[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-general-motors-east-africa-ltd-and-amalgamated-union-of-kenya-metal-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":154,"content_type_view":155,"extra_breadcrumbs":156,"body":158,"body_blocks":169,"related_pages":173},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":152,"translations":153},{"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-general-motors-east-africa-ltd-and-amalgamated-union-of-kenya-metal-workers","682f3890-bfa1-11e2-877f-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-general-motors-east-africa-ltd-and-amalgamated-union-of-kenya-metal-workers\u002Fcollective-bargaining-agreement-between-general-motors-east-africa-ltd-and-amalgamated-union-of-kenya-metal-workers\u002F","Collective Bargaining Agreement Between General Motors East Africa Ltd And Amalgamated Union Of Kenya Metal Workers - 2013","KEN General Motors East Africa Ltd - 2013","Kenya - KEN General Motors East Africa Ltd - 2013","KEN General Motors East Africa Ltd - 2013 - Manufacturing",{"name":41,"data":42},"CBA - GMEA  AUKMW - 2013 to 2014.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">COLLECTIVE\nBARGAINING AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">GENERAL\nMOTORS EAST AFRICA LTD\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">(Hereinafter\nreferred to as the Company)\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AMALGAMATED\nUNION OF KENYA METAL\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">WORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">(Hereinafter\nreferred to as the Union)\u003C\u002Fh1>\n\n\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fp>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The parties to this agreement, meeting together in free and voluntary\nassociation, have determined to regulate the relations between them in the\ninterest of the promotion of sound industrial relations, the economic well\nbeing of the industry, its workers and management. In order to achieve these\nobjectives they have agreed to enter into the fore going Common Agreement\nfreely and voluntarily negotiated between them at the joint negotiating\ncommittee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-coverunionsign\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>The Parties recognize that this Agreement imposes Labour Relations\nresponsibility on the Company, the Union and its members. Both the Union and\nthe Company undertake to observe the provisions of the Industrial Relations\nCharter and this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.UNION LEVEL OF REPRESENTATION\u003C\u002Fh3>\n\n\u003Cp>Level of Union representation shall be in accordance with the provisions of\nthe revised Industrial Relations Charter. For the purpose of this Agreement it\nhas been determined that the Unionisable cadres comprise of hourly employees\nwho are classified between Grade 1 and Grade 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.DEDUCTIONS OF UNION DUES\u003C\u002Fh3>\n\n\u003Cp>The deduction of the Trade Union dues through the check – off system is\ngoverned by part vi of the Labour Relations Act, 2007, Section 48.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.AGENCY FEES\u003C\u002Fh3>\n\n\u003Cp>The deduction of Agency fees in the implementation of the Collective\nbargaining Agreement shall be as stipulated in the Labor Relations Act, 2001,\nSection 49.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>An employee shall be considered to be on probation as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Unskilled worker – two (2) months during which time either party may\ngive the other party one week’s notice to terminate employment.\u003C\u002Fp>\n\n\u003Cp>b) Skilled Workers – three (3) months during which time either party may\ngive the other party two (2) weeks’ notice to terminate employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of not more than forty (40) hours of\nwork spread over not more than six (6) days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be worked at the discretion of the Company. However, an\nemployee’s inability to work such overtime shall be considered by Management\nfavourably.\u003C\u002Fp>\n\n\u003Cp>Overtime shall be paid at the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•For time worked in excess of normal number of hours per week at time\nworked x 1.5 Basic Hourly Rate.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>•For time worked on Sunday or an employee’s normal rest day or on\ngazetted Public Holiday at time worked x 2 Basic Hourly Rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.MATERNITY AND PATERNITY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight focus\">\u003Cp>Maternity and Paternity Leave shall be granted as follows:\u003C\u002Fp>\n\n\u003Cp>a) Female employees shall be entitled to three months maternity leave with\nfull pay and shall not forfeit their annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Female employees proceeding on their Annual Leave will be entitled to\nLeave Travelling Allowance as provided for in Clause No. 15 of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>c) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In both cases, birth notification should be produced.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cp>Where an employee has exhausted normal leave days and he\u002Fshe looses an\nimmediate family member [Child or Spouse] 5 consecutive days in a calendar year\nwill be granted as compassionate leave with pay where necessary.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>Annual leave, exclusive of gazetted Public holidays, Sick leave and\nSaturdays (where the 40 hours specified in clause 8 above are worked over 5\ndays in a week) shall be granted on the following basis:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) After twelve (12) months continuous service – 23 working days with full\npay for employees with up to 10 (ten) years continuous service and 25 days with\nfull pay for employees with more than 10 (ten) years continuous service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b) An additional two (2) days unpaid leave in respect of travelling may be\ngranted.\u003C\u002Fp>\n\n\u003Cp>c) An employee whose service is terminated shall be entitled to leave as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) After the probationary period and before the completion of nine (9)\nmonths service to pro-rata leave.\u003C\u002Fp>\n\n\u003Cp>(ii) After the completion of nine (9) months service in any one leave year\nto the full period of annual leave.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee whose services are terminated for Gross Misconduct or\nthrough Resignations shall only be entitled to his earned leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) If on Termination of service, an employee is given pay in lieu of Notice,\nhe shall be paid cash for leave due on pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>e) When an employee is recalled from his\u002F her Annual leave before expiry,\nhe\u002F she shall be entitled to an amount equivalent to Leave Travelling Allowance\nwhich is Kshs. 4,189\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>After two [2] months’ continuous service, an employee with up to two years\nservice shall be entitled to 30 days of sick leave with full pay and thereafter\nto 30 days of sick leave with half pay in each period of twelve months\nconsecutive service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(i) An employee with more than two and up to five years service shall be\nentitled to 30 days sick leave with full pay and thereafter to 90 days sick\nleave with half pay in each period of twelve months consecutive service,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee with more than five years of service shall be entitled to\n60 days sick leave with full pay and thereafter to 90 days sick leave with half\npay in each period of twelve months’ consecutive service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The employee shall not be entitled to such payment unless he\u002Fshe\nproduces to the employer a certificate of incapacity, covering the period of\nsick leave claimed, signed by a qualified medical practitioner or a person\nauthorized by him in writing and acting on his behalf, in charge of a\ndispensary or medical aid centre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) An employee shall not be eligible for sick leave under this paragraph\nin respect of any incapacity suffered due to gross neglect on his part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who qualified for sick leave with full pay provided for in\nsub-paragraph [1], and who is in consequence detained in hospital, shall be\nentitled to an extension of such sick leave with full pay for a period not\nexceeding sixty days whilst so detained in hospital.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>a.) Where an Employee is required to act on a higher grade for a period of\nnot less than eight days, shall be paid in addition to his Basic Minimum Wage\nan Acting Allowance equal either to twenty five percent of the basic wage of\nthe employee for whom he is acting or the full basic wage of that employee\nwhichever is the lesser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b.) Where an Employee is appointed to act in a position for at least eight\n(8) consecutive days, a written letter to be issued to the employee on\nappointment or before expiry of the period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>Payable annually only when an employee proceeds on leave:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All Grades: - Kshs. 4,189\u002F-\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Housing Allowance shall be paid at the following monthly rate:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>w.e.f 01\u002F01\u002F2013 to 31\u002F12\u002F2013 All Grades - Kshs. 8,500\u003C\u002Fp>\n\n\u003Cp>w.e.f 01\u002F01\u002F2014 to 31\u002F12\u002F2014 All Grades – Kshs. 10,000\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Payable when an employee is directed to work outside the Municipal boundary\nof his or her normal place of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast- Kshs. 320\u002F=\u003C\u002Fp>\n\n\u003Cp>Lunch-Kshs. 450\u002F=\u003C\u002Fp>\n\n\u003Cp>Supper-Kshs. 450\u002F=\u003C\u002Fp>\n\n\u003Cp>Night stop-Kshs. 1,430\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOTAL-Kshs 2,650\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>In this Clause the word “SHIFT” shall mean the following read\ntogether:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)A Shift that is different from an employee’s normal shift.\u003C\u002Fp>\n\n\u003Cp>b)A Shift that overlaps night hours\u003C\u002Fp>\n\n\u003Cp>c)A shift for which the hours of work are no less than those stipulated in\nthe Collective Bargaining Agreement.\u003C\u002Fp>\n\n\u003Cp>d)A shift that excludes Security Personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is required to work on shift as defined above shall be\nentitled to payment of Shift Allowance at the rate of Kshs.87\u002F- per day during\nthe period he\u002Fshe is on shift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who retires from service as provided for in this Agreement shall\nbe entitled to Baggage Allowance equivalent to 100% of a month’s Basic Salary\napplicable at the time of retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.LETTERS OF WARNING OR WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>a) An employee who is guilty of an offence other than gross misconduct or\nother lawful cause of dismissal, may be given a written warning which shall be\nentered in the employee’s employment Record Card and shall remain valid for a\nperiod of twelve months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) If within the twelve months period, an employee commits a similar or any\nother offence which does not warrant dismissal, he will further be warned in\nwriting which will be entered in his employment Record Card and the two\nwarnings shall remain valid for a period of twelve (12) months from the date of\nthe second warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) If within this twelve months period an employee commits a further\noffence, which does not warrant Summary Dismissal, he will be issued with a\nfinal letter of warning which will make him liable to SUMMARY DISMISSAL for any\nother offence which he may commit thereafter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) The final letter of warning will remain valid for a period of one year\nfrom the date of issue.\u003C\u002Fp>\n\n\u003Cp>e) Copies of ALL warning letters shall be sent to the Senior Shop Steward of\nthe Company or Branch or to another person acting as such during his absence\nand in addition, a copy of the FINAL warning letter shall be sent to the\nGeneral Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Any employee whose services are terminated in accordance with this Clause\nwill be entitled to the following payments:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Pay for days worked prior to the termination of services.\u003C\u002Fp>\n\n\u003Cp>(ii) Cash for leave earned on pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>(iii) Cash for leave Travelling Allowance on pro rata basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>When an employee is suspended from duty for any reason, such suspension\nshall be on full pay unless and until the matter is placed in the hands of the\nPolice, in which case the suspension shall from then onwards be without pay\npending the outcome of the Police action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.NOTICE OF TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After the completion of the probationary period, notice of termination of\nemployment shall be given by either Party to the other in writing in accordance\nwith the length of service as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Less than five years service - one month notice or one month’s pay in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Five years but less than ten years of service – two months notice or two\nmonths pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ten years of service and above – three months notice or three months pay\nin lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Payment in lieu of notice shall include applicable Housing Allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause\">\u003Cp>An employee whose services are terminated by the employer shall be paid half\na month’s basic pay service gratuity for each completed year of service or as\nprovided for under the Company’s Provident Fund or Pension Scheme.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>a) In accordance with the Employment Act (2007) an employer shall not\nterminate a contract of service on account of redundancy unless the employer\ncomplies with the following conditions:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An Employer wishing to declare any redundancy shall advise the General\nSecretary of the Union in writing giving details of the reasons and the number\nof employees involved.\u003C\u002Fp>\n\n\u003Cp>(ii) If the Union wishes to contest the necessity for such redundancy, it\nshall do so in writing and within (15) fifteen days of receipt of the above\nadvice, meet employers to discuss the matter.\u003C\u002Fp>\n\n\u003Cp>(iii) Where an employee is not a member of a Trade Union, the employer\nnotifies the employee personally in writing and the labour officer.\u003C\u002Fp>\n\n\u003Cp>(iv) The employer has, in the selection of employees to be declared\nredundant had due regard to seniority in time and to the skill, ability and\nreliability of each employee of the particular class of employees affected by\nthe redundancy.\u003C\u002Fp>\n\n\u003Cp>(v) Where there is in existence a collective agreement between an employer\nand a trade Union setting out terminal benefits payable upon redundancy, the\nemployer has not placed the employee at a disadvantage for being or not being a\nmember of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The Principles covering redundancy as set out in the Employment Act, 2007\nare accepted by both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Redundant employees will be entitled to payment in lieu of notice in\naccordance with Clause No.21 of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Any Annual leave due to an employee declared redundant shall be paid for\nin cash in addition to severance pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>e) An employee declared redundant shall receive severance pay at the rate of\n22 days pay for each completed year of service and Pension as established by\nthe Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Redundant employees will be given first consideration according to their\nqualification for re-engagement by the Company should a vacancy arise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>a. Retirement Age\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>An employee shall retire at the age of 55 years whereupon all Retirement\nBenefits shall be paid. However, the employer and the employee may agree that\nthe employee works beyond 55 years for such period as shall be mutually agreed\nupon and retire and collect Retirement Benefits at the end of such period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employee has retired and collected Retirement Benefits at the age of\n55 years, the employee shall for the period he works thereafter, be treated as\na new employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Early Retirement\u003C\u002Fp>\n\n\u003Cp>c.\u003C\u002Fp>\n\n\u003Cp>However, an employee who wishes to retire from service after attaining the\nage of 50 years may apply in writing stating his wish to retire. Such\napplications must be received by Management at least three months before the\nintended date of retirement. Management will consider the application and their\ndecision on it shall be final.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Retirement on Medical Grounds\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee retired on medical grounds due to ill health as certified by the\ncompany doctor to be unfit to work shall be entitled to Retirement Benefits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e. Death Prior To Retirement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Retirement benefits shall be applicable in the event of death of an\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f. Retirements Benefits\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On retirement an employee shall be entitled to the following benefits;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Benefits shall be calculated as per the General Motors East Africa Staff\nRetirement Benefits Scheme to which Unionisable employees belong.\u003C\u002Fp>\n\n\u003Cp>(ii) Pay for days worked up to and including the day of retirement.\u003C\u002Fp>\n\n\u003Cp>(iii) Cash for leave due\u003C\u002Fp>\n\n\u003Cp>(iv) The proportionate housing allowance shall be payable together with\nbasic pay if the\u003C\u002Fp>\n\n\u003Cp>Employee’s application for early retirement is accepted by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.MEDICAL COVER\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp>As per Company Medical Insurance cover policy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.BEREAVEMENT\u003C\u002Fh3>\n\n\u003Cp>To be administered as per General Motors East Africa Bereavement Policy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.BASIC MINIMUM WAGE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cp>Grade W.e.f 1.1.2013 (10%) W.e.f. 1.1.2014 (10%)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Kshs.29,123\u002F=Kshs. 32,035\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Kshs. 34,848\u002F=Kshs. 38,333\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Kshs. 44,701\u002F=Kshs. 49,171\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.CASUAL EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>A Casual employee shall be confirmed to regular monthly terms of employment\nafter working consecutively or intermittently for 90 days in one year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective from 1st January 2013 and shall remain in\nforce for a period of twenty four months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the period of this Agreement, neither the Company, the Employees nor\nthe Union shall seek to vary, modify, nullify or add to any of the terms of\nservice of this Agreement in any way whatsoever.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event a new Agreement has not been concluded between the Parties\nhereto, the Terms of Service shall continue in force in all respects until the\ndate on which any such new Agreement is signed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR GENERAL MOTORS E. A.FOR THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>----------------------------------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>R. KAVASHEJ. MAINA\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR (GMEA) GENERAL SECRETARY (AUKMW)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-------------------------------------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>F. WASIKET. MAOBE\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER INDUSTRIAL RELATIONS\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES (GMEA)OFFICER (AUKMW)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>----------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>A.OLIECH\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>GENERAL MOTORS E.A. LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-----------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GEORGE AMBUCHE\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS [FKE]\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS ……….. DAY OF …………………2013\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 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",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"childcareleave":56,"wageincreaseperc1":60,"dayspweek":62,"hourspweek_select":66,"childcare":68,"wageincreasetype2":70,"contracttrialperiod":72,"maxsicknesspayperc":76,"pensionfund":80,"OVERTIME_trigger":84,"holidaysdays":88,"healthcareaccess":92,"healthinsurance":96,"SUNDAY_trigger":98,"ANNLEAVE_trigger":102,"coverunionsign":106,"overtimeallowanceperc1":110,"hourspweek":112,"contracttrial":114,"schedulesrestpw":116,"dayspweek_select":118,"annleaveallowancetype":120,"overtimeallowanceamount1":122,"paidpaternityleave":124,"sicknessmaxdaysnr":128,"LOWWAGE_trigger":130,"annleaveallowanceamount1":132,"overtimeallowancetype":134,"overtimeallowancetypeperiod":136,"sicknessmaxdays":138,"paidmaternityleave":140,"coverunion_trigger":142,"contractseverancepay":144,"PAIDLEAV_trigger":148,"paidpaternityleaveduration":150},{"bindId":45,"name":46,"text":47},"disabilitypay","After two [2] months’ continuous service","After two [2] months’ continuous service, an employee with up to two years\nservice shall be entitled to 30 days of sick leave with full pay and thereafter\nto 30 days of sick leave with half pay in each period of twelve months\nconsecutive service.",{"bindId":49,"name":50,"text":51},"lowwageamount","Grade W.e.f 1.1.2013 (10%) W.e.f. 1.1.20","Grade W.e.f 1.1.2013 (10%) W.e.f. 1.1.2014 (10%)\n\n\n\n1.Kshs.29,123\u002F=Kshs. 32,035\u002F=\n\n\n\n2.Kshs. 34,848\u002F=Kshs. 38,333\u002F=\n\n\n\n3.Kshs. 44,701\u002F=Kshs. 49,171\u002F=",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","Maternity and Paternity Leave shall be g","Maternity and Paternity Leave shall be granted as follows:\n\na) Female employees shall be entitled to three months maternity leave with\nfull pay and shall not forfeit their annual leave in that year.",{"bindId":57,"name":58,"text":59},"childcareleave","Where an employee has exhausted normal l","Where an employee has exhausted normal leave days and he\u002Fshe looses an\nimmediate family member [Child or Spouse] 5 consecutive days in a calendar year\nwill be granted as compassionate leave with pay where necessary.",{"bindId":61,"name":50,"text":51},"wageincreaseperc1",{"bindId":63,"name":64,"text":65},"dayspweek","The normal working week shall consist of","The normal working week shall consist of not more than forty (40) hours of\nwork spread over not more than six (6) days of the week.",{"bindId":67,"name":64,"text":65},"hourspweek_select",{"bindId":69,"name":58,"text":59},"childcare",{"bindId":71,"name":50,"text":51},"wageincreasetype2",{"bindId":73,"name":74,"text":75},"contracttrialperiod","An employee shall be considered to be on","An employee shall be considered to be on probation as follows:-\n\n\n\na) Unskilled worker – two (2) months during which time either party may\ngive the other party one week’s notice to terminate employment.\n\nb) Skilled Workers – three (3) months during which time either party may\ngive the other party two (2) weeks’ notice to terminate employment.",{"bindId":77,"name":78,"text":79},"maxsicknesspayperc","(i) An employee with more than two and u","(i) An employee with more than two and up to five years service shall be\nentitled to 30 days sick leave with full pay and thereafter to 90 days sick\nleave with half pay in each period of twelve months consecutive service,",{"bindId":81,"name":82,"text":83},"pensionfund","An employee shall retire at the age of 5","An employee shall retire at the age of 55 years whereupon all Retirement\nBenefits shall be paid. However, the employer and the employee may agree that\nthe employee works beyond 55 years for such period as shall be mutually agreed\nupon and retire and collect Retirement Benefits at the end of such period.\n\n\n\nIf the employee has retired and collected Retirement Benefits at the age of\n55 years, the employee shall for the period he works thereafter, be treated as\na new employee.",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","Overtime shall be worked at the discreti","Overtime shall be worked at the discretion of the Company. However, an\nemployee’s inability to work such overtime shall be considered by Management\nfavourably.\n\nOvertime shall be paid at the following rates:-\n\n\n\n•For time worked in excess of normal number of hours per week at time\nworked x 1.5 Basic Hourly Rate.\n\n•For time worked on Sunday or an employee’s normal rest day or on\ngazetted Public Holiday at time worked x 2 Basic Hourly Rate.",{"bindId":89,"name":90,"text":91},"holidaysdays","Annual leave, exclusive of gazetted Publ","Annual leave, exclusive of gazetted Public holidays, Sick leave and\nSaturdays (where the 40 hours specified in clause 8 above are worked over 5\ndays in a week) shall be granted on the following basis:-\n\n\n\na) After twelve (12) months continuous service – 23 working days with full\npay for employees with up to 10 (ten) years continuous service and 25 days with\nfull pay for employees with more than 10 (ten) years continuous service.",{"bindId":93,"name":94,"text":95},"healthcareaccess","As per Company Medical Insurance cover p","As per Company Medical Insurance cover policy.",{"bindId":97,"name":94,"text":95},"healthinsurance",{"bindId":99,"name":100,"text":101},"SUNDAY_trigger","•For time worked on Sunday or an employe","•For time worked on Sunday or an employee’s normal rest day or on\ngazetted Public Holiday at time worked x 2 Basic Hourly Rate.",{"bindId":103,"name":104,"text":105},"ANNLEAVE_trigger","Payable annually only when an employee p","Payable annually only when an employee proceeds on leave:\n\n\n\nAll Grades: - Kshs. 4,189\u002F-",{"bindId":107,"name":108,"text":109},"coverunionsign","The Parties recognize that this Agreemen","The Parties recognize that this Agreement imposes Labour Relations\nresponsibility on the Company, the Union and its members. Both the Union and\nthe Company undertake to observe the provisions of the Industrial Relations\nCharter and this Agreement.",{"bindId":111,"name":86,"text":87},"overtimeallowanceperc1",{"bindId":113,"name":64,"text":65},"hourspweek",{"bindId":115,"name":74,"text":75},"contracttrial",{"bindId":117,"name":64,"text":65},"schedulesrestpw",{"bindId":119,"name":64,"text":65},"dayspweek_select",{"bindId":121,"name":104,"text":105},"annleaveallowancetype",{"bindId":123,"name":86,"text":87},"overtimeallowanceamount1",{"bindId":125,"name":126,"text":127},"paidpaternityleave","c) A male employee shall be entitled to ","c) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":129,"name":46,"text":47},"sicknessmaxdaysnr",{"bindId":131,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":133,"name":104,"text":105},"annleaveallowanceamount1",{"bindId":135,"name":86,"text":87},"overtimeallowancetype",{"bindId":137,"name":86,"text":87},"overtimeallowancetypeperiod",{"bindId":139,"name":46,"text":47},"sicknessmaxdays",{"bindId":141,"name":54,"text":55},"paidmaternityleave",{"bindId":143,"name":108,"text":109},"coverunion_trigger",{"bindId":145,"name":146,"text":147},"contractseverancepay","e) An employee declared redundant shall ","e) An employee declared redundant shall receive severance pay at the rate of\n22 days pay for each completed year of service and Pension as established by\nthe Company.",{"bindId":149,"name":90,"text":91},"PAIDLEAV_trigger",{"bindId":151,"name":126,"text":127},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN General Motors East Africa Ltd - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of motor vehicles, trailers and semi-trailers\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                        General Motors East Africa Ltd\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 - Amalgamated Union of Kenya Metal 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): → 41 %\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: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 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: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 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            \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: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \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 4189.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[157],{"title":37,"slug":33},[159],{"type":160,"data":161},"call_to_action_body_block",{"title":162,"description":163,"variant":164,"link":165},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":162,"url":166,"description":162,"rel":167,"type":168},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[170],{"type":160,"data":171},{"title":162,"description":163,"variant":164,"link":172},{"title":162,"url":166,"description":162,"rel":167,"type":168},[]]