[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcollective-bargaining-agreement-on-terms-and-conditions-of-service-for-unionisable-employees-between-communication-workers-union-of-kenya-cowu-k-and-telkom-kenya-limited-":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":146,"content_type_view":147,"extra_breadcrumbs":148,"body":150,"body_blocks":161,"related_pages":165},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":144,"translations":145},{"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-on-terms-and-conditions-of-service-for-unionisable-employees-between-communication-workers-union-of-kenya-cowu-k-and-telkom-kenya-limited-","a99ed8e6-bfae-11e2-a937-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-on-terms-and-conditions-of-service-for-unionisable-employees-between-communication-workers-union-of-kenya-cowu-k-and-telkom-kenya-limited-\u002Fcollective-bargaining-agreement-on-terms-and-conditions-of-service-for-unionisable-employees-between-communication-workers-union-of-kenya-cowu-k-and-telkom-kenya-limited-\u002F","Collective Bargaining Agreement On Terms And Conditions Of Service For Unionisable Employees Between Communication Workers Union Of Kenya (Cowu) (K) And Telkom Kenya Limited - 2009","KEN Telkom Kenya Ltd - 2009","Kenya - KEN Telkom Kenya Ltd - 2009","KEN Telkom Kenya Ltd - 2009 - Transport, logistics, communication",{"name":41,"data":42},"CBA ON TERMS AND CONDITIONS OF SERVICE FOR UNIONISABLE EMPLOYEES BETWEEN COMMUNICATION WORKERS UNION OF KENYA.html","\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\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">COLLECTIVE\nBARGAINING AGREEEMENT ON TERMS AND CONDITIONS OF SERVICE FOR UNIONISABLE\nEMPLOYEES BETWEEN COMMUNICATION WORKERS UNION OF KENYA (COWU) (K) AND TELKOM\nKENYA LIMITED FOR THE PERIOD 1ST APRIL 2009 TO 31ST MARCH 2011\u003C\u002Fh1>\n\n\u003Ch3>1.INTRODUCTION\u003C\u002Fh3>\n\n\u003Cp>In accordance with the provision of Paragraph A17 and A18 of the\nconstitution of the Central Joint Council, an agreement is hereby entered\nbetween the Communications Workers Union of Kenya and Telkom Kenya Ltd on terms\nand conditions of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These terms and conditions of service are applicable to Unionisable\nemployees of the Company, who were in the service of the Company on or after\n1st April, 2009.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.APPOINTMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>After a successful interview and selection process with the Company an\nemployee shall be issued with a letter of appointment prior to commencement of\nduties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The letter of appointment shall specify the employee’s job title, salary\nrange and other related matters pertaining to the employee’s terms and\nconditions of service as set out in the Company’s salary ranges.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>i. The probationary period shall not be more than six months but it may be\nextended for a further period of not more than 6 months with the agreement of\nthe employee.\u003C\u002Fp>\n\n\u003Cp>ii. No employee shall remain under probationary contract for more than the\naggregate period provided above\u003C\u002Fp>\n\n\u003Cp>iii. Trainees will be under probation during their training period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.CONFIRMATION\u003C\u002Fh3>\n\n\u003Cp>Employee on successful completion of probationary period shall be confirmed\nin his\u002Fher appointment and will then be on permanent terms. However, the period\nof probation may be extended where the employee’s performance has not been\nsatisfactory bi informing the concerned employee in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>Hours of duty may vary for staff performing different types of duties at the\nsame station or at different stations as may be demanded.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>The conditioned hour per week for all graded and semi-skilled full time\nstaff irrespective of where they are serving will be forty (40) hours exclusive\nof meal breaks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. Day duties staff – All graded staff will normally be scheduled for a\nminimum of (40) hours per week excluding meal break and will work an average of\neight (8) hours a day.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. Shift system – This may be introduced at particular places to suit\nlocal conditions depending on the nature and intensify of the work to be\nperformed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>On completion of twelve months of continues services, an employee shall be\nentitled to a paid annual leave as follows:-\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salary RangeAnnual Entitlement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>430\u003C\u002Fp>\n\n\u003Cp>527\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>For purposes of counting annual leave days, Saturdays, Sundays and Public\nholidays shall not be included.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>Public holidays gazetted by Government shall be observed by all employees of\nthe Company, except those employees whose retention on duty is necessary in the\nCompany’s interest. Such employees if retained shall be paid overtime in\naccordance with rules on overtime (see 16).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.ACTING APPOINTMENTS AND ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>2. Whenever a higher post falls vacant, the most senior and competent\nemployee will be appointed in writing to act at the discretion of the\nManagement.\u003C\u002Fp>\n\n\u003Cp>3. The acting shall be made in writing before the employee commences to act\nin the higher position\u003C\u002Fp>\n\n\u003Cp>4. On satisfactory completion of the acting period of 6 months, the employee\nshall be confirmed to the higher post. Otherwise the acting employee shall be\nreverted to his former post.\u003C\u002Fp>\n\n\u003Cp>5. The acting allowance shall be paid at the rate of 25% of one’s salary\nor Kshs 10,000\u002F- whichever is higher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>i. In compelling cases, an employee may on compassionate grounds be\ngranted\u003C\u002Fp>\n\n\u003Cp>some leave if he\u002Fshe has exhausted all the annual leave entitlement for the\nfinancial year.\u003C\u002Fp>\n\n\u003Cp>ii. The number of leave days granted under such circumstances shall be\ndeducted from the employees’ leave entitlement for the following financial\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>i. All female employees of the Company shall be entitled to maternity leave\nin accordance with the Employment Act as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Three months maternity leave with full pay, subject to production of\nmedical certificate form an approved medical practitioner confirming the\nemployee’s date of confinement. The annual leave shall however not be\nforfeited.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cp>•Immediately on expiry of maternity leave before resuming her duties, a\nfemale employee may proceed on sick leave; or with the consent of the employer,\non annual leave, compassionate leave or any other leave. The three months’\nmaternity leave shall be deemed to expire on the last day preceding such\nextended leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>ii. Paternity leave\u003C\u002Fp>\n\n\u003Cp>A male employee shall be entitled to two (2) weeks paternity leave with full\npayment on production of birth notification.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.TERMINATION\u002FRESIGNATION\u003C\u002Fh3>\n\n\u003Cp>After successful completion of the probationary period, either the Company\nor employee wishing to terminate the contract of employment shall be required\nto give the required notice in accordance with the terms or conditions set out\nin the contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee wishing to terminate the contract of employment shall be\nrequired to write and sign by hand the resignation letter giving notice in\naccordance with the terms or conditions set out in the contract. The letter\nshould be forwarded to Head of HR through the Head of Department.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>The normal retirement shall be fifty-five (55) years. However, by mutual\nagreement employees may voluntarily opt to retire on attaining the age of fifty\n(50) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Promotion from one range to another shall be granted by the Company in\naccordance with the laid down procedures. Promotion shall depend on merit,\nprofessional qualification, performance, conduct, seniority and availability of\na vacancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight focus\">\u003Cp>If an employee falls sick and is hospitalized for a continuous period, or is\ncertified by a medical doctor to be incapable of attending to work, such\nemployee will be entitled to the following sick leave in any one calendar\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sixty (60) days on full pay, and thereafter:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sixty (60) days on half pay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After expiry of the 120 days, annual leave may be offset against the period\nof sickness or employment terminated on medical grounds subject to approval by\na certified medical doctor\u003C\u002Fp>\n\n\u003Cp>All employees who have served for two months or more are entitled to sick\nleave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.MEDICAL\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>15.1Out Patient Medical Treatment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unionisable staff and their dependants are entitled for out-patient\ntreatment in the scheduled medical facilities\u002Fapproved doctors as provided in\nthe relevant circulars. The staff will met the cost of treatment and then claim\nreimbursement in line with the medical policy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The outpatient medical entitlement shall be Kshs 28,000.00 per year which\nincludes spectacle allowance of Kshs 8,000.00 The spectacle allowance is\nhowever restricted to the employee only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>15.2In Patient Medical Entitlement\u003C\u002Fp>\n\n\u003Cp>Employees and their dependants will be treated at approved hospitals\u002Fmedical\nfacilities and the expenses settled by the Company at a subsidized cost of 90%\nafter the NHIF rebate while the 10% will be borne by the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The current medical position on outpatient and inpatient treatment will be\nretained pending the launch of the proposed insurance scheme by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>It is agreed that:\u003C\u002Fp>\n\n\u003Cp>a) Overtime shall be paid to offices authorized to work beyond normal\nworking hours.\u003C\u002Fp>\n\n\u003Cp>b) Where authority to perform overtime has been granted, time-off in lieu of\npayment should not apply where the staff and controlling officers have mutually\nagreed.\u003C\u002Fp>\n\n\u003Cp>c) The normal working hours for the purpose of claiming overtime shall be 40\nhours per week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.BURIAL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>In the event of an employee’s death, or member of his immediate family,\nburial allowance will be granted to the employee or his\u002Fher family to assist\nthe bereaved in meeting burial and incidental expenses. The Company will\nprovide transport for the deceases employee, to the place of burial in addition\nto the burial allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The burial allowance shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Categories\u003C\u002Fp>\n\n\u003Cp>Kshs.Transport\u003C\u002Fp>\n\n\u003Cp>Employee50,000\u003C\u002Fp>\n\n\u003Cp>Spouse20,000Kshs 7,000\u003C\u002Fp>\n\n\u003Cp>Child15,000Kshs 7,000\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Company shall in addition meet mortuary fees for a maximum of fourteen\n(14) days for the employee and seven (7) days for the dependant at the approved\nmedical facilities\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.PER DIEM\u002FNIGHT SUBSISTENCE ALLOWANCE WHILE ON DUTY WITHIN KENYA\u003C\u002Fh3>\n\n\u003Cp>The rate of perdiem for all employees travelling on duty applies to all\nnights spend away from the duty station including the period of the journey and\nhas been revised as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RANGEZONETOWNSKSHS\u003C\u002Fp>\n\n\u003Cp>4ANairobi, Mombasa, Kisumu, Malindi, Kilifi, Lamu, Kwale4,000\u003C\u002Fp>\n\n\u003Cp>BNakuru, Nyeri, Eldoret, Kericho, Kakamega3,500\u003C\u002Fp>\n\n\u003Cp>CAll other areas3,000\u003C\u002Fp>\n\n\u003Cp>5ANairobi, Mombasa, Kisumu, Malindi, Kilifi, Lamu, Kwale3,500\u003C\u002Fp>\n\n\u003Cp>BNakuru, Nyeri, Eldoret, Kericho, Kakamega3,000\u003C\u002Fp>\n\n\u003Cp>CAll others areas2,500\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.SUBSISTENCE ALLOWANCW WHILE ON DUTY OUTSIDE KENYA\u003C\u002Fh3>\n\n\u003Cp>The rates of per diem\u002Fsubsistence allowance for staff on official duty\noutside Kenya are as set out in the relevant personnel circular.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Maintenance and out-of pocket allowances which are determined by reference\nto the per diem\u002Fsubsistence allowance rates will be assessed on the basis of\nthe new rates.\u003C\u002Fp>\n\n\u003Ch3>20.RISK ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>This allowance is paid to riggers who work up on a mast tower of at least 13\nmeters above the ground on installation of an antenna, antenna feeder, fitting\naircraft warning lights or painting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The rates have been revised from the current Kshs 2000\u002F= to Kshs 3000\u002F= per\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.LOANS\u003C\u002Fh3>\n\n\u003Cp>The Company may facilitate for its employees to get loans from banks and\nother financial institutions where possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.DRIVING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The rates payable to officers who may be called upon to perform driving\nduties alongside their normal duties shall be Kshs 1800\u002F= per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.DRIVERS ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The rates for this allowance paid to drivers attached to prestige cars,\nbuses, articulate vehicles and drivers of Lorries not less than three (3) tons\ntare (inladen) weight pulling one or more detachable trailers shall be Kshs\n1500\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.The rates are payable to employees who are authorized to use their own\nvehicles for official duties.\u003C\u002Fh3>\n\n\u003Cp>It was agreed that the current rates of Auto Mobile Association of Kenya\n(AA) be adopted namely:-\u003C\u002Fp>\n\n\u003Cp>ENGINE CAPACITYKSHS\u003C\u002Fp>\n\n\u003Cp>1701 cc & Above41.85\u003C\u002Fp>\n\n\u003Cp>1501 cc – 1700cc37.45\u003C\u002Fp>\n\n\u003Cp>1301cc – 1500 cc33.85\u003C\u002Fp>\n\n\u003Cp>1201 cc – 1300 cc30.95\u003C\u002Fp>\n\n\u003Cp>12000 cc - & below28.00\u003C\u002Fp>\n\n\u003Cp>Motor Cycles & Cycles20.55\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.REDUNDANCY\u002FSTAFF RATIONALISATION\u003C\u002Fh3>\n\n\u003Cp>It was agreed that the term staff rationalization be replaced with\nredundancy. Management and the Union will discuss on modalities, package and\nimplementation before any staff rationalization within the guidelines of the\nredundancy law, Employment Act 2007 section 40.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.HARDSHIP ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hardshipallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hardshipallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-HARDSHIP_trigger\" class=\"cbaClause highlight\">\u003Cp>The allowance is payable to staff serving in areas identified and\ncategorized by the government as hardship areas. The rates for payment of this\nallowance has been revised from Kshs 3,500\u002F= to Kshs 3,800\u002F= per month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.LEAVE TRAVELLING ALLOWANCE IN HARDSHIP AREAS\u003C\u002Fh3>\n\n\u003Cp>This allowance shall be retained and paid to those staff transferred to and\nworking in gazetted hardship areas but are not residents by birth. It shall be\npaid on the anniversary date of the first appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.MAINTENANCE ALLOWANCE ON TRANSFER\u003C\u002Fh3>\n\n\u003Cp>The allowance is paid to an employee proceeding on official transfer. It is\nlimited to 15 days at the rate of the local per diem allowance, and shall be\npaid at the old duty station prior to transfer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An official transfer from a distance of 40 – 63 Kms will be paid at the\nrate of 9 days per diem while a transfer of 64 Kms and above will be paid at\nthe rate of 15 days per diem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.DAY SUBSISTENCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>This allowance is paid to employees on duty outside their duty stations for\na period in excess of six hours but less than 24 hours. The qualifying distance\nhas been revised from 24 kilometers to 30 kilometers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The rates are as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RANGEKSHS\u003C\u002Fp>\n\n\u003Cp>4350\u003C\u002Fp>\n\n\u003Cp>5250\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.SALARY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>It was agreed that salary for unionisable staff be increased on a\nconsolidated package at the rate of 8% increment for the period 1st January,\n2010 to 31st March 2010 and thereafter, 7.5% increment for the period 1st\nApril, 2010 to 31st March, 2011.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31.VIOLATION OF NEGOTIATED AGREEMENTS\u003C\u002Fh3>\n\n\u003Cp>No alteration to remuneration or conditions of service of staff shall be\nmade without prior consultation by both parties as contained in item eleven\n(11) of the Recognition Agreement provided that individual employee’s\nrewards\u002Fbonuses and promotions under company policy will not be subjected to\nthese consultations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32.CENTRAL JOINT COUNCIL SITTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>It was agreed that the company will meet the Central Joint Council expenses\nof the Chairman, the venue and Union officials who are employees of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>33.EFFECTIVE DATE\u003C\u002Fh3>\n\n\u003Cp>The agreement shall be in force for two years with effect from 1st April,\n2009 to 31st March, 2011.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>34.OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>The other terms and conditions of service shall continue to apply as\nprovided for in the existing Company regulations, issued through circulars form\ntime to time and the Human Resources Manual will continue to be used as a\nguideline. At the expiry of this CBA all the terms and conditions shall\ncontinue to apply until another CBA is put in place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>35.UNION SUBSCRITION\u003C\u002Fh3>\n\n\u003Cp>(This Item was not discussed as it is still pending in court)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It was agreed that an agent fee be effected and deducted from all\nUnionisable employees who are not members of the Union in accordance with the\nnew introduced Labour Relations Act No. 14 of 2007 Section 39 at the rate of\n2007 Section 39 at the rate of 1% per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated and signed this day of 25th June 2010.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JANE KARUKU\u003C\u002Fp>\n\n\u003Cp>HEAD OF SUPPORT SERVICES\u003C\u002Fp>\n\n\u003Cp>OFFICIAL SIDE LEADER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BENSON O. OKWARO\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY (COWU)\u003C\u002Fp>\n\n\u003Cp>STAFF SIDE LEADER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APOLLO NZANO\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>STELLA NDIRANGU\u003C\u002Fp>\n\n\u003Cp>OFFICIAL SIDE SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ISMAEL NOO\u003C\u002Fp>\n\n\u003Cp>STAFF SIDE SECRETARY\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fcollective-bargaining-agreement-on-terms-and-conditions-of-service-for-unionisable-employees-between-communication-workers-union-of-kenya-cowu-k-and-telkom-kenya-limited-\u002Fcollective-bargaining-agreement-on-terms-and-conditions-of-service-for-unionisable-employees-between-communication-workers-union-of-kenya-cowu-k-and-telkom-kenya-limited-\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            ",{"hourspday_select":44,"jobsecuritymothers":48,"hardshipallowancetype":52,"hardshipallowanceamount1":56,"contracttrialperiod":58,"WAGES_determined":62,"wageincreaseperc1":66,"dayspweek":70,"hourspweek_select":74,"childcare":76,"wageincreasetype2":80,"STRUCINCR_trigger":82,"HARDSHIP_trigger":84,"hourspday":86,"funeralpay":88,"paidmaternityleaveduration":92,"maternityotherclause":96,"OVERTIME_trigger":98,"holidaysdays":102,"healthcareaccess":106,"hourspweek":110,"contracttrial":112,"schedulesrestpw":114,"dayspweek_select":118,"paidmaternityleaveall":120,"SCHEDULE_trigger":122,"paidpaternityleave":124,"sicknesspay":128,"sicknessmaxdaysnr":132,"healthcareaccessrelatives":134,"sicknessmaxdays":136,"paidmaternityleave":138,"PAIDLEAV_trigger":140,"paidpaternityleaveduration":142},{"bindId":45,"name":46,"text":47},"hourspday_select","Hours of duty may vary for staff perform","Hours of duty may vary for staff performing different types of duties at the\nsame station or at different stations as may be demanded.\n\n\n\nThe conditioned hour per week for all graded and semi-skilled full time\nstaff irrespective of where they are serving will be forty (40) hours exclusive\nof meal breaks.\n\n\n\ni. Day duties staff – All graded staff will normally be scheduled for a\nminimum of (40) hours per week excluding meal break and will work an average of\neight (8) hours a day.\n\n\n\nii. Shift system – This may be introduced at particular places to suit\nlocal conditions depending on the nature and intensify of the work to be\nperformed.",{"bindId":49,"name":50,"text":51},"jobsecuritymothers","•Immediately on expiry of maternity leav","•Immediately on expiry of maternity leave before resuming her duties, a\nfemale employee may proceed on sick leave; or with the consent of the employer,\non annual leave, compassionate leave or any other leave. The three months’\nmaternity leave shall be deemed to expire on the last day preceding such\nextended leave.",{"bindId":53,"name":54,"text":55},"hardshipallowancetype","The allowance is payable to staff servin","The allowance is payable to staff serving in areas identified and\ncategorized by the government as hardship areas. The rates for payment of this\nallowance has been revised from Kshs 3,500\u002F= to Kshs 3,800\u002F= per month.",{"bindId":57,"name":54,"text":55},"hardshipallowanceamount1",{"bindId":59,"name":60,"text":61},"contracttrialperiod","i. The probationary period shall not be ","i. The probationary period shall not be more than six months but it may be\nextended for a further period of not more than 6 months with the agreement of\nthe employee.\n\nii. No employee shall remain under probationary contract for more than the\naggregate period provided above\n\niii. Trainees will be under probation during their training period.",{"bindId":63,"name":64,"text":65},"WAGES_determined","After a successful interview and selecti","After a successful interview and selection process with the Company an\nemployee shall be issued with a letter of appointment prior to commencement of\nduties.\n\n\n\nThe letter of appointment shall specify the employee’s job title, salary\nrange and other related matters pertaining to the employee’s terms and\nconditions of service as set out in the Company’s salary ranges.",{"bindId":67,"name":68,"text":69},"wageincreaseperc1","It was agreed that salary for unionisabl","It was agreed that salary for unionisable staff be increased on a\nconsolidated package at the rate of 8% increment for the period 1st January,\n2010 to 31st March 2010 and thereafter, 7.5% increment for the period 1st\nApril, 2010 to 31st March, 2011.",{"bindId":71,"name":72,"text":73},"dayspweek","The conditioned hour per week for all gr","The conditioned hour per week for all graded and semi-skilled full time\nstaff irrespective of where they are serving will be forty (40) hours exclusive\nof meal breaks.\n\n\n\ni. Day duties staff – All graded staff will normally be scheduled for a\nminimum of (40) hours per week excluding meal break and will work an average of\neight (8) hours a day.",{"bindId":75,"name":72,"text":73},"hourspweek_select",{"bindId":77,"name":78,"text":79},"childcare","i. In compelling cases, an employee may ","i. In compelling cases, an employee may on compassionate grounds be\ngranted\n\nsome leave if he\u002Fshe has exhausted all the annual leave entitlement for the\nfinancial year.\n\nii. The number of leave days granted under such circumstances shall be\ndeducted from the employees’ leave entitlement for the following financial\nyear.",{"bindId":81,"name":68,"text":69},"wageincreasetype2",{"bindId":83,"name":68,"text":69},"STRUCINCR_trigger",{"bindId":85,"name":54,"text":55},"HARDSHIP_trigger",{"bindId":87,"name":46,"text":47},"hourspday",{"bindId":89,"name":90,"text":91},"funeralpay","In the event of an employee’s death, or ","In the event of an employee’s death, or member of his immediate family,\nburial allowance will be granted to the employee or his\u002Fher family to assist\nthe bereaved in meeting burial and incidental expenses. The Company will\nprovide transport for the deceases employee, to the place of burial in addition\nto the burial allowance.",{"bindId":93,"name":94,"text":95},"paidmaternityleaveduration","i. All female employees of the Company s","i. All female employees of the Company shall be entitled to maternity leave\nin accordance with the Employment Act as follows:-\n\n\n\n•Three months maternity leave with full pay, subject to production of\nmedical certificate form an approved medical practitioner confirming the\nemployee’s date of confinement. The annual leave shall however not be\nforfeited.",{"bindId":97,"name":50,"text":51},"maternityotherclause",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","It is agreed that: a) Overtime shall be ","It is agreed that:\n\na) Overtime shall be paid to offices authorized to work beyond normal\nworking hours.\n\nb) Where authority to perform overtime has been granted, time-off in lieu of\npayment should not apply where the staff and controlling officers have mutually\nagreed.\n\nc) The normal working hours for the purpose of claiming overtime shall be 40\nhours per week.",{"bindId":103,"name":104,"text":105},"holidaysdays","On completion of twelve months of contin","On completion of twelve months of continues services, an employee shall be\nentitled to a paid annual leave as follows:-",{"bindId":107,"name":108,"text":109},"healthcareaccess","15.1Out Patient Medical Treatment Unioni","15.1Out Patient Medical Treatment\n\n\n\nUnionisable staff and their dependants are entitled for out-patient\ntreatment in the scheduled medical facilities\u002Fapproved doctors as provided in\nthe relevant circulars. The staff will met the cost of treatment and then claim\nreimbursement in line with the medical policy.\n\n\n\nThe outpatient medical entitlement shall be Kshs 28,000.00 per year which\nincludes spectacle allowance of Kshs 8,000.00 The spectacle allowance is\nhowever restricted to the employee only.\n\n\n\n15.2In Patient Medical Entitlement\n\nEmployees and their dependants will be treated at approved hospitals\u002Fmedical\nfacilities and the expenses settled by the Company at a subsidized cost of 90%\nafter the NHIF rebate while the 10% will be borne by the employee.\n\n\n\nThe current medical position on outpatient and inpatient treatment will be\nretained pending the launch of the proposed insurance scheme by the Company.",{"bindId":111,"name":72,"text":73},"hourspweek",{"bindId":113,"name":60,"text":61},"contracttrial",{"bindId":115,"name":116,"text":117},"schedulesrestpw","For purposes of counting annual leave da","For purposes of counting annual leave days, Saturdays, Sundays and Public\nholidays shall not be included.",{"bindId":119,"name":72,"text":73},"dayspweek_select",{"bindId":121,"name":94,"text":95},"paidmaternityleaveall",{"bindId":123,"name":116,"text":117},"SCHEDULE_trigger",{"bindId":125,"name":126,"text":127},"paidpaternityleave","ii. Paternity leave A male employee shal","ii. Paternity leave\n\nA male employee shall be entitled to two (2) weeks paternity leave with full\npayment on production of birth notification.",{"bindId":129,"name":130,"text":131},"sicknesspay","If an employee falls sick and is hospita","If an employee falls sick and is hospitalized for a continuous period, or is\ncertified by a medical doctor to be incapable of attending to work, such\nemployee will be entitled to the following sick leave in any one calendar\nyear.\n\n\n\nSixty (60) days on full pay, and thereafter:\n\n\n\nSixty (60) days on half pay\n\n\n\nAfter expiry of the 120 days, annual leave may be offset against the period\nof sickness or employment terminated on medical grounds subject to approval by\na certified medical doctor\n\nAll employees who have served for two months or more are entitled to sick\nleave.",{"bindId":133,"name":130,"text":131},"sicknessmaxdaysnr",{"bindId":135,"name":108,"text":109},"healthcareaccessrelatives",{"bindId":137,"name":130,"text":131},"sicknessmaxdays",{"bindId":139,"name":94,"text":95},"paidmaternityleave",{"bindId":141,"name":104,"text":105},"PAIDLEAV_trigger",{"bindId":143,"name":126,"text":127},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Telkom Kenya Ltd - 2009\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2009-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2011-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Wired telecommunications activities, Wireless telecommunications activities\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                        Telkom Kenya Ltd \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 - Communications Workers Union Kenya\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 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: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 365 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 30.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 6.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premium for hardship work\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Premium for hardship work: → KES 172.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[149],{"title":37,"slug":33},[151],{"type":152,"data":153},"call_to_action_body_block",{"title":154,"description":155,"variant":156,"link":157},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":154,"url":158,"description":154,"rel":159,"type":160},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[162],{"type":152,"data":163},{"title":154,"description":155,"variant":156,"link":164},{"title":154,"url":158,"description":154,"rel":159,"type":160},[]]