[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-zimbabwe-national-security-association-and-zimbabwe-security-guard-union-and-private-security-workers-union---2012":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":167,"content_type_view":168,"extra_breadcrumbs":169,"body":171,"body_blocks":182,"related_pages":186},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":165,"translations":166},{"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-zimbabwe-national-security-association-and-zimbabwe-security-guard-union-and-private-security-workers-union---2012","16a7469e-4633-11e7-916b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fzimbabwe\u002Fcollective-bargaining-agreement-between-the-zimbabwe-national-security-association-and-zimbabwe-security-guard-union-and-private-security-workers-union---2012_1\u002Fcollective-bargaining-agreement-between-the-zimbabwe-national-security-association-and-zimbabwe-security-guard-union-and-private-security-workers-union---2012\u002F","Collective Bargaining Agreement between the Zimbabwe National Security Association and Zimbabwe Security Guard Union and Private Security Workers Union - 2012","ZWE Zimbabwe National Security Association - 2012","Zimbabwe - ZWE Zimbabwe National Security Association - 2012","ZWE Zimbabwe National Security Association - 2012 - Security, cleaning, homework",{"name":41,"data":42},"security.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Collective Bargaining Agreement between the Zimbabwe National Security\nAssociation and Zimbabwe Security Guard Union and Private Security Workers\nUnion - 2012\u003C\u002Fh1>\n\n\u003Cp>Collective Bargaining Agreement: Security Industry\u003C\u002Fp>\n\n\u003Cp>IT is hereby notified, in terms of section 80 of the Labour Ac [Chapter\n28:01], that the Collective Bargaining Agreement set out in the Schedule has\nbeen registered in terms of section 79 of the Labour Act [Chapter 28:01].\u003C\u002Fp>\n\n\u003Cp>SCHEDULE\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYMENT COUNCIL FOR THE SECURITY INDUSTRY OF ZIMBABWE\u003C\u002Fp>\n\n\u003Cp>COLLECTIVE BARGAINING AGREEMENT: SECURITY INDUSTRY\u003C\u002Fp>\n\n\u003Cp>Made and entered into in accordance with the provisions of the Labour Act\n[Chapter 28:01], between Zimbabwe National Security Association (hereinafter\nreferred to as “the employers” or “the employers’ organization”), of\nthe one part, and Zimbabwe Security Guard Union and Private Security Workers\nUnion (hereinafter referret to as “employees” or “the trade unions”)\nfor the Security Industry of Zimbabwe.\u003C\u002Fp>\n\n\u003Cp>FIRST SCHEDULE: Hours of work.\u003C\u002Fp>\n\n\u003Cp>SECOND SCHEDULE: Grading and wages.\u003C\u002Fp>\n\n\u003Cp>THIRD SCHEDULE: Allowances.\u003C\u002Fp>\n\n\u003Cp>FOURTH SCHEDULE: Gratuities.\u003C\u002Fp>\n\n\u003Ch2>Title and period of operation\u003C\u002Fh2>\n\n\u003Cp>1. (1) This agreement may be cited as tire Collective Bargaining Agreement:\nSecurity Industry.\u003C\u002Fp>\n\n\u003Cp>(2) This agreement shall operate from the first day of the month following\nits registration until further notice.\u003C\u002Fp>\n\n\u003Ch2>Application\u003C\u002Fh2>\n\n\u003Cp>2.(1) This agreement shall apply to all employers and employees in the\nSecurity Industry whose occupation or job title is as specified within the\nstructures and grading schedule of the National Employment Council for Security\nIndustry.\u003C\u002Fp>\n\n\u003Cp>(2) No employer or employee may waive any provision of this agreement,\nwhether or not the said provision creates a benefit to or an obligation on the\nemployer or employee concerned. Each provision shall create a right or\nobligation, as the case may be, independently of the existence of other\nprovisions. In the event of any provision of this agreement being inoperative\nor, ultra vires, the powers of the parties or the Act or regulations made\nthereunder, either before or after registration of this agreement under the\nprovisions of the Act, this shall in no way affect the remainder of the\nagreement which shall in that event constitute 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 [Chapter 28:01]-,\u003C\u002Fp>\n\n\u003Cp>“assistant inspector” means a uniformed supervisor who supervises guards\nand supervisors up to the rank of sergeant major;\u003C\u002Fp>\n\n\u003Cp>“bicycle’ without in any way limiting its ordinary meaning, includes a\ntricycle and a delivery tricar and also includes a perambulator, a go-cart, a\nscooter, an express wagon, a pedal-car and any other similar wheeled vehicle\npropelled by hand or by foot;\u003C\u002Fp>\n\n\u003Cp>“calendar month” means the period commencing on the first day of a month\nand ending on the last day of that month;\u003C\u002Fp>\n\n\u003Cp>“caretaker” means somebody charged by his\u002Fher employer with the care and\nsecurity of premises, plant, equipment and property, but excluding maintenance\nand repairs; in addition is responsible for the control of keys and checking\nthe observance of security instructions;\u003C\u002Fp>\n\n\u003Cp>“casual employee” means an employee whose engagement is for a period of\nnot more than six weeks in any three successive months;\u003C\u002Fp>\n\n\u003Cp>“chief inspector” means a uniformed supervisor who supervises security\nguards and supervisors up to the rank of inspector;\u003C\u002Fp>\n\n\u003Cp>“chief security officer” means a supervisor who supervises security\nguards and supervisors up to the rank of security officer;\u003C\u002Fp>\n\n\u003Cp>“CIT crew” means trained security personnel in handling and conducting\ncash in transit duties;\u003C\u002Fp>\n\n\u003Cp>“closed circuit television (CCTV) officer” means an employee who\nactivates and monitors computerized cameras;\u003C\u002Fp>\n\n\u003Cp>“commissionaire” means an employee who directs visitors to buildings and\nrecords the times of their entries and exits therefrom;\u003C\u002Fp>\n\n\u003Cp>“commission-worker” means an employee whose earnings are partly based on\nthe quantity or value of goods sold by him\u002Fher or services rendered by him\u002Fher\non behalf of his\u002Fher employer;\u003C\u002Fp>\n\n\u003Cp>“continuous service” means the total period of unbroken service of an\nemployee with the same employer, as prescribed in section 23;\u003C\u002Fp>\n\n\u003Cp>“contract worker” means an employee who is engaged for a specific\nperiod, tasks or projects and whose employment shall be for a period in excess\nof six weeks;\u003C\u002Fp>\n\n\u003Cp>“corporal” means a uniformed supervisor who supervises guards and\nsupervisors up to the rank of lance corporal;\u003C\u002Fp>\n\n\u003Cp>“council” means the National Employment Council for the Security\nIndustry;\u003C\u002Fp>\n\n\u003Cp>“day-off’ or “days-off’ means, in the case of—\u003C\u002Fp>\n\n\u003Cp>(a) an employee working six days per week. Sunday or that day in the week in\nlieu of Sunday on which the employee is not normally required to work;\u003C\u002Fp>\n\n\u003Cp>(b) an employee working five days per week, Saturday and Sunday, or those\ndays in the week in lieu of Saturday and Sunday, on which the employee is not\nnormally required to work:\u003C\u002Fp>\n\n\u003Cp>Provided however, that where an employee is normally required to work a\nsix-day week but his\u002Fher employer elects to allow him\u002Fher to work a five-day\nweek while still paying him\u002Fher for the six-day, the sixth day shall not be\nconsidered a day-off;\u003C\u002Fp>\n\n\u003Cp>“day-shift” means a shift which is not a night shift; \"deserter” means\na security employee who leaves his\u002Fher post before being relieved with the\nintention of not returning for duty or post;\u003C\u002Fp>\n\n\u003Cp>“driver (class 1)” means a driver whose duties require him\u002F her to\npossess a bus driver’s licence-class 1;\u003C\u002Fp>\n\n\u003Cp>“driver (class II)” means a driver whose duties require him\u002F her to\npossess a heavy-duty driver’s licence class 2; “driver (class III)” means\na driver whose duties require him\u002F her to possess motor-cycle or motor-scooter\ndriver’s licence class 3;\u003C\u002Fp>\n\n\u003Cp>“driver (class IV) means a driver whose duties require him\u002F her to posses\na light vehicle driver’s licence-class 4’;\u003C\u002Fp>\n\n\u003Cp>“due date” is the day set aside by mutual agreement between the employer\nand the employee for any transactions; “emergency work” means work which\nmust be performed immediately in order to prevent harm to any plant or\nemployees, or plant or employees of a customer, or to nearby persons or\nproperties;\u003C\u002Fp>\n\n\u003Cp>“employee” means any person employed by or working for any employer in\nthe Security Industry of Zimbabwe, who receives or is entitled to receive any\nremuneration in respect of such employment or work;\u003C\u002Fp>\n\n\u003Cp>“employer” means an employer as defined in the Act, who is engaged in or\nprovides employment for persons in the Security Industry of Zimbabwe;\u003C\u002Fp>\n\n\u003Cp>“establishment” means any place in which the business under the Security\nIndustry of Zimbabwe is carried on;\u003C\u002Fp>\n\n\u003Cp>“fixed term contract” means a contract of employment that has to operate\nwithin the agreed period that shall not exceed ninety (90) consecutive days in\nany six months in any calendar year (in terms of subsection one, either party\nshall give notice of termination of contract in terms of the act);\u003C\u002Fp>\n\n\u003Cp>“general hand” means an employee who perform any of the small menial\ntask such as office cleaning; packing; lawn cutting; car wash; delivery of\ninternal mail and documents; “grade” means a grade listed in the Second\nSchedule; “gunner” means a security personnel who is satisfactorily trained\nin firearm\u002Fgun handling and use;\u003C\u002Fp>\n\n\u003Cp>“industrial holiday” means any day prescribed as a paid holiday in terms\nof section 19;\u003C\u002Fp>\n\n\u003Cp>“inspector “ means a uniformed supervisor who supervises guards and\nsupervisors up to the rank of assistant inspector; “investigator” means an\nemployee who, under the supervision of management, checks the work of tracers\nand attempts to locate defaulting credit customers, and whose duties may\ninclude interpreting and, under supervision of management, investigations and\ninterviews in connection with customers’ complaints but does not include the\ncollection or receipt of money; “investigator (private security operation)\"\nmeans a plain clothes employee engaged in carrying out investigations;\n“invoice clerk” means an employee who is responsible for making out\ninvoices before or after goods have been dispatched;\u003C\u002Fp>\n\n\u003Cp>“lance corporal” means a uniformed supervisor who supervises guards up\nto the rank of senior guard;\u003C\u002Fp>\n\n\u003Cp>“leave-pay” means a wage due for the period of paid vacation leave to\nwhich an employee is entitled;\u003C\u002Fp>\n\n\u003Cp>“medical practitioner’’ means any person who is legally permitted to\npractice as a medical practitioner in Zimbabwe; “messenger” means an\nemployee engaged wholly or substantially in any or all of the following duties:\ndelivering and\u002For conveying letters, parcels, goods or messages on foot or by\nmeans of a bicycle, tri-cycle or similarly propelled vehicle or a motor\nvehicle; “month” without in any way derogating from the provision of\nsection 28(6)(c) of the Interpretation Act [Chapter 1:01], means a period of\ntime from any day in a month\u003C\u002Fp>\n\n\u003Cp>to the day of the preceding number or nearest thereto in the following\nmonth;\u003C\u002Fp>\n\n\u003Cp>“night-shift” means a shift the majority of hours of which fall between\nsix o’clock in the evening and six o’clock in the morning;\u003C\u002Fp>\n\n\u003Cp>“office” means any place in which accountancy, bookkeeping, clerkage,\ncorrespondence, shorthand or typing is performed and includes a cash-desk;\u003C\u002Fp>\n\n\u003Cp>“ordinary hours” means the hours of work agreed in the contract of\nservice of an employee;\u003C\u002Fp>\n\n\u003Cp>“overtime’’ means any time worked outside ordinary working hours;\n“parent industry agreement” means Security Industry Collective Bargaining\nAgreement;\u003C\u002Fp>\n\n\u003Cp>“part-time employee” means an employee who is engaged to undertake\nregular daily work for periods not exceeding a total of five hours per day, or\nengaged on a weekly basis of not more than thirty hours per week;\n“piece-work” means work done under any system by which earnings are\ncalculated wholly on the quantity or output of work done, irrespective of the\ntime spent on such work; “private security occupation” means the employees\nof a private investigator or security guards, licensed in terms of the Private\nInvestigators and Security Guards (Control) Act [Chapter 27:10\\,\u003C\u002Fp>\n\n\u003Cp>“receptionist” means an employee engaged mainly in receiving customers\nor clients in preparation to such customers or clients being attended to by\nsome other employee or the employer, or who makes appointments with customers\nor clients on behalf of some other employer or the employer, and whose duties\nmay include the operating of a telephone appliance;\u003C\u002Fp>\n\n\u003Cp>“roster clerk” means an employee, who is responsible for monitoring\nroster and listing names of people and their respective duties;\u003C\u002Fp>\n\n\u003Cp>“roster officer” means an employee who is responsible for the\nsupervision of roster clerk;\u003C\u002Fp>\n\n\u003Cp>“same employer” in relation to a particular employee, includes, in the\ncase of the sale of any business, the new owner, management or employer, as the\ncase may be, and, in the case of the death of an employer, the legal\nrepresentative, heir or legatee of that employer and, in the case of\ninsolvency, or liquidation of an employer, the trustee or liquidator, as the\ncase may be, who continues to carry on the business and to employ that employee\ntherein; \u003C\u002Fp>\n\n\u003Cp>“security guard” means an employee whose duties shall be the protection\nof property and persons; manning of access and exit points with a view to\npreventing pilferages; thefts and unauthorized entries and exits by physically\nchecking, searching and verifying; including the duties carried out by agate\nkeeper, watchman, farm guard and in-house\u002Finternal security guard;\u003C\u002Fp>\n\n\u003Cp>“security industry” means the private security occupation in which\norganizations are established to provide, on a commercial basis, a security\nservice as defined under section 3 and 4 of the Private Investigators and\nSecurity Guards (Control) Act [Chapter 2 7:10], as may be amended from time to\ntime;\u003C\u002Fp>\n\n\u003Cp>“security officer” means an employee who assists the manager in the\nrunning of the security organisation employee and who supervises guards and\nsupervisors up to the rank of chief inspector;\u003C\u002Fp>\n\n\u003Cp>“sergeant” means a uniformed supervisor who supervises guards and\nsupervisors up to the rank of corporal; \u003C\u002Fp>\n\n\u003Cp>“sergeant major” means a uniformed supervisor who supervises guards and\nsupervisors up, to the rank of sergeant; “senior guard” means an\nexperienced security personnel who has continuously served for more than five\nyears of service;\u003C\u002Fp>\n\n\u003Cp>\"shop\" means any building or portion thereof, structure, room, market-stall,\ntent, booth or vehicle or any place which is used temporarily or permanently\nfor the sale therein, therefrom of goods or merchandise, or for the display of\nsamples, and includes a hairdresser's or barber's salon, but does not include\nrailway refreshment rooms, passenger-trains or places licensed to sell\nintoxicating liquor for consumption on the premises, or any premises licensed\nunder any law for the sale or manipulation of unmanufactured tobacco, or\nstore;\u003C\u002Fp>\n\n\u003Cp>“stock-taking” means the periodical examination and valuation of all\nstock or goods in a shop or other place of business;\u003C\u002Fp>\n\n\u003Cp>“specialised training” means additional training over and above standard\nguard training; to cater for special circumstances that may occur within the\nsecurity industry such as firearm handling and dog handling;\u003C\u002Fp>\n\n\u003Cp>“supervisor” means an employee who is specifically charged with the\nresponsibility for the conduct of sales, the safe custody of stock and the\nconduct of business with the public within demarcated section or sections of\nthe premises, or respect of any specific class or classes of merchandise in the\nestablishment, and who is, in addition, placed in full or partial supervisory\ncontrol of at least three shop salesmen,employed in such section or sections,\nor in connection with such class or classes of merchandise;\u003C\u002Fp>\n\n\u003Cp>“wage” or “salary” means the earnings of an employee but does not\ninclude a travelling or subsistence allowance or any payment in respect of\novertime, or any bonus, or other like benefit;\u003C\u002Fp>\n\n\u003Cp>“week” means seven consecutive days, commencing at midnight on any day\nfixed by the employer;\u003C\u002Fp>\n\n\u003Cp>“working day” means any other day other than a day or days off or a\nholiday;\u003C\u002Fp>\n\n\u003Ch2>Grading and wages\u003C\u002Fh2>\n\n\u003Cp>4.(1) Subject to the provisions of subsections (2) and 3), an employer shall\nplace each employee in a grade appropriate to his\u002F her occupation, and shall\npay a wage to such an employee of not less than the minimum amount prescribed\nin the Second Schedule for the occupation of the employee, and no employee\nshall accept a wage amounting to less than that amount, and the provisions of\nthis subsection shall apply to employees of the Licensed Security\nOrganisation.\u003C\u002Fp>\n\n\u003Cp>(2) A casual employee shall be paid for each hour at an hourly rate\ncommensurate to the grade.\u003C\u002Fp>\n\n\u003Cp>(3) A part-time employee shall be paid, for each hour at an hourly rate\ncommensurate to the grade.\u003C\u002Fp>\n\n\u003Cp>(2) An employee who, at the date of commencement of this agreement, is in\nreceipt of a higher wage for his\u002Fher particular occupation than the wage\nprescribed in terms of this section shall not, by reason of this agreement,\nsuffer any reduction in his\u002Fher wage.\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 that he\u002Fshe last received prior to his\u002Fher\npromotion; or\u003C\u002Fp>\n\n\u003Cp>(b) not less than the minimum wage prescribed for such higher grades;\nwhichever is the greater.\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 wage applicable to the\ngrade or work to which the employee normally performed before the requirement\nto perform work in a lower grade.\u003C\u002Fp>\n\n\u003Cp>(5) An employee who is appointed, in writing, to cany out the full\nresponsibilities of a job in a higher grade than that in which he\u002Fshe is\nnormally employed for a period of at least one full working day. shall be paid\nthe minimum wage applicable to such higher grade for each day spent working in\nthe higher grade:\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee acts in a higher grade post which is vacant,\nthis shall not be for a period of more than three months.\u003C\u002Fp>\n\n\u003Cp>(6) An employee who is required and permitted to perform work in occupations\nlisted in more than one grade shall be paid the minimum wage prescribed for the\nhighest grade in which such an employee is required and permitted to work.\u003C\u002Fp>\n\n\u003Cp>(7) An employer shall not reduce the wage of an employee for any time not\nworked if the employee was able and willing to work and was present at his\u002Fher\nplace of work but the employer was unable, or unwilling to furnish him\u002Fher with\nwork.\u003C\u002Fp>\n\n\u003Cp>(8) Where duties performed by an employee are not specified in the Second\nSchedule—\u003C\u002Fp>\n\n\u003Cp>(a) the employer shall provisionally place the employee in a grade; and\u003C\u002Fp>\n\n\u003Cp>(b) the employer or employee shall notify the General Secretary to the\nCouncil; and\u003C\u002Fp>\n\n\u003Cp>(c) the General Secretary shall convene a Job Evaluation Committee meeting\nwhich shall determine an appropriate grade for the specified duties:\u003C\u002Fp>\n\n\u003Cp>Provided that if the classification by the Job Evaluation Committee places\nthe employee in a grade —\u003C\u002Fp>\n\n\u003Cp>(i) higher than the employee’s current grade, he shall be paid not less\nthan the minimum wage, prescribed for such higher grade, with effect from the\ndate on which the classification is determined;\u003C\u002Fp>\n\n\u003Cp>(ii) lower than the employee’s current grade, it shall be unlawful to\nreduce his\u002Fher wage.\u003C\u002Fp>\n\n\u003Ch2>Ordinary hours of work\u003C\u002Fh2>\n\n\u003Cp>5. (1) The ordinary hours of work for officers employed in the private\nsecurity occupation shall, not exceed forty-eight hours per week, shall not\nexceed twelve hours in any period of twenty-four hours and shall not exceed 208\nhours in a month.\u003C\u002Fp>\n\n\u003Cp>(2) The ordinary hours of work for all other employees shall not exceed\nforty-five hours per week and nine hours per day.\u003C\u002Fp>\n\n\u003Cp>(3) No employer shall permit an employee, employed in the private security\nsector to work for a continuous period of more than five and a half hours\nwithout a reasonable break for a meal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(4) No employer shall permit an employee to work for more than six days a\nweek:\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee works on a holiday, he\u002Fshe shall be paid in\naccordance with the provisions of section 7(3)(b).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Conversion of rates\u003C\u002Fh2>\n\n\u003Cp>6. For the purposes of converting a weekly, fortnightly or monthly wage\nto—\u003C\u002Fp>\n\n\u003Cp>(a) the weekly equivalent of a monthly wage, the monthly wage shall be\ndivided by four and one-third; or\u003C\u002Fp>\n\n\u003Cp>(b) the fortnightly equivalent of a weekly wage, the weekly wage shall be\nmultiplied by two; or\u003C\u002Fp>\n\n\u003Cp>(c) the hourly equivalent of a weekly wage, the weekly wage shall be divided\nby the number of hours ordinarily worked in a week; or\u003C\u002Fp>\n\n\u003Cp>(d) the daily equivalent of a weekly wage, the weekly wage shall be divided\nby five in the case of employees who work a five-day week; or\u003C\u002Fp>\n\n\u003Cp>(a) the daily equivalent of a monthly wage, the monthly wage shall be\ndivided by twenty-two in the case of employees who work a five-day week.\u003C\u002Fp>\n\n\u003Ch2>Payment of overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>7.(1) An employer may request, but shall not require, an employee to work\novertime, and shall, whenever possible, give twenty-four hours notice to such\nemployee of such request:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee needed to render emergency work or stock-taking\nshall not decline such request without a reasonable excuse.\u003C\u002Fp>\n\n\u003Cp>(2) An employee shall—\u003C\u002Fp>\n\n\u003Cp>(a) be paid in terms of subsection (3) for all hours worked on overtime;\nor\u003C\u002Fp>\n\n\u003Cp>(b) by mutual agreement, be allowed time off by the employer during normal\nworking hours, equivalent to—\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>(i) one and a half times the amount of time worked in excess of the normal\nworking hours on a working day of the week; or\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) double the time worked where the time worked was on a day the employee\nwould normally be off.\u003C\u002Fp>\n\n\u003Cp>(3) Subject to the provisions of section 6, where an employee is entitled to\nbe paid overtime, he\u002Fshe shall be paid in respect of each hour worked—\u003C\u002Fp>\n\n\u003Cp>(a) in excess of normal working hours on a working day of the week, at one\nand a half times his\u002Fher current hourly wage; or\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b)on a day off or holiday, at double his\u002Fher current hourly wage.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) For the purposes of calculating payments in terms of subsection (3), any\nperiod of a quarter of an hour but less than half an hour shall be counted as\nhalf an hour, and any period more than half an hour shall be regarded as an\nhour, but any period less than a quarter of an hour shall be disregarded.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Deductions\u003C\u002Fh2>\n\n\u003Cp>8.(1) No deduction or set-off of any description shall be made or allowed\nfrom any remuneration, except—\u003C\u002Fp>\n\n\u003Cp>(a) where an employee is absent from work on days other than paid holidays\nor vacation leave, a pro rata amount of his\u002Fher wage only for the period of\nabsence; or\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>(b) by a written stop order for contributions to holiday, benevolent,\nprovident, pension or sick benefits funds, medical-aid societies, insurance\npolicies, post-office savings accounts, building society savings accounts or\nsubscriptions to a trade union; or\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) by written consent of an employee, for money owing for goods supplied by\nan employer or for repayment of money lent, including interest thereon, if any,\nby the employer; or\u003C\u002Fp>\n\n\u003Cp>(d) amounts which the employer is compelled by law or legal process to pay\non behalf of an employee; or\u003C\u002Fp>\n\n\u003Cp>(e) any amount in terms of subsections 30 and 32; or\u003C\u002Fp>\n\n\u003Cp>(f) amounts recovered for payments made in error or overpayment of wages;\nor\u003C\u002Fp>\n\n\u003Cp>(g) where a local authority raises a levy on the employer for fuel consumed\nby an employee housed in a hostel irrespective of whether levy is raised as a\nseparate item or as an element in a composite rental, an amount not exceeding\ntwenty cents per month; or\u003C\u002Fp>\n\n\u003Cp>(h) where an employer pays for an employee’s accommodation by consent of\nthe employee, the amount so paid; or\u003C\u002Fp>\n\n\u003Cp>(i) any amount deducted or withheld in terms of section 30(4); or\u003C\u002Fp>\n\n\u003Cp>(j) in the case of a cashier, with his\u002Fher written consent, an amount equal\nto any shortfall in money under his\u002Fher control, and for which he\u002Fshe is\nrequired to account to his\u002Fher employer:\u003C\u002Fp>\n\n\u003Cp>Provided that the amount of such shortfall shall be proved to the\nsatisfaction of the cashier; or\u003C\u002Fp>\n\n\u003Cp>(k) payment for services and supplementary' charges legally levied and for\nlease of land on which to build a room or a house; or,\u003C\u002Fp>\n\n\u003Cp>(l) deductions in terms of section 17(2).\u003C\u002Fp>\n\n\u003Cp>(2) Where an employer makes deductions on behalf of a trade union or other\nthird party, he\u002Fshe shall remit such deductions to the trade union or other\nthird party concerned not later than the 15th day of the month following that\nto which deductions relate.\u003C\u002Fp>\n\n\u003Cp>(3) No employee shall be required to make good any bad cheques cashed,\nunless such cheques are cashed in violation of posted store rules and\u002For\nregulations.\u003C\u002Fp>\n\n\u003Ch2>Payment of wages\u003C\u002Fh2>\n\n\u003Cp>9.(1) Every employer shall pay wages to each employee, weekly, fortnightly\nor monthly, as the case may be, on or by the due date.\u003C\u002Fp>\n\n\u003Cp>(2) Payments for overtime, bonuses and allowances shall be made to each\nemployee, weekly, fortnightly or monthly, as the case may be, within fourteen\nworking days of the due date:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee whose contract terminates before his\u002Fher ordinary\npay-day shall be paid not later than the next business day after the date of\ntermination of his\u002Fher contract.\u003C\u002Fp>\n\n\u003Cp>(3) All remuneration shall be paid either by crediting an employee’s bank\naccount or by cheque or in cash, and shall be accompanied by a wage slip\nshowing—\u003C\u002Fp>\n\n\u003Cp>(a) name of the employer;\u003C\u002Fp>\n\n\u003Cp>(b) the name and grade of the employee;\u003C\u002Fp>\n\n\u003Cp>(c) the wage rate;\u003C\u002Fp>\n\n\u003Cp>(d) the period for which the payment is made;\u003C\u002Fp>\n\n\u003Cp>(e) the total number of hours worked;\u003C\u002Fp>\n\n\u003Cp>(f) the amount of overtime;\u003C\u002Fp>\n\n\u003Cp>(g) the amount of any other payment, bonus, commission or allowances,\nirrespective of whether paid to or on behalf of the employee:\u003C\u002Fp>\n\n\u003Cp>(h) any deductions authorized in terms of section (8); and\u003C\u002Fp>\n\n\u003Cp>(i) the net amount received by the employee.\u003C\u002Fp>\n\n\u003Cp>(4) No employer shall give, and no employee shall accept any consideration\nother than cash or cheque in payment of a wage.\u003C\u002Fp>\n\n\u003Cp>(5) If an employee considers that the payment made to him\u002F her is less than\nthe net amount reflected on the accompanying wage slip, he\u002Fshe shall notify\nhis\u002Fher employer at the time when payment is made.\u003C\u002Fp>\n\n\u003Ch2>Time and wage records\u003C\u002Fh2>\n\n\u003Cp>10. Every employer shall keep a record of all employees showing the\nfollowing particulars —\u003C\u002Fp>\n\n\u003Cp>(a) name in full and I.D. particulars;\u003C\u002Fp>\n\n\u003Cp>(b) occupation and grade;\u003C\u002Fp>\n\n\u003Cp>(c) number of daily hours worked;\u003C\u002Fp>\n\n\u003Cp>(d) rate of wage or salary;\u003C\u002Fp>\n\n\u003Cp>(e) amount due for ordinary time worked;\u003C\u002Fp>\n\n\u003Cp>(f) hours of overtime worked;\u003C\u002Fp>\n\n\u003Cp>(g) amount due for overtime;\u003C\u002Fp>\n\n\u003Cp>(h) gross total of ordinary and overtime wage or salary;\u003C\u002Fp>\n\n\u003Cp>(i) deductions;\u003C\u002Fp>\n\n\u003Cp>(j) net wage or salary due.\u003C\u002Fp>\n\n\u003Ch2>Special provisions: commission-workers\u003C\u002Fh2>\n\n\u003Cp>11.(1) A commission-worker shall be paid such commission and on such a basis\nas agreed with his\u002Fher employer in writing:\u003C\u002Fp>\n\n\u003Cp>Provided that, if the commission paid to any commission- worker, within\nnormal workinghoursofworkinanyonemonth.is less than the minimum wage for\nhis\u002Fher grade, or, where applicable, the part- time equivalent thereof, the\nemployer shall pay to such a commission- worker, a further amount to bring\nhis\u002Fher total remuneration up to at least the appropriate minimum wage or\npart-time equivalent thereof.\u003C\u002Fp>\n\n\u003Cp>(2) For all other purposes of these regulations, a commission- worker shall\nbe deemed to be earning the minimum wage for his\u002Fher grade.\u003C\u002Fp>\n\n\u003Ch2>Bicycle allowance\u003C\u002Fh2>\n\n\u003Cp>12. An employee who is required by his\u002Fher employer to use own bicycle shall\nbe paid an allowance as per Third Schedule.\u003C\u002Fp>\n\n\u003Ch2>Dog handler's allowance\u003C\u002Fh2>\n\n\u003Cp>13. An employee who, in the course of his\u002Fher duties is required by his\u002Fher\nemployer to have a guard dog accompanying him\u002Fher shall receive an allowance as\nper Third Schedule.\u003C\u002Fp>\n\n\u003Ch2>Gun and cash in transit allowance\u003C\u002Fh2>\n\n\u003Cp>4.(1) An employee who in the course of his\u002Fher duties is required by his\u002Fher\nemployer to carry a firearm shall receive an allowance as per Third\nSchedule.\u003C\u002Fp>\n\n\u003Cp>(2) An employee who in the course of his\u002Fher duties is required by his\u002Fher\nemployer to carry out cash-in-transit duties shall receive an allowance as per\nThird Schedule.\u003C\u002Fp>\n\n\u003Cp>Housing allowance\u003C\u002Fp>\n\n\u003Cp>5. An employer shall provide housing allowance to an employee in the absence\nof the provision of accommodation and shall pay the allowance as per Third\nSchedule.\u003C\u002Fp>\n\n\u003Ch2>Transport allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>16. An employer shall provide transport allowance to an employee, in the\nabsence of the provision of transport, and shall pay the allowance as per Third\nSchedule.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Cooked meals\u003C\u002Fh2>\n\n\u003Cp>17.(1) Where an employer supplied meals, he\u002Fshe shall display the cost of\nsuch meals in a prominent position in the canteen.\u003C\u002Fp>\n\n\u003Cp>(2) An employee who voluntarily accepts such meals may have the cost of such\nmeals deducted from his\u002Fher wage.\u003C\u002Fp>\n\n\u003Ch2>Outside work\u003C\u002Fh2>\n\n\u003Cp>18. No employee, other than a part-time employee or a casual employee, shall\nsolicit, take orders for, undertake or perform any work of a similar capacity\nto that in which he\u002Fshe is normally employed, on his\u002Fher own account, or on\nbehalf of any other person or firm, for gain, without the written consent of\nhis\u002Fher employer.\u003C\u002Fp>\n\n\u003Ch2>Transfer of employee\u003C\u002Fh2>\n\n\u003Cp>19. An employee who is transferred from his\u002Fher usual place of work\npermanently shall be notified of such transfer thirty days in advance and shall\nbe and his\u002Fher family and property be conveyed to such a place at the\nemployer’s expense and shall be provided with suitable board and\naccommodation at the employer’s expense for a period of thirty days at the\nnew place of work.\u003C\u002Fp>\n\n\u003Ch2>Subsistence, accommodation and travel allowances\u003C\u002Fh2>\n\n\u003Cp>20.(1) An employee who is required to work more than twenty five kilometres\nfrom his\u002Fher normal place of work, which necessitates his\u002Fher sleeping away\nfrom home, shall be paid in advance, if he so requests, a subsistence allowance\napproved by the employer in consultation with the employee to provide for—\u003C\u002Fp>\n\n\u003Cp>(a)all necessary proved travelling expenses; or\u003C\u002Fp>\n\n\u003Cp>(b) unproved expenses—\u003C\u002Fp>\n\n\u003Cp>(i) where neither accommodation nor food is provided, an amount as per Third\nSchedule; or\u003C\u002Fp>\n\n\u003Cp>(ii) where food is provided an amount as per Third Schedule; or\u003C\u002Fp>\n\n\u003Cp>(iii) where accommodation is provided but not required, an amount as per\nThird Schedule.\u003C\u002Fp>\n\n\u003Cp>(2) Where transport is required to convey an employee referred to in\nsubsection (1), the form of transport to be used shall be mutually agreed upon\nby the employer and the employee, and payment shall be as follows—\u003C\u002Fp>\n\n\u003Cp>(a) where public transport is used, an employee shall be paid the cost of\nsuch transport; and\u003C\u002Fp>\n\n\u003Cp>(b) where an employee uses his\u002Fher own vehicle he\u002Fshe shall be paid a rate\nper kilometre which shall be mutually agreed upon:\u003C\u002Fp>\n\n\u003Cp>Provided that an employee travelling outside his\u002Fher ordinary hours of work\nshall not be paid for such time spent in travelling, unless mutually agreed\nupon between such employee and his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>(3) An employee who is required to work so far from his\u002F her usual place of\nwork as to necessitate his\u002Fher sleeping away from home, shall be conveyed to\nand from such place at the employer’s expense, and shall be provided with\nsuitable board and accommodation or shall be paid, in addition to his\u002Fher wages\nfor the period during which he is away from home, all necessary out-of-pocket\ntravelling and subsistence expenses:\u003C\u002Fp>\n\n\u003Cp>For the purposes of this subsection, “usual place of work” means the\nheadquarters or branch headquarters of the employer.\u003C\u002Fp>\n\n\u003Ch2>Vacation leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>21.(1) If the services of an employee who has completed two months of\ncontinuous service is terminated, for any cause whatsoever, he\u002Fshe shall be\npaid for each month of such service in accordance with subsection (2).\u003C\u002Fp>\n\n\u003Cp>(2) An employee shall accumulate vacation leave at the rate of two and half\ndays for each month worked.\u003C\u002Fp>\n\n\u003Cp>(3) An employee may take a portion of any vacation leave accrued to him\u002Fher,\nand shall retain his\u002Fher right to any vacation leave not taken.\u003C\u002Fp>\n\n\u003Cp>(4) An employee shall be entitled to proceed on vacation leave within thirty\ndays of his\u002Fher application thereof:\u003C\u002Fp>\n\n\u003Cp>Provided that where undue hardship would be caused to the employer the\nemployee shall be entitled to proceed on vacation leave within six weeks of\nhis\u002Fher application thereof; provided such an employee is a skilled worker\ndifficult to replace on short notice.\u003C\u002Fp>\n\n\u003Cp>(5) An employer shall be entitled, on giving one month’s written notice,\nto require an employee to proceed on his\u002Fher accrued vacation leave, or any\nportion thereof, at any time convenient to the employer.\u003C\u002Fp>\n\n\u003Cp>(6) No employer shall permit an employee to accumulate vacation leave during\na period of two years of continuous service with the same employer, without the\nemployee proceeding on such accrued leave or any portion thereof, whether\nhe\u002Fshe works a forty- five hour or forty-eight hour week, with weekend and\npublic holidays being included when calculating the total number of leave\ndays.\u003C\u002Fp>\n\n\u003Cp>(7) Subject to the provisions of subsection (9), and with the consent of\nhis\u002Fher employer, an employee may elect to accumulate vacation leave in excess\nof thirty or thirty-six working days, as the case may be.\u003C\u002Fp>\n\n\u003Cp>(8) If an employee who works a five-day week has accrued 90 days’ vacation\nleave and is not permitted by his\u002Fher employer to take the full 90 days’\nleave on the date of accrual of such leave, he\u002Fshe shall be remunerated by cash\nin full for the 90 days leave accrued or part thereof.\u003C\u002Fp>\n\n\u003Cp>(9) An employee who has accumulated vacation leave may, with the consent of\nhis\u002Fher employer, elect to be paid cash in lieu of his\u002Fher taking such leave at\ncurrent rate.\u003C\u002Fp>\n\n\u003Cp>(10) An employee proceeding on vacation leave shall, be paid, on request\nthirty days prior to his\u002Fher going on leave his\u002Fher wages up to date, and\nhis\u002Fher current wage allowances for the period of such leave.\u003C\u002Fp>\n\n\u003Cp>(11) In calculating any period of leave, any public holidays listed in the\nSchedule to the Public Holidays and Prohibition of Business Act [Chapter\n10:21], shall be reckoned as part of such leave.\u003C\u002Fp>\n\n\u003Cp>(12) 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 24, shall be counted as continuous service\nfor the purpose of calculating leave.\u003C\u002Fp>\n\n\u003Cp>(13) For the purposes of calculating any period of leave or pay in lieu of\nleave, a year shall be reckoned from the date on which an employee commences\nservice with an employer or in terms of subsection (2) for any period less than\none year.\u003C\u002Fp>\n\n\u003Cp>(14) For the purpose of leave pay, the pay for one day shall be calculated\nin terms of section 6,\u003C\u002Fp>\n\n\u003Cp>(15) The leave pay of an employee shall be calculated on his\u002Fher current\nwage at the time of proceeding on such leave.\u003C\u002Fp>\n\n\u003Cp>(16) For the purposes of calculating any period of leave or pay in lieu of\nleave, an investigator, security guard, lance-corporal, corporal, sergeant,\nsergeant-major and security officer employed in the private security\noccupation, shall be deemed to work a forty-eight hour week.\u003C\u002Fp>\n\n\u003Cp>(17) An employee, whose service is terminated for any cause whatsoever,\nshall be paid the cash equivalent of any leave which he\u002F she has accrued and\nthe amount of such payment shall be based on his\u002Fher current wage.\u003C\u002Fp>\n\n\u003Cp>(18) If any employee is absent from work because of illness or any cause\nbeyond his\u002Fher own control, proof of which shall rest on him\u002Fher, such period\nof absence may not be paid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>(19) An employee who loses a relative due to death, on request, shall\nproceed on compassionate paid leave for a period of up to a maximum of five\ndays per bereavement but not exceeding a cumulative total of twelve days in any\ncalendar year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Industrial holidays\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>22.(1) All days declared in terms of the Public Holidays and Prohibition of\nBusiness Act [Chapter 10:21] as public holidays shall be industrial\nholidays.\u003C\u002Fp>\n\n\u003Cp>(2) Subject to the provisions of subsection (3), every employee shall be\ngranted leave of absence on industrial holidays and shall be paid his\u002Fher\nnormal daily wage for every industrial holiday.\u003C\u002Fp>\n\n\u003Cp>(3) An employer may request an employee to work on an industrial holiday, in\nwhich event he\u002Fshe shall either—\u003C\u002Fp>\n\n\u003Cp>(a) with the consent of the employee, grant the employee leave of absence on\nanother day instead of the industrial holiday, and pay him\u002Fher not less than\nhis\u002Fher daily wage in respect of the industrial holiday and that other day;\nor\u003C\u002Fp>\n\n\u003Cp>(b) pay the employee for work done on the industrial holiday, for each hour\nof work done during the ordinary hours of work of the employee for the day of\nthe week on which the industrial holiday falls, not less than his\u002Fher normal\nwage plus an additional amount equal to his\u002Fher normal wage:\u003C\u002Fp>\n\n\u003Cp>Provided that, insofar as the private security occupation is concerned, this\namendment shall be deemed to have come into force with effect from date of\npublication of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Benefits during sickness\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>23.(1) The provisions of this section shall also apply to casual and\npart-time employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(2) If an employee, whilst at work claims to be unfit for work, owing to\nsickness or accident, the employer shall give the employee sufficient time off\nto enable such employee to be examined by a medical practitioner.\u003C\u002Fp>\n\n\u003Cp>(3) If an employee is incapacitated by sickness or injury, he\u002F she shall be\nentitled to receive his\u002Fher current full wage and allowances during such\nincapacity for a period not exceeding, in aggregate, in any one year of service\n90 days:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that—\u003C\u002Fp>\n\n\u003Cp>(a) he\u002Fshe is not entitled to any compensation or other payment in respect\nof such sickness or incapacity under the provisions of the National Social\nSecurity Authority Act [Chapter 17:04], or the State Service (Disability\nBenefits) Act [Chapter 16:05], or any similar enactment relating to\ncompensation; and\u003C\u002Fp>\n\n\u003Cp>(b) his\u002Fher sickness was not self-induced or his\u002Fher injury was not\nwillfully self-inflicted; and\u003C\u002Fp>\n\n\u003Cp>(c) he produces a medical certificate to justify such absence for any period\nexceeding three working days; and\u003C\u002Fp>\n\n\u003Cp>(d) such paid sick-leave shall not be cumulative from one year to another;\nand\u003C\u002Fp>\n\n\u003Cp>(e) such sick-leave shall not be considered as vacation leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(4) If an employee—\u003C\u002Fp>\n\n\u003Cp>(a) has been paid his\u002Fher wages in terms of subsection (3) for a continuous\nperiod of 90 days or for a number of periods aggregating 90 days in any one\nyear of service, if he\u002Fshe works a 48 hour week; or\u003C\u002Fp>\n\n\u003Cp>(b) has been paid his\u002Fher wages in terms of subsection (3) for a continuous\nperiod of 90 working days or for a number of periods aggregating 90 working\ndays in any one year of service, if he\u002Fshe works a five-day week; and\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(c) is within that year of service, again certified by a medical\npractitioner as being unfit to work; he\u002Fshe shall be paid half his\u002Fher wage by\nhis\u002Fher employer for such further period or periods as the medical practitioner\nmay certify him\u002F her to be unfit, but not exceeding, in aggregate, 90 days, as\nthe case may be, within any one year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003C\u002Fdiv>\n\n\u003Cp>(5) An employee shall not be entitled to any additional sick- leave in terms\nof subsection (4) —\u003C\u002Fp>\n\n\u003Cp>(a) if he is entitled, in terms of the National Social Security Authority\nAct [Chapter 17:04], or the State Service (Disability Benefits)Act[Chapter\n16:05],or any similar enactment relating to compensation, to any compensation\nfor the incapacity under which he\u002Fshe is labouring; or\u003C\u002Fp>\n\n\u003Cp>(b) if his\u002Fher sickness was self induced or his\u002Fher injury was willfully\nself-inflicted.\u003C\u002Fp>\n\n\u003Cp>(6) If an employee is absent from work for more than three consecutive days\ndue to illness or accident, whether such sick-leave is paid or not, he\u002Fshe\nshall cause a medical certificate to be sent to his\u002Fher employer to advise\nhis\u002Fher employer the probable duration of his\u002Fher absence.\u003C\u002Fp>\n\n\u003Cp>(7) Where no medical practitioner is available, a certificate issued by a\nState registered nurse or State certified nurse or a suitably qualified person\nemployed in a State or municipal clinic shall be accepted in place of a medical\ncertificate:\u003C\u002Fp>\n\n\u003Cp>Provided that, where the period of sick-leave exceeds fifteen working days,\nthe employee shall be required to furnish a certificate issued by a medical\npractitioner.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>(8) The employer shall be entitled to terminate the contract of employment\nupon fulfillment of the provisions of subsections (3) and (4).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Maternity leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>24.(1) Maternity leave shall be granted to female employees for a period of\n98 days on full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(2) An employee shall be entitled to a maximum of three periods of maternity\nwithin her total service to any one particular employer and provided that\n“Still Birth” shall not be considered as a birth, but sick leave shall be\ngranted in terms of this CBA for the period of such maternal illness. An\nemployee shall be entitled to a maximum of one period of maternity leave within\na period of two years to any one particular employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>(3) A breast feeding mother shall be given one hour nursing time per day for\nsix months commencing from her resumption of duty from maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) All Saturdays, Sundays and gazetted public holidays falling within a\nperiod of maternity leave shall be counted as part of the maternity leave.\u003C\u002Fp>\n\n\u003Ch2>Contract and notice\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>25.(1) An employer shall inform every employee, in writing, on engagement,\nof the nature of his\u002Fher contract, including—\u003C\u002Fp>\n\n\u003Cp>(a)his\u002Fher grade; and\u003C\u002Fp>\n\n\u003Cp>(b) his\u002Fher rate of pay, its manner of calculation and when it will be paid;\nand\u003C\u002Fp>\n\n\u003Cp>(c) provision for accommodation, if any; and\u003C\u002Fp>\n\n\u003Cp>(d) the period of notice required to terminate the contract of employment;\nand\u003C\u002Fp>\n\n\u003Cp>(e) the hours of work; and\u003C\u002Fp>\n\n\u003Cp>(f) the details of any allowance; and\u003C\u002Fp>\n\n\u003Cp>(g) vacation leave and vacation pay; and\u003C\u002Fp>\n\n\u003Cp>(h) provision for benefits during sickness or pregnancy; and\u003C\u002Fp>\n\n\u003Cp>(i) name and address of the employer; and\u003C\u002Fp>\n\n\u003Cp>(j) the period of time if limited for which the employee is engaged; and\u003C\u002Fp>\n\n\u003Cp>(k) terms of probation if any; and\u003C\u002Fp>\n\n\u003Cp>(l) terms of any employment code; and\u003C\u002Fp>\n\n\u003Cp>(m) particulars of any other benefit provided under the contract of\nemployment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(2) The first four weeks of any silent contract of service shall be in\nprobationary period, unless the employer and employee agree, in writing, to\nsuch period being some other duration, not exceeding ninety consecutive days,\nand during the probationary period, the contract shall be terminable on\ntwenty-four hours’ notice by either party.\u003C\u002Fp>\n\n\u003Cp>(3) If the probationary period of service is terminated during or at the end\nof such service, the employee shall be entitled to be paid a wage commensurate\nto the grade for the period from commencement of the probation to the\ntermination of service.\u003C\u002Fp>\n\n\u003Cp>(4) If the probationary period is not terminated during or at the end of\nsuch service, the employee shall be deemed to be a full¬time monthly paid or\nweekly paid employee, as the case may be.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(5) An employer or an employee may terminate the contract of employment by\ngiving notice in terms of the contract, but such notice shall be—\u003C\u002Fp>\n\n\u003Cp>(a) three months in the case of a contract without limit of time or a\ncontract for a period of two years or more;\u003C\u002Fp>\n\n\u003Cp>(a) two months in the case of a contract for a period of one year or more\nbut less than two years;\u003C\u002Fp>\n\n\u003Cp>(b) one month in the case of a contract for a period six months or more but\nless than one year;\u003C\u002Fp>\n\n\u003Cp>(c) two weeks in the case of a contract for a period of three months or more\nbut less than six months;\u003C\u002Fp>\n\n\u003Cp>(d) one day in the case of a contract for a period of less than three months\nor in the case of casual work or seasonal work.\u003C\u002Fp>\n\n\u003Cp>(2) Where a dispute arises between an employer and an employee as to what\nconstitutes an emergency or a compelling necessity, the dispute shall be\nreferred to the Council.\u003C\u002Fp>\n\n\u003Cp>(3) An employer may discharge his\u002Fher obligations by paying an employee\nhis\u002Fher full wage and allowances for, and in place of, the period of notice\nrequired to be given in terms of this section.\u003C\u002Fp>\n\n\u003Cp>(4) If the employee deserts or wrongfully terminates his\u002Fher employment\nwithout due notice, the employer shall pay such employee for the period during\nwhich he\u002Fshe duly carried out his\u002Fher duties.\u003C\u002Fp>\n\n\u003Cp>(5) When an employer or an employee gives notice of termination of service,\na shorter period of notice may be mutually agreed upon, and shall be in\nwriting.\u003C\u002Fp>\n\n\u003Cp>(6) An employee who has given or received notice to terminate his\u002Fher\nemployment shall not be required to take vacation leave during the period of\nsuch notice.\u003C\u002Fp>\n\n\u003Cp>(7) Subject to the provisions of subsection (12) no employer or employee\nshall give notice of termination of service to run concurrently with sick-leave\nor vacation-leave.\u003C\u002Fp>\n\n\u003Cp>(8) Subject to the provisions of subsection (5), no employer shall give\nnotice of termination of employment whilst the employee is sick or disabled,\nunless or until such employee has been absent for a continuous period of not\nless than 180 days.\u003C\u002Fp>\n\n\u003Cp>(9) Any contract of employment which is for a fixed duration shall specify\nthe date of commencement and the date of termination thereof, and no further\nnotice to terminate the contract shall be required from either party.\u003C\u002Fp>\n\n\u003Cp>(10) An employer may terminate the contract of employment with an employee\nin terms of the code of conduct.\u003C\u002Fp>\n\n\u003Ch2>Continuous service\u003C\u002Fh2>\n\n\u003Cp>26.(1) Continuous service shall be deemed to be broken only by death,\nresignation, retirement or discharge of the employee concerned:\u003C\u002Fp>\n\n\u003Cp>Provided that, an employee who is discharged and reengaged by the same\nemployer within two months of such discharge shall be deemed not to have broken\nhis\u002Fher continuous service.\u003C\u002Fp>\n\n\u003Cp>(2) If an employee who is absent from work without permission from his\u002Fher\nemployer is allowed to continue his\u002Fher employment within two months of such\nabsence, he\u002Fshe shall be deemed not to have broken his\u002Fher period of continuous\nservice.\u003C\u002Fp>\n\n\u003Cp>(3) If, upon the change of ownership of an establishment, an employee enters\nthe service of a new owner, or continues his\u002Fher employment in the\nestablishment, his\u002Fher service with the previous owner shall be reckoned as\nservice with the new owner, and shall be deemed not to have broken continuous\nservice by such change of employer:\u003C\u002Fp>\n\n\u003Cp>Provided that, if, upon the change of ownership of the establishment, an\nemployee was paid by the previous owner gratuity in terms of section 30 in\nrespect of his\u002Fher service with the previous owner; on the death, resignation,\nretirement or discharge of such employee in the employ of the new owner;\nhis\u002Fher gratuity may be reduced by the amount of the gratuity paid by the\nprevious owner.\u003C\u002Fp>\n\n\u003Ch2>Record of service\u003C\u002Fh2>\n\n\u003Cp>27.(1) An employee whose services are terminated, for any cause whatsoever,\nmay request a record of service from his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>(2) The record of service supplied shall specify the period of service and\nthe occupation in which the employee was employed.\u003C\u002Fp>\n\n\u003Ch2>Protective clothing and uniforms\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>28.(1) An employer shall supply, free of charge, to each employee in the\nprivate security occupation, an identity card in terms of section 14 of the\nPrivate Investigators and Security Guards (General) Regulations, 2007,\npublished in Statutory Instrument 156 of 2007, and every item of uniform\napplicable to his\u002Fher rank, specified by the law to be worn for the\nsatisfactory performance of his\u002Fher duties.\u003C\u002Fp>\n\n\u003Cp>(2)Every employer shall supply, free of charge, a water-proof cap, overcoat\nor other suitable protective clothing to every employee who, in the course of\nhis\u002Fher duties, is habitually exposed to inclement weather.\u003C\u002Fp>\n\n\u003Cp>(3)- (a) the employer shall provide 1 kilogram laundry soap to every\nuniformed employee every calendar month for the laundry of the uniform by the\nemployee;\u003C\u002Fp>\n\n\u003Cp>(b) the employer shall provide 50 millilitres of shoe polish every two\nmonths to every uniformed employee for the upkeep of shoes.\u003C\u002Fp>\n\n\u003Cp>(4)Where the employee loses protective clothing, uniforms and equipment,\nissued for the purpose of employees duties, the employee may refund the\nemployer as follows—\u003C\u002Fp>\n\n\u003Cp>(a) if issued being new and lost within three months, the employee may\nrefund the employer at least a minimum of eighty percent of the cost of the\nuniform;\u003C\u002Fp>\n\n\u003Cp>(b) if issued being new and lost after three months but before duration for\nchange; the employee may refund forty percent of the cost;\u003C\u002Fp>\n\n\u003Cp>(c) if issued being second hand and lost after its duration the employee may\nrefund five percent of the cost;\u003C\u002Fp>\n\n\u003Cp>(d) no employer may issue an old or unclean uniform to an employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>First aid equipment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>29.(l) Every employer shall provide measures for emergencies and accidents,\nincluding First Aid, as required by the National Social Security (Accidents\nPrevention and Workers Compensation Scheme) Notice, 1990, published in\nStatutory Instrument 68 of 1990.\u003C\u002Fp>\n\n\u003Cp>(2) Every employer in an establishment shall provide First- Aid equipment in\na dust-proof container readily accessible to all employees in that\nestablishment, which equipment shall comprise not less than a standard first\naid kit as determined by the Health and Safety Ministry.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Gratuities on termination of employment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>30.(1) Subject to the provisions of subsection (4), an employee who has\ncompleted five or more years of continuous service shall, on the termination of\nsuch service, irrespective of the circumstances of such termination, be paid a\ngratuity of not less than the amount derived by multiplying the appropriate\npercentage of his\u002Fher current monthly wage by the number of completed years of\ncontinuous service, as set out in the Fourth Schedule.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) If an employee who has completed five or more years of continuous\nservice dies before receiving a gratuity in terms of subsection (1), there\nshall be paid to his\u002Fher estate the sum which the employee would have received\nif his\u002Fher contract of employment had terminated on the day of his\u002Fher\ndeath.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(3) Notwithstanding the provisions of subsections (1) and (2), if an\nemployee is a member of a pension fund which provides for the employee, or\nhis\u002Fher dependants, to receive an amount in excess of the employee’s own\ncontributions together with interest, then the gratuity payable in terms of\nthis subsection shall be reduced by such excess. In the event of the benefit\ndue being a pension, or deferred pension, then the value of the pension, or\ndeferred pension, shall be compared with the gratuity payable plus the refund\nof the employee’s own contributions with interest and if the pension, or\ndeferred pension, is less than the gratuity and refund of contributions, then\nthe difference shall be paid in cash by the employer. Such pensions shall not\nbe mis¬construed to refer to personal pensions but industry pensions if\nany.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4) Notwithstanding the provisions of this section, an employer may set off\nagainst, and deduct from, any amount payable in terms of this section any sum\nowed to the employer by the employee or by his\u002Fher estate in terms of a civil\njudgment in favour of the employer and arising out of theft and\u002For fraud\ncommitted by the employee.\u003C\u002Fp>\n\n\u003Cp>(5) In this section, “civil judgment” includes an award of compensation\nor restitution in terms of Part XIX of the Criminal Procedure and Evidence Act\n[Chapter 9:07],\u003C\u002Fp>\n\n\u003Ch2>Retirement age\u003C\u002Fh2>\n\n\u003Cp>31.(1) The retirement age for all employees shall be 60 years; which may be\nextended to a maximum of 65 years as a result of mutual agreement between the\nemployer and employee concerned.\u003C\u002Fp>\n\n\u003Cp>(2) An employee on his\u002Fher\u002Fher own request may opt for an early\nretirement:\u003C\u002Fp>\n\n\u003Cp>Provided that such an employee receives his\u002Fher\u002Fher pension with full\nemployer’s contributions on a pro-rata basis.\u003C\u002Fp>\n\n\u003Ch2>Registration and council dues\u003C\u002Fh2>\n\n\u003Cp>32.(1) Every employer in the Security Industry, at the time of coming into\noperation of this agreement shall, within one month of that date, unless it had\nalready been done, notify the General Secretary of his\u002Fher full name, trading\nname, postal and physical address and a summary of the activities of the\nundertaking; which summary shall include size of workforce monthly wage bill\nfor all grades and total number of employees covered by this Collective\nBargaining Agreement.\u003C\u002Fp>\n\n\u003Cp>(2) All employers, employees engaged in the Security Industry shall from the\ndate of publication of this agreement pay dues to the Council whereupon all\nemployers shall deduct from the wage or salary of each of the said employees\nthe appropriate due with the employer contributing his\u002Fher appropriate dues as\nstipulated in 32(4)(e).\u003C\u002Fp>\n\n\u003Cp>(3) The dues to be paid shall fall due at the end of each month and shall be\npaid not later than the 15th day of the following month.\u003C\u002Fp>\n\n\u003Cp>(4) The dues shall be paid by the employee at the rate of 0,325% of the\nemployee’s monthly wage or salary as at the date of deduction and at the same\npercentage thereafter at the end of each succeeding month:\u003C\u002Fp>\n\n\u003Cp>Provided that—\u003C\u002Fp>\n\n\u003Cp>(a) no employee shall pay more than US$5 per month;\u003C\u002Fp>\n\n\u003Cp>(b) no dues shall be payable where owing to short-time working or any other\ncause an employee’s pay is reduced to below sixty per centum of his\u002Fher\nnormal wage or salary;\u003C\u002Fp>\n\n\u003Cp>(c) no deduction shall be made in respect of an employee who is off work\nsick for a period in excess of 180 days and not in receipt of sick-leave pay or\na substitute payment;\u003C\u002Fp>\n\n\u003Cp>(d) deductions shall be made in advance from the leave pay paid to an\nemployee prior to his\u002Fher commencing his\u002F her leave;\u003C\u002Fp>\n\n\u003Cp>(e) the employer shall contribute an amount equivalent to the employees’\ntotal monthly contributions.\u003C\u002Fp>\n\n\u003Cp>(5) The dues to be paid by each employee each month shall be that amount\nwhich equals the total of the deductions made in terms of subsection (4) of\nthis section and shall not exceed US$5 per month in respect of each individual\nemployee.\u003C\u002Fp>\n\n\u003Cp>(6) Any person who is bound by this collective bargaining agreement but\nfails to comply with or to implement the provisions of this collective\nbargaining agreement shall, without derogation from any other remedies that may\nbe available against him\u002Fher for its enforcement—\u003C\u002Fp>\n\n\u003Cp>(a) commit an unfair labour practice as stated in section 8(l)(e) and\nsection 82(3)(a) of the Labour Act [Chapter 28:01]-, and\u003C\u002Fp>\n\n\u003Cp>(b) be guilty of an offence and liable to a fine not exceeding level seven\nor to imprisonment for a period not exceeding two years or to both such fine\nand such imprisonment as stated in section 82(3)(b) of the Labour Act [Chapter\n28:01].\u003C\u002Fp>\n\n\u003Cp>(7) The provisions of this section shall not apply to casual employees.\u003C\u002Fp>\n\n\u003Ch2>Exemptions\u003C\u002Fh2>\n\n\u003Cp>33.(1) The Council may, in its sole discretion, and upon such terms and\nconditions as it may determine, grant exemption, in writing, from any of the\nprovisions of this agreement to an employer or employee.\u003C\u002Fp>\n\n\u003Cp>(2) Applications for exemption in terms of subsection (1) 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,\nin its sole discretion.\u003C\u002Fp>\n\n\u003Cp>(4) Any such exemption granted to the employer or employee by the council\nshall specify the period or duration of such exemption.\u003C\u002Fp>\n\n\u003Ch2>Copy of agreement and notice\u003C\u002Fh2>\n\n\u003Cp>34.(1) Every employer shall exhibit or make available a copy of this\nagreement and all amendments thereto in a place accessible to every\nemployee.\u003C\u002Fp>\n\n\u003Cp>(2) Every employer shall exhibit a notice, in the form set out in the First\nSchedule, showing the number of ordinary working hours per week and the normal\ndaily times for starting and finishing work in his\u002Fher establishment for each\ngroup of employees.\u003C\u002Fp>\n\n\u003Cp>(3) No person shall alter, deface or remove, or cause to be altered, defaced\nor removed, the copy of the agreement, save on the instructions of the employer\nwhen carrying out his\u002Fher responsibilities under subsections (1) and (2).\u003C\u002Fp>\n\n\u003Ch2>Administration\u003C\u002Fh2>\n\n\u003Cp>16.The Council shall be the body responsible for the administration of this\nagreement, and may issue expressions of opinion not inconsistent with the\nprovisions for employers and employees.\u003C\u002Fp>\n\n\u003Ch2>Amendments\u003C\u002Fh2>\n\n\u003Cp>36. The parties to the employment council may from time to time amend this\ncollective bargaining Agreement in terms of the National Employment Council as\nagreed.\u003C\u002Fp>\n\n\u003Ch2>Declaration\u003C\u002Fh2>\n\n\u003Cp>37. The trade unions and the employer’s organisation, having arrived at\nthis agreement set forth herein, 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 employers, on this 28th day\nof February, 2012.\u003C\u002Fp>\n\n\u003Cp>A. C. DUBE,\u003C\u002Fp>\n\n\u003Cp>Chairman, National Employment Council for the Security Industry.\u003C\u002Fp>\n\n\u003Cp>T. MADZIVIRE,\u003C\u002Fp>\n\n\u003Cp>President, Zimbabwe National Security Association.\u003C\u002Fp>\n\n\u003Cp>K. MATARE,\u003C\u002Fp>\n\n\u003Cp>President, Zimbabwe Security Guards Union.\u003C\u002Fp>\n\n\u003Cp>G. ZHOU,\u003C\u002Fp>\n\n\u003Cp>President, Private Security Workers Union\u003C\u002Fp>\n\n\u003Cp>************************\u003C\u002Fp>\n\n\u003Cp>FIRST SCHEDULE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">\u003Cp>1. The number of ordinary working hours for security personnel shall not\nexceed 48 hours per week and 12 hours in any period of 24 hours and 208 hours\nper month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. The normal daily times of starting and finishing for security personnel\nshall be—\u003C\u002Fp>\n\n\u003Cp>(a) for a day shift: start 0600 hrs—finish 1800 hrs;\u003C\u002Fp>\n\n\u003Cp>(b) for a night shift: start 1800 hrs— finish 0600 hrs;\u003C\u002Fp>\n\n\u003Cp>The employer can vary starting and finishing times provided that the working\nhours shall not exceed 12 hours in any shift.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>3. The ordinary working hours for all other employees shall not exceed 45\nhours per week and nine hours per day.\u003C\u002Fp>\n\n\u003Cp>4. The normal daily times of starting and finishing for other employees\nshall be 0800 hrs to 1700 hrs.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The employer can vary starting and finishing times provided that the working\nhours shall not exceed 9 hours per day.\u003C\u002Fp>\n\n\u003Cp>5. The industrial holidays to be observed are all days declared in terms of\nthe Public Holidays and Prohibition of Business Act [Chapter 10:21],\u003C\u002Fp>\n\n\u003Cp>******************************\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>SECOND SCHEDULE\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Classification of occupation\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Minimum monthly wage\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. (a) Guard \n\n        \u003Cp>General hand\u003C\u002Fp>\n\n        \u003Cp>(b) Senior guard 1 year experience\u003C\u002Fp>\n\n        \u003Cp>(c) Guard specialized training + experience..\u003C\u002Fp>\n\n        \u003Cp>(d) Senior guard specialized training (5 years+)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>200,00\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>207,00\u003C\u002Fp>\n\n        \u003Cp>213,00\u003C\u002Fp>\n\n        \u003Cp>216,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. Lance corporal \n\n        \u003Cp>Driver class (3)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>220,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Corporal \n\n        \u003Cp>Driver class (4)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>229,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4. Sergeant \n\n        \u003Cp>Driver class (2)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>247.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5. Sergeant major \n\n        \u003Cp>Driver class (1)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>260,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6. Assistant inspector \u003C\u002Ftd>\n      \u003Ctd>276,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7. Inspector \u003C\u002Ftd>\n      \u003Ctd>302,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8. Chief inspector \u003C\u002Ftd>\n      \u003Ctd>324,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9. Security officer \u003C\u002Ftd>\n      \u003Ctd>373,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10. Chief security officer \u003C\u002Ftd>\n      \u003Ctd>400,00 \u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>**************************\u003C\u002Fp>\n\n\u003Cp>THIRD SCHEDULE\u003C\u002Fp>\n\n\u003Cp>ALLOWANCES\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Ctr>\u003Ctd>1. Dog handlers allowance\u003C\u002Ftd>\n      \u003Ctd>USD0,30 per shift \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. Firearm\u002Fgun handler’s allowance\u003C\u002Ftd>\n      \u003Ctd>USD 0.35 per shift\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Cash-In-Transit allowance\u003C\u002Ftd>\n      \u003Ctd>USD 0.35 per shift\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4. Cycle allowance\u003C\u002Ftd>\n      \u003Ctd>USD 0.64 per shift\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5. Housing allowance\u003C\u002Ftd>\n      \u003Ctd>USD12.00 per month \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6. Transport allowance\u003C\u002Ftd>\n      \u003Ctd>USD10.00 per month\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7. Unproved expenses:\n\n        \u003Cp>(a) where neither accommodation nor food is provided\u003C\u002Fp>\n\n        \u003Cp>(b) where food is provided\u003C\u002Fp>\n\n        \u003Cp>(c) where accommodation is Provided\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>USD16,00 per day \u003C\u002Fp>\n\n        \u003Cp>USD10.00 per day \u003C\u002Fp>\n\n        \u003Cp>USD6.00 per day\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Fdiv>\u003Ctr>\u003Ctd>\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>FOURTH SCHEDULE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_perc\">\u003Cp>GRATUITIES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Length of service Years\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Percentage of monthly wage on termination of Employment %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>38\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*********************************\u003C\u002Fp>\n\n\u003Cp>NEC SECURITY INDUSTRY WAGES AND ALLOWANCES SCHEDULE 2013 - Second\nSchedule\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Classification of occupation\u003C\u002Ftd>\n      \u003Ctd>OLD\u003C\u002Ftd>\n      \u003Ctd>NEW\u003C\u002Ftd>\n      \u003Ctd>ALLOWANCES\u003C\u002Ftd>\n      \u003Ctd>TOTAL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>a) Guard\u003C\u002Ftd>\n      \u003Ctd>200.00\u003C\u002Ftd>\n      \u003Ctd>214.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>236.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>General hand\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>b) Senior gurad 1 year experience\u003C\u002Ftd>\n      \u003Ctd>207.00\u003C\u002Ftd>\n      \u003Ctd>221.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>243.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>c) Guard specialised training + experience\u003C\u002Ftd>\n      \u003Ctd>213.00\u003C\u002Ftd>\n      \u003Ctd>228.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>250.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>d) Senior guard specialised training (5 years +)\u003C\u002Ftd>\n      \u003Ctd>216.00\u003C\u002Ftd>\n      \u003Ctd>231.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>253.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Lance corporal\u003C\u002Ftd>\n      \u003Ctd>220.00\u003C\u002Ftd>\n      \u003Ctd>235.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>257.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Driver class (3)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Corporal\u003C\u002Ftd>\n      \u003Ctd>229.00\u003C\u002Ftd>\n      \u003Ctd>245.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>267.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Driver class (4)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Sergeant\u003C\u002Ftd>\n      \u003Ctd>247.00\u003C\u002Ftd>\n      \u003Ctd>264.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>286.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Driver class (2)\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Sergeant major\u003C\u002Ftd>\n      \u003Ctd>260.00\u003C\u002Ftd>\n      \u003Ctd>278.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>300.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Driver class (10\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Assistant inspector\u003C\u002Ftd>\n      \u003Ctd>276.00\u003C\u002Ftd>\n      \u003Ctd>295.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>317.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Inspector\u003C\u002Ftd>\n      \u003Ctd>302.00\u003C\u002Ftd>\n      \u003Ctd>322.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>344.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Chief inspector\u003C\u002Ftd>\n      \u003Ctd>324.00\u003C\u002Ftd>\n      \u003Ctd>346.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>362.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Security officer\u003C\u002Ftd>\n      \u003Ctd>373.00\u003C\u002Ftd>\n      \u003Ctd>398.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>420.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>Chief security officer \u003C\u002Ftd>\n      \u003Ctd>400.00\u003C\u002Ftd>\n      \u003Ctd>427.00\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>449.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ALLOWANCES\u003C\u002Ftd>\n      \u003Ctd>OLD RATES\u003C\u002Ftd>\n      \u003Ctd>NEW RATES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. Dog handlers allowance\u003C\u002Ftd>\n      \u003Ctd>USD0,30 per shift \u003C\u002Ftd>\n      \u003Ctd>0.32\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. Firearm\u002Fgun handler’s allowance\u003C\u002Ftd>\n      \u003Ctd>USD 0.35 per shift\u003C\u002Ftd>\n      \u003Ctd>0.37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Cash-In-Transit allowance\u003C\u002Ftd>\n      \u003Ctd>USD 0.35 per shift\u003C\u002Ftd>\n      \u003Ctd>0.37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4. Cycle allowance\u003C\u002Ftd>\n      \u003Ctd>USD 0.64 per shift\u003C\u002Ftd>\n      \u003Ctd>0.68\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5. Housing allowance\u003C\u002Ftd>\n      \u003Ctd>USD12.00 per month \u003C\u002Ftd>\n      \u003Ctd>12.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6. Transport allowance\u003C\u002Ftd>\n      \u003Ctd>USD10.00 per month\u003C\u002Ftd>\n      \u003Ctd>10.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7. Unproved expenses:\n\n        \u003Cp>(a) where neither accommodation nor food is provided\u003C\u002Fp>\n\n        \u003Cp>(b) where food is provided\u003C\u002Fp>\n\n        \u003Cp>(c) where accommodation is Provided\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>USD16,00 per day \u003C\u002Fp>\n\n        \u003Cp>USD10.00 per day \u003C\u002Fp>\n\n        \u003Cp>USD6.00 per day\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>17.00\u003C\u002Fp>\n\n        \u003Cp>11.00\u003C\u002Fp>\n\n        \u003Cp>6.00\u003C\u002Fp>\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\n\n            ",{"disabilitypay":44,"WAGES_determined":48,"ONCERISE_trigger":52,"severance_perc":56,"hourspmonth_select":60,"nursingmothers":64,"maternityotherclause":68,"LOWWAGE_provision":72,"pensionfund":76,"OVERTIME_trigger":80,"paidmaternityleavepay":84,"healthcareaccess":88,"healthinsurance":92,"COMMUTE_trigger":96,"protectiveclothing":100,"healthandsafetypolicy":104,"contracttrial":108,"sicknesspay":112,"dayspweek_select":116,"SCHEDULE_trigger":120,"longtermillness":124,"hoursovertimemax":128,"LOWWAGE_trigger":132,"MAXHOURS_trigger":134,"contractseverancepay1":137,"bankholidays1":139,"hourspweek_select":143,"sicknessmaxdays":147,"paidmaternityleave":151,"contractseverancepay":153,"PAIDLEAV_trigger":157,"deathrelatives":161},{"bindId":45,"name":46,"text":47},"disabilitypay","(2) If an employee, whilst at work claim","(2) If an employee, whilst at work claims to be unfit for work, owing to\nsickness or accident, the employer shall give the employee sufficient time off\nto enable such employee to be examined by a medical practitioner.\n\n(3) If an employee is incapacitated by sickness or injury, he\u002F she shall be\nentitled to receive his\u002Fher current full wage and allowances during such\nincapacity for a period not exceeding, in aggregate, in any one year of service\n90 days:",{"bindId":49,"name":50,"text":51},"WAGES_determined","25.(1) An employer shall inform every em","25.(1) An employer shall inform every employee, in writing, on engagement,\nof the nature of his\u002Fher contract, including—\n\n(a)his\u002Fher grade; and\n\n(b) his\u002Fher rate of pay, its manner of calculation and when it will be paid;\nand\n\n(c) provision for accommodation, if any; and\n\n(d) the period of notice required to terminate the contract of employment;\nand\n\n(e) the hours of work; and\n\n(f) the details of any allowance; and\n\n(g) vacation leave and vacation pay; and\n\n(h) provision for benefits during sickness or pregnancy; and\n\n(i) name and address of the employer; and\n\n(j) the period of time if limited for which the employee is engaged; and\n\n(k) terms of probation if any; and\n\n(l) terms of any employment code; and\n\n(m) particulars of any other benefit provided under the contract of\nemployment.",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","1. Dog handlers allowance USD0,30 per sh","1. Dog handlers allowance\n      USD0,30 per shift \n    \n    \n      2. Firearm\u002Fgun handler’s allowance\n      USD 0.35 per shift\n    \n    \n      3. Cash-In-Transit allowance\n      USD 0.35 per shift\n    \n    \n      4. Cycle allowance\n      USD 0.64 per shift\n    \n    \n      5. Housing allowance\n      USD12.00 per month \n    \n    \n      6. Transport allowance\n      USD10.00 per month\n    \n    \n      7. Unproved expenses:\n\n        (a) where neither accommodation nor food is provided\n\n        (b) where food is provided\n\n        (c) where accommodation is Provided\n      \n      \n        USD16,00 per day \n\n        USD10.00 per day \n\n        USD6.00 per day",{"bindId":57,"name":58,"text":59},"severance_perc","GRATUITIES Length of service Years Perce","GRATUITIES\n\n\n  \n  \n  \n  \n    \n      Length of service Years\n      \n      Percentage of monthly wage on termination of Employment %\n      \n    \n    \n      5\n      5\n    \n    \n      6\n      6\n    \n    \n      7\n      9\n    \n    \n      8\n      11\n    \n    \n      9\n      13\n    \n    \n      10\n      15\n    \n    \n      11\n      16\n    \n    \n      12\n      17\n    \n    \n      13\n      18\n    \n    \n      14\n      19\n    \n    \n      15\n      20\n    \n    \n      16\n      21\n    \n    \n      17\n      22\n    \n    \n      18\n      23\n    \n    \n      19\n      24\n    \n    \n      20\n      25\n    \n    \n      21\n      26\n    \n    \n      22\n      27\n    \n    \n      23\n      28\n    \n    \n      24\n      29\n    \n    \n      25\n      30\n    \n    \n      26\n      31\n    \n    \n      27\n      32\n    \n    \n      28\n      33\n    \n    \n      29\n      34\n    \n    \n      30\n      35\n    \n    \n      31\n      36\n    \n    \n      32\n      37\n    \n    \n      33\n      38\n    \n    \n      34\n      39\n    \n    \n      35\n      40",{"bindId":61,"name":62,"text":63},"hourspmonth_select","1. The number of ordinary working hours ","1. The number of ordinary working hours for security personnel shall not\nexceed 48 hours per week and 12 hours in any period of 24 hours and 208 hours\nper month.",{"bindId":65,"name":66,"text":67},"nursingmothers","(3) A breast feeding mother shall be giv","(3) A breast feeding mother shall be given one hour nursing time per day for\nsix months commencing from her resumption of duty from maternity leave.",{"bindId":69,"name":70,"text":71},"maternityotherclause","(2) An employee shall be entitled to a m","(2) An employee shall be entitled to a maximum of three periods of maternity\nwithin her total service to any one particular employer and provided that\n“Still Birth” shall not be considered as a birth, but sick leave shall be\ngranted in terms of this CBA for the period of such maternal illness. An\nemployee shall be entitled to a maximum of one period of maternity leave within\na period of two years to any one particular employer.",{"bindId":73,"name":74,"text":75},"LOWWAGE_provision","SECOND SCHEDULE Classification of occupa","SECOND SCHEDULE\n\n\n  \n  \n  \n  \n    \n      Classification of occupation\n      Minimum monthly wage\n      \n    \n    \n      1. (a) Guard \n\n        General hand\n\n        (b) Senior guard 1 year experience\n\n        (c) Guard specialized training + experience..\n\n        (d) Senior guard specialized training (5 years+)\n      \n      200,00\n\n        \n\n        207,00\n\n        213,00\n\n        216,00\n      \n    \n    \n      2. Lance corporal \n\n        Driver class (3)\n      \n      220,00\n    \n    \n      3. Corporal \n\n        Driver class (4)\n      \n      229,00\n    \n    \n      4. Sergeant \n\n        Driver class (2)\n      \n      247.00\n    \n    \n      5. Sergeant major \n\n        Driver class (1)\n      \n      260,00\n    \n    \n      6. Assistant inspector \n      276,00\n    \n    \n      7. Inspector \n      302,00\n    \n    \n      8. Chief inspector \n      324,00\n    \n    \n      9. Security officer \n      373,00\n    \n    \n      10. Chief security officer \n      400,00 ",{"bindId":77,"name":78,"text":79},"pensionfund","(3) Notwithstanding the provisions of su","(3) Notwithstanding the provisions of subsections (1) and (2), if an\nemployee is a member of a pension fund which provides for the employee, or\nhis\u002Fher dependants, to receive an amount in excess of the employee’s own\ncontributions together with interest, then the gratuity payable in terms of\nthis subsection shall be reduced by such excess. In the event of the benefit\ndue being a pension, or deferred pension, then the value of the pension, or\ndeferred pension, shall be compared with the gratuity payable plus the refund\nof the employee’s own contributions with interest and if the pension, or\ndeferred pension, is less than the gratuity and refund of contributions, then\nthe difference shall be paid in cash by the employer. Such pensions shall not\nbe mis¬construed to refer to personal pensions but industry pensions if\nany.",{"bindId":81,"name":82,"text":83},"OVERTIME_trigger","7.(1) An employer may request, but shall","7.(1) 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:\n\nProvided that an employee needed to render emergency work or stock-taking\nshall not decline such request without a reasonable excuse.\n\n(2) An employee shall—\n\n(a) be paid in terms of subsection (3) for all hours worked on overtime;\nor\n\n(b) by mutual agreement, be allowed time off by the employer during normal\nworking hours, equivalent to—\n\n(i) one and a half times the amount of time worked in excess of the normal\nworking hours on a working day of the week; or",{"bindId":85,"name":86,"text":87},"paidmaternityleavepay","24.(1) Maternity leave shall be granted ","24.(1) Maternity leave shall be granted to female employees for a period of\n98 days on full pay.",{"bindId":89,"name":90,"text":91},"healthcareaccess","(c) is within that year of service, agai","(c) is within that year of service, again certified by a medical\npractitioner as being unfit to work; he\u002Fshe shall be paid half his\u002Fher wage by\nhis\u002Fher employer for such further period or periods as the medical practitioner\nmay certify him\u002F her to be unfit, but not exceeding, in aggregate, 90 days, as\nthe case may be, within any one year of service.",{"bindId":93,"name":94,"text":95},"healthinsurance","(b) by a written stop order for contribu","(b) by a written stop order for contributions to holiday, benevolent,\nprovident, pension or sick benefits funds, medical-aid societies, insurance\npolicies, post-office savings accounts, building society savings accounts or\nsubscriptions to a trade union; or",{"bindId":97,"name":98,"text":99},"COMMUTE_trigger","16. An employer shall provide transport ","16. An employer shall provide transport allowance to an employee, in the\nabsence of the provision of transport, and shall pay the allowance as per Third\nSchedule.",{"bindId":101,"name":102,"text":103},"protectiveclothing","28.(1) An employer shall supply, free of","28.(1) An employer shall supply, free of charge, to each employee in the\nprivate security occupation, an identity card in terms of section 14 of the\nPrivate Investigators and Security Guards (General) Regulations, 2007,\npublished in Statutory Instrument 156 of 2007, and every item of uniform\napplicable to his\u002Fher rank, specified by the law to be worn for the\nsatisfactory performance of his\u002Fher duties.\n\n(2)Every employer shall supply, free of charge, a water-proof cap, overcoat\nor other suitable protective clothing to every employee who, in the course of\nhis\u002Fher duties, is habitually exposed to inclement weather.\n\n(3)- (a) the employer shall provide 1 kilogram laundry soap to every\nuniformed employee every calendar month for the laundry of the uniform by the\nemployee;\n\n(b) the employer shall provide 50 millilitres of shoe polish every two\nmonths to every uniformed employee for the upkeep of shoes.\n\n(4)Where the employee loses protective clothing, uniforms and equipment,\nissued for the purpose of employees duties, the employee may refund the\nemployer as follows—\n\n(a) if issued being new and lost within three months, the employee may\nrefund the employer at least a minimum of eighty percent of the cost of the\nuniform;\n\n(b) if issued being new and lost after three months but before duration for\nchange; the employee may refund forty percent of the cost;\n\n(c) if issued being second hand and lost after its duration the employee may\nrefund five percent of the cost;\n\n(d) no employer may issue an old or unclean uniform to an employee.",{"bindId":105,"name":106,"text":107},"healthandsafetypolicy","29.(l) Every employer shall provide meas","29.(l) Every employer shall provide measures for emergencies and accidents,\nincluding First Aid, as required by the National Social Security (Accidents\nPrevention and Workers Compensation Scheme) Notice, 1990, published in\nStatutory Instrument 68 of 1990.\n\n(2) Every employer in an establishment shall provide First- Aid equipment in\na dust-proof container readily accessible to all employees in that\nestablishment, which equipment shall comprise not less than a standard first\naid kit as determined by the Health and Safety Ministry.",{"bindId":109,"name":110,"text":111},"contracttrial","(2) The first four weeks of any silent c","(2) The first four weeks of any silent contract of service shall be in\nprobationary period, unless the employer and employee agree, in writing, to\nsuch period being some other duration, not exceeding ninety consecutive days,\nand during the probationary period, the contract shall be terminable on\ntwenty-four hours’ notice by either party.\n\n(3) If the probationary period of service is terminated during or at the end\nof such service, the employee shall be entitled to be paid a wage commensurate\nto the grade for the period from commencement of the probation to the\ntermination of service.\n\n(4) If the probationary period is not terminated during or at the end of\nsuch service, the employee shall be deemed to be a full¬time monthly paid or\nweekly paid employee, as the case may be.",{"bindId":113,"name":114,"text":115},"sicknesspay","(4) If an employee— (a) has been paid hi","(4) If an employee—\n\n(a) has been paid his\u002Fher wages in terms of subsection (3) for a continuous\nperiod of 90 days or for a number of periods aggregating 90 days in any one\nyear of service, if he\u002Fshe works a 48 hour week; or\n\n(b) has been paid his\u002Fher wages in terms of subsection (3) for a continuous\nperiod of 90 working days or for a number of periods aggregating 90 working\ndays in any one year of service, if he\u002Fshe works a five-day week; and\n\n(c) is within that year of service, again certified by a medical\npractitioner as being unfit to work; he\u002Fshe shall be paid half his\u002Fher wage by\nhis\u002Fher employer for such further period or periods as the medical practitioner\nmay certify him\u002F her to be unfit, but not exceeding, in aggregate, 90 days, as\nthe case may be, within any one year of service.",{"bindId":117,"name":118,"text":119},"dayspweek_select","(4) No employer shall permit an employee","(4) No employer shall permit an employee to work for more than six days a\nweek:\n\nProvided that where an employee works on a holiday, he\u002Fshe shall be paid in\naccordance with the provisions of section 7(3)(b).",{"bindId":121,"name":122,"text":123},"SCHEDULE_trigger","(b)on a day off or holiday, at double hi","(b)on a day off or holiday, at double his\u002Fher current hourly wage.",{"bindId":125,"name":126,"text":127},"longtermillness","(8) The employer shall be entitled to te","(8) The employer shall be entitled to terminate the contract of employment\nupon fulfillment of the provisions of subsections (3) and (4).",{"bindId":129,"name":130,"text":131},"hoursovertimemax","(i) one and a half times the amount of t","(i) one and a half times the amount of time worked in excess of the normal\nworking hours on a working day of the week; or",{"bindId":133,"name":74,"text":75},"LOWWAGE_trigger",{"bindId":135,"name":82,"text":136},"MAXHOURS_trigger","7.(1) 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:\n\nProvided that an employee needed to render emergency work or stock-taking\nshall not decline such request without a reasonable excuse.\n\n(2) An employee shall—\n\n(a) be paid in terms of subsection (3) for all hours worked on overtime;\nor\n\n(b) by mutual agreement, be allowed time off by the employer during normal\nworking hours, equivalent to—\n\n(i) one and a half times the amount of time worked in excess of the normal\nworking hours on a working day of the week; or\n\n(ii) double the time worked where the time worked was on a day the employee\nwould normally be off.\n\n(3) Subject to the provisions of section 6, where an employee is entitled to\nbe paid overtime, he\u002Fshe shall be paid in respect of each hour worked—\n\n(a) in excess of normal working hours on a working day of the week, at one\nand a half times his\u002Fher current hourly wage; or\n\n(b)on a day off or holiday, at double his\u002Fher current hourly wage.\n\n(4) For the purposes of calculating payments in terms of subsection (3), any\nperiod of a quarter of an hour but less than half an hour shall be counted as\nhalf an hour, and any period more than half an hour shall be regarded as an\nhour, but any period less than a quarter of an hour shall be disregarded.",{"bindId":138,"name":58,"text":59},"contractseverancepay1",{"bindId":140,"name":141,"text":142},"bankholidays1","22.(1) All days declared in terms of the","22.(1) All days declared in terms of the Public Holidays and Prohibition of\nBusiness Act [Chapter 10:21] as public holidays shall be industrial\nholidays.\n\n(2) Subject to the provisions of subsection (3), every employee shall be\ngranted leave of absence on industrial holidays and shall be paid his\u002Fher\nnormal daily wage for every industrial holiday.\n\n(3) An employer may request an employee to work on an industrial holiday, in\nwhich event he\u002Fshe shall either—\n\n(a) with the consent of the employee, grant the employee leave of absence on\nanother day instead of the industrial holiday, and pay him\u002Fher not less than\nhis\u002Fher daily wage in respect of the industrial holiday and that other day;\nor\n\n(b) pay the employee for work done on the industrial holiday, for each hour\nof work done during the ordinary hours of work of the employee for the day of\nthe week on which the industrial holiday falls, not less than his\u002Fher normal\nwage plus an additional amount equal to his\u002Fher normal wage:\n\nProvided that, insofar as the private security occupation is concerned, this\namendment shall be deemed to have come into force with effect from date of\npublication of this agreement.",{"bindId":144,"name":145,"text":146},"hourspweek_select","3. The ordinary working hours for all ot","3. The ordinary working hours for all other employees shall not exceed 45\nhours per week and nine hours per day.\n\n4. The normal daily times of starting and finishing for other employees\nshall be 0800 hrs to 1700 hrs.",{"bindId":148,"name":149,"text":150},"sicknessmaxdays","23.(1) The provisions of this section sh","23.(1) The provisions of this section shall also apply to casual and\npart-time employees.\n\n(2) If an employee, whilst at work claims to be unfit for work, owing to\nsickness or accident, the employer shall give the employee sufficient time off\nto enable such employee to be examined by a medical practitioner.\n\n(3) If an employee is incapacitated by sickness or injury, he\u002F she shall be\nentitled to receive his\u002Fher current full wage and allowances during such\nincapacity for a period not exceeding, in aggregate, in any one year of service\n90 days:\n\nProvided that—\n\n(a) he\u002Fshe is not entitled to any compensation or other payment in respect\nof such sickness or incapacity under the provisions of the National Social\nSecurity Authority Act [Chapter 17:04], or the State Service (Disability\nBenefits) Act [Chapter 16:05], or any similar enactment relating to\ncompensation; and\n\n(b) his\u002Fher sickness was not self-induced or his\u002Fher injury was not\nwillfully self-inflicted; and\n\n(c) he produces a medical certificate to justify such absence for any period\nexceeding three working days; and\n\n(d) such paid sick-leave shall not be cumulative from one year to another;\nand\n\n(e) such sick-leave shall not be considered as vacation leave.\n\n(4) If an employee—\n\n(a) has been paid his\u002Fher wages in terms of subsection (3) for a continuous\nperiod of 90 days or for a number of periods aggregating 90 days in any one\nyear of service, if he\u002Fshe works a 48 hour week; or\n\n(b) has been paid his\u002Fher wages in terms of subsection (3) for a continuous\nperiod of 90 working days or for a number of periods aggregating 90 working\ndays in any one year of service, if he\u002Fshe works a five-day week; and\n\n(c) is within that year of service, again certified by a medical\npractitioner as being unfit to work; he\u002Fshe shall be paid half his\u002Fher wage by\nhis\u002Fher employer for such further period or periods as the medical practitioner\nmay certify him\u002F her to be unfit, but not exceeding, in aggregate, 90 days, as\nthe case may be, within any one year of service.",{"bindId":152,"name":86,"text":87},"paidmaternityleave",{"bindId":154,"name":155,"text":156},"contractseverancepay","30.(1) Subject to the provisions of subs","30.(1) Subject to the provisions of subsection (4), an employee who has\ncompleted five or more years of continuous service shall, on the termination of\nsuch service, irrespective of the circumstances of such termination, be paid a\ngratuity of not less than the amount derived by multiplying the appropriate\npercentage of his\u002Fher current monthly wage by the number of completed years of\ncontinuous service, as set out in the Fourth Schedule.",{"bindId":158,"name":159,"text":160},"PAIDLEAV_trigger","21.(1) If the services of an employee wh","21.(1) If the services of an employee who has completed two months of\ncontinuous service is terminated, for any cause whatsoever, he\u002Fshe shall be\npaid for each month of such service in accordance with subsection (2).\n\n(2) An employee shall accumulate vacation leave at the rate of two and half\ndays for each month worked.\n\n(3) An employee may take a portion of any vacation leave accrued to him\u002Fher,\nand shall retain his\u002Fher right to any vacation leave not taken.\n\n(4) An employee shall be entitled to proceed on vacation leave within thirty\ndays of his\u002Fher application thereof:\n\nProvided that where undue hardship would be caused to the employer the\nemployee shall be entitled to proceed on vacation leave within six weeks of\nhis\u002Fher application thereof; provided such an employee is a skilled worker\ndifficult to replace on short notice.\n\n(5) An employer shall be entitled, on giving one month’s written notice,\nto require an employee to proceed on his\u002Fher accrued vacation leave, or any\nportion thereof, at any time convenient to the employer.\n\n(6) No employer shall permit an employee to accumulate vacation leave during\na period of two years of continuous service with the same employer, without the\nemployee proceeding on such accrued leave or any portion thereof, whether\nhe\u002Fshe works a forty- five hour or forty-eight hour week, with weekend and\npublic holidays being included when calculating the total number of leave\ndays.\n\n(7) Subject to the provisions of subsection (9), and with the consent of\nhis\u002Fher employer, an employee may elect to accumulate vacation leave in excess\nof thirty or thirty-six working days, as the case may be.\n\n(8) If an employee who works a five-day week has accrued 90 days’ vacation\nleave and is not permitted by his\u002Fher employer to take the full 90 days’\nleave on the date of accrual of such leave, he\u002Fshe shall be remunerated by cash\nin full for the 90 days leave accrued or part thereof.\n\n(9) An employee who has accumulated vacation leave may, with the consent of\nhis\u002Fher employer, elect to be paid cash in lieu of his\u002Fher taking such leave at\ncurrent rate.\n\n(10) An employee proceeding on vacation leave shall, be paid, on request\nthirty days prior to his\u002Fher going on leave his\u002Fher wages up to date, and\nhis\u002Fher current wage allowances for the period of such leave.\n\n(11) In calculating any period of leave, any public holidays listed in the\nSchedule to the Public Holidays and Prohibition of Business Act [Chapter\n10:21], shall be reckoned as part of such leave.\n\n(12) 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 24, shall be counted as continuous service\nfor the purpose of calculating leave.\n\n(13) For the purposes of calculating any period of leave or pay in lieu of\nleave, a year shall be reckoned from the date on which an employee commences\nservice with an employer or in terms of subsection (2) for any period less than\none year.\n\n(14) For the purpose of leave pay, the pay for one day shall be calculated\nin terms of section 6,\n\n(15) The leave pay of an employee shall be calculated on his\u002Fher current\nwage at the time of proceeding on such leave.\n\n(16) For the purposes of calculating any period of leave or pay in lieu of\nleave, an investigator, security guard, lance-corporal, corporal, sergeant,\nsergeant-major and security officer employed in the private security\noccupation, shall be deemed to work a forty-eight hour week.\n\n(17) An employee, whose service is terminated for any cause whatsoever,\nshall be paid the cash equivalent of any leave which he\u002F she has accrued and\nthe amount of such payment shall be based on his\u002Fher current wage.\n\n(18) If any employee is absent from work because of illness or any cause\nbeyond his\u002Fher own control, proof of which shall rest on him\u002Fher, such period\nof absence may not be paid.\n\n(19) An employee who loses a relative due to death, on request, shall\nproceed on compassionate paid leave for a period of up to a maximum of five\ndays per bereavement but not exceeding a cumulative total of twelve days in any\ncalendar year.\n\nIndustrial holidays\n\n22.(1) All days declared in terms of the Public Holidays and Prohibition of\nBusiness Act [Chapter 10:21] as public holidays shall be industrial\nholidays.\n\n(2) Subject to the provisions of subsection (3), every employee shall be\ngranted leave of absence on industrial holidays and shall be paid his\u002Fher\nnormal daily wage for every industrial holiday.\n\n(3) An employer may request an employee to work on an industrial holiday, in\nwhich event he\u002Fshe shall either—\n\n(a) with the consent of the employee, grant the employee leave of absence on\nanother day instead of the industrial holiday, and pay him\u002Fher not less than\nhis\u002Fher daily wage in respect of the industrial holiday and that other day;\nor\n\n(b) pay the employee for work done on the industrial holiday, for each hour\nof work done during the ordinary hours of work of the employee for the day of\nthe week on which the industrial holiday falls, not less than his\u002Fher normal\nwage plus an additional amount equal to his\u002Fher normal wage:\n\nProvided that, insofar as the private security occupation is concerned, this\namendment shall be deemed to have come into force with effect from date of\npublication of this agreement.",{"bindId":162,"name":163,"text":164},"deathrelatives","(19) An employee who loses a relative du","(19) An employee who loses a relative due to death, on request, shall\nproceed on compassionate paid leave for a period of up to a maximum of five\ndays per bereavement but not exceeding a cumulative total of twelve days in any\ncalendar year.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZWE Zimbabwe National Security Association - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-02-28\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                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Security, cleaning, homework\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Private security activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Zimbabwe National Security Association\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Zimbabwe Security Guard Union and Private Security Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 30 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → 5 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → No provision %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 208.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → ZAR 200.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → ZAR 120.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[170],{"title":37,"slug":33},[172],{"type":173,"data":174},"call_to_action_body_block",{"title":175,"description":176,"variant":177,"link":178},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Zimbabwe across sectors, topics and countries","dark",{"title":175,"url":179,"description":175,"rel":180,"type":181},"\u002Fen-zw\u002Fwork-in-zimbabwe\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[183],{"type":173,"data":184},{"title":175,"description":176,"variant":177,"link":185},{"title":175,"url":179,"description":175,"rel":180,"type":181},[]]