete month. Excluding factory based employees and except for\nthe provision in subclause (9) such accrued leave shall only be taken during\nannual shutdown, and leave taken at any other time shall be unpaid leave.\n\n(4) Every employer, except for employers undertaking the manufacture of\nconcrete products under factory based conditions, shall in respect of employees\nto whom this agreement applies, observe an annual shut-down in accordance with\nthe provisions of this clause, and shall ensure that a notice to employees\ngiving the starting and ending dates of the shut-down is placed on the\nnotice-board, or otherwise communicated to his employees, not later than 31st\nAugust each year.\n\n(5) The period of the annual shut-down shall be not less than that necessary\nto provide thirty consecutive days away including weekends and public holidays\nthat is to say twenty-two working days off work to the employees concerned over\nthe Christmas and New Year period, and any vacation leave accrued by an\nemployee in excess of the twenty-two working days shall be paid as cash in lieu\nof leave. To provide uniformity of the annual shut-down, the starting date of\nthe shut-down shall be determined and announced by council to all employers not\nlater than the 31st August of each year.\n\n(6) Every employee, except for employees undertaking the manufacture of\nconcrete products under factory based conditions, shall take his vacation leave\nand go on leave for the entire period of the shut-down. If his accrued leave is\ninsufficient to cover the period of the shutdown, he shall be given unpaid\nleave for the balance of such period.\n\n(7) Before proceeding on leave an employee shall receive the leave pay due\nto him at his current hourly or shift rate of wage, as appropriate, for his\naccrued leave.\n\n(8) For the purpose of calculating the cash equivalent of leave accrued\nafter registration of this agreement, each completed month of service as\ndefined in subclause (3) shall be multiplied by one comma eight three, three,\nthree (1,8333), the product being multiplied by eight, comma eight (8,8) (being\naverage daily hours of work) and this result shall be multiplied by the\nemployee’s current hourly rate of pay:\n\n(Example: An employee who has worked for eight months and three weeks before\nthe shutdown – \n\n9 x 1,8333 = 16,5 x 8,8 = 145.2 x current hourly rate of wage = leave pay\ndue \n\n(9) Where the Government of Zimbabwe, or an agency thereof, or a client who\nprovides essential services, or other circumstances approved by the exemptions\ncommittee, require an employer to work during the annual shut-down or part\nthereof, he shall permit an employee affected thereby to take the leave which\nwas due to him at some other mutually agreed time. Alternatively, the employee\nmay, with the consent of the employer, elect to be paid the cash equivalent of\nsuch leave or a portion thereof in addition to his current wage in place of\nproceeding on leave.\n\n(10) Every employee whose employment is terminated by himself or his\nemployer for any reason whatsoever, shall be entitled to be paid the cash\nequivalent of any accrued leave at the date of termination of employment, less\nany deduction permitted in terms of clause 28.\n\n(11) A guard or watchman shall accumulate leave at the rate of one comma\neight three three three for each completed month of service, and any part of a\nmonth exceeding two weeks shall count as a completed month. The cash equivalent\nof such leave shall be each completed month’s service multiplied by one comma\neight three, three, three and then by the employee’s current rate of\nshift-pay.\n\n(12) Unless an employer requires a guard or watchman to take his accrued\nleave during the period of the annual shut-down, such employee shall be\nentitled to take his accrued leave at some other mutually agreed time; or to be\npaid the cash equivalent of such leave, or a portion thereof, in addition to\nhis current wage in place of proceeding on leave.",{"bindId":185,"name":186,"text":187},"holidaysfixed","32A. (1) Notwithstanding the provisions ","32A. (1) Notwithstanding the provisions of clause 18, an employer may, after\nconsultation with the particular workers’ committee and for the purpose of\nextending time off only, decide to close his establishment or a particular\ncontract site and\u002For section thereof-\n\n(a) on any working day or any portion of a working day; or\n\n(b) for periods not exceeding five working days in total, in any five week\nperiod if the majority of all the employees in that establishment or a\nparticular contract site, and\u002For section thereof, as the case may be, have\npreviously voted in favour of such closure as is provided for in subclause (6).\nThe employer’s decision shall be notified to employees by the placing of a\nnotice on an appropriate notice board sufficiently in advance of the proposed\nshut down as to be compatible with the provisions of subclause (3)\n\n(2) Where an employer has decided to close an establishment or a particular\ncontract site and\u002For section thereof, as the case may be, in terms of subclause\n(1), that decision shall be binding on all employees employed in that\nestablishment or that particular contract site, and\u002For that particular section\nthereof as the case may be, and none of those employees shall be entitled to be\npaid wages during the period of closure, other than provided for in subclause\n(4)\n\n(3) Notwithstanding the provisions of clause 18 where an employer decides to\nclose his establishment or a particular contract site and\u002For a particular\nsection thereof, as the case may be, in terms of subclause (2), he may require\nthe employees employed in that establishment, or that particular contract site\nand\u002For a particular section thereof, as the case may be, to work additional\nhours equal to the number of ordinary hours of work which those employees would\nhave performed during the period of closure in such a manner that the extra\ntime necessary to make up for the hours to be lost in one week during the\nclosure shall be worked in over a period of not more than four weeks before the\nclosure:\n\nProvided that the additional hours worked shall not exceed-\n\n(a) one hour per day on any day from Monday to Friday inclusive; and\u002For\n\n(b) ten hours on a Saturday; or\n\n(c) a total of fifteen hours in any one week.",{"bindId":189,"name":72,"text":73},"deathrelatives","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Construction Industry Federation of Zimbabwe - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-08-03\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-08-02\u003C\u002Fdiv>\n            \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                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Construction, technical consultancy\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Architectural activities, Construction of railways and underground railways, Construction of residential and non-residential buildings\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: → Construction Industry Federation 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                        Zimbabwe Construction and Allied Trades Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → 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: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Yes\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\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: → Not specified 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: → 5.0 days\n            \u003C\u002Fdiv>\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            \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            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[195],{"title":37,"slug":33},[197],{"type":198,"data":199},"call_to_action_body_block",{"title":200,"description":201,"variant":202,"link":203},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":200,"url":204,"description":200,"rel":205,"type":206},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[208],{"type":198,"data":209},{"title":200,"description":201,"variant":202,"link":210},{"title":200,"url":204,"description":200,"rel":205,"type":206},[]]