[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-members-of-the-sisal-growers-and-employers-association-kenya-and-the-kenya-plantation-and-agricultural-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-the-members-of-the-sisal-growers-and-employers-association-kenya-and-the-kenya-plantation-and-agricultural-workers-union","8cecc400-bef0-11e3-b7d9-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-the-members-of-the-sisal-growers-and-employers-association-kenya-and-the-kenya-plantation-and-agricultural-workers-union\u002Fcollective-bargaining-agreement-between-the-members-of-the-sisal-growers-and-employers-association-kenya-and-the-kenya-plantation-and-agricultural-workers-union\u002F","Collective Bargaining Agreement between the Members of the Sisal Growers and Employers Association (Kenya) and the Kenya Plantation and Agricultural Workers’ Union - 2013","KEN The Members of the Sisal Growers and Employers Association - 2013","Kenya - KEN The Members of the Sisal Growers and Employers Association - 2013","KEN The Members of the Sisal Growers and Employers Association - 2013 - Agriculture, forestry, fishing",{"name":41,"data":42},"SISAL EMPLOYERS CBA 2013.html","\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\u003Cp>EFFECTIVE JUNE 1ST 2013 – 31st MAY 2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN THE MEMBERS OF THE SISAL GROWERS\nAND EMPLOYERS ASSOCIATION (KENYA) AND THE KENYA PLANTATION AND AGRICULTURAL\nWORKERS’ UNION \u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment provided for in this Agreement shall\napply to all those categories of employees shown in Appendices “A’,\n‘B’, ‘C’ and ‘D’ to this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that the terms of this Agreement shall not apply to Supervisory\nStaff, who, for the purpose of this Agreement, shall be defined as those who\nexercise confidential, directive, administrative, representational and\nsupervisory functions and the lowest level of management to whom disciplinary\nmatters are referred and those others who have no effective power to hire and\nfire.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Agency fee to be implemented as per the law.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. PAYMENT OF WAGES\u003C\u002Fh3>\n\n\u003Cp>(i) Wages accrued in a given month shall be paid as soon after the end of\nthat month as is practicable. Wages will be paid once per month only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Provided that any time during the month advances may be made by mutual\narrangement, between the employer and an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>(iii) Employees in Appendices A, B and C shall be paid 22% wage increase\nspread over 2 years (1st year11%, 2nd year 11%) as set out in Appendices A, B\nand C of this Agreement. Employees in Appendix D shall be paid 22% wage\nincrease over 2 years (1st year 11%, 2nd year 11%) as set out in Appendix D.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cp>(i) The normal hours of work in respect of Watchmen, Stockmen and Herdsmen\nshall consist of 56 hours of work spread over six days of the week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>(ii) The normal hours of work in respect of all workers excluding those\nspecified under sub-paragraph (i) of this paragraph shall consist of 46 hours\nspread over six days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>(iii) Every employee shall be entitled to at least one rest day in every\nperiod of seven days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) In case of breakdown of machinery or inclement weather conditions, the\nprovisions of paragraph 5 (4) of the Agricultural Industry Order issued under\nthe Regulation of Wages and Terms and Conditions of Employment Act (Cap.229)\nshall apply.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. RATES OF OVERTIME\u003C\u002Fh3>\n\n\u003Cp>Overtime shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>(i) In respect of any time worked in excess of the normal hours of work per\nweek specified in Clause 3 of this Agreement, employees shall be paid overtime\nat one and a half times the basic hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(ii) In respect of any time worked on a rest day by employees in Appendices\nB, C and D daily rates of pay twice the basic hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) This clause shall not apply to those employees engaged in task work\nwhere they have failed to complete the standard task within the agreed hours of\nwork.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>(i) All employees shall be granted Public Holidays with pay at the basic\nrate on any public holidays that have been gazetted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the time being these are:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- New Year’s Day\u003C\u002Fp>\n\n\u003Cp>- Mashujaa Day\u003C\u002Fp>\n\n\u003Cp>- Good Friday\u003C\u002Fp>\n\n\u003Cp>- Idd Ul Fitr\u003C\u002Fp>\n\n\u003Cp>- Easter Monday\u003C\u002Fp>\n\n\u003Cp>- Jamhuri Day\u003C\u002Fp>\n\n\u003Cp>- Labour Day\u003C\u002Fp>\n\n\u003Cp>- Christmas Day\u003C\u002Fp>\n\n\u003Cp>- Madaraka Day\u003C\u002Fp>\n\n\u003Cp>- Boxing Day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Where an employee is required to work on a public holiday listed in\nsub-paragraph (i) he shall be paid in respect of any time worked at twice the\nbasic hourly rate.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-holidaysdays\">\u003Cp>(i) An employee shall be entitled after every period of twelve (12)\nconsecutive months to annual leave as follows;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Where an employee has served for 1 to 3 years he shall be entitled to 26\nworking days’ leave;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee has served for 4 to 6 years he shall be entitled to 27\nworking days’ leave; and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee has served for more than 6 years and above he shall be\nentitled to 28 working days’ leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Where employment is terminated after completion of two or more\nconsecutive months of service during any twelve months’ leave earning period\nan employee shall be entitled to not less than the pro-rata rate of the\napplicable days leave with full pay in respect of each completed month of\nservice in such period to be taken consecutively.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The leave referred to in (i) must be taken when granted and cannot be\naccumulated. An employee becoming ill whilst on paid leave shall not be granted\nadditional paid leave unless he produces a certificate from a properly\nqualified Medical Officer giving details and period of such illness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Leave schedules shall not be changed at the request of the employee\nexcept in extra-ordinary circumstances. An employee shall be advised by the\nemployer when leave is due.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) Leave pay shall be calculated at the consolidated daily rate of pay\nearned by the employee working standard hours of work. An employee on temporary\nassignment for an entire year shall receive leave pay at the rate of payment\nfor the assignment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) If at the request of the employer an employee foregoes his\u002Fher leave,\nhe\u002Fshe shall be paid leave pay in addition to his\u002Fher normal pay. Sympathetic\nconsideration will be given on request to commute leave on compassionate\ngrounds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) The employer will be responsible for Annual Leave fares for an\nemployee and registered spouse who is normally residing with the employee on\nestate to the place of domicile and return fare if returning to work for the\nsame employer. This return fare will be payable on the date the employee\nreturns back to work after leave. All fares will be at the rate applicable to\nthe cheapest form of public transport. Where a railway line or bus transport\nare not available, a ‘Matatu” may be used.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition to fares an employee shall be entitled to Kshs.1,500\u002F- when\nproceeding on annual leave and payable in advance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>(i) After two months’ continuous work attendance with an employer, an\nemployee shall be entitled to sick leave with full pay upto a maximum of forty\nseven days and thereafter to sick leave upto a maximum of fifty one days with\nhalf pay in each period of twelve months continuous work attendance subject to\nthe employee producing a certificate of incapacity covering each period of sick\nleave claimed signed by a medical practitioner or person acting on his behalf\nin charge of a dispensary or medical aid center, provided that an employee\nshall not be eligible for such leave in respect for any incapacity due to gross\nneglect on his own part.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee’s absence from duty on account of illness shall not be\ntaken as a reason for his discharge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who has exhausted his sick leave entitlement be retired on\nmedical ground after consultation with the Medical Board or a Doctor.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>(i) In the event of death of an employee or his\u002Fher registered spouse from\nwithin the district, the employer shall provide a coffin and assist with a\ncontribution of Kshs.16,000\u002F- towards the cost of transport.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In the event of death of an employee or his\u002Fher registered spouse from\noutside of the district, the employer shall provide a coffin and assist with a\ncontribution of Kshs.28,000\u002F- towards the cost of transport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>A woman employee shall be entitled to three months maternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>A male employee shall be entitled to two weeks paternity leave in the event\nthat his registered wife gives birth.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. REGULARITY OF ATTENDANCE AT WORK\u003C\u002Fh3>\n\n\u003Cp>(i) Every employee is expected to work throughout the recognized working\nhours (based on a total of forty-six hours per week) on every working day in\nthe month unless granted leave of absence by the employer or absent for reasons\nrecognized as legitimate (e.g. genuine sickness).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) If an employee absents himself\u002Fherself from work without legitimate\nreasons for any single working day, he\u002Fshe shall be given a formal warning in\nwriting. After receipt of three such warnings and on his\u002Fher absence on the\nfourth day he\u002Fshe shall be liable to summary dismissal. However, in the event\nof an employee absenting himself\u002Fherself without permission for three\ncontinuous working days, he\u002Fshe be liable to summary dismissal without a\nwarning.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misdemeanor which, in the opinion of the employer, does not warrant instant\ndismissal shall be warned in writing and the following procedure shall\napply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The first and second warnings shall be entered in the employee’s\nemployment record and the Union representative informed accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Second warning shall be copied to the Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>(ii) The employee who has already received two warnings committing third\nmisdemeanor is liable to dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that an employee completing (241) two hundred and forty-one\nconsecutive days’ work from the date of the second warning without incurring\na third warning shall have both warnings cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(a) Every contract of employment shall be terminated in the following\nmanner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) In case of an employee who has completed one to three years’\ncontinuous service with the employer by not less than one month’s notice to\nbe given by either party in writing or otherwise by payment of either party, in\nlieu of notice, of not less than one month’s wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In case of an employee who has completed over three years to five\nyears’ continuous service with an employer by not less than two months’\nnotice to be given by either party in writing or otherwise by the payment of\neither party in lieu of notice, of not less than two months’ wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) In case of an employee who has completed over five years’ continuous\nservice with an employer by not less than three months’ notice to be given\neither in writing or otherwise by the payment by either party in lieu of\nnotice, of not less than three months’ wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Notwithstanding the provisions of sub-paragraph (a) of this paragraph,\nthe first two months of employment with an employer may be treated as a\nprobationary period and during such probationary period, the contract may be\nterminated by either party by seven (7) days notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. HOUSING\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide housing for all permanent employees. If an\nemployee resides on his own free will off the estate he shall not be entitled\nto house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a permanent employee requires housing and none is available the employer\nshall pay housing allowance equivalent to 15% of his basic minimum wage of his\ngrade.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. VACATION OF QUARTERS\u003C\u002Fh3>\n\n\u003Cp>Any employee whose services with the employer are terminated shall vacate\nthe company’s quarters not later than 7 days after the date of dismissal.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>In the event of redundancy, the following principle shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The Union and the Ministry of Labour shall be informed of the reasons\nfor and the extent of intended redundancy; at least 30 days before the intended\ndate of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The Principle shall be adopted of “First in last Out” in the\nparticular category of the employees affected subject to all other factors such\nas skill, relative merit, ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) A redundant employee shall be entitled to appropriate notice provided\nfor in Clause 12 of this Agreement or to appropriate wages in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(iv) An employee declared redundant shall be entitled to 21 days’ pay for\neach completed year of service. Provided that an employee enjoying benefits\nprovided for in this clause shall not qualify for benefits under Clause 14 of\nthis Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. SUBSISTENCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform work away from his principal place of\nemployment shall be entitled to be paid the following allowance:-\u003C\u002Fp>\n\n\u003Cp>(i) for any period not exceeding his normal daily hours of work\nshs.850\u002F-.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) for any period exceeding his normal daily hours of work and including\nan overnight stop elsewhere than Nairobi Sh.1850\u002F-.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) For any period exceeding his normal daily hours of work and including\nan overnight stop in Nairobi Shs.2,500\u002F-.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(i) An employee may at the discretion of the employer be granted\ncompassionate leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Compassionate leave shall not be unreasonably refused and may by prior\narrangement by the employee with the employer be treated as paid leave and\nsubsequently set off against the employee’s annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The employer shall grant shopstewards paid leave to attend Union\naffairs and shall facilitate transport.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. TRANSPORT TO WORKING PLACES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The Management shall provide field workers with transport to and from their\nplaces of work if such places of work are outside a 2 kilometre radius from the\nassembly point or labour camp in which they reside or shall, at their\ndiscretion, provide a bicycle allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>The provisions of the Occupational Safety and Health Act, 2007 shall apply.\nIt was further agreed that where protective clothing and uniforms are provided,\nwashing materials shall be provided by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. WORKING TOOLS\u003C\u002Fh3>\n\n\u003Cp>(a) The employer shall provide basic working tools to their permanent\nemployees who have completed the probationary period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Those employers who have been deducting deposits or nominal amounts as\ncosts of the tools supplied to the employees during the last three years\ncounting backwards from the effective date of this Agreement shall continue to\nso deduct or retain such deposits or return to employees in the event of\ntermination of service, retirement or when the employee is proceeding on leave\nsubject to the production and surrender of the working tools which had been\nissued to the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where a tool is worn out, broken or has been subjected to normal wear\nand tear it shall be replaced on production of the old one when necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee has lost, misplaced or fails to produce any working\ntool issued to him, he shall be issued with a new one and the employee shall be\ncharged with cost at the market price.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an employee is not provided with tools and he\u002Fshe uses his\u002Fher own\ntools shall be entitled to a monthly allowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Handtool-500\u002F-\u003C\u002Fp>\n\n\u003Cp>(ii) Artisans toolkit-500\u002F-\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>When an employee is required to act in a classification or grade higher than\nthe one in which he\u002Fshe is normally employed, he\u002Fshe shall in the first\ninstance be required to work for 6 days at his\u002Fher normal rate of pay.\nThereafter, and on any subsequent occasion, if required to act on a higher\ngrade, the employee shall receive the rate of pay applicable to the job, and\nclassification in which he\u002Fshe is required to act. He\u002Fshe shall receive any\nbenefits and privileges of that grade whilst performing such duties in that\ngrade.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. GRATUITY\u003C\u002Fh3>\n\n\u003Cp>After completion of 2 years continuous service, an employee whose services\nare terminated for reasons other than for gross misconduct or resignation shall\nbe entitled to gratuity calculated at the rate of 18 days’ salary per each\ncompleted year of service based on the employee’s salary at the time of such\ntermination.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. CHANGE OF HANDS OF A FIRM\u003C\u002Fh3>\n\n\u003Cp>In the event that there is change of ownership of the company prior\ninformation shall be given to the Union in good time.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. CHILD LABOUR\u003C\u002Fh3>\n\n\u003Cp>The employer shall endeavour to ensure that no person under the age of 18\nyears is employed.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. UNION’S OBLIGATION TO EXPLAIN TERMS AND CONDITIONS TO UNION\nMEMBERS\u003C\u002Fh3>\n\n\u003Cp>(a) The Union undertakes to explain the terms of this Agreement in detail to\nall Union members employed by members of the Association having particular\nregard to the changes brought about by any Presidential Order, the relevant\nRegulation of Wages Orders, the Employment Act, 2007 and any other differences\nthere may be between this and previous Agreements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Irrespective of the contents of this Agreement any orders, regulations\nand\u002For directives emanating from the Government shall be paramount.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. MEDICAL ATTENTION\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>(a) Primary medical treatment within the Company’s clinic or dispensary\nfor the employee, one named wife and up to 3 named children under 18 years of\nage (who are resident on the estate) except in cases of illnesses caused\nthrough misconduct or fault of the individual concerned. The employer will not\nbear the cost of treatment for sexually transmitted diseases or any dental or\noptical treatment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) There shall be no discrimination in provision of medical attention. See\nSection 5 Clause 34 (1,2,3 and 4) of the Employment Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The Company’s medical personnel may, at their discretion, refer such\npersons mentioned in (a) above to any government institution for further\ntreatment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The Employer shall provide transport, or pay for transport, from the\nplace of work to the government medical institution to which any patient has\nbeen referred by the Company’s medical personnel.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. RETIREMENT AGE\u003C\u002Fh3>\n\n\u003Cp>The normal age for retirement from the service of the company shall be on\nthe attainment of age (60) years for both men and women. Earlier retirement\nwill be on attainment of 55 years and will be at the discretion of either the\nemployee or the employer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(1) An employer shall issue to an employee a certificate of service upon\ntermination of his employment, unless the employment has continued for a period\nof less than four consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) A certificate of service issued under subsection (1) shall contain\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) the name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) the name of the employee;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) the date when employment of the employee commenced;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) the nature and usual place of employment of the employee;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) the date when the employment of the employee ceased; and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Subject to subsection (1), no employer is bound to give to an employee a\ntestimonial, reference or certificate relating to the character or performance\nof that employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. EFFECTIVE DATE\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective from 1st June 2013 and continue in force\nfor the period of two years. Thereafter it shall remain in force until amended.\nProvided that a party wishing to amend the Agreement shall give one month’s\nnotice specifying clearly the amendments required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE SISAL GROWERS AND EMPLOYERS ASSOCIATION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………….……..…………..……………..\u003C\u002Fp>\n\n\u003Cp>R.BOYD- MOSS P.KYRIAZI\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN EXECUTIVE COMMITTEE MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………\u003C\u002Fp>\n\n\u003Cp>BETTY CHEPKOECH BUNDOTICH\u003C\u002Fp>\n\n\u003Cp>EXECUTIVE COMMITTEE MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE KENYA PLANTATION AND AGRICULTURAL WORKERS\nUNION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………\u003C\u002Fp>\n\n\u003Cp>FRANCIS ATWOLI\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………\u003C\u002Fp>\n\n\u003Cp>THOMAS KIPKEMBOI\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>RICHARD JUMADALPHINE MUUNDE\u003C\u002Fp>\n\n\u003Cp>FIRST TRUSTEEMOMBASA BRANCH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>FRANCIS MUNGATA MATHIAS KALUME\u003C\u002Fp>\n\n\u003Cp>DWA ESTATETEITA ESTATE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………\u003C\u002Fp>\n\n\u003Cp>JOSEPH OUMA\u003C\u002Fp>\n\n\u003Cp>REA VIPINGO ESTATE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………..\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ……………….. DAY OF ………………\n2013\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>APPENDIX ‘A’\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX ‘A’ TO THE COLLECTIVE BARGAINING AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The following rates apply to those employees who complete the stipulated\ntask:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Type of Work\u003C\u002Ftd>\n      \u003Ctd>Number of Bundles\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Consolidated Rate Per Day Worked\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>11% 1st year\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11% 2nd year\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>-\n\n        \u003Cp>100\u003C\u002Fp>\n\n        \u003Cp>125\u003C\u002Fp>\n\n        \u003Cp>150\u003C\u002Fp>\n\n        \u003Cp>175\u003C\u002Fp>\n\n        \u003Cp>200\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1st year\n\n        \u003Cp>348.84\u003C\u002Fp>\n\n        \u003Cp>436.38\u003C\u002Fp>\n\n        \u003Cp>521.44\u003C\u002Fp>\n\n        \u003Cp>607.98\u003C\u002Fp>\n\n        \u003Cp>695.04\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2nd year\n\n        \u003Cp>387.21\u003C\u002Fp>\n\n        \u003Cp>484.38\u003C\u002Fp>\n\n        \u003Cp>578.80\u003C\u002Fp>\n\n        \u003Cp>674.85\u003C\u002Fp>\n\n        \u003Cp>771.49\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>2. In all cases in paragraph 1 and 2 above a ‘bundle’ consists of twenty\nseven (27) leaves.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. CONDITIONS OF PAYMENT OF WAGES RATES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The above rates are Daily Wage rates and are for days worked only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) No employee shall receive any pay for rest day unless he actually works\nwhen he is paid at the agreed overtime rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who works for six consecutive days a week shall receive\nattendance bonus per week payable at the end of the month as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Cutters, Transporters and Decorticators Shs.120\u002F- per week.\u003C\u002Fp>\n\n\u003Cp>(b) All other employees – Shs.80\u002F- per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) The above increases should represent a total wage increase of 22%\nduring the two-year period of Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>APPENDIX “B”\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “B” TO THE COLLECTIVE BARGAINING AGREEMENT MADE BETWEEN THE\nMEMBERS OF THE SISAL GROWERS AND EMPLOYERS ASSOCIATION AND THE KENYA PLANTATION\nAND AGRICULTURAL WORKERS’ UNION SETTING OUT WAGES TO BE PAID TO UNSKILLED\nWORKERS’ EMPLOYED ON SISAL ESTATES IN THE UNDER MENTIONED CATEGORIES\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Type of Work pER\u003C\u002Ftd>\n      \u003Ctd>Standard Daily Task\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Consolidated Rate Day Worked\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1st Year 11%\u003C\u002Ftd>\n      \u003Ctd>2nd Year 11%\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Decortication\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Approx. 8 hours a day during Which each man employed on\n\n        \u003Cp>Decortication will complete a task of not less than 5 tons of Sisal\n        Leaf per day.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>303.33\u003C\u002Ftd>\n      \u003Ctd>336.70\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Brushing\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>156 kg line fibre and brush tow per man per day\u003C\u002Fp>\n\n        \u003Cp>250 kg line fibre and brush tow per man per day\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>305.15\u003C\u002Fp>\n\n        \u003Cp>494.63\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>338.72\n\n        \u003Cp>549.04\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Rope Maker\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>340.32\u003C\u002Ftd>\n      \u003Ctd>377.76\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Rope Joiner\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Leaf Loading And unloading\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>4 x 2 ton truck per Man per day\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>300.85\u003C\u002Ftd>\n      \u003Ctd>333.94\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Baling9 bales per man\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>301.17 \u003C\u002Ftd>\n      \u003Ctd>334.33\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NOTE:Decortication and Brushing – This task set out will not apply where\non certain estates mechanical improvements increase the capacity of the\nmachine. In such cases the daily task will be set by Management in accordance\nwith the improved efficiency of the machine in question based on the tonnage\nwhich a man could reasonably be expected to complete in an 8 hour day under\nthose specified circumstances. The Union may be informed of these changes in\nadvance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. TRANSPORT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is accepted that where leaf unloading is not performed, a corresponding\nadjustment will be made by the Management to the task with the prior\nconsultation with the Union if there is any alteration of the working\nmethod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. CONDITIONS OF PAYMENT OF ABOVE RATES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The above rates are daily wage rates and shall be paid for days worked\nonly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) No employee shall receive any pay for a rest day unless he actually\nworks on such a rest day when he will be paid at the agreed overtime rate. An\nemployee who works for six consecutive days a week shall receive attendance\nbonus per week payable at the end of the month as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Cutters, Transporters and Decorticators – Shs.120\u002F- per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) All other employees – Shs.80\u002F- per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The above increases should represent a total wage increase of 22%\nduring the two-year period of the agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>APPENDIX “C”\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “C” TO THE COLLECTIVE BARGAINING AGREEMENT MADE BETWEEN MEMBERS\nOF THE SISAL GROWERS AND EMPLOYERS ASSOCIATION (KENYA) AND KENYA PLANTATION AND\nAGRICULTURAL WORKERS’ UNION SETTING OF INCREMENTS TO BE AWARDED TO THE UNDER\nNOTED CATEGORIES OF EMPLOYEES:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Estate Foremen\u003C\u002Fp>\n\n\u003Cp>•Section Foremen\u003C\u002Fp>\n\n\u003Cp>•Estate Clerk\u003C\u002Fp>\n\n\u003Cp>•Estate Artisan\u003C\u002Fp>\n\n\u003Cp>•Tractor Driver\u003C\u002Fp>\n\n\u003Cp>•House Servant and Cooks\u003C\u002Fp>\n\n\u003Cp>•Qualified Dressers\u003C\u002Fp>\n\n\u003Cp>•Car and Lorry Driver\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WAGE INCREASES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Those employees falling within the above categories shall receive wage\nincreases of 11% for the first year w.e.f. 1\u002F6\u002F2013 and 11% for the second year\nw.e.f. 1\u002F6\u002F2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONDITIONS OF PAYMENT OF THE NEW RATES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The above wage increase shall be applicable during the two year period\nof the Agreement.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>(ii) The above wage increase shall be calculated on the present wage of an\nemployee whether such wage is paid daily or at the end of the month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(iii) When it has been custom of certain estates to pay any of the above\ncategories by the calendar month, Management may at their discretion continue\nto pay such present employees in this manner. All employees engaged in the\nabove categories during the duration of this Agreement shall be required to be\non two months probation during which they earn daily wages before being\nconverted into monthly employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Except in the case of those employees paid by calendar month no\nemployee shall receive any pay on a rest day unless he actually works on such\nrest day when he will be paid at the agreed overtime rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) No bonuses in cash or kind will be paid to these categories of employees\nand any bonus previously paid as ration allowance or other incentive shall\nautomatically cea se.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>APPENDIX “D”\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “D” TO THE COLLECTIVE BARGAINING AGREEMENT MADE BETWEEN MEMBERS\nOF THE SISAL GROWERS AND EMPLOYERS ASSOCIATION (KENYA) AND KENYA PLANTATION AND\nAGRICULTURAL WORKERS’ UNION SETTING OUT INCREMENTS TO PAID TO UNSKILLED\nWORKERS ON SISAL ESTATES IN THE UNDER MENTIONED CATEGORIES.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Herdsmen & Stockmen\u003C\u002Fp>\n\n\u003Cp>•Milkers\u003C\u002Fp>\n\n\u003Cp>•Watchmen\u003C\u002Fp>\n\n\u003Cp>•Weeders & Field Upkeep Labour\u003C\u002Fp>\n\n\u003Cp>•General non-production sisal estate labour not covered in Appendices A,B\nor C.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. The following rates apply to those employees who fall under the\ncategories given below:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Type of Work\u003C\u002Ftd>\n      \u003Ctd>Standard Daily TASK\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Consolidated Rate Per DAY WORKED\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1st Year 11%\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2nd Year 11%\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Watchmen 56 hour week\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>288.61\u003C\u002Ftd>\n      \u003Ctd>320.35\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Non-specified General Labour46 hour week\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>285.96\u003C\u002Ftd>\n      \u003Ctd>317.42\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GENERAL LABOURER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A non-specified (General) labourer who is at present earning consolidated\nwage rate of Shs.285.96 per day in the first year and Shs.371.42 per day in the\nsecond year, can by mutual agreement, for a required period, work as a cutter\n(Appendix A). For each day so worked his standard daily task will be adjusted,\nas per Appendix ‘A’.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. CONDITIONS OF PAYMENT OF ABOVE RATES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The above rates are daily wage rates and shall be paid for days worked\nonly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) No employee shall receive any pay for a rest day unless he actually\nworks on such a rest day when he will be paid at the agreed overtime rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who works for six consecutive days a week shall receive\nattendance bonus per week payable at the end of the month as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Cutters, Transporters and Decorticators – shs.120\u002F- per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) All other employees – shs.80\u002F- per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) The above increases should represent a total wage increase of 22%\nduring the two-year period of the agreement\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"paidmaternityleaveduration":44,"wageincreaseperc1":48,"dayspweek":52,"hourspweek_select":56,"childcare":58,"STRUCINCR_trigger":62,"funeralpay":64,"maternityotherclause":68,"maxsicknesspayperc":72,"OVERTIME_trigger":76,"holidaysdays":80,"healthcareaccess":84,"COMMUTE_trigger":88,"SUNDAY_trigger":92,"healthandsafetypolicy":96,"overtimeallowanceperc1":100,"hourspweek":102,"contracttrial":104,"sicknesspay":108,"dayspweek_select":110,"SCHEDULE_trigger":112,"paidpaternityleave":116,"schedulesrestpw":120,"sicknessmaxdaysnr":122,"sundayallowanceperc1":124,"healthcareaccessrelatives":126,"contractseverancepay1":128,"bankholidays1":132,"sicknessmaxdays":136,"paidmaternityleave":138,"contractseverancepay":140,"PAIDLEAV_trigger":142,"paidpaternityleaveduration":144},{"bindId":45,"name":46,"text":47},"paidmaternityleaveduration","A woman employee shall be entitled to th","A woman employee shall be entitled to three months maternity leave with full\npay.",{"bindId":49,"name":50,"text":51},"wageincreaseperc1","(iii) Employees in Appendices A, B and C","(iii) Employees in Appendices A, B and C shall be paid 22% wage increase\nspread over 2 years (1st year11%, 2nd year 11%) as set out in Appendices A, B\nand C of this Agreement. Employees in Appendix D shall be paid 22% wage\nincrease over 2 years (1st year 11%, 2nd year 11%) as set out in Appendix D.",{"bindId":53,"name":54,"text":55},"dayspweek","(ii) The normal hours of work in respect","(ii) The normal hours of work in respect of all workers excluding those\nspecified under sub-paragraph (i) of this paragraph shall consist of 46 hours\nspread over six days of the week.",{"bindId":57,"name":54,"text":55},"hourspweek_select",{"bindId":59,"name":60,"text":61},"childcare","(i) An employee may at the discretion of","(i) An employee may at the discretion of the employer be granted\ncompassionate leave.\n\n\n\n(ii) Compassionate leave shall not be unreasonably refused and may by prior\narrangement by the employee with the employer be treated as paid leave and\nsubsequently set off against the employee’s annual leave.",{"bindId":63,"name":50,"text":51},"STRUCINCR_trigger",{"bindId":65,"name":66,"text":67},"funeralpay","(i) In the event of death of an employee","(i) In the event of death of an employee or his\u002Fher registered spouse from\nwithin the district, the employer shall provide a coffin and assist with a\ncontribution of Kshs.16,000\u002F- towards the cost of transport.\n\n\n\n(ii) In the event of death of an employee or his\u002Fher registered spouse from\noutside of the district, the employer shall provide a coffin and assist with a\ncontribution of Kshs.28,000\u002F- towards the cost of transport.",{"bindId":69,"name":70,"text":71},"maternityotherclause","A woman who has taken three months mater","A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.",{"bindId":73,"name":74,"text":75},"maxsicknesspayperc","(i) After two months’ continuous work at","(i) After two months’ continuous work attendance with an employer, an\nemployee shall be entitled to sick leave with full pay upto a maximum of forty\nseven days and thereafter to sick leave upto a maximum of fifty one days with\nhalf pay in each period of twelve months continuous work attendance subject to\nthe employee producing a certificate of incapacity covering each period of sick\nleave claimed signed by a medical practitioner or person acting on his behalf\nin charge of a dispensary or medical aid center, provided that an employee\nshall not be eligible for such leave in respect for any incapacity due to gross\nneglect on his own part.",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","(i) In respect of any time worked in exc","(i) In respect of any time worked in excess of the normal hours of work per\nweek specified in Clause 3 of this Agreement, employees shall be paid overtime\nat one and a half times the basic hourly rate.",{"bindId":81,"name":82,"text":83},"holidaysdays","(i) An employee shall be entitled after ","(i) An employee shall be entitled after every period of twelve (12)\nconsecutive months to annual leave as follows;\n\n\n\n(a) Where an employee has served for 1 to 3 years he shall be entitled to 26\nworking days’ leave;\n\n\n\n(b) Where an employee has served for 4 to 6 years he shall be entitled to 27\nworking days’ leave; and\n\n\n\n(c) Where an employee has served for more than 6 years and above he shall be\nentitled to 28 working days’ leave.",{"bindId":85,"name":86,"text":87},"healthcareaccess","(a) Primary medical treatment within the","(a) Primary medical treatment within the Company’s clinic or dispensary\nfor the employee, one named wife and up to 3 named children under 18 years of\nage (who are resident on the estate) except in cases of illnesses caused\nthrough misconduct or fault of the individual concerned. The employer will not\nbear the cost of treatment for sexually transmitted diseases or any dental or\noptical treatment.",{"bindId":89,"name":90,"text":91},"COMMUTE_trigger","The Management shall provide field worke","The Management shall provide field workers with transport to and from their\nplaces of work if such places of work are outside a 2 kilometre radius from the\nassembly point or labour camp in which they reside or shall, at their\ndiscretion, provide a bicycle allowance.",{"bindId":93,"name":94,"text":95},"SUNDAY_trigger","(ii) In respect of any time worked on a ","(ii) In respect of any time worked on a rest day by employees in Appendices\nB, C and D daily rates of pay twice the basic hourly rate.",{"bindId":97,"name":98,"text":99},"healthandsafetypolicy","The provisions of the Occupational Safet","The provisions of the Occupational Safety and Health Act, 2007 shall apply.\nIt was further agreed that where protective clothing and uniforms are provided,\nwashing materials shall be provided by the employer.",{"bindId":101,"name":78,"text":79},"overtimeallowanceperc1",{"bindId":103,"name":54,"text":55},"hourspweek",{"bindId":105,"name":106,"text":107},"contracttrial","(iii) When it has been custom of certain","(iii) When it has been custom of certain estates to pay any of the above\ncategories by the calendar month, Management may at their discretion continue\nto pay such present employees in this manner. All employees engaged in the\nabove categories during the duration of this Agreement shall be required to be\non two months probation during which they earn daily wages before being\nconverted into monthly employees.",{"bindId":109,"name":74,"text":75},"sicknesspay",{"bindId":111,"name":54,"text":55},"dayspweek_select",{"bindId":113,"name":114,"text":115},"SCHEDULE_trigger","(iii) Every employee shall be entitled t","(iii) Every employee shall be entitled to at least one rest day in every\nperiod of seven days.",{"bindId":117,"name":118,"text":119},"paidpaternityleave","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave in the event\nthat his registered wife gives birth.",{"bindId":121,"name":114,"text":115},"schedulesrestpw",{"bindId":123,"name":74,"text":75},"sicknessmaxdaysnr",{"bindId":125,"name":94,"text":95},"sundayallowanceperc1",{"bindId":127,"name":86,"text":87},"healthcareaccessrelatives",{"bindId":129,"name":130,"text":131},"contractseverancepay1","(iv) An employee declared redundant shal","(iv) An employee declared redundant shall be entitled to 21 days’ pay for\neach completed year of service. Provided that an employee enjoying benefits\nprovided for in this clause shall not qualify for benefits under Clause 14 of\nthis Agreement.",{"bindId":133,"name":134,"text":135},"bankholidays1","(i) All employees shall be granted Publi","(i) All employees shall be granted Public Holidays with pay at the basic\nrate on any public holidays that have been gazetted.\n\n\n\nFor the time being these are:\n\n\n\n- New Year’s Day\n\n- Mashujaa Day\n\n- Good Friday\n\n- Idd Ul Fitr\n\n- Easter Monday\n\n- Jamhuri Day\n\n- Labour Day\n\n- Christmas Day\n\n- Madaraka Day\n\n- Boxing Day",{"bindId":137,"name":74,"text":75},"sicknessmaxdays",{"bindId":139,"name":46,"text":47},"paidmaternityleave",{"bindId":141,"name":130,"text":131},"contractseverancepay",{"bindId":143,"name":82,"text":83},"PAIDLEAV_trigger",{"bindId":145,"name":118,"text":119},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Members of the Sisal Growers and Employers Association - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-05-31\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: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Growing of crops, market gardening, horticulture\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → The Members of the Sisal Growers and Employers Association\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Plantation and Agricultural Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 40 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 98 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → 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: → 60 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: → 46.0\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: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Chile Independence Day (18th September), John Chilembwe Day (15th January), \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \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},[]]