[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-autoxpress-limited-and-the-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":178,"content_type_view":179,"extra_breadcrumbs":180,"body":182,"body_blocks":193,"related_pages":197},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":176,"translations":177},{"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-autoxpress-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-","3a69fdf0-b8a2-11e3-b6be-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-autoxpress-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-\u002Fcollective-bargaining-agreement-between-autoxpress-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-\u002F","Collective Bargaining Agreement between Auto-xpress Limited and the Kenya Union of Commercial, Food and Allied Workers - 2013","KEN Autoxpress Limited - 2013","Kenya - KEN Autoxpress Limited - 2013","KEN Autoxpress Limited - 2013 - Trade, fuelling and repair of motor vehicles",{"name":41,"data":42},"CBA - AUTOXPRESS Final September 10th 2013 final.html","\n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN AUTOXPRESS LIMITED AND THE KENYA\nUNION OF COMMERCIAL, FOOD AND ALLIED WORKERS IN THE MATTER OF WAGES AND OTHER\nTERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company and the Union meeting together in good faith and voluntary\nassociation agree and enter into the foregoing Agreement negotiated between\nthem at the Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>0. BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSING ALLOWANCE)\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cp>Category 1: Entry Point\u003C\u002Fp>\n\n\u003Cp>Office Cleaner: 8,780.00\u003C\u002Fp>\n\n\u003Cp>Gardener: 8,780.00\u003C\u002Fp>\n\n\u003Cp>Messenger: 8,780.00\u003C\u002Fp>\n\n\u003Cp>Day watchman: 8,780.00\u003C\u002Fp>\n\n\u003Cp>Cook: N\u002FA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category II: Entry Point\u003C\u002Fp>\n\n\u003Cp>Store and Delivery Assistant (Loaders\u002FTurn-boys): 9,470.00\u003C\u002Fp>\n\n\u003Cp>Night watchman: 9,775.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category III: Entry Point\u003C\u002Fp>\n\n\u003Cp>Ungraded Artisan: N\u002FA\u003C\u002Fp>\n\n\u003Cp>Workshop Technician: 11,305.00\u003C\u002Fp>\n\n\u003Cp>Store Assistant: N\u002FA\u003C\u002Fp>\n\n\u003Cp>Shop Assistant: N\u002FA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category IV: Entry Point\u003C\u002Fp>\n\n\u003Cp>Telephone Operator: 13,415.00\u003C\u002Fp>\n\n\u003Cp>Receptionist: 13,415.00\u003C\u002Fp>\n\n\u003Cp>Store Keeper: 13,415.00\u003C\u002Fp>\n\n\u003Cp>Artisan Grade III: N\u002FA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Category V: Entry Point\u003C\u002Fp>\n\n\u003Cp>Driver (Light Vehicle and Cars): 11,785.00\u003C\u002Fp>\n\n\u003Cp>Receiving Clerk: N\u002FA\u003C\u002Fp>\n\n\u003Cp>Dispatch Clerk: N\u002FA\u003C\u002Fp>\n\n\u003Cp>Artisan Grade II: N\u002FA\u003C\u002Fp>\n\n\u003Cp>Salesman\u002Fwoman: N\u002FA\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>N.B Provided that the Basic Minimum Wage Rates shall always be above the\nstatutory Minimum rates in subsequent General Orders by Kshs. 200\u002F=\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>All unionisable employees in the employment of the Company, who are\nconfirmed in their appointment following satisfactory completion of probation\nas at 31st March, 2013 shall receive a wage increase of 10% from 1st April,\n2013 to cover the first year. Such wage increase be paid in full for any months\nalready passed at the next pay date following the signing of this Agreement.\nAll unionisable employees in the employment of the Company, who are confirmed\nin their appointment following satisfactory completion of probation as at 31st\nMarch, 2014 shall receive a wage increase of 10% from 1st April, 2014 to cover\nthe second year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every unionisable employee who is not provided with free housing\naccommodation by the employer shall be entitled to monthly house allowance of\nKshs.2,300 or 16% of the employee’s basic monthly salary whichever is higher.\nSuch house allowance shall be paid together with the employee’s salary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. PROBATION PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>(a) All employees shall be required to serve a probation period of 3 (three)\nmonths before being confirmed in their appointment. If necessary, the probation\nperiod may be extended by another 3 months at the employer’s sole discretion.\nDuring such period, the employment may be terminated by the Company or the\nemployee by giving seven (7) days notice in writing or pay in lieu of\nnotice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) On initial appointment, an employee shall be issued with employment\nletter of appointment detailing terms and conditions of his\u002Fher employment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 45 hours of work spread over six\ndays of the week exclusive of meal breaks, provided that an employee shall be\nentitled to one rest day each week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>Authorized overtime shall be payable at the following rates:-\u003C\u002Fp>\n\n\u003Cp>(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 4 above, at one and half (1 ½) times the normal hourly\nrate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) For time worked on the employee’s normal rest day and Gazetted Public\nHolidays, at double the normal hourly rate. The employee may however opt to\ntake time off in lieu of the time worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) For the purposes of computing payment for overtime worked, the hourly\nrate shall be 1\u002F195 multiplied by the basic monthly salary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>After each period of twelve (12) months continuous service with the Company,\nan employee shall be entitled to annual leave of twenty three (23) working days\nleave with full pay in consultation with the Management. Where employment is\nterminated after the completion of two or more consecutive month’s service,\nthe employee will be entitled to (23\u002F12=1.90 days) prorated leave with full pay\nfor each completed month of service in such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. 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\">\u003Cp>After the two consecutive months of service an employee shall be entitled to\nsick leave of 30 days with full pay and thereafter to sick leave of 30 days\nwith half pay in a year subject to production of a medical certificate of\nincapacity to work signed by a duly qualified Medical Practitioner or a person\non the behalf of.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(i) (a) A female employee shall be entitled to 3 months maternity leave with\nfull pay provided that a female employee who has taken 3 months maternity leave\nshall not forfeit her annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(b) In the event that the employee is certified unfit to resume work after\nninety (90) days he shall be entitled to sick leave as per Clause No. 7\nabove.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(c) For the purposes of this section, maternity leave is to be taken for the\npurpose of child birth and after-child-birth-care of the infant born.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(ii) Subject to proof of child birth, a male employee shall be entitled to\ntwo weeks paternity leave with full pay without forfeiture of annual leave\nentitlement in that particular year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the Company be granted such leave upto his\u002Fher earned\nleave entitlement and the leave taken shall be subsequently set off against\nhis\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(b) An employee may, in addition to leave provided for in sub-paragraph (a)\nof this paragraph, be granted five (5) days compassionate leave with pay in any\none year provided that he\u002Fshe has exhausted the annual leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) Compassionate leave shall apply only in the following circumstances:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Death of a child, spouse, parent, sibling or immediate family member;\u003C\u002Fp>\n\n\u003Cp>(ii) Life-threatening illness of a child, spouse, parent, sibling or\nimmediate family member;\u003C\u002Fp>\n\n\u003Cp>(iii) Any other tragic or life-threatening occurrence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>Employees who are required by the Company to wear uniforms shall be issued\nwith 3 sets of such uniform in each year, receipt of which the employee shall\nexpressly acknowledge, provided that:-\u003C\u002Fp>\n\n\u003Cp>(a) The employee shall wear his\u002Fher uniform at all times while on duty\nunless directed otherwise by the employer.\u003C\u002Fp>\n\n\u003Cp>(b)The employee shall not wear his\u002Fher uniform at any other time without the\nexpress permission from the Company other than when proceeding to or from\nduty.\u003C\u002Fp>\n\n\u003Cp>(c) The company shall provide bar soap or detergent to the employee for the\npurpose of washing the uniform, but the employee will be required to maintain\nhis\u002Fher uniform in a tidy and clean condition at all times. Employees who have\nresigned \u002F terminated from employment will be required to return the company\nuniform on the last working day for the uniform is the property of the\ncompany.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>Protective clothing will be provided and used in accordance with the\nprovisions of the Occupational Safety and Health Act, 2007.\u003C\u002Fp>\n\n\u003Cp>Where an employee’s work place is in the cold room, the employer shall\nprovide appropriate warm clothing.\u003C\u002Fp>\n\n\u003Cp>It shall be mandatory for employees to acknowledge issuance of the\nprotective clothing if so required by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>Medical Treatment shall be in accordance with the Employment Act, 2007\nSection 34\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>Definition of Redundancy\u003C\u002Fp>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>(a) The Company shall, one month prior to taking action, inform the Union of\nthe intended redundancy giving the reasons for, and the extent of such\nredundancy. During the notice period, the Union shall reserve the right to make\nrepresentations to the employer. In any case, all matters concerned with\nredundancy shall be subject to the procedures stipulated in the Labour\nRelations Act, 2007 laws of Kenya and the Employment Act.\u003C\u002Fp>\n\n\u003Cp>(b) Company shall adopt the principles of “Last in first Out” provided\nthat due regard to seniority in time, skill, ability and reliability of each\nemployee belonging to the particular category of employees affected by the\nredundancy shall be considered.\u003C\u002Fp>\n\n\u003Cp>(c) Any leave due to an employee(s) shall be paid in cash\u002Fcheque.\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employee(s) shall be entitled to notice or pay in lieu of\nsuch notice as outlined in Clause 16.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 15 days pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. WARNING\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or commits an offence\nwhich does not warrant instant dismissal shall be warned in writing and the\nfollowing procedure shall apply.\u003C\u002Fp>\n\n\u003Cp>(a) The first and the second warning shall be entered in the employee’s\nemployment record and the shop-steward of the Union informed accordingly.\u003C\u002Fp>\n\n\u003Cp>(b) The second warning shall be copied to the Branch Secretary of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>(c) If an employee who has received two written warnings commits a third\noffence, he\u002Fshe shall be disciplined in accordance with the law.\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee has completed one year from the date of the\nsecond warning without committing any further offence, any warnings entered in\nhis\u002Fher employment record shall be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. TRANSFERS\u003C\u002Fh3>\n\n\u003Cp>(a) The Company has the sole right to transfer an employee from one Branch\nto another or from one Department to another in accordance with the exigency of\nservice.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is transferred from one town to another at the request\nof the employer, the employee shall be paid the equivalent to Kshs.20,000\u002F- as\nrelocation cost; where the transfer is at the request of an employee, the\nemployer shall provide Kshs.10,000\u002F-.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who is to be transferred from one town to another shall in\nnormal circumstances, be given advance notice of not less than one month by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>(d) For internal transfer within the same City, Municipality or locality an\nemployee shall be given one (1) day notice except where there are emergency\ncircumstances, no advance notice will be required.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After the completion of the probationary period, services may be terminable\nby either party by giving notices as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) Employees with services of upto ten (10) completed years of service –\none month’s notice or pay in lieu of notice thereof.\u003C\u002Fp>\n\n\u003Cp>(b) Employees with over ten (10) years service, two (2) months notice or pay\nin lieu thereof.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>An employee shall be liable to summary dismissal for gross misconduct\ndefined in the Employment Act 2007, namely:-\u003C\u002Fp>\n\n\u003Cp>(i) If without leave or other lawful cause, an employee absents\nhimself\u002Fherself from the place proper and appointed for the performance of\nhis\u002Fher work for a period exceeding seven (7) days.\u003C\u002Fp>\n\n\u003Cp>(ii) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself\u002Fherself unwilling or incapable to properly perform his\u002Fher\nwork.\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee wilfully neglects to perform any work which it was\nhis\u002Fher duty to have performed, or if he\u002Fshe carelessly and improperly performs\nany work which from its nature it was his\u002Fher duty, under his\u002Fher contract to\nhave performed carefully and properly.\u003C\u002Fp>\n\n\u003Cp>(iv) If an employee uses abusive or insulting language or behaves in a\nmanner insulting, to his\u002Fher employer or to any person placed in authority over\nhim\u002Fher by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>(v) If an employee knowingly fails, or refuses to obey any law and proper\ncommand which it was within the scope of his\u002Fher duty to obey, issued by\nhis\u002Fher employer or any person placed in authority over him\u002Fher by his\u002Fher\nemployer.\u003C\u002Fp>\n\n\u003Cp>(vi) 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 (14) days either released on bail or\nbond or otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>(vii) If an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed a criminal offence against or to the substantial\ndetriment of his\u002Fher employer or his\u002Fher employer’s property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. SALARY ADVANCES\u003C\u002Fh3>\n\n\u003Cp>The Company shall pay mid-month advances to those employees who make a\nwritten application for the same, which advances shall not exceed one half of\nthe net monthly payable salary of the employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. LEAVE TRAVELLING ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>An employee travelling on his\u002Fher annual leave shall be entitled to a leave\ntravelling allowance of Kshs.3,000\u002F= (Three Thousand) to be paid upon\ncompletion of the annual leave.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>i) In the event of death of an employee, the employer shall contribute\nKshs.30,000\u002F=towards funeral expenses to the nominated next of kin.\u003C\u002Fp>\n\n\u003Cp>ii) Allow up to three (3) nominated workmates of the deceased to attend\nburial. Any such nominated workmate shall be given Safari Allowance as per\nClause No. 25 and up to a maximum of 2 days absence. Such workmates will be\nnominated by the deceased’s colleagues and will be approved by the line\nmanager.\u003C\u002Fp>\n\n\u003Cp>iii) The employer shall obtain from all its employees the full names, ID\nnumbers and addresses of the nominated next of kin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>This shall be dealt with in accordance with Section 18 of the Employment\nAct, 2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Where an employee is required to perform work in a higher grade than\nhis\u002Fher current grade, he\u002Fshe shall be notified in writing.\u003C\u002Fp>\n\n\u003Cp>(b) If he\u002Fshe performs for more than 30 consecutive days, he\u002Fshe shall be\nentitled to an acting allowance of not less than the difference between his\u002Fher\nsalary and the entry point of the grade he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Cp>(c) If he\u002Fshe acts continuously in that position for a period of three (3)\nmonths he\u002Fshe shall be confirmed in that position.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>The Company shall recognize hard work and give promotions based on its\nmerits criteria. These could be a combination of the job done, duration of\nexperience service with the Company, education attainment, professional\nqualification, vacancies available and quality of work performed. Promotion\nfrom one grade to another is not automatic.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. LONG SERVICE SALARY INCREMENT\u003C\u002Fh3>\n\n\u003Cp>Long service salary increment will be paid to employees as follows:-\u003C\u002Fp>\n\n\u003Cp>Years of service Kshs.\u003C\u002Fp>\n\n\u003Cp>After 5 years continuous service, a salary increment of 500\u002F=\u003C\u002Fp>\n\n\u003Cp>After 10 years continuous service, a salary increment of 600\u002F=\u003C\u002Fp>\n\n\u003Cp>After 15 years continuous service, a salary increment of 700\u002F=\u003C\u002Fp>\n\n\u003Cp>After 20 years continuous service, a salary increment of 800\u002F=\u003C\u002Fp>\n\n\u003Cp>After 25 years continuous service, a salary increment of 900\u002F=\u003C\u002Fp>\n\n\u003Cp>After 30 years continuous service, a salary increment of 1,000\u002F=\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees who are required to work temporarily outside their principle place\nof work shall be entitled to safari allowance as follow:-\u003C\u002Fp>\n\n\u003Cp>Kshs.\u003C\u002Fp>\n\n\u003Cp>(1) Breakfast200.00\u003C\u002Fp>\n\n\u003Cp>(2) Lunch 250.00\u003C\u002Fp>\n\n\u003Cp>(3) Dinner 250.00\u003C\u002Fp>\n\n\u003Cp>(4) Accommodation 750.00\u003C\u002Fp>\n\n\u003Cp>Total 1, 450.00\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. PENSION\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>(i) There shall be a pension scheme established in accordance with the\nRetirement Benefits Authority (RBA) rules and Parties shall contribute as\nfollows:\u003C\u002Fp>\n\n\u003Cp>(ii) All unionized employees shall contribute 5% of their basic salary to\nthe pension scheme while the employer shall contribute 5% of the respective\nemployee’s basic salary to the Scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Employees may retire under the following conditions:\u003C\u002Fp>\n\n\u003Cp>(i) Compulsory retirement on attaining 58 (fifty eight) years\u003C\u002Fp>\n\n\u003Cp>(ii) Voluntary retirement at the age of 50 (fifty) years\u003C\u002Fp>\n\n\u003Cp>(iii) On certified medical grounds at any age.\u003C\u002Fp>\n\n\u003Cp>(b) (i) A retiring employee shall be entitled to all benefits accruing under\nClauses 16 and 26.\u003C\u002Fp>\n\n\u003Cp>(ii) Upon retirement under the conditions stated in Clause 27a above, the\ncompany will provide an amount of Kshs 10,000\u002F- to the retiree as relocation\nallowance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. PAID LEAVE FOR TRADE UNION FUNCTIONS\u003C\u002Fh3>\n\n\u003Cp>Provided that the Union gives reasonable written notice, the employer shall\narrange to release, on full pay, up to (3) three shop-stewards who may be\nrequired to attend scheduled legitimate Meetings or Seminars and other\nspecified Educational Programs for a maximum of six (6) working days which will\nbe shared amongst them. Such Shop stewards shall receive Safari Allowance as\nprovided for in Clause 25 of this Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. BONUS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Bonus pay as per custom and practice, at the discretion of management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st day of April, 2013 and it shall\nremain in force for a period of 24 months. Thereafter, it shall continue in\nforce until it is amended by mutual agreement between the two parties. Provided\nthat any party wishing to amend it gives the other party one month’s written\nnotice of such intention giving details of the amendment so required.\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>NAME: VAISHALI JAIN…………………………..\u003C\u002Fp>\n\n\u003Cp>HEAD OF FINANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME: CHARLES MIGWA…………………………\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER\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>BONIFACE M.KAVUVI………………………………\u003C\u002Fp>\n\n\u003Cp>SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MIKE O.ORANGA…………..………………………..\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOBIAS ONYANGO………………………………….\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GODFFREY NDIEGE………………………………..\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARDS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>GEORGE AMBUCHE………………………………..\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ……………….. DAY OF ………………….\n2013.\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"lowwageamount":44,"paidmaternityleaveduration":48,"childcareleave":52,"maternitydiscrimination":56,"overtimeallowanceperc1_general":58,"ONCERISE_trigger":62,"childcareprovision":66,"dayspweek":70,"hourspweek_select":74,"childcare":76,"STRUCINCR_trigger":80,"funeralpay":84,"contracttrialperiod":88,"maternityotherclause":92,"maxsicknesspayperc":94,"pensionfund":98,"OVERTIME_trigger":102,"holidaysdays":104,"holidaysweeks":108,"wageincreasedate_date":110,"healthcareaccess":112,"SUNDAY_trigger":116,"sundayallowancetype":120,"healthandsafetypolicy":122,"hourspweek":126,"contracttrial":128,"sicknesspay":130,"dayspweek_select":132,"schedulesrestpw":134,"SCHEDULE_trigger":136,"paidpaternityleave":138,"wageincreaseperc1":142,"sicknessmaxdaysnr":144,"overtimeallowancetype_general":146,"sundayallowanceperc1":148,"LOWWAGE_trigger":150,"contractseverancepay1":152,"PAIDLEAV_trigger":156,"overtimeallowancetypeperiod":158,"paidmaternityleavepay":160,"sicknessmaxdays":162,"paidmaternityleave":164,"wageincreasedate":166,"contractseverancepay":168,"jobsecuritymothers":170,"paidpaternityleaveduration":174},{"bindId":45,"name":46,"text":47},"lowwageamount","Category 1: Entry Point Office Cleaner: ","Category 1: Entry Point\n\nOffice Cleaner: 8,780.00\n\nGardener: 8,780.00\n\nMessenger: 8,780.00\n\nDay watchman: 8,780.00\n\nCook: N\u002FA\n\n\n\nCategory II: Entry Point\n\nStore and Delivery Assistant (Loaders\u002FTurn-boys): 9,470.00\n\nNight watchman: 9,775.00\n\n\n\nCategory III: Entry Point\n\nUngraded Artisan: N\u002FA\n\nWorkshop Technician: 11,305.00\n\nStore Assistant: N\u002FA\n\nShop Assistant: N\u002FA\n\n\n\nCategory IV: Entry Point\n\nTelephone Operator: 13,415.00\n\nReceptionist: 13,415.00\n\nStore Keeper: 13,415.00\n\nArtisan Grade III: N\u002FA\n\n\n\nCategory V: Entry Point\n\nDriver (Light Vehicle and Cars): 11,785.00\n\nReceiving Clerk: N\u002FA\n\nDispatch Clerk: N\u002FA\n\nArtisan Grade II: N\u002FA\n\nSalesman\u002Fwoman: N\u002FA",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(i) (a) A female employee shall be entit","(i) (a) A female employee shall be entitled to 3 months maternity leave with\nfull pay provided that a female employee who has taken 3 months maternity leave\nshall not forfeit her annual leave in that year.",{"bindId":53,"name":54,"text":55},"childcareleave","(b) An employee may, in addition to leav","(b) An employee may, in addition to leave provided for in sub-paragraph (a)\nof this paragraph, be granted five (5) days compassionate leave with pay in any\none year provided that he\u002Fshe has exhausted the annual leave days.",{"bindId":57,"name":50,"text":51},"maternitydiscrimination",{"bindId":59,"name":60,"text":61},"overtimeallowanceperc1_general","Authorized overtime shall be payable at ","Authorized overtime shall be payable at the following rates:-\n\n(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 4 above, at one and half (1 ½) times the normal hourly\nrate.",{"bindId":63,"name":64,"text":65},"ONCERISE_trigger","Bonus pay as per custom and practice, at","Bonus pay as per custom and practice, at the discretion of management.",{"bindId":67,"name":68,"text":69},"childcareprovision","(c) For the purposes of this section, ma","(c) For the purposes of this section, maternity leave is to be taken for the\npurpose of child birth and after-child-birth-care of the infant born.",{"bindId":71,"name":72,"text":73},"dayspweek","The normal working week shall consist of","The normal working week shall consist of 45 hours of work spread over six\ndays of the week exclusive of meal breaks, provided that an employee shall be\nentitled to one rest day each week.",{"bindId":75,"name":72,"text":73},"hourspweek_select",{"bindId":77,"name":78,"text":79},"childcare","(a) An employee desiring to take leave o","(a) An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the Company be granted such leave upto his\u002Fher earned\nleave entitlement and the leave taken shall be subsequently set off against\nhis\u002Fher annual leave.\n\n(b) An employee may, in addition to leave provided for in sub-paragraph (a)\nof this paragraph, be granted five (5) days compassionate leave with pay in any\none year provided that he\u002Fshe has exhausted the annual leave days.\n\n(c) Compassionate leave shall apply only in the following circumstances:-\n\n\n\n(i) Death of a child, spouse, parent, sibling or immediate family member;\n\n(ii) Life-threatening illness of a child, spouse, parent, sibling or\nimmediate family member;\n\n(iii) Any other tragic or life-threatening occurrence.",{"bindId":81,"name":82,"text":83},"STRUCINCR_trigger","All unionisable employees in the employm","All unionisable employees in the employment of the Company, who are\nconfirmed in their appointment following satisfactory completion of probation\nas at 31st March, 2013 shall receive a wage increase of 10% from 1st April,\n2013 to cover the first year. Such wage increase be paid in full for any months\nalready passed at the next pay date following the signing of this Agreement.\nAll unionisable employees in the employment of the Company, who are confirmed\nin their appointment following satisfactory completion of probation as at 31st\nMarch, 2014 shall receive a wage increase of 10% from 1st April, 2014 to cover\nthe second year.",{"bindId":85,"name":86,"text":87},"funeralpay","i) In the event of death of an employee,","i) In the event of death of an employee, the employer shall contribute\nKshs.30,000\u002F=towards funeral expenses to the nominated next of kin.\n\nii) Allow up to three (3) nominated workmates of the deceased to attend\nburial. Any such nominated workmate shall be given Safari Allowance as per\nClause No. 25 and up to a maximum of 2 days absence. Such workmates will be\nnominated by the deceased’s colleagues and will be approved by the line\nmanager.\n\niii) The employer shall obtain from all its employees the full names, ID\nnumbers and addresses of the nominated next of kin.",{"bindId":89,"name":90,"text":91},"contracttrialperiod","(a) All employees shall be required to s","(a) All employees shall be required to serve a probation period of 3 (three)\nmonths before being confirmed in their appointment. If necessary, the probation\nperiod may be extended by another 3 months at the employer’s sole discretion.\nDuring such period, the employment may be terminated by the Company or the\nemployee by giving seven (7) days notice in writing or pay in lieu of\nnotice.",{"bindId":93,"name":68,"text":69},"maternityotherclause",{"bindId":95,"name":96,"text":97},"maxsicknesspayperc","After the two consecutive months of serv","After the two consecutive months of service an employee shall be entitled to\nsick leave of 30 days with full pay and thereafter to sick leave of 30 days\nwith half pay in a year subject to production of a medical certificate of\nincapacity to work signed by a duly qualified Medical Practitioner or a person\non the behalf of.",{"bindId":99,"name":100,"text":101},"pensionfund","(i) There shall be a pension scheme esta","(i) There shall be a pension scheme established in accordance with the\nRetirement Benefits Authority (RBA) rules and Parties shall contribute as\nfollows:\n\n(ii) All unionized employees shall contribute 5% of their basic salary to\nthe pension scheme while the employer shall contribute 5% of the respective\nemployee’s basic salary to the Scheme.",{"bindId":103,"name":60,"text":61},"OVERTIME_trigger",{"bindId":105,"name":106,"text":107},"holidaysdays","After each period of twelve (12) months ","After each period of twelve (12) months continuous service with the Company,\nan employee shall be entitled to annual leave of twenty three (23) working days\nleave with full pay in consultation with the Management. Where employment is\nterminated after the completion of two or more consecutive month’s service,\nthe employee will be entitled to (23\u002F12=1.90 days) prorated leave with full pay\nfor each completed month of service in such period.",{"bindId":109,"name":106,"text":107},"holidaysweeks",{"bindId":111,"name":82,"text":83},"wageincreasedate_date",{"bindId":113,"name":114,"text":115},"healthcareaccess","Medical Treatment shall be in accordance","Medical Treatment shall be in accordance with the Employment Act, 2007\nSection 34",{"bindId":117,"name":118,"text":119},"SUNDAY_trigger","(b) For time worked on the employee’s no","(b) For time worked on the employee’s normal rest day and Gazetted Public\nHolidays, at double the normal hourly rate. The employee may however opt to\ntake time off in lieu of the time worked.",{"bindId":121,"name":118,"text":119},"sundayallowancetype",{"bindId":123,"name":124,"text":125},"healthandsafetypolicy","Protective clothing will be provided and","Protective clothing will be provided and used in accordance with the\nprovisions of the Occupational Safety and Health Act, 2007.\n\nWhere an employee’s work place is in the cold room, the employer shall\nprovide appropriate warm clothing.\n\nIt shall be mandatory for employees to acknowledge issuance of the\nprotective clothing if so required by the employer.",{"bindId":127,"name":72,"text":73},"hourspweek",{"bindId":129,"name":90,"text":91},"contracttrial",{"bindId":131,"name":96,"text":97},"sicknesspay",{"bindId":133,"name":72,"text":73},"dayspweek_select",{"bindId":135,"name":72,"text":73},"schedulesrestpw",{"bindId":137,"name":72,"text":73},"SCHEDULE_trigger",{"bindId":139,"name":140,"text":141},"paidpaternityleave","(ii) Subject to proof of child birth, a ","(ii) Subject to proof of child birth, a male employee shall be entitled to\ntwo weeks paternity leave with full pay without forfeiture of annual leave\nentitlement in that particular year.",{"bindId":143,"name":82,"text":83},"wageincreaseperc1",{"bindId":145,"name":96,"text":97},"sicknessmaxdaysnr",{"bindId":147,"name":60,"text":61},"overtimeallowancetype_general",{"bindId":149,"name":118,"text":119},"sundayallowanceperc1",{"bindId":151,"name":46,"text":47},"LOWWAGE_trigger",{"bindId":153,"name":154,"text":155},"contractseverancepay1","(e) An employee declared redundant shall","(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 15 days pay for each completed year of service.",{"bindId":157,"name":106,"text":107},"PAIDLEAV_trigger",{"bindId":159,"name":60,"text":61},"overtimeallowancetypeperiod",{"bindId":161,"name":50,"text":51},"paidmaternityleavepay",{"bindId":163,"name":96,"text":97},"sicknessmaxdays",{"bindId":165,"name":50,"text":51},"paidmaternityleave",{"bindId":167,"name":82,"text":83},"wageincreasedate",{"bindId":169,"name":154,"text":155},"contractseverancepay",{"bindId":171,"name":172,"text":173},"jobsecuritymothers","(b) In the event that the employee is ce","(b) In the event that the employee is certified unfit to resume work after\nninety (90) days he shall be entitled to sick leave as per Clause No. 7\nabove.",{"bindId":175,"name":140,"text":141},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Autoxpress Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-03-31\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: → Trade, fuelling and repair of motor vehicles\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Wholesale trade of motor vehicle parts and accessories\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                        Autoxpress 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \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: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \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                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-04\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            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[181],{"title":37,"slug":33},[183],{"type":184,"data":185},"call_to_action_body_block",{"title":186,"description":187,"variant":188,"link":189},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":186,"url":190,"description":186,"rel":191,"type":192},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[194],{"type":184,"data":195},{"title":186,"description":187,"variant":188,"link":196},{"title":186,"url":190,"description":186,"rel":191,"type":192},[]]