[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-great-yaduo-industires-limited-and-kenya-shoe-and-leather-workers-union":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":151,"content_type_view":152,"extra_breadcrumbs":153,"body":155,"body_blocks":166,"related_pages":170},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":149,"translations":150},{"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-great-yaduo-industires-limited-and-kenya-shoe-and-leather-workers-union","04e1f4e0-d1ff-11e4-a36e-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-great-yaduo-industires-limited-and-kenya-shoe-and-leather-workers-union\u002Fcollective-bargaining-agreement-between-great-yaduo-industires-limited-and-kenya-shoe-and-leather-workers-union\u002F","Collective Bargaining Agreement between Great Yaduo Industires Limited and Kenya Shoe and Leather Workers Union - 2014","KEN Great Yaduo Industries Limited - 2014","Kenya - KEN Great Yaduo Industries Limited - 2014","KEN Great Yaduo Industries Limited - 2014 - Manufacturing",{"name":41,"data":42},"GREAT YADUO INDUSTRIES LIMITED 2014.html","\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>New\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 GREAT YADUO INDUSTIRES LIMITED AND\nKENYA SHOE AND LEATHER WORKERS UNION\u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. PREAMBLE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>Terms and conditions of employment set out in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the Recognition Agreement and as provided by the current FKE\u002FCOTU (K)\nAgreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. PROBATIONARY PERIOD:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) Probationary period shall be the first six months from the date of\nemployment and during this period either party may terminate the contract by\ngiving 48 hours notice in writing or pay in lieu of notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Upon completion of the probationary period, the employee shall be\nconfirmed in the appointment in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. WORKING HOURS:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working hours shall consist of Fourty Five (45) working hours\nspread over the week. Provided that an employee who is required to work in\nexcess of such hours shall be paid overtime worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime shall be paid at the following rates:-\u003C\u002Fp>\n\n\u003Cp>(a) For time worked in excess of the normal number of hours per week at one\nand half times the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b) For time worked on rest days or public holidays at double or twice the\nnormal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. ANNUAL PAID LEAVE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a. After twelve consecutive months of service an employee shall be entitled\nto 21 working days leave with full pay.\u003C\u002Fp>\n\n\u003Cp>b. Where employment of an employee is terminated after completion of two\nconsecutive months of service with the company he or she shall be paid pro-rata\nleave at the rate of one and three quarter days of leave with full pay per\nmonth.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. GAZZETED PUBLIC HOLIDAYS :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>An employee shall be entitled to Gazeted Public Holidays with full pay\nprovided that an employee who is required to work on such holidays shall be\npaid overtime or be given the day as leave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. COMPASSIONATE LEAVE :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desiring to take leave on compassionate grounds shall by prior\narrangement with the Management be granted such leave upto 10 days leave and\nthe leave taken shall be subsequently set off against\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. LEAVE TRAVELLING ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee proceeding on Annual Leave shall be entitled to Leave Travelling\nAllowance of Kshs. 200\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. HOUSE ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>An employee who is not provided with free housing accommodation with his\nemployer shall in addition to his salary be paid housing allowance of 15% of\nhis basic salary as house allowance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. SICK LEAVE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>After two months continuous service with the company an employee shall be\nentitled to a maximum of thirty (30 days) days sick leave with full pay and\nthereafter to a maximum of 15 days sick leave with half pay in each period of\n12 months consecutive service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee shall be required to produce a certificate of incapacity\nconvening the period of sick leave claim signed by a qualified medical\npractitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. MATERNITY LEAVE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>A female employee shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her annual leave for that year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The employee shall be required to produce a notification letter to the\nmanagement 7 days before she leaves; and produce notification of birth when she\nis back to duty.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. PATERNITY LEAVE :\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>A male employee shall be entitled to two weeks paternity leave with full pay\nand shall be required to produce notification of birth. The male employees\nshall register their spouses with the management in advance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee shall only take once paternity leave per year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. TERMINATION OF EMPLOYEMENT:\u003C\u002Fh3>\n\n\u003Cp>a. After the completion of probationary period employment may be terminated\nby either party giving one month’s notice in writing or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>b. An employee whose services are terminated by his employer shall qualify\nto 16 days pay for each completed year of service as gratuity.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. INJURY BY ACCIDENT\u002FWORK PLACE INJURY:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>An employee injured by accident in the course of his\u002Fher employment shall be\nentitled to compensation in accordance with the Work Injury Benefits Act\n2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. SALARY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform his\u002Fher duties away from his\u002Fher\nprincipal place of work shall be entitled to safari allowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Breakfast -Kshs. 100\u002F=\u003C\u002Fp>\n\n\u003Cp>(ii) Lunch-Kshs.150\u002F=\u003C\u002Fp>\n\n\u003Cp>(iii) Dinner -Kshs. 150\u002F=\u003C\u002Fp>\n\n\u003Cp>(iv) Over night\u002FAcc-Kshs. 500\u002F=\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. REDUNDANCY:\u003C\u002Fh3>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Redundancy is the loss of employment, occupation, job or career by\ninvoluntarily means through no fault of an employee involving termination of\nemployment at the initiative of an employer, where the services of an employee\nare superfluous and the practices commonly known as abolition of office, job or\noccupation and loss of employment.\u003C\u002Fp>\n\n\u003Cp>a. ALTERNATIVE EMPLOYMENT:\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavor to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If the alternative employment cannot be made available by\nthe company to the employee concerned, the employee will be classified as\nredundant and therefore be eligible for the entitlement outlined in sub-clause\n(d) below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. CONSULTATION\u003C\u002Fp>\n\n\u003Cp>In the event of Redundancy the company undertakes to hold prior discussions\nwith the union concerning the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. SELECTION OF REDUNDANT EMPLOYEES:\u003C\u002Fp>\n\n\u003Cp>In the selection of employees to be declared redundant, the company shall\nhave due regard to seniority in time and the skill ability and reliability of\neach employee of the particular class of employees affected by the Redundancy\nand the membership or non-membership of the union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. RE-ENGAGEMENT OF REDUNDANT EMPLOYEES:\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given priority in consideration for\nre-engagement by the company should a vacancy arise marching their\nqualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e. ENTITLEMENT OF REDUNDANT EMPLOYEES:\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant; he or she will be\nentitled to the following;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I. One month’s notice in writing or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>II. Payment of wages, overtime and any other remunerations which may be due,\ncalculated upto the date which he\u002Fshe ceases to work.\u003C\u002Fp>\n\n\u003Cp>III. Any leave due to an employee to be paid in cash.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>IV. Severance pay at the rate of 16 days for each completed year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. PROTECTIVE CLOTHING:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a. An employee, who is required to wear protective clothing and overalls by\nnature of his\u002Fher job in accordance with the provisions of Occupational Safety\nand Health Act of 2007 shall be issued with two sets of such free of charge by\nthe company per year unless they are worn out.\u003C\u002Fp>\n\n\u003Cp>b.The company provides one bar soap per month for washing of the uniform.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. ACTING ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than one month in an occupation or grade which is higher than the\nbasic wages normally earned the employee shall be paid acting allowance at the\nrate not less than the difference between such higher minimum wage and his\nnormal wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. WARNING SYSTEM:\u003C\u002Fh3>\n\n\u003Cp>An employee whose work is unsatisfactory and or who commits an offence which\nin the opinion of the employer does not warrant summary dismissal shall be\nwarned in writing after he has been advised verbally of the facts by his\nsupervisor. The following procedure shall be followed:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a. The first and second warnings shall be recorded in the employees record\ncard and the shopsteward shall be informed.\u003C\u002Fp>\n\n\u003Cp>b. The second warning shall be copied to the Branch Secretary of the\nunion.\u003C\u002Fp>\n\n\u003Cp>c. If an employee with two (two) warnings on his\u002Fher record commits a third\n(third) offence he\u002Fshe will be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>d. If an employee completes three hundred sixty five (365) consecutive days\nfrom the date of the last warning without further fault\u002FMistakes the said\nwarning recorded on his\u002Fher personal file will be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>An employee shall be liable to summary dismissal for gross misconduct as\ndefined in the Employment Act 2007, namely:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) If without leave or other lawful cause, an employee absents\nhimself\u002Fherself from the place proper and appointed for the performance of\nhis\u002Fher work.\u003C\u002Fp>\n\n\u003Cp>(ii) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself\u002Fherself unwilling or incapable to properly perform his\u002Fher work\nproperly.\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee willfully neglects to perform any work which it was\nhis\u002Fher duty to have performed, or if he\u002Fshe carelessly and improperly performs\nany work from its nature it was his\u002Fher duty under his\u002Fher contract to have\nperformed carefully and properly.\u003C\u002Fp>\n\n\u003Cp>(iv) If an employee uses abusive or insulting language or behaves in a\nmanner insulting, to his\u002Fher employer or to person placed in authority over\nhim\u002Fher by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>(v) If an employee knowingly fails, or refuses to obey a lawful and proper\ncommand which it was within the scope of his\u002Fher duty to obey, issued by\nhis\u002Fher employer or a person placed in authority over him\u002Fher by his\u002Fher\nemployer.\u003C\u002Fp>\n\n\u003Cp>(vi) If, in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen (14) days either released on bail or\nbond or otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>(vii) If an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed criminal offence against or to the substantial\ndetriment of his\u002Fher employer’s or property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. ABSENTEEISM\u003C\u002Fh3>\n\n\u003Cp>In the event of a worker being absent from duty without leave or permission,\nthe company shall not effect the dismissal of such an employee until the elapse\nof 10 days absence from his lawful place of work and provided such absence was\nsolely occasioned by his\u002Fher or dependent’s illness, death, accident or\ncircumstances beyond human control, shall not be dismissed from work.\u003C\u002Fp>\n\n\u003Cp>The employee shall produce to the employers documentary evidence as to the\ncause which will enable the employer to use his desecration without which the\nemployer reserves the right to dismiss the service of such an employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. CERTIFICATE OF SERVICE:\u003C\u002Fh3>\n\n\u003Cp>1) Every employee shall be given a certificate of service by his employer\nupon the termination of his employment, unless such employment has continued\nfor a period of less than four consecutive weeks and every such certificate\nshall contain:-\u003C\u002Fp>\n\n\u003Cp>a.The name of the employer and his postal address,\u003C\u002Fp>\n\n\u003Cp>b.The name of the employee,\u003C\u002Fp>\n\n\u003Cp>c.The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>d.The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>e.The date when employment ceased and\u003C\u002Fp>\n\n\u003Cp>f.Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Subject to subsection (1) of this section, the employer is not bound to\ngive to any employee any testimonial, reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. CASUAL EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>Casual employees shall be treated as per the law.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. LEAVE FOR EDUCATION,SEMINAR AND COURSES\u003C\u002Fh3>\n\n\u003Cp>The company shall grant leave with full pay to the union members sponsored\nby the union to attend educational seminars and courses for the entire duration\nof such seminars and provided prior consultations and agreement has been\nreached between the union and the company. One shopsteward shall be granted\nleave with full pay for one week; and the union shall give the company a letter\none week ahead.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. RETIRMENT AGE\u003C\u002Fh3>\n\n\u003Cp>(a) The retirement age shall be 55 years.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who retires shall be paid the following :-\u003C\u002Fp>\n\n\u003Cp>(i) One month’s notice in writing or pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>(ii) Pro-rata leave\u003C\u002Fp>\n\n\u003Cp>(iii) Wages for days worked.\u003C\u002Fp>\n\n\u003Cp>(iv) Fifteen days pay for each completed year of service.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. DEATH OF AN EMPLOYEE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) When death occurs of an employee from any cause whatsoever and is\nbrought to the notice or comes to the knowledge of his\u002Fher employer, the\nemployer shall as soon as practicable thereafter give notice thereof in the\nprescribed form to the Labour Officer, or if there is Labour Officer, to the\nDistrict Commissioner of the District in which the employee was employed.\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall pay all wages due to the employee at the date of his\ndeath and all property belonging to the deceased employee for transmission to\nthe person legally entitled thereon.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. RETIREMENT ON MEDICAL GROUND:\u003C\u002Fh3>\n\n\u003Cp>An employee who retires from the company service on medical grounds shall be\nentitled to :-\u003C\u002Fp>\n\n\u003Cp>(a) Notice in writing or pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>(b) Pro-rata leave\u003C\u002Fp>\n\n\u003Cp>(c) Payment of wages for days worked, overtime and any other remuneration\nwhich may be due to the employee.\u003C\u002Fp>\n\n\u003Cp>(d) 15 days pay for each completed year of service. The employee shall\nproduce medical report from a qualified medical practitioner appointed by the\ncompany – confirming the same.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthcareaccess\">\u003Cp>The Provision of Section 34 of Employment Act 2007 and Medical Treatment\nRules of 2014 shall apply to all employees in matters of medical treatment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29.GENERAL WAGE INCREASE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Employees who were in the service of the company by 30th June 2014 shall be\nentitled to a wage increase of 5% for the 1st Year effective from 1st July 2014\nand another 5% for the 2nd Year effective from 1st July 2015.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Ch3>30. BASIC MINIMUM WAGES :\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB TITLE\u003C\u002Ftd>\n      \u003Ctd>WAGES\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General Labourers, Cleaners, Sweepers\u003C\u002Ftd>\n      \u003Ctd>Kshs..9,781\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Turn Boys\u003C\u002Ftd>\n      \u003Ctd>Kshs..10,564\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Machine Attendants \u003C\u002Ftd>\n      \u003Ctd>Kshs..11,086\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Drivers – Cars and Light Vans\u003C\u002Ftd>\n      \u003Ctd>Kshs..13,202\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Drivers – Medium Sized Vehicles\u003C\u002Ftd>\n      \u003Ctd>Kshs..16,603\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Drivers – Heavy Commercial Vehicles \u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n      \u003Ctd>Kshs..22,071\u002F=\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\u003Ch3>31.EFFECTIVE DATE AND DURATION OF AGREEMENT:\u003C\u002Fh3>\n\n\u003Cp>a. This agreement shall be effective from the 1st July 2014, and shall\nremain in force for a period of two (2) years. Thereafter the agreement shall\ncontinue in force until it is amended. Provided that the party desiring to\namend it gives three months notice prior to the effective date giving in\ndetails the amendments so required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF GREAT YADUO INDUSTRIES LTD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-----------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>CHEN JIANJUN (BENNY)\u003C\u002Fp>\n\n\u003Cp>GREAT YADUO INDUSTRIES LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>----------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>LING LING\u003C\u002Fp>\n\n\u003Cp>GREAT YADUO INDUSTRIES LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF KENYA SHOE AND LEATHER WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>---------------------------------\u003C\u002Fp>\n\n\u003Cp>JULIUS MAINA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECERETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>----------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>EVANS SINDEUAMOS MORACHA\u003C\u002Fp>\n\n\u003Cp>BRANCH SECERETARYSENIOR SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY: ----------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>G.R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED THIS ----------------------DAY OF-------------------2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"maxsicknesspay":52,"hourspweek_select":56,"childcare":60,"wageincreasetype2":64,"STRUCINCR_trigger":68,"funeralpay":70,"paidmaternityleaveduration":74,"LOWWAGE_provision":78,"OVERTIME_trigger":82,"healthcareaccess":86,"SUNDAY_trigger":90,"ANNLEAVE_trigger":94,"healthandsafetypolicy":98,"paidpaternityleavepay":102,"contracttrial":106,"sicknesspay":109,"SCHEDULE_trigger":112,"paidpaternityleave":114,"schedulesrestpw":117,"LOWWAGE_trigger":119,"coverunion_trigger":122,"contractseverancepay1":126,"bankholidays1":130,"paidmaternityleavepay":134,"sicknessmaxdays":137,"paidmaternityleave":139,"contractseverancepay":141,"PAIDLEAV_trigger":143,"paidpaternityleaveduration":147},{"bindId":45,"name":46,"text":47},"disabilitypay","An employee injured by accident in the c","An employee injured by accident in the course of his\u002Fher employment shall be\nentitled to compensation in accordance with the Work Injury Benefits Act\n2007.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) Probationary period shall be the fir","(a) Probationary period shall be the first six months from the date of\nemployment and during this period either party may terminate the contract by\ngiving 48 hours notice in writing or pay in lieu of notice.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","After two months continuous service with","After two months continuous service with the company an employee shall be\nentitled to a maximum of thirty (30 days) days sick leave with full pay and\nthereafter to a maximum of 15 days sick leave with half pay in each period of\n12 months consecutive service.",{"bindId":57,"name":58,"text":59},"hourspweek_select","The normal working hours shall consist o","The normal working hours shall consist of Fourty Five (45) working hours\nspread over the week. Provided that an employee who is required to work in\nexcess of such hours shall be paid overtime worked.",{"bindId":61,"name":62,"text":63},"childcare","An employee desiring to take leave on co","An employee desiring to take leave on compassionate grounds shall by prior\narrangement with the Management be granted such leave upto 10 days leave and\nthe leave taken shall be subsequently set off against",{"bindId":65,"name":66,"text":67},"wageincreasetype2","Employees who were in the service of the","Employees who were in the service of the company by 30th June 2014 shall be\nentitled to a wage increase of 5% for the 1st Year effective from 1st July 2014\nand another 5% for the 2nd Year effective from 1st July 2015.",{"bindId":69,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":71,"name":72,"text":73},"funeralpay","(a) When death occurs of an employee fro","(a) When death occurs of an employee from any cause whatsoever and is\nbrought to the notice or comes to the knowledge of his\u002Fher employer, the\nemployer shall as soon as practicable thereafter give notice thereof in the\nprescribed form to the Labour Officer, or if there is Labour Officer, to the\nDistrict Commissioner of the District in which the employee was employed.\n\n(b) The employer shall pay all wages due to the employee at the date of his\ndeath and all property belonging to the deceased employee for transmission to\nthe person legally entitled thereon.",{"bindId":75,"name":76,"text":77},"paidmaternityleaveduration","A female employee shall be entitled to t","A female employee shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her annual leave for that year.",{"bindId":79,"name":80,"text":81},"LOWWAGE_provision","30. BASIC MINIMUM WAGES : JOB TITLE WAGE","30. BASIC MINIMUM WAGES :\n\n\n  \n  \n  \n  \n    \n      JOB TITLE\n      WAGES\n    \n    \n      General Labourers, Cleaners, Sweepers\n      Kshs..9,781\u002F=\n    \n    \n      Turn Boys\n      Kshs..10,564\u002F=\n    \n    \n      Machine Attendants \n      Kshs..11,086\u002F=\n    \n    \n      Drivers – Cars and Light Vans\n      Kshs..13,202\u002F=\n    \n    \n      Drivers – Medium Sized Vehicles\n      Kshs..16,603\u002F=\n    \n    \n      Drivers – Heavy Commercial Vehicles ",{"bindId":83,"name":84,"text":85},"OVERTIME_trigger","Overtime shall be paid at the following ","Overtime shall be paid at the following rates:-\n\n(a) For time worked in excess of the normal number of hours per week at one\nand half times the normal hourly rate.",{"bindId":87,"name":88,"text":89},"healthcareaccess","The Provision of Section 34 of Employmen","The Provision of Section 34 of Employment Act 2007 and Medical Treatment\nRules of 2014 shall apply to all employees in matters of medical treatment.",{"bindId":91,"name":92,"text":93},"SUNDAY_trigger","(b) For time worked on rest days or publ","(b) For time worked on rest days or public holidays at double or twice the\nnormal hourly rate.",{"bindId":95,"name":96,"text":97},"ANNLEAVE_trigger","An employee proceeding on Annual Leave s","An employee proceeding on Annual Leave shall be entitled to Leave Travelling\nAllowance of Kshs. 200\u002F=",{"bindId":99,"name":100,"text":101},"healthandsafetypolicy","a. An employee, who is required to wear ","a. An employee, who is required to wear protective clothing and overalls by\nnature of his\u002Fher job in accordance with the provisions of Occupational Safety\nand Health Act of 2007 shall be issued with two sets of such free of charge by\nthe company per year unless they are worn out.\n\nb.The company provides one bar soap per month for washing of the uniform.",{"bindId":103,"name":104,"text":105},"paidpaternityleavepay","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave with full pay\nand shall be required to produce notification of birth. The male employees\nshall register their spouses with the management in advance.",{"bindId":107,"name":50,"text":108},"contracttrial","(a) Probationary period shall be the first six months from the date of\nemployment and during this period either party may terminate the contract by\ngiving 48 hours notice in writing or pay in lieu of notice.\n\n(b) Upon completion of the probationary period, the employee shall be\nconfirmed in the appointment in writing.",{"bindId":110,"name":54,"text":111},"sicknesspay","After two months continuous service with the company an employee shall be\nentitled to a maximum of thirty (30 days) days sick leave with full pay and\nthereafter to a maximum of 15 days sick leave with half pay in each period of\n12 months consecutive service.\n\n\n\nThe employee shall be required to produce a certificate of incapacity\nconvening the period of sick leave claim signed by a qualified medical\npractitioner.",{"bindId":113,"name":92,"text":93},"SCHEDULE_trigger",{"bindId":115,"name":104,"text":116},"paidpaternityleave","A male employee shall be entitled to two weeks paternity leave with full pay\nand shall be required to produce notification of birth. The male employees\nshall register their spouses with the management in advance.\n\n\n\nThe employee shall only take once paternity leave per year.",{"bindId":118,"name":92,"text":93},"schedulesrestpw",{"bindId":120,"name":80,"text":121},"LOWWAGE_trigger","30. BASIC MINIMUM WAGES :\n\n\n  \n  \n  \n  \n    \n      JOB TITLE\n      WAGES\n    \n    \n      General Labourers, Cleaners, Sweepers\n      Kshs..9,781\u002F=\n    \n    \n      Turn Boys\n      Kshs..10,564\u002F=\n    \n    \n      Machine Attendants \n      Kshs..11,086\u002F=\n    \n    \n      Drivers – Cars and Light Vans\n      Kshs..13,202\u002F=\n    \n    \n      Drivers – Medium Sized Vehicles\n      Kshs..16,603\u002F=\n    \n    \n      Drivers – Heavy Commercial Vehicles \n      Kshs..22,071\u002F=",{"bindId":123,"name":124,"text":125},"coverunion_trigger","Terms and conditions of employment set o","Terms and conditions of employment set out in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the Recognition Agreement and as provided by the current FKE\u002FCOTU (K)\nAgreement.",{"bindId":127,"name":128,"text":129},"contractseverancepay1","IV. Severance pay at the rate of 16 days","IV. Severance pay at the rate of 16 days for each completed year of\nservice.",{"bindId":131,"name":132,"text":133},"bankholidays1","An employee shall be entitled to Gazeted","An employee shall be entitled to Gazeted Public Holidays with full pay\nprovided that an employee who is required to work on such holidays shall be\npaid overtime or be given the day as leave with full pay.",{"bindId":135,"name":76,"text":136},"paidmaternityleavepay","A female employee shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her annual leave for that year.\n\nThe employee shall be required to produce a notification letter to the\nmanagement 7 days before she leaves; and produce notification of birth when she\nis back to duty.",{"bindId":138,"name":54,"text":55},"sicknessmaxdays",{"bindId":140,"name":76,"text":136},"paidmaternityleave",{"bindId":142,"name":128,"text":129},"contractseverancepay",{"bindId":144,"name":145,"text":146},"PAIDLEAV_trigger","a. After twelve consecutive months of se","a. After twelve consecutive months of service an employee shall be entitled\nto 21 working days leave with full pay.\n\nb. Where employment of an employee is terminated after completion of two\nconsecutive months of service with the company he or she shall be paid pro-rata\nleave at the rate of one and three quarter days of leave with full pay per\nmonth.",{"bindId":148,"name":104,"text":105},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Great Yaduo Industries Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of leather and related products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Great Yaduo Industries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Shoe and Leather Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 24 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 50 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 14 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 9781.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-07\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 200.0\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",[154],{"title":37,"slug":33},[156],{"type":157,"data":158},"call_to_action_body_block",{"title":159,"description":160,"variant":161,"link":162},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":159,"url":163,"description":159,"rel":164,"type":165},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[167],{"type":157,"data":168},{"title":159,"description":160,"variant":161,"link":169},{"title":159,"url":163,"description":159,"rel":164,"type":165},[]]