[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fagreement-between-sameer-africa-limited-and-amalgamated-union-of-kenya-metal-workers":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":209,"content_type_view":210,"extra_breadcrumbs":211,"body":213,"body_blocks":224,"related_pages":228},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":207,"translations":208},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"agreement-between-sameer-africa-limited-and-amalgamated-union-of-kenya-metal-workers","acea6c12-eea8-11e2-af3c-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fagreement-between-sameer-africa-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fagreement-between-sameer-africa-limited-and-amalgamated-union-of-kenya-metal-workers\u002F","Agreement Between Sameer Africa Limited And Amalgamated Union Of Kenya Metal Workers - 2010","KEN Sameer Africa Limited - 2010","Kenya - KEN Sameer Africa Limited - 2010","KEN Sameer Africa Limited - 2010 - Manufacturing",{"name":41,"data":42},"Sameer CBA-2012- 2014 -16-12-2010 DRAFT.html","\n              \n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT BETWEEN SAMEER AFRICA LIMITED AND AMALGAMATED UNION OF KENYA METAL\nWORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch2>SECTION A\u003C\u002Fh2>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The parties to this Agreement, meeting together in free and voluntary\nassociation, have determined to regulate the relations between them in the\ninterest of the promotion of sound industrial relations, the economic\nwell-being of the industry, its workers and management. In order to achieve\nthese aims they have agreed to provide:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Machinery for speedy settlement of Industrial disputes;\u003C\u002Fp>\n\n\u003Cp>(b) A channel of communication between Sameer Africa Limited and its\nemployees:\u003C\u002Fp>\n\n\u003Cp>(c) Collective bargaining machinery for negotiations on these terms and\nconditions of service as listed hereafter and employees listed in Appendix\n‘A’\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. PARTIES TO THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>Sameer Africa Ltd. and the Amalgamated Union of Kenya Metal Workers hereby\nagree that all matters regarding guarantees and negotiating machinery and\nprocedures wherein it is stated or implied shall in full apply to the Company\nin good standing with items which inclusive as guarantees and negotiating\nmachinery and procedures shall be adopted in full and as amended from time to\ntime by way of negotiations between the Company and the Union in so far as\nthose amendments or changes do not infringe on terms which are negotiable only\nbetween the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. RECOGNITION\u003C\u002Fh3>\n\n\u003Cp>Sameer Africa Limited accords full recognition to the Amalgamated Union of\nKenya Metalworkers as the sole labour organization representing those employees\nlisted in Appendix ‘A’ of this Agreement for such matters as are listed\nhereafter provided that, and for so long as the Union continues to be fully\nrepresentative of categories of employees in Sameer Africa Limited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. GUARANTEES\u003C\u002Fh3>\n\n\u003Cp>a) The parties to this Agreement guarantee that representatives of both\nsides shall discharge their duties in an independent manner without fear that\ntheir individual relations with the company or the Union will be affected in\nany way by any action taken by them in good faith while acting as a\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>(b) The company undertakes not to victimize or intimidate any employee or\nemployees for being a member of the Union.\u003C\u002Fp>\n\n\u003Cp>(c) The Union also undertakes that it should not intimidate any employee or\nemployees for not being a member or members of the Union.\u003C\u002Fp>\n\n\u003Cp>(d) Whilst recognizing that the question for Union membership is entirely a\nmatter for individual choice, the Company nevertheless, accepts that in the\ninterest of maintaining the required standard of organization, Union membership\nfor such employees as are covered by this agreement should be maintained at the\nhighest level.\u003C\u002Fp>\n\n\u003Cp>(e) The Company undertakes not to interfere with the normal affairs of the\nUnion in any manner whatsoever.\u003C\u002Fp>\n\n\u003Cp>(f) The Union undertakes that employees who are Union representatives will\ncarry out the duties delegated to them by Management during working hours and\nsuch representatives will not leave places of work for any purpose in\nconnection with their duties as Union representatives without first obtaining\nthe permission of management which permission shall not be unreasonably\nwithheld.\u003C\u002Fp>\n\n\u003Cp>(g) In the event of a strike or other action leading to stoppage of work,\nsecurity and sanitary staff will continue to perform their normal duties, in\nthe interest of both parties to this agreement, and the Union agrees that it\nwill use its influence to achieve this end. If such employees being unionisable\nand are required by the employer to undertake duties other than their normal\nfunctions, the Union reserves the right to withdraw their service.\u003C\u002Fp>\n\n\u003Cp>(h) The Union agrees that normally no strike shall be called for employees\nof the Company on any matter arising from a dispute with a non-member. It is\naccepted, however, that the Union may after giving the Company seven days\nwritten notice, call out on strike employees of the Company provided that all\nexisting machinery for the settlement of such a dispute has been fully\nexhausted. Prior to and during the period of strike both parties will use their\nbest endeavors to assist in the settlement of such a dispute.\u003C\u002Fp>\n\n\u003Cp>(i) The Company undertakes to advise the Union of the names of their\nofficials and representatives of the Joint Industrial Council and the Union\nundertakes to advise the Company of the names of their officials and\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>(j) To ensure the widest representation of the union members on negotiating\nbodies and adequate provisions whereby claims, grievances or disputes can be\nspeedily and effectively dealt with, the Union undertakes to elect annually,\namongst its members, representatives from the Company and to hold elections for\nShop Stewards. Such representatives shall be eligible to serve on the\nnegotiating bodies set out in Clause 5A, B and C.\u003C\u002Fp>\n\n\u003Cp>(k) The Company undertakes to accord such facilities as are mutually agreed\nas being necessary for such officials and representatives of the Union to carry\nout their duties as representatives of their members at their place of work.\u003C\u002Fp>\n\n\u003Cp>(l) Nothing in this agreement should deprive any employee of his right to\napproach management on any personal claim or grievance, which he may have.\u003C\u002Fp>\n\n\u003Cp>(m) All agreements jointly reached between the Company and the Union, or\ntheir representatives, through the medium of negotiating machinery or otherwise\nshall be committed in writing and signed by representatives of both parties.\u003C\u002Fp>\n\n\u003Cp>(n) The Company and the Union undertake to ensure their members fully comply\nwith the terms of this Agreement and the grievance and negotiating procedure\nset out herein and to take all possible steps to bring to an end as speedily as\npossible any action taken by their members at variance with the terms of this\nAgreement or any other negotiated Collective Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. NEGOTIATING MACHINERY AND PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>A). LOCAL NEGOTIATING COMMITTEE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) A local Negotiation Committee shall be formed within the Company at its\nprincipal place of business and in all branches of the Company where\napplicable.\u003C\u002Fp>\n\n\u003Cp>ii) The local Negotiating Committee shall consist of not more than five\nrepresentatives nominated by the Company and not more than five employees’\nrepresentatives elected in accordance with Clause 4 (j) above. All members of\nthe Local Negotiating Committee shall be in the employment of the Company\nconcerned. A quorum shall not be less than three representatives from each\nparty.\u003C\u002Fp>\n\n\u003Cp>(iii) The Local Negotiating Committee shall meet as and when necessary to\nconsider claims of grievances affecting only the employees of the Company\nconcerned at the particular site or locality. The committee shall regulate its\nown procedure and elect its own Chairman and Secretary. Meeting to be convened\nwithin 22 days from the date of reporting the grievance.\u003C\u002Fp>\n\n\u003Cp>(iv) Provided that any such claims or grievances shall be raised in the\nfirst instance by a Union representative with the immediate Supervisors of the\nparticular department or place of work within 7 days of the occurrence giving\nrise to the claim or grievance.\u003C\u002Fp>\n\n\u003Cp>(v) In the event of failure to reach settlement of the matter at the Local\nNegotiating committee the Chairman of the Local Negotiating Committee shall\nrefer it to the Joint Industrial Council within 7 days of such failure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B) JOINT INDUSTRIAL COUNCIL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The function of the Joint Industrial Council shall be to negotiate on\nall matters detailed in the Company\u002FUnion Agreement and all matters referred to\nit by the Local Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>(ii) The Joint Industrial Council shall consist of not more than five\nmembers nominated by the company and not more than five members nominated by\nthe Union. A quorum shall not be less than three representatives from each\nparty.\u003C\u002Fp>\n\n\u003Cp>(iii) The Joint Industrial Council shall meet as and when necessary. It\nshall regulate its own procedure and shall elect its own Chairman and appoint\nits own Secretary or Secretaries.\u003C\u002Fp>\n\n\u003Cp>It may also co-opt, where necessary members of the Local Negotiating\nCommittee or expert witnesses. It may also set a sub-committee or committees to\ntry to settle any problem that may arise at the Joint Industrial Council.\u003C\u002Fp>\n\n\u003Cp>(iv) The expenses of the Joint Industrial Council if any shall be met by the\nCompany and the Union in equal shares unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>(v) A meeting of the Joint Industrial Council shall be convened within five\ndays of request for a meeting from either the Union or the Company or within\nfive days of receipt of a report from the Local Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>Such request or report shall state the matter or matters to be discussed and\nwill be placed on the Agenda providing such matters are properly the concern of\nthe Joint Industrial Council.\u003C\u002Fp>\n\n\u003Cp>(vi) Matters referred to the Joint Industrial Council by the Local\nNegotiating Committee may be referred back to the committee in writing if in\nthe opinion of the Council such matters have not been properly or thoroughly\ndealt with by the Local Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>(vii) In the event of failure to reach settlement at the Joint Industrial\nCouncil within seven days either party may refer the matter in dispute to the\nMinister for Labour.\u003C\u002Fp>\n\n\u003Cp>(viii) No lockout, strike or other action to hinder the operation of the\nbusiness of the Company shall take place on matters referred to the Minister\nfor Labour nor whilst being dealt with in accordance with the laws of Kenya or\nby a conciliation or investigation within the specified period. Thereafter, if\na lockout, strike or other Industrial action is contemplated, seven days\nwritten notice of the intended action shall be given to the other party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. JOINT CONSULTATIVE MACHINERY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The Company and the Union mutually recognize the desirability of works\ncouncil in the Company consisting of representatives only from both Management\nand employees of the Company.\u003C\u002Fp>\n\n\u003Cp>(ii) The functions of those Councils shall be that of a consultative body\nonly on matters not included in Appendix ‘A’ to this Agreement and which\nare in normal practice not regarded as subject for negotiations between the\nCompany and the Union.\u003C\u002Fp>\n\n\u003Cp>(iii) It is hereby agreed that the subjects set out in Appendix ‘D’ to\nthis Agreement are not to be regarded as subjects for negotiation between the\nCompany and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. PROMOTIONS\u003C\u002Fp>\n\n\u003Cp>As a matter of principle and without prejudice to Management’s prerogative\nto use its sole discretion in making decisions regarding promotion of workers\nat all levels, it is mutually recognized that all relevant factors such as\nqualifications, experience, capability and efficiency, seniority with the\nCompany, leadership qualities and so on shall be taken into account when\nemployees are considered for promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SECTION B\u003C\u002Fh2>\n\n\u003Cp>SAMEER AFRICA LTD AND AMALGAMATED UNION OF KENYA METAL WORKERS\u003C\u002Fp>\n\n\u003Cp>AGREEMENT ON TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>CLAUSE\u003C\u002Ftd>\n      \u003Ctd>ITEM\u003C\u002Ftd>\n      \u003Ctd>CLAUSE\u003C\u002Ftd>\n      \u003Ctd>ITEM\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>WAGES\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>TERMINATION OF SERVICE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>HOUSING ALLOWANCE\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>SUMMARY DISMISSAL\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>WORKING HOURS\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>REDUDANCY\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>OVERTIME PAYMENT\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>PROTECTIVE GEAR\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>SHIFT ALLOWANCE\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>MINIMUM AGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>ANNUAL LEAVE\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>RETIREMENT\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>COMPASSIONATE LEAVE\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>UNION OFFICIALS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>PUBLIC HOLIDAYS\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>CHECK-OFF\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>RELIGIOUS HOLIDAYS\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>CONFLICTING OUTSIDE INTERESTS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>SICK LEAVE\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>SUSPENSION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>MEDICAL ATTENTION\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>DISTURBANCE ALLOWANCE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>MATERNITY \u002FPATERNITY LEAVE\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>ABSENTEEISM\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>SAFARI SUBSISTENCE ALLOWANCE\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>CASUAL EMPLOYMENT\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>ACTING APPOINTMENT\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>GROUP PERSONAL ACCIDENT INSURANCE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>PROBATION\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>DEATH OF AN EMPLOYEE\u002FSPOUSE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>WARNING PROCEDURE\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>TRANSPORT\u002F COMMUTER ALLOWANCE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>EFFECTIVE DATE AND DURATION OF THE AGREEMENT.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 1: WAGES\u003C\u002Fh3>\n\n\u003Cp>UNIONISABLE GRADES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cp>An employee shall be hired into a specific classification which shall be\nincluded within one of the grades referred to as Unioniseable Grades 1 - 8 and\nshall be considered to be training status until he reaches an efficiency level\nestablished by the company as 100% efficiency. Until an employee reaches the\n100% efficiency level, he will receive increases from his starting rate to the\nBasic Wage Rate when he reaches and maintains for one week an efficiency level\nof 40%, 55%, 70%, 85% in proportion to the basic wage rate of the grade in\nwhich he is hired. Wages shall be computed on an hourly basis but the fact that\nan employee’s wages are computed on an hourly basis shall not be construed to\nmean that the employee is on temporary employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The average working month is taken to be 195 hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>There shall be guaranteed minimum wage below which the workers will not be\npaid in the event of the Company being unable to provide work for the whole\nmonth. The guaranteed minimum shall be equivalent to 187.5 hours pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003Ctd rowspan=\"2\">GRADE\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">MONTHLY MINIMUM\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">BASIC HOURLY WAGE RATE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Effective October 1, 2010\u003C\u002Ftd>\n      \u003Ctd>Effective October 1, 2011\u003C\u002Ftd>\n      \u003Ctd>Effective October 1, 2010\u003C\u002Ftd>\n      \u003Ctd>Effective October 1, 2011\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG1\u003C\u002Ftd>\n      \u003Ctd>25,163\u003C\u002Ftd>\n      \u003Ctd>26,925\u003C\u002Ftd>\n      \u003Ctd>134.20\u003C\u002Ftd>\n      \u003Ctd>143.60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG2\u003C\u002Ftd>\n      \u003Ctd>25,913\u003C\u002Ftd>\n      \u003Ctd>27,722\u003C\u002Ftd>\n      \u003Ctd>138.20\u003C\u002Ftd>\n      \u003Ctd>147.85\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG3\u003C\u002Ftd>\n      \u003Ctd>27,169\u003C\u002Ftd>\n      \u003Ctd>29,081\u003C\u002Ftd>\n      \u003Ctd>144.90\u003C\u002Ftd>\n      \u003Ctd>155.10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG4\u003C\u002Ftd>\n      \u003Ctd>29,972\u003C\u002Ftd>\n      \u003Ctd>31,266\u003C\u002Ftd>\n      \u003Ctd>159.85\u003C\u002Ftd>\n      \u003Ctd>166.75\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG5\u003C\u002Ftd>\n      \u003Ctd>31,594\u003C\u002Ftd>\n      \u003Ctd>33,806\u003C\u002Ftd>\n      \u003Ctd>168.50\u003C\u002Ftd>\n      \u003Ctd>180.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG6\u003C\u002Ftd>\n      \u003Ctd>34,631\u003C\u002Ftd>\n      \u003Ctd>37,059\u003C\u002Ftd>\n      \u003Ctd>184.70\u003C\u002Ftd>\n      \u003Ctd>197.65\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG7\u003C\u002Ftd>\n      \u003Ctd>36,938\u003C\u002Ftd>\n      \u003Ctd>39,525\u003C\u002Ftd>\n      \u003Ctd>197.00\u003C\u002Ftd>\n      \u003Ctd>210.80\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG8\u003C\u002Ftd>\n      \u003Ctd>38,991\u003C\u002Ftd>\n      \u003Ctd>41,719\u003C\u002Ftd>\n      \u003Ctd>207.95\u003C\u002Ftd>\n      \u003Ctd>222.50\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 2: HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees shall be paid Housing Allowance at the rate of Kshs. 5,300.00 for\nthe 1st and 2nd year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 3: WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>a) Shift workers - 45 hours per week\u003C\u002Fp>\n\n\u003Cp>b) Security Staff - 45 hours per week\u003C\u002Fp>\n\n\u003Cp>The 45-hour week is the subject of Union\u002FCompany Agreement, and is\ncompensated for by a 1.11% factor being included in the hourly rate. (Refer to\nAPPENDIX E)\u003C\u002Fp>\n\n\u003Cp>c) Clerical Staff - 44 hours per week\u003C\u002Fp>\n\n\u003Cp>d) The working hours shall be spread over six days in a week. The normal\nshift is 7.5 hours per day.\u003C\u002Fp>\n\n\u003Cp>e) The factory shall operate on a three-shift - four-crew system.\u003C\u002Fp>\n\n\u003Cp>f) Employees covered by 4crew 3shift system who have worked over and above\n165hours in a month are assured payment of 195hours for that month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 4: OVERTIME PAYMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>1.The overtime rates are:-\u003C\u002Fp>\n\n\u003Cp>Normal weekly hours: Time worked X (1.5) basic hourly rate\u003C\u002Fp>\n\n\u003Cp>Employees’ Rest day (Weekly off) and Public Holidays: Time worked X (2)\nbasic hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Overtime payments will be calculated on daily basis when number of hours\nworked in a day exceeds 7.5.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>3.Employees who will be working on 3crew 3shift system shall be paid\novertime at twice the normal rate whenever they are required for work on\nSundays and gazetted Public Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 5: SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All shift workers will be paid a Shift Allowance of Kshs.1,000.00 for the\n1st and 2nd year to compensate them for the inconvenience involved in\nperforming Shift work. This allowance will not be considered a part of the\nbasic pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 6: ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>1. A minimum 23 working days’ leave, excluding Public Holidays, will be\ngranted on full pay, for each period of 12 months’ consecutive service\nPROVIDED THAT:\u003C\u002Fp>\n\n\u003Cp>a) those workers who have completed more than 5 years of service shall be\ngranted 25 working days annual leave exclusive of Public Holidays\u002Frest days,\nand\u003C\u002Fp>\n\n\u003Cp>b) those workers who have completed more than 10 years of service shall be\ngranted 28 working days exclusive of Public Holidays\u002Frest days\u003C\u002Fp>\n\n\u003Cp>c) those workers who have completed more than 15 years of service will be\ngranted 28 working days exclusive of Public Holidays\u002Frest days.\u003C\u002Fp>\n\n\u003Cp>2.An additional four days unpaid leave in respect of traveling time may be\ngranted.\u003C\u002Fp>\n\n\u003Cp>3.The full leave period must be taken at one time, except that the employer\nhas the right, on compassionate grounds only and at his own discretion, to\nallow otherwise.\u003C\u002Fp>\n\n\u003Cp>4. After 9 month’s consecutive service, the employee shall be entitled to\nthe full period of annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5. a) Any employee who leaves his employment after having completed his\nprobationary period shall be entitled during any 12 months leave- earning\nperiod to leave, or pay in lieu thereof calculated on a Pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>b) If, on termination of service, an employee is given pay in lieu of\nnotice, then he must be paid for the leave due to him because an employee\ncannot be sent on leave after he has received his final payment and his service\nbeen terminated.\u003C\u002Fp>\n\n\u003Cp>6. Annual leave should normally be taken within the period covered by 3\nmonths before and six months after the anniversary of the employee’s\nengagement, which date shall be known as his “leave date”, provided that,\nshould an employee wish to do so, he may apply to the engagement for permission\nto accumulate all or part of his annual leave entitlement. Such application\nmust be made not later than 6 months after the “leave date”.\u003C\u002Fp>\n\n\u003Cp>7. Permission for such accumulation shall not be unreasonably withheld and\nit shall be the duty of the Management to confirm its decision in writing to\nthe employee concerned.\u003C\u002Fp>\n\n\u003Cp>8. When the Management agrees accumulation of leave, it must not, in any\ncase, exceed two year’s entitlement.\u003C\u002Fp>\n\n\u003Cp>9. Leave not taken and not accumulated as above shall automatically\nlapse.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>10. Leave Traveling Allowance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All Unioniseable employees are to be paid leave traveling allowance when\nthey proceed on their annual leave. The leave traveling allowance payable will\nbe 2% of annual basic wage:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>UG1\u003C\u002Ftd>\n      \u003Ctd>UG2\u003C\u002Ftd>\n      \u003Ctd>UG3\u003C\u002Ftd>\n      \u003Ctd>UG4\u003C\u002Ftd>\n      \u003Ctd>UG5\u003C\u002Ftd>\n      \u003Ctd>UG6\u003C\u002Ftd>\n      \u003Ctd>UG7\u003C\u002Ftd>\n      \u003Ctd>UG8\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Effective October 1, 2010\u003C\u002Ftd>\n      \u003Ctd>6,280.60 \u003C\u002Ftd>\n      \u003Ctd>6,467.75\u003C\u002Ftd>\n      \u003Ctd>6,781.30 \u003C\u002Ftd>\n      \u003Ctd>7,481 \u003C\u002Ftd>\n      \u003Ctd>7,885.80 \u003C\u002Ftd>\n      \u003Ctd>8,643.95 \u003C\u002Ftd>\n      \u003Ctd>9,196.60 \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>9,732.10\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Effective October 1, 2011\u003C\u002Ftd>\n      \u003Ctd>6,720.50 \u003C\u002Ftd>\n      \u003Ctd>6,919.40 \u003C\u002Ftd>\n      \u003Ctd>7,258.70 \u003C\u002Ftd>\n      \u003Ctd>7,803.90 \u003C\u002Ftd>\n      \u003Ctd>8,430.10 \u003C\u002Ftd>\n      \u003Ctd>9,250.00 \u003C\u002Ftd>\n      \u003Ctd>9,865.45 \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>10,401.30\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 7: COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cp>Special leave on compassionate grounds may be granted provided that\nsatisfactory proof of the necessity for such leave is produced. This leave will\nbe either paid or unpaid or deducted from the annual leave entitlement in the\nlight of the evidence produced before or after the leave by the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 8: PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>Employees shall normally be granted leave with full pay for all Gazetted\nPublic Holidays, provided that an employee who is required to work on such\nholidays shall be paid double time for the period worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 9: RELIGIOUS HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>If leave is granted for religious holidays other than those Gazetted by the\nGovernment, such leave will normally be without pay or, if paid, will be\ndeducted from the employee’s annual leave entitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PROVIDED THAT the decision whether or not to grant absence on such religious\nholidays with pay or without pay or with the day(s’) leave deducted from\nemployee’s leave entitlement shall be at the discretion of the Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-maxsicknesspaytype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 10: SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cp>1 (a) In the event of illness, the period during which the payment of sick\nleave is obligatory, during any one calendar year is 3 months full pay followed\nby 3 months half pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) In appropriate cases, the period indicated above MAY be extended by\nManagement up to a maximum of 4 months on full pay on production by the\nemployee of a certificate, covering his continued unfitness for duty, signed by\nan approved registered medical practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PROVIDED THAT:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. i) The employee has completed the appropriate probationary Period.\u003C\u002Fp>\n\n\u003Cp>ii) The employee produces a medical certificate, authorizing such sick\nleave, signed by an approved registered medical practitioner.\u003C\u002Fp>\n\n\u003Cp>2. Sick leave may not be accumulated from year to year.\u003C\u002Fp>\n\n\u003Cp>3. No person shall be eligible for sick pay in respect of any incapacity due\nto gross neglect\u003C\u002Fp>\n\n\u003Cp>on his own part.\u003C\u002Fp>\n\n\u003Cp>4. An employee who is injured while on duty and who becomes incapacitated as\na result of such injury will be on full pay until certified fit to resume duty,\nup to a maximum of six months.\u003C\u002Fp>\n\n\u003Cp>5.In event an employee is unfit to resume, duty after exhaustion of the sick\nleave the Company shall seek the opinion of its doctor on his health status.\nUpon recommendation by the doctor on the employees' ability to resume duty, the\ncompany shall proceed to retire the employee on medical grounds. Should the\nemployee dispute the company doctors opinion, he may seek second opinion from\nown doctor. If report from own doctor contradicts report of company doctor, the\ncompany shall apply to the Director of Medical Services for the setting up of a\nMedical Board and the decision of the Medical Board shall be binding to both\nparties.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 11: MEDICAL ATTENTION\u003C\u002Fh3>\n\n\u003Cp>A. 1. Employees are entitled to treatment at the Company Medical Clinic.\u003C\u002Fp>\n\n\u003Cp>2. Should medical attention beyond the scope of the Company Clinic be\nnecessary, the Clinic may refer an employee to a medical practitioner or\ninstitution nominated by the Company. Prescribed treatment may include hospital\nadmission.\u003C\u002Fp>\n\n\u003Cp>3. The employee will pay 10%, and the Company will pay 90% of the treatment\ncharges remaining after the NHIF benefit has been deducted, up to a Company\nliability ceiling of Kshs. 55,000 in any one calendar year. The 10% employee\ncontribution will be recovered from the employee’s pay in three equal monthly\ninstallments.\u003C\u002Fp>\n\n\u003Cp>4. In the case of an employee who is not hospitalized, but needs to buy\ndrugs, the Company will reimburse the employee 90% of the cost of drugs\npurchased by him or her, only to prescriptions issued by the said nominated\npractitioners or institutions, and only for instances referred by the Company\nClinic.\u003C\u002Fp>\n\n\u003Cp>5. Only in the case of genuine emergency, and only when prior reporting to\nthe Company Clinic is not practicable, will payment be made by the Company for\ntreatment obtained by an employee from a practitioner or institution other than\nas specified above. The Company reserves the right to refuse payment in such\ninstances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. DEPENDANTS\u003C\u002Fp>\n\n\u003Cp>Employees may utilize up to the maximum of the entitlement mentioned in A(3)\nabove in respect of registered dependants. 50% of this amount may be utilized\nby the dependants on outpatient treatment at company-approved institutions. The\nmeaning of dependant in this context refers to one designated spouse and four\ndesignated children less than 18 years of age. Other details and rules\ngoverning this aspect of the medical program shall be issued to each employee\nby the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 12: MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>a.Maternity leave for female employees shall be three (3) months with full\npay.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>b.Paternity leave for male employees shall be two (2) weeks with full pay if\nthe employee provides approved documentary evidence to the Industrial Relations\nOffice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>Such employees proceeding on their maternity\u002FPaternity leave shall be\nentitled to leave traveling allowance as provided for in Clause 6 of this\nAgreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 13: SAFARI SUBSISTENCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-mealvoucherstype1\" class=\"cbaClause highlight\">\u003Cp>When an employee is required to proceed on duty away from his normal place\nof work, and such absence involves the purchase of meals away from home, he\nshall be entitled to Safari Subsistence Allowance at the rates shown below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Meals\u003C\u002Fp>\n\n\u003Cp>Breakfast: Kshs.180.00\u003C\u002Fp>\n\n\u003Cp>Lunch:Kshs.280.00\u003C\u002Fp>\n\n\u003Cp>Supper:Kshs.295.00\u003C\u002Fp>\n\n\u003Cp>Total: Kshs.755.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Should the absence necessitate a night stop away from his place of\nresidence, then the employee shall, in addition to the above, be entitled to\nnight-stop allowance of Kshs.1, 150.00.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 14: ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>(a)An employee required to act in a higher grade for any period in excess of\n6 days, shall be paid his own salary plus 25% of the salary of the person for\nwhom he is acting, or the salary of the person for whom he is acting, whichever\nis the less.\u003C\u002Fp>\n\n\u003Cp>(b)No acting appointment on a substantively vacant position shall be in\nexcess of four (4) months.\u003C\u002Fp>\n\n\u003Cp>(c) Any employee who acts for more than six(6) continuous days shall be\nissued with an acting letter\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 15: PROBATION\u003C\u002Fh3>\n\n\u003Cp>Unskilled Workers (Grade I only)\u003C\u002Fp>\n\n\u003Cp>Probation period - 1 Month\u003C\u002Fp>\n\n\u003Cp>Notice required - 1 Week\u003C\u002Fp>\n\n\u003Cp>Skilled Workers (Grade II and above)\u003C\u002Fp>\n\n\u003Cp>Probation period - 3 Months\u003C\u002Fp>\n\n\u003Cp>Notice required - 2 Weeks\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 16: WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>1.An employee who is guilty of an offence other than gross misconduct or\nother lawful cause for dismissal may be given a written warning, which shall be\nentered in the employee’s employment record file and shall remain valid for a\nperiod of twelve months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>2.If within the twelve months’ period, the employee commits a similar or\nany other offence, which does not warrant dismissal, he will be further warned\nin writing and the warning entered in his employment record file and the two\nwarnings shall remain valid for a period of 12 months from the date of the\nsecond warning.\u003C\u002Fp>\n\n\u003Cp>3.If, within this twelve months’ period the employee commits a further\noffence, which does not warrant dismissal, he will be issued with a final\nletter of warning, which makes him liable to SUMMARY DISMISSAL for any other\noffence, which he may commit within the next twelve months.\u003C\u002Fp>\n\n\u003Cp>4.Copies of all warning letters shall be sent to the Chief Shop steward of\nthe Company or to any other person acting as such during his absence and, in\naddition, a copy of the FINAL warning letter shall be sent to the General\nSecretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 17: TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>After the completion of the probationary period, notice of termination of\nemployment may be given by either party to the other in writing in accordance\nwith the length of service of the employee with the employer; thus:-\u003C\u002Fp>\n\n\u003Cp>a) From completion of probationary period to 5 years’ service: 1 month’s\nnotice or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>b) From 5 years but under 10 years’ service: 2months’ notice or pay in\nlieu of notice.\u003C\u002Fp>\n\n\u003Cp>c) From 10 years onwards: 3 months notice or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>d) Provided that an employee who resigns or whose services has been\nterminated by the company shall be paid terminal benefits\u002Fservice gratuity of\n19 days pay for each completed year of service calculated at the rate being\nearned at a such termination but where an employee is covered by an existing\nprovident fund, he should get the benefits most advantageous to him either from\nthe existing provident fund or under this agreement, but NOT both.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NB: Payment in lieu of notice to include house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 18: SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>The company may summarily dismiss an employee if it is satisfied that he has\ncommitted any of the following offences:\u003C\u002Fp>\n\n\u003Cp>a) If without leave or other lawful cause, an employee absents himself from\nwork and that the company is not informed within seven (7) days.\u003C\u002Fp>\n\n\u003Cp>b) Neglecting to perform company duties or performing them carelessly and\nimproperly if it was his duty to do it properly.\u003C\u002Fp>\n\n\u003Cp>c) Sleeping within company premises while on duty.\u003C\u002Fp>\n\n\u003Cp>d) Refusal to perform work assigned or display willful insubordination or\ndisobedience to his Supervisors.\u003C\u002Fp>\n\n\u003Cp>e) Willful or negligent violation of public safety rules.\u003C\u002Fp>\n\n\u003Cp>f) Failure to perform required overtime work without satisfactory\nreasons.\u003C\u002Fp>\n\n\u003Cp>g) Divulging confidential information to any unauthorized person (s)\u003C\u002Fp>\n\n\u003Cp>h) If during working hours, he is found to have drunk spirituous or\nintoxicating liquors or used prohibited drugs to such extent of incapacitating\nhim from properly performing his duties.\u003C\u002Fp>\n\n\u003Cp>i) If proven that he has converted company property into personal use\nwithout approval, fraud or willful damage to company property and being in\nunauthorized possession of company property or property entrusted to the\ncompany by a third party.\u003C\u002Fp>\n\n\u003Cp>j) Failure to account for monies received by him on behalf of the\ncompany.\u003C\u002Fp>\n\n\u003Cp>k) Falsification of company records and willful misrepresentation of\nfacts.\u003C\u002Fp>\n\n\u003Cp>l) Using abusive or insulting language or behaving in a manner insulting to\nhis employer or any person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>m) Engaging in conducts likely to bring the company into disrepute with the\nmembers of the public.\u003C\u002Fp>\n\n\u003Cp>n) Fighting within company premises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Entitlement on Dismissal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employee summarily dismissed will be entitled to his salary, applicable\nallowances, overtime and earned leave if any up to the date of dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>He shall also be paid terminal benefits\u002Fservice gratuity of 18 days pay for\neach completed year of service calculated at the rate being earned at a such\ntermination but Where an employee is covered by an existing provident fund, he\nshould get the benefits most advantageous to him either from the existing\nprovident fund or under this agreement, but NOT both.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 19: REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>1.Redundancy shall mean the loss of employment, occupation, job or career\nthrough no fault of an employee involving termination of employment at the\ninitiative of the employer where the services of the employee are superfluous,\nand includes the practices commonly known as abolition of office, job or\noccupation retrenchment, or any other term giving rise to loss of\nemployment.\u003C\u002Fp>\n\n\u003Cp>2. In the event of Redundancy, the Company undertakes to give the Union the\nreasons for and the extent of the intended Redundancy.\u003C\u002Fp>\n\n\u003Cp>a) If the Union wishes to contest the necessity for such redundancy, it\nshall do so within fifteen days of receipt of the above advice (by meeting the\nCompany).\u003C\u002Fp>\n\n\u003Cp>b) If the Union does not communicate with the Company within the fifteen\ndays referred to in (a) above, the matter may immediately be referred to the\nJoint Industrial Council.\u003C\u002Fp>\n\n\u003Cp>c) If an agreement is reached at the meeting referred to in (b) above or at\nthe Joint Industrial Council Meeting, this agreement, duly signed by both\nparties shall be referred to the Ministry of Labour for the formal approval of\nthe Industrial Court.\u003C\u002Fp>\n\n\u003Cp>d) If no agreement is reached at the Joint Industrial Council, then the\nmatter may be referred to the Minister for Labour as a Trade Dispute with a\nrequest for appropriate action.\u003C\u002Fp>\n\n\u003Cp>3. The principles covering redundancy as set out in the Industrial Relations\nCharter are accepted by both the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>4. If, at a later date the position of the Company should improve to such an\nextent that it wishes to engage staff, then, in considerations for employment,\npreference will be given (within a particular category and trade) to those\nemployees who were previously declared redundant.\u003C\u002Fp>\n\n\u003Cp>5. Should an employment opportunity occur in the particular category and\ntrade of an employee previously declared redundant, but in a lower grade than\nwhich the employee occupied prior to being declared redundant, then he shall\nstill be offered the job but, if he wishes to take the lower grade job he shall\nsignify his voluntary acceptance thereof and shall have no right to his\nprevious grade.\u003C\u002Fp>\n\n\u003Cp>6. When, with the agreement of the Union and\u002For the approval of the\nIndustrial Court, an employee is declared redundant, he shall be paid for\nseverance 16 days and service gratuity 19 days basic wage or salary for each\ncompleted year of service with the Company, having been paid the appropriate\nnotice in accordance with the Clause 17 of this Agreement (Termination of\nService)”. Payment in respect of completed months, over and above completed\nyears, will be calculated on a pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>7. An employee declared redundant will be entitled to 100% of his Basic\nmonthly salary as Baggage Allowance to cover the cost of transporting personal\neffects.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 20: PROTECTIVE GEAR\u003C\u002Fh3>\n\n\u003Cp>FREE PROTECTIVE GEAR INCLUDING SAFETY SHOES AND OTHER MATERIALS SHALL BE\nISSUED BY THE COMPANY ANNUALLY TO ALL MANUAL WORKERS, SUBJECT TO THE\nFOLLOWING:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)The protective gear including shoes and other protective materials shall\nremain the property of the Company.\u003C\u002Fp>\n\n\u003Cp>b)The Company shall have the right to decide whether or not employees are\nrequired to keep the protective gear issued for their use at their place of\nwork.\u003C\u002Fp>\n\n\u003Cp>c)Employees must wear safety gear at all times in their place of work.\u003C\u002Fp>\n\n\u003Cp>d)Other details and rules governing the use and maintenance of Protective\nClothing shall be decided by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 21: MINIMUM AGE\u003C\u002Fh3>\n\n\u003Cp>It is against the company policy to engage persons who have not attained the\nage of eighteen (18) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employees over the age of eighteen (18) years will be paid in accordance\nwith the Clause 1 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 22: RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>1.When employees are retired on reaching the retirement age fixed by the\nCompany or on the grounds of ill health, the following payment will be\nmade:-\u003C\u002Fp>\n\n\u003Cp>a) Under 6 years’ service: 22days basic wage per completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>b) 6 years service or more: 29 days basic wage per completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>2.Optional early retirement may be taken under the same conditions of\npayment as in (1) above, at the age of 50 years or over, provided that three\n(3) months notice of intention to retire is given, and provided that 10\nyears’ continuous service has been attained.\u003C\u002Fp>\n\n\u003Cp>3.On completion of 1 years’ service, a part of any subsequent year in\nexcess of 6 months will count as a completed year of service for the purpose of\ncalculating the above payment.\u003C\u002Fp>\n\n\u003Cp>4.Where an employee is covered by an existing provident fund he should get\nthe benefits most advantageous to him either from the existing provident fund\nor under this agreement, but NOT both.\u003C\u002Fp>\n\n\u003Cp>5. In the case of the death of an employee while in the service of the\nCompany, the Company will pay to the dependent relatives of the deceased the\nsum of the money calculated in accordance with the above clauses and entered on\nhis record of service. The words “dependent relatives” shall have the\nmeaning provided in Section 21 of the National Social Security Fund Act\n1965.\u003C\u002Fp>\n\n\u003Cp>6.The Company is under no obligation to pay retirement benefits to employees\nwho resign (See Industrial Court Case No.17 of 1968 - Interpretation) but the\nCompany is nevertheless entitled to use its discretion in this matter.\u003C\u002Fp>\n\n\u003Cp>7.On retirement, an employee will be entitled to 100% of his Basic monthly\nsalary as Baggage Allowance to cover the cost of transporting personal\neffects.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 23: UNION OFFICIALS\u003C\u002Fh3>\n\n\u003Cp>Without upsetting Management’s prerogative to transfer or terminate the\nservice of employees, the Company is asked to advise the Union, whenever\npossible, when a Union Official is to be transferred or to be declared\nredundant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 24: CHECK-OFF\u003C\u002Fh3>\n\n\u003Cp>1. A new employee shall automatically become a member of the Union. However,\nwhen an employee indicates his wish to revoke his check-off authorization, the\nManagement will provide him with the normal revocation form for his\ncompletion.\u003C\u002Fp>\n\n\u003Cp>2. If any employee declares his wish to revoke his check-off authorization\nin writing then the Management will have to cease deducting Union Dues from the\nend of the following month and inform the union to take up the process of\ngazettement of agency fees. (This is in accordance with the Labour Relations\nAct 2007 section 49(i).\u003C\u002Fp>\n\n\u003Cp>3. If the employee does not complete the form, the deduction of Union Dues\nwill continue.\u003C\u002Fp>\n\n\u003Cp>4. Employees who are not members of the union and are benefiting from the\nCBA negotiations will be deducted agency fees as gazatted by the minister\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 25: CONFLICTING OUTSIDE INTERESTS\u003C\u002Fh3>\n\n\u003Cp>1. Whilst every employee is entitled to use his leisure hours for his own\nbenefit, it must be borne in mind that all employees owe a duty of fidelity to\ntheir respective full-time employers.\u003C\u002Fp>\n\n\u003Cp>2. An employee may not of his own volition during his term of employment\nengage himself for reward in any business with an established customer who has\nnormally dealt with his employer, and shall not at any time do anything for\nreward which might inflict harm on his employer’s business.\u003C\u002Fp>\n\n\u003Cp>3. This duty of fidelity varies with each employee depending on his\nseniority and the confidential position, which he may enjoy with Sameer Africa\nLimited.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 26: SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>When an employee is suspended from duty for any reason, such suspension\nshall be on full pay for up to two months. From then onwards, the suspension\nshall be without pay pending the resolution of the matter. If the employee is\nfound innocent, he shall be paid for the days he was under suspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 27: DISTURBANCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>1. When an employee is transferred from one town to another he shall be paid\nas follows by way of Disturbance Allowance.\u003C\u002Fp>\n\n\u003Cp>With effect from 1.10.2010:- Kshs. 26,000.00\u003C\u002Fp>\n\n\u003Cp>With effect from 1.10.2011:- Kshs. 26,000.00\u003C\u002Fp>\n\n\u003Cp>2. The Disturbance Allowance does not, of course, include the fare or fares\nfor an individual and, if applicable, his family, which must be in addition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 28: ABSENTEEISM\u003C\u002Fh3>\n\n\u003Cp>Any employee who is absent for a total of 7 days in any one calendar year,\nwithout permission, will be deemed to have left his employment and will not be\nallowed to return to his workplace unless he produces satisfactory evidence\nthat such absence was warranted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 29: CASUAL EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>1. Casual employment shall be undertaken for a period not exceeding ninety\nconsecutive or intermittent days in any one-year. Should an excess period be\nnecessary it shall be agreed in writing between the employer and the local\nUnion, confirmed by the General Secretary.\u003C\u002Fp>\n\n\u003Cp>2. In accordance with the Employment Act, a casual employee shall be paid at\nthe end of each working day. The rate of pay shall be calculated on the basic\nwages negotiated between the Company and the Union for the job grade being\ncontracted.\u003C\u002Fp>\n\n\u003Cp>However, the employee may opt to arrange for weekly fortnightly or monthly\npayments provided such arrangement is agreed to and signed by both parties.\u003C\u002Fp>\n\n\u003Cp>Overtime payment where necessary shall be in accordance with the overtime\nclause 4 in this Agreement.\u003C\u002Fp>\n\n\u003Cp>3. Suitable Protective Clothing and\u002For equipment applicable to the job shall\nbe provided to the employee but shall remain the property of the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 30: GROUP PERSONAL ACCIDENT INSURANCE\u003C\u002Fh3>\n\n\u003Cp>The Company will provide twenty-four hour Group Personal Accident Insurance\nCover for all Unioniseable employees commencing March 1, 1993.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>CLAUSE 31: DEATH OF AN EMPLOYEE\u002FSPOUSE\u003C\u002Fh3>\n\n\u003Cp>a)In the event of death of an employee, the company shall provide a coffin,\ntransport and pay mortuary fees in addition to paying Kshs. 20,000\u002F= towards\nburial expenses.\u003C\u002Fp>\n\n\u003Cp>b)In the event of death of a registered spouse, the company shall provide\nKshs. 25,000\u002F= towards burial expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 32-NEW CLAUSE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-commutingallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>TRANSPORT\u002FCOMMUTER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The company shall provide transport within company routes to employees to\nand from their residence to work within the headquarters during odd hours and a\ncommuter allowance of Kshs 4,000 per month\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 33: EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall become effective from 1st October, 2010 and shall\nremain in force for 24 months from the date and thereafter shall continue to be\nin force until amended by mutual agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AND SIGNED THIS ------------- DAY OF-------------- 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF SAMEER AFRICA LIMITED:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.............................................\u003C\u002Fp>\n\n\u003Cp>MICHAEL M. KARANJA,\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.............................................\n………………………………………\u003C\u002Fp>\n\n\u003Cp>SAMWEL H. KANDIE, JOHN KABARE\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER,E.R & SERVICES GENERAL MANUFACTURING\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF AMALGAMATED UNION OF KENYA METAL WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.............................................\u003C\u002Fp>\n\n\u003Cp>MAERO TINDI,\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>.............................................\u003C\u002Fp>\n\n\u003Cp>NIXON OWION,\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “A”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>JOB CLASSIFICATION\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>Evaluation Points\u003C\u002Ftd>\n      \u003Ctd>No. Jobs\u003C\u002Ftd>\n      \u003Ctd>Job Title\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG1\u003C\u002Ftd>\n      \u003Ctd>200 - 234\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>(a) Tea Server\n\n        \u003Cp>(b) Janitor\u003C\u002Fp>\n\n        \u003Cp>(c) General Labourer\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG2\u003C\u002Ftd>\n      \u003Ctd>235 -274\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>(a)Tube Valveman\n\n        \u003Cp>(b)Tuberoom Serviceman\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG3\u003C\u002Ftd>\n      \u003Ctd>275 -309\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>(a)Stock Cutting Serviceman\n\n        \u003Cp>(b)Liner Roller\u003C\u002Fp>\n\n        \u003Cp>(c)Bias Cutter Splicer\u003C\u002Fp>\n\n        \u003Cp>(d)Component Pre-Assembler\u003C\u002Fp>\n\n        \u003Cp>(e)Steelastic Serviceman\u003C\u002Fp>\n\n        \u003Cp>(f)Waste Controller\u003C\u002Fp>\n\n        \u003Cp>(g)Bias Cutter Helper\u003C\u002Fp>\n\n        \u003Cp>(h)Bead Builder\u003C\u002Fp>\n\n        \u003Cp>(i)Green Tire Inspector\u003C\u002Fp>\n\n        \u003Cp>(j)Laboratory Attendant\u003C\u002Fp>\n\n        \u003Cp>(k)Wire winder Operator\u003C\u002Fp>\n\n        \u003Cp>(l)Receiving Attendant\u003C\u002Fp>\n\n        \u003Cp>(m)Calendar serviceman\u003C\u002Fp>\n\n        \u003Cp>(n)RRO Operator\u003C\u002Fp>\n\n        \u003Cp>(o)Dynamic balance operator\u003C\u002Fp>\n\n        \u003Cp>(p)Hoffman balance operator\u003C\u002Fp>\n\n        \u003Cp>(q)Painter\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG4\u003C\u002Ftd>\n      \u003Ctd>310 -339\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>(a)Tread Tube Booker\n\n        \u003Cp>(b)Tube Splicer\u003C\u002Fp>\n\n        \u003Cp>(c)Tire Trucker\u003C\u002Fp>\n\n        \u003Cp>(d)Band Builder\u003C\u002Fp>\n\n        \u003Cp>(e)Tireroom Serviceman\u003C\u002Fp>\n\n        \u003Cp>(f)Warehouseman\u003C\u002Fp>\n\n        \u003Cp>(g)Steelastic Helper\u003C\u002Fp>\n\n        \u003Cp>(h)Tube Inspector\u003C\u002Fp>\n\n        \u003Cp>(i)Flap Cureman\u003C\u002Fp>\n\n        \u003Cp>(j)Squeegee calendar operator\u003C\u002Fp>\n\n        \u003Cp>(k)Tube Tuber Booker\u003C\u002Fp>\n\n        \u003Cp>(a)Tire Repairman\u003C\u002Fp>\n\n        \u003Cp>(b)Calendar Helper\u003C\u002Fp>\n\n        \u003Cp>(c)Wigwag Attendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG5\u003C\u002Ftd>\n      \u003Ctd>340 -374\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>(a)Rubber Compounder\n\n        \u003Cp>(b)Security Inspector\u003C\u002Fp>\n\n        \u003Cp>(c)Tube Tuber Helper\u003C\u002Fp>\n\n        \u003Cp>(d)Cushion Man\u003C\u002Fp>\n\n        \u003Cp>(e)Ban bury Helper\u003C\u002Fp>\n\n        \u003Cp>(f)Booker In-Charge\u003C\u002Fp>\n\n        \u003Cp>(g)Crew Leader\u003C\u002Fp>\n\n        \u003Cp>(h)Tube Tuber Mill man\u003C\u002Fp>\n\n        \u003Cp>(i)Driver\u003C\u002Fp>\n\n        \u003Cp>(j)Tube Cure man\u003C\u002Fp>\n\n        \u003Cp>(k)Calendar Mill man\u003C\u002Fp>\n\n        \u003Cp>(l)Tread Tuber Mill man\u003C\u002Fp>\n\n        \u003Cp>(m)Tire Service Attendant\u003C\u002Fp>\n\n        \u003Cp>(n)Calendar Wind-up Man\u003C\u002Fp>\n\n        \u003Cp>(o)Tube Skiver\u003C\u002Fp>\n\n        \u003Cp>(p)High Angle Operator\u003C\u002Fp>\n\n        \u003Cp>(q)New slitter Operator\u003C\u002Fp>\n\n        \u003Cp>(r)Tire Final Inspector\u003C\u002Fp>\n\n        \u003Cp>(s)Tube Repairman\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG6\u003C\u002Ftd>\n      \u003Ctd>375 -409\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>a)Forklift Truck Operator\n\n        \u003Cp>b)Steelastic Operator\u003C\u002Fp>\n\n        \u003Cp>c)Tube Tuber Operator\u003C\u002Fp>\n\n        \u003Cp>d)Die Maker\u003C\u002Fp>\n\n        \u003Cp>e)Carpenter\u003C\u002Fp>\n\n        \u003Cp>f)Pigment Compounder\u003C\u002Fp>\n\n        \u003Cp>g)Ban bury Mill man\u003C\u002Fp>\n\n        \u003Cp>h)Tire Builder-PSR 1st Stage\u003C\u002Fp>\n\n        \u003Cp>i)Tire Builder-PSR 2nd Stage\u003C\u002Fp>\n\n        \u003Cp>j)Tire Builder-TBR 2nd Stage\u003C\u002Fp>\n\n        \u003Cp>k)Tire Builder-L.T Bias\u003C\u002Fp>\n\n        \u003Cp>l)Tire Builder-L.D Bias\u003C\u002Fp>\n\n        \u003Cp>m)Tire Builder -TBR 1st stage\u003C\u002Fp>\n\n        \u003Cp>n)Tire Builder Rear Tractor\u003C\u002Fp>\n\n        \u003Cp>o)Bias Cutter Operator\u003C\u002Fp>\n\n        \u003Cp>p)Cement Compounder\u003C\u002Fp>\n\n        \u003Cp>q)X-Ray Operator\u002F 2nd tire inspector\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG7\u003C\u002Ftd>\n      \u003Ctd>410 -449\u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>(a)Tread Tuber Operator\n\n        \u003Cp>(b)Motor Vehicle Mechanic 11\u003C\u002Fp>\n\n        \u003Cp>(c)Calender Operator\u003C\u002Fp>\n\n        \u003Cp>(d)Ban bury Operator\u003C\u002Fp>\n\n        \u003Cp>(e)Pipe Fitter\u003C\u002Fp>\n\n        \u003Cp>(f)Senior Driver\u003C\u002Fp>\n\n        \u003Cp>(g)Mechanist\u003C\u002Fp>\n\n        \u003Cp>(h)Motor Vehicle Electrician\u003C\u002Fp>\n\n        \u003Cp>(i)Tire Cure man\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>UG8\u003C\u002Ftd>\n      \u003Ctd>450 -Over\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>(a)Welder\n\n        \u003Cp>(b)Motor Vehicle Mechanic 1\u003C\u002Fp>\n\n        \u003Cp>(c)Maintenance Mechanic\u003C\u002Fp>\n\n        \u003Cp>(d)Boiler Operator\u003C\u002Fp>\n\n        \u003Cp>(e)Mold Changer\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “E”\u003C\u002Fp>\n\n\u003Cp>45 HOUR WEEK\u003C\u002Fp>\n\n\u003Cp>1. The 45 hours week includes a compensation factor in the hourly rate for\nthe 1-hour excess of 44 hours statutory requirement, at 1.5 times the normal\nrate.\u003C\u002Fp>\n\n\u003Cp>2. Computation of Compensation factor:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>One week pay at current rate with compensation, RC\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>P = 45 hours*Rc\u003C\u002Fp>\n\n\u003Cp>= 45Rc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>One Week pay at current rate without compensation, Rn\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>P = 44*Rn + 1.0Rn*1.5\u003C\u002Fp>\n\n\u003Cp>= 44Rn + 1.5 Rn\u003C\u002Fp>\n\n\u003Cp>= 45.5 Rn.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the two pays to be same,\u003C\u002Fp>\n\n\u003Cp>45Rc = 45.5Rn\u003C\u002Fp>\n\n\u003Cp>Rc\u002FRn = 45.5\u002F45\u003C\u002Fp>\n\n\u003Cp>= 1.0111\u003C\u002Fp>\n\n\u003Cp>i.e., the hourly rate has been increased by a factor of 1.0111 or 1.11% to\ncompensate for the extra 1 hour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Example:\u003C\u002Fp>\n\n\u003Cp>(a) Current hourly rate for UG grade 1 is Kshs. 116.10\u003C\u002Fp>\n\n\u003Cp>(b) Current hourly rate without compensation is Kshs. 116.10 less 1.11%,\ni.e.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>116.10 - (116.10 *1.11\u002F100)\u003C\u002Fp>\n\n\u003Cp>116.10 - 1.29 = Kshs 114.81\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) For an average of 195 hours the calculation is as\u003C\u002Fp>\n\n\u003Cp>Follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.Pay at current rate = Kshs 195*116.10\u003C\u002Fp>\n\n\u003Cp>= Kshs. 22,639.50\u003C\u002Fp>\n\n\u003Cp>ii. Pay calculation with compensation factor;\u003C\u002Fp>\n\n\u003Cp>195 hours = 190.67straight + 4.33 overtime hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Current pay = Kshs (190.67 * 114.81 + (4.33 * 114.81* 1.5)\u003C\u002Fp>\n\n\u003Cp>= Kshs 22,137.80 + 1,079.80\u003C\u002Fp>\n\n\u003Cp>= Kshs 22,636.51\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BOTH PAYS ARE BASICALLY THE SAME\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fagreement-between-sameer-africa-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fagreement-between-sameer-africa-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            \n            \n            ",{"hourspday_select":44,"lowwageamount":48,"contracttrialperiod":52,"maxsicknesspay":56,"overtimeallowanceperc1_general":60,"dayspweek":64,"hourspweek_select":68,"hourspday":70,"funeralpay":72,"MEALALL_trigger":76,"pensionfund":80,"paidmaternityleaveduration":84,"maternityotherclause":88,"maxsicknesspayperc":92,"jobclassifaction1":94,"mealvouchersamount":98,"commutingallowancetype":100,"OVERTIME_trigger":104,"holidaysdays":107,"maxsicknesspaytype":111,"healthcareaccess":113,"jobwagegroups":117,"healthinsurance":121,"COMMUTE_trigger":123,"SUNDAY_trigger":125,"ANNLEAVE_trigger":127,"sundayallowancetype":131,"healthandsafetypolicy":133,"mealvoucherstype1":137,"commutingallowancetype1":139,"hourspweek":141,"schedulesrestpw":143,"commutingallowanceamount1":147,"dayspweek_select":149,"annleaveallowancetype":151,"paidmaternityleaveall":153,"SCHEDULE_trigger":155,"contracttrial":157,"paidpaternityleave":159,"sicknesspay":163,"sicknessmaxdaysnr":165,"overtimeallowancetype_general":169,"healthcareaccessrelatives":171,"LOWWAGE_trigger":173,"annleaveallowanceamount1":175,"sundayallowanceperc1":177,"healthinsurancerelatives":179,"contractseverancepay1":181,"bankholidays1":185,"overtimeallowancetypeperiod":189,"sicknessmaxdays":191,"paidmaternityleave":193,"WAGES_trigger":195,"contractseverancepay":199,"PAIDLEAV_trigger":201,"paidpaternityleaveduration":203,"jobsecuritymothers":205},{"bindId":45,"name":46,"text":47},"hourspday_select","CLAUSE 3: WORKING HOURS a) Shift workers","CLAUSE 3: WORKING HOURS\n\na) Shift workers - 45 hours per week\n\nb) Security Staff - 45 hours per week\n\nThe 45-hour week is the subject of Union\u002FCompany Agreement, and is\ncompensated for by a 1.11% factor being included in the hourly rate. (Refer to\nAPPENDIX E)\n\nc) Clerical Staff - 44 hours per week\n\nd) The working hours shall be spread over six days in a week. The normal\nshift is 7.5 hours per day.\n\ne) The factory shall operate on a three-shift - four-crew system.\n\nf) Employees covered by 4crew 3shift system who have worked over and above\n165hours in a month are assured payment of 195hours for that month.",{"bindId":49,"name":50,"text":51},"lowwageamount"," GRADE MONTHLY MINIMUM BASIC HOURLY WAGE","\n      GRADE\n      MONTHLY MINIMUM\n      BASIC HOURLY WAGE RATE\n    \n    \n      Effective October 1, 2010\n      Effective October 1, 2011\n      Effective October 1, 2010\n      Effective October 1, 2011\n    \n    \n      UG1\n      25,163\n      26,925\n      134.20\n      143.60\n    \n    \n      UG2\n      25,913\n      27,722\n      138.20\n      147.85\n    \n    \n      UG3\n      27,169\n      29,081\n      144.90\n      155.10\n    \n    \n      UG4\n      29,972\n      31,266\n      159.85\n      166.75\n    \n    \n      UG5\n      31,594\n      33,806\n      168.50\n      180.30\n    \n    \n      UG6\n      34,631\n      37,059\n      184.70\n      197.65\n    \n    \n      UG7\n      36,938\n      39,525\n      197.00\n      210.80\n    \n    \n      UG8\n      38,991\n      41,719\n      207.95\n      222.50",{"bindId":53,"name":54,"text":55},"contracttrialperiod","CLAUSE 15: PROBATION Unskilled Workers (","CLAUSE 15: PROBATION\n\nUnskilled Workers (Grade I only)\n\nProbation period - 1 Month\n\nNotice required - 1 Week\n\nSkilled Workers (Grade II and above)\n\nProbation period - 3 Months\n\nNotice required - 2 Weeks",{"bindId":57,"name":58,"text":59},"maxsicknesspay","CLAUSE 10: SICK LEAVE 1 (a) In the event","CLAUSE 10: SICK LEAVE\n\n1 (a) In the event of illness, the period during which the payment of sick\nleave is obligatory, during any one calendar year is 3 months full pay followed\nby 3 months half pay.\n\n(b) In appropriate cases, the period indicated above MAY be extended by\nManagement up to a maximum of 4 months on full pay on production by the\nemployee of a certificate, covering his continued unfitness for duty, signed by\nan approved registered medical practitioner.\n\n\n\nPROVIDED THAT:\n\n\n\n1. i) The employee has completed the appropriate probationary Period.\n\nii) The employee produces a medical certificate, authorizing such sick\nleave, signed by an approved registered medical practitioner.\n\n2. Sick leave may not be accumulated from year to year.\n\n3. No person shall be eligible for sick pay in respect of any incapacity due\nto gross neglect\n\non his own part.\n\n4. An employee who is injured while on duty and who becomes incapacitated as\na result of such injury will be on full pay until certified fit to resume duty,\nup to a maximum of six months.\n\n5.In event an employee is unfit to resume, duty after exhaustion of the sick\nleave the Company shall seek the opinion of its doctor on his health status.\nUpon recommendation by the doctor on the employees' ability to resume duty, the\ncompany shall proceed to retire the employee on medical grounds. Should the\nemployee dispute the company doctors opinion, he may seek second opinion from\nown doctor. If report from own doctor contradicts report of company doctor, the\ncompany shall apply to the Director of Medical Services for the setting up of a\nMedical Board and the decision of the Medical Board shall be binding to both\nparties.",{"bindId":61,"name":62,"text":63},"overtimeallowanceperc1_general","1.The overtime rates are:- Normal weekly","1.The overtime rates are:-\n\nNormal weekly hours: Time worked X (1.5) basic hourly rate\n\nEmployees’ Rest day (Weekly off) and Public Holidays: Time worked X (2)\nbasic hourly rate.",{"bindId":65,"name":66,"text":67},"dayspweek","a) Shift workers - 45 hours per week b) ","a) Shift workers - 45 hours per week\n\nb) Security Staff - 45 hours per week\n\nThe 45-hour week is the subject of Union\u002FCompany Agreement, and is\ncompensated for by a 1.11% factor being included in the hourly rate. (Refer to\nAPPENDIX E)\n\nc) Clerical Staff - 44 hours per week\n\nd) The working hours shall be spread over six days in a week. The normal\nshift is 7.5 hours per day.\n\ne) The factory shall operate on a three-shift - four-crew system.\n\nf) Employees covered by 4crew 3shift system who have worked over and above\n165hours in a month are assured payment of 195hours for that month.",{"bindId":69,"name":66,"text":67},"hourspweek_select",{"bindId":71,"name":46,"text":47},"hourspday",{"bindId":73,"name":74,"text":75},"funeralpay","CLAUSE 31: DEATH OF AN EMPLOYEE\u002FSPOUSE a","CLAUSE 31: DEATH OF AN EMPLOYEE\u002FSPOUSE\n\na)In the event of death of an employee, the company shall provide a coffin,\ntransport and pay mortuary fees in addition to paying Kshs. 20,000\u002F= towards\nburial expenses.\n\nb)In the event of death of a registered spouse, the company shall provide\nKshs. 25,000\u002F= towards burial expenses.",{"bindId":77,"name":78,"text":79},"MEALALL_trigger","When an employee is required to proceed ","When an employee is required to proceed on duty away from his normal place\nof work, and such absence involves the purchase of meals away from home, he\nshall be entitled to Safari Subsistence Allowance at the rates shown below:\n\n\n\nMeals\n\nBreakfast: Kshs.180.00\n\nLunch:Kshs.280.00\n\nSupper:Kshs.295.00\n\nTotal: Kshs.755.00\n\n\n\nShould the absence necessitate a night stop away from his place of\nresidence, then the employee shall, in addition to the above, be entitled to\nnight-stop allowance of Kshs.1, 150.00.",{"bindId":81,"name":82,"text":83},"pensionfund","CLAUSE 22: RETIREMENT 1.When employees a","CLAUSE 22: RETIREMENT\n\n1.When employees are retired on reaching the retirement age fixed by the\nCompany or on the grounds of ill health, the following payment will be\nmade:-\n\na) Under 6 years’ service: 22days basic wage per completed year of\nservice.\n\nb) 6 years service or more: 29 days basic wage per completed year of\nservice.\n\n2.Optional early retirement may be taken under the same conditions of\npayment as in (1) above, at the age of 50 years or over, provided that three\n(3) months notice of intention to retire is given, and provided that 10\nyears’ continuous service has been attained.\n\n3.On completion of 1 years’ service, a part of any subsequent year in\nexcess of 6 months will count as a completed year of service for the purpose of\ncalculating the above payment.\n\n4.Where an employee is covered by an existing provident fund he should get\nthe benefits most advantageous to him either from the existing provident fund\nor under this agreement, but NOT both.\n\n5. In the case of the death of an employee while in the service of the\nCompany, the Company will pay to the dependent relatives of the deceased the\nsum of the money calculated in accordance with the above clauses and entered on\nhis record of service. The words “dependent relatives” shall have the\nmeaning provided in Section 21 of the National Social Security Fund Act\n1965.\n\n6.The Company is under no obligation to pay retirement benefits to employees\nwho resign (See Industrial Court Case No.17 of 1968 - Interpretation) but the\nCompany is nevertheless entitled to use its discretion in this matter.\n\n7.On retirement, an employee will be entitled to 100% of his Basic monthly\nsalary as Baggage Allowance to cover the cost of transporting personal\neffects.",{"bindId":85,"name":86,"text":87},"paidmaternityleaveduration","CLAUSE 12: MATERNITY\u002FPATERNITY LEAVE a.M","CLAUSE 12: MATERNITY\u002FPATERNITY LEAVE\n\na.Maternity leave for female employees shall be three (3) months with full\npay.\n\nb.Paternity leave for male employees shall be two (2) weeks with full pay if\nthe employee provides approved documentary evidence to the Industrial Relations\nOffice.\n\nSuch employees proceeding on their maternity\u002FPaternity leave shall be\nentitled to leave traveling allowance as provided for in Clause 6 of this\nAgreement.",{"bindId":89,"name":90,"text":91},"maternityotherclause","Such employees proceeding on their mater","Such employees proceeding on their maternity\u002FPaternity leave shall be\nentitled to leave traveling allowance as provided for in Clause 6 of this\nAgreement.",{"bindId":93,"name":58,"text":59},"maxsicknesspayperc",{"bindId":95,"name":96,"text":97},"jobclassifaction1","JOB CLASSIFICATION GRADE Evaluation Poin","JOB CLASSIFICATION\n\n\n  \n  \n  \n  \n  \n  \n    \n      GRADE\n      Evaluation Points\n      No. Jobs\n      Job Title\n    \n    \n      UG1\n      200 - 234\n      3\n      (a) Tea Server\n\n        (b) Janitor\n\n        (c) General Labourer\n      \n    \n    \n      UG2\n      235 -274\n      2\n      (a)Tube Valveman\n\n        (b)Tuberoom Serviceman\n      \n    \n    \n      UG3\n      275 -309\n      17\n      (a)Stock Cutting Serviceman\n\n        (b)Liner Roller\n\n        (c)Bias Cutter Splicer\n\n        (d)Component Pre-Assembler\n\n        (e)Steelastic Serviceman\n\n        (f)Waste Controller\n\n        (g)Bias Cutter Helper\n\n        (h)Bead Builder\n\n        (i)Green Tire Inspector\n\n        (j)Laboratory Attendant\n\n        (k)Wire winder Operator\n\n        (l)Receiving Attendant\n\n        (m)Calendar serviceman\n\n        (n)RRO Operator\n\n        (o)Dynamic balance operator\n\n        (p)Hoffman balance operator\n\n        (q)Painter\n      \n    \n    \n      UG4\n      310 -339\n      14\n      (a)Tread Tube Booker\n\n        (b)Tube Splicer\n\n        (c)Tire Trucker\n\n        (d)Band Builder\n\n        (e)Tireroom Serviceman\n\n        (f)Warehouseman\n\n        (g)Steelastic Helper\n\n        (h)Tube Inspector\n\n        (i)Flap Cureman\n\n        (j)Squeegee calendar operator\n\n        (k)Tube Tuber Booker\n\n        (a)Tire Repairman\n\n        (b)Calendar Helper\n\n        (c)Wigwag Attendant\n      \n    \n    \n      UG5\n      340 -374\n      19\n      (a)Rubber Compounder\n\n        (b)Security Inspector\n\n        (c)Tube Tuber Helper\n\n        (d)Cushion Man\n\n        (e)Ban bury Helper\n\n        (f)Booker In-Charge\n\n        (g)Crew Leader\n\n        (h)Tube Tuber Mill man\n\n        (i)Driver\n\n        (j)Tube Cure man\n\n        (k)Calendar Mill man\n\n        (l)Tread Tuber Mill man\n\n        (m)Tire Service Attendant\n\n        (n)Calendar Wind-up Man\n\n        (o)Tube Skiver\n\n        (p)High Angle Operator\n\n        (q)New slitter Operator\n\n        (r)Tire Final Inspector\n\n        (s)Tube Repairman\n      \n    \n    \n      UG6\n      375 -409\n      17\n      a)Forklift Truck Operator\n\n        b)Steelastic Operator\n\n        c)Tube Tuber Operator\n\n        d)Die Maker\n\n        e)Carpenter\n\n        f)Pigment Compounder\n\n        g)Ban bury Mill man\n\n        h)Tire Builder-PSR 1st Stage\n\n        i)Tire Builder-PSR 2nd Stage\n\n        j)Tire Builder-TBR 2nd Stage\n\n        k)Tire Builder-L.T Bias\n\n        l)Tire Builder-L.D Bias\n\n        m)Tire Builder -TBR 1st stage\n\n        n)Tire Builder Rear Tractor\n\n        o)Bias Cutter Operator\n\n        p)Cement Compounder\n\n        q)X-Ray Operator\u002F 2nd tire inspector\n      \n    \n    \n      UG7\n      410 -449\n      9\n      (a)Tread Tuber Operator\n\n        (b)Motor Vehicle Mechanic 11\n\n        (c)Calender Operator\n\n        (d)Ban bury Operator\n\n        (e)Pipe Fitter\n\n        (f)Senior Driver\n\n        (g)Mechanist\n\n        (h)Motor Vehicle Electrician\n\n        (i)Tire Cure man\n      \n    \n    \n      UG8\n      450 -Over\n      5\n      (a)Welder\n\n        (b)Motor Vehicle Mechanic 1\n\n        (c)Maintenance Mechanic\n\n        (d)Boiler Operator\n\n        (e)Mold Changer",{"bindId":99,"name":78,"text":79},"mealvouchersamount",{"bindId":101,"name":102,"text":103},"commutingallowancetype","TRANSPORT\u002FCOMMUTER ALLOWANCE The company","TRANSPORT\u002FCOMMUTER ALLOWANCE\n\nThe company shall provide transport within company routes to employees to\nand from their residence to work within the headquarters during odd hours and a\ncommuter allowance of Kshs 4,000 per month",{"bindId":105,"name":62,"text":106},"OVERTIME_trigger","1.The overtime rates are:-\n\nNormal weekly hours: Time worked X (1.5) basic hourly rate\n\nEmployees’ Rest day (Weekly off) and Public Holidays: Time worked X (2)\nbasic hourly rate.\n\n2.Overtime payments will be calculated on daily basis when number of hours\nworked in a day exceeds 7.5.",{"bindId":108,"name":109,"text":110},"holidaysdays","CLAUSE 6: ANNUAL LEAVE 1. A minimum 23 w","CLAUSE 6: ANNUAL LEAVE\n\n1. A minimum 23 working days’ leave, excluding Public Holidays, will be\ngranted on full pay, for each period of 12 months’ consecutive service\nPROVIDED THAT:\n\na) those workers who have completed more than 5 years of service shall be\ngranted 25 working days annual leave exclusive of Public Holidays\u002Frest days,\nand\n\nb) those workers who have completed more than 10 years of service shall be\ngranted 28 working days exclusive of Public Holidays\u002Frest days\n\nc) those workers who have completed more than 15 years of service will be\ngranted 28 working days exclusive of Public Holidays\u002Frest days.\n\n2.An additional four days unpaid leave in respect of traveling time may be\ngranted.\n\n3.The full leave period must be taken at one time, except that the employer\nhas the right, on compassionate grounds only and at his own discretion, to\nallow otherwise.\n\n4. After 9 month’s consecutive service, the employee shall be entitled to\nthe full period of annual leave.",{"bindId":112,"name":58,"text":59},"maxsicknesspaytype",{"bindId":114,"name":115,"text":116},"healthcareaccess","CLAUSE 11: MEDICAL ATTENTION A. 1. Emplo","CLAUSE 11: MEDICAL ATTENTION\n\nA. 1. Employees are entitled to treatment at the Company Medical Clinic.\n\n2. Should medical attention beyond the scope of the Company Clinic be\nnecessary, the Clinic may refer an employee to a medical practitioner or\ninstitution nominated by the Company. Prescribed treatment may include hospital\nadmission.\n\n3. The employee will pay 10%, and the Company will pay 90% of the treatment\ncharges remaining after the NHIF benefit has been deducted, up to a Company\nliability ceiling of Kshs. 55,000 in any one calendar year. The 10% employee\ncontribution will be recovered from the employee’s pay in three equal monthly\ninstallments.\n\n4. In the case of an employee who is not hospitalized, but needs to buy\ndrugs, the Company will reimburse the employee 90% of the cost of drugs\npurchased by him or her, only to prescriptions issued by the said nominated\npractitioners or institutions, and only for instances referred by the Company\nClinic.\n\n5. Only in the case of genuine emergency, and only when prior reporting to\nthe Company Clinic is not practicable, will payment be made by the Company for\ntreatment obtained by an employee from a practitioner or institution other than\nas specified above. The Company reserves the right to refuse payment in such\ninstances.\n\n\n\nB. DEPENDANTS\n\nEmployees may utilize up to the maximum of the entitlement mentioned in A(3)\nabove in respect of registered dependants. 50% of this amount may be utilized\nby the dependants on outpatient treatment at company-approved institutions. The\nmeaning of dependant in this context refers to one designated spouse and four\ndesignated children less than 18 years of age. Other details and rules\ngoverning this aspect of the medical program shall be issued to each employee\nby the Company.",{"bindId":118,"name":119,"text":120},"jobwagegroups","GRADE MONTHLY MINIMUM BASIC HOURLY WAGE ","GRADE\n      MONTHLY MINIMUM\n      BASIC HOURLY WAGE RATE\n    \n    \n      Effective October 1, 2010\n      Effective October 1, 2011\n      Effective October 1, 2010\n      Effective October 1, 2011\n    \n    \n      UG1\n      25,163\n      26,925\n      134.20\n      143.60\n    \n    \n      UG2\n      25,913\n      27,722\n      138.20\n      147.85\n    \n    \n      UG3\n      27,169\n      29,081\n      144.90\n      155.10\n    \n    \n      UG4\n      29,972\n      31,266\n      159.85\n      166.75\n    \n    \n      UG5\n      31,594\n      33,806\n      168.50\n      180.30\n    \n    \n      UG6\n      34,631\n      37,059\n      184.70\n      197.65\n    \n    \n      UG7\n      36,938\n      39,525\n      197.00\n      210.80\n    \n    \n      UG8\n      38,991\n      41,719\n      207.95\n      222.50",{"bindId":122,"name":115,"text":116},"healthinsurance",{"bindId":124,"name":102,"text":103},"COMMUTE_trigger",{"bindId":126,"name":62,"text":106},"SUNDAY_trigger",{"bindId":128,"name":129,"text":130},"ANNLEAVE_trigger","10. Leave Traveling Allowance All Unioni","10. Leave Traveling Allowance\n\n\n\nAll Unioniseable employees are to be paid leave traveling allowance when\nthey proceed on their annual leave. The leave traveling allowance payable will\nbe 2% of annual basic wage:-\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      GRADE\n      UG1\n      UG2\n      UG3\n      UG4\n      UG5\n      UG6\n      UG7\n      UG8\n    \n    \n      Effective October 1, 2010\n      6,280.60 \n      6,467.75\n      6,781.30 \n      7,481 \n      7,885.80 \n      8,643.95 \n      9,196.60 \n      9,732.10\n\n        \n      \n    \n    \n      Effective October 1, 2011\n      6,720.50 \n      6,919.40 \n      7,258.70 \n      7,803.90 \n      8,430.10 \n      9,250.00 \n      9,865.45 \n      10,401.30",{"bindId":132,"name":62,"text":106},"sundayallowancetype",{"bindId":134,"name":135,"text":136},"healthandsafetypolicy","CLAUSE 20: PROTECTIVE GEAR FREE PROTECTI","CLAUSE 20: PROTECTIVE GEAR\n\nFREE PROTECTIVE GEAR INCLUDING SAFETY SHOES AND OTHER MATERIALS SHALL BE\nISSUED BY THE COMPANY ANNUALLY TO ALL MANUAL WORKERS, SUBJECT TO THE\nFOLLOWING:\n\n\n\na)The protective gear including shoes and other protective materials shall\nremain the property of the Company.\n\nb)The Company shall have the right to decide whether or not employees are\nrequired to keep the protective gear issued for their use at their place of\nwork.\n\nc)Employees must wear safety gear at all times in their place of work.\n\nd)Other details and rules governing the use and maintenance of Protective\nClothing shall be decided by the Company.",{"bindId":138,"name":78,"text":79},"mealvoucherstype1",{"bindId":140,"name":102,"text":103},"commutingallowancetype1",{"bindId":142,"name":66,"text":67},"hourspweek",{"bindId":144,"name":145,"text":146},"schedulesrestpw","3.Employees who will be working on 3crew","3.Employees who will be working on 3crew 3shift system shall be paid\novertime at twice the normal rate whenever they are required for work on\nSundays and gazetted Public Holidays.",{"bindId":148,"name":102,"text":103},"commutingallowanceamount1",{"bindId":150,"name":66,"text":67},"dayspweek_select",{"bindId":152,"name":129,"text":130},"annleaveallowancetype",{"bindId":154,"name":86,"text":87},"paidmaternityleaveall",{"bindId":156,"name":145,"text":146},"SCHEDULE_trigger",{"bindId":158,"name":54,"text":55},"contracttrial",{"bindId":160,"name":161,"text":162},"paidpaternityleave","b.Paternity leave for male employees sha","b.Paternity leave for male employees shall be two (2) weeks with full pay if\nthe employee provides approved documentary evidence to the Industrial Relations\nOffice.",{"bindId":164,"name":58,"text":59},"sicknesspay",{"bindId":166,"name":167,"text":168},"sicknessmaxdaysnr","1 (a) In the event of illness, the perio","1 (a) In the event of illness, the period during which the payment of sick\nleave is obligatory, during any one calendar year is 3 months full pay followed\nby 3 months half pay.",{"bindId":170,"name":62,"text":106},"overtimeallowancetype_general",{"bindId":172,"name":115,"text":116},"healthcareaccessrelatives",{"bindId":174,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":176,"name":129,"text":130},"annleaveallowanceamount1",{"bindId":178,"name":62,"text":106},"sundayallowanceperc1",{"bindId":180,"name":115,"text":116},"healthinsurancerelatives",{"bindId":182,"name":183,"text":184},"contractseverancepay1","CLAUSE 19: REDUNDANCY 1.Redundancy shall","CLAUSE 19: REDUNDANCY\n\n1.Redundancy shall mean the loss of employment, occupation, job or career\nthrough no fault of an employee involving termination of employment at the\ninitiative of the employer where the services of the employee are superfluous,\nand includes the practices commonly known as abolition of office, job or\noccupation retrenchment, or any other term giving rise to loss of\nemployment.\n\n2. In the event of Redundancy, the Company undertakes to give the Union the\nreasons for and the extent of the intended Redundancy.\n\na) If the Union wishes to contest the necessity for such redundancy, it\nshall do so within fifteen days of receipt of the above advice (by meeting the\nCompany).\n\nb) If the Union does not communicate with the Company within the fifteen\ndays referred to in (a) above, the matter may immediately be referred to the\nJoint Industrial Council.\n\nc) If an agreement is reached at the meeting referred to in (b) above or at\nthe Joint Industrial Council Meeting, this agreement, duly signed by both\nparties shall be referred to the Ministry of Labour for the formal approval of\nthe Industrial Court.\n\nd) If no agreement is reached at the Joint Industrial Council, then the\nmatter may be referred to the Minister for Labour as a Trade Dispute with a\nrequest for appropriate action.\n\n3. The principles covering redundancy as set out in the Industrial Relations\nCharter are accepted by both the Company and the Union.\n\n4. If, at a later date the position of the Company should improve to such an\nextent that it wishes to engage staff, then, in considerations for employment,\npreference will be given (within a particular category and trade) to those\nemployees who were previously declared redundant.\n\n5. Should an employment opportunity occur in the particular category and\ntrade of an employee previously declared redundant, but in a lower grade than\nwhich the employee occupied prior to being declared redundant, then he shall\nstill be offered the job but, if he wishes to take the lower grade job he shall\nsignify his voluntary acceptance thereof and shall have no right to his\nprevious grade.\n\n6. When, with the agreement of the Union and\u002For the approval of the\nIndustrial Court, an employee is declared redundant, he shall be paid for\nseverance 16 days and service gratuity 19 days basic wage or salary for each\ncompleted year of service with the Company, having been paid the appropriate\nnotice in accordance with the Clause 17 of this Agreement (Termination of\nService)”. Payment in respect of completed months, over and above completed\nyears, will be calculated on a pro-rata basis.\n\n7. An employee declared redundant will be entitled to 100% of his Basic\nmonthly salary as Baggage Allowance to cover the cost of transporting personal\neffects.",{"bindId":186,"name":187,"text":188},"bankholidays1","CLAUSE 8: PUBLIC HOLIDAYS Employees shal","CLAUSE 8: PUBLIC HOLIDAYS\n\nEmployees shall normally be granted leave with full pay for all Gazetted\nPublic Holidays, provided that an employee who is required to work on such\nholidays shall be paid double time for the period worked.",{"bindId":190,"name":62,"text":106},"overtimeallowancetypeperiod",{"bindId":192,"name":167,"text":168},"sicknessmaxdays",{"bindId":194,"name":86,"text":87},"paidmaternityleave",{"bindId":196,"name":197,"text":198},"WAGES_trigger","An employee shall be hired into a specif","An employee shall be hired into a specific classification which shall be\nincluded within one of the grades referred to as Unioniseable Grades 1 - 8 and\nshall be considered to be training status until he reaches an efficiency level\nestablished by the company as 100% efficiency. Until an employee reaches the\n100% efficiency level, he will receive increases from his starting rate to the\nBasic Wage Rate when he reaches and maintains for one week an efficiency level\nof 40%, 55%, 70%, 85% in proportion to the basic wage rate of the grade in\nwhich he is hired. Wages shall be computed on an hourly basis but the fact that\nan employee’s wages are computed on an hourly basis shall not be construed to\nmean that the employee is on temporary employment.\n\n\n\nThe average working month is taken to be 195 hours.\n\n\n\nThere shall be guaranteed minimum wage below which the workers will not be\npaid in the event of the Company being unable to provide work for the whole\nmonth. The guaranteed minimum shall be equivalent to 187.5 hours pay.",{"bindId":200,"name":183,"text":184},"contractseverancepay",{"bindId":202,"name":109,"text":110},"PAIDLEAV_trigger",{"bindId":204,"name":161,"text":162},"paidpaternityleaveduration",{"bindId":206,"name":86,"text":87},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Sameer Africa Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-09-30\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: → Other activities from manufacturing\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                        Sameer Africa 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 - Amalgamated Union of Kenya Metal Workers\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): → 75 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 180 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → 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: → No provision 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: → 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 7.5\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: → 23.0 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), John Chilembwe Day (15th January)\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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 6280.6\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 4000.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 280.0 per meal\n            \u003C\u002Fdiv>\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",[212],{"title":37,"slug":33},[214],{"type":215,"data":216},"call_to_action_body_block",{"title":217,"description":218,"variant":219,"link":220},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":217,"url":221,"description":217,"rel":222,"type":223},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[225],{"type":215,"data":226},{"title":217,"description":218,"variant":219,"link":227},{"title":217,"url":221,"description":217,"rel":222,"type":223},[]]