[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fsample-collective-bargaining-agreement-created-by-wageindicator-foundation---2016":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":216,"content_type_view":217,"extra_breadcrumbs":218,"body":220,"body_blocks":231,"related_pages":235},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":214,"translations":215},{"id":35,"uid":36,"url":37,"name":38,"locale":13,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"sample-collective-bargaining-agreement-created-by-wageindicator-foundation---2016","d013cf70-6f5c-11e6-a4fe-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fethiopia\u002Fsample-collective-bargaining-agreement-created-by-wageindicator-foundation---2016\u002Fsample-collective-bargaining-agreement-created-by-wageindicator-foundation---2016\u002F","Sample Collective Bargaining Agreement for Ethiopia created by WageIndicator Foundation - 2016","Sample Collective Bargaining Agreement for Ethiopia created by WageIndicator Foundation - 2016 -","Ethiopia - Sample Collective Bargaining Agreement for Ethiopia created by WageIndicator Foundation - 2016 -","Sample Collective Bargaining Agreement for Ethiopia created by WageIndicator Foundation - 2016 - - ",{"name":43,"data":44},"ETHIOPIA Sample CBA created by WageIndicator Foundation.html","\n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>ETHIOPIA Sample CBA Model created by WageIndicator Foundation\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN: (name of the Company) AND (name of\nthe Trade Union)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Collective Agreement is signed on (dd\u002Fmm\u002Fyyyy) by and between (name of\nthe Company), established in accordance with Ethiopian Laws hereinafter\nreferred as 'The Undertaking'\u003C\u002Fp>\n\n\u003Cp>And\u003C\u002Fp>\n\n\u003Cp>The undertaking established in accordance with the Labor Proclamation No.\n377\u002F2003 (as amended), hereinafter referred to as ' The Union'.\u003C\u002Fp>\n\n\u003Cp>Short Title: This Collective Agreement shall be shortly cited as \"The\nAgreement\".\u003C\u002Fp>\n\n\u003Cp>Unless the content requires otherwise, in this Collective Agreement terms\nare defined as follows:-\u003C\u002Fp>\n\n\u003Cp>A. ”Proclamation\" means the Labor Proclamations No. 377\u002F2003, No. 494\u002F2006\nand the amendments thereto.\u003C\u002Fp>\n\n\u003Cp>B. Internal Rules' or 'Company Policy of the Undertaking' means the working\nrules and internal policies issued both for administrative and operations that\nthe Undertaking issues from time to time to make provision to determine working\nschedules , rest\u002Fleave periods, salary payment, performance measurement methods\n\u002Fsystem, Occupational safety and Health Protection measures accident\nprevention, disciplinary rules and their implementation as well as other rules\non terms of employment and working conditions in accordance with the\nProclamation and other relevant laws;\u003C\u002Fp>\n\n\u003Cp>C. \"Employee\" means in line with Article 4 of the Labor Proclamation No.\n377\u002F2003 any physical person who has an employment relation with the\nUndertaking for indefinite period based on a contract of employment and it does\nnot include the members of the Management excluded from the scope of this\nAgreement per Article 2.1.1 of this Agreement;\u003C\u002Fp>\n\n\u003Cp>D. \"The Undertaking\" includes its Legal Authorities, agents, officials,\nDivisions and branches.\u003C\u002Fp>\n\n\u003Cp>E. \"Union\" means the duly registered and accredited Trade Union and includes\nthe lawful executives\u002Fleaders of the Union;\u003C\u002Fp>\n\n\u003Cp>F. ”Employment Contract\" includes the employment letter issued for an\nemployee who is covered under this Collective Agreement at the time of his\nemployment, his job description and its amendments and comprises this\nagreement;\u003C\u002Fp>\n\n\u003Cp>G. ”Agreement\" means this Collective Agreement and its duly registered\namendments and as the case may be it includes the provisions that the\nUndertaking and the Union issue with their mutual agreement;\u003C\u002Fp>\n\n\u003Cp>H. \"Plan\" means the annual plan and long term strategic plan and vision of\nthe Undertaking;\u003C\u002Fp>\n\n\u003Cp>I. \"Premises of the Undertaking\" means the buildings, the machine, vehicles,\nand land owned by the undertaking, work places and places where employees will\nbe stationed due to the nature of their work or where the Undertaking works or\nplaces of work or any owned or rented property or place that the Undertaking\nprovides for the employees through ownership or rent\u002Flease;\u003C\u002Fp>\n\n\u003Cp>J. \"Sexual Harassment\" means any condition\u002Fact done or attempted against a\nworkmate or customer of the Undertaking in the premises of the Undertaking or\nany place of work in a manner that impacts work of the employee or any physical\nor verbal or symbolic deeds that harass or convey sexually inducing messages\nand includes all other similar acts as prohibited by the relevant laws of the\nland.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Chapter One General Provisions\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>Article 1: Objectives of the Collective Agreement\u003C\u002Fh3>\n\n\u003Cp>1.1\u003C\u002Fp>\n\n\u003Cp>The objective of this Collective Agreement is in order to ensure that the\nindustrial peace is maintained through fostering long lasting & smooth\nrelationship among the Undertaking, its employees and the Labor Union and to\navail better and conducive working conditions accepted and mutually agreed upon\nboth by the Undertaking and the employees.\u003C\u002Fp>\n\n\u003Cp>The Union understands that the Undertaking is working in a stiff competition\nand highly regulated environment that it needs to establish working rules and\nprocedures that enable it to strengthen its existing capacity in such highly\ncompetitive industry and remain competitive. Accordingly, they have also agreed\nto work together in order to achieve such objective of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>1.2\u003C\u002Fp>\n\n\u003Cp>Without prejudice to the generality of the expression in Article 1.1. above,\nthe Agreement shall have the following specific objectives:\u003C\u002Fp>\n\n\u003Cp>1.2.1. In order that industrial peace is ensured in the Undertaking, that\nsound business relations are conducted in good faith, efforts are exerted so\nthat employees beware of their rights and obligations in order to discharge\ntheir obligations in unity by strengthening their ties.\u003C\u002Fp>\n\n\u003Cp>1.2.2. To enable the employee discharge his duties in compliance with the\naccepted code of conduct, ethical rules , to reinforce his will and dedication\nto work, to enhance his productivity and to enable both the Undertaking and the\nLabor Union encourage and appreciate the employee;\u003C\u002Fp>\n\n\u003Cp>1.2.3. Knowing that the wellbeing of its employees is the essence of the\nUndertaking, is existence and profitability, to protect his health, to develop\nhis intellectual and physical wellbeing, to make his livelihood secured by\nproviding a reasonable remuneration and compensation for his work that ensures\nhis sound conditions, to assert his basic human rights and to enable him to\ntake part in the Undertaking's Management;\u003C\u002Fp>\n\n\u003Cp>1.2.4. To ensure the continued existence of the Undertaking and to enhance\nits standard in the growing market competition.\u003C\u002Fp>\n\n\u003Cp>1.2.5 To enable the service of the Undertaking to be safe and efficient,\nsecured\u002Fstaff and competent; and\u003C\u002Fp>\n\n\u003Cp>1.2.6 To capacitate the Undertaking to provide efficient, integrated and\nmodern service to its customers and to establish conducive working and service\nproviding conditions to achieve the basic objectives for which the Undertaking\nis established.\u003C\u002Fp>\n\n\u003Ch3>Article 2 Status and Scope of Applicability of the Agreement\u003C\u002Fh3>\n\n\u003Cp>2.1\u003C\u002Fp>\n\n\u003Cp>Employees Covered by the Agreement\u003C\u002Fp>\n\n\u003Cp>2.1.1 This Collective Agreement shall be applicable to and binding upon all\nemployees of the Undertaking employed for indefinite period excluding\n'Management Employees' whose positions are listed in (Appendix …….) of this\nAgreement and so defined under the Proclamation.\u003C\u002Fp>\n\n\u003Cp>2.1.2 .This Agreement shall be considered as the integral part of the\nemployment contract concluded individually and collectively between the\nUndertaking and those employees specified under Sub-article (1) above who are\nemployed by the Undertaking for indefinite period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says about the rights of Trade Unions in Ethiopia:\u003C\u002Fp>\n\n\u003Cp>Constitution and labor law provide for freedom of association and allow\nworkers and employers to join and form unions. This right is regulated by the\nlabor Proclamation. Trade union is a worker's organization that protects the\nrights and interests of the workers and represents them in collective\nbargaining and labor dispute. Union must ensure that laws, regulations,\ndirectives and statements are known to, be observed and implemented by members.\nUnion members should participate actively during preparation and amendments of\nlaws and regulations.\u003C\u002Fp>\n\n\u003Ch3>Article 3 Rights and Duties of the Parties\u003C\u002Fh3>\n\n\u003Cp>3.1\u003C\u002Fp>\n\n\u003Cp>Rights & Duties of the Undertaking\u003C\u002Fp>\n\n\u003Cp>3.1.1 Prerogatives of the Undertaking:\u003C\u002Fp>\n\n\u003Cp>1. Except as is otherwise clearly specified in this Collective Agreement, in\naddition to the rights that are reserved to it under the relevant laws of the\ncountry and other relevant rules and regulations, the Undertaking reserves all\nthe rights to plan, direct, control, and manage its Operations , hire,\nadminister, , promote, transfer, demote, discipline and lay off, or suspend and\ndismiss its employees whenever it is found necessary and in accordance with the\nrelevant laws through its competent officials, authorities or agents or\nexecutives and managerial employees.\u003C\u002Fp>\n\n\u003Cp>2. The right to determine, issue, and establish, modify, assign, change or\nrevoke its policies and procedures and internal rules and regulations, the\nright to determine the amount of salary or any other payments is reserved to\nthe Undertaking. However, where the Union believes that the changes or proposed\nchanges are against the rights and benefits of the employees explicitly\nspecified in this Agreement, the Union may discuss with the Undertaking.\u003C\u002Fp>\n\n\u003Cp>3.1.2 Duties of the Undertaking:\u003C\u002Fp>\n\n\u003Cp>In addition to the duties stipulated by law, the Undertaking shall have the\nfollowing duties: -\u003C\u002Fp>\n\n\u003Cp>1. To provide equipment\u002Ftools that are required by and for the employee's\nwork, necessary raw materials and safety equipment;\u003C\u002Fp>\n\n\u003Cp>2. To observe and abide by the provisions of this Collective Agreement, its\nwork rules and the internal regulations and policies that it issues from time\nto time in accordance with the law;\u003C\u002Fp>\n\n\u003Cp>3. To take all the necessary measures to protect the safety and occupational\nhealth of its employees in order to prevent them from occupational accidents\nand to follow the standards and directives issued by the competent\u002Frelevant\nauthorities in relation to such measures;\u003C\u002Fp>\n\n\u003Cp>4. To determine job title\u002Fgrade and salary scale for each position and to\ndesign and issue job description to the employees periodically;\u003C\u002Fp>\n\n\u003Cp>5. To ensure that the provisions contained in the internal rules and\npolicies of the Undertaking don't affect the rights, benefits and working\nconditions reserved for the employee by this Collective Agreement or the\nProclamations as well as to follow and observe those stipulated in this\nAgreement, the Proclamation and other labor laws and regulations;\u003C\u002Fp>\n\n\u003Cp>6. To provide or replace the following safety equipment, to the concerned\nemployees as appropriate considering the nature of the work and based on the\nSafety Management Manual to be established and revised from time to time by the\nUndertaking;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The Undertaking shall meet all the necessary safety measures to prevent work\nrelated hazard to health.\u003C\u002Fp>\n\n\u003Cp>Note:\u003C\u002Fp>\n\n\u003Cp>A .Employees’ frequently exposed to rain, as a result of the nature of\ntheir work, will be provided with rain coats and hats; those exposed\noccasionally will be provided on loan basis.\u003C\u002Fp>\n\n\u003Cp>B. Gloves and safety shoes will be provided where it is mandatory because of\nthe working conditions.\u003C\u002Fp>\n\n\u003Cp>C. The Undertaking shall provide whatever is necessary to prevent hazards to\nhealth associated with the work.\u003C\u002Fp>\n\n\u003Cp>D. The Undertaking shall have audiometric and radiation check-ups every year\nfor the concerned employees exposed to such risks as a result of the nature of\ntheir work or as necessary.\u003C\u002Fp>\n\n\u003Cp>7. To provide uniforms free of charge to employees required to wear uniforms\nin accordance with the Undertaking's internal regulations or policy;\u003C\u002Fp>\n\n\u003Cp>8. To bear the cost for laundry of coveralls and shop coats so long as the\nemployee keeps the coverall and shop coat provided to him by the\nUndertaking;\u003C\u002Fp>\n\n\u003Cp>9. When training is required to introduce new and modern technology, to\nprovide the necessary training to employees related to the work and\u002For\nemployees who give training to others;\u003C\u002Fp>\n\n\u003Cp>10. To provide Safety equipment which are not included in Article 3.1.2 (6)\naccording to the Company's Safety Management Policy Manuals;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11. To deduct Union membership dues from employee's monthly salary and\ntransfer same to the account of the Union when so authorized in writing by the\nemployee. The Undertaking shall cease making such deduction and shall\nthereafter pay the employee's salary to him in full only when so requested by\nthe employee or through the Union;\u003C\u002Fp>\n\n\u003Cp>12. To prepare appropriate places and notice boards on which the Union can\npost its lawful notices, bulletins, and slogans;\u003C\u002Fp>\n\n\u003Cp>13. To give 15 days’ advance notice to the concerned employee regarding\nany deduction from his salary except where the deduction is to be made pursuant\nto Court order or at the request of the employee himself;\u003C\u002Fp>\n\n\u003Cp>14. To avail office necessary for the use of the Union;\u003C\u002Fp>\n\n\u003Cp>15. The Undertaking shall not:-\u003C\u002Fp>\n\n\u003Cp>A. Permit any act which directly or indirectly jeopardizes or restricts an\nemployee's legal rights, privileges and benefits;\u003C\u002Fp>\n\n\u003Cp>B. Take any reprisals against employees or their representatives preventing\nthem from requesting or having requested the help from of the competent\nresponsible authorities in securing their legal rights, privileges, benefits or\nany interests;\u003C\u002Fp>\n\n\u003Cp>C .Interfere with or restrain, coerce or discriminate against employees or\nOfficers of the Union because of membership in or for engaging in lawful\nactivities on behalf of the Union;\u003C\u002Fp>\n\n\u003Cp>D. Charge and\u002F or penalize an employee more than once for the same\noffence;\u003C\u002Fp>\n\n\u003Cp>E. Impose more than one disciplinary measure for those offences committed to\nachieve one purpose;\u003C\u002Fp>\n\n\u003Cp>F. Charge employees in group for any offence, unless it can be proved that\nthe group committed the offence;\u003C\u002Fp>\n\n\u003Cp>G. Resort to such actions as physical attack, assault, insult or threat\nthrough its officers;\u003C\u002Fp>\n\n\u003Cp>H. Transfer an employee from section to section with the intention of\nhindering or preventing his future progress;\u003C\u002Fp>\n\n\u003Cp>I. Issue or pass orders or instructions which are outside of the employee's\nnormal duties and which are not within his capabilities or such orders of\ninstructions in violation of the Undertaking's written policies or regulations\nor issue orders which are imminently dangerous to life, body or the property of\nthe Undertaking or of its employees.\u003C\u002Fp>\n\n\u003Cp>J. Commission of the following acts by the Undertaking is unlawful:\u003C\u002Fp>\n\n\u003Cp>a.To impede in any manner workers from enforcing their rights or take\nactions against them for reasons related to enforcement of their rights.\u003C\u002Fp>\n\n\u003Cp>b.To commit acts contrary to the provisions of this Collective Agreement or\nof the Proclamation.\u003C\u002Fp>\n\n\u003Cp>c.To compel a worker to carry out his duties under conditions that are\nlikely to cause hazard on his life.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>d.To discriminate between workers on the ground of ethnicity, sex, color,\nreligion, political orientation and similar other reasons.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>16. The Undertaking shall distribute the text of Collective agreement for\nits employees to help them to be well aware of their rights and duties under\nthe Agreement.\u003C\u002Fp>\n\n\u003Cp>3.2.\u003C\u002Fp>\n\n\u003Cp>Rights and Duties of Employees\u003C\u002Fp>\n\n\u003Cp>3.2.1 Rights Reserved for Employees:-\u003C\u002Fp>\n\n\u003Cp>Save to the rights outlined under the law, employees of the Undertaking\nshall have the following rights:-\u003C\u002Fp>\n\n\u003Cp>1. The right to lodge his complaints\u002Fgrievances to the Undertaking\nindividually in person or in groups through the Union;\u003C\u002Fp>\n\n\u003Cp>2. Without prejudice to the provisions of the Agreement and provided there\nis a vacant position, the right to request for promotion, lateral transfer or\ntransfer to a lower grade job classification. However, the Undertaking shall\nnot be obliged to perform per his request;\u003C\u002Fp>\n\n\u003Cp>3. An employee may not normally be required to work outside his job\ndescription. He may be required to discharge assigned duties and\nresponsibilities entrusted to him by his immediate supervisor any job related\nto the work. However, before he is assigned to do beyond or different from his\njob description, he shall be provided with the revised or updated job\ndescription. Same shall be filed in his Personal File.\u003C\u002Fp>\n\n\u003Cp>4. An employee who feels that he is either underpaid or overloaded with\nassignment may submit to the Union his request for re - evaluation with\nadequate justification. The Union may discuss same with the Undertaking in\naccordance with Article 4 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>5. Employees of the Undertaking shall have the right to participate in areas\nthat relate to the planning and evaluation of the performance of the\nUndertaking and such areas that involve staff engagement either directly or\nthrough their representatives and express his opinions verbally or in\nwriting;\u003C\u002Fp>\n\n\u003Cp>6. Employees shall have the right to be represented by their Union. Their\nright to participate in the functions of the Union in accordance with the\ninternal statute of the Union, to freely discuss any matters concerning labor\nconditions with the officers of the Union and to pursue any disputes with the\nUnion or before the Ministry of Labor & Social Affairs (MOLSA) or any\ncompetent third party as agreed between the Undertaking and the Union or\npresent before a court of law.\u003C\u002Fp>\n\n\u003Cp>3.2.2 Duties of Employees:-\u003C\u002Fp>\n\n\u003Cp>Notwithstanding to the duties of employees under the law, each employee\nshall have the duty to:-\u003C\u002Fp>\n\n\u003Cp>1. Abide by and fully observe the provisions of this Agreement, the\nProclamation and other labour laws, the Undertakings policy rules and\nregulations, his contract of employment and job descriptions, and those matters\noutlined under the work rules and standard procedures issued by the Undertaking\nin relation to his job;\u003C\u002Fp>\n\n\u003Cp>2. Carry out his assignments or instructions and devote his full energy\n& ability to the performance of the duties he is employed for with\nvigilance and caution, to enhance the Undertaking's output and productivity;\u003C\u002Fp>\n\n\u003Cp>3. Conduct himself in a manner which will gain respect and prestige to the\nUndertaking and refrain from acts contrary to that while on duty or in\nCompany's Uniform;\u003C\u002Fp>\n\n\u003Cp>4. Efficiently and timely carry out to the limits of his capabilities all\nassignments or instructions which are within his normal duties or those orders\nrelating to his job descriptions or any job in relation to his work as provided\nby his immediate supervisor;\u003C\u002Fp>\n\n\u003Cp>5. Duly care for and treat the customers of the undertaking the way they\ndeserve, act in full cognizance of customer service as the cornerstone for the\nexistence of the Undertaking and provide efficient service to the customers\nrespectfully in relation to his daily activity;\u003C\u002Fp>\n\n\u003Cp>6. Refrain himself from attempting or committing any sexual harassment acts\nagainst his workmates or customers or clients of the Undertaking;\u003C\u002Fp>\n\n\u003Cp>7. Undergo periodic medical examination and undertake preventive medical and\nsafety measures as required by the Undertaking, at the expense of the\nUndertaking;\u003C\u002Fp>\n\n\u003Cp>8. Refrain from deliberate or negligent act which might endanger his own\nlife or safety, the safety of his fellow employees or other persons;\u003C\u002Fp>\n\n\u003Cp>9. In accordance with the instructions of the competent employees or\nauthorities of the Undertaking, render assistance.\u003C\u002Fp>\n\n\u003Cp>10. Upon observing or apprehending or catching red- handed any theft,\nmisappropriation, embezzlement or misuse of the funds or property of the\nUndertaking, immediately report the fact to the appropriate authorities of the\nUndertaking or to its Security Offices. However, where such reporting to the\nUndertaking's authorities is not possible and where the nature of the case\nrequires immediate attention, it shall be reported to the appropriate\ngovernment or public authority competent at the locality;\u003C\u002Fp>\n\n\u003Cp>11. Any employee shall refrain himself from doing such acts prohibited under\nthe Proclamation, this Agreement or the internal Policy and regulations of the\nUndertaking. In particular, no employee shall:\u003C\u002Fp>\n\n\u003Cp>(a) remove from the Undertaking's premises or make use for himself or a\nthird party, any property or item belonging to or found in the premises of the\nUndertaking, without prior permission from the competent authorities of the\nUndertaking;\u003C\u002Fp>\n\n\u003Cp>(b) Present him for duty in a condition which disturbs or inconveniences\nother employees on duty, or in a condition which may create harm or\ndistraction, or in any self-induced negative condition;\u003C\u002Fp>\n\n\u003Cp>(c) Threaten, insult, physically attack or assault any individual within the\nUndertaking's premises;\u003C\u002Fp>\n\n\u003Cp>(d) Violate or disregard the policies, rules and regulations and procedures\nof the Undertaking or the obligations established in this Agreement;\u003C\u002Fp>\n\n\u003Cp>3.3\u003C\u002Fp>\n\n\u003Cp>Rights and Duties of the Union and the Management of the Undertaking\u003C\u002Fp>\n\n\u003Cp>3.3.1Rights Reserved for the Union\u003C\u002Fp>\n\n\u003Cp>1. The Union reserves its legal right to discuss labor matters with the\nUndertaking in accordance with the procedures stipulated under the Law,\nregulations and this Agreement.\u003C\u002Fp>\n\n\u003Cp>2. The Union shall be able to participate in the management of the\nUndertaking in the manner as stipulated in this Agreement.\u003C\u002Fp>\n\n\u003Cp>3. Only the leaders of the Union who are authorized to do so as per the\ninternal regulations of the Union can take part and involve in Collective\nbargaining process of a Collective Agreement from the employees' side.\u003C\u002Fp>\n\n\u003Cp>4. Except for the Executive Officers, Members of the Council, shop stewards\nand Members of the Audit Committee of the Union, no other employee may exercise\nsuch acts or rights provided to the Union under the Proclamation or this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>3.3.2 Duties of the Union\u003C\u002Fp>\n\n\u003Cp>The Union shall:-\u003C\u002Fp>\n\n\u003Cp>1. Observe the internal Policies and regulations of the Undertaking, the\nProclamation and other rules and regulations on labor administration and this\nAgreement;\u003C\u002Fp>\n\n\u003Cp>2. Prevent all acts which are prohibited under the Proclamation or those\nacts which are against its objectives or its internal statutes from happening\nand do whatever is necessary to prevent the occurrence of such acts in\nconsultation with the Undertaking; \u003C\u002Fp>\n\n\u003Cp>3. Endeavour to orient and make its members aware and observant of the basic\nprinciples of the Proclamation, labor rules and regulations, standards and the\nprovisions of this Agreement;\u003C\u002Fp>\n\n\u003Cp>4. Take the initiative to generate rules and policies that concern the\nUndertaking and the staff and propose areas for improvement;\u003C\u002Fp>\n\n\u003Cp>5. Cooperate and partnership with the Undertaking, in accordance with the\nlaw, on all areas that would help improve the growth and profitability of the\nUndertaking and the occupational health and working conditions, share ideas\nwith the Undertaking on areas that would help create conducive working\nrelationship between the Undertaking and its employees; and\u003C\u002Fp>\n\n\u003Cp>6. Forward the list of all members of the Executive Committee, the Council\nand shop stewards of the Union to the Undertaking in writing.\u003C\u002Fp>\n\n\u003Cp>3.3.3 Areas for Union's Participation\u003C\u002Fp>\n\n\u003Cp>A) The Union shall participate in the following Management activities as\noutlined in the Agreement.\u003C\u002Fp>\n\n\u003Cp>1) On internal job openings that the Undertaking opts to make them vacant\nand open for bid for its employees; and\u003C\u002Fp>\n\n\u003Cp>2) In Employees' Discipline Committee.\u003C\u002Fp>\n\n\u003Cp>B) The Union will be able to participate on such areas which are not related\nto management of the Undertaking and matters concerning social activities in\naccordance with the agreement to be reached with the Undertaking depending on\nthe necessity of the case.\u003C\u002Fp>\n\n\u003Ch3>Article 4: Joint Consultation and Bilateral Relations\u003C\u002Fh3>\n\n\u003Cp>4.1\u003C\u002Fp>\n\n\u003Cp>Consultation Meetings\u002FSocial Dialogue\u003C\u002Fp>\n\n\u003Cp>4.1.1 The purpose of joint consultation is to further industrial harmony and\nfoster good relationship between the Undertaking and the Union with a view to\nincreasing productivity of the staff and the Undertaking.\u003C\u002Fp>\n\n\u003Cp>4.1.2 Regular Meetings: The Undertaking and the Union may meet when\nnecessary at the request of either party, on the last Thursday of each month to\nconsult on matters pertaining to interpretation of this Agreement, the\nUndertaking's policies, rules and regulations, or Customary practices or other\nmatters as affecting several employees collectively. If the last Thursday falls\non a weekend or a Holiday, the meeting will be held on the next business day.\nEither party may not ask for postponement more than once. (Except collective\nones, individual grievances shall not be discussed at such meetings).\u003C\u002Fp>\n\n\u003Cp>4.2\u003C\u002Fp>\n\n\u003Cp>Extraordinary\u002FSpecial Meetings\u003C\u002Fp>\n\n\u003Cp>4.2.1 Five (5) extraordinary meetings may be called by either party each\nyear to consider urgent matters which require joint attention prior to the\nholding of the next monthly meeting. Additional extraordinary meetings may be\ncalled as the need arises when agreed upon by both parties.\u003C\u002Fp>\n\n\u003Cp>4.2.2 The date of the meeting shall be fixed by mutual agreement of the two\nparties.\u003C\u002Fp>\n\n\u003Cp>4.2.3 All such meetings shall be attended by officers who are in a position\nto take immediate and effective decision on items of the agenda submitted by\neither party.\u003C\u002Fp>\n\n\u003Cp>4.2.4 Not more than three representatives of the Undertaking and three\nofficers of the Union should attend such meetings, However, up to ten officers\nof the\u003C\u002Fp>\n\n\u003Cp>Union can attend the meeting by having regard to the importance and weight\nof the agenda of the meeting.\u003C\u002Fp>\n\n\u003Cp>4.2.5 Agenda items shall be exchanged at least one (1) week in advance.\nItems not covered by the agenda shall not be discussed at such meetings except\nby agreement of both parties.\u003C\u002Fp>\n\n\u003Cp>4.2.6 Either party may, when necessary, be accompanied by its legal\nadvisors, or call witnesses or produce evidences.\u003C\u002Fp>\n\n\u003Cp>4.2.7 Meetings adjourned before covering agenda items shall be continued the\nnext day.\u003C\u002Fp>\n\n\u003Cp>4.2.8 Minutes of the discussion, accepted resolutions, decisions and\u002For\nagreements shall be recorded either by the Undertaking or the Union as\nappropriate and be made ready within five (5) working days for initial by both\nparties.\u003C\u002Fp>\n\n\u003Cp>4.2.9 Agreements reached at such meeting shall be effected up on signature\nby the two parties. Where, however, the agreement repeals, amends or creates\nnew employment conditions, it shall be effected after registration by the\nMinistry of Labor and Social Affairs (MOLSA)_and it shall form additional part\nof this Agreement.\u003C\u002Fp>\n\n\u003Cp>4.2.10 The meeting procedure of ordinary meetings shall be same as specified\nunder Articles 4.2.1 to 4.2.9 above.\u003C\u002Fp>\n\n\u003Cp>4.3\u003C\u002Fp>\n\n\u003Cp>Bilateral Relations:\u003C\u002Fp>\n\n\u003Cp>The Union shall communicate with the Undertaking through the Corporate Human\nResources Management Division in it all correspondences. The-Undertaking shall\nalso communicate with the Union through its Corporate Human Resources\nManagement Division. . However, in case the Union finds any matters that need\nthe attention of the CEO, the Union may directly communicate in correspondence\nwith the CEO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Chapter Two Working Conditions\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Ch3>A. Equal Pay for Work of Equal Value\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cp>The Undertaking and the Union agree that when negotiating this Agreement,\nthe guiding principle shall be To ensure the principle of equal work for equal\npay irrespective of one’s race, sex, credo and color.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The principle of equal remuneration for equal work is recognized by the\nLabour Proclamation and women can't be discriminated against, in matters of\nremuneration, on the grounds of sex. Constitution supports women's right to\nequal pay for equal work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B. Gender and Equality\u003C\u002Fh3>\n\n\u003Cp>The employer shall not discriminate directly or indirectly against an\nemployee or prospective employee on grounds of race, color, sex, religion,\npolitical or other opinion nationality, ethnic or social origin, disability,\npregnancy, mental status or HIV status.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Every employee shall be protected from sexual harassment, any unsolicited or\nunwelcome verbal comment, gesture or physical contact of a sexual nature.\nTherefore: (a) No employee shall be subject to sexual harassment either by\nsomebody in authority over him\u002Fher as a condition of engagement, continued\nemployment, promotion, salary progression, reward or any other consideration or\nby his\u002Fher fellow workmates as a condition as social acceptance at work. Any\ncase of sexual harassment shall be immediately reported by the victim to a\ndesignated officer and perpetrator shall be dealt with in accordance with the\norganization's disciplinary procedures after having been given an adequate\nopportunity to defend himself\u002Fherself against the charges. (b) Sexual\nharassment shall include any of the following; if the person doing it, knows or\nought to have known that it is unwelcome. (i) Making a request or exerting\npressure for sexual activity or favours. (ii) Making intentional or careless\npressure for sexual activity or favours. (iii) Making gestures, noises, jokes\nor comments, including innuendoes, regarding another person's sexuality. Each\nemployer shall appoint a designated person preferably a Senior Lady Manager to\nwhom the victims of sexual harassment may report the cases for appropriate\naction.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqofficer\">\u003Cp>Both the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by a person agreeable\nto both parties to study, inform\u002Fadvice and make recommendations.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>To implement this, the parties shall establish a joint committee composed of\nfive (5) people in equal proportions of the two representatives each and with a\nchairperson that shall be greed upon by both parties\u003C\u002Fp>\n\n\u003Cp>The work of the committee shall:\u003C\u002Fp>\n\n\u003Cp>(i) Formulate a gender and equality workplace policy\u003C\u002Fp>\n\n\u003Cp>(ii) Monitor the implementation of the policy or any gender and equality\nstandard\u003C\u002Fp>\n\n\u003Cp>(iii) Propose any amendments that may necessary\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>(iv) Perform any other duties that shall promote adequate promotion of both\ngender and that shall enhance equal treatment of I persons irrespective of\ngender, race, color, religion, political affiliation\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>In accordance with the Ethiopian Constitution, all persons are equal before\nlaw and there can't be any discrimination on the grounds of race, nation,\nnationality, or other social origin, colour, sex, language, religion, political\nor other opinion, property, birth or other status (Art. 25).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Ch3>C. Job Security for Pregnant women\u003C\u002Fh3>\n\n\u003Cp>The Undertaking shall not dismiss a female worker due to her pregnancy or\nany other reason connected with her pregnancy in all aspects of employment.\u003C\u002Fp>\n\n\u003Cp>A female worker has the right to return to same job\u002Fposition (or some other\nsimilar and suitable position) after availing her maternity leave, on same\nterms and conditions which would have applied if she had not been on maternity\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Protection from Dismissals: a women worker can't be dismissed during the\nperiod of her pregnancy, maternity leave and four months after her confinement.\nPregnancy of a worker does not constitute the valid ground for termination of a\nworker's contract.\u003C\u002Fp>\n\n\u003Cp>Right to Return to Same Position: there is no explicit provision in the law,\nwhich gives a female worker the right to return to same position after availing\nher maternity leave. However, because an employer can't terminate a female\nworker on maternity leave, it gives an implied right to return to the same\njob.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Ch3>D. Pregnancy and breastfeeding\u003C\u002Fh3>\n\n\u003Cp>A nursing mother (a woman with a child of less than one year old) is\nentitled to a total of one hour, either before the beginning of her normal\nreporting time or in the cause of her working hours, to nurse her infant. An\nextension beyond one hour shall be at the discretion of the Employer in\nconsultation with the Union.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>Interruptions of work by a nursing mother for the purpose of nursing her\nbaby shall be treated as working hours and paid accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Unless with her consent, a pregnant woman or a nursing mother [a woman with\na child up to one year old] shall not be engaged to do overtime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>According to The Labour Proclamation pregnant women workers may not be asked\nto work overtime or night hours. A woman worker may be transferred to another\nplace if her job is dangerous to her health or her pregnancy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Article 5 Probationary Period\u003C\u002Fh3>\n\n\u003Cp>5.1\u003C\u002Fp>\n\n\u003Cp>The first forty five (45) days employment of any employee, effective from\nthe first date of his employment, shall be probation period; and this shall be\nclearly specified in the employment contract. During such probationary period,\nthe Undertaking can terminate the employment contract of the employee without\nneeding to give him advance notice, severance pay and compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>In accordance with the Labour Proclamation, probationary must be declared in\nwriting however it may not exceed 45 consecutive days. A worker reemployed by\nthe same employer for the same job cannot be subjected to probation.\nProbationers have the same rights and obligations as other workers.\u003C\u002Fp>\n\n\u003Cp>5.2\u003C\u002Fp>\n\n\u003Cp>Any employee can resign at any time during his probation period without\ngiving notice to the Undertaking.\u003C\u002Fp>\n\n\u003Cp>5.3\u003C\u002Fp>\n\n\u003Cp>Except for the express provisions as stipulated in this Agreement, the law\nand policy of the Undertaking, the conditions of this Collective Agreement are\nnot applicable to any employee who is on probation period.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 6 Working Hours\u003C\u002Fh3>\n\n\u003Cp>6.1\u003C\u002Fp>\n\n\u003Cp>Regular Working Hours\u003C\u002Fp>\n\n\u003Cp>1. “Regular working hours\" means the duration of hours in which an\nemployee discharges his duties or makes himself available for work as required\nunder the law, this Collective Agreement or working rules of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>2. Unless provided otherwise in this Agreement, the regular working hours of\nany employee of the Undertaking shall not exceed eight (8) hours within twenty\nfour (24) hours or forty (40) hours per week. However, in such Divisions of the\nUndertaking wherein works are carried out on shifts, the regular working\nschedules may be varied.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3. The starting and ending time of the working hours of the regular and\nshift hours shall be as specified\u002Fdetermined by the internal rules of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cp>4. Working hours shall be equally distributed for each working days of the\nUndertaking during the week. However, where it is necessary due to the nature\nof a given work, it is possible to split\u002Freduce the number of working hours in\nany working days of a week and distribute the difference to the remaining days\nof the week; but it is not possible to extend the regular eight (8) working\nhours of any business day by more than two (2) hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The normal hours of work are 8 hours a day and 48 hours a week. The Labour\nProclamation defines \"normal hours of work\" as the time during which a worker\nactually performs work or avails himself for work in accordance with law,\ncollective agreement or work rules.\u003C\u002Fp>\n\n\u003Cp>6.2\u003C\u002Fp>\n\n\u003Cp>Off-Duty Breaks (Time-Offs)\u003C\u002Fp>\n\n\u003Cp>A. Employees who work in the regular working hours of the day, except where\nthe nature\u002Fcondition of the work requires otherwise, shall be entitled for 15\nminutes off-duty break before the afternoon, one full hour for lunch and 15\nminutes break in the afternoon.\u003C\u002Fp>\n\n\u003Cp>B. For any shift work, the off-duty break to be given shall not be totally\nmore than 30 minutes divided into two off-duty breaks.\u003C\u002Fp>\n\n\u003Cp>C. The off-duty breaks or lunch or dinner breaks shall be given for\nemployees on a staggered basis and in turns as per the schedule to be issued by\nthe Undertaking for every Division.\u003C\u002Fp>\n\n\u003Cp>D. Where the Undertaking requires an employee to work during his lunch or\ndinner break time and where the employee spent on duty during such break times,\nthe Undertaking shall grant the corresponding break times for lunch or dinner\nand prepare the food or facility as equally as the other workers have\nenjoyed.\u003C\u002Fp>\n\n\u003Cp>6.3\u003C\u002Fp>\n\n\u003Cp>Any worker who is required\u002Fassigned to work in excess of the regular daily\nworking hours or the weekly working hours distributed in line with Article 6.1.\n(4) shall be entitled to get 15 minutes off-duty break\u002Frest time.\u003C\u002Fp>\n\n\u003Ch3>Article 7 Shift works\u003C\u002Fh3>\n\n\u003Cp>7.1\u003C\u002Fp>\n\n\u003Cp>An employee shall be required to work in all the three regular shifts of the\nUndertaking during the day, evening or night shifts as per the schedule of the\nUndertaking and as shown under Article 6 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>7.2\u003C\u002Fp>\n\n\u003Cp>Unless necessitated due to the nature of the operation of the Undertaking,\nno employee shall be scheduled to work in any one of the day, evening or night\nshifts for more than one month (thirty days at a time). In case of emergency or\ncompelling circumstances, however, any employee who is working in the night\nshift shall not be required to work for more than one additional schedule.\nWhere a shift schedule change is to be made, the sequence of shifts\u002Fshift\npattern (day-evening-night) shall be observed\u002Fmaintained.\u003C\u002Fp>\n\n\u003Cp>7.3\u003C\u002Fp>\n\n\u003Cp>The beginning of regular working hours for employees working on shifts shall\nbe the hour they start their work in the particular shift. The applicable shift\npremium shall be calculated based on the time the employee started his work in\nthe concerned shift.\u003C\u002Fp>\n\n\u003Cp>7.4\u003C\u002Fp>\n\n\u003Cp>For the purpose of calculating shift premium payments, the starting time of\nshift work schedules shall be considered to be as shown below:\u003C\u002Fp>\n\n\u003Cp>Day shift: From 06:00 A.M (in the morning)\u003C\u002Fp>\n\n\u003Cp>Evening shift: From 05:00 P.M\u003C\u002Fp>\n\n\u003Cp>Night shift: From 0:00 A.M (mid night)\u003C\u002Fp>\n\n\u003Cp>7.5\u003C\u002Fp>\n\n\u003Cp>Where an employee who is assigned on shift works changes his shift or takes\nhis day off, the rest time of the employee shall be counted from 16 hours after\nhe completed working the normal working hours he was assigned to work on the\nday.\u003C\u002Fp>\n\n\u003Cp>7.6\u003C\u002Fp>\n\n\u003Cp>For employees who work during the normal office hours only, their rest days\nof the week shall be counted\u002Fstarted as per the Proclamation.\u003C\u002Fp>\n\n\u003Cp>7.7\u003C\u002Fp>\n\n\u003Cp>An employee who reported to carry out his normal duties either in normal\noffice hours or normal shift works allocated for eight hours, unless the shift\nschedule is divided into two or distributed, shall be considered as if he has\nworked for eight hours whether the Undertaking occupies him to work eight hours\nor less. However, the Undertaking shall provide the employee transportation\nservice to and from place of work in those shifts where the eight (8) hours\nschedule is split into two.\u003C\u002Fp>\n\n\u003Cp>7.8\u003C\u002Fp>\n\n\u003Cp>So long as it doesn't affect the business operation of the Undertaking or\nresult in any additional cost to the Undertaking, shift workers who are holding\nequal positions in job grades can exchange their shift schedule to each other\nby informing and securing the prior approval of their immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>7.9\u003C\u002Fp>\n\n\u003Cp>Employees working in the evening shift shall be given one hour as dinner\nbreak before 09:00 P.M.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>7.10\u003C\u002Fp>\n\n\u003Cp>Evening and Night Shift Premium\u002FAllowance\u003C\u002Fp>\n\n\u003Cp>A. Shift Premium shall be paid for employees who are assigned and work in\nthe evening or the night shift as shown herein below.\u003C\u002Fp>\n\n\u003Cp>For Example:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"728\" style=\"width:545.85pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Job\n        Grade\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Evening\n        shift\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Night\n        Shift\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">1-4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Birr\n        2.40 per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Birr\n        2.70 per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">5-9\n        and 30-33\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Birr\n        3.20 Per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Birr\n        3.55 per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">10-17\n        and more than 34\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Birr\n        3.80 per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"padding:.75pt .75pt .75pt .75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0in;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan style=\"font-size:10.5pt;font-family:"Arial","sans-serif";   color:black\">Birr\n        4.20 per hour\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n\n\u003Cp>B. Where an employee who started working in the evening shift continues\nworking in the night shift, the shift allowance of such employee shall be as\nper the rate specified for the shift he worked longer.\u003C\u002Fp>\n\n\u003Cp>C. In case an employee who started working in the night shift continues\nworking in the day shift, the shift allowance of the employee shall be\ncalculated at the rate of the night shift for the total number of hours he\nworked.\u003C\u002Fp>\n\n\u003Cp>D. Employees who work overtime during shift work hours shall be entitled to\nget the applicable shift allowance pay in addition to the overtime pay for the\nshift in which overtime is worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Night work compensation.\u003C\u002Fp>\n\n\u003Cp>In accordance with the Labour Proclamation, night work is the work done\nbetween 10 p.m. and 06 a.m. There is no specific provision in the Labour\nProclamation, which requires employers to make premium payments to the night\nworkers. Higher payments are available only to the workers working overtime\nduring night hours. If night hours are overtime hours, worker has to be paid\n150% of the normal hourly wage rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Article 8 Overtime Work\u003C\u002Fh3>\n\n\u003Cp>8.1\u003C\u002Fp>\n\n\u003Cp>Its Scope & Employees Entitled For Overtime Pay\u003C\u002Fp>\n\n\u003Cp>1. \"Overtime Work\" shall mean the actual time worked in excess of the\nregular working hour as defined in Article 6.1 above or the average eighty (80)\nhours distributed for two weeks' period.\u003C\u002Fp>\n\n\u003Cp>2. Overtime work shall be authorized only under the following conditions and\nas per clear instruction of a competent agent of the Undertaking. The overtime\nwork order and authorization shall be equally distributed among those employees\nthat are competent to do the job and the record of which shall be maintained\nproperly.\u003C\u002Fp>\n\n\u003Cp>3. Overtime pay to be paid in accordance with this Article.\u003C\u002Fp>\n\n\u003Cp>4. Where an employee is required to return from abroad on his day-off while\non the Undertaking's business spending more than 8 hours flight time and where\nthe next day is his working day, his arrival date shall be considered as his\nday off. Again, where an employee is required to travel on his day off for\ncompany business, he shall be given a compensating time-off for the first day\nonly.\u003C\u002Fp>\n\n\u003Cp>5. An employee who leaves after carrying out his work on night shift shall\nnot be required work overtime. However,, where the employee is required to work\non two consecutive shifts due to reasons beyond control and under the\ninstructions of the Undertaking, he shall be given commensurate rest \u002Fday-off\non the next day in addition to the overtime pay for the excess hours he worked\nfor.\u003C\u002Fp>\n\n\u003Cp>8.2.\u003C\u002Fp>\n\n\u003Cp>Conditions for Overtime Work\u003C\u002Fp>\n\n\u003Cp>1 . The Undertaking has the right to require any employee to work an\novertime work under the following conditions:-\u003C\u002Fp>\n\n\u003Cp>a) for any urgent work the Undertaking requires to do; or\u003C\u002Fp>\n\n\u003Cp>b) where the Undertaking has no option to get the work done; or\u003C\u002Fp>\n\n\u003Cp>c) where accident or imminent danger imperils or risk becomes imminent;\nor\u003C\u002Fp>\n\n\u003Cp>d) for any reasons or factors beyond control or on any uninterruptible and\ncontinuous jobs or for replacement of employees who are on leave or away from\nwork for various reasons;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">2. The hours of overtime work for reasons stated in Article 8.2 (1) (a)\nabove shall not exceed two (2) hours in any single twenty four (24) hours\nperiod or twenty (20) hours in any one month and one hundred (100) hours in any\ngiven year. However, the overtime to be worked under conditions stated in\nArticle 8.2. (1) (b), (c), and (d) may exceed such limits.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.3.\u003C\u002Fp>\n\n\u003Cp>Calculations of Overtime Pay\u003C\u002Fp>\n\n\u003Cp>1. Pay for overtime work performed during the periods indicated below shall\nbe calculated by multiplying the hourly rate based on actual salary as\nfollows:\u003C\u002Fp>\n\n\u003Cp>a) Overtime work performed between 06:00 and 22:00 hrs, hourly rate times\n1'\u002F2 ;\u003C\u002Fp>\n\n\u003Cp>b) Overtime work performed between 22:00 and 06:00 hours, hourly rate times\n12\u002F3 ;\u003C\u002Fp>\n\n\u003Cp>c) Overtime work performed on days-off of the week, hourly rate times 2\u003C\u002Fp>\n\n\u003Cp>d) Overtime work performed on public holidays listed in this Agreement,\nhourly rate times 2\u002F;\u003C\u002Fp>\n\n\u003Cp>e) An employee assigned to work on eve which the Company celebrates per\nPolicy, shall be paid overtime at holiday rate.\u003C\u002Fp>\n\n\u003Cp>2. Overtime pay earned during the first fifteen (15) days of any month shall\nbe paid with the regular salary for said month. Overtime pay earned thereafter\nduring said month shall be paid with the salary of the following month.\u003C\u002Fp>\n\n\u003Cp>3. If the employee requests and where the Undertaking agrees, overtime work\nperformed may be compensated by time-off.\u003C\u002Fp>\n\n\u003Cp>4. An employee called from his home for overtime work shall be credited for\nthe actual hours he worked or for a minimum of five (5) hours whichever is\nlonger\u002Ffavorable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Overtime Compensation\u003C\u002Fp>\n\n\u003Cp>The Labour Proclamation defines \"Overtime” as the work done in excess of\nthe normal daily hours of work. Overtime work may not exceed 2 hours in a day\nor 20 hours in a month or 100 hours in a year. If a worker works beyond the\nstipulated working hours during the week days, i.e., 8 hours a day and 48 hours\na week, he\u002Fshe is entitled to an overtime premium as follows:\u003C\u002Fp>\n\n\u003Cp>- 125% of normal hourly rate for overtime work between 06 a.m. to 10\np.m.;\u003C\u002Fp>\n\n\u003Cp>- 150% of normal hourly rate for overtime work between 10 p.m. to 06\na.m.;\u003C\u002Fp>\n\n\u003Cp>- 200% of the normal hourly rate for work on a weekly rest day; and\u003C\u002Fp>\n\n\u003Cp>- 250% of the normal hourly rate for work on a public holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Article 9 Weekly Rest Period (Days Off)\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to forty eight (48) consecutive hours days off\nin Seven (7) days. However, where the nature of the shift work does not permit\nsuch days off or if the employee so requests, he shall be granted two different\ndays-off within that same week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to 24 consecutive hours of rest per week. Labour Law\nrequires that weekly rest day, in principle, should be Sunday for all\nemployees. If it is impossible to provide weekly rest day on Sunday, due to\nnature of work, another day be substituted as weekly rest day Weekly rest must\ninclude the period from 6 a.m. to the next 6 a.m.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Article 10 Leave\u003C\u002Fh3>\n\n\u003Cp>10.1\u003C\u002Fp>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>10.1.1 “Leave\" shall mean an approved or excused absence from work whether\nwith or without pay for some limited time and it includes various leaves that\nare provided under this Agreement, the law or internal policy of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cp>10.1.2 For the purpose of calculating annual leave Saturdays, Sundays\n(weekly rest days of the employee) and public holidays enumerated under Article\n10.2 below shall not be counted.\u003C\u002Fp>\n\n\u003Cp>10.2\u003C\u002Fp>\n\n\u003Cp>Public Holidays\u003C\u002Fp>\n\n\u003Cp>10.2.1 All employees of the Undertaking shall have the right to observe the\nfollowing public holidays:\u003C\u002Fp>\n\n\u003Cp>a) New Year (Ethiopian) Meskerem 1\u003C\u002Fp>\n\n\u003Cp>b) Meskel Meskerem 17\u003C\u002Fp>\n\n\u003Cp>c) Id AI-Adha (Arefa) (as it falls)\u003C\u002Fp>\n\n\u003Cp>d) Christmas day (Ethiopian) Tahsas 28 or 29\u003C\u002Fp>\n\n\u003Cp>e) Ethiopian Epiphany Tir 1 1\u003C\u002Fp>\n\n\u003Cp>f) Mawlid (as it falls)\u003C\u002Fp>\n\n\u003Cp>g) Victory of Adwa Yekatit 23\u003C\u002Fp>\n\n\u003Cp>h) Victory Day Miazia 27\u003C\u002Fp>\n\n\u003Cp>i) Good Friday (Ethiopian) (as it falls)\u003C\u002Fp>\n\n\u003Cp>j) Easter (Ethiopian) (as it falls)\u003C\u002Fp>\n\n\u003Cp>k) May Day Miazia 23\u003C\u002Fp>\n\n\u003Cp>l) Ginbot 20 (downfall of the Derg Regime)... Ginbot 20 m) Id Alfater (as it\nfalls)\u003C\u002Fp>\n\n\u003Cp>n) Holidays proclaimed as celebration days by the Federal Government or\nRegional States under the relevant proclamation, directive and public\nannouncement shall be considered as holidays for the concerned employees of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cp>10.2.2 Except those enumerated in sub-article. 2.1 above, where emergency\nholidays not recorded in the public calendar occur and where the Undertaking\nhas not announced such as holiday, employees are required to be present at\ntheir regular work places.\u003C\u002Fp>\n\n\u003Cp>10.2.3 If employees are assigned to work under conditions shown in\nsub-article 2.2 above, the Undertaking shall grant payment for such employees\non duty at the hourly rate of holiday payment. Nevertheless, if employees are\nnot assigned on duty, the Undertaking shall provide transport services to\nreturn them to their area of residence in similar way it does to day shift\nworkers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to fully paid festival (public and religious) holidays.\nThese include memorial holidays and religious holidays (Christian and Muslim\norigin).Public holidays are usually 13 in number.\u003C\u002Fp>\n\n\u003Cp>Weekend \u002F Public Holiday Work Compensation.\u003C\u002Fp>\n\n\u003Cp>Workers may be required to work on weekly rest days and public holidays. In\nsuch circumstances when employees have to work on official\u002Fpublic holidays,\nthey are entitled to receive wages at a premium rate of 200% of the normal\nhourly wage rate. However, there is no premium pay for the workers working on\nweekly rest days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>10.3\u003C\u002Fp>\n\n\u003Cp>Annual Leave\u003C\u002Fp>\n\n\u003Cp>10.3.1 General\u003C\u002Fp>\n\n\u003Cp>1. An employee shall be entitled to uninterrupted annual leave with pay in\nthe following manner based on the schedule to be set as convenient to the\nUndertaking and the employee.\u003C\u002Fp>\n\n\u003Cp>2. For the purpose of annual leave calculation, the annual leave period\nshall be counted from January 1st through December 31th.\u003C\u002Fp>\n\n\u003Cp>3. Subject to the provision in sub-Article 2 above, the annual leave period\ncan be changed in the future based upon the mutual agreement of the Union and\nthe Undertaking in order to correlate the period with the budget year\u002F fiscal\nperiod of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>10.3.2 Allotment of Annual Leave Days:\u003C\u002Fp>\n\n\u003Cp>1. An employee who has served for one year shall be entitled to annual leave\nof fourteen (18) working days.\u003C\u002Fp>\n\n\u003Cp>2. Any employee who has served for more than one year shall be entitled to\nannual leave of one (1) working day for each years of service in addition to\nthat specified sub-article in 1 above.\u003C\u002Fp>\n\n\u003Cp>3. For the calculation the one additional working day that is provided under\n10.3.2(2) above, with regards to the term year, any employee who is employed\nbefore December 31 shall be considered as if he has served for one year.\u003C\u002Fp>\n\n\u003Cp>10.3.3 Procedure for Granting Annual Leave :\u003C\u002Fp>\n\n\u003Cp>1. An employee shall be entitled to take his first annual leave after 12\nmonths service in the year and be entitled for leave afterwards. Except for\nemergency cases, a new employee shall be eligible for annual leave only after\nproviding three (3) consecutive months of service to the Undertaking. .\u003C\u002Fp>\n\n\u003Cp>2. Annual can be given based on the undertaking's plan, upon a year and\nconsidering the interests of both the employee and the undertaking. However, if\nthe service period of an employee is below a year, he shall be given\u002Fentitled\nto annual leave at the end of his service year proportional to his service\nperiod.\u003C\u002Fp>\n\n\u003Cp>3. An employee shall utilize his accrued annual leave in the year next to\nwhich his annual leave is accumulated.\u003C\u002Fp>\n\n\u003Cp>4. An employee shall be entitled for annual leave as per the provision of\nthis Collective Agreement, and such leaves shall be granted based on the\nactivity plan of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>1. By the end of every October, the employee shall be entitled to submit\nwritten proposal, showing his three (3) choices regarding the time he plans to\ntake annual leave, to his Immediate Supervisor. And his Supervisor shall have\none of the choices approved and to be in effect by him considering both the\nemployee's interest and the operation of the Undertaking in every November. The\napproved annual leave schedule shall be attached to personal file of the\nemployee and be kept at the Department. . The program shall be communicated to\nthe employee upon its approval in any convenient means of communication.\u003C\u002Fp>\n\n\u003Cp>2. The employee's first choice will be respected provided the schedule of\nthe operation permits. If, however, the choice of the employee conflicts with\nother employees' choices under the same Supervisor, the employee with higher\nseniority will be given priority. Where decision cannot be made on the basis of\nseniority, the order of registration number shall be used to decide.\u003C\u002Fp>\n\n\u003Cp>3. The Undertaking shall make endeavour to release the employee to timely\ntake his annual leave as much as possible. However, incase annual leave of an\nemployee is postponed due to workload; the employee shall take his annual leave\nat his first choice in the following year without being affected by\nseniority.\u003C\u002Fp>\n\n\u003Cp>10.3.5 Utilization. Accrual and postponement of Annual Leaves\u003C\u002Fp>\n\n\u003Cp>1. The Undertaking shall make the employee timely take his annual leave as\nmuch as possible.\u003C\u002Fp>\n\n\u003Cp>2. Annual leave shall accrue for the calendar month in which employee worked\nand received pay and it shall be taken during the year following the year in\nwhich earned.\u003C\u002Fp>\n\n\u003Cp>3. Save to the provision specified otherwise, where an employee requests to\ntake his annual leave in part and where the Undertaking agrees, the leave can\nbe granted by dividing into two.\u003C\u002Fp>\n\n\u003Cp>4. The Undertaking can postpone the annual leave period of the employee upon\nthe employee's request and its agreement or where the operation necessitates to\ndo so. However, where it needs to postpone the employee's annual leave period\ndue to operational requirements or workloads, it should clearly notify the\nconcerned employee at least fifteen (15) days in advance.\u003C\u002Fp>\n\n\u003Cp>5. The annual leave that was postponed in any given year in any way can't be\nextended for more than two consecutive years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Workers are entitled to 14 days of paid annual leave on completion of one\nyear of service plus one working day for every additional year of service. For\na worker with 5 years of service, the period of paid annual leave is 18 working\ndays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.6 Payments related to Employees on Annual Leave\u003C\u002Fp>\n\n\u003Cp>1. An Employee going on annual leave shall, if the so requests, be paid his\nsalary consisting of the days he has worked for plus the period of leave.\u003C\u002Fp>\n\n\u003Cp>2. The amount of salary to be effected for an employee who is on annual\nleave shall be equal to the amount that he should earn while on work.\u003C\u002Fp>\n\n\u003Cp>3. A terminated employee or an employee who resigns with the consent of the\nUndertaking or an employee who is pensioned shall be entitled to payment in\nlieu of annual leave accrued and un- utilized up to the date of termination or\nresignation, computed on the basis of the employee's current salary as\nfollows:\u003C\u002Fp>\n\n\u003Cp>In Lieu of Vacation payment = Annual leave days X his monthly salary 22\u003C\u002Fp>\n\n\u003Cp>1. Accrued annual leave shall not be granted in anticipation of a heavy work\nload in a future period.\u003C\u002Fp>\n\n\u003Cp>2. An employee shall not be forced to take his annual leave ahead of his\nscheduled time unless he is notified five (5) weeks in advance or he agrees to\ndo so.\u003C\u002Fp>\n\n\u003Cp>3. If an employee on annual leave is hospitalized or is ordered to be\ntreated home due to shortage of hospital bed, the time required for such\nhospitalization or treatment shall be considered as sick leave and shall not be\ndeducted from his annual leave.\u003C\u002Fp>\n\n\u003Cp>4. Notwithstanding the provisions stipulated on sick leave, an employee\ndomiciled\u003C\u002Fp>\n\n\u003Cp>in Ethiopia and not authorized by a Medical Board in Ethiopia to be treated\nabroad, the sick leave received from abroad shall be counted as other leave\nsuch as leave without pay, not as sick leave. However, if the employee is\nhospitalized, he may be granted sick leave in accordance with provisions in\nArticle 10.4.8 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>5. If an employee is granted sick leave before he commences utilizing his\nannual leave, he shall not be required to utilize his annual leave before he\nfully utilizes his sick leave. He will, however, utilize his annual leave as\nsoon as he finishes his sick leave.\u003C\u002Fp>\n\n\u003Cp>6. When an employee meets an emergency as determined by his supervisor, he\nshall be given the days necessary to meet the said emergency which will be\ndeducted his accrued annual leave.\u003C\u002Fp>\n\n\u003Cp>7. If a female employee gives birth while on annual leave, she shall be\nentitled to a maternity leave commencing from the date of delivery. She shall\nresume her work after she exhausts her interrupted annual leave.\u003C\u002Fp>\n\n\u003Cp>1. No employee shall be called back to work before exhausting the annual\nleave he started to take.\u003C\u002Fp>\n\n\u003Cp>2. In case of any unforeseeable circumstances where the Undertaking is\nforced to call an employee back to work while he is on annual leave, the\nUndertaking reserves the right to call him back; and the employee shall be duty\nbound to report back to work.\u003C\u002Fp>\n\n\u003Cp>3. Where the Undertaking can't grant the annual leave unused by the employee\nwhen reporting back to work excluding the time he took in travel, the\nUndertaking may give him his remaining annual leave by converting into cash.\u003C\u002Fp>\n\n\u003Cp>4. The Undertaking shall refund the employee with the cost of travel and\nperdiem that are incurred by the employee as a result of his being recalled to\nreport back to work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>10.4\u003C\u002Fp>\n\n\u003Cp>Sick Leave\u003C\u002Fp>\n\n\u003Cp>1. An employee who has completed his probation period shall be entitled to\nsick leave as per this Agreement for any illness or accident not related to his\nwork.\u003C\u002Fp>\n\n\u003Cp>2. Absence due to illness shall be reported by the employee to the\nUndertaking's Medical Services and his immediate Supervisor through any\navailable means of communication unless it is beyond his control, within 24\nhours, where there is a doctor designated by the Undertaking or 48 hours from a\nlocation where there is no doctor designated or where there is not adequate\ncommunication.\u003C\u002Fp>\n\n\u003Cp>3. An employee who is sick and seeks to visit the Undertaking's Medical\nServices will do so at any time of the day in accordance with the procedures\nset by the Medical Service Department. If the number of employees needing to\nsee the doctor is in excess of what the doctors can handle, the employee shall\nbe sent to a hospital.\u003C\u002Fp>\n\n\u003Cp>4. The time that the employee takes to visit the Undertaking's doctor shall\nnot be considered as sick leave. However, the time spent to visit another\ndoctor as referred by the Undertaking's Doctor shall be considered as paid sick\nleave.\u003C\u002Fp>\n\n\u003Cp>5. An employee who becomes sick at any time when the Undertaking's doctor is\nnot available will be sent to a hospital or to a clinic with which the\nUndertaking has credit arrangement, by securing a credit letter from the\nUndertaking's Medical Services. Where, however, the case is an emergency, the\nemployee may visit clinics or hospitals designated by the Undertaking by\nshowing his company ID Card. However, the medical expenses so incurred by the\nemployee will not be refunded to him if the Undertaking proves that the case\nwas not an emergency.\u003C\u002Fp>\n\n\u003Cp>6. An employee who is granted sick leave from a medical institution\ndesignated by the Undertaking or who is discharged from hospital must submit or\nsend the sick leave certificate or other medical reports to the Undertaking's\nMedical Services within 5 days of receipt, after the lapse of which time the\ncertificate or report shall not be acceptable.\u003C\u002Fp>\n\n\u003Cp>7. A report of physical examination or a statement attesting to the\nemployee's fitness for work must be obtained from the Undertaking's doctor\nprior to the employee's return to work. If the report is obtained from another\ndoctor designated by the Undertaking, it shall be approved by the Undertaking's\nDoctor.\u003C\u002Fp>\n\n\u003Cp>8. Sick leave by a doctor shall be granted in the following Manner:-\u003C\u002Fp>\n\n\u003Cp>(a) Sick leave with pay shall accrue at the rate of two and half (2.5) days\nper month and may be accumulated up to a maximum of sixty (60) calendar\ndays;\u003C\u002Fp>\n\n\u003Cp>(b) An employee who has exhausted his accumulated sick leave stipulated in\n(a) and is hospitalized or ordered to take treatment at home due to difficulty\nin securing hospital admission may be granted sick leave with full pay for the\nperiod hospitalized in the following manner:-\u003C\u002Fp>\n\n\u003Cp>• After completing probation period up to 10 years of service—40\ncalendar days;\u003C\u002Fp>\n\n\u003Cp>• More than 10 years and up to 20 years of service - 50 calendar days;\nand\u003C\u002Fp>\n\n\u003Cp>• More than 20 years of service— 60 calendar days.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who has exhausted his sick leave stipulated in (a) or (b)\nabove may be granted up to sixty (60) days sick leave at half salary.\u003C\u002Fp>\n\n\u003Cp>(d) An employee who has exhausted his sick leave stipulated in (c) above may\nbe granted up to sixty (60) days sick leave without pay.\u003C\u002Fp>\n\n\u003Cp>(e) Any employee who has exhausted the sick leaves granted as per (b), (c)\nand (d) above shall continue taking the leaves specified in (c) and (d)\nabove.\u003C\u002Fp>\n\n\u003Cp>9. If the Undertaking is unable to laterally transfer an employee\nrecommended by a doctor to be transferred to another job due to health reasons,\nthe employee shall be transferred to an open lower grade position for which he\nqualifies. In the latter case, his salary shall not be deducted after twelve\n(12) consecutive months unless his salary exceeds the range maximum for the\nlower position.\u003C\u002Fp>\n\n\u003Cp>10. If the contract of employment is terminated before the leave period\ngranted to the employee ends, the leave started shall be cancelled\nsimultaneously.\u003C\u002Fp>\n\n\u003Cp>11. A round trip positive ticket shall be granted to employees at regional\noffices and who may be referred to hospitals in Addis Ababa.\u003C\u002Fp>\n\n\u003Cp>12. Sick leave taken shall be deducted from the accumulated total and shall,\nthereafter, continue to accrue per Article10.4.8 (a) above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>The Labour Proclamation provides for the paid sick leave for up to 6 months\non completion of probation period if sickness is certified by a qualified\ndoctor. A worker is entitled to sick leave if he\u002Fshe is incapable of work owing\nto the sickness other than resulting from occupational injury. A worker must\ninform the employer about his\u002Fher absence due to sickness and provide a medical\ncertificate issued by a medical organisation recognized by the Government. The\nemployer may provide paid sick leave as follows:\u003C\u002Fp>\n\n\u003Cp>- 100% of wages during the first month of sick leave;\u003C\u002Fp>\n\n\u003Cp>- 50% of wages during the second & third months of sick leave; and\u003C\u002Fp>\n\n\u003Cp>- Unpaid leave from the fourth until sixth month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.5\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>Maternity Leave\u003C\u002Fp>\n\n\u003Cp>10.5.1 Pre- Delivery \u002FPre-Natal Leave:\u003C\u002Fp>\n\n\u003Cp>1. Any pregnant employee of the Undertaking shall be entitled to:\u003C\u002Fp>\n\n\u003Cp>A. paid leave for pregnancy exams and checkups as ordered by a doctor;\u003C\u002Fp>\n\n\u003Cp>B. Paid leave if the doctor advises her to get rest before she gives\nbirth.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. A pregnant employee of the Undertaking should submit medical certificate\nafter Physical checkups and leaves she has taken.\u003C\u002Fp>\n\n\u003Cp>3. The pregnant employee shall be given 30 Calendar days of leave before her\nexpected day of delivery. However, if she does not deliver within the 30 days\nof her prenatal leave, she will be entitled to additional leave until her\nconfinement upon the recommendation of a medical doctor per (1) above. If\ndelivery takes place before the 30 days has elapsed, the post-natal leave of 60\ndays shall commence.\u003C\u002Fp>\n\n\u003Cp>10.5.2 Post -Delivery\u002F Post-Natal Leave\u003C\u002Fp>\n\n\u003Cp>1. A pregnant employee of the Undertaking shall be entitled for 60 calendar\ndays post-delivery leave with pay effective from the date of her delivery.\nHowever, if she gets special and risky health condition that prevents her from\nreporting back to work and supported by evidence, additional leave of not more\nthan 30 days without pay may be granted to her upon her request.\u003C\u002Fp>\n\n\u003Cp>2. Maternity leave with full pay shall be granted in case of premature\ndelivery occurring after the fifth (5th) month of pregnancy.\u003C\u002Fp>\n\n\u003Cp>3. Sickness arising out of pregnancy will be treated in accordance with the\nMedical Insurance Scheme of the Undertaking.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>10.5.3 Paternity Leave\u003C\u002Fp>\n\n\u003Cp>Male employee whose spouse is delivering in Hospital shall be granted two\n(2) Calendar days paid leave to perform necessary arrangements. However, he\nmust submit an evidence attesting that his wife has delivered on this day of\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>What the law says about maternity leave:\u003C\u002Fp>\n\n\u003Cp>In accordance with the Constitution of Ethiopia and Labour Proclamation,\nfemale workers are entitled to fully paid maternity leave of 90 days (30 days\nantenatal and 60 days postnatal).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>10.6\u003C\u002Fp>\n\n\u003Cp>Mourning Leave\u003C\u002Fp>\n\n\u003Cp>10.6.1 Grounds for Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>1. When the employee's biological father or mother, husband, wife, child,\nadopted child, brother or sister dies, the employee shall be granted 3 days\nleave or if the burial takes place on the next day he will be granted 4 days\nmourning leave with pay as from the day of the death.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. In the case of death of grandparent, step father, step mother,\nmother-in-law, or father-in-law, foster parents, uncle or aunt, two (2) days\nmourning leave shall be granted; and if the burial takes place on the next day,\nhe shall be granted three (3) days mourning leave with pay as of the date such\nrelative has died. The mourning leave granted under this provision shall not be\nmore than Seven (7) days per year.\u003C\u002Fp>\n\n\u003Cp>3. In the case of the death of an employee's niece, nephew, sister-in-law,\nbrother- in-law, and first cousin, an employee shall be granted two (2) days\ndeductible from his annual leave. However, the employee shall be granted\ncompensatory working time without overtime pay provided that there is an\novertime work to be done in his Section.\u003C\u002Fp>\n\n\u003Cp>4. The employee shall be granted by his supervisor not less than two (2)\ndays from his accrued leave, in excess of the applicable mourning leave, for\ntransportation to and from the place of the occurrence of death if the\nsituation warrants such a leave compensatory time off may be granted per sub\narticle (3) above.\u003C\u002Fp>\n\n\u003Cp>5. In the case of death of any other relative or friend, an employee shall\nbe granted by the supervisor up to eight (8) hours leave deductible from his\naccrued annual leave or compensatory time-off per sub article (3) above to\nattend the funeral.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>10.6.2 Funeral Leave and Expenses:\u003C\u002Fp>\n\n\u003Cp>1. In the case of death of an employee, work load permitting, his colleagues\nin the same cost centre shall be granted by their respective supervisors four\n(4) hours mourning leave with pay to attend funeral.\u003C\u002Fp>\n\n\u003Cp>2. When the employee or his spouse or his natural or adopted child dies, the\nUndertaking shall provide car to transport coffin. However, if for various\nreason the Undertaking cannot supply ETB 1,000 (for Addis Ababa) or ETB 2,000\n(for out of Addis Ababa) in cash as appropriate will be granted to the employee\nor the family of the deceased employee. In addition, the Undertaking shall\nprepare funeral wreath or provide the money for the purchase of same as\nappropriate if the employee or his spouse dies.\u003C\u002Fp>\n\n\u003Cp>3. Where the deceased employee doesn't have families his place of residence\nand the funeral is to take place at a place where the families reside, the\nUndertaking may directly cover the cost of land transport or grant ETB 2,000\n(two thousand) to transport remains of the employee.\u003C\u002Fp>\n\n\u003Cp>4. The Undertaking shall facilitate condition as much as possible to enable\nthe cost -center colleagues to attend the funeral ceremony upon the death of\nthe husband\u002Fwife, biological father\u002Fmother or biological\u002Fadopted child of an\nemployee.\u003C\u002Fp>\n\n\u003Cp>5. Any employee who should leave out of the place of his\u002Fher regular work\nfor the burial of the above enumerated relatives shall be entitled for round\ntrip air ticket.\u003C\u002Fp>\n\n\u003Cp>6. Where any person residing in the employee's home dies, the employee shall\nbe granted by his supervisor up to three (3) days from his accrued annual leave\ncompensatory working time may be granted per paragraph 10.6.1 (3) above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.7\u003C\u002Fp>\n\n\u003Cp>Leave of Absence without Pay\u003C\u002Fp>\n\n\u003Cp>10.7.1 Leave to be Granted for Various Purposes\u003C\u002Fp>\n\n\u003Cp>1. An employee confronted with any of the affairs mentioned under Article\n83(1) and (2) of Proclamation No. 377\u002F2003 shall be granted paid leave in\naccordance with the conditions set under the mentioned provision of the Labor\nLaw.\u003C\u002Fp>\n\n\u003Cp>2. If an employee is summoned by any government authority of the police for\nany other reason or is detained and becomes absent as a result, he shall be\ngranted leave with pay deductible from his accrued annual leave. If he does not\nhave accrued vacation, he will be granted a maximum of seven (7) days\ncompensatory time to work in lieu of the leave he used for the purpose.\nHowever, if the employee is detained as a result of the case he was suspected\nof or summoned for, the Undertaking shall wait for the return of the employee\nto his work up to 6 months.\u003C\u002Fp>\n\n\u003Cp>3. Employees who attend education in accordance with educational assistance\npolicy of the Undertaking shall be given paid leave for the exam time they take\nduring working hours.\u003C\u002Fp>\n\n\u003Cp>4.The employee who is given educational leave as per Artilce10.7.1.3 should\npresent the necessary certificate.\u003C\u002Fp>\n\n\u003Cp>10.7.2 Marriage Leave:\u003C\u002Fp>\n\n\u003Cp>A. An employee who conducts his marriage will be granted four (4)\nconsecutive days leave with pay for his marriage.\u003C\u002Fp>\n\n\u003Cp>B. Any employee should notify his planned date of marriage to the\nUndertaking in advance and submit evidence to prove that he conducted the\nmarriage within the leave days granted to him.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>10.7.3 Leave for Union's Business\u003C\u002Fp>\n\n\u003Cp>In addition to those leaves for Trade Union representatives recognized under\nthe Labor Law, the following leaves shall be granted to Union leaders to\nexecute the tasks of the Union:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A. A leave of 4 hours shall be granted every year to all members of the\nUnion to attend the annual meetings and\u002For elect union officers. The leave\nshall be given for the date on which agreement has been reached between the\nUndertaking and the Union.\u003C\u002Fp>\n\n\u003Cp>B. Where the Union desires to hold extra-ordinary meetings, it may do so\nafter the prior approval of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>C. A leave of 4 hours shall be granted per week to the members of the\nexecutive committee members of the Trade Union.\u003C\u002Fp>\n\n\u003Cp>D.The executive committee members of the Union may hold extraordinary\nmeetings after the prior approval of the Undertaking. However, such meetings\nshall not take place more than once per 3 months.\u003C\u002Fp>\n\n\u003Cp>E.The Union may call a meeting of the Council of Union and shop stewards\nonce every three months. The Undertaking shall grant a leave of 3 hours for\nsuch purpose.\u003C\u002Fp>\n\n\u003Cp>F.A leave of half day shall be granted every day to one executive committee\nmember of the Union to carry out office duties of the Union.\u003C\u002Fp>\n\n\u003Cp>10.8.\u003C\u002Fp>\n\n\u003Cp>Leave of Absence without Pay\u003C\u002Fp>\n\n\u003Cp>10.8.1General\u003C\u002Fp>\n\n\u003Cp>A. An employee shall be entitled to leave without pay only after he has\nserved six consecutive months in the Undertaking. If the service period is less\nthan six months, it shall be treated in accordance with the Proclamation.\u003C\u002Fp>\n\n\u003Cp>B. An employee shall not be granted leave without pay before utilizing his\naccrued annual leave.\u003C\u002Fp>\n\n\u003Cp>10.8.2 Conditions for Granting the Leave\u003C\u002Fp>\n\n\u003Cp>A .Leave without pay will be granted on exceptional and serious cases as\ndetermined by the Undertaking. However, such leave shall not be granted in\nexcess of sixty (60) consecutive days in a given year. During any leave without\npay, the employee's name shall continue to be carried on the payroll. The\nemployee's seniority, pass privileges and other accrued service credits shall\nbe retained.\u003C\u002Fp>\n\n\u003Cp>B .An employee given up to four (4) days leave without pay may be allowed to\ncompensate such leave within two months provided that there is overtime work in\nhis section.\u003C\u002Fp>\n\n\u003Cp>C. In all case where leave without pay is granted a letter shall be written\nto the employee settling forth the type Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>Article 11 Medical Costs and Insurance Scheme\u003C\u002Fh3>\n\n\u003Cp>11.1\u003C\u002Fp>\n\n\u003Cp>Medical Expense\u003C\u002Fp>\n\n\u003Cp>The Undertaking shall pay 100% of the medical expenses or maintain a\nself-issuance scheme for medical benefits listed under (Appendix …….) of\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>11.2\u003C\u002Fp>\n\n\u003Cp>Medical Treatment, Pharmaceuticals & Hospitalization Costs\u003C\u002Fp>\n\n\u003Cp>11.2.1 Treatment and Hospitalization\u003C\u002Fp>\n\n\u003Cp>A. An employee who requires treatment in or admission to a clinic or a\nhospital shall be given a letter requesting for treatment or admission to any\nrecognized clinic or hospital with which the Undertaking has credit\narrangement.\u003C\u002Fp>\n\n\u003Cp>B. The Undertaking will make arrangements for credit facilities with\nhospitals in places where employees are assigned within Ethiopia. Where\narrangements could not be made, the Undertaking will authorize expenditure for\nthis purpose. Where there are no facilities, employees will be treated at the\nnearest hospital in the area.\u003C\u002Fp>\n\n\u003Cp>11.2.2 Where any employee gets illness out of his work station and submit\nmedical certificate after getting treatment in any nearest hospital in the\nlocality and the certificate is acceptable to the medical division, his cost\nshall be reimbursed to the maximum insurance coverage this policy permits. The\nemployee should request for refund within 2 months period of time from the date\nthe medical certificate was issued.\u003C\u002Fp>\n\n\u003Cp>11.2.3 If the hospitalization charges of an employee exceed the medical\nallowance limits provided for under (Appendix …….) hereto, the Undertaking\nshall pay the excess up to ETB 5,000 (five thousands) or up to three (3)\nmonths' salary of the employee whichever is greater and shall recover same by\ndeducting every month a certain portion of the employee's salary.\u003C\u002Fp>\n\n\u003Cp>11.2.4 The Undertaking shall arrange credit facility with pharmacies to\nenable the employee secure prescribed medicines not available at the clinic or\nhospital he was referred and where he is being treated or at the Undertaking's\nMedical Services Unit.\u003C\u002Fp>\n\n\u003Cp>11.2.5 If an employee who is abroad on company business is ill either as a\nresult of a change of location or where a chronic disease he had becomes acute,\nand if a medical doctor certifies that the illness requires immediate\nattention, the following shall govern payment of medical expenses:\u003C\u002Fp>\n\n\u003Cp>A. The Undertaking shall pay the medical expenses relating the employee's\nillness due to the change of location and claim reimbursement from the\ninsurance company or self-insurance under the medical insurance Scheme. The\nUndertaking shall also bear the expenses in excess of the medical expense\nallowance under the medical insurance scheme provided the employee presents\nvalid documents.\u003C\u002Fp>\n\n\u003Cp>B. If a chronic disease or illness of an employee becomes acute requiring\nimmediate treatment, the Undertaking shall bear the expenses and shall claim up\nto the limits of the insurance plan from the insurance company or Self\nInsurance Scheme and from the employee the portion of the expense that would\nhave been paid had he been treated in Ethiopia. The Undertaking shall\nsettle\u002Fcover the difference.\u003C\u002Fp>\n\n\u003Cp>C. If the employee treated under the conditions set forth in paragraphs \"A\"\nand \"B\" above falls ill at his domicile in the same insurance year, the\nUndertaking shall bear his medical expenses up to the amount that it claimed\nfrom the insurance company provided that the balance of the insurance scheme\nfund does not cover his current medical expenses.\u003C\u002Fp>\n\n\u003Cp>11.2.6 The Undertaking shall contribute 50% of the premium for medical\nexpense of employee's spouse to cover up to ETB 12,000.00 (Twelve Thousand) of\ntheir medical expense.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says about medical care:\u003C\u002Fp>\n\n\u003Cp>The Social Health Insurance Proclamation, passed in 2010, provides medical\nand health services to the workers. All workers are required to be a member of\nsocial health insurance scheme\u003C\u002Fp>\n\n\u003Cp>11.3\u003C\u002Fp>\n\n\u003Cp>Industrial Injuries and Occupational Diseases\u003C\u002Fp>\n\n\u003Cp>Any displacement payment resulted from work injury shall be in accordance\nwith the insurance scheme arranged by the company as per article 109 (1) of\nLabor Proclamation no. 377\u002F2003. The payment shall be effective if the degree\nof displacement is determined by medical board and submitted to the company in\naccordance with article 102 (2) of Labor Proclamation 377\u002F2003. The worker s\nresponsible to follow up the case, get the decision of the medical board, and\nsubmit the decision to the company. Further, the injured worker should report\nto his immediate head about the accident, fill the format prepared for this\npurpose, get signature of his head, and submit the format to the company health\nservice. If there may be a section where immediate boss will not be present in\nthe 2nd and 3rd shift and if work injury is prevailed, the victim worker should\nimmediately fill and sign the format and submit to health service. However,\nhis\u002Fher immediate boss should confirm whether the occurrence of the accident\nwas at work just by next day before 9:00 a. m. The company shall submit copy of\ninsurance premium document to the trade union.\u003C\u002Fp>\n\n\u003Cp>11.3.1 The meaning of 'industrial injury' and 'occupational disease' shall\nbe as stated under the Proclamation.\u003C\u002Fp>\n\n\u003Cp>11.3.2 The Undertaking shall cover all the medical expenses due to\nindustrial injury and occupational disease.\u003C\u002Fp>\n\n\u003Cp>11.3.3 In case of dispute on whether the injury or the disease constitutes\nan 'industrial injury' or a 'occupational disease', a panel of three (3)\ndoctors agreed upon both by the employee and the Undertaking shall jointly\nexamine the issue and their decision shall be final.\u003C\u002Fp>\n\n\u003Cp>1 1.3.4 The Undertaking shall, based on the recommendations of a certified\ndoctor attending the patient, pay all medical, pharmaceutical, hospital and\u002For\nother related expenses for industrial injuries and occupational diseases. Such\nan employee shall be sent abroad for further treatment by a medical institution\nselected by the Undertaking upon the recommendations of a Medical Board and in\naccordance with government regulations and directives prevailing on the matter.\nThe Undertaking shall select the medical institution to which the employee\nshall be sent. As far as possible, prior arrangements and preparations with the\nselected medical institution shall be done to avoid inconveniences on the\nemployee and to ensure his due treatment and safe return.\u003C\u002Fp>\n\n\u003Cp>11.3.5 Where an employee sustains an industrial injury or occupational\ndisease, the following shall apply;\u003C\u002Fp>\n\n\u003Cp>A. The employee shall receive fully pay during the first twelve (12) months\nthat he is absent from work effective from the date on which the employee was\nrequired to cease work due to the industrial or occupational\u002Fprofessional\ndisease.\u003C\u002Fp>\n\n\u003Cp>B. If, at the end of said twelve (12) months period, the employee is still\nunable to return to work, he shall receive, for a further period of nine (9)\nmonths, seventy five percent (75%) of his salary. Said amount shall be\nincreased by five percent (5%) for each full year of service completed with the\nUndertaking, up to a maximum of his one month salary.\u003C\u002Fp>\n\n\u003Cp>C. If the employee is unable to return to work after the periods mentioned\nin paragraphs \"A\" and \"B\" above, or if in the meantime he is declared medically\nunfit for work, he shall be entitled to benefits in accordance with the\ninsurance Scheme (Appendix …….) of this Agreement.\u003C\u002Fp>\n\n\u003Cp>D. The above periodic payments may be terminated from an employee requested\nor who is actually receiving such payments on the following grounds:\u003C\u002Fp>\n\n\u003Cp>1. If he refuses to report for treatment and examination or if he acts with\nnegligence or if without any serious reason he tries to hinder the\ntreatment;\u003C\u002Fp>\n\n\u003Cp>2. If he behaves in such a way that he delays his recovery; or\u003C\u002Fp>\n\n\u003Cp>3. If he infringed the directives issued by relevant officials concerning\nemployees who sustained industrial injuries.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>11.3.6 Disputes on disability percentage shall be settled in accordance with\nthe decisions of the Medical Board concerned.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>11.3.7 In case of disability or death the employee or his legal heirs, as\nthe case may be, entitled to the benefit laid down under the Undertaking's\nGroup Accident Insurance Scheme (GAS) policy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>1 1.3.8 An employee who suffered an industrial injury or a professional\ndisease shall present a certificate approved the Undertaking's doctor\ntestifying that he is fit to return to work.\u003C\u002Fp>\n\n\u003Cp>11.3.9 An employee who is injured while on duty or sustains an occupational\u002F\nprofessional disease shall report such injury or disease within time limit\nmentioned in Article 10.4.2.\u003C\u002Fp>\n\n\u003Cp>11.3.10 An employee who is unable to be working on his assigned job due to\nan industrial injury will be assigned on any job for which he is qualified.\nHowever, where such employee is assigned on a position which has a lower job\ngrade\u002Fclassification, Article 10.4.9 of this Agreement shall apply.\u003C\u002Fp>\n\n\u003Cp>11.4\u003C\u002Fp>\n\n\u003Cp>Non-Occupational Accident & Injury\u003C\u002Fp>\n\n\u003Cp>11.4.1 The Undertaking shall pay full premium for benefits regarding non-\noccupational accidents or injuries arising off duty, handle the administrative\nworks and give the employee's benefits as indicated in (Appendix …….) of\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>11.4.2 Conditions stipulated under Articles 11.3.7, 11.3.9 and 11.3.10 above\nshall also apply for non-occupational accidents and injuries arising off\nduty.\u003C\u002Fp>\n\n\u003Cp>11.4.3 Group Accident Insurance Plan(GPA)\u003C\u002Fp>\n\n\u003Cp>1.The Group Accident Insurance Plan (GPA) set forth in (Appendix …….)\nhereto and maintained by the Undertaking shall be considered as a plan covering\nemployees benefits regarding non-occupational accidents or injuries arising off\nduty and\u002For industrial injury or occupational disease.\u003C\u002Fp>\n\n\u003Cp>.A. The Undertaking shall cover medical expenses related to the treatments\nand costs for complications of a female employee during her period of pregnancy\nup to her delivery. (but doesn't include the costs associated with the newly\nborn baby).\u003C\u002Fp>\n\n\u003Cp>B. i. Cost Sharing Scheme\u002FPolicy\u003C\u002Fp>\n\n\u003Cp>The Undertaking and the out patient employees shall respectively cover 85%\nand 15% where an employee takes out patient medical service at Medical Services\nUnit for doctor's visit and laboratory fees.\u003C\u002Fp>\n\n\u003Cp>ii. Eye glass frame cost & the Limit\u003C\u002Fp>\n\n\u003Cp>a. The employee shall cover 10% of the cost of an eye glass frame that costs\nup to ETB 1,000. However, the employee shall fully bear the cost of an eye\nglass frame in excess of ETB 1,000.\u003C\u002Fp>\n\n\u003Cp>b.The Undertaking shall fully cover cost of lens and other eye\ntreatments.\u003C\u002Fp>\n\n\u003Cp>iii. Dental Replacement and Treatment Costs\u003C\u002Fp>\n\n\u003Cp>a. The Undertaking shall cover costs of dental treatment up to removal of a\ntooth. However, cost of dental replacement and related costs shall be covered\n92% by the Undertaking and the remaining 8% by the employee.\u003C\u002Fp>\n\n\u003Cp>b. The total cost of dental replacement of an employee shall not exceed ETB\n10,000 per year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.5\u003C\u002Fp>\n\n\u003Cp>HIV\u002FAIDS Policy\u003C\u002Fp>\n\n\u003Cp>i) Realising the negative effects HIV\u002FAIDS has caused to humanity world\nover, the Company and the Union agree to establish and maintain a work place\nHIV\u002FAIDS policy to protect and safe guard employees against the scourge and its\nrelated stigma.\u003C\u002Fp>\n\n\u003Cp>ii) The policy shall:\u003C\u002Fp>\n\n\u003Cp>a) Establish a non-discriminatory environment in which employees living with\nHIV\u002FAIDS are able to be open about their status without fear of stigma or\nrejection.\u003C\u002Fp>\n\n\u003Cp>b) Promote the understanding that HIV and Aids shall be treated like any\nlife threatening condition and that employees living with HIV\u002FAIDS have the\nsame rights and obligations.\u003C\u002Fp>\n\n\u003Cp>c) Ensure that where cases of prejudice and victimization occur due to\none’s health status, management shall take disciplinary action against those\nconcerned.\u003C\u002Fp>\n\n\u003Cp>d) Ensure that no applicant for employment shall be discriminated against in\nthe selection process on account of his\u002Fher HIV\u002FAIDS status\u003C\u002Fp>\n\n\u003Cp>e) No employee shall be dismissed because he\u002Fshe has been identified as an\nAIDS victim.\u003C\u002Fp>\n\n\u003Cp>f) No employee shall be removed from their normal place of work or from\ntheir normal duties, or isolated because on account of their HIV\u002FAIDS\nstatus.\u003C\u002Fp>\n\n\u003Cp>g) Employees affected by HIV\u002FAIDS may under exceptional circumstances, and\nonly on the advice of a medical practitioner be retired on medical grounds or\ntransferred to an alternative section when and if the employee concerned has\nbeen identified as a risk to others in the work place or where his\u002Fher health\ninterests would be better in an alternative function.\u003C\u002Fp>\n\n\u003Cp>h) Put in place measures including education, training, and awareness\ncreation and counselling to ensure that transmission of HIV\u002FAIDS at the\nworkplace is minimized or avoided.\u003C\u002Fp>\n\n\u003Cp>iii) Employees shall be counselled and notified that no HIV\u002FAIDS victim\nshall be treated unfairly with regard to:\u003C\u002Fp>\n\n\u003Cp>a) Recruitment procedures, advertising and selection and appointment\ncriteria.\u003C\u002Fp>\n\n\u003Cp>b) Remuneration, employment benefits and terms and conditions of\nemployment.\u003C\u002Fp>\n\n\u003Cp>c) Training and development\u003C\u002Fp>\n\n\u003Cp>d) Performance evaluation systems, promotion, transfer and demotion.\u003C\u002Fp>\n\n\u003Cp>e) Job assignments\u003C\u002Fp>\n\n\u003Cp>f) Disciplinary measures.\u003C\u002Fp>\n\n\u003Cp>iv) HIV\u002FAIDS testing and confidentiality\u003C\u002Fp>\n\n\u003Cp>a) The Company shall neither require any employee to be tested for HIV\u002FAIDS\nnor demand that medical examination be taken on any person to ascertain the\nHIV\u002FAIDS status before employment.\u003C\u002Fp>\n\n\u003Cp>b)Where testing is done at the initiative of the employee and the employee\ncontacts management for assistance, the company shall engage the services of an\nAIDS resource centre such as TASO, which shall provide the necessary medical\ncare at the company’s cost.\u003C\u002Fp>\n\n\u003Cp>c)All employees living with HIV or AIDS shall have the right to privacy.\u003C\u002Fp>\n\n\u003Cp>d) An employee, who may discover that he\u002Fshe is HIV+, is under no obligation\nto inform management.\u003C\u002Fp>\n\n\u003Cp>e) An employee with symptoms of HIV or full-blown AIDS may be advised to\nseek the services of a Counsellor employed by the Company for advice on the\n‘wellness programme’ entailing diet and life style, which is designed to\nbolster the health and longevity of employees suffering from different\nailments.\u003C\u002Fp>\n\n\u003Cp>f) Any breach of confidentiality in regard to HIV\u002FAIDS or any other health\nstatus shall be followed by an immediate dismissal and possible prosecution of\nthe officer involved.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 12 Salary, Salary Increment and Employee Incentives\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>12.1.\u003C\u002Fp>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>1.Subject to the definition given to it under the law, \"salary\" shall mean\nthe regular payments that are effected to the employee for the work he\nundertakes as per his employment contract in monthly basis and it doesn't\ninclude other payments, additional payments and allowances and per diems that\nare specified by law.\u003C\u002Fp>\n\n\u003Cp>2. The salary of a month shall be effected on the 16th day of the month for\nthe work that performed up to the 15th day of the next month.\u003C\u002Fp>\n\n\u003Cp>12.2.\u003C\u002Fp>\n\n\u003Cp>Mode and Execution of Payment\u003C\u002Fp>\n\n\u003Cp>1. All employees shall be paid their salary on the last day of each month by\ndirectly depositing to the employees account or in check. The details shall be\ngoverned by the internal policy of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>2. If that day is a weekly rest day or a holiday, it will be paid on the\nlast preceding working day. In the month of September, however, employees will\nbe paid on the Eve of Meskel day.\u003C\u002Fp>\n\n\u003Cp>3. Reimbursement of shortage in the pay of an employee shall be made within\nfive (5) working days from the date reimbursement is requested by the employee.\nHowever, the employee cannot claim any reimbursement after the lapse of six (6)\nmonths.\u003C\u002Fp>\n\n\u003Cp>12.3.\u003C\u002Fp>\n\n\u003Cp>Payroll Deductions\u003C\u002Fp>\n\n\u003Cp>1. Salary of any employee shall not be deducted except as per the conditions\nand terms that are determined by the law, policy of the Undertaking and this\nAgreement and unless based up on the written request or agreement of the worker\nto that effect.\u003C\u002Fp>\n\n\u003Cp>2. In case the employment contract of an employee is terminated before the\ndebt that should be settled from the employee in relation to training or any\nother debt is collected, the Undertaking can deduct the commensurate debt\namount from the salary of the employee or any other payment to be due to the\nemployee or withhold or off set from such payments.\u003C\u002Fp>\n\n\u003Cp>3. The Undertaking shall deduct the necessary amount from the salary of the\nemployee and transfer same to the account of the Union if and only if the\nemployee requests the Undertaking to deduct the Union contribution from his\nsalary in written and signed request form. Up on the request of the Union or\nthe employee concerned, the Undertaking shall stop deducting the amount of\ncontribution from the monthly salary of the employee and start effecting the\nfull salary to the employee.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>12.4.\u003C\u002Fp>\n\n\u003Cp>Annual Salary Increment\u003C\u002Fp>\n\n\u003Cp>1. The Undertaking shall, upon considering employees productivity, the\nquantity and quality of production and the growth of annual profit, make annual\nsalary increment for all employees valid for 3 years. This salary increase\nshall be enforceable starting the budget year in which this Agreement is\nsigned.\u003C\u002Fp>\n\n\u003Cp>2. The Undertaking makes an annual salary increase per this Agreement\nprovided that a minimum of ETB 140,000,000 (One Hundred Forty Million Birr)\nprofit is achieved after applicable profit tax, government dividend and legal\nreserve are deducted from the net profit in the given fiscal year ended.\u003C\u002Fp>\n\n\u003Cp>3. Up on confirming that the Undertaking has performed successfully in the\nbudget year and earned the above net profit of ETB 140,000,000.00 (One Hundred\nForty Million Birr), general salary increment shall be effected in the\nfollowing manner:\u003C\u002Fp>\n\n\u003Cp>> For employees who earn up to ETB 2,000 salary increment of 8%;\u003C\u002Fp>\n\n\u003Cp>> For employees who earn a monthly salary of more than ETB 2,000\u003C\u002Fp>\n\n\u003Cp>and up to ETB 4,000increment of 7 %; and\u003C\u002Fp>\n\n\u003Cp>> For employees who earn more than ETB 4,000...,,,,,,,increment of 6 %\u003C\u002Fp>\n\n\u003Cp>4. If the Union is has any concerns on the salary increment, it may file its\ngrievances to the Corporate Human Resources Management Division of the\nUndertaking within one month period of time after the effective date of the\nsalary increment.\u003C\u002Fp>\n\n\u003Cp>5. In consideration of the cost of living standard and based on the\nnecessary study, the Undertaking may revise the amount of salary payment it\npays to its employees.\u003C\u002Fp>\n\n\u003Cp>6. Nothing in this Agreement shall be construed to prevent the Undertaking\nfrom establishing additional salary grades or from assigning a job at a higher\nor lower classification on the basis of the contents of the job or from opening\nor establishing new positions or from changing job titles, other than those\nwhich are currently in effect . However, the Undertaking shall not exercise\nthis right with an intent to adversely affect the employee's present or future\nbenefits and progress.\u003C\u002Fp>\n\n\u003Cp>7. The salary increment mentioned under sub article 3 above will be\napplicable until the employee reaches the range maximum.\u003C\u002Fp>\n\n\u003Cp>8. According to this agreement, an employee is entitled for annual salary\nincrease provided that he\u002Fshe serves the Company for 6 months within the budget\nyear on a permanent basis and his name is active on payroll list or whose\nemployment contract is not terminated for any ground on the effective date of\nthe increment.\u003C\u002Fp>\n\n\u003Cp>9. Without prejudice to sub-article (7) above, if an employee's current\nsalary exceeds the range maximum of the salary scale set for the position he\nholds, he shall be paid his one month salary as a onetime bonus and shall not\nbe entitled to annual increment.\u003C\u002Fp>\n\n\u003Cp>10. Employees whose salary increment may exceed their current position range\nmaximum due to annual increment to be made per this Agreement shall receive\nonly the amount in excess of the range maximum multiplied by 12 months as a\nonetime payment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.5.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Productivity Bonus\u003C\u002Fp>\n\n\u003Cp>1. The Undertaking, upon evaluating the productivity and performance ratings\nof the employee, shall pay an incentive of one to three months' salary of the\nemployee as a bonus in order to motivate them for additional outcome and\nproductivity based on the applicable policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. With regards to the eligibility criteria for bonus and the conditions of\npayment, it shall be implemented as per the BSC\u002F ISC policy and procedure of\nthe Undertaking. In particular, the number of unproductive times the employee\nspent during the appraisal period including the overall sick leave days and the\nnumber of other paid or unpaid leaves that are taken or unused under the\nAgreement during the year shall be considered and taken into consideration in\ndetermining the amount of bonus due to each employee.\u003C\u002Fp>\n\n\u003Cp>12.6\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Suggestion Award\u003C\u002Fp>\n\n\u003Cp>When it is confirmed by the Undertaking that an employee has made extra\nordinary effort to establish or create a system that enables to achieve best\noutcomes (such as to prevent theft, minimize waste and save cost and to enhance\nproductivity, efficiency in work and performance, initiate innovative ideas and\ncreate new implementable working techniques and ideas), the Undertaking may\nprovide the employee with special suggestion\u002F award as a token in recognition\nof his suggestion. The implementation details shall be as determined by the\ninternal Policy and Procedures of the Undertaking.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>12.7\u003C\u002Fp>\n\n\u003Cp>Seniority Award\u003C\u002Fp>\n\n\u003Cp>The Undertaking shall acknowledge, appreciate and reward long and dedicated\nservice of its employees with the following awards:\u003C\u002Fp>\n\n\u003Cp>5 years of Service-.......Three [3] Month Basic Pay\u003C\u002Fp>\n\n\u003Cp>10 years of Service-.....Five (5) Months Basic Pay\u003C\u002Fp>\n\n\u003Cp>15 years of Service-.....Five (5) Months Basic Pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 13 Acting Assignment\u003C\u002Fh3>\n\n\u003Cp>13.1\u003C\u002Fp>\n\n\u003Cp>A. Normally, a Supervisor may select from among employees who hold positions\nimmediately next or nearest to a higher position in the organizational\nstructure of his Unit to be assigned to act on a higher position. An employee\nso selected has the obligation to serve in acting capacity.\u003C\u002Fp>\n\n\u003Cp>B. Normally, acting assignment is fairly distributed amongst employees who\nare equally positioned, qualified and efficient to do the job.\u003C\u002Fp>\n\n\u003Cp>C. No acting assignment shall be given for the same acted position.\u003C\u002Fp>\n\n\u003Cp>13.2.\u003C\u002Fp>\n\n\u003Cp>A. The job and pay classification of an employee assigned and serving in\nacting capacity on a higher position shall be the job and pay classification\nheld before such assignment. However, the employee shall be paid an acting pay\nfor the period he acted based the starting salary of the higher position or 12%\nof his own salary or whichever is higher provided he acted in the higher\nposition in excess of fifteen (15) consecutive days. If an employee who\ndiscontinued after acting for fifteen (15) consecutive days again acted on the\nsame position he shall be paid from the date of the second acting\nassignment.\u003C\u002Fp>\n\n\u003Cp>B. An employee assigned to act shall not be entitled to the position\nallowance and other payments other than the payment due to the acted position\nas indicated above.\u003C\u002Fp>\n\n\u003Cp>13.3.\u003C\u002Fp>\n\n\u003Cp>A. In the absence of conditions indicated under Article 13.1 (a) above, if\nan employee is confirmed on a higher position he has been serving continuously\nin acting capacity, his job seniority shall be the first day of the month next\nto the month he was assigned to act on the job. However, he shall not be paid\nretroactively for the period he served in acting capacity.\u003C\u002Fp>\n\n\u003Cp>B. A vacancy occupied on acting basis will remain open for a maximum of 90\ndays. Within this time, the Undertaking must assign employees fit for the\nposition upon competition. However, the mere fact that an employee is assigned\nto act on a vacant position doesn't make him qualified to be assigned on the\nposition permanently.\u003C\u002Fp>\n\n\u003Cp>13.4.\u003C\u002Fp>\n\n\u003Cp>Where an employee acting in a higher grade position is required to work\novertime on his own regular job or in his acting capacity, he shall be paid\novertime for the position he worked. However, overtime worked in an acting\ncapacity shall be paid only for the time the employee is entitled to acting pay\nfor the higher position in accordance with Article 13.2 (a) above.\u003C\u002Fp>\n\n\u003Cp>13.5.\u003C\u002Fp>\n\n\u003Cp>An employee assigned to act on a higher position shall simultaneously\nperform the functions of his own permanent position. However, where it is\napparent that the two functions cannot be performed by one person alone, an\nacting person may be assigned for the employee's permanent position with the\napproval of the SVP or VP of the Division concerned or a person delegated by\nhim.\u003C\u002Fp>\n\n\u003Cp>13.6.\u003C\u002Fp>\n\n\u003Cp>An employee serving in acting capacity shall not be assigned to act on\nanother position. Where such situation occurs and it becomes necessary to\ndesignate an acting, a qualified employee may be selected from another\ndepartment or division for the purpose.\u003C\u002Fp>\n\n\u003Cp>13.7.\u003C\u002Fp>\n\n\u003Cp>An employee who is given an acting assignment shall be advised in writing.\nIf two employees have similar qualification and job grade in the same\ndepartment or division, acting assignment shall be given on rotation basis the\nduration of which shall not exceed one month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 14. Promotion and Transfer\u003C\u002Fh3>\n\n\u003Cp>1. \"Job Promotion\" shall mean the progression an employee can get as a\nresult of being moved from one lower job grade\u002F position to a higher job grade\u002F\nposition in the Undertaking's structure. An employee shall be considered to\nhave been promoted to a higher position when he is transferred or placed from\nhis current lower position to the next higher position as per the conditions\nspecified in Articles\u003C\u002Fp>\n\n\u003Cp>14.1 and 14.2 below.\u003C\u002Fp>\n\n\u003Cp>2. Whenever there is a vacant position in the Undertaking, it shall be\ninternally notified to all interested employees of the Undertaking who fulfill\nthe necessary requirements for them to apply for promotion only for one time\nthrough a JOA notice before same is posted to external applicants. Such vacancy\nannouncement should be posted in a place visible to all employees and\ninterested applicants should file their letter of application within five (5)\nworking days effective from the date of announcement.\u003C\u002Fp>\n\n\u003Cp>3. Where it is found impossible to fill the vacant position with internal\ncandidates as announced once, the Undertaking shall have the liberty to fill\nthe vacant position through external vacancy announcement in which internal\nemployees who can meet the requirements at the time of the new announcement may\nbe allowed to participate with external applicants.\u003C\u002Fp>\n\n\u003Cp>4. Wherever an employee is promoted, transferred or demoted from his\nposition due to any reason, the employee shall be notified by in writing by\ninforming him as to his new job position changes in his salary and benefits,\nthe title of the new position along with the Job description of the new\nposition. Such letter and notices shall serves as a modification of the\nexisting contract of employment between the Undertaking and the employee\nconcerned.\u003C\u002Fp>\n\n\u003Cp>5. Where the employee refused to work at the new department or work station\nto which he was transferred or where the position assumed by the employee is\ncancelled\u002Fbecame redundant for a justifiable reason and where it is impossible\nto transfer him to another job assignments, the Undertaking can terminate the\nemployment contract of the employee by giving notice due to him. In doing so,\nthe Undertaking shall send to the Union a copy of the termination letter or\ngive due notice to it.\u003C\u002Fp>\n\n\u003Cp>6. The Promotion of an employee to a position higher in job classification\nshall be based on the acquisition of the necessary basic qualifications, work\nexperience, ability and the performance result he demonstrated on the position\nhe held previously.\u003C\u002Fp>\n\n\u003Cp>7. Except as stipulated in this Collective Agreement, promotion shall be\nsubject to sub-article 6 above and subject to the availability of a vacant\nposition in the higher classification.\u003C\u002Fp>\n\n\u003Cp>8. No employee shall be allowed to compete for an advertised position within\nhis own department and which is lower in grade than the position he holds.\nHowever, the Undertaking will not prevent an employee desiring to change his\nprofession from competing for such lower position without a good cause.\u003C\u002Fp>\n\n\u003Cp>9. A promoted employee shall be granted a promotional increase of 12% of his\ncurrent salary or the hiring rate of the new position or whichever is\ngreater.\u003C\u002Fp>\n\n\u003Cp>14.2.\u003C\u002Fp>\n\n\u003Cp>Progression Scheme Exams\u003C\u002Fp>\n\n\u003Cp>1. Any employee shall be eligible for progression exam only if he has\naccomplished the minimum service years required to progress next under the\nprogression scheme of the position he currently assumed.\u003C\u002Fp>\n\n\u003Cp>2. Any employee should also meet all the requirements set to be qualified to\ntake the progression scheme exam.\u003C\u002Fp>\n\n\u003Cp>3. An employee who meets those conditions specified in Article 14.2 (1)\nabove and wants to take the progression exam should notify in writing to his\nimmediate supervisor or higher supervisor of his intention to take progression\nexam ten (10) working days before the first day of the applicable progression\nexam month. The supervisor who received the employee's request shall notify the\nemployee in writing of the date, time and place of the exam within ten (10)\nworking days of receiving the request.\u003C\u002Fp>\n\n\u003Cp>4. Any written or practical progression exam shall be conducted as per the\ninternal Policy and procedures of the Undertaking. However, the exam should\nconsider the work experience of the employee while on the job and the trainings\nprovided to him.\u003C\u002Fp>\n\n\u003Cp>5. Should any employee be dissatisfied with the result or the process of any\nprogression exam undertaken per the Scheme, he may file his grievance to the\nUnion before the result is announced or within three (3) days of result\nannouncement.\u003C\u002Fp>\n\n\u003Cp>14.3.\u003C\u002Fp>\n\n\u003Cp>Demotion\u003C\u002Fp>\n\n\u003Cp>1. An employee may be demoted to a lower job grade position where a ground\nfor his termination arises or owing to an agreement reached between the\nemployee and the Undertaking or by a court's decision or at the discretion of\nthe Undertaking or in case where this Agreement or the Proclamation enables the\nUndertaking to terminate him as part of a disciplinary measure and where the\nUndertaking mitigates the penalty and opts for the demotion in lieu of his\ntermination.\u003C\u002Fp>\n\n\u003Cp>2. An employee transferred to a lower grade position at his own request\nreceives the basic salary of the said lower position plus the accumulated\nservice increase he accrued over the years on his previous position. However,\nthe employee shall be given the range maximum of the lower grade position where\nthe total salary calculated exceeds the range maximum of the lower grade\nposition.\u003C\u002Fp>\n\n\u003Cp>3. Lateral transfer or transfer to a lower grade position shall be effective\nas of the date the employee actually assumes the position to do the job.\u003C\u002Fp>\n\n\u003Cp>14.4.\u003C\u002Fp>\n\n\u003Cp>Transfer or Relocation Allowance\u003C\u002Fp>\n\n\u003Cp>1. Where an employee is transferred to a different location or station, the\nUndertaking shall bear all expenses for transportation of the employee, his\nspouse, dependent children and one domestic assistant to such\nlocation\u002Fstation\u003C\u002Fp>\n\n\u003Cp>2. An employee transferred from one location to another shall be entitled to\na shipping\u002Frelocation allowance for him and his family's household goods and\npersonal effects as follows:-\u003C\u002Fp>\n\n\u003Ch3>Article 15 Vacancies and Internal Promotions\u003C\u002Fh3>\n\n\u003Cp>A. As regards internal bidding\u002Fcompetition, an 'open position\u002F a 'job\nopening' shall mean a position advertised by the Undertaking for competition\nafter opting for not to place an employee by promoting, laterally transferring\nor by demoting an employee to fill the open position.\u003C\u002Fp>\n\n\u003Cp>B. For open positions as described in Article 19 above, it is only if the\nemployee candidates fail to meet the requirements of the advertised position or\nfail to pass the examination or interview administered or where there is no\nqualified applicant internally, will the Undertaking consider external vacancy\nannouncement to invite the application of external candidates.\u003C\u002Fp>\n\n\u003Cp>C. A Job Opening Announcement (JOA) shall be posted in a visible notice on\nall bulletin boards of the Undertaking and five (5) working days shall be given\nto interested employees to submit their application from the date of the\nnotice. .\u003C\u002Fp>\n\n\u003Cp>An employee may be allowed to compete for an open position only if he\nfulfills the following conditions:\u003C\u002Fp>\n\n\u003Cp>a. He must possess the required educational qualification requirements and\nrelevant work experience. (The Undertaking may revise\u002Fchange these requirements\nwhen announcing the Job opening for the second time due to the absence of a\nqualified employee in the first announcement. It will notify the Union with a\ncopy of the changes).\u003C\u002Fp>\n\n\u003Cp>b. He must have served on the position he holds at least for one year.\u003C\u002Fp>\n\n\u003Cp>c. Subject to Article 14.1.8, the job grade of the position he holds must be\nequal to or lower than the position opened for competition.\u003C\u002Fp>\n\n\u003Cp>15.3.\u003C\u002Fp>\n\n\u003Cp>If an employee wants to apply for any vacant position that is announced\nwhile he is on leave, he can apply by presenting\u002Fsending his duly signed\napplication to that effect either through facsimile or an e- mail message and\nattachment in a manner that leaves no doubt as to his intention.\u003C\u002Fp>\n\n\u003Cp>15.4.\u003C\u002Fp>\n\n\u003Cp>An employee who has failed to pass the written exam or interview shall not\nbe deemed to have won the bid for the open position merely because he stood\nfirst or because he was just the best from the other candidates given the\nrequirements.\u003C\u002Fp>\n\n\u003Cp>15.5.\u003C\u002Fp>\n\n\u003Cp>An employee who is transferred to higher, lower or similar position can't\noppose his promotion\u002F transfer\u002Fdemotion from the date he is notified in writing\nthat he passed the exam administered for it or the promotion\u002Ftransfer notice is\ndeclared or from the date he is aware of such notices or results. Such an\nemployee can only be placed or re-assigned back to his former position\npermanently through bidding on another JOA as applicable to his previous\nposition.\u003C\u002Fp>\n\n\u003Cp>15.6.\u003C\u002Fp>\n\n\u003Cp>The promotion date (the position seniority) of any promoted employee shall\nbe calculated from the date the promotion letter that declares the employee has\nwon the competition is issued to him or the date he knew of the transfer, but\nsalary shall be calculated from the actual date on which he started the new\njob. The previous department of the employee may not retain him or delay the\nemployee from reporting to the new department for a period more than 1 month\nfrom the date the employee is notified to have qualified for the promotional\ntransfer. However, if the employee is laterally transferred to similar position\nor to a lower grade position, the former department may not retain him for more\nthan two (2) consecutive months.\u003C\u002Fp>\n\n\u003Cp>15.7.\u003C\u002Fp>\n\n\u003Cp>A. The Union shall be made to participate in the Internal Promotion\nCommittee to be established on ad-hoc basis to undertake internal promotions\nand transfers. The composition of the Committee shall be three (3)\nrepresentatives from the Undertaking and two (2) from the Union or two(2) from\nthe Undertaking and one(1) from the Union. If the number of members should\nincrease, this shall be one (1) from the Undertaking and one (1) from the Union\non (1:1) basis. In addition, all matters concerning promotion and transfer of\nemployees shall be determined in accordance with the internal rules and Policy\nof the Undertaking governing such matters. The Undertaking shall issue a\nstandard working procedures (SOP) of the Committee in consultation with the\nUnion. The Committee shall be dissolved upon discharging its duties under such\nworking procedures.\u003C\u002Fp>\n\n\u003Cp>B. For Open positions stated in Article 14 above, the Undertaking shall\ncause an external job opening announcement for external candidates only when\nthe internal candidates fail to meet the requirements set for the advertised\nposition or fail to pass the Examination or interview administered following\nthe first JOA announcement made internally.\u003C\u002Fp>\n\n\u003Cp>C. The Undertaking shall determine the exam date, time and place upon\nfinalizing registration of eligible applicants for open positions.\u003C\u002Fp>\n\n\u003Ch3>Article 16 Job Performance Review and Ratings\u003C\u002Fh3>\n\n\u003Cp>16.1.\u003C\u002Fp>\n\n\u003Cp>Objective\u003C\u002Fp>\n\n\u003Cp>A. To enhance the ethical behaviors, strengthen good sides, correct weak\nsides and enhance the productivity of employees and their contribution to the\nUndertaking;\u003C\u002Fp>\n\n\u003Cp>B. To enable employees to make their own skill evaluation;\u003C\u002Fp>\n\n\u003Cp>C. To identify highly skilled employees, to encourage them, to give them\nappropriate training and to prepare them to higher responsibility; and\u003C\u002Fp>\n\n\u003Cp>D. To provide with professional and performance improvement program to\nemployees who exhibited lower performance score and to take the appropriate\nmeasures if there is no any improvement.\u003C\u002Fp>\n\n\u003Cp>16.2.\u003C\u002Fp>\n\n\u003Cp>The Undertaking shall notify the initiatives and results expected from the\nemployee and the decision or measures it will take as to the nature of the work\nof the employee in its BSC\u002FISC policy and internal rules. The employee shall\nthen be expected to achieve those targets and results as per such requirements.\nThe Union shall make a follow-up to ensure its implementation as per the\npolicy.\u003C\u002Fp>\n\n\u003Cp>16.3.\u003C\u002Fp>\n\n\u003Cp>If the employee is dissatisfied with the decision on his performance review\nor the measures, the procedure to file his grievances shall be as it is shown\nin the BSC\u002FISC policy and internal rules of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>16.4.\u003C\u002Fp>\n\n\u003Cp>The performance evaluation of elected Union leaders shall be filled only\naccording to their terms of employment and based on their performance during\nthe time they spent while on their regular duties.\u003C\u002Fp>\n\n\u003Ch3>Article 17 Grievance Procedure\u003C\u002Fh3>\n\n\u003Cp>17.1\u003C\u002Fp>\n\n\u003Cp>General\u003C\u002Fp>\n\n\u003Cp>1.Any complaint regarding the interpretation or application of the\nUndertaking's policies, rules and regulations, procedures, this Agreement, or\nthe law shall be considered as 'grievance'.\u003C\u002Fp>\n\n\u003Cp>2. The Undertaking, the Union and each employee concerned shall cooperate in\ngood faith in an effort to adjust all grievances as promptly as possible and in\nthe best interest of the parties.\u003C\u002Fp>\n\n\u003Cp>3. A member of the council or shop steward of the Union whose name has been\nsubmitted to the Undertaking through the Union, shall attempt to settle any\ngrievance with concerned Supervisor. If a settlement could not be reached, the\nmatter would be processed through the Grievance submission Procedure set under\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>4. If the Supervisor does not render a decision on a grievance within the\ntime frame specified herein, the employee has the right to refer the grievance\nto the next higher level. This provision applies to all steps of grievance\nsubmissions under the grievance procedure.\u003C\u002Fp>\n\n\u003Cp>5. An employee having a grievance shall present his 1st level grievance to\nthe concerned supervisor within ten (10) working days from when it arises and\nis known to him unless he is absent or prevented by illness or other reasons\nbeyond his control.\u003C\u002Fp>\n\n\u003Cp>6. If an employee or the Union acting on behalf of the employee fails to\nsubmit a grievance in the manner and within the period specified herein, the\nemployee or the Union shall be deemed to have waived the right to do so and the\ncase will not be reviewed thereafter.\u003C\u002Fp>\n\n\u003Cp>7. When handling a given grievance, both the grieving employee and the\nconcerned Supervisor shall use the Grievance Submission Forms provided in\n(Appendix …….) of this Agreement. The Undertaking shall have no duty to\nentertain grievances presented in any other form.\u003C\u002Fp>\n\n\u003Cp>8. The Union will be provided with a copy of the grievance and the decision\nrendered at each level.\u003C\u002Fp>\n\n\u003Cp>9. Any point of grievance that is not raised in the first step can't be\nraised in the second and third steps the grievance during the process.\u003C\u002Fp>\n\n\u003Cp>17.2.\u003C\u002Fp>\n\n\u003Cp>Grievance Submission Procedures\u003C\u002Fp>\n\n\u003Cp>A. An employee having a grievance, not relating to the department In which\nhe works, shall submit same to the concerned department.\u003C\u002Fp>\n\n\u003Cp>B. Except those grievances mentioned under paragraph A' above, all\ngrievances shall be administered under the following procedures.\u003C\u002Fp>\n\n\u003Cp>17.2.1. First Step Grievance\u003C\u002Fp>\n\n\u003Cp>A. An employee who has a grievance shall present his 1st step grievance to\nhis immediate Supervisor within the time frame specified in Article17.1.5 above\nby using the relevant grievance submission form set for the under (Appendix\n…….).\u003C\u002Fp>\n\n\u003Cp>B. The Supervisor shall render his decision within five (5) working days.\u003C\u002Fp>\n\n\u003Cp>C. If the grievance concerns disciplinary action imposed on the employee in\nwriting, the employee may present his grievance to the next higher level of\nauthority.\u003C\u002Fp>\n\n\u003Cp>17.2.2. Second Step Grievance\u003C\u002Fp>\n\n\u003Cp>A. If an employee is not satisfied with the decision given under the 1st\nstep, he may appeal to the next higher level of supervision in writing within\nfive (5) working days from receipt of the decision under step one unless\nprevented by reasons beyond his control.\u003C\u002Fp>\n\n\u003Cp>B. Unless it is beyond his control, the concerned Supervisor shall review\nthe case and render his decision in writing within five (5) working days of\nreceipt of the appeal. He may call both the employee concerned and his\nimmediate supervisor to discuss the points of grievance with them. Where\npossible, the Supervisor shall exert all efforts to settle the grievance\namicably.\u003C\u002Fp>\n\n\u003Cp>17.2.3 Third Step Grievance\u003C\u002Fp>\n\n\u003Cp>A. If no amicable settlement is reached at the 2nd step, the Union or the\nemployee, unless prevented by a reason beyond its control, shall submit the\ngrievance to the Labor Relations department within five (5) working days by\nfilling in the form. The Labor Relations Department shall submit the grievance\nwithin 10 (ten) working days to the concerned Executive Officer\u002FVice President\nof the Division.\u003C\u002Fp>\n\n\u003Cp>B. The highest supervisor, after having discussion with the employee or\nrepresentative of the union and doing everything necessary, shall give a\ndecision he considers fit both for the Undertaking and the concerned employee\nwithin twenty (20) working days of receipt of the grievance. This decision\nshall be final and binding within the Undertaking.\u003C\u002Fp>\n\n\u003Ch3>Article 18 Per Diem\u003C\u002Fh3>\n\n\u003Cp>18.1.\u003C\u002Fp>\n\n\u003Cp>Per Diem shall be paid to employees to cover meal, lodging, transport,\nembarkation fee and other similar necessary expenses when he is sent outside\nhis domicile for the business of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>18.2.\u003C\u002Fp>\n\n\u003Cp>He shall take per diem in advance. Arrangements for advance payment or\nauthority for payment at the site shall be made whenever his days of duty are\nextended.\u003C\u002Fp>\n\n\u003Cp>18.3.\u003C\u002Fp>\n\n\u003Cp>Other per diem and allowances shall be applicable to the eligible employees\nas per the policy of the Undertaking.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Article 19 Transport\u003C\u002Fh3>\n\n\u003Cp>19.1.\u003C\u002Fp>\n\n\u003Cp>For the regular day shift employees, the Undertaking shall provide transport\nservice to and from place of work based on the transport dispatch circles\ndetermined by the Undertaking. However, on regular working hours, if the\nUndertaking is unable to do so for reasons beyond its control, the employee has\nthe responsibility to report to his place of work. Unavailability of transport\nservice shall not be an excuse for absence of the employee from his work\nplace.\u003C\u002Fp>\n\n\u003Cp>19.2.\u003C\u002Fp>\n\n\u003Cp>The Undertaking shall arrange transport service to and from place of work to\nemployees assigned on night shifts to the extent that their residence is\nconvenient for Company vehicles.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-MEALALL_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch3>Article 20 Meals Provision\u003C\u002Fh3>\n\n\u003Cp>a) The Company shall provide meals to employees while on Company duty.\u003C\u002Fp>\n\n\u003Cp>b) The meals include break-tea\u002Fcoffee, lunch or supper.\u003C\u002Fp>\n\n\u003Cp>c) These meals will be provided at no cost to the employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 21 Productivity\u003C\u002Fh3>\n\n\u003Cp>21.1.\u003C\u002Fp>\n\n\u003Cp>The Undertaking shall train its employees and endeavor to provide all that\nis required to increase their productivity. It shall also take all necessary\nmeasures for the protection of the health, safety and dignity of the\nemployees.\u003C\u002Fp>\n\n\u003Cp>21.2.\u003C\u002Fp>\n\n\u003Cp>The Undertaking shall determine the standard of quality and the speed\nrequired to perform assignments. Such speed and quality, however, shall be\nrecorded in advance.\u003C\u002Fp>\n\n\u003Cp>21.3.\u003C\u002Fp>\n\n\u003Cp>An employee shall perform his assignment in accordance with the standard of\nquality and speed required. Where standard of quality or speed is not\nestablished or where it is not possible to establish such standard, the\nemployee shall perform his assignment diligently and carefully with\nsatisfactory standard of quality and speed.\u003C\u002Fp>\n\n\u003Cp>21.4.\u003C\u002Fp>\n\n\u003Cp>The Undertaking and the Union shall jointly give the necessary assistance to\npromote the physical well-being and sporting culture and thereby productivity\nof employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Article 22 Training and Progression Schemes\u003C\u002Fh3>\n\n\u003Cp>22.1.\u003C\u002Fp>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>\"Training\" shall mean any career or skill development training including\neducational courses provided within or out of the Undertaking while on his work\nor out of work for short or long period of time.\u003C\u002Fp>\n\n\u003Cp>22.2.\u003C\u002Fp>\n\n\u003Cp>Conditions and Requirements for Training\u003C\u002Fp>\n\n\u003Cp>1. The Undertaking shall provide any training that it deems necessary for\nthe work and the employee shall be in duty to take such training.\u003C\u002Fp>\n\n\u003Cp>2. The Union shall ensure that there is a clearly set requirement and the\nprocedure is followed as per the Undertaking's policy during the time of\nselecting employees for training that requires competition.\u003C\u002Fp>\n\n\u003Cp>3. Trainings specified on progression schemes shall be provided only for\nthose employees who are so assigned by the Undertaking and who are willing to\nsign special agreement\u002F commitment bond to serve for the Undertaking for\nspecific period of time after completion of the training. However, the\neligibility requirements that are needed for taking trainings that require\nspecial agreement\u002F commitment bond shall be as determined by the internal\npolicy and regulations of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>4. Any employee who is selected for and participated in any training that\ntakes more than one month period shall be obliged to submit a short report\nabout the training process and the lesson he has learnt to his immediate\nsupervisor within one week as of the end of his training .\u003C\u002Fp>\n\n\u003Cp>22.3.\u003C\u002Fp>\n\n\u003Cp>Progression Schemes\u003C\u002Fp>\n\n\u003Cp>The Undertaking shall prepare a progression scheme of every position and\nshall notify the Union in case of any change in the progression schemes by\nsending an approved copy of same.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 23 Termination of Employment Contract\u003C\u002Fh3>\n\n\u003Cp>23.1.\u003C\u002Fp>\n\n\u003Cp>Grounds for Termination\u003C\u002Fp>\n\n\u003Cp>An employment contract shall be terminated either by the initiation of the\nUndertaking or of the employee or as a result of the conditions stipulated\nunder the provisions of the Proclamation or this Agreement or by a specific\nagreement made between the Undertaking and the employee concerned.\u003C\u002Fp>\n\n\u003Cp>23.2.\u003C\u002Fp>\n\n\u003Cp>Termination of Employment Contract by the Undertaking\u003C\u002Fp>\n\n\u003Cp>1. The Undertaking can terminate the employment contract in accordance with\nthe grounds that are deemed sufficient grounds for termination under the\nrelevant laws and upon giving the necessary notice to the employee.\u003C\u002Fp>\n\n\u003Cp>2. Subject to the conditions set forth under the Proclamation and other\nrelevant labor laws, the Undertaking can terminate the employment contract of\nany employee without giving notice due to any the occurrence of any one of the\ngrave offences warranting termination as enumerated in the Appendices of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>3. Upon terminating the employment contract of any employee as a result of a\nfault of the latter, the Undertaking shall issue a letter of termination to the\nemployee stating the effective date and reasons for his termination within 30\nworking days of the decision to that effect after the end of investigation, if\nany.\u003C\u002Fp>\n\n\u003Cp>4. The notice of termination shall to be served to the employee in person.\nHowever, if it is not possible to find the employee or the employee refuses to\naccept the notice, the notice shall be posted on the bulletin board of the\nplace where the employee works for 10 calendar days; and if he fails to appear\nin person and collect the notice within such period of time, it shall be\nconsidered as it has been served to him and same shall be attached to the\nemployee's file.\u003C\u002Fp>\n\n\u003Cp>23.3\u003C\u002Fp>\n\n\u003Cp>Termination of Employment Contract by Operation of Law or by Agreement\u003C\u002Fp>\n\n\u003Cp>1. The employment contract of any employee shall be immediately terminated\nupon the death of the employee or where he retires as per the relevant law or\nif the Undertaking is closed permanently due to bankruptcy or any other reason\nor confirming that the employee can't perform his work due to partial or full\ndisability.\u003C\u002Fp>\n\n\u003Cp>2. Any employee and the Undertaking may terminate the employment contract by\na specific written agreement made between them or in accordance with the\nconditions provided under this Agreement.\u003C\u002Fp>\n\n\u003Cp>1. Where an employee attains the age of official retirement as specified by\nthe relevant law, his employment contract shall terminated automatically by\noperation of the law.\u003C\u002Fp>\n\n\u003Cp>2. As it is shown in above paragraph, the Undertaking shall serve a written\nnotice to retiring employees to be separated on ground of retirement 12 months'\nbefore their official separation date. The employee should also require to\nfulfill the necessary formalities at the time he left with six months' period\nfor retirement.\u003C\u002Fp>\n\n\u003Cp>3. Notwithstanding to sub article 1 of this provision, where the employee\nrequests to be separated from the Undertaking on ground of early retirement\nbased on his own will in accordance with the Public Servants' Law before his\nage is reached to official retirement age, he shall notify the Undertaking by\ngiving a 30 calendar days advance notice advising his desire to be retired.\nUpon reviewing the request of the employee in line with the conditions required\nunder the relevant law and where the Undertaking accepted the request, it shall\nnotify the concerned government authority for his due entitlements and\ncertifies the employee for retirement benefits in the Undertaking.\u003C\u002Fp>\n\n\u003Cp>23.4\u003C\u002Fp>\n\n\u003Cp>Termination of Employment Contract by the Employee\u003C\u002Fp>\n\n\u003Cp>1. Where an employee who completed his probation period wants to resign his\nwork by his own initiation for whatever reason, he shall have the duty to give\nan advance notice of at least 30 calendar days to the Undertaking stating his\nintention to resign. However, the Undertaking may shorten the notice period by\ndeclaring in writing that it has accepted the employee's resignation with a\nspecified effective date.\u003C\u002Fp>\n\n\u003Cp>2. Any employee who resigns from work by his initiation without giving the\nminimum 30 days' advance notice required under sub article (1) above shall be\nliable to pay his 30 days wage to the Undertaking in lieu of the notice as a\ncompensation. The Undertaking may withhold or deduct from final payments due to\nthe employee in order to set off the 30 days notice expected of the\nemployee.\u003C\u002Fp>\n\n\u003Cp>3. Any notice to be served by the employee should be submitted the employee\nto immediate supervisor or head office of the undertaking (Human Resources\nDivision) by letter or registered mail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the law says:\u003C\u002Fp>\n\n\u003Cp>Either party can terminate a contract according to the provisions of the law\nor a collective agreement or by the agreement of the two parties, by serving a\nnotice or paying in lieu thereof. According to the Labour Proclamation, a\ncontract of employment may be terminated on the expiry or completion of the\nfixed term contract or piece work; on worker's death; on lawful retirement of\nthe worker; when the undertaking ceases operation permanently due to bankruptcy\nor for any other cause; or incapacity due to disability.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>23.5\u003C\u002Fp>\n\n\u003Cp>Severance Payments and Certificate of Service\u003C\u002Fp>\n\n\u003Cp>1. Upon termination of employment contract under the conditions of this\nAgreement, the Undertaking shall pay the employee's salary, salary related\npayments and all other payments in line with the relevant laws and its\npolicy.\u003C\u002Fp>\n\n\u003Cp>2. The Undertaking shall issue certificate of service for any terminated\nemployee stating his profession, service period, salary and reason for his\ntermination by attaching his photo, within 15 days from the date the employee\nfinalized the check-out form\u002Fclearance.\u003C\u002Fp>\n\n\u003Cp>3. Regarding an employee who resigns and terminates their employment\ncontract for higher education he got personally:\u003C\u002Fp>\n\n\u003Cp>A. Notwithstanding the provisions of Article 23.1 and 23.4, the Undertaking\nshall not object his resignation if the employee gets the chance for education\nin abroad;\u003C\u002Fp>\n\n\u003Cp>B. An employee who goes abroad for education will be granted one round trip\nspace available air ticket valid for ninety (90) days in accordance with\ncompany policy provided there is no other entity to pay for his\ntransportation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>What the Law says:\u003C\u002Fp>\n\n\u003Cp>The Labour Proclamation provides for severance pay for a worker who has\ncompleted his probation. A worker is entitled to severance pay on contract\ntermination by the employer because he\u002Fshe has ceased its operations\npermanently due to bankruptcy or some other reason; or if the worker's\nemployment contract is terminated against the provisions of law; or if the\nworker is part of the reduced workforce; or If the employer has done something\nunlawful hurting worker's rights; or if his employer has not taken any action\nto secure the health & safety of workers even after being informed about\nthe dangers in the workplace; and if the employment contract is terminated\nbecause of partial or total disability.\u003C\u002Fp>\n\n\u003Cp>The amount of severance pay depends on the length of service and is payable\nat the following rates:\u003C\u002Fp>\n\n\u003Cp>-30 days wages for one year (as well as first year) of service (severance\npay for workers with less than 1 year of service is calculated in proportion to\nthe period of service);\u003C\u002Fp>\n\n\u003Cp>-10 days wages for every additional year of service after the first year\n(however, the total severance pay must not exceed 12 months' wages);\u003C\u002Fp>\n\n\u003Cp>- 60 days wages in addition to the above payments for workers who are\nterminated on grounds of redundancy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Chapter Tree Types and Mode of taking Disciplinary Measures & General\nProvisions\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>Article 24 Disciplinary Offences and Measures\u003C\u002Fh3>\n\n\u003Cp>24.1.\u003C\u002Fp>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>\"Disciplinary Measure\" means a corrective action\u002Fmeasure that the\nUndertaking takes as per this Agreement against any employee for violating this\nAgreement or failing to properly observe the work rules and regulations that\nare issued by the Undertaking or violating the rules that the Undertaking and\nthe Union put in place up on mutual agreement.\u003C\u002Fp>\n\n\u003Cp>24.2.\u003C\u002Fp>\n\n\u003Cp>The Purpose and Procedure of Taking Disciplinary Measure.\u003C\u002Fp>\n\n\u003Cp>A. Both parties have agreed on the importance of discipline for the required\nindustrial peace, productivity of the Undertaking, safety of the employee as\nwell as for best customer service. The Union and the Undertaking have agreed to\nexert their maximum effort jointly and as much as possible in order to teach\nemployees to observe discipline and ethical behavior and prevent them from\ncommitting offence through teaching\u002F making them aware to act in a\nwell-disciplined manner or in order to advise and train them before committing\nan offence.\u003C\u002Fp>\n\n\u003Cp>B. The Undertaking shall take disciplinary measure against an employee for\nthe purpose of:\u003C\u002Fp>\n\n\u003Cp>- Correcting the employee from his offence ,\u003C\u002Fp>\n\n\u003Cp>- Preventing other employees from committing a similar offence,\u003C\u002Fp>\n\n\u003Cp>- Controlling the work environment not to be abused by some, or\u003C\u002Fp>\n\n\u003Cp>- Maintaining good work culture in the Undertaking.\u003C\u002Fp>\n\n\u003Cp>C. The necessary information should be presented and investigated before\ntaking a disciplinary measure against any employee. In addition, before the\nconcerned supervisor makes a decision, the immediate supervisor of the\nconcerned employee should carefully investigate the offense, the seriousness of\nthe offence, behavior of the employee prior to the commission of the offence\nand the objective conditions that caused the offence.\u003C\u002Fp>\n\n\u003Cp>D. In order to make the work activities to be managed with the appropriate\ndiscipline, the Undertaking can take various disciplinary measures as shown in\nthis Collective Agreement through giving verbal\u002Foral warning and advice,\nissuing letters of written warning, salary fines, suspension from work for a\ngiven time and dismissal from employment.\u003C\u002Fp>\n\n\u003Cp>E. The penalty shall be cancelled where it is confirmed that the\ndisciplinary measure was taken without justifiable reason.\u003C\u002Fp>\n\n\u003Cp>24.3\u003C\u002Fp>\n\n\u003Cp>Types of Disciplinary Measures\u003C\u002Fp>\n\n\u003Cp>24.3.1. Oral\u002F Verbal Warning\u003C\u002Fp>\n\n\u003Cp>A. \"Verbal Warning\" shall mean an oral reprimand by his Supervisor or by a\nhigher level supervisor specifically stating the facts for which the employee\nis being reprimanded and quoting the relevant provisions of this Agreement or\ndirectives of the Undertaking which the employee has violated.\u003C\u002Fp>\n\n\u003Cp>B. Any employee who commits simple offences that consequences verbal \u002F oral\nwarning as per this Collective Agreement shall be given oral\u002F verbal warning by\nhis immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>C. Immediate supervisor of the employee shall keep record of the oral\nwarning given by stating the date of the offence, the facts and issues involved\nin the offence and the article of the Collective Agreement violated in any way\nconvenient.\u003C\u002Fp>\n\n\u003Cp>24.3.2. Written Warning\u003C\u002Fp>\n\n\u003Cp>\"Written Warning\"_shall mean a letter addressed to the employee written by\nhis Supervisor, specifically stating the facts for which the employee is being\nreprimanded and quoting the relevant article of this Agreement or directives of\nthe Undertaking which the employee has violated.\u003C\u002Fp>\n\n\u003Cp>24.3.3. Fine\u003C\u002Fp>\n\n\u003Cp>A. \"Fine” shall mean a penalty which takes the form of deducting salary\nfor breach or violation of any of the offences enumerated in (Appendix …….)\nof this Agreement.\u003C\u002Fp>\n\n\u003Cp>B. Fines imposed during the first fifteen (15) days of any month shall be\ndeducted from the employee's salary for the said month and fines imposed after\nthe fifteenth day of any month shall be deducted from the salary of the\nfollowing month.\u003C\u002Fp>\n\n\u003Cp>24.3.4. Suspension from Work\u003C\u002Fp>\n\n\u003Cp>\"Suspension\" means the a disciplinary measure in which an employee is\nsuspended from work and salary as a result of the offence he committed as\nprovided in this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>24.3.5. Suspension for Investigation\u003C\u002Fp>\n\n\u003Cp>\"Suspension for Investigation”_shall mean a measure by which an employee\nis suspended from work per the provisions of this Agreement for the maximum of\n30 working days.\u003C\u002Fp>\n\n\u003Cp>24.3.6. Termination\u003C\u002Fp>\n\n\u003Cp>\"Termination” means the measure in which the Undertaking ends the Contract\nof employment with the employee as per the Proclamation and this Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 25 Execution of Disciplinary Measures\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>25.1. Limitation Period\u003C\u002Fp>\n\n\u003Cp>Except for offences entailing termination of employment contract, when the\nUndertaking confirms that an employee has committed the offence listed in the\n(Appendix …….), it can impose disciplinary measures within 10 working days.\nHowever, if the nature of the offence is such that it cannot be known\nimmediately or if it needs further investigation, the Undertaking shall impose\ndisciplinary measures within five (5) working days from the date the commission\nof the offence is confirmed.\u003C\u002Fp>\n\n\u003Cp>25.2. Application of Punishment\u003C\u002Fp>\n\n\u003Cp>1. All Disciplinary Measures taken against an employee, except verbal\nwarning, shall be communicated to him in writing by his supervisor,\nspecifically stating the facts, the relevant provisions of the Agreement or the\nUndertaking's policy\u002F directives violated, and the measures taken against him.\nThe copy of this will be documented in the personal file of the employee.\u003C\u002Fp>\n\n\u003Cp>2. Where a dismissal action\u002Ftermination measure is taken, if the Undertaking\ncan't issue the termination letter to the employee due to his refusal to sign\nand accept the letter or where he can't be found or disappeared or when the\nUndertaking can't give the letter in person due to the nature of the offence;\nthe termination letter shall be posted for 10 calendar days in an open place on\na notice board around the place where the employee works. A Memo to File note\nshall be attached on the copy of the letter stating that it is posted and same\nwill be filed in the personal file of the employee.\u003C\u002Fp>\n\n\u003Cp>3. A. An employee who committed or is suspected to have committed an Offence\nthat needs further investigation and warrants automatic termination may be\nsuspended up to 30 working days with pay if the supervisor believes that\nkeeping such employee will create inconvenience for the investigation or may\nresult in additional problem to the operation. The suspension letter shall be\napproved by the Vice President or Executive Officer concerned.\u003C\u002Fp>\n\n\u003Cp>B. The case of a suspended employee shall be forwarded through Labor\nRelations department to the ad-hoc Discipline Committee jointly established by\nthe Union and the Undertaking. This Committee will have representatives\ndesignated both by the Undertaking and the Union in 3:2 ratio and the\nChairperson will be elected jointly.\u003C\u002Fp>\n\n\u003Cp>C. Upon reviewing the case submitted to it, the Discipline Committee shall\nsubmit its recommendations to the Chief Executive Officer (CEO) as to the\ndisposal of the case within 10 days from the receipt of the case.\u003C\u002Fp>\n\n\u003Cp>D. In case the Committee fails to submit its recommendations for any reason\nwithin the time stipulated above, the case shall be forwarded to the Chief\nExecutive Officer (CEO) for his final decision.\u003C\u002Fp>\n\n\u003Cp>E. The Chief Executive Officer (CEO) shall have the power to endorse, modify\nor completely reverse the opinion of the Discipline Committee and render a\ndecision he thinks appropriate for the case.\u003C\u002Fp>\n\n\u003Cp>F. under this provision, an employee shall be put on suspension status for\nmore than 30 working days. The case of a suspended employee will be executed\nper the final decision of the Chief Executive Officer.\u003C\u002Fp>\n\n\u003Cp>4. The employee who is suspended or subjected to termination as per this\nCollective Agreement shall return his Company ID card and security pass upon\nreceiving the letter. In addition, the employee shall not have the right to\nkeep or use the property of the Undertaking which are found under his\npossession in whatsoever way.\u003C\u002Fp>\n\n\u003Cp>5. A suspended employee shall be entitled to all the rights and benefits\nthat other employees are entitled to during the suspension period. But, such an\nemployee is not entitled to ticket benefits for himself. However, the ticket\nbenefits regarding his eligible family members will remain unaffected.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Chapter Four Miscellaneous Provisions\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 26 Disputes in relation to Interpretation or Implementation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Any disputes between the parties hereto regarding the interpretation or\napplication of this Agreement will be settled through consultation meetings and\ndiscussions between the Undertaking and the Union.\u003C\u002Fp>\n\n\u003Cp>2. If not settlement can be reached between them, the dispute shall be\nsettled in accordance with the Proclamation.\u003C\u002Fp>\n\n\u003Ch3>Article 27 Repealed Agreements\u003C\u002Fh3>\n\n\u003Cp>1. The previous Collective Agreement is fully repealed and replaced with\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>2. This is the only comprehensive and sole agreement between the Undertaking\nand the Union. Therefore, all the written agreements made previously between\nthe Undertaking and the Union, the amendments made to the previous Collective\nAgreement and any understandings of the parties that were considered as an\nintegral part of such agreement and all the procedural rules, standards and\ncustomary practices issued based on the previous Collective Agreement so far\nare repealed and replaced entirely with the present Collective Agreement.\u003C\u002Fp>\n\n\u003Ch3>Article 28 Legally Prevailing Version\u003C\u002Fh3>\n\n\u003Cp>In case there appears any variance between the Amharic and English versions\nof this Agreement, the Amharic version shall prevail and have a legally binding\neffect. \u003C\u002Fp>\n\n\u003Cp>Article 29 Validity Period of the Agreement\u003C\u002Fp>\n\n\u003Cp>This Agreement shall remain valid for three consecutive years effective from\nthe date it is registered as per the relevant law.\u003C\u002Fp>\n\n\u003Cp>We, the parties hereto have agreed, after due process of collective\nbargaining on the above stipulated conditions of work, work procedure and\nvarious provisions and to implement it and we have signed the agreement herein\nbelow.\u003C\u002Fp>\n\n\u003Cp>Signed\u003C\u002Fp>\n\n\u003Cp>Name:\u003C\u002Fp>\n\n\u003Cp>Title:\u003C\u002Fp>\n\n\u003Cp>Date and seal\u003C\u002Fp>\n\n\u003Cp>Seal of the Undertaking\u003C\u002Fp>\n\n\u003Cp>Name:\u003C\u002Fp>\n\n\u003Cp>Title:\u003C\u002Fp>\n\n\u003Cp>Date and seal\u003C\u002Fp>\n\n\u003Cp>Seal of the Trade Union\u003C\u002Fp>\n\n\u003Cp>Witnesses:\u003C\u002Fp>\n\n\u003Cp>From the Undertaking's side:-\u003C\u002Fp>\n\n\u003Cp>1.Name- signed\u003C\u002Fp>\n\n\u003Cp>2.Name - signed\u003C\u002Fp>\n\n\u003Cp>From the Union's side:-\u003C\u002Fp>\n\n\u003Cp>1. Name - signed\u003C\u002Fp>\n\n\u003Cp>2.Name - signed\u003C\u002Fp>\n\n\u003Cp>Seal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"equalitymonitoring":46,"disabilitypay":50,"sexualhar":54,"eqofficer":58,"hourspday_select":61,"deathrelativesleave":65,"pregnancy":69,"STRUCINCR_trigger":73,"nursingmothers":77,"funeralpay":79,"MEALALL_trigger":83,"eqpromotion":87,"maternityotherclause":91,"discrimination":95,"OVERTIME_trigger":99,"healthcareaccess":103,"healthinsurance":107,"COMMUTE_trigger":110,"sicknessmaxdays":114,"healthandsafetypolicy":118,"disabilityfund":122,"breastfeeding_dangerouswork":126,"ONCERISE_trigger":130,"sicknesspay":134,"TRADEUNLEAV_trigger":137,"SCHEDULE_trigger":141,"contracttrial":145,"paidpaternityleave":149,"breastfeeding_workingtime":153,"eqpay":157,"jobsecuritymothers":161,"NOCTPREM_trigger":165,"gender":169,"MAXHOURS_trigger":173,"timeoff":177,"bankholidays1":181,"SENIOR_trigger":185,"mealvouchers":189,"trainingprogrammes":191,"paidmaternityleave":195,"contractseverancepay":198,"ONCERISE2_trigger":202,"PAIDLEAV_trigger":206,"deathrelatives":210},{"bindId":47,"name":48,"text":49},"equalitymonitoring","Both the Employer and the Union shall es","Both the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by a person agreeable\nto both parties to study, inform\u002Fadvice and make recommendations.\n\nTo implement this, the parties shall establish a joint committee composed of\nfive (5) people in equal proportions of the two representatives each and with a\nchairperson that shall be greed upon by both parties\n\nThe work of the committee shall:\n\n(i) Formulate a gender and equality workplace policy\n\n(ii) Monitor the implementation of the policy or any gender and equality\nstandard\n\n(iii) Propose any amendments that may necessary\n\n(iv) Perform any other duties that shall promote adequate promotion of both\ngender and that shall enhance equal treatment of I persons irrespective of\ngender, race, color, religion, political affiliation",{"bindId":51,"name":52,"text":53},"disabilitypay","11.3.6 Disputes on disability percentage","11.3.6 Disputes on disability percentage shall be settled in accordance with\nthe decisions of the Medical Board concerned.\n\n11.3.7 In case of disability or death the employee or his legal heirs, as\nthe case may be, entitled to the benefit laid down under the Undertaking's\nGroup Accident Insurance Scheme (GAS) policy.",{"bindId":55,"name":56,"text":57},"sexualhar","Every employee shall be protected from s","Every employee shall be protected from sexual harassment, any unsolicited or\nunwelcome verbal comment, gesture or physical contact of a sexual nature.\nTherefore: (a) No employee shall be subject to sexual harassment either by\nsomebody in authority over him\u002Fher as a condition of engagement, continued\nemployment, promotion, salary progression, reward or any other consideration or\nby his\u002Fher fellow workmates as a condition as social acceptance at work. Any\ncase of sexual harassment shall be immediately reported by the victim to a\ndesignated officer and perpetrator shall be dealt with in accordance with the\norganization's disciplinary procedures after having been given an adequate\nopportunity to defend himself\u002Fherself against the charges. (b) Sexual\nharassment shall include any of the following; if the person doing it, knows or\nought to have known that it is unwelcome. (i) Making a request or exerting\npressure for sexual activity or favours. (ii) Making intentional or careless\npressure for sexual activity or favours. (iii) Making gestures, noises, jokes\nor comments, including innuendoes, regarding another person's sexuality. Each\nemployer shall appoint a designated person preferably a Senior Lady Manager to\nwhom the victims of sexual harassment may report the cases for appropriate\naction.",{"bindId":59,"name":48,"text":60},"eqofficer","Both the Employer and the Union shall establish a gender and equality\nsubcommittee composed of two representatives each chaired by a person agreeable\nto both parties to study, inform\u002Fadvice and make recommendations.",{"bindId":62,"name":63,"text":64},"hourspday_select","2. Unless provided otherwise in this Agr","2. Unless provided otherwise in this Agreement, the regular working hours of\nany employee of the Undertaking shall not exceed eight (8) hours within twenty\nfour (24) hours or forty (40) hours per week. However, in such Divisions of the\nUndertaking wherein works are carried out on shifts, the regular working\nschedules may be varied.",{"bindId":66,"name":67,"text":68},"deathrelativesleave","1. When the employee's biological father","1. When the employee's biological father or mother, husband, wife, child,\nadopted child, brother or sister dies, the employee shall be granted 3 days\nleave or if the burial takes place on the next day he will be granted 4 days\nmourning leave with pay as from the day of the death.",{"bindId":70,"name":71,"text":72},"pregnancy","D. Pregnancy and breastfeeding A nursing","D. Pregnancy and breastfeeding\n\nA nursing mother (a woman with a child of less than one year old) is\nentitled to a total of one hour, either before the beginning of her normal\nreporting time or in the cause of her working hours, to nurse her infant. An\nextension beyond one hour shall be at the discretion of the Employer in\nconsultation with the Union.\n\nInterruptions of work by a nursing mother for the purpose of nursing her\nbaby shall be treated as working hours and paid accordingly.\n\nUnless with her consent, a pregnant woman or a nursing mother [a woman with\na child up to one year old] shall not be engaged to do overtime.\n\n\n\nWhat the law says:\n\nAccording to The Labour Proclamation pregnant women workers may not be asked\nto work overtime or night hours. A woman worker may be transferred to another\nplace if her job is dangerous to her health or her pregnancy.",{"bindId":74,"name":75,"text":76},"STRUCINCR_trigger","12.4. Annual Salary Increment 1. The Und","12.4.\n\nAnnual Salary Increment\n\n1. The Undertaking shall, upon considering employees productivity, the\nquantity and quality of production and the growth of annual profit, make annual\nsalary increment for all employees valid for 3 years. This salary increase\nshall be enforceable starting the budget year in which this Agreement is\nsigned.\n\n2. The Undertaking makes an annual salary increase per this Agreement\nprovided that a minimum of ETB 140,000,000 (One Hundred Forty Million Birr)\nprofit is achieved after applicable profit tax, government dividend and legal\nreserve are deducted from the net profit in the given fiscal year ended.\n\n3. Up on confirming that the Undertaking has performed successfully in the\nbudget year and earned the above net profit of ETB 140,000,000.00 (One Hundred\nForty Million Birr), general salary increment shall be effected in the\nfollowing manner:\n\n> For employees who earn up to ETB 2,000 salary increment of 8%;\n\n> For employees who earn a monthly salary of more than ETB 2,000\n\nand up to ETB 4,000increment of 7 %; and\n\n> For employees who earn more than ETB 4,000...,,,,,,,increment of 6 %\n\n4. If the Union is has any concerns on the salary increment, it may file its\ngrievances to the Corporate Human Resources Management Division of the\nUndertaking within one month period of time after the effective date of the\nsalary increment.\n\n5. In consideration of the cost of living standard and based on the\nnecessary study, the Undertaking may revise the amount of salary payment it\npays to its employees.\n\n6. Nothing in this Agreement shall be construed to prevent the Undertaking\nfrom establishing additional salary grades or from assigning a job at a higher\nor lower classification on the basis of the contents of the job or from opening\nor establishing new positions or from changing job titles, other than those\nwhich are currently in effect . However, the Undertaking shall not exercise\nthis right with an intent to adversely affect the employee's present or future\nbenefits and progress.\n\n7. The salary increment mentioned under sub article 3 above will be\napplicable until the employee reaches the range maximum.\n\n8. According to this agreement, an employee is entitled for annual salary\nincrease provided that he\u002Fshe serves the Company for 6 months within the budget\nyear on a permanent basis and his name is active on payroll list or whose\nemployment contract is not terminated for any ground on the effective date of\nthe increment.\n\n9. Without prejudice to sub-article (7) above, if an employee's current\nsalary exceeds the range maximum of the salary scale set for the position he\nholds, he shall be paid his one month salary as a onetime bonus and shall not\nbe entitled to annual increment.\n\n10. Employees whose salary increment may exceed their current position range\nmaximum due to annual increment to be made per this Agreement shall receive\nonly the amount in excess of the range maximum multiplied by 12 months as a\nonetime payment.",{"bindId":78,"name":71,"text":72},"nursingmothers",{"bindId":80,"name":81,"text":82},"funeralpay","10.6.2 Funeral Leave and Expenses: 1. In","10.6.2 Funeral Leave and Expenses:\n\n1. In the case of death of an employee, work load permitting, his colleagues\nin the same cost centre shall be granted by their respective supervisors four\n(4) hours mourning leave with pay to attend funeral.\n\n2. When the employee or his spouse or his natural or adopted child dies, the\nUndertaking shall provide car to transport coffin. However, if for various\nreason the Undertaking cannot supply ETB 1,000 (for Addis Ababa) or ETB 2,000\n(for out of Addis Ababa) in cash as appropriate will be granted to the employee\nor the family of the deceased employee. In addition, the Undertaking shall\nprepare funeral wreath or provide the money for the purchase of same as\nappropriate if the employee or his spouse dies.\n\n3. Where the deceased employee doesn't have families his place of residence\nand the funeral is to take place at a place where the families reside, the\nUndertaking may directly cover the cost of land transport or grant ETB 2,000\n(two thousand) to transport remains of the employee.\n\n4. The Undertaking shall facilitate condition as much as possible to enable\nthe cost -center colleagues to attend the funeral ceremony upon the death of\nthe husband\u002Fwife, biological father\u002Fmother or biological\u002Fadopted child of an\nemployee.\n\n5. Any employee who should leave out of the place of his\u002Fher regular work\nfor the burial of the above enumerated relatives shall be entitled for round\ntrip air ticket.\n\n6. Where any person residing in the employee's home dies, the employee shall\nbe granted by his supervisor up to three (3) days from his accrued annual leave\ncompensatory working time may be granted per paragraph 10.6.1 (3) above.",{"bindId":84,"name":85,"text":86},"MEALALL_trigger","Article 20 Meals Provision a) The Compan","Article 20 Meals Provision\n\na) The Company shall provide meals to employees while on Company duty.\n\nb) The meals include break-tea\u002Fcoffee, lunch or supper.\n\nc) These meals will be provided at no cost to the employee.",{"bindId":88,"name":89,"text":90},"eqpromotion","(iv) Perform any other duties that shall","(iv) Perform any other duties that shall promote adequate promotion of both\ngender and that shall enhance equal treatment of I persons irrespective of\ngender, race, color, religion, political affiliation",{"bindId":92,"name":93,"text":94},"maternityotherclause","What the law says about maternity leave:","What the law says about maternity leave:\n\nIn accordance with the Constitution of Ethiopia and Labour Proclamation,\nfemale workers are entitled to fully paid maternity leave of 90 days (30 days\nantenatal and 60 days postnatal).",{"bindId":96,"name":97,"text":98},"discrimination","d.To discriminate between workers on the","d.To discriminate between workers on the ground of ethnicity, sex, color,\nreligion, political orientation and similar other reasons.",{"bindId":100,"name":101,"text":102},"OVERTIME_trigger","Article 8 Overtime Work 8.1 Its Scope & ","Article 8 Overtime Work\n\n8.1\n\nIts Scope & Employees Entitled For Overtime Pay\n\n1. \"Overtime Work\" shall mean the actual time worked in excess of the\nregular working hour as defined in Article 6.1 above or the average eighty (80)\nhours distributed for two weeks' period.\n\n2. Overtime work shall be authorized only under the following conditions and\nas per clear instruction of a competent agent of the Undertaking. The overtime\nwork order and authorization shall be equally distributed among those employees\nthat are competent to do the job and the record of which shall be maintained\nproperly.\n\n3. Overtime pay to be paid in accordance with this Article.\n\n4. Where an employee is required to return from abroad on his day-off while\non the Undertaking's business spending more than 8 hours flight time and where\nthe next day is his working day, his arrival date shall be considered as his\nday off. Again, where an employee is required to travel on his day off for\ncompany business, he shall be given a compensating time-off for the first day\nonly.\n\n5. An employee who leaves after carrying out his work on night shift shall\nnot be required work overtime. However,, where the employee is required to work\non two consecutive shifts due to reasons beyond control and under the\ninstructions of the Undertaking, he shall be given commensurate rest \u002Fday-off\non the next day in addition to the overtime pay for the excess hours he worked\nfor.\n\n8.2.\n\nConditions for Overtime Work\n\n1 . The Undertaking has the right to require any employee to work an\novertime work under the following conditions:-\n\na) for any urgent work the Undertaking requires to do; or\n\nb) where the Undertaking has no option to get the work done; or\n\nc) where accident or imminent danger imperils or risk becomes imminent;\nor\n\nd) for any reasons or factors beyond control or on any uninterruptible and\ncontinuous jobs or for replacement of employees who are on leave or away from\nwork for various reasons;\n\n2. The hours of overtime work for reasons stated in Article 8.2 (1) (a)\nabove shall not exceed two (2) hours in any single twenty four (24) hours\nperiod or twenty (20) hours in any one month and one hundred (100) hours in any\ngiven year. However, the overtime to be worked under conditions stated in\nArticle 8.2. (1) (b), (c), and (d) may exceed such limits.\n\n8.3.\n\nCalculations of Overtime Pay\n\n1. Pay for overtime work performed during the periods indicated below shall\nbe calculated by multiplying the hourly rate based on actual salary as\nfollows:\n\na) Overtime work performed between 06:00 and 22:00 hrs, hourly rate times\n1'\u002F2 ;\n\nb) Overtime work performed between 22:00 and 06:00 hours, hourly rate times\n12\u002F3 ;\n\nc) Overtime work performed on days-off of the week, hourly rate times 2\n\nd) Overtime work performed on public holidays listed in this Agreement,\nhourly rate times 2\u002F;\n\ne) An employee assigned to work on eve which the Company celebrates per\nPolicy, shall be paid overtime at holiday rate.\n\n2. Overtime pay earned during the first fifteen (15) days of any month shall\nbe paid with the regular salary for said month. Overtime pay earned thereafter\nduring said month shall be paid with the salary of the following month.\n\n3. If the employee requests and where the Undertaking agrees, overtime work\nperformed may be compensated by time-off.\n\n4. An employee called from his home for overtime work shall be credited for\nthe actual hours he worked or for a minimum of five (5) hours whichever is\nlonger\u002Ffavorable.\n\n\n\nWhat the law says:\n\nOvertime Compensation\n\nThe Labour Proclamation defines \"Overtime” as the work done in excess of\nthe normal daily hours of work. Overtime work may not exceed 2 hours in a day\nor 20 hours in a month or 100 hours in a year. If a worker works beyond the\nstipulated working hours during the week days, i.e., 8 hours a day and 48 hours\na week, he\u002Fshe is entitled to an overtime premium as follows:\n\n- 125% of normal hourly rate for overtime work between 06 a.m. to 10\np.m.;\n\n- 150% of normal hourly rate for overtime work between 10 p.m. to 06\na.m.;\n\n- 200% of the normal hourly rate for work on a weekly rest day; and\n\n- 250% of the normal hourly rate for work on a public holiday.",{"bindId":104,"name":105,"text":106},"healthcareaccess","Article 11 Medical Costs and Insurance S","Article 11 Medical Costs and Insurance Scheme\n\n11.1\n\nMedical Expense\n\nThe Undertaking shall pay 100% of the medical expenses or maintain a\nself-issuance scheme for medical benefits listed under (Appendix …….) of\nthis Agreement.\n\n11.2\n\nMedical Treatment, Pharmaceuticals & Hospitalization Costs\n\n11.2.1 Treatment and Hospitalization\n\nA. An employee who requires treatment in or admission to a clinic or a\nhospital shall be given a letter requesting for treatment or admission to any\nrecognized clinic or hospital with which the Undertaking has credit\narrangement.\n\nB. The Undertaking will make arrangements for credit facilities with\nhospitals in places where employees are assigned within Ethiopia. Where\narrangements could not be made, the Undertaking will authorize expenditure for\nthis purpose. Where there are no facilities, employees will be treated at the\nnearest hospital in the area.\n\n11.2.2 Where any employee gets illness out of his work station and submit\nmedical certificate after getting treatment in any nearest hospital in the\nlocality and the certificate is acceptable to the medical division, his cost\nshall be reimbursed to the maximum insurance coverage this policy permits. The\nemployee should request for refund within 2 months period of time from the date\nthe medical certificate was issued.\n\n11.2.3 If the hospitalization charges of an employee exceed the medical\nallowance limits provided for under (Appendix …….) hereto, the Undertaking\nshall pay the excess up to ETB 5,000 (five thousands) or up to three (3)\nmonths' salary of the employee whichever is greater and shall recover same by\ndeducting every month a certain portion of the employee's salary.\n\n11.2.4 The Undertaking shall arrange credit facility with pharmacies to\nenable the employee secure prescribed medicines not available at the clinic or\nhospital he was referred and where he is being treated or at the Undertaking's\nMedical Services Unit.\n\n11.2.5 If an employee who is abroad on company business is ill either as a\nresult of a change of location or where a chronic disease he had becomes acute,\nand if a medical doctor certifies that the illness requires immediate\nattention, the following shall govern payment of medical expenses:\n\nA. The Undertaking shall pay the medical expenses relating the employee's\nillness due to the change of location and claim reimbursement from the\ninsurance company or self-insurance under the medical insurance Scheme. The\nUndertaking shall also bear the expenses in excess of the medical expense\nallowance under the medical insurance scheme provided the employee presents\nvalid documents.\n\nB. If a chronic disease or illness of an employee becomes acute requiring\nimmediate treatment, the Undertaking shall bear the expenses and shall claim up\nto the limits of the insurance plan from the insurance company or Self\nInsurance Scheme and from the employee the portion of the expense that would\nhave been paid had he been treated in Ethiopia. The Undertaking shall\nsettle\u002Fcover the difference.\n\nC. If the employee treated under the conditions set forth in paragraphs \"A\"\nand \"B\" above falls ill at his domicile in the same insurance year, the\nUndertaking shall bear his medical expenses up to the amount that it claimed\nfrom the insurance company provided that the balance of the insurance scheme\nfund does not cover his current medical expenses.\n\n11.2.6 The Undertaking shall contribute 50% of the premium for medical\nexpense of employee's spouse to cover up to ETB 12,000.00 (Twelve Thousand) of\ntheir medical expense.\n\n\n\nWhat the law says about medical care:\n\nThe Social Health Insurance Proclamation, passed in 2010, provides medical\nand health services to the workers. All workers are required to be a member of\nsocial health insurance scheme\n\n11.3\n\nIndustrial Injuries and Occupational Diseases\n\nAny displacement payment resulted from work injury shall be in accordance\nwith the insurance scheme arranged by the company as per article 109 (1) of\nLabor Proclamation no. 377\u002F2003. The payment shall be effective if the degree\nof displacement is determined by medical board and submitted to the company in\naccordance with article 102 (2) of Labor Proclamation 377\u002F2003. The worker s\nresponsible to follow up the case, get the decision of the medical board, and\nsubmit the decision to the company. Further, the injured worker should report\nto his immediate head about the accident, fill the format prepared for this\npurpose, get signature of his head, and submit the format to the company health\nservice. If there may be a section where immediate boss will not be present in\nthe 2nd and 3rd shift and if work injury is prevailed, the victim worker should\nimmediately fill and sign the format and submit to health service. However,\nhis\u002Fher immediate boss should confirm whether the occurrence of the accident\nwas at work just by next day before 9:00 a. m. The company shall submit copy of\ninsurance premium document to the trade union.\n\n11.3.1 The meaning of 'industrial injury' and 'occupational disease' shall\nbe as stated under the Proclamation.\n\n11.3.2 The Undertaking shall cover all the medical expenses due to\nindustrial injury and occupational disease.\n\n11.3.3 In case of dispute on whether the injury or the disease constitutes\nan 'industrial injury' or a 'occupational disease', a panel of three (3)\ndoctors agreed upon both by the employee and the Undertaking shall jointly\nexamine the issue and their decision shall be final.\n\n1 1.3.4 The Undertaking shall, based on the recommendations of a certified\ndoctor attending the patient, pay all medical, pharmaceutical, hospital and\u002For\nother related expenses for industrial injuries and occupational diseases. Such\nan employee shall be sent abroad for further treatment by a medical institution\nselected by the Undertaking upon the recommendations of a Medical Board and in\naccordance with government regulations and directives prevailing on the matter.\nThe Undertaking shall select the medical institution to which the employee\nshall be sent. As far as possible, prior arrangements and preparations with the\nselected medical institution shall be done to avoid inconveniences on the\nemployee and to ensure his due treatment and safe return.\n\n11.3.5 Where an employee sustains an industrial injury or occupational\ndisease, the following shall apply;\n\nA. The employee shall receive fully pay during the first twelve (12) months\nthat he is absent from work effective from the date on which the employee was\nrequired to cease work due to the industrial or occupational\u002Fprofessional\ndisease.\n\nB. If, at the end of said twelve (12) months period, the employee is still\nunable to return to work, he shall receive, for a further period of nine (9)\nmonths, seventy five percent (75%) of his salary. Said amount shall be\nincreased by five percent (5%) for each full year of service completed with the\nUndertaking, up to a maximum of his one month salary.\n\nC. If the employee is unable to return to work after the periods mentioned\nin paragraphs \"A\" and \"B\" above, or if in the meantime he is declared medically\nunfit for work, he shall be entitled to benefits in accordance with the\ninsurance Scheme (Appendix …….) of this Agreement.\n\nD. The above periodic payments may be terminated from an employee requested\nor who is actually receiving such payments on the following grounds:\n\n1. If he refuses to report for treatment and examination or if he acts with\nnegligence or if without any serious reason he tries to hinder the\ntreatment;\n\n2. If he behaves in such a way that he delays his recovery; or\n\n3. If he infringed the directives issued by relevant officials concerning\nemployees who sustained industrial injuries.\n\n11.3.6 Disputes on disability percentage shall be settled in accordance with\nthe decisions of the Medical Board concerned.\n\n11.3.7 In case of disability or death the employee or his legal heirs, as\nthe case may be, entitled to the benefit laid down under the Undertaking's\nGroup Accident Insurance Scheme (GAS) policy.\n\n1 1.3.8 An employee who suffered an industrial injury or a professional\ndisease shall present a certificate approved the Undertaking's doctor\ntestifying that he is fit to return to work.\n\n11.3.9 An employee who is injured while on duty or sustains an occupational\u002F\nprofessional disease shall report such injury or disease within time limit\nmentioned in Article 10.4.2.\n\n11.3.10 An employee who is unable to be working on his assigned job due to\nan industrial injury will be assigned on any job for which he is qualified.\nHowever, where such employee is assigned on a position which has a lower job\ngrade\u002Fclassification, Article 10.4.9 of this Agreement shall apply.\n\n11.4\n\nNon-Occupational Accident & Injury\n\n11.4.1 The Undertaking shall pay full premium for benefits regarding non-\noccupational accidents or injuries arising off duty, handle the administrative\nworks and give the employee's benefits as indicated in (Appendix …….) of\nthis Agreement.\n\n11.4.2 Conditions stipulated under Articles 11.3.7, 11.3.9 and 11.3.10 above\nshall also apply for non-occupational accidents and injuries arising off\nduty.\n\n11.4.3 Group Accident Insurance Plan(GPA)\n\n1.The Group Accident Insurance Plan (GPA) set forth in (Appendix …….)\nhereto and maintained by the Undertaking shall be considered as a plan covering\nemployees benefits regarding non-occupational accidents or injuries arising off\nduty and\u002For industrial injury or occupational disease.\n\n.A. The Undertaking shall cover medical expenses related to the treatments\nand costs for complications of a female employee during her period of pregnancy\nup to her delivery. (but doesn't include the costs associated with the newly\nborn baby).\n\nB. i. Cost Sharing Scheme\u002FPolicy\n\nThe Undertaking and the out patient employees shall respectively cover 85%\nand 15% where an employee takes out patient medical service at Medical Services\nUnit for doctor's visit and laboratory fees.\n\nii. Eye glass frame cost & the Limit\n\na. The employee shall cover 10% of the cost of an eye glass frame that costs\nup to ETB 1,000. However, the employee shall fully bear the cost of an eye\nglass frame in excess of ETB 1,000.\n\nb.The Undertaking shall fully cover cost of lens and other eye\ntreatments.\n\niii. Dental Replacement and Treatment Costs\n\na. The Undertaking shall cover costs of dental treatment up to removal of a\ntooth. However, cost of dental replacement and related costs shall be covered\n92% by the Undertaking and the remaining 8% by the employee.\n\nb. The total cost of dental replacement of an employee shall not exceed ETB\n10,000 per year.\n\n\n\n11.5\n\nHIV\u002FAIDS Policy\n\ni) Realising the negative effects HIV\u002FAIDS has caused to humanity world\nover, the Company and the Union agree to establish and maintain a work place\nHIV\u002FAIDS policy to protect and safe guard employees against the scourge and its\nrelated stigma.\n\nii) The policy shall:\n\na) Establish a non-discriminatory environment in which employees living with\nHIV\u002FAIDS are able to be open about their status without fear of stigma or\nrejection.\n\nb) Promote the understanding that HIV and Aids shall be treated like any\nlife threatening condition and that employees living with HIV\u002FAIDS have the\nsame rights and obligations.\n\nc) Ensure that where cases of prejudice and victimization occur due to\none’s health status, management shall take disciplinary action against those\nconcerned.\n\nd) Ensure that no applicant for employment shall be discriminated against in\nthe selection process on account of his\u002Fher HIV\u002FAIDS status\n\ne) No employee shall be dismissed because he\u002Fshe has been identified as an\nAIDS victim.\n\nf) No employee shall be removed from their normal place of work or from\ntheir normal duties, or isolated because on account of their HIV\u002FAIDS\nstatus.\n\ng) Employees affected by HIV\u002FAIDS may under exceptional circumstances, and\nonly on the advice of a medical practitioner be retired on medical grounds or\ntransferred to an alternative section when and if the employee concerned has\nbeen identified as a risk to others in the work place or where his\u002Fher health\ninterests would be better in an alternative function.\n\nh) Put in place measures including education, training, and awareness\ncreation and counselling to ensure that transmission of HIV\u002FAIDS at the\nworkplace is minimized or avoided.\n\niii) Employees shall be counselled and notified that no HIV\u002FAIDS victim\nshall be treated unfairly with regard to:\n\na) Recruitment procedures, advertising and selection and appointment\ncriteria.\n\nb) Remuneration, employment benefits and terms and conditions of\nemployment.\n\nc) Training and development\n\nd) Performance evaluation systems, promotion, transfer and demotion.\n\ne) Job assignments\n\nf) Disciplinary measures.\n\niv) HIV\u002FAIDS testing and confidentiality\n\na) The Company shall neither require any employee to be tested for HIV\u002FAIDS\nnor demand that medical examination be taken on any person to ascertain the\nHIV\u002FAIDS status before employment.\n\nb)Where testing is done at the initiative of the employee and the employee\ncontacts management for assistance, the company shall engage the services of an\nAIDS resource centre such as TASO, which shall provide the necessary medical\ncare at the company’s cost.\n\nc)All employees living with HIV or AIDS shall have the right to privacy.\n\nd) An employee, who may discover that he\u002Fshe is HIV+, is under no obligation\nto inform management.\n\ne) An employee with symptoms of HIV or full-blown AIDS may be advised to\nseek the services of a Counsellor employed by the Company for advice on the\n‘wellness programme’ entailing diet and life style, which is designed to\nbolster the health and longevity of employees suffering from different\nailments.\n\nf) Any breach of confidentiality in regard to HIV\u002FAIDS or any other health\nstatus shall be followed by an immediate dismissal and possible prosecution of\nthe officer involved.",{"bindId":108,"name":105,"text":109},"healthinsurance","Article 11 Medical Costs and Insurance Scheme\n\n11.1\n\nMedical Expense\n\nThe Undertaking shall pay 100% of the medical expenses or maintain a\nself-issuance scheme for medical benefits listed under (Appendix …….) of\nthis Agreement.\n\n11.2\n\nMedical Treatment, Pharmaceuticals & Hospitalization Costs\n\n11.2.1 Treatment and Hospitalization\n\nA. An employee who requires treatment in or admission to a clinic or a\nhospital shall be given a letter requesting for treatment or admission to any\nrecognized clinic or hospital with which the Undertaking has credit\narrangement.\n\nB. The Undertaking will make arrangements for credit facilities with\nhospitals in places where employees are assigned within Ethiopia. Where\narrangements could not be made, the Undertaking will authorize expenditure for\nthis purpose. Where there are no facilities, employees will be treated at the\nnearest hospital in the area.\n\n11.2.2 Where any employee gets illness out of his work station and submit\nmedical certificate after getting treatment in any nearest hospital in the\nlocality and the certificate is acceptable to the medical division, his cost\nshall be reimbursed to the maximum insurance coverage this policy permits. The\nemployee should request for refund within 2 months period of time from the date\nthe medical certificate was issued.\n\n11.2.3 If the hospitalization charges of an employee exceed the medical\nallowance limits provided for under (Appendix …….) hereto, the Undertaking\nshall pay the excess up to ETB 5,000 (five thousands) or up to three (3)\nmonths' salary of the employee whichever is greater and shall recover same by\ndeducting every month a certain portion of the employee's salary.\n\n11.2.4 The Undertaking shall arrange credit facility with pharmacies to\nenable the employee secure prescribed medicines not available at the clinic or\nhospital he was referred and where he is being treated or at the Undertaking's\nMedical Services Unit.\n\n11.2.5 If an employee who is abroad on company business is ill either as a\nresult of a change of location or where a chronic disease he had becomes acute,\nand if a medical doctor certifies that the illness requires immediate\nattention, the following shall govern payment of medical expenses:\n\nA. The Undertaking shall pay the medical expenses relating the employee's\nillness due to the change of location and claim reimbursement from the\ninsurance company or self-insurance under the medical insurance Scheme. The\nUndertaking shall also bear the expenses in excess of the medical expense\nallowance under the medical insurance scheme provided the employee presents\nvalid documents.\n\nB. If a chronic disease or illness of an employee becomes acute requiring\nimmediate treatment, the Undertaking shall bear the expenses and shall claim up\nto the limits of the insurance plan from the insurance company or Self\nInsurance Scheme and from the employee the portion of the expense that would\nhave been paid had he been treated in Ethiopia. The Undertaking shall\nsettle\u002Fcover the difference.\n\nC. If the employee treated under the conditions set forth in paragraphs \"A\"\nand \"B\" above falls ill at his domicile in the same insurance year, the\nUndertaking shall bear his medical expenses up to the amount that it claimed\nfrom the insurance company provided that the balance of the insurance scheme\nfund does not cover his current medical expenses.\n\n11.2.6 The Undertaking shall contribute 50% of the premium for medical\nexpense of employee's spouse to cover up to ETB 12,000.00 (Twelve Thousand) of\ntheir medical expense.\n\n\n\nWhat the law says about medical care:\n\nThe Social Health Insurance Proclamation, passed in 2010, provides medical\nand health services to the workers. All workers are required to be a member of\nsocial health insurance scheme\n\n11.3\n\nIndustrial Injuries and Occupational Diseases\n\nAny displacement payment resulted from work injury shall be in accordance\nwith the insurance scheme arranged by the company as per article 109 (1) of\nLabor Proclamation no. 377\u002F2003. The payment shall be effective if the degree\nof displacement is determined by medical board and submitted to the company in\naccordance with article 102 (2) of Labor Proclamation 377\u002F2003. The worker s\nresponsible to follow up the case, get the decision of the medical board, and\nsubmit the decision to the company. Further, the injured worker should report\nto his immediate head about the accident, fill the format prepared for this\npurpose, get signature of his head, and submit the format to the company health\nservice. If there may be a section where immediate boss will not be present in\nthe 2nd and 3rd shift and if work injury is prevailed, the victim worker should\nimmediately fill and sign the format and submit to health service. However,\nhis\u002Fher immediate boss should confirm whether the occurrence of the accident\nwas at work just by next day before 9:00 a. m. The company shall submit copy of\ninsurance premium document to the trade union.\n\n11.3.1 The meaning of 'industrial injury' and 'occupational disease' shall\nbe as stated under the Proclamation.\n\n11.3.2 The Undertaking shall cover all the medical expenses due to\nindustrial injury and occupational disease.\n\n11.3.3 In case of dispute on whether the injury or the disease constitutes\nan 'industrial injury' or a 'occupational disease', a panel of three (3)\ndoctors agreed upon both by the employee and the Undertaking shall jointly\nexamine the issue and their decision shall be final.\n\n1 1.3.4 The Undertaking shall, based on the recommendations of a certified\ndoctor attending the patient, pay all medical, pharmaceutical, hospital and\u002For\nother related expenses for industrial injuries and occupational diseases. Such\nan employee shall be sent abroad for further treatment by a medical institution\nselected by the Undertaking upon the recommendations of a Medical Board and in\naccordance with government regulations and directives prevailing on the matter.\nThe Undertaking shall select the medical institution to which the employee\nshall be sent. As far as possible, prior arrangements and preparations with the\nselected medical institution shall be done to avoid inconveniences on the\nemployee and to ensure his due treatment and safe return.\n\n11.3.5 Where an employee sustains an industrial injury or occupational\ndisease, the following shall apply;\n\nA. The employee shall receive fully pay during the first twelve (12) months\nthat he is absent from work effective from the date on which the employee was\nrequired to cease work due to the industrial or occupational\u002Fprofessional\ndisease.\n\nB. If, at the end of said twelve (12) months period, the employee is still\nunable to return to work, he shall receive, for a further period of nine (9)\nmonths, seventy five percent (75%) of his salary. Said amount shall be\nincreased by five percent (5%) for each full year of service completed with the\nUndertaking, up to a maximum of his one month salary.\n\nC. If the employee is unable to return to work after the periods mentioned\nin paragraphs \"A\" and \"B\" above, or if in the meantime he is declared medically\nunfit for work, he shall be entitled to benefits in accordance with the\ninsurance Scheme (Appendix …….) of this Agreement.\n\nD. The above periodic payments may be terminated from an employee requested\nor who is actually receiving such payments on the following grounds:\n\n1. If he refuses to report for treatment and examination or if he acts with\nnegligence or if without any serious reason he tries to hinder the\ntreatment;\n\n2. If he behaves in such a way that he delays his recovery; or\n\n3. If he infringed the directives issued by relevant officials concerning\nemployees who sustained industrial injuries.\n\n11.3.6 Disputes on disability percentage shall be settled in accordance with\nthe decisions of the Medical Board concerned.\n\n11.3.7 In case of disability or death the employee or his legal heirs, as\nthe case may be, entitled to the benefit laid down under the Undertaking's\nGroup Accident Insurance Scheme (GAS) policy.\n\n1 1.3.8 An employee who suffered an industrial injury or a professional\ndisease shall present a certificate approved the Undertaking's doctor\ntestifying that he is fit to return to work.\n\n11.3.9 An employee who is injured while on duty or sustains an occupational\u002F\nprofessional disease shall report such injury or disease within time limit\nmentioned in Article 10.4.2.\n\n11.3.10 An employee who is unable to be working on his assigned job due to\nan industrial injury will be assigned on any job for which he is qualified.\nHowever, where such employee is assigned on a position which has a lower job\ngrade\u002Fclassification, Article 10.4.9 of this Agreement shall apply.\n\n11.4\n\nNon-Occupational Accident & Injury\n\n11.4.1 The Undertaking shall pay full premium for benefits regarding non-\noccupational accidents or injuries arising off duty, handle the administrative\nworks and give the employee's benefits as indicated in (Appendix …….) of\nthis Agreement.\n\n11.4.2 Conditions stipulated under Articles 11.3.7, 11.3.9 and 11.3.10 above\nshall also apply for non-occupational accidents and injuries arising off\nduty.\n\n11.4.3 Group Accident Insurance Plan(GPA)\n\n1.The Group Accident Insurance Plan (GPA) set forth in (Appendix …….)\nhereto and maintained by the Undertaking shall be considered as a plan covering\nemployees benefits regarding non-occupational accidents or injuries arising off\nduty and\u002For industrial injury or occupational disease.\n\n.A. The Undertaking shall cover medical expenses related to the treatments\nand costs for complications of a female employee during her period of pregnancy\nup to her delivery. (but doesn't include the costs associated with the newly\nborn baby).\n\nB. i. Cost Sharing Scheme\u002FPolicy\n\nThe Undertaking and the out patient employees shall respectively cover 85%\nand 15% where an employee takes out patient medical service at Medical Services\nUnit for doctor's visit and laboratory fees.\n\nii. Eye glass frame cost & the Limit\n\na. The employee shall cover 10% of the cost of an eye glass frame that costs\nup to ETB 1,000. However, the employee shall fully bear the cost of an eye\nglass frame in excess of ETB 1,000.\n\nb.The Undertaking shall fully cover cost of lens and other eye\ntreatments.\n\niii. Dental Replacement and Treatment Costs\n\na. The Undertaking shall cover costs of dental treatment up to removal of a\ntooth. However, cost of dental replacement and related costs shall be covered\n92% by the Undertaking and the remaining 8% by the employee.\n\nb. The total cost of dental replacement of an employee shall not exceed ETB\n10,000 per year.\n\n\n\n11.5\n\nHIV\u002FAIDS Policy\n\ni) Realising the negative effects HIV\u002FAIDS has caused to humanity world\nover, the Company and the Union agree to establish and maintain a work place\nHIV\u002FAIDS policy to protect and safe guard employees against the scourge and its\nrelated stigma.\n\nii) The policy shall:\n\na) Establish a non-discriminatory environment in which employees living with\nHIV\u002FAIDS are able to be open about their status without fear of stigma or\nrejection.\n\nb) Promote the understanding that HIV and Aids shall be treated like any\nlife threatening condition and that employees living with HIV\u002FAIDS have the\nsame rights and obligations.\n\nc) Ensure that where cases of prejudice and victimization occur due to\none’s health status, management shall take disciplinary action against those\nconcerned.\n\nd) Ensure that no applicant for employment shall be discriminated against in\nthe selection process on account of his\u002Fher HIV\u002FAIDS status\n\ne) No employee shall be dismissed because he\u002Fshe has been identified as an\nAIDS victim.\n\nf) No employee shall be removed from their normal place of work or from\ntheir normal duties, or isolated because on account of their HIV\u002FAIDS\nstatus.\n\ng) Employees affected by HIV\u002FAIDS may under exceptional circumstances, and\nonly on the advice of a medical practitioner be retired on medical grounds or\ntransferred to an alternative section when and if the employee concerned has\nbeen identified as a risk to others in the work place or where his\u002Fher health\ninterests would be better in an alternative function.\n\nh) Put in place measures including education, training, and awareness\ncreation and counselling to ensure that transmission of HIV\u002FAIDS at the\nworkplace is minimized or avoided.\n\niii) Employees shall be counselled and notified that no HIV\u002FAIDS victim\nshall be treated unfairly with regard to:\n\na) Recruitment procedures, advertising and selection and appointment\ncriteria.\n\nb) Remuneration, employment benefits and terms and conditions of\nemployment.\n\nc) Training and development\n\nd) Performance evaluation systems, promotion, transfer and demotion.\n\ne) Job assignments\n\nf) Disciplinary measures.\n\niv) HIV\u002FAIDS testing and confidentiality\n\na) The Company shall neither require any employee to be tested for HIV\u002FAIDS\nnor demand that medical examination be taken on any person to ascertain the\nHIV\u002FAIDS status before employment.\n\nb)Where testing is done at the initiative of the employee and the employee\ncontacts management for assistance, the company shall engage the services of an\nAIDS resource centre such as TASO, which shall provide the necessary medical\ncare at the company’s cost.\n\nc)All employees living with HIV or AIDS shall have the right to privacy.\n\nd) An employee, who may discover that he\u002Fshe is HIV+, is under no obligation\nto inform management.\n\ne) An employee with symptoms of HIV or full-blown AIDS may be advised to\nseek the services of a Counsellor employed by the Company for advice on the\n‘wellness programme’ entailing diet and life style, which is designed to\nbolster the health and longevity of employees suffering from different\nailments.\n\nf) Any breach of confidentiality in regard to HIV\u002FAIDS or any other health\nstatus shall be followed by an immediate dismissal and possible prosecution of\nthe officer involved.\n\n\n\nArticle 12 Salary, Salary Increment and Employee Incentives",{"bindId":111,"name":112,"text":113},"COMMUTE_trigger","Article 19 Transport 19.1. For the regul","Article 19 Transport\n\n19.1.\n\nFor the regular day shift employees, the Undertaking shall provide transport\nservice to and from place of work based on the transport dispatch circles\ndetermined by the Undertaking. However, on regular working hours, if the\nUndertaking is unable to do so for reasons beyond its control, the employee has\nthe responsibility to report to his place of work. Unavailability of transport\nservice shall not be an excuse for absence of the employee from his work\nplace.\n\n19.2.\n\nThe Undertaking shall arrange transport service to and from place of work to\nemployees assigned on night shifts to the extent that their residence is\nconvenient for Company vehicles.",{"bindId":115,"name":116,"text":117},"sicknessmaxdays","10.4 Sick Leave 1. An employee who has c","10.4\n\nSick Leave\n\n1. An employee who has completed his probation period shall be entitled to\nsick leave as per this Agreement for any illness or accident not related to his\nwork.\n\n2. Absence due to illness shall be reported by the employee to the\nUndertaking's Medical Services and his immediate Supervisor through any\navailable means of communication unless it is beyond his control, within 24\nhours, where there is a doctor designated by the Undertaking or 48 hours from a\nlocation where there is no doctor designated or where there is not adequate\ncommunication.\n\n3. An employee who is sick and seeks to visit the Undertaking's Medical\nServices will do so at any time of the day in accordance with the procedures\nset by the Medical Service Department. If the number of employees needing to\nsee the doctor is in excess of what the doctors can handle, the employee shall\nbe sent to a hospital.\n\n4. The time that the employee takes to visit the Undertaking's doctor shall\nnot be considered as sick leave. However, the time spent to visit another\ndoctor as referred by the Undertaking's Doctor shall be considered as paid sick\nleave.\n\n5. An employee who becomes sick at any time when the Undertaking's doctor is\nnot available will be sent to a hospital or to a clinic with which the\nUndertaking has credit arrangement, by securing a credit letter from the\nUndertaking's Medical Services. Where, however, the case is an emergency, the\nemployee may visit clinics or hospitals designated by the Undertaking by\nshowing his company ID Card. However, the medical expenses so incurred by the\nemployee will not be refunded to him if the Undertaking proves that the case\nwas not an emergency.\n\n6. An employee who is granted sick leave from a medical institution\ndesignated by the Undertaking or who is discharged from hospital must submit or\nsend the sick leave certificate or other medical reports to the Undertaking's\nMedical Services within 5 days of receipt, after the lapse of which time the\ncertificate or report shall not be acceptable.\n\n7. A report of physical examination or a statement attesting to the\nemployee's fitness for work must be obtained from the Undertaking's doctor\nprior to the employee's return to work. If the report is obtained from another\ndoctor designated by the Undertaking, it shall be approved by the Undertaking's\nDoctor.\n\n8. Sick leave by a doctor shall be granted in the following Manner:-\n\n(a) Sick leave with pay shall accrue at the rate of two and half (2.5) days\nper month and may be accumulated up to a maximum of sixty (60) calendar\ndays;\n\n(b) An employee who has exhausted his accumulated sick leave stipulated in\n(a) and is hospitalized or ordered to take treatment at home due to difficulty\nin securing hospital admission may be granted sick leave with full pay for the\nperiod hospitalized in the following manner:-\n\n• After completing probation period up to 10 years of service—40\ncalendar days;\n\n• More than 10 years and up to 20 years of service - 50 calendar days;\nand\n\n• More than 20 years of service— 60 calendar days.\n\n(c) An employee who has exhausted his sick leave stipulated in (a) or (b)\nabove may be granted up to sixty (60) days sick leave at half salary.\n\n(d) An employee who has exhausted his sick leave stipulated in (c) above may\nbe granted up to sixty (60) days sick leave without pay.\n\n(e) Any employee who has exhausted the sick leaves granted as per (b), (c)\nand (d) above shall continue taking the leaves specified in (c) and (d)\nabove.\n\n9. If the Undertaking is unable to laterally transfer an employee\nrecommended by a doctor to be transferred to another job due to health reasons,\nthe employee shall be transferred to an open lower grade position for which he\nqualifies. In the latter case, his salary shall not be deducted after twelve\n(12) consecutive months unless his salary exceeds the range maximum for the\nlower position.\n\n10. If the contract of employment is terminated before the leave period\ngranted to the employee ends, the leave started shall be cancelled\nsimultaneously.\n\n11. A round trip positive ticket shall be granted to employees at regional\noffices and who may be referred to hospitals in Addis Ababa.\n\n12. Sick leave taken shall be deducted from the accumulated total and shall,\nthereafter, continue to accrue per Article10.4.8 (a) above.\n\n\n\nWhat the law says:\n\nThe Labour Proclamation provides for the paid sick leave for up to 6 months\non completion of probation period if sickness is certified by a qualified\ndoctor. A worker is entitled to sick leave if he\u002Fshe is incapable of work owing\nto the sickness other than resulting from occupational injury. A worker must\ninform the employer about his\u002Fher absence due to sickness and provide a medical\ncertificate issued by a medical organisation recognized by the Government. The\nemployer may provide paid sick leave as follows:\n\n- 100% of wages during the first month of sick leave;\n\n- 50% of wages during the second & third months of sick leave; and\n\n- Unpaid leave from the fourth until sixth month.\n\n\n\n10.5",{"bindId":119,"name":120,"text":121},"healthandsafetypolicy","The Undertaking shall meet all the neces","The Undertaking shall meet all the necessary safety measures to prevent work\nrelated hazard to health.\n\nNote:\n\nA .Employees’ frequently exposed to rain, as a result of the nature of\ntheir work, will be provided with rain coats and hats; those exposed\noccasionally will be provided on loan basis.\n\nB. Gloves and safety shoes will be provided where it is mandatory because of\nthe working conditions.\n\nC. The Undertaking shall provide whatever is necessary to prevent hazards to\nhealth associated with the work.\n\nD. The Undertaking shall have audiometric and radiation check-ups every year\nfor the concerned employees exposed to such risks as a result of the nature of\ntheir work or as necessary.\n\n7. To provide uniforms free of charge to employees required to wear uniforms\nin accordance with the Undertaking's internal regulations or policy;\n\n8. To bear the cost for laundry of coveralls and shop coats so long as the\nemployee keeps the coverall and shop coat provided to him by the\nUndertaking;\n\n9. When training is required to introduce new and modern technology, to\nprovide the necessary training to employees related to the work and\u002For\nemployees who give training to others;\n\n10. To provide Safety equipment which are not included in Article 3.1.2 (6)\naccording to the Company's Safety Management Policy Manuals;",{"bindId":123,"name":124,"text":125},"disabilityfund","11.3.7 In case of disability or death th","11.3.7 In case of disability or death the employee or his legal heirs, as\nthe case may be, entitled to the benefit laid down under the Undertaking's\nGroup Accident Insurance Scheme (GAS) policy.",{"bindId":127,"name":128,"text":129},"breastfeeding_dangerouswork","According to The Labour Proclamation pre","According to The Labour Proclamation pregnant women workers may not be asked\nto work overtime or night hours. A woman worker may be transferred to another\nplace if her job is dangerous to her health or her pregnancy.",{"bindId":131,"name":132,"text":133},"ONCERISE_trigger","Productivity Bonus 1. The Undertaking, u","Productivity Bonus\n\n1. The Undertaking, upon evaluating the productivity and performance ratings\nof the employee, shall pay an incentive of one to three months' salary of the\nemployee as a bonus in order to motivate them for additional outcome and\nproductivity based on the applicable policy.",{"bindId":135,"name":116,"text":136},"sicknesspay","10.4\n\nSick Leave\n\n1. An employee who has completed his probation period shall be entitled to\nsick leave as per this Agreement for any illness or accident not related to his\nwork.\n\n2. Absence due to illness shall be reported by the employee to the\nUndertaking's Medical Services and his immediate Supervisor through any\navailable means of communication unless it is beyond his control, within 24\nhours, where there is a doctor designated by the Undertaking or 48 hours from a\nlocation where there is no doctor designated or where there is not adequate\ncommunication.\n\n3. An employee who is sick and seeks to visit the Undertaking's Medical\nServices will do so at any time of the day in accordance with the procedures\nset by the Medical Service Department. If the number of employees needing to\nsee the doctor is in excess of what the doctors can handle, the employee shall\nbe sent to a hospital.\n\n4. The time that the employee takes to visit the Undertaking's doctor shall\nnot be considered as sick leave. However, the time spent to visit another\ndoctor as referred by the Undertaking's Doctor shall be considered as paid sick\nleave.\n\n5. An employee who becomes sick at any time when the Undertaking's doctor is\nnot available will be sent to a hospital or to a clinic with which the\nUndertaking has credit arrangement, by securing a credit letter from the\nUndertaking's Medical Services. Where, however, the case is an emergency, the\nemployee may visit clinics or hospitals designated by the Undertaking by\nshowing his company ID Card. However, the medical expenses so incurred by the\nemployee will not be refunded to him if the Undertaking proves that the case\nwas not an emergency.\n\n6. An employee who is granted sick leave from a medical institution\ndesignated by the Undertaking or who is discharged from hospital must submit or\nsend the sick leave certificate or other medical reports to the Undertaking's\nMedical Services within 5 days of receipt, after the lapse of which time the\ncertificate or report shall not be acceptable.\n\n7. A report of physical examination or a statement attesting to the\nemployee's fitness for work must be obtained from the Undertaking's doctor\nprior to the employee's return to work. If the report is obtained from another\ndoctor designated by the Undertaking, it shall be approved by the Undertaking's\nDoctor.\n\n8. Sick leave by a doctor shall be granted in the following Manner:-\n\n(a) Sick leave with pay shall accrue at the rate of two and half (2.5) days\nper month and may be accumulated up to a maximum of sixty (60) calendar\ndays;\n\n(b) An employee who has exhausted his accumulated sick leave stipulated in\n(a) and is hospitalized or ordered to take treatment at home due to difficulty\nin securing hospital admission may be granted sick leave with full pay for the\nperiod hospitalized in the following manner:-\n\n• After completing probation period up to 10 years of service—40\ncalendar days;\n\n• More than 10 years and up to 20 years of service - 50 calendar days;\nand\n\n• More than 20 years of service— 60 calendar days.\n\n(c) An employee who has exhausted his sick leave stipulated in (a) or (b)\nabove may be granted up to sixty (60) days sick leave at half salary.\n\n(d) An employee who has exhausted his sick leave stipulated in (c) above may\nbe granted up to sixty (60) days sick leave without pay.\n\n(e) Any employee who has exhausted the sick leaves granted as per (b), (c)\nand (d) above shall continue taking the leaves specified in (c) and (d)\nabove.\n\n9. If the Undertaking is unable to laterally transfer an employee\nrecommended by a doctor to be transferred to another job due to health reasons,\nthe employee shall be transferred to an open lower grade position for which he\nqualifies. In the latter case, his salary shall not be deducted after twelve\n(12) consecutive months unless his salary exceeds the range maximum for the\nlower position.\n\n10. If the contract of employment is terminated before the leave period\ngranted to the employee ends, the leave started shall be cancelled\nsimultaneously.\n\n11. A round trip positive ticket shall be granted to employees at regional\noffices and who may be referred to hospitals in Addis Ababa.\n\n12. Sick leave taken shall be deducted from the accumulated total and shall,\nthereafter, continue to accrue per Article10.4.8 (a) above.\n\n\n\nWhat the law says:\n\nThe Labour Proclamation provides for the paid sick leave for up to 6 months\non completion of probation period if sickness is certified by a qualified\ndoctor. A worker is entitled to sick leave if he\u002Fshe is incapable of work owing\nto the sickness other than resulting from occupational injury. A worker must\ninform the employer about his\u002Fher absence due to sickness and provide a medical\ncertificate issued by a medical organisation recognized by the Government. The\nemployer may provide paid sick leave as follows:\n\n- 100% of wages during the first month of sick leave;\n\n- 50% of wages during the second & third months of sick leave; and\n\n- Unpaid leave from the fourth until sixth month.",{"bindId":138,"name":139,"text":140},"TRADEUNLEAV_trigger","10.7.3 Leave for Union's Business In add","10.7.3 Leave for Union's Business\n\nIn addition to those leaves for Trade Union representatives recognized under\nthe Labor Law, the following leaves shall be granted to Union leaders to\nexecute the tasks of the Union:-",{"bindId":142,"name":143,"text":144},"SCHEDULE_trigger","Article 9 Weekly Rest Period (Days Off) ","Article 9 Weekly Rest Period (Days Off)\n\nAn employee shall be entitled to forty eight (48) consecutive hours days off\nin Seven (7) days. However, where the nature of the shift work does not permit\nsuch days off or if the employee so requests, he shall be granted two different\ndays-off within that same week.\n\n\n\nWhat the law says:\n\nWorkers are entitled to 24 consecutive hours of rest per week. Labour Law\nrequires that weekly rest day, in principle, should be Sunday for all\nemployees. If it is impossible to provide weekly rest day on Sunday, due to\nnature of work, another day be substituted as weekly rest day Weekly rest must\ninclude the period from 6 a.m. to the next 6 a.m.",{"bindId":146,"name":147,"text":148},"contracttrial","Article 5 Probationary Period 5.1 The fi","Article 5 Probationary Period\n\n5.1\n\nThe first forty five (45) days employment of any employee, effective from\nthe first date of his employment, shall be probation period; and this shall be\nclearly specified in the employment contract. During such probationary period,\nthe Undertaking can terminate the employment contract of the employee without\nneeding to give him advance notice, severance pay and compensation.\n\n\n\nWhat the law says:\n\nIn accordance with the Labour Proclamation, probationary must be declared in\nwriting however it may not exceed 45 consecutive days. A worker reemployed by\nthe same employer for the same job cannot be subjected to probation.\nProbationers have the same rights and obligations as other workers.\n\n5.2\n\nAny employee can resign at any time during his probation period without\ngiving notice to the Undertaking.\n\n5.3\n\nExcept for the express provisions as stipulated in this Agreement, the law\nand policy of the Undertaking, the conditions of this Collective Agreement are\nnot applicable to any employee who is on probation period.",{"bindId":150,"name":151,"text":152},"paidpaternityleave","10.5.3 Paternity Leave Male employee who","10.5.3 Paternity Leave\n\nMale employee whose spouse is delivering in Hospital shall be granted two\n(2) Calendar days paid leave to perform necessary arrangements. However, he\nmust submit an evidence attesting that his wife has delivered on this day of\nleave.",{"bindId":154,"name":155,"text":156},"breastfeeding_workingtime","Interruptions of work by a nursing mothe","Interruptions of work by a nursing mother for the purpose of nursing her\nbaby shall be treated as working hours and paid accordingly.",{"bindId":158,"name":159,"text":160},"eqpay","A. Equal Pay for Work of Equal Value The","A. Equal Pay for Work of Equal Value\n\nThe Undertaking and the Union agree that when negotiating this Agreement,\nthe guiding principle shall be To ensure the principle of equal work for equal\npay irrespective of one’s race, sex, credo and color.\n\nWhat the law says:\n\nThe principle of equal remuneration for equal work is recognized by the\nLabour Proclamation and women can't be discriminated against, in matters of\nremuneration, on the grounds of sex. Constitution supports women's right to\nequal pay for equal work.",{"bindId":162,"name":163,"text":164},"jobsecuritymothers","C. Job Security for Pregnant women The U","C. Job Security for Pregnant women\n\nThe Undertaking shall not dismiss a female worker due to her pregnancy or\nany other reason connected with her pregnancy in all aspects of employment.\n\nA female worker has the right to return to same job\u002Fposition (or some other\nsimilar and suitable position) after availing her maternity leave, on same\nterms and conditions which would have applied if she had not been on maternity\nleave.\n\n\n\nWhat the law says:\n\nProtection from Dismissals: a women worker can't be dismissed during the\nperiod of her pregnancy, maternity leave and four months after her confinement.\nPregnancy of a worker does not constitute the valid ground for termination of a\nworker's contract.\n\nRight to Return to Same Position: there is no explicit provision in the law,\nwhich gives a female worker the right to return to same position after availing\nher maternity leave. However, because an employer can't terminate a female\nworker on maternity leave, it gives an implied right to return to the same\njob.",{"bindId":166,"name":167,"text":168},"NOCTPREM_trigger","7.10 Evening and Night Shift Premium\u002FAll","7.10\n\nEvening and Night Shift Premium\u002FAllowance\n\nA. Shift Premium shall be paid for employees who are assigned and work in\nthe evening or the night shift as shown herein below.\n\nFor Example:\n\n\n\n\n  \n    \n      Job\n        Grade\n      \n      Evening\n        shift\n      \n      Night\n        Shift\n      \n    \n    \n      1-4\n      \n      Birr\n        2.40 per hour\n      \n      Birr\n        2.70 per hour\n      \n    \n    \n      5-9\n        and 30-33\n      \n      Birr\n        3.20 Per hour\n      \n      Birr\n        3.55 per hour\n      \n    \n    \n      10-17\n        and more than 34\n      \n      Birr\n        3.80 per hour\n      \n      Birr\n        4.20 per hour\n      \n    \n  \n\n\n \n\nB. Where an employee who started working in the evening shift continues\nworking in the night shift, the shift allowance of such employee shall be as\nper the rate specified for the shift he worked longer.\n\nC. In case an employee who started working in the night shift continues\nworking in the day shift, the shift allowance of the employee shall be\ncalculated at the rate of the night shift for the total number of hours he\nworked.\n\nD. Employees who work overtime during shift work hours shall be entitled to\nget the applicable shift allowance pay in addition to the overtime pay for the\nshift in which overtime is worked.\n\n\n\nWhat the law says:\n\nNight work compensation.\n\nIn accordance with the Labour Proclamation, night work is the work done\nbetween 10 p.m. and 06 a.m. There is no specific provision in the Labour\nProclamation, which requires employers to make premium payments to the night\nworkers. Higher payments are available only to the workers working overtime\nduring night hours. If night hours are overtime hours, worker has to be paid\n150% of the normal hourly wage rate.",{"bindId":170,"name":171,"text":172},"gender","The Undertaking and the Union agree that","The Undertaking and the Union agree that when negotiating this Agreement,\nthe guiding principle shall be To ensure the principle of equal work for equal\npay irrespective of one’s race, sex, credo and color.",{"bindId":174,"name":175,"text":176},"MAXHOURS_trigger","2. The hours of overtime work for reason","2. The hours of overtime work for reasons stated in Article 8.2 (1) (a)\nabove shall not exceed two (2) hours in any single twenty four (24) hours\nperiod or twenty (20) hours in any one month and one hundred (100) hours in any\ngiven year. However, the overtime to be worked under conditions stated in\nArticle 8.2. (1) (b), (c), and (d) may exceed such limits.",{"bindId":178,"name":179,"text":180},"timeoff","Maternity Leave 10.5.1 Pre- Delivery \u002FPr","Maternity Leave\n\n10.5.1 Pre- Delivery \u002FPre-Natal Leave:\n\n1. Any pregnant employee of the Undertaking shall be entitled to:\n\nA. paid leave for pregnancy exams and checkups as ordered by a doctor;\n\nB. Paid leave if the doctor advises her to get rest before she gives\nbirth.",{"bindId":182,"name":183,"text":184},"bankholidays1","Article 10 Leave 10.1 Definition 10.1.1 ","Article 10 Leave\n\n10.1\n\nDefinition\n\n10.1.1 “Leave\" shall mean an approved or excused absence from work whether\nwith or without pay for some limited time and it includes various leaves that\nare provided under this Agreement, the law or internal policy of the\nUndertaking.\n\n10.1.2 For the purpose of calculating annual leave Saturdays, Sundays\n(weekly rest days of the employee) and public holidays enumerated under Article\n10.2 below shall not be counted.\n\n10.2\n\nPublic Holidays\n\n10.2.1 All employees of the Undertaking shall have the right to observe the\nfollowing public holidays:\n\na) New Year (Ethiopian) Meskerem 1\n\nb) Meskel Meskerem 17\n\nc) Id AI-Adha (Arefa) (as it falls)\n\nd) Christmas day (Ethiopian) Tahsas 28 or 29\n\ne) Ethiopian Epiphany Tir 1 1\n\nf) Mawlid (as it falls)\n\ng) Victory of Adwa Yekatit 23\n\nh) Victory Day Miazia 27\n\ni) Good Friday (Ethiopian) (as it falls)\n\nj) Easter (Ethiopian) (as it falls)\n\nk) May Day Miazia 23\n\nl) Ginbot 20 (downfall of the Derg Regime)... Ginbot 20 m) Id Alfater (as it\nfalls)\n\nn) Holidays proclaimed as celebration days by the Federal Government or\nRegional States under the relevant proclamation, directive and public\nannouncement shall be considered as holidays for the concerned employees of the\nUndertaking.\n\n10.2.2 Except those enumerated in sub-article. 2.1 above, where emergency\nholidays not recorded in the public calendar occur and where the Undertaking\nhas not announced such as holiday, employees are required to be present at\ntheir regular work places.\n\n10.2.3 If employees are assigned to work under conditions shown in\nsub-article 2.2 above, the Undertaking shall grant payment for such employees\non duty at the hourly rate of holiday payment. Nevertheless, if employees are\nnot assigned on duty, the Undertaking shall provide transport services to\nreturn them to their area of residence in similar way it does to day shift\nworkers.\n\n\n\nWhat the law says:\n\nWorkers are entitled to fully paid festival (public and religious) holidays.\nThese include memorial holidays and religious holidays (Christian and Muslim\norigin).Public holidays are usually 13 in number.\n\nWeekend \u002F Public Holiday Work Compensation.\n\nWorkers may be required to work on weekly rest days and public holidays. In\nsuch circumstances when employees have to work on official\u002Fpublic holidays,\nthey are entitled to receive wages at a premium rate of 200% of the normal\nhourly wage rate. However, there is no premium pay for the workers working on\nweekly rest days.",{"bindId":186,"name":187,"text":188},"SENIOR_trigger","12.7 Seniority Award The Undertaking sha","12.7\n\nSeniority Award\n\nThe Undertaking shall acknowledge, appreciate and reward long and dedicated\nservice of its employees with the following awards:\n\n5 years of Service-.......Three [3] Month Basic Pay\n\n10 years of Service-.....Five (5) Months Basic Pay\n\n15 years of Service-.....Five (5) Months Basic Pay",{"bindId":190,"name":85,"text":86},"mealvouchers",{"bindId":192,"name":193,"text":194},"trainingprogrammes","Article 22 Training and Progression Sche","Article 22 Training and Progression Schemes\n\n22.1.\n\nDefinition\n\n\"Training\" shall mean any career or skill development training including\neducational courses provided within or out of the Undertaking while on his work\nor out of work for short or long period of time.\n\n22.2.\n\nConditions and Requirements for Training\n\n1. The Undertaking shall provide any training that it deems necessary for\nthe work and the employee shall be in duty to take such training.\n\n2. The Union shall ensure that there is a clearly set requirement and the\nprocedure is followed as per the Undertaking's policy during the time of\nselecting employees for training that requires competition.\n\n3. Trainings specified on progression schemes shall be provided only for\nthose employees who are so assigned by the Undertaking and who are willing to\nsign special agreement\u002F commitment bond to serve for the Undertaking for\nspecific period of time after completion of the training. However, the\neligibility requirements that are needed for taking trainings that require\nspecial agreement\u002F commitment bond shall be as determined by the internal\npolicy and regulations of the Undertaking.\n\n4. Any employee who is selected for and participated in any training that\ntakes more than one month period shall be obliged to submit a short report\nabout the training process and the lesson he has learnt to his immediate\nsupervisor within one week as of the end of his training .\n\n22.3.\n\nProgression Schemes\n\nThe Undertaking shall prepare a progression scheme of every position and\nshall notify the Union in case of any change in the progression schemes by\nsending an approved copy of same.",{"bindId":196,"name":179,"text":197},"paidmaternityleave","Maternity Leave\n\n10.5.1 Pre- Delivery \u002FPre-Natal Leave:\n\n1. Any pregnant employee of the Undertaking shall be entitled to:\n\nA. paid leave for pregnancy exams and checkups as ordered by a doctor;\n\nB. Paid leave if the doctor advises her to get rest before she gives\nbirth.\n\n2. A pregnant employee of the Undertaking should submit medical certificate\nafter Physical checkups and leaves she has taken.\n\n3. The pregnant employee shall be given 30 Calendar days of leave before her\nexpected day of delivery. However, if she does not deliver within the 30 days\nof her prenatal leave, she will be entitled to additional leave until her\nconfinement upon the recommendation of a medical doctor per (1) above. If\ndelivery takes place before the 30 days has elapsed, the post-natal leave of 60\ndays shall commence.\n\n10.5.2 Post -Delivery\u002F Post-Natal Leave\n\n1. A pregnant employee of the Undertaking shall be entitled for 60 calendar\ndays post-delivery leave with pay effective from the date of her delivery.\nHowever, if she gets special and risky health condition that prevents her from\nreporting back to work and supported by evidence, additional leave of not more\nthan 30 days without pay may be granted to her upon her request.\n\n2. Maternity leave with full pay shall be granted in case of premature\ndelivery occurring after the fifth (5th) month of pregnancy.\n\n3. Sickness arising out of pregnancy will be treated in accordance with the\nMedical Insurance Scheme of the Undertaking.",{"bindId":199,"name":200,"text":201},"contractseverancepay","23.5 Severance Payments and Certificate ","23.5\n\nSeverance Payments and Certificate of Service\n\n1. Upon termination of employment contract under the conditions of this\nAgreement, the Undertaking shall pay the employee's salary, salary related\npayments and all other payments in line with the relevant laws and its\npolicy.\n\n2. The Undertaking shall issue certificate of service for any terminated\nemployee stating his profession, service period, salary and reason for his\ntermination by attaching his photo, within 15 days from the date the employee\nfinalized the check-out form\u002Fclearance.\n\n3. Regarding an employee who resigns and terminates their employment\ncontract for higher education he got personally:\n\nA. Notwithstanding the provisions of Article 23.1 and 23.4, the Undertaking\nshall not object his resignation if the employee gets the chance for education\nin abroad;\n\nB. An employee who goes abroad for education will be granted one round trip\nspace available air ticket valid for ninety (90) days in accordance with\ncompany policy provided there is no other entity to pay for his\ntransportation.\n\n\n\nWhat the Law says:\n\nThe Labour Proclamation provides for severance pay for a worker who has\ncompleted his probation. A worker is entitled to severance pay on contract\ntermination by the employer because he\u002Fshe has ceased its operations\npermanently due to bankruptcy or some other reason; or if the worker's\nemployment contract is terminated against the provisions of law; or if the\nworker is part of the reduced workforce; or If the employer has done something\nunlawful hurting worker's rights; or if his employer has not taken any action\nto secure the health & safety of workers even after being informed about\nthe dangers in the workplace; and if the employment contract is terminated\nbecause of partial or total disability.\n\nThe amount of severance pay depends on the length of service and is payable\nat the following rates:\n\n-30 days wages for one year (as well as first year) of service (severance\npay for workers with less than 1 year of service is calculated in proportion to\nthe period of service);\n\n-10 days wages for every additional year of service after the first year\n(however, the total severance pay must not exceed 12 months' wages);\n\n- 60 days wages in addition to the above payments for workers who are\nterminated on grounds of redundancy.",{"bindId":203,"name":204,"text":205},"ONCERISE2_trigger","Suggestion Award When it is confirmed by","Suggestion Award\n\nWhen it is confirmed by the Undertaking that an employee has made extra\nordinary effort to establish or create a system that enables to achieve best\noutcomes (such as to prevent theft, minimize waste and save cost and to enhance\nproductivity, efficiency in work and performance, initiate innovative ideas and\ncreate new implementable working techniques and ideas), the Undertaking may\nprovide the employee with special suggestion\u002F award as a token in recognition\nof his suggestion. The implementation details shall be as determined by the\ninternal Policy and Procedures of the Undertaking.",{"bindId":207,"name":208,"text":209},"PAIDLEAV_trigger","10.3 Annual Leave 10.3.1 General 1. An e","10.3\n\nAnnual Leave\n\n10.3.1 General\n\n1. An employee shall be entitled to uninterrupted annual leave with pay in\nthe following manner based on the schedule to be set as convenient to the\nUndertaking and the employee.\n\n2. For the purpose of annual leave calculation, the annual leave period\nshall be counted from January 1st through December 31th.\n\n3. Subject to the provision in sub-Article 2 above, the annual leave period\ncan be changed in the future based upon the mutual agreement of the Union and\nthe Undertaking in order to correlate the period with the budget year\u002F fiscal\nperiod of the Undertaking.\n\n10.3.2 Allotment of Annual Leave Days:\n\n1. An employee who has served for one year shall be entitled to annual leave\nof fourteen (18) working days.\n\n2. Any employee who has served for more than one year shall be entitled to\nannual leave of one (1) working day for each years of service in addition to\nthat specified sub-article in 1 above.\n\n3. For the calculation the one additional working day that is provided under\n10.3.2(2) above, with regards to the term year, any employee who is employed\nbefore December 31 shall be considered as if he has served for one year.\n\n10.3.3 Procedure for Granting Annual Leave :\n\n1. An employee shall be entitled to take his first annual leave after 12\nmonths service in the year and be entitled for leave afterwards. Except for\nemergency cases, a new employee shall be eligible for annual leave only after\nproviding three (3) consecutive months of service to the Undertaking. .\n\n2. Annual can be given based on the undertaking's plan, upon a year and\nconsidering the interests of both the employee and the undertaking. However, if\nthe service period of an employee is below a year, he shall be given\u002Fentitled\nto annual leave at the end of his service year proportional to his service\nperiod.\n\n3. An employee shall utilize his accrued annual leave in the year next to\nwhich his annual leave is accumulated.\n\n4. An employee shall be entitled for annual leave as per the provision of\nthis Collective Agreement, and such leaves shall be granted based on the\nactivity plan of the Undertaking.\n\n1. By the end of every October, the employee shall be entitled to submit\nwritten proposal, showing his three (3) choices regarding the time he plans to\ntake annual leave, to his Immediate Supervisor. And his Supervisor shall have\none of the choices approved and to be in effect by him considering both the\nemployee's interest and the operation of the Undertaking in every November. The\napproved annual leave schedule shall be attached to personal file of the\nemployee and be kept at the Department. . The program shall be communicated to\nthe employee upon its approval in any convenient means of communication.\n\n2. The employee's first choice will be respected provided the schedule of\nthe operation permits. If, however, the choice of the employee conflicts with\nother employees' choices under the same Supervisor, the employee with higher\nseniority will be given priority. Where decision cannot be made on the basis of\nseniority, the order of registration number shall be used to decide.\n\n3. The Undertaking shall make endeavour to release the employee to timely\ntake his annual leave as much as possible. However, incase annual leave of an\nemployee is postponed due to workload; the employee shall take his annual leave\nat his first choice in the following year without being affected by\nseniority.\n\n10.3.5 Utilization. Accrual and postponement of Annual Leaves\n\n1. The Undertaking shall make the employee timely take his annual leave as\nmuch as possible.\n\n2. Annual leave shall accrue for the calendar month in which employee worked\nand received pay and it shall be taken during the year following the year in\nwhich earned.\n\n3. Save to the provision specified otherwise, where an employee requests to\ntake his annual leave in part and where the Undertaking agrees, the leave can\nbe granted by dividing into two.\n\n4. The Undertaking can postpone the annual leave period of the employee upon\nthe employee's request and its agreement or where the operation necessitates to\ndo so. However, where it needs to postpone the employee's annual leave period\ndue to operational requirements or workloads, it should clearly notify the\nconcerned employee at least fifteen (15) days in advance.\n\n5. The annual leave that was postponed in any given year in any way can't be\nextended for more than two consecutive years.\n\n\n\nWhat the law says:\n\nWorkers are entitled to 14 days of paid annual leave on completion of one\nyear of service plus one working day for every additional year of service. For\na worker with 5 years of service, the period of paid annual leave is 18 working\ndays.\n\n\n\n10.3.6 Payments related to Employees on Annual Leave\n\n1. An Employee going on annual leave shall, if the so requests, be paid his\nsalary consisting of the days he has worked for plus the period of leave.\n\n2. The amount of salary to be effected for an employee who is on annual\nleave shall be equal to the amount that he should earn while on work.\n\n3. A terminated employee or an employee who resigns with the consent of the\nUndertaking or an employee who is pensioned shall be entitled to payment in\nlieu of annual leave accrued and un- utilized up to the date of termination or\nresignation, computed on the basis of the employee's current salary as\nfollows:\n\nIn Lieu of Vacation payment = Annual leave days X his monthly salary 22\n\n1. Accrued annual leave shall not be granted in anticipation of a heavy work\nload in a future period.\n\n2. An employee shall not be forced to take his annual leave ahead of his\nscheduled time unless he is notified five (5) weeks in advance or he agrees to\ndo so.\n\n3. If an employee on annual leave is hospitalized or is ordered to be\ntreated home due to shortage of hospital bed, the time required for such\nhospitalization or treatment shall be considered as sick leave and shall not be\ndeducted from his annual leave.\n\n4. Notwithstanding the provisions stipulated on sick leave, an employee\ndomiciled\n\nin Ethiopia and not authorized by a Medical Board in Ethiopia to be treated\nabroad, the sick leave received from abroad shall be counted as other leave\nsuch as leave without pay, not as sick leave. However, if the employee is\nhospitalized, he may be granted sick leave in accordance with provisions in\nArticle 10.4.8 of this Agreement.\n\n5. If an employee is granted sick leave before he commences utilizing his\nannual leave, he shall not be required to utilize his annual leave before he\nfully utilizes his sick leave. He will, however, utilize his annual leave as\nsoon as he finishes his sick leave.\n\n6. When an employee meets an emergency as determined by his supervisor, he\nshall be given the days necessary to meet the said emergency which will be\ndeducted his accrued annual leave.\n\n7. If a female employee gives birth while on annual leave, she shall be\nentitled to a maternity leave commencing from the date of delivery. She shall\nresume her work after she exhausts her interrupted annual leave.\n\n1. No employee shall be called back to work before exhausting the annual\nleave he started to take.\n\n2. In case of any unforeseeable circumstances where the Undertaking is\nforced to call an employee back to work while he is on annual leave, the\nUndertaking reserves the right to call him back; and the employee shall be duty\nbound to report back to work.\n\n3. Where the Undertaking can't grant the annual leave unused by the employee\nwhen reporting back to work excluding the time he took in travel, the\nUndertaking may give him his remaining annual leave by converting into cash.\n\n4. The Undertaking shall refund the employee with the cost of travel and\nperdiem that are incurred by the employee as a result of his being recalled to\nreport back to work.",{"bindId":211,"name":212,"text":213},"deathrelatives","10.6 Mourning Leave 10.6.1 Grounds for L","10.6\n\nMourning Leave\n\n10.6.1 Grounds for Leave\n\n1. When the employee's biological father or mother, husband, wife, child,\nadopted child, brother or sister dies, the employee shall be granted 3 days\nleave or if the burial takes place on the next day he will be granted 4 days\nmourning leave with pay as from the day of the death.\n\n2. In the case of death of grandparent, step father, step mother,\nmother-in-law, or father-in-law, foster parents, uncle or aunt, two (2) days\nmourning leave shall be granted; and if the burial takes place on the next day,\nhe shall be granted three (3) days mourning leave with pay as of the date such\nrelative has died. The mourning leave granted under this provision shall not be\nmore than Seven (7) days per year.\n\n3. In the case of the death of an employee's niece, nephew, sister-in-law,\nbrother- in-law, and first cousin, an employee shall be granted two (2) days\ndeductible from his annual leave. However, the employee shall be granted\ncompensatory working time without overtime pay provided that there is an\novertime work to be done in his Section.\n\n4. The employee shall be granted by his supervisor not less than two (2)\ndays from his accrued leave, in excess of the applicable mourning leave, for\ntransportation to and from the place of the occurrence of death if the\nsituation warrants such a leave compensatory time off may be granted per sub\narticle (3) above.\n\n5. In the case of death of any other relative or friend, an employee shall\nbe granted by the supervisor up to eight (8) hours leave deductible from his\naccrued annual leave or compensatory time-off per sub article (3) above to\nattend the funeral.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Sample Collective Bargaining Agreement for Ethiopia created by WageIndicator Foundation - 2016 -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → \n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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: → No\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: → 1 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: → Yes\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: → Yes\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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → \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        \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: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → 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: → 2 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 4 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: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Yes\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: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\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: → Yes\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: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fixed days for paid annual leave: →  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            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 1 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\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",[219],{"title":39,"slug":35},[221],{"type":222,"data":223},"call_to_action_body_block",{"title":224,"description":225,"variant":226,"link":227},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ethiopia across sectors, topics and countries","dark",{"title":224,"url":228,"description":224,"rel":229,"type":230},"\u002Fen-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[232],{"type":222,"data":233},{"title":224,"description":225,"variant":226,"link":234},{"title":224,"url":228,"description":224,"rel":229,"type":230},[]]