[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002F2011---kenya---afro-plastics-kenya-ltd":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":140,"content_type_view":141,"extra_breadcrumbs":142,"body":144,"body_blocks":155,"related_pages":159},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":138,"translations":139},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"2011---kenya---afro-plastics-kenya-ltd","4e915f8c-a744-11e2-b12d-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002F2011---kenya---afro-plastics-kenya-ltd\u002F2011---kenya---afro-plastics-kenya-ltd\u002F","Memorandum of Agreement Between Afro Plastics Kenya Ltd and Kenya Chemical Workers Union - 2013","KEN Afro Plastics Kenya Ltd - 2011","Kenya - KEN Afro Plastics Kenya Ltd - 2011","KEN Afro Plastics Kenya Ltd - 2011 - Manufacturing",{"name":41,"data":42},"AFRO PLASTICS KENYA LIMITED 2012.html","\n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>BETWEEN\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>AFRO PLASTICS (K) LTD (HEREINAFTER REFERRED TO AS THE “EMPLOYER”)\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Ch1>KENYA CHEMICAL WORKERS UNION (HEREIN AFTER REFERRED TO AS THE “UNION)\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>In The Terms and Conditions Of Service And Wages\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this agreement shall be\nobserved by both the parties referred to above and shall apply to all employees\ncovered by the union’s registered constitution and the agreement relative to\nthe recognition and within the terms of FKE\u002FCOTU (K) Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.PROBATION PERIOD\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The first three months of the employment shall be treated as probationary\nperiod. The services may be terminated by either party while on probation, by\ngiving 48 hours notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.WORKING HOURS\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>All workers will work 45 hours spread over 6 days of the week and will be\nallowed at least one day off during the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.OVERTIME\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>Overtime rates will be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For hours worked in excess of the normal working hours per week, at one\nand half times the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>(b) For hours worked on normal rest days and the gazetted public holidays at\ntwice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>On completion of twelve month continuous employment and at the end of such\nconsecutive periods, the employees shall be entitled to annual leave of 25\nworking days with full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) In the event of statutory Public Holidays falling within the leave\nperiod, such holidays shall be added to the leave entitlements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The date of an employee’s leave shall normally fall after the\ncompletion of every twelve months of service from the anniversary date of\nhis\u002Fher engagement and will be taken as convenient to the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where employment is terminated after completion of two or more\nconsecutive months service during any twelve months leave earning period, an\nemployee will be entitled to pro-rata leave in respect of each completed month\nof service in each period, to be taken consecutively.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Every employee proceeding on Annual Leave will be entitled to leave\ntraveling allowance as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st Year-Kshs.3,500.00 per annum\u003C\u002Fp>\n\n\u003Cp>2nd year-Kshs.3,800.00 per annum\u003C\u002Fp>\n\n\u003Cp>3rd Year-Kshs.4,050.00 per annum\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.SICK LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>After satisfactory completion of probationary period an employee shall be\nentitled to sick leave with full pay up to a maximum of 40 days and thereafter\nsick leave up to a maximum of 35 days on half pay, in each period of twelve\nmonths consecutive service, provided that such employee produces to the\nemployer, a certificate of incapacity covering the sick leave period claimed,\nsigned by a registered medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.COMPASSIONATE LEAVE AND LEAVE OF ABSENCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangements with the employer be granted such leave up to his\u002Fher earned\nentitlement under clause 5 of this agreement, and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee may in addition to the leave provided, in sub paragraph (a)\nof this paragraph be granted five days compassionate leave without pay in one\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>The provisions of the Employment Act, 2007 will apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In the event of an injury to an employee, the provisions of the Work Injury\nBenefits Act 2007, Laws of Kenya shall apply and the Company shall bear the\ncost of medical treatment in accordance with the Employment and Work Injury\nBenefits Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>An employee who is absent from his\u002Fher normal place of work, on Company’s\nbusiness, shall be granted safari allowances as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Breakfast-Kshs.130.00\u003C\u002Fp>\n\n\u003Cp>b. Lunch-Kshs.200.00\u003C\u002Fp>\n\n\u003Cp>c. Supper-Kshs.200.00\u003C\u002Fp>\n\n\u003Cp>d. Accommodation-Kshs.750.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If meals and accommodation are provided no allowance will be paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>After probationary period, contract shall be terminable by one month’s\nnotice to be given by either party or payment of one month’s wages\u002Fsalary in\nlieu of notice. Nothing shall prevent the Company to dismiss an employee for\nmisconduct or other lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>An employee, who is required to wear uniforms or overalls by nature of his\nwork or in accordance with the provisions of the Occupational Safety and Health\nAct, 2007, shall be issued with two pairs of uniforms or overalls free of\ncharge by the company. Such uniforms or overalls shall be replaced with new\npairs every year provided old ones are returned to the Company. The Company\nshall be responsible for laundering such uniforms and overalls.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Cp>The Company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the Law of Kenya. The\npayment of such medical expenses will be made to all employees of the Company,\nprovided that such illnesses are those covered by the Act and such treatment\nobtained from Central Government or Local Authority Hospitals or Clinics where\navailable.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.DEFINITION\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Of the word “employee” will cover all employees regardless of sex.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.REDUNDANCY\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>a. Definition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Redundancy” means the loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous, and the practices commonly known as abolition of office, job\nor occupation and loss of employment due to the Kenyanization of a business,\nbut it does not include any such loss of employment by domestic servant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Alternative Employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the Company will endeavour to arrange\nsuitable alternative employment within the Company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and, therefore, eligible\nfor the entitlements outlined in clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. Consultation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy the Company undertakes to hold prior discussions\nwith the union concerning the reasons for the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In deciding which employees shall be declared redundant the Company will\nassess the relative merits, ability and reliability of the affected employee\nbut when these factors are equal the discharge will be on the basis of\nseniority. Membership or not-membership of the Union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>e. Re-engagement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe Company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f. Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he shall be entitled\nto:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) The normal notice of pay in lieu of notice as defined in the\nAgreement;\u003C\u002Fp>\n\n\u003Cp>2) Payment of wages, overtime, and any other remuneration, which may be due\nto him\u002Fher;\u003C\u002Fp>\n\n\u003Cp>3) Pro-rata leave allowance entitlements in accordance with the\nagreement;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>4) Severance pay on the following basis;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. Employees with up to 5 years service – 16 days pay for each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>b. Employees with over 5 years service – 19 days pay for each completed\nyear of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than that of gross misconduct\nor other lawful cause for dismissal may be given a warning in writing which\nshall be recorded in his\u002Fher history record card and which he\u002Fshe shall be\nrequired to sign. The signature or initials of an employee in the history\nrecord card shall not mean that the employee is pleading guilty of the offence\nrecorded against such employee, but simply to confirm that it has been recorded\nduring an employee’s presence or with his\u002Fher full knowledge. The employee\nshall be free to make an appeal against such warning in accordance with the\nprocedure laid down by Recognition Agreement between the Company and the Union.\nAn employee who receives three such warnings may be liable to summary dismissal\nif the offence or other lawful cause of which he\u002Fshe is deemed to be guilty, is\nrepeated, provided that all such warnings shall be erased from the history\nrecord card of an employee after a period of 12 months from the date of the\nlast such warnings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The union shall be advised of a second and third warning being given to an\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>This will be dealt with in accordance with section 44(4) of the Employment\nAct (2007), which reads as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an employee absent himself from\nthe place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated an employee\nrenders himself unwilling or incapable properly to perform his work;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee willfully neglects to perform any work which it was his\nduty to have performed or if he carelessly and improperly performs any work\nwhich from its nature it was his duty under his contract to have performed\ncarefully and properly;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) If, an employee uses abusive language or behaves in a manner insulting\nto his employer, or to any person placed in authority over him by his\nemployer;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) If an employee knowingly fails or refuses to obey any lawful and proper\ncommand which it was within the scope of his duty to obey, issued by his\u002Fher\nemployer or any person placed in authority over him\u002Fher by his\u002Fher employer,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) If in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within ten (10) days either released on bail or on bond\nor otherwise lawfully set at liberty;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) If an employee commits or on reasonable and sufficient grounds is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his\u002Fher employer or his employer’s property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>This will be issued in accordance with Section 51 of the Employment Act\n(2007), which reads as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Every employee shall be given a certificate of service by his employer\nupon the termination of his employment unless such employment has continued for\na period of less than four consecutive weeks, and every such certificate shall\ncontain;\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 date when 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>2. Subject to sub-section 1 of this section, no employer is bound to give to\nany employee any testimonial reference or certificate relating to the character\nor performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub-section 1 of this section or who\nin 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\u003Ch3>20.CASUAL WORKERS\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Casual employees will be paid a rate, which is not less than the\nconsolidated minimum payable to the regular employees in the same grade where\nthey are employed or above the permanent employee’s rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>21.JOB GRADING\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Grade 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade will cover skilled staff carrying out work requiring experience\nand skilled operation with a minimum of supervision and supervising the work of\njuniors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This will cover skilled staff carrying out work requiring experience and\ntechnical ability with moderate supervision and supervising the work of\njuniors.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade will cover those employees whose duties require some degree of\nskill and\u002For experience. This grade will be appropriate to those employees\ngaining the necessary qualification for appointment to grades I and II and such\nemployees will normally be expected to carry out duties related to the grades I\nand II with extra supervision during the absence of employees on those\ngrades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade will cover semi-skilled jobs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade V\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade will cover unskilled duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Allocation of Duties within Grades:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This grade covers machine setters, technical and maintenance staff with long\nexperience.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Within this grade will come:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Senior Moulding \u002F Extrusion Machine Operators responsible for minor\nadjustments to moulding condition on their own and to maintain the condition\nset by the machine setter. Supervise and report.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Skilled employees in engineering section whose work possess special\nqualifications which the company feels are to their benefit and are therefore\nprepared to give recognition to.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Those employees who are capable of and would normally be required to\nassume Grade II duties in the absence of the normal Grade II employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Driver for Light Commercial Vehicles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Employees in a position requiring some degree of skill but not of the\nlevel required for a Grade I operator.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Any other employee who in the estimation of the Company possesses a\nskill, experience or other special attribute worthy of recognition although the\nemployee concerned is not normally engaged on Grade III duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Newly employed maintenance staff, un-graded, artisan, etc, with little\nexperience or qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Machine attendant who are capable to run their machines without much\ntroubles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Any other employee who in the estimation of the company\u003C\u002Fp>\n\n\u003Cp>possesses a skill, experience or other special attribute worthy of\nrecognition although the employee concerned is not normally engaged on Grade IV\nduties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade V\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. All unskilled staff.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>2. All those newly recruited machine attendants undergoing training in their\nrespective machine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerical Grade\u003C\u002Fp>\n\n\u003Cp>Clerical Grade 1 — Senior\u002FGeneral Clerk carrying out responsible work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerical Grade II — Stores Clerk, Dispatch Clerk, Copy Typist, etc\ncarrying out miscellaneous routine duties with supervision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerical Grade III —Clerks with little or no experience, or newly employed\nclerks.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Ch3>22. BASIC MINIMUM RATES OF PAY\u003C\u002Fh3>\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 rowspan=\"2\">Grades\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">Basic Minimum Wages as at\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2011 July\u003C\u002Ftd>\n      \u003Ctd>2012 July\u003C\u002Ftd>\n      \u003Ctd>2013 July\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade V\u003C\u002Ftd>\n      \u003Ctd>9,970\u003C\u002Ftd>\n      \u003Ctd>10,867\u003C\u002Ftd>\n      \u003Ctd>11,954\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IV\u003C\u002Ftd>\n      \u003Ctd>11,159\u003C\u002Ftd>\n      \u003Ctd>12,164\u003C\u002Ftd>\n      \u003Ctd>13,380\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade III\u003C\u002Ftd>\n      \u003Ctd>13,288\u003C\u002Ftd>\n      \u003Ctd>14,484\u003C\u002Ftd>\n      \u003Ctd>15,932\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade II\u003C\u002Ftd>\n      \u003Ctd>15,173\u003C\u002Ftd>\n      \u003Ctd>16,538\u003C\u002Ftd>\n      \u003Ctd>18,192\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade I\u003C\u002Ftd>\n      \u003Ctd>16,717\u003C\u002Ftd>\n      \u003Ctd>18,221\u003C\u002Ftd>\n      \u003Ctd>20,043\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerical Grade III\u003C\u002Ftd>\n      \u003Ctd>12,742\u003C\u002Ftd>\n      \u003Ctd>13,889\u003C\u002Ftd>\n      \u003Ctd>15,278\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerical Grade I\u003C\u002Ftd>\n      \u003Ctd>13,292\u003C\u002Ftd>\n      \u003Ctd>14,489\u003C\u002Ftd>\n      \u003Ctd>15,937\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerical Grade I\u003C\u002Ftd>\n      \u003Ctd>15,169\u003C\u002Ftd>\n      \u003Ctd>16,535\u003C\u002Ftd>\n      \u003Ctd>18,188\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>All unionisable employees employed with the company would receive pro-rata\npercentage increases as enjoyed by those on the basic minimum wage on the above\nmentioned review dates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The pro-rata percentage increases are as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 July 2011-8.5% on wages as at 1July 2010\u003C\u002Fp>\n\n\u003Cp>1 July 2012-9.0% on wages as at 1 July 2011\u003C\u002Fp>\n\n\u003Cp>1 July 2013-10% on wages as at 1 July 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>The following rates of house allowance will apply for the term of the\nagreement:\u003C\u002Fp>\n\n\u003Cp>1st Year-Kshs.3,050\u002F- per month\u003C\u002Fp>\n\n\u003Cp>2nd Year-Kshs.3,300\u002F- per month\u003C\u002Fp>\n\n\u003Cp>3rd Year-Kshs.3,550\u002F- per month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.RETIREMENT\u002FGRATUITY BENEFITS\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>An employee who has completed two continuous years of service and over with\nthe Company, will be entitled to the following benefits, on retirement:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Employees with up to five years of service - 16 days pay for each\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Employees with over 5 years of service - 19 days pay for each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The service of the employee for this purpose shall be deemed to have\ncommenced no earlier than 1st July 1986.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. An employee who resigns, or is Summarily Dismissed by the Company on\ngross misconduct shall not benefit under this clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. The retirement age, specified for this purpose is fifty five years, or\nwhere an employee is retired on medical grounds by a registered hospital, or if\nthe Company terminates the employment of the employee before he \u002Fshe attains\nthe retirement age.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.SHIFT DIFFERENTIAL ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Employees who are working on night shift will receive a shift differential\nallowance as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st year-Kshs.28\u002F- for each night worked\u003C\u002Fp>\n\n\u003Cp>2nd year-Kshs.30\u002F- for each night worked\u003C\u002Fp>\n\n\u003Cp>3rd year-kshs.32\u002F- for each night worked\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. ACTING CAPACITY\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>An employee temporarily acting in a higher grade job than his\u002Fher normal job\nwill receive the minimum salary for that grade, after completion of six\nconsecutive days or more in that capacity. On return to his\u002Fher normal job,\nthey will revert to their normal pay immediately.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>The Company will contribute Kshs.27,000\u002F- in the event of death of an\nemployee for funeral and burial expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>The company will contribute Kshs.7,000\u002F- on retirement or death of an\nemployee to assist the employee to ferry his belongings to the employees’\nplace of retirement or burial.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st July 2011 and shall remain in\nforce for a period of three years from that date. Thereafter it shall continue\nto be in force until both parties amend it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF AFRO PLASTICS (K) LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________\u003C\u002Fp>\n\n\u003Cp>EKYA SHAH\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF KENYA CHEMICAL WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________\u003C\u002Fp>\n\n\u003Cp>W.D. OGUTU(OGW)\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________\u003C\u002Fp>\n\n\u003Cp>JAMES O. BURA\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY – NAIROBI, CENTRAL AND EASTERN PROVINCES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________________\u003C\u002Fp>\n\n\u003Cp>JACOB ODUNDO\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY – RUARAKA AND KAHAWA BRANCH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________\u003C\u002Fp>\n\n\u003Cp>ANTHONY KYALO\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_______________________________\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>L.W KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SINGED IN NAIROBI THIS ……….. DAY OF ……………. 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"overtimeallowanceperc1_general":56,"hourspweek_select":60,"childcare":64,"funeralpay":68,"contracttrialperiod":72,"jobclassifaction1":76,"OVERTIME_trigger":80,"healthcareaccess":82,"SUNDAY_trigger":86,"sundayallowancetype":88,"MEDICAL_trigger":90,"healthandsafetypolicy":92,"contracttrial":96,"sicknesspay":99,"dayspweek_select":103,"NOCTPREM_trigger":105,"PAIDLEAV_trigger":109,"overtimeallowancetype_general":113,"sundayallowanceperc1":115,"LOWWAGE_trigger":117,"trainingprogrammes":120,"paidmaternityleave":124,"WAGES_trigger":126,"contractseverancepay":128,"jobsecuritymothers":132,"CONSIGN_trigger":134},{"bindId":45,"name":46,"text":47},"disabilitypay","In the event of an injury to an employee","In the event of an injury to an employee, the provisions of the Work Injury\nBenefits Act 2007, Laws of Kenya shall apply and the Company shall bear the\ncost of medical treatment in accordance with the Employment and Work Injury\nBenefits Act.",{"bindId":49,"name":50,"text":51},"lowwageamount","22. BASIC MINIMUM RATES OF PAY Grades Ba","22. BASIC MINIMUM RATES OF PAY\n\n\n  \n  \n  \n  \n  \n  \n    \n      Grades\n      Basic Minimum Wages as at\n    \n    \n      2011 July\n      2012 July\n      2013 July\n    \n    \n      Grade V\n      9,970\n      10,867\n      11,954",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","The provisions of the Employment Act, 20","The provisions of the Employment Act, 2007 will apply.",{"bindId":57,"name":58,"text":59},"overtimeallowanceperc1_general","Overtime rates will be as follows: (a) F","Overtime rates will be as follows:\n\n\n\n(a) For hours worked in excess of the normal working hours per week, at one\nand half times the normal hourly rate.\n\n(b) For hours worked on normal rest days and the gazetted public holidays at\ntwice the normal hourly rate.",{"bindId":61,"name":62,"text":63},"hourspweek_select","All workers will work 45 hours spread ov","All workers will work 45 hours spread over 6 days of the week and will be\nallowed at least one day off during the week.",{"bindId":65,"name":66,"text":67},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangements with the employer be granted such leave up to his\u002Fher earned\nentitlement under clause 5 of this agreement, and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\n\n\n\n(b) An employee may in addition to the leave provided, in sub paragraph (a)\nof this paragraph be granted five days compassionate leave without pay in one\nyear.",{"bindId":69,"name":70,"text":71},"funeralpay","The Company will contribute Kshs.27,000\u002F","The Company will contribute Kshs.27,000\u002F- in the event of death of an\nemployee for funeral and burial expenses.",{"bindId":73,"name":74,"text":75},"contracttrialperiod","The first three months of the employment","The first three months of the employment shall be treated as probationary\nperiod. The services may be terminated by either party while on probation, by\ngiving 48 hours notice.\n\n\n\n3.WORKING HOURS",{"bindId":77,"name":78,"text":79},"jobclassifaction1","21.JOB GRADING Grade 1 This grade will c","21.JOB GRADING\n\n\n\nGrade 1\n\n\n\nThis grade will cover skilled staff carrying out work requiring experience\nand skilled operation with a minimum of supervision and supervising the work of\njuniors.\n\n\n\nGrade II\n\n\n\nThis will cover skilled staff carrying out work requiring experience and\ntechnical ability with moderate supervision and supervising the work of\njuniors.\n\n\n\nGrade III\n\n\n\nThis grade will cover those employees whose duties require some degree of\nskill and\u002For experience. This grade will be appropriate to those employees\ngaining the necessary qualification for appointment to grades I and II and such\nemployees will normally be expected to carry out duties related to the grades I\nand II with extra supervision during the absence of employees on those\ngrades.\n\n\n\nGrade IV\n\n\n\nThis grade will cover semi-skilled jobs.\n\n\n\nGrade V\n\n\n\nThis grade will cover unskilled duties.\n\n\n\nAllocation of Duties within Grades:\n\n\n\nGrade I\n\n\n\nThis grade covers machine setters, technical and maintenance staff with long\nexperience.\n\n\n\nGrade II\n\n\n\nWithin this grade will come:\n\n\n\n(a) Senior Moulding \u002F Extrusion Machine Operators responsible for minor\nadjustments to moulding condition on their own and to maintain the condition\nset by the machine setter. Supervise and report.\n\n\n\n(b) Skilled employees in engineering section whose work possess special\nqualifications which the company feels are to their benefit and are therefore\nprepared to give recognition to.\n\n\n\n\n\nGrade III\n\n\n\n1. Those employees who are capable of and would normally be required to\nassume Grade II duties in the absence of the normal Grade II employees.\n\n\n\n2. Driver for Light Commercial Vehicles.\n\n\n\n3. Employees in a position requiring some degree of skill but not of the\nlevel required for a Grade I operator.\n\n\n\n4. Any other employee who in the estimation of the Company possesses a\nskill, experience or other special attribute worthy of recognition although the\nemployee concerned is not normally engaged on Grade III duties.\n\n\n\n5. Newly employed maintenance staff, un-graded, artisan, etc, with little\nexperience or qualifications.\n\n\n\nGrade IV\n\n\n\n1. Machine attendant who are capable to run their machines without much\ntroubles.\n\n\n\n2. Any other employee who in the estimation of the company\n\npossesses a skill, experience or other special attribute worthy of\nrecognition although the employee concerned is not normally engaged on Grade IV\nduties.\n\n\n\nGrade V\n\n\n\n1. All unskilled staff.\n\n2. All those newly recruited machine attendants undergoing training in their\nrespective machine.\n\n\n\nClerical Grade\n\nClerical Grade 1 — Senior\u002FGeneral Clerk carrying out responsible work.\n\n\n\nClerical Grade II — Stores Clerk, Dispatch Clerk, Copy Typist, etc\ncarrying out miscellaneous routine duties with supervision.\n\n\n\nClerical Grade III —Clerks with little or no experience, or newly employed\nclerks.",{"bindId":81,"name":58,"text":59},"OVERTIME_trigger",{"bindId":83,"name":84,"text":85},"healthcareaccess","The Company undertakes to pay the cost o","The Company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the Law of Kenya. The\npayment of such medical expenses will be made to all employees of the Company,\nprovided that such illnesses are those covered by the Act and such treatment\nobtained from Central Government or Local Authority Hospitals or Clinics where\navailable.",{"bindId":87,"name":58,"text":59},"SUNDAY_trigger",{"bindId":89,"name":58,"text":59},"sundayallowancetype",{"bindId":91,"name":84,"text":85},"MEDICAL_trigger",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","An employee, who is required to wear uni","An employee, who is required to wear uniforms or overalls by nature of his\nwork or in accordance with the provisions of the Occupational Safety and Health\nAct, 2007, shall be issued with two pairs of uniforms or overalls free of\ncharge by the company. Such uniforms or overalls shall be replaced with new\npairs every year provided old ones are returned to the Company. The Company\nshall be responsible for laundering such uniforms and overalls.",{"bindId":97,"name":74,"text":98},"contracttrial","The first three months of the employment shall be treated as probationary\nperiod. The services may be terminated by either party while on probation, by\ngiving 48 hours notice.",{"bindId":100,"name":101,"text":102},"sicknesspay","After satisfactory completion of probati","After satisfactory completion of probationary period an employee shall be\nentitled to sick leave with full pay up to a maximum of 40 days and thereafter\nsick leave up to a maximum of 35 days on half pay, in each period of twelve\nmonths consecutive service, provided that such employee produces to the\nemployer, a certificate of incapacity covering the sick leave period claimed,\nsigned by a registered medical practitioner.",{"bindId":104,"name":62,"text":63},"dayspweek_select",{"bindId":106,"name":107,"text":108},"NOCTPREM_trigger","Employees who are working on night shift","Employees who are working on night shift will receive a shift differential\nallowance as follows:\n\n\n\n1st year-Kshs.28\u002F- for each night worked\n\n2nd year-Kshs.30\u002F- for each night worked\n\n3rd year-kshs.32\u002F- for each night worked",{"bindId":110,"name":111,"text":112},"PAIDLEAV_trigger","On completion of twelve month continuous","On completion of twelve month continuous employment and at the end of such\nconsecutive periods, the employees shall be entitled to annual leave of 25\nworking days with full pay.\n\n\n\n(a) In the event of statutory Public Holidays falling within the leave\nperiod, such holidays shall be added to the leave entitlements.\n\n\n\n(b) The date of an employee’s leave shall normally fall after the\ncompletion of every twelve months of service from the anniversary date of\nhis\u002Fher engagement and will be taken as convenient to the Company.\n\n\n\n(c) Where employment is terminated after completion of two or more\nconsecutive months service during any twelve months leave earning period, an\nemployee will be entitled to pro-rata leave in respect of each completed month\nof service in each period, to be taken consecutively.",{"bindId":114,"name":58,"text":59},"overtimeallowancetype_general",{"bindId":116,"name":58,"text":59},"sundayallowanceperc1",{"bindId":118,"name":50,"text":119},"LOWWAGE_trigger","22. BASIC MINIMUM RATES OF PAY\n\n\n  \n  \n  \n  \n  \n  \n    \n      Grades\n      Basic Minimum Wages as at\n    \n    \n      2011 July\n      2012 July\n      2013 July\n    \n    \n      Grade V\n      9,970\n      10,867\n      11,954\n    \n    \n      Grade IV\n      11,159\n      12,164\n      13,380\n    \n    \n      Grade III\n      13,288\n      14,484\n      15,932\n    \n    \n      Grade II\n      15,173\n      16,538\n      18,192\n    \n    \n      Grade I\n      16,717\n      18,221\n      20,043\n    \n    \n      Clerical Grade III\n      12,742\n      13,889\n      15,278\n    \n    \n      Clerical Grade I\n      13,292\n      14,489\n      15,937\n    \n    \n      Clerical Grade I\n      15,169\n      16,535\n      18,188\n    \n  \n",{"bindId":121,"name":122,"text":123},"trainingprogrammes","2. All those newly recruited machine att","2. All those newly recruited machine attendants undergoing training in their\nrespective machine.\n\n\n\nClerical Grade\n\nClerical Grade 1 — Senior\u002FGeneral Clerk carrying out responsible work.\n\n\n\nClerical Grade II — Stores Clerk, Dispatch Clerk, Copy Typist, etc\ncarrying out miscellaneous routine duties with supervision.\n\n\n\nClerical Grade III —Clerks with little or no experience, or newly employed\nclerks.",{"bindId":125,"name":54,"text":55},"paidmaternityleave",{"bindId":127,"name":50,"text":119},"WAGES_trigger",{"bindId":129,"name":130,"text":131},"contractseverancepay","4) Severance pay on the following basis;","4) Severance pay on the following basis;\n\n\n\na. Employees with up to 5 years service – 16 days pay for each completed\nyear of service.\n\nb. Employees with over 5 years service – 19 days pay for each completed\nyear of service.",{"bindId":133,"name":54,"text":55},"jobsecuritymothers",{"bindId":135,"name":136,"text":137},"CONSIGN_trigger","Casual employees will be paid a rate, wh","Casual employees will be paid a rate, which is not less than the\nconsolidated minimum payable to the regular employees in the same grade where\nthey are employed or above the permanent employee’s rate.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Afro Plastics Kenya Ltd - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-07-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of 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                        Afro Plastics Kenya Ltd\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 Chemical and Allied Workers 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        \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): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 75 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: → No\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: → No\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: → 5 days\n            \u003C\u002Fdiv>\n\n            \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: → 90 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            \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: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 11954.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 100 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \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",[143],{"title":37,"slug":33},[145],{"type":146,"data":147},"call_to_action_body_block",{"title":148,"description":149,"variant":150,"link":151},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":148,"url":152,"description":148,"rel":153,"type":154},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[156],{"type":146,"data":157},{"title":148,"description":149,"variant":150,"link":158},{"title":148,"url":152,"description":148,"rel":153,"type":154},[]]