[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-between-white-rose-drycleaners-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-":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":164,"content_type_view":165,"extra_breadcrumbs":166,"body":168,"body_blocks":179,"related_pages":183},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":162,"translations":163},{"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-white-rose-drycleaners-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-","9966c41c-d450-11e4-be6b-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-between-white-rose-drycleaners-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-\u002Fcollective-bargaining-agreement-between-white-rose-drycleaners-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-\u002F","Collective Bargaining Agreement between White Rose Drycleaners Limited and the Kenya Union of Commercial Food and Allied Workers - 2014","KEN White Rose Drycleaners Limited - 2014","Kenya - KEN White Rose Drycleaners Limited - 2014","KEN White Rose Drycleaners Limited - 2014 - Security, cleaning, homework, Other",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT 2014.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 WHITE ROSE DRYCLEANERS LIMITED AND\nTHE KENYA UNION OF COMMERCIAL FOOD AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the parties' recognition agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working week shall consist of forty-five hours of work spread\nover six days of the week.\u003C\u002Fp>\n\n\u003Cp>Provided that in the case of security personnel, the normal working week\nshall be sixty hours worked over six days of 10 hours work per day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime shall be payable at the following rates:\u003C\u002Fp>\n\n\u003Cp>(a) For the time worked in excess of the normal number of hours per week\nspecified in Clause 2 of this Agreement at one and one-half times the normal\nhourly rate;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(b) For the time worked on the employees normal rest days (which may or may\nnot be Sunday) and gazetted public holidays at twice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>For the purpose of calculating payment for overtime in accordance with\nsub-clause (a) of this clause, where the employee is not employed by the hour,\nthe basic hourly rate in relation to any employee shall be taken as one hundred\nand ninety fifth of the basic monthly wage payable to the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. HOLIDAY WITH FULL PAY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>The normal hours occurring on statutory holiday\u002Fs shall be treated as time\noff with full pay. An employee who works on such a day\u002Fs shall be paid overtime\nat twice the normal hourly rate or given equivalent time off on another day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) After each period of twelve consecutive months service with an employer,\nan employee will be entitled to annual leave for a period covering 28 working\ndays exclusive of Gazzeted Public Holidays, Sundays and rest days, with full\npay.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee's services are terminated after the completion of two\nmonths' continuous service with the employer, such employee shall be entitled\nto two days leave with full pay for every completed month of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>(a) An employee proceeding on annual leave after each period of 12 months\nconsecutive service with the employer shall be entitled to leave traveling\nallowance of Kshs,2,600 for the duration of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee who leaves employment before completing a year shall be\nentitled to pro-rata leave traveling allowance.\u003C\u002Fp>\n\n\u003Cp>(c) Where leave is accumulated, leave travelling allowance will also be\naccumulated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sicknesspay\">\u003Cp>After completion of one months' service with an employer, an employee shall\nbe entitled to sick leave up to a maximum of 60 days with full pay, and\nthereafter to sick leave for a maximum of 60 days with half pay, in each period\nof twelve months continuous service, subject to the employee producing a\ncertificate of incapacity covering each period of sick leave claimed, signed by\na medical practitioner or a person acting on his\u002Fher behalf in charge of a\ndispensary or medical aid center; Provided that an employee shall not be\neligible for sick leave in respect of any incapacity due to gross neglect on\nhis or her part.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(a) A female employee shall be entitled to three months maternity leave with\nfull pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>i. A female employee who has taken maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cp>ii. Child-birth in respect of a female employee shall not be deemed to be\nsickness as provided for under clause 7 of this agreement and the employer\nshall not be required to meet medical costs incurred thereon.\u003C\u002Fp>\n\n\u003Cp>iii. A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(b) A male employee shall be entitled to 14 days paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) Definition\u003C\u002Fp>\n\n\u003Cp>\"Redundancy\" means the loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee involving termination of\nemployment at the initiative of the employer, where the services of an employee\nare superfluous and the practices commonly known as abolition of office, job or\noccupation and loss of employment.\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment:\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the Employer will endeavor to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned he\u002Fshe will be classified as redundant and, therefore,\neligible for the entitlement outlined in sub-clause (f).\u003C\u002Fp>\n\n\u003Cp>(c) Consultation:\u003C\u002Fp>\n\n\u003Cp>The employer shall consult the Union and discuss with them the reasons for\nand the extent of the intended redundancy 35 days prior to notifying the\nworkers affected.\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees:\u003C\u002Fp>\n\n\u003Cp>In deciding which employees shall be declared redundant the employer will\nassess the relative merit, ability, skill seniority and reliability of the\naffected employees, but when these factors are equal the discharge will be on\nthe basis of first in last out.\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement:\u003C\u002Fp>\n\n\u003Cp>Redundant employee will be given prior consideration for re-engagement by\nthe company according to their qualifications should there arise a vacancy and\nthey are also available.\u003C\u002Fp>\n\n\u003Cp>(f) Entitlement of Redundant Employees:\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe shall be\nentitled to: -\u003C\u002Fp>\n\n\u003Cp>(i) The normal notice or pay in lieu of notice as defined in the\nagreement;\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and any other remuneration, which may be due\nto him\u002Fher calculated up to the date on which he\u002Fshe ceases to work;\u003C\u002Fp>\n\n\u003Cp>(iii) Pro-rata leave and leave allowance entitlement in accordance with the\nAgreement;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>An employee declared redundant shall be entitled to 23 days pay for each\ncompleted year of service as severance pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) Where an employee is required to work in full acting capacity for a\nperiod of not less than thirteen (13) consecutive days in an occupation or\ngrade for which the basic minimum wage prescribed in the Wage Schedule of this\nAgreement is higher than the basic wage normally earned by the employee, he\u002Fshe\nshall be paid an acting allowance at a rate not less than the difference\nbetween such higher basic minimum wage and his\u002Fher normal basic minimum\nwage.\u003C\u002Fp>\n\n\u003Cp>(b) If an employee acts in a vacant post for 3 continuous months he\u002Fshe\nshall be confirmed in writing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) It shall be a condition in every contract, other than contracts for\nwages calculated in accordance with clause 13 of this Agreement, that such\ncontract shall be terminable by either party by notices or pay in lieu as\noutlined hereunder:-\u003C\u002Fp>\n\n\u003Cp>(i) Employees with up to 4 completed years of service — One Month's notice\nor pay in lieu thereof\u003C\u002Fp>\n\n\u003Cp>(ii) Employees with 5 to 9 completed years of service — two months' notice\nor pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(iii)Employees with 10 years service and above — three months notice or\npay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>(b) It shall be a condition in every contract that an employee who is\nprovided with free housing accommodation by the employer and whose employment\nis about to be or has been terminated shall be entitled to remain in normal\noccupation of such housing accommodation:\u003C\u002Fp>\n\n\u003Cp>(i) Until expiry of the period during which the employment continues under\nany notice of termination given by either party; or\u003C\u002Fp>\n\n\u003Cp>(ii) Until expiry of the period represented by basic wages payable by the\ncompany in lieu of notice of termination; or\u003C\u002Fp>\n\n\u003Cp>(iii) For a period not exceeding 12 days where the employee is dismissed\nsummarily by the employer on grounds of gross misconduct as defined under\nclause 12 of this Agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumeration of\nsuch matters shall not preclude an employer or an employee from respectively\nalleging or disputing whether the factors giving rise to the same or whether\nany other matters not mentioned in this section constitute justifiable or\nlawful grounds for such dismissal:\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable to perform his work properly;\u003C\u002Fp>\n\n\u003Cp>(c) 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 which from its nature it was his \u002Fher duty under his\u002Fher contract to\nhave performed carefully and properly;\u003C\u002Fp>\n\n\u003Cp>(d) 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 by his\u002Fher employer;\u003C\u002Fp>\n\n\u003Cp>(e) If, an employee fails, or refuses to obey any lawful and proper command\nwhich it was within the scope of his\u002Fher duty to obey, issued by his\u002Fher\nemployer or any person placed in authority over him by his employer;\u003C\u002Fp>\n\n\u003Cp>(f) If, in the lawful exercise of any power of arrest given by under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen days either - released on bail or on\nbond or otherwise lawfully set at liberty;\u003C\u002Fp>\n\n\u003Cp>(g) If, an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his\u002Fher employer or his\u002Fher employer's property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(i) The first three months may be treated as probationary period, and during\nsuch probationary period the contract may be terminable by either party by\nseven (7) days’ notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for lawful cause.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. CASUAL LABOUR\u003C\u002Fh3>\n\n\u003Cp>Casual employees to be employed for a maximum period of 3 months and\nthereafter they will be on 3 months probationary period.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. TERMINATION BY DEATH\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In the event of death of an employee the management shall contribute\nKshs.25,000 for the duration of the agreement towards funeral expenses of the\ndeceased.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. ACCUMULATION OF LEAVE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Two year annual leave entitlement may be accumulated.\u003C\u002Fp>\n\n\u003Cp>(b) An employee whose leave is deferred shall be informed in writing as soon\nas possible through the leave from which will also give an alternative date\nwhen the employee may proceed on leave.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desiring to take leave on compassionate grounds shall by prior\narrangement with his\u002Fher employer, be granted such leave and such leave shall\nsubsequently be set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>An employee may in addition to such leave be granted ten (10) days\ncompassionate leave without pay in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning letter which shall be\nentered in the employee's employment record and shall remain valid for a period\nof 12 months from the date of issue. If, within the 12 months period the\nemployee commits a similar or any other offence which does not warrant\ndismissal, he will be further warned in writing in his employment record card,\nand the two warning letters shall remain valid for a period of 12 months from\nthe date of the second warning. If the employee commits a 3rd offence which\ndoes not warrant dismissal, he will be issued with a final letter of warning\nwhich will make him liable to summary dismissal for any other offence which he\nmay commit thereafter. A final letter of warning will remain valid for a period\nof one year from the date of issue. All warning letters shall be copied to the\nshopsteward and the last shall also be copied to the Secretary General.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee whose employment does not provide for free accommodation and\nfree meals while on safari shall be entitled to the following allowances:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast..........................Kshs. 245\u003C\u002Fp>\n\n\u003Cp>Lunch..............................Kshs. 280\u003C\u002Fp>\n\n\u003Cp>Supper (Dinner)............Kshs. 290\u003C\u002Fp>\n\n\u003Cp>Accommodation............Kshs. 1,400\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These allowances apply only to those employees of their principal area of\nemployment on duty.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. INJURY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In all cases involving injury sustained while an employee is on normal duty,\nthe requirements of the Work Injury Benefits Act, 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be given a certificate of service by his employer upon\ntermination of his employment, unless such employment has continued for a\nperiod of less than four consecutive weeks, and every such certificate shall\ncontain:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) the name and address of the employer;\u003C\u002Fp>\n\n\u003Cp>(ii) the name of the employee;\u003C\u002Fp>\n\n\u003Cp>(iii) the date when employment commenced and ceased;\u003C\u002Fp>\n\n\u003Cp>(iv) the nature and usual place of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that no employer shall be bound to give to any employee any\ntestimonial reference or certificate relating to the character or performance\nof an employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. TRANSFER AND DISTURBANCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>(a) An employee will be provided with free accommodation on transfer from\none town to another for a period of one month and free transport for employee\nhimself\u002Fherself, wife\u002Fhusband and up to six (6) children. In addition he\u002Fshe\nshall be given Kshs.1,700\u002F- for the duration of this agreement.\u003C\u002Fp>\n\n\u003Cp>(b) When an employee is being transferred from one station\u002Fdepartment to\nanother he\u002Fshe shall be given instructions in writing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Employer will pay for medical treatment for his employees treated in any\nhospital or clinics, and on production of a certificate from a Registered\nMedical Practitioner provided that the cost of such medical treatment shall not\nexceed Kshs. 11,000\u002F= for the 1st Year , 2nd Year 12,000\u002F= and 3rd year Kshs.\n13,000.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. UNIFORMS\u002FPROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>An employee who is required to wear uniforms or overalls by nature of\nhis\u002Fher work or in accordance with the provisions of the Occupational Safety\nand Health Act shall be issued with two pairs of uniforms\u002Foveralls as necessary\nfree of charge by the employer. Such uniforms\u002Foveralls shall be replaced by the\nemployer as soon as wear and tear makes this necessary. The employer will\nprovide employees with washing materials for washing uniforms and overalls. The\nuniforms\u002Foveralls issued will remain the property of the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. SCHEDULE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp>PART II – BASIC MINIMUM WAGE RATES AND CONDITIIONS THERETO\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>(ii)Basic monthly Minimum Wage Rates (Exclusive of Housing C (i)\nAllowances.)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Category of employees\u003C\u002Ftd>\n      \u003Ctd>w.e.f. 1-7-2014\n\n        \u003Cp>Kshs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>Labourer, Shaker-out, Driver’s Mate, Messenger, Tea Maker,\n      Folder\u003C\u002Ftd>\n      \u003Ctd>9,980\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>Shopman, Hydro-extractor Operator, Wet Cleaner, Calendar Operator,\n        Button Replacer\u003C\u002Ftd>\n      \u003Ctd>10,764\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C(i)\u003C\u002Ftd>\n      \u003Ctd>Laundry Ironer, Laundry Presser, van man, Checker, Boiler man,\n        Bicycle Cyclist, Roller Attendant\u003C\u002Ftd>\n      \u003Ctd>11,112\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C(ii)\u003C\u002Ftd>\n      \u003Ctd>Laundry Washing Machine Operator\u003C\u002Ftd>\n      \u003Ctd>11,285\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D\u003C\u002Ftd>\n      \u003Ctd>Dry Cleaning Machine Operator, Dry Cleaning Ironer, Dry Cleaning\n        Press Operator, Motor Cycle Rider, Watchman\u003C\u002Ftd>\n      \u003Ctd>12,855\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E\u003C\u002Ftd>\n      \u003Ctd>Driver (Light Van), Shop Assistant, Artisan’s Assistant ( Upgraded\n        Artisan)\u003C\u002Ftd>\n      \u003Ctd>13,402\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>F\u003C\u002Ftd>\n      \u003Ctd>Silk Spotter\u003C\u002Ftd>\n      \u003Ctd>13,402\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>G\u003C\u002Ftd>\n      \u003Ctd>Telephone Operator, general clerk, storekeeper, Receptionist\u003C\u002Ftd>\n      \u003Ctd>15,265\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>H\u003C\u002Ftd>\n      \u003Ctd>Driver (Medium sized vehicle), Artisan, TT grade III\u003C\u002Ftd>\n      \u003Ctd>16,803\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>Dyer, Artisan (TT Grade II)\u003C\u002Ftd>\n      \u003Ctd>18,529\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>J\u003C\u002Ftd>\n      \u003Ctd>Artisan TT Grade I, Cashier\u003C\u002Ftd>\n      \u003Ctd>22,271\u002F=\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(iii) GENERAL WAGE INCREASE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-COSTLIV_trigger\">\u003Cp>(i) Every employee in service as at 1st July 2104 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2014.\u003C\u002Fp>\n\n\u003Cp>(ii) Every employee in service as at 1st July 2015 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2015.\u003C\u002Fp>\n\n\u003Cp>(iii) Every employee in service as at 1st July 2016 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2016.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause\" id=\"clause-COSTLIV_trigger\">\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is not provided with free housing accommodation by his\nemployer shall be entitled, in addition to the basic minimum wage rate, to a\nhousing allowance of Kshs. 3,400\u002F= per month for the 1st Year, Kshs. 3,500 for\nthe 2nd year and Kshs. 3,700\u002F= for the 3rd Year.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. PENSION SCHEME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>The company shall facilitate the establishment of a pension scheme that\nshall be effected immediately the N.S.S.F Act of 2013 becomes operational and\nwill be regulated by the Retirement Benefits Authority.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Gratuity the employee has accrued shall be computed at the rate of 21\nand 22 days for an employee who has worked for 5 years and 6 years and above\nrespectively. The employees issued with a statement to show how much he is\nentitled to which shall be paid to the individual; employee at the time of\nseparation including summary dismissal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. RETIREMENT AGE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The normal retirement age shall be sixty (60) years with the option of an\nearlier retirement to be initiated by either party from the age of 55 years.\nEither party shall give notice as provided for under Clause 11 of this CBA.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. AGENCY FEE\u003C\u002Fh3>\n\n\u003Cp>Agency fee shall be effected in accordance with the Labour Relations Act,\n2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st July 2014 and it shall remain in\nforce for a period of not less than 36 months. Thereafter it shall remain in\nforce until it is amended. Any party wishing to vary any clause shall give one\nmonth's notice in writing of such intention, setting out in detail all the\namendments required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MANAGEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................................................\u003C\u002Fp>\n\n\u003Cp>ABDULLAH SEIBAN JACK SHIHUNDU\u003C\u002Fp>\n\n\u003Cp>OPERATIONS DIRECTORHUMAN RESOURCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KENYA UNION OF COMMERCIAL, FOOD AND ALLIED WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.................................................................................\u003C\u002Fp>\n\n\u003Cp>PETER NGUGI MOSES MWOLOLO\u003C\u002Fp>\n\n\u003Cp>FOR SECRETARY GENERALCHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................... ....................\u003C\u002Fp>\n\n\u003Cp>G. R AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ............................................. DAY OF\n........................... 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>PART III — DEFINITIONS In this schedule (Clause 24)\u003C\u002Fp>\n\n\u003Cp>(i) \"SHAKER OUT\" Means an employee who us wholly or mainly engaged in\npreparing or shaking out articles of laundry into a suitable condition for\ncalendar finishing.\u003C\u002Fp>\n\n\u003Cp>(ii) \"CALENDAR OPERATOR\" means an employee who is wholly or mainly engaged\nin feeding or folding articles of laundry into or from a calendar.\u003C\u002Fp>\n\n\u003Cp>(iii) \"HYDRO EXTRACTOR\" means an employee who is wholly or mainly engaged in\nthe simple mechanical operation of hydro-extractor and loading thereof\u003C\u002Fp>\n\n\u003Cp>(iv) \"WET CLEANER\" means an employee who is wholly or mainly engaged in\nwashing articles by hand.\u003C\u002Fp>\n\n\u003Cp>(v) \"LAUNDRY WASHING MACHINE OPERATOR\" means an employee who is wholly or\nmainly engaged in the simple mechanical operation of washing and\u002For the loading\nand unloading if a washing machine.\u003C\u002Fp>\n\n\u003Cp>(vi) \"LAUNDRY PRESSER\" means an employee who is wholly or mainly engaged in\nthe operation of a laundry press.\u003C\u002Fp>\n\n\u003Cp>(vii) \"LAUNDRY IRONER\" means an employee who is wholly or mainly engaged in\nthe ironing of articles of laundry by hand.\u003C\u002Fp>\n\n\u003Cp>(viii) \"BOILER-MAN\" means an employee who is wholly or mainly engaged in\nattending to and operating steam-raising equipment.\u003C\u002Fp>\n\n\u003Cp>(ix) \"GARMENT REPAIRER\" means an employee who is wholly or mainly engaged in\nthe minor repairing and sewing of articles of laundry or dry cleaning.\u003C\u002Fp>\n\n\u003Cp>(x) \"ROUGH SPOTTER\" means an employee who is wholly or mainly engaged in the\nremoval of stains from articles other than those made of silk or synthetic\nfibres.\u003C\u002Fp>\n\n\u003Cp>(xi) \"DRY CLEANING PRESSER\" means a person who is wholly or mainly engaged\nin the operation of a dry cleaning press.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(xii) \"DRY CLEANING IRONER\" means an employee who is wholly or mainly\nengaged in the ironing of dry cleaned articles by hand.\u003C\u002Fp>\n\n\u003Cp>(xiii) \"DRY CLEANING MACHINE OPERATOR\" means an employee who is wholly or\nmainly engaged in the simple mechanical operation of a dry cleaning machine.\u003C\u002Fp>\n\n\u003Cp>(xiv) \"CLERK\" means and employee engaged full-time in clerical and record\nwork.\u003C\u002Fp>\n\n\u003Cp>(xv) \"DRIVER\" means an adult employee whose duties, in addition to being in\ncharge of a motor vehicle, may include several such other tasks as necessary\nfor the collection or delivery services of a laundry or dry cleaning\nundertaking, including loading and unloading.\u003C\u002Fp>\n\n\u003Cp>(xvi) \"DRIVERS MATE\" means an employee who is wholly or mainly engaged in\nassisting the driver in such tasks as are necessary for the collection or\ndelivery services of laundry or dry cleaning undertaking, including loading,\nunloading and simple counting of pieces.\u003C\u002Fp>\n\n\u003Cp>(xvii) \"FOLDER\" means an employee who is wholly or mainly engaged in\u003C\u002Fp>\n\n\u003Cp>folding and stacking items of clothing, towels or any other finished\narticles.\u003C\u002Fp>\n\n\u003Cp>(xiii) \"BUTTON REPLACER\" means an employee who is wholly or mainly engaged\nin the simple function of replacing the button or tacking cuffs of wearing\napparel.\u003C\u002Fp>\n\n\u003Cp>(xix) \"MARKING MACHINE OPERATOR\" means an employee who is wholly or mainly\nengaged in the simple operations necessary for affixing marks to items of\nlaundry or dry cleaning and the counting of such articles or bundles.\u003C\u002Fp>\n\n\u003Cp>(xx) \"TELEPHONE OPERATOR\" means an employee who is wholly or mainly engaged\nin the functions necessary for the efficient operation of telephone switchboard\nand keeping of such records necessary for the recording of all telephone\ncalls.\u003C\u002Fp>\n\n\u003Cp>(xxi). \"CASHIER\"means an employee who keeps records of cash transactions,\nreceiving incoming cash, issuing change, cashing cheques and preparing cash for\nbank deposit, verifying of cash held against the records which are subject to\naudit and salary payments and in addition, handling of customers' clothes at\nthe counter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"childcareleave":52,"jobclassifaction1":56,"hourspweek_select":60,"childcare":64,"STRUCINCR_trigger":68,"funeralpay":72,"paidmaternityleaveduration":76,"LOWWAGE_provision":80,"SKILLEVEL_trigger":84,"pensionfund":88,"OVERTIME_trigger":92,"COSTLIV_trigger":96,"healthcareaccess":100,"annleaveallowancetype":104,"SUNDAY_trigger":108,"ANNLEAVE_trigger":112,"healthandsafetypolicy":115,"contracttrial":119,"sicknesspay":122,"SCHEDULE_trigger":126,"paidpaternityleave":128,"schedulesrestpw":132,"LOWWAGE_trigger":134,"coverunion_trigger":137,"contractseverancepay1":141,"bankholidays1":145,"sicknessmaxdays":149,"paidmaternityleave":151,"contractseverancepay":154,"PAIDLEAV_trigger":156,"paidpaternityleaveduration":160},{"bindId":45,"name":46,"text":47},"disabilitypay","In all cases involving injury sustained ","In all cases involving injury sustained while an employee is on normal duty,\nthe requirements of the Work Injury Benefits Act, 2007 shall apply.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(i) The first three months may be treate","(i) The first three months may be treated as probationary period, and during\nsuch probationary period the contract may be terminable by either party by\nseven (7) days’ notice.",{"bindId":53,"name":54,"text":55},"childcareleave","An employee may in addition to such leav","An employee may in addition to such leave be granted ten (10) days\ncompassionate leave without pay in any one year.",{"bindId":57,"name":58,"text":59},"jobclassifaction1"," Category of employees w.e.f. 1-7-2014 K","\n  \n  \n  \n  \n  \n    \n      \n      Category of employees\n      w.e.f. 1-7-2014\n\n        Kshs.\n      \n    \n    \n      A\n      Labourer, Shaker-out, Driver’s Mate, Messenger, Tea Maker,\n      Folder\n      9,980\u002F=\n    \n    \n      B\n      Shopman, Hydro-extractor Operator, Wet Cleaner, Calendar Operator,\n        Button Replacer\n      10,764\u002F=\n    \n    \n      C(i)\n      Laundry Ironer, Laundry Presser, van man, Checker, Boiler man,\n        Bicycle Cyclist, Roller Attendant\n      11,112\u002F=\n    \n    \n      C(ii)\n      Laundry Washing Machine Operator\n      11,285\u002F=\n    \n    \n      D\n      Dry Cleaning Machine Operator, Dry Cleaning Ironer, Dry Cleaning\n        Press Operator, Motor Cycle Rider, Watchman\n      12,855\u002F=\n    \n    \n      E\n      Driver (Light Van), Shop Assistant, Artisan’s Assistant ( Upgraded\n        Artisan)\n      13,402\u002F=\n    \n    \n      F\n      Silk Spotter\n      13,402\u002F=\n    \n    \n      G\n      Telephone Operator, general clerk, storekeeper, Receptionist\n      15,265\u002F=\n    \n    \n      H\n      Driver (Medium sized vehicle), Artisan, TT grade III\n      16,803\u002F=\n    \n    \n      I\n      Dyer, Artisan (TT Grade II)\n      18,529\u002F=\n    \n    \n      J\n      Artisan TT Grade I, Cashier\n      22,271\u002F=",{"bindId":61,"name":62,"text":63},"hourspweek_select","The normal working week shall consist of","The normal working week shall consist of forty-five hours of work spread\nover six days of the week.\n\nProvided that in the case of security personnel, the normal working week\nshall be sixty hours worked over six days of 10 hours work per day.",{"bindId":65,"name":66,"text":67},"childcare","An employee desiring to take leave on co","An employee desiring to take leave on compassionate grounds shall by prior\narrangement with his\u002Fher employer, be granted such leave and such leave shall\nsubsequently be set off against his\u002Fher annual leave.\n\n\n\nAn employee may in addition to such leave be granted ten (10) days\ncompassionate leave without pay in any one year.",{"bindId":69,"name":70,"text":71},"STRUCINCR_trigger","(iii) GENERAL WAGE INCREASE (i) Every em","(iii) GENERAL WAGE INCREASE\n\n\n\n(i) Every employee in service as at 1st July 2104 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2014.\n\n(ii) Every employee in service as at 1st July 2015 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2015.\n\n(iii) Every employee in service as at 1st July 2016 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2016.",{"bindId":73,"name":74,"text":75},"funeralpay","In the event of death of an employee the","In the event of death of an employee the management shall contribute\nKshs.25,000 for the duration of the agreement towards funeral expenses of the\ndeceased.",{"bindId":77,"name":78,"text":79},"paidmaternityleaveduration","(a) A female employee shall be entitled ","(a) A female employee shall be entitled to three months maternity leave with\nfull pay.",{"bindId":81,"name":82,"text":83},"LOWWAGE_provision","(ii)Basic monthly Minimum Wage Rates (Ex","(ii)Basic monthly Minimum Wage Rates (Exclusive of Housing C (i)\nAllowances.)\n\n\n  \n  \n  \n  \n  \n    \n      \n      Category of employees\n      w.e.f. 1-7-2014\n\n        Kshs.\n      \n    \n    \n      A\n      Labourer, Shaker-out, Driver’s Mate, Messenger, Tea Maker,\n      Folder\n      9,980\u002F=\n    \n    \n      B\n      Shopman, Hydro-extractor Operator, Wet Cleaner, Calendar Operator,\n        Button Replacer\n      10,764\u002F=\n    \n    \n      C(i)\n      Laundry Ironer, Laundry Presser, van man, Checker, Boiler man,\n        Bicycle Cyclist, Roller Attendant\n      11,112\u002F=\n    \n    \n      C(ii)\n      Laundry Washing Machine Operator\n      11,285\u002F=\n    \n    \n      D\n      Dry Cleaning Machine Operator, Dry Cleaning Ironer, Dry Cleaning\n        Press Operator, Motor Cycle Rider, Watchman\n      12,855\u002F=\n    \n    \n      E\n      Driver (Light Van), Shop Assistant, Artisan’s Assistant ( Upgraded\n        Artisan)\n      13,402\u002F=\n    \n    \n      F\n      Silk Spotter\n      13,402\u002F=\n    \n    \n      G\n      Telephone Operator, general clerk, storekeeper, Receptionist\n      15,265\u002F=\n    \n    \n      H\n      Driver (Medium sized vehicle), Artisan, TT grade III\n      16,803\u002F=\n    \n    \n      I\n      Dyer, Artisan (TT Grade II)\n      18,529\u002F=\n    \n    \n      J\n      Artisan TT Grade I, Cashier\n      22,271\u002F=",{"bindId":85,"name":86,"text":87},"SKILLEVEL_trigger","PART II – BASIC MINIMUM WAGE RATES AND C","PART II – BASIC MINIMUM WAGE RATES AND CONDITIIONS THERETO\n\n(ii)Basic monthly Minimum Wage Rates (Exclusive of Housing C (i)\nAllowances.)\n\n\n  \n  \n  \n  \n  \n    \n      \n      Category of employees\n      w.e.f. 1-7-2014\n\n        Kshs.\n      \n    \n    \n      A\n      Labourer, Shaker-out, Driver’s Mate, Messenger, Tea Maker,\n      Folder\n      9,980\u002F=\n    \n    \n      B\n      Shopman, Hydro-extractor Operator, Wet Cleaner, Calendar Operator,\n        Button Replacer\n      10,764\u002F=\n    \n    \n      C(i)\n      Laundry Ironer, Laundry Presser, van man, Checker, Boiler man,\n        Bicycle Cyclist, Roller Attendant\n      11,112\u002F=\n    \n    \n      C(ii)\n      Laundry Washing Machine Operator\n      11,285\u002F=\n    \n    \n      D\n      Dry Cleaning Machine Operator, Dry Cleaning Ironer, Dry Cleaning\n        Press Operator, Motor Cycle Rider, Watchman\n      12,855\u002F=\n    \n    \n      E\n      Driver (Light Van), Shop Assistant, Artisan’s Assistant ( Upgraded\n        Artisan)\n      13,402\u002F=\n    \n    \n      F\n      Silk Spotter\n      13,402\u002F=\n    \n    \n      G\n      Telephone Operator, general clerk, storekeeper, Receptionist\n      15,265\u002F=\n    \n    \n      H\n      Driver (Medium sized vehicle), Artisan, TT grade III\n      16,803\u002F=\n    \n    \n      I\n      Dyer, Artisan (TT Grade II)\n      18,529\u002F=\n    \n    \n      J\n      Artisan TT Grade I, Cashier\n      22,271\u002F=",{"bindId":89,"name":90,"text":91},"pensionfund","The company shall facilitate the establi","The company shall facilitate the establishment of a pension scheme that\nshall be effected immediately the N.S.S.F Act of 2013 becomes operational and\nwill be regulated by the Retirement Benefits Authority.\n\n\n\nThe Gratuity the employee has accrued shall be computed at the rate of 21\nand 22 days for an employee who has worked for 5 years and 6 years and above\nrespectively. The employees issued with a statement to show how much he is\nentitled to which shall be paid to the individual; employee at the time of\nseparation including summary dismissal.",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","Overtime shall be payable at the followi","Overtime shall be payable at the following rates:\n\n(a) For the time worked in excess of the normal number of hours per week\nspecified in Clause 2 of this Agreement at one and one-half times the normal\nhourly rate;\n\n(b) For the time worked on the employees normal rest days (which may or may\nnot be Sunday) and gazetted public holidays at twice the normal hourly rate.\n\nFor the purpose of calculating payment for overtime in accordance with\nsub-clause (a) of this clause, where the employee is not employed by the hour,\nthe basic hourly rate in relation to any employee shall be taken as one hundred\nand ninety fifth of the basic monthly wage payable to the employee.",{"bindId":97,"name":98,"text":99},"COSTLIV_trigger","(i) Every employee in service as at 1st ","(i) Every employee in service as at 1st July 2104 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2014.\n\n(ii) Every employee in service as at 1st July 2015 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2015.\n\n(iii) Every employee in service as at 1st July 2016 will receive a wage\nincrease of 10% on his\u002Fher actual basic wage earning on or prior to 1st July\n2016.",{"bindId":101,"name":102,"text":103},"healthcareaccess","Employer will pay for medical treatment ","Employer will pay for medical treatment for his employees treated in any\nhospital or clinics, and on production of a certificate from a Registered\nMedical Practitioner provided that the cost of such medical treatment shall not\nexceed Kshs. 11,000\u002F= for the 1st Year , 2nd Year 12,000\u002F= and 3rd year Kshs.\n13,000.",{"bindId":105,"name":106,"text":107},"annleaveallowancetype","(a) An employee proceeding on annual lea","(a) An employee proceeding on annual leave after each period of 12 months\nconsecutive service with the employer shall be entitled to leave traveling\nallowance of Kshs,2,600 for the duration of this agreement.",{"bindId":109,"name":110,"text":111},"SUNDAY_trigger","(b) For the time worked on the employees","(b) For the time worked on the employees normal rest days (which may or may\nnot be Sunday) and gazetted public holidays at twice the normal hourly rate.",{"bindId":113,"name":106,"text":114},"ANNLEAVE_trigger","(a) An employee proceeding on annual leave after each period of 12 months\nconsecutive service with the employer shall be entitled to leave traveling\nallowance of Kshs,2,600 for the duration of this agreement.\n\n(b) An employee who leaves employment before completing a year shall be\nentitled to pro-rata leave traveling allowance.\n\n(c) Where leave is accumulated, leave travelling allowance will also be\naccumulated.",{"bindId":116,"name":117,"text":118},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniforms or overalls by nature of\nhis\u002Fher work or in accordance with the provisions of the Occupational Safety\nand Health Act shall be issued with two pairs of uniforms\u002Foveralls as necessary\nfree of charge by the employer. Such uniforms\u002Foveralls shall be replaced by the\nemployer as soon as wear and tear makes this necessary. The employer will\nprovide employees with washing materials for washing uniforms and overalls. The\nuniforms\u002Foveralls issued will remain the property of the employer.",{"bindId":120,"name":50,"text":121},"contracttrial","(i) The first three months may be treated as probationary period, and during\nsuch probationary period the contract may be terminable by either party by\nseven (7) days’ notice.\n\n(i) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for lawful cause.",{"bindId":123,"name":124,"text":125},"sicknesspay","After completion of one months' service ","After completion of one months' service with an employer, an employee shall\nbe entitled to sick leave up to a maximum of 60 days with full pay, and\nthereafter to sick leave for a maximum of 60 days with half pay, in each period\nof twelve months continuous service, subject to the employee producing a\ncertificate of incapacity covering each period of sick leave claimed, signed by\na medical practitioner or a person acting on his\u002Fher behalf in charge of a\ndispensary or medical aid center; Provided that an employee shall not be\neligible for sick leave in respect of any incapacity due to gross neglect on\nhis or her part.",{"bindId":127,"name":110,"text":111},"SCHEDULE_trigger",{"bindId":129,"name":130,"text":131},"paidpaternityleave","(b) A male employee shall be entitled to","(b) A male employee shall be entitled to 14 days paternity leave with full\npay.",{"bindId":133,"name":110,"text":111},"schedulesrestpw",{"bindId":135,"name":86,"text":136},"LOWWAGE_trigger","PART II – BASIC MINIMUM WAGE RATES AND CONDITIIONS THERETO\n\n(ii)Basic monthly Minimum Wage Rates (Exclusive of Housing C (i)\nAllowances.)\n\n\n  \n  \n  \n  \n  \n    \n      \n      Category of employees\n      w.e.f. 1-7-2014\n\n        Kshs.\n      \n    \n    \n      A\n      Labourer, Shaker-out, Driver’s Mate, Messenger, Tea Maker,\n      Folder\n      9,980\u002F=\n    \n    \n      B\n      Shopman, Hydro-extractor Operator, Wet Cleaner, Calendar Operator,\n        Button Replacer\n      10,764\u002F=\n    \n    \n      C(i)\n      Laundry Ironer, Laundry Presser, van man, Checker, Boiler man,\n        Bicycle Cyclist, Roller Attendant\n      11,112\u002F=\n    \n    \n      C(ii)\n      Laundry Washing Machine Operator\n      11,285\u002F=\n    \n    \n      D\n      Dry Cleaning Machine Operator, Dry Cleaning Ironer, Dry Cleaning\n        Press Operator, Motor Cycle Rider, Watchman\n      12,855\u002F=\n    \n    \n      E\n      Driver (Light Van), Shop Assistant, Artisan’s Assistant ( Upgraded\n        Artisan)\n      13,402\u002F=\n    \n    \n      F\n      Silk Spotter\n      13,402\u002F=\n    \n    \n      G\n      Telephone Operator, general clerk, storekeeper, Receptionist\n      15,265\u002F=\n    \n    \n      H\n      Driver (Medium sized vehicle), Artisan, TT grade III\n      16,803\u002F=\n    \n    \n      I\n      Dyer, Artisan (TT Grade II)\n      18,529\u002F=\n    \n    \n      J\n      Artisan TT Grade I, Cashier\n      22,271\u002F=\n    \n  \n",{"bindId":138,"name":139,"text":140},"coverunion_trigger","The terms and conditions of employment s","The terms and conditions of employment set out in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the parties' recognition agreement.",{"bindId":142,"name":143,"text":144},"contractseverancepay1","An employee declared redundant shall be ","An employee declared redundant shall be entitled to 23 days pay for each\ncompleted year of service as severance pay.",{"bindId":146,"name":147,"text":148},"bankholidays1","The normal hours occurring on statutory ","The normal hours occurring on statutory holiday\u002Fs shall be treated as time\noff with full pay. An employee who works on such a day\u002Fs shall be paid overtime\nat twice the normal hourly rate or given equivalent time off on another day.",{"bindId":150,"name":124,"text":125},"sicknessmaxdays",{"bindId":152,"name":78,"text":153},"paidmaternityleave","(a) A female employee shall be entitled to three months maternity leave with\nfull pay.\n\n\n\nProvided that:-\n\ni. A female employee who has taken maternity leave shall not forfeit her\nannual leave in that year.\n\nii. Child-birth in respect of a female employee shall not be deemed to be\nsickness as provided for under clause 7 of this agreement and the employer\nshall not be required to meet medical costs incurred thereon.\n\niii. A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\n\n(b) A male employee shall be entitled to 14 days paternity leave with full\npay.",{"bindId":155,"name":143,"text":144},"contractseverancepay",{"bindId":157,"name":158,"text":159},"PAIDLEAV_trigger","(a) After each period of twelve consecut","(a) After each period of twelve consecutive months service with an employer,\nan employee will be entitled to annual leave for a period covering 28 working\ndays exclusive of Gazzeted Public Holidays, Sundays and rest days, with full\npay.\n\n(b) Where an employee's services are terminated after the completion of two\nmonths' continuous service with the employer, such employee shall be entitled\nto two days leave with full pay for every completed month of service.",{"bindId":161,"name":130,"text":131},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN White Rose Drycleaners Limited - 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: → 2017-06-30\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: → Security, cleaning, homework, Other\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Cleaning of vehicles, streets, other cleaning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        White Rose Drycleaners 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): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 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\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: → 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 9980.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\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: → 2014-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 2600.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[167],{"title":37,"slug":33},[169],{"type":170,"data":171},"call_to_action_body_block",{"title":172,"description":173,"variant":174,"link":175},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":172,"url":176,"description":172,"rel":177,"type":178},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[180],{"type":170,"data":181},{"title":172,"description":173,"variant":174,"link":182},{"title":172,"url":176,"description":172,"rel":177,"type":178},[]]