[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargain-agreement-between-the-nairobi-bus-and-coach-body-builders-group-of-federation-of-kenya-employers-and-kenya-long-distance-truck-drivers-and-allied-workers-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":177,"content_type_view":178,"extra_breadcrumbs":179,"body":181,"body_blocks":192,"related_pages":196},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":175,"translations":176},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargain-agreement-between-the-nairobi-bus-and-coach-body-builders-group-of-federation-of-kenya-employers-and-kenya-long-distance-truck-drivers-and-allied-workers-union-","0d9ce08e-b9a2-11e3-b8f5-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargain-agreement-between-the-nairobi-bus-and-coach-body-builders-group-of-federation-of-kenya-employers-and-kenya-long-distance-truck-drivers-and-allied-workers-union-\u002Fcollective-bargain-agreement-between-the-nairobi-bus-and-coach-body-builders-group-of-federation-of-kenya-employers-and-kenya-long-distance-truck-drivers-and-allied-workers-union-\u002F","Collective Bargain Agreement between the Nairobi Bus and Coach Body Builders Group of Federation of Kenya Employers and Kenya Long Distance Truck Drivers and Allied Workers' Union - 2013","KEN The Nairobi Bus and Coach Body Builders Group of Federation of Kenya Employers - 2013","Kenya - KEN The Nairobi Bus and Coach Body Builders Group of Federation of Kenya Employers - 2013","KEN The Nairobi Bus and Coach Body Builders Group of Federation of Kenya Employers - 2013 - Transport, logistics, communication",{"name":41,"data":42},"NAIROBI BODY BUILDERS.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAIN AGREEMENT BETWEEN THE NAIROBI BUS AND COACH BODY\nBUILDERS GROUP OF FEDERATION OF KENYA EMPLOYERSAND KENYA LONG DISTANCE TRUCK\nDRIVERS AND ALLIED WORKERS' UNION \u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>PART 1\u003C\u002Fh2>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>(A): BASIC MINIMUM WAGES EXCLUDING HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(To cover the duration of the Agreement)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cp>(a) Basic with effect from 1.7.2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Groups............................................................Kshs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>1.(i) Unskilled labourers and Cleaners: 9,780.95\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) Office Messengers: 9,780.95\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Watchmen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Day Watchman: 9,780.95\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) Night Watchman: 10,911.70\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Drivers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Light Van Driver: 13,201.55\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) Medium Size Vehicle: 16,602.85\u002F=\u003C\u002Fp>\n\n\u003Cp>(iii) Heavy Commercial Vehicle: 22,070.95\u002F=\u003C\u002Fp>\n\n\u003Cp>4. Clerical Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Clerk with CPE Certificate: 13,201.55\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) General Clerk with School Certificate: 15,064.65\u002F=\u003C\u002Fp>\n\n\u003Cp>(iii) Copy Typist: 13,201.55\u002F=\u003C\u002Fp>\n\n\u003Cp>(iv) Telephone operator: 15,064.65\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Store Keepers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Junior Clerk: 12,654.90\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) Store Keeper: 15,064.65\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. Artisans\u003C\u002Fp>\n\n\u003Cp>(i) Artisans without Trade Test Certificate:13,201.55\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) Artisans with TTC Grade III: 16,602.85\u002F=\u003C\u002Fp>\n\n\u003Cp>(iii) Artisans with TTC Grade II: 17,932.15\u002F=\u003C\u002Fp>\n\n\u003Cp>(iv) Artisans with TTC Grade I: 22,070.95\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7. Foreman\u003C\u002Fp>\n\n\u003Cp>(i) Assistant Foreman: 23,311.26\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) Foreman: 25,857.72\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>B. HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is not provided with free accommodation by the employer will\nbe paid a housing allowance of Ksh.3,850\u002F per month both years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is already being paid an allowance which is more than the\nspecified allowance for his\u002Fher category will not suffer any reduction. He\u002Fshe\nwill retain what he\u002Fshe is earning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PS : the grading of the employees shall be done solely by the employer and\nthe union shall be informed.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>C. WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cp>Every employee will receive a general wage increase of 12% first year and\n11% 2nd Year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The above increase shall be on the current basic rate with effect from 1st\nJuly 2013 and 1st July 2014.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART II. OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cp>(a) Unskilled labourers, office messengers and watchmen two months during\nwhich period employment may be terminable by either party by giving 7 days or\npay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(b) The rest of the employees after completing three months during which\nperiod employment may be terminated by either party by giving I month notice or\npay in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) The normal working week for employees other than watchmen shall consist\nof 45 hours spread over not more than 6 days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) The normal working week for day watchmen shall consist of not more than\n48 hours spread over not more than 6 days of 6 shifts of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be payable at the following rates:\u003C\u002Fp>\n\n\u003Cp>(a) For hours worked in excess of the normal number of hours per week —\ntimes one and one half.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) For hours worked on Sundays or an employee's normal rest day and on\ngazetted public holidays — double time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) After the completion of each period of twelve months continuous service\nwith the employer an employee shall be entitled to annual leave covering a\nperiod of 26 days (exclusive of gazetted public holidays) with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Two years annual leave entitlement may be accumulated by mutual\nagreement between the employer and an employee.\u003C\u002Fp>\n\n\u003Cp>(i) In case the employer desires not to allow an employee to proceed on\nleave because of employer's own reasons, the employer shall pay to the employee\nan amount equivalent to his\u002Fher leave plus a Traveling Allowance.\u003C\u002Fp>\n\n\u003Cp>(ii) Contrary to b (i), if it is the employee who desired to sell his\u002Fher\nannual leave days to the employer, such employee shall be paid for his\u002Fher days\nbut without Traveling Allowance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) When proceeding on annual leave, an employee shall be entitled to Kshs.\n3,850\u002F= to be paid as leave Traveling Allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. SICK LEAVE\u003C\u002Fh3>\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-sicknesspay\" class=\"cbaClause highlight focus\">\u003Cp>(a) After probationary period and subject to the production of a Medical\nCertificate of incapacity covering the period of sick leave claimed signed by a\nMedical Practitioner or a person acting on behalf of a dispensary or medical\naid center, an employee shall be entitled to sick leave 55 days with full pay\nand thereafter to sick leave with half pay up to a maximum of 55 days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>(b) Those with HIV\u002FAIDS will not be stigmatized or discriminated against by\nthe employer as per the employment act 2007 and the union will be allowed to\nfix condom dispensers and bring counselors to counsel workers for the HIV\nawareness after consultation with the management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee shall not be eligible to such leave in any incapacity due to\ngross misconduct.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement under paragraph (4) of his agreement and the leave taken\nshall be subsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employee may, in addition to leave provided for in sub-paragraph (i)\nof this paragraph, be granted seven days compassionate leave in any one\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>Maternity and Paternity leave will be as per the labour laws.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. INJURY WHILE ON DUTY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>In the case of injuries covered by the Workmen's Compensation Act, payment\nwill be made in accordance with the law (Work Injury Benefit Act, 2007)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>The company agrees to pay the cost of medical treatment and medical expenses\nin accordance with the provisions laid down by the Laws of Kenya relative to\nEmployment of Persons medical Treatment Rules. Payment of medical expenses will\nbe made to all employees of the company, provided that such illnesses are those\ncovered by the Act, and treatment carried out in a Government\u002FLocal Authority\nHospital or Health Centre. This service will apply exclusively to\nout-patient.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. PROVISION OF MILK\u003C\u002Fh3>\n\n\u003Cp>(a) Milk will be provided to spray painters, mig welders, panel beaters glue\nand fibre glass section employees. Such milk must be consumed in premises and\nnot to be taken away.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Painting shall not be done in an open area where other employees who are\nnot concerned with painting are performing their duties, as doing so can always\ncause risks of bodily injury.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. AGENCY FEE.\u003C\u002Fh3>\n\n\u003Cp>It was agreed that the management shall deduct agency fee from its\nemployees. The union shall always notify the management of new membership.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. UNIFORMS AND PROTECTIVE GEARS\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who may be required to wear uniform due to the nature of his\nwork shall be provided with two uniforms per annum provided that the two old\nuniforms are returned for inspection before new uniforms are issued.\u003C\u002Fp>\n\n\u003Cp>(b) An employee provided with uniforms shall be provided with one bar of\nquality soap every month.\u003C\u002Fp>\n\n\u003Cp>(c) Gloves will be issued to welders and tinsmiths. Proper spray painting\nmask will be issued to spray painters.\u003C\u002Fp>\n\n\u003Cp>(d) Industrial boots to be issued to all workshop staff - annually.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. CASUAL LABOUR\u003C\u002Fh3>\n\n\u003Cp>(a) The Company has the right to engage casual labour on day-to-day basis.\nSuch casual labour may be engaged for a maximum period of not more than three\nconsecutive months only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Should casual labour be engaged for a period exceeding three (3)\nconsecutive months, such casual labour shall be absorbed into .permanent terms\nof employment in the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) They shall be paid a house allowance of 15% of their basic pay for the\nfirst three months and thereafter a consolidated salary. To arrive at their\ndaily rate, it will be basic minimum wage plus house allowance divided by 26\ndays.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After completion of the probationary period, and in the normal circumstances\nemployment can be terminated by either party serving the other with notice\nor\u003C\u002Fp>\n\n\u003Cp>pay in lieu as below stated depending on the year of service;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) 1-5 yearsone month notice.\u003C\u002Fp>\n\n\u003Cp>(b) 5-10 yearsTwo months notice.\u003C\u002Fp>\n\n\u003Cp>(c) Over 10 years Three months notice\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) In the event of redundancy, the employer concerned shall inform the\nUnion of the reasons for and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The principle of 'LAST IN, FIRST OUT' shall be followed in the\nparticular category of employees affected, subject to all other factors such as\nskills, merit, ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The redundant employee shall be entitled to one month's notice\nappropriately or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(d) In the case where the service of an employee is terminated on grounds of\nredundancy, the employer shall pay the employee severance pay at the rate of 16\ndays pay for each completed year of service (as per sec.40 (g) of employment\nAct 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumerations of\nsuch matters shall not preclude an employer or an employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nother matters not mentioned in this section constitute justifiable or lawful\ngrounds for such dismissal:\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable of properly performing his work;\u003C\u002Fp>\n\n\u003Cp>(c) If an employee willfully neglects to perform any work which it was his\nduty to have performed, or if he carelessly and improperly performs any work\nwhich from its nature it was his duty, under his contract to have performed\ncarefully and properly;\u003C\u002Fp>\n\n\u003Cp>(d) If an employee uses abusive or insulting language, or behaves in a\nmanner insulting to his employer or to any person placed in authority over him\nby his employer;\u003C\u002Fp>\n\n\u003Cp>(e) If an employee knowingly fails or refuses to obey any lawful and proper\ncommand which it was within the scope of his duty to obey, issued by his\nemployer or any person placed in authority over him by his employer;\u003C\u002Fp>\n\n\u003Cp>(f) If in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen days either released on bail or bond or\notherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) If an employee commits, or on reasonable and sufficient grounds, is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his employer or his employer's property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>(a) When the death of an employee, from any cause whatsoever, is brought to\nthe notice or comes to the knowledge of his employer, the employer shall, as\nsoon as is practicable therefore, give notice thereof in the prescribed form to\nthe Labour Officer or to the District Commissioner of the district in which the\nemployer is employed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall pay to the next of kin as the case may be all the\nwages due to the employee or the employee's properties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Should any employee, during the course of his employment, be killed or\nincapacitated by injury for a period exceeding three days, his employer shall,\nas soon as practicable, send to the Labour Officer a report in the prescribed\nform.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The employer will provide Kshs. 40,000\u002F= when an employee dies to cater\nfor the burial expenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) The parties agreed that the Management shall contribute Kshs 15,000 when\nthe first wife of an employee dies.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(i) Every employee shall be given a certificate of service by his employer\nupon the termination of his employment, unless such employment has continued\nfor a period of less than four consecutive weeks, and every such certificate\nshall contain:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) the name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>(b) the name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) the date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) the nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) the date when the employment ceased; and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Subject to sub-section (i) of this section, no employer is bound to\ngive an employee any testimonial or reference relating to the character or\nperformance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub-section (i) of this section, or\nwho in a certificate of service includes a statement which he knows to be\nfalse, commits an offence and shall on conviction be liable to a fine not\nexceeding one hundred thousand shillings or imprisonment for a term not\nexceeding six months or to both.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who commits an\noffence which in the opinion of the company does not warrant instant dismissal\nshall be warned in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following procedure shall be followed:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The 1st and 2nd warnings shall be recorded on his\u002Fher employment record\ncard.\u003C\u002Fp>\n\n\u003Cp>(b) If an employee with two warnings recorded commits a third offence within\n12 months from the date of the last warning, he\u002Fshe will be liable to\ntermination from the employment.\u003C\u002Fp>\n\n\u003Cp>(c) If an employee completes 12 months from the date of the last warning\nwithout further offence any warnings recorded on his\u002Fher card will be\ncancelled.\u003C\u002Fp>\n\n\u003Cp>(d) All warnings, termination and dismissal letters will be copied to the\nUnion's Branch Secretary and the Shop-stewards.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work for a period of not less than 20\nworking days in an occupation or grade for which the basic minimum wages\nprescribed under Part 1 of the Agreement is higher than the basic wage normally\nearned by the employee, he shall be paid acting allowance at a rate not less\nthan the difference between such higher basic minimum consolidated wage.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to work away from his principal area of\nemployment shall be paid subsistence and accommodation allowance as follows:\u003C\u002Fp>\n\n\u003Cp>Breakfast: Kshs.270\u002F=\u003C\u002Fp>\n\n\u003Cp>Lunch: Kshs.330\u002F=\u003C\u002Fp>\n\n\u003Cp>Supper: Kshs.380.00\u002F=\u003C\u002Fp>\n\n\u003Cp>Night stop Accommodation: Kshs.1,000.00\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In case an employee has to work outside the country, the above rates are\nsubject to change and shall be done fairly by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. MID MONTH ADVANCE\u003C\u002Fh3>\n\n\u003Cp>Every employer will pay mid-month wages advances to his employees at a\nminimum of the ½ employee’s basic pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. SHOP STEWARDS' RIGHTS AND SAFEGUARD\u003C\u002Fh3>\n\n\u003Cp>The Company shall give shop-stewards\u002Fworkers time off with full pay to\nattend trade union meetings, courses and seminars organized by KLDTD & AWU\nprovided that the Union shall give a prior notice of 7 days to the Company. The\nmanagement should appreciate the services rendered by a shop steward in\nindustrial disputes and they should not be victimized in their line of duty.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. RETIREMENT AGE\u003C\u002Fh3>\n\n\u003Cp>Retirement age will be 55 years for male employees and 50 years for female\nemployees. However, early or late retirement may be taken by mutual agreement\nbetween the employer and employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Where vacancies arise within Company, the Company shall give first\nconsideration to promoting existing employees taking into account such\nconsideration as relative ability, loyalty, experience, qualifications and\nlength of service.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Subject to the Company making profits, annual bonus to the employees shall\nbe paid at the discretion of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. PRODUCTION\u003C\u002Fh3>\n\n\u003Cp>It was agreed that each body builder should follow its own incentives scheme\nto enhance production.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>If any employee is suspended by the Company for cognizable offence, if\nhe\u002Fshe is found guilty, there shall be no pay. If on the other hand he\u002Fshe is\nfound not guilty he\u002Fshe shall be paid his\u002Fher full salary for the period he\u002Fshe\nwas on suspension.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. LETTER OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>On engagement, every employee shall be issued with a letter of appointment\nby the company. Such letter shall be in duplicate and signed by the employee\nconcerned. The company shall retain a copy for their records and the original\nshall be retained by the employee. on appointment the employee shall disclose\nall grades failing which future claims shall not be allowed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31. NIGHT MEAL ALLOWANCE.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Where an employee works during the night, the employer will cater for\nadequate meals (dinner and breakfast) amounting to Kshs..170\u002F=for both\nyears.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32. LOCKING EMPLOYEES IN THE WORKSHOP AT NIGHT.\u003C\u002Fh3>\n\n\u003Cp>No employee should be locked in the workshop without a proper known exit or\nentrance for the safety of the employees. There should be a supervisor on duty\nto oversee the wellbeing of the employees at any given time.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>33. HEALTH AND SAFETY COMMITTEE.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>Health and safety committee will be established at the workplace and should\nhave an equal representation the workers and management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>34. SACCO WELFARE\u003C\u002Fh3>\n\n\u003Cp>It was agreed that a welfare society to be put in place so as to assist the\nmembers in accessing loan facilities. Companies that had not started one should\ndo so.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>35. COMPANY POLICY\u003C\u002Fh3>\n\n\u003Cp>Member companies of NCBA may wish to have a defined and formal company\npolicy that they will form of the CBA provided that it is accepted by the union\nby endorsing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>36. DURATION AND EFFECTIVE DATE\u003C\u002Fh3>\n\n\u003Cp>The agreement shall be effective from 1st July, 2013 and shall remain in\nforce for a period of two years. Before the expiry date the party wishing to\namend the agreement shall give 3 months notice of his\u002Fher intensions to do\nso.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF THE GROUP\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>PAL CHODA\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN OF THE GROUP\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>D.S VIRDEE\u003C\u002Fp>\n\n\u003Cp>SECRETARY OF THE GROUP\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>NICHOLAS MBUGUASAMWEL GITHIRE\u003C\u002Fp>\n\n\u003Cp>SECRETARY GENERAL ORGANIZING SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………….\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOPYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED: This Day……………………… month of…………….2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"lowwageamount":52,"paidmaternityleaveduration":56,"WAGES_determined":60,"ONCERISE_trigger":64,"wageincreaseperc1":68,"dayspweek":72,"hourspweek_select":74,"childcare":76,"STRUCINCR_trigger":80,"hourspday":82,"funeralpay":84,"MEALALL_trigger":88,"contracttrialperiod":92,"maxsicknesspayperc":96,"jobclassifaction1":100,"OVERTIME_trigger":104,"holidaysdays":108,"wageincreasedate_date":112,"healthcareaccess":114,"SUNDAY_trigger":118,"ANNLEAVE_trigger":122,"healthandsafetypolicy":126,"overtimeallowanceperc1":130,"hourspweek":132,"contracttrial":134,"sicknesspay":136,"dayspweek_select":138,"SCHEDULE_trigger":140,"paidpaternityleave":143,"schedulesrestpw":145,"sicknessmaxdaysnr":147,"sundayallowanceperc1":149,"LOWWAGE_trigger":151,"annleaveallowanceamount1":153,"contractseverancepay1":155,"hivpolicy":159,"sicknessmaxdays":163,"paidmaternityleave":165,"wageincreasedate":167,"contractseverancepay":169,"PAIDLEAV_trigger":171,"paidpaternityleaveduration":173},{"bindId":45,"name":46,"text":47},"disabilitypay","In the case of injuries covered by the W","In the case of injuries covered by the Workmen's Compensation Act, payment\nwill be made in accordance with the law (Work Injury Benefit Act, 2007)",{"bindId":49,"name":50,"text":51},"hourspday_select","(a) The normal working week for employee","(a) The normal working week for employees other than watchmen shall consist\nof 45 hours spread over not more than 6 days of the week.\n\n(b) The normal working week for day watchmen shall consist of not more than\n48 hours spread over not more than 6 days of 6 shifts of the week.",{"bindId":53,"name":54,"text":55},"lowwageamount","(a) Basic with effect from 1.7.2013. Gro","(a) Basic with effect from 1.7.2013.\n\n\n\nGroups............................................................Kshs.\n\n\n\n1.(i) Unskilled labourers and Cleaners: 9,780.95\u002F=\n\n(ii) Office Messengers: 9,780.95\u002F=\n\n\n\n2. Watchmen\n\n\n\n(i) Day Watchman: 9,780.95\u002F=\n\n(ii) Night Watchman: 10,911.70\u002F=\n\n\n\n3. Drivers\n\n\n\n(i) Light Van Driver: 13,201.55\u002F=\n\n(ii) Medium Size Vehicle: 16,602.85\u002F=\n\n(iii) Heavy Commercial Vehicle: 22,070.95\u002F=\n\n4. Clerical Staff\n\n\n\n(i) Clerk with CPE Certificate: 13,201.55\u002F=\n\n(ii) General Clerk with School Certificate: 15,064.65\u002F=\n\n(iii) Copy Typist: 13,201.55\u002F=\n\n(iv) Telephone operator: 15,064.65\u002F=\n\n\n\n5. Store Keepers\n\n\n\n(i) Junior Clerk: 12,654.90\u002F=\n\n(ii) Store Keeper: 15,064.65\u002F=\n\n\n\n6. Artisans\n\n(i) Artisans without Trade Test Certificate:13,201.55\u002F=\n\n(ii) Artisans with TTC Grade III: 16,602.85\u002F=\n\n(iii) Artisans with TTC Grade II: 17,932.15\u002F=\n\n(iv) Artisans with TTC Grade I: 22,070.95\u002F=\n\n\n\n7. Foreman\n\n(i) Assistant Foreman: 23,311.26\u002F=\n\n(ii) Foreman: 25,857.72\u002F=",{"bindId":57,"name":58,"text":59},"paidmaternityleaveduration","Maternity and Paternity leave will be as","Maternity and Paternity leave will be as per the labour laws.",{"bindId":61,"name":62,"text":63},"WAGES_determined","On engagement, every employee shall be i","On engagement, every employee shall be issued with a letter of appointment\nby the company. Such letter shall be in duplicate and signed by the employee\nconcerned. The company shall retain a copy for their records and the original\nshall be retained by the employee. on appointment the employee shall disclose\nall grades failing which future claims shall not be allowed.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","Subject to the Company making profits, a","Subject to the Company making profits, annual bonus to the employees shall\nbe paid at the discretion of the Company.",{"bindId":69,"name":70,"text":71},"wageincreaseperc1","Every employee will receive a general wa","Every employee will receive a general wage increase of 12% first year and\n11% 2nd Year.\n\n\n\nThe above increase shall be on the current basic rate with effect from 1st\nJuly 2013 and 1st July 2014.",{"bindId":73,"name":50,"text":51},"dayspweek",{"bindId":75,"name":50,"text":51},"hourspweek_select",{"bindId":77,"name":78,"text":79},"childcare","An employee desirous of taking leave on ","An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement under paragraph (4) of his agreement and the leave taken\nshall be subsequently set off against his annual leave.\n\n\n\n(a) An employee may, in addition to leave provided for in sub-paragraph (i)\nof this paragraph, be granted seven days compassionate leave in any one\nyear.",{"bindId":81,"name":70,"text":71},"STRUCINCR_trigger",{"bindId":83,"name":50,"text":51},"hourspday",{"bindId":85,"name":86,"text":87},"funeralpay","(a) When the death of an employee, from ","(a) When the death of an employee, from any cause whatsoever, is brought to\nthe notice or comes to the knowledge of his employer, the employer shall, as\nsoon as is practicable therefore, give notice thereof in the prescribed form to\nthe Labour Officer or to the District Commissioner of the district in which the\nemployer is employed.\n\n\n\n(b) The employer shall pay to the next of kin as the case may be all the\nwages due to the employee or the employee's properties.\n\n\n\n(c) Should any employee, during the course of his employment, be killed or\nincapacitated by injury for a period exceeding three days, his employer shall,\nas soon as practicable, send to the Labour Officer a report in the prescribed\nform.\n\n\n\n(d) The employer will provide Kshs. 40,000\u002F= when an employee dies to cater\nfor the burial expenses.\n\n\n\n(e) The parties agreed that the Management shall contribute Kshs 15,000 when\nthe first wife of an employee dies.",{"bindId":89,"name":90,"text":91},"MEALALL_trigger","Where an employee works during the night","Where an employee works during the night, the employer will cater for\nadequate meals (dinner and breakfast) amounting to Kshs..170\u002F=for both\nyears.",{"bindId":93,"name":94,"text":95},"contracttrialperiod","(b) The rest of the employees after comp","(b) The rest of the employees after completing three months during which\nperiod employment may be terminated by either party by giving I month notice or\npay in lieu.",{"bindId":97,"name":98,"text":99},"maxsicknesspayperc","(a) After probationary period and subjec","(a) After probationary period and subject to the production of a Medical\nCertificate of incapacity covering the period of sick leave claimed signed by a\nMedical Practitioner or a person acting on behalf of a dispensary or medical\naid center, an employee shall be entitled to sick leave 55 days with full pay\nand thereafter to sick leave with half pay up to a maximum of 55 days.",{"bindId":101,"name":102,"text":103},"jobclassifaction1","1.(i) Unskilled labourers and Cleaners: ","1.(i) Unskilled labourers and Cleaners: 9,780.95\u002F=\n\n(ii) Office Messengers: 9,780.95\u002F=\n\n\n\n2. Watchmen\n\n\n\n(i) Day Watchman: 9,780.95\u002F=\n\n(ii) Night Watchman: 10,911.70\u002F=\n\n\n\n3. Drivers\n\n\n\n(i) Light Van Driver: 13,201.55\u002F=\n\n(ii) Medium Size Vehicle: 16,602.85\u002F=\n\n(iii) Heavy Commercial Vehicle: 22,070.95\u002F=\n\n4. Clerical Staff\n\n\n\n(i) Clerk with CPE Certificate: 13,201.55\u002F=\n\n(ii) General Clerk with School Certificate: 15,064.65\u002F=\n\n(iii) Copy Typist: 13,201.55\u002F=\n\n(iv) Telephone operator: 15,064.65\u002F=\n\n\n\n5. Store Keepers\n\n\n\n(i) Junior Clerk: 12,654.90\u002F=\n\n(ii) Store Keeper: 15,064.65\u002F=\n\n\n\n6. Artisans\n\n(i) Artisans without Trade Test Certificate:13,201.55\u002F=\n\n(ii) Artisans with TTC Grade III: 16,602.85\u002F=\n\n(iii) Artisans with TTC Grade II: 17,932.15\u002F=\n\n(iv) Artisans with TTC Grade I: 22,070.95\u002F=\n\n\n\n7. Foreman\n\n(i) Assistant Foreman: 23,311.26\u002F=\n\n(ii) Foreman: 25,857.72\u002F=",{"bindId":105,"name":106,"text":107},"OVERTIME_trigger","Overtime shall be payable at the followi","Overtime shall be payable at the following rates:\n\n(a) For hours worked in excess of the normal number of hours per week —\ntimes one and one half.",{"bindId":109,"name":110,"text":111},"holidaysdays","(a) After the completion of each period ","(a) After the completion of each period of twelve months continuous service\nwith the employer an employee shall be entitled to annual leave covering a\nperiod of 26 days (exclusive of gazetted public holidays) with full pay.",{"bindId":113,"name":70,"text":71},"wageincreasedate_date",{"bindId":115,"name":116,"text":117},"healthcareaccess","The company agrees to pay the cost of me","The company agrees to pay the cost of medical treatment and medical expenses\nin accordance with the provisions laid down by the Laws of Kenya relative to\nEmployment of Persons medical Treatment Rules. Payment of medical expenses will\nbe made to all employees of the company, provided that such illnesses are those\ncovered by the Act, and treatment carried out in a Government\u002FLocal Authority\nHospital or Health Centre. This service will apply exclusively to\nout-patient.",{"bindId":119,"name":120,"text":121},"SUNDAY_trigger","(b) For hours worked on Sundays or an em","(b) For hours worked on Sundays or an employee's normal rest day and on\ngazetted public holidays — double time.",{"bindId":123,"name":124,"text":125},"ANNLEAVE_trigger","(a) When proceeding on annual leave, an ","(a) When proceeding on annual leave, an employee shall be entitled to Kshs.\n3,850\u002F= to be paid as leave Traveling Allowance.",{"bindId":127,"name":128,"text":129},"healthandsafetypolicy","Health and safety committee will be esta","Health and safety committee will be established at the workplace and should\nhave an equal representation the workers and management.",{"bindId":131,"name":106,"text":107},"overtimeallowanceperc1",{"bindId":133,"name":50,"text":51},"hourspweek",{"bindId":135,"name":94,"text":95},"contracttrial",{"bindId":137,"name":98,"text":99},"sicknesspay",{"bindId":139,"name":50,"text":51},"dayspweek_select",{"bindId":141,"name":50,"text":142},"SCHEDULE_trigger","(a) The normal working week for employees other than watchmen shall consist\nof 45 hours spread over not more than 6 days of the week.",{"bindId":144,"name":58,"text":59},"paidpaternityleave",{"bindId":146,"name":50,"text":142},"schedulesrestpw",{"bindId":148,"name":98,"text":99},"sicknessmaxdaysnr",{"bindId":150,"name":120,"text":121},"sundayallowanceperc1",{"bindId":152,"name":54,"text":55},"LOWWAGE_trigger",{"bindId":154,"name":124,"text":125},"annleaveallowanceamount1",{"bindId":156,"name":157,"text":158},"contractseverancepay1","(d) In the case where the service of an ","(d) In the case where the service of an employee is terminated on grounds of\nredundancy, the employer shall pay the employee severance pay at the rate of 16\ndays pay for each completed year of service (as per sec.40 (g) of employment\nAct 2007.",{"bindId":160,"name":161,"text":162},"hivpolicy","(b) Those with HIV\u002FAIDS will not be stig","(b) Those with HIV\u002FAIDS will not be stigmatized or discriminated against by\nthe employer as per the employment act 2007 and the union will be allowed to\nfix condom dispensers and bring counselors to counsel workers for the HIV\nawareness after consultation with the management.",{"bindId":164,"name":98,"text":99},"sicknessmaxdays",{"bindId":166,"name":58,"text":59},"paidmaternityleave",{"bindId":168,"name":70,"text":71},"wageincreasedate",{"bindId":170,"name":157,"text":158},"contractseverancepay",{"bindId":172,"name":110,"text":111},"PAIDLEAV_trigger",{"bindId":174,"name":58,"text":59},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Nairobi Bus and Coach Body Builders Group of Federation of Kenya Employers - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Urban and suburban passenger land transport\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → The Nairobi Bus and Coach Body Builders Group of Federation of Kenya 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 - Transport and Allied Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \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): → 46 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 110 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\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            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.5 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 3850.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[180],{"title":37,"slug":33},[182],{"type":183,"data":184},"call_to_action_body_block",{"title":185,"description":186,"variant":187,"link":188},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":185,"url":189,"description":185,"rel":190,"type":191},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[193],{"type":183,"data":194},{"title":185,"description":186,"variant":187,"link":195},{"title":185,"url":189,"description":185,"rel":190,"type":191},[]]