Collective Bargaining Agreement between Food and Allied Industries (Meat, Fish, Poultry, Abattoir and Meat Processing Sector) (the employer’s association) and the Meat, Fish, Poultry, Abattoir and Meat Processing Workers Union - 2013

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It is hereby notified that the Collective Bargaining Agreement set out in the schedule, which further repeals the agreement published in statutory instrument 85 of 1980 has been registered in terms of section 79 of the Labour Act [Chapter 28:01]

SCHEDULE

NATIONAL EMPLOYMENT COUNCIL: FOOD AND ALLIED INDUSTIRES. COLLECTIVE BARGAINING AGREEMENT: FOOD AND ALLIED INDUSTRIES (MEAT, FISH, POULTRY, ABATTOIR, AND MEAT PROCESSING SECTOR)

Made and entered into in accordance with the provisions of the Labour Act [Chapter 28:01] between the Employers Association of the Meal, Fish, Abattoir and Meat Processing (hereinafter referred to as the “employer” or “the employers association”) of the one part and the Meat, Fish, Poultry, Abattoir and Meat Processing Workers Union” (hereinafter referred to as “the employees” or “the trade union”) of the other part, being parties to the National Employment Council, there after referred to as “Council” Food and Allied industries to lay down certain conditions of service in the Meat, Fish, Poultry, Abattoir and Meat Processing Sector of the Food and Allied Industry of Zimbabwe.

Whereas in terms of section 79 of the Labour Act (Chapter 28: 01) the National Employment Council: Food and allied industries has submitted to the registrar for registration of a collective bargaining agreement for the Food and Allied industries(Meat,Fish,Poultry, Abattoir and Meat Processing Industry) of the council whichhas been duly registered;

Now, therefore, in terms of Section 80 of the Principal Act, the Minister of Labour and Social Welfare hereby publishes the said collective bargaining agreement.

FIRST SCHEDULE: Grading and wages

SECOND SCHEDULE: Gratuities.

THIRD SCHEDULE: Form and notice.

FOURTH SCHEDULE: Conditions governing maternity leave.

FIFTH SCHEDULE: Binding nature of collection bargaining agreement.

SIXTH SCHEDULE: Long service awards.

1. Title and period of operation

(1) these regulations may be cited as the Collective Bargaining Agreement for Food and Allied industries (Meat, Fish, Poultry, Abattoir and Meat Processing Sector). (2) This agreement shall operate from the 1st of January 2013, which is the date of agreement until further notice.

2. Application

(1) This agreement shall apply to………

a. All employers in the Meat, Fish, Poultry, Abattoir and Meat Processing Industry; and

b. All employees including contract workers in the Meat, Fish, Poultry Abattoir and Meat Processing Industry except those whose jobs are not designated in the First Schedule including managerial employees in the Paterson equivalent grades D to F in the area of Zimbabwe.

(2) No employer or employee may waive any provision of this agreement, whether or not the said provision creates a benefit or an obligation on the employer or employee concerned. Each provision shall create a right or obligation, as the case may be, independently of the existence of other provisions. In the event of any provision of this agreement being inoperative or ultra vires, the powers of the parties or the Act or regulations made hereunder, either before or after registration of this agreement under the provisions of the Act, this shall in no way affect the remainder of the agreement which shall in that event constitute the agreement.

3. Interpretation

In this agreement……

“act” means the Labour Act [Chapter 28:01]

“agreement” means this agreement and any future agreements between the parties to this agreement which relates to employment in the Meat, Fish, Poultry, Abattoir and Meat Processing Industry;

“annual shut-down” means a period of not less than fifteen working days, during which an establishment may suspend operations;

“artisan” means an employee who has been registered as an artisan / skilled worker class 1 by the Apprenticeship Board of the Ministry of Higher and Tertiary Education in any one of its designated areas;

“artisans work” means work normally performed by an artisan as defined in the parent industry‟s agreement;

“artisan aid” means an unskilled employee who assists an artisan in the respective field.

“artisan assistant” means a skilled class employee who assists a journeyman/artisan in the respective field.

“bagsealer” means an employee who seals bags containing packed products;

“band saw operator” means an employee who operates a band saw;

“boiler attendant” means an employee who attends to and feeds the boiler;

“scalding tank operator” means an employee who attends to the scalding tank;

“bone and blood meal preparer” means an employee who prepares bone and blood meal;

“bone crusher operator” means an employee who is engaged in crushing bones as per operational specifications;

“blockman” means an employee who cuts meat into specialized cuts.

“blood dryer operator” means an employee who operates a blood dryer machine as per operational specifications;

“bawl chopper/cutter operator” means an employee who operates a bawl cutter machine to chop meat intosmaller and finer pieces;

“bio-security attendant” means an employee who maintains bio-security points.

“brine injector operator means an employee who injects brine into meat products as per operational specifications;

“camwheat operator” means an employee who operates a camwheat machine to make / form pies.

“can filling machine operator‟ means an employee who fills cans with the respective products by operating the machine;

“can seamer operator” means an employee whooperates a can seaming machine.

“can seam inspector”means an employee who inspects the can seams as per operational specifications;

“cashier/till operator” means an employee who receives, receipts and reconciles all incoming monies;

“carcass divider / backsplitter” means an employee who divides carcasses into two sides;

“carcass marker” means an employee who records information on carcasses;

“carcass sorter/sorting &traying hand” means an employee who sorts carcasses into various allocated grades and housing chillers;

“carcass washer / cleaner” means an employee who washes and cleans carcasses after the removal of offals.

“carcass weigher” means an employee who weighs and records carcass weights;

"carcass trimmer" means an employee who is engaged in the basic trimming of meat as instructed;

“cash book clerk” means an employee who banks and maintains the cash book;

“casual employee” means an employee whose engagement is for a period of not more than six weeks in any-four successive calendar months;

“charge hand” means an employee who assists a foreman or supervisor to obtain the desired results from employees in the engineering department;

„checker‟ means an employee who checks interiors of carcasses for cleanliness and complete evisceration;

“chill tanker” means an employee who loads and re-sites chilling tanks;

“chill tank hanger” means an employee who hangs chilled carcasses onto conveyer line and grades;

“clamps remover‟ means an employee who clamps and unclamps the wind pipe to ensure that the scalding water does not affect the lungs of the carcasses;

“cleat remover‟ means an employee who removes cleats from the carcass;

“cleaner” means an employee who carries out general cleaning of factory utensils, floors and the general factory environment.

“C.O.D. van salesclerk” means an employee who sells products and reconciles C.O.D.;

“continuous service” means subject to the provisions ofsection 21,the total period of an employee‟s unbroken service with an employer;

“contract worker” means an employee who is engaged for a specific period / task and whose employment may be renewable at the end of the specified period; “contractor” means a person who renders to an employer services which are related to or connected with those of the employer‟s undertaking;

“cook” means an employee who prepares and serves meals for employees and cleans kitchen utensils;

„cooker/ smoker” means an employee who cooks and or smokes specified meat products as per specifications;

“council” means the National Employment Council: Food and Allied Industries;

“counter‟ means an employee who counts livestock (using a counting machine) prior to bleeding;

“counter sales clerk” means an employee who directly takes orders and attends to calling customers;

“creditors clerk” means an employee who enters and maintains and reconciles information relatedto purchases/creditors;

“cropper” means an employee who removes crops from poultry carcasses;

“curing cellar attendant” means an employee who puts cured products into of the machine as per operational specifications;

“data capture operator” means an employee who enters relevant data/information such as orders, accounts receivable etc. into the computer via on-line terminal “deli assistant” means an employee responsible for serving customers at the deli.

“deboner” means an employee who removes meat from bones as per operational specifications;

“debtors clerk” means an employee who enters, maintains and reconciles information related to debtors.

“de-gutter” means an employee who removes both edible and non-edible offal‟s from the carcasses;

“de-rinder machine operator” means an employee who operates and cleans the de-rindermachine;

“dicer operator” means an employee who operates a dicer for cubing meat pieces.

“dispatch orders clerk” means an employee who co-ordinates the assembling, packing and labeling of orders for the respective routes;

“dispatchchecker” means an employee who checks the orders being dispatched to ensure that the invoice agrees with the physical stock/goods;

“driver” means an employee who is engaged to drive company vehicles; “driver‟s assistant” means an employee who assists the driver to deliver products to customers;

“egg glazer” means an employee responsible for putting liquid egg spray on pies.

“electric bone saw operator” means an employee who operates an electric bone saw as per operational specifications;

“employee” means a person employed in the industry for whom wages/salaries are prescribed in this agreement;

“essential service” means any work which must necessarily be performed if danger to the health and or safety of the public or of interference with the carrying on of any industry, business or undertaking, isto be avoided;

“establishment” means any place at which the employer engages an employee to perform work;

“emergency work” means work which must be performed immediately in order to prevent harm to the plant, perishable property or the employees, or persons within the environment or property and work required due to breakdown of plant or equipment;

“evaporator operator” means an employee who operates an evaporator as per operational specifications;

“export clerk” means an employee who is engaged in shipping and customs clearing and all other matters pertaining to import and export of goods;

“filler machine operator” means an employee who sets, programmes and monitors the function and performance of the machine as per operational specifications; “filing clerk” means an employee who files invoices and documents;

“filleter” means an employee who separates fillet from the carcass.

“forklift driver” means an employee who is engaged to drive and operate a forklift;

“freezer attendant” means an employee engaged in loading and packing of cold stores items;

“freezer clerk” means an employee who maintains record of the freezer stocks.

“general accounts clerk” means an employee who does month-end journals other than debtors and creditors work.

“general hand” means an employee who performs any work not specified in the first Schedule;

“general secretary” means the secretary of the council appointed in terms of its constitution;

“giblet chiller” means an employee who places giblets into the chilling tank;

“gizzard remover‟ means an employee who removes gizzards from poultry carcasses;

“hanger” means an employee who hangs live birds onto the conveyor line;

“halaal observer” means an employee who observes compliance for halaal certification.

“heat sealing machine operator” means an employee who operates a heat sealing machine;

“hides treater” means an employee who trims and salts hides.

“hock cutter” means an employee who cuts the locks of poultry carcasses;

“hoistmachine operator” means an employee who operates a hoist machine as per specification/manual.

“ingest extractor” means an employee who loads and offloads ingest as instructed;

“invoice clerk‟ means an employee who writes and issues invoices for accounting and C.O.D customers;

“internal security guard” means an employee who is tasked to guard and protect company premises and assets.

“issuing / receiving clerk” means an employee who receives and issues out goods to/from customers/clients.

“kitchen attendant/orderly” means an employee who works in a kitchen making teas, cleaning and assisting the cook in the preparation of meals.

“laboratory assistant” means an employee who assists Laboratory Technician;

“labeling/packing machine operator” means an employee who operates a labeling machine;

“labeller” means an employee who labels products as per operational specifications;

“lard dripping maker” means an employee who is engaged in the making of lard and dripping;

“laundry hand” means an employee who washes, dries and irons uniforms as required;

“laundry machine operator” means an employee who is engaged in the washing of uniforms;

“leading hand / foreman” means an employee who is given responsibility to lead a team of workers in a section.

"livestockreceiving clerk" means an employee who carries out clerical work pertaining to receiving of animals/livestock in an abattoir.

"livestock slaper" means an employee who slaps the correct serial numbers on incoming livestock;

"livestock eviscerator" means an employee who works on the eviscerator line;

“loader/offloader” means an employee who loads and offloads products and carries out other duties as assigned.

“maintenance administration clerk” means an employee who assembles orders/delivery notes and invoices sets prior to allocation, and keeps records of staff attendants and capital works expenditure;

“maintenance assistant” means an employee, other than a journeyman‟s senior assistant, who assists a journeyman, and who, without doing a journeyman‟s work, may perform simple routine and respective maintenance tasks on plant and machinery, and components thereof, including such work as lubrication, loosening and tightening of bolts, drilling holes in materials by hand or power driven machine, tapping holes and screwing bolts, which tasks always be under the general supervision of journeyman;

“maintenance stores clerk” means an employee who does engineering and maintenance stores clerical work pertaining to buying, receiving and issuing of maintenance parts/materials.

“meat curer” means an employee who treats meat products as per specifications.

“Meat, Fish, Poultry, Abattoir and Meat Processing Industry” means the industry in which employees are associated together for the preparation, processing, preservation and wholesale distribution of meat and meat products, and additionally or alternatively of fish and or poultry and their products, including the tinning or cooking of the foregoing but excluding sun drying fish;

“merchandiser” means an employee who merchandises company products;

“messenger” means an employee engaged wholly or substantially in any or all of the following duties;

a. Delivering and/or conveying letters, parcels, goods or messages on foot or by means of a bicycle, tricycle or motor-bike;

b. Moving cash as required;

c. Operating a photocopier, binding machine, scanning machine or a folding machine;

“mincingmachine operator” (manual) meansan employee who operates the meat mincing machine;

“mincing machine operator” (heavy duty) means an employee who operates the meat mincing machine;

“multivac machine operator” means an employee who operates a multivac machine as per specification.

“night shift” means a shift the hour of which fall between 6p.m and 6a.m;

“nurse aid” means an employee who assists a qualified nurse in the treatment of sick employees in the workplace;

“neck cutter” means an employee who removes necks from carcasses.

“neck slitter” means an employee who slits the neck poultry carcasses;

“offal cleaner” means an employee who cleans offals;

“offal separator/trimmer” means an employee who sorts, separates and trims edible offals as per specifications.

“office orderly” means an employee who cleans the offices, does messenger work and various errands in the offices as required;

“order assembler” means an employee who co-ordinates the assembling, packing, labeling and consignment of customer orders be they internal or external; “packer and wrapper” means an employee who wraps and packs processed meat and meat products as per operational specifications;

"pastry roller" means an employee who rolls pastry to the required thickness and qualify;

"personnelclerk" means an employee who maintains all personnel records;

“personnelassistant” means an employee who assists the personnel officer in handling all HR related work.

"pest control attendant" means an employee who fumigates checks/monitors traps and records the results regularly;

"pie making machine operator" means an employee who operates the pie making machine;

"pie meat/ pastry divider" means an employee who divides pie meat and pastry into the required shape and sizes;

"pie oven operator" means an employee who operates the pie oven;

"pie wrapper" means an employee who wraps pies as instructed;

“pie wrapping machine operator” means an employee who operates a pie wrapping machine as per operational specifications.

“pig scrapper/poultry scalder / fish scrapper” means an employee who is engaged in the removing and scrapping of furs, feathers or scales on carcasses.

"pinner" means an employee who removes pin feathers from poultry carcasses;

“plant operator” means an employee who works in a plant room to monitor refrigeration temperatures and reports any faults.

"portion weigher' means an employee who weighs poultry portion products;

"poultrygizzards remover" means an employee who cuts poultry gizzards and cleans them;

"poultry grader" means an employee who grades poultry into their special grades;

"production clerk" means an employee who records and maintains production documents;

“quality checker” means an employee who checks products during processing to ensure compliance.

"quality control clerk" means an employee who records product specification information;

“quality inspector” means an employee who inspects, checks and monitors compliance to standards.

"receptionist" means an employee who mans the switchboard and attends to visitors;

"reconciliation clerk" means an employee who balances and reconciles products/cash/stock figures.

"restrainer/drover" means an employee who drives livestock to the stunner;

“retail outlets” means an outlet whose activity is complimentary or ancillary to the principal activity of meat, fish, poultry, abattoir and meat processing industry of Zimbabwe.

"retort operator" means an employee who sterilizes cans by using retorts;

“retort loader, offloader and stacker” means an employee who loads and unloads retorts and stacking cans as per specification.

"sales representative" means an employee who ensures an effective company customer-relationship by making regular calls to customers in designated areas; "sanitation attendant" means an employee who is engaged in sanitation work as per operational specifications;

"sausage casing preparer" means an employee who spools log casings for sausages;

"sausage twister" means an employee who twists sausages as per specifications;

“sausage roll maker” means an employee who prepares sausage rolls as per specifications.

“scalding tank operator”means an employee who operates and attend to a scalding tank to ensure proper scalding of carcasses.

“securitysupervisor” means an employee who supervises security guards.

“secretary” means an employee who performs secretarial duties of typing correspondence, filing and engaged in all confidential office administration work.

“shop assistant” means an employee, other than a stall-attendant, employed in or about a shop, who is wholly or substantially engaged in attending to customers in an establishment, excluding taking money and giving change, and/or issuing sales documents, which may include the display of goods and keeping and controlling stock.

“shop supervisor” means an employee who is specifically charged with the responsibility of sales, the safe custody of stock and the conduct of business with the public within any demarcated section or sections of the premises, or in respect of any specific class or classes of merchandise in the establishment, and who is, in addition, placed in full or partial supervisory control of at least three shop salesmen, employed in such section or sections, or in connection.

"shrinkwrap machine operator means an employee who operates a shrinkwrap machine as per operational specifications;

“skinning machine operator” is an employee who operates the skinning machine as per manual/specification.

“skinner / flayer” means an employee who removes skin from carcasses in an abattoir using a knife/blade.

"ingredients mixer" means an employee who mixes spices / ingredients as per processing specifications;

“spiral freezer operator” means an employee who operates a spiral freezer machine as per manual / specification.

“slicing machine operator” means an employee who slices processed meats as per operational specifications;

“sticker / bleeder” means an employee who kills livestock by means of bleeding;

“stock controller” means an employee who is responsible for stock in a particular stock location and ensures proper reconciliation of stocks.

“stores assistant” means an employee who is assigned to perform stores duties in a warehouse.

“stores control clerk” means an employee who does clerical work pertaining to physical receipt of stores items, inwards and outwards and their appropriate storage.

“stores controller / supervisor” means an employee who is responsible for supervising the issuing, receiving, transfers, reconciliation, recording and stock control; "sump attendant" means an employee who monitors the efficiency of the sump;

“strapping machine operator” means an employee who secure boxes of packed products by strapping;

"stunner" means an employee who electrocutes/uses a stun gun/de-oxygenates in the slaughtering process of livestock/fish;

“supervisor” means an employee employed in a supervisory capacity to oversee the activities of others;

“tallow renderer” means an employee who renders tallow as per instruction.

"tea- maker" means an employee who makes tea or prepares any other beverage within the scope of his work;

“tervopham operator” means an employee who operates a tervopham machine for packing pies.

“townsend peel operator” means an employee who operates a townsend machine for the purposes of peeling sausages.

"uniform presser" mean an employee who presses uniforms;

"uniforms repairer" means an employee who repairs uniforms;

"vacuum sealing machine operator" means an employee who operates, sets and monitors the machine;

"van sales assistant" means an employee who assists the van salesman;

"van salesman" means an employee who sells company products in designated areas and promotes apositive company image;

"vent cutter" mean an employee who removes the vents from poultry carcasses;

"vienna skin remover" means an employee who removes Vienna skins;

"wages/salaries clerk' means an employee who does the payroll and any payroll related administration work.

“weigher / recorder” means an employee who weighs and keeps weight records of stocks.

“working day” means any day between Monday and Saturday except Public Holidays.

4. Grading and wages

(1) Every employer shall place each employee in a grade listed in the First Schedule appropriate to his/her occupation, and shall pay a wage to such employee of at least the amount prescribed for the employee‟s grade and no employee shall accept a wage or salary amounting to less than that amount.

(2) An employee who at the date of commencement of these regulations, is in receipt[t of a higher wage for his particular occupation than the wage prescribed in terms of this section shall not, by reason of these regulations, suffer any reduction in his wage.

(3) On promotion to a higher grade an employee shall be paid not less than

(a) the wage which he last received prior to his promotion ; or

(b) the minimum wage prescribed for his occupation in such grade; whichever is the greater.

(4) An employee who is required to perform work in a lower grade than that in which he is normally employed shall be paid the wage applicable to the grade of work which he normally performs.

(5) An employee who is required to perform work in a higher grade than that in which he is normally employed shall be paid the wage applicable to such higher grade for all hours or part thereof spent working in the higher grade.

(6) Where an operation performed by an employee is not specified in the First Schedule.

(a) the employer shall provisionally place the employee in a grade: and

(b) the employer or employee shall notify the NEC; and

(c) the NEC after consultation with the Grading Committee shall determine an interim classification of the operation, which shall be subject to ratification by the NEC at its next Sectorial meeting; Provided that if the interim classification by the Grading Committee or the final classification by the NEC places the employee in a grade-

(1) higher than the employee‟s current grade, he shall be paid not less than the minimum wage prescribed for such higher grade, with effect from the date upon which he commenced performing the operation concerned; or

(2) lower than the employee‟s current grade, an employer may reduce his wage to not less than the minimum wage prescribed for such lower grade, with effect from the date upon which such classification is determined, unless the employee refuses to accept the lower grade, in which event-

(i) he may be given the relevant notice of termination of employment; and

(ii) During the period of such notice he shall be paid the wage he was receiving prior to such determination.

(7) No employer shall reduce an employee‟s wage for any time not worked if the employee was able and willing and was present at his place of work but the employer was unable or unwilling to furnish him work; Provided that this subsection shall not apply to any time not worked during a period of short time as provided in section 8.

5. Hours of work: employees other than shift workers

(1) The ordinary hours of work for employees other than shift workers and internal Security Guard shall not exceed forty two and half hours per week:

Provided that the ordinary hours of work per day shall not exceed eight and half hours.

(2) The ordinary hours of work for Internal Security Guard shall not exceed forty-two hours per week: Provided that the ordinary hours of work shall not exceed ten hours in any period of twenty – four hours.

(3) An employer may request in the normal manner of communication, but shall not compel an employee to work overtime, and shall, whenever possible, give twenty four hours notice to such employee of such request: Provided that employees needed to render emergency work may not decline requests to work overtime without reasonable excuse.

(4) No employer shall permit any employee, other than an Internal Security Guard, to work more than 50.5 hours, ordinary time and overtime included in anyone week, except in the case of emergency work.

(5) Every employee shall receive two days off duty in each week that is Saturday and Sunday.

(6) An employee may be required to work on his days off, but no employee shall be required to work on his days off in successive weeks except in the case of emergency work.

(7) No employer shall permit an employee to work more than five hours without a break of at least thirty minutes. Provided that such continuous period shall not be deemed to be broken by a break of less than thirty minutes.

(8) The employer shall provide each worker with free tea during break time and a free meal during lunch.

6. Hours of work: shift workers

(1) The provisions of subsections 3, 4, 5, and 6 of section 5 shall apply to shift workers.

(2) The ordinary hours of work for shift workers shall not exceed forty two and half hours per week;

Provided that the ordinary hours of work shall not exceed nine hours per day.

(3) No employer shall permit a shift worker to work for a continuous period of more than five hours without a break of at least fifteen minutes.

(4) The employer shall provide each shift worker with free tea/ beverage during break time and a free meal during the prescribed fifteen-minute break.

(5) No employee shall be required to work two shifts in one day, except for the purpose of shifts handover or in a case of emergency work, and no employee shall commence work on the new shift until at least twenty-four hours have elapsed after the completion of his previous shift.

(6) No shift worker shall be kept on night shift for a continuous period of more than four weeks without his consent.

(7) Shift worker who is changed from night shift to day shift shall be placed on a day shift for a period at least equal to the period that he was on night shift, unless he otherwise agrees.

7. Hours of work: retail outlets

(1) The ordinary hours of work for retail outlets workers shall not exceed 47 hours per week provided that the ordinary hours of work shall not exceed 8,5 hours per day.

(2) Every employee shall receive one and a half off dutydays in each week i.e. half day on Saturday and full day on Sunday.

8. Night shift allowance

An employee who is employed on night shift shall be paid not less than what is agreed on the current Collective Bargaining Agreement.

9. Short time working

(1) No employer shall place all or some of his employees on short time working without the prior agreement of Works Council, who may approve that the employees be placed on short-time working for a period of not more than twelve months. The Works Council should be satisfied that-

a. It is economically necessary for the establishment to work short-time and

b. The establishment will be able to resume normal working hours within the foreseeable future; and

c. It would not be in the interests of the employees to be discharged:

Provided that such agreement shall be sent to the NEC for final approval within two weeks of receipt of the agreement.

(2) The employer shall upon receipt of the approval of the NEC give at least one week‟s notice to each employee concerned of the requirement to work short time. (3) Notwithstanding the provisions of section 19, the employee may, at any time during the week‟s notice referred to in subsection 2, give his employer notice of termination of his employment as from the time short time working is to start.

(4) During a period of short time working an employee shall be paid for not less than the hours worked by him/her;

Provided that no employee shall receive less than seventy-five per centum of his current monthly wage in the first six months and 60% for the remainder of the year.

(5) Authority issued under the provisions of subsection 1 shall state a. The name and address of the employer, and b. The grade or grades of employees affected; And the employer shall return such authority to the NEC upon resumption of normal hours of work.

(6) An employer shall give his employees at least one working day‟s notice of resumption of normal hours of work.

10. Conversion of rates

(1) For the purpose of converting a monthly wage to –

a. the weekly equivalent, the monthly wage shall be divided by four and a third.

b. the daily equivalent, the weekly wage shall be divided by the number of days ordinarily worked in a week; or

c. the hourly equivalent, the weekly wage shall be divided by the number of hours ordinary worked in a week.

11. Payment of overtime

(1) An employer shall pay for overtime in excess of thirty (30) minutes in any one week….

a. During the first eight hours at one and half times the current hourly rate of the employee; and

b. Thereafter at double the current hourly rate of the employee.

(2) Notwithstanding the provisions of subsection 1, the employer shall pay for overtime on a day-off and weekends at double the current hourly rate.

(3) Notwithstanding the provisions of subsection 1, and in addition to the payment prescribed in subsection 2, of section 18, the employer shall pay for overtime on an Industrial holiday at double the hourly rate.

(4) Any employee in grades B4 to C4 may contract with his employer to include an allowance for over time in a monthly wage in place of the provisions contained in this section for the payment of overtime rate, such allowance being calculated by multiplying the current hourly rate of such employee by thirty-three.

12. Deductions

(1) Subject to the provisions of subsection

(2), no deductions or set off against any deductions shall be made or allowed from any remuneration, other than a bonus, due to an employee, except:

a. where an employee is late for work in any one working day in excess of 15 minutes, the Employer shall deduct the equivalent pay for the time, unless the time is compensated for.

b. where an employee is absent without leave from work on days other than paid holidays or vacation leave, a pro rata amount of wage only for the period of such absence; or

c. by written stop order for contributions to insurance, medical aid or pension funds; Trade Union; or

d. any amount which the employer is compelled by law or legal process to pay on behalf of an employee; or

e. where a levy is raised on the employer for fuel consumed by an employee housed in a hostel, irrespective of whether the levy is raised as a separate item or as an element in a composite rent, an amount not exceeding twenty five percent per month.

f. by written authority of the employee, for repayment of amounts due to the employer:

Provided that a deduction from the wage of an employee in respect of money lent or cash advanced by the employer shall not exceed twenty five per centum of the gross wage of the employee; or

g. deductions in terms of subsection (3) of section 23; or

h. by written authority of the employee for payment of union dues to a registered Trade Union.

(3) At termination of employment, any balance owing to the employer in respect of cash advanced or money lent may be deducted from the gross remuneration due to such employee.

13. Payment of wages

(1) Every employer shall pay all remuneration, including wages, overtime, bonuses and allowance weekly, fortnightly or monthly, as the case may be, on due date (2) When the services of an employee are terminated, payment of all remuneration due shall be made immediately, within one working week of the termination of service.

(3) All remuneration shall be paid either in cash, by cheque or through bank and shall be accompanied by a written statement, showing the following……..

a. the name and grade of the employee; and b. the wage rate; and c. the total number of hours worked; and d. the amount of overtime; and e. bonus and allowance; and f. deductions for the absence without leave, or other deductions permitted in terms of section 12; and g. the net amount received by the employee; and h. the period for which payment is made.

(4) Notwithstanding the provisions of subsection (3) council may on application by an employer, authorize such employer to use some other means of informing his employees of the make-up of remuneration.

14. Piece work, task work and work on a ticket system

No employer shall give out, and no employee shall perform work on a __

a. piece-work basis; or

b. task-work basis; or

c. ticket system.

15. Incentive production schemes

(1) Notwithstanding the provisions of section 13, an employer may operate an incentive production scheme whereby the remuneration of the employee in excess of the minimum wage and payment for overtime, if any maybe determined by quantity of output of measures of work performed.

(2) if the council agrees on an incentive production scheme the provision of section 4 which provide for increased wages for continuous service shall not apply to those employees engaged in such scheme.

16. Special provisions: casual employees

(1) The provisions of sections 19 and 24 shall not apply to casual employees.

(2) An employer shall pay a casual employee the equivalent of at least double the amount prescribed in the First Schedule for the occupation in which he is employed

(3) The period of notice to be given to casual employee is as per labor Act.

17. Subsistence Allowance

(1) An employee who is required to work at a place far from his/her usual place of work as to necessitate his/her sleeping away from home, shall be conveyed to and from such place at the expense of the employer, and shall be paid, in addition to his/her wages for the time during which he/she is away from home:

a. all necessary proved traveling and subsistence expenses;

b. when the employer is not providing, the following shall apply:

Accommodation Breakfast Lunch Dinner Incidentals The rates shall be determined by the current collective bargaining agreement. This provision shall apply to those employees who by the nature of their duties will be forced to fore-go lunch.

(2) Transport Allowance

Every employer in the industry is required to provide a transport allowance as per current Collective Bargaining Agreement: Employers that provide transport for their employees to and from work shall be exempted from paying the transport allowance. Employers that provide housing within two(2)kilometers of the environs of the company operations shall be exempted from paying Transport Allowance. Bicycles.

18. Allocations of Staff Rations

All employees in the Industry are to be given a monthly allocation of 5 kgs of any edible product from an establishment composed of at least 2kilograms prime product with the remaining 3 kilograms being made up of any other byproducts as agreed at works council.

19. LEAVE

19(a) Vacation Leave

(1) Leave shall be treated as per Labour Act save for vacation leave days which shall accrue at the rate of twenty-two working days per annum at the maximum accrual ninety days:

(2) Provided that……….

(i) Where undue hardship would be caused to the employer, the employee shall be entitled to proceed on vacation leave within nine weeks of his application therefore;

(ii) Where an establishment has an annual shut down, employees may be required to take their vacation leave during shut down;

(iii) An employee engaged in work within a seasonal peak may be required to take his vacation leave during off season.

(3) An employee proceeding on vacation shall, on request, receive his current wages for the period of such leave prior to his going on leave.

(4) An employee who has accumulated vacation leave may, with the consent of the employer, elect to be paid his wages for any vacation leave or portion of any vacation leave, in addition to his current wages in place of processing on such leave.

(5) An employee whose employment is terminated for any cause whatsoever, shall be paid the cash equivalent to any leave accumulated.

(6) Any period of leave taken by an employee in terms of this section, or any additional leave granted by the employer, whether paid or unpaid, or any sick leave in terms of section 19, shall not be counted for the purpose of calculating further leave:

(7) If an establishment observes a holiday or an industrial holiday other an annual shut down, the holiday or industrial holiday shall not be offset against the accumulation of vacation leave of an employee.

19(b) Special Leave

Special Leave on full pay not exceeding 12 days in a calendar year shall be granted by an employer to an employee –

(a) Who is required to be absent from duty on the instructions of a medical practitioner because of a contact with an infectious disease;

(b) Who is subpoenaed to attend any court in Zimbabwe as a witness;

(c) Who is required to attend as a delegate or office bearer at any meeting at a registered trade union representing employees within the undertaking or industry in which the employee is employed;

(d) Who is detained for questioning by the Police;

(e) On the death of a spouse, parent, child or legal dependent;

(f) On any justifiable compassionate ground.

19(c) Industrial Holiday

(1) All days declared in terms of the Public Holidays and Prohibition of Business Act [Chapter 10:21], as public holidays shall be industrial holidays.

(2) Subject to the provisions subsection (3), every employee shall be granted leave of absence on industrial holidays, and shall be paid his current daily wage for every industrial holiday.

(3) An employer may require an employee to work on any industrial holiday, in which case he/she shall be paid at double the hourly rate in respect of time worked. (4) An employer who may require an employee to work on an industrial holiday shall be obliged to provide transport to ferry the employee to and from his place of work. In this case of an employer not being able to provide a mode of transport, an employer may discharge his obligation by negotiating with the employee/council for a transport allowance as compensation for work on the industrial holiday.

(5) Subject to the provision of subsection 4, an employee residing within a 2km radius from his place of work will not be eligible for any form of transport assistance or any monetary transport allowance.

19(d) Sick Leave

(1) if an employee, whilst at work, claims to be unfit for work owing to sickness or accident, the employer shall grant to the employee such facilities as may be necessary to enable such employee to be examined by a medical practitioner.

(2) Upon being medically examined, an employee shall obtain a medical certificate stating…….. a. whether or not he is fit for work; and b. if he is not fit for work, the period for which he is likely to be unfit for work.

(3) If an employee has obtained from a medical practitioner a certificate stating that he is unfit for work, he shall be paid hid wage by his employer whilst unfit for work, for the period stated by the medical practitioner, but not exceeding in aggregate, one hundred and eighty (180) days in any one year of service at ninety (90) calendar days full pay and 90 calendar days half pay.

(4) If an employee has obtained from a medical practitioner a certificate stating that he is unfit for work owing to sickness or sickness or accident for a period longer than that for which benefits are provided for in subsection (3), he shall be paid half his wage for a further period not exceeding the number of days for which he is has been entitled to receive benefits in terms of subsection (3).

(5) Subject to the approval of the Minister, the employer shall be entitled to terminate the contract of employment upon fulfillment of the provisions of subsections (3) and (4).

(6) A certificate issued by the State registered nurse or suitably qualified person shall be accepted in place of a medical certificate when no medical practitioner is available.

B. An employer may at his/her discretion institute a medical aid scheme for his/her employees.

19(e) Maternity Leave

(1) Unless more favorable conditions have otherwise been provided for, in any employment contract or in any enactment, maternity leave shall be granted in terms of the section for a period of 98 days on full pay to a female employee who has served for at least one year.

(2) On production of a certificate signed by a registered practitioner or a state registered nurse certifying that she is pregnant, a female employee may proceed on maternity leave not earlier than the 45th day and not later than the 25th day prior to the expected date of delivery.

(3) A female employee shall be entitled to be granted a maximum of 3 periods of maternity leave with respect to her total service to any one employer during which she shall be paid her full salary/wage.

Provided that paid maternity leave shall be granted only once during any period of 24 months calculated from the day any previous maternity leave was granted.

(4) Any maternity leave requested in excess of the limits prescribed in this section may be granted as unpaid maternity leave.

(5) Unless the employer grants sick leave for medical reasons other than maternity sick leave may not be granted once maternity leave has begun or during a period of unpaid maternity leave.

(6) During the period when a female is on maternity leave in accordance with this section, her normal benefits and entitlements, including her right to seniority or advancement and the accumulation of Pension rights, shall continue uninterrupted in the manner in which they would have continued had she not gone on such leave, and her period of service shall not be considered as having been interrupted, reduced or broken by the exercise of her right to maternity leave in terms this section.

(7) A female employee who is the mother of a suckling child shall, during each working day, be granted at her request, at least one hour or two half hour periods, as she may choose during normal working hours for the purpose of nursing her child, and such employee may combine the portion or portions of time to which she is so entitled with any other normal breaks so as to constitute longer periods that she may find necessary or convenient for the purpose of nursing her child.

(8) Any person who contravenes this section shall be guilty of unfair labour practice.

(9) Not withstanding subsections (7) and (8) the grant of breaks during normal working time to a female employee for the purpose of nursing her child shall be made accordance with all the exigencies of her employment and nothing done to prevent any disruption of normal

production processes or any interferences with the efficient running of any undertaking or industry shall be held to be in contravention of subsection (7).

(10) A female employee shall be entitled to the benefits of subsection (7) for the period during which she actually nurses her child or six months or lesser.

(11) A female employee shall not work on night shift for the period during which she actually nurses her child or six months whichever is lesser.

20. Contract and Notice

(1) An employer shall inform every employee, in writing, upon engagement, of the nature of his contact, including………….

a. his grade; and

c. provision for accommodation; and

d. the period of notice required to terminate the contract or employment; and

e. the hours of work; and

f. the details of any bonus or incentive production scheme in operation; and

g. provisions for benefits during sickness; and

h. provisions for vacation.

(2) Notice period shall be as provide for in the Labour Act section 12(4).

(i) Where a month‟s notice has been agreed to, it shall run from the first day of the month following the date on which notice is given.

(3) Where an employee is housed in accommodation owned by the employer, and his contract of employment is terminated, he shall not be required to vacate his accommodation……..

a. For a period of one month after serving notice in terms of the Labour Act section 12(4)

b. For a period of one week if he does not serve the required period of notice.

(4) An employee may be engaged on probation for a period not exceeding three months.

(5) Notwithstanding the provisions of subsection (2), during a probationary period referred to in subsection (3), the period of notice to be given by either party to terminate the contract of employment shall be two weeks from the day of notice.

(6) Subject to the provisions of subsection (5) of section 19, no employer shall give notice of termination of contract whilst the employee is sick or disabled.

(7) Neither an employer nor an employee shall give notice of termination of contract whilst the employee is on vacation leave.

(8) An employee who has given or received notice to terminate employment shall not be required or permitted to take vacation leave during the currency of such notice period, except by mutual agreement, in writing.

(9) An employer may discharge his obligations by paying an employee full wages and allowances for, and in place of, the period of notice to be given in terms of this section.

(10) Any contract of employment which is for stipulated period shall specify the date of commencement and the date of termination therefore, and no further notice to terminate the contact on due date shall be required from either party, except where termination of the contract is before the expiry date.

21. Continuous service

(1) Continuous service shall be deemed to be broken only by the death, resignation, retirement, retrenchment or termination of employment on misconduct of the employee concerned.

(2) A period of absence without the permission of the employer, or a period of absence between discharge and re- engagement of less than four months, shall not be taken into consideration in calculating benefits in terms of section 4, 17, 19 and 25, provided that the employer had not paid such terminal benefits.

(3) If, upon the change of ownership of an establishment an employee enters the service of the new owner, or continues his employment in the establishment, his service with the previous owner shall be reckoned as service with the new owner, and shall be deemed not to have been broken by such change of the employer.

Provided that, if such employee is paid by the previous owner a gratuity in terms of section 24 in respect of his service with that owner, the gratuity payable by the owner on the death, resignation, retirement or discharge of such employee may be reduced by the amount of the gratuity paid by the previous owner.

(4) An employer shall recognize the length of service of an employee by awarding a percentage increase based on current actual wage on completion of service as follows:

No of years Percentage
5 to 9 years 2% of actual wage
10 and above 3% of actual wage

22. Long service Award

An employee who has completed 5 years and above of service shall be paid a long service award upon completion of such service of an amount equivalent to:

Duration Percentage
5 years 75 % of monthly wage and a certificate.
10 years 80 %
15 years 85 %
20 plus 100 %

23. Record of service

(1) An employee whose services are terminated for any cause whatsoever, may request a record of service from his employer.

(2) The record of service supplied by the employer to the employee shall specify the period of service and the occupation in which he was employed.

24. Protective clothing

(1) Every employer shall supply, whenever necessary, free of charge, one waterproof cap one overcoat, two overalls and a pair of gumboots, or other suitable protective clothing to every employee who, in the course of his duties, is habitually exposed to inclement weather, or such protective clothing as is reasonably required for the occupation or operation in which the employee is engaged.

(2) Protective clothing issued in terms of section 24 (1) shall:

a. remain the property of the employer if he is responsible for mending, washing and otherwise maintaining such clothing; or

b. become the property of the employee after three months of continuous service if he is responsible for mending, washing and otherwise maintaining such clothing:

Provided that emblems and insignia provided by the employer to be worn on such clothing shall remain the property of the employer.

(3) Subject to the terms of subsection (2), an employee who unlawfully damages clothing supplied in terms of subsection (1) shall be liable for the cost of replacement, and the employer may recover such amount from any money due to the employee.

(4) Any employer who recovers the cost of replacement of clothing from an employee in terms of the subsection (3) shall make due allowance for fair wear and tear in the assessment of such costs.

25. Gratuities on termination of employment

(1) An employee who has completed one year, but less than five years of continuous service shall, on the termination of such employment, irrespective of the circumstances of such termination, be paid a gratuity as specified in the current Collective Bargaining Agreement.

(2) An employee who has completed five or more years of continuous service shall, on the termination of such employment, irrespective of circumstance of such termination, be paid a gratuity of not less than the amount derived by multiplying the number of completed years of continuous service by the appropriate percentage as set in the current Collective Bargaining Agreement employee‟s wage.

(3) If an employee who has completed one or more years of continuous service dies before receiving a gratuity in terms of subsections (1) and (2), there shall be paid to his beneficiary the sum which the employee would have received if his contract of employment had terminated on the day of death.

(4) Notwithstanding the provisions of subsection (2) and (3), no gratuity shall be payable under this section if the employer has made provisions for a pension fund registered in terms of the Pension and Provident Fund Act, and not less favorable than those prescribed in this section.

25. Copy of agreement and Notice

(1) Every employer shall exhibit a copy of these regulations and amendments thereto in a place easily accessible to every employee.

(2) Every employer shall exhibit a notice in the form set out in the First Schedule, showing the number of ordinary working hrs per week/month and the normal daily times of starting and times of finishing work in his establishment for each class or group of employees, and the industrial holidays to be observed.

(3) No person shall, without lawful cause, alter, deface or remove, or cause to be altered, defaced or removed, the copy of the regulations save on the instruction of the employer when carrying out his responsibilities under subsections (1) and (2).

26. Registration of council levies

(1) Every employer in the sector, at the time of coming into operation of this agreement shall, within one month of that date, unless it had already been done, notify the General secretary of his full name, postal and physical address and a summary of the activities of the undertaking.

(2) All employers and employees engaged in the Meat, Fish, Poultry, Abattoir and Meat Processing Industry shall, from the date of publication of this agreement, pay levies to the council and employers shall deduct from the wage or salary of each of the said employees the appropriate levies as directed by the council from time to time.

(3) The levy to be paid shall be paid monthly in respective of all employees employed by the employer.

(4) The levy shall be paid by the employee and the employer at the rate set by the council from time to time. Provided that….

i. No levy shall be payable where owing to short-time working or any other cause an employee‟s pay is reduced below seventy-five per-centum of his normal wage or salary;

ii. No deduction shall be made in respect of an employee who is off sick for a period in excess of 30 days and not in respect of sick leave pay or a substitute payment: and iii. Deduction shall be made in advance from the leave pay paid to an employee prior to his commencing his leave.

(5) Each employer shall forward the total amount of the employee and employer‟s levies, to be received at the council‟s office not less than the fifteenth day of the month following that to which the levies relate.

(6) The provisions of this section shall also apply to contract employees.

(7) A registered Trade Union, which is party to this agreement, shall be entitled to charge a service fee of 2 percent of the employee‟s annual salary on non-members who benefit from the Collective Bargaining Agreement by the Trade Union.

27. Exemptions

(1) The National Employment council Exemption committee may, in its sole discretion, and upon considering the following:

a) The basis of the application

b) The viability of the company applying

c) The duration of relief sought

d) The short and long term impact of the application

e) Signed works council minutes

f) Current financial statements

g) Bank statements ( backdating to three months at most)

h) Efforts put at company level or strategies put in place to cut costs in the previous three months, And such terms and conditions as it may determine, grant exemption in writing from any of the provisions of this agreement to an employer or employee.

(2) Applications for exemption in terms of subsection (1) shall be made in writing, to the NEC giving reasons thereof.

(3) Any such exemption granted may be reviewed or withdrawn by the NEC Exemption Committee depending on changed circumstances.

(4) In the case of Wage negotiations, exemption applications should be made within 21 days from the date of the Collective Bargaining Agreement. (5)The NEC shall finalize the matter within 30 days from date of receipt of the application.

28. Administration

The council shall be the body responsible for the administration of this agreementand may issue expressions

29. Binding nature of collective bargaining agreement

For the benefit of all employers and employees covered under and on whom this agreement is binding, section 82 (3) of the Labour Act (Chapter 28:01) provides that any person who fails to comply with the provisions of a collective bargaining agreement which is binding upon him/her shall, without derogation from any other remedies that may be available against him/her for its enforcement:

a) Commit an unfair labour practice for which redress may be sought in terms of Part XII; and

b) Be guilty of an offence and liable to a fine not exceeding level seven or to imprisonment for a period not exceeding one year or to both such fine and imprisonment.

30. Declaration

The Trade unions and employers‟ organization, having arrived at the agreement set forth herein, the undersigned hereby declare that the foregoing is the agreement arrived at, and affix their signatures hereto.

Signed at Harare, on behalf of the employees and the employers on this……day of….2013.

K. M. NHONGO

Chairman of the National Employment Council for the Food and Allied Industries

F. JENA

General Secretary of the National Employment Council for the Food and Allied Industries

O. M. CHIKUNDA

Chairman of the Meat, Fish, Poultry & Abattoir Processing Industry

Z. MATSIKA

Secretary of the Meat, Fish, Poultry & Abattoir Processing Industry

R. NYAKANYANGA

President of the Meat, Fish, Poultry & Abattoir Processing Industry

S. SITHOLE

Secretary of the Meat, Fish, Poultry & Abattoir Processing Industry of the Meat, Fish, Poultry & Abattoir Processing Industry

************

Grade: A1

Artisan Aid

Bag Sealer

Bone and blood-meal preparer

Carcass washer / cleaner

Checker

Chill tanker

Clamps remover

Cleaner

Cleat remover

Counter

Cropper

General Hand

Giblet chiller

Gizzard remover

Hanger

Hides treater

Hock cutter

Kitchen attendant/orderly

Labeler

Laundry hand

Loader/offloader

Neck cutter

Offal-cleaner

Offal separator/trimmer

Packer / wrapper

Pie-meat/ pastry divider

Pie-wrapper

Pinner

Poultry gizzard cutter

Restrainer / Drover

Retort loader/ off loader and stacker

Sanitation attendant

Sausage casing preparer

Sausage twister

Tallow renderer

Tea maker

Vent cutter

Vienna –skin remover

************

Grade: A2

Bio-security attendant

Boiler attendant

Bone crusher operator

Blood dryer operator

Can-seamer operator

Carcass marker

Carcass trimmer

Chill tank hanger

CuringCellar Attendant

Dicer operator

Driver‟s assistant

Egg glazer

Electric bone saw operator

Evaporator operator

Filleter

Halaal observer

Heat sealing machine operator

Ingest extractor

Labeling/Packing machine operator

Lard/dripping maker

Laundry machine operator

Livestock slapper

Meat ball machine operator

Mincing machine operator (manual)

Pastry roller

Pie- making machine operator

Pie-oven operator

Pig scraper/Poultry scalder / Fish scraper

Plant operator

Portion weigher

Sausage roll maker

Shrink wrapping machine operator

Slicing machine operator

Stunner

Sump-attendant

Uniform repairer

Uniform presser

Vaccum sealing machine operator

Van sales assistant

Weigher

*******************

Grade: A3

Can seam inspector

Band saw operator

Can filling machine operator

Carcass-sorter / sorting & traying hand

Filing clerk

Filler machine operator

Freezer attendant

Hoist machine operator

Internal Security Guard

Livestock eviscerator

Meat curer

Messenger

Mincing machine operator (heavy duty)

Office orderly

Order assembler

Poultry grader

Scalding tank operator

Stores Assistant

Skinner/flayer

Strapping machine operator

Townsend peel operator

Weigher and recorder

*******************

Grade: B1

Carcass divider / backsplitter

Carcass weigher

Cook

Cooker / smoker

Deli-Assistant

De gutter

De-rinder machine operator

Filleter

Forklift Driver

Freezer clerk

Maintenance stores clerk

Multivac machine operator

Pest control attendant

Pie wrapping machine operator

Skinning machine operator

Shop assistant

Sticker/Bleeder

Spiral freezer operator

Tervopham machine operator

**************

Grade B2

Camwheat machine operator

Blockman

Bawl cutter/chopper operator

Charge-hand

Deboner

Dispatch orders clerk

Driver class 4

Invoice clerk

Issuing / Receiving Clerk

Livestock receiving clerk

Merchandiser

Maintenance administration clerk

Maintenance assistant

Personnel clerk

Production clerk

Quality control clerk

Quality checker

Tractor driver

**************

Grade: B3

Artisan Assistant class 4

Brine injector operator

Data-capture operator

Driver up to 5 tonnes

Ingredients mixer

Retort operator

***************

Grade: B4

Artisan Assistant class 3

Bus driver class 1

Cashier / Till Operator

C.O.D van sales clerk

Counter sales clerk

Dispatch checker

Driver more than 5 tonnes

Leading hand/ Foreman

Sales representative

Van salesman

*************

Grade: B5

Artisan Assistant class 2

Exports clerk

Nurse Aid

Receptionist

Laboratory assistant

Stores control clerk

************

Grade: C1

Cash book clerk

Creditors clerk

Debtors Clerk

Reconciliation clerk

Stock Controller

************

Grade: C2

General accounts clerk

Quality inspector

Wages / Salaries clerk

***********

Grade: C3

Artisan

Secretary

Security supervisor

Shop supervisor

Supervisor

Stores controller / supervisor

***********

Grade: C4

Personnel assistant

***********

Meat, Fish, Poultry and Abattoir Secretarial Interpretations for the N.E.C Agreement

Employers Association of the Meal, Fish, Abattoir and Meat Processing - 2013

Start date: → 2013-01-01
End date: → Not specified
Name industry: → Agriculture, forestry, fishing
Public/private sector: → In the private sector
Concluded by:
Names associations: → Employers Association of the Meal, Fish, Abattoir and Meat Processing
Names trade unions: →  Meat, Fish, Poultry, Abattoir and Meat Processing Workers Union

SICKNESS AND DISABILITY

Maximum for sickness pay (for 6 months): → 75 %
Maximum days for paid sickness leave: → 180 days
Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Yes
Paid menstruation leave: → Yes
Pay in case of disability due to work accident: → Yes

WORK AND FAMILY ARRANGEMENTS

Maternity paid leave: → 14 weeks
Maternity paid leave restricted to 100 % of basic wage
Job security after maternity leave: → No
Prohibition of discrimination related to maternity: → No
Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes
Workplace risk assessment on the safety and health of pregnant or nursing women: → No
Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No
Time off for prenatal medical examinations: → No
Prohibition of screening for pregnancy before regularising non-standard workers: → No
Prohibition of screening for pregnancy before promotion: → No
Facilities for nursing mothers: → Yes
Employer-provided childcare facilities: → No
Employer-subsidized childcare facilities: → No
Monetary tuition/subsidy for children's education: → No
Paid leave per year in case of caring for relatives: → 12 days
Leave duration in days in case of death of a relative: → 12 days

EMPLOYMENT CONTRACTS

Trial period duration: → 90 days
Severance pay after 5 years of service (percentage of monthly salary): → Insufficient data %
Severance pay after one year of service (percentage of monthly salary): → Insufficient data %
Part-time workers excluded from any provision: → No
Provisions about temporary workers: → No
Apprentices excluded from any provision: → No
Minijobs/student jobs excluded from any provision: → No

WORKING HOURS, SCHEDULES AND HOLIDAYS

Working hours per day: → 9.0
Working hours per week: → 42.5
Paid annual leave: → 22.0 days
Paid annual leave: →  weeks
Paid bank holidays: → 
Rest period of at least one day per week agreed: → Yes
Provisions on flexible work arrangements: → No

WAGES

Wages determined by means of pay scales: → No
Wages specified according to skill level: → 0
Wages specified according to job title: → 0
Provision that minimum wages set by the government have to be respected: → No
Adjustment for rising costs of living: → 

Once only extra payment

Once only extra payment due to company performance: → Yes

Premium for evening or night work

Premium for night work only: → Yes

Premium for overtime work

Premium for overtime work: → 200 % of basic wage

Allowance for commuting work

Allowance for seniority

Allowance for seniority: → 75.0 % of basic wage
Allowance for seniority after: → 5 years of service

Meal vouchers

Meal allowances provided: → No
Free legal assistance: → No
 
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