[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-uchumi-supermarkets-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-in-the-matter-of-wages-and-other-terms-and-conditions-of-employment":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":194,"content_type_view":195,"extra_breadcrumbs":196,"body":198,"body_blocks":209,"related_pages":213},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":192,"translations":193},{"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-uchumi-supermarkets-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-in-the-matter-of-wages-and-other-terms-and-conditions-of-employment","551998fe-e3a0-11e2-b3a7-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-uchumi-supermarkets-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-in-the-matter-of-wages-and-other-terms-and-conditions-of-employment\u002Fcollective-bargaining-agreement-between-uchumi-supermarkets-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-in-the-matter-of-wages-and-other-terms-and-conditions-of-employment\u002F","Collective Bargaining Agreement Between Uchumi Supermarkets Limited And The Kenya Union Of Commercial, Food And Allied Workers In The Matter Of Wages And Other Terms And Conditions Of Employment - 2012","KEN Uchumi Supermarkets Limited - 2012","Kenya - KEN Uchumi Supermarkets Limited - 2012","KEN Uchumi Supermarkets Limited - 2012 - Retail trade, Other",{"name":41,"data":42},"UCHUMI-Memorandum of agreement (2).html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">COLLECTIVE\nBARGAINING AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">UCHUMI\nSUPERMARKETS LIMITED (HEREINAFTER REFERRED TO AS THE “COMPANY”) OF THE\nFIRST PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">THE KENYA\nUNION OF COMMERCIAL, FOOD AND ALLIED WORKERS (HEREINAFTER REFERRED TO AS THE\n“UNION”) OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">IN THE MATTER\nOF WAGES AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fh1>\n\n\u003Cp>The Company and the Union meeting together in a free heart and voluntary\nassociation, agree and enter into foregoing Agreement negotiated between them\nat the Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Ch3>1.A. BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSING ALLOWANCE AND TRANSPORT\n)\u003C\u002Fh3>\n\n\u003Cp>All unionisable employees who are not provided with free housing\naccommodation and transport allowance shall be paid a house allowance of 25% of\nthe basic pay and 15% as transport allowance of the gross pay.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>ENTRY POINT\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category I\n\n        \u003Cp>General labourer\u003C\u002Fp>\n\n        \u003Cp>Cleaner, messenger, gardener\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs. 8,800.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category II\n\n        \u003Cp>Packer \u002F Cleaner Grade\u003C\u002Fp>\n\n        \u003Cp>Gatekeeper, cook\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs. 10,000.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category III\n\n        \u003Cp>Copy typist, shop assistant, baker assistant, Butcher\u002F meat cutter,\n        Office assistant, left luggage attendant.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs. 11,750.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category IV\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Artisan Grade Iii, Display Artist, Telephone Operator, Receptionist,\n        Shop Assistant Grade 2, General Clerk, Copy Typist Grade 2, Store\n        Keeper\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs. 13,400.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category V.\n\n        \u003Cp>Customer Service Desk Assistant, Shop Assistant Grade 1, Security\n        Man\u002F Woman, Corporate Sales Assistant, Senior Cook, Driver Light\n        Van.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs. 14,500.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category VI\n\n        \u003Cp>Artisan grade 2, driver Medium Size Vehicle van\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs. 15,800.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category VII\n\n        \u003Cp>Artisan Grade 1, Accounts Clerk, Receiving Clerk, Data Entry Clerk,\n        Documentary Assistant, Item Master, Section Head, Driver Heavy\n        Commercial, Cashier, Baker, Back Office Assistant, ICT Assistant,\n        Administration Assistant Clerk, Human Resource Assistant, Merchandizer\n        and Dispatch Clerk.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs. 19,500.00\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NB: Provided that the basic minimum wages shall be above the statutory rates\nof pay by Kshs.150\u002F=.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>Wage Increase\u003C\u002Fp>\n\n\u003Cp>All unionisable employees in the employment of the Company, who are\nconfirmed in their appointment as at 30th June 2012, will receive a gross wage\nincrease of 10% from 1st July, 2012 to cover the first year. All unionisable\nemployees in the employment of the Company, who are confirmed in their\nappointment as at 30th June, 2013 will receive a gross wage increase of 10%\nfrom 1st July, 2013 to cover the second year.\u003C\u002Fp>\n\n\u003Cp>NB: The wages payable are consolidated and shall include both housing and\ntransport in the following proportion. (Basic wages 60% Housing 25% Transport\n15%)\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>House Allowance is included in the gross pay and paid at the ratio of 25% of\ngross pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>3.TRANSPORT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Transport Allowance shall be paid at the ratio of 15% of gross pay which\nalready is included therein.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.CASUAL EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) The daily rate for a casual employee shall be Kshs.150 above the\ngazzetted minimum wages for the grade he\u002Fshe is employed.\u003C\u002Fp>\n\n\u003Cp>(b) Where a casual employee has remained in employment for a period of more\nthan three (3) continuous months in a year, such a casual employee shall be\nconverted to permanent terms of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.PROBATION PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>(a) All employees shall be required to serve a probation period of 3 (three)\nmonths before being confirmed in their appointment. During such period, the\nemployment may be terminated by the Company or the employee by giving seven (7)\ndays notice in writing or pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On initial appointment, an employee shall be issued with a letter of\nappointment detailing terms and conditions of his\u002Fher employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch3>6.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 45 hours of work exclusive of meal,\nbreaks, provided that:-\u003C\u002Fp>\n\n\u003Cp>(a) An employee shall be entitled to not less than one rest day each\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Ch3>7.OVERTIME\u003C\u002Fh3>\n\n\u003Cp>Authorized overtime shall be payable at the following rates:-\u003C\u002Fp>\n\n\u003Cp>(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 5 above, at one and half (1 ½) times the normal hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>(b) For time worked on the employee’s normal rest day and Gazetted Public\nHolidays, at double the normal hourly rate. Provided that employees wishing to\nopt for additional time off in respect of hours worked during a Public Holiday\nshall be granted such time off with full pay.\u003C\u002Fp>\n\n\u003Cp>(c) For the purposes of computing payment for overtime work, the hourly rate\nshall be 1\u002F195 and multiplied by the basic monthly salary for all employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>8.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>After each period of twelve (12) months continuous service with the Company,\nan employee shall be entitled to annual leave of twenty two (22) working days\nwith full pay on the anniversary date of the employee’s employment. Where\nemployment is terminated after the completion of two or more consecutive\nmonth’s service, the employee will be entitled to two (2) days leave with\nfull pay for each completed month of service in such period. The employee shall\nreceive pay in lieu of such leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>9.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>After the probationary period, and subject to production of a Medical\nCertificate signed by the approved Medical Practitioner, an employee will be\nentitled to sick leave in any one year as follows:-\u003C\u002Fp>\n\n\u003Cp>(i) 40 days with full pay\u003C\u002Fp>\n\n\u003Cp>(ii) 20 days with half pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>10.MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(i) (a) A female employee shall be entitled to 3 months maternity leave with\nfull pay provided that a female employee who has taken 3 months maternity leave\nshall not forfeit her annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) In the event that the employee is certified unfit to resume work after\nsixty (60) days, the provisions of Clause No. 8 above shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(ii) A male employee shall be entitled to fourteen (14) days paternity leave\nwith full pay without forfeiture of annual leave entitlement in that particular\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Ch3>11. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the Company be granted such leave upto his\u002Fher earned\nentitlement under paragraph 8 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee may, in addition to leave provided for in sub-paragraph (a)\nof this paragraph, be granted seven (7) days compassionate leave with pay in\nany one year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>12. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>Protective clothing will be provided in accordance with the provisions of\nthe Occupational Safety and Health Act, 2007\u003C\u002Fp>\n\n\u003Cp>Where an employee’s work place is in the cold room, the employer shall\nprovide appropriate warm clothing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>13. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The Company will pay the expenses of medical treatment as follows;\u003C\u002Fp>\n\n\u003Cp>(i) Out-patient\u003C\u002Fp>\n\n\u003Cp>The Company shall re-imburse medical expenses for its employees and their\nfamilies up to a maximum of Kshs. 20,000\u002F= per year in respect of outpatient\ntreatment and drugs. Such treatment may be obtained at National Hospital\nInsurance Fund recognized hospitals for the employee’s spouse and four\nchildren under 18 years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Inpatient\u003C\u002Fp>\n\n\u003Cp>The Company shall meet in full medical expenses incurred by the employee,\nhis\u002Fher spouse and four children under 18 years for in-patient treatment\nobtained from National Hospital Insurance Fund recognized hospitals up to a\nmaximum of Kshs. 47,000\u002F= per year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Expenses on dental, optical, spectacles, maternity will be paid within\nthe limit of both out and in patient\u003C\u002Fp>\n\n\u003Cp>NB: Parties have agreed that this will be reviewed and discussed during the\nnext medical year from October 2013\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>(a) The Company shall, one month prior to taking action, inform the Union of\nthe intended redundancy giving the reasons for, and the extent of such\nredundancy. During the notice period, the Union shall reserve the right to make\nrepresentations to the employer. In any case, all matters concerned with\nredundancy shall be subject to the procedures stipulated in the Labour\nRelations Act, 2007 laws of Kenya and the Employment Act, 2007 laws of\nKenya.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall adopt the principles of “Last in first Out”\nprovided that due regard to seniority in time, skill, ability and reliability\nof each employee belonging to the particular category of employees affected by\nthe redundancy shall be considered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Any leave due to an employee(s) shall be entitled to notice or pay in\nlieu of such notice as outlined in Clause 17.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employee(s) shall be entitled to notice of pay in lieu of\nsuch notice as outlined in Clause 17.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 17 days pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15 . WARNING\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or commits an offence\nwhich does not warrant instant dismissal shall be warned in writing and the\nfollowing procedure shall apply.\u003C\u002Fp>\n\n\u003Cp>(a) The first and the second warning shall be entered in the employee’s\nemployment record and the Shopsteward of the Union informed accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The second warning shall be copied to the General Secretary of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee who has received two written warnings commits a third\noffence, he\u002Fshe may be liable to termination.\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee completed three hundred and sixty five days,\nfrom the date of second warning without committing further offence, any\nwarnings entered in his\u002Fher employment record shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. TRANSFERS\u003C\u002Fh3>\n\n\u003Cp>(a) The Company has the sole right to transfer an employee from one Branch\nto another or from one Department to another in accordance with the exigency of\nservice.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is transferred from one County\u002FTown to another at the\nrequest of the employer, the employer shall provide transport for the employee,\nhis\u002Fher family and personal effects from the old residence to the new\nresidence. In addition the employee shall be entitled to the equivalent of one\nmonth gross pay as disturbance allowance, where the transfer is at the request\nof an employee, the employer shall provide transport for the employee, his\u002Fher\nfamily and personal effects. However, no disturbance allowance will be paid\u003C\u002Fp>\n\n\u003Cp>(c) An employee who is to be transferred from one town to another shall in\nnormal circumstances, be given advance notice of not less than two (2) weeks by\nthe employer.\u003C\u002Fp>\n\n\u003Cp>(d) Internal transfer within the locality etc, an employee shall be given\none (1) day notice except where there are emergency circumstances, the notice\nwill not hold.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After the completion of the probationary period, services may be terminable\nby either party by giving notices as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) Employees with services of up to five (5) completed years of service –\none month’s notice or pay in lieu of notice thereof.\u003C\u002Fp>\n\n\u003Cp>(b) Employees with over five (5) years service two month’s notice or pay\nin lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(c) An employee whose services are terminated may qualify for and receive\nbenefits under the Uchumi Supermarkets Limited Staff Retirement Benefits Scheme\nin accordance with Rules of the Scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>An employee shall be liable to summary dismissal for gross misconduct\ndefined in the Employment Act, namely:-\u003C\u002Fp>\n\n\u003Cp>(i) If without leave or other lawful cause, an employee absents\nhimself\u002Fherself from the place proper and appointed for the performance of\nhis\u002Fhe work for a period exceeding seven (7) days.\u003C\u002Fp>\n\n\u003Cp>(ii) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself\u002Fherself unwilling or incapable properly to perform his\u002Fher\nwork.\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee willfully neglects to perform any work which it was\nhis\u002Fher duty to have performed, or if he\u002Fshe carelessly and improperly performs\nany work from its nature it was his\u002Fher duty under his\u002Fher contract to have\nperformed carefully and properly.\u003C\u002Fp>\n\n\u003Cp>(iv) If, an employee uses abusive or insulting language or behaves in a\nmanner insulting, to his\u002Fher employer or to any person placed in authority over\nhim\u002Fher by his\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>(v) If, an employee knowingly fails, or refuses to obey any law and proper\ncommand which it was within the scope of his\u002Fher duty to obey, issued by\nhis\u002Fher employer or any person placed in authority over him\u002Fher by his\u002Fher\nemployer.\u003C\u002Fp>\n\n\u003Cp>(vi) If, in the lawful exercise of any arrest given by or underwritten law,\nan employee is arrested for a cognizable offence punishable by imprisonment and\nis not within fourteen (14) days either released on bail or bond or otherwise\nlawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>(vii) If an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed offence against or to the substantial detriment\nof his\u002Fher employer or his\u002Fher employer’s property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>19. FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cp>(i) In the event of death of an employee, the employer shall provide Kshs.\n70,000\u002F= towards funeral expenses to cater for all funeral expenses.\u003C\u002Fp>\n\n\u003Cp>(ii) Allow three (3) nominated workmates of the deceased to attend burial.\nAny such nominated workmate to be given Safari Allowance as per Clause No. 23\nof the CBA.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>This shall be dealt with in accordance with Section 51 of the Employment Act\nwhich reads:-\u003C\u002Fp>\n\n\u003Cp>(1) Every employee shall be given a Certificate of Service by his\u002Fher\nemployer upon the termination of his\u002Fher employment unless such employment has\ncontinued for a period less than four consecutive weeks and every such\ncertificate shall contain:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his\u002Fher postal address\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when the employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) Subject to Subsection (1) of this Section no employer is bound to give\nto any employee any testimonial reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Any employer who willfully by neglect fails to give an employee a\nCertificate of Service in accordance with Subsection (1) of this Section, or\nwho in a Certificate of Service includes a statement which he\u002Fshe knows to be\nfalse, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Where an employee is required to perform work in a higher grade than\nhis\u002Fher, he\u002Fshe shall be notified in writing.\u003C\u002Fp>\n\n\u003Cp>(b) If he\u002Fshe performs for more than 15 consecutive days, he\u002Fshe shall be\nentitled to an acting allowance of 15% of not less than the difference between\nhis\u002Fher basic salary and the entry point of the grade he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Cp>(c) If he\u002Fshe acts continuously in that position for a period of three (3)\nmonths he\u002Fshe shall be confirmed in that position permanently.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Promotion from one grade to another is not automatic and shall be decided\nupon by the company taking into account the job done and the employee’s\neducation attainment, length of service and standard of work. Promotion on\nmerit to be considered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Kshs.\u003C\u002Fp>\n\n\u003Cp>(1) Breakfast300.00\u003C\u002Fp>\n\n\u003Cp>(2) Lunch 400.00\u003C\u002Fp>\n\n\u003Cp>(3) Dinner 400.00\u003C\u002Fp>\n\n\u003Cp>(4) Accommodation 1,500.00\u003C\u002Fp>\n\n\u003Cp>TOTAL 2,600.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. PROVIDENT FUND\u003C\u002Fh3>\n\n\u003Cp>(i) Provident fund shall continue as per the current practice.\u003C\u002Fp>\n\n\u003Cp>(ii) All unionisable employees should contribute 5% of their gross salary to\nthe pension scheme from 1st August 2011, while the employer shall contribute\n7.0% of the respective employee’s gross salary to the Scheme.\u003C\u002Fp>\n\n\u003Cp>NB. Provident fund contributions will be based on gross pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>25. RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Employees may retire under the following conditions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Compulsory retirement on attaining 60 (Sixty) years\u003C\u002Fp>\n\n\u003Cp>(ii) Voluntary retirement at the age of 50 (fifty) years\u003C\u002Fp>\n\n\u003Cp>(iii) On certified medical grounds at any age.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) (i) A retiring employee shall be entitled to all benefits accruing under\nClause 24.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Transport to the new location shall be provided by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. PAID LEAVE FOR TRADE UNION FUNCTIONS\u003C\u002Fh3>\n\n\u003Cp>Provided that the Union gives reasonable written notice, of not less than\nseven days the employer shall arrange to release, on full pay, Shopstewards who\nmay be required to attend scheduled legitimate Meetings or Seminars and other\nspecified Educational Programmes. Such Shopstewards will receive Safari\nAllowance as provided for in Clause 23 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st day of July, 2012 and it shall\nremain in force for a period of 24 months. Thereafter, it shall continue in\nforce until is amended by mutual agreement between the two parties. Provided\nthat any party wishing to amend it gives the other party one month’s notice\nof such intention giving in writing the detail of the amendment so required.\u003C\u002Fp>\n\n\u003Cp>N.B :- The Following issues were not concluded :-\u003C\u002Fp>\n\n\u003Cp>1.Uniforms\u003C\u002Fp>\n\n\u003Cp>2.Salary advance.\u003C\u002Fp>\n\n\u003Cp>3.Leave Travelling Allowance.\u003C\u002Fp>\n\n\u003Cp>4.Night Shift\u002Fmeals allowance\u003C\u002Fp>\n\n\u003Cp>5.Long service increment.\u003C\u002Fp>\n\n\u003Cp>Once concluded a supplementary agreement shall be attached to the\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………..\u003C\u002Fp>\n\n\u003Cp>GROUP CHIEF EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………….\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER\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>SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………….\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. ………………………………………….\u003C\u002Fp>\n\n\u003Cp>2…………………………………………..\u003C\u002Fp>\n\n\u003Cp>3…………………………………………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L.W KARIUKI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATION SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ……………….. 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BASIC MINIMUM WAGES (EXCLUSIVE OF H","1.A. BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSING ALLOWANCE AND TRANSPORT\n)\n\nAll unionisable employees who are not provided with free housing\naccommodation and transport allowance shall be paid a house allowance of 25% of\nthe basic pay and 15% as transport allowance of the gross pay.\n\n\n  \n  \n  \n  \n    \n      \n      ENTRY POINT\n    \n    \n      Category I\n\n        General labourer\n\n        Cleaner, messenger, gardener\n      \n      \n\n        Kshs. 8,800.00\n      \n    \n    \n      Category II\n\n        Packer \u002F Cleaner Grade\n\n        Gatekeeper, cook\n      \n      \n\n        Kshs. 10,000.00\n      \n    \n    \n      Category III\n\n        Copy typist, shop assistant, baker assistant, Butcher\u002F meat cutter,\n        Office assistant, left luggage attendant.\n      \n      \n\n        Kshs. 11,750.00\n      \n    \n    \n      Category IV\n\n        \n\n        Artisan Grade Iii, Display Artist, Telephone Operator, Receptionist,\n        Shop Assistant Grade 2, General Clerk, Copy Typist Grade 2, Store\n        Keeper\n      \n      \n\n        Kshs. 13,400.00\n      \n    \n    \n      Category V.\n\n        Customer Service Desk Assistant, Shop Assistant Grade 1, Security\n        Man\u002F Woman, Corporate Sales Assistant, Senior Cook, Driver Light\n        Van.\n      \n      \n\n        Kshs. 14,500.00\n      \n    \n    \n      Category VI\n\n        Artisan grade 2, driver Medium Size Vehicle van\n      \n      \n\n        Kshs. 15,800.00\n      \n    \n    \n      Category VII\n\n        Artisan Grade 1, Accounts Clerk, Receiving Clerk, Data Entry Clerk,\n        Documentary Assistant, Item Master, Section Head, Driver Heavy\n        Commercial, Cashier, Baker, Back Office Assistant, ICT Assistant,\n        Administration Assistant Clerk, Human Resource Assistant, Merchandizer\n        and Dispatch Clerk.\n      \n      \n\n        Kshs. 19,500.00",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) All employees shall be required to s","(a) All employees shall be required to serve a probation period of 3 (three)\nmonths before being confirmed in their appointment. During such period, the\nemployment may be terminated by the Company or the employee by giving seven (7)\ndays notice in writing or pay in lieu of notice.\n\n\n\n(b) On initial appointment, an employee shall be issued with a letter of\nappointment detailing terms and conditions of his\u002Fher employment.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","9.SICK LEAVE After the probationary peri","9.SICK LEAVE\n\nAfter the probationary period, and subject to production of a Medical\nCertificate signed by the approved Medical Practitioner, an employee will be\nentitled to sick leave in any one year as follows:-\n\n(i) 40 days with full pay\n\n(ii) 20 days with half pay",{"bindId":57,"name":58,"text":59},"childcareleave","11. COMPASSIONATE LEAVE (a) An employee ","11. COMPASSIONATE LEAVE\n\n(a) An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the Company be granted such leave upto his\u002Fher earned\nentitlement under paragraph 8 of this Agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\n\n\n\n(b) An employee may, in addition to leave provided for in sub-paragraph (a)\nof this paragraph, be granted seven (7) days compassionate leave with pay in\nany one year.",{"bindId":61,"name":62,"text":63},"pensionfund","25. RETIREMENT (a) Employees may retire ","25. RETIREMENT\n\n(a) Employees may retire under the following conditions:\n\n\n\n(i) Compulsory retirement on attaining 60 (Sixty) years\n\n(ii) Voluntary retirement at the age of 50 (fifty) years\n\n(iii) On certified medical grounds at any age.\n\n\n\n(b) (i) A retiring employee shall be entitled to all benefits accruing under\nClause 24.\n\n\n\n(ii) Transport to the new location shall be provided by the employer.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","Wage Increase All unionisable employees ","Wage Increase\n\nAll unionisable employees in the employment of the Company, who are\nconfirmed in their appointment as at 30th June 2012, will receive a gross wage\nincrease of 10% from 1st July, 2012 to cover the first year. All unionisable\nemployees in the employment of the Company, who are confirmed in their\nappointment as at 30th June, 2013 will receive a gross wage increase of 10%\nfrom 1st July, 2013 to cover the second year.\n\nNB: The wages payable are consolidated and shall include both housing and\ntransport in the following proportion. (Basic wages 60% Housing 25% Transport\n15%)",{"bindId":69,"name":70,"text":71},"dayspweek","The normal working week shall consist of","The normal working week shall consist of 45 hours of work exclusive of meal,\nbreaks, provided that:-\n\n(a) An employee shall be entitled to not less than one rest day each\nweek.",{"bindId":73,"name":74,"text":75},"hourspweek_select","6.HOURS OF WORK The normal working week ","6.HOURS OF WORK\n\nThe normal working week shall consist of 45 hours of work exclusive of meal,\nbreaks, provided that:-\n\n(a) An employee shall be entitled to not less than one rest day each\nweek.",{"bindId":77,"name":58,"text":59},"childcare",{"bindId":79,"name":66,"text":67},"wageincreasetype2",{"bindId":81,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":83,"name":84,"text":85},"funeralpay","19. FUNERAL EXPENSES (i) In the event of","19. FUNERAL EXPENSES\n\n(i) In the event of death of an employee, the employer shall provide Kshs.\n70,000\u002F= towards funeral expenses to cater for all funeral expenses.\n\n(ii) Allow three (3) nominated workmates of the deceased to attend burial.\nAny such nominated workmate to be given Safari Allowance as per Clause No. 23\nof the CBA.",{"bindId":87,"name":88,"text":89},"paidmaternityleaveduration","10.MATERNITY LEAVE\u002FPATERNITY LEAVE (i) (","10.MATERNITY LEAVE\u002FPATERNITY LEAVE\n\n(i) (a) A female employee shall be entitled to 3 months maternity leave with\nfull pay provided that a female employee who has taken 3 months maternity leave\nshall not forfeit her annual leave in that year.\n\n(b) In the event that the employee is certified unfit to resume work after\nsixty (60) days, the provisions of Clause No. 8 above shall apply.",{"bindId":91,"name":92,"text":93},"maternityotherclause","(b) In the event that the employee is ce","(b) In the event that the employee is certified unfit to resume work after\nsixty (60) days, the provisions of Clause No. 8 above shall apply.",{"bindId":95,"name":54,"text":55},"maxsicknesspayperc",{"bindId":97,"name":46,"text":47},"jobclassifaction1",{"bindId":99,"name":100,"text":101},"commutingallowancetype","3.TRANSPORT ALLOWANCE Transport Allowanc","3.TRANSPORT ALLOWANCE\n\nTransport Allowance shall be paid at the ratio of 15% of gross pay which\nalready is included therein.",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","7.OVERTIME Authorized overtime shall be ","7.OVERTIME\n\nAuthorized overtime shall be payable at the following rates:-\n\n(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 5 above, at one and half (1 ½) times the normal hourly\nrate.\n\n(b) For time worked on the employee’s normal rest day and Gazetted Public\nHolidays, at double the normal hourly rate. Provided that employees wishing to\nopt for additional time off in respect of hours worked during a Public Holiday\nshall be granted such time off with full pay.\n\n(c) For the purposes of computing payment for overtime work, the hourly rate\nshall be 1\u002F195 and multiplied by the basic monthly salary for all employees.",{"bindId":107,"name":108,"text":109},"holidaysdays","8.ANNUAL LEAVE After each period of twel","8.ANNUAL LEAVE\n\nAfter each period of twelve (12) months continuous service with the Company,\nan employee shall be entitled to annual leave of twenty two (22) working days\nwith full pay on the anniversary date of the employee’s employment. Where\nemployment is terminated after the completion of two or more consecutive\nmonth’s service, the employee will be entitled to two (2) days leave with\nfull pay for each completed month of service in such period. The employee shall\nreceive pay in lieu of such leave.",{"bindId":111,"name":66,"text":67},"wageincreasedate_date",{"bindId":113,"name":114,"text":115},"healthcareaccess","13. MEDICAL TREATMENT The Company will p","13. MEDICAL TREATMENT\n\nThe Company will pay the expenses of medical treatment as follows;\n\n(i) Out-patient\n\nThe Company shall re-imburse medical expenses for its employees and their\nfamilies up to a maximum of Kshs. 20,000\u002F= per year in respect of outpatient\ntreatment and drugs. Such treatment may be obtained at National Hospital\nInsurance Fund recognized hospitals for the employee’s spouse and four\nchildren under 18 years.\n\n\n\n(ii) Inpatient\n\nThe Company shall meet in full medical expenses incurred by the employee,\nhis\u002Fher spouse and four children under 18 years for in-patient treatment\nobtained from National Hospital Insurance Fund recognized hospitals up to a\nmaximum of Kshs. 47,000\u002F= per year.\n\n\n\n(iii) Expenses on dental, optical, spectacles, maternity will be paid within\nthe limit of both out and in patient\n\nNB: Parties have agreed that this will be reviewed and discussed during the\nnext medical year from October 2013",{"bindId":117,"name":114,"text":115},"healthinsurance",{"bindId":119,"name":100,"text":101},"COMMUTE_trigger",{"bindId":121,"name":104,"text":105},"SUNDAY_trigger",{"bindId":123,"name":66,"text":67},"wageincreasetype",{"bindId":125,"name":104,"text":105},"sundayallowancetype",{"bindId":127,"name":128,"text":129},"healthandsafetypolicy","12. PROTECTIVE CLOTHING Protective cloth","12. PROTECTIVE CLOTHING\n\nProtective clothing will be provided in accordance with the provisions of\nthe Occupational Safety and Health Act, 2007\n\nWhere an employee’s work place is in the cold room, the employer shall\nprovide appropriate warm clothing.",{"bindId":131,"name":104,"text":105},"overtimeallowanceperc1",{"bindId":133,"name":74,"text":75},"hourspweek",{"bindId":135,"name":136,"text":137},"paidpaternityleavepay","(ii) A male employee shall be entitled t","(ii) A male employee shall be entitled to fourteen (14) days paternity leave\nwith full pay without forfeiture of annual leave entitlement in that particular\nyear.",{"bindId":139,"name":50,"text":51},"contracttrial",{"bindId":141,"name":54,"text":55},"sicknesspay",{"bindId":143,"name":88,"text":89},"jobsecuritymothers",{"bindId":145,"name":70,"text":71},"dayspweek_select",{"bindId":147,"name":114,"text":115},"healthinsurancerelatives",{"bindId":149,"name":88,"text":89},"paidmaternityleaveall",{"bindId":151,"name":70,"text":71},"SCHEDULE_trigger",{"bindId":153,"name":136,"text":137},"paidpaternityleave",{"bindId":155,"name":70,"text":71},"schedulesrestpw",{"bindId":157,"name":158,"text":159},"sicknessmaxdaysnr","After the probationary period, and subje","After the probationary period, and subject to production of a Medical\nCertificate signed by the approved Medical Practitioner, an employee will be\nentitled to sick leave in any one year as follows:-\n\n(i) 40 days with full pay\n\n(ii) 20 days with half pay",{"bindId":161,"name":100,"text":101},"commutingallowanceperc1",{"bindId":163,"name":114,"text":115},"healthcareaccessrelatives",{"bindId":165,"name":46,"text":47},"LOWWAGE_trigger",{"bindId":167,"name":104,"text":105},"sundayallowanceperc1",{"bindId":169,"name":170,"text":171},"contractseverancepay1","Where the employment of an employee is t","Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply:-\n\n(a) The Company shall, one month prior to taking action, inform the Union of\nthe intended redundancy giving the reasons for, and the extent of such\nredundancy. During the notice period, the Union shall reserve the right to make\nrepresentations to the employer. In any case, all matters concerned with\nredundancy shall be subject to the procedures stipulated in the Labour\nRelations Act, 2007 laws of Kenya and the Employment Act, 2007 laws of\nKenya.\n\n\n\n(b) The Company shall adopt the principles of “Last in first Out”\nprovided that due regard to seniority in time, skill, ability and reliability\nof each employee belonging to the particular category of employees affected by\nthe redundancy shall be considered.\n\n\n\n(c) Any leave due to an employee(s) shall be entitled to notice or pay in\nlieu of such notice as outlined in Clause 17.\n\n\n\n(d) The redundant employee(s) shall be entitled to notice of pay in lieu of\nsuch notice as outlined in Clause 17.\n\n\n\n(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 17 days pay for each completed year of service.",{"bindId":173,"name":104,"text":105},"overtimeallowancetype",{"bindId":175,"name":104,"text":105},"overtimeallowancetypeperiod",{"bindId":177,"name":178,"text":179},"maternitydiscrimination","(i) (a) A female employee shall be entit","(i) (a) A female employee shall be entitled to 3 months maternity leave with\nfull pay provided that a female employee who has taken 3 months maternity leave\nshall not forfeit her annual leave in that year.",{"bindId":181,"name":158,"text":159},"sicknessmaxdays",{"bindId":183,"name":88,"text":89},"paidmaternityleave",{"bindId":185,"name":66,"text":67},"wageincreasedate",{"bindId":187,"name":170,"text":171},"contractseverancepay",{"bindId":189,"name":108,"text":109},"PAIDLEAV_trigger",{"bindId":191,"name":136,"text":137},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Uchumi Supermarkets Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade, Other\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Uchumi Supermarkets Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Union of Commercial Food and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 28 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\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: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.5 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-commutingallowanceperc1\">\n                    Allowance for commuting work: → 15 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[197],{"title":37,"slug":33},[199],{"type":200,"data":201},"call_to_action_body_block",{"title":202,"description":203,"variant":204,"link":205},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":202,"url":206,"description":202,"rel":207,"type":208},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[210],{"type":200,"data":211},{"title":202,"description":203,"variant":204,"link":212},{"title":202,"url":206,"description":202,"rel":207,"type":208},[]]