[{"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-for-the-period-01st-january-2017-to-31st-december-2018":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":156,"content_type_view":157,"extra_breadcrumbs":158,"body":160,"body_blocks":171,"related_pages":175},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":154,"translations":155},{"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-for-the-period-01st-january-2017-to-31st-december-2018","599b848e-7e69-11f0-b90a-f23c91080f70","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-for-the-period-01st-january-2017-to-31st-december-2018\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 FOR THE PERIOD 01ST JANUARY 2017 TO 31ST DECEMBER 2018","KEN Telkom Kenya Ltd - 2017","Kenya - KEN Telkom Kenya Ltd - 2017","KEN Telkom Kenya Ltd - 2017 - ICT services, Transport, logistics, communication",{"name":41,"data":42},"Kenya_CBA_ communication _2017_18.html","\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>Kenya_CBA_ communication _2017_18\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT ON TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh1>\n\n\u003Ch1>FOR UNIONISABLE EMPLOYEES\u003C\u002Fh1>\n\n\u003Ch1>BETWEEN\u003C\u002Fh1>\n\n\u003Ch1>COMMUNICATION WORKERS UNION OF KENYA (COWU) (K)\u003C\u002Fh1>\n\n\u003Ch1>AND\u003C\u002Fh1>\n\n\u003Ch1>TELKOM KENYA LIMITED FOR \u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch1>THE PERIOD\u003C\u002Fh1>\n\n\u003Ch1>01\u003Csup>ST\u003C\u002Fsup> JANUARY 2017 TO 31\u003Csup>ST\u003C\u002Fsup> DECEMBER 2018\u003C\u002Fh1>\u003C\u002Fdiv>\u003Ch1>\u003C\u002Fh1>\u003C\u002Fdiv>\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.INTRODUCTION\u003C\u002Fh2>\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>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 January 2017.\u003C\u002Fp>\n\n\u003Ch2>2.APPOINTMENT\u003C\u002Fh2>\n\n\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>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. An employee\nwill initially be issued with a job description at the commencement of his\u002Fher\ninduction, and as and when his\u002Fher job description changes, or in the event of\nchange in any special provision relating to the job.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Ch2>3.PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>(iii)Trainees will be under probation during their training period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>4.CONFIRMATION\u003C\u002Fh2>\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 by informing the concerned employee in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch2>5.HOURS OF WORK\u003C\u002Fh2>\n\n\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>The conditioned hours per week for all staff irrespective of where they are\nserving will be forty (40) hours exclusive of meal breaks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(i)Day duties staff - All employees will normally be scheduled for a minimum\nof forty (40) hours per week excluding meal break and will work an average of\neight (8) hours a day.\u003C\u002Fp>\n\n\u003Cp>(ii)Shift System - This may be introduced at particular places to suit local\nconditions depending on the nature and intensity of the work to be\nperformed.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>6.\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch2>ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>On completion of twelve months of continuous services, employees shall be\nentitled to a paid annual leave of thirty (30) days.\u003C\u002Fp>\n\n\u003Cp>For purposes of counting annual leave days, Saturdays, Sundays and public\nholidays are excluded.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7.PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>Public holidays gazetted by Government shall be observed by all employees of\nthe\u003C\u002Fp>\n\n\u003Cp>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 15).\u003C\u002Fp>\n\n\u003Ch2>8.ACTING APPOINTMENTS AND ALLOWANCES\u003C\u002Fh2>\n\n\u003Cp>(i) 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>(ii)The acting shall be made in writing before the employee commences to act\nin the higher position.\u003C\u002Fp>\n\n\u003Cp>(iii)On satisfactory completion of the acting period of 6 months, the\nemployee shall be confirmed to the higher post. Otherwise the acting employee\nshall be reverted to his former post.\u003C\u002Fp>\n\n\u003Cp>(iv)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\u003Ch2>9.COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cp>(i)in compelling cases, an employee may on compassionate grounds be granted\nsome 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 employee’s leave entitlement for the following financial\nyear.\u003C\u002Fp>\n\n\u003Ch2>10.\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Ch2>MATERNITY LEAVE\u003C\u002Fh2>\n\n\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>•Three months maternity leave with full pay, subject to production of\nmedical certificate from 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-paidmaternityleaveduration\">\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>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cp>(ii) Paternity Leave\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\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>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11.TERMINATION\u002FRESIGNATION\u003C\u002Fh2>\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>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 the Chief Human Resource Officer through the Head of\nDepartment.\u003C\u002Fp>\n\n\u003Cp>The provisions of Sections 35 & 36 of the Employment Act 2007 on\ntermination and dismissal shall apply.\u003C\u002Fp>\n\n\u003Ch2>12.RETIREMENT\u003C\u002Fh2>\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\u003Ch2>13.SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Sixty (60) days on full pay, and thereafter;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sixty (60) days on half pay \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>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003C\u002Fdiv>\n\n\u003Cp>All employees who have served for two months or more are entitled to sick\nleave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Ch2>14.MEDICAL\u003C\u002Fh2>\n\n\u003Cp>The permanent employees and their dependents who include a spouse and four\nchildren only, are entitled to out-patient, in-patient, optical and dental\ntreatment under a medical insurance cover provided by the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>15.OVERTIME\u003C\u002Fh2>\n\n\u003Cp>It is agreed that:\u003C\u002Fp>\n\n\u003Cp>a.Overtime shall be paid to officers 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 except where the staff and Line Managers 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch2>16.BURIAL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>In the event of an employee’s death or death of a member of his immediate\nfamily who include a spouse and four (4) children, burial allowance will be\ngranted to assist the bereaved in meeting burial and incidental expenses. The\nburial allowance is inclusive of transport and mortuary cost.\u003C\u002Fp>\n\n\u003Cp>The burial allowance shall be paid as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Categories\u003C\u002Ftd>\n      \u003Ctd>Kshs.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employee\u003C\u002Ftd>\n      \u003Ctd>120,000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Spouse\u002FChild \u003C\u002Ftd>\n      \u003Ctd>80,000\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.PER DIEM\u002FNIGHT SUBSISTENCE ALLOWANCE WHILE ON DUTY WITHIN KENYA\u003C\u002Fh2>\n\n\u003Cp>The rate of per diem for employees travelling on duty applies to all nights\nspent away from the duty station including the period of the journey and has\nbeen revised as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>s\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"81\">\u003Cp>RANGE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>ZONE\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"407\">\u003Cp>TOWNS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>KSHS\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"81\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"407\">\u003Cp>Nairobi, Mombasa, Kisumu, Malindi, Kilifi, Lamu,\n        Kwale, Garrisa, Wajir, Mandera, Marsabit, Moyale\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>5,400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"81\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"407\">\u003Cp>Nakuru, Nyeri, Eldoret, Kericho, Kakamega\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>4,860\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"81\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"407\">\u003Cp>All other areas\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>4,320\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"81\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"407\">\u003Cp>Nairobi, Mombasa, Kisumu, Malindi, Kilifi, Lamu,\n        Kwale\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>4,860\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"81\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"407\">\u003Cp>Nakuru, Nyeri, Eldoret, Kericho, Kakamega\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>4,320\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"81\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"407\">\u003Cp>All other areas\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>3,780\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18.SUBSISTENCE ALLOWANCE WHILE ON DUTY OUTSIDE KENYA\u003C\u002Fh2>\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>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 agreed rates.\u003C\u002Fp>\n\n\u003Ch2>19.RISK ALLOWANCE\u003C\u002Fh2>\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>In addition, staff who are called upon by their Line Manager to restore\nservice at night in emergency cases will be paid this allowance.\u003C\u002Fp>\n\n\u003Cp>The rate will be Kshs.4, 000\u002F= per month.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>20.SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>This allowance is introduced and it will be paid to staff who work during\nnight shift (6.00pm - 6.00am) at maintenance centers, cable intervention, SMC\nWestlands and GSM. It will be paid monthly at the rate of 6% of an employee’s\nbasic salary on pro-rata basis based on the number of days worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21.DRIVING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The rates payable to officers who may be called upon to perform driving\nduties alongside their normal duties shall be Kshs. 2000\u002F= per month.\u003C\u002Fp>\n\n\u003Ch2>22.MILEAGE ALLOWANCE WHILE ON DUTY\u003C\u002Fh2>\n\n\u003Cp>The rates are payable to employees who are authorized to use their own\nvehicles for official duties. It was agreed that the current rates of Auto\nMobile Association of Kenya (AA) be adopted namely:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"240\">\u003Cp>ENGINE CAPACITY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\">\u003Cp>KSHS\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"240\">\u003Cp>2001 cc & Above\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\">\u003Cp>55.25\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"240\">\u003Cp>1851 cc - 2000cc\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\">\u003Cp>47.50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"240\">\u003Cp>1651 cc — 1850cc\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\">\u003Cp>47.10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"240\">\u003Cp>1451 cc - 1650cc\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\">\u003Cp>42.50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"240\">\u003Cp>1300 cc - 1500cc\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\">\u003Cp>36.75\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"240\">\u003Cp>1250 cc & below\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\">\u003Cp>29.55\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23.REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>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\u003Ch2>24.\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch2>HARDSHIP ALLOWANCE\u003C\u002Fh2>\n\n\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 will be Ksh. 5,000\u002F= per month.^ \u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25.LEAVE TRAVELLING ALLOWANCE IN HARDSHIP AREAS\u003C\u002Fh2>\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\u003Ch2>26.MAINTENANCE ALLOWANCE ON TRANSFER\u003C\u002Fh2>\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>An official transfer from a distance of 40 - 63Kms will be paid at the rate\nof 9 days per diem while a transfer of 64Kms and above will be paid at the rate\nof 15 days per diem.\u003C\u002Fp>\n\n\u003Cp>In addition, the employee will be entitled to transport allowance as\nfollows:- \u003C\u002Fp>\n\n\u003Cp>Distance 40km - 199km -Kshs.20,000\u003C\u002Fp>\n\n\u003Cp>Distance 200km - 399km -Kshs.25,000\u003C\u002Fp>\n\n\u003Cp>Distance 400km - 599km -Kshs.30,000\u003C\u002Fp>\n\n\u003Cp>Distance 600km - 799km -Kshs.35,000\u003C\u002Fp>\n\n\u003Cp>Distance 800km and above -Kshs.40,000\u003C\u002Fp>\n\n\u003Ch2>27.DAY SUBSISTENCE ALLOWANCE\u003C\u002Fh2>\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\nis 30 kilometers. The rates are as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>RANGE\u003C\u002Ftd>\n      \u003Ctd>KSHS\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>450\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>350\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>28.PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cp>This will be in accordance with the provisions of the Occupational Safety\nand Health Act, 2007 sections 13(c), 101 and 102.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>29.SALARY\u003C\u002Fh2>\n\n\u003Cp>It was agreed that salary for unionisable staff be increased at the rate of\n5.5% for the period 1st January 2017 to 31st December 2017, and a further 6%\nfor the second year, 1st January 2018 to 31st December 2018, subject to\ninflation going beyond 10%. Where the inflation rate does not go beyond 10%,\nthe increment for the second year shall be at a rate of 5.5%.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>30.VIOLATION OF NEGOTIATED AGREEMENTS\u003C\u002Fh2>\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(l\n1) of the Recognition Agreement provided that individual employee’s rewards\n\u002Fbonuses and promotions under company policy will not be subjected to these\nconsultations.\u003C\u002Fp>\n\n\u003Ch2>31.CENTRAL JOINT COUNCIL SITTING ALLOWANCE\u003C\u002Fh2>\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\u003Ch2>32.EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>The agreement shall be in force for the period between U‘ January 2017 and\n31st December 2018.\u003C\u002Fp>\n\n\u003Ch2>33.OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\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 from\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\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>UNIONIZABLE STAFF\u003C\u002Fh3>\n\n\u003Cp>It was agreed that unionizable employees of the company will be on salary\nbands 1, 2.1 and 2.2. Provisions of the Industrial Relations Charter on union\nrepresentation will apply, where applicable.\u003C\u002Fp>\n\n\u003Cp>Dated and signed this day of 3'd November, 2017.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>THOMAS M. ACHOK\u003C\u002Fp>\n\n\u003Cp>CONCILLIATOR - FEDERATION OF KENYA EMPLOYERS (FKE1 \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ADDENDUM TO THE COLLECTIVE BARGAINING AGREEMENT BETWEEN TELKOM KENYA\nLIMITED AND COMMUNICATION WORKERS UNION (KENYA)\u003C\u002Fh3>\n\n\u003Cp>This Addendum between Telkom Kenya Limited and the Communication Workers\nUnion (Kenya) covers Direct Sales Agents (DSAs) (hereinafter referred to as\nDSAs or staff) only and the year 2017-2018.\u003C\u002Fp>\n\n\u003Ch4>1.HOURS OF WORK\u003C\u002Fh4>\n\n\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>The conditioned hours per week for all staff irrespective of where they are\nserving will be forty (40) hours exclusive of meal breaks.\u003C\u002Fp>\n\n\u003Cp>(i)Day duties staff - All staff will normally be scheduled for a minimum of\nforty (40) hours per week excluding meal break and will work an average of\neight (8) hours a day.\u003C\u002Fp>\n\n\u003Cp>(ii)Shift System - This may be introduced at particular places to suit local\nconditions depending on the nature and intensity of the work to be\nperformed.\u003C\u002Fp>\n\n\u003Ch4>2.ANNUAL LEAVE\u003C\u002Fh4>\n\n\u003Cp>A staff shall be entitled to a paid annual leave of 21 days calculated on\npro-rata basis. For purposes of counting annual leave days, Saturdays, Sundays\nand public holidays are excluded.\u003C\u002Fp>\n\n\u003Ch4>3.MATERNITY LEAVE\u003C\u002Fh4>\n\n\u003Cp>(i)All female staff shall be entitled to maternity leave in accordance with\nthe Employment Act as follows:-\u003C\u002Fp>\n\n\u003Cp>•Three months maternity leave with full pay, subject to production of\nmedical certificate from an approved medical practitioner confirming the\nemployee’s date of confinement. The annual leave shall however not be\nforfeited.\u003C\u002Fp>\n\n\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>\n\n\u003Cp>(ii)Paternity Leave\u003C\u002Fp>\n\n\u003Cp>A male staff shall be entitled to two (2) weeks paternity leave with full\npay on production of birth notification.\u003C\u002Fp>\n\n\u003Ch4>4. SICK LEAVE\u003C\u002Fh4>\n\n\u003Cp>If a staff falls sick and is hospitalized for a continuous period, or is\ncertified by a medical doctor to be incapable of attending to work, such staff\nwill be entitled to the following sick leave in any one calendar year on\npro-rata basis guided by the length of contract.\u003C\u002Fp>\n\n\u003Cp>Sixty (60) days on full pay, and thereafter;\u003C\u002Fp>\n\n\u003Cp>Sixty (60) days on half pay\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 staff who have served for two months or more are entitled to sick\nleave.\u003C\u002Fp>\n\n\u003Ch4>5.MEDICAL\u003C\u002Fh4>\n\n\u003Cp>DSAs are entitled to out-patient, in-patient, optical and dental treatment\nunder a medical insurance cover provided by the company. The cover is for the\nstaff only.\u003C\u002Fp>\n\n\u003Ch4>6.RETAINER -\u003C\u002Fh4>\n\n\u003Cp>The DSA retainer will be paid based on the minimum wage guidelines. The\nretainer will be inclusive of a house allowance component at 15% of basic pay\nas per the Labour legislation and all other enabling provisions.\u003C\u002Fp>\n\n\u003Cp>Dated and signed this 5th day of October, 2017.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the presence of:\u003C\u002Fp>\n\n\u003Cp>_ \u002F x7\u003C\u002Fp>\n\n\u003Cp>THOMAS M. ACHOK\u003C\u002Fp>\n\n\u003Cp>CONCILLIATOR- FEDERATION OF KENYA EMPLOYERS (FKE)\u003C\u002Fp>\n\n\u003Cp>tx>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end":48,"TRAINING_trigger":50,"contracttrial":54,"contracttrialperiod":58,"maxsicknesspay":60,"maxsicknesspayperc":64,"sicknessmaxdaysnr":67,"healthcareaccess":71,"healthcareaccessrelatives":75,"healthinsurance":77,"healthinsurancerelatives":79,"healthandsafetypolicy":81,"funeralpay":85,"WAGES_trigger":89,"STRUCINCR_trigger":93,"NOCTPREM_trigger":95,"OVERTIME_trigger":99,"HARDSHIP_trigger":103,"hourspday":107,"hourspweek":111,"dayspweek":113,"holidaysdays":117,"holidaysweeks":121,"WORKFAM_trigger":123,"paidmaternityleave":127,"paidmaternityleaveduration":129,"paidmaternityleaveall":133,"paidmaternityleavepay":136,"paidmaternityleavepayperc":140,"paidpaternityleave":142,"paidpaternityleaveduration":146,"paidpaternityleavepay":148,"paidpaternityleavepayperc":152},{"bindId":45,"name":46,"text":47},"cbadate_start","THE PERIOD 01ST JANUARY 2017 TO 31ST DEC","THE PERIOD\n\n01ST JANUARY 2017 TO 31ST DECEMBER 2018",{"bindId":49,"name":46,"text":47},"cbadate_end",{"bindId":51,"name":52,"text":53},"TRAINING_trigger","(iii)Trainees will be under probation du","(iii)Trainees will be under probation during their training period.",{"bindId":55,"name":56,"text":57},"contracttrial","3.PROBATIONARY PERIOD (i)The probationar","3.PROBATIONARY PERIOD\n\n(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\n(ii)No employee shall remain under probationary contract for more than the\naggregate period provided above.\n\n(iii)Trainees will be under probation during their training period.",{"bindId":59,"name":56,"text":57},"contracttrialperiod",{"bindId":61,"name":62,"text":63},"maxsicknesspay","Sixty (60) days on full pay, and thereaf","Sixty (60) days on full pay, and thereafter;\n\nSixty (60) days on half pay \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.",{"bindId":65,"name":62,"text":66},"maxsicknesspayperc","Sixty (60) days on full pay, and thereafter;",{"bindId":68,"name":69,"text":70},"sicknessmaxdaysnr","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\nSixty (60) days on full pay, and thereafter;\n\nSixty (60) days on half pay \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.",{"bindId":72,"name":73,"text":74},"healthcareaccess","14.MEDICAL The permanent employees and t","14.MEDICAL\n\nThe permanent employees and their dependents who include a spouse and four\nchildren only, are entitled to out-patient, in-patient, optical and dental\ntreatment under a medical insurance cover provided by the company.",{"bindId":76,"name":73,"text":74},"healthcareaccessrelatives",{"bindId":78,"name":73,"text":74},"healthinsurance",{"bindId":80,"name":73,"text":74},"healthinsurancerelatives",{"bindId":82,"name":83,"text":84},"healthandsafetypolicy","28.PROTECTIVE CLOTHING This will be in a","28.PROTECTIVE CLOTHING\n\nThis will be in accordance with the provisions of the Occupational Safety\nand Health Act, 2007 sections 13(c), 101 and 102.",{"bindId":86,"name":87,"text":88},"funeralpay","16.BURIAL ALLOWANCE In the event of an e","16.BURIAL ALLOWANCE\n\nIn the event of an employee’s death or death of a member of his immediate\nfamily who include a spouse and four (4) children, burial allowance will be\ngranted to assist the bereaved in meeting burial and incidental expenses. The\nburial allowance is inclusive of transport and mortuary cost.\n\nThe burial allowance shall be paid as follows:\n\n\n  \n  \n  \n  \n    \n      Categories\n      Kshs.\n    \n    \n      Employee\n      120,000\n    \n    \n      Spouse\u002FChild \n      80,000",{"bindId":90,"name":91,"text":92},"WAGES_trigger","29.SALARY It was agreed that salary for ","29.SALARY\n\nIt was agreed that salary for unionisable staff be increased at the rate of\n5.5% for the period 1st January 2017 to 31st December 2017, and a further 6%\nfor the second year, 1st January 2018 to 31st December 2018, subject to\ninflation going beyond 10%. Where the inflation rate does not go beyond 10%,\nthe increment for the second year shall be at a rate of 5.5%.",{"bindId":94,"name":91,"text":92},"STRUCINCR_trigger",{"bindId":96,"name":97,"text":98},"NOCTPREM_trigger","20.SHIFT ALLOWANCE This allowance is int","20.SHIFT ALLOWANCE\n\nThis allowance is introduced and it will be paid to staff who work during\nnight shift (6.00pm - 6.00am) at maintenance centers, cable intervention, SMC\nWestlands and GSM. It will be paid monthly at the rate of 6% of an employee’s\nbasic salary on pro-rata basis based on the number of days worked.",{"bindId":100,"name":101,"text":102},"OVERTIME_trigger","15.OVERTIME It is agreed that: a.Overtim","15.OVERTIME\n\nIt is agreed that:\n\na.Overtime shall be paid to officers 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 except where the staff and Line Managers have mutually\nagreed.\n\nc.The normal working hours for the purpose of claiming overtime shall be 40\nhours per week.",{"bindId":104,"name":105,"text":106},"HARDSHIP_trigger","HARDSHIP ALLOWANCE The allowance is paya","HARDSHIP ALLOWANCE\n\nThe allowance is payable to staff serving in areas identified and\ncategorized by the government as hardship areas. The rates for payment of this\nallowance will be Ksh. 5,000\u002F= per month.^ ",{"bindId":108,"name":109,"text":110},"hourspday","5.HOURS OF WORK Hours of duty may vary f","5.HOURS OF WORK\n\nHours of duty may vary for staff performing different types of duties at the\nsame station or at different stations as may be demanded.\n\nThe conditioned hours per week for all staff irrespective of where they are\nserving will be forty (40) hours exclusive of meal breaks.\n\n(i)Day duties staff - All employees will normally be scheduled for a minimum\nof forty (40) hours per week excluding meal break and will work an average of\neight (8) hours a day.\n\n(ii)Shift System - This may be introduced at particular places to suit local\nconditions depending on the nature and intensity of the work to be\nperformed.",{"bindId":112,"name":109,"text":110},"hourspweek",{"bindId":114,"name":115,"text":116},"dayspweek","The conditioned hours per week for all s","The conditioned hours per week for all staff irrespective of where they are\nserving will be forty (40) hours exclusive of meal breaks.",{"bindId":118,"name":119,"text":120},"holidaysdays","ANNUAL LEAVE On completion of twelve mon","ANNUAL LEAVE\n\nOn completion of twelve months of continuous services, employees shall be\nentitled to a paid annual leave of thirty (30) days.\n\nFor purposes of counting annual leave days, Saturdays, Sundays and public\nholidays are excluded.",{"bindId":122,"name":119,"text":120},"holidaysweeks",{"bindId":124,"name":125,"text":126},"WORKFAM_trigger","MATERNITY LEAVE (i) All female employees","MATERNITY LEAVE\n\n(i) All female employees of the Company shall be entitled to maternity leave\nin accordance with the Employment Act as follows:-\n\n•Three months maternity leave with full pay, subject to production of\nmedical certificate from an approved medical practitioner confirming the\nemployee’s date of confinement. The annual leave shall however not be\nforfeited.\n\n•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.\n\n(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":128,"name":125,"text":126},"paidmaternityleave",{"bindId":130,"name":131,"text":132},"paidmaternityleaveduration","•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":134,"name":125,"text":135},"paidmaternityleaveall","MATERNITY LEAVE\n\n(i) All female employees of the Company shall be entitled to maternity leave\nin accordance with the Employment Act as follows:-\n\n•Three months maternity leave with full pay, subject to production of\nmedical certificate from an approved medical practitioner confirming the\nemployee’s date of confinement. The annual leave shall however not be\nforfeited.",{"bindId":137,"name":138,"text":139},"paidmaternityleavepay","•Three months maternity leave with full ","•Three months maternity leave with full pay, subject to production of\nmedical certificate from an approved medical practitioner confirming the\nemployee’s date of confinement. The annual leave shall however not be\nforfeited.",{"bindId":141,"name":138,"text":139},"paidmaternityleavepayperc",{"bindId":143,"name":144,"text":145},"paidpaternityleave","(ii) Paternity Leave A male employee sha","(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":147,"name":144,"text":145},"paidpaternityleaveduration",{"bindId":149,"name":150,"text":151},"paidpaternityleavepay","A male employee shall be entitled to two","A male employee shall be entitled to two (2) weeks paternity leave with full\npayment on production of birth notification.",{"bindId":153,"name":144,"text":145},"paidpaternityleavepayperc","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Telkom Kenya Ltd - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2017-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2018-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → ICT services, Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Data processing, hosting and related activities, Other information technology and computer service activities, Repair of computers and communication equipment, 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\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): → 100 %\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: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → No\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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → KES 80000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → Insufficient data days\n            \u003C\u002Fdiv>\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 20.0 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: → No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2017-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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                \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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[159],{"title":37,"slug":33},[161],{"type":162,"data":163},"call_to_action_body_block",{"title":164,"description":165,"variant":166,"link":167},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":164,"url":168,"description":164,"rel":169,"type":170},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[172],{"type":162,"data":173},{"title":164,"description":165,"variant":166,"link":174},{"title":164,"url":168,"description":164,"rel":169,"type":170},[]]