[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-sky-healthcare-limited-and-kenya-union-of-commercial-food-and-allied-workers-2014-":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":168,"content_type_view":169,"extra_breadcrumbs":170,"body":172,"body_blocks":183,"related_pages":187},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":166,"translations":167},{"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-sky-healthcare-limited-and-kenya-union-of-commercial-food-and-allied-workers-2014-","4eaa3ed0-1330-11e5-987c-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-sky-healthcare-limited-and-kenya-union-of-commercial-food-and-allied-workers-2014-\u002Fcollective-bargaining-agreement-between-sky-healthcare-limited-and-kenya-union-of-commercial-food-and-allied-workers-2014-\u002F","Collective Bargaining Agreement between Sky Healthcare Limited and Kenya Union of Commercial, Food and Allied Workers - 2014","KEN Sky Healthcare Limited - 2014","Kenya - KEN Sky Healthcare Limited - 2014","KEN Sky Healthcare Limited - 2014 - Healthcare, caring services, social work",{"name":41,"data":42},"SKY HEALTHCARE LIMITED CBA 2014.html","\n              \n              \n              \n              \n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>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 SKY HEALTHCARE LIMITED AND KENYA\nUNION OF COMMERCIAL, FOOD AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>The Parties to this Agreement, meeting together in free and voluntary\nassociation, here determined to regulate relations between them in the interest\nof promotion of Sound Industrial Relations, the Economic well being of the\nCompany and its workers and Management. In order to achieve these objectives\nthey have agreed to enter into the foregoing agreement to enter into the\nforegoing agreement freely and voluntarily negotiated between them at the Joint\nNegotiating Committee. The terms and conditions of Employment set out in the\nAgreement shall be observed by both parties and shall apply to all unionisable\nemployees of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. INTRODUCTION\u003C\u002Fh3>\n\n\u003Cp>a) The Memorandum of Agreement shall supersede all existing terms and\nconditions and shall apply to all Permanent Employees covered by this Agreement\nthroughout Kenya for all unionisable employees provided that where work of\nspecial or unusual character is required from an employee other than those\ndefined, any other terms and conditions maybe fixed by special agreement\nbetween the Union and The Company.\u003C\u002Fp>\n\n\u003Cp>b) On engagement, a regular employee shall be given a copy of this Agreement\nand will be required to sign a Certificate accepting its conditions. The\ndistribution of the copies of the CBA to Employees shall be undertaken by the\nshop stewards.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. PROBATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>a) Where an Employee is recruited in Employment he or she will be required\nto serve a probationary period of three months and the probationary period may\nbe extended for a further three months if not satisfactory.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b) During probationary period, either party may terminate the contract by\ngiving 7 days written notice or payment in lieu of Notice.\u003C\u002Fp>\n\n\u003Cp>c) Both appointments, on probation and subsequent confirmation shall be in\nwriting.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>a) The Normal working hours shall be 45 Hours spread over 6 days of the\nweek. The Management will where possible and practicable considering the work\nrequirements make arrangements for the forty five hours to be covered between\nMonday and Saturday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b) The times of beginning and ending of work shall be those stated on the\nofficial notice Board at the place of work.\u003C\u002Fp>\n\n\u003Cp>c) The hours of work may be varied according to the department’s\nrequirements such as shift work, always provided that the normal working hours\n(45) are not exceeded.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. PUNCTUALITY\u003C\u002Fh3>\n\n\u003Cp>a) Each employee shall be at his\u002Fher place of work promptly at his normal\nstarting time.\u003C\u002Fp>\n\n\u003Cp>b) An employee shall not normally absent himself or herself from his\u002Fher\nplace of work during working hours without permission from those placed in\nauthority over him\u002Fher.\u003C\u002Fp>\n\n\u003Cp>c) All delivery staff including drivers, motor bike rider and bicycle riders\nwill clock in and out both morning and afternoon. However, late deliveries will\nbe authorised by the Dispatch Manager and the delivery staff shall ensure that\nthe clients stamp and write the date and time the delivery was made to\ndetermine payments of overtime.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. OVERTIME PAYMENTS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>a) The Employer has the right to require an employee to work for more than\nthe (45) normal working hours, provided the employee wishing to be excused from\nworking the additional hours shall receive full consideration on production of\nthe reasons acceptable to the employer.\u003C\u002Fp>\n\n\u003Cp>b) For authorised overtime worked the employee shall be paid at the\nfollowing rates:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>i. For time worked in excess of the normal working hours per week one and\nhalf times the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>ii. For time worked on rest days and public holidays at twice the normal\nhourly rate or double rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Formula for calculating overtime is:-\u003C\u002Fp>\n\n\u003Cp>[Monthly Basic Rate x Overtime worked x (1.5 or 2)]: (divided by) 195\nHours\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An Employee on duty away from his\u002Fher normal place of works shall be paid\nSafari Allowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast-Kshs.200\u002F=\u003C\u002Fp>\n\n\u003Cp>Lunch-Kshs.300\u002F=\u003C\u002Fp>\n\n\u003Cp>Diner-Kshs.350\u002F=\u003C\u002Fp>\n\n\u003Cp>Accommodation-Kshs.1500\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where arrangements have been made to provide meals and accommodation to an\nEmployee no meals and accommodation allowances shall be paid.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>An employee shall be entitled to sick leave of 30 days with full pay and\nthereafter to sick leave of 30 days with half pay in a year on production of a\nmedical certificate of incapacity to work signed by a duly qualified medical\npractitioner or a person acting on the practioners behalf in charge of a\ndispensary or medical aid center.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. INJURY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>All cases of injuries sustained while on normal duties, the requirements of\nthe Work Injury Benefits Act – 2007 will prevail.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>A female Employee shall be entitled to three months maternity leave with\nfull pay and she shall not forfeit her annual leave for the year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>A male employee shall be entitled to two weeks Paternity Leave with full pay\non production of satisfactory proof of Paternity which should include the\nnotification of birth from the Hospital or a birth certificate and will be\nlimited to one spouse.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>On completion of twelve months continuous service, employees shall be\nentitled to twenty four (24) working days leave with full pay. The employees\nshall apply for the leave in writing and shall be approved subject to the\ncompany’s operating conditions.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee proceeding on annual leave shall be entitled Leave Travelling\nAllowance of Kshs.1900\u002F= once per year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desiring to take leave on compassionate grounds he\u002Fshe shall be\ngranted 10 days compassionate leave in a year to be recovered from the\nEmployees Annual Leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>When Gazetted Public Holidays occur during the period when an employee is\nway on annual leave, the day shall be in addition to the number of leave days\ntaken.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. TRANSFER \u002F DISTURBANCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>When an Employee is permanently transferred from one centre to another\ngeographical location outside the radius of 100 kms. for the continuance of\nhis\u002Fher employment, he shall be paid disturbance \u002F transfer allowance of\nKshs.8500\u002F=.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to act for a period of not less than 15 days\nin a grade for which the Basic Minimum wages provided within the CBA is higher\nthan his normal Basic wage he shall be paid an acting allowance at the rate not\nless than the differences between that higher Basic Minimum and his\u002Fher basic\nwage.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Where a vacancy of promotional nature arises, the Management shall first\nconsider the existing employees within the department or the group in which the\nvacancy has arisen taking into consideration the qualifications, ability,\nreliability, merit, experience and length of service. On Promotion the employee\nwill be paid the basic salary of the Higher grade and if his salary is above\nthe higher grade then he will be paid 10% of his basic salary on promotion\nwhere the existing employees do not meet the qualifications required the\nManagement will recruit from the open market.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. UNIFORMS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) Where the company requires uniforms to be provided it shall be a\ncondition of Employment that such uniforms must always be worn during working\nhours. The company will issue a bar of soap to an employee on monthly basis for\ncleaning purposes. It will be the responsibility of Individual Employees to\nensure that the uniform is always kept clean and pressed.\u003C\u002Fp>\n\n\u003Cp>b) All employees by nature of work will be required to wear uniforms or\nprotective clothing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Uniforms issued to the Employees remain the property of the company and\nno new issue of uniforms will be made until the previous issues are returned,\nold uniforms with company logos must be returned and will not be the property\nof the employee.\u003C\u002Fp>\n\n\u003Cp>d) Riders will be issued with one pair of rider boots as part of the\nuniforms.\u003C\u002Fp>\n\n\u003Cp>e) Employees will be issued with two pairs of uniform per year except for\nrider boots which will be provided to the riders only.\u003C\u002Fp>\n\n\u003Cp>f) On leaving employment the employee shall return the uniforms issued to\nhim.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\nan offence, which in the opinion of the employer does not warrant instant\ndismissal, shall be warned in writing. The following procedure shall be\nfollowed:-\u003C\u002Fp>\n\n\u003Cp>a) The first and second warning letters shall be recorded in the\nEmployee’s record and the shop steward of his union to be informed.\u003C\u002Fp>\n\n\u003Cp>b) If an Employee with three warnings recorded on his\u002Fher record commits a\nfourth offence, he or she shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>c) The third warning will be copied to the Secretary General of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>d) If an Employee completes 365 days from the date of the last warning\nletter without further fault, any warning recorded on his\u002Fher record will be\ncancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>a) Where an Employee is suspended of having committed an offence he shall be\nsuspended pending full investigation. The Investigation shall be carried out by\nthe company and the employee’s statement shall be recorded in the presence of\nthe shop steward.\u003C\u002Fp>\n\n\u003Cp>b) If it is proved that the Employee has committed an offence contrary to\nthe provisions of this Agreement he\u002Fshe will be dismissed or terminated as from\nthe date of suspension.\u003C\u002Fp>\n\n\u003Cp>c) If the offence is not proved the employee shall be re-instated in his\nposition with full salary and benefits.\u003C\u002Fp>\n\n\u003Cp>d) Suspension shall be without Pay and shall not exceed 30 consecutive days\nexcept where the investigation is being carried out by the police.\u003C\u002Fp>\n\n\u003Cp>e) If the Management is satisfied that misconduct has been committed, it can\ntake appropriate administrative action on the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>Either party may terminate employment contract by giving one months notice\nin writing or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>In cases of dismissal section 44 of Employment Act of 2007 shall apply.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. RETIREMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>a) The Normal Retirement age shall be 60 years.\u003C\u002Fp>\n\n\u003Cp>b) Where an Employee has been declare medically unfit to perform his\u002Fher\nregular duties by a qualified medical practioner, the company may retire such\nemployee on medical grounds.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>Where employment of an employee is to be terminated on account of redundancy\nthe following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>a) The Union to which the employee is a member and the labour officer of the\narea shall be notified in writing of the reasons for and the extent of the\nintended redundancy.\u003C\u002Fp>\n\n\u003Cp>b) The Management shall have due regard to seniority in time and to the\nskill, ability and reliability of each employee belonging to the particular\ncategory of employees affected by the redundancy, but generally to the\ndiscussion and agreement between the union and the management.\u003C\u002Fp>\n\n\u003Cp>c) No employee shall be placed at a disadvantage for being or not being a\nmember of a trade union.\u003C\u002Fp>\n\n\u003Cp>d) Any leave due to an employee who is declared redundant shall be paid in\ncash.\u003C\u002Fp>\n\n\u003Cp>e) A redundant employee shall be entitled to one month’s notice in writing\nor one month’s salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>f) An employee declared redundant shall be entitled to severance pay of 15\ndays per each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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 an employee dies while in the service of the company, the employer\nshall contribute Kshs.18,000\u002F= towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>b) Where the death of an employee is brought to the attention of the\nemployer, the employer shall as soon as practicable notify the labour officer\nof the area.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. MEDICAL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Every employee shall be entitled to an annual medical cover for self as per\nthe company’s medical scheme. The conditions and the limits to the service\nprovider shall prevail at all times.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. COMMUTER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-COMMUTE_trigger\">\u003Cp>All employees shall be entitled to payment of commuter. Allowance of\nKshs.1400\u002F= per month.\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-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>All unionisable employees who were in employment of the company by 1st\nJanuary 2014 shall receive a wage increase of 8% for the 1st year and a further\n9% for the 2nd year with effect from 1st January 2015.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be entitled to Housing Allowance of Kshs.2000\u002F= per\nmonth or 15% of the basic salary whichever is higher.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31. MINIMUM WAGES EXCLUSIVE OF HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>The minimum wages in this Collective bargaining Agreement shall always be\nKshs. 200\u002F= above the Government Minimum Wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NO. GRADE SALARY\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>1. Sweepers, Cleaners, General Labourers, Office and Delivery\nMessengersKshs.9,981\u002F=\u003C\u002Fp>\n\n\u003Cp>2. Junior Clerk, Self AttendantKshs.12,855\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3. Copy Typist, Driver (Cars, Light Vans), Motor RidersKshs.13,402\u002F=\u003C\u002Fp>\n\n\u003Cp>4. General Clerks, Telephone Operator,Receptiosnist, Store\nKeeper.Kshs.15,265\u002F=\u003C\u002Fp>\n\n\u003Cp>5. Drivers (Medium Sized Vehicles)Kshs.16,803\u002F=\u003C\u002Fp>\n\n\u003Cp>6. Salesman - TelesalesKshs.18,530\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32. EFFECTIVE DATE & DURATION\u003C\u002Fh3>\n\n\u003Cp>This Collective Bargaining Agreement shall be effective from 1st January\n2014 and shall remain in force for 2 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF SKY HEALTHCARE LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________________________\u003C\u002Fp>\n\n\u003Cp>RAJESH MAINIDIPAK H SACHANIA\u003C\u002Fp>\n\n\u003Cp>DIRECTORMANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF KUCFAW UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>______________________________________________________\u003C\u002Fp>\n\n\u003Cp>CHARLES EGESAALICE MUKHAVITIMOTHY W KILOMO\u003C\u002Fp>\n\n\u003Cp>FOR SECRETARY GENERALSECRETARY WORKS SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>COMMITTEE\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>MR.G.R. AMBUCHE (FKE)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED THIS DAY ............................ MONTH .........................\n2014\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"maternitydiscrimination":56,"wageincreaseperc1":58,"dayspweek":62,"hourspweek_select":66,"childcare":68,"STRUCINCR_trigger":72,"funeralpay":74,"contracttrialperiod":78,"maxsicknesspayperc":82,"pensionfund":86,"OVERTIME_trigger":90,"holidaysdays":94,"healthcareaccess":98,"healthinsurance":102,"COMMUTE_trigger":104,"SUNDAY_trigger":108,"ANNLEAVE_trigger":112,"healthandsafetypolicy":116,"overtimeallowanceperc1":120,"hourspweek":124,"contracttrial":126,"sicknesspay":128,"dayspweek_select":130,"SCHEDULE_trigger":132,"paidpaternityleave":134,"schedulesrestpw":138,"sicknessmaxdaysnr":140,"sundayallowanceperc1":142,"LOWWAGE_trigger":144,"annleaveallowanceamount1":148,"contractseverancepay1":150,"paidmaternityleavepay":154,"sicknessmaxdays":156,"paidmaternityleave":158,"contractseverancepay":160,"PAIDLEAV_trigger":162,"paidpaternityleaveduration":164},{"bindId":45,"name":46,"text":47},"disabilitypay","All cases of injuries sustained while on","All cases of injuries sustained while on normal duties, the requirements of\nthe Work Injury Benefits Act – 2007 will prevail.",{"bindId":49,"name":50,"text":51},"lowwageamount","1. Sweepers, Cleaners, General Labourers","1. Sweepers, Cleaners, General Labourers, Office and Delivery\nMessengersKshs.9,981\u002F=\n\n2. Junior Clerk, Self AttendantKshs.12,855\u002F=",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","A female Employee shall be entitled to t","A female Employee shall be entitled to three months maternity leave with\nfull pay and she shall not forfeit her annual leave for the year.",{"bindId":57,"name":54,"text":55},"maternitydiscrimination",{"bindId":59,"name":60,"text":61},"wageincreaseperc1","All unionisable employees who were in em","All unionisable employees who were in employment of the company by 1st\nJanuary 2014 shall receive a wage increase of 8% for the 1st year and a further\n9% for the 2nd year with effect from 1st January 2015.",{"bindId":63,"name":64,"text":65},"dayspweek","a) The Normal working hours shall be 45 ","a) The Normal working hours shall be 45 Hours spread over 6 days of the\nweek. The Management will where possible and practicable considering the work\nrequirements make arrangements for the forty five hours to be covered between\nMonday and Saturday.",{"bindId":67,"name":64,"text":65},"hourspweek_select",{"bindId":69,"name":70,"text":71},"childcare","An employee desiring to take leave on co","An employee desiring to take leave on compassionate grounds he\u002Fshe shall be\ngranted 10 days compassionate leave in a year to be recovered from the\nEmployees Annual Leave.",{"bindId":73,"name":60,"text":61},"STRUCINCR_trigger",{"bindId":75,"name":76,"text":77},"funeralpay","a) When an employee dies while in the se","a) When an employee dies while in the service of the company, the employer\nshall contribute Kshs.18,000\u002F= towards funeral expenses.\n\nb) Where the death of an employee is brought to the attention of the\nemployer, the employer shall as soon as practicable notify the labour officer\nof the area.",{"bindId":79,"name":80,"text":81},"contracttrialperiod","a) Where an Employee is recruited in Emp","a) Where an Employee is recruited in Employment he or she will be required\nto serve a probationary period of three months and the probationary period may\nbe extended for a further three months if not satisfactory.",{"bindId":83,"name":84,"text":85},"maxsicknesspayperc","An employee shall be entitled to sick le","An employee shall be entitled to sick leave of 30 days with full pay and\nthereafter to sick leave of 30 days with half pay in a year on production of a\nmedical certificate of incapacity to work signed by a duly qualified medical\npractitioner or a person acting on the practioners behalf in charge of a\ndispensary or medical aid center.",{"bindId":87,"name":88,"text":89},"pensionfund","a) The Normal Retirement age shall be 60","a) The Normal Retirement age shall be 60 years.\n\nb) Where an Employee has been declare medically unfit to perform his\u002Fher\nregular duties by a qualified medical practioner, the company may retire such\nemployee on medical grounds.",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","a) The Employer has the right to require","a) The Employer has the right to require an employee to work for more than\nthe (45) normal working hours, provided the employee wishing to be excused from\nworking the additional hours shall receive full consideration on production of\nthe reasons acceptable to the employer.\n\nb) For authorised overtime worked the employee shall be paid at the\nfollowing rates:\n\ni. For time worked in excess of the normal working hours per week one and\nhalf times the normal hourly rate.\n\nii. For time worked on rest days and public holidays at twice the normal\nhourly rate or double rate.\n\nFormula for calculating overtime is:-\n\n[Monthly Basic Rate x Overtime worked x (1.5 or 2)]: (divided by) 195\nHours",{"bindId":95,"name":96,"text":97},"holidaysdays","On completion of twelve months continuou","On completion of twelve months continuous service, employees shall be\nentitled to twenty four (24) working days leave with full pay. The employees\nshall apply for the leave in writing and shall be approved subject to the\ncompany’s operating conditions.",{"bindId":99,"name":100,"text":101},"healthcareaccess","Every employee shall be entitled to an a","Every employee shall be entitled to an annual medical cover for self as per\nthe company’s medical scheme. The conditions and the limits to the service\nprovider shall prevail at all times.",{"bindId":103,"name":100,"text":101},"healthinsurance",{"bindId":105,"name":106,"text":107},"COMMUTE_trigger","All employees shall be entitled to payme","All employees shall be entitled to payment of commuter. Allowance of\nKshs.1400\u002F= per month.",{"bindId":109,"name":110,"text":111},"SUNDAY_trigger","ii. For time worked on rest days and pub","ii. For time worked on rest days and public holidays at twice the normal\nhourly rate or double rate.",{"bindId":113,"name":114,"text":115},"ANNLEAVE_trigger","An employee proceeding on annual leave s","An employee proceeding on annual leave shall be entitled Leave Travelling\nAllowance of Kshs.1900\u002F= once per year.",{"bindId":117,"name":118,"text":119},"healthandsafetypolicy","a) Where the company requires uniforms t","a) Where the company requires uniforms to be provided it shall be a\ncondition of Employment that such uniforms must always be worn during working\nhours. The company will issue a bar of soap to an employee on monthly basis for\ncleaning purposes. It will be the responsibility of Individual Employees to\nensure that the uniform is always kept clean and pressed.\n\nb) All employees by nature of work will be required to wear uniforms or\nprotective clothing.",{"bindId":121,"name":122,"text":123},"overtimeallowanceperc1","i. For time worked in excess of the norm","i. For time worked in excess of the normal working hours per week one and\nhalf times the normal hourly rate.",{"bindId":125,"name":64,"text":65},"hourspweek",{"bindId":127,"name":80,"text":81},"contracttrial",{"bindId":129,"name":84,"text":85},"sicknesspay",{"bindId":131,"name":64,"text":65},"dayspweek_select",{"bindId":133,"name":110,"text":111},"SCHEDULE_trigger",{"bindId":135,"name":136,"text":137},"paidpaternityleave","A male employee shall be entitled to two","A male employee shall be entitled to two weeks Paternity Leave with full pay\non production of satisfactory proof of Paternity which should include the\nnotification of birth from the Hospital or a birth certificate and will be\nlimited to one spouse.",{"bindId":139,"name":110,"text":111},"schedulesrestpw",{"bindId":141,"name":84,"text":85},"sicknessmaxdaysnr",{"bindId":143,"name":110,"text":111},"sundayallowanceperc1",{"bindId":145,"name":146,"text":147},"LOWWAGE_trigger","The minimum wages in this Collective bar","The minimum wages in this Collective bargaining Agreement shall always be\nKshs. 200\u002F= above the Government Minimum Wages.\n\n\n\nNO. GRADE SALARY\n\n1. Sweepers, Cleaners, General Labourers, Office and Delivery\nMessengersKshs.9,981\u002F=\n\n2. Junior Clerk, Self AttendantKshs.12,855\u002F=\n\n3. Copy Typist, Driver (Cars, Light Vans), Motor RidersKshs.13,402\u002F=\n\n4. General Clerks, Telephone Operator,Receptiosnist, Store\nKeeper.Kshs.15,265\u002F=\n\n5. Drivers (Medium Sized Vehicles)Kshs.16,803\u002F=\n\n6. Salesman - TelesalesKshs.18,530\u002F=",{"bindId":149,"name":114,"text":115},"annleaveallowanceamount1",{"bindId":151,"name":152,"text":153},"contractseverancepay1","f) An employee declared redundant shall ","f) An employee declared redundant shall be entitled to severance pay of 15\ndays per each completed year of service.",{"bindId":155,"name":54,"text":55},"paidmaternityleavepay",{"bindId":157,"name":84,"text":85},"sicknessmaxdays",{"bindId":159,"name":54,"text":55},"paidmaternityleave",{"bindId":161,"name":152,"text":153},"contractseverancepay",{"bindId":163,"name":96,"text":97},"PAIDLEAV_trigger",{"bindId":165,"name":136,"text":137},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Sky Healthcare Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-12-31\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: → Healthcare, caring services, social work\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other activities of personal services\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                        Sky Healthcare Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Union of Commercial Food and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → 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: → 10 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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-01\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 1900.0\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: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 1400.0 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",[171],{"title":37,"slug":33},[173],{"type":174,"data":175},"call_to_action_body_block",{"title":176,"description":177,"variant":178,"link":179},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":176,"url":180,"description":176,"rel":181,"type":182},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[184],{"type":174,"data":185},{"title":176,"description":177,"variant":178,"link":186},{"title":176,"url":180,"description":176,"rel":181,"type":182},[]]