[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-alpha-fine-foods-limited-and-kenya-union-of-commercial-food-and-allied-workers":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":167,"content_type_view":168,"extra_breadcrumbs":169,"body":171,"body_blocks":182,"related_pages":186},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":165,"translations":166},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-bargaining-agreement-between-alpha-fine-foods-limited-and-kenya-union-of-commercial-food-and-allied-workers","6cea0f80-be2b-11e2-a332-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-alpha-fine-foods-limited-and-kenya-union-of-commercial-food-and-allied-workers\u002Fcollective-bargaining-agreement-between-alpha-fine-foods-limited-and-kenya-union-of-commercial-food-and-allied-workers\u002F","Collective Bargaining Agreement Between Alpha Fine Foods Limited and Kenya Union Of Commercial Food And Allied Workers - 2012","KEN Alpha Fine Foods Limited - 2012","Kenya - KEN Alpha Fine Foods Limited - 2012","KEN Alpha Fine Foods Limited - 2012 - Manufacturing, Retail trade",{"name":41,"data":42},"ALPHA FINE FOODS CBA 2012.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">COLLECTIVE\nBARGAINING AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">ALPHA FINE\nFOODS LIMITED\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA UNION\nOF COMMERCIAL FOOD AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Messrs Alpha Fine Foods Limited (herein after referred to as the\n“Company”) and the Kenya Union of Commercial, Food and Allied Workers\n(hereinafter referred to as the “Union”) meeting together in a free heart\nand voluntary association, agreed to enter into a common agreement on matters\nconcerning Terms and Conditions of Employment for all unionisable employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.DEFINITION OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>In the context of this agreement “employee” shall include unionisable\nemployees, as shall be determined from time to time by the employer and the\nunion in this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.PROBATION\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>When a person is recruited with a view of absorbing such a person into\npermanent employment, he\u002Fshe will be required to serve a probationary period of\nthree (3) months. The probation period can be extended by another 3 months if a\nperson does not perform well. During this period either party may dispense with\nthe service of the other by giving 7 days notice or payment of 7 days salary in\nlieu of notice. Can be extended for a further 3 months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal hours of work shall consist of 45 hours spread over 6 days of the\nweek, however, Security Guards will work 52 hours spread over 6 days in a\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.OVERTIME\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime will be payable when an eligible employee performs official duties\nin excess of the scheduled working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Drivers to get a fixed allowance of Shs.800\u002F- per month. Turnboys to get a\nfixed allowance of Khs.650\u002F- per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When authorized overtime is performed an employee will be paid at the\nfollowing rates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) After normal working hours at the rate of one and half the normal hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) On public holidays and rest days at twice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.DISCIPLINE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>(a) Warning System\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misconduct which does not warrant dismissal he\u002Fshe shall be warned three (3)\ntimes in writing and the following procedures shall apply:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first warning shall be entered into the employee’s record and the\nshopsteward shall be notified\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The second and third warnings shall be copied to the Branch Secretary\nof the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee who has already received three warnings commits a fourth\noffence, his\u002Fher employment may be terminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Absenteeism\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who absents himself\u002Fherself from duty without leave for more\nthan 11 consecutive days will be regarded as having forfeited his\nappointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Suspension\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee to whom proceedings for dismissal have been taken, if the\nresults of the proceedings are considered to warrant dismissal, may be\nsuspended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is suspended shall be entitled to half-month salary for the\nperiod on suspension. Such an employee shall not remain on suspension for a\nperiod exceeding two months. If he\u002Fshe is proved innocent, his\u002Fher suspension\nwill be lifted and he\u002Fshe will be paid the remaining half-month’s salary. If\nhe\u002Fshe is found guilty he\u002Fshe will be dismissed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Lifting of Suspension\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Where suspension is ordered on the basis of police court process and the\nemployee has been acquitted or police have withdrawn proceeding, suspension\nshall be lifted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee acquitted of a criminal charge in any court shall not be\ndismissed or otherwise punished on any charge for which he\u002Fshe has been\nacquitted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Suspension shall similarly be lifted where a review of the\ncircumstances or fresh facts come to light which suggest that the suspension is\nno appropriate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Where suspension is lifted any part of the employee’s salary which\nhas been withheld during the period of suspension shall be\nreinstated\u002Frestored.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.TRAVELLING AND ACCOMMODATION ALLOWANCE – UPCOUNTRY\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Drivers and turn boys will be paid travel and accommodation allowance which\nincludes overtime if they travel up country.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DriversKshs.1,600\u002F- per night\u003C\u002Fp>\n\n\u003Cp>TurnboysKshs.1,300\u002F- per night\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The drivers and turn boys who travel upcountry will not fall under Clause 4\nand 5 by virtue of the above payment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on annual leave shall be paid a leave travelling\nallowance of Kshs.3000\u002F- per year before proceeding on such leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>The house allowance is hereby increased by 15% of an individual’s existing\nhouse allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.ACTING\u002FSPECIAL DUTY ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>(i) An employee who is required to take full responsibility for the work of\nan employee on a higher grade than his\u002Fher own will be entitled to acting\nallowance – equivalent to the full difference between his\u002Fher own salary and\nthe minimum of the salary scale attached on the higher grade. The acting\nappointment must be authorized in writing and the employee must confirm in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Acting appointment will normally be done during short periods of\nillness or other approved causes exceeding two weeks. After two weeks acting,\nappointment shall be confirmed in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee drawing acting allowance for acting in a higher\nappointment is eligible for travelling privileges or other allowances at the\nrates applicable to be minimum salary of the post in which he\u002Fshe is acting,\nbut not house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Acting Allowance becomes payable from the date on which an employee\ntakes over the duties of his\u002Fher acting appointment up to and including the day\nprior to the date on which he\u002Fshe formally hands over.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) An officer acting on a higher grade should be confirmed within seven (7)\nmonths if the vacancy is not filled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(i) An employee shall be eligible for annual leave at the commencement of\nthe “leave year” save for newly appointed employees who will be required to\ncomplete a minimum of three months before being granted proportionate leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee shall be entitled to 26 (twenty six) working days annual\nleave per year exclusive of Sundays and gazetted public holidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(iii) Annual leave shall not be accumulated unless prior written approval of\nthe Managing Director has been obtained, provided that any leave carried\nforward shall not be more than one-half of the annual leave entitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\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\">\u003Cp>(i) A female employee who is required to be absent from duty on account of\nchild birth shall be entitled to 3 months maternity leave with full pay and\nthat she shall not forfeit her annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(ii) A male employee shall be granted 2 weeks paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>An employee will, where circumstances call, be eligible to 7 days leave on\ncompassionate grounds by prior arrangement with the Company or shall be given 7\ndays which shall be offset against his\u002Fher annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.SICK LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>On completion of probation, an employee shall be eligible to sick leave upto\n65 days with full pay and and a further 65 days with half pay subject to\nproduction of a certificate granting such incapacity signed by a qualified\nmedical practitioner approved by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.UNIFORMS\u002FPROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>The Company shall provide two pairs of suitable uniforms and protective\nclothing to employees who require them for the performance of their duties. The\nCompany shall be responsible for washing them. The uniforms wil be worn at al\ntimes as required. Any loss of the uniforms\u002Fprotective clothing due to the\nnegligence of the employee shall be borne by him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.TERMINATION OF EMPLOYEMENT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Termination of employment shall be by either party giving notice or one\nmonth’s salary in lieu of such notice as follows:\u003C\u002Fp>\n\n\u003Cp>1-5 years -one month’s notice\u003C\u002Fp>\n\n\u003Cp>Over 5 years-2 month’s notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.REDUNDANCY\u002FRETRENCHMENT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Where an employee is terminated on account of redundancy\u002Fretrenchment the\nfollowing principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Union shall be informed of the reason for the extent of the intended\nredundancy\u002Fretrenchment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The principle of “Last in First Out” shall be adopted in the\nparticular category of employees affected subject to all other factors such as\nskill, merit, ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The redundant\u002Fretrenched employees shall be entitled to:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-5 years -one month in lieu of notice\u003C\u002Fp>\n\n\u003Cp>Above 6 years-two months in lieu of notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Any leave and\u002For allowance due to any employee declared\nredundant\u002Fretrenched shall be paid for in cash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee declared redundant\u002Fretrenched shall be entitled to severance\npay at the rate of 30 (thirty) days pay for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.GRATUITY\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(a) An employee whose continuous employment is terminated or retires after\nthree (3) continuous years of service shall be entitled to gratuity payment at\nthe rate of 26 (twenty-six) days salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee who retires at the age of 60 (sixty) years or on medical\nground shall be entitled to gratuity payment as per (a) above.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>Where an employee dies in service, the company shall provide the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Transport of the body to final place of burial and determined by the\nfamily of the deceased’s employee.\u003C\u002Fp>\n\n\u003Cp>(ii) Coffin\u003C\u002Fp>\n\n\u003Cp>(iii) Shillings Twenty thousand (20,000\u002F-) only for other funeral\nexpenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.MEDICAL CARE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthcareaccess\">\u003Cp>Medical treatment rules to be followed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.COLD ROOM ALLOWANCE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>An employee required to work in the cold room will be entitled to an\nallowance of Kshs.85 (Eighty Five) per day and shall be provided with a packet\nof milk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.TRANSPORT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee shall be paid transport of Kshs.68\u002F- (Shillings Sixty Eight) per\nday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.CASUAL\u002FCONTRACT WORKER\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>To follow the new labour laws (Employment Act).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.AGENCY FEE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>The provisions of Section 49 of the Labour Relations Act, 2007 shall\napply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.SHOPSTEWARDS RECOGNITION\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>It is recognised that shopstewards as the medium between the unionisable\nemployees and the company will meet respective manager, head of department or\ndirector over any grievance or suggestion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The shopsteward will be given permission to attend union functions upon the\nunion’s one week’s written notice of request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Ch3>26.BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cp>Basic Minimum 7% first year and 7% 2nd year.\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>Group 1\u003C\u002Ftd>\n      \u003Ctd>1st May 2011\u003C\u002Ftd>\n      \u003Ctd>1st May 2012\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cleaner and General Worker\u003C\u002Ftd>\n      \u003Ctd>8,117.02\u003C\u002Ftd>\n      \u003Ctd>9,180.40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cold Room Attendant\u003C\u002Ftd>\n      \u003Ctd>8,766.50\u003C\u002Ftd>\n      \u003Ctd>9,915.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trimmer\u003C\u002Ftd>\n      \u003Ctd>8,766.50\u003C\u002Ftd>\n      \u003Ctd>9,915.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vehicle Attendant\u003C\u002Ftd>\n      \u003Ctd>8,766.50\u003C\u002Ftd>\n      \u003Ctd>9,915.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Machine Attendant\u003C\u002Ftd>\n      \u003Ctd>9,199.90\u003C\u002Ftd>\n      \u003Ctd>10,405.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Charge Hand\u003C\u002Ftd>\n      \u003Ctd>7,720.00\u003C\u002Ftd>\n      \u003Ctd>9,180.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Supervisor\u003C\u002Ftd>\n      \u003Ctd>8,766.50\u003C\u002Ftd>\n      \u003Ctd>9,915.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Deboner (Butcher)\u003C\u002Ftd>\n      \u003Ctd>10,502.00\u003C\u002Ftd>\n      \u003Ctd>11,879.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Medium Truck Driver\u003C\u002Ftd>\n      \u003Ctd>13,778.40\u003C\u002Ftd>\n      \u003Ctd>15,583.40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cars and Light Vehicle Driver\u003C\u002Ftd>\n      \u003Ctd>10,955.79\u003C\u002Ftd>\n      \u003Ctd>12,391.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>GENERAL WAGE INCREASE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st year : 10% first year\u003C\u002Fp>\n\n\u003Cp>2nd year : 10% second year\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st May 2012 and shall remain in\nforce for a period of two (2) years after which it shall continue to be in\nforce until reviewed by both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\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>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………………….\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATION SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYEE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AT NAIROBI THIS …………….. DAY OF ……………. 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-alpha-fine-foods-limited-and-kenya-union-of-commercial-food-and-allied-workers\u002Fcollective-bargaining-agreement-between-alpha-fine-foods-limited-and-kenya-union-of-commercial-food-and-allied-workers\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            ",{"lowwageamount":44,"contracttrialperiod":48,"maxsicknesspay":52,"childcareleave":56,"wageincreaseperc1":60,"dayspweek":64,"hourspweek_select":68,"childcare":70,"wageincreasetype2":72,"STRUCINCR_trigger":74,"SCHEDULE_trigger":76,"funeralpay":78,"paidmaternityleaveduration":82,"SKILLEVEL_trigger":86,"maxsicknesspayperc":90,"jobclassifaction1":92,"commutingallowancetype":94,"OVERTIME_trigger":98,"holidaysdays":102,"healthcareaccess":106,"annleaveallowancetype":109,"COMMUTE_trigger":113,"commutingallowanceamount1":115,"ANNLEAVE_trigger":117,"hourspweek":119,"contracttrial":121,"schedulesrestpw":123,"jobsecuritymothers":125,"dayspweek_select":127,"paidmaternityleaveall":129,"overtimeallowanceamount1":131,"paidpaternityleave":133,"sicknesspay":137,"sicknessmaxdaysnr":139,"healthcareaccessrelatives":141,"annleaveallowanceamount1":143,"contractseverancepay1":145,"overtimeallowancetype":149,"sicknessmaxdays":151,"paidmaternityleave":153,"coverunion_trigger":155,"contractseverancepay":159,"PAIDLEAV_trigger":161,"paidpaternityleaveduration":163},{"bindId":45,"name":46,"text":47},"lowwageamount","Basic Minimum 7% first year and 7% 2nd y","Basic Minimum 7% first year and 7% 2nd year.\n\n\n  \n  \n  \n  \n  \n    \n      Group 1\n      1st May 2011\n      1st May 2012\n    \n    \n      Cleaner and General Worker\n      8,117.02\n      9,180.40\n    \n    \n      Cold Room Attendant\n      8,766.50\n      9,915.00\n    \n    \n      Trimmer\n      8,766.50\n      9,915.00\n    \n    \n      Vehicle Attendant\n      8,766.50\n      9,915.00\n    \n    \n      Machine Attendant\n      9,199.90\n      10,405.00\n    \n    \n      Charge Hand\n      7,720.00\n      9,180.00\n    \n    \n      Supervisor\n      8,766.50\n      9,915.00\n    \n    \n      Deboner (Butcher)\n      10,502.00\n      11,879.00\n    \n    \n      Medium Truck Driver\n      13,778.40\n      15,583.40\n    \n    \n      Cars and Light Vehicle Driver\n      10,955.79\n      12,391.00",{"bindId":49,"name":50,"text":51},"contracttrialperiod","When a person is recruited with a view o","When a person is recruited with a view of absorbing such a person into\npermanent employment, he\u002Fshe will be required to serve a probationary period of\nthree (3) months. The probation period can be extended by another 3 months if a\nperson does not perform well. During this period either party may dispense with\nthe service of the other by giving 7 days notice or payment of 7 days salary in\nlieu of notice. Can be extended for a further 3 months.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","On completion of probation, an employee ","On completion of probation, an employee shall be eligible to sick leave upto\n65 days with full pay and and a further 65 days with half pay subject to\nproduction of a certificate granting such incapacity signed by a qualified\nmedical practitioner approved by the employer.",{"bindId":57,"name":58,"text":59},"childcareleave","An employee will, where circumstances ca","An employee will, where circumstances call, be eligible to 7 days leave on\ncompassionate grounds by prior arrangement with the Company or shall be given 7\ndays which shall be offset against his\u002Fher annual leave.",{"bindId":61,"name":62,"text":63},"wageincreaseperc1","GENERAL WAGE INCREASE 1st year : 10% fir","GENERAL WAGE INCREASE\n\n\n\n1st year : 10% first year\n\n2nd year : 10% second year",{"bindId":65,"name":66,"text":67},"dayspweek","The normal hours of work shall consist o","The normal hours of work shall consist of 45 hours spread over 6 days of the\nweek, however, Security Guards will work 52 hours spread over 6 days in a\nweek.",{"bindId":69,"name":66,"text":67},"hourspweek_select",{"bindId":71,"name":58,"text":59},"childcare",{"bindId":73,"name":62,"text":63},"wageincreasetype2",{"bindId":75,"name":62,"text":63},"STRUCINCR_trigger",{"bindId":77,"name":66,"text":67},"SCHEDULE_trigger",{"bindId":79,"name":80,"text":81},"funeralpay","Where an employee dies in service, the c","Where an employee dies in service, the company shall provide the\nfollowing:\n\n\n\n(i) Transport of the body to final place of burial and determined by the\nfamily of the deceased’s employee.\n\n(ii) Coffin\n\n(iii) Shillings Twenty thousand (20,000\u002F-) only for other funeral\nexpenses.",{"bindId":83,"name":84,"text":85},"paidmaternityleaveduration","(i) A female employee who is required to","(i) A female employee who is required to be absent from duty on account of\nchild birth shall be entitled to 3 months maternity leave with full pay and\nthat she shall not forfeit her annual leave.\n\n\n\n(ii) A male employee shall be granted 2 weeks paternity leave.",{"bindId":87,"name":88,"text":89},"SKILLEVEL_trigger","26.BASIC MINIMUM WAGES Basic Minimum 7% ","26.BASIC MINIMUM WAGES\n\nBasic Minimum 7% first year and 7% 2nd year.\n\n\n  \n  \n  \n  \n  \n    \n      Group 1\n      1st May 2011\n      1st May 2012\n    \n    \n      Cleaner and General Worker\n      8,117.02\n      9,180.40\n    \n    \n      Cold Room Attendant\n      8,766.50\n      9,915.00\n    \n    \n      Trimmer\n      8,766.50\n      9,915.00\n    \n    \n      Vehicle Attendant\n      8,766.50\n      9,915.00\n    \n    \n      Machine Attendant\n      9,199.90\n      10,405.00\n    \n    \n      Charge Hand\n      7,720.00\n      9,180.00\n    \n    \n      Supervisor\n      8,766.50\n      9,915.00\n    \n    \n      Deboner (Butcher)\n      10,502.00\n      11,879.00\n    \n    \n      Medium Truck Driver\n      13,778.40\n      15,583.40\n    \n    \n      Cars and Light Vehicle Driver\n      10,955.79\n      12,391.00",{"bindId":91,"name":54,"text":55},"maxsicknesspayperc",{"bindId":93,"name":88,"text":89},"jobclassifaction1",{"bindId":95,"name":96,"text":97},"commutingallowancetype","An employee shall be paid transport of K","An employee shall be paid transport of Kshs.68\u002F- (Shillings Sixty Eight) per\nday.",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","Overtime will be payable when an eligibl","Overtime will be payable when an eligible employee performs official duties\nin excess of the scheduled working hours.\n\n\n\nDrivers to get a fixed allowance of Shs.800\u002F- per month. Turnboys to get a\nfixed allowance of Khs.650\u002F- per month.\n\n\n\nWhen authorized overtime is performed an employee will be paid at the\nfollowing rates:\n\n\n\n(i) After normal working hours at the rate of one and half the normal hourly\nrate.\n\n\n\n(ii) On public holidays and rest days at twice the normal hourly rate.",{"bindId":103,"name":104,"text":105},"holidaysdays","(i) An employee shall be eligible for an","(i) An employee shall be eligible for annual leave at the commencement of\nthe “leave year” save for newly appointed employees who will be required to\ncomplete a minimum of three months before being granted proportionate leave.\n\n\n\n(ii) An employee shall be entitled to 26 (twenty six) working days annual\nleave per year exclusive of Sundays and gazetted public holidays.",{"bindId":107,"name":108,"text":108},"healthcareaccess","Medical treatment rules to be followed.",{"bindId":110,"name":111,"text":112},"annleaveallowancetype","An employee proceeding on annual leave s","An employee proceeding on annual leave shall be paid a leave travelling\nallowance of Kshs.3000\u002F- per year before proceeding on such leave.",{"bindId":114,"name":96,"text":97},"COMMUTE_trigger",{"bindId":116,"name":96,"text":97},"commutingallowanceamount1",{"bindId":118,"name":111,"text":112},"ANNLEAVE_trigger",{"bindId":120,"name":66,"text":67},"hourspweek",{"bindId":122,"name":50,"text":51},"contracttrial",{"bindId":124,"name":66,"text":67},"schedulesrestpw",{"bindId":126,"name":84,"text":85},"jobsecuritymothers",{"bindId":128,"name":66,"text":67},"dayspweek_select",{"bindId":130,"name":84,"text":85},"paidmaternityleaveall",{"bindId":132,"name":100,"text":101},"overtimeallowanceamount1",{"bindId":134,"name":135,"text":136},"paidpaternityleave","(ii) A male employee shall be granted 2 ","(ii) A male employee shall be granted 2 weeks paternity leave.",{"bindId":138,"name":54,"text":55},"sicknesspay",{"bindId":140,"name":54,"text":55},"sicknessmaxdaysnr",{"bindId":142,"name":108,"text":108},"healthcareaccessrelatives",{"bindId":144,"name":111,"text":112},"annleaveallowanceamount1",{"bindId":146,"name":147,"text":148},"contractseverancepay1","(a) An employee whose continuous employm","(a) An employee whose continuous employment is terminated or retires after\nthree (3) continuous years of service shall be entitled to gratuity payment at\nthe rate of 26 (twenty-six) days salary for each completed year of service.\n\n\n\n(b) An employee who retires at the age of 60 (sixty) years or on medical\nground shall be entitled to gratuity payment as per (a) above.",{"bindId":150,"name":100,"text":101},"overtimeallowancetype",{"bindId":152,"name":54,"text":55},"sicknessmaxdays",{"bindId":154,"name":84,"text":85},"paidmaternityleave",{"bindId":156,"name":157,"text":158},"coverunion_trigger","In the context of this agreement “employ","In the context of this agreement “employee” shall include unionisable\nemployees, as shall be determined from time to time by the employer and the\nunion in this agreement.",{"bindId":160,"name":147,"text":148},"contractseverancepay",{"bindId":162,"name":104,"text":105},"PAIDLEAV_trigger",{"bindId":164,"name":135,"text":136},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Alpha Fine Foods Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-04-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing, Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of food products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Alpha Fine Foods Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Union of Commercial Food and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 130 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: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → 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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \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: → No\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: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 3000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-overtimeallowanceamount1\">\n                    Premium for overtime work: → KES 650.0 per hour overtime\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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 68.0 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",[170],{"title":37,"slug":33},[172],{"type":173,"data":174},"call_to_action_body_block",{"title":175,"description":176,"variant":177,"link":178},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":175,"url":179,"description":175,"rel":180,"type":181},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[183],{"type":173,"data":184},{"title":175,"description":176,"variant":177,"link":185},{"title":175,"url":179,"description":175,"rel":180,"type":181},[]]