[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-hall-equatorial-limited-and-kenya-engineering-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":148,"content_type_view":149,"extra_breadcrumbs":150,"body":152,"body_blocks":163,"related_pages":167},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":146,"translations":147},{"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-hall-equatorial-limited-and-kenya-engineering-workers-union-","7b968982-c801-11e4-820e-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-hall-equatorial-limited-and-kenya-engineering-workers-union-\u002Fcollective-bargaining-agreement-between-hall-equatorial-limited-and-kenya-engineering-workers-union-\u002F","Collective Bargaining Agreement between Hall Equatorial Limited and Kenya Engineering Workers Union - 2014","KEN Hall Equatorial Limited - 2007","Kenya - KEN Hall Equatorial Limited - 2007","KEN Hall Equatorial Limited - 2007 - Manufacturing",{"name":41,"data":42},"HALL EQUATORIAL 2014.html","\n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT Between HALL EQUATORIAL LIMITED And KENYA\nENGINEERING WORKERS UNION \u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The Company and the Union, meeting in free heart and voluntary association,\nagree to and enter in the following agreement between them at the joint\nnegotiation committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. SCOPE OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be observed in respect of employees of the company\nother than those who are excluded by the terms of the current Industrial\nRelations Charter.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. DEFINITION OF EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>It is understood and agreed that the word “employee” in this agreement\nshall cover all employees who are represented by the Union, and it shall mean\nboth males and females unless specifically stated otherwise.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. JOB EVALUATION\u003C\u002Fh3>\n\n\u003Cp>The parties agreed to embark on a job evaluation exercise and to implement\nthe outcome.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. PRODUCTIVITY\u003C\u002Fh3>\n\n\u003Cp>The Kenya Engineering Workers Union and Hall Equatorial Limited accept the\nneed for increasing productivity in the company and agree to co-operate in\norder to achieve this goal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>The basic minimum wages, exclusive of house allowance element, shall be\neffective from 1st January 2007 being 6% above the legal order and further 6%\nabove the basic minimum effective from 1st January 2008 as calculated here\nbelow:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2007\u003C\u002Ftd>\n      \u003Ctd>2008\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade I\u003C\u002Ftd>\n      \u003Ctd>Baggage Porter, Cleaner, Sanitary Sweeper, Garden Sweeper, Linen\n        Porter Attendant, office Cleaner, Store Porter, Office Messenger,\n        Porter Still Room, General Labourer, Hand Helper, Day Watchman Room\n      \u003C\u002Ftd>\n      \u003Ctd>4,750\u002F-\u003C\u002Ftd>\n      \u003Ctd>4,850\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade II\u003C\u002Ftd>\n      \u003Ctd>Turn Boy, Logger, Line Curter, Doorman, \u003C\u002Ftd>\n      \u003Ctd>5,150\u002F-\u003C\u002Ftd>\n      \u003Ctd>5,250\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade III\u003C\u002Ftd>\n      \u003Ctd>Night Watchman, Boiler Man, Floor Supervisor, Store Supervisor, \u003C\u002Ftd>\n      \u003Ctd>5,300\u002F-\u003C\u002Ftd>\n      \u003Ctd>5,400\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IV\u003C\u002Ftd>\n      \u003Ctd>Assistant Tailor, Industrial Canteen, Slot Machine Operator.\u003C\u002Ftd>\n      \u003Ctd>5,400\u002F-\u003C\u002Ftd>\n      \u003Ctd>5,500\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade V\u003C\u002Ftd>\n      \u003Ctd>Laundry Operator, Junior Clerk, Ledger Clerk, Reservation Clerk,\n        Machine Operator, Machine Setter, Time Keeper, Night Auditor\u003C\u002Ftd>\n      \u003Ctd>6,150\u002F-\u003C\u002Ftd>\n      \u003Ctd>6,250\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade VI\u003C\u002Ftd>\n      \u003Ctd>Typist Operator, Driver Car, Light Van, Typist Over 40 wpm, Ungraded\n        Artisan, Shorthand Typist.\u003C\u002Ftd>\n      \u003Ctd>6,400\u002F-\u003C\u002Ftd>\n      \u003Ctd>6,500\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade VII\u003C\u002Ftd>\n      \u003Ctd>General Clerk, Telephone Operator, Receptionist. Store Keeper, Shift\n        Header, Machine Operator, Revenue Controller, Account Clerk, \u003C\u002Ftd>\n      \u003Ctd>7,300\u002F\u003C\u002Ftd>\n      \u003Ctd>7,400\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade VIII\u003C\u002Ftd>\n      \u003Ctd>Driver Medium Sized Vehicle, Head Boat, Port Steward, Artisan Grade\n        Test III, Tailor\u003C\u002Ftd>\n      \u003Ctd>8,000\u002F-\u003C\u002Ftd>\n      \u003Ctd>8,100\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IX\u003C\u002Ftd>\n      \u003Ctd>Artisan Grade II, Dryer Controller, Tractor Driver, Salesman, Senior\n        Accountant\u003C\u002Ftd>\n      \u003Ctd>8,800\u002F-\u003C\u002Ftd>\n      \u003Ctd>8,900\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade X\u003C\u002Ftd>\n      \u003Ctd>Saw Doctor, Care Taker Building\u003C\u002Ftd>\n      \u003Ctd>9,750\u002F-\u003C\u002Ftd>\n      \u003Ctd>9.850\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade XI\u003C\u002Ftd>\n      \u003Ctd>Cashier, Driver of Heavy Commercial Vehicle, Artisan Grade I, Sales\n        Man Driver\u003C\u002Ftd>\n      \u003Ctd>11,500\u002F-\u003C\u002Ftd>\n      \u003Ctd>11,600\u002F-\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees not housed by their employer shall be entitled to a house\nallowance of 15% of their basic salary subject to a minimum of Kshs.2000\u002F- for\nthe 1st year and Kshs.3,000\u002F- for the second year.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>All employees shall normally be required to work for a total of 45 hours\nspread over six days per week. Hours worked in excess of this number shall be\npaid as overtime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Day Watchman will work 48 hours a week\u003C\u002Fp>\n\n\u003Cp>Night Watchman will work 54 hours a week\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>The following overtime rates will apply:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal working days Time and half i.e. hourly rate plus\u003C\u002Fp>\n\n\u003Cp>One half of hourly rate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rest days.........................Double time the hourly rate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Gazetted Public Holidays................Double time or be granted a paid day\noff in lieu of the holiday\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purpose of calculating payment for overtime in accordance with\nClause (7) of this Agreement, the normal hourly rate of wages shall be deemed\nto be not less than one hundred and ninety five (1\u002F195) of the employee’s\nbasic monthly wage as the case may be.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For Security Staff, overtime shall be paid when a member of the security\nstaff works on his “rest” day or on a public holiday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. SHIFT DIFFERENTIAL\u003C\u002Fh3>\n\n\u003Cp>Where the company operates a three 8-hour shift roster, employees whose\nshift starts or terminates at night shall receive, in addition to their normal\nearnings, a night shift allowance of Kshs.12\u002F= (twelve shillings) per hour for\nany shift hours worked between 6.00 p.m. and 6.00 a.m. only. When the company\noperates two 12-hour shifts, employees on the night shift shall receive in\naddition to their normal earnings a night shift allowance of Kshs.12\u002F= (twelve\nshillings) per hour for 8 (eight) of the hours worked between 6.00 p.m. and\n6.00 a.m. and the remaining 4 (four) hours of the shift shall qualify for\novertime rate. The shift differential allowance shall not be paid for hours\nworked for as overtime.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Twenty-six (26) working days, excluding rest days and gazetted public\nholidays shall be granted on completion of each twelve months service and this\nwill be on anniversary date of engagement of an employee subject to the\nemployer’s convenience.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee shall be given compassionate leave or leave of absence at the\ndiscretion of the company. Such leave shall not normally be refused or delayed\nand shall be either unpaid for shall be set off against his\u002Fher annual leave\nfor the current year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Absence from work for the purpose of religious observance may be treated\nunder this heading\u003C\u002Fp>\n\n\u003Cp>(ii) Compassionate leave shall not be granted in excess of one’s annual\nleave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. SICK LEAVE PAY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>An employee who is unable to carry out his duties by reasons of sickness\nshall be entitled, in any period of twelve months to full pay for a period of\ntotal of 60 days and half pay for a period of total 60 days; provided that the\nemployee produces a medical certificate from a medical practitioner justifying\nto the need for such absence\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>An employee whose illness or injury is contracted during any period when the\nemployee is in the place of employment shall be entitled to full pay until\nhe\u002Fshe recovers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>The provision of the Employment Act 2007, shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. OVERALLS AND UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>(a) All technical employees will be issued with two (2) pairs of overalls to\nbe replaced on yearly basis. Stores staff and technical supervisory staff will\nbe issued with two (2) pairs of dustcoats every year or any other reasonable\nclothe for other employees like drivers and messengers.\u003C\u002Fp>\n\n\u003Cp>(b) Employees provided with uniforms\u002Fdust coats will be provided with one\nkilo of washing soap per month except where the clothing is laundered by the\ncompany.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Protective Clothing as required under the OSH Act will be issued to all\nemployees who are required to wear them.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. TRANSPORT FOR EMPLOYEES LEAVING WORK BETWEEN 7 P.M. AND 6 A.M.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The employer shall provide free transport for any employee leaving work\nbetween 7.00 p.m. to 6.00 a.m. or transport cost but not more than Kshs.150\u002F-\nper day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. WARNING LETTER\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misconduct, which in the opinion of the employer does not warrant\ndismissal\u002Ftermination, shall be warned in writing and the following procedure\nshall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first warning shall be entered in the employee’s employment record\nand the shopsteward of his\u002Fher union shall be informed immediately by giving\nhim\u002Fher a copy.\u003C\u002Fp>\n\n\u003Cp>(b) The second warning shall be copied to the shopsteward and the Area\nSecretary.\u003C\u002Fp>\n\n\u003Cp>(c) The third warning shall be copied to the shopsteward and the General\nSecretary.\u003C\u002Fp>\n\n\u003Cp>(d) An employee who has received three warnings and commits a fourth offence\nis liable to dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an employee completes twelve (12) months from the date of the last\nwarning without further offence, all the warnings in his\u002Fher employment record\nshall be expunged.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All warnings given shall be subject to written appeal by the employee to the\nmanagement within seven (7) days.\u003C\u002Fp>\n\n\u003Cp>If Management fails to communicate within seven (7) days from the date of\nappeal, the warning will be deemed to have been withdrawn.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. SHOPSTEWARDS’ RIGHTS\u003C\u002Fh3>\n\n\u003Cp>The shopsteward while representing the interests of other union members\nduring scheduled meetings will not be victimized. Company permission should be\nsought well in advance for attendance of such meetings.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>Where an employee is suspected to have committed an offence which requires\ninvestigation he\u002Fshe shall be suspended for a period of twenty one (21) working\ndays, during which investigation would have been completed and he\u002Fshe shall be\npaid a half of his basic pay. If the investigation involved the police and\nthereafter proceeds beyond 21 days, the suspended employee shall continue\nreceiving half his basic pay until the case is finally decided.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is further agreed that if the employee is found innocent, he\u002Fshe shall be\nreinstated with full benefits from the date of his suspension, but if the\nemployee is found guilty, he\u002Fshe shall be summarily dismissed with effect from\nthe date of his\u002Fher suspension.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. RETIREMENT BENEFITS (GRATUITY SCHEME)\u003C\u002Fh3>\n\n\u003Cp>The compulsory retirement age shall be 60 years. Employees shall retire\nvoluntarily at 55 years of age.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employee shall be entitled to 20 days pay per completed year of\nservice as retirement benefit.\u003C\u002Fp>\n\n\u003Cp>(b) The employee’s years of this scheme will be counted from the date of\nengagement.\u003C\u002Fp>\n\n\u003Cp>(c) An employee whose services are terminated on medical grounds, death or\nnormal termination initiated by either party shall be entitled to the\ngratuity.\u003C\u002Fp>\n\n\u003Cp>(d) An employee who loses his\u002Fher job on justified disciplinary ground will\nnot be entitled to benefit from this scheme.\u003C\u002Fp>\n\n\u003Cp>(e) Where an employee has a provident or pension fund, an employee will be\nentitled to benefit either from such fund or this gratuity scheme whichever is\nmore favourable.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Employment may be terminated by either party by giving notice in writing or\npayment in lieu of notice as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) From 1 to 5 years-One month notice in writing or by the payment of one\nmonth’s salary in lieu\u003C\u002Fp>\n\n\u003Cp>(ii) From 6 to 10 years-Two month’s notice in writing or by the payment of\ntwo month’s salary in lieu\u003C\u002Fp>\n\n\u003Cp>(iii) Ten years and aboveTwo months and a half notice in writing or by the\npayment of two and a half months salary in lieu.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. PROBATION PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>The probation period shall be three calendar months. During the period of\nprobation the employment may be terminated by giving notice as follows:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i) During 1st and 2nd months – 15 days notice in writing or payment in\nlieu.\u003C\u002Fp>\n\n\u003Cp>(ii) During the 3rd month – 30 days notice in writing or payment in\nlieu\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. MEDICAL BENEFITS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medical benefits shall be as per the provision of the Employment Act, 2007\nMedical Treatment Rules Legal Notice No. 157\u002F1977. Emergency cases could be\nattended at private hospitals\u002Fclinics and then be referred to a Government\nhospital.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. SUPPLY OF MILK\u003C\u002Fh3>\n\n\u003Cp>One litre of milk shall be provided to employees who work where there are\nfumes and excessive heat like paint rooms. For other employees two cups of tea\nwill be provided at 10.00 a.m. and 4.00 p.m.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>When proceeding on annual leave, the employee shall be entitled to\nKshs.1,800\u002F- (One thousand Eight hundred) as leave travelling allowance for the\n1st year and Kshs.2,000\u002F=(Two Thousands) in the 2nd Year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27. CASUAL EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>(i) A casual employee who has completed 3 months continuous service with the\ncompany shall be confirmed into permanent employment.\u003C\u002Fp>\n\n\u003Cp>(ii) For the purpose of working out the daily rates pay for a casual worker,\nthe consolidated monthly minimum wage applicable to permanent employee in\nvarious grades under the agreement shall be divided by 26 (twenty six) days.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. PERMANENT TRANSFER\u003C\u002Fh3>\n\n\u003Cp>Where an employee is permanently transferred from a branch of the company to\nanother not within the same town or city, he will be entitled to kshs.10,000\u002F-\ndisturbance allowance payable once to cover permanent transfer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) Definition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the purpose of this agreement, redundancy shall mean loss of employment\nthrough no fault of the employee.\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same nature or grade. If the alternative employment is not acceptable to\nthe employee concerned, he will be classified as redundant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Consultation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When cases of redundancy arise, the method of dealing with the problem\nshould be discussed with the Union in line with the statutory requirements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Selection of redundant employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In deciding which employee shall be declared redundant, the company will\nassess the relative merits and ability of the affected employee, but when these\nfactors are equal, the discharge will be on basis of seniority. Membership or\nnon-membership of the union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given priority in consideration for\nre-engagement by the company should a vacancy arise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Entitlement of redundant employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe shall be\nentitled to:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) 1-10 years service-2 months notice or pay in lieu thereof\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)Over 10 years-3 months notice in writing or pay in lieu thereof\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Payment of wages, overtime and any other remuneration which may be due\nto him\u002Fher may be calculated up to the date on which he\u002Fshe ceases\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Redundancy payment shall be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-5 years-20 working days per each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Above 5 years-22 working days per each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) Pro-rata Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In cases of termination of service on grounds of redundancy prior to the\ncompletion of one year’s unbroken service, the employee shall be entitled to\npayment for the number of working days proportionate to his leave earning\nperiod with the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(vi)Where an employee is a member of Provident or Pension Fund, an employee\nwill be entitled to benefits either from such a fund or gratuity scheme (as\nagreed) whichever is more favourable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who is required to perform work away from his principle\nplace of work (outside Nairobi boundaries) shall be entitled to be paid\nsubsistence allowances as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Breakfast..........................Kshs.200.00\u003C\u002Fp>\n\n\u003Cp>(ii) Lunch..............................Kshs.300.00\u003C\u002Fp>\n\n\u003Cp>(iii) Dinner..........................Kshs.400.00\u003C\u002Fp>\n\n\u003Cp>(iv) Accommodation..........kshs.1,000.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Subsistence allowance payable under paragraph (a) of this clause shall\ncease to be payable to an employee after thirty consecutive days absence from\nNairobi City. The above allowance will not be payable when the employer\nprovides the meals and accommodation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee who is required to perform duties outside his\u002Fher principle\nplace of work within the city boundaries shall be entitled to Kshs.250\u002F- to\ncater for his\u002Fher transport and lunch being Kshs.125\u002F= for transport and\nKshs.125\u002F= for lunch.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31. TRAINING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Any employee under training shall be issued with a signed letter stating:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Period of training\u003C\u002Fp>\n\n\u003Cp>(ii) Institution training will be as per the set period of training\u003C\u002Fp>\n\n\u003Cp>(iii) Benefits will be paid as laid down in the Industrial Training Act\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32. TOOLS\u003C\u002Fh3>\n\n\u003Cp>Appropriate tools for the job shall be provided by the Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>33.PROMOTION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where vacancies of a promotional nature arise the Company will give priority\nto existing employees, taking into such consideration as relative ability,\nexperience, qualifications and length of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>34.ACTING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee acting in higher grade for reasons other than for the purpose of\ntraining shall be paid the rate for the job for the higher grade. Such acting\nallowance shall be payable after an employee has acted for more than 7 days.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>35. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>(i) An employee who suffers temporary disability as a result of an accident\noutside working hours will be entitled to sick leave benefit in accordance with\nsick leave clause of this agreement, on production of medical certificate from\na recognized practitioner and provided that such injury is not self inflicted\nor the employee has not contributed towards such injury due to his\u002Fher\nnegligence.\u003C\u002Fp>\n\n\u003Cp>(ii) The provisions of Work Injury Benefits Act shall be observed in respect\nof the injuries sustained out and in the course of an employer’s duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>36. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) When death of an employee occurs, the Company will contribute\nKshs.25,000\u002F- towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>(b) Two employees who shall accompany the deceased’s body and who will\nrepresent the company at the burial shall be accorded leave of absence with\nfull pay and the company will cater for their costs.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>37. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be issued with a Certificate of Service as per\nprovision of section 51 of the Employment Act 2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>38. APPOINTMENT LETTERS\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Every employee shall be issued with appointment letter specifying\ninter-alia:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Terms and conditions of service\u003C\u002Fp>\n\n\u003Cp>(ii) His\u002Fher grade\u003C\u002Fp>\n\n\u003Cp>(iii) Date of commencement\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>39. ABUSIVE LANGUAGE\u003C\u002Fh3>\n\n\u003Cp>Either party shall not use abusive language at the work place.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>40. MID-MONTH ADVANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>All unionsable employees shall be paid their mid-month advances on or before\nthe 15th day of every month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>41. GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype\">\u003Cp>(a) All Unionisable employees who have been in service of the company as at\n31st December 2006 shall get a wage increase of 9% their actual earnings\neffective from 1st January 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) All unionisable employees who shall be in the service of the company\nwill be given further wage increase of 9% on their wage to cover the succeeding\ntwelve months effective from 1st January 2008.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>42. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st January 2007 and shall remain in\nforce for a period of 24 months from that date. Thereafter it shall continue in\nforce indefinitely until either party, by giving three months notice in\nwriting, signifies a wish to amend the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AN ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>A.K. KURJIJASON KISIA\u003C\u002Fp>\n\n\u003Cp>DIRECTORACCOUNTANT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………..………………………………\u003C\u002Fp>\n\n\u003Cp>CHARLES NATILIFREDRICK O ODINDO\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARYASS. GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>A.O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED THIS ………………. DAY OF …………………. 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"trainingprogrammes":48,"contracttrialperiod":52,"wageincreasetype":56,"WAGES_determined":60,"ONCERISE_trigger":64,"dayspweek":68,"hourspweek_select":72,"childcare":75,"STRUCINCR_trigger":79,"funeralpay":82,"trainingfund":86,"pensionfund":88,"OVERTIME_trigger":92,"holidaysdays":96,"healthcareaccess":100,"annleaveallowancetype":104,"COMMUTE_trigger":108,"ANNLEAVE_trigger":112,"healthandsafetypolicy":114,"contracttrial":118,"sicknesspay":121,"dayspweek_select":125,"paidpaternityleave":127,"LOWWAGE_trigger":131,"wageincreasefirmperformance":135,"sicknessmaxdays":137,"paidmaternityleave":140,"PAIDLEAV_trigger":142,"paidpaternityleaveduration":144},{"bindId":45,"name":46,"text":47},"disabilitypay","(i) An employee who suffers temporary di","(i) An employee who suffers temporary disability as a result of an accident\noutside working hours will be entitled to sick leave benefit in accordance with\nsick leave clause of this agreement, on production of medical certificate from\na recognized practitioner and provided that such injury is not self inflicted\nor the employee has not contributed towards such injury due to his\u002Fher\nnegligence.\n\n(ii) The provisions of Work Injury Benefits Act shall be observed in respect\nof the injuries sustained out and in the course of an employer’s duty.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","Any employee under training shall be iss","Any employee under training shall be issued with a signed letter stating:\n\n\n\n(i) Period of training\n\n(ii) Institution training will be as per the set period of training\n\n(iii) Benefits will be paid as laid down in the Industrial Training Act",{"bindId":53,"name":54,"text":55},"contracttrialperiod","The probation period shall be three cale","The probation period shall be three calendar months. During the period of\nprobation the employment may be terminated by giving notice as follows:",{"bindId":57,"name":58,"text":59},"wageincreasetype","(a) All Unionisable employees who have b","(a) All Unionisable employees who have been in service of the company as at\n31st December 2006 shall get a wage increase of 9% their actual earnings\neffective from 1st January 2007.",{"bindId":61,"name":62,"text":63},"WAGES_determined","Every employee shall be issued with appo","Every employee shall be issued with appointment letter specifying\ninter-alia:\n\n\n\n(i) Terms and conditions of service\n\n(ii) His\u002Fher grade\n\n(iii) Date of commencement",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","All unionsable employees shall be paid t","All unionsable employees shall be paid their mid-month advances on or before\nthe 15th day of every month.",{"bindId":69,"name":70,"text":71},"dayspweek","All employees shall normally be required","All employees shall normally be required to work for a total of 45 hours\nspread over six days per week. Hours worked in excess of this number shall be\npaid as overtime.",{"bindId":73,"name":70,"text":74},"hourspweek_select","All employees shall normally be required to work for a total of 45 hours\nspread over six days per week. Hours worked in excess of this number shall be\npaid as overtime.\n\n\n\nDay Watchman will work 48 hours a week\n\nNight Watchman will work 54 hours a week",{"bindId":76,"name":77,"text":78},"childcare","An employee shall be given compassionate","An employee shall be given compassionate leave or leave of absence at the\ndiscretion of the company. Such leave shall not normally be refused or delayed\nand shall be either unpaid for shall be set off against his\u002Fher annual leave\nfor the current year.\n\n\n\nNote:\n\n\n\n(i) Absence from work for the purpose of religious observance may be treated\nunder this heading\n\n(ii) Compassionate leave shall not be granted in excess of one’s annual\nleave entitlement.",{"bindId":80,"name":58,"text":81},"STRUCINCR_trigger","(a) All Unionisable employees who have been in service of the company as at\n31st December 2006 shall get a wage increase of 9% their actual earnings\neffective from 1st January 2007.\n\n(b) All unionisable employees who shall be in the service of the company\nwill be given further wage increase of 9% on their wage to cover the succeeding\ntwelve months effective from 1st January 2008.",{"bindId":83,"name":84,"text":85},"funeralpay","(a) When death of an employee occurs, th","(a) When death of an employee occurs, the Company will contribute\nKshs.25,000\u002F- towards funeral expenses.\n\n(b) Two employees who shall accompany the deceased’s body and who will\nrepresent the company at the burial shall be accorded leave of absence with\nfull pay and the company will cater for their costs.",{"bindId":87,"name":50,"text":51},"trainingfund",{"bindId":89,"name":90,"text":91},"pensionfund","(vi)Where an employee is a member of Pro","(vi)Where an employee is a member of Provident or Pension Fund, an employee\nwill be entitled to benefits either from such a fund or gratuity scheme (as\nagreed) whichever is more favourable.",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","The following overtime rates will apply:","The following overtime rates will apply:\n\n\n\nNormal working days Time and half i.e. hourly rate plus\n\nOne half of hourly rate\n\n\n\nRest days.........................Double time the hourly rate\n\n\n\nGazetted Public Holidays................Double time or be granted a paid day\noff in lieu of the holiday\n\n\n\nFor the purpose of calculating payment for overtime in accordance with\nClause (7) of this Agreement, the normal hourly rate of wages shall be deemed\nto be not less than one hundred and ninety five (1\u002F195) of the employee’s\nbasic monthly wage as the case may be.\n\n\n\nFor Security Staff, overtime shall be paid when a member of the security\nstaff works on his “rest” day or on a public holiday.",{"bindId":97,"name":98,"text":99},"holidaysdays","Twenty-six (26) working days, excluding ","Twenty-six (26) working days, excluding rest days and gazetted public\nholidays shall be granted on completion of each twelve months service and this\nwill be on anniversary date of engagement of an employee subject to the\nemployer’s convenience.",{"bindId":101,"name":102,"text":103},"healthcareaccess","Medical benefits shall be as per the pro","Medical benefits shall be as per the provision of the Employment Act, 2007\nMedical Treatment Rules Legal Notice No. 157\u002F1977. Emergency cases could be\nattended at private hospitals\u002Fclinics and then be referred to a Government\nhospital.",{"bindId":105,"name":106,"text":107},"annleaveallowancetype","When proceeding on annual leave, the emp","When proceeding on annual leave, the employee shall be entitled to\nKshs.1,800\u002F- (One thousand Eight hundred) as leave travelling allowance for the\n1st year and Kshs.2,000\u002F=(Two Thousands) in the 2nd Year.",{"bindId":109,"name":110,"text":111},"COMMUTE_trigger","The employer shall provide free transpor","The employer shall provide free transport for any employee leaving work\nbetween 7.00 p.m. to 6.00 a.m. or transport cost but not more than Kshs.150\u002F-\nper day.",{"bindId":113,"name":106,"text":107},"ANNLEAVE_trigger",{"bindId":115,"name":116,"text":117},"healthandsafetypolicy","Protective Clothing as required under th","Protective Clothing as required under the OSH Act will be issued to all\nemployees who are required to wear them.",{"bindId":119,"name":54,"text":120},"contracttrial","The probation period shall be three calendar months. During the period of\nprobation the employment may be terminated by giving notice as follows:\n\n(i) During 1st and 2nd months – 15 days notice in writing or payment in\nlieu.\n\n(ii) During the 3rd month – 30 days notice in writing or payment in\nlieu",{"bindId":122,"name":123,"text":124},"sicknesspay","An employee who is unable to carry out h","An employee who is unable to carry out his duties by reasons of sickness\nshall be entitled, in any period of twelve months to full pay for a period of\ntotal of 60 days and half pay for a period of total 60 days; provided that the\nemployee produces a medical certificate from a medical practitioner justifying\nto the need for such absence\n\nAn employee whose illness or injury is contracted during any period when the\nemployee is in the place of employment shall be entitled to full pay until\nhe\u002Fshe recovers.",{"bindId":126,"name":70,"text":71},"dayspweek_select",{"bindId":128,"name":129,"text":130},"paidpaternityleave","The provision of the Employment Act 2007","The provision of the Employment Act 2007, shall apply.",{"bindId":132,"name":133,"text":134},"LOWWAGE_trigger","The basic minimum wages, exclusive of ho","The basic minimum wages, exclusive of house allowance element, shall be\neffective from 1st January 2007 being 6% above the legal order and further 6%\nabove the basic minimum effective from 1st January 2008 as calculated here\nbelow:",{"bindId":136,"name":58,"text":81},"wageincreasefirmperformance",{"bindId":138,"name":123,"text":139},"sicknessmaxdays","An employee who is unable to carry out his duties by reasons of sickness\nshall be entitled, in any period of twelve months to full pay for a period of\ntotal of 60 days and half pay for a period of total 60 days; provided that the\nemployee produces a medical certificate from a medical practitioner justifying\nto the need for such absence",{"bindId":141,"name":129,"text":130},"paidmaternityleave",{"bindId":143,"name":98,"text":99},"PAIDLEAV_trigger",{"bindId":145,"name":129,"text":130},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Hall Equatorial Limited - 2007\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2007-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2008-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of machinery and equipment\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                        Hall Equatorial 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 Engineering 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 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: → Insufficient data 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: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: →  %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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 1800.0\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: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 150.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[151],{"title":37,"slug":33},[153],{"type":154,"data":155},"call_to_action_body_block",{"title":156,"description":157,"variant":158,"link":159},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":156,"url":160,"description":156,"rel":161,"type":162},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[164],{"type":154,"data":165},{"title":156,"description":157,"variant":158,"link":166},{"title":156,"url":160,"description":156,"rel":161,"type":162},[]]