Zimpapers WriterTHE National Mine Workers Union of Zimbabwe (NMWUZ) called for significant amendments to the Collective Bargaining Agreement (CBA) governing workers in the mining industry noting that a number of mining companies are flouting standards leading to declining employee welfare.In a letter addressed to the National Employment Council for the Mining Industry dated 19 September 2025, NMWUZ president Mr Kurebwa Javangwe Nhomboka highlighted critical issues, including the need to enhance allowances related to transport and housing for mining workers.“Many emerging mining companies are not providing their employees with transport and accommodation, creating disparities in earnings between those who receive these benefits and those who do not,” Mr Nhomboka stated.“Implementing transport and housing allowances will help cushion employees who lack these benefits.”The union also called for the inclusion of a job evaluation committee within the Technical Subcommittee responsible for grading and job evaluation processes.“Due to technological advancements and the current state of our CBA, some job titles are outdated or non-existent. This necessitates a comprehensive overhaul of job positions and grading, which should be conducted through a dedicated job evaluation exercise,” Mr Nhomboka said.He further emphasised the importance of incorporating paid educational leave and mandatory medical check-ups, given the dusty working environments in mining operations.“Paid educational leave should be introduced as an employee benefit, provided the education pertains to the industry and this should be a subject of negotiation within the employment council,” he said.“Furthermore, workers are exposed to dust particles, increasing their risk of diseases such as pneumoconiosis. Regular and compulsory medical check-ups—at least quarterly—should be conducted at the employer’s expense and employees should be enrolled in employer-contributed medical aid schemes.”Other proposed amendments include upgrading the grading system for small workers, suggesting grades 1, 3, 7 and 11 to better reflect modern skills and competencies.“The current grading structure is too narrow, especially considering the diverse skills of today’s employees.
Introducing additional grades will better accommodate workers in the small worker category.”On the issue of workers’ constitutional rights, Mr Nhomboka called for the repeal of clause 7(9) (a)(ii)(i) of the CBA, which limits union membership deductions.“This clause undermines employees’ constitutional right to freedom of association and organization. It should be repealed to uphold workers’ rights,” he said.“Similarly, the provision requiring labour officers’ approval for dismissals, as stipulated in clause 7(11), is outdated and no longer aligns with current disciplinary mechanisms.”Regarding gratuity payments, Mr Nhomboka proposed a review of percentages, suggesting an incremental scale over 40 years:“Gratuity percentages under clause 7(13) should be reviewed annually, starting at three percent and increasing progressively to 42 percent over 40 years. The same applies to clause 7(14), with rates beginning at seven percent.”The union also advocates for amendments to leave policies: “Annual leave days should be aligned with current Labour Act provisions and sick leave should be reviewed similarly.
Maternity leave should be increased from 90 to 98 days on full pay, reflecting current legal standards.”He also emphasised the need to formalize fixed-term contracts for contract workers, aligning with the Labour Act.“Clause 34 should include provisions for a ceiling on the number of fixed-term contracts, ensuring employees can work without indefinite limitations, as mandated by law.”He also proposed the removal of Schedule E, which relates to wages, arguing that wage negotiations are now conducted separately.In terms of working hours and overtime, Mr Nhomboka recommended specific adjustments: “No overtime should be paid in lieu of time off when parties agree instead, overtime should be compensated as follows: double hours for public holidays worked (e.g. 10 hours worked should entitle the employee to 20 hours rest) and normal days should be paid at 1.5 times the regular rate.He said working days should be Monday to Friday, with Saturday and Sunday designated as rest days adding that employees working beyond 208 hours per month should receive 0.75 percent of their basic earnings per extra hour worked while overtime, bonuses and incentives should be paid separately from wages.”Other specific proposals include allowances for underground work—ranging from 20 percent to 30 percent of basic earnings per shift, depending on risk levels—and adjustments to heat allowances, currently set at 10 percent, to better compensate workers exposed to high temperatures.Leave a ReplyCancel reply Zimpapers WriterTHE National Mine Workers Union of Zimbabwe (NMWUZ) called for significant amendments to the Collective Bargaining Agreement (CBA) governing workers in the mining industry noting that a number of mining companies are flouting standards leading to declining employee welfare.In a letter addressed to the National Employment Council for the Mining Industry dated 19 September 2025, NMWUZ president Mr Kurebwa Javangwe Nhomboka highlighted critical issues, including the need to enhance allowances related to transport and housing for mining workers.“Many emerging mining companies are not providing their employees with transport and accommodation, creating disparities in earnings between those who receive these benefits and those who do not,” Mr Nhomboka stated.“Implementing transport and housing allowances will help cushion employees who lack these benefits.”The union also called for the inclusion of a job evaluation committee within the Technical Subcommittee responsible for grading and job evaluation processes.“Due to technological advancements and the current state of our CBA, some job titles are outdated or non-existent. 10 hours worked should entitle the employee to 20 hours rest) and normal days should be paid at 1.5 times the regular rate.He said working days should be Monday to Friday, with Saturday and Sunday designated as rest days adding that employees working beyond 208 hours per month should receive 0.75 percent of their basic earnings per extra hour worked while overtime, bonuses and incentives should be paid separately from wages.”Other specific proposals include allowances for underground work—ranging from 20 percent to 30 percent of basic earnings per shift, depending on risk levels—and adjustments to heat allowances, currently set at 10 percent, to better compensate workers exposed to high temperatures.
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THE National Mine Workers Union of Zimbabwe (NMWUZ) called for significant amendments to the Collective Bargaining Agreement (CBA) governing workers in the mining industry noting that a number of mining companies are flouting standards leading to declining employee welfare. In a letter addressed to the National Employment Council for the Mining Industry dated 19 September 2025, NMWUZ president Mr Kurebwa Javangwe Nhomboka highlighted critical issues, including the need to enhance allowances related to transport and housing for mining workers. “Many emerging mining companies are not providing their employees with transport and accommodation, creating disparities in earnings between those who receive these benefits and those who do not,” Mr Nhomboka stated.
“Implementing transport and housing allowances will help cushion employees who lack these benefits.”The union also called for the inclusion of a job evaluation committee within the Technical Subcommittee responsible for grading and job evaluation processes. “Due to technological advancements and the current state of our CBA, some job titles are outdated or non-existent. This necessitates a comprehensive overhaul of job positions and grading, which should be conducted through a dedicated job evaluation exercise,” Mr Nhomboka said.
He further emphasised the importance of incorporating paid educational leave and mandatory medical check-ups, given the dusty working environments in mining operations. “Paid educational leave should be introduced as an employee benefit, provided the education pertains to the industry and this should be a subject of negotiation within the employment council,” he said. “Furthermore, workers are exposed to dust particles, increasing their risk of diseases such as pneumoconiosis. Regular and compulsory medical check-ups—at least quarterly—should be conducted at the employer’s expense and employees should be enrolled in employer-contributed medical aid schemes.” Other proposed amendments include upgrading the grading system for small workers, suggesting grades 1, 3, 7 and 11 to better reflect modern skills and competencies.
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