[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fassociation-of-local-government-employers-and-kenya-local-government-workers-union-national-joint-negotiating-council-incorporating-all-local-authorities-in-kenya":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":204,"content_type_view":205,"extra_breadcrumbs":206,"body":208,"body_blocks":219,"related_pages":223},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":202,"translations":203},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"association-of-local-government-employers-and-kenya-local-government-workers-union-national-joint-negotiating-council-incorporating-all-local-authorities-in-kenya","11219ef6-f365-11e2-9a07-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fassociation-of-local-government-employers-and-kenya-local-government-workers-union-national-joint-negotiating-council-incorporating-all-local-authorities-in-kenya\u002Fassociation-of-local-government-employers-and-kenya-local-government-workers-union-national-joint-negotiating-council-incorporating-all-local-authorities-in-kenya\u002F","Association of Local Government Employers And Kenya Local Government Workers Union National Joint Negotiating Council Incorporating All Local Authorities In Kenya - 2012","KEN Association of Local Government Employers - 2012","Kenya - KEN Association of Local Government Employers - 2012","KEN Association of Local Government Employers - 2012 - Public administration, police, interest groups",{"name":41,"data":42},"ALGE Edited.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ASSOCIATION OF LOCAL GOVERNMENT EMPLOYERS AND KENYA LOCAL GOVERNMENT\nWORKERS UNION NATIONAL JOINT NEGOTIATINIG COUNCIL INCORPORATING ALL LOCAL\nAUTHORITIES IN KENYA\u003C\u002Fh1>\n\n\u003Cp>********\u003C\u002Fp>\n\n\u003Cp>TERMS AND CONDITIONS OF SERVICE FOR OFFICERS OF LOCAL AUTHORITIES\u003C\u002Fp>\n\n\u003Cp>1ST SEPTEMBER 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.APPLICATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>These terms and conditions of service shall apply to all officers of the\nLocal Authorities and the Councils' Water Companies who are appointed to\npensionable posts within the permanent establishment. They shall not apply to\nofficers on contract, on secondment, temporary, casual or locum terms except so\nfar as the Council may from time to time direct.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.DEFINITION\u003C\u002Fh3>\n\n\u003Cp>In this code unless the contrary is clearly indicated:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) 'Code' means the terms and conditions of service applicable to officers\nin pensionable posts within the permanent establishment;\u003C\u002Fp>\n\n\u003Cp>(b) 'Council(s)’ means the City Council of Nairobi. Municipal, town, Urban\nand County Councils in Kenya as the case may be.\u003C\u002Fp>\n\n\u003Cp>(c) 'Establishment Committee' means the Committee responsible for advising\nthe' Council on all staffing and establishment matters;\u003C\u002Fp>\n\n\u003Cp>(d) 'Establishment Officer' means the officer holding for the time being the\nappointment of Establishment Officer or where no Establishment Officer has been\nappointed, the Officer for the time being responsible for the establishment\nmatters\u003C\u002Fp>\n\n\u003Cp>(e) 'Head of Department' means the officer responsible for the operation of\nmany particular department of the Council, and in his absence, his (deputy);\u003C\u002Fp>\n\n\u003Cp>(f) 'Officer’ means a person appointed to a pensionable post within\u003C\u002Fp>\n\n\u003Cp>the permanent establishment or such other employee as the Council may from\ntime to time direct that these terms and conditions service shall apply;\u003C\u002Fp>\n\n\u003Cp>(g) 'Section Head’ means the officer responsible for the operation of any\nparticular - section of a department of the Council.\u003C\u002Fp>\n\n\u003Cp>(h) 'Union' means the Kenya Local Government workers Union.\u003C\u002Fp>\n\n\u003Cp>(i) 'Clerks' means; the Town Clerk for the time being in the city.\u003C\u002Fp>\n\n\u003Cp>Municipal, town, and Clerk to County Council and in his absence, his\ndeputy;\u003C\u002Fp>\n\n\u003Cp>(j) 'Treasurer’ means the Town or City or County Treasurer as the case may\nbe and in their absence their respective deputies.\u003C\u002Fp>\n\n\u003Cp>(k) ‘Salary’ means basic salary and house allowance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3.LEGISLATION\u003C\u002Fh3>\n\n\u003Cp>This code shall be read in conjunction with the Local Government Act, Cap\n265 of the Laws of Kenya, Local Government (Amendments) Act No. 11 of 1984, the\nservice Commissions Act, and the Public Service Commission (Local Authorities\nOfficers) Regulations, 1984 and in case of any conflict the statutory\nlegislations shall prevail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.SALARY SCALES\u003C\u002Fh3>\n\n\u003Cp>An officer shall be placed on the salary scale appropriate to the\ndesignation of his\u002Fher post as shown in the Appendices and at the annual Salary\naccording to the rates set out for the scale in the same Appendix provided that\nanybody reaching the maximum shall have a right to progress for the next 4\nyears within the master scale.\u003C\u002Fp>\n\n\u003Cp>One twelfth of the annual salary shall be payable on the last day of each\ncalendar month or on such other day in each calendar month as administrative\nconvenience may require.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Neither the rates nor the grading by designations of posts set out in the\nAppendices shall be varied except by a decision of the National Joint\nNegotiation council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.ESTABLISHMENT\u003C\u002Fh3>\n\n\u003Cp>The establishment of officers other than the temporary or causal officers in\neach job category shall be approved annually by the Council and shall not be\nincreased except by The Council on the recommendation of the Committee\nresponsible for establishment matters or the Finance Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. INCREMENTS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Increments appropriate to the scales set out in the Appendix shall be grated\non the 1st July of each year subject to the following conditions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An Officer who is promoted or re-graded to a higher scale shall be\nplaced in that scale at two increments higher than his salary level prior to\npromotion, or at the minimum of the higher scale, whichever is the greater.\u003C\u002Fp>\n\n\u003Cp>(b) An Officer, who is engaged, promoted or re-graded after the 31st March\nin any year, shall be granted an increment on the 1 July next following.\u003C\u002Fp>\n\n\u003Cp>(c) The Head of Department must be satisfied that the officer’s work and\nconduct in the preceding year has been satisfactory.\u003C\u002Fp>\n\n\u003Cp>(d) In the event of withholding the annual increment, the officer concerned\nwill be informed of his shortcomings, and be required to show cause why such\nactions cannot be taken.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>(a) Subject to the provisions of clause 13 below, promotion of an officer to\na higher scale shall be subject to the existence of a vacancy in the approved\nestablishment and shall be made by the Public Service Commission on the\nrecommendations of the Head of Department unless the Council otherwise\nresolves.\u003C\u002Fp>\n\n\u003Cp>(b) Where an officer passes an examination or obtains a certificate which\nqualifies him\u002Fher for promotion to a higher scale, but owing to the lack of a\nvacancy in the higher scale, he\u002Fshe cannot be immediately promoted, he\u002Fshe\nshall receive two additional increments with effect from the date of passing\nthe examination and shall be kept on the waiting list for promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An Officer shall be eligible to be paid acting allowance if he\u002Fshe is\ntemporarily appointed by the Establishment Committee to act for a period of at\nleast one month provided that he\u002Fshe meets the following conditions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) That an office will only be eligible for acting allowance if he\u002Fshe\nassumes full responsibility of the post in which he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Cp>ii) That an officer can only act in the immediate higher post.\u003C\u002Fp>\n\n\u003Cp>iii) That where the only person who can perform the duties of the vacant\npost is not in the immediate next lower grade, but some grade within the\napproved job grading applicable to such Council, such person will be entitled\nto special duty allowance, subject to the provisions of the paragraph 9\nbelow.\u003C\u002Fp>\n\n\u003Cp>iv) Acting allowance shall be the difference between the officers basic\nsalary and the minimum salary of the sale assigned to the higher post\u003C\u002Fp>\n\n\u003Cp>v) That acting allowance will not be paid when the officer so appointed to\nact in the higher post is absent for any reason from duty for a period of more\n30 days continuously.\u003C\u002Fp>\n\n\u003Cp>vi) Acting allowance shall be reviewed after 12 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.SPECIAL DUTY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) When an officer is not qualified to be appointed to act on a higher post\nbut is nevertheless called upon to perform the duties on that higher post,\neither in full or in a part for a limited period of time, not less than 30 days\nspecial duty allowance shall be granted to him on recommendation of the Head of\nDepartment.\u003C\u002Fp>\n\n\u003Cp>(b) Special duty allowance payable in each case will be determined in the\nlight of the higher responsibility assumed by an officer and the difference\nbetween his salary and the minimum salary of the higher post. The amount of the\nallowance will be assessed as 2\u002F3 of the difference between an officer's\nsubstantive basic salary and the minimum salary of the higher post subject to\nthe allowance not exceeding 25% of his\u002Fher substantive basic salary.\u003C\u002Fp>\n\n\u003Cp>c) Where the officer acting in the higher post is already receiving a higher\nsalary than the minimum of the post in which he\u002Fshe is performing, special duty\nallowance shall be calculated as 15 percent of his substantive basic salary.\u003C\u002Fp>\n\n\u003Cp>d) Special duty allowance will not be paid when an officer who has been\ncalled upon to take up duties of a higher post is absent from duty for a period\nof 30 days or more or when such an officer is required to perform the duties of\na higher post for a period of less than 30 days.\u003C\u002Fp>\n\n\u003Cp>e) Special duty allowance will be reviewed every 12 consecutive months.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10.HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) Officers House Allowance\u003C\u002Fp>\n\n\u003Cp>An officer will be entitled to payment of a housing allowance subject to the\nfollowing maximum:\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Officers in Salary Scale\u003C\u002Ftd>\n      \u003Ctd>Minimum House Allowance payable per month in: Nairobi City Council,\n        Mombasa City Council, Kisumu City Council, Nakuru Municipal Council,\n        Eldoret Municipal Council and all County Councils with Headquarters in\n        cities\u003C\u002Ftd>\n      \u003Ctd>All other Municipal councils, County Councils and Town Councils\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-2\n\n        \u003Cp>3-4\u003C\u002Fp>\n\n        \u003Cp>5-6\u003C\u002Fp>\n\n        \u003Cp>7-8\u003C\u002Fp>\n\n        \u003Cp>9-10\u003C\u002Fp>\n\n        \u003Cp>11-13\u003C\u002Fp>\n\n        \u003Cp>14-15\u003C\u002Fp>\n\n        \u003Cp>16-18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>68,000\n\n        \u003Cp>48,000\u003C\u002Fp>\n\n        \u003Cp>38,000\u003C\u002Fp>\n\n        \u003Cp>23,000\u003C\u002Fp>\n\n        \u003Cp>21,000\u003C\u002Fp>\n\n        \u003Cp>17,000\u003C\u002Fp>\n\n        \u003Cp>16,000\u003C\u002Fp>\n\n        \u003Cp>15,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>-\n\n        \u003Cp>43,000\u003C\u002Fp>\n\n        \u003Cp>33,000\u003C\u002Fp>\n\n        \u003Cp>22,000\u003C\u002Fp>\n\n        \u003Cp>20,000\u003C\u002Fp>\n\n        \u003Cp>15,000\u003C\u002Fp>\n\n        \u003Cp>14,000\u003C\u002Fp>\n\n        \u003Cp>13,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) Boarding and Lodging\u003C\u002Fp>\n\n\u003Cp>An officer living in a hotel, boarding-house, hostel, club or as a paying\nguest with a private family will be eligible for house allowance assessed at 75\npercent of the all in monthly charge for himself with all his family, subject\nto the maximum house allowance he would have received as per his\u002Fher scale.\u003C\u002Fp>\n\n\u003Cp>(c) Officers Living in their own houses\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An Officer living in his own house owned jointly with or solely by his\nwife will be granted house allowance assessed at 25% of the capital cost\nbuilding and land not exceeding 0.4 hectares subject to the capital cost\nmaximum set out below.\u003C\u002Fp>\n\n\u003Cp>(ii) Provided that officer currently earning higher rates of owner occupied\nhouse allowance shall retain those rates of allowances as personal to them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Capital Cost Ceiling\u003C\u002Fp>\n\n\u003Cp>i) House allowance will be assessed in respect of the actual portion of the\nhouse and land occupied by an officer and his family. It will therefore exclude\nany portion of the house in respect of which the officer receives the rent.\u003C\u002Fp>\n\n\u003Cp>ii) An Officer in receipt of house allowance in respect of his or house will\nnot be permitted to have his\u002Fher house allowance re-valued, unless he\u002Fshe has\ncarried out an extension\u002Falternation or improvement to the house, in which case\nthe capital expenditure covering the extension may be added to the original,\nsubject to the appropriate ceiling not being exceeded. The cost of maintenance,\nrenovations, etc is not taken into account in the re-evaluation of the\nproperty.\u003C\u002Fp>\n\n\u003Cp>iii) The valuation of house and land may include road and sewerage charges,\nconveyance fees, stamp duty, registration fee, architect's fees. Legal fees and\nany other charges which the valuation Office. Ministry of Lands and Settlement\nconsider reasonable. Land and Site value tax are, however excluded from the\nvaluation. In the case of doubt, advice should be sought from the valuations\noffice which will also undertake to assess the value of any newly purchases\nproperty consisting of land in excess of one acre, building and furniture so as\nto provide a breakdown of the cost acceptable for the purpose of assessment of\nhouse allowance.\u003C\u002Fp>\n\n\u003Cp>(iv) Should an officer be unable to produce documentary evidence of the cost\nof house and land either because the property was inherited or bequeathed or\nfor any other good reason, the Valuation Office, Ministry for the time being in\ncharge of lands should be requested to value the house and land based on cost\nprevailing at the time of inheritance, and house allowance should be based on\nthis valuation.\u003C\u002Fp>\n\n\u003Cp>v) House allowance is not payable in respect of owner occupied houses which\nare purely temporary nature e.g. mud and wattle construction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Officers in Job Grades 1-3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£60,200.00 which will include the cost of land not exceeding 0.4 hectare\n(one acre) or the actual cost or purchase price of house or land not exceeding\n0.4 hectare whichever is the less, and will be subject to scrutiny and\nvaluation by the valuation office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Grades 4-6\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£50,050.00 which will include the cost of land not exceeding 0.4 hectare\n(one acre) or the actual purchase price of house or land not exceeding 0.4\nhectare whichever is the less, and will be subject to scrutiny and valuation by\nthe valuation office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Grades 7-8\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£42,000.00 which will include the cost of land not exceeding 0.4 hectares\n(one acre) or the actual cost or purchase price of house or land not exceeding\n0.4 hectares whichever is the less, and will be subject to scrutiny and\nvaluation by the Valuation office.\u003C\u002Fp>\n\n\u003Cp>Job Grades 9-10\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£40,000.00 which will include the cost of land not exceeding 0.4 hectares\n(one acre) or the actual cost or purchase price of house or land not exceeding\n0.4 hectares whichever is the less, and will be subject to scrutiny and\nvaluation by the valuation Office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Grades 11 -13\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£33,250.00 which will include the cost of land not exceeding 0.4 hectares\n(one acre) or the actual cost or purchase price of house or land not exceeding\n0.4 hectares whichever is the less, and will be subject to scrutiny and\nvaluation by the valuation Office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Grades 1 4 - 15\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£25,900.00 which will include the cost of land not exceeding 0.4 hectares\n(one acre) or the actual cost or purchase price of house or land not exceeding\n0.4 hectares whichever is the less, and will be subject to scrutiny and\nvaluation by the valuation Office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Grades 16 - 17\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£17,850.00 which will include the cost of land not exceeding 0.4 hectares\n(one acre) or the actual cost or purchase price of house or land not exceeding\n0.4 hectares whichever is the less, and will be subject to scrutiny and\nvaluation by the valuation Office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Grades 18\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K£12,250.00 which will include the cost of land not exceeding 0.4 hectares\n(one acre) or the actual cost or purchase price of house or land not exceeding\n0.4 hectares whichever is the less, and will be subject to scrutiny and\nvaluation by the valuation Office.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Duty House - Nairobi - City Council\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The following posts shall carry free unfurnished quarters excluding\nlights and water.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Resident Obstetrician.\u003C\u002Fp>\n\n\u003Cp>-Chief fire Officer\u003C\u002Fp>\n\n\u003Cp>-Assistant Chief fire Officer\u003C\u002Fp>\n\n\u003Cp>-Fire Officer\u003C\u002Fp>\n\n\u003Cp>-Superintendent - Water Treatment Works - Kabete\u003C\u002Fp>\n\n\u003Cp>-Superintendent Ruiru Dam\u003C\u002Fp>\n\n\u003Cp>-Superintendent Sasumua Dam and Treatment Works.\u003C\u002Fp>\n\n\u003Cp>-Funeral Superintendent.\u003C\u002Fp>\n\n\u003Cp>-Assistant Funeral Superintendent.\u003C\u002Fp>\n\n\u003Cp>-Funeral Assistant.\u003C\u002Fp>\n\n\u003Cp>-Pound Master.\u003C\u002Fp>\n\n\u003Cp>-Assistant Chief Inspector (Ngethu)\u003C\u002Fp>\n\n\u003Cp>-Assistant Dam Superintendent (Kabete)\u003C\u002Fp>\n\n\u003Cp>-Assistant Superintendent (S.D & T.W.) Dandora\u003C\u002Fp>\n\n\u003Cp>-Senior Ambulance Supervisor\u003C\u002Fp>\n\n\u003Cp>-Sergeant\u003C\u002Fp>\n\n\u003Cp>-Corporal\u003C\u002Fp>\n\n\u003Cp>-Water works Superintendent (Ngethu)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PUMWANI MATERNITY HOSPITAL AND NEW MATERNITY UNITS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Medical Officer (full time)\u003C\u002Fp>\n\n\u003Cp>-Matron\u003C\u002Fp>\n\n\u003Cp>-Assistant Matron.\u003C\u002Fp>\n\n\u003Cp>-Nursing Sisters\u003C\u002Fp>\n\n\u003Cp>-Clinical Officer and Medical Staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An Officer who refuses to occupy the Duty House shall not be entitled\nto receive house allowance. Where Duty house is not available, the Officer\nshall be paid house allowance in accordance with clause No. 10\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>11.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>(a) The hours of work in respect of an office formerly under Appendix A of\nthe outgoing Terms and Conditions of Service, other than a member of the Fire\nBrigade shall be as prescribed by Government Circular D.P.M 52\u002F13\u002F1 Vol. 111,\nPersonnel Circular No. 2 of 31d May, 1983 and any amendments thereof.\u003C\u002Fp>\n\n\u003Cp>(b) A shift officer formerly under Appendix A in the outgoing Terms and\nConditions of Service and Ambulance service shall be required to work Shifts of\neight hours including Saturdays and Sundays, and Public - Holidays.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>(c) An officer, formerly under Appendix B of the outgoing Terms and\nConditions of Service, other than a watchman: or a member of the Fire and\nAmbulance Service but including a shift worker shall work a 45 hour week spread\nover five days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(d) A shift worker, formerly under Appendix B of the outgoing Terms and\nConditions of Service, other than a watchman or a member of the Fire and\nAmbulance service, shall be required to work 45 hours per week in shifts of 9\nhours including Saturdays, Sunday and Public Holidays.\u003C\u002Fp>\n\n\u003Cp>(e) Watchman shall be required to work 60 hours per week in shifts of 12\nhours.\u003C\u002Fp>\n\n\u003Cp>(f) A member of the Fire and Ambulance service shall be required to work 60\nhours per week in shifts of 24 hours.\u003C\u002Fp>\n\n\u003Cp>(g) Where a shift worker works on a gazetted public holiday, he\u002Fshe will\nqualify for overtime as defined in clause below.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Ch3>12.OVERTIME\u003C\u002Fh3>\n\n\u003Cp>(a) (i) Payment for overtime in accordance with arrangements approved by the\nHead of Department, after normal working hours for officers in Job grades 10-20\nshall be paid as overtime provided that such overtime has been specifically\nauthorized in writing by the officer's Head of Department.\u003C\u002Fp>\n\n\u003Cp>(ii) For overtime worked doctors will be paid a fixed allowance determined\nby the Council.\u003C\u002Fp>\n\n\u003Cp>(b) Overtime shall be calculated by dividing the basic salary plus house\nallowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) In the case of watchman by 260 hours\u003C\u002Fp>\n\n\u003Cp>(ii) In the case of members of the Fire Ambulance service by 260 hours\u003C\u002Fp>\n\n\u003Cp>(iii) In the case of officers working 45 hours per week, by 195 hours\u003C\u002Fp>\n\n\u003Cp>(iv) In the case of all other officers, calculated daily on a prorata\nbasis.\u003C\u002Fp>\n\n\u003Cp>(c) Overtime shall be at the following rates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) For time worked in excess of the normal number of hours per week at one\nand a half times the normal hourly rate.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>(ii) For time worked on the employee’s normal rest day or gazetted public\nholiday at twice the normal hourly rate. Provided that an officer who qualifies\nfor overtime in (a), (b) and (c) above may be granted equivalent time off in\nlieu of the overtime payment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13.APPOINTMENTS\u003C\u002Fh3>\n\n\u003Cp>(a) Subject to paragraph 15 of these Term and Conditions of Service,\nOfficers of Local Authorities shall be employed on permanent terms, provided\nthat where for some special reasons an officer cannot be employed on these\nterms, he may be employed on a written contract or on temporary terms.\u003C\u002Fp>\n\n\u003Cp>(b) Appointments of Job grades 1-7 shall be made by Public Service\nCommission as a result of a public advertisement on the recommendation of the\nCouncil or by the promotion of an officer.\u003C\u002Fp>\n\n\u003Cp>(c) Appointments to the other remaining job grades shall be made by the\nCouncil unless the council otherwise resolves, in consultation with the\nappropriate Head of Department and the Establishment officer either as a result\nof a public advertisement or on the recommendation of the Head of Department by\nthe promotion of an officer, provided that a serving officer shall not be\nsuperseded without justifiable cause.\u003C\u002Fp>\n\n\u003Cp>(d) Nothing in this clause shall preclude the appointment or promotion of an\nofficer who applied for a post in response to public advertisement.\u003C\u002Fp>\n\n\u003Cp>(e) Appointments shall be made only to fill authorized vacancies within the\npermanent establishment.\u003C\u002Fp>\n\n\u003Cp>(f) Where a serving officer has applied for a post in response to a public\nadvertisement and has the required qualifications or experience and is\nrecommended by the appropriate Head of Department, he shall be given\npriority.\u003C\u002Fp>\n\n\u003Cp>(g) Effective date of appointment shall be as stated in the letter of\nappointment.\u003C\u002Fp>\n\n\u003Cp>(h) Persons when attending interviews for prospective employment shall be\nreimbursed their actual expenses incurred for attending the interview.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.TRANSFERS\u003C\u002Fh3>\n\n\u003Cp>(i) The clerk may transfer an Officer from one department to another, at the\nofficers request or otherwise, with the concurrence of the Head of Department\nconcerned and provided that such a transfer does not amount to demotion or\nsubstantial change of the officer's letter of appointment\u003C\u002Fp>\n\n\u003Cp>(ii) Transfer from council to council\u003C\u002Fp>\n\n\u003Cp>A transfer of an officer from one council to another, shall be in accordance\nwith legal notice No. 201 of 14th November, 1984, Rule No. 15 ofthe PUBLIC\nSERVICE COMMISSION (LOCAL AUTHOURITY OFFICERS) REGULATIONS, 1984 or the LOCAL\nGOVERNMENT ACT CAP. 265\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.CANVASSING\u003C\u002Fh3>\n\n\u003Cp>Canvassing by a member in the Council directly or indirectly or any\nappointment or promotion under the Council shall disqualify the candidate so\ncanvassing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>16.PROBATION\u003C\u002Fh3>\n\n\u003Cp>(a) Subject to the provisions of any written law, any appointment to the\npermanent staff shall be on probation for a period of not less than six or more\nthan twelve months; provided that this provision shall not apply in the case of\nan officer who is promoted to the next senior post in a similar category to\nthat which he already holds.\u003C\u002Fp>\n\n\u003Cp>(b) An officer who has not been confirmed in his post by the council shall\nbe entitled to one months notice to terminate his service.\u003C\u002Fp>\n\n\u003Cp>(c) Where an officer has not been confirmed in his\u002Fher post within a period\nof twelve months after first appointment, his case shall be considered by the\nEstablishment Committee who shall make the necessary recommendation after\nhaving interviewed the officer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.CITIZENSHIP\u003C\u002Fh3>\n\n\u003Cp>A person shall not be appointed to a pensionable post within the permanent\nestablishment unless he is a Kenyan citizen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.SENIORITY\u003C\u002Fh3>\n\n\u003Cp>Seniority in each department shall be determined between officers of equal\nstatus by the dates upon which they took up their respective appointments,\nsalary scale and age.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.MEDICAL EXAMINATION\u003C\u002Fh3>\n\n\u003Cp>a) Before an officer is appointed to the service of the Council he must be\nmedically examined by a medical practitioner approved in writing both by the\ncouncil's medical officer of health and the medical officer appointed by the\ntrustees of the Kenya Local government Officers superannuation fund and no\nappointment shall be made until a medical report in the prescribed form has\nbeen accepted as satisfactory by each of the medical officers concerned. These\nregulations shall not apply in the case of an officer already in the council's\nservice whether on promotion or otherwise.\u003C\u002Fp>\n\n\u003Cp>(b) An officer may be required to be medically examined by the Medical\nOfficer of Health or by a Medical Practitioner nominated by a Medical Officer\nof Health, in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>(i) At any time during a period of absence from duty owing to sickness.\u003C\u002Fp>\n\n\u003Cp>(ii) At any time if, in the opinion of the Medical Officer of Health, such\nan examination would be in the interest of the Council or of the Officer.\u003C\u002Fp>\n\n\u003Cp>(c) The expenses of any medical examination required under paragraphs (a)\nand (b) of this clause shall be paid by the Council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>20.MEDICAL ATTENTION\u003C\u002Fh3>\n\n\u003Cp>(a) Free public medical attention is normally provided at hospitals and\nlocal authorities’ health centres, dispensaries and clinics. The council will\nreimburse the medical expenses incurred in attendance at private hospital,\ndispensaries or clinics except hereunder provided.\u003C\u002Fp>\n\n\u003Cp>(b) Where an officer or his\u002Fher spouse or dependent children under 21 years\nof age has been admitted to the general ward of a hospital and a charge is made\nfor medical or surgical treatment other than a treatment of a maternity case,\nthe cost will be met by the council.\u003C\u002Fp>\n\n\u003Cp>(c) The cost of dental treatment or, by provision of dentures or spectacles\nwill be met by the council.\u003C\u002Fp>\n\n\u003Cp>(d) Where surgical or medical appliances are prescribed, the officer shall\nmake an application to the council for a contribution towards the cost\nthereof.\u003C\u002Fp>\n\n\u003Cp>(e) HIV\u002FAIDS shall be handled like any other disease both at work place and\nhospitals.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.SUPERANNUATION AND PROVIDENT FUNDS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-pensionfund\">\u003Cp>(a) Subject to the provision of clause 21 (b) below no person over 45 year\nshall be appointed to the permanent staff.\u003C\u002Fp>\n\n\u003Cp>(b) Subject to the provisions of clause 21 (c) below no person shall be\nappointed to be a permanent staff until he is accepted as a member of the Kenya\nlocal Government Officers Superannuation Fund, the terms of which he shall be\nsubject or he becomes a member of the local authorities provident fund.\u003C\u002Fp>\n\n\u003Cp>(c) Notwithstanding the provisions of clause 21 (a) above and subject to\namendment to rule 7 of the Local Government Officers Superannuation Fund a\nservice officer who is aged 45 years may be appointed to the permanent staff on\npromotion provided that an Officer who was required or who elects to remain a\ncontributor to the councils provident fund shall continue to be a subject to\nthe councils rules relating thereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>22.LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) Leave will be granted annually to the staff subject to the exigencies of\nservice on the following scale and subject to the following conditions, and\nprovided that those officers currently enjoying more favorable leave days will\nnot have their leave days reduced:\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB GRADE\u003C\u002Ftd>\n      \u003Ctd>NUMBER OF WORKING DAYS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-14\n\n        \u003Cp>15-17\u003C\u002Fp>\n\n        \u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>30\n\n        \u003Cp>28\u003C\u002Fp>\n\n        \u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) An officer shall not be entitled to leave until he shall first have\ncompleted six months services.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) Leave may be taken with approval of the Head of Department after\ncertification by the Establishment Officer that such leave is due.\u003C\u002Fp>\n\n\u003Cp>(d) The leave shall be the calendar year.\u003C\u002Fp>\n\n\u003Cp>(e) Leave may be accumulated in excess of 60 working days provided that half\nof the annual leave entitlement is take in each year or otherwise forfeited and\nthat any leave accumulated in excess of the 60 working days stated above shall\nbe forfeited unless in specific cases, the council otherwise resolves. Officers\nwho have already accumulated more than 60 days shall not forfeit the leave so\nfar accumulated, which excess leave shall be taken within the period of 2\nyears.\u003C\u002Fp>\n\n\u003Cp>(f) In the event of an officer having leave to his credit at the time of his\nceasing to be employed by the council he shall receive pay in lieu of such\nleave based on the following:\u003C\u002Fp>\n\n\u003Cp>Annual Salary X Number of Working days Leave Accumulated\u002FNumber of working\ndays in the year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) An officer shall be paid the amount indicated below as leave allowance\nonce a year when proceeding on his\u002Fher leave provided the officer takes not\nless than half of the annual leave. Where any officer has been enjoying a\nhigher leave allowance than the amount provided herein below, the said leave\nshall not be reduced. Provided further that any unspent balance of leave\nallowance shall be paid to the officer when next proceeding on leave regardless\nof the number of leave days the officer is taking.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Job Grades\u003C\u002Ftd>\n      \u003Ctd>Percentage Annual Salary\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-10\n\n        \u003Cp>11-18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5.0%\n\n        \u003Cp>6.0%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(h) Study leave will be granted in accordance with resolutions approved by\nthe Council from time to time.\u003C\u002Fp>\n\n\u003Cp>(i) Leave for officers participating in sporting events will be granted in\naccordance with the resolutions approved by the council from time to time.\u003C\u002Fp>\n\n\u003Cp>(j) No officer on leave of absence may accept any paid employment without\npreviously obtaining the sanction of the council in writing under the hand of\nthe Clerk.\u003C\u002Fp>\n\n\u003Cp>(k) An officer may be granted unpaid leave exceeding 50 working days at the\ndiscretion of the Head of Department and with the consent of the Clerk. No\nunpaid leave may be taken unless all accumulated leave is exhausted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(l) If an officer has not accrued leave to his credit and Head of Department\nand the Clerk are satisfied that leave should be granted on compassionate\ngrounds, such leave up to a maximum of thirty days may be off-set against paid\nleave accruing in the future. No compassionate leave may be taken unless\naccrued leave entitlement is exhausted.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>m) Where an officer is not allowed by the council to proceed on leave due to\nthe exigencies of work, he shall be allowed to commute his leave into cash.\nThis provision shall not however apply where leave is postponed provided the\npostponement is no longer than six months.\u003C\u002Fp>\n\n\u003Cp>n) Where an officer retires he shall be entitled to payment 'of full leave\nallowance. No leave allowance shall be paid to an officer who resigns or is\nterminated or dismissed.\u003C\u002Fp>\n\n\u003Cp>o) All applications for leave must be made in writing to the Head of\nDepartment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Ch3>23.SICKNESS\u003C\u002Fh3>\n\n\u003Cp>(a) An officer who is absent from duty on account of illness for any day\nshall furnish immediately a medical certificate to the Head of Department or\nEstablishment Officer in respect of the period of absence.\u003C\u002Fp>\n\n\u003Cp>b) An officer shall furnish expeditiously a medical certificate in the\nprescribed form to the Establishment Officer in all cases where he obtained\nmedical attention towards which he may be entitled to benefits under these\nrules even though he is not absent from duty.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>c) When an officer is absent from duty owing to an illness not caused by\nhis\u002Fher own neglect or misconduct, he\u002Fshe shall be granted sick leave with pay\nfor six months on full salary followed by three months on half salary; provided\nthat the period of sickness shall be ascertained by deducting from the above\nperiod on the first day of his\u002Fher absence the aggregate of the period of\nabsence, if any, due to sickness during the twelve months immediately preceding\nthe first days of absence. In aggregating the period of absence on sick leave,\nno account shall be taken for any unpaid absence on sick leave. When the\nMedical Officer of Health recommends mends a longer period of sick leave, the\ncircumstances shall be reported to the Establishment Committee: who may grant\nfurther compassionate leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>d) Where the Medical Officer of Health requires on officer who is under sick\nleave to move to another area approved by the Medical Officer of Health, free\ntransport may be granted within Kenya by the most appropriate method of public\ntransport.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>24.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) Female officers shall be entitled to maternity leave in accordance with\nprovision of section 29 of the Employment Act, 2007 which stipulates that a\nwoman officer shall be entitled to three months maternity leave with full pay,\nand shall; not forfeit her annual leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Maternity leave may be taken approximately one month before the expected\nday for confinement and an application for maternity leave should be submitted\nto the appropriate Head of Section at least one month before the commencement\nof leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(c)PATERNITY LEAVE\u003C\u002Fp>\n\n\u003Cp>A male employee shall be eligible for two weeks paternity leave without\nforfeiting his annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>Officers who are required by the council to wear uniforms shall be issued\nwith two sets of uniforms in each year in accordance with the following\nconditions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The officer shall wear his uniform at all times when on duty unless he\nis ordered by the Head of Department not to do so. He shall not wear his\nuniform at any time other than when proceeding to or from duty co on duty.\u003C\u002Fp>\n\n\u003Cp>(b) Officers shall maintain their uniforms in a clean and serviceable\ncondition. For this purpose a monthly issue of one kilogram of washing soap\nwill be made to each officer.\u003C\u002Fp>\n\n\u003Cp>(c) Uniforms become the property of the officer to whom they have been\nissued on the issue of new uniforms provided that the badges or lettering\nidentifying the uniform with the Council shall thereupon be removed.\u003C\u002Fp>\n\n\u003Cp>(d) Any officer whose services are terminated for whatever cause may be\nrequired by the Head of Department to surrender\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>26.PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>Employees engaged in duties which in the opinion of the Council require the\nwearing of protective clothing shall be provided with such clothing such shall\nhowever remain the properly of the Council and the custody of which when not in\nuse shall be as directed by the Head of Department.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) Where an officer who is on Council's duty, with the approval of the Head\nof Department has to stay overnight outside the council's area of jurisdiction,\nhe shall be granted a safari allowance in the manner indicated hereunder:\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Salary Scale\u003C\u002Ftd>\n      \u003Ctd>Rate Per day Kshs.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1-4\n\n        \u003Cp>5-9\u003C\u002Fp>\n\n        \u003Cp>10-12\u003C\u002Fp>\n\n        \u003Cp>13-16\u003C\u002Fp>\n\n        \u003Cp>17- 18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,000.00\n\n        \u003Cp>8,000.00\u003C\u002Fp>\n\n        \u003Cp>6,000.00\u003C\u002Fp>\n\n        \u003Cp>5,500.00\u003C\u002Fp>\n\n        \u003Cp>4,000.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>(b) Where an officer who is on County Council duty, with the approval of the\nHead of Department has to stay overnight within the council's area of\njurisdiction, he shall be granted safari allowance to be determined by the\nCouncil. Eligibility for this allowance and the period of absence from the\npermanent station will be determined in each case, by the Council taking into\naccount such factors as the distance, mode of travel, nature of assignment and\nthe time taken to travel from the permanent station to a specified destination.\nSuch an allowance shall not exceed the rates set out in clause 27 (a) above.\u003C\u002Fp>\n\n\u003Cp>Provided that those officers traveling on duty away from their normal place\nof employment shall be entitled on production of receipts to higher rates than\nthose specified in clause 27 (a) if they can prove there were no cheaper\nboarding and lodging facilities in that specified destination.\u003C\u002Fp>\n\n\u003Cp>(c) Where an officer who is on council's duty with the approval of the Head\nof Department as in (a) and (b) but the duty does not involve overnight stay,\nhe will qualify for the refund of a reasonable cost of meals but not less than\nthe allowance applicable to Government employees of equivalent grade. No refund\nwill be made for beverages and drinks consumed between meals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>(a) General\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is the responsibility of the officer to be at his\u002Fher appointed place of\nwork at the prescribed starting time each day. The Council does not undertake\nto provide transport to work from officer's home but where in the interest of\nefficiency it is considered desirable to provide such transport the head of\ndepartment may make suitable arrangements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Bicycle Allowance\u003C\u002Fp>\n\n\u003Cp>Where an office is required to use his bicycle to perform council duties\nthen such an officer shall be paid an allowance of Kshs. 450.00 per month.\u003C\u002Fp>\n\n\u003Cp>(c) Mileage Allowance\u003C\u002Fp>\n\n\u003Cp>Where required by the council for the due performance of his duties, an\nofficer shall provide his own transport and will receive therefore such rate of\nallowance as the council may determine from time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>Subject to the provisions of the local government officers Superannuation\nfund rules, relevant Provident fund rules, the Public Service Commission (Local\nAuthority Officers) Regulations and any written law, an officer's employment\nmay be terminated in the following ways:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Retirement\u003C\u002Fp>\n\n\u003Cp>a) The council shall call upon an officer to retire from its service at any\ntime following the officer attaining the age of 60 years and a notice of\nretirement shall be given to the officer six months in advance of the 60th\nbirthday provided that an officer may exercise the option to retire on or after\nattaining the age of 55 years by giving six months notice.\u003C\u002Fp>\n\n\u003Cp>b) Provided that persons with disabilities shall retire at the age of 65\nyears with an option to retire early as under a) above.\u003C\u002Fp>\n\n\u003Cp>c) Where documentary evidence of an officer’s age is unobtainable or\ninconclusive, his assumed aged will be determined by reference to the date in\nhis identity card together with the recommendations of the Medical Officer of\nHealth, and in such case the anniversary of his birthday shall be deemed to be\n31st December. Any appeal will be heard by an independent medical officer.\u003C\u002Fp>\n\n\u003Cp>c) In the case of an officer who has expressed a wish to retire or whom the\nCouncil has required to retire, such officer shall be entitled to take as\nterminal leave any leave which he has accrued, and the date of his retirement\nshall be deemed to be the day following the last day of his terminal leave.\nDuring such leave he\u002Fshe shall be entitled to engage in other employment but\nshall not be entitled to medical benefits nor shall there be accrued any\nadditional leave, but such leave shall be contributory service for pension\npurposes.\u003C\u002Fp>\n\n\u003Cp>d) If in the opinion of the medical officer of health, an office is\npermanently incapable of carrying out his duties by reason of bodily or mental\ninfirmity, he may be retired from the service of the council notwithstanding\nthat he has not attained the normal retirement age.\u003C\u002Fp>\n\n\u003Cp>e) An officer should be able to collect his full retirement benefits as near\nas possible to the day of retirement. Where it is not possible to pay out the\nfull entitlement, the officer shall be employed on temporary basis until paid\nsubject to a replacement not being employed until the officer’s services are\ncompletely terminated.\u003C\u002Fp>\n\n\u003Cp>(ii) Termination or resignation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An officer may be lawfully terminated or resigned from employment in the\nfollowing ways:\u003C\u002Fp>\n\n\u003Cp>(a) In the case of an officer in salary scales 16 - 18 or any office on\nprobation, by one month's written notice over the signature of the Town Clerk\nor one month’s written notice given by the officer to the Clerk or one\nmonth's salary in lieu therefore.\u003C\u002Fp>\n\n\u003Cp>(b) In the case of an officer in salary scales other than those specified in\n(a) above, three months written notice over the signature of the Clerk on the\nAuthority of the council or three months written notice given by the Officer to\nthe Clerk or three month's salary in lieu thereof\u003C\u002Fp>\n\n\u003Cp>(c) Resignation by an officer other than a Head of Department and a Clerk\nshall be forwarded to the clerk through the Head of Department and the\nofficer’s termination shall be on the recommendation of the Head of\nDepartment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Unauthorized absence from duty\u003C\u002Fp>\n\n\u003Cp>An officer who absents himself from duty without permission for a continuous\nperiod of not less than 14 days shall be deemed to have absconded without\nnotice with effect from the first day of absence. In such a case the Head of\nDepartment may, in consultation with the Establishment Officer, withhold from\nany payments due to the officer such sum of money equivalent to month's wages\nin lieu of notice, following the council's decision.\u003C\u002Fp>\n\n\u003Ch3>30.SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>(a) Where in the opinion of the Head of Department, an officer has been\nfound guilty of an act or omission incompatible with the due and faithful\ndischarge of his\u002Fher duties, the Head of Department may, subject to the\nprovision of any act or rule for the time being in force, PUBLIC SERVICE\nCOMMISSION (LOCAL AUTHORITY OFFICERS) REGULATIONS, 1984, Rule No. 24, suspend\nsuch an officer from duty until the matter has been investigated. The maximum\nperiod of suspension to be three months. During such suspension the officer\nshall not be entitled to receive any pay except where, in the opinion of the\nHead of Department, the alleged offence is unlikely to involve the council in\nfinancial loss, in which case the officer shall be entitled to receive half\npay.\u003C\u002Fp>\n\n\u003Cp>(b) Where criminal proceedings which involve council's interests have been\ninstituted against an officer the Head of Department may, subject to the\nprovisions of any Act or Rule for the time being in force suspend such officer\nfrom duty without pay until the criminal proceedings have been concluded.\u003C\u002Fp>\n\n\u003Cp>(c) An officer who has been suspended pending the conclusion of criminal\nproceedings shall not be terminated or dismissed on any charge which raises a\nsubstantially similar issue to that on which he has been acquitted by the\ncourt.\u003C\u002Fp>\n\n\u003Cp>(d) Where an officer who has been suspended is subsequently reinstated, he\nshall be entitled to receive full pay in respect of the period of\nsuspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31.INTERDICTION\u003C\u002Fh3>\n\n\u003Cp>Regulation 23 of the Public Service Commission (Local Authority Officers)\nRegulation shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32.DISCIPLINE\u003C\u002Fh3>\n\n\u003Cp>Where in the opinion of the Head of Department an officer has been guilty of\nan act or omission incompatible with the due and faithful discharge of his\nduties, the Head of Department shall either:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Warn the officer in writing according to the following procedure:\u003C\u002Fp>\n\n\u003Cp>(i) The first and second warnings shall be entered in the officer's\nemployment record and the shop steward of the union shall be informed\naccordingly.\u003C\u002Fp>\n\n\u003Cp>(ii) The second warning shall be copied to the Branch Secretary of the\nunion.\u003C\u002Fp>\n\n\u003Cp>(iii) If an officer who has already received two warnings commits a third\nmisconduct, he shall be liable to dismissal subject to the Public Service\n(Local Authority Officers) Regulations (1984).\u003C\u002Fp>\n\n\u003Cp>(iv) Where an officer feels aggrieved by any warning, he shall have a right\nto appeal against such a warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that where an officer completes two hundred and ninety two working\ndays from the date of the second warning without further misconduct, any\nwarning entered in this employment record shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>b) Recommend the withholding of increments within the provision of clause 6\nof this code in accordance with the Public Service (Local Authority Officers)\nRegulations, 1984.\u003C\u002Fp>\n\n\u003Cp>c) Recommend to the clerk to council that the appropriate disciplinary\naction be taken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>33.GRIEVANCES\u003C\u002Fh3>\n\n\u003Cp>An officer who has a matter to raise or who is aggrieved by a decision\naffecting his terms and conditions of employment is entitled to take the\nfollowing action:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) In the first place he may seek an interview with his Section Head or\nimmediate supervisor who will endeavor to settle the matter, if necessary in\nconsultation with the Establishment officer and the Union's sectional\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>(b) If he is not satisfied he may submit his complaint in writing to the\nHead of Department who will take if necessary in consultation with Trade Union\nOfficials and the Establishment Officer and the Clerk, whatever action he\nthinks appropriate.\u003C\u002Fp>\n\n\u003Cp>(c) If he is still not satisfied he may report the matter to the appropriate\nBranch of the Union or such other body as may be authorized to make\nrepresentations on his behalf to the council. If he is not entitled to be\nrepresented by the union or other authorized body he may request the Head of\nDepartment to refer his complaint to the appropriate committee of the\ncouncil.\u003C\u002Fp>\n\n\u003Cp>(d) An officer may appeal directly to the Public Service Commission.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch3>34.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>Redundancy shall be carried out in accordance with the provisions of the\nEmployment Act, 2007 and paragraph 15 of the Regulation of wages (General)\nOrder, 1982.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>35.CONFIDENTIAL REPORTS\u003C\u002Fh3>\n\n\u003Cp>(a) The Council may call for a confidential report on any officer from the\nHead of his Department and any adverse information contained in such\nconfidential report shall be communicated by the Head of Department to the\nOfficer concerned before the report is submitted to the appropriate committee\nand if so decided by the committee and the council, placed in the Officers\npersonal file.\u003C\u002Fp>\n\n\u003Cp>(b) Any such confidential report containing an adverse criticism of an\nofficer or any other entry placed in an officer's personal file at the request\nof the Head of Department which contains an adverse criticism of an officer\nshall be initialed by the officer making the report, the officer whom it may\nconcern and the Head of his Department.\u003C\u002Fp>\n\n\u003Cp>(c) Any report or entry such as mentioned in the preceding paragraph may\nafter not less than six months satisfactory service from the date of such\nreport or entry be reviewed by the Head of Department concerned who may if he\nthinks fit recommend to the Council the removal from the file of such report.\nIn the case of an entry which had not been called for by the council but by the\nHead of Department concerned that entry may be removed by the Head of\nDepartment on his recommendation.\u003C\u002Fp>\n\n\u003Cp>(d) An officer may inspect his personal file at any time in the presence of\nthe Establishment Officer and with the knowledge of the Head of Department\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>36.LOSS OR DAMAGE OF COUNCIL PROPERTY\u003C\u002Fh3>\n\n\u003Cp>Where loss or damage to council property occurs, including loss of money\nthrough the careless, negligent or malicious act or omission of an officer he\nshall be required to meet the whole or part of the cost of such loss or damage\nas determined by the council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>37.PURCHASE OF MOTOR VEHICLES, MOTOR CYCLES AND BICYCLES UNDER COUNCIL\nGUARANTEE OR LOAN SCHEME\u003C\u002Fh3>\n\n\u003Cp>(a) An officer may apply through the Head of Department to Treasurer\nrequesting the Council to guarantee an advance or give the officer a loan to\nassist the officer to purchase a motor vehicle or motor cycle in accordance\nwith such scheme as the council may from time to time determine and\u002For with\nconditions laid down by the Ministry of Local Government.\u003C\u002Fp>\n\n\u003Cp>(b) Councils may advance a sum not exceeding 100 per cent the cost of the\npurchase of a bicycle, such an advance to be payable by deduction from wages\nover a period not exceeding 48 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>38.PUBLIC STATEMENTS\u003C\u002Fh3>\n\n\u003Cp>(a) An officer shall not unless authorized by the Council or the Clerk make\nstatements to the press, radio or Television or other organization in regard to\ncouncil matters.\u003C\u002Fp>\n\n\u003Cp>(b) An Officer while acting in his capacity as a duly appointed officer of\nthe union may comment or make statement to the press or other agency of public\ninformation on matters affecting the council appertaining to terms and\nconditions of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>39.INDEMNITY\u003C\u002Fh3>\n\n\u003Cp>Where any matter or thing done or omitted to be done by an officer when\nlawfully and in good faith executing any of the duties required to be done by\nhim\u002Fher by any Act or Regulation, Rules or by-laws made there under or by any\ndirection of the Council subjects such officer to any personal liability or\nclaim whatsoever, the Council shall refund to the officer concerned any\nexpenses incurred by him and where the Council so decides, arrange for the\nofficers legal defense in any proceedings that may be taken against him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>40.PREVENTION OF CORRUPTION\u003C\u002Fh3>\n\n\u003Cp>(a) The attention of the staff is drawn to the provisions of the Prevention\nof Corruption Act (Cap. 65).\u003C\u002Fp>\n\n\u003Cp>(b) Where an officer or a member of his family is offered a present or bribe\nin such circumstances that if accepted would amount to a contravention of the\nPrevention of Corruption Act (Cap. 65), the officer shall report the fact to\nthe Head of Department concerned and the Clerk as soon as possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hardshipallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hardshipallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-HARDSHIP_trigger\" class=\"cbaClause highlight\">\u003Ch3>41.HARDSHIP ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Hardship allowance at the rate of 30 percent of an officer's basic salary,\nsubject to a maximum of Kshs1,600.00 per month for a married officer or\nKshs.800.00 per month for a single officer will be payable to all officers in\nthe following hardship areas irrespective of whether they are normally resident\nin those areas.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>a)North Eastern Province.\u003C\u002Fp>\n\n\u003Cp>b)lsiolo District\u003C\u002Fp>\n\n\u003Cp>c)Marasabit District\u003C\u002Fp>\n\n\u003Cp>d)Samburu District\u003C\u002Fp>\n\n\u003Cp>e)Tana River District\u003C\u002Fp>\n\n\u003Cp>f)Turkana District\u003C\u002Fp>\n\n\u003Cp>g)West Pokot Distrct\u003C\u002Fp>\n\n\u003Cp>h)Baringo District (excluding Eldama Ravine Division)\u003C\u002Fp>\n\n\u003Cp>i)Lamu District\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition to the above shall apply to the current gazetted areas and as\namended by the Government from time to time:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>42.GRATUITIES\u003C\u002Fh3>\n\n\u003Cp>Gratuities where applicable shall be paid to the officers of the council in\naccordance with the Rules governing such scheme\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>43.HONORARIUM ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Additional remuneration for extraneous service may at the discretion of the\nCouncil be granted in exceptional circumstances and in respect of duties in\naddition to and absolutely distinct from those contemplated in a particular\nofficer’s substantive appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Ch3>44.TUITION FEES\u003C\u002Fh3>\n\n\u003Cp>a) The council may advance 100% of the annual tuition fees payable by an\nofficer taking an approved course. Such advance shall be repayable to the\ncouncils by equal monthly installments by deduction from the officer's salary\nduring the 12 months following the date the advance is made.\u003C\u002Fp>\n\n\u003Cp>(c) In event of the officer being successful in passing the course\nexamination for which he was studying the council shall reimburse to the\nofficer the whole of the tuition fees paid by him\u002Fher. No reimbursement shall\nbe made by the council in respect of text-books or other equipment and that\nreimbursement shall be limited to one qualification per office. Examination\nfees will be payable by the council.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.BONUSES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>(a) Dirty and Heavy Work Bonuses\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dirty and Heavy work bonuses will be paid to such classes of employees or\nfor such types of work as may be determined by the councils at the following\nrates:\u003C\u002Fp>\n\n\u003Cp>Dirty work Kshs. 100.00 per Month\u003C\u002Fp>\n\n\u003Cp>Heavy work Kshs. 100.00 per Month\u003C\u002Fp>\n\n\u003Cp>Dirty & Heavy Work Combined Kshs. 200.00 per month\u003C\u002Fp>\n\n\u003Cp>(b) Proficiency Driving Bonus\u003C\u002Fp>\n\n\u003Cp>Officers engaged as drivers shall after 6 months continuous service in the\ncase of Nairobi and Mombasa and one year's continuous service in the case of\nthe drivers engaged by other councils to be eligible for the payment of a\nproficiency bonus of Kshs. 200 per month\u003C\u002Fp>\n\n\u003Cp>(c) The Head of Department may, if he thinks fit authorize the withholding\nor part or all the bonus over the continuing period from the officer who fails\nto carry out his duties to the satisfaction of the Head of Department\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>46.DUTIES\u003C\u002Fh3>\n\n\u003Cp>(a) An officer shall devote his time to the service of the council and shall\nnot without express permission in writing under the hand of the Clerk, engage\nin any other service or work or receive any pay or commission of any kind\ntherefore.\u003C\u002Fp>\n\n\u003Cp>(b) An Officer shall faithfully and diligently carry out the duties of his\npost and any other duties which Clerk or Head of Department or any Officer\nobtain permission of the Clerk or the Head of Department.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>47.MEETINGS\u003C\u002Fh3>\n\n\u003Cp>(a) Where officers of the appropriate branch of the Kenya Local Government\nworkers union wish to hold a meeting on council premise they must obtain\npermission of the Clerk or the Head of Department.\u003C\u002Fp>\n\n\u003Cp>(b) All meetings of officers to discuss matters relating to the terms and\nconditions of service, whether in conjunction with the union officers or\notherwise, shall be held outside working hours, provided that, in exceptional\ncircumstances the Clerk may authorize a meeting during working hours.\u003C\u002Fp>\n\n\u003Ch3>48.ADDRESS OF NEXT OF KIN\u003C\u002Fh3>\n\n\u003Cp>The clerk shall be informed by officers of a home postal address and changes\nthereto as they occur to which communications intended for relatives or friends\nmay be sent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>49.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Officers on leaving the councils service shall be furnished with a\nCertificate of Service in the form prescribed in the Employment Act. Any other\nform of testimonial or letter may be issued under the hand of the Clerk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>50.ACCEPTANCE OF TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>A copy of these terms and conditions of service printed in English shall be\ngiven to an officer on his first engagement and he shall thereby be deemed to\nhave accepted them.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>51.MEDALLION AWARD\u003C\u002Fh3>\n\n\u003Cp>An officer retiring from the services of a council, not on account of\ndiscipline, shall be paid Medallion Award at the following rates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nairobi City Council\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Category\u003C\u002Ftd>\n      \u003Ctd>Years of Service\u003C\u002Ftd>\n      \u003Ctd>Amount\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>1-15\u003C\u002Ftd>\n      \u003Ctd>30000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>16-20\u003C\u002Ftd>\n      \u003Ctd>40000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>21-24\u003C\u002Ftd>\n      \u003Ctd>65000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D\u003C\u002Ftd>\n      \u003Ctd>OVER 25\u003C\u002Ftd>\n      \u003Ctd>90000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Other Councils\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Category\u003C\u002Ftd>\n      \u003Ctd>Years of Service\u003C\u002Ftd>\n      \u003Ctd>Amount\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>1-10\u003C\u002Ftd>\n      \u003Ctd>25000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>11-20\u003C\u002Ftd>\n      \u003Ctd>40000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C\u003C\u002Ftd>\n      \u003Ctd>21 ABOVE\u003C\u002Ftd>\n      \u003Ctd>50000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NB. The rates applicable to Officer working in the City Council of Nairobi\nthat may be higher than the above rates shall remain applicable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>52.COMMUTER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The councils shall pay commuter allowance to each employee at the following\nrates:\u003C\u002Fp>\n\n\u003Cp>Cities: Kshs.3, 000 per month\u003C\u002Fp>\n\n\u003Cp>Other Councils: Kshs.2, 000 per month\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>53.DEATH GRATUITY\u003C\u002Fh3>\n\n\u003Cp>In the event of death of an officer in service, a council shall pay to\nhis\u002Fher family Kshs.75, 000\u002F- to assist defray funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>54.RISK ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An officer who works in risky environment shall be paid risk allowance at\nthe rate of Kshs.1, 000\u002F- per month. The category of employees to be paid the\nallowance shall be firemen, health service providers, mortuary attendants,\naskaris, nurses and doctors and additionally as may be identified by a council\nprovided that councils paying higher rates shall continue paying those\nrates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>55.NON-PRACTISING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An officer registered with a recognized professional body shall be paid\nnon-practicing allowance of Kshs.5, 000\u002F- per month to encourage and retain\nprofessionalism in the councils provided that councils paying higher shall\ncontinue paying at their rates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>56.OUT OF POCKET ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An officer attending a fully sponsored course or a seminar outside a duty\nstation shall be eligible for payment of out of pocket allowance at 25% of the\napplicable per diem for a maximum of 15 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Ch3>57.MEDICAL SCHEME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Individual councils shall provide a Medical Scheme within their reasonable\nmeans without discrimination whatsoever.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>58.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>The salaries and terms and conditions of service shall be effective from 1st\nSeptember 2012 for two years and shall remain in force for two years until and\nunless amended by mutual agreement, provided that a party wishing to amend\nthese terms and conditions of service shall give one month’s notice\nspecifying clearly the amendments required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE ASSOCIATION OF LOCAL GOVERNMENT\nEMPLOYERS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>CLLR. SAMUEL NYANGESOJACQUELINE MUGO\u003C\u002Fp>\n\n\u003Cp>CHAIRMANEXECUTIVE SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>H. O. OKECHE\u003C\u002Fp>\n\n\u003Cp>DEPUTY EXECUTIVE SECRETARY\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>CLLR. CYPRIAN KANG’ERI\u003C\u002Fp>\n\n\u003Cp>DEPUTY CHAIRMAN ALGE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE KENYA LOCAL GOVERNMENT WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>BONFACE MUNYAOJ.M. OLE APALE\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY.DEPUTY NATIONAL GEN. SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………..……………………………………..\u003C\u002Fp>\n\n\u003Cp>MARY N. MURONGOROMICHAEL M. WACHIRA\u003C\u002Fp>\n\n\u003Cp>NATIONAL CHAIRMANNATIONAL TEASURER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI …………… DAY OF ………………… 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANNEX\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEMORANDUM OF AGREEMENT BETWEEN THE ASSOCIATION OF LOCAL GOVERNMENT\nEMPLOYERS AND THE KENYA LOCAL GOVERNMENT WORKERS UNION OF THE CONSTITUTION OF\nTHE NATIONAL JOINT NEGOTIATING COUNCIL AS PROVIDED FOR IN SESSIONAL PAPER NO.\n12 OF 1967 ISSUED BY THE GOVERNMENT OF KENYA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.TITLE AND COMMENCEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Local Government National Joint Negotiating Council (hereinafter called\n‘The Council’ shall be deemed to have been established as from 1st January\n1968.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2It is agreed that the wages and salaries of the employees by Local\nAuthorities in Kenya, the hours of work and other conditions of service shall\nbe negotiated by Committees set up by the Council who shall have full power to\nreach a decision for submission to the Minister of Local Government.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.NATIONAL NEGOTIATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In accordance with the terms of Clause 2 hereof, the parties jointly and\nseverally declare that unless and until the adherence to this Agreement is\nterminated in the manner hereinafter provided they will not permit, endorse,\nsanction or otherwise condone any claim or agreement affecting any matters\nincluded in negotiations other than on a national basis except that there shall\nbe suitable variations as provided for in clause 4 covering the different types\nof Local Authorities. The parties will use all means in their power to prevent\nor nullify any such claim or agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.COMMITTEE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is agreed by both parties that committees of the Council shall be formed\nwith full power to negotiate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.MEMBERSHIP\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)The Council shall consist of not more than 20 members, half of whom 20\nshall be employer representatives and nominated by the Association of Local\nGovernment Employers and half shall be workers representatives nominated by the\nKenya Local Government Workers Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)The Ministry of Local Government shall nominate an observer to serve on\nthe council but he shall not be entitled to vote, although he may contribute to\ndiscussions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)The membership of the Council shall be reviewed after Local Authorities\nElections or Kenya Local Government Workers Union elections as the case may be.\nThe normal appointment of the members shall be notified by the parties\nconcerned to each other.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d)Casual vacancies occurring during the year shall be filled by the body\nwhich appointed the members whose place has become vacant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e)Members may nominate a substitute who shall be entitled to attend the\nmeetings, participate in discussions and when the substantive members is absent\nto vote in his place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f)Advisors may attend meetings of the Council or Committees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.FUNCTIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The duties of the Council shall be to negotiate between the parties\nconcerning the rates of pay and overtime, hours of work, method of wage\npayment, paid leave, duration of employment, collection of union dues, medical\nbenefits, principles of redundancy, and training, insurance schemes and other\nterms and conditions of service. It is recognised that the committee may\nnegotiate on a separate basis as between manual workers and staff employers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.MEETINGS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)The Council shall meet as and when required or by one month’s notice\ngiven by either party to the other.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)The committees shall meet when necessary in order to conduct negotiations\nconcerning the appropriate sphere of influence of each committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.NOTICE OF MEETINGS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>21 days notice shall be given of each meeting of the Council and at least\nseven clear days notice of all committee meetings. The agenda papers and all\nrelevant documents shall be circulated to members of the Council and to members\nof the committee along with the notice calling the meeting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.OFFICERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Council shall from within its own members elect a Chairman and a Vice\nChairman, also two Joint Secretaries, one appointed by the employers’ side\nand one by the workers side of the Council. Similarly, the committees shall\nfrom within its own members each select a Chairman, Vice Chairman and Joint\nSecretaries.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.EXPENSES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The expenses incurred by the Council shall be borne separately by each of\nthe parties and no accounts shall be kept by the Council as such.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.MEMBERS’ EXPENSES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The expenses of the members of the Council attending meeting of the Council\nor meetings of the committees shall be met directly by the party they\nrepresent.\u003C\u002Fp>\n\n\u003Cp>12.Members of the Council or any of its committee who may be employed by a\nLocal Authority shall be granted paid leave in order to attend meetings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13EMPLOYEES REPRESENTATIVES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees’ representatives shall be able to discharge their duties as\nmembers of the Council or any of its committees in an independent manner\nwithout fear that their individual relations with Local Authorities should be\naffected in any way by any action carried out by them in good faith when acting\nin a representative capacity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.QUORUM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Half of the members of the Council on each side of the Council shall\nconstitute a quorum at any meeting of the Council or any of its committees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.VOTING\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Voting shall be by show of hands unless any member requests a ballot and\nthis is accepted by a majority of the Council or committees. Any decision to be\nbinding must be carried out by majority votes on each side of those present and\nvoting: the Chairman shall have one vote only as a member of the Council\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.PRIVATE CONSULTATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Should either side desire to retire for private consultation during any\nsitting it shall be allowed to do so.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>17.FAILURE TO REACH AGREEEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of failure to reach a settlement at any of the committee\nmeetings either party may refer the dispute to a meeting of the whole Council\nand in the event of still failing to reach agreement the matter shall be\nreferred to the Consultative Committee appointed by the Minister for Local\nGovernment or either party may invoke the provisions of the Trade Disputes Act,\n1965.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.VARIATION OF RULES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any of the rules mentioned in this agreement may be varied by either party\ngiving three months notice in writing to both the Joint Secretaries. Following\nsuch notice the proposed amendment will be discussed at a meeting of the\nCouncil and thereafter normal procedure will take effect as outlined in\nparagraph 17.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JOB GRADES AND SALARY\u003C\u002Fp>\n\n\u003Cp>SCALES EXCLUSIVE OF HOUSE ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£44,967 X £870 - £46,050 X 1083 - £64,461p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Town Clerk (Nbi))\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 2\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£42,357 x £870 - £46,050 x £1083 - £59,046p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Town Clerk (Msa)\u003C\u002Fp>\n\n\u003Cp>2.Deputy Clerk (Nbi)\u003C\u002Fp>\n\n\u003Cp>3.City Engineer (Nbi)\u003C\u002Fp>\n\n\u003Cp>4.Director of City Planning and Architecture (Nbi)\u003C\u002Fp>\n\n\u003Cp>5.Director - H.D.D. (Nbi)\u003C\u002Fp>\n\n\u003Cp>6.Director - City Inspectorate\u003C\u002Fp>\n\n\u003Cp>7.General Manager (Nbi)\u003C\u002Fp>\n\n\u003Cp>8.Medical Officer of Health (Nbi)\u003C\u002Fp>\n\n\u003Cp>9.City Treasurer (Nbi)\u003C\u002Fp>\n\n\u003Cp>10.City Education Officer (Nbi)\u003C\u002Fp>\n\n\u003Cp>11.Director of Social Services & Housing (Nbi)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 3\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>£40,617 x £870 - £46,050 x £1,083 - £56,880p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Clerks(Mun.\u002FCounties)\u003C\u002Fp>\n\n\u003Cp>2.Assistant Town Clerk (Nbi)\u003C\u002Fp>\n\n\u003Cp>3.Deputy Town Clerk (Msa)\u003C\u002Fp>\n\n\u003Cp>4.Municipal Engineer (Msa)\u003C\u002Fp>\n\n\u003Cp>5.Deputy City Engineer (Nbi)\u003C\u002Fp>\n\n\u003Cp>6.Deputy Director Architecture (Nbi)\u003C\u002Fp>\n\n\u003Cp>7.Deputy Director (Planning)\u003C\u002Fp>\n\n\u003Cp>8.Deputy Director (Valuation)\u003C\u002Fp>\n\n\u003Cp>9.Deputy Director (Land Surveying)\u003C\u002Fp>\n\n\u003Cp>10.Deputy Director (Quantity Surveying)\u003C\u002Fp>\n\n\u003Cp>11.Director - H.D.D. (Msa)\u003C\u002Fp>\n\n\u003Cp>12.Deputy Director - City Inspectorate\u003C\u002Fp>\n\n\u003Cp>13.Deputy General Manager (Commercial\u002FEngineering) (Nbi)\u003C\u002Fp>\n\n\u003Cp>14.M.O.H. (Msa)\u003C\u002Fp>\n\n\u003Cp>15.Deputy M.O.H. (Pumwani)\u003C\u002Fp>\n\n\u003Cp>16.Medical Consultant (Nbi)\u003C\u002Fp>\n\n\u003Cp>17.Deputy City Treasurer\u003C\u002Fp>\n\n\u003Cp>18.Town Treasurer (Msa)\u003C\u002Fp>\n\n\u003Cp>19.Deputy City Educational Officer\u003C\u002Fp>\n\n\u003Cp>20.Municipal Education Officer (Msa)\u003C\u002Fp>\n\n\u003Cp>21.Director of Social Service & Housing (Msa)\u003C\u002Fp>\n\n\u003Cp>22.Deputy Director of Social Security (Nbi)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 4\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£37,137 x £870 - £46050 x £1,083 - £51,465p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Town Clerk (Town Council)\u003C\u002Fp>\n\n\u003Cp>2.Chief Council\u003C\u002Fp>\n\n\u003Cp>3.Computer Manager (Nbi\u002FMsa)\u003C\u002Fp>\n\n\u003Cp>4.Assistant Town Clerk (Msa)\u003C\u002Fp>\n\n\u003Cp>5.Deputy Town Clerk (Msa CC)\u003C\u002Fp>\n\n\u003Cp>6.Deputy Municipal Engineer (Msa)\u003C\u002Fp>\n\n\u003Cp>7.Municipal Engineer (O.M.)\u003C\u002Fp>\n\n\u003Cp>8.County Engineer\u003C\u002Fp>\n\n\u003Cp>9.Assistant City Engineer (Nbi)\u003C\u002Fp>\n\n\u003Cp>10.Deputy Director - H.D.D. (Msa)\u003C\u002Fp>\n\n\u003Cp>11.Assistant Director - H.D.D. (Msa)\u003C\u002Fp>\n\n\u003Cp>12.Director - H.D.D. (0.M.)\u003C\u002Fp>\n\n\u003Cp>13.Assistant Director City Inspectorate\u003C\u002Fp>\n\n\u003Cp>14.General Manager (0.M)\u003C\u002Fp>\n\n\u003Cp>15.Assistant General Manager (Nbi) (Commercial\u002FEngineering)\u003C\u002Fp>\n\n\u003Cp>16.M.O.H. (O.M.)\u003C\u002Fp>\n\n\u003Cp>17.Deputy M.O.H. (Msa)\u003C\u002Fp>\n\n\u003Cp>18.Assistant M.O.H. (Nbi)\u003C\u002Fp>\n\n\u003Cp>19.Assistant City Treasurer (Nbi)\u003C\u002Fp>\n\n\u003Cp>20.Deputy Town Treasurer (Msa)\u003C\u002Fp>\n\n\u003Cp>21.Treasurer (Mun.\u002FC.C.)\u003C\u002Fp>\n\n\u003Cp>22.Assistant City Education Officer\u003C\u002Fp>\n\n\u003Cp>23.Deputy M.E.O. (Msa)\u003C\u002Fp>\n\n\u003Cp>24.M.E.O (OM)\u003C\u002Fp>\n\n\u003Cp>25.Assistant Director - Architecture\u003C\u002Fp>\n\n\u003Cp>26.Assistant Director – Planning\u003C\u002Fp>\n\n\u003Cp>27.D.S.S.H. (O.M.)\u003C\u002Fp>\n\n\u003Cp>28.Deputy Director S.S. & H. (Msa)\u003C\u002Fp>\n\n\u003Cp>29.Assistant D.S.S.H. (Nbi)\u003C\u002Fp>\n\n\u003Cp>30.Assistant Director - Valuation\u003C\u002Fp>\n\n\u003Cp>31.Assistant Director - Land Survey\u003C\u002Fp>\n\n\u003Cp>32.Assistant Director - Quantity Survey\u003C\u002Fp>\n\n\u003Cp>33.Chief Public Health Officer (Nbi)\u003C\u002Fp>\n\n\u003Cp>34.Chief Nursing Officer (Nbi)\u003C\u002Fp>\n\n\u003Cp>35.Chief Pharmacist (Nbi)\u003C\u002Fp>\n\n\u003Cp>36.Chief Nutritionist (Nbi)\u003C\u002Fp>\n\n\u003Cp>37.Chief Clinical Officer (Nbi)\u003C\u002Fp>\n\n\u003Cp>38.Chief Laboratory Technoligist (Nbi)\u003C\u002Fp>\n\n\u003Cp>39.Chief Medical Officer (Nbi)\u003C\u002Fp>\n\n\u003Cp>40.Chief Advisor to Schools\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 5\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£34,527 x £870 - £46,050 x £1,083 - £50,382p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Principal Counsel\u003C\u002Fp>\n\n\u003Cp>2.Computer Systems Analyst (Nbi\u002FMsa)\u003C\u002Fp>\n\n\u003Cp>3.Principal Establishment Officer (Msa\u002FNbi)\u003C\u002Fp>\n\n\u003Cp>4.Assistant Clerk (Mun.\u002FC.C.)\u003C\u002Fp>\n\n\u003Cp>5.Deputy Town Clerk (T.C.)\u003C\u002Fp>\n\n\u003Cp>6.Assistant Municipal Engineer (Msa)\u003C\u002Fp>\n\n\u003Cp>7.Town Engineer (T.C.)\u003C\u002Fp>\n\n\u003Cp>8.Chief Asst. Engineer (Nbi)\u003C\u002Fp>\n\n\u003Cp>9.Deputy Municipal Engineer (0.M.)\u003C\u002Fp>\n\n\u003Cp>10.Deputy County Engineer\u003C\u002Fp>\n\n\u003Cp>11.Principal Lan Survey (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>12.Principal Quantity Surveyor\u003C\u002Fp>\n\n\u003Cp>13.Assistant Director - H.D.D. (O.M.)\u003C\u002Fp>\n\n\u003Cp>14.Deputy Director - H.D.D. (O.M.)\u003C\u002Fp>\n\n\u003Cp>15.Chief City Superintendent (Nbi\u002FMsa)\u003C\u002Fp>\n\n\u003Cp>16.Deputy General Manager (O.M.)\u003C\u002Fp>\n\n\u003Cp>17.Deputy M.O.H. (0.M.)\u003C\u002Fp>\n\n\u003Cp>18.Senior Medical Officer\u003C\u002Fp>\n\n\u003Cp>19.Principal Architect\u003C\u002Fp>\n\n\u003Cp>20.Assistant Town Treasurer (Msa)\u003C\u002Fp>\n\n\u003Cp>21.Deputy Treasurer (O.M.\u002FC.C.)\u003C\u002Fp>\n\n\u003Cp>22.Assistant Director of Finance (Msa)\u003C\u002Fp>\n\n\u003Cp>23.Town Treasurer (T.C.)\u003C\u002Fp>\n\n\u003Cp>24.Assistant M.E.O. (Msa)\u003C\u002Fp>\n\n\u003Cp>25.Deputy E.E.O. (O.M.)\u003C\u002Fp>\n\n\u003Cp>26.Assistant Director Technical\u003C\u002Fp>\n\n\u003Cp>27.Principal Land Survey (O.M.)\u003C\u002Fp>\n\n\u003Cp>28.Chief Accountant (Nbi)\u003C\u002Fp>\n\n\u003Cp>29.Deputy Chief Advisor to School\u003C\u002Fp>\n\n\u003Cp>30.Assistant D.S.S.H. (Msa)\u003C\u002Fp>\n\n\u003Cp>31.Assistant Director Comm.Dev. (Msa)\u003C\u002Fp>\n\n\u003Cp>32.Deputy D.S.S.H. (O.M.)\u003C\u002Fp>\n\n\u003Cp>33.Senior Education Officer (Nbi)\u003C\u002Fp>\n\n\u003Cp>34.Chief Revenue Officer (Nbi)\u003C\u002Fp>\n\n\u003Cp>35.Chief Internal Auditor (Nbi)\u003C\u002Fp>\n\n\u003Cp>36.Principal Valuer\u003C\u002Fp>\n\n\u003Cp>37.Principal Planner\u003C\u002Fp>\n\n\u003Cp>38.Assistant M.O.H. (Msa)\u003C\u002Fp>\n\n\u003Cp>39.Chief Mechanical Engineer\u003C\u002Fp>\n\n\u003Cp>40.Deputy Chief Public Health Officer (Nbi)\u002FChief Public Health Officer (Msa\n& O.M.)\u003C\u002Fp>\n\n\u003Cp>41.Deputy Chief Nursing Officer (Nbi) Chief Nursing Officer (Msa\u002FO.M.)\u003C\u002Fp>\n\n\u003Cp>42.Deputy Chief Pharmacist (Nbi) Chief Pharmacist (Msa\u002FO.M.)\u003C\u002Fp>\n\n\u003Cp>43.Deputy Chief Nutritionist (Msa & O.M.)\u003C\u002Fp>\n\n\u003Cp>44.Deputy Chief Clinical Officer (Nbi) Chief Clinical Officer (Msa &\nO.M.)\u003C\u002Fp>\n\n\u003Cp>45.Deputy Chief Laboratory Technologist (Nbi) Chief Laboratory Technologist\n(Msa & O.M.)\u003C\u002Fp>\n\n\u003Cp>46.Principal Tutor\u003C\u002Fp>\n\n\u003Cp>47.Matron Pumwani Maternity\u003C\u002Fp>\n\n\u003Cp>48.Paymaster (Nbi)\u003C\u002Fp>\n\n\u003Cp>49.Chief Fire Officer (Msa & Nbi)\u003C\u002Fp>\n\n\u003Cp>50.Chief Chemist\u003C\u002Fp>\n\n\u003Cp>51.Principal Development Control Officer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 6\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£32,787 x £870 - £46,050 x £1,083 - £47,133p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Senior Counsel\u003C\u002Fp>\n\n\u003Cp>2.Senior Establishment Officer (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>3.Deputy Town Engineer (T.C.)\u003C\u002Fp>\n\n\u003Cp>4.Chief Public Relations Officer\u003C\u002Fp>\n\n\u003Cp>5.Assistant Municipal Engineer (0.M.)\u003C\u002Fp>\n\n\u003Cp>6.Principal Assistant Engineer (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>7.Workshop Manager\u003C\u002Fp>\n\n\u003Cp>8.Assistant Chief Revenue Officer (Nbi) Chief Revenue Officer (Msa)\u003C\u002Fp>\n\n\u003Cp>9.Senior Architect\u003C\u002Fp>\n\n\u003Cp>10.Senior P1anner\u003C\u002Fp>\n\n\u003Cp>11.Senior Land Surveyor\u003C\u002Fp>\n\n\u003Cp>12.Senior Valuer\u003C\u002Fp>\n\n\u003Cp>13.Senior Quantity Surveyor\u003C\u002Fp>\n\n\u003Cp>14.Senior Superintendent (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>15.Senior Chemist\u003C\u002Fp>\n\n\u003Cp>16.Assistant Chief Public Health Officer (Nbi) Deputy Chief P.H.O. (Msa\n& O.M.)\u003C\u002Fp>\n\n\u003Cp>17.Assistant Chief Nursing Officer (Nbi) Deputy Chief Nursing Officer (Msa\n& O.M.)\u003C\u002Fp>\n\n\u003Cp>18.Assistant Chief Pharmaceutical Technologist (Nbi) Deputy Chief\u003C\u002Fp>\n\n\u003Cp>Pharmaceutical Technologist (Msa & O.M.)\u003C\u002Fp>\n\n\u003Cp>19.Assistant Chief Clinical Officer (Nbi) Deputy Chief Clinical Officer (Msa\n& O.M.)\u003C\u002Fp>\n\n\u003Cp>20.Chief Librarian\u003C\u002Fp>\n\n\u003Cp>21.Deputy Town Clerk (TC)\u003C\u002Fp>\n\n\u003Cp>22.Assistant Treasurer (0.M.\u002FC.C.)\u003C\u002Fp>\n\n\u003Cp>23.Chief Administrative Officer\u003C\u002Fp>\n\n\u003Cp>24.Chief Economist\u002FStatistician\u003C\u002Fp>\n\n\u003Cp>25.Assistant Chief Advisor to Schools\u003C\u002Fp>\n\n\u003Cp>26.Chief Housing Officer\u003C\u002Fp>\n\n\u003Cp>27.Principal Assistant Paymaster\u003C\u002Fp>\n\n\u003Cp>28.Deputy Chief Fire Officer (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>29.Chief Sociologist\u003C\u002Fp>\n\n\u003Cp>30.School Staffing Officer\u003C\u002Fp>\n\n\u003Cp>31.Medical Officer 1\u003C\u002Fp>\n\n\u003Cp>32.Assistant Chief Nutritionist\u003C\u002Fp>\n\n\u003Cp>33.Assistant Chief Laboratory Technologist\u003C\u002Fp>\n\n\u003Cp>34.Assistant Chief Internal Auditor (Nbi) Chief Internal Auditor (Msa)\u003C\u002Fp>\n\n\u003Cp>35.Assistant Chief Accountant (Nbi) Chief Accountant (Msa)\u003C\u002Fp>\n\n\u003Cp>36.Systems Analyst 1\u003C\u002Fp>\n\n\u003Cp>37.Pharmacist 1\u003C\u002Fp>\n\n\u003Cp>38.Senior Development Control Officer\u003C\u002Fp>\n\n\u003Cp>39.Chief Warden\u003C\u002Fp>\n\n\u003Cp>40.Senior Superintendent (Inspectorate)\u003C\u002Fp>\n\n\u003Cp>41.Senior Funeral Superintendent\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 7\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£29,829 x £609 - £31,917 x £870 - £43,227p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Counsel\u003C\u002Fp>\n\n\u003Cp>2.Senior Establishment Officer\u003C\u002Fp>\n\n\u003Cp>3.Engineer 1\u003C\u002Fp>\n\n\u003Cp>4.Transport Manager\u003C\u002Fp>\n\n\u003Cp>5.Superintendent 1\u003C\u002Fp>\n\n\u003Cp>6.Assistant Chief Fire Officer (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>7.Senior Family Welfare Officer\u003C\u002Fp>\n\n\u003Cp>8.Senior Public Relations Officer\u003C\u002Fp>\n\n\u003Cp>9.Chief Building Works Inspector (Msa)\u003C\u002Fp>\n\n\u003Cp>10.Architect 1\u003C\u002Fp>\n\n\u003Cp>11.Surveyor 1\u003C\u002Fp>\n\n\u003Cp>12.Valuer 1\u003C\u002Fp>\n\n\u003Cp>13.Planner 1\u003C\u002Fp>\n\n\u003Cp>14.Quantity Surveyor 1\u003C\u002Fp>\n\n\u003Cp>15.Chemist 1\u003C\u002Fp>\n\n\u003Cp>16.Senior Nursing Officer\u003C\u002Fp>\n\n\u003Cp>17.Senior Pharmaceutical Technologist\u002FLab. Technologist\u003C\u002Fp>\n\n\u003Cp>18.Senior Clinical Officer\u003C\u002Fp>\n\n\u003Cp>19.Senior Assistant Chief Librarian\u003C\u002Fp>\n\n\u003Cp>20.Senior Purchasing\u002FSupplies Officer\u003C\u002Fp>\n\n\u003Cp>21.Economist\u002FStatistician\u003C\u002Fp>\n\n\u003Cp>22.Principal Administrative Officer\u003C\u002Fp>\n\n\u003Cp>23.Development Control Officer 1\u003C\u002Fp>\n\n\u003Cp>24.Principal Administrative Officer\u003C\u002Fp>\n\n\u003Cp>25.Senior Assistant Paymaster\u003C\u002Fp>\n\n\u003Cp>26.Senior Assistant Chief Architect\u003C\u002Fp>\n\n\u003Cp>27.Communication Officer\u003C\u002Fp>\n\n\u003Cp>28.Land Surveyor I\u003C\u002Fp>\n\n\u003Cp>29.Senior Public Health Officer\u003C\u002Fp>\n\n\u003Cp>30.Senior Radiographer\u003C\u002Fp>\n\n\u003Cp>31.Pharmacist II\u003C\u002Fp>\n\n\u003Cp>32.Senior Nutritionist\u003C\u002Fp>\n\n\u003Cp>33.Senior Revenue Officer\u003C\u002Fp>\n\n\u003Cp>34.Senior Assistant Engineer\u003C\u002Fp>\n\n\u003Cp>35.Education Officer I\u003C\u002Fp>\n\n\u003Cp>36.Assistant Chief Housing Officer\u003C\u002Fp>\n\n\u003Cp>37.Senior Community Development Officer\u003C\u002Fp>\n\n\u003Cp>38.Senior Welfare Officer\u003C\u002Fp>\n\n\u003Cp>39.Senior Statistical Officer\u003C\u002Fp>\n\n\u003Cp>40.Senior Advisor to School\u003C\u002Fp>\n\n\u003Cp>41.Medical Officer II\u003C\u002Fp>\n\n\u003Cp>42.Senior Internal Auditor\u003C\u002Fp>\n\n\u003Cp>43.Senior Accountant\u003C\u002Fp>\n\n\u003Cp>44.Systems Analyst II\u003C\u002Fp>\n\n\u003Cp>45.Supervisor Family Welfare\u003C\u002Fp>\n\n\u003Cp>46.Senior Caterers\u003C\u002Fp>\n\n\u003Cp>47.Assistant Chief Warden\u003C\u002Fp>\n\n\u003Cp>48.Funeral Superintendent I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 8\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£28,005 x £609 - £31,917 x £870 - £40,617p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Assistant Counsel\u003C\u002Fp>\n\n\u003Cp>2.Senior Assistant Establishment\u003C\u002Fp>\n\n\u003Cp>3.Senior Administrative Officer\u003C\u002Fp>\n\n\u003Cp>4.Public Relations Officer\u003C\u002Fp>\n\n\u003Cp>5.Engineer II\u003C\u002Fp>\n\n\u003Cp>6.Assistant Transport Manager\u003C\u002Fp>\n\n\u003Cp>7.Nursing Officer I\u003C\u002Fp>\n\n\u003Cp>8.City Hall Administrator\u003C\u002Fp>\n\n\u003Cp>9.Superintendent II\u003C\u002Fp>\n\n\u003Cp>10.Works Officer\u003C\u002Fp>\n\n\u003Cp>11.Architect II\u003C\u002Fp>\n\n\u003Cp>12.Surveyor II\u003C\u002Fp>\n\n\u003Cp>13.Valuer II\u003C\u002Fp>\n\n\u003Cp>14.Quantity Surveyor II\u003C\u002Fp>\n\n\u003Cp>15.Land Surveyor II\u003C\u002Fp>\n\n\u003Cp>16.Chemist II\u003C\u002Fp>\n\n\u003Cp>17.Public Health Officer I\u003C\u002Fp>\n\n\u003Cp>18.Assistant C.P.H.O.\u003C\u002Fp>\n\n\u003Cp>19.Hospital Secretary I\u003C\u002Fp>\n\n\u003Cp>20.Entomologist I\u003C\u002Fp>\n\n\u003Cp>21.Malaria Control Officer I\u003C\u002Fp>\n\n\u003Cp>22.Pest Control I\u003C\u002Fp>\n\n\u003Cp>23.Systems Analyst III\u003C\u002Fp>\n\n\u003Cp>24.Pharmacist III\u003C\u002Fp>\n\n\u003Cp>25.Malaria & Pest Control Officer I (O.M.)\u003C\u002Fp>\n\n\u003Cp>26.Senior Game Warden\u003C\u002Fp>\n\n\u003Cp>27.Assistant Paymaster\u003C\u002Fp>\n\n\u003Cp>28.Planner II\u003C\u002Fp>\n\n\u003Cp>29.Laboratory Technologist I\u002FPharmaceutical Technologist I\u003C\u002Fp>\n\n\u003Cp>30.Clinical Officer I\u003C\u002Fp>\n\n\u003Cp>31.Assistant Chief Librarian\u003C\u002Fp>\n\n\u003Cp>32.Nutritionist I\u003C\u002Fp>\n\n\u003Cp>33.Purchasing\u002FSupplies Officer I\u003C\u002Fp>\n\n\u003Cp>34.Accountant I\u003C\u002Fp>\n\n\u003Cp>35.Divisional Officer I (Nbi\u002FMsa)\u003C\u002Fp>\n\n\u003Cp>36.Education Officer II\u003C\u002Fp>\n\n\u003Cp>37.Housing Officer I\u003C\u002Fp>\n\n\u003Cp>38.Radiographer I\u003C\u002Fp>\n\n\u003Cp>39.Community Development Officer\u003C\u002Fp>\n\n\u003Cp>40.Welfare Officer\u003C\u002Fp>\n\n\u003Cp>41.Stadium Manager\u003C\u002Fp>\n\n\u003Cp>42.Family Welfare Manager\u003C\u002Fp>\n\n\u003Cp>43.Revenue Officer I\u003C\u002Fp>\n\n\u003Cp>44.Senior Schools Advisor\u003C\u002Fp>\n\n\u003Cp>45.Executive Secretary\u003C\u002Fp>\n\n\u003Cp>46.Statistical Officer\u003C\u002Fp>\n\n\u003Cp>47.Medical Officer 111\u003C\u002Fp>\n\n\u003Cp>48.Internal Auditor I\u003C\u002Fp>\n\n\u003Cp>49.Senior Enrolled Community Nurse\u003C\u002Fp>\n\n\u003Cp>50.Senior Law Clerk\u003C\u002Fp>\n\n\u003Cp>51.Cateress I\u002FHouse Keeper I\u003C\u002Fp>\n\n\u003Cp>52.Development Control Officer II\u003C\u002Fp>\n\n\u003Cp>53.Chief Telephone Supervisor\u003C\u002Fp>\n\n\u003Cp>54.Principal Instructor\u003C\u002Fp>\n\n\u003Cp>55.Senior Technical Inspector\u003C\u002Fp>\n\n\u003Cp>56.Funeral Superintendent II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 9\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£25,572 x £609 - £31,917 x £870 - £37,137p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Computer Programmer I\u003C\u002Fp>\n\n\u003Cp>2.Assistant Establishment Officer\u003C\u002Fp>\n\n\u003Cp>3.Administrative Officer I\u003C\u002Fp>\n\n\u003Cp>4.Hospital Secretary I\u003C\u002Fp>\n\n\u003Cp>5.Superintendent III\u003C\u002Fp>\n\n\u003Cp>6.Engineering\u002FTechnical Assistant\u003C\u002Fp>\n\n\u003Cp>7.Senior Technologist\u003C\u002Fp>\n\n\u003Cp>8.Clerk of Works\u003C\u002Fp>\n\n\u003Cp>9.Physiotherapist\u003C\u002Fp>\n\n\u003Cp>10.Planner III\u003C\u002Fp>\n\n\u003Cp>11.Senior Draughtsman\u003C\u002Fp>\n\n\u003Cp>12.Quantity Surveyor III\u003C\u002Fp>\n\n\u003Cp>13.Land Surveyor III\u003C\u002Fp>\n\n\u003Cp>14.Chemist III\u003C\u002Fp>\n\n\u003Cp>15.Senior Market Inspector\u003C\u002Fp>\n\n\u003Cp>16.Divisional Fire Officer II (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>17.Development Control Officer III\u003C\u002Fp>\n\n\u003Cp>18.Public Relations Officer II\u003C\u002Fp>\n\n\u003Cp>19.Ranch Manager\u003C\u002Fp>\n\n\u003Cp>20.Farm Manager\u003C\u002Fp>\n\n\u003Cp>21.Public Health Officer II\u003C\u002Fp>\n\n\u003Cp>22.Nursing Officer II\u003C\u002Fp>\n\n\u003Cp>23.Entomologist II\u003C\u002Fp>\n\n\u003Cp>24.Malaria Control Officer II\u003C\u002Fp>\n\n\u003Cp>25.Pest Control Officer II\u003C\u002Fp>\n\n\u003Cp>26.Malaria & Pest Control Officer III\u003C\u002Fp>\n\n\u003Cp>27.Clinical Officer II\u003C\u002Fp>\n\n\u003Cp>28.Warden I\u003C\u002Fp>\n\n\u003Cp>29.Forester I\u003C\u002Fp>\n\n\u003Cp>30.Lodges Manager\u003C\u002Fp>\n\n\u003Cp>31.Librarian I\u003C\u002Fp>\n\n\u003Cp>32.Purchasing\u002FSupplies Officer II\u003C\u002Fp>\n\n\u003Cp>33.Accountant II\u003C\u002Fp>\n\n\u003Cp>34.Education Officer III\u003C\u002Fp>\n\n\u003Cp>35.Housing Officer II\u003C\u002Fp>\n\n\u003Cp>36.Senior Assistant Community Development Officer\u003C\u002Fp>\n\n\u003Cp>37.Senior Assistant Welfare Officer\u003C\u002Fp>\n\n\u003Cp>38.Stadium Manager II\u003C\u002Fp>\n\n\u003Cp>39.Revenue Officer II\u003C\u002Fp>\n\n\u003Cp>40.Works Officer II\u003C\u002Fp>\n\n\u003Cp>41.Senior Secretary (120\u002F60w.p.m.)\u003C\u002Fp>\n\n\u003Cp>42.Assistant Statistical Officer\u003C\u002Fp>\n\n\u003Cp>43.Project Accountant\u003C\u002Fp>\n\n\u003Cp>44.Internal Auditor II\u003C\u002Fp>\n\n\u003Cp>45.Laboratory Technologist\u002FPharmaceutical Technologist II\u003C\u002Fp>\n\n\u003Cp>46.Enrolled Community Nurse I\u003C\u002Fp>\n\n\u003Cp>47.Nutritionist II\u003C\u002Fp>\n\n\u003Cp>48.Architect II\u003C\u002Fp>\n\n\u003Cp>49.Engineer III\u003C\u002Fp>\n\n\u003Cp>50.Valuer III\u003C\u002Fp>\n\n\u003Cp>51.Law Clerk I\u003C\u002Fp>\n\n\u003Cp>52.Cateress II\u002FHouse Keeper II\u003C\u002Fp>\n\n\u003Cp>53.Principal Telephone Supervisor\u003C\u002Fp>\n\n\u003Cp>54.Deputy Principal Instructor\u003C\u002Fp>\n\n\u003Cp>55.Inspector I\u003C\u002Fp>\n\n\u003Cp>56.Park Supervisor\u003C\u002Fp>\n\n\u003Cp>57.Technical Inspector I\u003C\u002Fp>\n\n\u003Cp>58.Funeral Superintendent III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 10\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£24,252 x £510 - £24,357 x £609 - £31,917 x £870 - £33,657p.a\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Administrative Officer II\u003C\u002Fp>\n\n\u003Cp>2.Computer Programmer II\u003C\u002Fp>\n\n\u003Cp>3.Laboratory Technologist I\u002FPharmaceutical Technologist III\u003C\u002Fp>\n\n\u003Cp>4.Draughtsman I\u003C\u002Fp>\n\n\u003Cp>5.Market Inspector I\u003C\u002Fp>\n\n\u003Cp>6.Assistant Ranch Manager\u003C\u002Fp>\n\n\u003Cp>7.Assistant Farm Manager\u003C\u002Fp>\n\n\u003Cp>8.Public Health Officer II\u003C\u002Fp>\n\n\u003Cp>9.Nursing Officer III (Registered)\u003C\u002Fp>\n\n\u003Cp>10.Enrolled Community Nurse II\u003C\u002Fp>\n\n\u003Cp>11.Senior Public Health Technician\u003C\u002Fp>\n\n\u003Cp>12.Clinical Officer III\u003C\u002Fp>\n\n\u003Cp>13.Senior X-Ray Technician\u003C\u002Fp>\n\n\u003Cp>14.Assistant Physiotherapist\u003C\u002Fp>\n\n\u003Cp>15.Game warden II\u003C\u002Fp>\n\n\u003Cp>16.Forester II\u003C\u002Fp>\n\n\u003Cp>17.Assistant Community Development Officer\u003C\u002Fp>\n\n\u003Cp>18.Assistant Lodge Manager\u003C\u002Fp>\n\n\u003Cp>19.Librarian II\u003C\u002Fp>\n\n\u003Cp>20.Public Relations Officer III\u003C\u002Fp>\n\n\u003Cp>21.Purchasing Officer III\u003C\u002Fp>\n\n\u003Cp>22.Supplies Officer\u003C\u002Fp>\n\n\u003Cp>23.Accountant III (CPA II)\u003C\u002Fp>\n\n\u003Cp>24.Printing Supervisor\u003C\u002Fp>\n\n\u003Cp>25.Housing Officer III\u003C\u002Fp>\n\n\u003Cp>26.Estates Officer I\u003C\u002Fp>\n\n\u003Cp>27.Assistant Welfare Officer\u003C\u002Fp>\n\n\u003Cp>28.Stadium Manager III\u003C\u002Fp>\n\n\u003Cp>29.Senior Sports Officer\u003C\u002Fp>\n\n\u003Cp>30.Internal Auditor III\u003C\u002Fp>\n\n\u003Cp>31.Revenue Officer III\u003C\u002Fp>\n\n\u003Cp>32.Works Officer III\u003C\u002Fp>\n\n\u003Cp>33.Licensing Officer I\u003C\u002Fp>\n\n\u003Cp>34.Development Control Assistant\u003C\u002Fp>\n\n\u003Cp>35.Statistical Assistant\u003C\u002Fp>\n\n\u003Cp>36.Valuation Assistant I\u003C\u002Fp>\n\n\u003Cp>37.Surveyor Assistant I\u003C\u002Fp>\n\n\u003Cp>38.Graduate Trainee (Electrical)\u003C\u002Fp>\n\n\u003Cp>39.Entomologist III\u003C\u002Fp>\n\n\u003Cp>40.Malaria Control Officer III\u003C\u002Fp>\n\n\u003Cp>41.Pest Control Officer III\u003C\u002Fp>\n\n\u003Cp>42.Senior Telephone Supervisor\u003C\u002Fp>\n\n\u003Cp>43.Malaria E. Pest Control Officer III\u003C\u002Fp>\n\n\u003Cp>44.Assistant Cleansing Officer\u003C\u002Fp>\n\n\u003Cp>45.Senior Inspector\u003C\u002Fp>\n\n\u003Cp>46.Senior Security Officer\u003C\u002Fp>\n\n\u003Cp>47.Assistant Divisional Fire Officer\u003C\u002Fp>\n\n\u003Cp>48.Enrolled Nurse I\u003C\u002Fp>\n\n\u003Cp>49.Nutritionist III\u003C\u002Fp>\n\n\u003Cp>50.Quantity Survey Assistant I\u003C\u002Fp>\n\n\u003Cp>51.Planning Assistant I\u003C\u002Fp>\n\n\u003Cp>52.Senior Parks Supervisor\u003C\u002Fp>\n\n\u003Cp>53.Law Clerk II\u003C\u002Fp>\n\n\u003Cp>54.Cateress III\u002FHouse Keeper III\u003C\u002Fp>\n\n\u003Cp>55.Senior Secretary II (100\u002F60wpm)\u003C\u002Fp>\n\n\u003Cp>56.Senior Instructor\u003C\u002Fp>\n\n\u003Cp>57.Welfare Officer\u003C\u002Fp>\n\n\u003Cp>58.Senior Community Development Assistant\u003C\u002Fp>\n\n\u003Cp>59.Technical Inspector II\u003C\u002Fp>\n\n\u003Cp>60.Senior Telephone Supervisor\u003C\u002Fp>\n\n\u003Cp>61.Assistant Funeral Superintendent\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 11\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£22,212x £510 - £24,357 x £609- £31,917p.a\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Administrative Officer III\u003C\u002Fp>\n\n\u003Cp>2.Senior Secretary I\u003C\u002Fp>\n\n\u003Cp>3.Technical Inspector\u003C\u002Fp>\n\n\u003Cp>4.Technologist II\u003C\u002Fp>\n\n\u003Cp>5.Building Works Inspector II\u003C\u002Fp>\n\n\u003Cp>6.Draughtsman II\u003C\u002Fp>\n\n\u003Cp>7.Security Officer I\u003C\u002Fp>\n\n\u003Cp>8.Market Inspector II\u003C\u002Fp>\n\n\u003Cp>9.Enrolled Community Nurse III\u003C\u002Fp>\n\n\u003Cp>10.Public Health Technician I\u003C\u002Fp>\n\n\u003Cp>11.X-Ray Technician I\u003C\u002Fp>\n\n\u003Cp>12.Ambulance Supervisor I\u003C\u002Fp>\n\n\u003Cp>13.Game Warden III\u003C\u002Fp>\n\n\u003Cp>14.Forester III\u003C\u002Fp>\n\n\u003Cp>15.Assistant Cateress\u002FHouse Keeper\u003C\u002Fp>\n\n\u003Cp>16.Librarian III\u003C\u002Fp>\n\n\u003Cp>17.Senior Store Keeper\u003C\u002Fp>\n\n\u003Cp>18.Supplier Assistant I\u003C\u002Fp>\n\n\u003Cp>19.Fire Station Officer\u003C\u002Fp>\n\n\u003Cp>20.Cleansing Inspector\u003C\u002Fp>\n\n\u003Cp>21.Senior Computer Operator\u003C\u002Fp>\n\n\u003Cp>22.Assistant Printing Supervisor\u003C\u002Fp>\n\n\u003Cp>23.Estates Officer II\u003C\u002Fp>\n\n\u003Cp>24.Senior Welfare Assistant\u003C\u002Fp>\n\n\u003Cp>25.Assistant Stadium Manager\u003C\u002Fp>\n\n\u003Cp>26.Sports Officer I\u003C\u002Fp>\n\n\u003Cp>27.Planning Assistant II\u003C\u002Fp>\n\n\u003Cp>28.Assistant Works Officer\u003C\u002Fp>\n\n\u003Cp>29.Licensing Officer II\u003C\u002Fp>\n\n\u003Cp>30.Statistical Assistant II\u003C\u002Fp>\n\n\u003Cp>31.Valuation Assistant II\u003C\u002Fp>\n\n\u003Cp>32.Surveyor Assistant II\u003C\u002Fp>\n\n\u003Cp>33.Assistant Entomologist I\u003C\u002Fp>\n\n\u003Cp>34.Assistant Malaria Control Officer\u003C\u002Fp>\n\n\u003Cp>35.Assistant Pest Control Officer I\u003C\u002Fp>\n\n\u003Cp>36.Assistant Malaria and Pest Control Officer I\u003C\u002Fp>\n\n\u003Cp>37.Senior Landscape assistant\u003C\u002Fp>\n\n\u003Cp>38.Municipal Fire Officer I (O.M.)\u003C\u002Fp>\n\n\u003Cp>39.Principal - Homecraft Training Center\u003C\u002Fp>\n\n\u003Cp>40.Senior Hydrant Inspector\u003C\u002Fp>\n\n\u003Cp>41.Senior Pound Master\u003C\u002Fp>\n\n\u003Cp>42.Enrolled Nurse II\u003C\u002Fp>\n\n\u003Cp>43.Senior Nutritionist Assistant\u003C\u002Fp>\n\n\u003Cp>44.Quantity Survey Assistant II\u003C\u002Fp>\n\n\u003Cp>45.Superintendent III\u003C\u002Fp>\n\n\u003Cp>46.Law Clerk III\u003C\u002Fp>\n\n\u003Cp>47.Secretary II (90\u002F50 w.p.m.)\u003C\u002Fp>\n\n\u003Cp>48.Telephone Supervisor I\u003C\u002Fp>\n\n\u003Cp>49.Development Control Assistant II\u003C\u002Fp>\n\n\u003Cp>50.Senior Foreman\u003C\u002Fp>\n\n\u003Cp>51.Inspector III\u003C\u002Fp>\n\n\u003Cp>52.Instructor I\u003C\u002Fp>\n\n\u003Cp>53.Inspector I\u003C\u002Fp>\n\n\u003Cp>54.Funeral Assistant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 12\u003C\u002Fp>\n\n\u003Cp>Salary Scale:\u003C\u002Fp>\n\n\u003Cp>£20,172 x £510 - £24,357 x £609 - £28,829p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Assistant Protocol Officer\u003C\u002Fp>\n\n\u003Cp>2.Computer Operations Supervisor\u003C\u002Fp>\n\n\u003Cp>3.Cadet Officer\u003C\u002Fp>\n\n\u003Cp>4.Assistant Technical Inspector\u003C\u002Fp>\n\n\u003Cp>5.Technologist III\u003C\u002Fp>\n\n\u003Cp>6.Draughstman III\u003C\u002Fp>\n\n\u003Cp>7.Security Officer II\u003C\u002Fp>\n\n\u003Cp>8.Market Inspector III\u003C\u002Fp>\n\n\u003Cp>9.Public Health Technician II\u003C\u002Fp>\n\n\u003Cp>10.X-Ray Technician II\u003C\u002Fp>\n\n\u003Cp>11.Ambulance Supervisor II\u003C\u002Fp>\n\n\u003Cp>12.Assistant Game Warden I\u003C\u002Fp>\n\n\u003Cp>13.Senior Youth Officer\u003C\u002Fp>\n\n\u003Cp>14.Assistant Forester I\u003C\u002Fp>\n\n\u003Cp>15.House Keeping Assistant I\u003C\u002Fp>\n\n\u003Cp>16.Senior Library Assistant\u003C\u002Fp>\n\n\u003Cp>17.Store Keeper I\u003C\u002Fp>\n\n\u003Cp>18.Supplies Assistant II\u003C\u002Fp>\n\n\u003Cp>19.C.D.A. I\u003C\u002Fp>\n\n\u003Cp>20.Trainee Accountant\u003C\u002Fp>\n\n\u003Cp>21.School Meals Supervisor\u003C\u002Fp>\n\n\u003Cp>22.Matron Nursery Schools\u003C\u002Fp>\n\n\u003Cp>23.Printer I\u003C\u002Fp>\n\n\u003Cp>24.Mosquito Inspector\u003C\u002Fp>\n\n\u003Cp>25.Estate Officer III\u003C\u002Fp>\n\n\u003Cp>26.Welfare Assistant I\u003C\u002Fp>\n\n\u003Cp>27.Sports Officer II\u003C\u002Fp>\n\n\u003Cp>28.District Youth & Adult Literacy Officer\u003C\u002Fp>\n\n\u003Cp>29.Administrative Assistant\u003C\u002Fp>\n\n\u003Cp>30.Planning Assistant III\u003C\u002Fp>\n\n\u003Cp>31.Statistical Assistant III\u003C\u002Fp>\n\n\u003Cp>32.Valuation Assistant III\u003C\u002Fp>\n\n\u003Cp>33.Survey Assistant III\u003C\u002Fp>\n\n\u003Cp>34.Development Control Assistant III\u003C\u002Fp>\n\n\u003Cp>35.Deputy Principal - Homecraft Training Center\u003C\u002Fp>\n\n\u003Cp>36.Cleansing Foreman\u003C\u002Fp>\n\n\u003Cp>37.Building Works Inspector II\u003C\u002Fp>\n\n\u003Cp>38.Senior Accounts Clerk\u003C\u002Fp>\n\n\u003Cp>39.Assistant Entomologist II\u003C\u002Fp>\n\n\u003Cp>40.Assistant Malaria Control Officer II\u003C\u002Fp>\n\n\u003Cp>41.Assistant Pest Control Officer II\u003C\u002Fp>\n\n\u003Cp>42.Assistant Malaria and Pest Control Officer II\u003C\u002Fp>\n\n\u003Cp>43.Landscape Assistant I\u003C\u002Fp>\n\n\u003Cp>44.Senior Audit Clerk\u003C\u002Fp>\n\n\u003Cp>45.Senior Revenue Clerk\u003C\u002Fp>\n\n\u003Cp>46.Senior Secretary II\u003C\u002Fp>\n\n\u003Cp>47.Hydrant Inspector\u003C\u002Fp>\n\n\u003Cp>48.Inspector II\u003C\u002Fp>\n\n\u003Cp>49.Pound Master I\u003C\u002Fp>\n\n\u003Cp>50.Licensing Officer III\u003C\u002Fp>\n\n\u003Cp>51.Enrolled Nurse III (Entry Point)\u003C\u002Fp>\n\n\u003Cp>52.Nutritionist Assistant I\u003C\u002Fp>\n\n\u003Cp>53.Quantity Survey Assistant III\u003C\u002Fp>\n\n\u003Cp>54.Parks Supervisor II\u003C\u002Fp>\n\n\u003Cp>55.Law Clerk IV\u003C\u002Fp>\n\n\u003Cp>56.Head Chef\u003C\u002Fp>\n\n\u003Cp>57.Secretary (80\u002F40 w.p.m.)\u003C\u002Fp>\n\n\u003Cp>58.Nursery School Supervisor\u003C\u002Fp>\n\n\u003Cp>59.Telephone Supervisor II\u003C\u002Fp>\n\n\u003Cp>60.Senior Clerical Officer\u003C\u002Fp>\n\n\u003Cp>61.Senior Accounts Clerk\u003C\u002Fp>\n\n\u003Cp>62.Foreman I\u003C\u002Fp>\n\n\u003Cp>63.Instructor II\u003C\u002Fp>\n\n\u003Cp>64.Senior Mortuary Assistant\u003C\u002Fp>\n\n\u003Cp>65.Senior Administration Clerk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 13\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£21,192 x £510 - £24,357 x £609 - £28,614p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Computer Operator\u003C\u002Fp>\n\n\u003Cp>2.Leading Foreman\u003C\u002Fp>\n\n\u003Cp>3.Inspector III\u003C\u002Fp>\n\n\u003Cp>4.Security Officer III\u003C\u002Fp>\n\n\u003Cp>5.Senior Market Master\u003C\u002Fp>\n\n\u003Cp>6.Public Health Technician III\u003C\u002Fp>\n\n\u003Cp>7.X-Ray Technician III\u003C\u002Fp>\n\n\u003Cp>8.House Keeping Assistant II\u003C\u002Fp>\n\n\u003Cp>9.Library Assistant II\u003C\u002Fp>\n\n\u003Cp>10.Store Keeper II\u003C\u002Fp>\n\n\u003Cp>11.Supplies Assistant III\u003C\u002Fp>\n\n\u003Cp>12.Senior Animal Health Officer\u003C\u002Fp>\n\n\u003Cp>13.Accounts Clerk I\u003C\u002Fp>\n\n\u003Cp>14.Assistant School Meals Supervisor\u003C\u002Fp>\n\n\u003Cp>15.Slaughterhouse Manager\u003C\u002Fp>\n\n\u003Cp>16.Printer II\u003C\u002Fp>\n\n\u003Cp>17.Computer Punch Card Operator\u003C\u002Fp>\n\n\u003Cp>18.Assistant Estate Officer I\u003C\u002Fp>\n\n\u003Cp>19.C.D.A. II\u003C\u002Fp>\n\n\u003Cp>20.Welfare Assistant II\u003C\u002Fp>\n\n\u003Cp>21.Sports Officer III\u003C\u002Fp>\n\n\u003Cp>22.Youth Officer I\u003C\u002Fp>\n\n\u003Cp>23.Adult Literacy Officer I\u003C\u002Fp>\n\n\u003Cp>24.Senior Technical Supervisor\u003C\u002Fp>\n\n\u003Cp>25.Audit Clerk I\u003C\u002Fp>\n\n\u003Cp>26.Revenue Clerk I\u003C\u002Fp>\n\n\u003Cp>27.Ungraded Nurse I\u003C\u002Fp>\n\n\u003Cp>28.Building Works Inspector III\u003C\u002Fp>\n\n\u003Cp>29.Social Workers I\u003C\u002Fp>\n\n\u003Cp>30.Municipal Fire Officer III\u003C\u002Fp>\n\n\u003Cp>31.Assistant Malaria and Pest Control Officer III\u003C\u002Fp>\n\n\u003Cp>32.Landscape Assistant II\u003C\u002Fp>\n\n\u003Cp>33.Senior Driver I\u003C\u002Fp>\n\n\u003Cp>34.Inspector III\u003C\u002Fp>\n\n\u003Cp>35.Pound Master II\u003C\u002Fp>\n\n\u003Cp>36.Nutritionist Assistant II\u003C\u002Fp>\n\n\u003Cp>37.Laundry Supervisor\u003C\u002Fp>\n\n\u003Cp>38.Chef\u003C\u002Fp>\n\n\u003Cp>39.Copy Typist I\u003C\u002Fp>\n\n\u003Cp>40.Head Teacher\u003C\u002Fp>\n\n\u003Cp>41.Telephone Supervisor III\u003C\u002Fp>\n\n\u003Cp>42.Committee Clerk I\u003C\u002Fp>\n\n\u003Cp>43.Clerical Officer I\u003C\u002Fp>\n\n\u003Cp>44.Administration Clerk I\u003C\u002Fp>\n\n\u003Cp>45.Foreman II\u003C\u002Fp>\n\n\u003Cp>46.Nursery School Head Teacher\u003C\u002Fp>\n\n\u003Cp>47.Senior Sergeant\u003C\u002Fp>\n\n\u003Cp>48.Senior Mortuary Attendant\u003C\u002Fp>\n\n\u003Cp>49.Instructor III\u003C\u002Fp>\n\n\u003Cp>50.Mortuary Assistant I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 14\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£16,783 x £475 - £19,152 x £510 - £24,357 x 609 - £24,9966p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Fireman I\u003C\u002Fp>\n\n\u003Cp>2.Registry\u002FRecords Officer\u003C\u002Fp>\n\n\u003Cp>3.Ungraded Nurse II\u003C\u002Fp>\n\n\u003Cp>4.Key Punch Operator\u003C\u002Fp>\n\n\u003Cp>5.Technician I\u003C\u002Fp>\n\n\u003Cp>6.Pound Master III\u003C\u002Fp>\n\n\u003Cp>7.Market Master\u003C\u002Fp>\n\n\u003Cp>8.Domestic Bursar\u003C\u002Fp>\n\n\u003Cp>9.Copy Typist II\u003C\u002Fp>\n\n\u003Cp>10.Assistant Store Keeper\u003C\u002Fp>\n\n\u003Cp>11.Animal Health Officer I\u003C\u002Fp>\n\n\u003Cp>12.Assistant Slaughterhouse Manager\u003C\u002Fp>\n\n\u003Cp>13.Hides and Skins Inspector\u003C\u002Fp>\n\n\u003Cp>14.Printer III\u003C\u002Fp>\n\n\u003Cp>15.Assistant Estates Officer III\u003C\u002Fp>\n\n\u003Cp>16.Community Development Assistant III\u003C\u002Fp>\n\n\u003Cp>17.Welfare Assistant III\u003C\u002Fp>\n\n\u003Cp>18.Youth Officer II\u003C\u002Fp>\n\n\u003Cp>19.Adult Literacy Officer II\u003C\u002Fp>\n\n\u003Cp>20.Telephone Supervisor\u003C\u002Fp>\n\n\u003Cp>21.Accounts Clerk II\u003C\u002Fp>\n\n\u003Cp>22.Pound Master II\u003C\u002Fp>\n\n\u003Cp>23.Audit Clerk II\u003C\u002Fp>\n\n\u003Cp>24.Revenue Clerk II\u003C\u002Fp>\n\n\u003Cp>25.Assistant Security Officer\u003C\u002Fp>\n\n\u003Cp>26.Library Assistant II\u003C\u002Fp>\n\n\u003Cp>27.Assistant Building Works Inspector\u003C\u002Fp>\n\n\u003Cp>28.Parks Field Assistant I\u003C\u002Fp>\n\n\u003Cp>29.Social Worker II\u003C\u002Fp>\n\n\u003Cp>30.Head Teacher II (Homecraft)\u003C\u002Fp>\n\n\u003Cp>31.Landscape Assistant III\u003C\u002Fp>\n\n\u003Cp>32.Senior Driver II\u003C\u002Fp>\n\n\u003Cp>33.Assistant Inspector\u003C\u002Fp>\n\n\u003Cp>34.Artisan I\u003C\u002Fp>\n\n\u003Cp>35.Nutritionist Assistant III\u003C\u002Fp>\n\n\u003Cp>36.House Keeping Assistant III\u003C\u002Fp>\n\n\u003Cp>37.Head Cook\u003C\u002Fp>\n\n\u003Cp>38.Teacher I\u003C\u002Fp>\n\n\u003Cp>39.Senior Telephone Operator\u003C\u002Fp>\n\n\u003Cp>40.Committee Clerk II\u003C\u002Fp>\n\n\u003Cp>41.Administrative Clerk II\u003C\u002Fp>\n\n\u003Cp>42.Audit Clerk II\u003C\u002Fp>\n\n\u003Cp>43.Revenue Clerk II\u003C\u002Fp>\n\n\u003Cp>44.Clerical Officer II\u003C\u002Fp>\n\n\u003Cp>45.Senior Mortuary Attendant\u003C\u002Fp>\n\n\u003Cp>46.Fitter Attendant\u003C\u002Fp>\n\n\u003Cp>47.Foreman III\u003C\u002Fp>\n\n\u003Cp>48.Sergeant\u003C\u002Fp>\n\n\u003Cp>49.Mortuary Assistant II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 15\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£15,438 x £438 - £16,783 x £475 - £19,152 x 510 - £23,742 - £16665\np.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Shorthand Typist III (90\u002F50( w.p.m.)\u003C\u002Fp>\n\n\u003Cp>2.Key Punch Operator II\u003C\u002Fp>\n\n\u003Cp>3.Fireman II\u003C\u002Fp>\n\n\u003Cp>4.Technician II\u003C\u002Fp>\n\n\u003Cp>5.Supervisor Meter Reader\u003C\u002Fp>\n\n\u003Cp>6.Assistant Market Master\u003C\u002Fp>\n\n\u003Cp>7.Assistant Domestic Bursar\u003C\u002Fp>\n\n\u003Cp>8.Dining Room Supervisor\u003C\u002Fp>\n\n\u003Cp>9.Accounts Clerk III (ACNC 1 & III)\u003C\u002Fp>\n\n\u003Cp>10.Slaughterhouse Supervisor\u003C\u002Fp>\n\n\u003Cp>11.Divisional Hides & Skins Inspector\u003C\u002Fp>\n\n\u003Cp>12.Senior Driver III\u003C\u002Fp>\n\n\u003Cp>13.Driver\u002FPlant Operator\u003C\u002Fp>\n\n\u003Cp>14.Library Assistant III\u003C\u002Fp>\n\n\u003Cp>15.Assistant Printer\u003C\u002Fp>\n\n\u003Cp>16.Senior Sergeant\u003C\u002Fp>\n\n\u003Cp>17.Assistant Estates Officer III\u003C\u002Fp>\n\n\u003Cp>18.Youth Officer III\u003C\u002Fp>\n\n\u003Cp>19.Adult Literacy Officer\u003C\u002Fp>\n\n\u003Cp>20.Assistant Telephone Supervisor\u003C\u002Fp>\n\n\u003Cp>21.Training School Officer (Training Centre Assistant)\u003C\u002Fp>\n\n\u003Cp>22.Senior Overseer (Security)\u003C\u002Fp>\n\n\u003Cp>23.Parks Field Assistant II\u003C\u002Fp>\n\n\u003Cp>24.Social Workers III\u003C\u002Fp>\n\n\u003Cp>25.Senior Tailor\u003C\u002Fp>\n\n\u003Cp>26.Senior Cleansing Supervisor\u003C\u002Fp>\n\n\u003Cp>27.Artisan I (O.M.)\u003C\u002Fp>\n\n\u003Cp>28.Hostel Supervisor,\u003C\u002Fp>\n\n\u003Cp>29.Animal Health Officer II\u003C\u002Fp>\n\n\u003Cp>30.Nursery School Teacher II\u003C\u002Fp>\n\n\u003Cp>31.Telephone Operator I\u003C\u002Fp>\n\n\u003Cp>32.Head Teacher III (Homecraft Trailing centre)\u003C\u002Fp>\n\n\u003Cp>33.Senior Head Messenger\u003C\u002Fp>\n\n\u003Cp>34.Senior Headman (NBI\u003C\u002Fp>\n\n\u003Cp>35.Senior Assistant Pound Master\u003C\u002Fp>\n\n\u003Cp>36.Artisan II (Nbi & Msa)\u003C\u002Fp>\n\n\u003Cp>37.Cook\u003C\u002Fp>\n\n\u003Cp>38.Committee Clerk III\u003C\u002Fp>\n\n\u003Cp>39.Clerical Officer III\u003C\u002Fp>\n\n\u003Cp>40.Revenue Clerk III\u003C\u002Fp>\n\n\u003Cp>41.Audit Clerk III\u003C\u002Fp>\n\n\u003Cp>42.Accounts Clerk III\u003C\u002Fp>\n\n\u003Cp>43.Nursery School Teacher\u003C\u002Fp>\n\n\u003Cp>44.Corporal\u003C\u002Fp>\n\n\u003Cp>45.Fitter Attendant\u003C\u002Fp>\n\n\u003Cp>46.Copy Typist III\u003C\u002Fp>\n\n\u003Cp>47.Senior Mortuary Attendant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 16\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£14,091 x £402 - £14,562 x £438 - £16,783 x 470 - £19,152 x £510 -\n£21,702 p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Senior Hydrant Inspector\u003C\u002Fp>\n\n\u003Cp>2.Technician III\u003C\u002Fp>\n\n\u003Cp>3.Sergeant\u003C\u002Fp>\n\n\u003Cp>4.Senior Meter Reader\u003C\u002Fp>\n\n\u003Cp>5.Waiter\u002FWaitress I\u003C\u002Fp>\n\n\u003Cp>6.Key Punch Operator III\u003C\u002Fp>\n\n\u003Cp>7.Administration Clerk IV\u003C\u002Fp>\n\n\u003Cp>8.Senior Survey Porter\u002FHelper (On Progression from Scale 17)\u003C\u002Fp>\n\n\u003Cp>9.Senior Rat\u002FVermin Catcher (On Progression from Scale 17)\u003C\u002Fp>\n\n\u003Cp>10.Dog Pound Worker On Progression)\u003C\u002Fp>\n\n\u003Cp>11.Askari (NBI)\u003C\u002Fp>\n\n\u003Cp>12.Assistant Pound Master\u003C\u002Fp>\n\n\u003Cp>13.Headman (Nbi\u002FMsa)\u003C\u002Fp>\n\n\u003Cp>14.Assistant Slaughterhouse Supervisor\u003C\u002Fp>\n\n\u003Cp>15.Locational Hides and Skins Inspector\u003C\u002Fp>\n\n\u003Cp>16.Senior Plant Operator\u003C\u002Fp>\n\n\u003Cp>17.Driver I\u003C\u002Fp>\n\n\u003Cp>18.Overseer Security (Head Watchman)\u003C\u002Fp>\n\n\u003Cp>19.Adult Literacy Instructor I\u003C\u002Fp>\n\n\u003Cp>20.Canteen Supervisor\u003C\u002Fp>\n\n\u003Cp>21.Artisan III\u003C\u002Fp>\n\n\u003Cp>22.Parks Field Assistant III\u003C\u002Fp>\n\n\u003Cp>23.Ambulance Supervisor\u003C\u002Fp>\n\n\u003Cp>24.Tailor Grade I\u003C\u002Fp>\n\n\u003Cp>25.Senior Parking Meter Mechanic\u003C\u002Fp>\n\n\u003Cp>26.Nursery School Teacher III\u003C\u002Fp>\n\n\u003Cp>27.Telephone Operator II\u003C\u002Fp>\n\n\u003Cp>28.Cleansing Supervisor\u003C\u002Fp>\n\n\u003Cp>29.Senior Water\u002FSewerage Operator\u003C\u002Fp>\n\n\u003Cp>30.Senior Ambulance Attendant\u003C\u002Fp>\n\n\u003Cp>31.Pactainer Operator I\u003C\u002Fp>\n\n\u003Cp>32.Senior Fitter Attendant\u003C\u002Fp>\n\n\u003Cp>33.Hides and Skins Instructor\u003C\u002Fp>\n\n\u003Cp>34.Hostel Attendant I\u003C\u002Fp>\n\n\u003Cp>35.Caseworker I\u003C\u002Fp>\n\n\u003Cp>36.Assistant Animal Health Officer II\u003C\u002Fp>\n\n\u003Cp>37.Senior Hydrant Attendant\u003C\u002Fp>\n\n\u003Cp>38.Homecraft Teacher II\u003C\u002Fp>\n\n\u003Cp>39.Microscopist I\u003C\u002Fp>\n\n\u003Cp>40.Route Inspector\u003C\u002Fp>\n\n\u003Cp>41.Junior Market Master\u003C\u002Fp>\n\n\u003Cp>42.Senior Mosquito Searcher\u003C\u002Fp>\n\n\u003Cp>43.Senior Survey Porter\u003C\u002Fp>\n\n\u003Cp>44.Domestic Assistant\u003C\u002Fp>\n\n\u003Cp>45.Senior Machine Operator\u003C\u002Fp>\n\n\u003Cp>46.Mayor's Parlor Attendant\u003C\u002Fp>\n\n\u003Cp>47.Fireman III\u003C\u002Fp>\n\n\u003Cp>48.Head Messenger\u003C\u002Fp>\n\n\u003Cp>49.Senior Messenger (On progression)\u003C\u002Fp>\n\n\u003Cp>50.Laborer I (On Progression from scale 17)\u003C\u002Fp>\n\n\u003Cp>51.Senior Survey Porter (On Progression)\u003C\u002Fp>\n\n\u003Cp>52.Assistant Cook\u003C\u002Fp>\n\n\u003Cp>53.Ranger\u002FForest Guard\u003C\u002Fp>\n\n\u003Cp>54.Clerical Officer IV\u003C\u002Fp>\n\n\u003Cp>55.Committee Clerk IV\u003C\u002Fp>\n\n\u003Cp>56.Store Clerk IV\u003C\u002Fp>\n\n\u003Cp>57.Telephone Operator II\u003C\u002Fp>\n\n\u003Cp>58.Nursery School Teacher III\u003C\u002Fp>\n\n\u003Cp>59.Mortuary Cleaner Attendant I\u003C\u002Fp>\n\n\u003Cp>60.Fireman III\u003C\u002Fp>\n\n\u003Cp>61.Assistant Fitter Attendant III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 17\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£12,396 x £366 - £12,483 x £402 - £14,493 x 438 - £16,783 x £475 -\n£19,152 p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Senior Vermin\u002FRat Catcher\u003C\u002Fp>\n\n\u003Cp>2.Library Attendant\u003C\u002Fp>\n\n\u003Cp>3.Market Askari (NBI)\u003C\u002Fp>\n\n\u003Cp>4.Hydrant Inspector\u003C\u002Fp>\n\n\u003Cp>5.Ambulance\u002FFire Brigade Driver\u003C\u002Fp>\n\n\u003Cp>6.MAP Printer I\u003C\u002Fp>\n\n\u003Cp>7.Stattile Operator I\u003C\u002Fp>\n\n\u003Cp>8.Reflex Print Operator I\u003C\u002Fp>\n\n\u003Cp>9.Tracer I\u003C\u002Fp>\n\n\u003Cp>10.Map Reader I\u003C\u002Fp>\n\n\u003Cp>11.Training Draughtsman\u003C\u002Fp>\n\n\u003Cp>12.Corporal\u003C\u002Fp>\n\n\u003Cp>13.Meter Reader I\u003C\u002Fp>\n\n\u003Cp>14.Untrained Nursery School Teacher\u003C\u002Fp>\n\n\u003Cp>15.Senior Headman\u003C\u002Fp>\n\n\u003Cp>16.Waiter\u002FWaitress I\u003C\u002Fp>\n\n\u003Cp>17.Ungraded Artisan\u003C\u002Fp>\n\n\u003Cp>18.Dairy Man\u003C\u002Fp>\n\n\u003Cp>19.Plant Operator I\u003C\u002Fp>\n\n\u003Cp>20.Driver II\u003C\u002Fp>\n\n\u003Cp>21.Adult Literacy instructor II\u003C\u002Fp>\n\n\u003Cp>22.Receptionist I\u003C\u002Fp>\n\n\u003Cp>23.Watchman I\u003C\u002Fp>\n\n\u003Cp>24.Senior Market Attendant\u003C\u002Fp>\n\n\u003Cp>25.Fireman (Trainee)\u003C\u002Fp>\n\n\u003Cp>26.Tailor Grade II\u003C\u002Fp>\n\n\u003Cp>27.Locational Social Development Assistant\u003C\u002Fp>\n\n\u003Cp>28.Parking Meter Mechanic I\u003C\u002Fp>\n\n\u003Cp>29.Guillotine Operator I\u003C\u002Fp>\n\n\u003Cp>30.Senior Sewing Women\u003C\u002Fp>\n\n\u003Cp>31.Abattoir Assistant II\u003C\u002Fp>\n\n\u003Cp>32.Water\u002FSewerage Operator\u003C\u002Fp>\n\n\u003Cp>33.Machine Operator I\u003C\u002Fp>\n\n\u003Cp>34.Ambulance Attendant\u003C\u002Fp>\n\n\u003Cp>35.Pactainer Operator II\u003C\u002Fp>\n\n\u003Cp>36.Hides and Skins Instructor II\u003C\u002Fp>\n\n\u003Cp>37.Hostel Attendant II\u003C\u002Fp>\n\n\u003Cp>38.Case Worker II\u003C\u002Fp>\n\n\u003Cp>39.Senior Survey Helper\u002FPorter\u003C\u002Fp>\n\n\u003Cp>40.Senior Sewerman\u003C\u002Fp>\n\n\u003Cp>41.Brewer\u003C\u002Fp>\n\n\u003Cp>42.Senior Headman\u003C\u002Fp>\n\n\u003Cp>43.Assistant Animal Health Officer II\u003C\u002Fp>\n\n\u003Cp>44.Hydrant Attendant I\u003C\u002Fp>\n\n\u003Cp>45.Senior Messenger\u003C\u002Fp>\n\n\u003Cp>46.Senior Pound Keeper\u003C\u002Fp>\n\n\u003Cp>47.Mosquito Searcher I (On Progression)\u003C\u002Fp>\n\n\u003Cp>48.Plant Operator I\u003C\u002Fp>\n\n\u003Cp>49.Waiter\u002FWaitress I\u003C\u002Fp>\n\n\u003Cp>50.Canteen Seller\u003C\u002Fp>\n\n\u003Cp>51.Labourer I\u003C\u002Fp>\n\n\u003Cp>52.Telephone Operator III\u003C\u002Fp>\n\n\u003Cp>53.Stores Attendant II\u003C\u002Fp>\n\n\u003Cp>54.Ungraded Artisan\u003C\u002Fp>\n\n\u003Cp>55.Mortuary Cleaner Attendant II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scale 18\u003C\u002Fp>\n\n\u003Cp>Salary Scale\u003C\u002Fp>\n\n\u003Cp>£6603 x £621 - £10,932 x 366 - £12,396 x 402 - £14,493 x £438 -\n£14,562 x 438 - £16,783 x 475 - £18,208 p.a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Animal Health Assistant\u003C\u002Fp>\n\n\u003Cp>2.Chemical Attendant\u003C\u002Fp>\n\n\u003Cp>3.Drummer\u003C\u002Fp>\n\n\u003Cp>4.Ganger II\u003C\u002Fp>\n\n\u003Cp>5.Gardener Attendant I\u003C\u002Fp>\n\n\u003Cp>6.Guillotine Operator II\u003C\u002Fp>\n\n\u003Cp>7.Abattoir Assistant III\u003C\u002Fp>\n\n\u003Cp>8.Addressing Equipment Operator\u003C\u002Fp>\n\n\u003Cp>9.Adult Literacy Instructor III\u003C\u002Fp>\n\n\u003Cp>10.Askari I\u003C\u002Fp>\n\n\u003Cp>11.Askari II\u002FMarket Askari II\u003C\u002Fp>\n\n\u003Cp>12.Attendant I\u003C\u002Fp>\n\n\u003Cp>13.Band Leader\u003C\u002Fp>\n\n\u003Cp>14.Case Workers III\u003C\u002Fp>\n\n\u003Cp>15.Cattle Auctioneer\u003C\u002Fp>\n\n\u003Cp>16.Chainman\u002FSurvey II\u003C\u002Fp>\n\n\u003Cp>17.Cleaner I\u003C\u002Fp>\n\n\u003Cp>18.Cleaner II\u003C\u002Fp>\n\n\u003Cp>19.Cleaner III\u003C\u002Fp>\n\n\u003Cp>20.Club Leader\u003C\u002Fp>\n\n\u003Cp>21.Control Room Attendant (Water Sewer)\u003C\u002Fp>\n\n\u003Cp>22.Dairymen Roundsmen I\u003C\u002Fp>\n\n\u003Cp>23.Dairy\u002FRoundsmen II\u003C\u002Fp>\n\n\u003Cp>24.Dairymen\u002FRoundsmen III\u003C\u002Fp>\n\n\u003Cp>25.Dark Room Technician\u003C\u002Fp>\n\n\u003Cp>26.Dip Attendant\u003C\u002Fp>\n\n\u003Cp>27.Driver III\u003C\u002Fp>\n\n\u003Cp>28.Duplicator Operator\u003C\u002Fp>\n\n\u003Cp>29.Electrical Met\u003C\u002Fp>\n\n\u003Cp>30.Flayers\u002FSkinners\u003C\u002Fp>\n\n\u003Cp>31.Ganger I\u003C\u002Fp>\n\n\u003Cp>32.Gardener Attendant II\u003C\u002Fp>\n\n\u003Cp>33.Garden Attendant III\u003C\u002Fp>\n\n\u003Cp>34.Guillotine Operator III\u003C\u002Fp>\n\n\u003Cp>35.Guitarist\u003C\u002Fp>\n\n\u003Cp>36.Headman\u003C\u002Fp>\n\n\u003Cp>37.Herdsman I\u003C\u002Fp>\n\n\u003Cp>38.Herdsman II\u003C\u002Fp>\n\n\u003Cp>39.Hides and Skins Instructor III\u003C\u002Fp>\n\n\u003Cp>40.Homecraft Teacher III\u003C\u002Fp>\n\n\u003Cp>41.Hostel Attendant\u003C\u002Fp>\n\n\u003Cp>42.Housing Assistant\u003C\u002Fp>\n\n\u003Cp>43.Hydrant Attendant I\u002FPlant Operator III\u003C\u002Fp>\n\n\u003Cp>44.Hydrant Attendant II\u003C\u002Fp>\n\n\u003Cp>45.Laborer\u002FGeneral Worker Groundsman II\u003C\u002Fp>\n\n\u003Cp>46.Laundry Attendant\u003C\u002Fp>\n\n\u003Cp>47.Library Attendant\u003C\u002Fp>\n\n\u003Cp>48.Locational Women Leader\u003C\u002Fp>\n\n\u003Cp>49.Machine Operator\u003C\u002Fp>\n\n\u003Cp>50.Machine Operator II\u003C\u002Fp>\n\n\u003Cp>51.Map Printer II\u003C\u002Fp>\n\n\u003Cp>52.Map Reader III\u003C\u002Fp>\n\n\u003Cp>53.Market Attendant\u003C\u002Fp>\n\n\u003Cp>54.Market Attendant II\u003C\u002Fp>\n\n\u003Cp>55.Maternity\u002FGeneral Worker\u002FGroundsman II\u003C\u002Fp>\n\n\u003Cp>56.Maternity\u002FVeterinary Cleaner I\u003C\u002Fp>\n\n\u003Cp>57.Mayor's Parlor Attendant I\u003C\u002Fp>\n\n\u003Cp>58.Mayor's Parlor Attendant III\u003C\u002Fp>\n\n\u003Cp>59.Messenger I\u003C\u002Fp>\n\n\u003Cp>60.Messenger II\u003C\u002Fp>\n\n\u003Cp>61.Meter Reader II\u003C\u002Fp>\n\n\u003Cp>62.Meter Reader III\u003C\u002Fp>\n\n\u003Cp>63.Microscopist II\u003C\u002Fp>\n\n\u003Cp>64.Mortuary Cleaner Attendant\u003C\u002Fp>\n\n\u003Cp>65.Mortuary\u002FCleaner\u002FAttendant III\u003C\u002Fp>\n\n\u003Cp>66.Mosquito Searcher II\u003C\u002Fp>\n\n\u003Cp>67.Mosquito Searcher III\u003C\u002Fp>\n\n\u003Cp>68.Pactainer Operator II\u003C\u002Fp>\n\n\u003Cp>69.Pactainer Operator III\u003C\u002Fp>\n\n\u003Cp>70.Parking Meter Mechanic II\u003C\u002Fp>\n\n\u003Cp>71.Parking Meter Mechanic III\u003C\u002Fp>\n\n\u003Cp>72.Photographer\u003C\u002Fp>\n\n\u003Cp>73.Plant Operator II\u003C\u002Fp>\n\n\u003Cp>74.Pound Keeper I\u003C\u002Fp>\n\n\u003Cp>75.Pound Keeper II\u003C\u002Fp>\n\n\u003Cp>76.Rat\u002FVermin Catcher I\u003C\u002Fp>\n\n\u003Cp>77.Rat\u002FVermin Catcher II\u003C\u002Fp>\n\n\u003Cp>78.Receptionist II\u003C\u002Fp>\n\n\u003Cp>79.Receptionist III\u003C\u002Fp>\n\n\u003Cp>80.Reflex Print Operator II\u003C\u002Fp>\n\n\u003Cp>81.Reflex Print Operator III\u003C\u002Fp>\n\n\u003Cp>82.Refuse Collector I\u003C\u002Fp>\n\n\u003Cp>83.Refuse Collector II\u003C\u002Fp>\n\n\u003Cp>84.Sanitary Sweeper I\u003C\u002Fp>\n\n\u003Cp>85.Sanitary Sweeper II\u003C\u002Fp>\n\n\u003Cp>86.Senior Ungraded Artisan\u003C\u002Fp>\n\n\u003Cp>87.Senior Veteinary Scout III\u003C\u002Fp>\n\n\u003Cp>88.Sewermen I\u003C\u002Fp>\n\n\u003Cp>89.Sewerman II\u003C\u002Fp>\n\n\u003Cp>90.Sewing Women\u003C\u002Fp>\n\n\u003Cp>91.Shop Attendant\u003C\u002Fp>\n\n\u003Cp>92.Slaughter Man\u002FShooter\u003C\u002Fp>\n\n\u003Cp>93.Soloist\u002FVocalist\u003C\u002Fp>\n\n\u003Cp>94.Stattile Operator II\u003C\u002Fp>\n\n\u003Cp>95.Stattile Operator III\u003C\u002Fp>\n\n\u003Cp>96.Stores Attendant\u003C\u002Fp>\n\n\u003Cp>97.Trace II\u003C\u002Fp>\n\n\u003Cp>98.Tracer III\u003C\u002Fp>\n\n\u003Cp>99.Ungraded Tailor\u003C\u002Fp>\n\n\u003Cp>100.Veterinary Scouts\u003C\u002Fp>\n\n\u003Cp>101.Waiter III\u002FWaitress III\u003C\u002Fp>\n\n\u003Cp>102.Waiter\u002FWaitress II\u003C\u002Fp>\n\n\u003Cp>103.Watchman II\u003C\u002Fp>\n\n\u003Cp>104.Watchman III\u003C\u002Fp>\n\n\u003Cp>105.Water\u002FSewerage Operator\u003C\u002Fp>\n\n\u003Cp>106.Youth Leader\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"hourspday_select":44,"jobsecuritymothers":48,"hardshipallowancetype":52,"paidmaternityleaveduration":56,"maxsicknesspay":58,"ONCERISE_trigger":62,"dayspweek":66,"hourspweek_select":70,"childcare":74,"STRUCINCR_trigger":78,"HARDSHIP_trigger":82,"hourspday":84,"funeralpay":86,"trainingfund":90,"contracttrialperiod":94,"maternityotherclause":98,"discrimination":102,"maxsicknesspayperc":106,"pensionfund":108,"commutingallowancetype":112,"OVERTIME_trigger":116,"holidaysdays":120,"healthcareaccess":124,"healthinsurance":128,"COMMUTE_trigger":132,"SUNDAY_trigger":134,"sundayallowancetype":138,"healthandsafetypolicy":140,"overtimeallowanceperc1":144,"hourspweek":146,"contracttrial":148,"schedulesrestpw":150,"commutingallowanceamount1":152,"dayspweek_select":154,"healthinsurancerelatives":156,"paidmaternityleaveall":158,"SCHEDULE_trigger":160,"paidpaternityleave":162,"sicknesspay":166,"sicknessmaxdaysnr":170,"healthcareaccessrelatives":172,"coverunion_trigger":174,"sundayallowanceperc1":178,"contractseverancepay1":180,"bankholidays1":184,"overtimeallowancetype":186,"overtimeallowancetypeperiod":188,"sicknessmaxdays":190,"paidmaternityleave":192,"contractseverancepay":194,"PAIDLEAV_trigger":196,"hardshipallowanceperc1":198,"paidpaternityleaveduration":200},{"bindId":45,"name":46,"text":47},"hourspday_select","11.HOURS OF WORK (a) The hours of work i","11.HOURS OF WORK\n\n(a) The hours of work in respect of an office formerly under Appendix A of\nthe outgoing Terms and Conditions of Service, other than a member of the Fire\nBrigade shall be as prescribed by Government Circular D.P.M 52\u002F13\u002F1 Vol. 111,\nPersonnel Circular No. 2 of 31d May, 1983 and any amendments thereof.\n\n(b) A shift officer formerly under Appendix A in the outgoing Terms and\nConditions of Service and Ambulance service shall be required to work Shifts of\neight hours including Saturdays and Sundays, and Public - Holidays.\n\n(c) An officer, formerly under Appendix B of the outgoing Terms and\nConditions of Service, other than a watchman: or a member of the Fire and\nAmbulance Service but including a shift worker shall work a 45 hour week spread\nover five days.\n\n(d) A shift worker, formerly under Appendix B of the outgoing Terms and\nConditions of Service, other than a watchman or a member of the Fire and\nAmbulance service, shall be required to work 45 hours per week in shifts of 9\nhours including Saturdays, Sunday and Public Holidays.\n\n(e) Watchman shall be required to work 60 hours per week in shifts of 12\nhours.\n\n(f) A member of the Fire and Ambulance service shall be required to work 60\nhours per week in shifts of 24 hours.\n\n(g) Where a shift worker works on a gazetted public holiday, he\u002Fshe will\nqualify for overtime as defined in clause below.",{"bindId":49,"name":50,"text":51},"jobsecuritymothers","24.MATERNITY LEAVE (a) Female officers s","24.MATERNITY LEAVE\n\n(a) Female officers shall be entitled to maternity leave in accordance with\nprovision of section 29 of the Employment Act, 2007 which stipulates that a\nwoman officer shall be entitled to three months maternity leave with full pay,\nand shall; not forfeit her annual leave.\n\n(b) Maternity leave may be taken approximately one month before the expected\nday for confinement and an application for maternity leave should be submitted\nto the appropriate Head of Section at least one month before the commencement\nof leave.",{"bindId":53,"name":54,"text":55},"hardshipallowancetype","41.HARDSHIP ALLOWANCE Hardship allowance","41.HARDSHIP ALLOWANCE\n\nHardship allowance at the rate of 30 percent of an officer's basic salary,\nsubject to a maximum of Kshs1,600.00 per month for a married officer or\nKshs.800.00 per month for a single officer will be payable to all officers in\nthe following hardship areas irrespective of whether they are normally resident\nin those areas.",{"bindId":57,"name":50,"text":51},"paidmaternityleaveduration",{"bindId":59,"name":60,"text":61},"maxsicknesspay","23.SICKNESS (a) An officer who is absent","23.SICKNESS\n\n(a) An officer who is absent from duty on account of illness for any day\nshall furnish immediately a medical certificate to the Head of Department or\nEstablishment Officer in respect of the period of absence.\n\nb) An officer shall furnish expeditiously a medical certificate in the\nprescribed form to the Establishment Officer in all cases where he obtained\nmedical attention towards which he may be entitled to benefits under these\nrules even though he is not absent from duty.\n\nc) When an officer is absent from duty owing to an illness not caused by\nhis\u002Fher own neglect or misconduct, he\u002Fshe shall be granted sick leave with pay\nfor six months on full salary followed by three months on half salary; provided\nthat the period of sickness shall be ascertained by deducting from the above\nperiod on the first day of his\u002Fher absence the aggregate of the period of\nabsence, if any, due to sickness during the twelve months immediately preceding\nthe first days of absence. In aggregating the period of absence on sick leave,\nno account shall be taken for any unpaid absence on sick leave. When the\nMedical Officer of Health recommends mends a longer period of sick leave, the\ncircumstances shall be reported to the Establishment Committee: who may grant\nfurther compassionate leave.\n\nd) Where the Medical Officer of Health requires on officer who is under sick\nleave to move to another area approved by the Medical Officer of Health, free\ntransport may be granted within Kenya by the most appropriate method of public\ntransport.",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","(a) Dirty and Heavy Work Bonuses Dirty a","(a) Dirty and Heavy Work Bonuses\n\n\n\nDirty and Heavy work bonuses will be paid to such classes of employees or\nfor such types of work as may be determined by the councils at the following\nrates:\n\nDirty work Kshs. 100.00 per Month\n\nHeavy work Kshs. 100.00 per Month\n\nDirty & Heavy Work Combined Kshs. 200.00 per month\n\n(b) Proficiency Driving Bonus\n\nOfficers engaged as drivers shall after 6 months continuous service in the\ncase of Nairobi and Mombasa and one year's continuous service in the case of\nthe drivers engaged by other councils to be eligible for the payment of a\nproficiency bonus of Kshs. 200 per month\n\n(c) The Head of Department may, if he thinks fit authorize the withholding\nor part or all the bonus over the continuing period from the officer who fails\nto carry out his duties to the satisfaction of the Head of Department",{"bindId":67,"name":68,"text":69},"dayspweek","(c) An officer, formerly under Appendix ","(c) An officer, formerly under Appendix B of the outgoing Terms and\nConditions of Service, other than a watchman: or a member of the Fire and\nAmbulance Service but including a shift worker shall work a 45 hour week spread\nover five days.",{"bindId":71,"name":72,"text":73},"hourspweek_select","(a) The hours of work in respect of an o","(a) The hours of work in respect of an office formerly under Appendix A of\nthe outgoing Terms and Conditions of Service, other than a member of the Fire\nBrigade shall be as prescribed by Government Circular D.P.M 52\u002F13\u002F1 Vol. 111,\nPersonnel Circular No. 2 of 31d May, 1983 and any amendments thereof.\n\n(b) A shift officer formerly under Appendix A in the outgoing Terms and\nConditions of Service and Ambulance service shall be required to work Shifts of\neight hours including Saturdays and Sundays, and Public - Holidays.\n\n(c) An officer, formerly under Appendix B of the outgoing Terms and\nConditions of Service, other than a watchman: or a member of the Fire and\nAmbulance Service but including a shift worker shall work a 45 hour week spread\nover five days.\n\n(d) A shift worker, formerly under Appendix B of the outgoing Terms and\nConditions of Service, other than a watchman or a member of the Fire and\nAmbulance service, shall be required to work 45 hours per week in shifts of 9\nhours including Saturdays, Sunday and Public Holidays.\n\n(e) Watchman shall be required to work 60 hours per week in shifts of 12\nhours.\n\n(f) A member of the Fire and Ambulance service shall be required to work 60\nhours per week in shifts of 24 hours.\n\n(g) Where a shift worker works on a gazetted public holiday, he\u002Fshe will\nqualify for overtime as defined in clause below.",{"bindId":75,"name":76,"text":77},"childcare","(l) If an officer has not accrued leave ","(l) If an officer has not accrued leave to his credit and Head of Department\nand the Clerk are satisfied that leave should be granted on compassionate\ngrounds, such leave up to a maximum of thirty days may be off-set against paid\nleave accruing in the future. No compassionate leave may be taken unless\naccrued leave entitlement is exhausted.",{"bindId":79,"name":80,"text":81},"STRUCINCR_trigger","Increments appropriate to the scales set","Increments appropriate to the scales set out in the Appendix shall be grated\non the 1st July of each year subject to the following conditions:\n\n\n\n(a) An Officer who is promoted or re-graded to a higher scale shall be\nplaced in that scale at two increments higher than his salary level prior to\npromotion, or at the minimum of the higher scale, whichever is the greater.\n\n(b) An Officer, who is engaged, promoted or re-graded after the 31st March\nin any year, shall be granted an increment on the 1 July next following.\n\n(c) The Head of Department must be satisfied that the officer’s work and\nconduct in the preceding year has been satisfactory.\n\n(d) In the event of withholding the annual increment, the officer concerned\nwill be informed of his shortcomings, and be required to show cause why such\nactions cannot be taken.",{"bindId":83,"name":54,"text":55},"HARDSHIP_trigger",{"bindId":85,"name":46,"text":47},"hourspday",{"bindId":87,"name":88,"text":89},"funeralpay","53.DEATH GRATUITY In the event of death ","53.DEATH GRATUITY\n\nIn the event of death of an officer in service, a council shall pay to\nhis\u002Fher family Kshs.75, 000\u002F- to assist defray funeral expenses.",{"bindId":91,"name":92,"text":93},"trainingfund","44.TUITION FEES a) The council may advan","44.TUITION FEES\n\na) The council may advance 100% of the annual tuition fees payable by an\nofficer taking an approved course. Such advance shall be repayable to the\ncouncils by equal monthly installments by deduction from the officer's salary\nduring the 12 months following the date the advance is made.\n\n(c) In event of the officer being successful in passing the course\nexamination for which he was studying the council shall reimburse to the\nofficer the whole of the tuition fees paid by him\u002Fher. No reimbursement shall\nbe made by the council in respect of text-books or other equipment and that\nreimbursement shall be limited to one qualification per office. Examination\nfees will be payable by the council.",{"bindId":95,"name":96,"text":97},"contracttrialperiod","16.PROBATION (a) Subject to the provisio","16.PROBATION\n\n(a) Subject to the provisions of any written law, any appointment to the\npermanent staff shall be on probation for a period of not less than six or more\nthan twelve months; provided that this provision shall not apply in the case of\nan officer who is promoted to the next senior post in a similar category to\nthat which he already holds.\n\n(b) An officer who has not been confirmed in his post by the council shall\nbe entitled to one months notice to terminate his service.\n\n(c) Where an officer has not been confirmed in his\u002Fher post within a period\nof twelve months after first appointment, his case shall be considered by the\nEstablishment Committee who shall make the necessary recommendation after\nhaving interviewed the officer.",{"bindId":99,"name":100,"text":101},"maternityotherclause","(b) Maternity leave may be taken approxi","(b) Maternity leave may be taken approximately one month before the expected\nday for confinement and an application for maternity leave should be submitted\nto the appropriate Head of Section at least one month before the commencement\nof leave.",{"bindId":103,"name":104,"text":105},"discrimination","Individual councils shall provide a Medi","Individual councils shall provide a Medical Scheme within their reasonable\nmeans without discrimination whatsoever.",{"bindId":107,"name":60,"text":61},"maxsicknesspayperc",{"bindId":109,"name":110,"text":111},"pensionfund","(a) Subject to the provision of clause 2","(a) Subject to the provision of clause 21 (b) below no person over 45 year\nshall be appointed to the permanent staff.\n\n(b) Subject to the provisions of clause 21 (c) below no person shall be\nappointed to be a permanent staff until he is accepted as a member of the Kenya\nlocal Government Officers Superannuation Fund, the terms of which he shall be\nsubject or he becomes a member of the local authorities provident fund.\n\n(c) Notwithstanding the provisions of clause 21 (a) above and subject to\namendment to rule 7 of the Local Government Officers Superannuation Fund a\nservice officer who is aged 45 years may be appointed to the permanent staff on\npromotion provided that an Officer who was required or who elects to remain a\ncontributor to the councils provident fund shall continue to be a subject to\nthe councils rules relating thereto.",{"bindId":113,"name":114,"text":115},"commutingallowancetype","52.COMMUTER ALLOWANCE The councils shall","52.COMMUTER ALLOWANCE\n\nThe councils shall pay commuter allowance to each employee at the following\nrates:\n\nCities: Kshs.3, 000 per month\n\nOther Councils: Kshs.2, 000 per month",{"bindId":117,"name":118,"text":119},"OVERTIME_trigger","12.OVERTIME (a) (i) Payment for overtime","12.OVERTIME\n\n(a) (i) Payment for overtime in accordance with arrangements approved by the\nHead of Department, after normal working hours for officers in Job grades 10-20\nshall be paid as overtime provided that such overtime has been specifically\nauthorized in writing by the officer's Head of Department.\n\n(ii) For overtime worked doctors will be paid a fixed allowance determined\nby the Council.\n\n(b) Overtime shall be calculated by dividing the basic salary plus house\nallowance.\n\n\n\n(i) In the case of watchman by 260 hours\n\n(ii) In the case of members of the Fire Ambulance service by 260 hours\n\n(iii) In the case of officers working 45 hours per week, by 195 hours\n\n(iv) In the case of all other officers, calculated daily on a prorata\nbasis.\n\n(c) Overtime shall be at the following rates:\n\n\n\n(i) For time worked in excess of the normal number of hours per week at one\nand a half times the normal hourly rate.\n\n(ii) For time worked on the employee’s normal rest day or gazetted public\nholiday at twice the normal hourly rate. Provided that an officer who qualifies\nfor overtime in (a), (b) and (c) above may be granted equivalent time off in\nlieu of the overtime payment.",{"bindId":121,"name":122,"text":123},"holidaysdays","22.LEAVE (a) Leave will be granted annua","22.LEAVE\n\n(a) Leave will be granted annually to the staff subject to the exigencies of\nservice on the following scale and subject to the following conditions, and\nprovided that those officers currently enjoying more favorable leave days will\nnot have their leave days reduced:\n\n\n  \n  \n  \n  \n    \n      JOB GRADE\n      NUMBER OF WORKING DAYS\n    \n    \n      1-14\n\n        15-17\n\n        18\n      \n      30\n\n        28\n\n        26\n      \n    \n  \n\n\n(b) An officer shall not be entitled to leave until he shall first have\ncompleted six months services.",{"bindId":125,"name":126,"text":127},"healthcareaccess","20.MEDICAL ATTENTION (a) Free public med","20.MEDICAL ATTENTION\n\n(a) Free public medical attention is normally provided at hospitals and\nlocal authorities’ health centres, dispensaries and clinics. The council will\nreimburse the medical expenses incurred in attendance at private hospital,\ndispensaries or clinics except hereunder provided.\n\n(b) Where an officer or his\u002Fher spouse or dependent children under 21 years\nof age has been admitted to the general ward of a hospital and a charge is made\nfor medical or surgical treatment other than a treatment of a maternity case,\nthe cost will be met by the council.\n\n(c) The cost of dental treatment or, by provision of dentures or spectacles\nwill be met by the council.\n\n(d) Where surgical or medical appliances are prescribed, the officer shall\nmake an application to the council for a contribution towards the cost\nthereof.\n\n(e) HIV\u002FAIDS shall be handled like any other disease both at work place and\nhospitals.",{"bindId":129,"name":130,"text":131},"healthinsurance","57.MEDICAL SCHEME Individual councils sh","57.MEDICAL SCHEME\n\nIndividual councils shall provide a Medical Scheme within their reasonable\nmeans without discrimination whatsoever.",{"bindId":133,"name":114,"text":115},"COMMUTE_trigger",{"bindId":135,"name":136,"text":137},"SUNDAY_trigger","(ii) For time worked on the employee’s n","(ii) For time worked on the employee’s normal rest day or gazetted public\nholiday at twice the normal hourly rate. Provided that an officer who qualifies\nfor overtime in (a), (b) and (c) above may be granted equivalent time off in\nlieu of the overtime payment.",{"bindId":139,"name":136,"text":137},"sundayallowancetype",{"bindId":141,"name":142,"text":143},"healthandsafetypolicy","26.PROTECTIVE CLOTHING Employees engaged","26.PROTECTIVE CLOTHING\n\nEmployees engaged in duties which in the opinion of the Council require the\nwearing of protective clothing shall be provided with such clothing such shall\nhowever remain the properly of the Council and the custody of which when not in\nuse shall be as directed by the Head of Department.",{"bindId":145,"name":118,"text":119},"overtimeallowanceperc1",{"bindId":147,"name":72,"text":73},"hourspweek",{"bindId":149,"name":96,"text":97},"contracttrial",{"bindId":151,"name":136,"text":137},"schedulesrestpw",{"bindId":153,"name":114,"text":115},"commutingallowanceamount1",{"bindId":155,"name":68,"text":69},"dayspweek_select",{"bindId":157,"name":130,"text":131},"healthinsurancerelatives",{"bindId":159,"name":50,"text":51},"paidmaternityleaveall",{"bindId":161,"name":136,"text":137},"SCHEDULE_trigger",{"bindId":163,"name":164,"text":165},"paidpaternityleave","(c)PATERNITY LEAVE A male employee shall","(c)PATERNITY LEAVE\n\nA male employee shall be eligible for two weeks paternity leave without\nforfeiting his annual leave.",{"bindId":167,"name":168,"text":169},"sicknesspay","c) When an officer is absent from duty o","c) When an officer is absent from duty owing to an illness not caused by\nhis\u002Fher own neglect or misconduct, he\u002Fshe shall be granted sick leave with pay\nfor six months on full salary followed by three months on half salary; provided\nthat the period of sickness shall be ascertained by deducting from the above\nperiod on the first day of his\u002Fher absence the aggregate of the period of\nabsence, if any, due to sickness during the twelve months immediately preceding\nthe first days of absence. In aggregating the period of absence on sick leave,\nno account shall be taken for any unpaid absence on sick leave. When the\nMedical Officer of Health recommends mends a longer period of sick leave, the\ncircumstances shall be reported to the Establishment Committee: who may grant\nfurther compassionate leave.",{"bindId":171,"name":60,"text":61},"sicknessmaxdaysnr",{"bindId":173,"name":126,"text":127},"healthcareaccessrelatives",{"bindId":175,"name":176,"text":177},"coverunion_trigger","These terms and conditions of service sh","These terms and conditions of service shall apply to all officers of the\nLocal Authorities and the Councils' Water Companies who are appointed to\npensionable posts within the permanent establishment. They shall not apply to\nofficers on contract, on secondment, temporary, casual or locum terms except so\nfar as the Council may from time to time direct.",{"bindId":179,"name":136,"text":137},"sundayallowanceperc1",{"bindId":181,"name":182,"text":183},"contractseverancepay1","34.REDUNDANCY Redundancy shall be carrie","34.REDUNDANCY\n\nRedundancy shall be carried out in accordance with the provisions of the\nEmployment Act, 2007 and paragraph 15 of the Regulation of wages (General)\nOrder, 1982.",{"bindId":185,"name":136,"text":137},"bankholidays1",{"bindId":187,"name":118,"text":119},"overtimeallowancetype",{"bindId":189,"name":118,"text":119},"overtimeallowancetypeperiod",{"bindId":191,"name":60,"text":61},"sicknessmaxdays",{"bindId":193,"name":50,"text":51},"paidmaternityleave",{"bindId":195,"name":182,"text":183},"contractseverancepay",{"bindId":197,"name":122,"text":123},"PAIDLEAV_trigger",{"bindId":199,"name":54,"text":55},"hardshipallowanceperc1",{"bindId":201,"name":164,"text":165},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Association of Local Government Employers - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-09-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Activities of business and employers membership organisations\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Association of Local Government Employers\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Local Government Worker's Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 270 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → 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: → 30 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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 365 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: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), 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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → KES 1200.oo %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-hardshipallowanceperc1\">\n                    Premium for hardship work: → 30% of basic wage\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\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: → 200 %\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 3000.0 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: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[207],{"title":37,"slug":33},[209],{"type":210,"data":211},"call_to_action_body_block",{"title":212,"description":213,"variant":214,"link":215},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":212,"url":216,"description":212,"rel":217,"type":218},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[220],{"type":210,"data":221},{"title":212,"description":213,"variant":214,"link":222},{"title":212,"url":216,"description":212,"rel":217,"type":218},[]]