[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fsheraton-addis-hotel-collective-agreement---2011":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":189,"content_type_view":190,"extra_breadcrumbs":191,"body":193,"body_blocks":204,"related_pages":208},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":187,"translations":188},{"id":35,"uid":36,"url":37,"name":38,"locale":13,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"sheraton-addis-hotel-collective-agreement---2011","33d6c7c2-e88f-11e2-9316-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fethiopia\u002Fsheraton-addis-hotel-collective-agreement---2011\u002Fsheraton-addis-hotel-collective-agreement---2011\u002F","Sheraton Addis Hotel Collective Agreement - 2011","ETH Sheraton Addis Hotel - 2011","Ethiopia - ETH Sheraton Addis Hotel - 2011","ETH Sheraton Addis Hotel - 2011 - Hospitality, catering, tourism",{"name":43,"data":44},"2011 - Ethiopia - Sheraton Addis Hotel Collective Agreement.html","\n              \n              \n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Nuovo1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Cp>This Collective Agreement is hereby concluded by and between the Sheraton\nAddis Hotel (hereinafter cited as “the Undertaking”) and the Basic Trade\nUnion of Workers of the Sheraton Addis Hotel established in accordance with the\nprovisions of the Labour Proclamation No.\u003C\u002Fp>\n\n\u003Cp>377\u002F2003 (hereinafter cited as “the Trade Union”) this\u003C\u002Fp>\n\n\u003Cp>— day of the year 2011.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article One\u003C\u002Fh2>\n\n\u003Ch2>Definitions and Related matters\u003C\u002Fh2>\n\n\u003Ch3>1.1.Definitions.\u003C\u002Fh3>\n\n\u003Cp>Unless the context expressly provides otherwise, words and expressions\nstated in this Collective Agreement shall have the meanings provided in this\nArticle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1.1.“Proclamation” means the Labour Proclamation No. 377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>1.1.2.“Undertaking” means the Sheraton Addis Hotel.\u003C\u002Fp>\n\n\u003Cp>1.1.3.'Trade Union\" or \"Union\" means the basic trade union established by\nthe workers of the Sheraton Addis Hotel.\u003C\u002Fp>\n\n\u003Cp>1.1.4. “Starwood” means the international organization (hat runs the\nmanagement of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>1.1.5.“Worker” means a person who has an employment relationship with\nthe Undertaking in accordance with the provisions of Article 4 of the\nProclamation.\u003C\u002Fp>\n\n\u003Cp>1.1.6.“Managerial Employee\" means a person who, by law or by the power\ndelegated to him by the\u003C\u002Fp>\n\n\u003Cp>Undertaking according to the nature of business of the latter, is vested\nwith powers and responsibilities of formulating management policies or of\nimplementing such policies including, but not limited to, the power to hire,\ntransfer, suspend, dismiss, assign or take disciplinary measures. The\nexpression also includes the Head of the Legal Services who is entrusted with\nthe task of soliciting advice on managerial measures to be taken by the\nUndertaking with a view to protecting the interest of the latter.\u003C\u002Fp>\n\n\u003Cp>1.1.7.\"Union Leader\" means only a person who is a member of the Executive\nCommittee or of the Audit Committee of the Trade Union that is registered with\nand accorded legal personality by the Ministry of Labour and Social Affairs\nrepresenting the generality of workers in the Undertaking.\u003C\u002Fp>\n\n\u003Cp>1.1.8.\"Salary\" means the remuneration due to a worker for the services he\nrenders to the Undertaking according to his contract of employment; but\nshall\u003C\u002Fp>\n\n\u003Cp>not include the following:\u003C\u002Fp>\n\n\u003Cp>a.Overtime pay.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>b.Per diem, hardship allowance, transportation allowance and similar\ndues.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c. Bonus paid by the Undertaking.\u003C\u002Fp>\n\n\u003Cp>d.Commission pay.\u003C\u002Fp>\n\n\u003Cp>e.Incentives paid in recognition of additional work results.\u003C\u002Fp>\n\n\u003Cp>f.Service charges.\u003C\u002Fp>\n\n\u003Cp>1.1.9.\"Overtime Pay\" means the remuneration to be made to a worker by the\nUndertaking in consideration of the services he renders to the latter out of\nthe regular working hours determined by the provisions of the Proclamation and\nthose of this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>1.1.10.\"Service Charge\" means the sum of money that the Undertaking collects\nfrom its customers with a view to paying it back to the concerned workers\nhaving a permanent contract of employment with the Undertaking; but shall not\ninclude bonus payments and tips.\u003C\u002Fp>\n\n\u003Cp>1.1.11.\"Grievance\" means any complaint made in relation to the\ninterpretation or implementation of provisions laid down in the directives,\nrules and procedures of the Undertaking, this Collective Agreement or the\nprovisions of laws relevant thereto.\u003C\u002Fp>\n\n\u003Cp>1.1.12.‘‘Leave” means the period of regular working hours in which a\nworker does not report to duty, with or without salary, on the basis of\npermission granted to him by the appropriate managerial employee.\u003C\u002Fp>\n\n\u003Cp>1.1.13.\"Year\" or “The Year” means the Gregorian Calendar that is adopted\nas the fiscal year of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>1.1.14.\"Premises of the Undertaking” means the main compound of the\nSheraton Addis Hotel and any\u003C\u002Fp>\n\n\u003Cp>other place in which the Undertaking carries on its activities.\u003C\u002Fp>\n\n\u003Cp>1.1.15.\"Workers Entitled to Benefits” means only workers with contracts of\nemployment for an indefinite period of time.\u003C\u002Fp>\n\n\u003Cp>1.1.16.“Agreement” means this Collective Agreement.\u003C\u002Fp>\n\n\u003Ch3>1.2.\u003C\u002Fh3>\n\n\u003Cp>Change of the name of the Undertaking implies the corresponding change of\nthe name of the Trade Union.\u003C\u002Fp>\n\n\u003Ch3>1.3. \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>Unless the context provides otherwise, expressions set out in the masculine\ngender in this Agreement shall imply the feminine gender.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>1.4.\u003C\u002Fh3>\n\n\u003Cp> The undertaking may cause the translation of this collective Agreement into\nany other language of its choice provided, however, that the Amharic version\nshall prevail in the event of incompatibility between the Amharic and the\ntranslated version.\u003C\u002Fp>\n\n\u003Ch2>Article Two\u003C\u002Fh2>\n\n\u003Ch2>Objectives of the Agreement\u003C\u002Fh2>\n\n\u003Ch3>2.1.\u003C\u002Fh3>\n\n\u003Cp> To protect, strengthen and foster the rights, benefits, integrity and\nwelfare of the Undertaking and its workers.\u003C\u002Fp>\n\n\u003Ch3>2.2.\u003C\u002Fh3>\n\n\u003Cp>To create a reliable atmosphere that will enable the Undertaking to be\ncompetitive and profitable in a free\u003C\u002Fp>\n\n\u003Cp>market and to ensure permanent job security to its workers.\u003C\u002Fp>\n\n\u003Ch3>2.3. \u003C\u002Fh3>\n\n\u003Cp>To determine work rules through collective bargaining in a manner that takes\ninto account the rights, duties and work conditions to the negotiating\nparties.\u003C\u002Fp>\n\n\u003Ch3>2.4.\u003C\u002Fh3>\n\n\u003Cp> To lay down a conducive climate that would bring about the desired\nindustrial peace for the stable and continuous resumption of the services\nprovided by the Undertaking by creating positive and harmonious relationship\nbetween the Undertaking and its workers.\u003C\u002Fp>\n\n\u003Ch3>2.5.\u003C\u002Fh3>\n\n\u003Cp> To define the relationship of the Undertaking and its workers on\nappropriate rights and obligations that would create peaceful relations for the\ncommon betterment of both parties.\u003C\u002Fp>\n\n\u003Ch3>2.6.\u003C\u002Fh3>\n\n\u003Cp> To create awareness an the modalities of submitting grievances and on the\nmanners of taking disciplinary measures; to ensure the full and overall\nmanagement of the Undertaking; to create smooth working atmosphere between the\nUndertaking and its workers on the basis of defined and appropriate rights and\nobligations of the parties.\u003C\u002Fp>\n\n\u003Ch3>2.7.\u003C\u002Fh3>\n\n\u003Cp>To recognize the worker as the cornerstone of the existence of the\nUndertaking and, to this end, to promote conditions for the protection of his\nhealth as well as his mental and physical well being, to guarantee the\nappropriate remuneration commensurate to the work he performs in the\nUndertaking, to uphold his human dignity and establish appropriate mechanisms\nin which he takes part in the operation of the Undertaking,\u003C\u002Fp>\n\n\u003Ch3>2.8.\u003C\u002Fh3>\n\n\u003Cp> To motivate and encourage the worker to enable him raise his productivity\nby inculcating a sense of love for his duties and fostering good working\nmoral.\u003C\u002Fp>\n\n\u003Ch2>Article Three\u003C\u002Fh2>\n\n\u003Ch2>Scope of the Agreement\u003C\u002Fh2>\n\n\u003Ch3>3.1.\u003C\u002Fh3>\n\n\u003Cp> This Collective Agreement shall remain valid for a period of three (3)\nyears commencing from the date of signature put unto it by the Sheraton Addis\nHotel and the Basic Trade Union of workers of the Sheraton Addis Hotel.\u003C\u002Fp>\n\n\u003Ch3>3.2.\u003C\u002Fh3>\n\n\u003Cp> This Collective Agreement shall be applicable on all the workers of the\nUndertaking provided, however, that it shall not be applicable on the following\npersonnel.\u003C\u002Fp>\n\n\u003Cp>a.The General Manager\u003C\u002Fp>\n\n\u003Cp>b. The Deputy General Manager.\u003C\u002Fp>\n\n\u003Cp>c.The Director of the Engineering.\u003C\u002Fp>\n\n\u003Cp>d.The Director of the Finance.\u003C\u002Fp>\n\n\u003Cp>e. The Director of Food and Beverages.\u003C\u002Fp>\n\n\u003Cp>f. The Director of Guest Services.\u003C\u002Fp>\n\n\u003Cp>g.The Director of Human Resources.\u003C\u002Fp>\n\n\u003Cp>h.The Director of Operational Innovation (Black Belt)\u003C\u002Fp>\n\n\u003Cp>i. The Director of Revenue Management.\u003C\u002Fp>\n\n\u003Cp>j. The Director for Sales and Marketing.\u003C\u002Fp>\n\n\u003Cp>k. The Director of Security.\u003C\u002Fp>\n\n\u003Cp>l. The Director for Information Technology. \u003C\u002Fp>\n\n\u003Cp>m.The Personal Assistant to the General Manager.\u003C\u002Fp>\n\n\u003Cp>n. The Training Manager.\u003C\u002Fp>\n\n\u003Cp>o. The Assistant Director of Human Resources. p. The Assistant Director of\nFinance.\u003C\u002Fp>\n\n\u003Cp>q. The Executive House Keeper.\u003C\u002Fp>\n\n\u003Ch3>3.3. \u003C\u002Fh3>\n\n\u003Cp>Parties to this Collective Agreement shall commence negotiation on the\namendment or replacement of the same three (3) months ahead of the expiry of\nthe period of time for which it is in force. In the event the negotiation does\nnot come to an end three months following the expiry of the period for which\nthis Agreement is in force, the provisions on salary and benefit schemes of the\nexpired Agreement shall not be applicable. Parties to the\u003C\u002Fp>\n\n\u003Cp>Agreement have, however, agreed that they will hold a mutual consultation on\nsalary issues in January of the new year and the agreed upon decision shall be\nexecuted in February of the same year.\u003C\u002Fp>\n\n\u003Ch3>3.4. \u003C\u002Fh3>\n\n\u003Cp>Unless the context provides otherwise, provisions of this Collective\nAgreement shall be deemed to constitute part of the employment contract of\nevery worker.\u003C\u002Fp>\n\n\u003Ch3>3.5.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where provisions of this Collective Agreement are more beneficial to the\nworker than what is provided under the law, the former shall prevail. The law\nshall, however, prevail where its terms are more favorable to the worker.\u003C\u002Fp>\n\n\u003Ch2>Article Four \u003C\u002Fh2>\n\n\u003Ch2>Rights of the Undertaking\u003C\u002Fh2>\n\n\u003Cp>Without prejudice to the rights and benefits of workers stipulated in this\nCollective Agreement, the following rights of the Undertaking are hereby\nrecognized by the parties when carried out by its appropriate authorities or\nits agents.\u003C\u002Fp>\n\n\u003Ch3>4.1.\u003C\u002Fh3>\n\n\u003Cp> To plan, organize, reform, alter, administer, manage, supervise and carry\nout the activities of the Undertaking as well as to determine and fix job\nclassifications and the corresponding salaries and ensure their\nimplementation.\u003C\u002Fp>\n\n\u003Ch3>4.2.\u003C\u002Fh3>\n\n\u003Cp> To hire, suspend, fire and promote workers as well as take disciplinary\nactions on them in accordance with the provisions of the Collective\nAgreement\u003C\u002Fp>\n\n\u003Ch3>4.3.\u003C\u002Fh3>\n\n\u003Cp> To transfer a worker to a similar job position and to issue to him the\nappropriate job description.\u003C\u002Fp>\n\n\u003Ch3>4.4.\u003C\u002Fh3>\n\n\u003Cp> To terminate the contract of employment of a worker upon serving due notice\non him where, in accordance with the relevant provisions of the Proclamation,\nthe position held by the employee is no more relevant to the Undertaking for\ngood cause and where it is not possible far the Undertaking to place the worker\nto another position.\u003C\u002Fp>\n\n\u003Ch2>Article Five\u003C\u002Fh2>\n\n\u003Ch2>Obligations of the Undertaking\u003C\u002Fh2>\n\n\u003Cp>The following shall be the obligations of the Undertaking.\u003C\u002Fp>\n\n\u003Ch3>5.1.\u003C\u002Fh3>\n\n\u003Cp> It shall duly observe and ensure the implementation of all work conditions\noutlined under this Collective Agreement, the Proclamation and other laws as\nwell as regulations and directives of the Government relevant to employment\nrelationship.\u003C\u002Fp>\n\n\u003Ch3>5.2.\u003C\u002Fh3>\n\n\u003Cp> It shall issue to every single worker job description that outlines his\ndities and responsibilities. It may not, however, compel a worker to perform a\nduty other than those specified in the job description and the contract of\nemployment.\u003C\u002Fp>\n\n\u003Ch3>5.3.\u003C\u002Fh3>\n\n\u003Cp> It shall protect the human dignity of the worker.\u003C\u002Fp>\n\n\u003Ch3>5.4.\u003C\u002Fh3>\n\n\u003Cp> It shall take all necessary measures to create a healthy work environment\nFurthermore, it shall provide the equipments required for the protection of the\nhealth and safety of the worker and the prevention of hazardous situations; it\nshall provide the appropriate sanitary facilities and ensure their proper\ncleanliness; it shall also make available basic provisions for the protection\nof workers' personal hygiene.\u003C\u002Fp>\n\n\u003Ch3>5.5.\u003C\u002Fh3>\n\n\u003Cp> It shall provide the standard safety protection devices to workers\ndepending on the nature of the activity to be carried on by the latter.\u003C\u002Fp>\n\n\u003Ch3>5.6.\u003C\u002Fh3>\n\n\u003Cp> It shall maintain a personal file to each worker that shows the date of\nemployment, his salary, the times of promotion, educational qualification,\nletters of appreciation, the results of his yearly performance evaluation,\ndisciplinary actions and other related matters. It shall, when so requested,\nenable the worker to consult his personal file in the presence of the personnel\nhead or his representative.\u003C\u002Fp>\n\n\u003Ch3>5.7.\u003C\u002Fh3>\n\n\u003Cp> It shall cooperate in efforts made for strengthening workers thrift and\ncredit association and sporting activities by providing moral and material\nsupport\u003C\u002Fp>\n\n\u003Ch3>5.8.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp> It shall allocate an amount up to Birr 250,000.00 (Two Hundred and fifty\nthousand) to cover the educational and training expenses of its workers who\ntake courses on their own free times, with a view to upgrade their skills and\nperformance capabilities. The implementation of this provision shall be subject\nto further negotiation and agreement between the Undertaking and the Trade\nUnion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>5.9.\u003C\u002Fh3>\n\n\u003Cp> It shall cause the presence of a representative of the Union when it\nconducts investigations on alleged faulty conduct of workers.\u003C\u002Fp>\n\n\u003Ch3>5.10.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchers\">\u003Cp> It shall provide, free of charge, standard meals, as per existing practice,\nto workers who are on duty during breakfast, lunch, dinner and late night\ndinner hours owing to instructions or schedules of the Undertaking.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>5.11.\u003C\u002Fh3>\n\n\u003Cp> It shall grant paid leave to a worker who is a party to a trade dispute to\nattend proceedings of the same or to one who is summoned in writing by the\nappropriate judicial organ to appear as a witness or as an expert. The worker\nshall produce the required evidence to that effect from the relevant organ.\u003C\u002Fp>\n\n\u003Ch3>5.12.\u003C\u002Fh3>\n\n\u003Cp> It shall conduct trainings by professionals on safety precautions and the\nhandling of equipments to concerned workers. It shall likewise ensure that such\ntrainings are conducted at least once a year and shall, where appropriate,\nissue certificates evidencing the same. Such trainings shall comply with the\nsafety rules issued by Starwood as per the provisions of Article 12 (3) of the\nProclamation.\u003C\u002Fp>\n\n\u003Ch3>5.13.\u003C\u002Fh3>\n\n\u003Cp> It shall distribute, free of charge, a copy of this Collective Agreement to\neach and every one of its workers.\u003C\u002Fp>\n\n\u003Ch3>5.14. \u003C\u002Fh3>\n\n\u003Cp>It shall cause the education or training of workers on a merit and\ncompetitive bask where such training opportunities are available within or\noutside the Undertaking.\u003C\u002Fp>\n\n\u003Ch3>5.15.\u003C\u002Fh3>\n\n\u003Cp> It shall provide an office to the Trade Union, within its main premises and\nwith the required facilities, which may only be employed for the business of\nthe latter. It shall also affix a notice board at a place convenient for\nworkers to have a look at.\u003C\u002Fp>\n\n\u003Ch3>5.16.\u003C\u002Fh3>\n\n\u003Cp> It shall, from time to time and in consultation with the Trade Union,\ndevise mechanisms on work procedures that motivate, its workers to be\ncompetitive.\u003C\u002Fp>\n\n\u003Ch3>5.17.\u003C\u002Fh3>\n\n\u003Cp> It shall, in accordance with guidelines to be issued for motivating and\nencouraging workers and in consultation with the Trade Union, award prizes to\nmeritorious workers who have registered outstanding performances.\u003C\u002Fp>\n\n\u003Ch3>5.18.\u003C\u002Fh3>\n\n\u003Cp> It shall supply to the Trade Union copies of new policies that directly\naffect workers such as those on promotion, transfer, and disciplinary\nmeasures.\u003C\u002Fp>\n\n\u003Ch3>5.19.\u003C\u002Fh3>\n\n\u003Cp> It shall conduct studies on upgrading the productivity of workers jointly\nwith the Trade Union, negotiate on the same with the latter and, where\nappropriate, cause its implementation.\u003C\u002Fp>\n\n\u003Ch3>5.20.\u003C\u002Fh3>\n\n\u003Cp> It shall refrain from employing workers from outside the Undertaking for\nvacant positions for which there are workers within it who fulfill the required\nqualification and experience. It shall only do so where there are no candidates\nfrom within.\u003C\u002Fp>\n\n\u003Ch3>5. 21.\u003C\u002Fh3>\n\n\u003Cp> It shall take the necessary measures to do away with redundancy of workers\nin the event where it introduces new work procedures or where it causes the\ninstallation of new equipments that would bring about more efficiency to its\noperation. The relevant provisions of the Proclamation shall apply where such\nefforts do not bear fruits.\u003C\u002Fp>\n\n\u003Ch3>5.22.\u003C\u002Fh3>\n\n\u003Cp> It shall grant a half-day paid leave for all its workers to enable them\nattend General Meeting of the Trade Union. It shall in addition provide such\nmeeting with an assembly hall in a manner that does not affect the smooth\noperation of its activities.\u003C\u002Fp>\n\n\u003Ch3>5.23.\u003C\u002Fh3>\n\n\u003Cp> It shall provide free meals to two employees of the Trade Union in the\ndining room of its workers.\u003C\u002Fp>\n\n\u003Ch3>5.24.\u003C\u002Fh3>\n\n\u003Cp>The Undertaking:\u003C\u002Fp>\n\n\u003Cp>a.Shall refrain from my and all acts that violate or restrict the rights of\na worker.\u003C\u002Fp>\n\n\u003Cp>b.Shall not commit acts of retaliation on workers or their representatives\nfor taking lawful actions\u003C\u002Fp>\n\n\u003Cp>with appropriate authorities against hose responsible for violation of their\nrights.\u003C\u002Fp>\n\n\u003Cp>c. Shall not discriminate against or do inappropriate acts on workers who\nare members of the Trade Union or those who conduct lawful activities in the\nname of the Trade Union.\u003C\u002Fp>\n\n\u003Cp>d.Shall not cause the multiple punishment of a worker for a single act.\u003C\u002Fp>\n\n\u003Cp>e.Shall not take multiple penalties on acts done with the intent of\ncommitting a single offense.\u003C\u002Fp>\n\n\u003Cp>f.Shall not collectively punish workers unless it is proven that they are\nall responsible for the offense.\u003C\u002Fp>\n\n\u003Cp>g.Shall not cause the transfer of a worker with the intention of depriving\nhim of a forthcoming promotion due to him had he stayed in the position.\u003C\u002Fp>\n\n\u003Cp>h.Shall not issue instructions that compel a worker to stay in work outside\nthe regular work hours or to perform works beyond his capacity; or instructions\nthatclearly violate the provisions of this Collective Agreement or\ninternational labour Conventions to which the country is a State Party; or that\ncause injuries to life or bodily integrity of workers or properties of both the\nUndertaking and its workers.\u003C\u002Fp>\n\n\u003Cp>i.Shall fill replaceable vacant positions within a period of two months\ntaking into account procedures relevant to internal transfer\u003C\u002Fp>\n\n\u003Ch3>5.25.\u003C\u002Fh3>\n\n\u003Cp> It shall issue a certificate of termination to a worker whose contract of\nemployment is terminated within a period of seven days following the date of\ncompletion of clearance procedure by the worker by\u003C\u002Fp>\n\n\u003Cp>stating the job, profession, the period of service, salary and the reason\nfor termination.\u003C\u002Fp>\n\n\u003Ch2>Article Six\u003C\u002Fh2>\n\n\u003Ch2>Rights Due to Workers\u003C\u002Fh2>\n\n\u003Cp>Workers of the Undertaking shall have the following rights in this\nCollective Agreement.\u003C\u002Fp>\n\n\u003Ch3>6.1.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking hereby recognizes the rights of workers to refuse\nperformance of works that cause or that are likely to cause hazards on their\nlives or health, which hazards have been ascertained and are brought to the\nattention of the Undertaking and its workers by an appropriate organ.\u003C\u002Fp>\n\n\u003Ch3>6.2. \u003C\u002Fh3>\n\n\u003Cp>A worker shall not be compelled to perform works that arc not equivalent to\nor not at par with his position unless such instruction is deemed desirable for\nthe purpose of preventing hazardous circumstances that may befall upon the\nUndertaking.\u003C\u002Fp>\n\n\u003Ch3>6.3. \u003C\u002Fh3>\n\n\u003Cp>Every worker has the right to make inquiries on matters pertaining to\npromotion, transfer, education, training and similar other matters and, in the\nevent he has grievances, he has the right to make inquiries and get\nexplanations on its applications.\u003C\u002Fp>\n\n\u003Ch3>6.4. \u003C\u002Fh3>\n\n\u003Cp>Every worker is entitled to claim compensation for occupational injuries he\nsustains in accordance with the law, provided, however, that the Undertaking\nshall assume no responsibility for injuries the worker intentionally inflicts\nupon himself.\u003C\u002Fp>\n\n\u003Ch3>6.5.\u003C\u002Fh3>\n\n\u003Cp> A worker has the right to file petition with supporting evidence to the\nUndertaking on matters relating to salary adjustment or undue work load.\u003C\u002Fp>\n\n\u003Ch3>6.6. \u003C\u002Fh3>\n\n\u003Cp>Workers assigned to the same work unit are entitled to fair and equitable\nassignment and distribution of work within that unit.\u003C\u002Fp>\n\n\u003Ch2>Article Seven\u003C\u002Fh2>\n\n\u003Ch2>Obligations of a Worker\u003C\u002Fh2>\n\n\u003Ch3>7.1.\u003C\u002Fh3>\n\n\u003Cp> Every worker of the Undertaking shall be obliged to the following\nduties.\u003C\u002Fp>\n\n\u003Cp>a.To observe work orders and directives issued in accordance with the\nProclamation, other appropriate laws and this Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>b.To refrain from committing intentional or reckless acts that are likely to\ncause harm or other perils on himself or fellow workers.\u003C\u002Fp>\n\n\u003Cp>c.To inform, at the earliest convenient time, facts that are likely to\naffect his family status such as death, birth, marriage or divorce; and to\npresent documents relating to his education, work experience, letters of\nappreciation and other relevant documents to the Undertaking to be kept\u003C\u002Fp>\n\n\u003Cp>in his personal file.\u003C\u002Fp>\n\n\u003Cp>d.To immediately handover to the Undertaking forgotten and lost properties\nthat come into his possession by virtue of his work assignment. Such\u003C\u002Fp>\n\n\u003Cp>properties shall be subject to the policy of the Undertaking on Lost and\nFound Property where the owners fail to show up and claim them within a period\nof six months.\u003C\u002Fp>\n\n\u003Ch3>7.2.\u003C\u002Fh3>\n\n\u003Cp> It is prohibited for a worker to perform the following activities.\u003C\u002Fp>\n\n\u003Cp>1.Repeated and unjustified late reporting to duty with or without prior\nwarning.\u003C\u002Fp>\n\n\u003Cp>2.Unjustified absence from work for five (5) consecutive work days or for a\nperiod of ten (10) days within a single month or a period of thirty (30)\nworkdays within a year.\u003C\u002Fp>\n\n\u003Cp>3.Failure to report absence from duty on time.\u003C\u002Fp>\n\n\u003Cp>4.Commission of deceitful or fraudulent acts while on duty.\u003C\u002Fp>\n\n\u003Cp>5.Taking undue possession of monies or properties belonging to the\nUndertaking; to take any property of the Undertaking without prior\nauthorization of the concerned official; to appropriate properties of customers\nor fellow workers with the intention of procuring unlawful gain to oneself or\nto third parties.\u003C\u002Fp>\n\n\u003Cp>6.Registering repeated below-standard- performance measured against the\ncriteria set by the Undertaking with respect to quality and quantity of work in\nspite of one's potential otherwise.\u003C\u002Fp>\n\n\u003Cp>7.Demonstration of unbecoming behavior to customers, guests and fellow\nworkers contrarily to the nature of one’s duty, including rudeness, insult or\naggressive behavior.\u003C\u002Fp>\n\n\u003Cp>8.Commission of acts of brawl or quarrel while on duty, or to cause bodily\ninjury on one's immediate supervisor, fellow workers, guests or invitees of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cp>9.Raving personal relationship with customers or perform personal business\nwith them in the Hotel rooms or within the premises of the Undertaking unless\nsuch relationship is warranted by the work flow of the latter.\u003C\u002Fp>\n\n\u003Cp>10.Unauthorized or unwarranted presence in places, rooms, dining or wining\nquarters of customers.\u003C\u002Fp>\n\n\u003Cp>11.Criminal conviction that renders the worker unfit for the position he\nholds.\u003C\u002Fp>\n\n\u003Cp>12.Causing harm on anyone's life or property, intentionally or by gross\nnegligence, when performing one's duties in the Undertaking. For the purpose of\nthis sub-Article, the expression “property” covers properties belonging to\nthe Undertaking, other workers and customers.\u003C\u002Fp>\n\n\u003Cp>13.Failure to observe and abide by rubs and procedures relating to safety\nprecautions on occupational hazards.\u003C\u002Fp>\n\n\u003Cp>14. Absence from duty for more than 30 days on account of a court sentence\npassed on a worker.\u003C\u002Fp>\n\n\u003Cp>15.Eon-discharge of duties and responsibilities spelt out on one’s job\ndescription or non- compliance with instructions of one's supervisor made in\naccordance therewith.\u003C\u002Fp>\n\n\u003Cp>16.Signing or making marks on attendance punch cards or attendance sheets on\nbehalf of another worker or performing any other act similar thereto.\u003C\u002Fp>\n\n\u003Cp>17.Handing over in any form confidential documents of or divulge information\nbelonging to the Undertaking to an unauthorized person.\u003C\u002Fp>\n\n\u003Cp>18.Loss of capacity to perform duties to which a worker is assigned; or his\nlack of skill to continue his work as a result of his refusal to take part in\ntrainings prepared by the employer to upgrade his skill; or his inability to\nacquire the necessary skill after having undergone such training.\u003C\u002Fp>\n\n\u003Cp>19.Permanent inability to carry out duties specified in one's contract of\nemployment for reasons of health or disability.\u003C\u002Fp>\n\n\u003Cp>20.Refusal to accept transfer to a place where the Undertaking carries out\nits activity.\u003C\u002Fp>\n\n\u003Cp>21.Responsibility ior causing acts detrimental to peaceful and safe working\nclimate necessary for the operation and productivity of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>22.Unauthorized operation and use of personal mobile telephones while on\nduty.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>23.Making sexual advances to other workers, customers or suppliers, directly\nor otherwise, or lay down such acts as preconditions to any service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>24.Responsibility for acts of discrimination against customers, suppliers or\nworkers on grounds of race, color, age, sex, sexual orientation, nationality,\nmarital status, religion or disability.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>25.Distribution of unauthorized literature in work places or posting notices\nand posters on the Hotel's walls or other inappropriate places.\u003C\u002Fp>\n\n\u003Cp>26.Non-observance of rules and procedures on cash handling or performing\nsuch duties in a manner that violates rules of proper accountability.\u003C\u002Fp>\n\n\u003Cp>27.Inability to discharge one's duties and responsibilities in an effective\nmanner.\u003C\u002Fp>\n\n\u003Cp>28.Failure to disclose any kind of personal injury sustained during work.\u003C\u002Fp>\n\n\u003Cp>29.Failure to maintain the highest possible personal hygiene, to wear proper\nuniform and put on the required badges and pins, to observe rides of the work\nunit or of the Undertaking relating to the use of jewelries, dressing and hair\nstyle.\u003C\u002Fp>\n\n\u003Cp>30.Fund raising in the premises of the Undertaking, sale of lotteries or\nmerchandise of any kind, soliciting donations, or performance of any other\nsimilar acts not authorized by the\u003C\u002Fp>\n\n\u003Cp>31.Taking part in whatever form in any act of gambling conducted within the\npremises of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>32.Disclosing information relating to the Undertaking to news media without\nthe knowledge and approval of the General Manager.\u003C\u002Fp>\n\n\u003Cp>33.Commission of acts of shouting and nuisance, to singing, whistling or\ncausing disturbance around office quarters or around places where customers are\nbeing served.\u003C\u002Fp>\n\n\u003Cp>34.Vacating one's place of assignment without due authorization from the\nconcerned supervisor, unduly roaming around the premises of the Undertaking or\nsleeping or taking nap on duty.\u003C\u002Fp>\n\n\u003Cp>35.Giving or printing wrong, malicious and fraudulent information regarding\nany worker, customer, immediate supervisor or the Undertaking,\u003C\u002Fp>\n\n\u003Cp>36.Parking vehicles in unauthorized places.\u003C\u002Fp>\n\n\u003Cp>37.Bringing arms, knives or similar other materials to the premises of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cp>38. Keeping property belonging to the Undertaking in one's locker without\nthe required authorization.\u003C\u002Fp>\n\n\u003Cp>39.Prohibition of search of sealed items, boxes, desks and offices; or\nrefusal to conduct searches on gates.\u003C\u002Fp>\n\n\u003Cp>40.Non-observance of instructions and directives issued in relation to one's\nduties.\u003C\u002Fp>\n\n\u003Cp>41.Unauthorized possession, duplication or handing over of hotel keys or\ndeliberate or negligent loss of these keys.\u003C\u002Fp>\n\n\u003Cp>42.Dining or drinking in unauthorized places as well as smoking in\nprohibited a m and chewing gums.\u003C\u002Fp>\n\n\u003Cp>43.Supplying incorrect educational or work experience, credentials during\none's tenure of employment.\u003C\u002Fp>\n\n\u003Cp>44.Unauthorized use of items designed for customer services or use of Hotel\ntelephones for personal matters.\u003C\u002Fp>\n\n\u003Cp>45.Possession, use, sale, transfer, or keeping of drugs or items destined\nfor drug use or substances subject to close monitoring by the concerned organ\nwithin the premises of the Undertaking or in its vehicles during one's term of\nemployment; or consumption of alcohol in work places during work hours.\u003C\u002Fp>\n\n\u003Cp>46.Watching television or reading newspapers on duty unless such behavior is\nwarranted by the needs of the work an which a worker is assigned.\u003C\u002Fp>\n\n\u003Cp>47. Use of Automatic Teller Machines (ATMs) in places and times other than\nthose authorized for workers.\u003C\u002Fp>\n\n\u003Cp>48.Use of computers of the Undertaking outside the time allotted for\nworkers; violation of policies and procedures on the use of the Undertaking's\ninformation technology resources; against policies an utilization of computers;\nand policies on accessing, watching, downloading, saving, receiving or sending\nany and all kinds of indecent and inappropriate videos.\u003C\u002Fp>\n\n\u003Cp>49.Failure to observe the provisions of the Proclamation, related laws and\nregulations as well as this Collective Agreement and amendments thereto.\u003C\u002Fp>\n\n\u003Cp>50.Improper handling by a worker of equipments and tools given to him for\nthe discharge of his duties,\u003C\u002Fp>\n\n\u003Cp>51.Refusal to take part in meetings and training exercises designed to\nupgrade one's knowledge and working skills.\u003C\u002Fp>\n\n\u003Cp>52.Failure to serve the Undertaking for a defined period in one's area of\nspecialization after having\u003C\u002Fp>\n\n\u003Cp>undergone training on the same within or outside the country at the expense\nof the Undertaking.\u003C\u002Fp>\n\n\u003Cp>53.Unauthorized duplication of the Hotel's Master Key.\u003C\u002Fp>\n\n\u003Cp>54.Supplying incorrect information regarding oneself, family members or\nother matters during his term of employment.\u003C\u002Fp>\n\n\u003Ch2>Article Eight\u003C\u002Fh2>\n\n\u003Ch2>Rights of the Trade Union\u003C\u002Fh2>\n\n\u003Ch3>8.1.\u003C\u002Fh3>\n\n\u003Cp> Without prejudice to rights of trade unions recognized under the\nProclamation, this Collective Agreement and other appropriate laws on trade\nunions, the Undertaking hereby recognizes the right of the Trade Union to\nfreely conduct its activities in line with the objectives for which it is\nestablished; to negotiate collective agreements with the Undertaking on behalf\nof workers in accordance with its internal bylaws and rules; and to represent\nworkers in matters pertaining to their contract of employment with the\nUndertaking as per appropriate laws and regulations.\u003C\u002Fp>\n\n\u003Ch3>8.2. \u003C\u002Fh3>\n\n\u003Cp>The right of the Trade Union to submit problems relating to work conditions\nand performances; and to seek rectification measures in periodic consultative\nmeetings with representatives of the Undertaking is\u003C\u002Fp>\n\n\u003Cp>hereby reserved.\u003C\u002Fp>\n\n\u003Ch3>8.3.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking hereby recognizes that only the Trade Union has the right\nto call general meeting of\u003C\u002Fp>\n\n\u003Cp>members or that of the Executive Committee; to cause election of\nrepresentatives of the Union to any forum and to supervise their activities or\ncause their replacement.\u003C\u002Fp>\n\n\u003Ch3>8.4.\u003C\u002Fh3>\n\n\u003Cp> The Union shall take part in the administration of the Undertaking by\nsupplying its comments and suggestions through its representatives when\npolicies are formulated or implemented and shall further have a say in the\nevaluation of the effectiveness of such policies. Such participation, however,\ndocs not include involvement in the financial activities of the Undertaking\nother than matters relating to service charges due to workers.\u003C\u002Fp>\n\n\u003Ch3>8.5.\u003C\u002Fh3>\n\n\u003Cp> The undertaking shall supply to the Trade Union a monthly statement on the\ntotal amount of service charges due to workers, the number of workers entitled\nthereto as well as changes observed on the same. The Trade Union shall further\nseek clarification if it has justifiable, doubts on the contents of the\nstatement. Where explanations made by the Undertaking arc not to the\nsatisfaction of the Trade Union and such doubts cannot be resolved by\nnegotiations, the latter shall cause the auditing of the statement for a\nmaximum of three times a year. The Trade Union shall cover the audit cost\nunless the audit report reveals discrepancy in the statement supplied by the\nUndertaking. The Undertaking shall further handover a portion of the annual\nreport of its external auditor relating to utilization of service charges\u003C\u002Fp>\n\n\u003Ch2>Article Nine\u003C\u002Fh2>\n\n\u003Ch2>Rights of Trade Union Office Holders\u003C\u002Fh2>\n\n\u003Ch3>9.1.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall not discriminate against elected officials of the\nTrade Union nor perform acts detrimental to them by reason of their\nparticipation in lawful activities therein.\u003C\u002Fp>\n\n\u003Ch3>9.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall, in accordance with the Proclamation and this\nCollective Agreement, take the time passed by officers of the Union to carry\nout their Union duties for time spent on duty.\u003C\u002Fp>\n\n\u003Ch3>9.3.\u003C\u002Fh3>\n\n\u003Cp> Subject to rights of union officials specified in the Proclamation, this\nCollective Agreement or other appropriate laws, the Undertaking shall grant a\none- day weekly leave for union duties to elected union officials with full pay\nand benefits. Similar leave shall be granted to members of the Executive\nCommittee of the Union where conducting an urgent meeting becomes necessary and\nupon prior notification of the same to the Undertaking, provided, however, that\nseveral persons from the same unit cannot be granted such leave at the same\ntime.\u003C\u002Fp>\n\n\u003Ch3>9.4.\u003C\u002Fh3>\n\n\u003Cp> During the term of his office, an elected Union official shall be entitled\nto salary increments and other benefits to which his fellow workers are\nentitled. The term of union service shall also be included in the duration of\nservice rendered to the Undertaking\u003C\u002Fp>\n\n\u003Ch2>Article Ten\u003C\u002Fh2>\n\n\u003Ch2>Obligations of the Trade Union\u003C\u002Fh2>\n\n\u003Ch3>10.1.\u003C\u002Fh3>\n\n\u003Cp> The Union shall create awareness of its members on their rights and\nobligations specified in the Proclamation, other relevant laws on employment\nrelations and this Collective Agreement and do its best for the positive\nresolution of trade disputes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.2.\u003C\u002Fh3>\n\n\u003Cp> The Union shall, in cooperation with the Undertaking, exert every possible\neffort to let workers be informed of the spirit and execution of this\nCollective Agreement.\u003C\u002Fp>\n\n\u003Ch3>10.3.\u003C\u002Fh3>\n\n\u003Cp> The Union shall encourage workers at all levels to properly discharge their\nduties and responsibilities in a prudent and faithful manner.\u003C\u002Fp>\n\n\u003Ch3>10.4.\u003C\u002Fh3>\n\n\u003Cp> The Union shall, in collaboration with the Undertaking, take measures\nrequired to promote the efficiency and diligence of workers, to raise their\nlevel of individual and collective productivity as well as the profitability of\nthe Undertaking.\u003C\u002Fp>\n\n\u003Ch3>10.5.\u003C\u002Fh3>\n\n\u003Cp> The Union shall, in cooperation with the Undertaking, cause the proper\nhandling of work equipments and tools.\u003C\u002Fp>\n\n\u003Ch3>10.6.\u003C\u002Fh3>\n\n\u003Cp> The Union shall give prior notification to the Undertaking when it invites\npersons other than workers of the Undertaking to the premises of the latter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article Eleven\u003C\u002Fh2>\n\n\u003Ch2>Unlawful Acts\u003C\u002Fh2>\n\n\u003Ch3>11.1. \u003C\u002Fh3>\n\n\u003Cp>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\u003Cp>d.To discriminate between workers on the ground of ethnicity, sex, color,\nreligion, political orientation and similar other reasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.2. \u003C\u002Fh3>\n\n\u003Cp>Commission of the following acts by any worker is unlawful.\u003C\u002Fp>\n\n\u003Cp>a.To intentionally commit acts that endanger life and property at the place\nof work.\u003C\u002Fp>\n\n\u003Cp>b.To take away property from work place without an express authorization of\nthe employer.\u003C\u002Fp>\n\n\u003Cp>c.State of intoxication while on duty.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>d.Refusal to submit to medical examination where required by law or by the\nemployer for good cause, except in the case of HIV\u002FAIDS test.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e.Refusal to observe safety and accident prevention rules and refusal to\ntake the necessary safety precautions.\u003C\u002Fp>\n\n\u003Ch2>Article Twelve\u003C\u002Fh2>\n\n\u003Ch2>Joint Consultation\u003C\u002Fh2>\n\n\u003Ch3>12.1.\u003C\u002Fh3>\n\n\u003Cp> The purpose of a joint consultation is to strengthen the relationship\nbetween the Undertaking and the Union by creating a smooth work atmosphere and\nto promote productivity.\u003C\u002Fp>\n\n\u003Ch3>12.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking and the Union shall hold consultative meeting once every\nthree months to deliberate on matters relating to work conditions that are\nspecified in this Collective Agreement or matters not covered herein as well as\non policies, rules or work practices of the Undertaking, or on issues that\naffect the majority of workers provided, however, that any one of the parties\nmay call emergency meetings whenever the need for so doing arises.\u003C\u002Fp>\n\n\u003Ch3>12.3.\u003C\u002Fh3>\n\n\u003Cp> Each party shall be represented by two to four members at such meetings.\nWhere both parties agree to that effect, the number of representatives may be\nmore than this figure on the condition that a person attending such meeting\nshall have the lawful authority to vote on motions for decision.\u003C\u002Fp>\n\n\u003Ch3>12.4.\u003C\u002Fh3>\n\n\u003Cp>a. The date and time of the meeting shall be jointly fixed by the Union and\nthe Undertaking and they shall exchange the agenda items to be deliberated at\nthe meeting once week ahead of the date of the meeting.\u003C\u002Fp>\n\n\u003Cp>b.Where an emergency meeting is called, the party calling the meeting shall\nhandover the agenda item to the other party at least three days before the date\nof the meeting and the meeting shall be held on the next day.\u003C\u002Fp>\n\n\u003Ch3>12.5.\u003C\u002Fh3>\n\n\u003Cp> Matters not included in the agenda shall not be deliberated upon in the\nmeeting unless both parties agree to do so.\u003C\u002Fp>\n\n\u003Ch3>12.6.\u003C\u002Fh3>\n\n\u003Cp> In the went one of the parties cannot be present at the meeting, it shall\nin writing request postponement of the meeting for a period not exceeding one\nweek provided, however, that a meeting cannot be postponed more than once upon\nthe unilateral request of one party.\u003C\u002Fp>\n\n\u003Ch3>12.7.\u003C\u002Fh3>\n\n\u003Cp> Minutes of consultative meetings shall be drawn up by the designated\nsecretary and shall be ready for approval and signature of the parties within\nfive working days following the date the meeting was held. The approved minutes\nshall be appended to this\u003C\u002Fp>\n\n\u003Cp>Collective Agreement in accordance with the relevant provisions of the\nProclamation and other appropriate laws and shall be considered as an integral\npart thereof.\u003C\u002Fp>\n\n\u003Ch2>Article Thirteen\u003C\u002Fh2>\n\n\u003Ch2>Employment, Promotion and Training\u003C\u002Fh2>\n\n\u003Ch3>13.1. Employment\u003C\u002Fh3>\n\n\u003Cp>a. The Undertaking shall cause notice for employment of workers from outside\nonly and only if the vacancy cannot be filled by workers from within after an\ninternal notice to this effect is publicized.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cp>b. The Undertaking shall give a letter specifying the work position, salary\nand job description to a newly employed worker.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>13.2. Promotion\u003C\u002Fh3>\n\n\u003Cp>a. Promotion of a worker to a higher position shall be based on\nqualification, experience and skill required for the position and on a\ncompetitive basis.\u003C\u002Fp>\n\n\u003Cp>b. In the event of a vacancy in any unit of the Undertaking, priority shall\nbe given to workers in that unit whose position is immediately below the vacant\none; failing which a notice to that effect shall he posted on a notice hoard\nprovided by the Undertaking so that other interested workers of the Undertaking\nmay apply to be considered for the same.\u003C\u002Fp>\n\n\u003Cp>c.1.The amount of salary increment due to a promoted worker shall be the\ndifference between his salary and the initial salary set for the vacant\nposition or an increment of 15% of his existing salary, whichever is higher.\u003C\u002Fp>\n\n\u003Cp>2 The salary of a worker who is transferred to a lower position upon his own\nrequest shall be set on the basis of the initial salary set for the new\nposition plus the sum of the annual increments he would have been entitled in\nduring his service years had he been on that position.\u003C\u002Fp>\n\n\u003Cp>d.1.Promotion shall be effective as of the date of the letter to that\neffect.\u003C\u002Fp>\n\n\u003Cp>2 A promoted person who has fulfilled the requirements for the new position\nshall not be detained in the previous position for a period exceeding one week\nfollowing the date specified in the letter of promotion.\u003C\u002Fp>\n\n\u003Cp>e.The effective date of a laterally transferred worker or one who is\nassigned to a lower position shall commence an the date specified in the letter\nto that effect.\u003C\u002Fp>\n\n\u003Cp>f.No probation period requirement shall apply on a promoted worker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.3. Training\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>a. The Undertaking shall conduct training to its workers within or outside\nthe country with a view to furthering their productivity in line with its goals\nand objectives.\u003C\u002Fp>\n\n\u003Cp>b. A worker is obliged to take part in such training whenever he is required\nto do so.\u003C\u002Fp>\n\n\u003Cp>c. A worker who takes part in trainings organized by the Undertaking, at\nhome or abroad is entitled to full salary and benefits during the training\nperiod. Fees and costs of the training shall be covered by the Undertaking. The\nworker shall give service to the Undertaking in accordance with the terms and\nconditions stipulated in the training agreement.\u003C\u002Fp>\n\n\u003Cp>d. Selection of workers for training at home or abroad shall be made by the\nUndertaking in a fair and just manner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article Fourteen\u003C\u002Fh2>\n\n\u003Ch2>Vacant Positions\u003C\u002Fh2>\n\n\u003Ch3>14.1. \u003C\u002Fh3>\n\n\u003Cp>A worker applying for a vacant position shall fulfill the requirements on\nqualification, education and other criteria.\u003C\u002Fp>\n\n\u003Ch3>14.2.\u003C\u002Fh3>\n\n\u003Cp> Even if a worker meets the requirements of a vacant position in a manner\nbetter than any other applicant, he shall be placed to the position only upon\nundergoing the procedures set for competing to the post.\u003C\u002Fp>\n\n\u003Ch3>14.3.\u003C\u002Fh3>\n\n\u003Cp> The Union shall take part in the deliberations of examinations administered\nfor promotion and transfer of non-managerial workers in an observer capacity\nand where there are complaints on the outcome of the process; it shall solicit\nsolutions by filing its grievance to the Human Resources Department.\u003C\u002Fp>\n\n\u003Ch3>14.4.\u003C\u002Fh3>\n\n\u003Cp> The name of the person promoted or assigned to the advertised position\nshall be disclosed to workers on the Undertaking’s notice board. A worker\naggrieved by the outcome of the competition shall file his grievance in writing\nwithin a period of ten days following the date of the notice.\u003C\u002Fp>\n\n\u003Ch2>Article Fifteen \u003C\u002Fh2>\n\n\u003Ch2>Performance Evaluation\u003C\u002Fh2>\n\n\u003Ch3>15.1. Objectives\u003C\u002Fh3>\n\n\u003Cp>a.Performance evaluation aims at bringing about efficiency of the work force\nto enable them contribute their share to the progress of the Undertaking by\ninculcating ethical values, developing their strengths and correcting their\nweak points.\u003C\u002Fp>\n\n\u003Cp>b.It also helps workers to appreciate their own capabilities, know their\nstrengths and improve areas that deserve to do so.\u003C\u002Fp>\n\n\u003Cp>c.To identify, prepare, encourage and train highly capable and efficient\nworkers for better positions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.2.\u003C\u002Fh3>\n\n\u003Cp> The following support shall be accorded to workers who do not meet the\nrequired expectation by scoring “D” in performance evaluation.\u003C\u002Fp>\n\n\u003Cp>1.Performance upgrading plan will be devised to them in one month’s\ntime.\u003C\u002Fp>\n\n\u003Cp>2.Relevant training will be provided to them within the next five months.\u003C\u002Fp>\n\n\u003Cp>3.Performance evaluation for the first half year will be made at the end of\nthe sixth month.\u003C\u002Fp>\n\n\u003Cp>4.If the worker still registers unsatisfactory performance, the relevant\ndepartment head shall supply additional assistance to the worker.\u003C\u002Fp>\n\n\u003Cp>5.If the worker is not satisfied with the support accorded to him during the\nfirst half of the year, he has the right to submit a request to the department\nhead and to the head of the training department.\u003C\u002Fp>\n\n\u003Cp>6.The contract of employment of the worker shall be terminated where he\nscores D (Did not meet expectations) upon evaluation at the end of the\nsubsequent year after having been provided with the support specified in this\nArticle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article Sixteen\u003C\u002Fh2>\n\n\u003Ch2>Work Positions and Promotion Ranks\u003C\u002Fh2>\n\n\u003Cp>The Undertaking has the right to draw up work positions and promotion ranks.\nSuch work positions and promotion ranks shall be notified to the Union as soon\nas they are ready. The same shall be done when changes are made on existing\npromotion ranks.\u003C\u002Fp>\n\n\u003Ch2>Article Seventeen\u003C\u002Fh2>\n\n\u003Ch2>Hours of Work\u003C\u002Fh2>\n\n\u003Ch3>17.1.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp> Normal hours of work shall not exceed eight (8) hours a day or forty-eight\n(48) hours a week. The hours shall be counted as of the time fixed for the\nworker to commence his duties.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>17.2.\u003C\u002Fh3>\n\n\u003Cp> The 30 and 15 minutes allotted for shift workers during meal and tea breaks\nrespectively shall be included in the normal work hours.\u003C\u002Fp>\n\n\u003Ch3>17.3. \u003C\u002Fh3>\n\n\u003Cp>Only the Undertaking shall fix the work hours of shift workers taking into\naccount the nature of the work in which they are assigned.\u003C\u002Fp>\n\n\u003Ch2>Article Eighteen \u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Ch2>Weekly Rest\u003C\u002Fh2>\n\n\u003Cp>Weekly days of rest shall be as provided under Articles 69 and 70 of the\nProclamation. The Undertaking and the Union shall hold consultation on its\nimplementation with a view to settle problems arising therefrom.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article Nineteen\u003C\u002Fh2>\n\n\u003Ch2>Conditions for Overtime Work\u003C\u002Fh2>\n\n\u003Cp>No worker shall be compelled to work overtime, provided, however, that the\nUndertaking may require him to work overtime when the conditions specified\nunder the Proclamation arise.\u003C\u002Fp>\n\n\u003Ch2>Article Twenty \u003C\u002Fh2>\n\n\u003Ch2>Public Holidays\u003C\u002Fh2>\n\n\u003Ch3>20.1.\u003C\u002Fh3>\n\n\u003Cp> Public holidays observed under the relevant law shall be paid holidays.\u003C\u002Fp>\n\n\u003Ch3>20.2.\u003C\u002Fh3>\n\n\u003Cp> The provisions of Article 21 of this Collective Agreement shall apply with\nrespect to payment due to a worker who is assigned to duty on public\nholidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-One\u003C\u002Fh2>\n\n\u003Ch2>Overtime Pay\u003C\u002Fh2>\n\n\u003Ch3>21.1. \u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime pay shall be effected in the manner provided hereunder.\u003C\u002Fp>\n\n\u003Cp>a.In the case of works done between six o’clock (6:00 a.m.) in the morning\nand ten o’clock (10:00 p.m.) in the evening, at the rate of one point\neighty-five (1.85) multiplied by the ordinary hourly rate.\u003C\u002Fp>\n\n\u003Cp>b.In the case of night time work between ten o’clock (10:00 p.m.) in the\nevening and six o’clock (6:00 a.m.) in the morning at the rate of two (2)\nmultiplied by the ordinary hourly rate.\u003C\u002Fp>\n\n\u003Cp>c.In the case of works done during weekly rest days at the rate of three (3)\nmultiplied by the ordinary hourly rate.\u003C\u002Fp>\n\n\u003Cp>d.In the case of works done during public holidays, at the rate of three (3)\nmultiplied by the ordinary hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>21.2. \u003C\u002Fh3>\n\n\u003Cp>Overtime work done in accordance with Articlc 19 of this Collective\nAgreement shall be paid within the month in which it is performed.\u003C\u002Fp>\n\n\u003Ch3>22.3.\u003C\u002Fh3>\n\n\u003Cp> Overtime work shall be converted into leave upon the request of the worker\nand acceptance of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-Two\u003C\u002Fh2>\n\n\u003Ch2>Shift Work\u003C\u002Fh2>\n\n\u003Ch3>22.1. Shift Work Schedule\u003C\u002Fh3>\n\n\u003Cp>a.Workers assigned to shift work may exchange work hours upon satisfaction\nof the condition laid down for so doing by the Undertaking provided they are in\nthe same work position, competence and responsibility. The immediate supervisor\nshall ensure the fulfillment of these conditions and may not accept the request\nif these requirements are not met. The workers exchanging shift hours shall\nreduce their agreement into writing by filling in the form designed for this\npurpose. They shall inform their agreement to their supervisor by phone in the\nevent they cannot personally show up to do so.\u003C\u002Fp>\n\n\u003Cp>b.A worker shall not be obliged to perform night time shift work\ncontinuously for a period exceeding one week unless the nature of the work or\nother circumstances require otherwise.\u003C\u002Fp>\n\n\u003Cp>c.The Undertaking shall assign the required manpower for shift work.\u003C\u002Fp>\n\n\u003Ch3>22.2. Night time shift allowance\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>a.Workers assigned during night time shift shall be entitled to an hourly\nallowance of Birr 2.50 (two and fifty cents).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b.Shift workers who do overtime work shall be entitled to the appropriate\nshift allowance in addition to their overtime pay.\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-Three\u003C\u002Fh2>\n\n\u003Ch2>Transport\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The Undertaking shall provide transportation from and to their homes for\nnight time shift workers as long as the road is suitable for its vehicles. The\nsame shall also be provided to workers who go out of work after eight o’clock\n(2:00 p.m.).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article Twenty-Four\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch2>Annual Leave\u003C\u002Fh2>\n\n\u003Ch3>24.1. \u003C\u002Fh3>\n\n\u003Cp>Where a worker is entitled to paid annual leave according to the provisions\nof this Article, he shall divide such leave into three upon his request to that\neffect and agreement of the Undertaking or upon the request of the latter and\nhis full consent thereto.\u003C\u002Fp>\n\n\u003Ch3>24.2.\u003C\u002Fh3>\n\n\u003Cp> The duration of the leave shall be as stated herein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Year(s) of Service\u003C\u002Ftd>\n      \u003Ctd>Number of Leave (working) Days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-2\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3-5\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-10\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11-15\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16-20\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20-22\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A worker who served for more than 22 years shall be entitled to an annual\nleave of 35 days plus one more day for every year of service above 22.\u003C\u002Fp>\n\n\u003Ch3>24.3.\u003C\u002Fh3>\n\n\u003Cp> Where the worker does not divide his annual leave, he shall be paid the\nsalary due to the leave period prior to commencing the leave.\u003C\u002Fp>\n\n\u003Ch3>24.4.\u003C\u002Fh3>\n\n\u003Cp> The salary due to a worker on annual leave shall be equal to the salary he\ngets while on duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>24.5.\u003C\u002Fh3>\n\n\u003Cp> Subject to Article 25 of this Collective Agreement, a worker whose contract\nof employment is terminated according to the provisions of the Proclamation\nshall be paid for the accumulated leave period he has not utilized.\u003C\u002Fp>\n\n\u003Ch3>24.6.\u003C\u002Fh3>\n\n\u003Cp> A worker who has served for less than one year shall be entitled to leave\nproportional to his service period.\u003C\u002Fp>\n\n\u003Ch3>24.7.\u003C\u002Fh3>\n\n\u003Cp> The leave schedule to be drawn up by the Undertaking shall take into\naccount:\u003C\u002Fp>\n\n\u003Cp>a.The wish of the worker; and\u003C\u002Fp>\n\n\u003Cp>b.The need for maintaining the normal functioning of the Undertaking.\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-Five\u003C\u002Fh2>\n\n\u003Ch2>Postponement of Annual Leave\u003C\u002Fh2>\n\n\u003Ch3>25.1.\u003C\u002Fh3>\n\n\u003Cp> Annual leave may be postponed upon the agreement of a worker and the\nUndertaking.\u003C\u002Fp>\n\n\u003Ch3>25.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking may postpone the date of leave of a worker when dictated by\nthe conditions of the work provided, however, that such postponement shall not\nextend beyond the next two consecutive years.\u003C\u002Fp>\n\n\u003Ch3>25.3.\u003C\u002Fh3>\n\n\u003Cp> Where a worker gets sick while on annual leave, the sick leave granted to\nhim shall not be included in the annual leave.\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-Six\u003C\u002Fh2>\n\n\u003Ch2>Recalling of a Worker on Annual Leave\u003C\u002Fh2>\n\n\u003Ch3>26.1.\u003C\u002Fh3>\n\n\u003Cp> A worker who is on annual leave may be recalled only where unforeseen\ncircumstances require his presence at his post.\u003C\u002Fp>\n\n\u003Ch3>26.2.\u003C\u002Fh3>\n\n\u003Cp> A worker who is recalled from leave shall be entitled to payment covering\nthe remainder of his leave, excluding the time spent for the trip back to\nwork.\u003C\u002Fp>\n\n\u003Ch3>26.3.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall cover transport expenses incurred by a worker as a\ndirect consequence of his being recalled and the per-diem thereon.\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-Seven\u003C\u002Fh2>\n\n\u003Ch2>Special Leave\u003C\u002Fh2>\n\n\u003Ch3>27.1. Leave for Family Events\u003C\u002Fh3>\n\n\u003Cp>27.1.1. Where:\u003C\u002Fp>\n\n\u003Cp>a.The worker concludes his first marriage he is entitled to a paid leave of\n5 days.\u003C\u002Fp>\n\n\u003Cp>b.The spouse, parent, child, sister or brother of a worker dies he is\nentitled to a paid mourning leave of three working days.\u003C\u002Fp>\n\n\u003Cp>c.The parent, child, brother or sister of the spouse of a worker dies he is\nentitled to a paid leave of three working days.\u003C\u002Fp>\n\n\u003Cp>d.The grandchild, uncle, aunt or grandparent of a worker dies he is entitled\nto a paid leave of three working days.\u003C\u002Fp>\n\n\u003Cp>e.Workers of the Undertaking shall be granted leave to attend the funeral of\na worker who passes away in a manner that does not affect the operation of the\nUndertaking. The Undertaking shall provide transportation for those attending\nthe funeral. The funeral shall be conducted jointly by the Undertaking and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>f.An additional mourning leave of 2 days shall be granted in the event the\nmourning is to be held outside Addis Ababa in the cases provided under\nparagraphs (a) to (d) hereof. This fact shall be verified by the concerned\nsupervisor and one fellow worker or the Trade Union.\u003C\u002Fp>\n\n\u003Cp>g.A worker shall be entitled to a one day paid leave where someone dies in\nhis home regardless of his relationship with the deceased person.\u003C\u002Fp>\n\n\u003Cp>27.1.2.A worker shall be entitled to a leave without pay for up to five\nconsecutive days in the case of exceptional and serious events.\u003C\u002Fp>\n\n\u003Ch3>27.2. Leave for Miscellaneous Purposes\u003C\u002Fh3>\n\n\u003Cp>27.2.1.A worker who appears at hearing before bodies competent to hear\nlabour disputes or to enforce labour laws shall be granted leave with pay only\nfor the time utilized for such purposes.\u003C\u002Fp>\n\n\u003Cp>27.2.2.A worker who exercises his civil rights or duties shall be granted\nleave with pay only for the time utilized for the said purpose.\u003C\u002Fp>\n\n\u003Cp>27.2.3.A worker who graduates with first degree or above from a recognized\neducational institution shall be entitled to a one day leave with pay.\u003C\u002Fp>\n\n\u003Ch3>27.3. Leave for Union Activities\u003C\u002Fh3>\n\n\u003Cp>Union leaders shall be granted leave with pay and full benefits to attend\ngeneral meetings, seminars and trainings conducted by industrial trade unions.\nThe invitation shall be communicated to the Undertaking three working days in\nadvance and no more than one person shall be granted leave from the same work\nunit for this purpose.\u003C\u002Fp>\n\n\u003Ch3>27.4. Notification\u003C\u002Fh3>\n\n\u003Cp>27.4.1. A worker intending to take leave in accordance with the provisions\nof this Collective Agreement shall notify the Undertaking in advance and\npresent the necessary supporting evidence when so requested by the latter.\u003C\u002Fp>\n\n\u003Cp>27.4.2. Where it is not possible to supply the evidence required under\nsub-Article 27.4.1 hereof, the issue shall be resolved by the Undertaking and\nthe worker; failing which the case shall be investigated by the Union which\nshall submit its findings in writing to the Undertaking.\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-Eight\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch2>Sick Leave\u003C\u002Fh2>\n\n\u003Ch3>28.1.\u003C\u002Fh3>\n\n\u003Cp> A worker who has completed his probation and who cannot report to duty\nowing to sickness other than those resulting from employment injury shall be\nentitled to sick leave. The leave shall only be granted when the worker\nsupplies a sick leave certificate granted to him by a Government recognized\nmedical institution.\u003C\u002Fp>\n\n\u003Ch3>28.2. \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>Sick leave shall be granted in the following manner.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Year(s) of Service\u003C\u002Ftd>\n      \u003Ctd>Full Pay\u003C\u002Ftd>\n      \u003Ctd>Half Pay\u003C\u002Ftd>\n      \u003Ctd>No Pay\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>0-1\u003C\u002Ftd>\n      \u003Ctd>30 days\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\n      \u003Ctd>90 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2-5\u003C\u002Ftd>\n      \u003Ctd>45 days\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\n      \u003Ctd>75 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6-10\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\n      \u003Ctd>90 days\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11-15\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\n      \u003Ctd>90 days\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16-20\u003C\u002Ftd>\n      \u003Ctd>90 days\u003C\u002Ftd>\n      \u003Ctd>120 days\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Above 21\u003C\u002Ftd>\n      \u003Ctd>120 days\u003C\u002Ftd>\n      \u003Ctd>150 days\u003C\u002Ftd>\n      \u003Ctd>60 days\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.3.\u003C\u002Fh3>\n\n\u003Cp> A worker who intends to have his illness treated by a traditional therapist\nor through the use of holy water is entitled to a paid sick leave of a maximum\nof seven (7) days provided his illness is confirmed by a physician designated\nby the Undertaking.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article Twenty-Nine\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch2>Pregnant Workers and Maternity Leave\u003C\u002Fh2>\n\n\u003Ch3>29.1.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp> No pregnant worker shall be given an assignment between six o’clock (6:00\np.m.) in the evening and six o’clock (6:00 a.m.) in the morning; nor an\novertime\u003C\u002Fp>\n\n\u003Cp>work assignment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>29.2.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp> No pregnant worker shall be given an assignment outside her place of work\nstated in her contract of\u003C\u002Fp>\n\n\u003Cp>employment provided, however, that she shall be transferred to another place\nof work if her job is dangerous to her health or to her pregnancy as\nascertained by a medical doctor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>29.3.\u003C\u002Fh3>\n\n\u003Cp> With the exception of the grounds specified under Article 25, 27 and 29(3)\nof the Proclamation, the Undertaking shall not terminate the contract of\u003C\u002Fp>\n\n\u003Cp>employment of a pregnant worker during her\u003C\u002Fp>\n\n\u003Cp>pregnancy and until four months of her confinement.\u003C\u002Fp>\n\n\u003Ch3>29.4.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp> The Undertaking shall grant paid leave to a pregnant woman to undergo\nmedical examination and check up relating to her pregnancy upon presentation of\na medical certificate to that effect.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>29.5.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp> A pregnant worker shall, upon the recommendation of a medical doctor, be\nentitled to leave with pay prior to delivery.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>29.6.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cp> A pregnant worker shall be granted 30 consecutive days of leave with pay\nbefore her presumed day of confinement and a period of 60\u003C\u002Fp>\n\n\u003Cp>consecutive days of leave with pay after her confinement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>29.7. \u003C\u002Fh3>\n\n\u003Cp>Where a pregnant worker does not deliver within the thirty (30) days of her\nprenatal leave, she is entitled to an additional leave in accordance with\nsub-Article 29.5 hereof. If delivery takes place before the thirty (30) days\nperiod has elapsed the postnatal leave under sub-Article 6 hereof shall\ncommence.\u003C\u002Fp>\n\n\u003Ch3>29.8.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall cover the cost of the postnatal and prenatal medical\nexpenses, excluding the expense for the first cesarean delivery, up to a\nmaximum of Birr 3,000.00 (three thousand). The refund for such payment shall be\nevidenced by a valid medical certificate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article Thirty\u003C\u002Fh2>\n\n\u003Ch2>Service Charges and Banquet Tips\u003C\u002Fh2>\n\n\u003Ch3>30.1.\u003C\u002Fh3>\n\n\u003Cp>a. The Undertaking shall collect an additional service charge of 10% from\nits customers on services over which service charges are to be paid.\u003C\u002Fp>\n\n\u003Cp>b.The following are services liable to payment of service charge.\u003C\u002Fp>\n\n\u003Cp>1.Rooms.\u003C\u002Fp>\n\n\u003Cp>2.Food in outlets.\u003C\u002Fp>\n\n\u003Cp>3.Food in banquets.\u003C\u002Fp>\n\n\u003Cp>4.Deserts\u002Fcakes sale-pastry shop.\u003C\u002Fp>\n\n\u003Cp>5.Bread sales in pastry shop.\u003C\u002Fp>\n\n\u003Cp>6.Beverage sales in outlets.\u003C\u002Fp>\n\n\u003Cp>7.Beverage sales in banquets.\u003C\u002Fp>\n\n\u003Cp>8.F & B other cover-charges.\u003C\u002Fp>\n\n\u003Cp>9.Laundry\u002Fdry cleaning.\u003C\u002Fp>\n\n\u003Cp>10.Pool and health club.\u003C\u002Fp>\n\n\u003Cp>11.Business Center secretarial services only.\u003C\u002Fp>\n\n\u003Cp>12.Telephone and internet revenue.\u003C\u002Fp>\n\n\u003Ch3>30.2.\u003C\u002Fh3>\n\n\u003Cp> Services charges shall be equally distributed every month only to workers\ncovered by the Collective Agreement subject to deduction of the tax thereon.\nEmployees who are excluded from the definition of workers in this Collective\nAgreement are not entitled to this benefit.\u003C\u002Fp>\n\n\u003Ch3>30.3.\u003C\u002Fh3>\n\n\u003Cp> Daily labourers and persons engaged for a fixed period and for unspecified\nwork are not entitled to this benefit.\u003C\u002Fp>\n\n\u003Ch3>30.4. \u003C\u002Fh3>\n\n\u003Cp>In the event the service charge is found to be uncollectible, the\nUndertaking shall pay the same from its own sources. The service charge payable\nthereon shall be deducted from the service charges due in the coming month.\u003C\u002Fp>\n\n\u003Ch3>30.5.\u003C\u002Fh3>\n\n\u003Cp> A worker who has been dismissed or suspended from the work on account of\ndisciplinary faults committed by him shall not be entitled to service charge\npay due to the period of suspension where the suspension is lifted or he is\nreinstated on pardon granted to him by the Undertaking.\u003C\u002Fp>\n\n\u003Ch3>30.6.\u003C\u002Fh3>\n\n\u003Cp> Distribution of tips shall be made in accordance with the existing practice\nand grievances relating thereto shall be resolved by negotiations between the\nUndertaking and the Union.\u003C\u002Fp>\n\n\u003Ch2>Article Thirty-One\u003C\u002Fh2>\n\n\u003Ch2>Insurance\u003C\u002Fh2>\n\n\u003Ch3>31.1.\u003C\u002Fh3>\n\n\u003Cp> A worker shall have a twenty-four hours insurance cover for accidents he\nsustains on or out of duty.\u003C\u002Fp>\n\n\u003Ch3>31.2.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp> The Undertaking has also agreed to provide life insurance policy to its\nworkers in addition to the cover specified under sub-Article 1 hereof. It shall\nalso cover the annual premium payable thereon.\u003C\u002Fp>\n\n\u003Ch3>31.3.\u003C\u002Fh3>\n\n\u003Cp> Copy of the insurance policy of each worker shall be supplied to the\nUnion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>31.4.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilityfund\" class=\"cbaClause highlight\">\u003Cp> Where a worker is disabled owing to an accident he sustains, the\nundertaking shall facilitate payment of compensation due to him or, upon his\ndeath, to his lawful beneficiaries in accordance with the relevant law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article Thirty-Two\u003C\u002Fh2>\n\n\u003Ch2>Payment for Covering the Cost of Funeral Services of a Deceased Worker\u003C\u002Fh2>\n\n\u003Ch3>32.1.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp> The Undertaking shall provide a sum not less than two-month’s salary of a\ndeceased worker who dies as a result of injuries he sustains on duty. The\npayment shall not, however, be less than Birr 7,000.00 (seven thousand). For\nthe purpose of this Article, salary shall mean the amount of salary payable to\nthe worker at the time of the injury.\u003C\u002Fp>\n\n\u003Ch3>32.2. \u003C\u002Fh3>\n\n\u003Cp>Where a worker dies due to reasons other than occupational injury, the\nfuneral pay due to members of his family shall be Birr 5,000.00 (five\nthousand).\u003C\u002Fp>\n\n\u003Ch3>32.3.\u003C\u002Fh3>\n\n\u003Cp>Where the funeral service of a deceased worker is to be held outside Addis\nAbaba, the Undertaking shall pay a sum amounting to Birr 3,000.00 (three\nthousand) in addition to the amount specified under sub-Article 32.1hereof.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article Thirty-Three\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch2>Medical Services to be Provided for a Worker Who Sustains Occupational\nInjury\u003C\u002Fh2>\n\n\u003Ch3>33.1.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall discharge the following duties.\u003C\u002Fp>\n\n\u003Cp>a.It shall forthwith provide first aid to a worker who sustains occupational\ninjury.\u003C\u002Fp>\n\n\u003Cp>b.It shall take the injured worker to the nearest medical institution by a\nsuitable means of transport.\u003C\u002Fp>\n\n\u003Ch3>33.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall cover the following medical expenses of a worker who\nsustains occupational injury.\u003C\u002Fp>\n\n\u003Cp>a.Expenses for general and special treatment and those of surgical\nservices.\u003C\u002Fp>\n\n\u003Cp>b.Hospital fees and expenses for purchase of medicine.\u003C\u002Fp>\n\n\u003Cp>c.All the necessary man-made supports, artificial limbs and fees for\northopedic treatment.\u003C\u002Fp>\n\n\u003Ch3>33.3.\u003C\u002Fh3>\n\n\u003Cp> The medical services of a worker who sustains occupational injury shall\nonly be terminated upon a decision of a medical board.\u003C\u002Fp>\n\n\u003Ch3>33.4.\u003C\u002Fh3>\n\n\u003Cp> The provisions of Article 109(3) (a) & (b) of the Proclamation shall\ngovern the amount of disability payment due to a worker who sustains\noccupational injury that makes him incapable of resuming his work.\u003C\u002Fp>\n\n\u003Ch3>33.5. \u003C\u002Fh3>\n\n\u003Cp>Where it is ascertained by an authorized medical board or by a medical\ndoctor designated by the Undertaking that a worker cannot resume his previous\nwork owing to a lasting occupational injury, but is capable of doing other\nworks in the Undertaking, the latter shall do its best to assign him to such\nworks and pay him the salary due to his assigned position.\u003C\u002Fp>\n\n\u003Ch3>33.6.\u003C\u002Fh3>\n\n\u003Cp> The cost of medical examination of possible occupational illnesses\nidentified by the relevant authority shall be borne by the Undertaking. The\nhealthiness of equipments used by the Undertaking shall also be inspected at\nits own cost.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Article Thirty-Four\u003C\u002Fh2>\n\n\u003Ch2>Medical Services to be Provided for Non-Occupational Illnesses\u003C\u002Fh2>\n\n\u003Ch3>34.1. \u003C\u002Fh3>\n\n\u003Cp>The cost of non-occupational medical expenses shall be borne by the\nUndertaking from the insurance policy it subscribes for this purpose to the\ntune of Birr 7,000.00. The worker shall cover 10% of the medical expenses where\nit exceeds Birr 2,000.00. Where the treatment requires surgical treatment and\nthe expense exceeds the cost to be covered by insurance, the Undertaking shall\nshare 50% of the extra payment provided, however, that this extra payment by\nthe Undertaking shall not exceed Birr 10,000.00 (ten thousand).\u003C\u002Fp>\n\n\u003Ch3>34.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall cover up to Birr 1,000.00 for the purchase of eye\nglasses.\u003C\u002Fp>\n\n\u003Ch3>34.3.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp> First aid medical assistance shall be provided by the undertaking’s\nclinic to workers who get sick at work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>34.4.\u003C\u002Fh3>\n\n\u003Cp> A worker who sustains accident or who requires emergency treatment may be\ntreated by any clinic or hospital in situations where he cannot go to the\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Undertaking’s clinic or in times when the clinic is out of service. The\ncost of such treatment shall be reimbursed to the worker from the insurance\nfund upon submission of a valid certificate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>34.5.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall conclude a medical service contract with an\naccredited medical institution to be availed to its workers. It shall consult\nthe Union in so doing.\u003C\u002Fp>\n\n\u003Ch2>Article Thirty-Five \u003C\u002Fh2>\n\n\u003Ch2>Provident Fund due to Workers\u003C\u002Fh2>\n\n\u003Ch3>35.1.\u003C\u002Fh3>\n\n\u003Cp> Provident fund destined to the benefit of workers shall be constituted of\ncontributions made by the Undertaking and the worker from his salary on the\nbasis of an agreed upon percentage of the worker’s salary. The accumulated\nprovident fund shall be paid to the worker with up-to-date interest thereon\nwhen he terminates his services to the Undertaking, or he shall be provided\nwith the opportunity to withdraw a certain portion of the sum while in the\nservice of the Undertaking.\u003C\u002Fp>\n\n\u003Ch3>35.2.\u003C\u002Fh3>\n\n\u003Cp> The existing contribution of 20% and 15% of the Undertaking and the worker\nrespectively from the monthly salary of the worker is hereby agreed to be\nraised to 25% by the Undertaking and 20% by the worker. The newly agreed upon\nprovident fund contribution plan shall be effective as of January 2012.\u003C\u002Fp>\n\n\u003Ch3>35.3. \u003C\u002Fh3>\n\n\u003Cp>The 45% contribution shall be governed by the provisions of this Collective\nAgreement on provident fund.\u003C\u002Fp>\n\n\u003Ch3>35.4.\u003C\u002Fh3>\n\n\u003Cp> Membership in the provident fund scheme shall be voluntary.\u003C\u002Fp>\n\n\u003Ch3>35.5.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp> A worker who has not objected to membership in writing during his probation\nperiod shall be automatically eligible.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>35.6. \u003C\u002Fh3>\n\n\u003Cp>A worker may terminate his membership of the provident fund at any time.\u003C\u002Fp>\n\n\u003Ch3>35.7.\u003C\u002Fh3>\n\n\u003Cp> A worker who terminates his membership from the provident fund shall be\npaid the sum accumulated in his name.\u003C\u002Fp>\n\n\u003Ch3>35.8.\u003C\u002Fh3>\n\n\u003Cp> A worker who has resigned from membership may not be considered for\nreadmission.\u003C\u002Fp>\n\n\u003Ch3>35.9. \u003C\u002Fh3>\n\n\u003Cp>The amount due to each worker by way of contribution to his fund shall be\nmaintained in an interest bearing account to be opened in his name in a bank to\nbe designated by the Undertaking.\u003C\u002Fp>\n\n\u003Ch3>35.10.\u003C\u002Fh3>\n\n\u003Cp> Accounts opened in the names of each worker shall remain blocked until the\nconditions for making withdrawals therefrom are fulfilled.\u003C\u002Fp>\n\n\u003Ch3>35.11.\u003C\u002Fh3>\n\n\u003Cp> Each member shall collect a statement relating to his account from the\nUndertaking’s Finance Department every three months.\u003C\u002Fp>\n\n\u003Ch3>35.12.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall deduct the contribution of a worker from his monthly\nsalary and shall, with its share of the contribution, deposit it in the bank\naccount opened in the name of each worker.\u003C\u002Fp>\n\n\u003Ch3>35.13.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall maintain a statement evidencing deposit of\ncontributions made by itself and the worker to the provident fund accounts.\u003C\u002Fp>\n\n\u003Ch3>35.14.\u003C\u002Fh3>\n\n\u003Cp> The undertaking shall pay the sum shown on the balance sheet of the account\nof a worker when the latter’s contract of employment is terminated, provided,\nhowever, that the payment shall be subject to deductions due to the Undertaking\nby the worker.\u003C\u002Fp>\n\n\u003Ch3>35.15.\u003C\u002Fh3>\n\n\u003Cp> A worker who has served for not less than two years may take 50% of the\nprovident fund amount accumulated during the subsequent years and this shall\ntake place every two years, provided, however, that the payment shall be\nsubject to deductions due to the Undertaking.\u003C\u002Fp>\n\n\u003Ch2>Article Thirty-Six \u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-WAGES_trigger\" class=\"cbaClause highlight\">\u003Ch2>Salary\u003C\u002Fh2>\n\n\u003Ch3>36.1. Monthly salary\u003C\u002Fh3>\n\n\u003Cp>a. Salary shall be paid in one of the last three days of the month in the\nGregorian calendar.\u003C\u002Fp>\n\n\u003Cp>b. The Undertaking shall not deduct from, attach or set-off the salary of a\nworker except where it is approved otherwise by law or this Collective\u003C\u002Fp>\n\n\u003Cp>Agreement or work rules or in accordance with a court order or a written\nagreement of the worker.\u003C\u002Fp>\n\n\u003Cp>c. A worker shall be entitled to his salary if he was ready to work but,\nbecause of interruptions in the supply of tools or row materials and for\nreasons not attributable to him, was not able to work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003Ch3>36.2. Salary increment\u003C\u002Fh3>\n\n\u003Cp>Nine percent (9%) salary increment shall be due to a worker who has served\nfor more than one year and whose performance evaluation result is equal or\ngreater than an (M) score, where the Undertaking meets 90% of the planned\nannual gross profit. Workers whose results are ‘M’, ‘E’, and ‘O’\nare likewise entitled to 2%, 4% and 6% salary increment respectively. Salary\nincrement shall not be due to workers employed after September 30 of the fiscal\nyear but those hired before that shall be entitled to a proportional salary\nincrement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Article Thirty-Seven \u003C\u002Fh2>\n\n\u003Ch2>Bonus\u003C\u002Fh2>\n\n\u003Cp>The Undertaking shall pay to each worker bonus equal to his one month’s\nsalary where its adjusted gross profit for the fiscal year reaches 100%.\u003C\u002Fp>\n\n\u003Ch2>Article Thirty-Eight\u003C\u002Fh2>\n\n\u003Ch2>Manner of Taking Disciplinary Action\u003C\u002Fh2>\n\n\u003Ch3>38.1.\u003C\u002Fh3>\n\n\u003Cp> Before taking disciplinary action, the gravity of the offense, the\ncircumstances around it, as well as the reasons thereof and its consequences\nshould be thoroughly investigated.\u003C\u002Fp>\n\n\u003Ch3>38.2.\u003C\u002Fh3>\n\n\u003Cp> When taking a disciplinary action on a worker, the Undertaking shall notify\nthe worker the offense committed and the corresponding penalty with a copy to\nthe Union.\u003C\u002Fp>\n\n\u003Ch3>38.3.\u003C\u002Fh3>\n\n\u003Cp>a. Penalties prescribed to the offenses specified under sub-Article 38.6\nitems one to four hereof shall be employed as aggravating circumstances to\napply the next higher penalty for a period of nine months following the date\nthe measure is taken when a further offense is committed by the worker\nconcerned. They shall not serve for that purpose after the end of the ninth\nmonth and shall be deleted from the record. The worker is entitled to request a\nletter to that effect provided, however, that nothing in this sub-Article shall\naffect the provisions of Article 15.2 hereof.\u003C\u002Fp>\n\n\u003Cp>b. Where a worker commits a higher offence for the first time and is further\nfound to be responsible for a lighter offense committed before the end of the\nninth month provided for the first offense, the penalty for the second offense\nshall not be aggravated to the next\u003C\u002Fp>\n\n\u003Cp>higher level. Only the penalty prescribed for the first time commission of\nthe second offence shall be applied on him.\u003C\u002Fp>\n\n\u003Cp>c. Where a worker who is found responsible for an offence further commits\nanother offense in the same category or the same offense, the penalty shall be\naggravated such that the next higher penalty shall be applied on him.\u003C\u002Fp>\n\n\u003Ch3>38.4. \u003C\u002Fh3>\n\n\u003Cp>Grievances on disciplinary actions shall be subject\u003C\u002Fp>\n\n\u003Cp>to the grievance procedures specified in this Collective Agreement.\u003C\u002Fp>\n\n\u003Ch3>38.5. \u003C\u002Fh3>\n\n\u003Cp>The Undertaking has the right to terminate the\u003C\u002Fp>\n\n\u003Cp>contract of employment of a worker without any notice on the following\ngrounds.\u003C\u002Fp>\n\n\u003Cp>1.Absence from work for five (5) consecutive work days or for a period of\nten (10) days within a single month or a period of thirty (30) work days within\na year.\u003C\u002Fp>\n\n\u003Cp>2.Commission of deceitful or fraudulent acts, depending on the gravity of\nthe offense.\u003C\u002Fp>\n\n\u003Cp>3.Taking undue possession of monies or properties belonging to the\nUndertaking; taking any property of the Undertaking without prior authorization\nof the concerned official; appropriating properties of customers or fellow\nworkers with the intention of procuring unlawful gain to oneself or to third\nparties.\u003C\u002Fp>\n\n\u003Cp>4.Commission of acts of brawl or quarrel while on duty, depending on the\ngravity of the offense.\u003C\u002Fp>\n\n\u003Cp>5.Criminal conviction that renders the worker unfit for the position he\nholds.\u003C\u002Fp>\n\n\u003Cp>6.Causing harm on anyone’s life or property, intentionally or by gross\nnegligence, when performing one’s duties in the Undertaking. For the purpose\nof this sub-Article, the expression “property” covers properties belonging\nto the Undertaking, other workers and customers.\u003C\u002Fp>\n\n\u003Cp>7.Failure to observe and abide by rules and procedures relating to safety\nprecautions on occupational hazards.\u003C\u002Fp>\n\n\u003Cp>8.Absence from duty for more than 30 days on account of a court sentence\npassed on a worker.\u003C\u002Fp>\n\n\u003Cp>9.Handing over confidential documents or divulging information to an\nunauthorized person in any form contrary to the work practice of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cp>10.Direct or indirect commission of sexual offense against other workers,\nguests or suppliers.\u003C\u002Fp>\n\n\u003Cp>11.Disclosure of documentary or oral information relating to the Undertaking\nto news media without the knowledge and approval of the General Manager.\u003C\u002Fp>\n\n\u003Cp>12.Bringing arms, knives or similar other materials to the premises of the\nUndertaking.\u003C\u002Fp>\n\n\u003Cp>13.Unauthorized duplication of the Hotel’s Master Key.\u003C\u002Fp>\n\n\u003Cp>14.Supplying incorrect educational or work experience credentials during\none’s tenure of employment.\u003C\u002Fp>\n\n\u003Cp>15.Possession, sale, use, transfer, or keeping of drugs or items destined\nfor drug use or substances subject to close monitoring by the concerned organ\nwithin the premises of the Undertaking or intoxication on duty.\u003C\u002Fp>\n\n\u003Ch3>38.6.\u003C\u002Fh3>\n\n\u003Cp> The following acts shall entitle the Undertaking to terminate the contract\nof employment of a worker upon serving notice.\u003C\u002Fp>\n\n\u003Cp>The corresponding degrees of penalties are as specified hereunder.\u003C\u002Fp>\n\n\u003Cp>1st degree offenses: - Oral warning supported by a written document.\u003C\u002Fp>\n\n\u003Cp>2nd degree offenses: - First written warning.\u003C\u002Fp>\n\n\u003Cp>3rd degree offenses: - Second written warning and reduction of three days’\nsalary.\u003C\u002Fp>\n\n\u003Cp>4ih degree offenses: - Reduction of seven days’ salary and deprivation of\nservice charges dues.\u003C\u002Fp>\n\n\u003Cp>5th degree offenses: - Termination of contract of employment.\u003C\u002Fp>\n\n\u003Cp>38.6.1. Offenses commencing from first degree penalties:\u003C\u002Fp>\n\n\u003Cp>1. Keeping property belonging to the Undertaking in one’s locker without\nthe required authorization and failure to keep one’s locker clean.\u003C\u002Fp>\n\n\u003Cp>2. Failure to notify absence from duty on time.\u003C\u002Fp>\n\n\u003Cp>3. Unauthorized late reporting to duty for more than five minutes.\u003C\u002Fp>\n\n\u003Cp>4.Failure to maintain the highest possible personal hygiene, failure to wear\nproper uniform and put on the required badges and pins, failure to observe\nrules of the work unit or the Undertaking relating to the use of jewelries,\ndressing and hair style while on duty.\u003C\u002Fp>\n\n\u003Cp>5.Commission of acts of shouting and nuisance, singing, whistling or causing\ndisturbance around office quarters or around places where customers are being\nserved.\u003C\u002Fp>\n\n\u003Cp>6.Parking vehicles in unauthorized places.\u003C\u002Fp>\n\n\u003Cp>7.Dining or drinking in unauthorized places as well as to smoking in\nprohibited areas and chewing gums.\u003C\u002Fp>\n\n\u003Cp>8.Watching television or reading newspapers on duty unless such behavior is\nwarranted by the needs of the work.\u003C\u002Fp>\n\n\u003Cp>9.Use of Automatic Teller Machines (ATMs) in places and times other than\nthose authorized for workers.\u003C\u002Fp>\n\n\u003Cp>10.Unauthorized operation and use of personal mobile telephones while on\nduty.\u003C\u002Fp>\n\n\u003Cp>11.Fund raising in the premises of the Undertaking, sale of lotteries or\nmerchandise of any kind, soliciting donations, or performance any other similar\nacts not authorized by the Undertaking.\u003C\u002Fp>\n\n\u003Cp>12.Demonstration of unbecoming behavior to customers, guests and fellow\nworkers contrarily to the nature of one’s duty.\u003C\u002Fp>\n\n\u003Cp>13.Unauthorized use of Hotel telephone for personal matters.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>38.6.2.Offenses commencing from second degree penalties.\u003C\u002Fp>\n\n\u003Cp>1.Failure to disclose any kind of personal injury sustained during work.\u003C\u002Fp>\n\n\u003Cp>2.Unauthorized absence from duty.\u003C\u002Fp>\n\n\u003Cp>3.Registering repeated below-standard- performance measured against the\ncriteria set by\u003C\u002Fp>\n\n\u003Cp>the Undertaking with respect to quality and quantity of work in spite of\none’s potential otherwise.\u003C\u002Fp>\n\n\u003Cp>4.Insult or demonstration of aggressive behavior committed against\ncustomers, guests and fellow workers.\u003C\u002Fp>\n\n\u003Cp>5.Having personal relationship with customers or performing personal\nbusiness with them in the Hotel rooms or within the premises of the Undertaking\nunless such relationship is warranted by the work flow of the latter.\u003C\u002Fp>\n\n\u003Cp>6.Non-discharge of duties and responsibilities spelt out on one’s job\ndescription or nom compliance with instructions of one’s supervisor made in\naccordance therewith.\u003C\u002Fp>\n\n\u003Cp>7.Vacating one’s place of assignment without due authorization from the\nconcerned supervisor, unduly roaming around the premises of the Undertaking or\nto sleeping or taking nap on duty.\u003C\u002Fp>\n\n\u003Cp>8.Non-observance of instructions and directives issued in relation to\none’s duties.\u003C\u002Fp>\n\n\u003Cp>9.Unauthorized use of items meant for customer services.\u003C\u002Fp>\n\n\u003Cp>10.Use of computers of the Undertaking outside the time allotted for\nworkers; violation of policies and procedures on the use of the\u003C\u002Fp>\n\n\u003Cp>Undertaking’s information technology resources; policies on utilization of\ncomputers; on accessing, watching, downloading, saving, receiving or sending of\nany and all kinds of indecent and inappropriate videos.\u003C\u002Fp>\n\n\u003Cp>11.Improper use of equipments and tools given for the discharge of his\nduties.\u003C\u002Fp>\n\n\u003Cp>12.Refusal to take part in meeting and training exercises designed to\nupgrade one’s knowledge and working skills.\u003C\u002Fp>\n\n\u003Cp>13.Unauthorized possession, duplication and handing over of hotel keys or\ndeliberate or negligent loss of these keys.\u003C\u002Fp>\n\n\u003Cp>14.Subject to the provision of sub-Article 38.5.14 hereof, unauthorized\npossession, duplication, handing over of hotel keys or deliberate or negligent\nloss of these keys.\u003C\u002Fp>\n\n\u003Cp>38.6.3.Offences commencing from third degree penalties.\u003C\u002Fp>\n\n\u003Cp>1.Responsibility for causing acts detrimental to peaceful and safe working\nclimate to the operation and productivity of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>2.Repeated and unjustified late reporting to duty with or without prior\nwarning.\u003C\u002Fp>\n\n\u003Cp>3.Signing or making marks on attendance punch cards or attendance sheets on\nbehalf of another worker or perform any other act similar thereto.\u003C\u002Fp>\n\n\u003Cp>4.Loss of capacity to perform duties to which a worker is assigned; or his\nlack of skill to continue his work as a result of his refusal to take part in a\ntraining prepared by the employer to upgrade his skill; or his inability to\nacquire the necessary skill after having undergone such training.\u003C\u002Fp>\n\n\u003Cp>5.Permanent inability to carry out duties specified in one’s contract of\nemployment for reasons of health or disability.\u003C\u002Fp>\n\n\u003Cp>6.Refusal to accept transfer to a place where the Undertaking carries out\nits activity.\u003C\u002Fp>\n\n\u003Cp>7.Distribution of unauthorized literature in work place or posting of\nnotices and posters on the Hotel’s walls or other inappropriate places.\u003C\u002Fp>\n\n\u003Cp>8.Non-observance of rules and procedures on cash handling or performing such\nduties in a manner that violates rules of proper accountability.\u003C\u002Fp>\n\n\u003Cp>9.To take part in whatever form in any act of gambling conducted within the\npremises of the Undertaking.\u003C\u002Fp>\n\n\u003Cp>10.Giving or printing wrong, malicious and fraudulent information regarding\nany worker,\u003C\u002Fp>\n\n\u003Cp>customer, immediate supervisor or the Undertaking\u003C\u002Fp>\n\n\u003Cp>11.Prohibition of search of sealed items, boxes, desks and offices; or\nrefusal to conduct searches on gates.\u003C\u002Fp>\n\n\u003Cp>12.Failure to serve the Undertaking in one’s area of specialization after\nhaving undergone training on the same at the expense of the Undertaking within\nor outside the country contrary to the agreement thereon.\u003C\u002Fp>\n\n\u003Cp>13.Responsibility for acts of discrimination against customers, suppliers or\nworkers on grounds of race, color, age, sex, sexual orientation, nationality,\nmarital status, religion or disability.\u003C\u002Fp>\n\n\u003Ch2>Article Thirty-Nine\u003C\u002Fh2>\n\n\u003Ch2>Suspension\u003C\u002Fh2>\n\n\u003Ch3>39.1.\u003C\u002Fh3>\n\n\u003Cp> A worker shall be suspended from duty, salary and all other benefits he is\nentitled to, except medical treatment, pending appropriate administrative\naction and for a period of 30 days, where it is believed by the Undertaking\nthat he is responsible for commission of one or several of the offenses\nspecified in this Collective Agreement and the provisions of Article 27 of the\nProclamation.\u003C\u002Fp>\n\n\u003Ch3>39.2.\u003C\u002Fh3>\n\n\u003Cp> A worker suspended in accordance with sub- Article 1 hereof shall be\nentitled to salary and other\u003C\u002Fp>\n\n\u003Cp>benefits due to him during the period of suspension where he is absolved of\nresponsibility for the offense he was alleged to have committed.\u003C\u002Fp>\n\n\u003Ch2>Article Forty\u003C\u002Fh2>\n\n\u003Ch2>Grievance Procedure\u003C\u002Fh2>\n\n\u003Cp>The parties to this Agreement hereby agree to adopt the grievance procedures\nspelt out hereunder with a view to a speedy resolution of trade disputes.\u003C\u002Fp>\n\n\u003Ch3>40.1.\u003C\u002Fh3>\n\n\u003Cp> A worker with a grievance may submit it in writing within a period of seven\nworking days to his Department Head or, in his absence, to his representative.\nThe official receiving the grievance shall give a written response on the same\nin not more than five working days.\u003C\u002Fp>\n\n\u003Ch3>40.2.\u003C\u002Fh3>\n\n\u003Cp> In the event the official fails to respond within the time specified above\nor the worker disagrees with the response, he may submit the case to the Human\nResources Administration Department. The official receiving the grievance shall\ngive a written response on the same in not more than five working days.\u003C\u002Fp>\n\n\u003Ch3>40.3.\u003C\u002Fh3>\n\n\u003Cp> In the event the Human Resources Administration Department fails to respond\nwithin the time specified above or the worker disagrees with the response, he\nmay submit the grievance to the General Manager or, in his absence, to his\ndelegate. The official receiving the grievance shall give a written\u003C\u002Fp>\n\n\u003Cp>response on the same in not more than five working days. Said decision shall\nbe final.\u003C\u002Fp>\n\n\u003Ch3>40.4.\u003C\u002Fh3>\n\n\u003Cp> In the event the General Manager or his delegate fails to respond within\nthe time specified above or the worker disagrees with the response, the worker\nmay submit the case to the Trade Union.\u003C\u002Fp>\n\n\u003Ch3>40.5. \u003C\u002Fh3>\n\n\u003Cp>The Trade Union shall do its best to bring about amicable settlement of the\ndispute in accordance with the practice in place.\u003C\u002Fp>\n\n\u003Ch3>40.6.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall give a written response to a request made to it by\nthe worker or the Union.\u003C\u002Fp>\n\n\u003Ch2>Article Forty-One\u003C\u002Fh2>\n\n\u003Ch2>Work Uniforms and Hazard Preventions\u003C\u002Fh2>\n\n\u003Ch3>41.1.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp> The Undertaking shall provide at own cost work uniforms, hazard prevention\ndevices and work tools to workers who are assigned to duties that require so\nowing to the nature of the work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>41.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall replace work uniforms whenever the need for so doing\narises.\u003C\u002Fp>\n\n\u003Ch3>41.3.\u003C\u002Fh3>\n\n\u003Cp> The undertaking shall provide, free of charge, laundry services to all\nworkers for cleaning work uniforms.\u003C\u002Fp>\n\n\u003Ch3>41.4.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall replace hazard prevention devices and tools whenever\nthe need for so doing arises.\u003C\u002Fp>\n\n\u003Ch2>Article Forty-Two\u003C\u002Fh2>\n\n\u003Ch2>Place and Time for Dining\u003C\u002Fh2>\n\n\u003Ch3>42.1.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall provide food and dining place to workers on duty. Any\nworker on duty shall only dine at such place.\u003C\u002Fp>\n\n\u003Ch3>42.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall assign personnel who ensure that the dining place has\nthe required staff and the food is provided in sufficient quality and quantity.\nThe Trade Union shall bold consultations on matters relating to the quality and\nquantity of such food and shall submit suggestions for improvement.\u003C\u002Fp>\n\n\u003Ch3>42.3.\u003C\u002Fh3>\n\n\u003Cp> Equipments for the dining place shall be provided by the Undertaking in a\nsufficient manner.\u003C\u002Fp>\n\n\u003Ch3>42.4.\u003C\u002Fh3>\n\n\u003Cp> Dining time of workers is as specified hereunder.\u003C\u002Fp>\n\n\u003Cp>a.Breakfast: - 6:30 to 7:30 a.m.\u003C\u002Fp>\n\n\u003Cp>b.Lunch: -11:00 a.m. to 1:30 p.m.\u003C\u002Fp>\n\n\u003Cp>c.Dinner: - 5:00 to 9:00 p.m.\u003C\u002Fp>\n\n\u003Cp>d.Late Night Dinner: - 12:30 p.m. to 2:00 a.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>42.5.\u003C\u002Fh3>\n\n\u003Cp> Workers’ tea break shall be as follows.\u003C\u002Fp>\n\n\u003Cp>a.Morning: - 9:00 to 10:00 a.m.\u003C\u002Fp>\n\n\u003Cp>b.Afternoon: - 3:00 to 4:00 p.m.\u003C\u002Fp>\n\n\u003Cp>c.Evening: - 10:00 to 11:00 p.m.\u003C\u002Fp>\n\n\u003Cp>d.Late Night: - 3:00 to 4:00 p.m.\u003C\u002Fp>\n\n\u003Ch3>42.6.\u003C\u002Fh3>\n\n\u003Cp> A worker who cannot dine in the times stated above due to work load is\nentitled to dine at convenient times upon notification of the same to his\nimmediate supervisor.\u003C\u002Fp>\n\n\u003Ch2>Article Forty-Three \u003C\u002Fh2>\n\n\u003Ch2>Miscellaneous Provisions\u003C\u002Fh2>\n\n\u003Ch3>43.1.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall allocate an annual amount of Birr 75,000.00\n(seventy-five thousand) for promoting sporting activities. The utilization of\nthe fund shall be subject to consultation by the Undertaking and the Union. The\nUndertaking will further closely follow up the fund utilization.\u003C\u002Fp>\n\n\u003Ch3>43.2.\u003C\u002Fh3>\n\n\u003Cp> The Undertaking shall hold a day of entertainment for its workers every\nyear and shall cover the cost thereof. It shall further allocate an amount up\nto Birr 250,000.00 (two hundred fifty thousand) for entertainment programs\noutside Addis Ababa.\u003C\u002Fp>\n\n\u003Ch3>43.3.\u003C\u002Fh3>\n\n\u003Cp> A monthly cash indemnity allowance shall be provided to cashiers in the\nfollowing manner.\u003C\u002Fp>\n\n\u003Cp>a. Chief cashier: - Birr 300.00 (three hundred).\u003C\u002Fp>\n\n\u003Cp>b. Receptionists: - Birr 200.00 (two hundred).\u003C\u002Fp>\n\n\u003Cp>c. Micros coordinators: Birr 200:00 (two hundred)\u003C\u002Fp>\n\n\u003Ch2>Article Forty-Four \u003C\u002Fh2>\n\n\u003Ch2>Cooperation\u003C\u002Fh2>\n\n\u003Ch3>44.1.\u003C\u002Fh3>\n\n\u003Cp> Where a worker buys an item whose value is greater than Birr 15,000.00\n(fifteen thousand) on credit, or where he takes loans exceeding that amount\nfrom a bank or a financial institution, the Undertaking shall deduct the\ninstallment amount from the monthly salary of the concerned worker and effect\npayment thereof to the creditor during the period in which the contract of\nemployment is in force. The Undertaking shall notify the creditor when the\nworker’s contract of employment is terminated. The sum to be deducted shall\nnot in any way be greater than 1\u002F3 (one-third) of the monthly income of the\nconcerned worker.\u003C\u002Fp>\n\n\u003Ch3>44.2.\u003C\u002Fh3>\n\n\u003Cp> Where a worker intends to stand surety to another person, the Undertaking\nshall write the required letter to whoever is concerned.\u003C\u002Fp>\n\n\u003Ch2>Article Forty-Five\u003C\u002Fh2>\n\n\u003Ch2>Duration of the Collective Agreement\u003C\u002Fh2>\n\n\u003Cp>This COLLECTIVE AGREEMENT shall remain in force for three years commencing\non March 11, 2011. IN WITTNESS WHEREOF representatives of the UNDERTAKING and\nTHE UNION have hereby put their\u003C\u002Fp>\n\n\u003Cp>signatures unto it this — day of the year 2011.\u003C\u002Fp>\n\n\u003Cp>For and On behalf of \u003C\u002Fp>\n\n\u003Cp>The Undertaking \u003C\u002Fp>\n\n\u003Cp>For and On behalf of\u003C\u002Fp>\n\n\u003Cp>The Union\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var 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      \n            \n            \n            \n            ",{"disabilitypay":46,"hourspday_select":50,"trainingprogrammes":54,"paidmaternityleaveduration":58,"maxsicknesspay":62,"maternitydiscrimination":66,"sexualhar":70,"pregnancy":74,"hourspweek_select":78,"shiftallowanceperc1":80,"equalityotherclause":84,"STRUCINCR_trigger":88,"HARDSHIP_trigger":92,"funeralpay":96,"trainingfund":100,"maternityotherclause":104,"discrimination":108,"pensionfund":112,"OVERTIME_trigger":116,"COSTLIV_trigger":120,"healthcareaccess":122,"healthinsurance":126,"COMMUTE_trigger":130,"healthandsafetytraining":134,"sicknessmaxdays":138,"breastfeeding_dangerouswork":140,"contracttrial":143,"sicknesspay":147,"JOBTYPE_descriptions":151,"SCHEDULE_trigger":155,"NOCTPREM_trigger":159,"timeoff":161,"hivpolicy":163,"mealvouchers":167,"disabilityfund":171,"paidmaternityleave":175,"WAGES_trigger":179,"PAIDLEAV_trigger":183},{"bindId":47,"name":48,"text":49},"disabilitypay","Medical Services to be Provided for a Wo","Medical Services to be Provided for a Worker Who Sustains Occupational\nInjury\n\n33.1.\n\n The Undertaking shall discharge the following duties.\n\na.It shall forthwith provide first aid to a worker who sustains occupational\ninjury.\n\nb.It shall take the injured worker to the nearest medical institution by a\nsuitable means of transport.\n\n33.2.\n\n The Undertaking shall cover the following medical expenses of a worker who\nsustains occupational injury.\n\na.Expenses for general and special treatment and those of surgical\nservices.\n\nb.Hospital fees and expenses for purchase of medicine.\n\nc.All the necessary man-made supports, artificial limbs and fees for\northopedic treatment.\n\n33.3.\n\n The medical services of a worker who sustains occupational injury shall\nonly be terminated upon a decision of a medical board.\n\n33.4.\n\n The provisions of Article 109(3) (a) & (b) of the Proclamation shall\ngovern the amount of disability payment due to a worker who sustains\noccupational injury that makes him incapable of resuming his work.\n\n33.5. \n\nWhere it is ascertained by an authorized medical board or by a medical\ndoctor designated by the Undertaking that a worker cannot resume his previous\nwork owing to a lasting occupational injury, but is capable of doing other\nworks in the Undertaking, the latter shall do its best to assign him to such\nworks and pay him the salary due to his assigned position.\n\n33.6.\n\n The cost of medical examination of possible occupational illnesses\nidentified by the relevant authority shall be borne by the Undertaking. The\nhealthiness of equipments used by the Undertaking shall also be inspected at\nits own cost.",{"bindId":51,"name":52,"text":53},"hourspday_select"," Normal hours of work shall not exceed e"," Normal hours of work shall not exceed eight (8) hours a day or forty-eight\n(48) hours a week. The hours shall be counted as of the time fixed for the\nworker to commence his duties.",{"bindId":55,"name":56,"text":57},"trainingprogrammes","a. The Undertaking shall conduct trainin","a. The Undertaking shall conduct training to its workers within or outside\nthe country with a view to furthering their productivity in line with its goals\nand objectives.\n\nb. A worker is obliged to take part in such training whenever he is required\nto do so.\n\nc. A worker who takes part in trainings organized by the Undertaking, at\nhome or abroad is entitled to full salary and benefits during the training\nperiod. Fees and costs of the training shall be covered by the Undertaking. The\nworker shall give service to the Undertaking in accordance with the terms and\nconditions stipulated in the training agreement.\n\nd. Selection of workers for training at home or abroad shall be made by the\nUndertaking in a fair and just manner.",{"bindId":59,"name":60,"text":61},"paidmaternityleaveduration"," A pregnant worker shall be granted 30 c"," A pregnant worker shall be granted 30 consecutive days of leave with pay\nbefore her presumed day of confinement and a period of 60\n\nconsecutive days of leave with pay after her confinement.",{"bindId":63,"name":64,"text":65},"maxsicknesspay","Sick leave shall be granted in the follo","Sick leave shall be granted in the following manner.\n\n\n  \n  \n  \n  \n  \n  \n    \n      Year(s) of Service\n      Full Pay\n      Half Pay\n      No Pay\n    \n    \n      0-1\n      30 days\n      60 days\n      90 days\n    \n    \n      2-5\n      45 days\n      60 days\n      75 days\n    \n    \n      6-10\n      60 days\n      90 days\n      60 days\n    \n    \n      11-15\n      60 days\n      90 days\n      60 days\n    \n    \n      16-20\n      90 days\n      120 days\n      60 days\n    \n    \n      Above 21\n      120 days\n      150 days\n      60 days",{"bindId":67,"name":68,"text":69},"maternitydiscrimination"," A pregnant worker shall, upon the recom"," A pregnant worker shall, upon the recommendation of a medical doctor, be\nentitled to leave with pay prior to delivery.",{"bindId":71,"name":72,"text":73},"sexualhar","23.Making sexual advances to other worke","23.Making sexual advances to other workers, customers or suppliers, directly\nor otherwise, or lay down such acts as preconditions to any service.",{"bindId":75,"name":76,"text":77},"pregnancy"," No pregnant worker shall be given an as"," No pregnant worker shall be given an assignment outside her place of work\nstated in her contract of\n\nemployment provided, however, that she shall be transferred to another place\nof work if her job is dangerous to her health or to her pregnancy as\nascertained by a medical doctor.",{"bindId":79,"name":52,"text":53},"hourspweek_select",{"bindId":81,"name":82,"text":83},"shiftallowanceperc1","a.Workers assigned during night time shi","a.Workers assigned during night time shift shall be entitled to an hourly\nallowance of Birr 2.50 (two and fifty cents).",{"bindId":85,"name":86,"text":87},"equalityotherclause","Unless the context provides otherwise, e","Unless the context provides otherwise, expressions set out in the masculine\ngender in this Agreement shall imply the feminine gender.",{"bindId":89,"name":90,"text":91},"STRUCINCR_trigger","36.2. Salary increment Nine percent (9%)","36.2. Salary increment\n\nNine percent (9%) salary increment shall be due to a worker who has served\nfor more than one year and whose performance evaluation result is equal or\ngreater than an (M) score, where the Undertaking meets 90% of the planned\nannual gross profit. Workers whose results are ‘M’, ‘E’, and ‘O’\nare likewise entitled to 2%, 4% and 6% salary increment respectively. Salary\nincrement shall not be due to workers employed after September 30 of the fiscal\nyear but those hired before that shall be entitled to a proportional salary\nincrement.",{"bindId":93,"name":94,"text":95},"HARDSHIP_trigger","b.Per diem, hardship allowance, transpor","b.Per diem, hardship allowance, transportation allowance and similar\ndues.",{"bindId":97,"name":98,"text":99},"funeralpay"," The Undertaking shall provide a sum not"," The Undertaking shall provide a sum not less than two-month’s salary of a\ndeceased worker who dies as a result of injuries he sustains on duty. The\npayment shall not, however, be less than Birr 7,000.00 (seven thousand). For\nthe purpose of this Article, salary shall mean the amount of salary payable to\nthe worker at the time of the injury.\n\n32.2. \n\nWhere a worker dies due to reasons other than occupational injury, the\nfuneral pay due to members of his family shall be Birr 5,000.00 (five\nthousand).\n\n32.3.\n\nWhere the funeral service of a deceased worker is to be held outside Addis\nAbaba, the Undertaking shall pay a sum amounting to Birr 3,000.00 (three\nthousand) in addition to the amount specified under sub-Article 32.1hereof.",{"bindId":101,"name":102,"text":103},"trainingfund"," It shall allocate an amount up to Birr "," It shall allocate an amount up to Birr 250,000.00 (Two Hundred and fifty\nthousand) to cover the educational and training expenses of its workers who\ntake courses on their own free times, with a view to upgrade their skills and\nperformance capabilities. The implementation of this provision shall be subject\nto further negotiation and agreement between the Undertaking and the Trade\nUnion.",{"bindId":105,"name":106,"text":107},"maternityotherclause"," The Undertaking shall grant paid leave "," The Undertaking shall grant paid leave to a pregnant woman to undergo\nmedical examination and check up relating to her pregnancy upon presentation of\na medical certificate to that effect.",{"bindId":109,"name":110,"text":111},"discrimination","24.Responsibility for acts of discrimina","24.Responsibility for acts of discrimination against customers, suppliers or\nworkers on grounds of race, color, age, sex, sexual orientation, nationality,\nmarital status, religion or disability.",{"bindId":113,"name":114,"text":115},"pensionfund"," The Undertaking has also agreed to prov"," The Undertaking has also agreed to provide life insurance policy to its\nworkers in addition to the cover specified under sub-Article 1 hereof. It shall\nalso cover the annual premium payable thereon.\n\n31.3.\n\n Copy of the insurance policy of each worker shall be supplied to the\nUnion.",{"bindId":117,"name":118,"text":119},"OVERTIME_trigger","Overtime pay shall be effected in the ma","Overtime pay shall be effected in the manner provided hereunder.\n\na.In the case of works done between six o’clock (6:00 a.m.) in the morning\nand ten o’clock (10:00 p.m.) in the evening, at the rate of one point\neighty-five (1.85) multiplied by the ordinary hourly rate.\n\nb.In the case of night time work between ten o’clock (10:00 p.m.) in the\nevening and six o’clock (6:00 a.m.) in the morning at the rate of two (2)\nmultiplied by the ordinary hourly rate.\n\nc.In the case of works done during weekly rest days at the rate of three (3)\nmultiplied by the ordinary hourly rate.\n\nd.In the case of works done during public holidays, at the rate of three (3)\nmultiplied by the ordinary hourly rate.",{"bindId":121,"name":90,"text":91},"COSTLIV_trigger",{"bindId":123,"name":124,"text":125},"healthcareaccess"," First aid medical assistance shall be p"," First aid medical assistance shall be provided by the undertaking’s\nclinic to workers who get sick at work.",{"bindId":127,"name":128,"text":129},"healthinsurance","Undertaking’s clinic or in times when th","Undertaking’s clinic or in times when the clinic is out of service. The\ncost of such treatment shall be reimbursed to the worker from the insurance\nfund upon submission of a valid certificate.",{"bindId":131,"name":132,"text":133},"COMMUTE_trigger","The Undertaking shall provide transporta","The Undertaking shall provide transportation from and to their homes for\nnight time shift workers as long as the road is suitable for its vehicles. The\nsame shall also be provided to workers who go out of work after eight o’clock\n(2:00 p.m.).",{"bindId":135,"name":136,"text":137},"healthandsafetytraining"," The Undertaking shall provide at own co"," The Undertaking shall provide at own cost work uniforms, hazard prevention\ndevices and work tools to workers who are assigned to duties that require so\nowing to the nature of the work.",{"bindId":139,"name":64,"text":65},"sicknessmaxdays",{"bindId":141,"name":76,"text":142},"breastfeeding_dangerouswork"," No pregnant worker shall be given an assignment between six o’clock (6:00\np.m.) in the evening and six o’clock (6:00 a.m.) in the morning; nor an\novertime\n\nwork assignment.",{"bindId":144,"name":145,"text":146},"contracttrial"," A worker who has not objected to member"," A worker who has not objected to membership in writing during his probation\nperiod shall be automatically eligible.",{"bindId":148,"name":149,"text":150},"sicknesspay","Sick Leave 28.1. A worker who has comple","Sick Leave\n\n28.1.\n\n A worker who has completed his probation and who cannot report to duty\nowing to sickness other than those resulting from employment injury shall be\nentitled to sick leave. The leave shall only be granted when the worker\nsupplies a sick leave certificate granted to him by a Government recognized\nmedical institution.\n\n28.2. \n\nSick leave shall be granted in the following manner.\n\n\n  \n  \n  \n  \n  \n  \n    \n      Year(s) of Service\n      Full Pay\n      Half Pay\n      No Pay\n    \n    \n      0-1\n      30 days\n      60 days\n      90 days\n    \n    \n      2-5\n      45 days\n      60 days\n      75 days\n    \n    \n      6-10\n      60 days\n      90 days\n      60 days\n    \n    \n      11-15\n      60 days\n      90 days\n      60 days\n    \n    \n      16-20\n      90 days\n      120 days\n      60 days\n    \n    \n      Above 21\n      120 days\n      150 days\n      60 days\n    \n  \n\n\n\n\n28.3.\n\n A worker who intends to have his illness treated by a traditional therapist\nor through the use of holy water is entitled to a paid sick leave of a maximum\nof seven (7) days provided his illness is confirmed by a physician designated\nby the Undertaking.",{"bindId":152,"name":153,"text":154},"JOBTYPE_descriptions","b. The Undertaking shall give a letter s","b. The Undertaking shall give a letter specifying the work position, salary\nand job description to a newly employed worker.",{"bindId":156,"name":157,"text":158},"SCHEDULE_trigger","Weekly Rest Weekly days of rest shall be","Weekly Rest\n\nWeekly days of rest shall be as provided under Articles 69 and 70 of the\nProclamation. The Undertaking and the Union shall hold consultation on its\nimplementation with a view to settle problems arising therefrom.",{"bindId":160,"name":82,"text":83},"NOCTPREM_trigger",{"bindId":162,"name":106,"text":107},"timeoff",{"bindId":164,"name":165,"text":166},"hivpolicy","d.Refusal to submit to medical examinati","d.Refusal to submit to medical examination where required by law or by the\nemployer for good cause, except in the case of HIV\u002FAIDS test.",{"bindId":168,"name":169,"text":170},"mealvouchers"," It shall provide, free of charge, stand"," It shall provide, free of charge, standard meals, as per existing practice,\nto workers who are on duty during breakfast, lunch, dinner and late night\ndinner hours owing to instructions or schedules of the Undertaking.",{"bindId":172,"name":173,"text":174},"disabilityfund"," Where a worker is disabled owing to an "," Where a worker is disabled owing to an accident he sustains, the\nundertaking shall facilitate payment of compensation due to him or, upon his\ndeath, to his lawful beneficiaries in accordance with the relevant law.",{"bindId":176,"name":177,"text":178},"paidmaternityleave","Pregnant Workers and Maternity Leave 29.","Pregnant Workers and Maternity Leave\n\n29.1.\n\n No pregnant worker shall be given an assignment between six o’clock (6:00\np.m.) in the evening and six o’clock (6:00 a.m.) in the morning; nor an\novertime\n\nwork assignment.\n\n29.2.\n\n No pregnant worker shall be given an assignment outside her place of work\nstated in her contract of\n\nemployment provided, however, that she shall be transferred to another place\nof work if her job is dangerous to her health or to her pregnancy as\nascertained by a medical doctor.\n\n29.3.\n\n With the exception of the grounds specified under Article 25, 27 and 29(3)\nof the Proclamation, the Undertaking shall not terminate the contract of\n\nemployment of a pregnant worker during her\n\npregnancy and until four months of her confinement.\n\n29.4.\n\n The Undertaking shall grant paid leave to a pregnant woman to undergo\nmedical examination and check up relating to her pregnancy upon presentation of\na medical certificate to that effect.\n\n29.5.\n\n A pregnant worker shall, upon the recommendation of a medical doctor, be\nentitled to leave with pay prior to delivery.\n\n29.6.\n\n A pregnant worker shall be granted 30 consecutive days of leave with pay\nbefore her presumed day of confinement and a period of 60\n\nconsecutive days of leave with pay after her confinement.\n\n29.7. \n\nWhere a pregnant worker does not deliver within the thirty (30) days of her\nprenatal leave, she is entitled to an additional leave in accordance with\nsub-Article 29.5 hereof. If delivery takes place before the thirty (30) days\nperiod has elapsed the postnatal leave under sub-Article 6 hereof shall\ncommence.\n\n29.8.\n\n The Undertaking shall cover the cost of the postnatal and prenatal medical\nexpenses, excluding the expense for the first cesarean delivery, up to a\nmaximum of Birr 3,000.00 (three thousand). The refund for such payment shall be\nevidenced by a valid medical certificate.",{"bindId":180,"name":181,"text":182},"WAGES_trigger","Salary 36.1. Monthly salary a. Salary sh","Salary\n\n36.1. Monthly salary\n\na. Salary shall be paid in one of the last three days of the month in the\nGregorian calendar.\n\nb. The Undertaking shall not deduct from, attach or set-off the salary of a\nworker except where it is approved otherwise by law or this Collective\n\nAgreement or work rules or in accordance with a court order or a written\nagreement of the worker.\n\nc. A worker shall be entitled to his salary if he was ready to work but,\nbecause of interruptions in the supply of tools or row materials and for\nreasons not attributable to him, was not able to work.",{"bindId":184,"name":185,"text":186},"PAIDLEAV_trigger","Annual Leave 24.1. Where a worker is ent","Annual Leave\n\n24.1. \n\nWhere a worker is entitled to paid annual leave according to the provisions\nof this Article, he shall divide such leave into three upon his request to that\neffect and agreement of the Undertaking or upon the request of the latter and\nhis full consent thereto.\n\n24.2.\n\n The duration of the leave shall be as stated herein.\n\n\n\n\n  \n  \n  \n  \n    \n      Year(s) of Service\n      Number of Leave (working) Days\n    \n    \n      1-2\n      18\n    \n    \n      3-5\n      20\n    \n    \n      6-10\n      24\n    \n    \n      11-15\n      29\n    \n    \n      16-20\n      34\n    \n    \n      20-22\n      35\n    \n  \n\n\n\n\nA worker who served for more than 22 years shall be entitled to an annual\nleave of 35 days plus one more day for every year of service above 22.\n\n24.3.\n\n Where the worker does not divide his annual leave, he shall be paid the\nsalary due to the leave period prior to commencing the leave.\n\n24.4.\n\n The salary due to a worker on annual leave shall be equal to the salary he\ngets while on duty.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ETH Sheraton Addis Hotel - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-03-11\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-03-11\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Sheraton Addis Hotel\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        UNKNOWN - Basic Trade Union of Workers of the Sheraton Addis Hotel\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → 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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 150 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Yes\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\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: → No\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: → \u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → 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: → \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: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \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            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \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: → 1\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → ETB 2.5 per month\n                \u003C\u002Fdiv>\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                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[192],{"title":39,"slug":35},[194],{"type":195,"data":196},"call_to_action_body_block",{"title":197,"description":198,"variant":199,"link":200},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ethiopia across sectors, topics and countries","dark",{"title":197,"url":201,"description":197,"rel":202,"type":203},"\u002Fen-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[205],{"type":195,"data":206},{"title":197,"description":198,"variant":199,"link":207},{"title":197,"url":201,"description":197,"rel":202,"type":203},[]]