[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002F-memorandum-of-agreement-between-butterfly-properties-limited-and-kenya-building-construction-timber-and-furniture-industries-employees-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":174,"content_type_view":175,"extra_breadcrumbs":176,"body":178,"body_blocks":189,"related_pages":193},920,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_KE","2025-07-28T09:18:30.282135+00:00","2026-04-02T09:37:04.363849+00:00","\u002Fcms\u002Fpages\u002F920\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Kenya","en-ke",{"title":20,"slug":21},"Work in Kenya","work-in-kenya",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T11:18:30.282135+02:00","2026-04-02T11:37:04.515436+02:00",{"cba":32,"clauses":43,"details":172,"translations":173},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"-memorandum-of-agreement-between-butterfly-properties-limited-and-kenya-building-construction-timber-and-furniture-industries-employees-union-","de44015e-169e-11e5-8dca-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002F-memorandum-of-agreement-between-butterfly-properties-limited-and-kenya-building-construction-timber-and-furniture-industries-employees-union-\u002F-memorandum-of-agreement-between-butterfly-properties-limited-and-kenya-building-construction-timber-and-furniture-industries-employees-union-\u002F"," Memorandum of Agreement between Butterfly Properties Limited and Kenya Building, Construction, Timber and Furniture Industries Employees Union - 2015","KEN Butterfly Properties Limited - 2015","Kenya - KEN Butterfly Properties Limited - 2015","KEN Butterfly Properties Limited - 2015 - Construction, technical consultancy",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT 2015.html","\n \n \n \n \n \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New2\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT Between BUTTERFLY PROPERTIES LIMITED And KENYA\nBUILDING, CONSTRUCTION, TIMBER AND FURNITURE INDUSTRIES EMPLOYEES UNION\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF MINIMUM RATES OF WAGES, TERMS AND CONDITIONS OF EMPLOYMENT\nPAYABLE AT BUTTERFLY PROPERTIES LIMITED.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WHEREAS by terms of Recognition and Negotiating Procedure Agreement signed\nbetween the Company and the Union on 17th September, 2014 it was agreed that\nthe Union has been recognized by the Company as a sole labour organization\nrepresenting the interest of the unionisable employees employed by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WHEREAS it is agreed that the rates of wages and general terms and\nconditions of employment to be paid and provided to employees engaged by the\ncompany shall be negotiated and agreed between the company and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS the Company\u002FEmployer shall draw the attention of the existence\nof this Agreement to all his sub-contractors and labour contracts\u002Fagents who\nmay not be a party to this Agreement, and to urge them to adhere to and observe\nfair labour practices in all work sites and to guard against underpayment to\ntheir employees contrary to the statutory obligation as to the rates of pay and\nto terms and conditions of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE, the company and the union having successfully concluded\nnegotiations at their Joint Industrial Council agree as stated hereunder:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall apply to all unionisable employees of the company but\nshall exclude employees as may be defined in the Industrial Relations Charter,\nAppendix “C”.\u003C\u002Fp>\n\n\u003Ch2>2. INTERPRETATION\u003C\u002Fh2>\n\n\u003Cp>All clauses, paragraphs and parts, as contained in the Agreement, shall be\ntaken to mean as they read. In the event of any dispute on interpretation of\nany paragraph, clause or part; an Ad Hoc Committee composed of two\nrepresentatives from Union’s side (to be appointed by the Union) shall be\nrequested to interpret the paragraph, clause or part in dispute within a period\nof 10 days.\u003C\u002Fp>\n\n\u003Cp>The decision of the Committee so appointed, as provided above, shall be\ncommunicated to both parties in writing by the Secretary to be appointed by the\nAd Hoc Interpretation Committee from amongst its members, In the event of\nfailure to reach agreement at that level, both parties shall refer the dispute\nto the Ministry of Labour in accordance with the provisions of the Labour\nRelations Act 2007.\u003C\u002Fp>\n\n\u003Ch2>3. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(i) The normal working week shall consist of forty-five(45) hours of work at\nthe rate of eight (8) hours of work per day from Monday to Friday inclusive and\nfive hours of work on Saturday (hereinafter referred to as the normal hours of\nwork per week or per day) as the case may be.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Provided that in the case of watchmen, the normal week shall be 60\nhours divided into six days of ten hours each.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Without prejudice to any contract of service being terminable by\neither party in accordance with Clause 18 of this Agreement no contract of work\nper week or, in the case if employee engaged after the start of the week, for\nless than the normal hours of work per week or, for less than the normal hours\nof work per day on each of the remaining days of the week. Any employee who is\nforced by his employer to work for less than the normal hours of work shall be\npaid at a rate not less than the employee’s daily rate of wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) An employee who is stopped from working by his employer for any period\nof time for any reason other than termination of employment, dismissal or\nincrement weather condition shall be entitled to his full rate of wages per\nday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) For purpose of this clause, Saturday shall be treated and paid for as a\nfull working day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. OVERTIME\u003C\u002Fh2>\n\n\u003Cp>Overtime shall be paid at the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>(i) In respect of any time worked in excess of the normal hours of work per\nday specified under Clause 3 of this Agreement the employee shall be paid\novertime at one and half times his normal rate of wages per hour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowanceperc1\">\u003Cp>(ii) In respect of any time worked on a seventh day, an employee shall be\npaid overtime at double his normal rate of wages per day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Watchmen (security guards) who are paid on ten hours shift basis shall\nbe paid overtime at a time and a half for any time worked in excess of sixty\nhours during any one week. Provided that where a watchman (security guard)\nworks on his weekly rest day, which may be any day of the week and not\nnecessarily on Sunday, such Watchman (security guard) will be paid for the day\nat double his normal rate of wages per shift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) For the purpose of calculating payment for overtime, in respect of\nthose employees in receipt of monthly rates of pay, the normal hourly rate of\nwages shall be deemed to be not less than one-one hundred any ninety-fifth\n(1\u002F195) of employee’s monthly wage and one eighth (1\u002F8th) in respect of\nemployees in receipt of daily rates pay and for calculating overtime for\nwatchmen, the hourly rate of wages shall be deemed to be not less than one\ntenth of the watchmen’s shift rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) Reasonable notice will be given to employees required to work overtime,\nexcept in cases of emergency.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. PAYMENT WAGES\u003C\u002Fh2>\n\n\u003Cp>(i) Wages shall be paid in arrears and shall become due and payable on or\nbefore the first day of the following month and shall be paid in the currency\nof Kenya. In case of employees who are paid daily, weekly or fortnightly, the\nwages shall be due and payable at the end of the day, end of the week or\nfortnightly as the case may be.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In respect of employees employed for a period of less than one calendar\nmonth, wages shall become due and payable on the termination of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Payment of wages shall be made on a working day and during the working\nhours and at the place of employment or as mutually agreed by parties. Provided\nthat the method or mode of payment of wages shall in no way prejudice the right\nof the employee to enjoy any or all fringe benefits stipulated in this\nAgreement and, for this purpose and no matter how an employee is employed or\npaid, such an employee shall be entitled to all fringe benefits earned by\nhim\u002Fher.\u003C\u002Fp>\n\n\u003Cp>(iv)Where an employer pays wages outside working hours, the time spend in\npaying wages shall be regarded and paid for as overtime in accordance with\nprovision of Clause 4 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) The method of conversion of daily rates of wages for all purposes shall\nbe the employee’s monthly wages divided by 26.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(i) An employee who is required to perform work away from his principal area\nof employment shall be entitled to be paid subsistence and accommodation\nallowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Breakfast (applicable only to overnight stop) -......... 75.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Lunch\n-........................................................................\n120.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Supper (applicable to overnight stop and where \u003C\u002Fp>\n\n\u003Cp>and employee does not return to his principal area\u003C\u002Fp>\n\n\u003Cp>of employment by\n8.00pm)................................................140.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d)For an overnight stop in Nairobi and Mombasa, \u003C\u002Fp>\n\n\u003Cp>an employee shall be entitled to accommodation\u003C\u002Fp>\n\n\u003Cp>allowance............................................................................375.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e)For an overnight stop elsewhere, an employee\u003C\u002Fp>\n\n\u003Cp>Shall be entitled to accommodation allowance...............335.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f)For a night stop when the employer provides \u003C\u002Fp>\n\n\u003Cp>accommodation, the rate will be equivalent to\u003C\u002Fp>\n\n\u003Cp>the total amount of (a),(b) and (c) above and as\u003C\u002Fp>\n\n\u003Cp>they may be\napplicable......................................................335.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The subsistence and accommodation allowance payable under Subparagraph\n(i) of this paragraph shall cease to be payable to an employee after thirty\nconsecutive days of absence on duty from his principal area of employment and\nthereafter an agreement in respect of additional accommodation and subsistence\nallowance shall be negotiated between the employer and the employee(s) or\nemployee’s representatives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Provided that safari allowance shall not apply where transfer\nallowance has been paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. TRANSFER ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is to be transferred to another branch\u002Fsite of\nemployer’s business such an employee:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Shall be given reasonable notice of the intended transfer.\u003C\u002Fp>\n\n\u003Cp>(b) Shall be provided with satisfactory transport by his employer for\nhimself and his personal effects.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Will be eligible to receive salary advance which would be recoverable in\nreasonable installments but such installments shall not exceed four.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Provided that no employee shall be regarded as having been transferred\nto another branch\u002Fsite of the employer’s business if the duration of such\ntransfer will not be of a period of less than thirty (30) days, unless work is\nstopped for reasons beyond the control of the employer prior to expiry of a\nperiod of thirty (30) days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Shall be paid once a transfer allowance at the rate of 30% of the\nemployee’s basic monthly salary, provided that the allowance is not\napplicable on return to the original place of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Transfer of employees to foreign Countries shall be done in accordance\nto the Law and the Union shall be informed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(a) After twelve month’s consecutive service with an employer, an employee\nshall be entitled to a minimum leave travelling allowance of payment by the\nemployer of the actual cost of travel by the most economical and available\nmeans of travel to the employee’s home in advance and, if his service\ncontinues, to such payment at the time of return to work of the actual cost of\nthe return journey from such home to the place of employment whichever payment\nis greater.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee has been asked by his employer to be paid in lieu of\nhis annual leave, such an employee shall be entitled to leave traveling\nallowance, however, this shall not be applicable where an employee him\u002Fherself\nrequests for leave encashment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who is not provided by the employer with reasonable free housing\naccommodation shall be entitled, in addition to his rate of wages, to a housing\nallowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Nairobi, Mombasa and Kisumu-.........Ksh. 2,500.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) All Municipalities, Town\u003C\u002Fp>\n\n\u003Cp>and Urban Councils and other areas.......-Ksh. 2,100.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As respect employees who are employed for a period of time less than one\ncalendar month, the daily rate of housing allowance shall be deemed to be not\nless than the following rates:-\u003C\u002Fp>\n\n\u003Cp>(i) Nairobi, Mombasa and Kisumu..............-Kshs. 96.00\u003C\u002Fp>\n\n\u003Cp>(ii) All Municipalities, Town and\u003C\u002Fp>\n\n\u003Cp>and Urban Council others areas\u003C\u002Fp>\n\n\u003Cp>provided no employee shall be paid \u003C\u002Fp>\n\n\u003Cp>housing allowance of less than 20% \u003C\u002Fp>\n\n\u003Cp>of his rate of wages................................... -Kshs. 81.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(i) After each period of twelve month’s consecutive service with an\nemployer, an employee shall be entitled to annual leave for a period covering\n26 working days with full pay and such leave may be taken at any time during\nthe ensuring twelve months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Where employment is terminated before the completion of any twelve\nmonth’s leave earning period, an employee shall be entitled to a pro-rata\nleave of two and one quarter (2.25) working days with full pay for each month\nof service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Any pro-rata leave earned within a period of twelve months at the time\nof termination of service shall be paid for in cash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) For the purpose of this Clause, Saturday shall be regarded like any\nother working day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(i)An employee desirous of taking leave on compassionate grounds shall by\nprior arrangements with the employer be granted such leave up to his earned\nentitlement under Clause 10 of this Agreement and the leave so taken my be\nsubsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee may, in addition to the leave provided for under\nSub-paragraph (I) if this paragraph, be granted 10 days compassionate leave\nwithout pay but without loss of seniority in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. PUBLIC HOLIDAYS WITH FULL PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(i) The following days and all gazette public holidays shall be holidays\nwith full pay:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Good Friday\u003C\u002Fp>\n\n\u003Cp>• Easter Monday\u003C\u002Fp>\n\n\u003Cp>• Labour day\u003C\u002Fp>\n\n\u003Cp>• Madaraka day\u003C\u002Fp>\n\n\u003Cp>• Idd-Ul-Fitr day\u003C\u002Fp>\n\n\u003Cp>• Independence day\u003C\u002Fp>\n\n\u003Cp>• Christmas day\u003C\u002Fp>\n\n\u003Cp>• Boxing day\u003C\u002Fp>\n\n\u003Cp>•Mashujaa day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Where an employee is required to work on a day which by virtue of\nsubparagraph (i) of this Clause is a holiday with full pay, he shall be paid in\nrespect of any time so worked at double times his normal rate of wages per hour\nin addition to the payment he would have receive had he not been required to\nwork on that particular day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>An employee shall be entitled during every twelve month’s service to sick\nleave with full pay of 40 days and thereafter to sick leave with half pay of a\nmaximum of 50 days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee shall not be entitled to such payment unless he produces to\nthe employer a certificate of incapacity covering the period of absence, signed\nby a Medical Practitioner in charge of a dispensary or medical centre or by a\nperson authorized by him in writing and acting on his behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee shall not be eligible for payment under this Sub-paragraph\nin respect of any incapacity due to gross neglect on his\u002Fher part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who is in receipt of housing allowance in accordance with\nClause 9 of this Agreement is absent from duty due to illness or any other\nphysical incapacity he shall continue to be paid housing allowance in full.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. WORK INJURY BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Any employee injured while on employer’s business shall be treated and\npaid as specified in the Work Injuries Benefit Act – 2007 of Laws of Kenya as\namended from time to time and while the assessment is being processed and\ncalculated, the injured person shall receive half pay. Employment of such an\nemployee shall not be terminable before obtaining a certificate of incapacity\nfrom the Doctor who is treating the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>A female employee shall be entitled to three months maternity leave wit full\npay. Any female employee who has taken her maternity leave shall be forfeit her\nannual leave for that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. WARNING PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who commits an\noffence which does not warrant instant dismissal shall be warned in writing and\nthe following procedure shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first and second warnings shall be recorded in the employee’s\nemployment record with copies of such warnings to the Shopsteward. Such\nwarnings shall remain valid for twelve months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) If within the twelve month’s period, the employee commits a further\noffence which does not warrant instant dismissal, he will be issued with a\nfurther warning which will make him liable for instant dismissal for any other\noffence he\u002Fshe commits after the third warning. A copy of the final warning\nshall be copied to the area Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Should an employee complete twelve months from the date of the issue\nof the first, second and last warning without committing of a further offence,\nthe warning issued or recorded in his\u002Fher employment record shall be deemed to\nhave automatically lapsed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided an appeal against any warning letter shall be lodged with the\nManagement within a period of five (5) days after received of such a warning\nletter. The Management to respond to such an appeal within a period of seven\n(7) days upon receipt of such an appeal without unreasonable delays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>It shall be a condition in every contract that, where the employment o any\nemployee is to be terminated on account of redundancy, the following principle\nshall apply:-\u003C\u002Fp>\n\n\u003Cp>(i) The Union shall be informed of the reasons for, any the extent of, the\nintended redundancy seven (7) days prior to the issuance of the notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The employer shall have due regard to the seniority in time, skills,\nability and reliability for each employee belonging to the particular category\nof employees affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Any leave due to any employee who is declared redundant shall be paid\nfor in cash;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Any redundant employee with less than four years continuous service\nwith an employer shall be entitled to one month’s notice or one month’s\nwages in lieu of notice. An employee with four or more years of service shall\nbe entitled to two months’ notice or two months’ wages in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(v) An employee declared redundant shall be entitled to severance pay at the\nrate of 17 days pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purpose of this paragraph “redundancy” means the termination of\nemployment by employer before wok is completed on the section or site on which\nthe employee is engaged. Where loss of employment is caused by closure or sale\nof Company or part thereof the employees affected shall be treated as\nredundant.\u003C\u002Fp>\n\n\u003Ch2>18. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The first two weeks of employment with the employer may be treated as\nprobationary period, and during such period the contract may be terminable by\nnot less than one day’s notice to be given by either party or one day’s pay\nin lieu of notice. Such notice to expire at the end of the normal hours of work\non any day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>(i) In the case of an employee who has completed two weeks but less than two\nmonths’ continuous service with eth employer, the employment shall be\nterminable by not less than seven days’ notice in writing to be given by\neither party, or otherwise by payment by either party in lieu of notice of not\nless than seven days’ wages;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In the case of an employee who has completed two months’ but less\nthan three years’ continues service with an employer, the contract shall be\nterminable by not less than one months’ notice in writing to be given by\neither party or otherwise by the payment by either party in lieu of notice of\nnot less than one month’s wages;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) In the case of an employee who has completed three years’ continuous\nservice with an employer the contract shall be terminable by not less than two\nmonths’ notice in writing to be given by either party or otherwise by payment\nby either party in lieu of notice of not less than two months’ wages;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) In the case of an employee being terminated at the initiative of the\nemployer after completion of one year’ continuous service such an employee\nshall be entitled to gratuity at the rate of 15 days salary for every completed\nyear of service by way of gratuity to be based on the employee’s wages at the\ntime of termination of his\u002Fher services.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) The parties have agreed also that before termination provisions of\nsection 41 of the Employment Act 2007 shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for any lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. RETIREMENT \u002FTEMINAL BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(a) An employee shall be entitled to 21 days pay for every completed year of\nservice by way of gratuity to be based on the employee’s wages at the time of\ntermination of his services.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee, who resigns for reasons other than certified ill health or\nold age before completion four (4) of a year’s continuers service with the\nemployer, or is dismissed summarily for any lawful cause, shall not be entitled\nto gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) In the event of any dispute as regards resignation on medical grounds,\nthe verdict of a qualified Medical Practitioner shall prevail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The normal retirement age shall be 55 years provided that the employee\nhas the option of retiring at the age of 50 Years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)In case of death an employee, the retirement benefits shall be paid by\nthe employer to the lawful heirs of deceased.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The employment shall be terminable by not less than two (2) months’\nnotice in writing to be given by either party or otherwise by payment by either\nparty in lieu of notice of not less than two months’ wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) On retirement, the employee shall be paid one way actual cost of\ntransport to his\u002Fher home area.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. RELIGIOUS HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>An employee desirous to take time off for religious purposes shall be\ngranted such time off without pay, or alternatively, such an employee shall\nhave the option of having the number of days taken for religious purposes set\noff against his annual leave entitlement.\u003C\u002Fp>\n\n\u003Cp>Note: For purpose of this Clause, an employee shall be deemed to be a member\nof one Religion only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than one month in an occupation or grade for which the minimum wage\nprescribed in Clause 33 of this Agreement is higher than the minimum wage\nnormally earned by the employee, he\u002Fshe shall be paid acting allowance at the\nrate of not less than the difference between such higher rate and his\u002Fher\nnormal wage, provided, that such arrangement shall be made in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Machine tools shall be provided by the employer in an established workshop.\nWhere tools are not provided by the employer, the employee shall be paid tools\nallowance if he\u002Fshe has tools as specified in the list of the Director of\nIndustrial Training or that the employee has the necessary tools required by\nthe employer for the work assigned to the employee at the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RATES PER MONTH\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Ksh. 221.00-\u003C\u002Ftd>\n \u003Ctd>Ksh.155.00\u003C\u002Ftd>\n \u003Ctd>Ksh. 135.00\u003C\u002Ftd>\n \u003Ctd>Ksh.115.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Mechanics\u003C\u002Ftd>\n \u003Ctd>Carpenter\n\n \u003Cp>Joiner\u003C\u002Fp>\n\n \u003Cp>Plumbers\u003C\u002Fp>\n\n \u003Cp>Electricians\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>Masons\n\n \u003Cp>Stone dressers\u003C\u002Fp>\n\n \u003Cp>Bricklayers\u003C\u002Fp>\n\n \u003Cp>Terrazzo pavious\u003C\u002Fp>\n\n \u003Cp>Steel fixers\u003C\u002Fp>\n\n \u003Cp>Steel erectors\u003C\u002Fp>\n\n \u003Cp>Metal workers\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>Painters\n\n \u003Cp>Decorators\u003C\u002Fp>\n\n \u003Cp>Benders\u003C\u002Fp>\n\n \u003Cp>Twisters\u003C\u002Fp>\n\n \u003Cp>Asphalters\u003C\u002Fp>\n\n \u003Cp>Floor layers\u003C\u002Fp>\n\n \u003Cp>Roofers\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that in the case of painters, brushes will be supplied by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. CONTINUITY OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The service of an employee shall be deemed to be continuous and unbroken\nif:-\u003C\u002Fp>\n\n\u003Cp>An employee is transferred to a different site as a result of completion or\nnear completion of work at any particular site where such an employee had been\nengaged or taken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. ABSENCE FROM DUTY\u003C\u002Fh2>\n\n\u003Cp>No employee shall suffer dismissal or termination of employment on grounds\nof absence from duty provided that such absence does not exceed seven (7)\ncontinuous days and provided further that the employee has sufficient and\nconvincing reasons for the absence. No payment shall be due to the employee\nduring the period of such absence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. PROVISION OF PROTETIVE CLOTHING UNIFORM AND OTHER EQUIPMENT.\u003C\u002Fh2>\n\n\u003Cp>The employer shall provide protective clothing, uniform and other necessary\nequipment to is employees as specified here-below. The employer shall provide a\nbar of washing soap or its equivalent in a month to each employee using such\nprotective clothing and uniform.\u003C\u002Fp>\n\n\u003Cp>Watchmen (Security Guards) will be issued with a torch, half boot, helmet\nand whistle and a heavy overcoat.\u003C\u002Fp>\n\n\u003Cp>Light overalls will be issued to painters, mechanics, assistant mechanics,\nboiler men, welders, drillers and sanitary sweepers, greasers in motor\nworkshops, carpenters and masons in established workshops and electricians.\u003C\u002Fp>\n\n\u003Cp>Light Over Jackets will be issued to Storekeepers and Laboratory Staff.\u003C\u002Fp>\n\n\u003Cp>Motor Cycle Drivers will be issued with uniforms and will also be given rain\ncoats, hand gloves and helmets.\u003C\u002Fp>\n\n\u003Cp>Uniforms will be issued to messengers and drivers.\u003C\u002Fp>\n\n\u003Cp>Gum boots will be issued to Terrazzo Pavious, Sanitary sweepers, Aslphalters\nand Concrete Block makers.\u003C\u002Fp>\n\n\u003Cp>Safety Boots will be issued to all employees engaged on construction sites\nand workshop.\u003C\u002Fp>\n\n\u003Cp>Provided that;\u003C\u002Fp>\n\n\u003Cp>(i) The employer shall provide each employee, where applicable, with two\nsets of protective clothing and uniform and (ii) The above items will be\nreplaced as and when the issues are inadequate for the purpose for which they\nare intended (iii) The provisions of The Factories Act will apply to all\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. CERTIFICATE OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>(i) Every employee shall be given a certificate of service by his\u002Fher\nemployer upon the termination of his\u002Fher employment and every such certificate\nshall contain the following particulars:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) the name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>(b) the name of the employee;\u003C\u002Fp>\n\n\u003Cp>(c) the day when the employment commenced;\u003C\u002Fp>\n\n\u003Cp>(d) the nature and usual place of employment;\u003C\u002Fp>\n\n\u003Cp>(e) the date when employment ceased; and\u003C\u002Fp>\n\n\u003Cp>(f) such other particulars as may be prescribed\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Subject to Subsection (i) of this Section, no employer is bound to give\nto any employee any testimonial, reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with Sub-section (i) of this paragraph or\nwho in a certificate of service includes a statement which he knows to be false\nshall be guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. TRANSPORTATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Employees shall be provided by the employer with reasonable and adequate\nhealthful means of transport from an agreed point to their working place and\nfrom their working place to an agreed point. For the purpose of implementation\nof this Clause an agreed point shall be the point agreed upon between the\nemployer and the employees’ representatives.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nothing in this clause shall prevent the employer from providing other means\nof transportation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. SAFETY AND HEALTH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Shall be dealt with as per the Occupational Safety and Health Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. LETTER OR DOCUMENT OF APPOINTMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Each employee shall be issued with a letter or document of appointment by\nthe Employer indicating the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Name and address of employer\u003C\u002Fp>\n\n\u003Cp>(b) Name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) Date of engagement\u003C\u002Fp>\n\n\u003Cp>(d) Nature of work or occupation\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(i) An employee, who falls sick and requires medical treatment, shall be\nentitled to reimbursement of expenses incurred in respect of such medical\ntreatment up to Kshs. 15,000\u002F= in a period of 12 months on production of\nreceipts issued by registered Medical Practitioners.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>(ii) No employee shall suffer dismissal or any other discriminatory\ntendencies on account of being HIV positive. Particular care and consideration\nshall be given to such an employee especially during times of seeking\ntreatment. Both parties shall endeavor towards the fight of the scourge.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31. FUNERAL\u002FBURIAL ASSISTANCE (DEATH IN SERVICE)\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In case of death of an Employee, the employer shall assist towards\nfuneral\u002Fburial expenses by way of payment of not less than Ksh. 20,000\u002F=.\nNothing in this Clause shall prevent an employer from offering any further\nassistance either in material or monetary form as his discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32. BASIC MINIMUM RATE OF WAGES (PER DAY, PER SHIFT AND PER MONTH)\nEXCLUSIVE OF HOUSING ALLOWANCE.\u003C\u002Fh2>\n\n\u003Cp>Shall be as schedule I on page 15.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33. INCREASE TO EXISTING UNAFFECTED EMPLOYEES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>(i) An employee whose monthly or daily rate is above that specified in this\nAgreement shall be entitled to a wage increase of 8% on his wage rate for the\nfirst year and 8% for the second year of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Any monthly or daily paid Unionisable employee whose job is not\ncategorized in this Agreement shall be entitled to wage increase on top of\nhis\u002Fher wages at the rate of not less than 8% for the 1st year and 8% for the\nsecond year of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Where provision has been made for learners, service with other\nemployers shall count, provided that he\u002Fshe has been in the same trade for not\nless than three months’ duration in each case.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Any category not mentioned in this Agreement will be subject to\nnegotiations between the Union and the Company concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34. EFFECTIVE DATE AND DURATION OF THIS AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into effect as from 1st January 2015 and shall\nremain in force for a period of 24 months from the effective date. Thereafter,\nthe Agreement may, by mutual Agreement, continue to be in force until revised,\namended or altered by either party giving two months’ notice of their\nintention to do so, submitting to the other party details of the intended\nrevisions, amendments or alteration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SCHEDULE I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC MINIMUM RATES OF WAGES (PER DAY, PER SHEET, PER MONTH) EXCLUSIVE OF\nHOUSING ALLOWANCE.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"2\" rowspan=\"2\">JOB CATEGORIES\u003C\u002Ftd>\n \u003Ctd colspan=\"2\">NAIROBI, MOMBASA AND KISUMU CITIES\u003C\u002Ftd>\n \u003Ctd colspan=\"2\">ALL MUNICIPALITIES AND ALL TOWN\u002F URBAN COUNCIL AND ALL\n OTHER AREARS\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>W.E.F\n\n \u003Cp>01,01.2015\u003C\u002Fp>\n\n \u003Cp>To\u003C\u002Fp>\n\n \u003Cp>31.12.2015\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>W.E.F\n\n \u003Cp>01.01.2016\u003C\u002Fp>\n\n \u003Cp>to\u003C\u002Fp>\n\n \u003Cp>31.12.2016\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>W.E.F\n\n \u003Cp>01.01.2015\u003C\u002Fp>\n\n \u003Cp>to\u003C\u002Fp>\n\n \u003Cp>31.12.2015\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>W.E.F\n\n \u003Cp>01.01.2016\u003C\u002Fp>\n\n \u003Cp>to\u003C\u002Fp>\n\n \u003Cp>31.12.2016\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>Labourers \u003C\u002Ftd>\n \u003Ctd>449.00\u003C\u002Ftd>\n \u003Ctd>485.00\u003C\u002Ftd>\n \u003Ctd>444.00\u003C\u002Ftd>\n \u003Ctd>480.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"5\">2\u003C\u002Ftd>\n \u003Ctd>General Tradesman Artisans (carpenters, Joiners, Masons, Stone\n Dressers, Bricklayers, Plasterers, Electricians, Decorators, Metal\n Workers, Terrazzo, Pavious, Painters, Steel Fixers, Benders and\n Twisters, Asp halters, Floor-Layers, Finishers, Sign Writers, Glaziers,\n Roofers and Steel Erectors, Drilling Rig Operator, Machine Operator,\n Pipe Fitters. PIumbers) Learner, Tradesmen (for a maximum of 2½\n years).\u003C\u002Ftd>\n \u003Ctd>540.00\u003C\u002Ftd>\n \u003Ctd>585.00\u003C\u002Ftd>\n \u003Ctd>531.00\u003C\u002Ftd>\n \u003Ctd>574.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Ungraded Tradesman Grade HE\u003C\u002Ftd>\n \u003Ctd>605.00\u003C\u002Ftd>\n \u003Ctd>653.00\u003C\u002Ftd>\n \u003Ctd>581.00\u003C\u002Ftd>\n \u003Ctd>628.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade III Trade Tested \u003C\u002Ftd>\n \u003Ctd>792.00\u003C\u002Ftd>\n \u003Ctd>855.00\u003C\u002Ftd>\n \u003Ctd>751.00\u003C\u002Ftd>\n \u003Ctd>811.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade II Trade Tested\u003C\u002Ftd>\n \u003Ctd>885.00\u003C\u002Ftd>\n \u003Ctd>955.00\u003C\u002Ftd>\n \u003Ctd>850.00\u003C\u002Ftd>\n \u003Ctd>918.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade I Trade Tested\u003C\u002Ftd>\n \u003Ctd>1,093.00\u003C\u002Ftd>\n \u003Ctd>1,180.00\u003C\u002Ftd>\n \u003Ctd>1,051.00\u003C\u002Ftd>\n \u003Ctd>1,135.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"3\">3\u003C\u002Ftd>\n \u003Ctd>Plant Operators \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>Greaser \u003C\u002Ftd>\n \u003Ctd>542.00\u003C\u002Ftd>\n \u003Ctd>585.00\u003C\u002Ftd>\n \u003Ctd>537.00\u003C\u002Ftd>\n \u003Ctd>598.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Plant attendants (Comp. Driver), Mix Driver (Bankers), Small\n Pheumatic Plant Operators and Jackhammer Operator to One Pneumatic Jack\n - Hammer weighing 27 Kilos And over) Dumper Driver, 2 tons and\n under\u003C\u002Ftd>\n \u003Ctd>499.00\u003C\u002Ftd>\n \u003Ctd>539.00\u003C\u002Ftd>\n \u003Ctd>496.00\u003C\u002Ftd>\n \u003Ctd>535.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">4\u003C\u002Ftd>\n \u003Ctd>Light Plant Operators \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>Class 1 (Agricultural Tractors, Roller dumper)\u003C\u002Ftd>\n \u003Ctd>565.00\u003C\u002Ftd>\n \u003Ctd>610.00\u003C\u002Ftd>\n \u003Ctd>551.00\u003C\u002Ftd>\n \u003Ctd>595.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Class II (Light Tracked Tractors D4s, etc)\u003C\u002Ftd>\n \u003Ctd>570.00\u003C\u002Ftd>\n \u003Ctd>617.00\u003C\u002Ftd>\n \u003Ctd>561.00\u003C\u002Ftd>\n \u003Ctd>605.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Heavy Plant Operators D8 Tractors, Graders, Excavators and over head\n Crane Drivers, Well Drillers\u003C\u002Ftd>\n \u003Ctd>1,095.00\u003C\u002Ftd>\n \u003Ctd>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1,183.00\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1,049.00\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1,133.00\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">5\u003C\u002Ftd>\n \u003Ctd>Vehicles Operators: \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>Driver's mates, Greaser and Tyremen\u003C\u002Ftd>\n \u003Ctd>\n\n \u003Cp>542.00\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\n\n \u003Cp>585.00\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\n\n \u003Cp>537.00\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\n\n \u003Cp>580.00\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BASIC MINIMUM RATES OF WAGES (PER DAY, PER SHEET, PER MONTH) EXCLUSIVE OF\nHOUSING ALLOWANCE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd colspan=\"2\" rowspan=\"2\">\u003C\u002Ftd>\n \u003Ctd colspan=\"2\">NAIROBI, MOMBASA AND KISUMU CITIES\u003C\u002Ftd>\n \u003Ctd colspan=\"2\">ALL MUNICIPALITIES AND ALL TOWN\u002F URBAN COUNCIL AND ALL\n OTHER AREARS\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>W.E.F\n\n \u003Cp>01,01.2015\u003C\u002Fp>\n\n \u003Cp>To\u003C\u002Fp>\n\n \u003Cp>31.12.2015\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>W.E.F\n\n \u003Cp>01.01.2016\u003C\u002Fp>\n\n \u003Cp>to\u003C\u002Fp>\n\n \u003Cp>31.12.2016\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>W.E.F\n\n \u003Cp>01.01.2015\u003C\u002Fp>\n\n \u003Cp>to\u003C\u002Fp>\n\n \u003Cp>31.12.2015\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>W.E.F\n\n \u003Cp>01.01.2016\u003C\u002Fp>\n\n \u003Cp>to\u003C\u002Fp>\n\n \u003Cp>31.12.2016\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"4\">5\u003C\u002Ftd>\n \u003Ctd>Trucks up to 2 tons\u003C\u002Ftd>\n \u003Ctd>583.00\u003C\u002Ftd>\n \u003Ctd>630.00\u003C\u002Ftd>\n \u003Ctd>558.00\u003C\u002Ftd>\n \u003Ctd>603.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Trucks over 2 to 8 tons\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>761.00\u003C\u002Ftd>\n \u003Ctd>822.00\u003C\u002Ftd>\n \u003Ctd>723.00\u003C\u002Ftd>\n \u003Ctd>780.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Trucks over 8 to 15 tons (Load) with or without trailer.\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>1,093.00\u003C\u002Ftd>\n \u003Ctd>1,180.00\u003C\u002Ftd>\n \u003Ctd>1,051.00\u003C\u002Ftd>\n \u003Ctd>1,135.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Trucks over 15 - 25 tons\n\n \u003Cp>(Load) with or without Trailer Trucks over 25 tons\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>1153.00\u003C\u002Ftd>\n \u003Ctd>1246.00\u003C\u002Ftd>\n \u003Ctd>1123.00\u003C\u002Ftd>\n \u003Ctd>1213.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"6\">6\u003C\u002Ftd>\n \u003Ctd>Mechanical and filters\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \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>Greaser\u003C\u002Ftd>\n \u003Ctd>542.00\u003C\u002Ftd>\n \u003Ctd>586.00\u003C\u002Ftd>\n \u003Ctd>537.00\u003C\u002Ftd>\n \u003Ctd>580.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Ungraded\u003C\u002Ftd>\n \u003Ctd>604.00\u003C\u002Ftd>\n \u003Ctd>652.00\u003C\u002Ftd>\n \u003Ctd>581.00\u003C\u002Ftd>\n \u003Ctd>628.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade III Trade Tested \u003C\u002Ftd>\n \u003Ctd>793.00\u003C\u002Ftd>\n \u003Ctd>856.00\u003C\u002Ftd>\n \u003Ctd>751.00\u003C\u002Ftd>\n \u003Ctd>811.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade II Trade Tested\u003C\u002Ftd>\n \u003Ctd>883.00\u003C\u002Ftd>\n \u003Ctd>954.00\u003C\u002Ftd>\n \u003Ctd>850.00\u003C\u002Ftd>\n \u003Ctd>918.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade I Trade Tested\u003C\u002Ftd>\n \u003Ctd>1093.00\u003C\u002Ftd>\n \u003Ctd>1180.00\u003C\u002Ftd>\n \u003Ctd>1051.00\u003C\u002Ftd>\n \u003Ctd>1135.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>WELDERS\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \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 rowspan=\"5\">7\u003C\u002Ftd>\n \u003Ctd>Learners Welder for a maximum\n\n \u003Cp>period of 21\u002F2 yrs.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>540.00\u003C\u002Ftd>\n \u003Ctd>585.00\u003C\u002Ftd>\n \u003Ctd>537.00\u003C\u002Ftd>\n \u003Ctd>580.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Ungraded\u003C\u002Ftd>\n \u003Ctd>604.00\u003C\u002Ftd>\n \u003Ctd>652.00\u003C\u002Ftd>\n \u003Ctd>581.00\u003C\u002Ftd>\n \u003Ctd>628.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade III Trade Tested \u003C\u002Ftd>\n \u003Ctd>793.00\u003C\u002Ftd>\n \u003Ctd>856.00\u003C\u002Ftd>\n \u003Ctd>751.00\u003C\u002Ftd>\n \u003Ctd>811.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade II Trade Tested\u003C\u002Ftd>\n \u003Ctd>883.00\u003C\u002Ftd>\n \u003Ctd>954.00\u003C\u002Ftd>\n \u003Ctd>850.00\u003C\u002Ftd>\n \u003Ctd>918.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Grade II Trade Tested\u003C\u002Ftd>\n \u003Ctd>1093.00\u003C\u002Ftd>\n \u003Ctd>1180.00\u003C\u002Ftd>\n \u003Ctd>1051.00\u003C\u002Ftd>\n \u003Ctd>1135.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">8\u003C\u002Ftd>\n \u003Ctd>Junior Headman\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>499.00\u003C\u002Ftd>\n \u003Ctd>539.00\u003C\u002Ftd>\n \u003Ctd>496.00\u003C\u002Ftd>\n \u003Ctd>535.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Senior Headman\u003C\u002Ftd>\n \u003Ctd>553.00\u003C\u002Ftd>\n \u003Ctd>597.00\u003C\u002Ftd>\n \u003Ctd>543.00\u003C\u002Ftd>\n \u003Ctd>587.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>9\u003C\u002Ftd>\n \u003Ctd>Miscellaneous:-\n\n \u003Cp>Chainman, Laboratory Attendants, Office Messenger, Fuel Pump\n Attendant, Scaffolder Boiler-man, Checker And Sweeper (Sanitary)\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>499.00\u003C\u002Ftd>\n \u003Ctd>539.00\u003C\u002Ftd>\n \u003Ctd>496.00\u003C\u002Ftd>\n \u003Ctd>535.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>10\u003C\u002Ftd>\n \u003Ctd>Watchman\n\n \u003Cp>basic Minimum wage rates per 10 hours shift.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>590.00\u003C\u002Ftd>\n \u003Ctd>637.00\u003C\u002Ftd>\n \u003Ctd>582.00\u003C\u002Ftd>\n \u003Ctd>629.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>11\u003C\u002Ftd>\n \u003Ctd>Clerical categories: Basic minimum rates Per Month (Exclusive of\n housing allowance Clerk and Store-man)\u003C\u002Ftd>\n \u003Ctd>16,854.00\u003C\u002Ftd>\n \u003Ctd>18,203.00\u003C\u002Ftd>\n \u003Ctd>16.854.00\u003C\u002Ftd>\n \u003Ctd>18,203.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The basic minimum wage to be paid to an employee shallnot be less favourable\nthan that specified in relation to the category of an employee and to the area\nof employment a specified in the Collective Bargaining Agreement provided\nthat:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee who is taken by his employer to another ara shall not be\npaid less than the basic minimum wages payable in the area where the Employer\nengaged him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>(ii) Where an employee (excluding watchman) is required to work a night\nshift, he shall be paid an allowance of three per cent (3%) of his daily or\nmonthly rate on top of his minimum wage to cover such night work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE BUTTERFLY PROPERTIES LIMITED OF BOX\n46206-00100 NAIROBI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>NIMEET DODHIA\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>GERALD KIHIU\u003C\u002Fp>\n\n\u003Cp>HEAD OF HUMAN RESOURCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF K.B.C.T & F.I.E. UNION\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>JULIUS MAINA\u003C\u002Fp>\n\n\u003Cp>FOR: NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>WILLIAM KIBIRISIMON SIMIYU\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY – KIAMBUSHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>SAMUEL GITONGASAMUEL MAKAU\u003C\u002Fp>\n\n\u003Cp>ASST. SHOP STEWARDCOMMITTEE MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>SALIM WA- MWAWAZA\u003C\u002Fp>\n\n\u003Cp>FOR: FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS 26TH DAY OF MARCH 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n \n \n \n \n ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"maternitydiscrimination":56,"WAGES_determined":58,"wageincreaseperc1":62,"dayspweek":66,"hourspweek_select":68,"childcare":70,"STRUCINCR_trigger":74,"hourspday":76,"funeralpay":78,"maxsicknesspayperc":82,"pensionfund":86,"OVERTIME_trigger":90,"holidaysdays":94,"healthcareaccess":98,"COMMUTE_trigger":102,"SUNDAY_trigger":106,"ANNLEAVE_trigger":110,"healthandsafetypolicy":114,"overtimeallowanceperc1":118,"hourspweek":120,"paidpaternityleavepay":122,"contracttrial":126,"sicknesspay":130,"dayspweek_select":132,"SCHEDULE_trigger":134,"paidpaternityleave":136,"schedulesrestpw":138,"sicknessmaxdaysnr":140,"NOCTPREM_trigger":142,"sundayallowanceperc1":146,"contractseverancepay1":148,"bankholidays1":152,"hivpolicy":156,"paidmaternityleavepay":160,"sicknessmaxdays":162,"paidmaternityleave":164,"contractseverancepay":166,"PAIDLEAV_trigger":168,"paidpaternityleaveduration":170},{"bindId":45,"name":46,"text":47},"disabilitypay","Any employee injured while on employer’s","Any employee injured while on employer’s business shall be treated and\npaid as specified in the Work Injuries Benefit Act – 2007 of Laws of Kenya as\namended from time to time and while the assessment is being processed and\ncalculated, the injured person shall receive half pay. Employment of such an\nemployee shall not be terminable before obtaining a certificate of incapacity\nfrom the Doctor who is treating the employee.",{"bindId":49,"name":50,"text":51},"hourspday_select","(i) The normal working week shall consis","(i) The normal working week shall consist of forty-five(45) hours of work at\nthe rate of eight (8) hours of work per day from Monday to Friday inclusive and\nfive hours of work on Saturday (hereinafter referred to as the normal hours of\nwork per week or per day) as the case may be.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","A female employee shall be entitled to t","A female employee shall be entitled to three months maternity leave wit full\npay. Any female employee who has taken her maternity leave shall be forfeit her\nannual leave for that year.",{"bindId":57,"name":54,"text":55},"maternitydiscrimination",{"bindId":59,"name":60,"text":61},"WAGES_determined","Each employee shall be issued with a let","Each employee shall be issued with a letter or document of appointment by\nthe Employer indicating the following:-\n\n\n\n(a) Name and address of employer\n\n(b) Name of the employee\n\n(c) Date of engagement\n\n(d) Nature of work or occupation",{"bindId":63,"name":64,"text":65},"wageincreaseperc1","(i) An employee whose monthly or daily r","(i) An employee whose monthly or daily rate is above that specified in this\nAgreement shall be entitled to a wage increase of 8% on his wage rate for the\nfirst year and 8% for the second year of this Agreement.",{"bindId":67,"name":50,"text":51},"dayspweek",{"bindId":69,"name":50,"text":51},"hourspweek_select",{"bindId":71,"name":72,"text":73},"childcare","(i)An employee desirous of taking leave ","(i)An employee desirous of taking leave on compassionate grounds shall by\nprior arrangements with the employer be granted such leave up to his earned\nentitlement under Clause 10 of this Agreement and the leave so taken my be\nsubsequently set off against his annual leave.\n\n\n\n(ii) An employee may, in addition to the leave provided for under\nSub-paragraph (I) if this paragraph, be granted 10 days compassionate leave\nwithout pay but without loss of seniority in any one year.",{"bindId":75,"name":64,"text":65},"STRUCINCR_trigger",{"bindId":77,"name":50,"text":51},"hourspday",{"bindId":79,"name":80,"text":81},"funeralpay","In case of death of an Employee, the emp","In case of death of an Employee, the employer shall assist towards\nfuneral\u002Fburial expenses by way of payment of not less than Ksh. 20,000\u002F=.\nNothing in this Clause shall prevent an employer from offering any further\nassistance either in material or monetary form as his discretion.",{"bindId":83,"name":84,"text":85},"maxsicknesspayperc","An employee shall be entitled during eve","An employee shall be entitled during every twelve month’s service to sick\nleave with full pay of 40 days and thereafter to sick leave with half pay of a\nmaximum of 50 days.",{"bindId":87,"name":88,"text":89},"pensionfund","(a) An employee shall be entitled to 21 ","(a) An employee shall be entitled to 21 days pay for every completed year of\nservice by way of gratuity to be based on the employee’s wages at the time of\ntermination of his services.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","(i) In respect of any time worked in exc","(i) In respect of any time worked in excess of the normal hours of work per\nday specified under Clause 3 of this Agreement the employee shall be paid\novertime at one and half times his normal rate of wages per hour.",{"bindId":95,"name":96,"text":97},"holidaysdays","(i) After each period of twelve month’s ","(i) After each period of twelve month’s consecutive service with an\nemployer, an employee shall be entitled to annual leave for a period covering\n26 working days with full pay and such leave may be taken at any time during\nthe ensuring twelve months.",{"bindId":99,"name":100,"text":101},"healthcareaccess","(i) An employee, who falls sick and requ","(i) An employee, who falls sick and requires medical treatment, shall be\nentitled to reimbursement of expenses incurred in respect of such medical\ntreatment up to Kshs. 15,000\u002F= in a period of 12 months on production of\nreceipts issued by registered Medical Practitioners.",{"bindId":103,"name":104,"text":105},"COMMUTE_trigger","Employees shall be provided by the emplo","Employees shall be provided by the employer with reasonable and adequate\nhealthful means of transport from an agreed point to their working place and\nfrom their working place to an agreed point. For the purpose of implementation\nof this Clause an agreed point shall be the point agreed upon between the\nemployer and the employees’ representatives.",{"bindId":107,"name":108,"text":109},"SUNDAY_trigger","(ii) In respect of any time worked on a ","(ii) In respect of any time worked on a seventh day, an employee shall be\npaid overtime at double his normal rate of wages per day.",{"bindId":111,"name":112,"text":113},"ANNLEAVE_trigger","(a) After twelve month’s consecutive ser","(a) After twelve month’s consecutive service with an employer, an employee\nshall be entitled to a minimum leave travelling allowance of payment by the\nemployer of the actual cost of travel by the most economical and available\nmeans of travel to the employee’s home in advance and, if his service\ncontinues, to such payment at the time of return to work of the actual cost of\nthe return journey from such home to the place of employment whichever payment\nis greater.\n\n\n\n(b) Where an employee has been asked by his employer to be paid in lieu of\nhis annual leave, such an employee shall be entitled to leave traveling\nallowance, however, this shall not be applicable where an employee him\u002Fherself\nrequests for leave encashment.",{"bindId":115,"name":116,"text":117},"healthandsafetypolicy","Shall be dealt with as per the Occupatio","Shall be dealt with as per the Occupational Safety and Health Act 2007.",{"bindId":119,"name":92,"text":93},"overtimeallowanceperc1",{"bindId":121,"name":50,"text":51},"hourspweek",{"bindId":123,"name":124,"text":125},"paidpaternityleavepay","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":127,"name":128,"text":129},"contracttrial","The first two weeks of employment with t","The first two weeks of employment with the employer may be treated as\nprobationary period, and during such period the contract may be terminable by\nnot less than one day’s notice to be given by either party or one day’s pay\nin lieu of notice. Such notice to expire at the end of the normal hours of work\non any day.",{"bindId":131,"name":84,"text":85},"sicknesspay",{"bindId":133,"name":50,"text":51},"dayspweek_select",{"bindId":135,"name":50,"text":51},"SCHEDULE_trigger",{"bindId":137,"name":124,"text":125},"paidpaternityleave",{"bindId":139,"name":50,"text":51},"schedulesrestpw",{"bindId":141,"name":84,"text":85},"sicknessmaxdaysnr",{"bindId":143,"name":144,"text":145},"NOCTPREM_trigger","(ii) Where an employee (excluding watchm","(ii) Where an employee (excluding watchman) is required to work a night\nshift, he shall be paid an allowance of three per cent (3%) of his daily or\nmonthly rate on top of his minimum wage to cover such night work.",{"bindId":147,"name":108,"text":109},"sundayallowanceperc1",{"bindId":149,"name":150,"text":151},"contractseverancepay1","(v) An employee declared redundant shall","(v) An employee declared redundant shall be entitled to severance pay at the\nrate of 17 days pay for each completed year of service.",{"bindId":153,"name":154,"text":155},"bankholidays1","(i) The following days and all gazette p","(i) The following days and all gazette public holidays shall be holidays\nwith full pay:-\n\n\n\n• Good Friday\n\n• Easter Monday\n\n• Labour day\n\n• Madaraka day\n\n• Idd-Ul-Fitr day\n\n• Independence day\n\n• Christmas day\n\n• Boxing day\n\n•Mashujaa day",{"bindId":157,"name":158,"text":159},"hivpolicy","(ii) No employee shall suffer dismissal ","(ii) No employee shall suffer dismissal or any other discriminatory\ntendencies on account of being HIV positive. Particular care and consideration\nshall be given to such an employee especially during times of seeking\ntreatment. Both parties shall endeavor towards the fight of the scourge.",{"bindId":161,"name":54,"text":55},"paidmaternityleavepay",{"bindId":163,"name":84,"text":85},"sicknessmaxdays",{"bindId":165,"name":54,"text":55},"paidmaternityleave",{"bindId":167,"name":150,"text":151},"contractseverancepay",{"bindId":169,"name":96,"text":97},"PAIDLEAV_trigger",{"bindId":171,"name":124,"text":125},"paidpaternityleaveduration","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>KEN Butterfly Properties Limited - 2015\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Name industry: → Construction, technical consultancy\n \u003C\u002Fdiv>\n\n \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 Butterfly Properties Limited\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 COTU - Kenya Building, Construction, Timber, Furniture and Allied Employees 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: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \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): → 36 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximum days for paid sickness leave: → 90 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: → No\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Maternity paid leave: → 13 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Maternity paid leave restricted to 100 % of basic wage\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Paid leave per year in case of caring for relatives: → 14 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Paternity paid leave: → 14 days\n \u003C\u002Fdiv>\n \n\n \u003C\u002Fdiv>\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: → 14 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: → 45.0\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: → 26.0 days\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Paid annual leave: → 4.0 weeks\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-bankholidays2\">\n Paid bank holidays: → Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), Madaraka Day, National Women's Day (9th August)\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 \u003Cdiv id=\"display-sundays_year\">\n Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n \u003C\u002Fdiv>\n \n \n \n \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: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n \u003Cdiv id=\"display-wageincreaseperc1\">\n Wage increase: → 8.0 %\n \u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv>\n \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\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 \u003Cdiv>\n \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n \u003Cdiv id=\"display-sundayallowanceperc1\">\n Premium for Sunday work: → 100 %\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \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 \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",[177],{"title":37,"slug":33},[179],{"type":180,"data":181},"call_to_action_body_block",{"title":182,"description":183,"variant":184,"link":185},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":182,"url":186,"description":182,"rel":187,"type":188},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[190],{"type":180,"data":191},{"title":182,"description":183,"variant":184,"link":192},{"title":182,"url":186,"description":182,"rel":187,"type":188},[]]