[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-almeda-textile-plc-and-its-basic-trade-union-2014---2017":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":25,"data":33,"children":243,"content_type_view":244,"extra_breadcrumbs":245,"body":247,"body_blocks":258,"related_pages":262},515,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","A selection of collective agreements from Ethiopia. You can find the original texts, read them and navigate through single chapters and articles.","Collective Agreements Database - Ethiopia","\u002Fen-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_ET","2025-07-27T05:29:28.926791+00:00","2026-04-02T03:52:56.980170+00:00","\u002Fcms\u002Fpages\u002F515\u002Fedit\u002F",[18,21,24],{"title":19,"slug":20},"Ethiopia","en-et",{"title":22,"slug":23},"Work in Ethiopia","work-in-ethiopia",{"title":6,"slug":5},{"title":10,"description":9,"image":26,"canonical":27,"robots":28,"og_type":29,"twitter_card":30,"locale":20,"created_at":31,"last_modified_at":32},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-27T07:29:28.926791+02:00","2026-04-02T05:52:57.092957+02:00",{"cba":34,"clauses":45,"details":241,"translations":242},{"id":35,"uid":36,"url":37,"name":38,"locale":13,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"collective-bargaining-agreement-between-almeda-textile-plc-and-its-basic-trade-union-2014---2017","e2feebf0-ffa7-11e8-b148-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fethiopia\u002Fcollective-bargaining-agreement-between-almeda-textile-plc-and-its-basic-trade-union-2014---2017\u002Fcollective-bargaining-agreement-between-almeda-textile-plc-and-its-basic-trade-union-2014---2017\u002F","Collective Bargaining Agreement between Almeda Textile PLC and its basic trade union, 2014 - 2017","ETH Almeda Textile - Adwa - 2014","Ethiopia - ETH Almeda Textile - Adwa - 2014","ETH Almeda Textile - Adwa - 2014 - Manufacturing",{"name":43,"data":44},"Almeda Textile PLC.html","\n              \n              \n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Almeda Textile PLC\u003C\u002Fh1>\n\n\u003Ch1>And Its Basic Trade Union\u003C\u002Fh1>\n\n\u003Ch1>Collected Agreement Made for a second Time\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>9 May, 2014\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>About the Collective Agreement Signature\u003C\u002Fp>\n\n\u003Cp>This collective Agreement is signed by Alemeda Textile Factory PLC and\nAlemeda Textile Factor PLC Basic trade union Date on May 9, 2014 according the\nconviction stated to show that we have approved.\u003C\u002Fp>\n\n\u003Cp>On this collective Agreement bargaining on behalf of Almeda Textile Factory\nPLC are:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Name - Position - Sig\u003C\u002Fp>\n\n\u003Cp>1.Mr. Getachew G\u002FZihare, Chief of Manpower & Administration\u003C\u002Fp>\n\n\u003Cp>2.Mr. Getachew Mesfin Haile, Chief of Caisson Department\u003C\u002Fp>\n\n\u003Cp>3.Mr. Mebrahtu Zenbe Hailzegii, Chief of Law Department of Almeda Textile\nFactory PLC,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On this collective Agreement bargaining on behalf of Alemeda Textile factory\nPLC Trade union are ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Name - Position - Signature\u003C\u002Fp>\n\n\u003Cp>1.Mr. G\u002FMedhin W\u002FMariam, Cooperative Chairman\u003C\u002Fp>\n\n\u003Cp>2.Mr. G\u002FKirstos Astebha, Cooperative Secretary\u003C\u002Fp>\n\n\u003Cp>3.Ashenafi G\u002FMariam Berha, Cooperative Accountant\u003C\u002Fp>\n\n\u003Cp>4.Mr. Tewodros Beyene, Cooperative Member\u003C\u002Fp>\n\n\u003Cp>Preamble\u003C\u002Fp>\n\n\u003Cp>1.Alemeda Textile factory PLC and Alemeda Textile Factor PLC. Alemeda basic\ntrade union have approved by the convection of the International Law and\nnational Law based Proclamations to have work according to their rights,\nduties, and responsibilities all for the better of the benefits.\u003C\u002Fp>\n\n\u003Cp>2.In the Proclamation number 377\u002F96 Article 125\u002F1 states that the collective\nAgreement is obtained vital and within this Article 130\u002F1 as its stated for it\npermits to put up spring points that is 377\u002F96 Article 128 and 129; it's for\nthe parties relation so us to keep their duties and Responsibilities.\u003C\u002Fp>\n\n\u003Cp>3.It is necessary to strengthen and define in law in order to make High\nquality of production and High Quality particularly for the workers conditions,\noccupational safety, and health and work environment.\u003C\u002Fp>\n\n\u003Cp>4.It is essential to ensure that worker employer relations are governed by\nthe basic principles of rights and obligations with a view to enabling workers\nand employers to maintain industrial peace and work in spirit of harmony and\ncooperation towards the all- round development.\u003C\u002Fp>\n\n\u003Cp>5.It has been found necessary to revise the existing trade union the basic\nprinciples which directs worker and employer's relation and conditions. Now,\ntherefore, in accordance with labor Proclamation no. 337\u002F96 Article 125\u002F1 it is\nhereby to sign the contract Agreement.\u003C\u002Fp>\n\n\u003Ch3>Article 1 Basic Principles of the collective Agreement\u003C\u002Fh3>\n\n\u003Cp>This Agreement is made in between Alemeda Textile factory PLC and Alemeda\nTextile factory trade union. The collective agreements basic principles are\nstated as fellow.\u003C\u002Fp>\n\n\u003Cp>1.To Rule the two parties relation by law\u003C\u002Fp>\n\n\u003Cp>2.To manage any difference occur on occupation with the Application of their\ncollective Agreement,\u003C\u002Fp>\n\n\u003Cp>1.1.Basic Principles\u003C\u002Fp>\n\n\u003Cp>1.1.1.This collective Agreement shall enter in to force by law on the two\nparties.\u003C\u002Fp>\n\n\u003Cp>1.1.2.To up Grade a continuous competency of the company\u003C\u002Fp>\n\n\u003Cp>1.1.3.To Achieve the company Goal\u003C\u002Fp>\n\n\u003Cp>1.1.4.To establish a discipline committee and admitted any appeal in a legal\nway\u003C\u002Fp>\n\n\u003Cp>1.1.5.Contract for the purpose of upbringing workers. Work efficiency\u003C\u002Fp>\n\n\u003Cp>1.1.6.Contract for the purpose of upbringing Healthy, rehabilitation of the\nworkers\u003C\u002Fp>\n\n\u003Cp>1.1.7.Contract for the purpose of salary payment facilities with\nAgreement\u003C\u002Fp>\n\n\u003Cp>1.1.8.For the better condition of the worker of the trade union\u003C\u002Fp>\n\n\u003Cp>1.1.9.For making simplicity on the occupation by having update technology\nand Techniques\u003C\u002Fp>\n\n\u003Cp>1.1.10.Taking in to account the political, economic and Social policies of\nthe Government and in conformity with the international workers of the\nweakness, Agility and having civilizations and Modernity.\u003C\u002Fp>\n\n\u003Cp>1.1.11.To Improve the Socio- Economic Status of the employee and Improve the\nworkers safety.\u003C\u002Fp>\n\n\u003Cp>1.1.12.To aware the workers their right and responsibilities\u003C\u002Fp>\n\n\u003Cp>1.1.13.To ensure, practice Rules of Administration & Collective\nAgreement\u003C\u002Fp>\n\n\u003Cp>1.1.14.To ensure the workers &. the factory Mutual possession\u003C\u002Fp>\n\n\u003Cp>1.1.15.To ensure the worker & the factor Mutual passion According the\nLaw\u003C\u002Fp>\n\n\u003Cp>1.1.16.To have a critical Intentions & plan so does to be productive\u003C\u002Fp>\n\n\u003Cp>1.1.17.To practice The present trade proclamation and practice on the\norganizations employees\u003C\u002Fp>\n\n\u003Cp>1.1.18.To decide still when this collective agreement does Applicable.\u003C\u002Fp>\n\n\u003Ch3>Article 2 Definitions\u003C\u002Fh3>\n\n\u003Cp>2.1.\" Proclamation\" Means labor Proclamation no. 377\u002F96 and it impel to\nrevise Proclamation 498\u002F98.\u003C\u002Fp>\n\n\u003Cp>2.2.” employee' means a person who employs in accordance with Article 4 of\nthis proclamation.\u003C\u002Fp>\n\n\u003Cp>2.3.” Employer\" Means Alemeda Textile Factory PLC\u003C\u002Fp>\n\n\u003Cp>2.4.''Organization\" means any entity established under a united management\nfor the purpose of charring and Approved any lawful activity done by a private\norganization.\u003C\u002Fp>\n\n\u003Cp>2.5.” Vacancy\" means any the employer New vacancy posted to hire at any\nposition or any former position known on the company but posted when the\nemployee is upgrade, Transfer or suspended out from the company.\u003C\u002Fp>\n\n\u003Cp>2.6.” Over time\" means according to the labor proclamation 377\u002F96 Article\n66 when the employer is under circumstances in which over time permissible.\u003C\u002Fp>\n\n\u003Cp>2.1.''Leave\" Means annual leave, sick leave. Marriage leave, Associational\nleave etc.\u003C\u002Fp>\n\n\u003Cp>2.2.w position\" means a name or a title given by the employer or all towards\njob description.\u003C\u002Fp>\n\n\u003Cp>2.3.” Safety\" Means any protective object given by the employee for the\nprotection of the employee.\u003C\u002Fp>\n\n\u003Cp>2.4.\"Up grading\" this is by the no. 2.5 vacancy the lower Hierarchies\nallocation to up rise their position all towards.\u003C\u002Fp>\n\n\u003Cp>2.5.” Transfer\" means when the worker better way of service is unstable to\ngive him any shift of time, position or area all according to the collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>2.6.” Warning\" This starts with a collective a provision or venality given\nto the worker all though step by step according to the collective agreement.\u003C\u002Fp>\n\n\u003Cp>2.7.” Benefits\" means without the collective agreement when something is\ngiven to the worker.\u003C\u002Fp>\n\n\u003Cp>2.8.” Salary\u002F wage\" means when the employer is paid regularly to which the\nworker entitle in return for the performance of the work that under a contract\nthe organization.\u003C\u002Fp>\n\n\u003Cp>2.9.w Excess\" means non budgeted money found after paying tax on the time\nit's stated as a net profit.\u003C\u002Fp>\n\n\u003Cp>2.16.” Workers Efficiency\" means an efficiency obtained from a worker in a\ngiven work time.\u003C\u002Fp>\n\n\u003Cp>2.17.” Family\" means\u003C\u002Fp>\n\n\u003Cp>A.Legal marriage,\u003C\u002Fp>\n\n\u003Cp>B.Son\u002Fdaughter of the worker\u003C\u002Fp>\n\n\u003Cp>C.His descendant or a ascendants Supported by the worker\u003C\u002Fp>\n\n\u003Cp>2.18.Laws means laws of the employer and workers\u003C\u002Fp>\n\n\u003Cp>2.19.” Effort\" means the factory Higher Administrator\u003C\u002Fp>\n\n\u003Cp>2.20.” Labor dispute\" means any controversy arising b\u002Fn a worker and an\nemployee in respect of the application of law, collective agreement, work\nrules, employment contract customary rules and also any disagreement arising\nduring collective or in connection with collective agreement.\u003C\u002Fp>\n\n\u003Cp>2.21.” Factory\" means Alemeda Textile Factory\u003C\u002Fp>\n\n\u003Cp>2.22.” Collective Agreement\" means an Agreement made with Alemeda Textile\nfactory PLC and the Alamedas Textile Labors.\u003C\u002Fp>\n\n\u003Cp>2.23.''Monthly Salary\" means a salary given once in month on the day of 26\nto be,\u003C\u002Fp>\n\n\u003Cp>2.24.” Simple job\" means when a worker is allotted for any other position\nall due to his health condition after She\u002Fhe has being a press.\u003C\u002Fp>\n\n\u003Cp>2.25.” The two parties\" means employer and the workers\u003C\u002Fp>\n\n\u003Cp>2.26.” Procedure for Notice\" means when a worker is terminating or post\nphone this job a letter is given and listed on the Archives.\u003C\u002Fp>\n\n\u003Cp>2.27. \"Certificate\" Means a letter to indicate the worker has been trained\nin, the duration of training and other similar recommendation particularly.\u003C\u002Fp>\n\n\u003Ch3>Article 3 Improvement of the organization\u003C\u002Fh3>\n\n\u003Cp>•For any objections of the Collective agreement any employer can be\nrepresented and she\u002Fhe has the responsibility to take to what is\nrepresented.\u003C\u002Fp>\n\n\u003Cp>•Except from those provided by law employer shouldn't have any collective\nagreement privately or in cable net or unlawful\u002F illegal\u002F group.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Ch3>Article 4 Scope of Application\u003C\u002Fh3>\n\n\u003Cp>•Shift collective agreement shall be applied on the workers in the\nFactory.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 5 The Right of taking Amendments\u003C\u002Fh3>\n\n\u003Cp>If the factory collective agreement is committed a Mistake on the Reduction\nof workers wage, position, Annual Leave or any Benefits From the day the\nMistake in Identified for the next Six Month the error shall be erased.\u003C\u002Fp>\n\n\u003Cp>A.Those who are benefited by the Mistake on understanding collective\nagreement and who had be benefited shall return 1\u002F4 (one fourth of their wage)\non the Monthly wages and paid back to the factory.\u003C\u002Fp>\n\n\u003Cp>B.If the workers wage was reduced by fault She\u002Fhe has to get Approved in\norder to be adjusted and all other things will be as trade Proclamation Article\n377\u002F96.\u003C\u002Fp>\n\n\u003Cp>C.Workers Allocation and Promotion\u003C\u002Fp>\n\n\u003Cp>Any Allocation or promotion given to any worker or all the reverse shall be\nevaluated for consecutive six months. Then after all the Assessment made either\nof those who get right allocation and promotion or on those who were using by\nAdvance due to that outside collective agreement shall be adjusted within the\nsix months.\u003C\u002Fp>\n\n\u003Ch3>Article 6 Definition of the Contract Agreement\u003C\u002Fh3>\n\n\u003Cp>6.1.If any unfavorable matter is stated with in the collective agreement,\nthe collective agreement shall prevail or refer to the labor Proclamation\n377\u002F96 Definitions.\u003C\u002Fp>\n\n\u003Ch3>Article 7 Calming the collective rights\u003C\u002Fh3>\n\n\u003Cp>7.1.Rights of an Employer\u003C\u002Fp>\n\n\u003Cp>7.1.1.To provide work to the worker, order, scheming, planning and\norganizing, Hire a new worker, to transfer or only preparation of\u003C\u002Fp>\n\n\u003Cp>program the Employer shall base the labor Proclamation 377\u002F96 and effort\nHuman power Manual Procedures.\u003C\u002Fp>\n\n\u003Cp>7.1.2.This proclamation Application shall be applicable to employment\nrelation based on a control of employment that era's between a worker and an\nemployer. Rights of an employer are supervising it well.\u003C\u002Fp>\n\n\u003Cp>7.2.About Labors union Right\u003C\u002Fp>\n\n\u003Cp>7.2.1.The trade union is the representative of the workers To any work\ndispute and collective agreement.\u003C\u002Fp>\n\n\u003Cp>7.2.2.The trade union shall have to cooperate any necessary planning and\nExecution on the work to participate each worker without prejudice to sub\nArticle 7.2.1.\u003C\u002Fp>\n\n\u003Ch3>Article 8 The Right of Employer\u003C\u002Fh3>\n\n\u003Cp>8.1.If an employer is facing serious challenge on allotting an Employee\nShe\u002Fhe obliged not to work on his Annual Leave.\u003C\u002Fp>\n\n\u003Cp>8.2.If an Employer has logical clear reason she\u002Fhe can transfer, Allotted,\nto any with its constant position and wage.\u003C\u002Fp>\n\n\u003Cp>8.3.Employers have the right to lock out dispute from its position,\nsuspended, or 30 days to Inspected or Investigate it's mistake in the manner\nprescribed in the Proclamation 377\u002F96 without any collective Agreement.\u003C\u002Fp>\n\n\u003Cp>8.4.Vacancies shall under study of every conditions determinant Clear,\nbrief, easily and very equivalence with the work nature\u003C\u002Fp>\n\n\u003Cp>8.5.The Employer has the right to bargaining with the third party, about any\nselling or buying production, Insurance in order to make a collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>8.6.Unless the Employer is limited by any connectivity of a job, He has the\nright of Duty to inform, to release on press, production program statement\npreparation, Administration the factory.\u003C\u002Fp>\n\n\u003Cp>8.7.The Employer has a right to take the priority over other in Debt worker\nto take it from their wages and within the procedure of the legal claims he can\ntransfer with in the legal procedure.\u003C\u002Fp>\n\n\u003Cp>8.8.The factor can see up on the gate and store.\u003C\u002Fp>\n\n\u003Cp>8.9.According to labor Proclamation no. 377\u002F96 collective Agreement and of\neffort Human Power Department amended administrational manual shall be tested\ncritically either they are on application.\u003C\u002Fp>\n\n\u003Ch3>Article 9 Obligations of an Employer\u003C\u002Fh3>\n\n\u003Cp>9.1.An Employer have an obligation to fellow either the trade proclamation\nno. 377\u002F96 and any Government rules related stated on the z collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>9.2.An employer has an obligation to protect any gender, Religion, nation or\nany other political or social attitude based bias.\u003C\u002Fp>\n\n\u003Cp>9.3.To take all necessary occupational and health measured and to abide by\nthe standards and directives to be given by the appropriate authorities in\nrespects of these measures.\u003C\u002Fp>\n\n\u003Cp>9.4.The Employer shall not interfere on any of the workers interest to be or\nnot be of the trade union or any other member inquires.\u003C\u002Fp>\n\n\u003Cp>9.5.Any worker has the right to get. His\u002Fhers ID covered by plastic which\nhave his\u002Fhers name and photograph. If this Id is fade or tear by submitting the\nold one she\u002Fhe can get a new for the second time. But if it's lost She\u002Fhe have\nto attach with in letter written from this residence police station after\nShe\u002Fhe has bring it with a two or three witness.\u003C\u002Fp>\n\n\u003Cp>9.6.The Employer shall never touch any workers or shall be well at respect\nthe workers human dignity at any instances.\u003C\u002Fp>\n\n\u003Cp>9.7.The Factory shall inform the trade union when it hires a worker,\npromotions its position; Transfer any worker in writing to the union and to the\nworker.\u003C\u002Fp>\n\n\u003Cp>9.8.The factory has an obligation to provide implements and materials\nnecessary for the performance of the work. If this are not ready and if workers\nare an able to work due to the loss of material it's the factory obligation to\npay the workers wage as if the work.\u003C\u002Fp>\n\n\u003Cp>9.9.The factor shall archive of workers wage with date, each time leave, and\nif possible prescription of Medical examination.\u003C\u002Fp>\n\n\u003Cp>9.10.Apprenticeship time, trainings schedule when do they are taken with\ntheir job description should be given to the worker According He\u002Fshe will\nallotted in right position or department.\u003C\u002Fp>\n\n\u003Cp>9.11.The factory shall have clean and modern sanitation services and they\nmust be maintain or reconstructed as it necessary.\u003C\u002Fp>\n\n\u003Cp>9.12.The factory shall be ready to safe guard the workers' health and\nsafety. So that, the factory shall remove, displace any such materials. That is\nincluding being ready to obstruct method or process adopted with a view to\nminimize occupational hazard i.e. First aid.\u003C\u002Fp>\n\n\u003Cp>9.13.The employer shall inform if any governmental order or the factory or\nEFFORT new directives to each worker.\u003C\u002Fp>\n\n\u003Cp>9.14.Any worker injured on occupation shall be liable; irrespective of fault\naccording to the labor proclamation 377\u002F96 Article 96 Sub Article 1 will be the\nobligation of the factory.\u003C\u002Fp>\n\n\u003Cp>9.15.Any worker shall show any of receipts paid from his pocket for the work\nof the factor with in a slip before She\u002Fhe take his wage or on the day of wage.\nThis payment is done with in the wage time of the worker that is from 25-28.\u003C\u002Fp>\n\n\u003Cp>9.16.Any new directives, procedures the factor shall aware and inform before\nit injure, distort, and misconnected by the trade union and management\ndepartment close discussion. This new directive shall not contradict to any\nrule and regulation of collective agreement.\u003C\u002Fp>\n\n\u003Cp>9.17.The fire bar grade of the factor shall have alert, full implements, so\nthat capable to offence any distraction that may expect to be happened.\u003C\u002Fp>\n\n\u003Cp>9.18.Any risk provider materials shall be reserved before they came to be a\nmean for any collapse.\u003C\u002Fp>\n\n\u003Cp>9.19.Any worker of the factory if he\u002Fshe has gone to any distance area for\nwork and faced injuries the factory support by money and transport\nfacilities.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">9.20.The factory worker based on natural skill man power may order to take\nmedical cheek up. This expense is covered by the factory.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>9.21.The factory has the right to transfer from one place to another place\nto any of the employee for the reason that if the job on quires such, However,\nno employee can be sent from one place to another after 40 minutes are left\nstarting his job in a single shift to another shift.\u003C\u002Fp>\n\n\u003Cp>9.22.When the employee sick and sent with special cases to Addis Ababa to\nhave contact with the branch office in order to get solution related his\u002Fher\ncase.\u003C\u002Fp>\n\n\u003Cp>9.23.If any of sick employee has been transferred from one position to\nanother by the board while he was sick she\u002Fhe has the right to get any of his\nbenefits except the incentive.\u003C\u002Fp>\n\n\u003Cp>9.24.Collected money of any worker from his provident fund will stay\nreserved on the bank by his account number.\u003C\u002Fp>\n\n\u003Cp>9.25.The employer has an obligation to protect any employ not to be under\nattack of the Administration all due to his legal claims.\u003C\u002Fp>\n\n\u003Cp>9.26.The worker shall be relentlessly efficient to improve and strengthen\nthe factory.\u003C\u002Fp>\n\n\u003Cp>9.27.On the quarter of the year, half year, while the yearly budget time\nclosed, benefits and bankruptcy shall be stated to the employee. In addition to\nthis the workers organization has to listen the report 2 times in a year.\u003C\u002Fp>\n\n\u003Cp>9.28.The establishment\u002F organization have to put the worker profile, work\nand academic experience, certificate to reserve.\u003C\u002Fp>\n\n\u003Cp>9.29.Those who suspended, hired, promoted, transferred workers shall be\nsupported by copy of the workers organization.\u003C\u002Fp>\n\n\u003Ch3>Article 10 Labors Organization rights\u003C\u002Fh3>\n\n\u003Cp>10.1.The labor union can represent on the affairs of the workers to be\naccomplished. Assist the workers relation for better approach of the worker and\ncontrol to keep the procedure and rules there.\u003C\u002Fp>\n\n\u003Cp>10.2.Workers union is free of any interference while doing the legal work of\nthe organization.\u003C\u002Fp>\n\n\u003Cp>10.3.Executives of the workers\u002FLabors\u002F organization allowed to have invited\nguest or any stranger to visit while having informed the establishment or the\ncompany.\u003C\u002Fp>\n\n\u003Cp>10.4.The labor union has the right to use the Board for announcing.\u003C\u002Fp>\n\n\u003Cp>10.5.When the trade union call for meeting or any social affair the factory\nwill cooperate with for its labor organization.\u003C\u002Fp>\n\n\u003Cp>10.6.On this convection benefits shall be benefited for the members of the\nworker organization.\u003C\u002Fp>\n\n\u003Cp>10.7.If any employ is resigned from the position of the labor union she\u002Fhe\nhas the right to get what is belong for except incentive.\u003C\u002Fp>\n\n\u003Ch3>Article 11 Workers Obligations\u003C\u002Fh3>\n\n\u003Cp>11.1.Collaborating with the administration of the organization has to keep\nto interpreter applied and understood the collective agreement.\u003C\u002Fp>\n\n\u003Cp>11.2.If any worker has a kind of complement or claims She\u002Fhe has to fellow\naccording to the procedure of the collective agreement to complain.\u003C\u002Fp>\n\n\u003Cp>11.3.The workers shall discuss with the management and shall cooperate to\nmotivate, Inspire for the Quality improvement and high production of the\nfactory.\u003C\u002Fp>\n\n\u003Cp>11.4.Workers have an obligation to protect the collective agreement, rules\nand regulations, procedures and directives of the organization.\u003C\u002Fp>\n\n\u003Cp>11.5.If the organization has goods to sell or buy, payment to be paid for\nthe workers it has the righty to exchange according the price and pay them at a\ntime.\u003C\u002Fp>\n\n\u003Ch3>Article 12 The Right of the workers\u003C\u002Fh3>\n\n\u003Cp>12.1.Women have the rights to be checked up only by women escorts on the\ngate.\u003C\u002Fp>\n\n\u003Cp>12.2.With the out the proclamation or legal appeal the organization can't\nreduce on seized any property of the worker.\u003C\u002Fp>\n\n\u003Cp>12.3.Any worker has the right to claim or accuse in private and in group to\nthe organization.\u003C\u002Fp>\n\n\u003Cp>12.4.Any penalty provision on the worker shall not be listed on his private\nprofile.\u003C\u002Fp>\n\n\u003Cp>12.5.If an employee is sick she\u002Fhe has to report, presented medical\nexamination to take it wage according to the proclamation.\u003C\u002Fp>\n\n\u003Cp>12.6.Related to the worker education and trainings shall be based on the\ndiscussion with factory collective agreements.\u003C\u002Fp>\n\n\u003Cp>12.7.Any employee has the right to compute on the internal vacancies and\nexternal vacancies of the factory if He\u002F She has qualified on the required\nperformance.\u003C\u002Fp>\n\n\u003Cp>12.8.Any employ has the right to return any of his payment or credits while\nshe\u002Fhe is taking his wage.\u003C\u002Fp>\n\n\u003Cp>12.9.Any employee has the right to get his work experience, and official\nclearance while even suspended from the office.\u003C\u002Fp>\n\n\u003Cp>12.10.Employee has the right to get annual leave according to the stated\nemployer collective agreement and directives.\u003C\u002Fp>\n\n\u003Cp>12.11.The factory shall have register and store for the workers work\nwear\u002Funiform\u002F and wear of their own\u003C\u002Fp>\n\n\u003Cp>12.12.The factory shall have register the permanent members of the worker\nfamily and relative's under the worker responsibilities\u003C\u002Fp>\n\n\u003Cp>12.13If the workers have not work do you to the problem of the factory\nShe\u002Fhe has the right to get its wage as if She\u002Fhe works\u003C\u002Fp>\n\n\u003Cp>12.14.Workers can exchange their shift if one of the worker has face a\nproblem and the other is willing to cover of his at that shift time by\npermitting their immediate boss or their supervisor\u003C\u002Fp>\n\n\u003Cp>12.15.Any worker has the right to see work assessments and its outcome of\nwork and by via permitting the administration representative she\u002Fhe can look at\nhis work evaluations contour\u003C\u002Fp>\n\n\u003Cp>12.16.Any worker has the right to yield to wears of work twofold a year\u003C\u002Fp>\n\n\u003Cp>12.17 Any worker has the right to be supported to partake, consult,\nparticipate representing its union\u003C\u002Fp>\n\n\u003Ch3>Article 13 Obligation of workers\u003C\u002Fh3>\n\n\u003Cp>13.1.To perform its work with agility and endurance efficiently\u003C\u002Fp>\n\n\u003Cp>13.2.To fellow instructions given by the employer based on the terms of\ncontract and work rules.\u003C\u002Fp>\n\n\u003Cp>13.3Any worker shall not be absent on a work without permission. Any\nabsently wouldn't be accepted if the worker couldn't bring any mature evidence\nand for the next consecutive three days.\u003C\u002Fp>\n\n\u003Cp>13.4.A worker shall give all proper aid when an accident occurs or an\nimminent danger treatments life or proper in his place of work and shall inform\nimmediately to all workers immediate to get or give support.\u003C\u002Fp>\n\n\u003Cp>13.5.A worker shall keep and ensure the wellbeing and interest of the\nfactory.\u003C\u002Fp>\n\n\u003Cp>13.6.Any worker shall have to handle with due care all instruments and tools\nentrusted him to work, to keep his mental and physical condition fit, fellow\nthe rules and directives.\u003C\u002Fp>\n\n\u003Cp>13.7.Any worker shall inform immediately if any dangers himself or his\nfellow workers or which prejudice the interest of undertakings.\u003C\u002Fp>\n\n\u003Cp>13.8.Workers shall show strong cooperation, they have to be hand to hand and\nin good spirit while working at any time.\u003C\u002Fp>\n\n\u003Cp>13.9.A worker shall have to take all the necessary occupational safety and\nhealth measure and to abide by the standard and directives to be given by the\nappropriate authorities in respect of three measures.\u003C\u002Fp>\n\n\u003Cp>13.10.A worker shall not participate to give intentionally false information\nto deceive or confuse on to create a communication gap or disputes in b\u002Fn the\nworkers.\u003C\u002Fp>\n\n\u003Cp>13.11.A worker shall not found in any of the work place without the Without\nexpressed authorization of the employer in working hours.\u003C\u002Fp>\n\n\u003Cp>13.12.No worker shall sleep in hours of work.\u003C\u002Fp>\n\n\u003Cp>13.13.Worker shall not come drunk to work area or having used any Drug at\nall.\u003C\u002Fp>\n\n\u003Cp>13.14.No worker is allowed to work with any other private or governmental\ncompany's at any work or break time.\u003C\u002Fp>\n\n\u003Cp>13.15.Any worker shall handle care all instruments, safety wears and tools\nentrusted to him for work.\u003C\u002Fp>\n\n\u003Cp>13.16.Any worker shall work when she\u002Fhe is order at any hours of work and\nshall fellow instructions given by the employer based the work rules and\ndiscipline.\u003C\u002Fp>\n\n\u003Cp>13.17.Any worker shall return any material before any condition if he\u002Fshe is\ngoing to absent of sickness or any other causes.\u003C\u002Fp>\n\n\u003Cp>13.18.Any worker shall not give to any third body the implements given to be\nused by him.\u003C\u002Fp>\n\n\u003Cp>13.19.Any worker shall report if any of the property of the factory is in\nimproper use or under any risk.\u003C\u002Fp>\n\n\u003Cp>13.20.Smoking cigarette is Taboo especially on the production area.\u003C\u002Fp>\n\n\u003Cp>13.21.Each worker shall handle each material, machines given to work.\u003C\u002Fp>\n\n\u003Cp>13.22.Each worker shall respect the working hour is restricted.\u003C\u002Fp>\n\n\u003Cp>13.23.The safe guards who had been allotted in a day in on in the Night\nshall keep guard awake.\u003C\u002Fp>\n\n\u003Cp>13.24.Any vehicles shall be cheeked up in the exit in and entrance.\u003C\u002Fp>\n\n\u003Cp>13.25.Any worker shall be taking care of the organization name, or from any\nunlawful activity.\u003C\u002Fp>\n\n\u003Cp>13.26.If any worker is sick and have been treated he\u002Fshe has to show his\nsick leave first to its immediate boss or supervisor and if he\u002Fshe has been\ntreated in hospital will have to give it to the clinic.\u003C\u002Fp>\n\n\u003Cp>13.27.Any worker shall not change his working allocation without the\npermission or order of his immediate boss.\u003C\u002Fp>\n\n\u003Cp>13.28.Any worker is mandate to sign on the work assessment forwarded by its\nboss or on any penalty given by.\u003C\u002Fp>\n\n\u003Ch3>Article 14 On hiring an employee\u003C\u002Fh3>\n\n\u003Cp>14.1.Any one hired will be ratify according the effort human resource\nmanual.\u003C\u002Fp>\n\n\u003Cp>14.2.A women or disable applicant has 5% in as bonus out of. Any one out of\nwill be but judged according its results and academic grade.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>14.1.Any Ethiopian whom fulfills the proclamation shall not be discriminated\nby any gender, religion, political view not to be hired or work on the\nvacancies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>14.2.Any vacancy to hire an employee for temporary or permanent employment\nshould be announced in either the print media like newspaper or in any of\nbroadcasting media i.e. Radio, TV.\u003C\u002Fp>\n\n\u003Ch3>Article 15 Regarding the icons of the curriculum Vitae\u003C\u002Fh3>\n\n\u003Cp>15.1.Anyone who is going to be Hire shall have come up with a CV\nincluding.\u003C\u002Fp>\n\n\u003Cp>15.1.1.The work position & job description\u003C\u002Fp>\n\n\u003Cp>15.1.2.Work area and time.\u003C\u002Fp>\n\n\u003Cp>15.1.3.The position he\u002Fshe been working\u003C\u002Fp>\n\n\u003Cp>15.1.4.Work Department\u003C\u002Fp>\n\n\u003Cp>15.1.5.Monthly salary, incentive other benefits shall be attached.\u003C\u002Fp>\n\n\u003Cp>15.2.Related to an employer and a worker it will be all based on the labor\nproclamation no. 377\u002F96 and effort human resource manual directives and\nprocedures.\u003C\u002Fp>\n\n\u003Cp>15.3The letter given to the worker letter of employee shall be according the\nlabor proclamation.\u003C\u002Fp>\n\n\u003Ch3>Article 16 Contract of \u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch3>Apprenticeship\u003C\u002Fh3>\n\n\u003Cp>16.1.The factor will be based according labor proclamation no. 377\u002F96\nArticle 48 trainer employee when employed it will based on the manual based.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Article 17 Probation period\u003C\u002Fh3>\n\n\u003Cp>17.1.A new worker shall employ for 45 consecutive probation period. The\nprobation period shall not be more than 45 days. If it exceeds more than 45\ndays; it’s taken as permanent.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.2.Unless its state by the agreement, worker in probation has equal\nobligation and rights.\u003C\u002Fp>\n\n\u003Cp>17.3.If a worker in probation is under performance the company can\nterminated its contract without any warning.\u003C\u002Fp>\n\n\u003Cp>17.4.If a worker shall not be allocated in its former work for a\nprobation.\u003C\u002Fp>\n\n\u003Cp>17.5.A worker who has come to take work examination and if he\npromoted\u002Fperformed well will the taken as the starting of service day.\u003C\u002Fp>\n\n\u003Cp>17.6.This directive will be applicable on workers in probation period.\u003C\u002Fp>\n\n\u003Ch3>Article 18 Regarding Workers work efficiency and performance evaluation\nreport\u003C\u002Fh3>\n\n\u003Cp>18.1.Work performance and evaluation report by the worker immediate boss\nfilled; inspected by department head by sustaining the detail report copy and\nhaving put mark it sent to\u003C\u002Fp>\n\n\u003Cp>18.2.Work the chief of the Administration performance evaluation report\npresented twice in a year.\u003C\u002Fp>\n\n\u003Cp>18.3.Employees who have score 2-5 and above will not get the opportunity in\ncompeting in promotion.\u003C\u002Fp>\n\n\u003Cp>18.1.In the work performance and evaluation report to those who get 4 point\nand above, and to those who get below 2.5 cause details are an obligation to be\nstated by the work evidence evaluation report.\u003C\u002Fp>\n\n\u003Cp>18.2.The work performance and efficiency evaluation shall be done curiously\nand correctly.\u003C\u002Fp>\n\n\u003Cp>18.3.Any worker have the obligation to comment, put a signature on the work\nperformance and efficiency.\u003C\u002Fp>\n\n\u003Ch3>Article 19 Regarding Rank and Promotion Giving Procedure\u003C\u002Fh3>\n\n\u003Cp>19.1.Rank and promotion can be created when a permanent employee is\ntransferred, promoted or by the expansion of the factory. Vacancies of\npromotion require a clear qualification of work and academic experience.\nCompetent who are selected for promotion shall compute within a month according\nto the internal vacancy.\u003C\u002Fp>\n\n\u003Cp>19.2.A worker who win on the promotion examinations shall expect the manager\ndecision as final matter to be allocated to the position.\u003C\u002Fp>\n\n\u003Cp>19.3.the promotion, increment of salary in according to the rules and\nprocedures of the organization. The promotion and salary scale of the worker is\nfollowed by the labor union to be applicable.\u003C\u002Fp>\n\n\u003Cp>19.4.Filling the needed criteria the nominated worker for competition shall\nbe informed within 15 days.\u003C\u002Fp>\n\n\u003Cp>19.5.A worker who score 2.5 and above can be presented for promotion.\u003C\u002Fp>\n\n\u003Cp>19.6.Any worker whom allocated for promotion shall give a service for other\nnew competition for promotion.\u003C\u002Fp>\n\n\u003Cp>19.7.If two (2) competent for promotion have score equal result the\ncommittee will select the winner according the criteria stated in effort\ndirectives.\u003C\u002Fp>\n\n\u003Ch3>Article 20 Regarding a procedure of transferring an employee\u003C\u002Fh3>\n\n\u003Cp>20.1.The scope of transferring an employee shall be for the productivity of\nthe factory and considering on how to activate and modifying the job.\u003C\u002Fp>\n\n\u003Cp>20.2.By the collective agreement of effort, though, this stated to transfer,\nif a worker is to transfer department to department from shift to shift from\nwork to work, is the right of the factory inclusively the trade union.\u003C\u002Fp>\n\n\u003Cp>20.3.The company can transfer any worker while keeping its wage, rank as\nits.\u003C\u002Fp>\n\n\u003Cp>20.4.Transferring an employee shall not be done to harm the company\nproductively or from any personal hate or to restrict any once motivation or\nspirit of work at any level.\u003C\u002Fp>\n\n\u003Cp>20.5.The company shall cove the expense of an employee transferred for its\ntransportation with his family.\u003C\u002Fp>\n\n\u003Ch3>Article 21 Of those who had been detained of law and absent from work\u003C\u002Fh3>\n\n\u003Cp>21.1.Any prisoner who had be in prison and released with no further\naccusation has a\u003C\u002Fp>\n\n\u003Cp>right to return in to his work. However, if 30 days have passed on he\u002Fshe\nhas no right to work at all in the factory.\u003C\u002Fp>\n\n\u003Cp>21.2.According to the Art 22.1 anyone who inquired to be back to his work\nshall have get his answer within 5 days. This will be done when the detailed\nperson has presented all the necessary legal letter evidences.\u003C\u002Fp>\n\n\u003Cp>21.3.the factory shall pay to a worker who stay in prison and innocent for\nits stay in a prison\u003C\u002Fp>\n\n\u003Cp>21.4.If one employee have been judged according Article 11\u002F21.1 and if he\ndon't get fortunate to get his job back he\u002Fshe has to take all benefits and\nsuspended.\u003C\u002Fp>\n\n\u003Ch3>Article 22 Dividing and post ponding Annual leave\u003C\u002Fh3>\n\n\u003Cp>22.1.An agreement by worker to waive in any manner his right to annual leave\nshall be null and void by the effort human resource administration.\u003C\u002Fp>\n\n\u003Cp>22.2.A worker whose contract of employment is terminated under this\nproclamation, Article 75 is entitled to his pay for the leave he has not\ntaken.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Ch3>Article 23 Hours of Work\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>23.1.Any worker shall work normal work shall not exceed eight hours (8) a\nday or forty eight hours of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>23.2.The factory workers can be classified hors of worker, in shift, or half\na day or normal half a day work hours according to the condition of the\nwork.\u003C\u002Fp>\n\n\u003Cp>23.3.The normal hours of work of the factory will be as stated below:\u003C\u002Fp>\n\n\u003Cp>23.3.1.In shift workers\u002F workers work in shift\u002F\u003C\u002Fp>\n\n\u003Cp>A.Morning shift from 1:00-0:0 o'clock\u003C\u002Fp>\n\n\u003Cp>B.Afternoon shift from 9:00-5 O'clock\u003C\u002Fp>\n\n\u003Cp>C.Night shift from 5:00 - 1 o'clock\u003C\u002Fp>\n\n\u003Cp>D.Garment - Morning shift from 12:00-8:00 O'clock\u003C\u002Fp>\n\n\u003Cp>E.Garment - Afternoon shift 8:00-4:00 o'clock\u003C\u002Fp>\n\n\u003Cp>23.3.2.Workers permissible to the normal work hour\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>A. From Monday up to Friday from 2:30-6:30 and in the afternoon from 7:30-\n11:30, on Saturday morning from 2:30-6:30.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>23.3.1.Those who work on the normal and shift time can be changed according\nto the factory if necessary.\u003C\u002Fp>\n\n\u003Cp>23.1.To those who work at normal and shift work hours half an hour 30\nminutes\u002F is permitted as leisure for \u003Cmark data-markjs=\"true\" class=\"keyword highlight\">food\u003C\u002Fmark>.\u003C\u002Fp>\n\n\u003Cp>23.2.The weekly rest period shall be to those who work 6 days in weak shall\nbe fall on Sunday to those who work 7 days in weak shall be fall one day of the\nweek in quire.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">Article 24 Overtime\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>24.1.Work done in excess of the normal daily hours of work fixed is taken as\novertime. This is to mean that the payment for overtime is done if the overtime\nto be is more than 15 minutes.\u003C\u002Fp>\n\n\u003Cp>24.2.Circumstance in which overtime work is permissible is all according to\nthe labor proclamation no. 377\u002F96 Article 67\u002F1\u002FA. That's as fellows;\u003C\u002Fp>\n\n\u003Cp>A.accident, actual or threatened\u003C\u002Fp>\n\n\u003Cp>B.force - majeure\u003C\u002Fp>\n\n\u003Cp>C.If urgent work\u003C\u002Fp>\n\n\u003Cp>D.substitution to an absent work assigned on work that runs continuously\nwithout interruption.\u003C\u002Fp>\n\n\u003Cp>24.3.any worker who stay working until substitute has come or his boss order\nshall be paid according the trade proclamation 377\u002F96 Article 68\u003C\u002Fp>\n\n\u003Cp>24.4.A worker may not be compelled to work overtime if he\u002Fshe can state it's\nreason according to the trade proclamation 377\u002F96 Article 67. Overtime work\nmust be done with no discrimination over the workers. However women, especially\npregnant women cannot compel so.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>24.5.Payment for overtime work shall be effected on the day fixed for wage\npay day in the procedure of finance administration.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">24.6.Worker who works overtime in case of work done on weekly rest day, at\nrate of (2) multiplied by the ordinary hourly rate shall be entitled payment\nfor the worker.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>24.7.To those workers who work overtime outside the schedule of their shifts\nwill be paid according to the trade proclamation number 377\u002F96 Article 68.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>24.8.Overtime shall be worked out only in cases expressed instructions of\nthe employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 25 Determination of wages\u003C\u002Fh3>\n\n\u003Cp>25.1.Wages shall be paid by the European calendar starting from 25-28 day of\nthe month, from However, if this days are either to be public Holidays or\nweekends the payment will be done before the first day of this day 15%.\u003C\u002Fp>\n\n\u003Cp>25.2.Wages shall be paid directly to the worker or to a person delegated by\nhim if he\u002Fshe came having a case statement of the person whom an able to take\nhis wage by formal letter.\u003C\u002Fp>\n\n\u003Cp>25.3.by understanding his problem with in the month one third of his salary\nfrom the 8-15 days could be paid to the worker\u003C\u002Fp>\n\n\u003Cp>25.4.The factor has to pay to the cashier for as cash indemnity within 30\ndays after the wage day.\u003C\u002Fp>\n\n\u003Cp>25.1.If this cash is in adequate to pay the wage and approved by the factory\nauditor the factor shall give him from the cashier indemnity.\u003C\u002Fp>\n\n\u003Cp>25.2.The casher shall be warned before any penalty. But if the cashier\ndoesn't approve its mistake the factor is completed to submit all the money and\nsuspended.\u003C\u002Fp>\n\n\u003Cp>25.3.Each worker shall take a paper slip to state what things shall reduce\nor deduced from wage before the he\u002Fshe take it wage.\u003C\u002Fp>\n\n\u003Ch3>Article 26 Incentives\u003C\u002Fh3>\n\n\u003Cp>26.1.Wage promotion is if the company comes to be profitable on the budget\nyear approved by the higher expertise of accountants of the factory. Budget\nyear is to mean from July 24 - June 23 within.\u003C\u002Fp>\n\n\u003Cp>26.2.If the factory has ratified to give salary or wage promotion it equally\nbelongs to each worker.\u003C\u002Fp>\n\n\u003Cp>26.3.Each worker will be benefited from the promotion of wage.\u003C\u002Fp>\n\n\u003Cp>26.4.If the factory is profitable enough the wage promotion will be\naccording to the scale of wage.\u003C\u002Fp>\n\n\u003Cp>26.5.The factory shall have to promote every worker to ensure, motivate and\ninspired for a better work and service.\u003C\u002Fp>\n\n\u003Cp>26.6.The factory shall take a survey on production level of promotion in\norder to promote each worker.\u003C\u002Fp>\n\n\u003Ch3>Article 27 Per-diems\u003C\u002Fh3>\n\n\u003Cp>27.1.Amount received by way of per-diems to the worker is if the worker have\nbeen on the occasion of travel by the factory order.\u003C\u002Fp>\n\n\u003Cp>27.2.The payment for per-diems is though stated on the manual of effort it\nis paid as fellow\u003C\u002Fp>\n\n\u003Cp>*10% - For break fast\u003C\u002Fp>\n\n\u003Cp>*25% - For launch\u003C\u002Fp>\n\n\u003Cp>*25% - For launch\u003C\u002Fp>\n\n\u003Cp>*40% - For Bed\u003C\u002Fp>\n\n\u003Cp>27.3.A worker who take a per-diems payment shall come to settle its account\nwithin 7 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No......................Month of wage.....................Daily per diems\u003C\u002Fp>\n\n\u003Cp>1.................................0-300.....................Outside Addis\nAbaba...........Addis Ababa\u003C\u002Fp>\n\n\u003Cp>2................................301-600.........................110\nbirr...............................160 birr\u003C\u002Fp>\n\n\u003Cp>3................................601-900.........................125\nbirr...............................175 birr\u003C\u002Fp>\n\n\u003Cp>4................................901-1500.......................140\nbirr...............................190 birr\u003C\u002Fp>\n\n\u003Cp>5...............................1501-2500......................150\nbirr...............................200 birr\u003C\u002Fp>\n\n\u003Cp>6...............................2501-3500......................170\nbirr...............................220 birr\u003C\u002Fp>\n\n\u003Cp>7...............................3501-4500......................210\nbirr...............................260 birr\u003C\u002Fp>\n\n\u003Cp>8..............................Above 4501.....................230\nbirr................................280 birr\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>27.4.Any worker who travels to work more than 25 k\u002Fm will be paid per diems.\nIf the company doesn't allotted a truck the company will cover transport\nmoney.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Article 28 The structure of occupational safety and Health Committee\u003C\u002Fh3>\n\n\u003Cp>28.1.It is the obligation of an employer to take the necessary measure to\nsafeguard he health and safety of the workers via the occupational safety and\nHealth committee.\u003C\u002Fp>\n\n\u003Cp>28. The structure of occupational safety and health committee will establish\nas fellow:\u003C\u002Fp>\n\n\u003Cp>1.Factory Administration - Chairman\u003C\u002Fp>\n\n\u003Cp>2.The labor union Organization chairman - Duty of Chairman\u003C\u002Fp>\n\n\u003Cp>3.Chief of Safety and Insurance- Secretary\u003C\u002Fp>\n\n\u003Cp>4.Trade Union's Representative- Member\u003C\u002Fp>\n\n\u003Cp>5.The union Representative- Member\u003C\u002Fp>\n\n\u003Cp>6.Clinic Chairman- Member\u003C\u002Fp>\n\n\u003Ch3>Article 29 Regarding protection materials and safety garment distribution\nand preventative measures\u003C\u002Fh3>\n\n\u003Cp>29.1.About occupational safety wear distribution\u003C\u002Fp>\n\n\u003Cp>2.9.1.1.Occupational safety wear are by nature durable. Therefore, they\u003C\u002Fp>\n\n\u003Cp>Shall be submitted and removed by the new one at a time.\u003C\u002Fp>\n\n\u003Cp>29.1.2.Occupational safety wear shall be different in color, conduct,\ntexture according the nature of the work departure.\u003C\u002Fp>\n\n\u003Cp>29.1.3.Unless it's due to negligence, if a worker has tear its occupational\nsafety by the conduct or situation of the work he\u002Fshe shall have to get a new\nwear by informing to the immediate head.\u003C\u002Fp>\n\n\u003Cp>29.1.4.A worker shall wear occupational safety wear at work time.\u003C\u002Fp>\n\n\u003Cp>29.1.5.A worker shall never wear slipper or any other which obstructed any\nmethod or process adopted with a view to minimizing occupational hazard.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">29.1.6.The factory provides worker occupation safety wear and other\nprotective equipment and arrange 2 times in a year according to the collective\nagreement.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>Article 30 Medical Benefits\u003C\u002Fh3>\n\n\u003Cp>30.1.The organization must have a clinic that gives equal service to all the\nworkers\u003C\u002Fp>\n\n\u003Cp>30.2.When a worker injures and if he\u002Fshe need an emergency the organization\ngive 'ambulance' service.\u003C\u002Fp>\n\n\u003Cp>30.3.The organization gives transport service if a worker is sick.\u003C\u002Fp>\n\n\u003Cp>30.4.The organization will have medical experts from a known university and\nwho has an authentic certificate from Ministry of Health.\u003C\u002Fp>\n\n\u003Cp>30.5.If any worker is seek the factory clinic give a free medical\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>30.6.Any worker in occupational dieses shall fill the form of sick leave\nwhile leaving for Hospital and shall have medical sick leave prescription from\nthe hospital on his return and show the necessary medical examination paper to\nhis immediate boss.\u003C\u002Fp>\n\n\u003Cp>30.7.If occupational accident is happen; it gets first aid and examination\nby the factory clinic.\u003C\u002Fp>\n\n\u003Cp>30.8.If the occupational disease is unable to notice he\u002Fshe can be represent\nto inform to his immediate boss.\u003C\u002Fp>\n\n\u003Cp>30.9.If any worker is allowed by the medical expert of the factory to be\ntreated on bed he\u002Fshe has the right to do so.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>30.10.If the worker is unable to recover from the occupational disease\njustified by the medical Board he\u002Fshe has the right to get payment injury with\nits benefits and serviced payment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>30.11.If a worker is refer to Axum or Addis Ababa for medical treatment the\noffice fellows up either in a phone or by its branch to cooperate the worker.\nIf a worker is an able to travel by a truck within medical slip she\u002Fhe will\nhave a flight journeys by the cover of the factory.\u003C\u002Fp>\n\n\u003Cp>30.12A sick work has the right to get a transport service if he cannot cover\nthe expenses due to economic limits\u003C\u002Fp>\n\n\u003Cp>30.13sick worker's in Addis Abba they can get the service with the hospital\nwho has an agreement with the factory\u003C\u002Fp>\n\n\u003Cp>30.14.The expense of the worker will be covered by the factory 100%\naccording to the EFFORT manual.\u003C\u002Fp>\n\n\u003Cp>30.15.Workers have the right to get the necessary vaccination to protect\nfrom any transmitted disease to their family who live in the factory camp.\u003C\u002Fp>\n\n\u003Cp>30.16.To give fast and safety service for the workers; the factor clinic\nwill made a contract with Axum and Adwa Hospitals.\u003C\u002Fp>\n\n\u003Cp>30.17.If workers are refer or sick in their time of annual leave and refer\nand treated in the Government Hospitals and house came with an official receipt\nthe will be paid 100% from the production coverage.\u003C\u002Fp>\n\n\u003Cp>30.18.If workers are faced an incident, injury or any disease while on\noccupation or all due to the cause of the occupation and refer outside Adwa\nHospital he\u002Fshe will have the right to get money for transport and for medical\ntreatment 100% with its periderms. The periderms are paid considering the day\nof medical treatment is taking and exclusively the days set off the\njourneys.\u003C\u002Fp>\n\n\u003Cp>30.19.If a worker is sick randomly while he\u002Fshe was on his residence house\nand has been treated in hospital he\u002Fshe has the right to take the medical\ntreatment expenses if he\u002Fshe has to bring all the necessary medical slip.\u003C\u002Fp>\n\n\u003Cp>30.20.The Higher Health officer of the factory clinic is more responsible to\nfellow up the neatness and safety of the \u003Cmark data-markjs=\"true\" class=\"keyword highlight focus\">food\u003C\u002Fmark> of the workers given in the\ncanteen.\u003C\u002Fp>\n\n\u003Ch3>Article 31 Sick leave\u003C\u002Fh3>\n\n\u003Cp>31.1.A worker in probation period can get leave if even sick by\nnon-immediate cause of the work\u003C\u002Fp>\n\n\u003Cp>31.2.Regardless of the cause \u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">sick leave shall not exceed more than six\nmonths per- year either consequently or in terminations anyone with sick leave\ntakes his whole month salary\u002Fwage\u002F.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>31.3.Any sick leave can be valid if it's approved by the factory clinic,\ngovernmental health stations, or any health service which has a legal contract\nwith the factory.\u003C\u002Fp>\n\n\u003Cp>31.4.If the employer has taken the permission of the one absent She\u002Fhe shall\nalso know or informed about the next day of it.\u003C\u002Fp>\n\n\u003Cp>31.5.Any sick worker shall have a sick leave while starting better or fit to\nwork.\u003C\u002Fp>\n\n\u003Cp>31.6.HIV\u002FAIDS\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Cp> victims and those who express openly that they are shall get a\nproper support from the factory. Those who take HIV\u002FAIDS\u002F retroviral medicines'\nwill cover 100%\u003C\u002Fp>\n\n\u003Cp>31.7.HIV\u002FAIDS carriers will take their full wage if the approve their\ntreatment by medical slip they are unable to work until they are in a life.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 32 Occupational Disease Sick Leave Given for\u003C\u002Fh3>\n\n\u003Cp>32.1.The Medical Board is only authorized to decide a worker is unable to\nwork so that he\u002Fshe has to shift for other job which is circumstanced easy and\nthat he\u002Fshe is to be capable of\u003C\u002Fp>\n\n\u003Cp>32.2.The Medical Board has the power to consent if a worker is consulted to\nwork simple job all due to the health condition\u003C\u002Fp>\n\n\u003Cp>32.3.While occupational diseases are happening to any worker She\u002Fhe must\ntake no deduction of wage while shifted to any position.\u003C\u002Fp>\n\n\u003Ch3>Article 33 Benefits in the case of Employee Injuries\u003C\u002Fh3>\n\n\u003Cp>33.1.the factor is obligated to pay a whole expected legal payment to any\ninjury sustained a worker while he is preceding to or from place of work in a\ntransport, by foot expressly distained by the undertaking the same purpose.\u003C\u002Fp>\n\n\u003Cp>33.2.A worker who had stay injure and have medical certificate and medical\ncertificate approved by the Board he\u002Fshe will get a compensation payment\naccording to the insurance contract.\u003C\u002Fp>\n\n\u003Cp>33.3.A worker injure shall be paid its all expected payment till taking\ntreatment.\u003C\u002Fp>\n\n\u003Cp>33.4.A worker injures on work and who get sufficient medical treatment but\nunable to recover well shall terminate its contract according the trade\nproclamation no. 377\u002F96. If the worker condition is justified by the Medical\nboard as stated the worker will take all the expected legal payments.\u003C\u002Fp>\n\n\u003Cp>33.5.The employer shall not be liable for any injury intentionally caused by\nthe worker.\u003C\u002Fp>\n\n\u003Cp>a.Non- obedience of express safety instruction or non-observance of the\nprovision of accident prevention rule specifically issued by the employer;\nor\u003C\u002Fp>\n\n\u003Cp>b.Reporting to work in the state of intoxication that prevents him from\nproperly regulating his body or understanding.\u003C\u002Fp>\n\n\u003Cp>33.6.If the worker is injured and his family would have a prime option to\nwork on the factory determine their problem as possible.\u003C\u002Fp>\n\n\u003Ch3>Article 34 The safety committee\u003C\u002Fh3>\n\n\u003Cp>34.1.The safety or security committee is an established from a collected\ngroup of the labors union and from the management staff.\u003C\u002Fp>\n\n\u003Cp>34.2.The committee shall have one permanent secretary and staff room.\u003C\u002Fp>\n\n\u003Cp>34.3.The committee studies the cause of fire and inform remove the causes to\nkeep the safety of the factory.\u003C\u002Fp>\n\n\u003Cp>34.4.The committee prepares fire protection equipment and store in proper\nmanner.\u003C\u002Fp>\n\n\u003Cp>34.5.The committee controls the quality service of sanitation and\ncanteen.\u003C\u002Fp>\n\n\u003Cp>34.6.Give a short training to aware new workers.\u003C\u002Fp>\n\n\u003Cp>34.7.If it's necessary the committee may hire professionals to give training\nfor the workers.\u003C\u002Fp>\n\n\u003Cp>34.8.The safety committee protects chemicals, bio- chemicals which are\nanti¬environment and hazards.\u003C\u002Fp>\n\n\u003Cp>34.9.The safety committee studies the directive of the factory insurance and\nforwarded consultancies on it.\u003C\u002Fp>\n\n\u003Cp>34.10.The committee controls the factory insurance dates of renewal.\u003C\u002Fp>\n\n\u003Cp>34.11.The committee shall ensure the insurance stand to be agreed for the\nnecessary important much of for the workers interest.\u003C\u002Fp>\n\n\u003Ch3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">Article 35 Regarding Insurance\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>35.1.The employer shall be liable, irrespective of fault for employment\ninjuries sustained by his worker and the employer shall ensure to solve the\nworker injuries according to the labor proclamation no. 377\u002F96 and with the\nengaged insurance contracts.\u003C\u002Fp>\n\n\u003Cp>35.2.The Labor union shall have one copy of the contract paper made with the\ninsurance for the safety of his worker.\u003C\u002Fp>\n\n\u003Cp>35.3.Each worker has 24 hours insurance. This includes of workers who are\ncall from their residence house.\u003C\u002Fp>\n\n\u003Cp>35.4.Worker who injure shall inform the police station, Kebelle, peasants\nAssociation or the factory clinic according 36.3 of the above article to get\nthe expected benefit of his insurance. He or his family representing him must\ninform about his injuries at a time.\u003C\u002Fp>\n\n\u003Cp>35.5.Any injury sustained by a worker while carrying out, she\u002Fhe shall have\nto fill about its injury in a given form or his friends, by his colloquies, or\nimmediate boss.\u003C\u002Fp>\n\n\u003Cp>35.6.If the worker is injures even if out of the allocated place order by\nhis boss he has the right to get all the needed payments allow for an injure\nworkers insurance\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>35.7.If the worker is under permanent total disablement with justified\nmedical certificate the worker will get all expected legal benefits and its\ncontract terminated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>35.8.Any injury sustained a worker while carrying out the employers order,\neven away from the work place or outside his normal hours of work shall ensure\nto get insurance based on the contract with insurance com. Amount of money paid\nfor insurance is non- taxable.\u003C\u002Fp>\n\n\u003Cp>35.10.If the insurance to be paid is in debt it shall be transfer to be paid\nBy others to make it granted.\u003C\u002Fp>\n\n\u003Cp>35.11.Any directive of law unexpressed here related to insurance will be\nreferred to the labor proclamation no. 377\u002F96 and its coming amendments\nrevised\u002F rules.\u003C\u002Fp>\n\n\u003Cp>35.12.If the company does put the worker in a red tape to give any benefit\nwhile the company was responsible; the company will cover for the negligence\ndone on the worker.\u003C\u002Fp>\n\n\u003Ch3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">Article 36 Annual leave\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>36.1.Any worker who works on the annual year leave shall be paid for it.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>36.2.A worker who works one year in the factory has 20 days annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>36.3.The wage a worker receives during his annual leave shall be equal to\nwhat he would have received if he had continued to work.\u003C\u002Fp>\n\n\u003Cp>36.4.To decide the maturity of the worker for the annual leave a worker who\nworks in the company for 26 day in counted as one month.\u003C\u002Fp>\n\n\u003Cp>36.5.Based on the labor proclamations, if a worker whose contract is\nterminate will be paid his annual leave by wage.\u003C\u002Fp>\n\n\u003Cp>36.6.Dividing and post ponding annual leave\u003C\u002Fp>\n\n\u003Cp>37.6.1.Any worker can made to be transferred his annual leave however an\nannual leave cannot be fired. Therefore, it's possible to accommodate annual\nleave and to take it in payment.\u003C\u002Fp>\n\n\u003Cp>37.6.2.Where a worker falls sick or a worker in maternity leave falls sick\nif he\u002Fshe bring the medical certificate of examination the annual leave will be\nelongated relatively with it.\u003C\u002Fp>\n\n\u003Cp>36.7.Regarding issuance of annual leave\u003C\u002Fp>\n\n\u003Cp>36.7.1.A worker shall be granted his first period of leave after one year of\nservice next and subsequent period of leave in course of each calendar year;\nhowever, employer shall grant a worker his leave in accordance with a leave\nschedule in the course of the calendar year in which it becomes due.\u003C\u002Fp>\n\n\u003Cp>36.8.Job notice to a worker who stays at annual leave\u003C\u002Fp>\n\n\u003Cp>36.8.1.The job notice to be done for a worker who currently stays with\nannual leave maybe call if unknown conditions have occurred and if it needs to\nbe at his\u002Fher present work place\u003C\u002Fp>\n\n\u003Cp>36.8.2.Where a worker being called from his\u002Fher annual leave the travelling\ncost incurred and the remaining annual leave shall be calculate and refunded\nthe same.\u003C\u002Fp>\n\n\u003Cp>36.8.3.A worker being called from annual leave shall be paid the travling\ncost along with additional allowance.\u003C\u002Fp>\n\n\u003Cp>36.9.Issuance of free leave\u002F without salary payment\u003C\u002Fp>\n\n\u003Cp>36.9.1.If any worker faces severe conditions or special situation may be\ngranted 5 consecutive day without salary payment. However when a worker faces\nwith\u003C\u002Fp>\n\n\u003Cp>any kind of force majeure his immediate supervisor and administration may\ndeliberate and grant up to 10 days leave without salary payment\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Ch3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">Article 37 Maternity Leave\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>37.1.An employer shall not be grant leave to a pregnant women worker without\ndeducting her wages, for medical examination connected with her pregnancy\nprovided, however, that she is obliged to present a medical certificate of her\nexamination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>37.2.A women worker shall be granted a period of 30 consecutive days of\nleave with pay preceding the presumed date of her confinement and a period of\n60 consecutive days of leave after her confinement.\u003C\u002Fp>\n\n\u003Cp>A.Before confinement - 30 consecutive days of leave with pay\u003C\u002Fp>\n\n\u003Cp>B.After confinement -60 consecutive days of leave with pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">C.A worker whose spouse gets birth\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\"> is allowed for 3 consecutive days to\nleave with pay. If he inquires he can take one month wage in a debt to be paid\nwithin six\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>months.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>37.3.A pregnant women worker has the right to be allocated in work\ncomfortable to her circumstance if she brings the medical examination\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>37.4.without the collective agreement if a pregnant women wants to get her\npower she shall have report falsely to factory administration.\u003C\u002Fp>\n\n\u003Cp>37.5.A pregnant women working hour shall be according medical order.\u003C\u002Fp>\n\n\u003Cp>37.6.A pregnant women who confiscated to have birth can leave 10 minutes\nbefore any other worker.\u003C\u002Fp>\n\n\u003Cp>37.1.If a pregnant women is pregnant from unwanted case and want to abort it\nshe can have leave according the medical paper and allow to take her wage.\u003C\u002Fp>\n\n\u003Cp>37.2.If the confiscated women birth a baby and the baby is sick with\napproving medical certificate she can be remittable to treat her baby that is\nconfiscated from the annual leave days with taking her wage.\u003C\u002Fp>\n\n\u003Cp>37.3.A pregnant woman who works in the factor if injure and due to that her\npregnancy is aborted approved by health professionals the factory is obliged to\ncover 100% of the medical expense and has to be paid her wage on leave time\nwritten by the health professionals.\u003C\u002Fp>\n\n\u003Cp>37.4.If a pregnant woman have get birth in the factory the factory will be\ntaken by the factory vehicle to her residence house and pregnant women who call\nfor the factory to have a transport service they are allowed so.\u003C\u002Fp>\n\n\u003Cp>37.5.A pregnant women shall allowed to take allow before confiscated of her\npregnancy.\u003C\u002Fp>\n\n\u003Cp>37.6.If any means the case is a pregnant woman whose pregnancy is aborted\nafter seven months is taken equal as pregnant women who have get birth.\nTherefore, she will have the same right with on maternity leave.\u003C\u002Fp>\n\n\u003Cp>37.7.A pregnant women who get birth by operation\u002F surgery\u002F will have 3 month\nmaternity leave.\u003C\u002Fp>\n\n\u003Cp>37.8.If there is unexpressed directive here in case it will be all according\nto the labor proclamation no. 377\u002F96.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 38 Marriage leave\u003C\u002Fh3>\n\n\u003Cp>38.1.A worker hired permanently is allowed to have a leave of 5 days if\nhe\u002Fshe is to be married legally with his wage.\u003C\u002Fp>\n\n\u003Cp>38.2.Any worker hired permanently is allowed to have a leave of 3 days if\nany of his parent, adopted or grown on the responsibility of worker are married\nlegally with his wage.\u003C\u002Fp>\n\n\u003Cp>38.3.Any worker hired permanently is allowed to have a leave of 3 days if he\nis best man in marriage legally.\u003C\u002Fp>\n\n\u003Cp>In 39.1.-39.3 stated leave are inquired the worker shall inform for at least\nseven days.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>Article 39 Mourn leave\u003C\u002Fh3>\n\n\u003Cp>39.1.A worker\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>A.his life or her husband, brother, sister, son, daughter is dead he\u002Fshe has\nthe right to leave 5 days of mourn.\u003C\u002Fp>\n\n\u003Cp>B.A grandfather or grandmother, grandchild, fiance, uncle, sister in law,\netc. if dead, and the corpse is inside or Neighboring morn he\u002Fshe is allowed to\nhave 3 days of mourn.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>39.2.The mourn is at a distance from the work area she \u002Fhe can the right to\nleave for ten days that will be counted on the annual leave\u003C\u002Fp>\n\n\u003Cp>39.3.If the mourn is at a distance or outside the realm state of the worker\nhe\u002Fshe has the right to leave for 10 days that accounted from the annual year\nit will be free leave\u002Fleave for free\u002F.\u003C\u002Fp>\n\n\u003Cp>39.4.A worker who leave under custody of his died according to the evidence\nhe\u002Fshe presented can have the tight top leave for three days.\u003C\u002Fp>\n\n\u003Cp>39.5.A worker on his annual leave who faced mourn will have additional leave\naccording 40.1 States.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Article 40 Leave given to the labor union works\u003C\u002Fh3>\n\n\u003Cp>40.1.It it's not too urgent by inquiring labor union committee executive and\nits member of the executive labor union committee 12 hours leave with wage can\nbe allowed. In addition to this for work dispute, appeal, meetings of the labor\nunion, seminar and other conference to participate can be allowed by.\u003C\u002Fp>\n\n\u003Cp>40.2.Chief of the labor organization from Monday to Saturday while day, for\nsecretary\u003C\u002Fp>\n\n\u003Cp>2 days in week to assist the labor union is taken as their fulltime work.\u003C\u002Fp>\n\n\u003Cp>40.3.The labors union members have the right to get transport for similar\nmember discussion with other factories, experience taking situation, etc.\nrelated to work for the convention of the organization.\u003C\u002Fp>\n\n\u003Cp>40.4.The labor union members work one day in week from 3:30-11:00 as a\nregular working time.\u003C\u002Fp>\n\n\u003Cp>40.5.Any worker who gone for dispute, appeal or any other legal activity\nshall have the right to be paid were the time spent their.\u003C\u002Fp>\n\n\u003Cp>40.6.Any worker who spent for civil inquires i.e. To appeal, or dispute will\nonly paid the time he\u002Fshe spent their. Any other inquires shall be under the\npermit of the immediate boss.\u003C\u002Fp>\n\n\u003Cp>40.7.Chief of the organization or its representatives has the right to get a\ntruck whenever they inquire to facilitate the organization.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixed\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixeddays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Article 41 Public Holidays\u003C\u002Fh3>\n\n\u003Cp>41.1.According to the labor proclamation no. 377\u002F96 regarding public\nholidays the following days are claimed to be closed for work and allowed in\nwage as fellow:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No...........Public holiday, month, day..............Details\u003C\u002Fp>\n\n\u003Cp>1..............September 1.....................................New year\u003C\u002Fp>\n\n\u003Cp>2..............September 17..................................Meskelle Day\u003C\u002Fp>\n\n\u003Cp>3..............December 19...................................Christmas\u003C\u002Fp>\n\n\u003Cp>4..............January 11........................................Epiphany\u003C\u002Fp>\n\n\u003Cp>5.............February 23......................................Victory of\nAdwa\u003C\u002Fp>\n\n\u003Cp>6.............Eid A1 fitre\u002Fas it to be\u002F.....................Ed al Fetri\n\u002FRamadan\u002F\u003C\u002Fp>\n\n\u003Cp>7.............April 27.............................................Ethiopia\npatriots day\u003C\u002Fp>\n\n\u003Cp>8.............Good Friday......................................Good\nFriday\u003C\u002Fp>\n\n\u003Cp>9.............Ester..................................................Ester\u003C\u002Fp>\n\n\u003Cp>10...........April 23.............................................Labors\nday\u003C\u002Fp>\n\n\u003Cp>11............Eid fitre \u002Fas it to be\u002F.........................Eid al\nFitre\u003C\u002Fp>\n\n\u003Cp>12............May 20.............................................Fall of\nDerg\u003C\u002Fp>\n\n\u003Cp>13.............Mewulide\u002Fas it to be\u002F......................Birth day of\nprophet mohammed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>41.2.To keep the productivity of the factory if the labor organization has\ndiscussed to work on the public holiday necessary, the organization\nadministration can order to work on those days. The payment will also be\naccording to the labor proclamation.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Article 42 Regarding capacity Building trainings\u003C\u002Fh3>\n\n\u003Cp>42.1This conviction will work aiming to develop the skill, knowledge and\nattitude of the factory works to be capable in the position they are allotted\nbased on the employer and worker obligations stated in the labor proclamation\nno. 377\u002F96.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>42.2.A worker taken for capacity building trainings shall certified of what\nthey train and this has to be attached with their profile.\u003C\u002Fp>\n\n\u003Cp>42.3.Worker who has taken capacity building training shall report what they\nhave trained at any level and their department shall have an evaluation,\nassessment, discussion concerning this. In addition to this they are\nresponsible to transfer their skill according to the order of the\nAdministration.\u003C\u002Fp>\n\n\u003Cp>42.4.If any worker is sent to abroad countries for capacity building and\ntraining or academic school ship.\u003C\u002Fp>\n\n\u003Cp>A.The factory converse the expense of medical examination, Passport and\nother relative affairs,\u003C\u002Fp>\n\n\u003Cp>B.The factory proposes paper money for transport.\u003C\u002Fp>\n\n\u003Cp>C.The factory shall pay for the time spent in capacity building training of\nthe\u003C\u002Fp>\n\n\u003Cp>Worker.\u003C\u002Fp>\n\n\u003Cp>D.A worker who complete its capacity building shall be paid by the Factory\nit's wage.\u003C\u002Fp>\n\n\u003Cp>E.A worker who take a capacity building training by the factory for more\nthan one year must have to work for 2 years in the .\u003C\u002Fp>\n\n\u003Cp>42.5.Those who wants to learn correspondent education\u003C\u002Fp>\n\n\u003Cp>42.5.1.Worker shall have to get permission before getting started their\nacademy. The factory will give them\u002F let them\u002F free based on the following\nsituations \u002Fconditions\u002F\u003C\u002Fp>\n\n\u003Cp>A.If the worker is living a place where there is no higher academic\ninstitution on if the academic departure or if the work condition cannot allow\nfor extensional academy.\u003C\u002Fp>\n\n\u003Cp>B.If the distance directorate has authentic approved by Ministry of\neducation\u003C\u002Fp>\n\n\u003Cp>C.If the factor administration is perceived that the worker academy\ncontinuity is quiet supportive for the interest of the company.\u003C\u002Fp>\n\n\u003Cp>42.5.1.Those workers who don't inform the factory that they are learning\nwill not be supported of their academic expenses by the factory.\u003C\u002Fp>\n\n\u003Ch3>Article 43 Regarding work Representation\u003C\u002Fh3>\n\n\u003Cp>43.1.If any chief is going to left for some time for a job case he\u002Fshe can\ndiscuss with nearby chief then he\u002Fshe can represent someone from the group ion\nwritten but this is going to be done according the manage\u002F administers in\ndetail.\u003C\u002Fp>\n\n\u003Cp>43.2.The day of representation shall be explained clearly on the letter\nwritten to the Represented.\u003C\u002Fp>\n\n\u003Cp>43.3.The Representative person work the job by joining with his normal job\nand will be paid differently\u002F in difference\u002F.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>43.4.The company shall assign a truck for the funeral ceremony if funeral\nceremony is taken with in the city.\u003C\u002Fp>\n\n\u003Ch3>Article 44 Regarding Funeral Ceremony's Support\u003C\u002Fh3>\n\n\u003Cp>44.1.If the funeral ceremony under taken the factor a sign\u002Fallocated\u002F a\nfactory truck.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>44.2.If a worker is passed away 3000 Br will be given for the funeral\nceremony. If gross wage of the worker is more than 3000 the company will give\ngross salary to the family of the dead worker. These do not include the worker\nlabor union or edit etc.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>44.3.If the worker is passed away in the area h\u002Fshe is transferred on\nallocated the company will hand over the corpse of the worker.\u003C\u002Fp>\n\n\u003Cp>44.4.Funeral ceremony taken on the city the company wills to dispense a\ntruck.\u003C\u002Fp>\n\n\u003Cp>44.5.When one worker is dead the company prepare coffin made by wood.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 45 Regarding workers debt\u003C\u002Fh3>\n\n\u003Cp>45.1.The factory prepares emergency payment of 4 month which will pay within\n24 months with no interest and no insurance is given when the worker is asked\nofficially. Any worker who takes 1 month salary in 4 month, any worker who\ntakes 2 month, in 8 month, 3 month, in one year 3 month, with in 24 month will\nbe paid. Notwithstanding the above stated any worker who take interest free the\ntime he\u002Fshe take the debt when resigning his debt shall not raise from its\nbenefits\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>Article 46 Canteen\u003C\u002Fh3>\n\n\u003Cp>46.1.The factory shall have a canteen, waiters, and clean equipment of \u003Cmark data-markjs=\"true\" class=\"keyword highlight\">food\u003C\u002Fmark>\nfor the assistance of the workers.\u003C\u002Fp>\n\n\u003Cp>46.2.The committee will be accountable on to the canteen service.\u003C\u002Fp>\n\n\u003Cp>46.3.The canteen building shall the property and it should be renovate at a\ntime to give quality and comfortable service.\u003C\u002Fp>\n\n\u003Cp>46.4.The factory shall control the sanitation service with the help of the\nfactory clinic controlling\u003C\u002Fp>\n\n\u003Cp>46.5.The canteen workers shall be cheeked as any worker of the factory while\nthey get in and out from the factory.\u003C\u002Fp>\n\n\u003Cp>46.6.The factory fixes rules and procedures of the canteen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 47 Sport\u003C\u002Fh3>\n\n\u003Cp>47.1.The factory shall cooperate for sport b\u002Fc sport keeps health, create\nagile, endure, healthy worker.\u003C\u002Fp>\n\n\u003Cp>47.2.The factory owns the factory sport club.\u003C\u002Fp>\n\n\u003Cp>47.3.The sport committee schedules the sport\u002F training\u002F program.\u003C\u002Fp>\n\n\u003Cp>47.4The labor union shall cooperate on the activity of sport club.\u003C\u002Fp>\n\n\u003Cp>47.5The factory shall prepare sport fields\u002F training area\u002F.\u003C\u002Fp>\n\n\u003Cp>47.6.Any worker who injure on training or sport computations she\u002Fhe has the\nright to get any benefit while getting medical treatment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Article 48 Transport Service\u003C\u002Fh3>\n\n\u003Cp>48.1.The factory shall give a transport service to the worker who lives\noutside the camp. This is by having let common station for the worker while the\nget out and in from the factory. If any incident is happen while he go down to\nhis home he\u002Fshe is taken as present while absent from work.\u003C\u002Fp>\n\n\u003Cp>48.2.The factory administration shall fix the station where the transport\nservice beginning and destination. Besides the factory allocate transport\nservice at least lesser than 20 km distance.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_length\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">48.3.The organization shall offer rest for mothers in breast\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\"> feeding since\ntheir delivery time up to 6 months as well as allow to have enough time for\nbreast feeding from 6:00 to 7:30.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Ch3>Article 49 Posta and telephone Service\u003C\u002Fh3>\n\n\u003Cp>49.1.The factory shall own 1 service of Posta and telephone operator used\nincluding by the worker.\u003C\u002Fp>\n\n\u003Ch3>Article 50 Penalty provision\u003C\u002Fh3>\n\n\u003Cp>50.1.Any worker who made a mistake\u002F committee a mistake on any rule and\nprocedure will be penalized by nearby chief claims shall also based on the\nAlemeda manual.\u003C\u002Fp>\n\n\u003Ch3>Article 51 Regarding Grounds for suspension\u003C\u002Fh3>\n\n\u003Cp>51.1.1.If any worker committed a mistake Intoxicated, or use any drugs in\nwork time\u003C\u002Fp>\n\n\u003Cp>51.1.2.Make disturbance or conflict in the factory\u003C\u002Fp>\n\n\u003Cp>51.1.3.When he\u002Fshe neglected given an order deliberately\u003C\u002Fp>\n\n\u003Cp>51.1.4.When he\u002Fshe possess inside the company\u003C\u002Fp>\n\n\u003Cp>51.1.5.Or any other mistakes similar as stated above\u003C\u002Fp>\n\n\u003Cp>As its stated above crimes to be investigated and give a decision the worker\nwill be suspended for 15 days from work. However, if the worker is found guilty\nhe\u002Fshe will take his suspended days wage and return to his job.\u003C\u002Fp>\n\n\u003Ch3>Article 52 Common offense\u003C\u002Fh3>\n\n\u003Cp>52.1.Fault resulting termination without notice.\u003C\u002Fp>\n\n\u003Cp>l.Any property of the factory taken to his own use, theft, steal, to\ntransfer it to the third body, accomplish with theft\u003C\u002Fp>\n\n\u003Cp>2 .Any worker who smoke cigar in the danger area or who tried to fire to\ndestroy the factory property or anyone who accomplish for such\u003C\u002Fp>\n\n\u003Cp>3.Any worker who hide, cease files deliberately to take in to his advantage,\nuse\u003C\u002Fp>\n\n\u003Cp>or cheat files (made foraged) or who take a submitted in others place or\nsignature, who present wrong information, report to take it for its own\nadvantage.\u003C\u002Fp>\n\n\u003Cp>4.who lies, cease any once leave or to get leave for his, put a signature in\ncountry of his chief or anyone or similar crimes committed.\u003C\u002Fp>\n\n\u003Cp>5 .Present wrong evidence, act of forgery\u002F someone who use someone academic\ncertificate or work experience. And get promotion with it.\u003C\u002Fp>\n\n\u003Cp>6.A worker who drive the factory truck with no permission, use the factory\ntruck top his own use, who drive drunk and face an accident\u003C\u002Fp>\n\n\u003Cp>7.Any worker who disseminate lies in between the employee and hurt the\nproductivity of of the factory\u003C\u002Fp>\n\n\u003Cp>8.A worker who write related to aggregation of strike of the employee for\nincluding slogans or use the office board for such unlawful activity\u003C\u002Fp>\n\n\u003Cp>9.A worker who use a fuel from the factory vehicle's without the permission\nof the authority in to his use or others\u003C\u002Fp>\n\n\u003Cp>10.A worker who do not inform the administration intentionally\u003C\u002Fp>\n\n\u003Cp>11.When someone tries to abuse its power given by the work such as in\nfilling production time controlling so on\u003C\u002Fp>\n\n\u003Cp>12.Anyone who tries to take bribe\u003C\u002Fp>\n\n\u003Cp>13.Any worker who tries to let at any production, equipment of the\nfactory\u003C\u002Fp>\n\n\u003Cp>14.Anyone who give its Id for another worker\u003C\u002Fp>\n\n\u003Cp>15.Any worker who tries to trick the safe guards of the office\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">16.Any worker violated, fights with any of the workers\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>17.Any worker who had been guilty and incapable in his work intentionally\u003C\u002Fp>\n\n\u003Cp>18.Any worker who attempt to make sex inside the fence of the factory\u003C\u002Fp>\n\n\u003Cp>19.Anyone who tries to strike or activate illegally against the directive of\nthe factory\u003C\u002Fp>\n\n\u003Cp>20.Any worker who had been given a last warning and incapable in his work\nintentionally\u003C\u002Fp>\n\n\u003Cp>21.Any worker who is absent from work for she\u002Fhe had been in prison\u003C\u002Fp>\n\n\u003Cp>22.Any worker who is un willing to take medical examination while it is\nnecessary\u003C\u002Fp>\n\n\u003Cp>23.Any worker who don't respect the safety and protection procedures and\u003C\u002Fp>\n\n\u003Cp>24.Anyone who takes a file without the permission of his immediate boss or\nany on authorized\u003C\u002Fp>\n\n\u003Cp>25.All other details in addition to this listed labor proclamation 377\u002F96\narticle 27 will be terminated without warning\u003C\u002Fp>\n\n\u003Ch3>Article 53 Amendments on Penalty\u003C\u002Fh3>\n\n\u003Cp>1 The manager and his duty by their departure can penalize the worker\nwhenever rules and procedures are broken, if any worker has asked to be amend\nthe penalty taken on him in a written letter the manager and his duty can see\nit to be amended again.\u003C\u002Fp>\n\n\u003Cp>53.2when the penalized worker has approve its conduct for consecutively six\nmonth She\u002Fhe will be ceased from the black list it had been register and taken\nas a worker free from worst conducted\u003C\u002Fp>\n\n\u003Ch3>Article 54 Procedures of presenting claims\u003C\u002Fh3>\n\n\u003Cp>54.1Any worker has the right to present its claims orally or in written\nwithin 15 days if She\u002Fhe has an appeal about the discipline penalty in private\nor in group to the labor union and the labor union see it again for the next\nseven (7) days. Besides, decisions shall be taken with in these days.\u003C\u002Fp>\n\n\u003Cp>54.2If Any worker is dissatisfied by the decision given by the labor union\nShe\u002Fhe can present its appeal to the chief of the factory. The chief of the\nfactory give its decision.\u003C\u002Fp>\n\n\u003Cp>54.3The labor Union shall tries to solve the workers appeal by communicating\nwith human resource and other departments to have timely decision.\u003C\u002Fp>\n\n\u003Cp>54.4If the applicant or the labor union do not agree on the decision taken\nby the chief of the administration She\u002Fhe can present it according to labor\nproclamation number 377\u002F96 article 138\u002Fl\u002Fa-l,2,3 implies.\u003C\u002Fp>\n\n\u003Ch3>Article 55 Provident fund\u003C\u002Fh3>\n\n\u003Cp>55.1provident fund will be 10% from the factory and 6% from the workers,\ntotal 16%\u003C\u002Fp>\n\n\u003Cp>55.2provident fund will be put in each worker account book. This can be\nchange in to cheek in sex month but the company provident fund with in its\ninterest put in bank with highest Interest. It's payment will be when a worker\nis leaven out\u003C\u002Fp>\n\n\u003Cp>55.1When a worker terminated its work legally He\u002Fshe can take it's provident\nmoney with its Interest accommodated in its book account Immediately.\u003C\u002Fp>\n\n\u003Cp>55.2Provident fund collected c will be deposited in any of the Banks whom\nhave higher interest and could change in to investment if the factory\nadministration has proposed for higher benefit rather than to put as a deposit\nand worker can comment on this.\u003C\u002Fp>\n\n\u003Ch3>Article 56 Regarding committee establishment\u003C\u002Fh3>\n\n\u003Cp>56.1Establishment of Employment Committee\u003C\u002Fp>\n\n\u003Cp>Establishment of Employment Committee is crucial in order to have scanning\nemployee with active, open, justifiable way of employment.\u003C\u002Fp>\n\n\u003Cp>The committee will lead in as follows:\u003C\u002Fp>\n\n\u003Cp>1.Chief of Human Resource-----organizer.\u003C\u002Fp>\n\n\u003Cp>And Administration\u003C\u002Fp>\n\n\u003Cp>2.Someone Represented by-----member\u003C\u002Fp>\n\n\u003Cp>Chief of the Administrator\u003C\u002Fp>\n\n\u003Cp>3.Chief of personnel\u002Fnot voting\u002F\u003C\u002Fp>\n\n\u003Cp>-----Secretary\u003C\u002Fp>\n\n\u003Cp>4.Labor Union-----Member\u003C\u002Fp>\n\n\u003Cp>(Represent 2 people)\u003C\u002Fp>\n\n\u003Cp>5.On the vacancies related-----Members Department Head\u003C\u002Fp>\n\n\u003Cp>56.2The right and responsibility of the Hiring Committee\u003C\u002Fp>\n\n\u003Cp>The Hiring (The committee that hire an employee assets and evaluated every\nof the document of scanning according to the qualifications criteria stated in\nthe directive rules and procedures of the company.\u003C\u002Fp>\n\n\u003Cp>56.2.1.The vacancies shall be based on the criteria that qualify efforts\nrules and procedures by the Applicant.\u003C\u002Fp>\n\n\u003Cp>56.2.2.The necessary qualifications are\u003C\u002Fp>\n\n\u003Cp>A.Written examination\u003C\u002Fp>\n\n\u003Cp>B.Interview\u003C\u002Fp>\n\n\u003Cp>C.CV\u003C\u002Fp>\n\n\u003Cp>D.Profile attach of the competent etc.\u003C\u002Fp>\n\n\u003Cp>56.3Meeting Accomplishment\u003C\u002Fp>\n\n\u003Cp>56.3.1Ina addition with the chair person, Employer Representative, from\nlabour union representative at least one permanent representative is found in\nmeeting can be accomplished.\u003C\u002Fp>\n\n\u003Cp>56.3.2The committee that hires chairperson absence the committee post phone\nthe situation of hiring. If the chairperson of Employer Hiring Committee will\nbe absent the Meeting of the committee will be done by the represented person\nby deputy of the chairman of the factory.\u003C\u002Fp>\n\n\u003Cp>56.3.3If the meeting is elongated due to meeting in accomplishment the\nchairman inform the management and to the deputy of the manager, so as to take\na decision.\u003C\u002Fp>\n\n\u003Cp>56.3.4.The hiring committee's decision shall be with majority vote where\nsupportive vote conditions seem to be equal the situation or affair will be\ndecided through the chairman's supportive idea.\u003C\u002Fp>\n\n\u003Cp>56.4Regarding Hiring an Employee Decision\u003C\u002Fp>\n\n\u003Cp>If the chief of the company is agreeing by the decision taken the employer\nwill fill the required formality. However, if the chief of the company do not\nagree he\u002Fshe can stake the reason and take the decision by his own.\u003C\u002Fp>\n\n\u003Cp>56.4.1Chief of Hiring an Employee pronouncement is valid Hiring an Employee\ngives required forms to fill in order to be hired. If not, Chief of Hiring an\nEmployee takes reason on the decision it's occupied.\u003C\u002Fp>\n\n\u003Cp>56.4.2Accordingly to the decision taken the applicant name posted on the\ncompany list bard\u002FNotice Board. If the Applicant has Address the Address shall\nbe written.\u003C\u002Fp>\n\n\u003Cp>56.4.3If it's necessary the Applicant profile can be studied by especially\nif the position of the Applicant is to be allocated at higher position the\ncompany chief can investigate and if necessary the chief can declined to be\nemployed the applicant.\u003C\u002Fp>\n\n\u003Cp>56.4.4The applicant shall justify that he\u002Fshe is free from any crime from\nforensic office and clearance letter which will be submitted for the human\nresource department. Those whose rant are above department head shall be stated\nby management policy manual.\u003C\u002Fp>\n\n\u003Cp>56.4.5The following points are icons of the employment letter\u003C\u002Fp>\n\n\u003Cp>A.Position are rank of employment\u003C\u002Fp>\n\n\u003Cp>B.Directive\u002Fservice of work allocation of employment\u003C\u002Fp>\n\n\u003Cp>C.Validity of employment\u003C\u002Fp>\n\n\u003Cp>D.Amount of wage\u003C\u002Fp>\n\n\u003Cp>E.Job description\u003C\u002Fp>\n\n\u003Cp>F.Contract of agreement and important evidence\u003C\u002Fp>\n\n\u003Ch3>Article 57 Recording of this Agreement\u003C\u002Fh3>\n\n\u003Cp>57.1The factor will give this agreement paper for each worker to know their\nright and responsibilities to understood all according the directive\ncuriously\u003C\u002Fp>\n\n\u003Ch3>Article 58 Legal effect of the Collective Agreement\u003C\u002Fh3>\n\n\u003Cp>58.1.This factory trade union agreement will not be applicable if it has any\nword that oppose to any to government policy and strategy.\u003C\u002Fp>\n\n\u003Ch3>Article 59 Regarding the non-stated faults result in this agreement\u003C\u002Fh3>\n\n\u003Cp>59.1.in this collective agreement when non stated fault results are found\nthe factory shall determine fault results stated in this collective agreement\nor by considering the employer and employee proclamation no. 377\u002F96 besides by\nas the case of the fault may be the committee can put a penalty according the\nrelated procedure.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3>Article 60 Effective Date\u003C\u002Fh3>\n\n\u003Cp>61.1.This collective agreement based on proclamation No. 377\u002F96 article 133\nnumber 3 alphabet A\u002FB\u002FC the trade union and the factory effective date to sign\nthe contract starting date up to three (3) years will be applicable until its\nsubstituted or amended.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Article 61 Regarding the regular promotion and transferring committee\u003C\u002Fh3>\n\n\u003Cp>61.1.Regular promotion means a promotion from the lower rank to the upper\nposition bridge of a worker. Regular promotion affects work allocation,\nposition, responsibility done by competition on vacancies.\u003C\u002Fp>\n\n\u003Cp>61.2.Based on this to make free and fair regular promotion and transferring\ncommittee has 5 members\u003C\u002Fp>\n\n\u003Cp>A.Chief of Human Resource and Administration - Organizer\u003C\u002Fp>\n\n\u003Cp>B.Someone represented by chief of Administration -Member\u003C\u002Fp>\n\n\u003Cp>C.Chief of personnel\u002Fwithout any right to be vote\u002F-secretary\u003C\u002Fp>\n\n\u003Cp>D.Labor Union\u002Frepresent 2 person\u002Fmember\u003C\u002Fp>\n\n\u003Cp>E.On the vacancies related department headmember\u003C\u002Fp>\n\n\u003Ch3>Article 62 Establishing discipline committee\u003C\u002Fh3>\n\n\u003Cp>62.1.In the worker discipline penalty shall be after correcting or\nconsulting the worker according to the collective agreement and they shall be\nfair and balance to keep the worker justice.\u003C\u002Fp>\n\n\u003Cp>62.2.The committee member\u003C\u002Fp>\n\n\u003Cp>The total member of the committee are Five (5) members. They are\u003C\u002Fp>\n\n\u003Cp>1.Human Resource Administration-----Chairperson\u003C\u002Fp>\n\n\u003Cp>2.Representative of Trade Union-----2 members\u003C\u002Fp>\n\n\u003Cp>3.Represented from management-----2 members\u003C\u002Fp>\n\n\u003Cp>4.Assigned by the chief of the factory-----Non-voting\u003C\u002Fp>\n\n\u003Cp>62.3.Discipline committee members who investigate the discipline faults\nand\u003C\u002Fp>\n\n\u003Cp>make decision are established for 2 years.\u003C\u002Fp>\n\n\u003Cp>62.4.The committee authority and duty\u003C\u002Fp>\n\n\u003Cp>A.In relation to discipline cases where the mutual procedure agreement found\ncomplicated to take any action accordingly such situation will be referred to\nthe committee and thus shall verify, investigate and render appropriate\ndecision.\u003C\u002Fp>\n\n\u003Cp>B.The committee merely supports a fault related with work.\u003C\u002Fp>\n\n\u003Cp>C.Any committee members shall keep the investigation process \u002FSecure\u002F hold\nit in secret.\u003C\u002Fp>\n\n\u003Cp>D.Any affair presented to be investigated by the committee members shall be\ndone and informed to the chief of the organization with in two weeks.\u003C\u002Fp>\n\n\u003Cp>62.5.Quorum and voting\u003C\u002Fp>\n\n\u003Cp>A.In addition committee chairperson, three members shall be present to the\nmade a quorum.\u003C\u002Fp>\n\n\u003Cp>B.The committee has no ordinary meeting. If the committee wants to have a\nmeeting the chairman decided the time and place.\u003C\u002Fp>\n\n\u003Cp>C.The committee decision is taken as accepted decision.\u003C\u002Fp>\n\n\u003Cp>D.If both side have equal vote the chairman side wins\u003C\u002Fp>\n\n\u003Ch3>Article 63 Permanent Laws Agreement\u003C\u002Fh3>\n\n\u003Cp>63.1.If a random situation and circumstances are created but unstated in\nthose statements of the Proclamation No. 377\u002F96 it shall be first registered on\nin the collective agreement of the workers and then will be part of procedures\ninclude in the labor union and social affairs body whom concern and relate with\nthe ministry.\u003C\u002Fp>\n\n\u003Cp>63.2.By the Proclamation No. 377\u002F96 exceptionally Article 138\u002F2\u002F committee\nas stated in the directives, rules and procedures if the keep the interest of\nthe worker this collective agreements cannot restricted it not to be\u003C\u002Fp>\n\n\u003Ch3>Article 64 Special discipline\u003C\u002Fh3>\n\n\u003Cp>64.1.Alemeda Textile Factory children keepers shall not allow to any work\nfor any child, and shall take an oath to prepare a legal document against child\nmolestations. Besides, anyone below 18 years old shall not allow to work in the\nfactory.\u003C\u002Fp>\n\n\u003Ch3>Article 65 Regarding Fault results Discipline Measures presenting\nAppeal\u003C\u002Fh3>\n\n\u003Cp>65.1.Discipline measures shall be taken to correct the worker disappointment\nand revenge.\u003C\u002Fp>\n\n\u003Cp>65.1.1.Before taking Correction measures the fault results of the worker\nweight as well as the actual causes of the fault does shall be tested.\u003C\u002Fp>\n\n\u003Cp>65.1.2.If taking verbal warning is found right the worker shall sign that\nhe\u002Fshe has been given the verbal warning in special final .\u003C\u002Fp>\n\n\u003Cp>65.1.3.except in taking verbal warning Any worker shall know the case and\nShe\u002Fhe shall sign on written after any penalty is taken.\u003C\u002Fp>\n\n\u003Cp>65.1.4.A worker without this manual shall be Terminated from work if the\nfactory administration has suspects that the worker will concealing data\nrelating to employment accidents and circumstances in which they occur.\u003C\u002Fp>\n\n\u003Cp>65.1.5.If any worker found transgressed the procedure of this manual and if\nit is considered his stay at his work place may cause for disappearance of\ninformation and other related damages and then until rendering the decision for\nthe action by the committee he\u002Fshe shall stay with paying monthly based salary\nin order to follow up the case.\u003C\u002Fp>\n\n\u003Cp>65.1.6.If the worker is not the immediate cause to make the decision to be\nlate he\u002Fshe shall have to heard it's decision taken by the committee with in\none month.\u003C\u002Fp>\n\n\u003Cp>65.1.7.Disciple measures of workers will be taken according to the table of\npenalty provision\u003C\u002Fp>\n\n\u003Cp>65.1.8 Each discipline taking measures shall be according to the table\nstated\u003C\u002Fp>\n\n\u003Cp>65.1.9.If a worker on a notice is repeated another procedure of notice, the\nprocedure of notice will be as fellow:\u003C\u002Fp>\n\n\u003Cp>A.First Notice for 3 month\u003C\u002Fp>\n\n\u003Cp>B.Second Notice for 6 month\u003C\u002Fp>\n\n\u003Cp>C.Third Notice for a year (1 year)\u003C\u002Fp>\n\n\u003Cp>65.1.10.If any worker has committed all the stated procedure of notice in\nonce he\u002Fshe will be under more severe penalties.\u003C\u002Fp>\n\n\u003Cp>65.1.11.If any worker has been committing various faults but stay unknown\nfor sometime, he\u002Fshe will be penalized heavy penalty the time he\u002Fshe is caught\nwith adding it's former mistake.\u003C\u002Fp>\n\n\u003Cp>65.1.12.If a worker had been committing \u002F faults\u002F in its department and\nunknown till he\u002Fshe change to other Department and commits additional fault\ntheir the penalty will be all over the faults.\u003C\u002Fp>\n\n\u003Cp>65.1.13.When a good conducted worker do misconduct or fault by for\nexample\u003C\u002Fp>\n\n\u003Cp>for health sack, fear not to be Terminated, Impelled by chief, and if he\u002Fshe\nregrets of the fault by application to the boss that will help him to have\nlesser penalty.\u003C\u002Fp>\n\n\u003Cp>65.1.14.Unless the reason is beyond, the company shall give a response to\nthe claims and appeals on time. If it don't it's taken as accepted by the\ncompany.\u003C\u002Fp>\n\n\u003Cp>65.1.15.If any worker is accused of illegality, the discipline committee\nwill\u003C\u002Fp>\n\n\u003Cp>investigate its case will he\u002Fshe has get a decision from the court.\u003C\u002Fp>\n\n\u003Cp>65.2.Fault results and penalty previsions\u003C\u002Fp>\n\n\u003Cp>65.2.1.Fault results are classified into three according the gravity of the\ncase; that's in the first faults results termination without notice, second and\nthird fault results termination without notice. For the second and third fault\nresults termination without notices are stated in category one and two\nconsecutively as fellow.\u003C\u002Fp>\n\n\u003Cp>65.2.2.First actions of notice and measures up to termination\u003C\u002Fp>\n\n\u003Cp>A.A worker who drive the factory truck with no permission, or use the truck\nto his own private affaires or who give to the third party.\u003C\u002Fp>\n\n\u003Cp>B.A worker who made sex inside the fence of the factory\u003C\u002Fp>\n\n\u003Cp>C.Any worker who attempts to assault, or others to strike\u003C\u002Fp>\n\n\u003Cp>D.A worker who give information,\u003C\u002Fp>\n\n\u003Cp>E.A worker who threat of physical force or with any act of insulting or\nhumiliating which is clearly and officially unlawful.\u003C\u002Fp>\n\n\u003Cp>F.takes away property from the work place without the express Authorization\nof the employer.\u003C\u002Fp>\n\n\u003Cp>G.Using deceitful or fraudulent profile of academy or work experience\nemployed or get promotion attempts.\u003C\u002Fp>\n\n\u003Cp>H.A worker who employed with no clearance and who couldn't bring a clearance\nletter while ordered to bring a clearance letter.\u003C\u002Fp>\n\n\u003Cp>I.Any worker who stick or lock out with no permission of the employer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Procedures of appeal \u002Fappeal\u002F\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Anyone\u002FWorker\u002F who have been penalized by his immediate chief or who\npresent an appeal related to this work circumstance shall have to informed\nabout its appeal within 15 days. If the worker is dissatisfied of the decision\ntaken by his boss he\u002Fshe can claim to human resource department. If the worker\nis dissatisfied still by the decision taken by the human resource department\nhe\u002Fshe can precede to claim to the manager in written. The decision given on\nthe appeal by the manager of the factory shall be but final.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category one\u003C\u002Fp>\n\n\u003Cp>Second fault results and measures up to termination\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"Bodytext102\" align=\"left\" style=\"margin-top:0in;margin-right:0in; margin-bottom:15.8pt;margin-left:6.0pt;text-align:left;text-indent:0in; line-height:11.0pt;background:transparent\"> \u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodytextBold0\">No.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodytextBold0\">Type of fault results\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodytextBold0\">First fault result\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:15.6pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodytextBold0\">Second fault\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.9pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">Violate, physical fights, and disturbance inside the\n        factory\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of wage shall be liable to fine with final\n        written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.7pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who terriesed the customer of the factory\n        using Weapon\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of wage shall be liable to fine with final\n        written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.9pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.65pt;background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who's absent with the good cause for\n        consequently four days\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of one month wage shall be liable to fine with\n        final written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:58.1pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">Misappropriation of the property of fund of the\n        employer with latent to procure for himself or to a third person undue\n        enrichment;\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of one month wage shall be liable to fine with\n        final written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.9pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">A worker who sleep, intoxicated, use any drug in work\n        area\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.65pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of one month wage shall be liable to fine with\n        final written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.9pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">A worker who use for commercial matter the house\n        given from the factory\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of one month wage shall be liable to fine with\n        final written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.7pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.65pt;background:transparent\">\u003Cspan class=\"BodyText2\">A worker who gamble inside the factory\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of one month wage shall be liable to fine with\n        final written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:30.5pt\">\n      \u003Ctd width=\"62\" valign=\"top\" style=\"width:36.95pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:30.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"332\" valign=\"top\" style=\"width:198.95pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:30.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.65pt;background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who rejected a letter order from the\n        factory\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:30.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of one month wage shall be liable to fine\n        with\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\" valign=\"top\" style=\"width:119.5pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:30.5pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:16.1pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">final\n        written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:16.1pt\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.7pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">Any\n        worker who left the job with no replacement of his job to another\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.45pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">Any\n        worker who is irresponsible to the job assigned intentionally\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:44.15pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:44.15pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:44.15pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">Anyone\n        who do anything delinquency in before the customer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:44.15pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:44.15pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.7pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:11.0pt;background:transparent\">Anyone\n        who Drunk while driving\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.15pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.45pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">A\n        worker who smoke cigarette in the restricted area\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.45pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.7pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">Anyone\n        who disseminate false information to harm the productivity of the\n        factory, or post slogans or any illegal written things\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:58.1pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">Anyone\n        who disseminate written information, post catchphrases, watchword or\n        any illegal written things\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:58.1pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:58.55pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.55pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.55pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">Any\n        worker who hide an information intentionally while the factory tools\n        are under destruction and loss\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:58.55pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:58.55pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.7pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">Anyone\n        who use force to get in or out of place of work with no acquiescence\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.15pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.7pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">Anyone\n        who give to outside person of the factory\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:43.9pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">Anyone\n        worker who sells the factory property for work\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:43.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:44.65pt\">\n      \u003Ctd width=\"64\" valign=\"top\" style=\"width:38.4pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:44.65pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:8.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"331\" valign=\"top\" style=\"width:198.7pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:44.65pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">Any\n        worker who could not bring a receipt and made no version on its\n        receipt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"246\" valign=\"top\" style=\"width:147.85pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:44.65pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">20%\n        of one month wage shall be liable to fine with final written notice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"202\" valign=\"top\" style=\"width:121.45pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:44.65pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;margin-right:0in;   margin-bottom:27.0pt;margin-left:0in;text-align:center;text-indent:0in;   line-height:11.0pt;background:transparent\">Terminated\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cspan style=\"font-size:1.0pt\"> \u003C\u002Fspan>\u003Cspan style=\"font-size:1.0pt;font-family:"Courier New";color:black\">\u003Cbr clear=\"all\" style=\"page-break-before:auto\">\n\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection2\">\n\u003Cp class=\"Bodytext102\" align=\"left\" style=\"margin-top:0in;margin-right:0in; margin-bottom:10.35pt;margin-left:40.0pt;text-align:left;text-indent:0in; line-height:11.0pt;background:transparent\">\u003Cspan class=\"Bodytext101\">Category two\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"Bodytext102\" align=\"left\" style=\"margin-top:0in;margin-right:0in; margin-bottom:9.8pt;margin-left:40.0pt;text-align:left;text-indent:0in; line-height:11.0pt;background:transparent\">\u003Cspan class=\"Bodytext101\">Third fault results and measures up to\ntermination\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:30.25pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:30.25pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">No\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:30.25pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:11.0pt;background:transparent\">\u003Cspan class=\"BodyText2\">Types of fault results\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:30.25pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">First Fault results\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:30.25pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:10.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.15pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Second faylt results\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:30.25pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.15pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Third fault results\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:115.9pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:115.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:115.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">A worker who delay the factory's work due to his ID\n        is not renewal at a time\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:115.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.4pt;   background:transparent\">\u003Cspan class=\"BodyText2\">10 % of his wage and to renew the driving license\n        within five days of will be liable to be fine with the first written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:115.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:10.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.4pt;   background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one month wage is liable with final\n        written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:115.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.5pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">A worker allocated on safe guard and absent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.4pt;   background:transparent\">\u003Cspan class=\"BodyText2\">10 % of of his absent day and will be liable to be\n        fine with the first written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.5pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who use the company equipment in properly on\n        who spoil a company materials\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">10 % of of his monthly wage and will be liable to be\n        fine with the first written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.95pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:72.95pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.95pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.65pt;background:transparent\">\u003Cspan class=\"BodyText2\">With no adequate reason a worker absent for\n        consecutive three days\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.95pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">5% of of his absent day and will be liable to be fine\n        with the first written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.95pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.95pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.7pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">Out of a weapon give to safe guard the company if a\n        worker lost more than five bullets\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">10 % of of his absent day and will be liable to be\n        fine with the first written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.7pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:72.5pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border:none;border-top:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">Any worker who rejects its boss order related with\n        the work\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">10 % of of his absent day and will be liable to be\n        fine with the final written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:72.5pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:75.85pt\">\n      \u003Ctd width=\"41\" valign=\"top\" style=\"width:24.5pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid windowtext 1.0pt;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:75.85pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\" valign=\"top\" style=\"width:201.1pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:75.85pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who allow someone who do not work in the\n        company to spent the night their\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.15pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:75.85pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">10 % of of his absent day and will be liable to be\n        fine with the final written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.7pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:75.85pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"160\" valign=\"top\" style=\"width:96.0pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:75.85pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:13.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:73.2pt\">\n      \u003Ctd width=\"40\" valign=\"top\" style=\"width:24.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:73.2pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"334\" valign=\"top\" style=\"width:200.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:73.2pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.4pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who came\u002Fenter 15 minutes - 1:00 late\n        to\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:73.2pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">1\u002F4 of of his absent day and will be liable to be\n        fine with the first written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:73.2pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:73.2pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:16.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:1.0in\">\n      \u003Ctd width=\"40\" valign=\"top\" style=\"width:24.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:1.0in\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"334\" valign=\"top\" style=\"width:200.65pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:1.0in\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.4pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who over from its work place with no stated\n        case\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.4pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:1.0in\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">1\u002F4 of of his absent day and will be liable to be\n        fine with the first written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.9pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:1.0in\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.15pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   border-bottom:none;background:white;padding:0in .5pt 0in .5pt;height:1.0in\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:16.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:73.9pt\">\n      \u003Ctd width=\"40\" valign=\"top\" style=\"width:24.0pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid windowtext 1.0pt;border-right:none;   background:white;padding:0in .5pt 0in .5pt;height:73.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:3.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"334\" valign=\"top\" style=\"width:200.65pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:73.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:7.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:14.4pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Anyone who insult or humiliated any worker in work\n        area\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"184\" valign=\"top\" style=\"width:110.4pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:73.9pt\">\u003Cp class=\"BodyText4\" align=\"center\" style=\"margin-top:0in;text-align:center;   text-indent:0in;line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">10 % of of his monthly wage and will be liable to be\n        fine with the first written notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"203\" valign=\"top\" style=\"width:121.9pt;border:solid windowtext 1.0pt;   border-right:none;background:white;padding:0in .5pt 0in .5pt;height:73.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;text-align:justify;text-indent:0in;   line-height:14.4pt;background:transparent\">\u003Cspan class=\"BodyText2\">20% of his one One month wage with final written\n        notice\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"158\" valign=\"top\" style=\"width:94.55pt;border:solid windowtext 1.0pt;   background:white;padding:0in .5pt 0in .5pt;height:73.9pt\">\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in;   margin-left:16.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:11.0pt;   background:transparent\">\u003Cspan class=\"BodyText2\">Terminated\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"BodyText4\" style=\"margin-top:0in;margin-right:0in;margin-bottom:0in; margin-left:38.0pt;margin-bottom:.0001pt;text-indent:0in;line-height:26.65pt; background:transparent\"> \u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>Bears Seven Signature\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Seal\u003C\u002Fp>\n\n\u003Cp>Adwa city administration of\u003C\u002Fp>\n\n\u003Cp>Labor union relations affair office\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Seal\u003C\u002Fp>\n\n\u003Cp>Almeda Textile P.L.C.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Seal\u003C\u002Fp>\n\n\u003Cp>Almeda Textile Labor union\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":46,"hourspday_select":50,"trainingprogrammes":54,"contracttrialperiod":58,"cbadate_end":62,"maternity_nursing_breaks_length":66,"maternity_nursing_breaks_duration":70,"dayspweek":72,"funeralpaytype":76,"pregnancy":80,"nursingmothers":84,"hourspday":86,"funeralpay":90,"paidmaternityleaveduration":94,"maternityotherclause":98,"discrimination":102,"cbadate_start":106,"OVERTIME_trigger":109,"holidaysdays":113,"healthcareaccess":117,"healthinsurance":121,"COMMUTE_trigger":124,"SUNDAY_trigger":128,"sicknessmaxdays":132,"sundayallowancetype":136,"protectiveclothing":138,"healthandsafetypolicy":142,"hiv":146,"breastfeeding_dangerouswork":150,"hourspweek":154,"contracttrial":156,"holidaysfixeddays":158,"dayspweek_select":162,"apprenticeships":164,"deathrelativesleave":168,"TRADEUNLEAV_trigger":172,"paidpaternityleave":176,"cbadate_end_date":180,"cbadate_start_date":182,"sicknessmaxdaysnr":184,"overtimeallowancetype_general":186,"sundayallowanceperc1":190,"coverunion_trigger":192,"MAXHOURS_trigger":196,"violence":199,"timeoff":203,"bankholidays1":207,"hivpolicy":209,"hourspweek_select":213,"mealvouchers":215,"disabilityfund":219,"paidmaternityleave":223,"funeralpayamount":226,"PAIDLEAV_trigger":228,"paidpaternityleaveduration":231,"holidaysfixed":235,"deathrelatives":237},{"bindId":47,"name":48,"text":49},"disabilitypay","30.10.If the worker is unable to recover","30.10.If the worker is unable to recover from the occupational disease\njustified by the medical Board he\u002Fshe has the right to get payment injury with\nits benefits and serviced payment.",{"bindId":51,"name":52,"text":53},"hourspday_select","Article 23 Hours of Work 23.1.Any worker","Article 23 Hours of Work\n\n23.1.Any worker shall work normal work shall not exceed eight hours (8) a\nday or forty eight hours of the week.\n\n23.2.The factory workers can be classified hors of worker, in shift, or half\na day or normal half a day work hours according to the condition of the\nwork.\n\n23.3.The normal hours of work of the factory will be as stated below:\n\n23.3.1.In shift workers\u002F workers work in shift\u002F\n\nA.Morning shift from 1:00-0:0 o'clock\n\nB.Afternoon shift from 9:00-5 O'clock\n\nC.Night shift from 5:00 - 1 o'clock\n\nD.Garment - Morning shift from 12:00-8:00 O'clock\n\nE.Garment - Afternoon shift 8:00-4:00 o'clock\n\n23.3.2.Workers permissible to the normal work hour\n\nA. From Monday up to Friday from 2:30-6:30 and in the afternoon from 7:30-\n11:30, on Saturday morning from 2:30-6:30.\n\n23.3.1.Those who work on the normal and shift time can be changed according\nto the factory if necessary.\n\n23.1.To those who work at normal and shift work hours half an hour 30\nminutes\u002F is permitted as leisure for food.\n\n23.2.The weekly rest period shall be to those who work 6 days in weak shall\nbe fall on Sunday to those who work 7 days in weak shall be fall one day of the\nweek in quire.",{"bindId":55,"name":56,"text":57},"trainingprogrammes","Article 42 Regarding capacity Building t","Article 42 Regarding capacity Building trainings\n\n42.1This conviction will work aiming to develop the skill, knowledge and\nattitude of the factory works to be capable in the position they are allotted\nbased on the employer and worker obligations stated in the labor proclamation\nno. 377\u002F96.",{"bindId":59,"name":60,"text":61},"contracttrialperiod","Article 17 Probation period 17.1.A new w","Article 17 Probation period\n\n17.1.A new worker shall employ for 45 consecutive probation period. The\nprobation period shall not be more than 45 days. If it exceeds more than 45\ndays; it’s taken as permanent.",{"bindId":63,"name":64,"text":65},"cbadate_end","Article 60 Effective Date 61.1.This coll","Article 60 Effective Date\n\n61.1.This collective agreement based on proclamation No. 377\u002F96 article 133\nnumber 3 alphabet A\u002FB\u002FC the trade union and the factory effective date to sign\nthe contract starting date up to three (3) years will be applicable until its\nsubstituted or amended.",{"bindId":67,"name":68,"text":69},"maternity_nursing_breaks_length","48.3.The organization shall offer rest f","48.3.The organization shall offer rest for mothers in breast feeding since\ntheir delivery time up to 6 months as well as allow to have enough time for\nbreast feeding from 6:00 to 7:30.",{"bindId":71,"name":68,"text":69},"maternity_nursing_breaks_duration",{"bindId":73,"name":74,"text":75},"dayspweek","A. From Monday up to Friday from 2:30-6:","A. From Monday up to Friday from 2:30-6:30 and in the afternoon from 7:30-\n11:30, on Saturday morning from 2:30-6:30.",{"bindId":77,"name":78,"text":79},"funeralpaytype","44.2.If a worker is passed away 3000 Br ","44.2.If a worker is passed away 3000 Br will be given for the funeral\nceremony. If gross wage of the worker is more than 3000 the company will give\ngross salary to the family of the dead worker. These do not include the worker\nlabor union or edit etc.",{"bindId":81,"name":82,"text":83},"pregnancy"," feeding since their delivery time up to"," feeding since\ntheir delivery time up to 6 months as well as allow to have enough time for\nbreast feeding from 6:00 to 7:30.",{"bindId":85,"name":68,"text":69},"nursingmothers",{"bindId":87,"name":88,"text":89},"hourspday","23.1.Any worker shall work normal work s","23.1.Any worker shall work normal work shall not exceed eight hours (8) a\nday or forty eight hours of the week.",{"bindId":91,"name":92,"text":93},"funeralpay","43.4.The company shall assign a truck fo","43.4.The company shall assign a truck for the funeral ceremony if funeral\nceremony is taken with in the city.\n\nArticle 44 Regarding Funeral Ceremony's Support\n\n44.1.If the funeral ceremony under taken the factor a sign\u002Fallocated\u002F a\nfactory truck.\n\n44.2.If a worker is passed away 3000 Br will be given for the funeral\nceremony. If gross wage of the worker is more than 3000 the company will give\ngross salary to the family of the dead worker. These do not include the worker\nlabor union or edit etc.\n\n44.3.If the worker is passed away in the area h\u002Fshe is transferred on\nallocated the company will hand over the corpse of the worker.\n\n44.4.Funeral ceremony taken on the city the company wills to dispense a\ntruck.\n\n44.5.When one worker is dead the company prepare coffin made by wood.",{"bindId":95,"name":96,"text":97},"paidmaternityleaveduration","37.2.A women worker shall be granted a p","37.2.A women worker shall be granted a period of 30 consecutive days of\nleave with pay preceding the presumed date of her confinement and a period of\n60 consecutive days of leave after her confinement.\n\nA.Before confinement - 30 consecutive days of leave with pay\n\nB.After confinement -60 consecutive days of leave with pay.",{"bindId":99,"name":100,"text":101},"maternityotherclause","Article 37 Maternity Leave 37.1.An emplo","Article 37 Maternity Leave\n\n37.1.An employer shall not be grant leave to a pregnant women worker without\ndeducting her wages, for medical examination connected with her pregnancy\nprovided, however, that she is obliged to present a medical certificate of her\nexamination.\n\n37.2.A women worker shall be granted a period of 30 consecutive days of\nleave with pay preceding the presumed date of her confinement and a period of\n60 consecutive days of leave after her confinement.\n\nA.Before confinement - 30 consecutive days of leave with pay\n\nB.After confinement -60 consecutive days of leave with pay.\n\nC.A worker whose spouse gets birth is allowed for 3 consecutive days to\nleave with pay. If he inquires he can take one month wage in a debt to be paid\nwithin six\n\nmonths.\n\n37.3.A pregnant women worker has the right to be allocated in work\ncomfortable to her circumstance if she brings the medical examination\n\n37.4.without the collective agreement if a pregnant women wants to get her\npower she shall have report falsely to factory administration.\n\n37.5.A pregnant women working hour shall be according medical order.\n\n37.6.A pregnant women who confiscated to have birth can leave 10 minutes\nbefore any other worker.\n\n37.1.If a pregnant women is pregnant from unwanted case and want to abort it\nshe can have leave according the medical paper and allow to take her wage.\n\n37.2.If the confiscated women birth a baby and the baby is sick with\napproving medical certificate she can be remittable to treat her baby that is\nconfiscated from the annual leave days with taking her wage.\n\n37.3.A pregnant woman who works in the factor if injure and due to that her\npregnancy is aborted approved by health professionals the factory is obliged to\ncover 100% of the medical expense and has to be paid her wage on leave time\nwritten by the health professionals.\n\n37.4.If a pregnant woman have get birth in the factory the factory will be\ntaken by the factory vehicle to her residence house and pregnant women who call\nfor the factory to have a transport service they are allowed so.\n\n37.5.A pregnant women shall allowed to take allow before confiscated of her\npregnancy.\n\n37.6.If any means the case is a pregnant woman whose pregnancy is aborted\nafter seven months is taken equal as pregnant women who have get birth.\nTherefore, she will have the same right with on maternity leave.\n\n37.7.A pregnant women who get birth by operation\u002F surgery\u002F will have 3 month\nmaternity leave.\n\n37.8.If there is unexpressed directive here in case it will be all according\nto the labor proclamation no. 377\u002F96.",{"bindId":103,"name":104,"text":105},"discrimination","14.1.Any Ethiopian whom fulfills the pro","14.1.Any Ethiopian whom fulfills the proclamation shall not be discriminated\nby any gender, religion, political view not to be hired or work on the\nvacancies.",{"bindId":107,"name":108,"text":108},"cbadate_start","9 May, 2014",{"bindId":110,"name":111,"text":112},"OVERTIME_trigger","24.5.Payment for overtime work shall be ","24.5.Payment for overtime work shall be effected on the day fixed for wage\npay day in the procedure of finance administration.\n\n24.6.Worker who works overtime in case of work done on weekly rest day, at\nrate of (2) multiplied by the ordinary hourly rate shall be entitled payment\nfor the worker.\n\n24.7.To those workers who work overtime outside the schedule of their shifts\nwill be paid according to the trade proclamation number 377\u002F96 Article 68.\n\n24.8.Overtime shall be worked out only in cases expressed instructions of\nthe employer.",{"bindId":114,"name":115,"text":116},"holidaysdays","36.2.A worker who works one year in the ","36.2.A worker who works one year in the factory has 20 days annual leave.",{"bindId":118,"name":119,"text":120},"healthcareaccess","Article 30 Medical Benefits 30.1.The org","Article 30 Medical Benefits\n\n30.1.The organization must have a clinic that gives equal service to all the\nworkers\n\n30.2.When a worker injures and if he\u002Fshe need an emergency the organization\ngive 'ambulance' service.\n\n30.3.The organization gives transport service if a worker is sick.\n\n30.4.The organization will have medical experts from a known university and\nwho has an authentic certificate from Ministry of Health.\n\n30.5.If any worker is seek the factory clinic give a free medical\nservice.",{"bindId":122,"name":123,"text":123},"healthinsurance","Article 35 Regarding Insurance",{"bindId":125,"name":126,"text":127},"COMMUTE_trigger","Article 48 Transport Service 48.1.The fa","Article 48 Transport Service\n\n48.1.The factory shall give a transport service to the worker who lives\noutside the camp. This is by having let common station for the worker while the\nget out and in from the factory. If any incident is happen while he go down to\nhis home he\u002Fshe is taken as present while absent from work.\n\n48.2.The factory administration shall fix the station where the transport\nservice beginning and destination. Besides the factory allocate transport\nservice at least lesser than 20 km distance.",{"bindId":129,"name":130,"text":131},"SUNDAY_trigger","24.6.Worker who works overtime in case o","24.6.Worker who works overtime in case of work done on weekly rest day, at\nrate of (2) multiplied by the ordinary hourly rate shall be entitled payment\nfor the worker.",{"bindId":133,"name":134,"text":135},"sicknessmaxdays","sick leave shall not exceed more than si","sick leave shall not exceed more than six\nmonths per- year either consequently or in terminations anyone with sick leave\ntakes his whole month salary\u002Fwage\u002F.",{"bindId":137,"name":130,"text":131},"sundayallowancetype",{"bindId":139,"name":140,"text":141},"protectiveclothing","29.1.6.The factory provides worker occup","29.1.6.The factory provides worker occupation safety wear and other\nprotective equipment and arrange 2 times in a year according to the collective\nagreement.",{"bindId":143,"name":144,"text":145},"healthandsafetypolicy","Article 28 The structure of occupational","Article 28 The structure of occupational safety and Health Committee\n\n28.1.It is the obligation of an employer to take the necessary measure to\nsafeguard he health and safety of the workers via the occupational safety and\nHealth committee.\n\n28. The structure of occupational safety and health committee will establish\nas fellow:\n\n1.Factory Administration - Chairman\n\n2.The labor union Organization chairman - Duty of Chairman\n\n3.Chief of Safety and Insurance- Secretary\n\n4.Trade Union's Representative- Member\n\n5.The union Representative- Member\n\n6.Clinic Chairman- Member\n\nArticle 29 Regarding protection materials and safety garment distribution\nand preventative measures\n\n29.1.About occupational safety wear distribution\n\n2.9.1.1.Occupational safety wear are by nature durable. Therefore, they\n\nShall be submitted and removed by the new one at a time.\n\n29.1.2.Occupational safety wear shall be different in color, conduct,\ntexture according the nature of the work departure.\n\n29.1.3.Unless it's due to negligence, if a worker has tear its occupational\nsafety by the conduct or situation of the work he\u002Fshe shall have to get a new\nwear by informing to the immediate head.\n\n29.1.4.A worker shall wear occupational safety wear at work time.\n\n29.1.5.A worker shall never wear slipper or any other which obstructed any\nmethod or process adopted with a view to minimizing occupational hazard.\n\n29.1.6.The factory provides worker occupation safety wear and other\nprotective equipment and arrange 2 times in a year according to the collective\nagreement.",{"bindId":147,"name":148,"text":149},"hiv"," victims and those who express openly th"," victims and those who express openly that they are shall get a\nproper support from the factory. Those who take HIV\u002FAIDS\u002F retroviral medicines'\nwill cover 100%\n\n31.7.HIV\u002FAIDS carriers will take their full wage if the approve their\ntreatment by medical slip they are unable to work until they are in a life.",{"bindId":151,"name":152,"text":153},"breastfeeding_dangerouswork","37.3.A pregnant women worker has the rig","37.3.A pregnant women worker has the right to be allocated in work\ncomfortable to her circumstance if she brings the medical examination",{"bindId":155,"name":88,"text":89},"hourspweek",{"bindId":157,"name":60,"text":61},"contracttrial",{"bindId":159,"name":160,"text":161},"holidaysfixeddays","Article 41 Public Holidays 41.1.Accordin","Article 41 Public Holidays\n\n41.1.According to the labor proclamation no. 377\u002F96 regarding public\nholidays the following days are claimed to be closed for work and allowed in\nwage as fellow:\n\n\n\nNo...........Public holiday, month, day..............Details\n\n1..............September 1.....................................New year\n\n2..............September 17..................................Meskelle Day\n\n3..............December 19...................................Christmas\n\n4..............January 11........................................Epiphany\n\n5.............February 23......................................Victory of\nAdwa\n\n6.............Eid A1 fitre\u002Fas it to be\u002F.....................Ed al Fetri\n\u002FRamadan\u002F\n\n7.............April 27.............................................Ethiopia\npatriots day\n\n8.............Good Friday......................................Good\nFriday\n\n9.............Ester..................................................Ester\n\n10...........April 23.............................................Labors\nday\n\n11............Eid fitre \u002Fas it to be\u002F.........................Eid al\nFitre\n\n12............May 20.............................................Fall of\nDerg\n\n13.............Mewulide\u002Fas it to be\u002F......................Birth day of\nprophet mohammed.",{"bindId":163,"name":74,"text":75},"dayspweek_select",{"bindId":165,"name":166,"text":167},"apprenticeships","Apprenticeship 16.1.The factor will be b","Apprenticeship\n\n16.1.The factor will be based according labor proclamation no. 377\u002F96\nArticle 48 trainer employee when employed it will based on the manual based.",{"bindId":169,"name":170,"text":171},"deathrelativesleave","A.his life or her husband, brother, sist","A.his life or her husband, brother, sister, son, daughter is dead he\u002Fshe has\nthe right to leave 5 days of mourn.\n\nB.A grandfather or grandmother, grandchild, fiance, uncle, sister in law,\netc. if dead, and the corpse is inside or Neighboring morn he\u002Fshe is allowed to\nhave 3 days of mourn.",{"bindId":173,"name":174,"text":175},"TRADEUNLEAV_trigger","Article 40 Leave given to the labor unio","Article 40 Leave given to the labor union works\n\n40.1.It it's not too urgent by inquiring labor union committee executive and\nits member of the executive labor union committee 12 hours leave with wage can\nbe allowed. In addition to this for work dispute, appeal, meetings of the labor\nunion, seminar and other conference to participate can be allowed by.\n\n40.2.Chief of the labor organization from Monday to Saturday while day, for\nsecretary\n\n2 days in week to assist the labor union is taken as their fulltime work.\n\n40.3.The labors union members have the right to get transport for similar\nmember discussion with other factories, experience taking situation, etc.\nrelated to work for the convention of the organization.\n\n40.4.The labor union members work one day in week from 3:30-11:00 as a\nregular working time.\n\n40.5.Any worker who gone for dispute, appeal or any other legal activity\nshall have the right to be paid were the time spent their.\n\n40.6.Any worker who spent for civil inquires i.e. To appeal, or dispute will\nonly paid the time he\u002Fshe spent their. Any other inquires shall be under the\npermit of the immediate boss.\n\n40.7.Chief of the organization or its representatives has the right to get a\ntruck whenever they inquire to facilitate the organization.",{"bindId":177,"name":178,"text":179},"paidpaternityleave"," is allowed for 3 consecutive days to le"," is allowed for 3 consecutive days to\nleave with pay. If he inquires he can take one month wage in a debt to be paid\nwithin six",{"bindId":181,"name":64,"text":65},"cbadate_end_date",{"bindId":183,"name":108,"text":108},"cbadate_start_date",{"bindId":185,"name":134,"text":135},"sicknessmaxdaysnr",{"bindId":187,"name":188,"text":189},"overtimeallowancetype_general","24.7.To those workers who work overtime ","24.7.To those workers who work overtime outside the schedule of their shifts\nwill be paid according to the trade proclamation number 377\u002F96 Article 68.",{"bindId":191,"name":130,"text":131},"sundayallowanceperc1",{"bindId":193,"name":194,"text":195},"coverunion_trigger","Article 4 Scope of Application •Shift co","Article 4 Scope of Application\n\n•Shift collective agreement shall be applied on the workers in the\nFactory.",{"bindId":197,"name":198,"text":198},"MAXHOURS_trigger","Article 24 Overtime",{"bindId":200,"name":201,"text":202},"violence","16.Any worker violated, fights with any ","16.Any worker violated, fights with any of the workers",{"bindId":204,"name":205,"text":206},"timeoff","37.1.An employer shall not be grant leav","37.1.An employer shall not be grant leave to a pregnant women worker without\ndeducting her wages, for medical examination connected with her pregnancy\nprovided, however, that she is obliged to present a medical certificate of her\nexamination.",{"bindId":208,"name":160,"text":161},"bankholidays1",{"bindId":210,"name":211,"text":212},"hivpolicy","9.20.The factory worker based on natural","9.20.The factory worker based on natural skill man power may order to take\nmedical cheek up. This expense is covered by the factory.",{"bindId":214,"name":88,"text":89},"hourspweek_select",{"bindId":216,"name":217,"text":218},"mealvouchers","Article 46 Canteen 46.1.The factory shal","Article 46 Canteen\n\n46.1.The factory shall have a canteen, waiters, and clean equipment of food\nfor the assistance of the workers.\n\n46.2.The committee will be accountable on to the canteen service.\n\n46.3.The canteen building shall the property and it should be renovate at a\ntime to give quality and comfortable service.\n\n46.4.The factory shall control the sanitation service with the help of the\nfactory clinic controlling\n\n46.5.The canteen workers shall be cheeked as any worker of the factory while\nthey get in and out from the factory.\n\n46.6.The factory fixes rules and procedures of the canteen.",{"bindId":220,"name":221,"text":222},"disabilityfund","35.7.If the worker is under permanent to","35.7.If the worker is under permanent total disablement with justified\nmedical certificate the worker will get all expected legal benefits and its\ncontract terminated.",{"bindId":224,"name":225,"text":225},"paidmaternityleave","Article 37 Maternity Leave",{"bindId":227,"name":78,"text":79},"funeralpayamount",{"bindId":229,"name":230,"text":230},"PAIDLEAV_trigger","Article 36 Annual leave",{"bindId":232,"name":233,"text":234},"paidpaternityleaveduration","C.A worker whose spouse gets birth is al","C.A worker whose spouse gets birth is allowed for 3 consecutive days to\nleave with pay. If he inquires he can take one month wage in a debt to be paid\nwithin six",{"bindId":236,"name":160,"text":161},"holidaysfixed",{"bindId":238,"name":239,"text":240},"deathrelatives","Article 39 Mourn leave 39.1.A worker A.h","Article 39 Mourn leave\n\n39.1.A worker\n\nA.his life or her husband, brother, sister, son, daughter is dead he\u002Fshe has\nthe right to leave 5 days of mourn.\n\nB.A grandfather or grandmother, grandchild, fiance, uncle, sister in law,\netc. if dead, and the corpse is inside or Neighboring morn he\u002Fshe is allowed to\nhave 3 days of mourn.\n\n39.2.The mourn is at a distance from the work area she \u002Fhe can the right to\nleave for ten days that will be counted on the annual leave\n\n39.3.If the mourn is at a distance or outside the realm state of the worker\nhe\u002Fshe has the right to leave for 10 days that accounted from the annual year\nit will be free leave\u002Fleave for free\u002F.\n\n39.4.A worker who leave under custody of his died according to the evidence\nhe\u002Fshe presented can have the tight top leave for three days.\n\n39.5.A worker on his annual leave who faced mourn will have additional leave\naccording 40.1 States.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ETH Almeda Textile - Adwa - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-05-09\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-05-08\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\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            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Almeda Textile - Adwa \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        የአልመዳ ጨርቃጨርቅ የሠራተኛ ማህበር\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: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → ETB 3000.0\n            \u003C\u002Fdiv>\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: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 45 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \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: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: → 13.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[246],{"title":39,"slug":35},[248],{"type":249,"data":250},"call_to_action_body_block",{"title":251,"description":252,"variant":253,"link":254},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ethiopia across sectors, topics and countries","dark",{"title":251,"url":255,"description":251,"rel":256,"type":257},"\u002Fen-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[259],{"type":249,"data":260},{"title":251,"description":252,"variant":253,"link":261},{"title":251,"url":255,"description":251,"rel":256,"type":257},[]]