[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fthe-12th-collective-agreement-concluded-between-horizon-addis-tyre-s-c-and-horizon-addis-tyre-s-c-basic-trade-union":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":186,"content_type_view":187,"extra_breadcrumbs":188,"body":190,"body_blocks":201,"related_pages":205},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":184,"translations":185},{"id":35,"uid":36,"url":37,"name":38,"locale":13,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"the-12th-collective-agreement-concluded-between-horizon-addis-tyre-s-c-and-horizon-addis-tyre-s-c-basic-trade-union","c0729f96-05a7-11e3-ab75-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fethiopia\u002Fthe-12th-collective-agreement-concluded-between-horizon-addis-tyre-s-c-and-horizon-addis-tyre-s-c-basic-trade-union\u002Fthe-12th-collective-agreement-concluded-between-horizon-addis-tyre-s-c-and-horizon-addis-tyre-s-c-basic-trade-union\u002F","The 12th Collective Agreement Concluded Between Horizon-Addis Tyre S.C and Horizon-Addis Tyre S.C Basic Trade Union - \"2011\"","ETH Horizon Addis Tyre S.C - 2011","Ethiopia - ETH Horizon Addis Tyre S.C - 2011","ETH Horizon Addis Tyre S.C - 2011 - Manufacturing, Wholesale",{"name":43,"data":44},"2011 - Ethiopia - Horizon Addis Tyre Share Company.html","\n              \n              \n              \n              \n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Nuovo\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>The 12th Collective Agreement Concluded Between HORIZON-ADDIS TYRE S.C And\nHorizon-addis Tyre S.C Basic Trade Union\u003C\u002Fh1>\n\n\u003Cp>Dec 2011\u003C\u002Fp>\n\n\u003Ch3>Article 1. Purpose of the Agreement\u003C\u002Fh3>\n\n\u003Cp>This collective agreement shall have the following main objectives with the\nagreement of the organization, and the trade union to make it practical.\u003C\u002Fp>\n\n\u003Cp>1.1 To insure the rights and obligations given and to be given by the\ncollective agreement, any issues that agreed by the organization and the trade\nunion in the future, other rules and regulations proclaimed by the\ngovernment\u003C\u002Fp>\n\n\u003Cp>1.2 As much as possible to enhance efficiency and productivity for producing\nquality products since the organization is competing in the market.\u003C\u002Fp>\n\n\u003Cp>1.3 As the organization is importing raw materials with high foreign\ncurrency, to assure the materials are transferred to the purposeful production\nand to control and keep the factory properties.\u003C\u002Fp>\n\n\u003Cp>1.4 To make the factory profitable through applying new and improved systems\nand timely formulated strategies by eliminating extravagance and making high\nproductivity by minimizing cost.\u003C\u002Fp>\n\n\u003Cp>1.5 .To make efforts for maintaining good work relations between employees\nand between the factory and employees.\u003C\u002Fp>\n\n\u003Cp>1.6. To design means of incentives among and within the workers in order to\nbe competitive, productive and creative.\u003C\u002Fp>\n\n\u003Cp>1.7. To improve productivity through maintaining the performance improvement\nprogram and skill promotion programs available for employees.\u003C\u002Fp>\n\n\u003Ch3>Article 2. Short Title\u003C\u002Fh3>\n\n\u003Cp>This collective agreement can be cited as the 12th collective agreement made\nand done between Horizon Addis Tyre S.C and Horizon Addis Tyre Basic Trade\nUnion.\u003C\u002Fp>\n\n\u003Ch3>Article 3. Definition\u003C\u002Fh3>\n\n\u003Cp>In this collective agreement:\u003C\u002Fp>\n\n\u003Cp>3.1\"Organization” or \"Factory\" or \"Administration\" means Horizon Addis\nTyre S.C. Administration\u003C\u002Fp>\n\n\u003Cp>3.2 \"Trade Union\" or \"Union\" means Horizon Addis Tyre S.C. basic trade\nunion.\u003C\u002Fp>\n\n\u003Cp>3.3 “Worker” means as stated in the labor proclamation no. 377\u002F2003\narticle 2. No 3.\u003C\u002Fp>\n\n\u003Cp>3.4 \"Scale\" means the description table containing factory workers job title\nwith the corresponding salary amount, which is proposed by external consultant\nand approved by the organization's Board of Directors.\u003C\u002Fp>\n\n\u003Cp>3.5 \"Work rules\" means internal rule regarding general working conditions\nsubject to labor Article 2 No. 5 of Labor Proclamation No. 377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>3.6 \"Proclamation\" means labor proclamation no. 377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>3.7 \"Employer\" means as stated in labor proclamation No. 377\u002F2003 article\nNo. 2\u002F1.\u003C\u002Fp>\n\n\u003Cp>3.8 \"Recruitment\" means the procedure made to fill a vacant post through\nadvertisement and selection process from the labor market outside the\norganization in the absence of worker in the organization who fits the\nposition.\u003C\u002Fp>\n\n\u003Cp>3.9 \"Transfer\" means change of job title with the same grade and salary\nwithout promotion.\u003C\u002Fp>\n\n\u003Cp>3.10 \"Grievance\" means complaint arises from contract of employment by one\nworker in particular or all workers referred by the agreement.\u003C\u002Fp>\n\n\u003Ch3>Article 4. Beneficiary parties\u003C\u002Fh3>\n\n\u003Cp>In accordance with this collective agreement, labor proclamation no.\n377\u002F2003 and other government regulations, only the organization and trade\nunion shall make collective discussion or bargaining or agreement concerning\ngeneral working conditions.\u003C\u002Fp>\n\n\u003Ch3>Article 5. The Scope of application\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be applicable to members of the Horizon Addis Tyre S.C.\nin accordance with article 3.3 of this collective agreement\u003C\u002Fp>\n\n\u003Cp>However, it shall exclude Directors, Senior Department Managers; Service\nManagers and Department Managers who are directly accountable to Directors in\naccordance with the proclamation No. 377\u002F2003 Article 3 no. 2.\u003C\u002Fp>\n\n\u003Ch3>Article 6. Rules and directives\u003C\u002Fh3>\n\n\u003Cp>Government regulation shall be applicable if it benefits the workers than\nstated in the collective agreement.\u003C\u002Fp>\n\n\u003Ch3>Article 7. Interpretation of Disputes\u003C\u002Fh3>\n\n\u003Cp>Any dispute arises between the parties regarding the interpretation of this\nagreement will be settled by a committee selected by the organization and the\nTrade Union.\u003C\u002Fp>\n\n\u003Cp>It may be better if members of the committee selected by both parties are\namong people who were bargaining in collective agreement. If the two parties do\nnot agree, the dispute shall be forwarded to the concerned legal body.\u003C\u002Fp>\n\n\u003Ch3>Article 8. Obligations of the Organization\u003C\u002Fh3>\n\n\u003Cp>8.1. To pay any deductions from employees' salary concerning membership fee\nof trade union, Saving & Credit Association, Idire, and Sport contribution\nwithin 5 days of the beginning of every month for the concerned association.\u003C\u002Fp>\n\n\u003Cp>8.2. Any warning or termination fetters referring the worker shall be\nnotified to the Trade Union through carbon copy. Others like internal\ndirectives or letters shall be done as necessary .\u003C\u002Fp>\n\n\u003Cp>8.3. To give the information on production and sales performance quarterly,\nbiannually and annually to the Trade Union.\u003C\u002Fp>\n\n\u003Cp>8.4. To make the union to have good participation in relation to the work\nand workers.\u003C\u002Fp>\n\n\u003Cp>8.5 For the strengthening of sport activities in the organization, the\nCompany will work in collaboration with the Basic Trade Union.\u003C\u002Fp>\n\n\u003Cp>8.6 The company will back the Basic Trade Union by considering its own\ncapacity.\u003C\u002Fp>\n\n\u003Cp>8.7 The organization shall not give special benefit for any worker who is\nmember or not member of the trade union.\u003C\u002Fp>\n\n\u003Ch3>Article 9. Rights Reserved to the organization\u003C\u002Fh3>\n\n\u003Cp>9.1. The organization has full right to exercise government laws, rules,\nregulation, to define jobs and standards according to the collective agreement,\nto direct, to recruit workers, to promote workers, to transfer, to take\ndisciplinary measures, to suspend, to terminate, to change job, to add work, to\nuse new system and instrument, to change working hours as necessary, to keep\nsecurity.\u003C\u002Fp>\n\n\u003Cp>9.2. Following governmental laws and rules under the study of concerned\nofficials the organization has the right to decide reserve, change and cancel\npolicies, work rules, regulations in a way that doesn't oppose the obligations\nof this collective agreement.\u003C\u002Fp>\n\n\u003Cp>9.3. When it is necessary to reduce employees resulted from the alteration\nof the organization's working methods, it shall be executed as per art 28&\n29 of proclamation no. 377\u002F2003,\u003C\u002Fp>\n\n\u003Cp>9.4. The organization shall strictly control workers who take alcoholic\ndrinks, intoxicated and self uncontrollably come to work. When such behavior of\nworkers is identified by the guard, it shall be confirmed by the guard shift\nleader and immediate boss of the worker.\u003C\u002Fp>\n\n\u003Cp>9.5. The company shall exercise its rights as it is stipulated under article\n18 sub article 5, 6, 19 & 21 of the Labor Proclamation 377\u002F2003 where there\nis full or partially suspension due to force majeure of the activities of the\ncompany for a period of not less than 10 (ten) consecutive days or where there\nis financial problem, not attributable to the fault of the company, that\nrequires the suspension of the activities of the company for not less than 10\n(ten) consecutive days. However, considering the existing living standards of\nthe workers and taking into account the future industrial relations, the\ncompany and the Basic Trade Union of the company shall discuss upon the issue\nand agrees to stay workers on annual leave until the problem is resolved. The\ngranted leave shall be deducted from their upcoming leave in the future and in\nturn pay salary to workers at leave as long as the financial position of the\ncompany is healthy. Nonetheless, if any worker, other than those who shall be\nretired at the age of 60 or deceased, shall be terminated at any circumstances,\narc forced to reimburse all amount of money, they might be paid without work,\nto the company.\u003C\u002Fp>\n\n\u003Ch3>Article 10. Obligation of the Trade Union\u003C\u002Fh3>\n\n\u003Cp>10.1 The union is responsible for any articles issued under its seal,\u003C\u002Fp>\n\n\u003Cp>10.2 For the strengthening of sport activities in the organization, the\nBasic Trade Union will jointly work with the Company.\u003C\u002Fp>\n\n\u003Ch3>Article 11. Rights Reserved to the Trade Union\u003C\u002Fh3>\n\n\u003Cp>11.1 The organization shall not transfer, suspend, and terminate the trade\nunion leaders from permanent job in case of request for aid from concerned\noffices or organizations to prosecute the organization. The list of officials\nof the Trade Union valid for co-determination makes annex No 2 of this\nagree¬ment.\u003C\u002Fp>\n\n\u003Cp>11.2 The union shall recommend to the organization to take action on issues\npresented by the trade union, based on the sugges¬tion given by different\ncommittees under the trade union.\u003C\u002Fp>\n\n\u003Cp>11.3 The trade union, for the improvement of organization's work activity,\nshall participate in planning, accomplishment, fol¬low up and evaluation\naccording to the government regulation.\u003C\u002Fp>\n\n\u003Cp>11.4 The Basic Trade Union should first fulfill all preconditions set by the\ngovernment to enter into the activities of distributing company's product.\nAfter ensuring the fulfillment of the legal obligations, the matter shall be\nseen as equal as other distributors.\u003C\u002Fp>\n\n\u003Cp>11.5 The notice board prepared for the Trade Union in the premises of the\ncompany will be administered jointly by the HRA and Trade Union.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Ch3>Article 12. Working Hours\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>12.1 The enterprise, by studying the nature of the work and de¬pending on\nthe situation, can change working hours. And yet, the regular working hour of a\nworker shall not exceed 8 hours per day and not more titan 48 hours per\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cp>12.2 24 hours of every Sunday shall be day off for regular (Non- shift)\nworkers. Owing to the nature of the factory's business, Article 70 No. 1 of the\nLabor Proclamation No 377\u002F2003 shall be effective for shift workers' weekly\nrest.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>12.3 The working hours for shift workers shall be, 1st shift from 8:00 a.m.\n- 4:00 p.m., 2nd shift from 4:00 p.m.-12:00 p.m., 3rd shift from 12:00\np.m.-8:00 a.m.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>12.4 For Non-shift workers, from Monday up to Friday shall be regular\nworking day. And yet, there shall be half- day off on Saturday. However, this\ndoes not include workers working in:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>a) Technical Directorate like:\u003C\u002Fp>\n\n\u003Cp>Winders, all preventive maintenance workers, carpenters, plumbers, painters,\nWorkshop store clerk, all fitters, heads, supervisors, grease boys, etc.\u003C\u002Fp>\n\n\u003Cp>b) Production like:\u003C\u002Fp>\n\n\u003Cp>Production clerks, who handed over and receive production, heads,\nsupervisors, factory cleaners, etc,\u003C\u002Fp>\n\n\u003Cp>c) Quality Assurance Department like:\u003C\u002Fp>\n\n\u003Cp>Chemists, all laboratory workers, heads and supervisors.\u003C\u002Fp>\n\n\u003Cp>d) Stores Department like:\u003C\u002Fp>\n\n\u003Cp>Stores (warehouse) workers raw materials preparation workers, forklift\noperators, etc,\u003C\u002Fp>\n\n\u003Cp>e) Local Sales Department\u003C\u002Fp>\n\n\u003Cp>All store keepers, clerks, laborers, etc. \u003C\u002Fp>\n\n\u003Cp>f) Human Resource Administration Department\u003C\u002Fp>\n\n\u003Cp>Gardeners, Dry waste burners, Guard (Female), Service car drivers, etc.,\u003C\u002Fp>\n\n\u003Cp>12.5 The working hours of office janitors shall be from Monday up to\nSaturday from 6:00 a.m.-2:00 p.m.\u003C\u002Fp>\n\n\u003Cp>12.6 Working hours for Teklhaymanot shop and warehouses shall not exceed\neight hours per day and 48 hours per week. From Monday up to Friday, it shall\nbe from 8:30 a.m.-5:00 p.m, and on Saturday it is from 8:30 a.m.- 4:00 p.m.\u003C\u002Fp>\n\n\u003Cp>12.7 Working hours to curing (vulcanizing) workers, in connection with meal\nhours, shall be effective based on the result of the study that the company\nwill reach. For the timing being, it will continue as it is.\u003C\u002Fp>\n\n\u003Cp>12.8 Meal Hours\u003C\u002Fp>\n\n\u003Cp>A. Every worker of the enterprise shall have meal time not exceeding an\nhour.\u003C\u002Fp>\n\n\u003Cp>B. The lunch time of the workers of the enterprise shall be from 12:00 noon\nup to 1:00 p.m.\u003C\u002Fp>\n\n\u003Cp>C. The dinner time of 2nd shift workers shall be from 8:00 PM up to 9:00 PM\nin the evening.\u003C\u002Fp>\n\n\u003Cp>D. From 2:00 AM up to 3:00 AM at night shall be the mealtime for 3rd\nshift.\u003C\u002Fp>\n\n\u003Cp>12.9 Fourth shift could be organized because of the nature of the work or\nfor technical reasons, if interrupted or postponed could cause difficulties or\ndamages as stipulated in the Labor proclamation No.377\u002F2003 Article 70\u002Fc.\u003C\u002Fp>\n\n\u003Ch3>Article 13. Delegation (Acting)\u003C\u002Fh3>\n\n\u003Cp>13.1 Whenever there is a need to replace a worker who is at any reason\nabsent from permanent work for a month and above, the concerned Director shall\nsubmit requisition to the HR Director in advance.\u003C\u002Fp>\n\n\u003Cp>13.2 Any temporary assignment shall be from lower grade to higher grade\nwhich must be related to the job. However, if it is impossible to assign in\nthis condition, other candidates with the same job title can compete for it.\u003C\u002Fp>\n\n\u003Cp>13.3. Human Resource Director shall investigate and approve whether the\nrequest is based on sub article no. 13.2 to give letter of replacement for the\ndelegate.\u003C\u002Fp>\n\n\u003Cp>13.4. The replacing worker shall earn the benefit allocated to the position.\nMoreover, s\u002Fhe shall be paid 75% the difference of scale calculated in relation\nto the replaced worker, Nevertheless, if the salary of the replacing worker\nexceeds that of the replaced one, s\u002Fhe shall get the next one salary scale.\nHence, the payment should not exceed Birr 200.\u003C\u002Fp>\n\n\u003Cp>13.5 In what so ever condition, replacement period shall not ex¬ceed 6\nmonths. However, this article shall not be applicable unless an evidence of\nwork-related illness or medical unfit¬ness report is presented.\u003C\u002Fp>\n\n\u003Cp>13.6 The replacement allowance will be paid if only the delegation is for 30\ndays and more.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>Article 14. Paid public holidays\u003C\u002Fh3>\n\n\u003Cp>14.1. The organization shall issue Working Calendar for every year. The\nWorking Calendar will be attached as an annex No.... of this collective\nagreement .\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 15. Various Leave\u003C\u002Fh3>\n\n\u003Cp>15.1 Family Leave\u003C\u002Fp>\n\n\u003Cp>15.1.1 Four (4) days leave with pay shall be given only for once to any\nworker for marriage accomplishment.\u003C\u002Fp>\n\n\u003Cp>15.2 Leave for Trade Union to accomplish various activities\u003C\u002Fp>\n\n\u003Cp>15.2.1 Trade Union leaders are granted leave with pay for the following\ndifferent activities\u003C\u002Fp>\n\n\u003Cp>A. To labor litigation, negotiate collective agreement, attend associations'\nmeeting, and participate in seminars and training\u003C\u002Fp>\n\n\u003Cp>B. The above stated leave under 'a' shall be given and the number of\nparticipant be determined upon the agreement of the organization and the trade\nunion in a manner that the work shall not negatively be affected\u003C\u002Fp>\n\n\u003Cp>C. The meeting date of the trade union leaders shall be determined by the\nagreement of the organization and the trade union where it is found\nnecessary\u003C\u002Fp>\n\n\u003Cp>D. The Basic Trade Union shall have three days in a week for the work of the\ntrade union activities. Thus, only one of the representatives of the trade\nunion shall be granted two working days in a week for the work of the trade\nunion.\u003C\u002Fp>\n\n\u003Cp>The third day will be granted for two representatives of the trade union.\nHowever, if others shall be called for can be engaged in the work of the trade\nunion by notifying the organization and get consent in advance from the\norganization.\u003C\u002Fp>\n\n\u003Cp>The worker shall be given leave with pay as per the proclamation when to\ncarry out labor litigation, to appeal to court employer - employee laws\nexecuted, struggle for the respect of its civil rights and accomplish its\nobligations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.3 Leave without pay\u003C\u002Fp>\n\n\u003Cp>Every worker shall be granted leave without pay not more than 30 days in a\nyear if he\u002Fshe notifies in advance to his immediate boss and approved by the\ncompany administrator.\u003C\u002Fp>\n\n\u003Cp>15.4 Leave for court, police station or Public enterprise affairs When a\nworker gets summons from court or any other legal body to appear as wittiness,\ns\u002Fhe shall be given leave with pay. By evaluating the distance of the place\nwhere the worker is requested to appear, the enterprise shall determine the\nlength of time for leave. Hence s\u002Fhe has to request for leave before the\nappointed date.\u003C\u002Fp>\n\n\u003Cp>15.5 Leave for urgency\u003C\u002Fp>\n\n\u003Cp>If a worker of the enterprise encounters an urgent matter and his\u002Fher\nimmediate boss is convinced of the urgency of the matter s\u002Fhe shall be given\ntwo hours leave with pay with in a month.\u003C\u002Fp>\n\n\u003Cp>15.6. Leave for exams\u003C\u002Fp>\n\n\u003Cp>15.6.1 Leave for exam.\u003C\u002Fp>\n\n\u003Cp>A. For any worker leave with pay shall be given only for national\nexaminations when necessary document is presented & accepted by the\nCompany\u003C\u002Fp>\n\n\u003Cp>B. If necessary document is submitted from any government educational\ninstitutions or from institutions accredited by the government leave for exam\nwill be given to workers that will be deducted from their annual leave.\u003C\u002Fp>\n\n\u003Cp>15.7 Education fee coverage\u003C\u002Fp>\n\n\u003Cp>15.7.1 If any worker wants to improve his profession through education, and\njoin Government owned institutions or private education centers which are\nauthenticated by Government, and the field of study has direct relationship\nwith what he is doing in the Company, the Co. shall cover education fee if the\nfollowing conditions are fulfilled:\u003C\u002Fp>\n\n\u003Cp>A. If the field of study is upward and not parallel, that is, from\ncertificate to diploma, from diploma to degree, or from first degree to second\ndegree; and if he\u002Fshe submits official request to the company and get approval\nby the General Manager for same, the education fee shall at full be covered by\nthe company based on the student copy (result) that the worker shall submit to\nthe company together with settlement request.\u003C\u002Fp>\n\n\u003Cp>B.The worker should submit a document which confirms that he\u002Fshe has passed\nthe examination given.\u003C\u002Fp>\n\n\u003Cp>C. At completion of education, the company shall not offer promotion for the\nmote reason that he\u002Fshe has completed the education and awarded with testimony.\nPromotion shall be given only when there is vacant position and applied a\nrequest for that position to compete as a candidate with others for that\nposition and finally get best result.\u003C\u002Fp>\n\n\u003Cp>D. If there may be any one who is engaged in education without prior\napproval of the company, the education fee shall not be covered by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>E. After completion, those who are graduated in Diploma should serve the\ncompany for 4 year, with degree for 8 years and with 2nd degree for 10 years,\notherwise, they will pay back the money to the Company with its interest, f.\nAny worker of the Company who is a shift worker & learning in the evening\nprogram can make an arrangement with his shift mate who has similar position,\ntitle and salary grade. This would be effective only when approved in advance\nby the Company.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Ch3>Article 16. Catering\u003C\u002Fh3>\n\n\u003Cp>16.1 The organization shall ensure the supply of the catering to workers.\nThe organization shall cover 75% of the costs of the dinner (meal) price and\nboarder (workers) shall cover 25% of the dinner (meal) price. The method of\npayment shall be handled jointly by the management and the trade union through\nprior agreement.\u003C\u002Fp>\n\n\u003Cp>16.2 Money shall not be given to workers at T\u002FHaymanot shop and warehouses\nin stead of meal services. They can be served at the locality kebele's canteen\nprovided that they can get documents that can assure their proper utilization\nof the services from the particular service provider and submit it to the\nCompany as usual. If not possible to do this, they can continue with the\nexisting facility at the canteen of Commercial Bank of Ethiopia Teklshaymanot\nbranch.\u003C\u002Fp>\n\n\u003Cp>16.3 The canteen of the Company shall be managed and controlled by the\nCompany with the participation role of the Basic Trade Union. However, if the\nBasic Trade Union has the capacity to offer canteen service provision and is\ninterested to operate, the company can facilitate for handing over it through\nnegotiation based on the terms and conditions of the canteen contract like what\nthe company does with other contractors.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-commutingallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>Article 17. Transportation\u003C\u002Fh3>\n\n\u003Cp>17.1 The organization may render transport service based on transport lines\nindicated in the annex No. 4.\u003C\u002Fp>\n\n\u003Cp>17.2 The lines shall be revised twice in a year with the involvement of the\nBasic Trade Union.\u003C\u002Fp>\n\n\u003Cp>17.3 The company shall let know workers about the departure and arrival time\nof transport services.\u003C\u002Fp>\n\n\u003Cp>17.4 Workers shall avail themselves at every service car stop.\u003C\u002Fp>\n\n\u003Cp>17.5 The driver assigned to the line will give appropriate transport\nservices; however, he\u002Fshe shall not be looking after the arrival of let\ncomers.\u003C\u002Fp>\n\n\u003Cp>17.6 Every worker shall use only the allocated line for him; pre\nnotification must be given by the worker to administration in order to change\nallocated line. \u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-wageincreasefirmperformance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Ch3>Article 18. Salary Increment \u003C\u002Fh3>\n\n\u003Cp>18.1 Based on 2011 performance of the company and after the result is\ndisclosed by the external auditing firm and approved by the Board of Directors\nand Shareholders the company shall make salary increment to all workers\nstarting from July 2012. The approval process by Shareholders and Board of\nDirectors should be completed, to the latest, before June 30, 2012. Salary\nincrement to be made shall take into account the following conditions.\u003C\u002Fp>\n\n\u003Cp>a) If net profit after tax of the budget year of 2011 is 15 million Birr and\nmore, 15% of basic salary increment shall be paid.\u003C\u002Fp>\n\n\u003Cp>b) If net profit after tax of the budget year of 2011 is 10-14.99 million\nBirr, 12% of basic salary increment shall be paid\u003C\u002Fp>\n\n\u003Cp>c) If net profit after tax of the budget year of 2011 is 7-9.99 million\nBirr, 10% of basic salary increment shall be paid\u003C\u002Fp>\n\n\u003Cp>d) If net profit after tax of the budget year of 2011 is 5.1-6.99 million\nBirr, 7% of basic salary increment shall be paid\u003C\u002Fp>\n\n\u003Cp>e) If net profit after tax of the budget year of 2011 is 3-5 million Birr,\n5% of basic salary increment shall be paid\u003C\u002Fp>\n\n\u003Cp>f) If the net profit of the budget year of 2011 after tax is lower than the\namount stated under 'e' of this agreement, it will be determined through\nnegotiation between the Company and the Trade Union. However, the result of the\nnegotiation, in terms of salary increment, shall not be more than the amount\nstated under sub article 18.4 (e).\u003C\u002Fp>\n\n\u003Cp>18.2 To effect annua! salary increment as per article 18 sub article 18.1\n(a-f) of this collective agreement the following conditions should be\nfulfilled;\u003C\u002Fp>\n\n\u003Cp>18.2.1 To obtain at full the calculated percentage share as salary increment\ncorresponding, to the stated profit, the annual average performance appraisal\nof the individual worker should be 2.75 and above.\u003C\u002Fp>\n\n\u003Cp>18.2.2 If the annual average performance appraisal of the individual worker\nis from 2.00-2.74, he\u002Fshe shall be entitled for 75% of the calculated\npercentage share salary increment in corresponding to the stated profit\u003C\u002Fp>\n\n\u003Cp>18.2.3 If the annual average performance appraisal of the individual worker\nis from 1.50-1.99, he\u002Fshe shall be entitled for 50% of the calculated\npercentage share salary increment in corresponding to the stated profit.\u003C\u002Fp>\n\n\u003Cp>18.2.4 If the annual average performance appraisal of the individual worker\nis below 1.50, he\u002Fshe shall not be entitled for any salary increment.\u003C\u002Fp>\n\n\u003Cp>18.2.5 If any worker lies in one of the ranges from 18.2.2-18.2.4 mentioned\nabove because of low performance appraisal and if the worker shall have\ncomplaint against it, can officially submit his\u002Fher complaints to Human\nResource Director. The complaints shall be investigated by the joint committee\nof the management and Trade Union. The recommendation of the joint committee\nshall be the final decision.\u003C\u002Fp>\n\n\u003Cp>18.3 Salary increment for the budget year of 2012 and 2013 will similarly be\nnegotiated and decided between the Company and the Trade Union every year in\nsimilar fashion and will be annexed to the Collective Agreement. The\nnegotiation shall be concluded on or before September 30 of the respective\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Article 19. Incentive\u002FMotivation\u003C\u002Fh3>\n\n\u003Cp>19.1 The established incentive\u002Fmotivation system was not able to improve\nproductivity and couldn't measure the efficiency of workers. It doesn't benefit\nboth the company and workers to the level of expectation. Thus, it shall be\nreviewed in a way that can increase the capacity of workers for further\nproductivity, initiative, and efficiency of workers and thereby both the\ncompany and workers will be benefited from it. Such review and study of\nmotivation system will be conducted with the involvement of the Basic Trade\nUnion. However, until the new envisaged motivation system is going to be\nreviewed and being practiced after it is endorsed by the negotiating parties,\nthe existing motivation system will remain valid and continue as it is.\u003C\u002Fp>\n\n\u003Cp>19.2 The motivation system is driven by variable salary. The payment of the\nvariable salary depends on collective or individual performance achievements or\naccomplishments of personal tasks or assignments depending on the nature of the\nwork and where the case might be appropriate.\u003C\u002Fp>\n\n\u003Cp>19.3 The amount of variable salary allocated to workers and the criteria is\nattached in annex no. 1.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-incidentalbonusperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-incidentalbonustype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-incidentalbonustype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ONCERISE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-extrapayfirmperformance\" class=\"cbaClause highlight\">\u003Ch3>Article 20. Bonus payment\u003C\u002Fh3>\n\n\u003Cp>20.1 For the efforts that the workers make to increase the productivity of\nthe enterprise in 2011, it shall provide bonus before June 2012 after the\nperformance of 2011 is audited and the result is disclosed by the external\nauditing firm and approved by the Board of Directors and Shareholders, provided\nthat the following shall be fulfilled:\u003C\u002Fp>\n\n\u003Cp>a) If net profit after tax of the budget year of 2011 is 15 million Birr and\nmore, 2 1\u002F2 (two and half) months basic salary shalI be paid\u003C\u002Fp>\n\n\u003Cp>b) If net profit after tax of the budget year of 2011 is 10-14.99 million\nBirr, 2 (two) months basic salary shall be paid\u003C\u002Fp>\n\n\u003Cp>c) If net profit after tax of the budget year of 2011 is 7-9.99 million\nBirr, 1 1\u002F2 (one and half) months basic salary shall be paid\u003C\u002Fp>\n\n\u003Cp>d) If net profit after tax of the budget year of 2011 is 5.1-6.99 million\nBirr, 1 (one) month basic salary shall be paid\u003C\u002Fp>\n\n\u003Cp>e) If net profit after tax of the budget year of 2011 is 3-5 million Birr,\n1\u002F2 (half) month basic salary shall be paid\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>f) If the net profit of the budget year of 2011 after tax is lower than the\namount slated under 'e' of this agreement, it will be determined through\nnegotiation between the Company and the Trade Union. However, the result of the\nnegotiation shall not be more than the amount stated under sub article 18.4\n(e).\u003C\u002Fp>\n\n\u003Cp>20.1.1 Bonus shall be calculated based on the basic salary of December 31,\n2011 of every individual worker.\u003C\u002Fp>\n\n\u003Cp>20.1.2 The amount of bonus is recalculated by ratio representing the portion\nof non-work off time on the planned working time\u003C\u002Fp>\n\n\u003Cp>20.1.3 Non work-off time is:\u003C\u002Fp>\n\n\u003Cp>a) Day off or vacation (leave) without remuneration\u003C\u002Fp>\n\n\u003Cp>b) Absence\u003C\u002Fp>\n\n\u003Cp>c) Medical examination that took 16 working hours and more in higher\nreferral hospitals\u003C\u002Fp>\n\n\u003Cp>20.1.4 Bonus for the year 2011 shall be paid in 2012 after external audit\nreport is submitted and approved by Board of Directors and Shareholders\nmeeting.\u003C\u002Fp>\n\n\u003Cp>20.1.5 Entitlement for bonus shall be:\u003C\u002Fp>\n\n\u003Cp>A. To workers who are registered in Human Resource record as of 31 December\n2011. However, proportional bonus payment shall be made for workers whose terms\nof employment is terminated or who might leave after serving the company for 9\n(nine) or more months in 2011.\u003C\u002Fp>\n\n\u003Cp>B. To both permanent and contractual workers\u003C\u002Fp>\n\n\u003Cp>C. For legally beneficiary\u002Finheritor of the worker if the date of death in\nthe year is specifically identified\u003C\u002Fp>\n\n\u003Cp>D. For those who shall be retired at the age of 60, proportional bonus shall\nbe made for the time they serve in 2011.\u003C\u002Fp>\n\n\u003Cp>20.1.6 No bonus shall be paid for newly employed workers in 2011 unless they\nserve the Company at least 6 months. How¬ever, if they serve for six months\nand above and is ascertained that they are with the Company at the end of\nDecember 2009, they will be entitled for proportional bonus payment.\u003C\u002Fp>\n\n\u003Cp>20.1.7 Bonus shall not be paid to workers whose terms of employment is\nterminated due to breach of Company's rules and regulations specified in the\nworking rule document, and to those who shall be reinstated under valid last\nstep written warning after being excused by the Company even though he\u002Fshe is\ncommitting disciplinary cases for the second time which may result in\ntermination of contract. Besides, bonus shall not be paid for any worker, who\nshall resign the Company before December 31,2011 and not serving the Company\nfor nine months in 2011,\u003C\u002Fp>\n\n\u003Cp>20.2 Bonus for the year 2012 and 2013 will similarly be negotiated and\ndecided between the Company and the Trade Union every year in similar fashion\nand will be annexed to the Collective Agreement. The negotiation shall be\nconcluded on or before September 30 of the respective year.\u003C\u002Fp>\n\n\u003Cp>20.3 For the celebration of Ethiopian New Year, considering the tradition\nand other factors, the management of the Company shall pay special bonus of 50%\nof one month basic salary to workers at the end of August or first week of\nSeptember every year. The bonus shall be effective upon the fulfillment of the\nfollowing preconditions.\u003C\u002Fp>\n\n\u003Cp>a) Special bonus shall be calculated and be effective based on the basic\nsalary of end of December of the preceding year of effec¬tive budget year of\nevery individual worker. For newly employed worker in the effective budget\nyear, it shall be calculated based on the initial basic salary of the worker.\nSuch payment shall base none of the Company's performance result.\u003C\u002Fp>\n\n\u003Cp>b) Special bonus shall be paid to both permanent and contractual workers\u003C\u002Fp>\n\n\u003Cp>c) Special bonus shall not be paid for any worker whose employment shall be\nterminated at any reason on or before 31 August of every year and for whom who\nmay request resignation in September of every year owing to different\nreasons.\u003C\u002Fp>\n\n\u003Cp>d) The worker has to pay back the special gift that he\u002Fshe might receive to\nthe Company in the event that the worker is requesting for resignation after\nhaving the bonus, where the resignation shall be effective before September 30,\nof every year. If the resignation is submitted before the effectiveness of the\npayment, the bonus shall never be effective to the worker.\u003C\u002Fp>\n\n\u003Cp>e) No bonus shall be made unless the newly employed worker in the effective\nbudget year is successfully completing the probation period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 21. Allowances payment\u003C\u002Fh3>\n\n\u003Cp>21.1 Factory shall pay a minimum of Birr 120.00 and a maximum of Birr 200.00\nfor every worker who may travel for com¬pany duty out of Addis Ababa.\u003C\u002Fp>\n\n\u003Cp>This shall be calculated as;\u003C\u002Fp>\n\n\u003Cp>If monthly salary is less than or equal to Birr 1200.00 If monthly salary is\nfrom Birr 1201.00-1500.00 If monthly salary is from Birr 1501.00-1800.00 If\nmonthly salary is from Birr 1801.00-2100.00 If monthly salary is from Birr\n2101.00-2400.00 If monthly salary is from Birr 2401.00-2700.00 If monthly\nsalary is from Birr 2701.00-3000.00 If monthly salary is from Birr\n3001.00-3300.00 If monthly salary is greater than Birr 3300.00\u003C\u002Fp>\n\n\u003Cp>21.2 Factory shall pay Birr 30.00 per day for every worker who may travel\nout and come in Addis Ababa for company duty.\u003C\u002Fp>\n\n\u003Cp>21.3 Birr 50 shall be paid as transport and meal allowance for foil day\ntraining, seminars, workshops and meetings that will be convened at Addis\nAbaba.\u003C\u002Fp>\n\n\u003Cp>21.4 If the costs of accommodation including, food and entertainment are to\nbe included in the training fee, and the trainer shall offer those services\naccordingly, Birr 20.00 per day shall be given for transport allowance.\u003C\u002Fp>\n\n\u003Cp>21.5 Birr 20 shall be paid as transport allowance for half-day training,\nworkshops, seminars and meetings that will be convened at Addis Ababa.\u003C\u002Fp>\n\n\u003Cp>21.6 For workers who spend their lunch time outside of the factory for\nCompany's duty, lunch allowance of birr 30.00 shall be paid upon the approval\nof the concerned authorized person.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Ch3>Article 22. Over time work\u003C\u002Fh3>\n\n\u003Cp>22.1Payment of overtime work shall be made as per the Labor\u003C\u002Fp>\n\n\u003Cp>Proclamation No. 377\u002F2003 article 68 No. 1 'a' -'d',\u003C\u002Fp>\n\n\u003Cp>22.2 Every overtime work shall be performed as per article 67, number 1 and\n2 of labor proclamation number 377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>22.3 On weekends, overtime and travel allowance payment shall not be paid at\nthe same time. However, the weekend must be replaced by any other working\nday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 23. Piece rate payment\u003C\u002Fh3>\n\n\u003Cp>At increment of sales or request of additional product, the organization can\nconsult external professionals or with the agreement of the organization and\nthe union, the work can be done based on piece rate.\u003C\u002Fp>\n\n\u003Ch3>Article 24. Pay day and salary credit\u003C\u002Fh3>\n\n\u003Cp>24.1 Salary shall be paid in European calendar and this shall be done in the\nmiddle and end of the month.\u003C\u002Fp>\n\n\u003Cp>A. For urgent or force major the enterprise shall offer to worker up to\nthree month salary credit which is interest free. This will be strictly handled\nby the top management and the trade union and a guideline will be prepared by\nthe company.\u003C\u002Fp>\n\n\u003Cp>B. For emergency situations and problems beyond control, the Company shall\nallocate Birr 12,000.00 (Twelve Thousand Birr) as advance salary and shall pay\nwhere it deemed necessary.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>24.2 All workers of the company shall be beneficiary of social security\nscheme as per Private Organization Employees Pension Proclamation No.\n715\u002F2011.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 25. Duplicating and Distributing Agreement\u003C\u002Fh3>\n\n\u003Cp>25.1 After this collective agreement is signed between the organization and\nthe trade union, the organization shall duplicate and distribute it to the\nconcerned offices as well as workers of the factory.\u003C\u002Fp>\n\n\u003Ch3>Article 26. Validity Period of the Agreement\u003C\u002Fh3>\n\n\u003Cp>26.1 This collective agreement shall be effective up on the date it is\nsigned as per proclamation No. 377\u002F2003 art. 133 and will be valid for 3 year\nfrom the date of signature.\u003C\u002Fp>\n\n\u003Cp>26.2 Both parties can alter or revise the collective agreement up on their\nagreement.\u003C\u002Fp>\n\n\u003Cp>26.3 After it is signed by both parties, the copy of the collective\nagreement shall be sent to Addis Ababa City Administration Akaki-Kality Sub\nCity Civil & Social Affairs Department for registration.\u003C\u002Fp>\n\n\u003Ch3>Article 27. Annexes\u003C\u002Fh3>\n\n\u003Cp>All annexes are valid and considered as part of the Collective Agreement and\nbind both parties.\u003C\u002Fp>\n\n\u003Cp>1. Human Resources Management\u003C\u002Fp>\n\n\u003Cp>2. The list of trade union officers valid for codetermination\u003C\u002Fp>\n\n\u003Cp>3. Working calendar\u003C\u002Fp>\n\n\u003Cp>4. Work Rules\u003C\u002Fp>\n\n\u003Cp>Date of signature: December 20,2011\u003C\u002Fp>\n\n\u003Cp>For organization\u003C\u002Fp>\n\n\u003Cp>Ato Belay Dechassa, General Manager \u003C\u002Fp>\n\n\u003Cp>For Trade Union\u003C\u002Fp>\n\n\u003Cp>Daniel Tadele, Chain\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witness by the side of the Company\u003C\u002Fp>\n\n\u003Cp>1. Ato Melkie Belew\u003C\u002Fp>\n\n\u003Cp>2. Ato Bedri Jebril\u003C\u002Fp>\n\n\u003Cp>3. Ato Mareye Mandefro\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Witness by the side of the Trade Union\u003C\u002Fp>\n\n\u003Cp>1. Ato Daniel Tadele__________\u003C\u002Fp>\n\n\u003Cp>2.Ato Yerga Yerom_________\u003C\u002Fp>\n\n\u003Cp>3. Ato Bekele G\u002FWold________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HORIZON ADDIS TYRE S.C.\u003C\u002Fp>\n\n\u003Cp>Standard No.\u003C\u002Fp>\n\n\u003Ch2>HUMAN RESOURCES MANAGEMENT\u003C\u002Fh2>\n\n\u003Cp>Approved by: Ato Belay Dechassa General Manager\u003C\u002Fp>\n\n\u003Cp>Date of issue: December 20, 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Standard issue scope\u003C\u002Fh3>\n\n\u003Cp>This standard defines basic practices of management the human resources in\nMatador Addis Tyre S. C. Addis Ababa.\u003C\u002Fp>\n\n\u003Ch3>2. The scale of validity\u003C\u002Fh3>\n\n\u003Cp>This standard is valid for all workers of the organization and managers of\nMatador Addis Tyre S.C. where the latter manage the work groups, teams and\ndepartments\u003C\u002Fp>\n\n\u003Ch3>3. Related documents\u003C\u002Fh3>\n\n\u003Cp>Proclamation Work Rules\u003C\u002Fp>\n\n\u003Cp>Register of job activities Collective Agreement\u003C\u002Fp>\n\n\u003Ch3>4. Activity description\u003C\u002Fh3>\n\n\u003Cp>4.1 Recruitment\u003C\u002Fp>\n\n\u003Cp>1. Wherever appears a vacant post, the organization shall advertise to the\nworkers internally for a period of 7 days by giving a copy to the labor union.\nRecruitment\u002FPromotion shall take place as an open competition. The organization\nshall give the competitors verbal, written exam or practical test as it is\nnecessary through the recruitment\u002Fpromotion committee. If the workers) from\ninternal fails to meet the requirements, the organization considers\napplication, of external candidates.\u003C\u002Fp>\n\n\u003Cp>2. Any recruitment shall be made after it is executed by recruitment\u003C\u002Fp>\n\n\u003Cp>and promotion committee of the Company and approved by the general manager.\nThe trade union will have representative In this recruitment and promotion\ncommittee\u003C\u002Fp>\n\n\u003Cp>3. Newly recruited worker shall take general medical examination with the\nexpense of the organization.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>4. A probation period of every worker shall not exceed 45 consecu¬tive\ndays.\u003C\u002Fp>\n\n\u003Cp>5. Orientation concerning the organization conditions and work orientation\nshall be given to a newly recruited worker before starting his work.\u003C\u002Fp>\n\n\u003Cp>6. A worker who is on probation period has the right and obligations as the\nfactory's permanent worker. However, at probation period he is not entitled to\nreceive more than one uniform\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>7. Employment letter, job description and any issues concerning him shall be\ngiven in written to a worker who is employed on probation period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>8. Severance pay and compensation to be given for a worker who is dismissed\nbeing unfit for the job during his probation period shall be effected in\naccordance with labor proclamation.\u003C\u002Fp>\n\n\u003Cp>9. The probation period of the newly employed worker starts from the first\nday of employment even if the company is not able to assign him in the\nparticular position to perform his work.\u003C\u002Fp>\n\n\u003Cp>10. If a worker on probation period continues to work after the expiry of\nthe probation period, the contract of employment for the intended type of work\nshall be considered as it has been signed and concluded even if he\u002Fshe is not\ngiven a letter of permanent employment.\u003C\u002Fp>\n\n\u003Cp>11. A worker who is re-employed for the same job shall not be placed on\nprobation period.\u003C\u002Fp>\n\n\u003Cp>4.2 Performance evaluation\u003C\u002Fp>\n\n\u003Cp>1. The organization shall take performance appraisal of employees twice a\nyear, on December and June.\u003C\u002Fp>\n\n\u003Cp>2. Performance appraisal should be free from personal biasness, and hatred,\nit should be focused on the discharging of duties and task accomplishments as\nwell as with company discipline. Every head should have a well organized record\nof his\u002Fher subordinates that enable him\u002Fher to rationally evaluate.\u003C\u002Fp>\n\n\u003Cp>3. Performance appraisal (evaluation) shall be done before the following\nmeasures are taken.\u003C\u002Fp>\n\n\u003Cp>- Before permanent employment\u003C\u002Fp>\n\n\u003Cp>- Before proposing for promotion\u003C\u002Fp>\n\n\u003Cp>- Before transfer is made \u003C\u002Fp>\n\n\u003Cp>- Before taking disciplinary measures \u003C\u002Fp>\n\n\u003Cp>- Before contract of employment is terminated \u003C\u002Fp>\n\n\u003Cp>- Before getting training\u003C\u002Fp>\n\n\u003Cp>- Before the provision of annual salary increment and bonus\u003C\u002Fp>\n\n\u003Cp>4. Performance evaluation shall be approved by the concerned sector manager\nafter it is completed by immediate supervisor to the next higher\nsupervisors.\u003C\u002Fp>\n\n\u003Cp>5. Performance evaluation shall be out of 4 with the evaluation result of\nthe following:\u003C\u002Fp>\n\n\u003Cp>- From 1.4 -1.99 Poor\u003C\u002Fp>\n\n\u003Cp>- From 2.0 - 2.4 Satisfactory\u003C\u002Fp>\n\n\u003Cp>- From 2.41-2.99 Good\u003C\u002Fp>\n\n\u003Cp>- From 3.0-3.49 Very good\u003C\u002Fp>\n\n\u003Cp>- From 3.5-4.0 Excellent\u003C\u002Fp>\n\n\u003Cp>6. Where the average result of (one year) successive performance evaluation\nof every permanent employee is below 1.4 point, the organization shall decide\nin accordance with the Article 28 of Labor Proclamation No.377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>7. Disciplinary measures shall be taken upon the worker if he\u002Fshe shall not\nbe willing to sign on the performance appraisal report produced by his\nimmediate head and requested to do by stating his\u002Fher feelings, comments and\nopinions.\u003C\u002Fp>\n\n\u003Cp>4.3 Transfer\u003C\u002Fp>\n\n\u003Cp>(1) Whenever a medical board or physician (doctor) orders to temporarily\nplace a worker to light work for definite period which is out of contract of\nemployment because of illness, the company, if possible, shall transfer him\u002Fher\nto similar salary grade and job. Otherwise, the company shall transfer the\nworker to any job position by keeping the salary of the worker as it is until\nthe light work period is lapsed. He\u002Fshe shall also be entitled only for a\nbenefit of temporary assigned position. However, unless he\u002Fshe submits\nadditional medical order issued by the medical board or doctor for light work,\nhe\u002Fshe shall be returned to his\u002Fher former job position.\u003C\u002Fp>\n\n\u003Cp>(2) The working conditions of pregnant workers shall be effective in\naccordance with Labor Proclamation No. 377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>(3) In accordance with this standard, permanent transfer made by the\norganization shall be based on efficiency, to increase pro¬ductivity and to\nmatch work with the worker. Any other type of transfer shall take place by\ncompetition. However, transfer resulted from disciplinary cases shall be\nexecuted out of this procedure. Due to special circumstances, transfers shall\nbe made through a committee.\u003C\u002Fp>\n\n\u003Cp>(4) The organization can temporarily transfer any worker. However, the\ntransfer must be based on the same job classification, not repeatable and not\nmore than 3 months, this shall be given to the worker by written. Any benefits,\nsalary and grade remain the same with respect to the transfer.\u003C\u002Fp>\n\n\u003Cp>(5) Any permanent workers transfer in the organization shall take place by\nthe HRA-Department with the consultation of the HRD and the respective Director\nor directly by the Hu¬man Resource Director where it deemed necessary and the\napproval of the General Manager.\u003C\u002Fp>\n\n\u003Cp>(6) Salary and grade can not be lowered in a permanent transfer. The worker\nshall get all benefits at the transferred job title.\u003C\u002Fp>\n\n\u003Cp>(7) A written transfer order shall be given to the worker in advance\nwhenever a worker is transferred. Job title and allowance shall be described in\nthe transfer order. However, any transfer out of Addis Ababa to branch offices\nshall be notified to the worker in written before 30 days. If this is not\nfulfilled, the transfer will not be considered as valid.\u003C\u002Fp>\n\n\u003Cp>4.4 Procedure for promotion\u003C\u002Fp>\n\n\u003Cp>1. Promotion shall be given if there is a vacant post left by a worker or a\nnewly vacant post opened to develop the organi¬zation, which is not placed by\nany worker.\u003C\u002Fp>\n\n\u003Cp>2. In accordance with the condition stated above if there is a vacant post,\na chance shall be given to a worker who meets the requirement in order to\npromote from a lower job classification and salary,\u003C\u002Fp>\n\n\u003Cp>3. It is the organization that decides whether to fill a vacant post or not.\nThe required education and work experience shall be according to the\norganization's structure. However, if it is new job classification not included\nin the structure, it shall be seen by a committee organized by the organization\nor external consultant.\u003C\u002Fp>\n\n\u003Cp>4. After investigation of vacant post the administration shall advertise on\nnotice board the job title, salary, and job grade according to the structure\nwithin 7 days,\u003C\u002Fp>\n\n\u003Cp>5. All workers who can meet the criterion and requirements must be\nregistered within 7 days at administration office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>4.5 Medical Expense and Medical Leave \u003C\u002Fp>\n\n\u003Cp>4.5.1 Health Examination and Medical Treatment\u003C\u002Fp>\n\n\u003Cp>1. “So as to have healthy workers, the health service should give proper\nmedical examination here in the company's clinic or in other clinics or\nhospitals where the company had service agreement whenever the worker feels\nunhealthy\u002Fill.”\u003C\u002Fp>\n\n\u003Cp>2. If a worker gets sick in the absence of a Doctor or Nurse in the\nCompany's Clinic, treatment shall be given by the dresser and if it is beyond\nthe dresser's capacity, the worker shall take letter from the Company's health\nser¬vice to be treated at a Hospital or Clinic which has credit agreement with\nthe organization. Any medical treatment and accompanied sick leave generated\nfrom any other private health center without the prior agreement of the\norganization's health service shall not be accepted and expenses shall not be\nreimbursed.\u003C\u002Fp>\n\n\u003Cp>3. When the enterprise's doctor confirms dial the worker needs to be treated\nby a specialist, the worker shall be sent to medical institution where there is\nspecialist.\u003C\u002Fp>\n\n\u003Cp>4.5.2 Medical Examination offered in the clinic of the enterprise.\u003C\u002Fp>\n\n\u003Cp>1. If a worker in vacation encounters an urgent illness and if he was in a\nnearby governmental or private medical center and get treated by his own money,\nthe money shall be reimbursed when he presents legal receipt of treatment to\nthe enterprise.\u003C\u002Fp>\n\n\u003Cp>2. A worker, who faced accident while s\u002Fhe is on duty of the enterprise,\nshall be taken to hospital by the enterprise's car \u002Fambulance and back to his\nhome.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp>4.5.3 Medical treatment offered for work accidents or work- related\naccidents\u003C\u002Fp>\n\n\u003Cp>1.If a doctor approves that the worker faces injury or illness connected\nwith work, the organization shall take care of the worker as per the insurance\ncost coverage agreement, unless s\u002Fhe is cured before the insurance obligation\nis exhausted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>2.The organization shall pay full salary to the worker who is absent due to\nemployment injury as per the insurance agreement\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.The factory shall arrange transport services to work- related injured\nworker who follows medical treatment in out patient department, but only if the\ninjury is serious that does not allow the injured to use public transport.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>4.Any displacement payment resulted from work injury shall be in accordance\nwith the insurance scheme arranged by the company as per article 109 (1) of\nLabor Proclamation no. 377\u002F2003. The payment shall be effective if the degree\nof displacement is determined by medical board and submitted to the company in\naccordance with article 102 (2) of Labor Proclamation 377\u002F2003. The worker s\nresponsible to follow up the case, get the decision of the medical board, and\nsubmit the decision to the company. Further, the injured worker should report\nto his immediate head about the accident, fill the format prepared for this\npurpose, get signature of his head, and submit the format to\u003C\u002Fp>\n\n\u003Cp>the company health service. If there may be a section where immediate boss\nwill not be present in the 2nd and 3rd shift and if work injury is prevailed,\nthe victim worker should immediately fill and sign the format and submit to\nhealth service. However, his\u002Fher immediate boss should confirm whether the\noccurrence of the accident was at work just by next day before 9:00 a. m. The\ncompany shall submit copy of insurance premium document to the trade union.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>4.5.4 Medical leave \u003C\u002Fp>\n\n\u003Cp>(1) Where a worker, after completed his probation, is incapable of work\nowing to sickness other than resulting from employment injury, he shall be\nentitled to a sick leave when he submitted medical certificate from\ngovernmental\u003C\u002Fp>\n\n\u003Cp>will be treated as Follows:\u003C\u002Fp>\n\n\u003Cp>A. worker shall be entitled for a total of six months sick leave if he is\ngetting sick in non-work related disease and recommended by the doctor to rest.\nThe entitlement of the sick leave is: A. For the first two months with full\nsalary;\u003C\u002Fp>\n\n\u003Cp>B. For the next two months with 50% salary;\u003C\u002Fp>\n\n\u003Cp>C. For the last two months without salary,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2)A worker who fails to get a doctor at the hospital shall be granted a\nleave if he submits certificate from the hospital administration.\u003C\u002Fp>\n\n\u003Cp>(3)Medical leave shall be considered in accordance with Article 85 (2) of\nthe labor proclamation No. 377\u002F2003.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-hivpolicy\">\u003Cp>(4) Workers living with HIV\u002FAIDs are entitled for additional sick leave of\n30 days other than sick leaves stipulated under article 4.5.4(1) a & b of\nthis Collective Agreement. Hence, the total sick leave entitlement for such\nvictim workers is 90 days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.5.5 Medical expense\u003C\u002Fp>\n\n\u003Cp>1.The enterprise shall reimburse the cost of medication fully for any\nmedical expense presented by the worker and approved by the company medical\nDr.\u003C\u002Fp>\n\n\u003Cp>2.The enterprise shall cover the cost of medicines starting from first step\nexamination.\u003C\u002Fp>\n\n\u003Cp>3.A worker who requires admission to hospital shall be treated in the\nhospital where the organization has credit agreement with it. However, if the\ndisease is approved to be dangerous for his life by the doctor and is referred\nto higher referral hospital, the worker shall be treated in any governmental\nhospital or any private medical institute that has credit agreement with the\norganization.\u003C\u002Fp>\n\n\u003Cp>4.If the doctor recommends the worker to be admitted in a special place he\ncan be admitted to whichever level.\u003C\u002Fp>\n\n\u003Cp>5. When a worker gets sight problem and prescribed by the doctor for eye\nglass, the organization shall cover the cost of eye lenses up to Birr 100.00\nand for the cost of frames up to Birr 200.00. The total cost to be covered by\nthe company for Loth lens and frame shall be up to Birr 300.00 (three hundred\nbirr) as per the receipt that would be submitted by the worker.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>4.6 Occupational safety, Health and working environment\u003C\u002Fp>\n\n\u003Cp>1.Every worker of the enterprise shall respect and accomplish safety\nmeasures of the enterprise.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetytraining\" class=\"cbaClause highlight\">\u003Cp>2.Regarding professional safety the enterprise shall arrange training to be\noffered to the worker by professionals. The mining time shall be in the working\nhours of the enterprise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.The worker has the obligation to properly use the protection given to\nhim\u002Fher at any time what so ever.\u003C\u002Fp>\n\n\u003Cp>4.Foremen, supervisors, section heads shall supervise if workers put on\nproper working clothes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Payments be made for physical damage and harm shall be accomplished as\nstated in Article 99 and 109 of the proclamation.\u003C\u002Fp>\n\n\u003Cp>6.For injury that occurs due to work, payment shall be made as p a the\nproclamation.\u003C\u002Fp>\n\n\u003Cp>7.If the company's oar is collided and damaged because of the fault of the\nworker, maintenance cost shall be covered by the insurance company. However,\n15% of an excess claimed by the insurer shall be covered by the defaulter\n(worker) while the remaining 75% is covered by the company.\u003C\u002Fp>\n\n\u003Cp>8.The enterprise shall provide milk to workers mentioned in those positions\nand the worker shall use the milk property. However, during fasting seasons of\nNenewe and Hudade, Friday and Wednesday and other fasting seasons, the\nenterprise shall provide replacement tor milk at its club.\u003C\u002Fp>\n\n\u003Cp>9.All workers should consume the value of milk replacement coupon during\nfasting date on same date on which the coupon is given. If there may be a\nworker who shall never be consumed the coupon on same date he received, he\u002Fshe\nshall never be given next days coupon.\u003C\u002Fp>\n\n\u003Cp>4.7 Work clothes and sanitation equipments\u003C\u002Fp>\n\n\u003Cp>4.7.1 The company shall provide working clothes and shoes on time twice a\nyear as per the table attached herewith (annex no.6)\u003C\u002Fp>\n\n\u003Cp>4.7.2 Even though there are lists of working clothes like shirt, trouser,\ncoat and over coat in any of the job title in the table and where both male and\nfemale workers are working in the same job title due to the nature of the work,\nit does not mean that all these four type of clothes shall be given to one\nworker. Rather if there is female worker who is assigned for same job, she will\nbe entitled for only two pairs of trousers and two overcoats. And if there are\nsome entitled for 3 working clothes, it will be handled in similar fashion.\u003C\u002Fp>\n\n\u003Cp>4.7.3 Safety\u002Fworking clothes, eye shield, mask, leather gaum, etc shall be\ngiven on time\u003C\u002Fp>\n\n\u003Cp>4.7.4 Working clothes and sanitation materials shall be given only for work\nprovided that the worker is attending his\u002F her work. If the worker is absent\nfrom work for more than one month owing to any reason, shall not be entitled\nfor sanitary material to that particular month(s).\u003C\u002Fp>\n\n\u003Cp>4.7.5 Mask for mouth coverage shall be given to GIP & GOP workers at\ncuring section\u003C\u002Fp>\n\n\u003Cp>4.7.6 Milk shall be given to GIP & GOP workers similar to Rubber\nSolution workers.\u003C\u002Fp>\n\n\u003Cp>4.7.7 Once in every three years cold-protection overcoat (caport) will be\ngiven for only shift workers that include: guards, water pump operators,\ndrivers, time control workers, milk distributors, and safety and fire\nprotection workers\u003C\u002Fp>\n\n\u003Cp>4.7.8 Cleaners at Laboratory shall get same and similar soaps to that of\nfactory cleaners.\u003C\u002Fp>\n\n\u003Cp>4.7.9 A pair of leather gaunt shall be given to Electric & Instrument\nworkers once every six months. However, the entitled worker should hand over\nthe old one so as to get the new.\u003C\u002Fp>\n\n\u003Cp>4.7.10 One guan (over coat) shall be given to cashiers once in a\u003C\u002Fp>\n\n\u003Cp>year.\u003C\u002Fp>\n\n\u003Cp>4.7.11 The organization shall provide soaps as pet the table\u003C\u002Fp>\n\n\u003Cp>4.7.12 One rolled soft paper shall be given to all workers\u003C\u002Fp>\n\n\u003Cp>4.7.13 For those assigned once in a year for machinery maintenance, 2\npackets of 400 gm. powder map and two pieces of 145 gm. soap shall be given for\nonly once\u003C\u002Fp>\n\n\u003Cp>4.7.14 Two pieces of 145 gm. Soap shall be given once per month for all\noffice workers.\u003C\u002Fp>\n\n\u003Cp>4.7.15 Motor driver shall be given bard and strong cape whenever it is\nwearing out and one leather jacket once in every 3 years.\u003C\u002Fp>\n\n\u003Cp>4.7.16 Working clothes given to foreman and supervisors will\u003C\u002Fp>\n\n\u003Cp>have different color from workers just for the purpose of easy\nidentification.\u003C\u002Fp>\n\n\u003Cp>4.7.17 For documentation center workers, 2 white over coat, whereas one\nwhite and one blue over coat shall be given for research and development\nworkers\u003C\u002Fp>\n\n\u003Ch3>5. Responsibility\u003C\u002Fh3>\n\n\u003Cp>To ensure the execution and observance of the provisions of this standard of\ninternal legislation, the company and individual employees are responsible as\ndefined in the text of this standard annex No ....\u003C\u002Fp>\n\n\u003Cp>For checking the observance of this standard of internal legislation, the\ncompany is responsible. The General Manager of the company together with the\ndefined individuals in this standard of internal legislation of the company is\nresponsible\u003C\u002Fp>\n\n\u003Cp>to check the effectiveness and observance of this regulation. Besides, he is\nresponsible to make a decision whenever there is disagreement.\u003C\u002Fp>\n\n\u003Cp>Unless and otherwise both parties agree, this document is to be amended\nyearly and attached to the main agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Horizon Addis Tyre S.C.\u003C\u002Fp>\n\n\u003Cp>Standard No. \u003C\u002Fp>\n\n\u003Ch2>WORK RULES\u003C\u002Fh2>\n\n\u003Cp>Approved by: Ato Belay Dechassa\u003C\u002Fp>\n\n\u003Cp>Date of issue: December 20, 2008\u003C\u002Fp>\n\n\u003Cp>Work Rules shall be implemented after it is approved by Basic Trade Union of\nHorizon-Addis Tyre S.C.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Standard issue scope\u003C\u002Fh3>\n\n\u003Cp>Work rules are collection of rules, modifying labour-law, organizational and\ndisciplinary conditions of workers of Horizon Addis Tyre S.C. These sets\n(collections) are binding to HORIZON ADDIS TYRE S. C. (thereinafter only\ncompany). It is a control standard, which distributes these conditions into\nlabour-law and other workers-company relations in accordance with Proclamation.\nArticles of association, Organizational and Signature rules of the company.\nThus, all workers should know this standard of work rules.\u003C\u002Fp>\n\n\u003Ch3>2. Scope of validity\u003C\u002Fh3>\n\n\u003Cp>Work rules are valid for the company and all worjkers, as the workers have\ndirect work relationship with the company. Work rules are legally binding as\nper the agreements for workers working in the company and for the works\nexecuted out of labor relations' agreement regarding work birgade. Work rules\nare valid from the date of its declaration. All workers of the company have to\nbe informed about the Work Rules and they have to be open to them.\u003C\u002Fp>\n\n\u003Ch3>3. Related documents\u003C\u002Fh3>\n\n\u003Cp>1.Proclamation\u003C\u002Fp>\n\n\u003Cp>2.Company rules\u002FPolicy\u003C\u002Fp>\n\n\u003Cp>3.Collective Agreement\u003C\u002Fp>\n\n\u003Cp>4.Organizational rules\u003C\u002Fp>\n\n\u003Cp>5.Signature rules\u003C\u002Fp>\n\n\u003Cp>6.Signature rules\u003C\u002Fp>\n\n\u003Ch3>4. Activity description\u003C\u002Fh3>\n\n\u003Cp>4.1 Obligations of the Organization\u003C\u002Fp>\n\n\u003Cp>1.To execute in accordance with conditions cited in Labor Proclamation No.\n377\u002F2003, in this collective agreement, rules and regulations concerning work\nand that is shown in the contract of employment.\u003C\u002Fp>\n\n\u003Cp>2.Unless and otherwise it is stipulated in the contract of employment,\nprovides the worker with implementing tools and raw materials necessary for the\nperformance of the work.\u003C\u002Fp>\n\n\u003Cp>3.To pay salary to the worker who is entitled for salary payment in\naccordance with the contract of employment even if the worker is not working\nthe whole day because of failure to provide materials and implements in\naccordance with sub article 2 of this article or any failure which is not\ncaused by the worker.\u003C\u002Fp>\n\n\u003Cp>4.To take and observe all the necessary occupational safety, health\nmeasures, and respects the workers dignity. To abide by the standards and\ndirectives given by the appropriate authorities.\u003C\u002Fp>\n\n\u003Cp>5.To prepare appropriate safety equipment and uniforms in order to keep the\nworkers health and prevent him from accident.\u003C\u002Fp>\n\n\u003Cp>6.To cover the cost of medical examination for the newly recruited\nworkers.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>7.To maintain the workers to get training in the profession \u002Fskill they are\nenrolled.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>8.To keep records of employment date, amount of salary, number of leaves,\nhealth condition and the like in a table that shows it clearly.\u003C\u002Fp>\n\n\u003Cp>9.To pay agreed salary and allowance on time. Directly or indirectly, the\norganization can not unlawfully deduct any benefit the worker got by law or\nthis collective agreement,\u003C\u002Fp>\n\n\u003Cp>10.To prevent disagreement between the organization and the worker or the\norganization and the trade union.\u003C\u002Fp>\n\n\u003Cp>11.To prepare notice board and suggestion box to serve the worker.\u003C\u002Fp>\n\n\u003Cp>12.To arrange a vehicle serving for any accident or injury sickness during\nworking hours.\u003C\u002Fp>\n\n\u003Cp>13.To cover the cost of medical examination, whenever such medical\nexamination is required by law or appropriate authority.\u003C\u002Fp>\n\n\u003Cp>14.To accept the workers with the previous amount of salary per their\nprevious position whenever every worker is imprisoned for personal case and can\nbe found in\u003C\u002Fp>\n\n\u003Cp>his duty in not more than 3 months.\u003C\u002Fp>\n\n\u003Cp>15.To give job description for workers to be placed in a new job title by\ntransfer or promotion.\u003C\u002Fp>\n\n\u003Cp>16.To provide office and notice board in the premises of the organization\nfor the trade union and to cooperate for the success of the trade union.\u003C\u002Fp>\n\n\u003Cp>17.The organization shall notify immediately to the trade union regarding\npromulgated laws, rules and regulations which are issued by government or\nconcerned body. The organization shall observe laws, rules, government\nregulations and directives which are included in this collective agreement.\u003C\u002Fp>\n\n\u003Cp>18.Whether the organization can give procedural directives about change of\nprograms or not, the union shall recommend proposals if it believes that\nproblems may occur at work. If the organization agrees on the recommendation,\nthe recommendation shall be applied. However, the change can not oppose or\nreject the obligation described in this agreement.\u003C\u002Fp>\n\n\u003Cp>19.When every worker wishes to see his own personal file, the administration\nshall make the worker to fill a form which is prepared for this purpose and the\nworker can see at the presence of administration head or his delegate. This\nshall be permitted once in a year.\u003C\u002Fp>\n\n\u003Cp>20.The organization shall not inflict on any worker any suspension, which is\nnot recognized by law, Proclamation no 377\u002F2003, Work Rules or this collective\nagreement.\u003C\u002Fp>\n\n\u003Cp>21.The company shall pay the holdup salary and reinstate to work if it is\nproved that the worker is free from violation of working rules after being\nsuspended from work because of allegedly breaching company's working rules.\u003C\u002Fp>\n\n\u003Cp>22.Any disciplinary measures should be charged by superiors with concrete\nevidence. If the charged disciplinary matter is without substantial facts,\ndisciplinary measures shall be taken against the superior as per this\ncollective labor agreement.\u003C\u002Fp>\n\n\u003Cp>4.2 Obligations of the worker\u003C\u002Fp>\n\n\u003Cp>1.To observe, exercise and follow articles stipulated in the labor\nproclamation and this collective agreement. To observe this collective\nagreement fully, amendment agreements; and amendments.\u003C\u002Fp>\n\n\u003Cp>2.To keep company's and personal dignity and secret at all time.\u003C\u002Fp>\n\n\u003Cp>3.To handle with due care all instruments, tools and uniforms entrusted to\nhim for the purpose of keeping him safe\u003C\u002Fp>\n\n\u003Cp>4.To take health examination and vaccination rendered by the\norganization.\u003C\u002Fp>\n\n\u003Cp>5.To reserve from any act, which may endanger himself or his colleagues.\u003C\u002Fp>\n\n\u003Cp>6.The worker shall not come and try to pass the gate in to work in a manner\nof drinking alcohol, should not get intoxicated or shall not position himself\nuncontrollable and argue with security guards due to alcoholic drinks.\u003C\u002Fp>\n\n\u003Cp>7.Unless otherwise permitted by the organization in advance, the worker\nshall not take any property, which doesn't belong to him.\u003C\u002Fp>\n\n\u003Cp>8.The worker shall not distribute and post illegal documents or transmit\nfalse information which disturbs the relation of the organization and the\nworker; and he should not activate and coordinate workers out of collective\nagreement and rules of the union.\u003C\u002Fp>\n\n\u003Cp>9.Any worker shall observe directives given by the organization heads and\nwork leaders.\u003C\u002Fp>\n\n\u003Cp>10.Every production worker, under normal circumstances, is obliged to fully\nproduce the minimum standard set by production Director and approved by the\nGeneral Manager.\u003C\u002Fp>\n\n\u003Cp>11.The worker shall not be absent from work or leave out the work without\npermission or acceptable reason.\u003C\u002Fp>\n\n\u003Cp>12.The worker should report to his boss whenever the boss wants to discuss\nwith him at work place and issues related to work. The worker should receive\nany written document given by the boss.\u003C\u002Fp>\n\n\u003Cp>13 . To observe the organization working hours.\u003C\u002Fp>\n\n\u003Cp>14.The worker shall participate to work with full capacity and force, to\nperform the works specified in the contract of employment.\u003C\u002Fp>\n\n\u003Cp>15.The worker shall make effort and cooperate to improve productivity,\nquality and efficiency.\u003C\u002Fp>\n\n\u003Cp>16.The worker shall observe and execute any advertisement by the\norganization, which doesn't oppose laws and the col¬lective agreement.\u003C\u002Fp>\n\n\u003Cp>17.Every worker or other person incoming and out going shall be inspected at\nthe gate of the premises.\u003C\u002Fp>\n\n\u003Cp>18.Every worker shall cooperate to protect any accident on the organization\nand a person and to help when an accident happened.\u003C\u002Fp>\n\n\u003Cp>19.It is forbidden to organize a group for mob and conspiracy, to stop work\nfor promoting conspiracy, etc with a mere alleged reason of “demanding for\nright” without getting permission or recognition from the company or the\ntrade union. If any worker shall commit such illegal acts, shall be penalized\nas per the Collective Labor Agreement.\u003C\u002Fp>\n\n\u003Cp>20.Every worker has the obligation to work on over time in accordance with\nart. 67 No. (1) of labor proclamation No. 377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>21.A worker shall inform immediately any serious matter or probable accident\non the organization's property or person to the concerned body. He must give\nthe necessary cooperation.\u003C\u002Fp>\n\n\u003Cp>22.Every worker must attach educational testimonials, work experience\ncertificates, pension forms and other important documents to his personal\nrecord.\u003C\u002Fp>\n\n\u003Cp>23.Disciplinary measures shall be taken against any worker who violates the\nobligations stated in this collective agreement.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>4.3 Terminating contract of employment and severance payment\u003C\u002Fp>\n\n\u003Cp>1.Any worker, who finished his \u002Fher probation period, can terminate the\ncontract of employment because of any kind or reason, by notifying the\norganization before 30 days, as per Article 31 of the labor proclamation\n377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>2.The organization shall dismiss the worker in accordance with this\ncollective agreement and labor proclamation.\u003C\u002Fp>\n\n\u003Cp>3.The organization shall fulfill in accordance with the proclamation to\nworker who finished his\u002Fher probation period and whose contract of employment\nis terminated.\u003C\u002Fp>\n\n\u003Cp>4.A worker who faces industrial accident and is proved unfit to perform any\nwork in the organization by a medical board, shall be terminated after\nreceiving compensation based on the insurance policy of the government.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.4 Disciplinary measures and procedure\u003C\u002Fp>\n\n\u003Cp>1.The organization shall take administrative measures against employees who\ncommit disciplinary mistakes as indicated in the attached table of Annex No.\n5.\u003C\u002Fp>\n\n\u003Cp>2.Despite this fact it shall take banning or directly dismissing measures\nagainst an employee with out the table when it is recognized by the\ndisciplinary committee and decided and approved by the General Manager.\u003C\u002Fp>\n\n\u003Cp>3.However, if the offence is serious, the administrator can take immediate\naction like suspension and informs to trade union. Subsequently, it shall form\nad-hoc disciplinary committee.\u003C\u002Fp>\n\n\u003Cp>The committee shall investigate the alleged breaching of company's\nregulation and submit proposal or suggestion to the administration. After the\nsuggestion of the committee the company can take additional measures it may be\nto suspend, terminate or any improved action.\u003C\u002Fp>\n\n\u003Cp>4.Measures mentioned in the table shall be executed at each level by the\nadministration. Any warning shall stay effective for one year starting from the\ndate that the measure is taken.\u003C\u002Fp>\n\n\u003Cp>5.For the offence not indicated under the table, by comparing and relating\nto the table of annex 5 as their simplicity and seriousness, the organization\nwill take immediate disciplinary action and will inform to the Trade Union\nimmediately.\u003C\u002Fp>\n\n\u003Cp>6.Before taking measures other than suspension for serious offences, it\nshall be first confirmed by the committee whether the worker has committed the\nsaid mistake by collecting and proving evidences.\u003C\u002Fp>\n\n\u003Cp>7.Those disciplinary measures that will be added, amended or revised will be\nincluded after being studied by the company & trade union jointly.\u003C\u002Fp>\n\n\u003Cp>4.5 Approach to Complaint procedure and the system of presentation\u003C\u002Fp>\n\n\u003Cp>1.Primary purpose\u003C\u002Fp>\n\n\u003Cp>If the organization and the union can not solve tine grievance arises\nbetween them the grievance shall be handled by neutral party or\narbitration\u002Fconciliator as indicated in Article 141, 143 and 145 of\nproclamation No. 377\u002F2003.\u003C\u002Fp>\n\n\u003Cp>2.Complaint shall be presented to Department Head Director\u003C\u002Fp>\n\n\u003Cp>Motivation, training and Development Department Human Resource Director or\nGeneral Manager First Instance Court of Region or Decisive Board of Labor\nAffairs\u003C\u002Fp>\n\n\u003Cp>3.Complaint handling and presentation procedure \u003C\u002Fp>\n\n\u003Cp>A. 1st Level\u003C\u002Fp>\n\n\u003Cp>A worker who has complaint against the letter or punish¬ment he received\nfrom his immediate boss or superior boss shall complain by writing to the\nconcerned head as soon as possible.\u003C\u002Fp>\n\n\u003Cp>B. 2nd Level\u003C\u002Fp>\n\n\u003Cp>If the worker is not satisfied with the decision given under step one, he\nmay appeal to Motivation, Training and Development department head. The head by\nconsulting the Director shall respond with in 4 days after investigation of the\ncase. However, this shall not include cases to be investigated by committee.\u003C\u002Fp>\n\n\u003Cp>C. 3rd Level\u003C\u002Fp>\n\n\u003Cp>If the decision rendered at step two is unsatisfactory to the worker, the\nworker shall submit this grievance in written to the general manager through\nthe union with in 4 days. The general manager shall give response within 5\ndays.\u003C\u002Fp>\n\n\u003Cp>D. 4th Level\u003C\u002Fp>\n\n\u003Cp>If the reply of the general manager is unsatisfactory, the employee shall\ntake the issue to the concerned legal body as per sub- no B of this article.\u003C\u002Fp>\n\n\u003Cp>Unless and otherwise force major is happened, any complaint not presented\nwith in the above-mentioned period of time shall not be acceptable.\u003C\u002Fp>\n\n\u003Cp>4.Complaint procedure\u003C\u002Fp>\n\n\u003Cp>ft is the obligation of the worker and the decision maker to respond orally\nfor orally presented complaint and in written for written complaint within the\nstated time.\u003C\u002Fp>\n\n\u003Cp>As stated above, personal complaint procedure shall start from Motivation,\nTraining and Development Department\u003C\u002Fp>\n\n\u003Cp>Complaint presented by the trade union shall start from the G\u002FManager.\u003C\u002Fp>\n\n\u003Cp>If the worker, the union or the organization wants to be protected from some\ndisciplinary measures, time limits and steps to be taken for complaint\nprocedure in this collective agreement shall be applicable. Time limits taken\nin this complaint procedure must be working days.\u003C\u002Fp>\n\n\u003Cp>4.6 Receiving and transmission of message\u003C\u002Fp>\n\n\u003Cp>(1) Intra city call\u003C\u002Fp>\n\n\u003Cp>A.When there are private cads for each worker the telephone operator shall\nwrite the message on message correspondence paper and shall deliver it to the\nworker through messenger.\u003C\u002Fp>\n\n\u003Cp>B.If the message is about accident, death, or illness the telephone operator\nshall get telephone address, and make the number get to the worker to make\ncall.\u003C\u002Fp>\n\n\u003Cp>C.Telephone message transferred on the second and third shift shall be\ncommunicated to the concerned division by recording in logbook through security\noffice.\u003C\u002Fp>\n\n\u003Cp>D.There shall be public telephone in the premises of the enterprise. E.\nPostal service shall be established in the premises of the enterprise by\ndiscussing with the head office.\u003C\u002Fp>\n\n\u003Cp>(2) Non- Intra-city calls\u003C\u002Fp>\n\n\u003Cp>A.If it is inter-urban call, or a call from abroad, the call shall be\ntransmitted to the nearby available extension line for the receiver.\u003C\u002Fp>\n\n\u003Cp>B.Every international calls privately made from the enterprise should be\nrecorded by the operator.\u003C\u002Fp>\n\n\u003Cp>C.The user shall pay for phone calls privately made to a destination out of\nthe city.\u003C\u002Fp>\n\n\u003Cp>D.In order to make the enterprise be able to transfer messages and the\nworker to be beneficiary of the service, the extension lines shall be installed\nin the sub-divisions if the capacity of the PBX allows,\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cp>4.7 Annual Leave\u003C\u002Fp>\n\n\u003Cp>1.A worker shall be entitled to 14 working days annual leave for one year\nservice, 14 working days plus one working day annual leave for every additional\nyear of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.All workers have to arrange annual leave program with their respective\nDirectorates in every budget year and officially make aware Human Resource\nDirectorate.\u003C\u002Fp>\n\n\u003Cp>3.The annual leave shall be permitted in three phases:\u003C\u002Fp>\n\n\u003Cp>A.Where it is found necessary, six days leave shall be given in different\ndays, with the approval of immediate boss,\u003C\u002Fp>\n\n\u003Cp>B.One-third of the remaining leave shall be given at once when a worker gets\nproblem and requests formally\u003C\u002Fp>\n\n\u003Cp>C.The rest (remaining balance) of the leave will be granted as per the\npre-planned program and based on the schedule that will be prepared by the\nCompany. However, administration can schedule or reschedule leave programs\naccording to the nature of the work\u003C\u002Fp>\n\n\u003Cp>4.The company can postpone the annual leave because of force major but\ncannot postpone for more than two years.\u003C\u002Fp>\n\n\u003Cp>5.When a worker wants to take annual leave by a special problem, he must\nreport before three days.\u003C\u002Fp>\n\n\u003Cp>6.If a worker gets sick while on leave and produces medical\u003C\u002Fp>\n\n\u003Cp>certificate of leave from any legal hospital, his\u002Fher annua! leave shall be\nextended.\u003C\u002Fp>\n\n\u003Cp>7.If the worker from leave has to be appeared on duty for unpredicted\nreason, the enterprise can call up on the worker on leave as per the\nproclamation.\u003C\u002Fp>\n\n\u003Cp>8.No leave is valid unless the administration knows and approves it. And\nyet, if the worker fails to attend duty due to force major depending on the\ntype of problem and if the administration is convinced shall accept and sign\nannual leave.\u003C\u002Fp>\n\n\u003Cp>9.When a worker is on leave or on medical leave the benefits for the\nposition shall be considered based on the proclamation.\u003C\u002Fp>\n\n\u003Cp>10.Annual leave shall be given with advance salary provided that the worker\nshall take annual leave of more than ten days and submit a request for the\npayment of salary.\u003C\u002Fp>\n\n\u003Cp>4.8 Funeral Ceremony and Mourning Leave\u003C\u002Fp>\n\n\u003Cp>1. A worker shall be granted Mourning leave in the following condition:\u003C\u002Fp>\n\n\u003Cp>A.when spouse, ascendants (mother, father or children) of a worker dies or\nspouse's ascendants( mother and father) dies and if it is approved by the\nworkers Idir or community Idir or locality kebele - 4 days\u003C\u002Fp>\n\n\u003Cp>B.when descendants (sister, brother) of the worker or spouse's\u003C\u002Fp>\n\n\u003Cp>descendants (sister, or brother) dies and when other corpse is found on his\nhome and when it is approved by the workers Idir or community Idir or locality\nkebele - 3 days.\u003C\u002Fp>\n\n\u003Cp>C.When relatives other than 'a' and 'b' of article 4.8 (1) like grand\nparents, aunt, uncle, niece and nephew of the worker, or spouse's grand\nparents, aunt, uncle, niece and nephew die, two days mourning leave for each\nshall be given but the total morning leave in this case shall not be more than\n6 days in a year. The mourning leave in this case will be given if the worker\nshall bring legally accepted documents only from community Idir or locality\nkebele. It will also be accepted only if it is signed and approved by Human\nResource Director, or his delegates.\u003C\u002Fp>\n\n\u003Cp>2. List of relatives registered by workers for mourning leave purpose is\ninvalid and has no use by this work rules.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>3. On the death of the worker, by considering the degree to which company's\nbusiness is not affected, some col¬leagues from the deceased section as well\nas from others will attend the burial ceremony. The enterprise shall allocate\nbirr 3000.00 (Three thousand birr) for burial execution and for the purchase of\nflower belt, and shall provide bus for the workers who are attending the burial\nceremony.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4. When a worker who is on duty out of Addis Ababa dies, the organization\nshall bring the dead body with its own expense.\u003C\u002Fp>\n\n\u003Ch3>5. Responsibility\u003C\u002Fh3>\n\n\u003Cp>1.For execution and observance of the provisions of this standard of\ninternal legislation, the company and individual workers are responsible as\ndefined in the text of this standard annex No..\u003C\u002Fp>\n\n\u003Cp>2.For checking the observance of this standard of internal legislation, the\ncompany is responsible. The General Manager of the company together with\nindividuals defined in the provisions of this standard of internal legislation\nof the company is responsible to check the implementation and observance of\nthis regulation. Besides, he is responsible to make a decision whenever there\nis disagreement.\u003C\u002Fp>\n\n\u003Cp>3.Unless and otherwise both parties agree, this document is to be renewed\nyearly and attached to the main agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Annex 2 List of Trade Union Leaders\u003C\u002Fh2>\n\n\u003Cp>As per the collective agreement Article 11 Sub article 11.1, the list of\nTrade Union Leaders is listed as indicated below:\u003C\u002Fp>\n\n\u003Ch3>A.Executive Committee Members\u003C\u002Fh3>\n\n\u003Cp>1.Ato Daniel Tadele - Chairman\u003C\u002Fp>\n\n\u003Cp>2.Ato Abayneh G\u002FMichael - V\u002FChairman\u003C\u002Fp>\n\n\u003Cp>3.Ato Yerga Yerom - Secretary\u003C\u002Fp>\n\n\u003Cp>4.Ato Bekele G\u002FWold - Accounts Officer\u003C\u002Fp>\n\n\u003Cp>5.Ato Seife Feleke - Cashier\u003C\u002Fp>\n\n\u003Cp>6.Ato Nigusu Haile - Member\u003C\u002Fp>\n\n\u003Cp>7.Ato Zelalem Mengistu - Member\u003C\u002Fp>\n\n\u003Cp>8.Ato getaneh Hailu - Member\u003C\u002Fp>\n\n\u003Cp>9.Ato Fikadu Nida - Member\u003C\u002Fp>\n\n\u003Cp>10.W\u002Ft Wubeshet Ayele - Member\u003C\u002Fp>\n\n\u003Ch3>B.Audit Committee Members\u003C\u002Fh3>\n\n\u003Cp>1.Ato Demere Mersha - Chairman\u003C\u002Fp>\n\n\u003Cp>2.Ato Mesfin Abebe - Member\u003C\u002Fp>\n\n\u003Cp>3.Ato Ayalew Tibebu - Member\u003C\u002Fp>\n\n\u003Ch2>Annex 4 Transport line\u003C\u002Fh2>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>No\u003C\u002Ftd>\n      \u003Ctd>Line No.\u003C\u002Ftd>\n      \u003Ctd>Starting point\u003C\u002Ftd>\n      \u003Ctd>Destination\u003C\u002Ftd>\n      \u003Ctd>Covering places\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Sarbet\u003C\u002Ftd>\n      \u003Ctd style=\"text-align:center;margin-left:auto;margin-right:auto;\">Horizon\n        Addis Tyre\u003C\u002Ftd>\n      \u003Ctd>Mekanisa, coffee board, Augusta Bus No.:3 turn, Ketena 2, Kolfe,\n        Mesalemia, Poulos Hotel, Amede Market, Shoa bakery mosque, Berbere\n        Verenda, Abinet Hotel, Dessie Hotel, Genete Hotel, Begetera, Addis Tyre\n        Factory\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Mexico Square\u003C\u002Ftd>\n      \u003Ctd style=\"text-align:center;margin-left:auto;margin-right:auto;\">\"\u003C\u002Ftd>\n      \u003Ctd>5th police station, Ministry of Health, Post office, National\n        Theater, Legehar, Meshuolekia, Beklobet Teshale Garage, Addis Tyre\n        Factory\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>North Municipality\u003C\u002Ftd>\n      \u003Ctd style=\"text-align:center;margin-left:auto;margin-right:auto;\">\"\u003C\u002Ftd>\n      \u003Ctd>North municipality, Shola, Belay Zeleke avenue, 3rd police station,\n        Semen Hotel, St. George church, Arat Kilo, Fit Ber, Kazainches, St.\n        Urael church, Bambis, Olympia, Wollo Sefer, Geotera, Addis Tyre\n      Factory\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Shiro Meda\u003C\u002Ftd>\n      \u003Ctd style=\"text-align:center;margin-left:auto;margin-right:auto;\">\"\u003C\u002Ftd>\n      \u003Ctd>Amaha Desta school, 6 killo, Michow Military Camp, Minilik Hospital,\n        Kebena, yeka St. Micheal church, Lam- beret, Megenagna, Nyala Motors,\n        Moenco, Ruanda Embassy, Air Port Motel, Misrak Butchery, Addis Tyre\n        Factory\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Former Bulgaria Embassy\u003C\u002Ftd>\n      \u003Ctd style=\"text-align:center;margin-left:auto;margin-right:auto;\">\"\u003C\u002Ftd>\n      \u003Ctd>Former Bulgaria Embassy, Kera, Gotera, Addis Tyre Factory\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Kaliti inspection station\u003C\u002Ftd>\n      \u003Ctd style=\"text-align:center;margin-left:auto;margin-right:auto;\">\"\u003C\u002Ftd>\n      \u003Ctd>Addis Tyre Factory\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Annex 5 Disciplinary measures\u003C\u002Fh2>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>No\u003C\u002Ftd>\n      \u003Ctd>Type of Offence\u003C\u002Ftd>\n      \u003Ctd>1st\u003C\u002Ftd>\n      \u003Ctd>2nd\u003C\u002Ftd>\n      \u003Ctd>3rd\u003C\u002Ftd>\n      \u003Ctd>4th\u003C\u002Ftd>\n      \u003Ctd>5th\u003C\u002Ftd>\n      \u003Ctd>6th\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>Absence for half day without valid reason\u003C\u002Ftd>\n      \u003Ctd>1st grade written warning\u003C\u002Ftd>\n      \u003Ctd>Half day pay penalty\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Three days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Absence one day without valid reason\u003C\u002Ftd>\n      \u003Ctd>Half day pay penalty\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Three days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Four days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Absence two days without valid reason\u003C\u002Ftd>\n      \u003Ctd>0ne day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Three days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Four days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Five days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Absence three days without valid reason\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Three days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Four days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Five days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Six days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>Absence four days without valid reason\u003C\u002Ftd>\n      \u003Ctd>Three days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Four days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Five days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Six days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>Absence five days without valid reason\u003C\u002Ftd>\n      \u003Ctd>Four days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Five days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Six days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>Absence six days and above without valid reason\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>Disobedience to instructions or directions of immediate or senior\n        supervisor \u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>One day penalty with second step written warning\u003C\u002Ftd>\n      \u003Ctd>Two days penalty with third step written warning\u003C\u002Ftd>\n      \u003Ctd>Three days penalty with last written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>Absence from Work\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9.1 Arriving late\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9.2 Leaving assigned work place earlier\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9.3 Absence without permission\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9.4 Sleeping in working hours\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>Assault or threat on a worker or supervisor\u003C\u002Ftd>\n      \u003Ctd>First step written penalty with 2 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Last step written warning with 6 days pay penalty\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>Failure to use uniform given by the organization\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning with two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Third step written warning with 4 days of pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>Engagement in private activities not connected with his job during\n        working hours\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning with two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Last written warning with 4 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>To spend working hours with problem and unnecessary arguments with\n        colleague or supervisor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning\u003C\u002Ftd>\n      \u003Ctd>4th step written warning with one day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Last written warning with 2 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>Negligence at work\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Third step written warning with 1 day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Fourth step written warning with 3 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Last step written warning with 6 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>Failure to punch time card\u003C\u002Ftd>\n      \u003Ctd>Oral warning\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>2nd step written warning\u003C\u002Ftd>\n      \u003Ctd>3rd step written waming with 1 day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Two days pay penalty with last warning \u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>Abuse of vehicles\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>16.1 To spend the night with the factory's vehicle out of\n      premises\u003C\u002Ftd>\n      \u003Ctd>Last step written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>16.2 To carry unauthorized person or material on the organization's\n        vehicle for personal benefit\u003C\u002Ftd>\n      \u003Ctd>First step written warning with 3 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Last written warning with 6 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>16.3 Driving with the influence of alcohol\u003C\u002Ftd>\n      \u003Ctd>Last written warning with 6 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>16.4 Failure to report immediately any damage occurred on the\n        organization vehicle\u003C\u002Ftd>\n      \u003Ctd>First step written warning with 3 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>6 days pay penalty with last written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>16.5 Damage of the organization's vehicle by own mistake\u003C\u002Ftd>\n      \u003Ctd>Second step written warning\u003C\u002Ftd>\n      \u003Ctd>Fourth step written warning after the payment of the expense by the\n        worker\u003C\u002Ftd>\n      \u003Ctd>Last written warning after the payment of the expense by the\n      worker\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>16.6 Driving without permission of the organization and proper\n        driving license\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Last written warning with 10 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>To appear in the recreation hall out of program\u003C\u002Ftd>\n      \u003Ctd>Oral warning\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>Second step written warning with one day pay penalty\u003C\u002Ftd>\n      \u003Ctd>Third step written warning with two days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Last written warning with three days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>Action which endangers harmony between the organization and the trade\n        union\u003C\u002Ftd>\n      \u003Ctd>Three days pay penalty with fourth step written warning\u003C\u002Ftd>\n      \u003Ctd>Six days pay penalty with last written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>Initiating strike out of the procedures of the collective\n      agreement\u003C\u002Ftd>\n      \u003Ctd>Six days pay penalty with last written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>Carelessness offence on the organizations productivity of machinery\n        or other property\u003C\u002Ftd>\n      \u003Ctd>Three days pay penalty with fourth step written warning\u003C\u002Ftd>\n      \u003Ctd>Six days pay penalty with last written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>Refusal of instruction in normal work place\u003C\u002Ftd>\n      \u003Ctd>Six days pay penalty with last written warning, as necessary\n        administration can improve as the seriousness of the offence\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>To influence service driver or helper to carry unauthorized\n      person\u003C\u002Ftd>\n      \u003Ctd>Oral warning\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty with last written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>Fraud\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>23.1Submitting a false document and certificate\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>23.2Disfiguring the insignia of the organization\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>23.3Punching another worker's time cord\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>23.4Unauthorized use of annual and other leaves\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>23.5Deliberate action which endangers buildings, motors, machineries,\n        produced or processed materials, or any property of the\n      organization\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>Refusal to accept legal letters\u003C\u002Ftd>\n      \u003Ctd>Until acceptance he will be suspended. However, he will be terminated\n        after 5 days of refusal. \u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>Physical attacking at work place\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>Gambling\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>Theft\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>Misappropriation of the organization's property or funds\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Second step witten warning after the payment of the property or\n        fund\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Last step written warning after the payment of the property or\n      fund\u003C\u002Ftd>\n      \u003Ctd>Termination after the payment of the property or fund\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>Smoking in restricted areas\u003C\u002Ftd>\n      \u003Ctd>6 days pay penalty with last step written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>Firing around restricted areas\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>Entry with an unauthorized materials to the factory\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>Entry with any type of armaments to the factory\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>Trying to pass into the gate to work drinking alcohol, intoxicated,\n        positioning oneself uncontrollable and arguing with security guards due\n        to alcoholic drink\u003C\u002Ftd>\n      \u003Ctd>6 days pay penalty with last step written warning\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>Entry with prohibited materials:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>34.1 Drugs\u003C\u002Ftd>\n      \u003Ctd>6 days pay penalty withlast step written warning\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n      \u003Ctd>-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>34.2 Chat\u003C\u002Ftd>\n      \u003Ctd>First step written warning\u003C\u002Ftd>\n      \u003Ctd>One day pay penalty with 2nd step written warning\u003C\u002Ftd>\n      \u003Ctd>3rd step written warning with 2 days pay penalty \u003C\u002Ftd>\n      \u003Ctd>4th step written warning with 4 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Last written warning with 6 days pay penalty\u003C\u002Ftd>\n      \u003Ctd>Termination\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Annex 7\u003C\u002Fh2>\n\n\u003Ch2>Types of damages that resulted in termination of\u003C\u002Fh2>\n\n\u003Ch2>contract of employment without notice\u003C\u002Fh2>\n\n\u003Cp>The following disciplinary cases result in termination of contract and those\ncommitting the under listed work rules shall not be entitled for bonus.\u003C\u002Fp>\n\n\u003Cp>S\u002FNTypes of damages that result in termination of contract of employment\nwithout notice\u003C\u002Fp>\n\n\u003Cp>1 Physical attack at work place\u003C\u002Fp>\n\n\u003Cp>2 Gambling\u003C\u002Fp>\n\n\u003Cp>3 Theft\u003C\u002Fp>\n\n\u003Cp>4 Firing at prohibited area\u003C\u002Fp>\n\n\u003Cp>5 Entry with unauthorized material to the factory\u003C\u002Fp>\n\n\u003Cp>6 Disfiguring the insignia of the company\u003C\u002Fp>\n\n\u003Cp>7 Damaging of Company's property intentionally\u003C\u002Fp>\n\n\u003Cp>8 Submitting false document and certificates\u003C\u002Fp>\n\n\u003Cp>9 Entry with any type of armaments to the factory\u003C\u002Fp>\n\n\u003Cp>10 Illegal utilization of annual or any other leaves\u003C\u002Fp>\n\n\u003Cp>11 Punching another workers' time card intentionally\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\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 D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var 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E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fethiopia\u002Fthe-12th-collective-agreement-concluded-between-horizon-addis-tyre-s-c-and-horizon-addis-tyre-s-c-basic-trade-union\u002Fthe-12th-collective-agreement-concluded-between-horizon-addis-tyre-s-c-and-horizon-addis-tyre-s-c-basic-trade-union\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":46,"hourspday_select":50,"trainingprogrammes":54,"contracttrialperiod":58,"maxsicknesspay":62,"extrapayfirmperformance":66,"WAGES_determined":70,"ONCERISE_trigger":74,"wageincreaseperc1":76,"dayspweek":80,"hourspweek_select":84,"wageincreasetype2":88,"STRUCINCR_trigger":90,"hourspday":92,"funeralpay":94,"maxsicknesspayperc":98,"pensionfund":100,"OVERTIME_trigger":104,"holidaysdays":108,"holidaysweeks":112,"healthcareaccess":114,"healthinsurance":118,"COMMUTE_trigger":122,"healthandsafetytraining":126,"sicknessmaxdays":130,"healthandsafetypolicy":132,"hourspweek":136,"commutingallowancetype1":138,"sicknesspay":140,"incidentalbonustype":142,"incidentalbonusperc1":144,"SCHEDULE_trigger":146,"contracttrial":150,"incidentalbonustype2":152,"schedulesrestpw":154,"sicknessmaxdaysnr":156,"contractseverancepay1":158,"bankholidays1":162,"wageincreasefirmperformance":166,"hivpolicy":168,"mealvouchers":172,"disabilityfund":176,"contractseverancepay":180,"PAIDLEAV_trigger":182},{"bindId":47,"name":48,"text":49},"disabilitypay","2.The organization shall pay full salary","2.The organization shall pay full salary to the worker who is absent due to\nemployment injury as per the insurance agreement",{"bindId":51,"name":52,"text":53},"hourspday_select","Article 12. Working Hours 12.1 The enter","Article 12. Working Hours\n\n12.1 The enterprise, by studying the nature of the work and de¬pending on\nthe situation, can change working hours. And yet, the regular working hour of a\nworker shall not exceed 8 hours per day and not more titan 48 hours per\nweek.\n\n12.2 24 hours of every Sunday shall be day off for regular (Non- shift)\nworkers. Owing to the nature of the factory's business, Article 70 No. 1 of the\nLabor Proclamation No 377\u002F2003 shall be effective for shift workers' weekly\nrest.\n\n12.3 The working hours for shift workers shall be, 1st shift from 8:00 a.m.\n- 4:00 p.m., 2nd shift from 4:00 p.m.-12:00 p.m., 3rd shift from 12:00\np.m.-8:00 a.m.",{"bindId":55,"name":56,"text":57},"trainingprogrammes","7.To maintain the workers to get trainin","7.To maintain the workers to get training in the profession \u002Fskill they are\nenrolled.",{"bindId":59,"name":60,"text":61},"contracttrialperiod","4. A probation period of every worker sh","4. A probation period of every worker shall not exceed 45 consecu¬tive\ndays.\n\n5. Orientation concerning the organization conditions and work orientation\nshall be given to a newly recruited worker before starting his work.\n\n6. A worker who is on probation period has the right and obligations as the\nfactory's permanent worker. However, at probation period he is not entitled to\nreceive more than one uniform\n\n7. Employment letter, job description and any issues concerning him shall be\ngiven in written to a worker who is employed on probation period.",{"bindId":63,"name":64,"text":65},"maxsicknesspay","4.5.4 Medical leave (1) Where a worker, ","4.5.4 Medical leave \n\n(1) Where a worker, after completed his probation, is incapable of work\nowing to sickness other than resulting from employment injury, he shall be\nentitled to a sick leave when he submitted medical certificate from\ngovernmental\n\nwill be treated as Follows:\n\nA. worker shall be entitled for a total of six months sick leave if he is\ngetting sick in non-work related disease and recommended by the doctor to rest.\nThe entitlement of the sick leave is: A. For the first two months with full\nsalary;\n\nB. For the next two months with 50% salary;\n\nC. For the last two months without salary,",{"bindId":67,"name":68,"text":69},"extrapayfirmperformance","Article 20. Bonus payment 20.1 For the e","Article 20. Bonus payment\n\n20.1 For the efforts that the workers make to increase the productivity of\nthe enterprise in 2011, it shall provide bonus before June 2012 after the\nperformance of 2011 is audited and the result is disclosed by the external\nauditing firm and approved by the Board of Directors and Shareholders, provided\nthat the following shall be fulfilled:\n\na) If net profit after tax of the budget year of 2011 is 15 million Birr and\nmore, 2 1\u002F2 (two and half) months basic salary shalI be paid\n\nb) If net profit after tax of the budget year of 2011 is 10-14.99 million\nBirr, 2 (two) months basic salary shall be paid\n\nc) If net profit after tax of the budget year of 2011 is 7-9.99 million\nBirr, 1 1\u002F2 (one and half) months basic salary shall be paid\n\nd) If net profit after tax of the budget year of 2011 is 5.1-6.99 million\nBirr, 1 (one) month basic salary shall be paid\n\ne) If net profit after tax of the budget year of 2011 is 3-5 million Birr,\n1\u002F2 (half) month basic salary shall be paid",{"bindId":71,"name":72,"text":73},"WAGES_determined","7. Employment letter, job description an","7. Employment letter, job description and any issues concerning him shall be\ngiven in written to a worker who is employed on probation period.",{"bindId":75,"name":68,"text":69},"ONCERISE_trigger",{"bindId":77,"name":78,"text":79},"wageincreaseperc1","Article 18. Salary Increment 18.1 Based ","Article 18. Salary Increment \n\n18.1 Based on 2011 performance of the company and after the result is\ndisclosed by the external auditing firm and approved by the Board of Directors\nand Shareholders the company shall make salary increment to all workers\nstarting from July 2012. The approval process by Shareholders and Board of\nDirectors should be completed, to the latest, before June 30, 2012. Salary\nincrement to be made shall take into account the following conditions.\n\na) If net profit after tax of the budget year of 2011 is 15 million Birr and\nmore, 15% of basic salary increment shall be paid.\n\nb) If net profit after tax of the budget year of 2011 is 10-14.99 million\nBirr, 12% of basic salary increment shall be paid\n\nc) If net profit after tax of the budget year of 2011 is 7-9.99 million\nBirr, 10% of basic salary increment shall be paid\n\nd) If net profit after tax of the budget year of 2011 is 5.1-6.99 million\nBirr, 7% of basic salary increment shall be paid\n\ne) If net profit after tax of the budget year of 2011 is 3-5 million Birr,\n5% of basic salary increment shall be paid\n\nf) If the net profit of the budget year of 2011 after tax is lower than the\namount stated under 'e' of this agreement, it will be determined through\nnegotiation between the Company and the Trade Union. However, the result of the\nnegotiation, in terms of salary increment, shall not be more than the amount\nstated under sub article 18.4 (e).\n\n18.2 To effect annua! salary increment as per article 18 sub article 18.1\n(a-f) of this collective agreement the following conditions should be\nfulfilled;\n\n18.2.1 To obtain at full the calculated percentage share as salary increment\ncorresponding, to the stated profit, the annual average performance appraisal\nof the individual worker should be 2.75 and above.\n\n18.2.2 If the annual average performance appraisal of the individual worker\nis from 2.00-2.74, he\u002Fshe shall be entitled for 75% of the calculated\npercentage share salary increment in corresponding to the stated profit\n\n18.2.3 If the annual average performance appraisal of the individual worker\nis from 1.50-1.99, he\u002Fshe shall be entitled for 50% of the calculated\npercentage share salary increment in corresponding to the stated profit.\n\n18.2.4 If the annual average performance appraisal of the individual worker\nis below 1.50, he\u002Fshe shall not be entitled for any salary increment.\n\n18.2.5 If any worker lies in one of the ranges from 18.2.2-18.2.4 mentioned\nabove because of low performance appraisal and if the worker shall have\ncomplaint against it, can officially submit his\u002Fher complaints to Human\nResource Director. The complaints shall be investigated by the joint committee\nof the management and Trade Union. The recommendation of the joint committee\nshall be the final decision.\n\n18.3 Salary increment for the budget year of 2012 and 2013 will similarly be\nnegotiated and decided between the Company and the Trade Union every year in\nsimilar fashion and will be annexed to the Collective Agreement. The\nnegotiation shall be concluded on or before September 30 of the respective\nyear.",{"bindId":81,"name":82,"text":83},"dayspweek","12.4 For Non-shift workers, from Monday ","12.4 For Non-shift workers, from Monday up to Friday shall be regular\nworking day. And yet, there shall be half- day off on Saturday. However, this\ndoes not include workers working in:",{"bindId":85,"name":86,"text":87},"hourspweek_select","12.1 The enterprise, by studying the nat","12.1 The enterprise, by studying the nature of the work and de¬pending on\nthe situation, can change working hours. And yet, the regular working hour of a\nworker shall not exceed 8 hours per day and not more titan 48 hours per\nweek.",{"bindId":89,"name":78,"text":79},"wageincreasetype2",{"bindId":91,"name":78,"text":79},"STRUCINCR_trigger",{"bindId":93,"name":52,"text":53},"hourspday",{"bindId":95,"name":96,"text":97},"funeralpay","3. On the death of the worker, by consid","3. On the death of the worker, by considering the degree to which company's\nbusiness is not affected, some col¬leagues from the deceased section as well\nas from others will attend the burial ceremony. The enterprise shall allocate\nbirr 3000.00 (Three thousand birr) for burial execution and for the purchase of\nflower belt, and shall provide bus for the workers who are attending the burial\nceremony.",{"bindId":99,"name":64,"text":65},"maxsicknesspayperc",{"bindId":101,"name":102,"text":103},"pensionfund","24.2 All workers of the company shall be","24.2 All workers of the company shall be beneficiary of social security\nscheme as per Private Organization Employees Pension Proclamation No.\n715\u002F2011.",{"bindId":105,"name":106,"text":107},"OVERTIME_trigger","Article 22. Over time work 22.1Payment o","Article 22. Over time work\n\n22.1Payment of overtime work shall be made as per the Labor\n\nProclamation No. 377\u002F2003 article 68 No. 1 'a' -'d',\n\n22.2 Every overtime work shall be performed as per article 67, number 1 and\n2 of labor proclamation number 377\u002F2003.\n\n22.3 On weekends, overtime and travel allowance payment shall not be paid at\nthe same time. However, the weekend must be replaced by any other working\nday.",{"bindId":109,"name":110,"text":111},"holidaysdays","4.7 Annual Leave 1.A worker shall be ent","4.7 Annual Leave\n\n1.A worker shall be entitled to 14 working days annual leave for one year\nservice, 14 working days plus one working day annual leave for every additional\nyear of service.",{"bindId":113,"name":110,"text":111},"holidaysweeks",{"bindId":115,"name":116,"text":117},"healthcareaccess","4.5 Medical Expense and Medical Leave 4.","4.5 Medical Expense and Medical Leave \n\n4.5.1 Health Examination and Medical Treatment\n\n1. “So as to have healthy workers, the health service should give proper\nmedical examination here in the company's clinic or in other clinics or\nhospitals where the company had service agreement whenever the worker feels\nunhealthy\u002Fill.”\n\n2. If a worker gets sick in the absence of a Doctor or Nurse in the\nCompany's Clinic, treatment shall be given by the dresser and if it is beyond\nthe dresser's capacity, the worker shall take letter from the Company's health\nser¬vice to be treated at a Hospital or Clinic which has credit agreement with\nthe organization. Any medical treatment and accompanied sick leave generated\nfrom any other private health center without the prior agreement of the\norganization's health service shall not be accepted and expenses shall not be\nreimbursed.\n\n3. When the enterprise's doctor confirms dial the worker needs to be treated\nby a specialist, the worker shall be sent to medical institution where there is\nspecialist.\n\n4.5.2 Medical Examination offered in the clinic of the enterprise.\n\n1. If a worker in vacation encounters an urgent illness and if he was in a\nnearby governmental or private medical center and get treated by his own money,\nthe money shall be reimbursed when he presents legal receipt of treatment to\nthe enterprise.\n\n2. A worker, who faced accident while s\u002Fhe is on duty of the enterprise,\nshall be taken to hospital by the enterprise's car \u002Fambulance and back to his\nhome.",{"bindId":119,"name":120,"text":121},"healthinsurance","4.5.3 Medical treatment offered for work","4.5.3 Medical treatment offered for work accidents or work- related\naccidents\n\n1.If a doctor approves that the worker faces injury or illness connected\nwith work, the organization shall take care of the worker as per the insurance\ncost coverage agreement, unless s\u002Fhe is cured before the insurance obligation\nis exhausted.",{"bindId":123,"name":124,"text":125},"COMMUTE_trigger","Article 17. Transportation 17.1 The orga","Article 17. Transportation\n\n17.1 The organization may render transport service based on transport lines\nindicated in the annex No. 4.\n\n17.2 The lines shall be revised twice in a year with the involvement of the\nBasic Trade Union.\n\n17.3 The company shall let know workers about the departure and arrival time\nof transport services.\n\n17.4 Workers shall avail themselves at every service car stop.\n\n17.5 The driver assigned to the line will give appropriate transport\nservices; however, he\u002Fshe shall not be looking after the arrival of let\ncomers.\n\n17.6 Every worker shall use only the allocated line for him; pre\nnotification must be given by the worker to administration in order to change\nallocated line. ",{"bindId":127,"name":128,"text":129},"healthandsafetytraining","2.Regarding professional safety the ente","2.Regarding professional safety the enterprise shall arrange training to be\noffered to the worker by professionals. The mining time shall be in the working\nhours of the enterprise.",{"bindId":131,"name":64,"text":65},"sicknessmaxdays",{"bindId":133,"name":134,"text":135},"healthandsafetypolicy","4.6 Occupational safety, Health and work","4.6 Occupational safety, Health and working environment\n\n1.Every worker of the enterprise shall respect and accomplish safety\nmeasures of the enterprise.\n\n2.Regarding professional safety the enterprise shall arrange training to be\noffered to the worker by professionals. The mining time shall be in the working\nhours of the enterprise.\n\n3.The worker has the obligation to properly use the protection given to\nhim\u002Fher at any time what so ever.\n\n4.Foremen, supervisors, section heads shall supervise if workers put on\nproper working clothes.",{"bindId":137,"name":86,"text":87},"hourspweek",{"bindId":139,"name":124,"text":125},"commutingallowancetype1",{"bindId":141,"name":64,"text":65},"sicknesspay",{"bindId":143,"name":68,"text":69},"incidentalbonustype",{"bindId":145,"name":68,"text":69},"incidentalbonusperc1",{"bindId":147,"name":148,"text":149},"SCHEDULE_trigger","12.2 24 hours of every Sunday shall be d","12.2 24 hours of every Sunday shall be day off for regular (Non- shift)\nworkers. Owing to the nature of the factory's business, Article 70 No. 1 of the\nLabor Proclamation No 377\u002F2003 shall be effective for shift workers' weekly\nrest.",{"bindId":151,"name":60,"text":61},"contracttrial",{"bindId":153,"name":68,"text":69},"incidentalbonustype2",{"bindId":155,"name":148,"text":149},"schedulesrestpw",{"bindId":157,"name":64,"text":65},"sicknessmaxdaysnr",{"bindId":159,"name":160,"text":161},"contractseverancepay1","4.3 Terminating contract of employment a","4.3 Terminating contract of employment and severance payment\n\n1.Any worker, who finished his \u002Fher probation period, can terminate the\ncontract of employment because of any kind or reason, by notifying the\norganization before 30 days, as per Article 31 of the labor proclamation\n377\u002F2003.\n\n2.The organization shall dismiss the worker in accordance with this\ncollective agreement and labor proclamation.\n\n3.The organization shall fulfill in accordance with the proclamation to\nworker who finished his\u002Fher probation period and whose contract of employment\nis terminated.\n\n4.A worker who faces industrial accident and is proved unfit to perform any\nwork in the organization by a medical board, shall be terminated after\nreceiving compensation based on the insurance policy of the government.",{"bindId":163,"name":164,"text":165},"bankholidays1","Article 14. Paid public holidays 14.1. T","Article 14. Paid public holidays\n\n14.1. The organization shall issue Working Calendar for every year. The\nWorking Calendar will be attached as an annex No.... of this collective\nagreement .",{"bindId":167,"name":78,"text":79},"wageincreasefirmperformance",{"bindId":169,"name":170,"text":171},"hivpolicy","(4) Workers living with HIV\u002FAIDs are ent","(4) Workers living with HIV\u002FAIDs are entitled for additional sick leave of\n30 days other than sick leaves stipulated under article 4.5.4(1) a & b of\nthis Collective Agreement. Hence, the total sick leave entitlement for such\nvictim workers is 90 days.",{"bindId":173,"name":174,"text":175},"mealvouchers","Article 16. Catering 16.1 The organizati","Article 16. Catering\n\n16.1 The organization shall ensure the supply of the catering to workers.\nThe organization shall cover 75% of the costs of the dinner (meal) price and\nboarder (workers) shall cover 25% of the dinner (meal) price. The method of\npayment shall be handled jointly by the management and the trade union through\nprior agreement.\n\n16.2 Money shall not be given to workers at T\u002FHaymanot shop and warehouses\nin stead of meal services. They can be served at the locality kebele's canteen\nprovided that they can get documents that can assure their proper utilization\nof the services from the particular service provider and submit it to the\nCompany as usual. If not possible to do this, they can continue with the\nexisting facility at the canteen of Commercial Bank of Ethiopia Teklshaymanot\nbranch.\n\n16.3 The canteen of the Company shall be managed and controlled by the\nCompany with the participation role of the Basic Trade Union. However, if the\nBasic Trade Union has the capacity to offer canteen service provision and is\ninterested to operate, the company can facilitate for handing over it through\nnegotiation based on the terms and conditions of the canteen contract like what\nthe company does with other contractors.",{"bindId":177,"name":178,"text":179},"disabilityfund","4.Any displacement payment resulted from","4.Any displacement payment resulted from work injury shall be in accordance\nwith the insurance scheme arranged by the company as per article 109 (1) of\nLabor Proclamation no. 377\u002F2003. The payment shall be effective if the degree\nof displacement is determined by medical board and submitted to the company in\naccordance with article 102 (2) of Labor Proclamation 377\u002F2003. The worker s\nresponsible to follow up the case, get the decision of the medical board, and\nsubmit the decision to the company. Further, the injured worker should report\nto his immediate head about the accident, fill the format prepared for this\npurpose, get signature of his head, and submit the format to\n\nthe company health service. If there may be a section where immediate boss\nwill not be present in the 2nd and 3rd shift and if work injury is prevailed,\nthe victim worker should immediately fill and sign the format and submit to\nhealth service. However, his\u002Fher immediate boss should confirm whether the\noccurrence of the accident was at work just by next day before 9:00 a. m. The\ncompany shall submit copy of insurance premium document to the trade union.",{"bindId":181,"name":160,"text":161},"contractseverancepay",{"bindId":183,"name":110,"text":111},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ETH Horizon Addis Tyre S.C - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-12-20\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-19\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-12-20\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing, Wholesale\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of rubber and plastic products\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                        Horizon Addis Tyre S.C\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 - Horizon-Addis Tyre S.C Basic Trade Union\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: → No\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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \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        \n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 45 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \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            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 14.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 2.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Ethiopian Easter, Russia's New Year Holiday (5th January), Reformation Day (31st October), Chaco Armistice Day \u002F Day of Russia (12th June)\n            \u003C\u002Fdiv>\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: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 15.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 250 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \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",[189],{"title":39,"slug":35},[191],{"type":192,"data":193},"call_to_action_body_block",{"title":194,"description":195,"variant":196,"link":197},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Ethiopia across sectors, topics and countries","dark",{"title":194,"url":198,"description":194,"rel":199,"type":200},"\u002Fen-et\u002Fwork-in-ethiopia\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[202],{"type":192,"data":203},{"title":194,"description":195,"variant":196,"link":204},{"title":194,"url":198,"description":194,"rel":199,"type":200},[]]