[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-the-motor-trade-and-allied-industries-employers-association-and-the-amalgamated-union-of-kenya-metal-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":143,"content_type_view":144,"extra_breadcrumbs":145,"body":147,"body_blocks":158,"related_pages":162},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":141,"translations":142},{"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-motor-trade-and-allied-industries-employers-association-and-the-amalgamated-union-of-kenya-metal-workers---2014","ca3eff24-f1d6-11e5-a0bd-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-the-motor-trade-and-allied-industries-employers-association-and-the-amalgamated-union-of-kenya-metal-workers---2014\u002Fcollective-bargaining-agreement-between-the-motor-trade-and-allied-industries-employers-association-and-the-amalgamated-union-of-kenya-metal-workers---2014\u002F","Collective Bargaining Agreement between the Motor Trade and Allied Industries Employers Association and the Amalgamated Union of Kenya Metal Workers - 2014","KEN Motor Trade and Allied Industries Employers Association - 2014","Kenya - KEN Motor Trade and Allied Industries Employers Association - 2014","KEN Motor Trade and Allied Industries Employers Association - 2014 - Manufacturing, Wholesale",{"name":41,"data":42},"COLLECTIVE BARGAINING AGREEMENT MOTOR TRDAE 2014-2016revised copy.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\u003Ch1>COLLECTIVE BARGAINING AGREEMENT BETWEEN THE MOTOR TRADE AND ALLIED\nINDUSTRIES EMPLOYERS ASSOCIATION (HEREINAFTER REFERRED TO AS THE ASSOCIATION)\nAND THE AMALGAMATED UNION OF KENYA METAL WORKERS (HEREINAFTER REFERRED TO AS\nTHE UNION)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1ST JULY, 2014 - 30TH JUNE, 2016)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Memorandum of Agreement between the Motor Trade and Allied Industries\nEmployers Association and the Amalgamated Union of Kenya Metal Workers on\nMatters Governing Recognition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>The parties to this Agreement, meeting together in free and voluntary\nassociation, have determined to regulate the relations between them in the\ninterest of the promotion of sound industrial relations, the economic\nwell-being of the Motor and Allied Industries, its workers and Management. In\norder to achieve these aims they agreed to provide:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Machinery for the speedy settlement of Industrial disputes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A channel of communications between the member Companies and their\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Collective bargaining machinery for negotiations on an Industry basis\nfor those terms and conditions of service as listed in Appendix 'A' of this\nAgreement for those employees listed in Appendix 'B' of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. PARTIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The Member companies of the Motor Trade and Allied Industries Employers'\nAssociation listed in Appendix 'B' including any Companies which subsequently\njoin the Association, and the Amalgamated Union of Kenya Metal Workers. Any\nmember of the Association who withdraws membership shall be bound by this\nCollective Bargaining Agreement up to the expiry date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>The Association accords full recognition to the Amalgamated Union of Kenya\nMetal Workers as the sole labour organisation representing those employees\nlisted in Appendix 'B' of this Agreement for such matters as are listed in\nAppendix 'A' of this Agreement provided that, and for so long as, the Union\ncontinues to be fully representative of these categories of employees in the\nmember Companies concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. GUARANTEES\u003C\u002Fh2>\n\n\u003Cp>(a) The parties to this Agreement guarantee that representatives of both\nsides shall discharge their duties in an independent manner without fear that\ntheir individual relations with the Member Companies or the Union will be\naffected in any way by any action taken by them in good faith while acting as a\nrepresentative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The Association undertakes not to victimise or intimidate any employee\nor employees for being a member or members of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) the Union also undertakes that it shall not intimidate any employee or\nemployees for not being a Member or Members of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Whilst recognising that the question of Union membership is entirely a\nmatter of individual choice, the Association nevertheless accepts that in the\ninterests of maintaining the required standard of organization, Union\nMembership for such employees as are covered by this Agreement should be\nmaintained at the highest level.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) The Association undertakes not to interfere with the normal affairs of\nthe Union in any manner whatsoever.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) The Union undertakes that employees who are Union representatives will\ncarry out the duties delegated to them by the Management during working hours\nand such representatives will not leave their place of work for any purpose in\nconnection with their duties as Union representatives without first obtaining\nthe permission of management, which permission shall no be unreasonably\nwithheld.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) In the event of a dispute between the Union and the Association or\nbetween the Union and a Member of the Association which cannot be settled in\naccordance with the procedures set out in Section C to this Agreement, it is\naccepted that the Union may, after giving the Association 21 days written\nnotice, call out on strike employees of Association Members, provided that all\nexisting machinery for the settlement of such dispute has been fully\nexhausted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(h) Prior to and during the period of strike notice, the Association will\nuse its best endeavours to assist in the settlement of such a dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) In the event of a strike or other action leading to a stoppage of work,\nsecurity and sanitary staff will continue to perform their normal duties, in\nthe interest of both parties to this Agreement, and the Union agrees that it\nwill use its influence to achieve this end. If such employees, being\nunionisable, are required by the employer to undertake duties other than their\nnormal functions, the Union reserves the right to withdraw their service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(j) The Association and the Union both undertake to advise the other party\nof the names of their respective officers and officials as and when elected\nand\u002For appointed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(k) The Association undertakes to afford such facilities as are mutually\nagreed as being necessary for such officials and Representatives of the Union\nto carry out their duties at their place of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(l) Nothing in this Agreement should deprive any employee of his right to\napproach Management on any personal claim or grievance which he may have.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(m) All agreement jointly reached between the Association or its Members,\nand the Union, or its Representatives, through the medium of negotiating\nmachinery or otherwise shall be committed in writing and signed by\nrepresentatives of both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(n) The Association and the Union undertake to ensure that their Members\nfully comply with the terms of this Agreement and the grievance and negotiating\nprocedure set out herein and to take all possible steps to bring to an end as\nspeedily as possible any action taken by their Members at variance with the\nterms of this Agreement or any other negotiated collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. DURATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>(i) This Agreement may be terminated by either party on giving to the other\nthree weeks' notice in writing of its intention to terminate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) In the event of either party to this Agreement wishing to vary the\nprovisions of the Agreement or the Appendices hereto, twenty-one days' written\nnotice of such intention shall be given to either party. Any such variance\nshall not, however, become operative unless it has been approved by both\nparties in Joint Industrial Council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) While this Agreement remains in force, the observance of its\nconditions constitutes the only justification for the continued recognition of\nthe Union by the Association.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RECOGNITION AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"A\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Rates of Pay, Overtime and Allowance\u003C\u002Fp>\n\n\u003Cp>2. Hours of Work\u003C\u002Fp>\n\n\u003Cp>3. Methods of Wages Payment\u003C\u002Fp>\n\n\u003Cp>4. Leave\u003C\u002Fp>\n\n\u003Cp>5. Duration and Termination of Contract\u003C\u002Fp>\n\n\u003Cp>6. Principles of Redundancy\u003C\u002Fp>\n\n\u003Cp>7. Medical Expenses and Sick Pay\u003C\u002Fp>\n\n\u003Cp>8. Retirement Benefits\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RECOGNITION AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"B\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>UNIONISABLE EMPLOYEES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All categories of employees of Member Companies of the Association engaged\nin employment directly connected with the Motor Trade and its allied industries\nin Kenya, except the following categories:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Confidential Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any person who is engaged in work of confidential nature e.g. who has access\nto confidential information which could be of use to a Union, or who is\ndirectly training for such a position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Directive and Administrative Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any person who is a member of the Management or Executive Staff or who is\ndirectly training for such position or those involved in formulating and\nputting into operation a Member company's policy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Supervisory Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A person who supervises the work of other, who is responsible for a section\nof the activities of a Member Company, who is required by Management as part of\nhis duties, to make recommendations in connection with hiring, firing,\npromotion or disciplinary action and to whom subordinate staff would apply in\nthe first instance for the remedy of grievances, if any, in connection with the\nforegoing the exercise of such authority requires independent judgement, this\ntherefore excludes from this definition Charge Hands.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RECOGNITION AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MEMBERS OF THE ASSOCIATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"C\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Associated Battery Manufacturers (EA) Ltd.\u003C\u002Fp>\n\n\u003Cp>2. Associated Motors Ltd\u003C\u002Fp>\n\n\u003Cp>3. Auto Diesel & Electrical Services Ltd\u003C\u002Fp>\n\n\u003Cp>4. Blackwood Hodge (K) Ltd\u003C\u002Fp>\n\n\u003Cp>5. Bon Motors Ltd\u003C\u002Fp>\n\n\u003Cp>6. Car & General (Kenya) Ltd\u003C\u002Fp>\n\n\u003Cp>7. Same Track - Cassini & Tonolo Ltd\u003C\u002Fp>\n\n\u003Cp>8. Chloride Exide Kenya Ltd\u003C\u002Fp>\n\n\u003Cp>9. CMC Motors Group (K) Ltd\u003C\u002Fp>\n\n\u003Cp>10. D.T. Dobie & Co. (K)\u003C\u002Fp>\n\n\u003Cp>11. ECTA Kenya Ltd\u003C\u002Fp>\n\n\u003Cp>12. Lima Ltd\u003C\u002Fp>\n\n\u003Cp>13. Toyota Kenya Ltd\u003C\u002Fp>\n\n\u003Cp>14 Marshalls (E.A.) Ltd\u003C\u002Fp>\n\n\u003Cp>14. Mashariki Motors Ltd\u003C\u002Fp>\n\n\u003Cp>15. Nyeri Motor Services Ltd\u003C\u002Fp>\n\n\u003Cp>16. Ryce Motors Ltd\u003C\u002Fp>\n\n\u003Cp>17. Simba Colt Motors Ltd\u003C\u002Fp>\n\n\u003Cp>18. Panafrica Trucks and Equipment (K) Limited\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION C: NEGOTIATING AND GRIEVANCE PROCEDURES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. PREAMBLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In order to achieve the objectives set out in the Recognition Agreement, the\nparties have agreed to set up and make use of the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. LOCAL NEGOTIATING COMMITTEE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) A local Negotiating Committee shall be formed within each Member Company\nof the Association at its principal place of business and in all branches.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The Local Negotiating Committee shall consist of not more than three\nRepresentatives nominated by the Company and not more than three employees'\nRepresentatives. All members of the Local Negotiating Committee shall be in the\nemployment of the Company concerned. A quorum shall be not less than two\nRepresentatives from each party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The Local Negotiating Committee shall meet as and when necessary to\nconsider claims or grievances affecting only the employees of the Company\nconcerned at the particular site or locality. The Committee shall regulate its\nown procedure and elect its own Chairman and Secretary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) Provided that any such claims or grievances shall be raised in the\nfirst instance by a Union Representative with the immediate supervisor of the\nparticular department or place of work within five working days of the\noccurrence giving rise to the claim or grievance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) In the event of failure to reach settlement of the matter at the Local\nNegotiating Committee, it shall be referred to the Joint Industrial Council\nwithin two weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>C. JOINT INDUSTRIAL COUNCIL\u003C\u002Fp>\n\n\u003Cp>(i) The function of the Joint Industrial Council shall be to negotiate on\nany matter detailed in Appendix 'A' to the Recognition Agreement, as and when\nrequested to do so, and on all disputes or other matters referred to it by the\naggrieved party following deadlock at a Local Negotiating Committee Meeting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The Joint Industrial Council shall consist of not more than five\nmembers nominated by the Association and not more than five members nominated\nby the Union. A quorum shall be not less than three representatives from each\nparty, provided that, in exceptional circumstances and with the consent of the\nother party, the quorum may be reduced to two in order not to delay the conduct\nof essential business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The Joint Industrial Council shall meet as and when necessary. It\nshall regulate its own procedure and shall elect its own Chairman and appoint\nits own Secretary or secretaries. It may also co-opt, where necessary, members\nof the Local Negotiating Committee or expert witnesses. It may also set a\nsub-committee or committees to try and settle any problem that may arise at the\nJoint Industrial Council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) The expenses of the Joint Industrial Council (if any) shall be met by\nthe Association and the Union in equal shares unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) A meeting of the Joint Industrial Council shall take place within 15\nworking days of a request for a meeting from either the Union or the\nAssociation. Such request or report shall state the matter or matters to be\ndiscussed and will be placed on the Agenda by the Secretary last appointed by\nthe Council.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi) Matters referred to the Joint Industrial Council by either party may be\nreferred back to the Local Negotiating Committee in writing if, in the opinion\nof the Council, such matters have no been properly or thoroughly dealt with by\nthe Local Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) In the event of failure to reach settlement at the Joint Industrial\nCouncil, either party may refer the matter in dispute to the Minister for\nLabour and Human Resource Development in accordance with Section 62 of the\nLabour Relations Act, 2007, Laws of Kenya.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(viii)No lockout, strike or other action to hinder the operation of the\nbusiness of any member of the Association shall take place on a matter so\nreferred to the Minister for Labour and Human Resource Development.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. JOINT CONSULTATIVE MACHINERY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The Association and the Union mutually recognise the desirability of a\nWorks Council in every Member Company of the Association consisting of\nrepresentatives from both management and employees of such company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The functions of those Councils shall be that of a Consultative body\nonly on any matters not included in Appendix 'A' to the Recognition Agreement\nand which are in normal practice not regarded as subject for negotiation\nbetween the Association and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) It is hereby agreed that the subject set out in Appendix 'D' to the\nRecognition Agreement are not to be regarded as subjects for negotiation\nbetween the Association and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>BASIC MINIMUM WAGES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Manual & Artisan\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Outgoing\n\n        \u003Cp>wages\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1.7.2014\n\n        \u003Cp>10%\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1.7.2015\n\n        \u003Cp>10%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>24,709.38\u003C\u002Ftd>\n      \u003Ctd>27,180\u003C\u002Ftd>\n      \u003Ctd>29,898 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>25,695.95\u003C\u002Ftd>\n      \u003Ctd>28,266 \u003C\u002Ftd>\n      \u003Ctd>31,092 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>26,659.31\u003C\u002Ftd>\n      \u003Ctd>29,325 \u003C\u002Ftd>\n      \u003Ctd>32,257 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>28,782.63\u003C\u002Ftd>\n      \u003Ctd>31,661 \u003C\u002Ftd>\n      \u003Ctd>34,827 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>32,137.94\u003C\u002Ftd>\n      \u003Ctd>35,352 \u003C\u002Ftd>\n      \u003Ctd>38,887 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI\u003C\u002Ftd>\n      \u003Ctd>32,474.94\u003C\u002Ftd>\n      \u003Ctd>35,723 \u003C\u002Ftd>\n      \u003Ctd>39,295 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>36,328.41\u003C\u002Ftd>\n      \u003Ctd>39,961 \u003C\u002Ftd>\n      \u003Ctd>43,957 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VIII\u003C\u002Ftd>\n      \u003Ctd>38,363.82\u003C\u002Ftd>\n      \u003Ctd>42,200 \u003C\u002Ftd>\n      \u003Ctd>46,420 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IX\u003C\u002Ftd>\n      \u003Ctd>42,174.56\u003C\u002Ftd>\n      \u003Ctd>46,393\u003C\u002Ftd>\n      \u003Ctd>51,032 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Manufacturing\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>T1\u003C\u002Ftd>\n      \u003Ctd>24,709.38\u003C\u002Ftd>\n      \u003Ctd>27,180 \u003C\u002Ftd>\n      \u003Ctd>29,898 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>T2\u003C\u002Ftd>\n      \u003Ctd>25,695.95\u003C\u002Ftd>\n      \u003Ctd>28,266 \u003C\u002Ftd>\n      \u003Ctd>31,092 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>T3\u003C\u002Ftd>\n      \u003Ctd>26,659.31\u003C\u002Ftd>\n      \u003Ctd>29,325 \u003C\u002Ftd>\n      \u003Ctd>32,257 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>T4\u003C\u002Ftd>\n      \u003Ctd>28,396.80\u003C\u002Ftd>\n      \u003Ctd>31,237 \u003C\u002Ftd>\n      \u003Ctd>34,360 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>T5\u003C\u002Ftd>\n      \u003Ctd>32,136.72\u003C\u002Ftd>\n      \u003Ctd>35,351 \u003C\u002Ftd>\n      \u003Ctd>38,886 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>T6\u003C\u002Ftd>\n      \u003Ctd>33,372.37\u003C\u002Ftd>\n      \u003Ctd>36,709 \u003C\u002Ftd>\n      \u003Ctd>40,380 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>T7\u003C\u002Ftd>\n      \u003Ctd>36,345.51\u003C\u002Ftd>\n      \u003Ctd>39,981 \u003C\u002Ftd>\n      \u003Ctd>43,979 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>T8\u003C\u002Ftd>\n      \u003Ctd>38,308.88\u003C\u002Ftd>\n      \u003Ctd>42,140 \u003C\u002Ftd>\n      \u003Ctd>46,354 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerical\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>28,136.72\u003C\u002Ftd>\n      \u003Ctd>30,951 \u003C\u002Ftd>\n      \u003Ctd>34,046 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>35,662.97\u003C\u002Ftd>\n      \u003Ctd>39,229 \u003C\u002Ftd>\n      \u003Ctd>43,152 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>38,058.57\u003C\u002Ftd>\n      \u003Ctd>41,865 \u003C\u002Ftd>\n      \u003Ctd>46,051 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI\u003C\u002Ftd>\n      \u003Ctd>45,197.76\u003C\u002Ftd>\n      \u003Ctd>49,718 \u003C\u002Ftd>\n      \u003Ctd>54,690 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>48,351.60\u003C\u002Ftd>\n      \u003Ctd>53,187 \u003C\u002Ftd>\n      \u003Ctd>58,506 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Security Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Day Staff\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>60 hrs\u003C\u002Ftd>\n      \u003Ctd>24,539.66\u003C\u002Ftd>\n      \u003Ctd>26,994\u003C\u002Ftd>\n      \u003Ctd>29,693\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>56hrs\u003C\u002Ftd>\n      \u003Ctd>23,946.25\u003C\u002Ftd>\n      \u003Ctd>26,341 \u003C\u002Ftd>\n      \u003Ctd>28,975\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48hrs\u003C\u002Ftd>\n      \u003Ctd>22,157.49\u003C\u002Ftd>\n      \u003Ctd>24,373\u003C\u002Ftd>\n      \u003Ctd>26,810\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Night Staff (Protected)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>60 hrs\u003C\u002Ftd>\n      \u003Ctd>24,751 \u003C\u002Ftd>\n      \u003Ctd>27,226\u003C\u002Ftd>\n      \u003Ctd>29,949\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>56hrs\u003C\u002Ftd>\n      \u003Ctd>24,570\u003C\u002Ftd>\n      \u003Ctd>27,027\u003C\u002Ftd>\n      \u003Ctd>29,730\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48hrs\u003C\u002Ftd>\n      \u003Ctd>23,928 \u003C\u002Ftd>\n      \u003Ctd>26,321\u003C\u002Ftd>\n      \u003Ctd>28,953\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii)Night Staff (Unprotected)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>60 hrs\u003C\u002Ftd>\n      \u003Ctd>25,018.29 \u003C\u002Ftd>\n      \u003Ctd>27,520\u003C\u002Ftd>\n      \u003Ctd>30,272\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>56hrs\u003C\u002Ftd>\n      \u003Ctd>24,822.93\u003C\u002Ftd>\n      \u003Ctd>27,305 \u003C\u002Ftd>\n      \u003Ctd>30,036\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>48hrs\u003C\u002Ftd>\n      \u003Ctd>24,257.61\u003C\u002Ftd>\n      \u003Ctd>26,684\u003C\u002Ftd>\n      \u003Ctd>29,352\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MERIT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Merit increments are at the discretion of Management.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JOB CLASSIFICATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Job Descriptions and classifications as contained in Sections F and G of the\nAgreement remain unchanged.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GENERAL WAGE INCREASES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Every employee who was in service as at 30\u002F6\u002F2014 and whose salary is higher\nthan the New Basic Minimum Wages will receive a wage increase of 10% w.e.f.\n1.7.2014 on his individual salary to cover the first year of Agreement and a\nfurther increase of 10% w.e.f. 1.7.2015 based on his individual salary to cover\nthe second year of the Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SECTION E: TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following pages cover all Terms and Conditions of Service affecting\nunionisable Employees of the Members of the Association, whether Awarded by the\nIndustrial Court or Agreed in voluntary negotiations at meetings of the Joint\nIndustrial Council, in accordance with the following clauses:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clause\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Working Hours\u003C\u002Fp>\n\n\u003Cp>2. Overtime Payment\u003C\u002Fp>\n\n\u003Cp>3. Housing\u003C\u002Fp>\n\n\u003Cp>4. Annual Leave\u003C\u002Fp>\n\n\u003Cp>5. Compassionate Leave\u003C\u002Fp>\n\n\u003Cp>6. Public Holidays\u003C\u002Fp>\n\n\u003Cp>7. Religious Holidays\u003C\u002Fp>\n\n\u003Cp>8. Sick Leave\u003C\u002Fp>\n\n\u003Cp>9. Medical Expenses\u003C\u002Fp>\n\n\u003Cp>10 (a).Maternity Leave\u003C\u002Fp>\n\n\u003Cp>10 (b) Paternity leave\u003C\u002Fp>\n\n\u003Cp>11. Safari Subsistence Allowance\u003C\u002Fp>\n\n\u003Cp>12. Acting Allowance\u003C\u002Fp>\n\n\u003Cp>13. Probation\u003C\u002Fp>\n\n\u003Cp>14. Warning Procedure\u003C\u002Fp>\n\n\u003Cp>15. Termination of Service\u003C\u002Fp>\n\n\u003Cp>16. Redundancy\u003C\u002Fp>\n\n\u003Cp>17. Protective Clothing\u003C\u002Fp>\n\n\u003Cp>18. Retirement\u003C\u002Fp>\n\n\u003Cp>19. Non-Unionisable Staff\u003C\u002Fp>\n\n\u003Cp>20. Union Officials\u003C\u002Fp>\n\n\u003Cp>21. Check-off\u003C\u002Fp>\n\n\u003Cp>22. Trade Tests\u003C\u002Fp>\n\n\u003Cp>23. Conflicting Outside Interests\u003C\u002Fp>\n\n\u003Cp>24. Suspension\u003C\u002Fp>\n\n\u003Cp>25. Disturbance Allowance\u003C\u002Fp>\n\n\u003Cp>26. Funeral Grant\u003C\u002Fp>\n\n\u003Cp>27. Absenteeism\u003C\u002Fp>\n\n\u003Cp>28. Casual employment\u003C\u002Fp>\n\n\u003Cp>29. Heavy Duty Allowance\u003C\u002Fp>\n\n\u003Cp>30. Baggage Allowance\u003C\u002Fp>\n\n\u003Cp>31. Agency Fee\u003C\u002Fp>\n\n\u003Cp>32. Effective date\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>WORKING HOURS - CLAUSE 1\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(a) Security Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As shown under \"Wages\".\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Shift Workers on Petrol Pump Service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>48 hours per week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) All other Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>44 hours per week\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>OVERTIME PAYMENT - CLAUSE 2\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>1. Overtime will be paid only when the number of hours worked exceed the\nstandard working week of the Company concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The overtime rates are:-\u003C\u002Fp>\n\n\u003Cp>Working days:Time worked x 1½ basic hourly rate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rest days and Public Holidays:Time worked x 2 basic hourly rate\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The calculation of hourly rates of pay for overtime payment purposes will\nbe as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annual Wage + (Number of hours in normal working week x 52) (Note: The same\ncalculation can be achieved by using the following formula:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monthly wage divide by 190.667 hours in an average month)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>HOUSING - CLAUSE 3\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Housing Allowance as detailed here below will be paid in addition to the\nBasic Minimum Wage set out under Section D.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where housing is provided by the employer a sum not exceeding such housing\nallowance will be deducted from the monthly allowances.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HOUSING ALLOWANCE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following monthly Housing Allowance are now applicable to cover all\nareas in Kenya:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADES\u003C\u002Ftd>\n      \u003Ctd>Current\u003C\u002Ftd>\n      \u003Ctd>1st year\n\n        \u003Cp>1-07-2014\u003C\u002Fp>\n\n        \u003Cp>(Kshs)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2nd year\n\n        \u003Cp>01\u002F07\u002F2015\u003C\u002Fp>\n\n        \u003Cp>(Kshs)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I-III & T1 - T3\n\n        \u003Cp>C.I-III\u003C\u002Fp>\n\n        \u003Cp>Security\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7,291\n\n        \u003Cp>7,291\u003C\u002Fp>\n\n        \u003Cp>7,291\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8,020\n\n        \u003Cp>8,020\u003C\u002Fp>\n\n        \u003Cp>8,020\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8,822\n\n        \u003Cp>8,822\u003C\u002Fp>\n\n        \u003Cp>8,822\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IIIA-IV & T4-T5\n\n        \u003Cp>CI-IV\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7,497\n\n        \u003Cp>7,497\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8,247\n\n        \u003Cp>8,247\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,071\n\n        \u003Cp>9,071\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V-VI& T6-T7\u003C\u002Ftd>\n      \u003Ctd>7,664 \u003C\u002Ftd>\n      \u003Ctd>8,430 \u003C\u002Ftd>\n      \u003Ctd>9,273 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII-VIII & T8\n\n        \u003Cp>CI.V - VI\u003C\u002Fp>\n\n        \u003Cp>IX& CVII\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7,894\n\n        \u003Cp>7,894\u003C\u002Fp>\n\n        \u003Cp>8,123\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8,683\n\n        \u003Cp>8,683\u003C\u002Fp>\n\n        \u003Cp>8,935\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,552\n\n        \u003Cp>9,552\u003C\u002Fp>\n\n        \u003Cp>9,829\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ANNUAL LEAVE - CLAUSE 4\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>1. A minimum of 23 working days' leave, excluding gazetted Public Holidays,\nwill be granted on full pay for each period of 12 months' consecutive service.\nProvided that those workers who have completed 10 years' service shall be\ngranted 26 working days annual leave excluding gazetted Public Holidays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. An additional four days unpaid leave in respect of travelling time may be\ngranted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. The full leave period must be taken at one time, except that the employer\nhas the right, on compassionate grounds only and at his own discretion, to\nallow otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. After 9 months' consecutive service the employee shall be entitled to the\nfull period annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. (a)Any employee who leave his employment after completing his\nprobationary period shall be entitled, during any 12 months leave-earning\nperiod, to leave or pay in lieu thereof calculated on a pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>(b)If, on termination of service an employee is given pay in lieu of notice,\nthen he must be paid for the leave due to him because he cannot be sent on\nleave after he has received his final payment and his service has been\nterminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. Annual Leave should normally be taken with the period covered by 3 months\nbefore and six months after the anniversary of the employee's engagement, which\ndate shall be known as his \"Leave Date\" provided that, should an employee wish\nto do so, he may apply to Management for permission to accumulate all or part\nof his annual leave entitlement. Such application must be made not later than 6\nmonths after the \"Leave date\".\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7. Permission for such accumulation shall not be unreasonably withheld and\nit shall be the duty of Management to confirm its decision in writing to the\nemployee concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8. When accumulation of leave is agreed by Management, it must not in any\ncase, exceed two years entitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9. Leave taken and not accumulated as above shall automatically lapse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>All unionisable employees are to be paid leave travelling allowance of\nKshs.5,301p.a for the first and K.shs. 5,830p.a for the 2nd year when they\nproceed on their annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>COMPASSIONATE LEAVE - CLAUSE 5\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Special leave on compassionate grounds may be granted provided that\nsatisfactory proof of the necessity for such leave is produced. This leave will\neither be paid or unpaid or deducted from the annual leave entitlement in the\nlight of the evidence produced before or after the leave by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PUBLIC HOLIDAYS - CLAUSE 6\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Employees shall normally be granted leave with full pay for all Gazetted\nPublic Holidays, provided that an employee who is required to work on such\nholidays shall be paid double time for the period worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>RELIGIOUS HOLIDAYS - CLAUSE 7\u003C\u002Fh2>\n\n\u003Cp>If leave is granted for religious holidays other than those gazetted by\nGovernment, such leave will normally be without pay or, if paid, will be\ndeducted from the employee's annual leave entitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PROVIDED THAT THE decision whether or not to grant absence on such religious\nholidays with pay or without deduction from the employee's leave entitlement\nshall be at the discretion of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SICK LEAVE - CLAUSE 8\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>1. In the event of illness, the period which the payment for sick leave is\nobligatory during any one calendar year, is based on the following sliding\nscale and is subject to the conditions set out in paragraphs 2 to 6 below:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Up to 2 years' service - 1 month on full pay followed by 1 month on half\npay.\u003C\u002Fp>\n\n\u003Cp>(ii) From 2 to 5 years' service - 1 month on full pay followed by 2 months\non half pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Over 5 years' service - 2 months on full pay followed by 3 months on\nhalf pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) In appropriate cases, the periods indicated above MAY be extended by\nManagement up to a maximum of 3 months on full pay on production by the\nemployee of a certificate, covering his continued unfitness for duty, signed by\nan approved registered medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PROVIDED THAT:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The Employee has completed the appropriate probationary period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. The Employee produces a medical certificate authorizing such sick leave,\nsigned by an approved registered medical practitioner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Sick leave may not be accumulated from year to year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. No person shall be eligible for sick pay in respect of any incapacity due\nto gross neglect on his own part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. No person shall be eligible for sick pay if:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The illness or injury was contracted during any period when the employee\nwas absent from his employment without lawful cause of excuse, or\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) He is suffering from venereal disease, or\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) He is suffering from illness or injury which has been contracted prior\nto his employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MEDICAL EXPENSES - CLAUSE 9\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) All employees shall be reimbursed medical expenses incurred for\ntreatment received at City or Municipal Council Clinics or Government Hospitals\nor from medical practitioners appointed or approved by the employer and for\nmedicines purchased on prescriptions from such medical practitioners, provided\nthe amount so reimbursed shall not exceed Kshs.20,389\u002F= in the first year and\nK.shs. 22,428\u002F= in the second year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) No employer shall be liable for the payment of such fees to or in\nrespect of an employee if:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The illness or injury was contracted during any period when the employee\nwas absent from his employment without lawful cause or excuse, or\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The employee is suffering from any infectious disease and who has been\nordered into hospital by the medical officer of health under section 26 or\nsection 27 of the Public Health Act, or is suffering from venereal diseases,\nor\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The employee is suffering from illness or injury which has been\ncontracted prior to his employment or which arises from his own gross\nneglect.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>MATERNITY LEAVE – CLAUSE 10\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) Maternity Leave for female employees shall be in accordance with the\nprovisions of the Employment Act, 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>Provided that female employees proceeding on maternity leave shall be\nentitled to leave travelling allowance if such allowance has not been taken\nduring annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(b) Paternity leave for male employees shall be in accordance with the\nprovisions of the Employment Act 2007\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SAFARI SUBSISTENCE ALLOWANCE - CLAUSE 11\u003C\u002Fh2>\n\n\u003Cp>When an employee is required to proceed on duty away from his normal place\nof work, other than on transfer, and such absence involves the purchase of\nmeals away from home, he shall be entitled to Safari Allowance at the rates\nshown below.\u003C\u002Fp>\n\n\u003Cp>Should be absence necessitate a night stop away from his place of residence,\nthen the employer shall, in addition to the above, be entitled to the allowance\nalso shown as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Outgoing\u003C\u002Ftd>\n      \u003Ctd>1st year\n\n        \u003Cp>1.7.2014\u003C\u002Fp>\n\n        \u003Cp>10%\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2nd year\n\n        \u003Cp>1.7.2015\u003C\u002Fp>\n\n        \u003Cp>10%\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Breakfast \u003C\u002Ftd>\n      \u003Ctd>518\u003C\u002Ftd>\n      \u003Ctd>570\u003C\u002Ftd>\n      \u003Ctd>627\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch \u003C\u002Ftd>\n      \u003Ctd>552\u003C\u002Ftd>\n      \u003Ctd>607\u003C\u002Ftd>\n      \u003Ctd>668\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Supper \u003C\u002Ftd>\n      \u003Ctd>618\u003C\u002Ftd>\n      \u003Ctd>680\u003C\u002Ftd>\n      \u003Ctd>748\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total Meals \u003C\u002Ftd>\n      \u003Ctd>1688\u003C\u002Ftd>\n      \u003Ctd>1857\u003C\u002Ftd>\n      \u003Ctd>2042\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Night Stop \u003C\u002Ftd>\n      \u003Ctd>1420\u003C\u002Ftd>\n      \u003Ctd>1562\u003C\u002Ftd>\n      \u003Ctd>1718\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total \u003C\u002Ftd>\n      \u003Ctd>3108\u003C\u002Ftd>\n      \u003Ctd>3419\u003C\u002Ftd>\n      \u003Ctd>3761\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ACTING ALLOWANCE - CLAUSE 12\u003C\u002Fh2>\n\n\u003Cp>1. An employee required to act in a higher grade for any period in excess of\n8 days, shall be paid his own salary plus 25% of the salary of the person for\nwhom he is acting, or the salary of the person for whom he is acting, whichever\nis the less.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The basis for calculation of acting allowance shall be x\u002F30ths of a\nmonth's pay where X is the total number of days during which an employee is\nrequired to act for another. Then, if an employee acts for a colleague during\nthe latter's absence on leave for 23 working days, the calculation will be\nbased on 23\u002F30ths of month's pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PROBATION - CLAUSE 13\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Unskilled Workers (Grade 1 only)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Probation period - 1 month\u003C\u002Fp>\n\n\u003Cp>Notice required - 1 week\u003C\u002Fp>\n\n\u003Cp>Skilled Workers (Grade II and above)\u003C\u002Fp>\n\n\u003Cp>Probation period - 3 months\u003C\u002Fp>\n\n\u003Cp>Notice required - 2 weeks\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>WARNING PROCEDURE - CLAUSE 14\u003C\u002Fh2>\n\n\u003Cp>1. An employee, who is guilty of an offence other than gross misconduct or\nother lawful cause of dismissal, may be given a written warning which shall be\nentered in the employee's employment record card and shall remain valid for a\nperiod of twelve months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. If, within the twelve months period, the employee commits a similar or\nany other offence which does not warrant dismissal, he will be further warned\nin writing in his employment record card and the two warnings shall remain\nvalid for a period of 12 months from the date of the second warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. If, within this twelve months period the employee commits a further\noffence, which does not warrant dismissal, he will be issued with a final\nletter of warning which will make him liable to SUMMARY DISMISSAL for any other\noffence which he may commit thereafter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. A final letter of warning will remain valid for a period of one year from\nthe date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Copies of All warning letters shall be sent to the Senior Shopsteward of\nthe Company or Branch, or to another person acting as such during his absence\nand, in addition, a copy of the FINAL warning letter shall be sent to the\nGeneral Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. An employee, who is summarily dismissed for lawful cause, shall be paid\non dismissal all monies, allowances and benefits due to him up to the date of\ndismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TERMINATION OF SERVICE - CLAUSE 15\u003C\u002Fh2>\n\n\u003Cp>After the completion of the probationary period, notice of termination of\nemployment may be given by either party to the other in writing in accordance\nwith the length of service of the employee with the employer, thus:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) From completion of probationary period to 5 years' service: 1 month's\nnotice or salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) From 5 years but under 15 years of service: 2 month's notice or salary\nin lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(c) From 15 years onwards: 3 months' notice or salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) An employee who is terminated or resigns after completing one year\nservice will be entitled to payment of gratuity at the rate of 17 days’ pay\nper completed year of service. Provided that an employee who is terminated on\ndisciplinary grounds shall not be entitled to gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided payment in lieu of notice shall include housing allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>REDUNDANCY - CLAUSE 16\u003C\u002Fh2>\n\n\u003Cp>1. In order to avoid the necessity for the reference of every case of\nintended redundancy to the Industrial court, the parties shall adopt the\nfollowing procedure in processing such cases:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employer wishing to declare any redundancy, (or the Association on\nbehalf of such employer), shall notify the General Secretary of the Union, in\nwriting, giving details as to the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If the Union wishes to contest the necessity for such redundancy, it\nshall do so within fifteen days of receipt of the above advice (by meeting the\nemployer, or the Association on behalf of the employer, to discuss the\nmatter).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If the Union does not communicate with the employer, or with the\nAssociation on behalf of the employer, within the fifteen days referred to in\n(b) above, the employer shall proceed and effect such redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) If no agreement is reached at the Joint Industrial council, then the\nmatter may be reported to the Minister for Labour and Human Resource\nDevelopment as a trade dispute with request for appropriate action.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The principles covering redundancy as set out in the Industrial relations\nCharter are accepted by both the Association and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. It is understood that redundancy is on a Company and not on a\ndepartmental basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. If, at a later date, the position of the particular company should\nimprove to such an extent that it wishes to engage staff, then in the\nconsideration of applications for employment, preference will be given (within\na particular category and trade) to those employees who were previously\ndeclared redundant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Should an employment opportunity occur in the particular category and\ntrade of an employee previously declared redundant but, in a lower grade than\nthat which the employee occupied prior to being declared redundant, then he\nshall still be offered the job but, if he wishes to take the lower grade job he\nshall signify his voluntary acceptance thereof and shall have no right to his\nprevious grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. In the event of employees being declared redundant, they will be paid the\nfollowing:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Pay in lieu of the appropriate notice in accordance with Clause 15 of\nthis Agreement,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003Cp>(b) Severance pay (calculated on basic wage being earned at the time of such\nredundancy)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) 19 days for each completed year of service for employees below 10\nyears’ continuous service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) 21 days for each completed year of service for employees with 10 years\nand above continuous service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) A service gratuity of 10 days’ basic wage for each completed year of\nservice for employees with a continuous service of 1 (one) year and above.\nPayment in respect of completed months over and above completed years will be\ncalculated on prorata basis. Provided that where an employee is covered by an\nexisting pension\u002Fprovident fund they will not be entitled to gratuity under\nthis clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PROTECTIVE CLOTHING - CLAUSE 17\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>1. Free protective clothing, including appliances and\u002For devices, will be\nissued by the employer to all manual workers subject to the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The protective clothing shall remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall have the right to decide whether or not employees are\nrequired to keep the protective clothing issued for their use at their place of\nwork.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Employers are recommended to make arrangements for protective clothing\nissued to be laundered but if this is impracticable and the employees are\nrequired to wash the protective clothing issued to them then 2 bars of soap\nmust be supplied for this purpose, and not less than two pairs shall be issued\nto each individual during each 12 month period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Other details and rules governing the use and maintenance of protective\nclothing shall be decided by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>RETIREMENT - CLAUSE 18\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>1. When employees are retired on reaching the minimum retirement age of 55\nyears or on the grounds of ill-health the employee shall be entitled to:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Below 10 years of continuous service – 20 days basic wage per\ncompleted year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) those with 10 and above years continuous service – 22 days basic pay\nper completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. On completion of 1 year's service a part of any subsequent year in excess\nof 6 months will count as a completed year of service for the purpose of\ncalculating the above payment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. When an employee is covered by an existing provident fund he should get\nthe benefits most advantageous to her\u002Fhim, either from the existing provident\nfund or under this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Retirement benefits payable under this Agreement will be in respect of\nthe years of service of an employee and will be calculated on the employee's\nsalary as at the date of retirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. In the case of the death of an employee while in the service of the\nemployer, the employer will pay to the dependent relatives of the deceased the\nsum of money calculated in accordance with the above clauses and entered on\nhis\u002Fher record of service. The words \"dependent relatives\" shall have the\nmeaning provided in Section 21 of the National Social Security Fund Act\n1965.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. Notice for retirement and resignation shall be as per Clause 15 of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>NON-UNIONISABLE STAFF - CLAUSE 19\u003C\u002Fh2>\n\n\u003Cp>1. All categories of employees of Member Companies of the Association\nengaged in employment directly connected with the Motor Trade and its Allied\nIndustries in Kenya are unionisable, except those categories described in\nAppendix \"B\" to the Recognition Agreement (Section A of this Agreement) under\nthe headings:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Confidential Staff\u003C\u002Fp>\n\n\u003Cp>(ii) Directive and Administrative Staff\u003C\u002Fp>\n\n\u003Cp>(iii) Supervisory Staff\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. On being appointed to a non-unionisable post, an employee must be\nadvised, in his letter of appointment, of the fact that he has become\nnon-unionisable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>UNION OFFICIALS - CLAUSE 20\u003C\u002Fh2>\n\n\u003Cp>Without upsetting management's prerogative to transfer or terminate the\nservices of employees, employers are asked to advise the union, whenever\npossible, when a Union official is to be transferred or to be declared\nredundant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. When an employee indicates his wish to revoke his check-off\nauthorization, the management will provide him with the normal revocation form\nfor completion.\u003C\u002Fp>\n\n\u003Cp>2. If the employee does not complete the form, the deduction of the union\ndues will continue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TRADE TESTS - CLAUSE 22\u003C\u002Fh2>\n\n\u003Cp>NONE\u003C\u002Fp>\n\n\u003Cp>(Note: This subject is still under review)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CONFLICTING OUTSIDE INTERESTS - CLAUSE 23\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Whilst every employee is entitled to use his leisure hours for his own\nbenefit, it must be borne in mind that all employees owe a duty of fidelity to\ntheir respective full-time employers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. An employee may not of his own volition during his term of employment\nengage himself for reward in any business with an established customer who has\nnormally dealt with his employer, and shall not at any time do anything for\nreward which might inflict harm on his employer's business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This duty of fidelity varies with each employee depending on his seniority\nand the confidential position which he may enjoy with his full-time\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>SUSPENSION - CLAUSE 24\u003C\u002Fh2>\n\n\u003Cp>When an employee is suspended from duty for any reason, such suspension\nshall be on full pay until either lifted or the services terminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DISTURBANCE ALLOWANCE - CLAUSE 25\u003C\u002Fh2>\n\n\u003Cp>1. When an employee is transferred from one town to another, he shall be\npaid the sum of Kshs.22,959\u002F- for the 1st year and 25,255\u002F- for the 2nd year of\nthe Agreement by way of Disturbance Allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The Disturbance Allowance does not, of course, include the fare or fares\nfor an individual and, if applicable, his family which must be paid in\naddition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>FUNERAL GRANT - CLAUSE 26\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of death of an employee, the company shall pay Kshs.60,000\u002F-\nfor the 1st year and K.shs. 60,000\u002F- for the 2nd year to assist towards funeral\ncosts. Companies currently paying more than the above amount shall continue to\npay such higher amount.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ABSENTEEISM - CLAUSE 27\u003C\u002Fh2>\n\n\u003Cp>Any employee who is absent for 7 consecutive days or a total of 10 days in\none calendar year, without permission, will be deemed to have left his\nemployment and will not be allowed to return to his work-place except when he\nproduces satisfactory evidence that such absence was warranted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>CASUAL EMPLOYMENT - CLAUSE 28\u003C\u002Fh2>\n\n\u003Cp>A person employed as a casual employee shall be paid for each day worked at\nthe rate of one twenty second of both the monthly wage and housing allowance\napplicable to him under the basic minimum wages and housing allowance Clauses\nhaving regard to his occupation and the area of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A casual employee shall be confirmed to regular monthly terms of employment\nafter working consecutively or intermittently for ninety days in one year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>HEAVY DUTY ALLOWANCE - CLAUSE 29\u003C\u002Fh2>\n\n\u003Cp>(a) An employee engaged in repair of vehicles of tare weight in excess of\n4400 1b but not exceeding tare weight of 8960 1b shall be entitled to heavy\nduty allowance of Kshs.569\u002F= per month for the first year and k.shs 625\u002F- per\nmonth for the 2nd year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee engaged in repair of vehicles of tare weight in excess of\n8960 1b shall be entitled to heavy duty allowance of Kshs.717\u002F= month per month\nfor the 1st year and K.shs.848\u002F= for the second year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BAGGAGE ALLOWANCE - CLAUSE 30\u003C\u002Fh2>\n\n\u003Cp>On retirement, an employee shall be entitled to a baggage allowance at the\nrate of 100% of his month's basic pay to cover the cost of transportation of\nhis personal effects. Provided retirement shall be on reaching the age of\nretirement or on the grounds of ill-health as per Clause 18 of this Agreement.\nThose declared redundant shall be entitled to 50% of one’s basic salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>AGENCY FEE - CLAUSE 31\u003C\u002Fh2>\n\n\u003Cp>The Union shall be entitled to charge Agency Fee upon non-members who\nbenefit from such Collective Bargaining Agreement. The amount chargeable shall\nbe approved by the Minister as provided for in the Labour Relations Act,\n2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>EFFECTIVE DATE AND DURATION - CLAUSE 32\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall be effective from 1st July, 2014 and shall remain in\nforce for a period of two years. Thereafter, it shall continue in force until\namended by mutual agreement between the parties provided that the party\nintending to amend it gives three months' notice in writing setting out in\ndetails all the amendments required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS...................... DAY OF\n...........................2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE ASSOCIATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..........................................\u003C\u002Fp>\n\n\u003Cp>JULIE KIMEU\u003C\u002Fp>\n\n\u003Cp>CHAIRPERSON\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................................\u003C\u002Fp>\n\n\u003Cp>ROSE MUTOKO\u003C\u002Fp>\n\n\u003Cp>JIC MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..............................................\u003C\u002Fp>\n\n\u003Cp>BERNARD NJOROGE\u003C\u002Fp>\n\n\u003Cp>JIC MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................................\u003C\u002Fp>\n\n\u003Cp>JOHN N. IKINYA\u003C\u002Fp>\n\n\u003Cp>JIC MEMBER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>............................................\u003C\u002Fp>\n\n\u003Cp>JUSTUS M. OTAKWA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..................................................\u003C\u002Fp>\n\n\u003Cp>WASHINGTON OKWARA\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.....................................\u003C\u002Fp>\n\n\u003Cp>L.W KARIUKI\u003C\u002Fp>\n\n\u003Cp>MANAGER, INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"severance_number_1_tenure":44,"severance_number":48,"ONCERISE_trigger":50,"wageincreaseperc1":54,"hourspweek_select":58,"childcare":62,"STRUCINCR_trigger":66,"funeralpay":68,"maternityotherclause":72,"LOWWAGE_provision":76,"pensionfund":80,"OVERTIME_trigger":84,"holidaysdays":88,"wageincreasedate_date":92,"healthcareaccess":94,"ANNLEAVE_trigger":98,"protectiveclothing":102,"healthandsafetypolicy":106,"hourspweek":109,"contracttrial":111,"sicknesspay":115,"paidpaternityleave":119,"LOWWAGE_trigger":123,"bankholidays1":125,"sicknessmaxdays":129,"paidmaternityleave":132,"contractseverancepay":136,"PAIDLEAV_trigger":138},{"bindId":45,"name":46,"text":47},"severance_number_1_tenure","(b) Severance pay (calculated on basic w","(b) Severance pay (calculated on basic wage being earned at the time of such\nredundancy)\n\n\n\n(i) 19 days for each completed year of service for employees below 10\nyears’ continuous service.\n\n\n\n(ii) 21 days for each completed year of service for employees with 10 years\nand above continuous service.",{"bindId":49,"name":46,"text":47},"severance_number",{"bindId":51,"name":52,"text":53},"ONCERISE_trigger","Merit increments are at the discretion o","Merit increments are at the discretion of Management.",{"bindId":55,"name":56,"text":57},"wageincreaseperc1","Every employee who was in service as at ","Every employee who was in service as at 30\u002F6\u002F2014 and whose salary is higher\nthan the New Basic Minimum Wages will receive a wage increase of 10% w.e.f.\n1.7.2014 on his individual salary to cover the first year of Agreement and a\nfurther increase of 10% w.e.f. 1.7.2015 based on his individual salary to cover\nthe second year of the Agreement.",{"bindId":59,"name":60,"text":61},"hourspweek_select","(a) Security Staff As shown under \"Wages","(a) Security Staff\n\n\n\nAs shown under \"Wages\".\n\n\n\n(b) Shift Workers on Petrol Pump Service\n\n\n\n48 hours per week\n\n\n\n(c) All other Employees\n\n\n\n44 hours per week",{"bindId":63,"name":64,"text":65},"childcare","Special leave on compassionate grounds m","Special leave on compassionate grounds may be granted provided that\nsatisfactory proof of the necessity for such leave is produced. This leave will\neither be paid or unpaid or deducted from the annual leave entitlement in the\nlight of the evidence produced before or after the leave by the employee.",{"bindId":67,"name":56,"text":57},"STRUCINCR_trigger",{"bindId":69,"name":70,"text":71},"funeralpay","In the event of death of an employee, th","In the event of death of an employee, the company shall pay Kshs.60,000\u002F-\nfor the 1st year and K.shs. 60,000\u002F- for the 2nd year to assist towards funeral\ncosts. Companies currently paying more than the above amount shall continue to\npay such higher amount.",{"bindId":73,"name":74,"text":75},"maternityotherclause","Provided that female employees proceedin","Provided that female employees proceeding on maternity leave shall be\nentitled to leave travelling allowance if such allowance has not been taken\nduring annual leave.",{"bindId":77,"name":78,"text":79},"LOWWAGE_provision","BASIC MINIMUM WAGES (a) Manual & Artisan","BASIC MINIMUM WAGES\n\n\n\n(a) Manual & Artisan\n\n\n  \n  \n  \n  \n  \n  \n    \n      \n      Outgoing\n\n        wages\n      \n      1.7.2014\n\n        10%\n\n        \n      \n      1.7.2015\n\n        10%\n      \n    \n    \n      I\n      24,709.38\n      27,180\n      29,898 \n    \n    \n      II\n      25,695.95\n      28,266 \n      31,092 \n    \n    \n      III\n      26,659.31\n      29,325 \n      32,257 \n    \n    \n      IV\n      28,782.63\n      31,661 \n      34,827 \n    \n    \n      V\n      32,137.94\n      35,352 \n      38,887 \n    \n    \n      VI\n      32,474.94\n      35,723 \n      39,295 \n    \n    \n      VII\n      36,328.41\n      39,961 \n      43,957 \n    \n    \n      VIII\n      38,363.82\n      42,200 \n      46,420 \n    \n    \n      IX\n      42,174.56\n      46,393\n      51,032 \n    \n  \n\n\n\n\n(b) Manufacturing\n\n\n\n\n  \n  \n  \n  \n  \n  \n    \n      T1\n      24,709.38\n      27,180 \n      29,898 \n    \n    \n      T2\n      25,695.95\n      28,266 \n      31,092 \n    \n    \n      T3\n      26,659.31\n      29,325 \n      32,257 \n    \n    \n      T4\n      28,396.80\n      31,237 \n      34,360 \n    \n    \n      T5\n      32,136.72\n      35,351 \n      38,886 \n    \n    \n      T6\n      33,372.37\n      36,709 \n      40,380 \n    \n    \n      T7\n      36,345.51\n      39,981 \n      43,979 \n    \n    \n      T8\n      38,308.88\n      42,140 \n      46,354 \n    \n  \n\n\n\n\nClerical\n\n\n  \n  \n  \n  \n  \n  \n    \n      III\n      28,136.72\n      30,951 \n      34,046 \n    \n    \n      IV\n      35,662.97\n      39,229 \n      43,152 \n    \n    \n      V\n      38,058.57\n      41,865 \n      46,051 \n    \n    \n      VI\n      45,197.76\n      49,718 \n      54,690 \n    \n    \n      VII\n      48,351.60\n      53,187 \n      58,506 \n    \n  \n\n\n\n\nSecurity Staff\n\n\n\nGrade II\n\n\n\n(i) Day Staff\n\n\n  \n  \n  \n  \n  \n  \n    \n      60 hrs\n      24,539.66\n      26,994\n      29,693\n    \n    \n      56hrs\n      23,946.25\n      26,341 \n      28,975\n    \n    \n      48hrs\n      22,157.49\n      24,373\n      26,810\n    \n  \n\n\n\n\n\n\n(ii) Night Staff (Protected)\n\n\n  \n  \n  \n  \n  \n  \n    \n      60 hrs\n      24,751 \n      27,226\n      29,949\n    \n    \n      56hrs\n      24,570\n      27,027\n      29,730\n    \n    \n      48hrs\n      23,928 \n      26,321\n      28,953\n    \n  \n\n\n\n\nGrade III\n\n\n\n(iii)Night Staff (Unprotected)\n\n\n  \n  \n  \n  \n  \n  \n    \n      60 hrs\n      25,018.29 \n      27,520\n      30,272\n    \n    \n      56hrs\n      24,822.93\n      27,305 \n      30,036\n    \n    \n      48hrs\n      24,257.61\n      26,684\n      29,352",{"bindId":81,"name":82,"text":83},"pensionfund","1. When employees are retired on reachin","1. When employees are retired on reaching the minimum retirement age of 55\nyears or on the grounds of ill-health the employee shall be entitled to:-\n\n\n\n(a) Below 10 years of continuous service – 20 days basic wage per\ncompleted year of service\n\n\n\n(b) those with 10 and above years continuous service – 22 days basic pay\nper completed year of service.",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","1. Overtime will be paid only when the n","1. Overtime will be paid only when the number of hours worked exceed the\nstandard working week of the Company concerned.\n\n\n\nThe overtime rates are:-\n\nWorking days:Time worked x 1½ basic hourly rate\n\n\n\nRest days and Public Holidays:Time worked x 2 basic hourly rate\n\n\n\n2. The calculation of hourly rates of pay for overtime payment purposes will\nbe as follows:-\n\n\n\nAnnual Wage + (Number of hours in normal working week x 52) (Note: The same\ncalculation can be achieved by using the following formula:-\n\n\n\nMonthly wage divide by 190.667 hours in an average month)",{"bindId":89,"name":90,"text":91},"holidaysdays","1. A minimum of 23 working days' leave, ","1. A minimum of 23 working days' leave, excluding gazetted Public Holidays,\nwill be granted on full pay for each period of 12 months' consecutive service.\nProvided that those workers who have completed 10 years' service shall be\ngranted 26 working days annual leave excluding gazetted Public Holidays.",{"bindId":93,"name":56,"text":57},"wageincreasedate_date",{"bindId":95,"name":96,"text":97},"healthcareaccess","(a) All employees shall be reimbursed me","(a) All employees shall be reimbursed medical expenses incurred for\ntreatment received at City or Municipal Council Clinics or Government Hospitals\nor from medical practitioners appointed or approved by the employer and for\nmedicines purchased on prescriptions from such medical practitioners, provided\nthe amount so reimbursed shall not exceed Kshs.20,389\u002F= in the first year and\nK.shs. 22,428\u002F= in the second year.\n\n\n\n(b) No employer shall be liable for the payment of such fees to or in\nrespect of an employee if:-\n\n\n\n(i) The illness or injury was contracted during any period when the employee\nwas absent from his employment without lawful cause or excuse, or\n\n\n\n(ii) The employee is suffering from any infectious disease and who has been\nordered into hospital by the medical officer of health under section 26 or\nsection 27 of the Public Health Act, or is suffering from venereal diseases,\nor\n\n\n\n(iii) The employee is suffering from illness or injury which has been\ncontracted prior to his employment or which arises from his own gross\nneglect.",{"bindId":99,"name":100,"text":101},"ANNLEAVE_trigger","All unionisable employees are to be paid","All unionisable employees are to be paid leave travelling allowance of\nKshs.5,301p.a for the first and K.shs. 5,830p.a for the 2nd year when they\nproceed on their annual leave.",{"bindId":103,"name":104,"text":105},"protectiveclothing","1. Free protective clothing, including a","1. Free protective clothing, including appliances and\u002For devices, will be\nissued by the employer to all manual workers subject to the following:-\n\n\n\n(a) The protective clothing shall remain the property of the employer.\n\n\n\n(b) The employer shall have the right to decide whether or not employees are\nrequired to keep the protective clothing issued for their use at their place of\nwork.",{"bindId":107,"name":104,"text":108},"healthandsafetypolicy","1. Free protective clothing, including appliances and\u002For devices, will be\nissued by the employer to all manual workers subject to the following:-\n\n\n\n(a) The protective clothing shall remain the property of the employer.\n\n\n\n(b) The employer shall have the right to decide whether or not employees are\nrequired to keep the protective clothing issued for their use at their place of\nwork.\n\n\n\n(c) Employers are recommended to make arrangements for protective clothing\nissued to be laundered but if this is impracticable and the employees are\nrequired to wash the protective clothing issued to them then 2 bars of soap\nmust be supplied for this purpose, and not less than two pairs shall be issued\nto each individual during each 12 month period.\n\n\n\n(d) Other details and rules governing the use and maintenance of protective\nclothing shall be decided by the employer.",{"bindId":110,"name":60,"text":61},"hourspweek",{"bindId":112,"name":113,"text":114},"contracttrial","Unskilled Workers (Grade 1 only) Probati","Unskilled Workers (Grade 1 only)\n\n\n\nProbation period - 1 month\n\nNotice required - 1 week\n\nSkilled Workers (Grade II and above)\n\nProbation period - 3 months\n\nNotice required - 2 weeks",{"bindId":116,"name":117,"text":118},"sicknesspay","1. In the event of illness, the period w","1. In the event of illness, the period which the payment for sick leave is\nobligatory during any one calendar year, is based on the following sliding\nscale and is subject to the conditions set out in paragraphs 2 to 6 below:-\n\n\n\n(i) Up to 2 years' service - 1 month on full pay followed by 1 month on half\npay.\n\n(ii) From 2 to 5 years' service - 1 month on full pay followed by 2 months\non half pay.\n\n\n\n(iii) Over 5 years' service - 2 months on full pay followed by 3 months on\nhalf pay.\n\n\n\n(iv) In appropriate cases, the periods indicated above MAY be extended by\nManagement up to a maximum of 3 months on full pay on production by the\nemployee of a certificate, covering his continued unfitness for duty, signed by\nan approved registered medical practitioner.",{"bindId":120,"name":121,"text":122},"paidpaternityleave","(b) Paternity leave for male employees s","(b) Paternity leave for male employees shall be in accordance with the\nprovisions of the Employment Act 2007",{"bindId":124,"name":78,"text":79},"LOWWAGE_trigger",{"bindId":126,"name":127,"text":128},"bankholidays1","Employees shall normally be granted leav","Employees shall normally be granted leave with full pay for all Gazetted\nPublic Holidays, provided that an employee who is required to work on such\nholidays shall be paid double time for the period worked.",{"bindId":130,"name":117,"text":131},"sicknessmaxdays","1. In the event of illness, the period which the payment for sick leave is\nobligatory during any one calendar year, is based on the following sliding\nscale and is subject to the conditions set out in paragraphs 2 to 6 below:-\n\n\n\n(i) Up to 2 years' service - 1 month on full pay followed by 1 month on half\npay.\n\n(ii) From 2 to 5 years' service - 1 month on full pay followed by 2 months\non half pay.\n\n\n\n(iii) Over 5 years' service - 2 months on full pay followed by 3 months on\nhalf pay.",{"bindId":133,"name":134,"text":135},"paidmaternityleave","(a) Maternity Leave for female employees","(a) Maternity Leave for female employees shall be in accordance with the\nprovisions of the Employment Act, 2007.\n\n\n\nProvided that female employees proceeding on maternity leave shall be\nentitled to leave travelling allowance if such allowance has not been taken\nduring annual leave.",{"bindId":137,"name":46,"text":47},"contractseverancepay",{"bindId":139,"name":90,"text":140},"PAIDLEAV_trigger","1. A minimum of 23 working days' leave, excluding gazetted Public Holidays,\nwill be granted on full pay for each period of 12 months' consecutive service.\nProvided that those workers who have completed 10 years' service shall be\ngranted 26 working days annual leave excluding gazetted Public Holidays.\n\n\n\n2. An additional four days unpaid leave in respect of travelling time may be\ngranted.\n\n\n\n3. The full leave period must be taken at one time, except that the employer\nhas the right, on compassionate grounds only and at his own discretion, to\nallow otherwise.\n\n\n\n4. After 9 months' consecutive service the employee shall be entitled to the\nfull period annual leave.\n\n\n\n5. (a)Any employee who leave his employment after completing his\nprobationary period shall be entitled, during any 12 months leave-earning\nperiod, to leave or pay in lieu thereof calculated on a pro-rata basis.\n\n(b)If, on termination of service an employee is given pay in lieu of notice,\nthen he must be paid for the leave due to him because he cannot be sent on\nleave after he has received his final payment and his service has been\nterminated.\n\n\n\n6. Annual Leave should normally be taken with the period covered by 3 months\nbefore and six months after the anniversary of the employee's engagement, which\ndate shall be known as his \"Leave Date\" provided that, should an employee wish\nto do so, he may apply to Management for permission to accumulate all or part\nof his annual leave entitlement. Such application must be made not later than 6\nmonths after the \"Leave date\".","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Motor Trade and Allied Industries Employers Association - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-03-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing, Wholesale\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of basic metals, Wholesale of other machinery, equipment and supplies\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: → Motor Trade and Allied Industries 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 - Amalgamated Union of Kenya Metal Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 33 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 150 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\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: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → KES 120000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision 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: → 30 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 95 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 19 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\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: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 27180.0\n            \u003C\u002Fdiv>\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: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 5301.0\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            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[146],{"title":37,"slug":33},[148],{"type":149,"data":150},"call_to_action_body_block",{"title":151,"description":152,"variant":153,"link":154},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":151,"url":155,"description":151,"rel":156,"type":157},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[159],{"type":149,"data":160},{"title":151,"description":152,"variant":153,"link":161},{"title":151,"url":155,"description":151,"rel":156,"type":157},[]]