[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-employers-association-of-the-food-processing-industry-and-food-processing-workers-union---2011":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":169,"content_type_view":170,"extra_breadcrumbs":171,"body":173,"body_blocks":184,"related_pages":188},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":167,"translations":168},{"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-employers-association-of-the-food-processing-industry-and-food-processing-workers-union---2011","dc3190c4-454b-11e7-b449-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-the-employers-association-of-the-food-processing-industry-and-food-processing-workers-union---2011\u002Fcollective-bargaining-agreement-between-the-employers-association-of-the-food-processing-industry-and-food-processing-workers-union---2011\u002F","Collective Bargaining Agreement between the Employers' Association of the Food Processing Industry and Food Processing Workers’ Union - 2011","ZWE Employers Association of the Food Processing Industry - 2011","Zimbabwe - ZWE Employers Association of the Food Processing Industry - 2011","ZWE Employers Association of the Food Processing Industry - 2011 - Manufacturing",{"name":41,"data":42},"food processing.html","\n              \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>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective Bargaining Agreement between the Employers' Association of the\nFood Processing Industry and Food Processing Workers’ Union - 2011\u003C\u002Fh1>\n\n\u003Cp>Collective Bargaining Agreement: Food and Allied Industries (Food Processing\nIndustry Sector)\u003C\u002Fp>\n\n\u003Cp>IT is hereby notified that the collective bargaining agreement set out in\nthe Schedule has been registered in terms of section 79 of the Labour Act\n[Chapier 28:01).\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL: FOOD AND ALLIED INDUSTRIES\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT: FOOD AND ALLIED INDUSTRIES (FOOD PROCESSING\nINDUSTRY SECTOR)\u003C\u002Fp>\n\n\u003Cp>Made and entered into in accordance with the provisions of the Labour Act\n[Chapter 28:01] between the Employers' Association of the Food Processing\nIndustry (hereinafter referred to as employers” or the “employers’\norganisation) of the one part and Food Processing Workers’ Union”\n(hereinafter to the National Employment Council: Food and Allied Industries) to\nlay down certain conditions of service in the Food Processing Industry of\nZimbabwe;\u003C\u002Fp>\n\n\u003Cp>Whereas in terms of section 79 of the Labour Act 28:01 ] the National\nEmployment Council: Food and Allied Industries has submitted to the Registrar\nfor registration of a collective Bargaining Agreement: Food and Allied\nIndustries\u003C\u002Fp>\n\n\u003Cp>Now, therefore, in terms of section 80 of the principal Act, the Minister of\nLabour and Social Welfare, hereby publishes the said collective bargaining\nagreement.\u003C\u002Fp>\n\n\u003Ch2>Title and period of operation\u003C\u002Fh2>\n\n\u003Cp>1.(1) This agreement may be cited as the Collective Bargaining Agreement for\nthe Food and Allied Industries (Food Processing Industry Sector), upon\nregistration of an agreement as a statutory: instrument.\u003C\u002Fp>\n\n\u003Cp>(2) The terms and conditions of the registered collective bargaining\nagreement shall become effective and binding\u003C\u002Fp>\n\n\u003Cp>(a) from the date of publication of the agreement in terms of subsection\n(1); or\u003C\u002Fp>\n\n\u003Cp>(b) from such other dates as may be specified in this agreement.\u003C\u002Fp>\n\n\u003Ch2>Application\u003C\u002Fh2>\n\n\u003Cp>2.(1) This agreement shall apply to\u003C\u002Fp>\n\n\u003Cp>(a) all employers in the food processing industry; and\u003C\u002Fp>\n\n\u003Cp>(b) all employees in the food processing industry exceed managerial\nemployees as defined in the Labour [Chapter 28:01].\u003C\u002Fp>\n\n\u003Cp>(2) No employer or employee may waive any provision this agreement, whether\nor not the said provision creates a benefit to or an obligation on the employer\nor employee concerned. Each provision shall create a right or obligation, as\nthe case may be independently of the existence of other provisions. In the\nevent any provision of this agreement being inoperative or, ultra-vires, t\npowers of the parties of this agreement under the provision of t Act, this\nshall in no way affect the remainder of the agreement which shall in that event\nconstitute the agreement.\u003C\u002Fp>\n\n\u003Ch2>Interpretation\u003C\u002Fh2>\n\n\u003Cp>3.In this agreement —\u003C\u002Fp>\n\n\u003Cp>“Act” means the Labour Act [28:01] and any amendments thereto;\u003C\u002Fp>\n\n\u003Cp>“agreement” means this agreement and any future agreement\u003C\u002Fp>\n\n\u003Cp>between the parties to the agreement which relates to employment in the food\nprocessing industry;\u003C\u002Fp>\n\n\u003Cp>“annual shut down” means a period, not less than fifteen\u003C\u002Fp>\n\n\u003Cp>working days, during which an establishment may suspend operation;\u003C\u002Fp>\n\n\u003Cp>“calendar month” means the- period commencing on the\u003C\u002Fp>\n\n\u003Cp>first day of a month and ending on the last day of that month;\u003C\u002Fp>\n\n\u003Cp>“casual employee” means an employee who is engaged by\u003C\u002Fp>\n\n\u003Cp>an employer for a period of not more than six weeks in any four consecutive\nmonths;\u003C\u002Fp>\n\n\u003Cp>“council\" means the National Employment Council; Food\u003C\u002Fp>\n\n\u003Cp>and Allied Industries Food Processing Industry Sector);\u003C\u002Fp>\n\n\u003Cp>“continuous service” means subject to the provision of\u003C\u002Fp>\n\n\u003Cp>section 23, the total period of unbroken service of an employee with an\nemployer;\u003C\u002Fp>\n\n\u003Cp>“day off” means Sunday or that day in the week in place\u003C\u002Fp>\n\n\u003Cp>of Sunday on which an employee is not normally required to work;\u003C\u002Fp>\n\n\u003Cp>“day shift” means a shift which is not a night shift;\u003C\u002Fp>\n\n\u003Cp>“emergency work” means work which must be performed\u003C\u002Fp>\n\n\u003Cp>immediately in order to prevent harm to the plant, the\u003C\u002Fp>\n\n\u003Cp>employees, customer relations, or to nearby persons or\u003C\u002Fp>\n\n\u003Cp>properties, or to perishable food commodities;\u003C\u002Fp>\n\n\u003Cp>“employee\" means any person who performs work or\u003C\u002Fp>\n\n\u003Cp>services for another person for remuneration or reward\u003C\u002Fp>\n\n\u003Cp>on such terms and conditions as agreed upon by the\u003C\u002Fp>\n\n\u003Cp>parties or as provided for in the Labour Act [Chapter 28:01] and includes a\nperson performing work or services for another person—\u003C\u002Fp>\n\n\u003Cp>(a)in circumstances where, even if the person\u003C\u002Fp>\n\n\u003Cp>performing the work or services supplies his own tools or works under\nflexible conditions\u003C\u002Fp>\n\n\u003Cp>of service, the hirer provides the substantial\u003C\u002Fp>\n\n\u003Cp>investment in or assumes the substantial risk of the undertaking; or\u003C\u002Fp>\n\n\u003Cp>(b)in any other circumstance that more closely\u003C\u002Fp>\n\n\u003Cp>resemble the relationship between an employee and employer than that between\nan independent contractor and hirer of services;\u003C\u002Fp>\n\n\u003Cp>employer” means any person whatsoever who employs or provides work for\nanother person and remunerates or expressly or tacitly undertakes to remunerate\nhim\u003C\u002Fp>\n\n\u003Cp>and includes—\u003C\u002Fp>\n\n\u003Cp>(a)the manager, agent or representative of such\u003C\u002Fp>\n\n\u003Cp>person who is in charge or control of the work upon which such other person\nis employed;\u003C\u002Fp>\n\n\u003Cp>(b)the judicial manager of such person appointed it\u003C\u002Fp>\n\n\u003Cp>terms of the Companies Act [24:03]\u003C\u002Fp>\n\n\u003Cp>(c)the liquidator or trustee of the insolvent estate of\u003C\u002Fp>\n\n\u003Cp>such person, if authorised to carry on the busineses: of such person\nby—\u003C\u002Fp>\n\n\u003Cp>(i) the creditors; or\u003C\u002Fp>\n\n\u003Cp>(ii) in the absence of any instructions given by the creditors, the Master\nof the Higher Court;\u003C\u002Fp>\n\n\u003Cp>(d)the executor of the deceased estate of such person\u003C\u002Fp>\n\n\u003Cp>- if authorised to carry on the business of such person by the Master of the\nHigh Court;\u003C\u002Fp>\n\n\u003Cp>(e)the curator of such person who is a patient ,a\u003C\u002Fp>\n\n\u003Cp>defined in the Mental Health Act [Chapter 15:12 (Act No. 15 of 1996), if\nauthorised to carry on\u003C\u002Fp>\n\n\u003Cp>the business of such person in terms of section 88 of that Act;\u003C\u002Fp>\n\n\u003Cp>“establishment\" means any place in which business under the food\nprocessing industry in Zimbabwe is carried on;\u003C\u002Fp>\n\n\u003Cp>“food-processing industry” means, without in any way limiting the\nordinary meaning of the expression,\u003C\u002Fp>\n\n\u003Cp>industry in which employees are associated together for the purpose of\npreparing, processing, or preserving\u003C\u002Fp>\n\n\u003Cp>food or food-stuffs-(which includes ice-cream and frozen confections),\nincluding the blending and packing of tea and coffee, and all operations\nincidental thereto, and includes the wholesale and retail sale of such products\nif carried on in conjuction with manufacture, preparation, processing or\npreservation, but excludes processing or preserving—\u003C\u002Fp>\n\n\u003Cp>(a)bread, bread products, cake, buns and similar products:\u003C\u002Fp>\n\n\u003Cp>(b)fresh and preserved meats;\u003C\u002Fp>\n\n\u003Cp>(c)sugar, sweets and confectionery, other frozen confections;\u003C\u002Fp>\n\n\u003Cp>(d) soft drinks;\u003C\u002Fp>\n\n\u003Cp>(e) alcoholic beverages;\u003C\u002Fp>\n\n\u003Cp>(f) foods prepared by hotels, restaurants, cafes, and like establishments\nfor consumption on premises;\u003C\u002Fp>\n\n\u003Cp>“grade” means a grade listed in the Second Schedule;\u003C\u002Fp>\n\n\u003Cp>“industrial holiday” means any day prescribed as a paid holiday in terms\nof section 15;\u003C\u002Fp>\n\n\u003Cp>“medical practitioner\" means any person who is legally permitted to\npractice as a medical practitioner in Zimbabwe;\u003C\u002Fp>\n\n\u003Cp>“night shift\" means a shift the majority of hours which fall between 8\np.m. and 5 a,m;\u003C\u002Fp>\n\n\u003Cp>“establishment\" means any place in which business\u003C\u002Fp>\n\n\u003Cp>under the food processing industry in Zimbabwe is carried on;\u003C\u002Fp>\n\n\u003Cp>“food-processing industry” means, without in any way\u003C\u002Fp>\n\n\u003Cp>limiting the ordinary meaning of the expression, industry in which employees\nare associated together for the purpose of preparing, processing, or preserving\nfood or food-stuffs (which includes ice-cream and frozen confections),\nincluding the blending and packing of tea and coffee, and all operations\nincidental thereto,\u003C\u002Fp>\n\n\u003Cp>and includes the wholesale and retail sale of such products if carried on in\nconjuction with manufacture, preparation, processing or preservation, but\nexcludes processing or preserving—\u003C\u002Fp>\n\n\u003Cp>(a)bread, bread products, cake, buns and similar\u003C\u002Fp>\n\n\u003Cp>products:\u003C\u002Fp>\n\n\u003Cp>(b)fresh and preserved meats;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)sugar, sweets and confectionery, other frozen\u003C\u002Fp>\n\n\u003Cp>confections;\u003C\u002Fp>\n\n\u003Cp>(d)soft drinks;\u003C\u002Fp>\n\n\u003Cp>(e)alcoholic beverages;\u003C\u002Fp>\n\n\u003Cp>(0 foods prepared by hotels, restaurants, cafes,\u003C\u002Fp>\n\n\u003Cp>and like establishments for consumption on premises;\u003C\u002Fp>\n\n\u003Cp>\"grade” means a grade listed in the Second Schedule;\u003C\u002Fp>\n\n\u003Cp>\"industrial holiday” means any day prescribed as a paid\u003C\u002Fp>\n\n\u003Cp>holiday in terms of section 15;\u003C\u002Fp>\n\n\u003Cp>“medical practitioner” means any person who is legally\u003C\u002Fp>\n\n\u003Cp>permitted to practice as a medical practitioner in\u003C\u002Fp>\n\n\u003Cp>Zimbabwe;\u003C\u002Fp>\n\n\u003Cp>\"night shift” means a shift the majority of hours which fall\u003C\u002Fp>\n\n\u003Cp>between 8 p.m. and 5 a.m;\u003C\u002Fp>\n\n\u003Cp>“overtime” means anytime worked outside the ordinary\u003C\u002Fp>\n\n\u003Cp>daily hours of work required to be exhibited in terms of section 9(2);\u003C\u002Fp>\n\n\u003Cp>“parent industry agreement” means—\u003C\u002Fp>\n\n\u003Cp>(a) in respect of the building trades listed in the\u003C\u002Fp>\n\n\u003Cp>definition of “designated trades” therein, the agreement published in\nStatutory Instrument 402 of 1983, as amended or replaced from time to time;\u003C\u002Fp>\n\n\u003Cp>(b) in respect of the mechanical and electrical\u003C\u002Fp>\n\n\u003Cp>engineering traders listed in the definition of “journeyman” therein,\nthe agreement published in\u003C\u002Fp>\n\n\u003Cp>Rhodesia Government Notice No. 1134 of 1971, as amended or replaced from\ntime to time:\u003C\u002Fp>\n\n\u003Cp>(c) in respect of the motor trades listed in definition of\u003C\u002Fp>\n\n\u003Cp>“journeyman” therein, the agreement published in Statutory Instrument\n324 of 1981, as amended or replaced from time to time:\u003C\u002Fp>\n\n\u003Cp>Provided that, if any agreement specified in this definition expires and is\nnot replaced by a further\u003C\u002Fp>\n\n\u003Cp>agreement, any reference to that agreement in this definition shall be\nconstrued as being a reference to that agreement as last amended prior to its\nexpiry;\u003C\u002Fp>\n\n\u003Cp>“part-time employee” means an employee who is engaged to undertake\nregular daily work for periods not exceeding\u003C\u002Fp>\n\n\u003Cp>a total of five hours per day, or engaged on a weekly basis of not more than\nthirty hours per week;\u003C\u002Fp>\n\n\u003Cp>“piece work” means any system by which earnings are\u003C\u002Fp>\n\n\u003Cp>calculated wholly on the quantity or output of work done, irrespectively of\nthe time spent on such work;\u003C\u002Fp>\n\n\u003Cp>“region” means regions specified in the Second Schedule\u003C\u002Fp>\n\n\u003Cp>of the Labour Relations (General) Regulations, 1985, published in Statutory\nInstrument 368 of 1985;\u003C\u002Fp>\n\n\u003Cp>“seasonal work” means work that is, owing to the nature\u003C\u002Fp>\n\n\u003Cp>of the industry, performed only at certain times of the year;\u003C\u002Fp>\n\n\u003Cp>skilled worker's work has the meaning assigned to it in the respective\nparent industry agreement;\u003C\u002Fp>\n\n\u003Cp>“task-work\" means the setting by an employer to an\u003C\u002Fp>\n\n\u003Cp>employee of stated task to be completed as a condition to earning a wage;\u003C\u002Fp>\n\n\u003Cp>“ticket system\" means a system whereby an employee\u003C\u002Fp>\n\n\u003Cp>is engaged at a wage calculated by reference to the completion of a ticket\nof an agreed number of days worked or a record based on the number of days\nworked;\u003C\u002Fp>\n\n\u003Cp>“wage\" means the earnings of an employee, but does not\u003C\u002Fp>\n\n\u003Cp>include any payment in respect of overtime or any bonus payment or other\nlike benefit;\u003C\u002Fp>\n\n\u003Cp>“working day\" means any day other than a day-off or an industrial\nholiday.\u003C\u002Fp>\n\n\u003Ch2>Grading and wages\u003C\u002Fh2>\n\n\u003Cp>4 (1) An employer shall provide a job description and place each employee in\na grade appropriate to his job as prescribed in the\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>First and Second Schedules and shall pay a wage to such an employee of at\nleast the minimum wage prescribed for the job and no employee shall accept a\nwage amounting to less than that amount.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) An employee who, at the date of commencement of this agreement and\nthereafter, is in receipt of a higher wage for his\u002Fher particular job than the\nwage prescribed in terms of this section shall not by reason of this agreement,\nsuffer any reduction in his wages.\u003C\u002Fp>\n\n\u003Cp>(3) On promotion to a higher grade, an employee shall be paid—\u003C\u002Fp>\n\n\u003Cp>(a) not less than the wage which he\u002Fshe last received prior to his\u002Fher\npromotion; or\u003C\u002Fp>\n\n\u003Cp>(b) at least the minimum wage prescribed for such grade; whichever is the\ngreater.\u003C\u002Fp>\n\n\u003Cp>(4) An employee who is required to perform work in a lower grade than that\nin which he\u002Fshe is normally employed shall be paid the wages applicable to the\ngrade of work which he\u002Fshe normally performs.\u003C\u002Fp>\n\n\u003Cp>(5) An employee who performs work in a higher grade than that in which\nhe\u002Fshe is normally employed shall be paid the minimum wage prescribed for such\nhigher grade for all hours worked in the\u003C\u002Fp>\n\n\u003Cp>higher grade. Where an employee is required to perform work in a higher\ngrade than that in which he\u002Fshe is normally employed\u003C\u002Fp>\n\n\u003Cp>and his\u002Fher wage is higher than the minimum wage prescribed for such higher\ngrade he\u002Fshe shall be paid 10 per cent, of his\u002Fher actual current wage;\u003C\u002Fp>\n\n\u003Cp>Provided that an employee who is required to perform skilled worker’s work\nshall be paid not less than the wage applicable for\u003C\u002Fp>\n\n\u003Cp>such work for all hours spent on such work.\u003C\u002Fp>\n\n\u003Cp>(6) Where an operation performed by an employee is not specified in the\nFirst Schedule; —\u003C\u002Fp>\n\n\u003Cp>(a) the employer shall provisionally place the employee in a temporary\ngrade; and\u003C\u002Fp>\n\n\u003Cp>(b) the employer or employee shall notify the General Secretary to the\nemployment council; and\u003C\u002Fp>\n\n\u003Cp>(c) the General Secretary, after consultation with the chairman of the\nemployment council, shall determine an interim classification of the operation,\nwhich shall be subject to ratification by the employment council at its next\nmeeting;\u003C\u002Fp>\n\n\u003Cp>Provided that, if the interim classification by the General Secretary or the\nfinal classification by the employment council places the employee in a\ngrade—\u003C\u002Fp>\n\n\u003Cp>(a) higher than the employee’s current grade, he\u002Fshe shall be paid not\nless than the minimum wage prescribed for such higher grade, with effect\nfrom\u003C\u002Fp>\n\n\u003Cp>the date upon which he commenced performing the operation concerned; or\u003C\u002Fp>\n\n\u003Cp>(b) lower than the employee’s current grade, it shall be lawful to reduce\nhis\u002Fher wage to not less than\u003C\u002Fp>\n\n\u003Cp>the minimum wage prescribed for such lower grade, with effect from the date\nupon which\u003C\u002Fp>\n\n\u003Cp>such classification is determined, unless the employee refuses to accept the\nlower grade, in which event—\u003C\u002Fp>\n\n\u003Cp>(i) he\u002Fshe may be given the relevant notice of termination of employment;\nand\u003C\u002Fp>\n\n\u003Cp>(ii) during the period of such notice, he\u002Fshe shall be paid the wage he\u002Fshe\nwas receiving prior to such determination.\u003C\u002Fp>\n\n\u003Cp>(7) No employer shall reduce the wage of an employee for anytime not worked\nif the employee was able and willing and was present at his\u002Fher place of work\nbut the employer was unable or unwilling to furnish him with work:\u003C\u002Fp>\n\n\u003Cp>Provided that this subsection shall not apply to any portion of an annual\nshut-down or to time not worked during a period of\u003C\u002Fp>\n\n\u003Cp>short-time working as provided in sections 7 and 8.\u003C\u002Fp>\n\n\u003Ch2>Hours of work: employees other than shift-workers\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>5. (1) The provisions of this section shall not apply to shift-workers and\nice-cream vendors.\u003C\u002Fp>\n\n\u003Cp>(2)- (a) the ordinary hours of work for employees, other than security\nguards, shall not exceed 45 per week:\u003C\u002Fp>\n\n\u003Cp>Provided that the ordinary hours of work shall not exceed nine per day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) the ordinary hours of work for security guards shall not exceed fifty\nhours per week:\u003C\u002Fp>\n\n\u003Cp>Provided that the ordinary hours of work shall not exceed nine in any period\nof twenty-four hours.\u003C\u002Fp>\n\n\u003Cp>(3) An employer may request, but shall not require, an employee to work\novertime, and shall, whenever possible, give twenty-four hours notice to such\nemployee of such request. It shall be necessary and sufficient that such\nrequest and notice is given and displayed on the employers notice boards in the\nnormal matter\u003C\u002Fp>\n\n\u003Cp>of official communications:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee needed to render emergency work shall not decline\na request to work overtime without reasonable excuse.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>(4) Except in a case of emergency work, no employer shall permit any\nemployee to work more than fifty-six hours ordinary time and overtime included,\nin any one week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(5) Every employee shall receive at least one clear day off duty in each\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(6) An employee shall not be required to work on his\u002Fher day off, except in\na case of emergency, but no employee shall be permitted to work on his\u002Fher days\noff in successive weeks.\u003C\u002Fp>\n\n\u003Cp>(7) No employer shall permit an employee, other than a security guard, to\nwork for a continuous period of more than five hours without a break of at\nleast thirty minutes:\u003C\u002Fp>\n\n\u003Cp>Provided that such continuous period shall be deemed not to be broken by the\nbreak prescribed in subsection (8).\u003C\u002Fp>\n\n\u003Cp>(8) An employer shall permit all employees to have a break of fifteen\nminutes between the second and fourth hour alter starting work.\u003C\u002Fp>\n\n\u003Ch2>Ordinary hours of work: shift-workers\u003C\u002Fh2>\n\n\u003Cp>6. (1) The provisions of section 5(3), (4), (5), (6) and (8) shall apply to\nshift workers.\u003C\u002Fp>\n\n\u003Cp>(2) The ordinary hours of weak shall not exceed 45 per week:\u003C\u002Fp>\n\n\u003Cp>Provided that the ordinary hours shall not exceed nine hours in any period\nof twenty-four hours.\u003C\u002Fp>\n\n\u003Cp>(3) No employer shall permit a shift-worker to work for a continuous period\nof more than five hours without a break of at least fifteen minutes:\u003C\u002Fp>\n\n\u003Cp>Provided that such continuous period shall be deemed not to be broken by the\nbreak prescribed in section 5(8).\u003C\u002Fp>\n\n\u003Cp>(2)The employer shall provide each shift-worker with a free beverage, or\nfacilities for preparing a beverage, during the prescribed fifteen-minute\nbreak.\u003C\u002Fp>\n\n\u003Cp>(3)No employee shall be required to work two shifts in one day, except for\nthe purpose of changing shifts or in case of emergency work, and no employee\nshall commence work on the new shift until at least eight hours have elapsed\nafter the completion of his\u002Fher previous shift.\u003C\u002Fp>\n\n\u003Cp>(4)Nothing contained in this section shall confer any right to payment for\novertime on any shift-worker who is required to work two shifts in one day for\nthe purpose of changing shifts.\u003C\u002Fp>\n\n\u003Cp>(5) No shift-worker shall be kept on night shift for more than a continuous\nperiod of four weeks without his consent.\u003C\u002Fp>\n\n\u003Cp>(6) A shift-worker who is changed from night-shift to day-shift shall be\nplaced on day-shift for a period at least equal to the period during which\nhe\u002Fshe was on night shift.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>(7) The employer shall pay an employee who is on night shift.\u003C\u002Fp>\n\n\u003Cp>in addition to his\u002Fher wages a night shift allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>(8)A female employee, shall hot work on night shift for the period during\nwhich she actually nurses her 'child or six months, whichever is lesser.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Retrenchment\u003C\u002Fh2>\n\n\u003Cp>7.(1) An employer who wishes to retrench five or more employees within a\nperiod of six months shall\u003C\u002Fp>\n\n\u003Cp>(a) give written notice of his\u002Fher intention—\u003C\u002Fp>\n\n\u003Cp>(i)to the works council established for the undertaking; or\u003C\u002Fp>\n\n\u003Cp>(ii)if there is ho works council established for the undertaking or if a\nmajority of the employees concerned agree to such a course, to the employment\ncouncil established for the undertaking or industry; or\u003C\u002Fp>\n\n\u003Cp>(iii) if there is no works council or employment\u003C\u002Fp>\n\n\u003Cp>council for the undertaking concerned, to the Retrenchment Board, and in\nsuch even any reference in this section to the performance of functions by a\nworks council or employment\u003C\u002Fp>\n\n\u003Cp>council shall be construed as a reference to the Retrenchment Board or. a\nperson appointed by the Board to perform such functions on its behalf; and\u003C\u002Fp>\n\n\u003Cp>(b) provide the works council, employment council or the Retrenchment Board,\nas the case may be, with details of every employee whom the employer wishes to\nretrench and of the reasons for the proposed retrenchment; and\u003C\u002Fp>\n\n\u003Cp>(c) send a copy of the notice to the Retrenchment Board.\u003C\u002Fp>\n\n\u003Cp>(2) A works council or employment council to which notice has been given in\nterms of subsection (1) shall forthwith attempt to secure agreement between the\nemployer and employees concerned or their representatives as to whether or not\nthe employees should be\u003C\u002Fp>\n\n\u003Cp>retrenched and, if they are to be retrenched, the terms and conditions on\nwhich they may be retrenched, having regard to the considerations specified in\nsubsection (10).\u003C\u002Fp>\n\n\u003Cp>(3) If, within one month after receiving notice in terms of subsection (1),\na works council or employment council secures an agreement between the employer\nand employees concerned or their representatives on the matters referred to in\nsubsection (2), the works council or employment council shall —\u003C\u002Fp>\n\n\u003Cp>(a) send the employer its written approval of the retrenchment of the\nemployees concerned in accordance with the agreement; and\u003C\u002Fp>\n\n\u003Cp>(b) send the Retrenchment Board a copy of the approval.\u003C\u002Fp>\n\n\u003Cp>(4) If, within one month after receiving notice in terms of subsection (1),\na works council or employement council has failed to secure an agreement\nbetween the employer and the employees concerned or their representatives on\nthe matters referred to in subsection (2), it shall refer the matter to the\nRetrenchment Board by sending the Board written notice of the disagreement,\ntogether with copies of all documents which the employer and employees\nconcerned may have Submitted to the works council or employment council and\ncopies of the minutes of any proceedings and deliberations.\u003C\u002Fp>\n\n\u003Cp>(5) No employer shall retrench any employee without affording the employee\nnotice of termination to which the employee is entitled.\u003C\u002Fp>\n\n\u003Cp>(6) The Retrenchment Board shall consider any matter referred to it in terms\nof subsection (l)(a)(iii), or subsection (4), and, having regard to the factors\nreferred to therein, shall, within two weeks of the matter being referred to\nit, recommend to the Minister, in writing, whether or not the proposed\nretrenchment\u003C\u002Fp>\n\n\u003Cp>should be permitted and, if so, the terms and conditions upon which it\nshould be effected.\u003C\u002Fp>\n\n\u003Cp>(7) For the purpose of formulating recommendations in terms of subsection\n(6), the Retrenchment Board may in its discretion\u003C\u002Fp>\n\n\u003Cp>invite and receive representations, whether oral or written, from any\ninterested parties.\u003C\u002Fp>\n\n\u003Cp>(8) If the Retrenchment Board fails to make a recommendation within the\nperiod specified in subsection (6), the Minister shall require the Board to\nforward to him\u002Fher all documents in the matter and shall, within two weeks,\ngive his\u002Fher decision in the matter in terms of subsection (9) as if the Board\nhad made a recommendation in terms of subsection (6).\u003C\u002Fp>\n\n\u003Cp>(9)The Minister shall consider without delay any recommendation submitted to\nhim\u002Fher by the Retrenchment Board and, having regard to the factors referred to\nin subsection (10), shall —\u003C\u002Fp>\n\n\u003Cp>(a) approve the proposed retrenchment, subject to such terms and conditions\nas he\u002Fshe may consider necessary or desirable to impose; or\u003C\u002Fp>\n\n\u003Cp>(b) refuse to approve the proposed retrenchment;\u003C\u002Fp>\n\n\u003Cp>and shall cause the Retrenchment Board, the works council or employment\ncouncil, as the case may be, to notify the employer and employees concerned, in\nwriting, of the decision in the matter.\u003C\u002Fp>\n\n\u003Cp>(10) In deciding whether or not to approve the retrenchment of employees in\nterms of this section, due regard shall be paid—\u003C\u002Fp>\n\n\u003Cp>(a)to the following general considerations —\u003C\u002Fp>\n\n\u003Cp>(i)that the retrenchment of employees should be avoided so far as possible,\nwhere this can be done without prejudicing the efficient operation of the\nundertaking in which the employees concerned are employed;\u003C\u002Fp>\n\n\u003Cp>(ii)that the consequences of retrenchment to employees should be mitigated\nso far as possible;\u003C\u002Fp>\n\n\u003Cp>(b) to the following considerations in particular cases—\u003C\u002Fp>\n\n\u003Cp>(i) the reasons put forward for the proposed retrenchment; and\u003C\u002Fp>\n\n\u003Cp>(ii)the effect of the proposed retrenchment upon the employees involved,\nincluding their prospects of finding alternative employment and the terminal\nbenefits to which they will become entitled.\u003C\u002Fp>\n\n\u003Ch2>Special measures to avoid retrenchment\u003C\u002Fh2>\n\n\u003Cp>8. (1) Every employer shall ensure that, at the earliest possible\nopportunity, his\u002Fher employees are kept informed of and consulted in regard to\nany major changes in production, programmes, organisation or technology that\nare likely to entail the retrenchment of any group of five or more employees in\na six-month period.\u003C\u002Fp>\n\n\u003Cp>(2) Subject to this section, before giving notice of intention to retrench\nany employees in terms of section 7, an employer\u003C\u002Fp>\n\n\u003Cp>may agree with the employees concerned, or with any workers committee, works\ncouncil which represents the employees, to have recourse to either or both of\nthe following measures for a period not exceeding twelve months—\u003C\u002Fp>\n\n\u003Cp>(a) subject to subsection (4), placing the employees on short-time work;\nor\u003C\u002Fp>\n\n\u003Cp>(b) instituting a system of shifts as provided in subsection (5).\u003C\u002Fp>\n\n\u003Cp>(7)The aggregate amount of permissible deductions that may be made from the\nremuneration of any employee in any pay interval shall not exceed twenty-five\ncentum of the employee’s gross remuneration for that interval:\u003C\u002Fp>\n\n\u003Cp>Provided that, upon termination of an employee’s service, an employer may\ndeduct from the total remuneration due to the employee an amount equal to any\nbalance which may be due to the employer in terms of paragraph (a), (c), (e) or\n(f).\u003C\u002Fp>\n\n\u003Ch2>Piece-work, task-work and work on ticket system\u003C\u002Fh2>\n\n\u003Cp>12. No employer shall give out, and no employee shall perform, work on—\u003C\u002Fp>\n\n\u003Cp>(a) a piece-work basis; or\u003C\u002Fp>\n\n\u003Cp>(b) a task-work basis; or\u003C\u002Fp>\n\n\u003Cp>(c) a ticket system.\u003C\u002Fp>\n\n\u003Ch2>Special provisions: Casual employees\u003C\u002Fh2>\n\n\u003Cp>13.(1) Subject to the provisions of this section, the provisions of this\nagreement shall not apply to casual employees.\u003C\u002Fp>\n\n\u003Cp>(2)An employer may employ a casual employee and shall pay him not less than\ndouble the amount of the hourly, daily or weekly wage for the occupation in\nwhich he\u002Fshe is employed.\u003C\u002Fp>\n\n\u003Cp>(3)A casual employee who works for his her employer for more than six weeks\nin any four successive calendar months shall be deemed to be a full-time\nemployee, and shall receive all the benefits prescribed in this\narrangement. \u003C\u002Fp>\n\n\u003Ch2>Special provisions: ice-cream vendors\u003C\u002Fh2>\n\n\u003Cp>14. (1) Subject to the provisions of this section, the provisions of these\nregulations, other than sections 10 and 15, shall apply to permanent ice cream\nvendors.\u003C\u002Fp>\n\n\u003Cp>(2) The permanent ice-cream vendors receive a monthly basic salary plus\ncommission based on the meeting of specific agreed monthly sales targets.\u003C\u002Fp>\n\n\u003Cp>(3) Overtime shall not apply to permanent ice-crcam vendors.\u003C\u002Fp>\n\n\u003Ch2>Subsistence allowances\u003C\u002Fh2>\n\n\u003Cp>15.An employee who is required to work so far from his\u002Fshe usual place of\nwork as to necessitate his sleeping away from home shall be conveyed to and\nfrom such place at the employer’s expense and shall be paid in addition to\nhis\u002Fher wage, for the time during which he\u002Fshe is away from home —\u003C\u002Fp>\n\n\u003Cp>(a)all necessary proved travelling and subsistence expenses; or\u003C\u002Fp>\n\n\u003Cp>(b)a minimum of twenty per centum of the monthly minimum wage in the\nagreement per day unproved expenses.\u003C\u002Fp>\n\n\u003Ch2>Vacation leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>16. (1) In this section “qualifying service\" in relation to vacation leave\naccrued by an employee, means any period of employment following the completion\nof the employee’s first year of employment with an employer.\u003C\u002Fp>\n\n\u003Cp>(2) Employees shall accumulate vacation leave at the rate of 1.92 days per\nmonth or twenty-three working days annum excluding weekends and public\nholidays.\u003C\u002Fp>\n\n\u003Cp>(3) An employee in his\u002Fher first year of employment shall accumulate normal\nvacation leave, but shall not proceed on such leave during that first year,\nexcept with the direct consent of the employer.\u003C\u002Fp>\n\n\u003Cp>(4) An employee shall be entitled to proceed on vacation leave within four\nweeks of his\u002Fher application, therefore—\u003C\u002Fp>\n\n\u003Cp>(i) where undue hardship would be caused on the\u003C\u002Fp>\n\n\u003Cp>employer, the employee shall be entitled to , proceed on vacation leave\nwithin six weeks of his application therefore;\u003C\u002Fp>\n\n\u003Cp>(ii) where an establishment observes an annual shut- down, employees may be\nrequired to take their vacation leave during the shut-down;\u003C\u002Fp>\n\n\u003Cp>an employee engaged in work within a seasonal peak may be required to take\nhis\u002Fher vacation leave during the off-peak season.\u003C\u002Fp>\n\n\u003Cp>(5) An employee shall be required to take a minimum of ten working days’\nvacation leave within each twelve-month period, but the balance may be\naccumulated, up to a maximum of sixty-nine working days with the consent of the\nemployer excluding weekends and public holidays.\u003C\u002Fp>\n\n\u003Cp>(6) An employee proceeding on vacation leave shall, at his\u002Fher request and\nwith the employer’s consent, receive his\u002Fher current wage for the period of\nsuch leave prior to his her going on leave.\u003C\u002Fp>\n\n\u003Cp>(7) Subject to the provisions of subsection (5), an employee who has\naccumulated vacation leave may, with the consent of the employer, elect to be\npaid his\u002Fher wage for not more than half of any vacation leave, in addition to\nhis\u002Fher current wage, in place of proceeding on such leave:\u003C\u002Fp>\n\n\u003Cp>Provided that, at the time of such payment, the employee shall proceed on\nvacation leave for a period at least equal to the period of vacation leave for\nwhich the payment was made-.\u003C\u002Fp>\n\n\u003Cp>(8) Every employee whose employment is terminated, by himself\u002Fherself or by\nthe employer, for any reason whatsoever, shall be entitled to be paid the cash\nequivalent of any accumulated leave.\u003C\u002Fp>\n\n\u003Cp>(9) Any period of leave taken by an employee in terms of this section, or\nany additional leave granted by the employer whether paid or not, or any\nsick-leave taken in terms of section 20 shall not be counted for the purpose of\ncalculating further leave.\u003C\u002Fp>\n\n\u003Cp>(10) When an establishment observes a holiday or an industrial holiday,\nother than an annual shut-down, the holiday or the industrial holiday shall not\nbe offset against the accumulation of vacation leave of an employee.\u003C\u002Fp>\n\n\u003Cp>(11) An employee who becomes ill or is injured during a period of vacation\nleave may cancel his\u002Fher vacation leave and apply for sick leave:\u003C\u002Fp>\n\n\u003Cp>Provided that the employee returns to work with a medical certificate, so\nthat his\u002Fher leave status can be altered.\u003C\u002Fp>\n\n\u003Cp>(12)Where an employee has no vacation leave accrued, he\u002Fshe may be granted\nvacation leave without pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Special leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>17. Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee —\u003C\u002Fp>\n\n\u003Cp>(a) who is required to be absent from duty on the instructions 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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>(c) who is required to attend as a delegate or office-bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) who is detained for questioning by the police; on the death of a spouse,\nparent, child or legal dependant; on any justifiable compassionate ground.\u003C\u002Fp>\n\n\u003Ch2>Maternity leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>18.(1) Unless more favourable conditions have otherwise been provided for in\nemployment contract or in any enactment, maternity leave shall be granted in\nterms of this section for a period of ninety-eight consecutive days on full pay\nto a female employee who has served for at least one year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2) On production of a certificate signed by a registered medical\npractitioner or State registered nurse certifying that she is pregnant, a\nfemale employee may proceed on maternity leave not earlier than the forty-fifth\nday and not later than the twenty-first day prior to the expected date of\ndelivery.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) A female employee shall be entitled to be granted a maximum of three\nperiods of maternity leave with respect to her total service to any one\nemployer during which she shall be paid her full salary:\u003C\u002Fp>\n\n\u003Cp>Provided that paid maternity leave shall be granted only once during any\nperiod of twenty-four months calculated from the day any previous maternity\nleave was granted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(4) Any maternity leave requested in excess of limits prescribed in this\nsection may be granted as unpaid maternity \u003C\u002Fp>\n\n\u003Cp>(5) Unless the employer grant sick leave for medical reasons other than\nmaternity, sick leave may not be granted once paid maternity leave has begun or\nduring a period of unpaid maternity leave\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(6) During the period when a female employee is on maternity leave in\naccordance with this section, her normal benefits and entitlements, including\nher rights to seniority or advancement and the accumulation of pension rights,\nshall continue uninterrupted have be broken terms of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(7) A female employee who is the mother of a suckling child shall, during\neach working day, be granted at her request, at least one hour or two half hour\nperiods, as she may choose during normal working hours for the purpose of\nnursing her child, and such employee may combine the portion or portions of\ntime to which she is so entitled with any other normal breaks so as to\nconstitute longer periods that she may find necessary or convenient for the\npurpose of nursing her child.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(8) Any person who contavenes this section shall be guilty of unfair labour\npractice\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>(9) Notwithstanding subsections (7) and (8), the grant of breaks during\nnormal working time to a female employee for the purpose of nursing her child\nshall be made in accordance with all exigencies of her employment and nothing\ndone to prevent any\u003C\u002Fp>\n\n\u003Cp>disruption of normal production processes or any interference with the\nefficient running of an undertaking or industry shall be held to be in\ncontravention of subsection (7).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-maternity_nursing_breaks_length\">\u003Cp>(10) A female employee shall be entitled to the benefits under subsection\n(7) for the period during which she actually nurses her child or six months,\nwhichever is the lesser.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Industrial holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>19.(1) All holidays declared in terms of the Public Holidays and Prohibition\nof Business Act [Chapter 10:2.1], as public holidays shall be industrial\nholidays.\u003C\u002Fp>\n\n\u003Cp>(2) Subject to subsection (3); every employee shall be granted leave of\nabsence on industrial holiday and shall be paid his\u002Fher current remuneration\nfor that day on which he\u002Fshc would have otherwise have been required to\nwork.\u003C\u002Fp>\n\n\u003Cp>(3) An employer may require an employee to work on any industrial holiday,\nin which case he\u002Fshe shall be paid in terms of section 10 in respect of time\nworked, in addition to the payment proscribed in section 4.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Benefits during sickness\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>20.(1) For the purpose of this section, Saturday shall be a working day\u003C\u002Fp>\n\n\u003Cp>(2) In any employment contract or in any enactment, sick leave shall be\ngranted in terms of this section to an employee who is prevented from attending\nhis\u002Fher duties because he\u002Fshe is ill or injured or undergoes medical treatment\nwhich was not occasioned by his her failure to take reasonable precautions.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(3)If an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, the employer shall grant to the employee such facilities\nas may be necessary to enable such employee to be examined by a medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>(4) Upon being medically examined, an employee shall obtain a medical\ncertificate stating \u003C\u002Fp>\n\n\u003Cp>(a) whether or not he\u002Fshe is fit for work; and\u003C\u002Fp>\n\n\u003Cp>(b) if he\u002Fshe is not fit for work, the period for which he is likely to be\nunfit for work, and shall produce such certificate upon his\u002Fher return, to\nwork.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(5) If an employee has obtained from a medical practitioner a certificate to\nthe effect that he she is unfit for work for the period stated by the medical\npractitioner in any one year, the following provisions shall apply —\u003C\u002Fp>\n\n\u003Cp>(6) (a) during any one-year period of service of an employer shall at the\nrequest of the employee supported by a certificate signed by a registered\nmedical practitioner grant up to 90 days sick leave with full pay. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(b) if, during any one-year period of service of an employee, the employee\nhas used up the maximum period of sick leave, on full pay, an employer shall,\nat the request of the employee supported by a certificate signed by a\nregistered medical practitioner, grant a further period of up to ninety days'\nsick leave on half pay where, in the opinion of the registered medical\npractitioner signing the certificate, it is probable that the employee will be\nable to resume duty after such further period of sick leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(c) if, during any one year period of .service, the period, or aggregate\nperiods of sick leave exceeded:-\u003C\u002Fp>\n\n\u003Cp>(i) ninety days’ sick leave on full pay;\u003C\u002Fp>\n\n\u003Cp>(ii) subject to subsection (b), one hundred and eighty days’ sick leave on\nfull and half pay; \u003C\u002Fp>\n\n\u003Cp>the employer may terminate the employment of the employee concerned.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(7) An employee shall, not be entitled to the benefits of this section if\nhis\u002Fher sickness was self-induced or his injury was self-inflicted.\u003C\u002Fp>\n\n\u003Cp>(8) Where no medical practitioner is available, a certificate issued by a\nState registered nurse or other suitable qualified person shall be accepted in\nplace of a medical certificate:\u003C\u002Fp>\n\n\u003Cp>(9) An employee who so wishes may accrued vacation leave instead of sick\nleave on half pay or without pay.\u003C\u002Fp>\n\n\u003Cp>(10) The provisions of subsections (4) to (8) shall not apply to any\nemployee whose sickness or accident is covered by the provisions of the NSSA,\nAccident Prevention and Workers Compensation Scheme Notice, 1990 (SI 68\u002F1990),\nor any other enactment relating to compensation.\u003C\u002Fp>\n\n\u003Ch2>Contract and notice\u003C\u002Fh2>\n\n\u003Cp>21) (10 Every person who is employed by or working for any other person and\nreceiving or entitled to receive any remuneration in respect of such employment\nor work shall be deemed to be under a contract of employment with that other\nperson, whether such contract is reduced to writing or not.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>(2) An employer shall, upon engagement of an employee, inform the employee,\nin writing, of the following particulars:-\u003C\u002Fp>\n\n\u003Cp>(a) the name and address of the employer;\u003C\u002Fp>\n\n\u003Cp>(b) the period of time, if limited, for which the employee is engaged;\u003C\u002Fp>\n\n\u003Cp>(c) the terms of probation, if any;\u003C\u002Fp>\n\n\u003Cp>(d) the terms of the employment code; particulars of the employee’s\nremuneration, its maimer of calculation and the intervals at which it will be\npaid;\u003C\u002Fp>\n\n\u003Cp>(e) particulars of the employee’s remuneration, its manner of calculation\nand the intervals at which it will be paid;\u003C\u002Fp>\n\n\u003Cp>(f) particulars of the benefits receivable in the event of sickness or\npregnancy;\u003C\u002Fp>\n\n\u003Cp>(g) the hours of work;\u003C\u002Fp>\n\n\u003Cp>(h) particulars of any bonus or incentive production scheme;\u003C\u002Fp>\n\n\u003Cp>(i) particulars of vacation leave and vacation pay;\u003C\u002Fp>\n\n\u003Cp>(j) particulars of any other benefits provided under the contract of\nemployment.\u003C\u002Fp>\n\n\u003Cp>(3) A contract of employment that does not specify its duration or date of\ntermination, other than a contract for casual work or seasonal work or for the\nperformance of some specific service, shall be deemed to be a contract without\nlimit of time:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that a casual worker shall be deemed to have become an employee on\na contract of employment without limit of time on the day that his\u002Fher period\nof engagement with a particular employer exceeds a total of six weeks in any\nfour consecutive months.\u003C\u002Fp>\n\n\u003Cp>(4) Except where a longer period of notice has been provided for under a\ncontract of employment or in any relevant enactment, and subject to subsections\n(5), (6) and (7), notice of termination of the contract of employment to be\ngiven by either party shall be —\u003C\u002Fp>\n\n\u003Cp>(a) three months in the case of a contract without limit of time or a\ncontract for a period exceeding two years;\u003C\u002Fp>\n\n\u003Cp>(b) two months in the case of a contract for a period exceeding one year but\nless than two years;\u003C\u002Fp>\n\n\u003Cp>(c) one month in the case of a contract for a period exceeding six months\nbut less than one year;\u003C\u002Fp>\n\n\u003Cp>(d) two weeks in the case of a contract for a period of six months or less\nor in the case of casual work or seasonal work;\u003C\u002Fp>\n\n\u003Cp>(e)one day in the case of a contract for a period less than three months or\nin the case of casual or seasonal work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(5) A contract of employment may provide in writing for a single,\nnon-renewable probationary period of not more than—\u003C\u002Fp>\n\n\u003Cp>(a) one day in the case of' casual work or seasonal work; or\u003C\u002Fp>\n\n\u003Cp>(b) three months in any other case; during which notice of termination of\nthe contract to be given by cither party may be one week in the case of casual\nwork or seasonal work or two weeks in any other case.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6) Whenever an employee has been provided with accommodation directly or\nindirectly by his she employer, the employee shall not be required to vacate\nthe accommodation before the expiry of a period of one month after the period\nof notice specified in terms of subsections (4) and (5).\u003C\u002Fp>\n\n\u003Cp>(7) Notwithstanding subsection (4) or (5), the parties to any contract of\nemployment may, by mutual agreement, waive the right to notice;\u003C\u002Fp>\n\n\u003Cp>Provided that where the termination is at the initiative of the employer,\nthe employee shall have a right to payment for a period corresponding to the\nappropriate period of notice required in terms of subsection (4) or (5).\u003C\u002Fp>\n\n\u003Cp>(8) An employee who has given or received notice to terminate employment\nshall not be required or permitted to take vacation leave during the currency\nof the period of such notice, except by mutual agreement, in writing.\u003C\u002Fp>\n\n\u003Ch2>Dismissal\u003C\u002Fh2>\n\n\u003Cp>22 (1) Every employee has the right not to be unfairly dismissed.\u003C\u002Fp>\n\n\u003Cp>(2)An employee is unfairly dismissed —\u003C\u002Fp>\n\n\u003Cp>(a) if, subject to subsection (3), the employer fails to show that he she\ndismissed the employee in terms of an employment code; or\u003C\u002Fp>\n\n\u003Cp>(b) if, in the absence of an employment code, the employer fails to show\nthat, when dismissing the employee, he\u002Fshe had good cause to believe that the\nemployee\u003C\u002Fp>\n\n\u003Cp>was guilty of— \u003C\u002Fp>\n\n\u003Cp>(i) any act conduct or omission inconsistent with the fulfilment of the\nexpress or implied conditions of his contract .\u003C\u002Fp>\n\n\u003Cp>(ii) wilful disobedience to a lawful order given by the employer's \u003C\u002Fp>\n\n\u003Cp>(iii) wilful and unlawful destruction of employer's property\u003C\u002Fp>\n\n\u003Cp>(iv) theft or fraud;\u003C\u002Fp>\n\n\u003Cp>(v) absence from work for a period of five or more working days without\nleave for no reasonable cause;\u003C\u002Fp>\n\n\u003Cp>(vi) habitual and substantial neglect of his\u002F her duties;\u003C\u002Fp>\n\n\u003Cp>(vii) gross incompetence or inefficiency in the performance of his her\nwork:\u003C\u002Fp>\n\n\u003Cp>(viii) gross incompetence in the performance of his\u002Fher duties.\u003C\u002Fp>\n\n\u003Cp>ix) lack of skill which the employee expressly or impliedly held himself or\nherself to possess.\u003C\u002Fp>\n\n\u003Cp>(3) An employee is deemed to be unfairly dismissed:-\u003C\u002Fp>\n\n\u003Cp>(a) if the employer terminated the contract of employment with or without\nnotice because the employer deliberately made continued employment intolerable\nfor the employee;\u003C\u002Fp>\n\n\u003Cp>(b) if, on termination of an employment contract of fixed duration, the\nemployee —\u003C\u002Fp>\n\n\u003Cp>(i) had a legitimate expectation of being re-engaged; and\u003C\u002Fp>\n\n\u003Cp>(ii) another person was engaged instead of the employee.\u003C\u002Fp>\n\n\u003Cp>(4) In any proceedings before a Labour Officer. Designated Agent or the\nLabour Court where the fairness of the dismissal of an employee is in issue,\nthe adjudicating authority shall, in addition to considering the nature or\ngravity of any misconduct on the part of the dismissed employee, consider\nwhether any mitigation of the misconduct avails to an-extent that would have\njustified action other than dismissal, including the length of the\nemployee’s  service, the employee’s previous disciplinary record, the\nnature of employment and any special circumstances of the employee.\u003C\u002Fp>\n\n\u003Ch2>Continuous service\u003C\u002Fh2>\n\n\u003Cp>23. (1) Continuous service shall be deemed to be broken only by the death,\nresignation, retirement, retrenchment or discharge of the employee\nconcerned:\u003C\u002Fp>\n\n\u003Cp>Provided that the employee who resigned, is discharged and re-engaged by the\nsame employer within two months of such discharge or resignation shall be\ndeemed not to have broken his\u002Fher continuous service.\u003C\u002Fp>\n\n\u003Cp>(2) A period of absence without the permission of the employer, or a period\nof absence between discharge and re-engagement of less than two months, shall\nnot be taken into consideration in calculating any benefits in terms of section\n4, 19, 21 and 26.\u003C\u002Fp>\n\n\u003Cp>(3) If, upon change of ownership of an establishment, an employee enters the\nservice of the new owner, or continues his\u002Fher employment in the establishment,\nhis\u002Fher service with the previous owner shall be reckoned as service with the\nnew owner and shall be deemed not to have been broken by such change of\nemployer. \u003C\u002Fp>\n\n\u003Ch2>Record of service\u003C\u002Fh2>\n\n\u003Cp>24.(1) An employee whose services are terminated, for any cause whatsoever,\nmay request a record of service from his employer.\u003C\u002Fp>\n\n\u003Cp>(2) The record of service supplied shall specify the period of service and\nthe occupation in which such employee was employed.\u003C\u002Fp>\n\n\u003Ch2>Protective clothing\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>25(1) Every employer shall supply, free of charge, protective clothing in\nthe form of overall, worksuit, safety shoes, or other suitable protective\nclothing to every employee who, in the course of his\u002Fher duties, is habitually\nexposed to inclement weather, or such protective clothing as is reasonably\nrequired for the operation or\u003C\u002Fp>\n\n\u003Cp>occupation in which the employee is engaged.\u003C\u002Fp>\n\n\u003Cp>(2) Protective clothing supplied to an employee shall remain the property of\nthe employer if he\u002Fshe is responsible for mending, washing and other wise\nmaintaining such clothing.\u003C\u002Fp>\n\n\u003Cp>(3) Protective clothing supplied to an employee shall become his\u002Fher\nproperty after three months, if he is responsible for mending, washing and\notherwise maintaining such clothing:\u003C\u002Fp>\n\n\u003Cp>Provided that emblem and insignia provided by the employer to be worn on\nsuch clothing shall remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>(4) An employee who fails to return clothing supplied in terms of\nsubsections (2) and (3) shall be liable for the cost of replacement, and the\nemployer may recover such any moneys due to the employee.\u003C\u002Fp>\n\n\u003Cp>(5) An employer who recovers the cost of replacement of clothing from an\nemployee in terms of subsection (4) shall make due allowance for fair wear and\ntear in the assessment of such cost.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Gratuities on termination\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>26(1) An employee who has completed one or more years of continuous service\nshall, on termination of such employment, irrespective of the circumstances of\nsuch termination, be paid a gratuity of not less than the amount derived by\nmultiplying the appropriate percentage of his\u002Fher current monthly wage on\ntermination of employment by the number of completed years of continuous\nservice, as set out in the Third Schedule.\u003C\u002Fp>\n\n\u003Cp>(2) If an employee who has completed one year or more of continuous service\ndies before receiving a gratuity in terms of subsection (1), there shall be\npaid to his estate the sum which the employee would have received if his\u002Fher\ncontract of employment had terminated on the day of his\u002Fher death\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(2)Notwithstanding the provisions of subsections (1) and (2), no gratuity\nshall be payable to, or to the estate of, an employee under this section if the\nemployer has made provision for the employee by means of a pension or gratuity\nscheme, registered as a fund in terms of the Pensions and Provident Funds Act,\nas amended from time to time, which provides benefits which are not less\nfavourable than those prescribed in this section.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3) Where the pension is less than the gratuity, the employer shall pay the\npension plus the difference between the pension and the gratuity.\u003C\u002Fp>\n\n\u003Ch2>Copy of agreement and notice\u003C\u002Fh2>\n\n\u003Cp>27.(1) Every employer shall exhibit a copy of this agreement and all\namendments thereto in a place easily accessible to every employee. In addition\nhe-she shall provide such copies to employee representatives.\u003C\u002Fp>\n\n\u003Cp>(2) Every employer shall exhibit a notice, in the form set out in the Third\nSchedule, showing the number of ordinary working hours per week and normal\ndaily times of starting and times of finishing work in his her establishment\nfor each grade group of employees.\u003C\u002Fp>\n\n\u003Cp>(3) No person shall, without lawful excuse, cause, alter, remove or cause to\nbe altered, defaced or removed, a copy of the regulations save on the\ninstructions of the employer when carrying out his\u002Fher responsibilities under\nsubsection (1) or (2).\u003C\u002Fp>\n\n\u003Ch2>Registration andlevies\u003C\u002Fh2>\n\n\u003Cp>28.(1) Every employer in the sector, at the lime of coming to operation of\nthis agreement shall, within one month of that unless it had already been done,\nnotify the General Secretary his\u002Fher full name, postal and physical address and\na summary of activities of the undertaking.\u003C\u002Fp>\n\n\u003Cp>(2) All employers and employees engaged in the Food processing Industry\nshall, from the date of publication of this statement, pay levies to the\nCouncil and all employers shall deduct the wage or salary of each of the said\nemployees the appropriate as directed by the Council from time to time.\u003C\u002Fp>\n\n\u003Cp>(3)The levy shall be paid by the employee and employer at the prescribed\nrate per month.\u003C\u002Fp>\n\n\u003Cp>(4) Each employer shall forward the total amount of the employee and\nemployer’s levies on a monthly basis, to be received at the Council’s\noffice not later than the fifteenth day of the month following that to which\nthe levies relate.\u003C\u002Fp>\n\n\u003Cp>(5) The provisions of this section shall apply to contract employees.\u003C\u002Fp>\n\n\u003Ch2>Exemptions\u003C\u002Fh2>\n\n\u003Cp>29.(1) The Council may, in its sole discretion, and upon such terms and\nconditions as it may determine, grant exemptions, in writing, from any of the\nprovisions of this agreement to any employer or employee.\u003C\u002Fp>\n\n\u003Cp>(2) Applications for exemption in terms of sub-section (i) shall be made, in\nwriting, to the Council, giving reasons thereof.\u003C\u002Fp>\n\n\u003Cp>(3) Any such exemption granted may be withdrawn by the Council, at any time,\nat its sole discretion.\u003C\u002Fp>\n\n\u003Ch2>Administration\u003C\u002Fh2>\n\n\u003Cp>30.The Council shall be the body responsible for the administration of this\nagreement, and may issue expressions of opinion not inconsistent with its\nprovision for employer and employees.\u003C\u002Fp>\n\n\u003Ch2>Binding nature of collective bargaining agreement\u003C\u002Fh2>\n\n\u003Cp>31.For the benefit of all employers and employees covered under and on whom\nthis agreement is binding, section 82(3) of the Labour Act [Chapter 28:01]\nprovides that any person who fails to comply with the provisions of a\ncollective bargaining agreement which is binding upon him\u002Fher shall, without\nderogation from any other remedies that may be available against him\u002Fher for\nits 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\u003Ch2>Declaration\u003C\u002Fh2>\n\n\u003Cp>32.The trade union and employers’ organisation, having arrived at the\nagreement set forth herein, the undersigned hereby declare that the foregoing\nis the agreement arrived at, and affix their signatures hereto.\u003C\u002Fp>\n\n\u003Cp>Signed at Harare, on behalf of the employees and the employers\u003C\u002Fp>\n\n\u003Cp>on this 19th day of August 2011.\u003C\u002Fp>\n\n\u003Cp>KENNETH MACHEKANO NHONGO,\u003C\u002Fp>\n\n\u003Cp>Chairman of National Employment Council.\u003C\u002Fp>\n\n\u003Cp>FUNGAI JENA,\u003C\u002Fp>\n\n\u003Cp>General Secretary of National Employment Council.\u003C\u002Fp>\n\n\u003Cp>GRACE CHINAMORA,\u003C\u002Fp>\n\n\u003Cp>Food Processing Employers Association.\u003C\u002Fp>\n\n\u003Cp>JULIANA MHLANGA, \u003C\u002Fp>\n\n\u003Cp>Food Processing Employers Association.\u003C\u002Fp>\n\n\u003Cp>PILATE MUSHANYUKI,\u003C\u002Fp>\n\n\u003Cp>Food Processing Workers Union.\u003C\u002Fp>\n\n\u003Cp>JOSEPH KUMBIRAI KUNASHE,\u003C\u002Fp>\n\n\u003Cp>Food Processing Workers Union.\u003C\u002Fp>\n\n\u003Cp>*************************************\u003C\u002Fp>\n\n\u003Cp>FIRST SCHEDULE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>JOB TITLES AND POSITION DESCRIPTIONS\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>JOB TITLE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>POSITION DESCRIPTION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General Worker\u003C\u002Ftd>\n      \u003Ctd>An employee who is engaged in any general labouring duty that is\n        under constant supervision.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Gardener\u003C\u002Ftd>\n      \u003Ctd>An employee engaged to undertake gardening duties around an\n        establishment. May cut grass, trim edges, trim bushes and generally\n        keep the area neat and tidy.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cleaner\u003C\u002Ftd>\n      \u003Ctd>Carries out office cleaning duties either during or after normal\n        office hours by dusting, using mechanical cleaners, detergents and\n        other chemical supplies.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Laundry Room\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Undertakes manual work in the company laundry by in the other\n        laundry staff in washing, cleaning, drying and ironing protective\n        clothing and overalls.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Attendant Scale \u003C\u002Ftd>\n      \u003Ctd>Undertakes the weighing of raw materials using a scale in order to\n        ensure that the weights required for a production process are in the\n        correct proportions.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Boiler Stoker\u003C\u002Ftd>\n      \u003Ctd>Moves of coal or coke from a storage area and feeds the boiler either\n        directly or through the medium of hoppers.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Pallet Machine Operative.\u003C\u002Ftd>\n      \u003Ctd>Using a hydraulic hand lifting device, moves pallets on the\n        production floor to where the finished goods or raw materials are\n        required.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Forklift Driver \u003C\u002Ftd>\n      \u003Ctd>Loads, lifts and moves articles on pallets or single loads within\n        company premises.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tractor Driver\u003C\u002Ftd>\n      \u003Ctd>Drives a tractor inside the company premises moving various loads in\n        and out of the production area.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operators Class 1\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Operates, under strict supervision, a variety of simple food\n        production machines for the processing, packing and movement of\n        beverages, food and food by-products by- undertaking simple repetitive\n        duties and tasks.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Motor cycle Scooter Messenger \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Delivers correspondence, parcels, goods etc., to customers, other\n        organisations and institutions. Has the use of a scooter motor cycle\n        and is usually required to obtain receipts for articles delivered. May\n        be required to deposit money and cheques at a bank and may have some\n        discretion on the sequence of calls made.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Copy Typist\u003C\u002Ftd>\n      \u003Ctd>Performs straight forward copy typing or typing of routine documents\n        from hand written drafts of existing documents.\n\n        \u003Cp>May perform clerical work of a related nature.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Telephone switchboard attendant\u003C\u002Ftd>\n      \u003Ctd>Operates a telephone switchboard by receiving incoming calls and\n        transferring the calls to the extensions required.\n\n        \u003Cp>Books long distance calls and records same. May place personal calls\n        for staff but records the calls and indicates T.D.C. for future\n        charges.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cook\u003C\u002Ftd>\n      \u003Ctd>Under supervision, prepares and cooks food for staff.\n\n        \u003Cp>Prepares simple meals. Is not required to order supplies.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Copy Typist\u003C\u002Ftd>\n      \u003Ctd>Performs routine typing of various documents or schedules, from hand\n        written copy, has discretion as regarding layout Typing duties could be\n        supplemented with routine clerical \u002Fadministration duties.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerks Class 1\u003C\u002Ftd>\n      \u003Ctd>Undertake simple clerical duties which include the filing, receiving\n        correspondence, invoices, despatch notes, returned goods slips and\n        recording information or data onto official records and keeps records\n        safe and secure. Works under strict supervision.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Merchandiser\u003C\u002Ftd>\n      \u003Ctd>Merchandises company products of the company to members of the public\n        by ensuring shelf space in various stores and supermarkets is\n        available. Ensuring the company product is displayed to best\n      advantage.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Demonstrator\u003C\u002Ftd>\n      \u003Ctd>Demonstrates the company products in a variety of different ways and\n        locations to members of the public so as to gain increased awareness of\n        products as a marketing strategy which will result in increased sales\n        and market penetration\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Security Guard\u003C\u002Ftd>\n      \u003Ctd>Guards the company premises on a 24 hour basis. Mans entry and exit\n        points and ensures that goods coming into and leaving the organisation\n        are properly documented. Searches vehicles, employees and members of\n        the public, when necessary.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Batch preparer\u003C\u002Ftd>\n      \u003Ctd>Prepares batches of raw materials as per the product requirement for\n        a particular recipe and also ensures that there are sufficient raw\n        materials available for the batch. Prepares batches of chemicals for\n        other production processes e.g. water treatment.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Driver Light Vehicles\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Drives company vehicles up to 2 300 kgs and to deliver finished\n        goods or products. Collects raw materials when required.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Driver\u002F Messenger \u003C\u002Ftd>\n      \u003Ctd>Drives company vehicles up to 2 300 kgs delivering packages and light\n        parcels to company clients and customers. \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Health attendant\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Assists in a company clinic when required, but supplies chemicals,\n        cleaning fluids and materials to ensure factory hygiene and provides a\n        first aid response to any illness or injury to staff.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operators Class 2\u003C\u002Ftd>\n      \u003Ctd>To set up, run, operate and lead subordinate staff, under supervision\n        a variety of automated and complex food production machines which\n        processes and packs a variety of beverage, food and food\n      by-products.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerk Class 2\u003C\u002Ftd>\n      \u003Ctd>To undertake clerical and accounting duties such as recording\n        information, data, accounting details, finished products etc., and\n        other clerical requirements and to keep such records safe and secure.\n        Must be able to carry out the duties of Clerks in Class 1.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Handyman\n\n        \u003Cp>Plumber\u003C\u002Fp>\n\n        \u003Cp>Builder\u003C\u002Fp>\n\n        \u003Cp>Carpenter\u003C\u002Fp>\n\n        \u003Cp>Painter\u003C\u002Fp>\n\n        \u003Cp>Mechanical\u003C\u002Fp>\n\n        \u003Cp>Electrical\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Is a skilled worker Class 2 or 3 and is able to work with minimum\n        supervision carrying out duties such as building walls, plastering\n        walIs, painting, putting up door frames, windows, replacing glass or\n        undertaking minor repairs to organisational premises or equipment.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mechanical\u002FElectrical head\n      \u003C\u002Ftd>\n      \u003Ctd>To assist journeymen with minor repairs and services as required.\n        Able to carry out skilled worker class 2 or 3 types duties under\n        supervision.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Van salesman\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>To drive company vehicle up to 2300 kgs to various destinations\n        selling company products either as pre-ordered goods or cold calling on\n        customers on pre-determined routes in the rural areas.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Leading head (Team leader)\u003C\u002Ftd>\n      \u003Ctd>Assisting supervisors in leading a specific work team in ensuring\n        that the day to day operations either in production or maintenance by\n        allocating work and supervising the end results.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Labouratory Assistant\u003C\u002Ftd>\n      \u003Ctd>Assists with the examination of raw materials or finished product to\n        ensure that they conform to the laid down hygiene and product\n        specifications.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Line Inspector\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>To examine products being produced on a particular production line\n        to ensure that they conform to hygiene standards laid down and to\n        report immediately any out of standard product.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Receptionist \u002FTypist\u003C\u002Ftd>\n      \u003Ctd>Operates telephone switchboard by handling incoming and outgoing\n        calls. Takes messages. Receives visitors, determines their needs and\n        directs them accordingly.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerks Class 3\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>To undertake clerical, accounting and auditing duties at a senior\n        level by recording information and data onto official records and\n        reconciling various clerical elements such as accounts, bank\n        statements, kardex or stores documents and carrying out other clerical\n        duties as dictated.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Operators Class 3\u003C\u002Ftd>\n      \u003Ctd>To set up, run, operate and lead associate staff, under supervision,\n        a variety of automated and complex production machinery. To check that\n        production produced is against set targets and within the quality\n        specifications laid down. Maintains machines in a hygienic and\n        serviceable condition and reports immediately any malfunctions or\n        product out of specification.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Salaries and Pensions Officer\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Calculates wages and salaries due from records and makes\n        appropriate deductions for medical aid, pension, income lax etc.\n        Records relevant details- on salary\u002Fpay slips. Balances and reconciles\n        pay roll. Submits statutory returns to the various government\n        authorities.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Chef\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Orders, prepares and serves a variety of meals, both western and\n        traditional, in both works and staff canteens and supervises\n        subordinate staff in the cleaning, preparation and serving of meals.\n        Reconciles any cash sales. Prepares special requirements such at Board\n        lunches or customer entertainment as required.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Heavy vehicle driver\u003C\u002Ftd>\n      \u003Ctd>Drives articulated, semi-articulated, rigid vehicles in excess of 2\n        300 Kgs to various destinations to deliver or collect finished goods or\n        raw materials for one organisations. Will supervise subordinate staff\n        with the loading and unloading of the goods.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Quality Inspector\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Analyses and reports on all products and goods coming into or\n        going out of the organisation to ensure that they conform to the\n        standards and set quality as laid down..\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cashier\u003C\u002Ftd>\n      \u003Ctd>Receives, accounts, receipts, banks and reconciles all cash and\n        cheques received into the organisation and records the\n\n        \u003Cp>receipts and allocates the various amounts and customer codes to\n        receipts so that payments can be traced.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerk Class 4 \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Undertakes clerical, accounting, costing, credit, sales, debtors,\n        purchasing and a variety of other senior clerical duties without\n        supervision. Reports to a Supervisor. Is considered to be at a senior\n        level.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Bookkeeper\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Maintains the records of a firm's financial transactions up to\n        trial balance e.g. accounts receivable of accounts payable. Reports any\n        discrepancies and carries out reconciliations. \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Warehouse Supervisor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Supervises and monitors staff, slocks, security, shelf space and\n        housekeeping duties in a warehouse. Records or ensures that all\n        movements of stock are recorded and reconciled on a monthly basis.\n        Undertakes stock takes as required.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Finished Goods Supervisor\u003C\u002Ftd>\n      \u003Ctd>Supervises and monitors staff, finished goods stocks, security, shelf\n        space and housekeeping duties in a finished goods warehouse. Issues or\n        causes to be issued Finished Goods Stocks against sales or other\n        requisitions. Records or ensures that all movements of stock are\n        recorded and reconciled on a monthly basis. Undertakes stock takes as\n        required.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Depot Supervisor \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Ensures that all the depot systems are carried out efficiently.\n        Supervises the depot staff to ensure that there are sufficient stocks\n        available for delivery. Makes out requisitions for the replacement of\n        stock and issues stock to either delivery vehicles or to salesman as\n        required.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Stock Controller\u003C\u002Ftd>\n      \u003Ctd>Supervises and monitors staff, finished goods stocks, security, shelf\n        space and housekeeping duties in a finished goods warehouse. Issues or\n        causes to be issued Finished Goods Stocks against sales or other\n        requisitions. Records or ensures that all movements of stock are\n        recorded and reconciled on a monthly basis. Undertakes stock takes as\n        required.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Secretary.\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Undertake Secretarial duties for a variety of staff in a\n        department by typing minutes, memoranda, letters contracts or other\n        materials as required. May attend meetings and records such and\n        transcribes same. Organises meetings, at travel and hotel arrangements\n        for staff. Receives visitors and telephone calls. Places order for\n        stationery. Undertakes filing and keeps a secure filing system-for the\n        retrieval of\u003C\u002Fp>\n\n        \u003Cp>materials as and when required.\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"maternitydiscrimination":52,"maternity_nursing_breaks_length":56,"alternatives":60,"maternity_nursing_breaks_duration":64,"protectiveclothing":68,"pregnancy":72,"nursingmothers":74,"maternityotherclause":76,"pensionfund":80,"ADMINISTRATIVE_trigger":84,"healthcareaccess":88,"longtermillness":92,"WAGES_determined":96,"hourspweek":100,"contracttrial":102,"sicknesspay":106,"JOBTYPE_descriptions":110,"paidmaternityleaveall":114,"TRADEUNLEAV_trigger":118,"SCHEDULE_trigger":122,"breastfeeding_workingtime":126,"schedulesrestpw":130,"PAIDLEAV_trigger":132,"NOCTPREM_trigger":136,"LOWWAGE_trigger":140,"MAXHOURS_trigger":144,"bankholidays1":148,"paidmaternityleavepay":152,"sicknessmaxdays":155,"paidmaternityleave":159,"contractseverancepay":161,"jobsecuritymothers":165},{"bindId":45,"name":46,"text":47},"disabilitypay","(3)If an employee, whilst at work, claim","(3)If an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, the employer shall grant to the employee such facilities\nas may be necessary to enable such employee to be examined by a medical\npractitioner.\n\n(4) Upon being medically examined, an employee shall obtain a medical\ncertificate stating \n\n(a) whether or not he\u002Fshe is fit for work; and\n\n(b) if he\u002Fshe is not fit for work, the period for which he is likely to be\nunfit for work, and shall produce such certificate upon his\u002Fher return, to\nwork.",{"bindId":49,"name":50,"text":51},"hourspday_select","5. (1) The provisions of this section sh","5. (1) The provisions of this section shall not apply to shift-workers and\nice-cream vendors.\n\n(2)- (a) the ordinary hours of work for employees, other than security\nguards, shall not exceed 45 per week:\n\nProvided that the ordinary hours of work shall not exceed nine per day.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","(6) During the period when a female empl","(6) During the period when a female employee is on maternity leave in\naccordance with this section, her normal benefits and entitlements, including\nher rights to seniority or advancement and the accumulation of pension rights,\nshall continue uninterrupted have be broken terms of this agreement.",{"bindId":57,"name":58,"text":59},"maternity_nursing_breaks_length","(10) A female employee shall be entitled","(10) A female employee shall be entitled to the benefits under subsection\n(7) for the period during which she actually nurses her child or six months,\nwhichever is the lesser.",{"bindId":61,"name":62,"text":63},"alternatives","(8)A female employee, shall hot work on ","(8)A female employee, shall hot work on night shift for the period during\nwhich she actually nurses her 'child or six months, whichever is lesser.",{"bindId":65,"name":66,"text":67},"maternity_nursing_breaks_duration","(7) A female employee who is the mother ","(7) A female employee who is the mother of a suckling child shall, during\neach working day, be granted at her request, at least one hour or two half hour\nperiods, as she may choose during normal working hours for the purpose of\nnursing her child, and such employee may combine the portion or portions of\ntime to which she is so entitled with any other normal breaks so as to\nconstitute longer periods that she may find necessary or convenient for the\npurpose of nursing her child.",{"bindId":69,"name":70,"text":71},"protectiveclothing","25(1) Every employer shall supply, free ","25(1) Every employer shall supply, free of charge, protective clothing in\nthe form of overall, worksuit, safety shoes, or other suitable protective\nclothing to every employee who, in the course of his\u002Fher duties, is habitually\nexposed to inclement weather, or such protective clothing as is reasonably\nrequired for the operation or\n\noccupation in which the employee is engaged.\n\n(2) Protective clothing supplied to an employee shall remain the property of\nthe employer if he\u002Fshe is responsible for mending, washing and other wise\nmaintaining such clothing.\n\n(3) Protective clothing supplied to an employee shall become his\u002Fher\nproperty after three months, if he is responsible for mending, washing and\notherwise maintaining such clothing:\n\nProvided that emblem and insignia provided by the employer to be worn on\nsuch clothing shall remain the property of the employer.\n\n(4) An employee who fails to return clothing supplied in terms of\nsubsections (2) and (3) shall be liable for the cost of replacement, and the\nemployer may recover such any moneys due to the employee.\n\n(5) An employer who recovers the cost of replacement of clothing from an\nemployee in terms of subsection (4) shall make due allowance for fair wear and\ntear in the assessment of such cost.",{"bindId":73,"name":62,"text":63},"pregnancy",{"bindId":75,"name":66,"text":67},"nursingmothers",{"bindId":77,"name":78,"text":79},"maternityotherclause","(4) Any maternity leave requested in exc","(4) Any maternity leave requested in excess of limits prescribed in this\nsection may be granted as unpaid maternity \n\n(5) Unless the employer grant sick leave for medical reasons other than\nmaternity, sick leave may not be granted once paid maternity leave has begun or\nduring a period of unpaid maternity leave",{"bindId":81,"name":82,"text":83},"pensionfund","(2)Notwithstanding the provisions of sub","(2)Notwithstanding the provisions of subsections (1) and (2), no gratuity\nshall be payable to, or to the estate of, an employee under this section if the\nemployer has made provision for the employee by means of a pension or gratuity\nscheme, registered as a fund in terms of the Pensions and Provident Funds Act,\nas amended from time to time, which provides benefits which are not less\nfavourable than those prescribed in this section.",{"bindId":85,"name":86,"text":87},"ADMINISTRATIVE_trigger","17. Special leave on full pay not exceed","17. Special leave on full pay not exceeding twelve days in a calendar year\nshall be granted by an employer to an employee —\n\n(a) who is required to be absent from duty on the instructions 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;",{"bindId":89,"name":90,"text":91},"healthcareaccess","(5) If an employee has obtained from a m","(5) If an employee has obtained from a medical practitioner a certificate to\nthe effect that he she is unfit for work for the period stated by the medical\npractitioner in any one year, the following provisions shall apply —\n\n(6) (a) during any one-year period of service of an employer shall at the\nrequest of the employee supported by a certificate signed by a registered\nmedical practitioner grant up to 90 days sick leave with full pay. \n\n(b) if, during any one-year period of service of an employee, the employee\nhas used up the maximum period of sick leave, on full pay, an employer shall,\nat the request of the employee supported by a certificate signed by a\nregistered medical practitioner, grant a further period of up to ninety days'\nsick leave on half pay where, in the opinion of the registered medical\npractitioner signing the certificate, it is probable that the employee will be\nable to resume duty after such further period of sick leave.",{"bindId":93,"name":94,"text":95},"longtermillness","(b) if, during any one-year period of se","(b) if, during any one-year period of service of an employee, the employee\nhas used up the maximum period of sick leave, on full pay, an employer shall,\nat the request of the employee supported by a certificate signed by a\nregistered medical practitioner, grant a further period of up to ninety days'\nsick leave on half pay where, in the opinion of the registered medical\npractitioner signing the certificate, it is probable that the employee will be\nable to resume duty after such further period of sick leave.",{"bindId":97,"name":98,"text":99},"WAGES_determined","(2) An employer shall, upon engagement o","(2) An employer shall, upon engagement of an employee, inform the employee,\nin writing, of the following particulars:-\n\n(a) the name and address of the employer;\n\n(b) the period of time, if limited, for which the employee is engaged;\n\n(c) the terms of probation, if any;\n\n(d) the terms of the employment code; particulars of the employee’s\nremuneration, its maimer of calculation and the intervals at which it will be\npaid;\n\n(e) particulars of the employee’s remuneration, its manner of calculation\nand the intervals at which it will be paid;\n\n(f) particulars of the benefits receivable in the event of sickness or\npregnancy;\n\n(g) the hours of work;\n\n(h) particulars of any bonus or incentive production scheme;\n\n(i) particulars of vacation leave and vacation pay;\n\n(j) particulars of any other benefits provided under the contract of\nemployment.\n\n(3) A contract of employment that does not specify its duration or date of\ntermination, other than a contract for casual work or seasonal work or for the\nperformance of some specific service, shall be deemed to be a contract without\nlimit of time:",{"bindId":101,"name":50,"text":51},"hourspweek",{"bindId":103,"name":104,"text":105},"contracttrial","(5) A contract of employment may provide","(5) A contract of employment may provide in writing for a single,\nnon-renewable probationary period of not more than—\n\n(a) one day in the case of' casual work or seasonal work; or\n\n(b) three months in any other case; during which notice of termination of\nthe contract to be given by cither party may be one week in the case of casual\nwork or seasonal work or two weeks in any other case.",{"bindId":107,"name":108,"text":109},"sicknesspay","20.(1) For the purpose of this section, ","20.(1) For the purpose of this section, Saturday shall be a working day\n\n(2) In any employment contract or in any enactment, sick leave shall be\ngranted in terms of this section to an employee who is prevented from attending\nhis\u002Fher duties because he\u002Fshe is ill or injured or undergoes medical treatment\nwhich was not occasioned by his her failure to take reasonable precautions.\n\n(3)If an employee, whilst at work, claims to be unfit for work owing to\nsickness or accident, the employer shall grant to the employee such facilities\nas may be necessary to enable such employee to be examined by a medical\npractitioner.\n\n(4) Upon being medically examined, an employee shall obtain a medical\ncertificate stating \n\n(a) whether or not he\u002Fshe is fit for work; and\n\n(b) if he\u002Fshe is not fit for work, the period for which he is likely to be\nunfit for work, and shall produce such certificate upon his\u002Fher return, to\nwork.\n\n(5) If an employee has obtained from a medical practitioner a certificate to\nthe effect that he she is unfit for work for the period stated by the medical\npractitioner in any one year, the following provisions shall apply —\n\n(6) (a) during any one-year period of service of an employer shall at the\nrequest of the employee supported by a certificate signed by a registered\nmedical practitioner grant up to 90 days sick leave with full pay. \n\n(b) if, during any one-year period of service of an employee, the employee\nhas used up the maximum period of sick leave, on full pay, an employer shall,\nat the request of the employee supported by a certificate signed by a\nregistered medical practitioner, grant a further period of up to ninety days'\nsick leave on half pay where, in the opinion of the registered medical\npractitioner signing the certificate, it is probable that the employee will be\nable to resume duty after such further period of sick leave.\n\n(c) if, during any one year period of .service, the period, or aggregate\nperiods of sick leave exceeded:-\n\n(i) ninety days’ sick leave on full pay;\n\n(ii) subject to subsection (b), one hundred and eighty days’ sick leave on\nfull and half pay; \n\nthe employer may terminate the employment of the employee concerned.",{"bindId":111,"name":112,"text":113},"JOBTYPE_descriptions","JOB TITLES AND POSITION DESCRIPTIONS JOB","JOB TITLES AND POSITION DESCRIPTIONS\n\n\n  \n  \n  \n  \n    \n      JOB TITLE\n      \n      POSITION DESCRIPTION\n    \n    \n      General Worker\n      An employee who is engaged in any general labouring duty that is\n        under constant supervision.\n    \n    \n      Gardener\n      An employee engaged to undertake gardening duties around an\n        establishment. May cut grass, trim edges, trim bushes and generally\n        keep the area neat and tidy.\n    \n    \n      Cleaner\n      Carries out office cleaning duties either during or after normal\n        office hours by dusting, using mechanical cleaners, detergents and\n        other chemical supplies.\n    \n    \n      Laundry Room\n      Undertakes manual work in the company laundry by in the other\n        laundry staff in washing, cleaning, drying and ironing protective\n        clothing and overalls.\n      \n    \n    \n      Attendant Scale \n      Undertakes the weighing of raw materials using a scale in order to\n        ensure that the weights required for a production process are in the\n        correct proportions.\n    \n    \n      Boiler Stoker\n      Moves of coal or coke from a storage area and feeds the boiler either\n        directly or through the medium of hoppers.\n    \n    \n      Pallet Machine Operative.\n      Using a hydraulic hand lifting device, moves pallets on the\n        production floor to where the finished goods or raw materials are\n        required.\n    \n    \n      Forklift Driver \n      Loads, lifts and moves articles on pallets or single loads within\n        company premises.\n    \n    \n      Tractor Driver\n      Drives a tractor inside the company premises moving various loads in\n        and out of the production area.\n    \n    \n      Operators Class 1\n      Operates, under strict supervision, a variety of simple food\n        production machines for the processing, packing and movement of\n        beverages, food and food by-products by- undertaking simple repetitive\n        duties and tasks.\n      \n    \n    \n      Motor cycle Scooter Messenger \n      Delivers correspondence, parcels, goods etc., to customers, other\n        organisations and institutions. Has the use of a scooter motor cycle\n        and is usually required to obtain receipts for articles delivered. May\n        be required to deposit money and cheques at a bank and may have some\n        discretion on the sequence of calls made.\n      \n    \n    \n      Copy Typist\n      Performs straight forward copy typing or typing of routine documents\n        from hand written drafts of existing documents.\n\n        May perform clerical work of a related nature.\n      \n    \n    \n      Telephone switchboard attendant\n      Operates a telephone switchboard by receiving incoming calls and\n        transferring the calls to the extensions required.\n\n        Books long distance calls and records same. May place personal calls\n        for staff but records the calls and indicates T.D.C. for future\n        charges.\n      \n    \n    \n      Cook\n      Under supervision, prepares and cooks food for staff.\n\n        Prepares simple meals. Is not required to order supplies.\n      \n    \n    \n      Copy Typist\n      Performs routine typing of various documents or schedules, from hand\n        written copy, has discretion as regarding layout Typing duties could be\n        supplemented with routine clerical \u002Fadministration duties.\n    \n    \n      Clerks Class 1\n      Undertake simple clerical duties which include the filing, receiving\n        correspondence, invoices, despatch notes, returned goods slips and\n        recording information or data onto official records and keeps records\n        safe and secure. Works under strict supervision.\n    \n    \n      Merchandiser\n      Merchandises company products of the company to members of the public\n        by ensuring shelf space in various stores and supermarkets is\n        available. Ensuring the company product is displayed to best\n      advantage.\n    \n    \n      Demonstrator\n      Demonstrates the company products in a variety of different ways and\n        locations to members of the public so as to gain increased awareness of\n        products as a marketing strategy which will result in increased sales\n        and market penetration\n    \n    \n      Security Guard\n      Guards the company premises on a 24 hour basis. Mans entry and exit\n        points and ensures that goods coming into and leaving the organisation\n        are properly documented. Searches vehicles, employees and members of\n        the public, when necessary.\n    \n    \n      Batch preparer\n      Prepares batches of raw materials as per the product requirement for\n        a particular recipe and also ensures that there are sufficient raw\n        materials available for the batch. Prepares batches of chemicals for\n        other production processes e.g. water treatment.\n    \n    \n      Driver Light Vehicles\n      Drives company vehicles up to 2 300 kgs and to deliver finished\n        goods or products. Collects raw materials when required.\n      \n    \n    \n      Driver\u002F Messenger \n      Drives company vehicles up to 2 300 kgs delivering packages and light\n        parcels to company clients and customers. \n    \n    \n      Health attendant\n      Assists in a company clinic when required, but supplies chemicals,\n        cleaning fluids and materials to ensure factory hygiene and provides a\n        first aid response to any illness or injury to staff.\n      \n    \n    \n      Operators Class 2\n      To set up, run, operate and lead subordinate staff, under supervision\n        a variety of automated and complex food production machines which\n        processes and packs a variety of beverage, food and food\n      by-products.\n    \n    \n      Clerk Class 2\n      To undertake clerical and accounting duties such as recording\n        information, data, accounting details, finished products etc., and\n        other clerical requirements and to keep such records safe and secure.\n        Must be able to carry out the duties of Clerks in Class 1.\n    \n    \n      Handyman\n\n        Plumber\n\n        Builder\n\n        Carpenter\n\n        Painter\n\n        Mechanical\n\n        Electrical\n      \n      Is a skilled worker Class 2 or 3 and is able to work with minimum\n        supervision carrying out duties such as building walls, plastering\n        walIs, painting, putting up door frames, windows, replacing glass or\n        undertaking minor repairs to organisational premises or equipment.\n    \n    \n      Mechanical\u002FElectrical head\n      \n      To assist journeymen with minor repairs and services as required.\n        Able to carry out skilled worker class 2 or 3 types duties under\n        supervision.\n    \n    \n      Van salesman\n      To drive company vehicle up to 2300 kgs to various destinations\n        selling company products either as pre-ordered goods or cold calling on\n        customers on pre-determined routes in the rural areas.\n      \n    \n    \n      Leading head (Team leader)\n      Assisting supervisors in leading a specific work team in ensuring\n        that the day to day operations either in production or maintenance by\n        allocating work and supervising the end results.\n    \n    \n      Labouratory Assistant\n      Assists with the examination of raw materials or finished product to\n        ensure that they conform to the laid down hygiene and product\n        specifications.\n    \n    \n      Line Inspector\n      To examine products being produced on a particular production line\n        to ensure that they conform to hygiene standards laid down and to\n        report immediately any out of standard product.\n      \n    \n    \n      Receptionist \u002FTypist\n      Operates telephone switchboard by handling incoming and outgoing\n        calls. Takes messages. Receives visitors, determines their needs and\n        directs them accordingly.\n    \n    \n      Clerks Class 3\n      To undertake clerical, accounting and auditing duties at a senior\n        level by recording information and data onto official records and\n        reconciling various clerical elements such as accounts, bank\n        statements, kardex or stores documents and carrying out other clerical\n        duties as dictated.\n      \n    \n    \n      Operators Class 3\n      To set up, run, operate and lead associate staff, under supervision,\n        a variety of automated and complex production machinery. To check that\n        production produced is against set targets and within the quality\n        specifications laid down. Maintains machines in a hygienic and\n        serviceable condition and reports immediately any malfunctions or\n        product out of specification.\n    \n    \n      Salaries and Pensions Officer\n      Calculates wages and salaries due from records and makes\n        appropriate deductions for medical aid, pension, income lax etc.\n        Records relevant details- on salary\u002Fpay slips. Balances and reconciles\n        pay roll. Submits statutory returns to the various government\n        authorities.\n      \n    \n    \n      Chef\n      Orders, prepares and serves a variety of meals, both western and\n        traditional, in both works and staff canteens and supervises\n        subordinate staff in the cleaning, preparation and serving of meals.\n        Reconciles any cash sales. Prepares special requirements such at Board\n        lunches or customer entertainment as required.\n      \n    \n    \n      Heavy vehicle driver\n      Drives articulated, semi-articulated, rigid vehicles in excess of 2\n        300 Kgs to various destinations to deliver or collect finished goods or\n        raw materials for one organisations. Will supervise subordinate staff\n        with the loading and unloading of the goods.\n    \n    \n      Quality Inspector\n      Analyses and reports on all products and goods coming into or\n        going out of the organisation to ensure that they conform to the\n        standards and set quality as laid down..\n      \n    \n    \n      Cashier\n      Receives, accounts, receipts, banks and reconciles all cash and\n        cheques received into the organisation and records the\n\n        receipts and allocates the various amounts and customer codes to\n        receipts so that payments can be traced.\n      \n    \n    \n      Clerk Class 4 \n      Undertakes clerical, accounting, costing, credit, sales, debtors,\n        purchasing and a variety of other senior clerical duties without\n        supervision. Reports to a Supervisor. Is considered to be at a senior\n        level.\n      \n    \n    \n      Bookkeeper\n      Maintains the records of a firm's financial transactions up to\n        trial balance e.g. accounts receivable of accounts payable. Reports any\n        discrepancies and carries out reconciliations. \n      \n    \n    \n      Warehouse Supervisor\n      \n      Supervises and monitors staff, slocks, security, shelf space and\n        housekeeping duties in a warehouse. Records or ensures that all\n        movements of stock are recorded and reconciled on a monthly basis.\n        Undertakes stock takes as required.\n    \n    \n      Finished Goods Supervisor\n      Supervises and monitors staff, finished goods stocks, security, shelf\n        space and housekeeping duties in a finished goods warehouse. Issues or\n        causes to be issued Finished Goods Stocks against sales or other\n        requisitions. Records or ensures that all movements of stock are\n        recorded and reconciled on a monthly basis. Undertakes stock takes as\n        required.\n    \n    \n      Depot Supervisor \n      Ensures that all the depot systems are carried out efficiently.\n        Supervises the depot staff to ensure that there are sufficient stocks\n        available for delivery. Makes out requisitions for the replacement of\n        stock and issues stock to either delivery vehicles or to salesman as\n        required.\n      \n    \n    \n      Stock Controller\n      Supervises and monitors staff, finished goods stocks, security, shelf\n        space and housekeeping duties in a finished goods warehouse. Issues or\n        causes to be issued Finished Goods Stocks against sales or other\n        requisitions. Records or ensures that all movements of stock are\n        recorded and reconciled on a monthly basis. Undertakes stock takes as\n        required.\n    \n    \n      Secretary.\n      Undertake Secretarial duties for a variety of staff in a\n        department by typing minutes, memoranda, letters contracts or other\n        materials as required. May attend meetings and records such and\n        transcribes same. Organises meetings, at travel and hotel arrangements\n        for staff. Receives visitors and telephone calls. Places order for\n        stationery. Undertakes filing and keeps a secure filing system-for the\n        retrieval of\n\n        materials as and when required.",{"bindId":115,"name":116,"text":117},"paidmaternityleaveall","18.(1) Unless more favourable conditions","18.(1) Unless more favourable conditions have otherwise been provided for in\nemployment contract or in any enactment, maternity leave shall be granted in\nterms of this section for a period of ninety-eight consecutive days on full pay\nto a female employee who has served for at least one year.",{"bindId":119,"name":120,"text":121},"TRADEUNLEAV_trigger","(c) who is required to attend as a deleg","(c) who is required to attend as a delegate or office-bearer at any meeting\nof a registered trade union representing employees within the undertaking or\nindustry in which the employee is employed;",{"bindId":123,"name":124,"text":125},"SCHEDULE_trigger","(5) Every employee shall receive at leas","(5) Every employee shall receive at least one clear day off duty in each\nweek.",{"bindId":127,"name":128,"text":129},"breastfeeding_workingtime","(9) Notwithstanding subsections (7) and ","(9) Notwithstanding subsections (7) and (8), the grant of breaks during\nnormal working time to a female employee for the purpose of nursing her child\nshall be made in accordance with all exigencies of her employment and nothing\ndone to prevent any\n\ndisruption of normal production processes or any interference with the\nefficient running of an undertaking or industry shall be held to be in\ncontravention of subsection (7).",{"bindId":131,"name":124,"text":125},"schedulesrestpw",{"bindId":133,"name":134,"text":135},"PAIDLEAV_trigger","16. (1) In this section “qualifying serv","16. (1) In this section “qualifying service\" in relation to vacation leave\naccrued by an employee, means any period of employment following the completion\nof the employee’s first year of employment with an employer.\n\n(2) Employees shall accumulate vacation leave at the rate of 1.92 days per\nmonth or twenty-three working days annum excluding weekends and public\nholidays.\n\n(3) An employee in his\u002Fher first year of employment shall accumulate normal\nvacation leave, but shall not proceed on such leave during that first year,\nexcept with the direct consent of the employer.\n\n(4) An employee shall be entitled to proceed on vacation leave within four\nweeks of his\u002Fher application, therefore—\n\n(i) where undue hardship would be caused on the\n\nemployer, the employee shall be entitled to , proceed on vacation leave\nwithin six weeks of his application therefore;\n\n(ii) where an establishment observes an annual shut- down, employees may be\nrequired to take their vacation leave during the shut-down;\n\nan employee engaged in work within a seasonal peak may be required to take\nhis\u002Fher vacation leave during the off-peak season.\n\n(5) An employee shall be required to take a minimum of ten working days’\nvacation leave within each twelve-month period, but the balance may be\naccumulated, up to a maximum of sixty-nine working days with the consent of the\nemployer excluding weekends and public holidays.\n\n(6) An employee proceeding on vacation leave shall, at his\u002Fher request and\nwith the employer’s consent, receive his\u002Fher current wage for the period of\nsuch leave prior to his her going on leave.\n\n(7) Subject to the provisions of subsection (5), an employee who has\naccumulated vacation leave may, with the consent of the employer, elect to be\npaid his\u002Fher wage for not more than half of any vacation leave, in addition to\nhis\u002Fher current wage, in place of proceeding on such leave:\n\nProvided that, at the time of such payment, the employee shall proceed on\nvacation leave for a period at least equal to the period of vacation leave for\nwhich the payment was made-.\n\n(8) Every employee whose employment is terminated, by himself\u002Fherself or by\nthe employer, for any reason whatsoever, shall be entitled to be paid the cash\nequivalent of any accumulated leave.\n\n(9) Any period of leave taken by an employee in terms of this section, or\nany additional leave granted by the employer whether paid or not, or any\nsick-leave taken in terms of section 20 shall not be counted for the purpose of\ncalculating further leave.\n\n(10) When an establishment observes a holiday or an industrial holiday,\nother than an annual shut-down, the holiday or the industrial holiday shall not\nbe offset against the accumulation of vacation leave of an employee.\n\n(11) An employee who becomes ill or is injured during a period of vacation\nleave may cancel his\u002Fher vacation leave and apply for sick leave:\n\nProvided that the employee returns to work with a medical certificate, so\nthat his\u002Fher leave status can be altered.\n\n(12)Where an employee has no vacation leave accrued, he\u002Fshe may be granted\nvacation leave without pay.",{"bindId":137,"name":138,"text":139},"NOCTPREM_trigger","(7) The employer shall pay an employee w","(7) The employer shall pay an employee who is on night shift.\n\nin addition to his\u002Fher wages a night shift allowance.",{"bindId":141,"name":142,"text":143},"LOWWAGE_trigger","First and Second Schedules and shall pay","First and Second Schedules and shall pay a wage to such an employee of at\nleast the minimum wage prescribed for the job and no employee shall accept a\nwage amounting to less than that amount.",{"bindId":145,"name":146,"text":147},"MAXHOURS_trigger","(4) Except in a case of emergency work, ","(4) Except in a case of emergency work, no employer shall permit any\nemployee to work more than fifty-six hours ordinary time and overtime included,\nin any one week.",{"bindId":149,"name":150,"text":151},"bankholidays1","19.(1) All holidays declared in terms of","19.(1) All holidays declared in terms of the Public Holidays and Prohibition\nof Business Act [Chapter 10:2.1], as public holidays shall be industrial\nholidays.\n\n(2) Subject to subsection (3); every employee shall be granted leave of\nabsence on industrial holiday and shall be paid his\u002Fher current remuneration\nfor that day on which he\u002Fshc would have otherwise have been required to\nwork.\n\n(3) An employer may require an employee to work on any industrial holiday,\nin which case he\u002Fshe shall be paid in terms of section 10 in respect of time\nworked, in addition to the payment proscribed in section 4.",{"bindId":153,"name":116,"text":154},"paidmaternityleavepay","18.(1) Unless more favourable conditions have otherwise been provided for in\nemployment contract or in any enactment, maternity leave shall be granted in\nterms of this section for a period of ninety-eight consecutive days on full pay\nto a female employee who has served for at least one year.\n\n(2) On production of a certificate signed by a registered medical\npractitioner or State registered nurse certifying that she is pregnant, a\nfemale employee may proceed on maternity leave not earlier than the forty-fifth\nday and not later than the twenty-first day prior to the expected date of\ndelivery.",{"bindId":156,"name":157,"text":158},"sicknessmaxdays","(c) if, during any one year period of .s","(c) if, during any one year period of .service, the period, or aggregate\nperiods of sick leave exceeded:-\n\n(i) ninety days’ sick leave on full pay;\n\n(ii) subject to subsection (b), one hundred and eighty days’ sick leave on\nfull and half pay; \n\nthe employer may terminate the employment of the employee concerned.",{"bindId":160,"name":116,"text":117},"paidmaternityleave",{"bindId":162,"name":163,"text":164},"contractseverancepay","26(1) An employee who has completed one ","26(1) An employee who has completed one or more years of continuous service\nshall, on termination of such employment, irrespective of the circumstances of\nsuch termination, be paid a gratuity of not less than the amount derived by\nmultiplying the appropriate percentage of his\u002Fher current monthly wage on\ntermination of employment by the number of completed years of continuous\nservice, as set out in the Third Schedule.\n\n(2) If an employee who has completed one year or more of continuous service\ndies before receiving a gratuity in terms of subsection (1), there shall be\npaid to his estate the sum which the employee would have received if his\u002Fher\ncontract of employment had terminated on the day of his\u002Fher death",{"bindId":166,"name":54,"text":55},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Employers Association of the Food Processing Industry - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-10-19\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-10-19\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\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: → Employers' Association of the Food Processing Industry\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Food Processing Workers’ Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 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: → Yes\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: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 14 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → Insufficient data %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 7.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 12.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → 12.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[172],{"title":37,"slug":33},[174],{"type":175,"data":176},"call_to_action_body_block",{"title":177,"description":178,"variant":179,"link":180},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":177,"url":181,"description":177,"rel":182,"type":183},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[185],{"type":175,"data":186},{"title":177,"description":178,"variant":179,"link":187},{"title":177,"url":181,"description":177,"rel":182,"type":183},[]]