[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-elimu-co-operative-savings-and-credit-society-ltd-and-banking-insurance-finance-union-kenya-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":208,"content_type_view":209,"extra_breadcrumbs":210,"body":212,"body_blocks":223,"related_pages":227},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":206,"translations":207},{"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-elimu-co-operative-savings-and-credit-society-ltd-and-banking-insurance-finance-union-kenya-","c4c98490-15a1-11e5-bb64-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-elimu-co-operative-savings-and-credit-society-ltd-and-banking-insurance-finance-union-kenya-\u002Fcollective-bargaining-agreement-between-elimu-co-operative-savings-and-credit-society-ltd-and-banking-insurance-finance-union-kenya-\u002F","Collective Bargaining Agreement between Elimu Co-operative Savings and Credit Society Ltd and Banking Insurance & Finance Union (Kenya) - 2015","KEN Elimu Co-operative Savings and Credit Society Limited - 2014","Kenya - KEN Elimu Co-operative Savings and Credit Society Limited - 2014","KEN Elimu Co-operative Savings and Credit Society Limited - 2014 - Financial services, banking, insurance",{"name":41,"data":42},"CBA Elimu 2015 16 1.html","\n              \n              \n              \n              \n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>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 ELIMU CO-OPERATIVE SAVINGS &\nCREDIT SOCIETY LTD. AND BANKING INSURANCE & FINANCE UNION (KENYA)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An Agreement made this ……… day of\n………………………………. 2015 between Elimu Co-operative Savings\nand Credit Society Limited (Herein referred to as the Employer) and Banking,\nInsurance & Finance Union (Kenya) (Herein referred to as the Union).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>This Agreement shall cover all unionisable employees categorized as\u003C\u002Fp>\n\n\u003Cp>follows: -\u003C\u002Fp>\n\n\u003Cp>•Cleaners\u002FMessengers- ....................................E 1\u003C\u002Fp>\n\n\u003Cp>•Senior Cleaners\u002FSenior Messengers- ............E 2\u003C\u002Fp>\n\n\u003Cp>•Clerks-.............................................................. E\n3\u003C\u002Fp>\n\n\u003Cp>•Senior Clerks-.................................................. E 4\u003C\u002Fp>\n\n\u003Cp>•Accounts clerks -............................................. E 5\u003C\u002Fp>\n\n\u003Cp>•Accounts Assistants- .......................................E 6\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. DURATION AND EFFECTIVE DATE OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall run for a period of twenty-four (24) months commencing\nfrom 1stApril 2014 to 31st March 2016 provided than any time after January\neither party may give to the other at least two (2) months notice in writing of\nits desire for this Agreement to continue in force for a further period to be\nagreed upon, or of its intention to terminate the Agreement or alter any clause\nin the Agreement. In the later event, parties will enter into negotiations on\nthe terms and conditions of a new Agreement and until such times as this is\nfinalized the present Agreement shall continue in force.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>All employees shall from engagement serve a probationary period of six (6)\nmonths and upon satisfactory completion of the same shall be confirmed in their\nrespective positions.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(a) All unionisable staff shall work for five (5) days a week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(b) They will work for eight (8) hours a day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(c) The total working hours in a week shall be forty (40) (exclusive of\nlunch breaks).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hours of duty shall be as follows: -\u003C\u002Fp>\n\n\u003Cp>Monday to Friday..........8.00 a.m. – 1.00 p.m.\u003C\u002Fp>\n\n\u003Cp>Lunch Break..................1.00 p.m. – 2.00 p.m.\u003C\u002Fp>\n\n\u003Cp>Afternoon........................2.00 p.m. – 5.00 p.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. BREASTFEEDING MOTHERS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>Breastfeeding mothers shall be given extra time off during lunch break to\nbreastfeed their babies.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime shall be paid for hours worked by the unionisable staff in excess\nof the prescribed hours as per clause four (4) of this Agreement. The rate of\novertime shall be calculated at the rate of one and a half (1½) hours for week\ndays and two (2) hours for Saturdays, Sundays and Public holidays for each\nexcess hour based on the basic pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No overtime worked by the unionisable employees shall be computed to enable\nthe employee to take off-duty in lieu of payment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>(a) (i) The promotions of all employees shall be based on merit, skill,\nAcademic\u002FProfessional Qualifications. Any opening for promotion shall be\nadvertised internally and externally and interviews shall be conducted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Serving officer shall be given priority.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) When any unionisable employee is promoted, he\u002Fshe should be given an\nincrease of not less than the difference in the starting scale of the category\nhe\u002Fshe is being promoted to.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. TERMINATION OF EMPLOYMENT AFTER WARNING\u003C\u002Fh2>\n\n\u003Cp>PROCEDURE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee who commits an offence shall be given a warning letter,\nwhich shall remain valid for a period of six (6) months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) If within the six (6) months period the employee commits a similar\noffence, he\u002Fshe shall be served with a second warning letter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Where an employee completes six months from the second warning without\nany further offence, the previous warning letter shall be disregarded.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• If within the six months period, the employee commits another similar\noffence, he\u002Fshe shall be issue with a third warning letter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• If within the same period of six months the employee commits a similar\noffence, he\u002Fshe shall be come liable for interdiction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. INTERDICTION\u002FSUSPENSION FROM DUTY\u003C\u002Fh2>\n\n\u003Cp>Definition:This means that an employee is stopped from exercising the powers\nand Functions of his\u002Fher office and does not therefore attend duty. An employee\non interdiction:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) (i) Shall be paid half salary\u003C\u002Fp>\n\n\u003Cp>(ii) Shall report as directed by the immediate supervisor\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The period of interdiction shall not exceed three months during which\nperiod the employee shall be summoned to appear before the General Manager to\ndefend him\u002Fherself against all the charges preferred against him\u002Fher as\ncontained in all the warning letters.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employee who is on interdiction is found innocent, the\ninterdiction\u002Fsuspension shall be lifted and he\u002Fshe shall be paid the balance\nthat had been deducted from his\u002Fher full salary for the period he\u002Fshe was on\ninterdiction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If an employee is found guilty by the employer and depending on the\nmagnitude\u002Fseriousness of the offence, he\u002Fshe shall be subjected to any of the\nfollowing three punishments:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Warning:He\u002Fshe shall be warned and allowed to continue working.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Suspension:He\u002Fshe shall be suspended for a period not exceeding six\nmonths after which he\u002Fshe shall be reinstated in employment with full pay.\u003C\u002Fp>\n\n\u003Cp>Note: an employee on suspension shall not be paid any salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Termination of employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the Central Management Committee is satisfied beyond any reasonable\ndoubt that the offences are serious and thus warranting severe punishment,\nservices of such an employee shall be terminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note: A copy of each warning letter and a copy of termination letter is\nissued to an employee in accordance with the provision of the above section\nshall be sent by the employer to the Secretary General of the Union (BIFU).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) NOTICE OF TERMINATION\u003C\u002Fp>\n\n\u003Cp>(i) If the Employer wishes to terminate the services of an employee, Elimu\nSacco shall give the employee one (1) month’s salary in lieu of notice. On\nthe other hand, any employee wishing to terminate his\u002Fher services with the\nEmployer, he\u002Fshe shall give the Employer one (1) month’s notice or pay one\n(1) month’s salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(ii) If the Employer wishes to terminate the services of an employee who is\non probation, the Employer shall give the employee one (1) month’s notice or\npay one (1) month’s salary in lieu of notice. An employee serving his\u002Fher\nprobation period shall give the Employer one (1) month’s notice of his\u002Fher\nintention to terminate the employment contract or pay one (1) month’s salary\nin lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) TERMINAL BENEFITS\u003C\u002Fp>\n\n\u003Cp>An employee whose services have been terminated shall be entitled to all\nbenefits provided the said employee has completed the probation period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. REDUNDANCY AND SEVERANCE PAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(a) Redundancy is understood to mean the involuntary loss of employment\nthrough no fault of the employee concerned, caused either by an excess of\nmanpower or by the financial inability on the part of the Employer to continue\npaying salaries.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(b) Where it is necessary to terminate the employment of an employee on the\ngrounds of redundancy, the Employer shall give the employee notice in writing\nof their intention to do so and pay severance as follows: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) 1 year – 5 years of service shall be given one (1) month’s notice or\nbe paid one month’s salary in lieu of notice and in addition be paid one\nmonth’s salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Five (5) years – Ten (10) years shall be given two (2) months working\nnotice or be paid two (2) months salary in lieu of notice and in addition be\npaid two (2) months salary for each completed year service as severance pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Ten (10) years and above shall be given three (3) months working\nnotice or be paid three (3) months salary in lieu of notice and in addition be\npaid three (3) months salary for each completed year of service as severance\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) All retirement benefits shall be paid to him\u002Fher as if he\u002Fshe had\nresigned voluntarily.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) The union shall be informed of the reason for and the extent of intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) The principle to be adopted shall be that of “last in, first out”\nsubject to all other factors such as skill, merit, ability and reliability\nbeing equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) Should an employment opportunity arise, the Employer shall give\npreference to the persons laid off as a result of redundancy provided that the\nvacancy that has arisen is of the similar grade that the said person was\nholding prior to his\u002Fher being laid off.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(viii) Where the employee is entitled to their benefits, e.g. leave, leave\npay, e.t.c. a pro-rata compensation shall be made at the time of discharge on\naccount of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ix) Salary for the purpose of calculating pay shall be the salary of an\nemployee on the date the employee ceases to be in the employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(x) The effective date of these provisions shall be deemed to be the date of\nengagement of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>(a) The Employer shall allow any employee wishing to retire early to do so\nvoluntarily at the age of 50 years. This retirement shall be treated as if the\nemployee has retired at the age of 60 years and therefore, such an employee\nshall be entitled to all the retirement benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) All employees shall retire at the age of 60 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. RETRENCHMENT AND VOLUNTARY EARLY RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>The Employer shall consult with the Union in case there is need for\nVoluntary Early Retirement or Retrenchment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. MERIT INCREMENT\u003C\u002Fh2>\n\n\u003Cp>A unionisable employee who performs above average in his\u002Fher jobs shall\nqualify for merit increment at the discretion of the Employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be given a certificate of service by his\u002Fher Employer\nupon the termination of his\u002Fher employment for whatever reasons. Every\ncertificate shall contain only the following details: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name and address of the Employer\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed e.g. Courses attended. In\naddition the certificate of service shall contain a statement to the effect\nthat it has been issued without alterations or erasure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) (i) Employees serving in grades E1 to E6 shall be entitled to an annual\nleave of thirty (30) working days every year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) Employees of the Society shall be expected to take their annual leave\nentitlement every year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The onus of applying to take the annual leave rests solely with the employee\nconcerned and as far as possible the employees shall be granted leave on the\nanniversary date of his\u002Fher engagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, due to office exigencies the Employer may arrange a leave roster\naccordingly upon application by an employee. Any employee wishing to extend\nhis\u002Fher authorized leave period must obtain written permission from the General\nManager.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) ANNUAL LEAVE ALLOWANCE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>All unionisable employees proceeding on their annual leave shall be paid\nleave allowance equivalent to Kshs. 6,000\u002F= every year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) UNPAID LEAVE\u003C\u002Fp>\n\n\u003Cp>Where an employee has exhausted his\u002Fher annual leave days and a need arises\nwhich requires him\u002Fher to be absent from duty, and the reason necessitating\nsuch absenteeism does not fall under the other categorized leaves e.g.\ncompassionate leave e.t.c. the employee will qualify for fourteen (14) days\nleave days without pay unless the Employer at his own discretion decided\notherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) SICK LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Any absence from duty due to sickness shall be certified by a qualified\nmedical practitioner and shall be granted as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first three (3) months on full pay\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) The subsequent four (4) months on half pay\u003C\u002Fp>\n\n\u003Cp>(iii) Subsequent three (3) months without pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Thereafter the Employer shall review the matter in consultation with the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) MATERNITY LEAVE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(i) A female employee shall be entitled to ninety (90) days maternity leave\nwith full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(ii) The time at which maternity leave is taken shall be at the discretion\nof the employee concerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(iii) On expiry of a female employee’s maternity leave as provided for in\nthe law, the female employee have the right to return to the job which she held\nimmediately prior to her maternity leave or to a reasonably suitable job on\nterms and conditions not less favourable than those which would have applied\nhad she not been on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) No female employee shall forfeit her annual leave entitlement on\naccount of having taken her maternity leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(v) A male employee shall be entitled to Paternity Leave of two (2) weeks\nwith full pay when his spouse gives birth.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) COMPASSIONATE LEAVE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An application for a compassionate leave will be given sympathetic\nconsideration. Any such leave shall not exceed fourteen (14) working days. Such\nleave shall not be subtracted from the employee’s annual leave days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) PAID STUDY LEAVE\u003C\u002Fp>\n\n\u003Cp>The Society shall allow staff to attend courses approved by it. An employee\non study leave is deemed to be on duty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. JOB GRADING\u003C\u002Fh2>\n\n\u003Cp>The management and the union shall look into this issue at the\nshop-floor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>(i) Where an employee is required to carry out the duties of a post of a\nhigher grade than his\u002Fher own, he\u002Fshe shall be entitled to an acting allowance\nequivalent to the difference between the substantive basic salary of the\nemployee concerned and the current entry point of the salary scale of the\nhigher grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) A person acting in a higher grade for a continuous period of six (6)\nmonths shall be confirmed in the higher grade provided the position is vacant\nand meets the qualifications for the post.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee shall be given a letter to the effect that he\u002Fshe is\nacting within three (3) days of commencement of such acting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>House Allowance for all employees shall be increased by 8% 2014\u002F2015 and\nanother 8% 20151\u002F2016across the board effective 1st April 2014 to 31st March\n2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade\u003C\u002Ftd>\n      \u003Ctd>2013\u002F2014\u003C\u002Ftd>\n      \u003Ctd>2015\u003C\u002Ftd>\n      \u003Ctd>2016\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Current\u003C\u002Ftd>\n      \u003Ctd>1st year\u003C\u002Ftd>\n      \u003Ctd>2nd year\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E1\u003C\u002Ftd>\n      \u003Ctd>5,977\u003C\u002Ftd>\n      \u003Ctd>6,455\u003C\u002Ftd>\n      \u003Ctd>6,972\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E2\u003C\u002Ftd>\n      \u003Ctd>6,241\u003C\u002Ftd>\n      \u003Ctd>6,740\u003C\u002Ftd>\n      \u003Ctd>7,280\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E3\u003C\u002Ftd>\n      \u003Ctd>6,970\u003C\u002Ftd>\n      \u003Ctd>7,528\u003C\u002Ftd>\n      \u003Ctd>8,130\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E4\u003C\u002Ftd>\n      \u003Ctd>7,979\u003C\u002Ftd>\n      \u003Ctd>8,617\u003C\u002Ftd>\n      \u003Ctd>9,307\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E5\u003C\u002Ftd>\n      \u003Ctd>9,581\u003C\u002Ftd>\n      \u003Ctd>10,347\u003C\u002Ftd>\n      \u003Ctd>11,175\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E6\u003C\u002Ftd>\n      \u003Ctd>10,641\u003C\u002Ftd>\n      \u003Ctd>11,492\u003C\u002Ftd>\n      \u003Ctd>12,412\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. OWNER OCCUPIER\u003C\u002Fh2>\n\n\u003Cp>(i)It was agreed that the Employer shall pay an owner occupier House\nallowance equivalent to 22% of the capital cost spread over twelve (12) months,\nsubject to a capital ceiling of Kshs. 300,000\u002F= per annum.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) A valuation certificate from a reputable valuer appointed by the\nEmployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) This allowance shall only be payable to staff who own and stay in\ntheir wholly owned houses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. SPECIAL DUTY ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>When an officer does not possess the necessary qualifications and cannot be\nappointed to act in a higher post but is nevertheless called upon to undertake\nthe duties of that post either in full or in part, for a limited period of time\nby the appropriate authority, the amount of allowance will be assessed to 2\u002F3\nof the difference between an officer’s substantive basic salary and minimum\nsalary of the higher post subject to the allowance not exceeding 25% of his\u002Fher\nsubstantive basic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. NATIONAL DAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>During National Days, e.g. Ushirika Day, the Employer shall provide meals\nand transport to the employees participating in the event. Meals shall be\nprovided to the concerned employees at the rate provided under clause 25 of\nthis agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. COMMUTER ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Where the use of a private car is necessary, commuter allowance shall be\npaid at the rate of Kshs. 2,200\u002F= per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>23. SUBSISTENCE ALLOWANCE WHEN TRAVELLING ON DUTY\u003C\u002Fh2>\n\n\u003Cp>An employee traveling on duty outside Kenya will be paid subsistence\nallowances based on the prevailing Government rates per diem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. ACCOMMODATION AND NIGHT-OUT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee of the society when traveling on official duty and is compelled\nto stay in a hotel shall be refunded a reasonable amount of expenses incurred\non production of authentic receipts or be paid per diem at the rate of Kshs.\n1,500\u002F= without production of receipts. The Society shall further pay an out of\npocket allowance of 10% of the hotel bill.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. MEALS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee who due to unavoidable circumstances works during non-working\nhours shall in addition to overtime be paid meals allowance as follows: -\u003C\u002Fp>\n\n\u003Cp>Kshs.\u003C\u002Fp>\n\n\u003Cp>Lunch - ........700\u002F=\u003C\u002Fp>\n\n\u003Cp>Supper- .......700\u002F=\u003C\u002Fp>\n\n\u003Cp>Breakfast-.... 300=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. COMPUTER INCONVENIENCES ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The Society will appropriately provide safety measures and requirements and\nwill remunerate them accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. LOANS AND ADVANCES\u003C\u002Fh2>\n\n\u003Cp>(a) House Loan\u003C\u002Fp>\n\n\u003Cp>Employees to borrow as the rest of the members of the Society.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Shamba Loan\u003C\u002Fp>\n\n\u003Cp>Employees to borrow as the rest of the members of the Society.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Development Loan\u003C\u002Fp>\n\n\u003Cp>Employees to borrow as the rest of the members of the Society.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Car Loan\u003C\u002Fp>\n\n\u003Cp>(i) The maximum of car loan will be 90 per cent of the officer’s annual\nbasic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The repayment period shall not exceed 48 months depending on the\ncondition of the car.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Loan to purchase the motor vehicles shall be advance to an officer who\nhas satisfactorily completed their probationary period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) The interest on car loans to staff will be charged at the rate agreed\nupon between the Society and the loan applicant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Motorcycle Loan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Condition 4 (d) except for condition (d) (ii) above will apply to this type\nof advance. The amount of such an advance shall not exceed Kshs. 10,000\u002F=. The\nrepayment period shall not exceed 36 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Bicycle Loan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Advance to purchase bicycle are subject to the same condition relating to\npurchase of motor-cycle above. However, the repayment period shall not exceed\n18 consecutive months and the amount of advance shall not exceed Kshs.\n2,500\u002F=.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) Consumer Durable\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unionisable employees shall apply for loans as the rest of the members of\nthe Society.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(h) Salary Advance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Society shall assist any employee who is in difficulties, which are\nbeyond his\u002Fher control by availing him\u002Fher a salary advance, which shall be\nrecovered within one (1) year. A request for more than one month’s salary\nshall be granted by the Society in very exceptional circumstances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Salary in Advance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee may be given his\u002Fher salary in advance when proceeding on leave\nor in certain circumstances beyond his\u002Fher control. This advance is recoverable\nin full from the employee’s salary at the end of the month in which he\u002Fshe\ntook the advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. MEDICAL\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>All employee of the Society, their spouses and children shall be entitled to\na medical cover provided by the Society as follows: -\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annual limit- Kshs 500,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Accident hospitalization up to Kshs 500,000\u002F= per person per year\u003C\u002Fp>\n\n\u003Cp>Illness hospitalization up to Kshs. 200,000\u002F= per person per year\u003C\u002Fp>\n\n\u003Cp>Funeral and rehabilitation – Kshs. 50,000\u002F= per person\u003C\u002Fp>\n\n\u003Cp>Psychiatric treatment of up to Kshs. 100,000\u002F=\u003C\u002Fp>\n\n\u003Cp>Covers pre-existing, chronic conditions and HIV\u002FAIDs\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Option to purchase Accident with Permanent Total Disability of Kshs. 1\nmillion for adults and Kshs. 500,000\u002F= for children.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Road rescue in Nairobi and Mombasa only available at an extra fee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. FUNERAL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) In event of death of an employee’s spouse or child, the Employer shall\ncontribute an amount not exceeding Kshs. 100,000\u002F= towards the funeral\nexpenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In the event of the death of an employee, the Employer shall provide a\ncoffin, transport and make a contribution of amount not less than Kshs.\n240,000\u002F= towards the funeral expenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The employee’s spouse and children shall also enjoy the benefit of the\ncontributory benevolent fund.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. GROUP LIFE INSURANCE\u003C\u002Fh2>\n\n\u003Cp>(i) The Employer shall maintain a Group Life Insurance Policy on behalf of\nthe employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Sum assured shall be an employee’s 2 years’ Gross Pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31. TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The Society shall train employees on relevant field to their duty recognized\ncourses and approved by the Society and will in addition refund examination\nfees levied by recognized examination bodies such as KASNEB, KNEC on production\nof receipts and result slips.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32. UNIFORMS\u003C\u002Fh2>\n\n\u003Cp>Drivers, Messengers and Watchmen shall be provided with free uniforms as\nfollows: -\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Men Messengers\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Lady Messengers\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Shirts\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Blouses\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jackets\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Skirts\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trousers\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Jackets\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\">Watchmen\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Drivers\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Shirts\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Shirts\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jackets-\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Jackets-\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Trousers\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Trousers\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Helmets\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>These employees shall be provided with one (1) bar soap per month. Raincoats\nor umbrellas shall be available to the above employees wherever necessary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33. SALARIES AND WAGES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cp>The current salary structures shall be revised by 8% and 8% for years\n2014\u002F2015and 2015\u002F2016 respectively as follows: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade\u003C\u002Ftd>\n      \u003Ctd>2013\u002F2014\u003C\u002Ftd>\n      \u003Ctd>2015\u003C\u002Ftd>\n      \u003Ctd>2016\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Current \u003C\u002Ftd>\n      \u003Ctd>1st year\u003C\u002Ftd>\n      \u003Ctd>2nd year\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E1\u003C\u002Ftd>\n      \u003Ctd>10,283\u003C\u002Ftd>\n      \u003Ctd>11,106\u003C\u002Ftd>\n      \u003Ctd>11,994\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E2\u003C\u002Ftd>\n      \u003Ctd>12,143\u003C\u002Ftd>\n      \u003Ctd>13,114\u003C\u002Ftd>\n      \u003Ctd>14,164\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E3\u003C\u002Ftd>\n      \u003Ctd>13,405\u003C\u002Ftd>\n      \u003Ctd>14,477\u003C\u002Ftd>\n      \u003Ctd>15,636\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E4\u003C\u002Ftd>\n      \u003Ctd>18,179\u003C\u002Ftd>\n      \u003Ctd>19,633\u003C\u002Ftd>\n      \u003Ctd>21,204\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E5\u003C\u002Ftd>\n      \u003Ctd>22,763\u003C\u002Ftd>\n      \u003Ctd>24,584\u003C\u002Ftd>\n      \u003Ctd>26,551\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E6\u003C\u002Ftd>\n      \u003Ctd>27,115\u003C\u002Ftd>\n      \u003Ctd>29,284\u003C\u002Ftd>\n      \u003Ctd>31,627\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(ii) In addition, there shall be a General Wage Increase of 8% effective 1st\nApril 2014 to 31st March 2015and another 8% for effective 1st April 2015 to\n31st March 2016 to all unionisable employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34. PROVIDENT FUND SCHEME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Provident Fund benefits shall be paid as laid down in the trust deed\nregistered by Retirement Benefits Authority (RBA) and shall operate as follows:\n-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The Employer shall contribute towards the fund for each employee an\nequivalent of 10% of the employee’s basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The employee shall contribute towards the fund and equivalent of 10% of\nhis\u002Fher basic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The fund shall be managed jointly by the Employer and the workers’\nrepresentatives through a Board of Trustees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) On termination of employment, the employee shall be paid both the\nEmployer’s total contribution and his\u002Fher contributions. Interest earned by\nthis fund shall be paid to such an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) Statements of balance shall be provided annually to every contributing\nmember.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) He\u002Fshe shall be entitled to his\u002Fher contribution including interest and\nthe Employer’s contribution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>35. EMPLOYMENT IDENTITY CARD\u003C\u002Fh2>\n\n\u003Cp>All employees shall be issued with an employment identity card. Such a card\nshall contain the following details: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Name of Employer\u003C\u002Fp>\n\n\u003Cp>(ii) Address of the Employee\u003C\u002Fp>\n\n\u003Cp>(iii) Employee’s full names\u003C\u002Fp>\n\n\u003Cp>(iv) Employee’s National Identity Card Number\u003C\u002Fp>\n\n\u003Cp>(v) Date of engagement of the employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>36. ANNUAL DINNER\u003C\u002Fh2>\n\n\u003Cp>(i) The Employer shall organize an annual dinner when funds are\navailable.\u003C\u002Fp>\n\n\u003Cp>(ii) This get-together will enable Management and employees interact and\ndiscuss the events of the year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>(iii) Long service awards shall be given during such occasions if\nnecessary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>37. NATURE\u002FSTATUS OF INDIVIDUAL CONTRACT SERVICE (LETTER OF\nAPPOINTMENT)\u003C\u002Fh2>\n\n\u003Cp>The letter of appointment shall be in conformity with the Collective\nBargaining Agreement (CBA).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>38. STAFF CANTEEN\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>The Employer shall operate a canteen within the Society’s premises to\nprovide workers with meals at subsidized rates.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>39. SPORTS\u003C\u002Fh2>\n\n\u003Cp>The employer shall encourage workers to participate in sports and in-door\ngames in order to keep fit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>40. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>(i) Any unionisable employee who leaves employment for any reason other than\ngross-misconduct shall be entitled to gratuity compensation at the rate of ten\n(10) days salary for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The salary to be used for computation of gratuity compensation is the\nsalary at the end of the employment contract\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE ELIMU CO-OPERATIVE SAVINGS & CREDIT\nSOCIETY LTD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME: EDWIN OTIENO JOSEPH \u003C\u002Fp>\n\n\u003Cp>TITLE: CHAIRMAN \u003C\u002Fp>\n\n\u003Cp>SIGNATURE:_________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF BANKING, INSURANCE & FINANCE UNION (KENYA)\nBY: \u003C\u002Fp>\n\n\u003Cp>NAME: TOM O’ ODERO \u003C\u002Fp>\n\n\u003Cp>TITLE: NATIONAL ORGANIZING SECRETARY\u003C\u002Fp>\n\n\u003Cp>SIGNATURE:_________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME: ERASTUS M. NDEGWA \u003C\u002Fp>\n\n\u003Cp>TITLE: SHOPSTEWARD \u003C\u002Fp>\n\n\u003Cp>SIGNATURE:__________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME: L. W. KARIUKI \u003C\u002Fp>\n\n\u003Cp>TITLE: FEDERATION OF KENYA EMPLOYERS \u003C\u002Fp>\n\n\u003Cp>SIGNATURE:__________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED ON THIS ________ DAY OF _______________________ 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            \n            \n            \n            \n            ",{"hourspday_select":44,"jobsecuritymothers":48,"paidmaternityleaveduration":52,"jobclassifaction1":56,"wageincreaseperc1":60,"maternity_nursing_breaks_duration":64,"dayspweek":68,"hourspweek_select":72,"childcare":76,"STRUCINCR_trigger":80,"nursingmothers":82,"hourspday":84,"funeralpay":86,"trainingfund":90,"contracttrialperiod":94,"maternityotherclause":98,"maxsicknesspayperc":102,"pensionfund":106,"OVERTIME_trigger":110,"holidaysdays":114,"SENIOR_trigger":118,"healthcareaccess":122,"jobwagegroups":126,"healthinsurance":130,"COMMUTE_trigger":133,"SUNDAY_trigger":137,"ANNLEAVE_trigger":139,"healthandsafetypolicy":143,"overtimeallowanceperc1":147,"hourspweek":149,"paidpaternityleavepay":151,"contracttrial":155,"schedulesrestpw":157,"dayspweek_select":159,"healthinsurancerelatives":161,"SCHEDULE_trigger":163,"paidpaternityleave":165,"sicknesspay":167,"sicknessmaxdaysnr":170,"healthcareaccessrelatives":172,"annleaveallowanceamount1":174,"sundayallowanceperc1":176,"sicknessmaxdays":178,"contractseverancepay1":180,"bankholidays1":184,"paidmaternityleavepay":188,"mealvouchers":190,"trainingprogrammes":194,"paidmaternityleave":196,"contractseverancepay":198,"PAIDLEAV_trigger":202,"paidpaternityleaveduration":204},{"bindId":45,"name":46,"text":47},"hourspday_select","(b) They will work for eight (8) hours a","(b) They will work for eight (8) hours a day.",{"bindId":49,"name":50,"text":51},"jobsecuritymothers","(iii) On expiry of a female employee’s m","(iii) On expiry of a female employee’s maternity leave as provided for in\nthe law, the female employee have the right to return to the job which she held\nimmediately prior to her maternity leave or to a reasonably suitable job on\nterms and conditions not less favourable than those which would have applied\nhad she not been on maternity leave.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(i) A female employee shall be entitled ","(i) A female employee shall be entitled to ninety (90) days maternity leave\nwith full pay.",{"bindId":57,"name":58,"text":59},"jobclassifaction1","This Agreement shall cover all unionisab","This Agreement shall cover all unionisable employees categorized as\n\nfollows: -\n\n•Cleaners\u002FMessengers- ....................................E 1\n\n•Senior Cleaners\u002FSenior Messengers- ............E 2\n\n•Clerks-.............................................................. E\n3\n\n•Senior Clerks-.................................................. E 4\n\n•Accounts clerks -............................................. E 5\n\n•Accounts Assistants- .......................................E 6",{"bindId":61,"name":62,"text":63},"wageincreaseperc1","(ii) In addition, there shall be a Gener","(ii) In addition, there shall be a General Wage Increase of 8% effective 1st\nApril 2014 to 31st March 2015and another 8% for effective 1st April 2015 to\n31st March 2016 to all unionisable employees.",{"bindId":65,"name":66,"text":67},"maternity_nursing_breaks_duration","Breastfeeding mothers shall be given ext","Breastfeeding mothers shall be given extra time off during lunch break to\nbreastfeed their babies.",{"bindId":69,"name":70,"text":71},"dayspweek","(a) All unionisable staff shall work for","(a) All unionisable staff shall work for five (5) days a week.",{"bindId":73,"name":74,"text":75},"hourspweek_select","(c) The total working hours in a week sh","(c) The total working hours in a week shall be forty (40) (exclusive of\nlunch breaks).",{"bindId":77,"name":78,"text":79},"childcare","An application for a compassionate leave","An application for a compassionate leave will be given sympathetic\nconsideration. Any such leave shall not exceed fourteen (14) working days. Such\nleave shall not be subtracted from the employee’s annual leave days.",{"bindId":81,"name":62,"text":63},"STRUCINCR_trigger",{"bindId":83,"name":66,"text":67},"nursingmothers",{"bindId":85,"name":46,"text":47},"hourspday",{"bindId":87,"name":88,"text":89},"funeralpay","(a) In event of death of an employee’s s","(a) In event of death of an employee’s spouse or child, the Employer shall\ncontribute an amount not exceeding Kshs. 100,000\u002F= towards the funeral\nexpenses.\n\n\n\n(b) In the event of the death of an employee, the Employer shall provide a\ncoffin, transport and make a contribution of amount not less than Kshs.\n240,000\u002F= towards the funeral expenses.\n\n\n\n(c) The employee’s spouse and children shall also enjoy the benefit of the\ncontributory benevolent fund.",{"bindId":91,"name":92,"text":93},"trainingfund","The Society shall train employees on rel","The Society shall train employees on relevant field to their duty recognized\ncourses and approved by the Society and will in addition refund examination\nfees levied by recognized examination bodies such as KASNEB, KNEC on production\nof receipts and result slips.",{"bindId":95,"name":96,"text":97},"contracttrialperiod","All employees shall from engagement serv","All employees shall from engagement serve a probationary period of six (6)\nmonths and upon satisfactory completion of the same shall be confirmed in their\nrespective positions.",{"bindId":99,"name":100,"text":101},"maternityotherclause","(ii) The time at which maternity leave i","(ii) The time at which maternity leave is taken shall be at the discretion\nof the employee concerned.",{"bindId":103,"name":104,"text":105},"maxsicknesspayperc","Any absence from duty due to sickness sh","Any absence from duty due to sickness shall be certified by a qualified\nmedical practitioner and shall be granted as follows:-\n\n\n\n(i) The first three (3) months on full pay",{"bindId":107,"name":108,"text":109},"pensionfund","Provident Fund benefits shall be paid as","Provident Fund benefits shall be paid as laid down in the trust deed\nregistered by Retirement Benefits Authority (RBA) and shall operate as follows:\n-\n\n\n\n(i) The Employer shall contribute towards the fund for each employee an\nequivalent of 10% of the employee’s basic salary.",{"bindId":111,"name":112,"text":113},"OVERTIME_trigger","Overtime shall be paid for hours worked ","Overtime shall be paid for hours worked by the unionisable staff in excess\nof the prescribed hours as per clause four (4) of this Agreement. The rate of\novertime shall be calculated at the rate of one and a half (1½) hours for week\ndays and two (2) hours for Saturdays, Sundays and Public holidays for each\nexcess hour based on the basic pay.",{"bindId":115,"name":116,"text":117},"holidaysdays","(a) (i) Employees serving in grades E1 t","(a) (i) Employees serving in grades E1 to E6 shall be entitled to an annual\nleave of thirty (30) working days every year.",{"bindId":119,"name":120,"text":121},"SENIOR_trigger","(iii) Long service awards shall be given","(iii) Long service awards shall be given during such occasions if\nnecessary.",{"bindId":123,"name":124,"text":125},"healthcareaccess","All employee of the Society, their spous","All employee of the Society, their spouses and children shall be entitled to\na medical cover provided by the Society as follows: -\n\n\n\nAnnual limit- Kshs 500,000\u002F=\n\nAccident hospitalization up to Kshs 500,000\u002F= per person per year\n\nIllness hospitalization up to Kshs. 200,000\u002F= per person per year\n\nFuneral and rehabilitation – Kshs. 50,000\u002F= per person\n\nPsychiatric treatment of up to Kshs. 100,000\u002F=\n\nCovers pre-existing, chronic conditions and HIV\u002FAIDs\n\n\n\nOption to purchase Accident with Permanent Total Disability of Kshs. 1\nmillion for adults and Kshs. 500,000\u002F= for children.\n\n\n\nRoad rescue in Nairobi and Mombasa only available at an extra fee.",{"bindId":127,"name":128,"text":129},"jobwagegroups","The current salary structures shall be r","The current salary structures shall be revised by 8% and 8% for years\n2014\u002F2015and 2015\u002F2016 respectively as follows: -\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      Grade\n      2013\u002F2014\n      2015\n      2016\n    \n    \n      \n      Current \n      1st year\n      2nd year\n    \n    \n      \n      \n      8%\n      8%\n    \n    \n      E1\n      10,283\n      11,106\n      11,994\n    \n    \n      E2\n      12,143\n      13,114\n      14,164\n    \n    \n      E3\n      13,405\n      14,477\n      15,636\n    \n    \n      E4\n      18,179\n      19,633\n      21,204\n    \n    \n      E5\n      22,763\n      24,584\n      26,551\n    \n    \n      E6\n      27,115\n      29,284\n      31,627",{"bindId":131,"name":124,"text":132},"healthinsurance","All employee of the Society, their spouses and children shall be entitled to\na medical cover provided by the Society as follows: -",{"bindId":134,"name":135,"text":136},"COMMUTE_trigger","Where the use of a private car is necess","Where the use of a private car is necessary, commuter allowance shall be\npaid at the rate of Kshs. 2,200\u002F= per month.",{"bindId":138,"name":112,"text":113},"SUNDAY_trigger",{"bindId":140,"name":141,"text":142},"ANNLEAVE_trigger","All unionisable employees proceeding on ","All unionisable employees proceeding on their annual leave shall be paid\nleave allowance equivalent to Kshs. 6,000\u002F= every year.",{"bindId":144,"name":145,"text":146},"healthandsafetypolicy","These employees shall be provided with o","These employees shall be provided with one (1) bar soap per month. Raincoats\nor umbrellas shall be available to the above employees wherever necessary.",{"bindId":148,"name":112,"text":113},"overtimeallowanceperc1",{"bindId":150,"name":74,"text":75},"hourspweek",{"bindId":152,"name":153,"text":154},"paidpaternityleavepay","(v) A male employee shall be entitled to","(v) A male employee shall be entitled to Paternity Leave of two (2) weeks\nwith full pay when his spouse gives birth.",{"bindId":156,"name":96,"text":97},"contracttrial",{"bindId":158,"name":70,"text":71},"schedulesrestpw",{"bindId":160,"name":70,"text":71},"dayspweek_select",{"bindId":162,"name":124,"text":132},"healthinsurancerelatives",{"bindId":164,"name":70,"text":71},"SCHEDULE_trigger",{"bindId":166,"name":153,"text":154},"paidpaternityleave",{"bindId":168,"name":104,"text":169},"sicknesspay","Any absence from duty due to sickness shall be certified by a qualified\nmedical practitioner and shall be granted as follows:-\n\n\n\n(i) The first three (3) months on full pay\n\n(ii) The subsequent four (4) months on half pay\n\n(iii) Subsequent three (3) months without pay",{"bindId":171,"name":104,"text":169},"sicknessmaxdaysnr",{"bindId":173,"name":124,"text":125},"healthcareaccessrelatives",{"bindId":175,"name":141,"text":142},"annleaveallowanceamount1",{"bindId":177,"name":112,"text":113},"sundayallowanceperc1",{"bindId":179,"name":104,"text":169},"sicknessmaxdays",{"bindId":181,"name":182,"text":183},"contractseverancepay1","(b) Where it is necessary to terminate t","(b) Where it is necessary to terminate the employment of an employee on the\ngrounds of redundancy, the Employer shall give the employee notice in writing\nof their intention to do so and pay severance as follows: -\n\n\n\n(i) 1 year – 5 years of service shall be given one (1) month’s notice or\nbe paid one month’s salary in lieu of notice and in addition be paid one\nmonth’s salary for each completed year of service.\n\n\n\n(ii) Five (5) years – Ten (10) years shall be given two (2) months working\nnotice or be paid two (2) months salary in lieu of notice and in addition be\npaid two (2) months salary for each completed year service as severance pay.\n\n\n\n(iii) Ten (10) years and above shall be given three (3) months working\nnotice or be paid three (3) months salary in lieu of notice and in addition be\npaid three (3) months salary for each completed year of service as severance\npay.",{"bindId":185,"name":186,"text":187},"bankholidays1","During National Days, e.g. Ushirika Day,","During National Days, e.g. Ushirika Day, the Employer shall provide meals\nand transport to the employees participating in the event. Meals shall be\nprovided to the concerned employees at the rate provided under clause 25 of\nthis agreement.",{"bindId":189,"name":54,"text":55},"paidmaternityleavepay",{"bindId":191,"name":192,"text":193},"mealvouchers","The Employer shall operate a canteen wit","The Employer shall operate a canteen within the Society’s premises to\nprovide workers with meals at subsidized rates.",{"bindId":195,"name":92,"text":93},"trainingprogrammes",{"bindId":197,"name":54,"text":55},"paidmaternityleave",{"bindId":199,"name":200,"text":201},"contractseverancepay","(a) Redundancy is understood to mean the","(a) Redundancy is understood to mean the involuntary loss of employment\nthrough no fault of the employee concerned, caused either by an excess of\nmanpower or by the financial inability on the part of the Employer to continue\npaying salaries.\n\n\n\n(b) Where it is necessary to terminate the employment of an employee on the\ngrounds of redundancy, the Employer shall give the employee notice in writing\nof their intention to do so and pay severance as follows: -\n\n\n\n(i) 1 year – 5 years of service shall be given one (1) month’s notice or\nbe paid one month’s salary in lieu of notice and in addition be paid one\nmonth’s salary for each completed year of service.\n\n\n\n(ii) Five (5) years – Ten (10) years shall be given two (2) months working\nnotice or be paid two (2) months salary in lieu of notice and in addition be\npaid two (2) months salary for each completed year service as severance pay.\n\n\n\n(iii) Ten (10) years and above shall be given three (3) months working\nnotice or be paid three (3) months salary in lieu of notice and in addition be\npaid three (3) months salary for each completed year of service as severance\npay.",{"bindId":203,"name":116,"text":117},"PAIDLEAV_trigger",{"bindId":205,"name":153,"text":154},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Elimu Co-operative Savings and Credit Society Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-03-31\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: → Financial services, banking, insurance\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other activities auxiliary to financial services, except insurance and pension funding\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                        Elimu Co-operative Savings and Credit Society 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 - Banking, Insurance and Finance Union Kenya\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 83 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 300 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Chile Independence Day (18th September), National Women's Day (9th August)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-04\n                \u003C\u002Fdiv>\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 6000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 50 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 2200.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\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",[211],{"title":37,"slug":33},[213],{"type":214,"data":215},"call_to_action_body_block",{"title":216,"description":217,"variant":218,"link":219},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":216,"url":220,"description":216,"rel":221,"type":222},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[224],{"type":214,"data":225},{"title":216,"description":217,"variant":218,"link":226},{"title":216,"url":220,"description":216,"rel":221,"type":222},[]]