[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-alltex-epz-limited-and-tailors-and-textiles-workers-union---2012":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":148,"content_type_view":149,"extra_breadcrumbs":150,"body":152,"body_blocks":163,"related_pages":167},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":146,"translations":147},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"memorandum-of-agreement-between-alltex-epz-limited-and-tailors-and-textiles-workers-union---2012","92aa8ea4-111e-11e6-9e1a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-alltex-epz-limited-and-tailors-and-textiles-workers-union---2012\u002Fmemorandum-of-agreement-between-alltex-epz-limited-and-tailors-and-textiles-workers-union---2012\u002F","Memorandum of Agreement between Alltex (EPZ) Limited and Tailors and Textiles Workers Union - 2012","KEN Alltex (EPZ) Limited - 2012","Kenya - KEN Alltex (EPZ) Limited - 2012","KEN Alltex (EPZ) Limited - 2012 - Manufacturing",{"name":41,"data":42},"Alltex Limited - 2012.html","\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>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN ALLTEX (EPZ) LIMITED (HEREINAFTER REFERRED\nTO AS THE EMPLOYER) AND TAILORS AND TEXTILES WORKERS UNION (HEREINAFTER\nREFERRED TO AS THE UNION)\u003C\u002Fh1>\n\n\u003Cp>IN THE MATTER OF WAGES, SALARIES AND OTHER TERMS AND CONDITIONS OF\nSERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>Whereas by terms of the Recognition and Negotiating Procedure Agreement\nsigned between the Employer and the Union, it was agreed that the employer has\nrecognized the Union as a properly constituted body and sole labour\norganization representing the interests of the employees and the employer.\u003C\u002Fp>\n\n\u003Cp>And whereas it was agreed that the rates of wages, salaries and general\nterms and conditions of employment to be paid and provided to employees by the\nEmployer shall be as negotiated and agreed between the Employer and the Union\nor therefore the Employer and the Union meeting together in a free heart and\nvoluntary association agree to enter into agreement as stated under the matters\nof terms and conditions of service negotiated between\u003C\u002Fp>\n\n\u003Cp>them at the Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Ch2>1. APPLICATION:\u003C\u002Fh2>\n\n\u003Cp>This agreement shall apply to all unionisable employees of Alltex (EPZ)\nLimited but shall exclude employees as may be defined in the Industrial\nRelations Charter Appendix \"C\".\u003C\u002Fp>\n\n\u003Ch2>2. PROBATIONARY PERIOD:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The first three months of an employee's engagement shall be treated as\nprobationary period after which the employee should be confirmed into permanent\nemployment. Where an employee cannot perform to the expected standards, his\u002Fher\nservices shall be terminated by giving seven (7) day's notice or pay in lieu\nand the Union shall be informed in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1. APPOINTMENT LETTER\u002FCONTRACT LETTERS:\u003C\u002Fp>\n\n\u003Cp>The employer shall issue an appointment letter stipulating the terms and\nconditions of services of an employee upon the employee's completion of the\nprobationary period.\u003C\u002Fp>\n\n\u003Cp>2. HOURS OF WORK:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working week shall consist of forty five (45) hours of work. From\nMonday to Friday, eight (8) hours and five (5) hours on Saturday.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(i) Except in the case of shift work, an employee's normal working hours\nshall be eight (8) hours per day of five days of the week and five (5) hours on\none day of the week.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee shall be entitled to one rest day in each week.\u003C\u002Fp>\n\n\u003Cp>(iii) The exact arrangement of the working hours\u002Fweek shall be at the\ndiscretion of the management - in consultation with the Union's\nrepresentative.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>3. OVERTIME:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Every employee who works for any time in excess of the normal hours of work\nspecified in Clause 4 above, shall be entitled for the overtime, worked out at\nthe following rates:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>(i) One and a half times the basic hourly rate in respect of any time worked\nin excess of the normal hours of work per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) For time worked on any employee's normal rest day and Statutory Public\nHoliday, at twice the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>(iii) Employees shall be informed two days in advance when they would be\nrequired to work overtime on a Public Holidays or on their rest day and in the\nevent that an employee requests for permission to be absent on such occasion\nthat shall not be unreasonably denied.\u003C\u002Fp>\n\n\u003Ch3>4. HOUSE ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>Every employee who is not provided with free accommodation shall be entitled\nto a minimum house allowance of Ksh. 1,500\u002F= or 15% of his Monthly salary,\nwhichever is greater.\u003C\u002Fp>\n\n\u003Ch2>5. ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) After the completion of twelve (12) month's continuous service with an\nemployer, an employee will be entitled to 24 working days leave with full\npay.\u003C\u002Fp>\n\n\u003Cp>(b) Such leave will be taken at a time and duration convenient to the\nemployer but the individual employee's circumstances may be taken into\nconsideration.\u003C\u002Fp>\n\n\u003Cp>(c) Where employment is terminated after the completion of three (3) or more\nmonths' continuous service during any leaving earning period, an employee shall\nbe entitled to two (2) day's leave with pay for each completed month of service\nand pro-rata leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. LEAVE TRAVELLING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>(a) After each of twelve months' continuous service an employee will be\nentitled to Kshs. 1,500\u002F= (One Thousand Five Hundred) leave travelling\nallowance when proceeding on leave.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is required to work at the request of his employer\ninstead of taking his\u002Fher annual leave in that year, such an employee shall be\npaid his full leave entitlement in cash, and leave travelling allowance as per\nparagraph (a) of this clause.\u003C\u002Fp>\n\n\u003Ch2>9. COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(a) An employee may be granted seven (7) days unpaid compassionate leave on\napplication, at the discretion of the employer. The employer shall not\nunreasonably withhold such request.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Compassionate leave may be by prior arrangement between the employee and\nthe employer, and shall be treated as paid leave and subsequently set-off\nagainst the employee's annual leave, provided the employee has accumulated up\nto 7 days leave.\u003C\u002Fp>\n\n\u003Cp>(c) Subparagraph (b) above shall not be applicable if the employer shuts\ndown its factory for purposes of both annual leave and maintenance of\nmachineries.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. SICK LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>After three (3) consecutive weeks of service with the employer and subject\nto production of a medical certificate of incapacity from a medical\npractitioner in a registered hospital or a health center or dispensary approved\nby the employer, an employee shall be entitled to sick leave with pay\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>In any one year as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) First 35 days with full pay\u003C\u002Fp>\n\n\u003Cp>(b) Next 35 days with half pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11. PUBLIC HOLIDAYS:\u003C\u002Fh2>\n\n\u003Cp>(a) An employee shall be granted leave on the gazette public holidays with\nfull pay.\u003C\u002Fp>\n\n\u003Cp>(b) If an employee works on a public holiday, which is not his\u002Fher rest day,\nthen he\u002Fshe shall be paid at double his\u002Fher hourly rate.\u003C\u002Fp>\n\n\u003Cp>(c) When a public holiday falls on an employee's rest day, the employee\nshall be paid double (2 times) his\u002Fher hourly rate if she\u002Fhe works on the\npublic holiday and rests on another day.\u003C\u002Fp>\n\n\u003Ch2>12. CERTIFICATE OF SERVICE:\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be given a certificate of service by his employer upon\ntermination of his employment, unless such employment has not been in force for\na period of less than four consecutive weeks.. Every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>(a) Name of the employer and postal address.\u003C\u002Fp>\n\n\u003Cp>(b) Name of the employee.\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced.\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment.\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased.\u003C\u002Fp>\n\n\u003Ch2>13. DISCIPLINARY MATTERS:\u003C\u002Fh2>\n\n\u003Cp>(a) Suspension\u003C\u002Fp>\n\n\u003Cp>The employer reserves the right to suspend, without pay, an employee from\nemployment upto a MAXIMUM of 14 days pending investigations into alleged gross\nmisconduct or other offences.\u003C\u002Fp>\n\n\u003Cp>Should the employee be found to have committed a gross misconduct, then\nhe\u002Fshe shall be summarily dismissed from the date of suspension. Should the\nemployee be found innocent of the gross misconduct, then he\u002Fshe shall be\nreinstated forthwith without loss of privileges and paid for the days he\u002Fshe\nwas suspended\u003C\u002Fp>\n\n\u003Cp>(b) Warning\u003C\u002Fp>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\ndefault which in the opinion of the employer does not warrant instant dismissal\nshall be warned in writing and the following procedure shall apply:-\u003C\u002Fp>\n\n\u003Cp>(i) The first, second and third warning shall be entered in the employee's\nrecord and the shopsteward informed accordingly.\u003C\u002Fp>\n\n\u003Cp>(ii) The third warning shall be copied to the Branch Secretary of the\nemployee's union.\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee who has already received three warnings commits a\nfourth default, he\u002Fshe shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>Provided that an employee completes three hundred and sixty five consecutive\ndays from the date of third warning without further default, any warning\nentered in his\u002Fher employment record shall be deemed cancelled.\u003C\u002Fp>\n\n\u003Ch2>14. SUMMARY DISMISSAL:\u003C\u002Fh2>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumeration of\nsuch matters shall not preclude the employer or an employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nother matter not mentioned in this section, constitute justifiable or lawful\ngrounds for the dismissal:-\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work.\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable properly to perform his work and a\nmedical practitioner confirms the same.\u003C\u002Fp>\n\n\u003Cp>(c) If an employee willfully neglects to perform any work which is his duty\nto have performed or if he carelessly and improperly performs any work which\nfrom its nature was his duty, under his contract, to have performed carefully\nand properly. \u003C\u002Fp>\n\n\u003Cp>(d) If, an employee uses abusive or insulting language, or behaves in a\nmanner insulting, to his employer\u002Fcolleague or to a person placed in authority\nover him or his subordinate staff.\u003C\u002Fp>\n\n\u003Cp>(e) If an employee knowingly fails, or refuses, to obey a lawful and proper\ncommand which was within the scope of his duty to obey, issued by his employer\nor a person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>(f) If, in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for cognizable offence punishable by\nimprisonment and is not within fifteen days either released on bail or on bond\nor otherwise lawfully set a liberty.\u003C\u002Fp>\n\n\u003Cp>(g) If, an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed, a criminal offence against or to the substantial\ndetriment of his employer or his employer's property.\u003C\u002Fp>\n\n\u003Ch2>15. MATERNITY LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(i) A female employee shall be entitled to three months maternity leave\n(ninety (90) consecutive days) with full pay and with prior arrangement with\nthe employer may be eligible for additional one month unpaid leave (thirty (30)\nconsecutive days). Such leave will not be unreasonable denied.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that, a female employee who has taken her maternity leave shall NOT\nforfeit her annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(ii) A female employee in receipt of maternity leave shall not incur any\nloss of privileges or entitlement during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cp>16. BASIC MINIMUM WAGES:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cp>With effect from 1st October 2011 the basic minimum wages shall be as\nfollows:- 10% above the Government General Wages Order of each year\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>16. GENERAL WAGE INCREMENT:\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cp>With effect from 1st October 2009 all unionisable employees in the service\nof the employer will receive on their basic wage as at 30th September, 2009 a\ngeneral wage increase of 18% to cover the period 1st October, 2009 to 30th\nSeptember, 2011, to be implemented as follows:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a) An increment of 9% on their basic wage, effective from 1st October,\n2009\u003C\u002Fp>\n\n\u003Cp>(b) An increment of 9% on their basic wage, effective from 1st October,\n2010\u003C\u002Fp>\n\n\u003Ch2>17. PAYMENT OF WAGES:\u003C\u002Fh2>\n\n\u003Cp>Payment of wages shall be made on a working day and during working hours, at\nor near to the place of employment or at such other place as may be agreed to\nbetween the employer and the employee. Should such payment day fall on a Sunday\nor public holiday, such wages shall be paid on the last day prior to such\nSunday or Public holiday.\u003C\u002Fp>\n\n\u003Ch2>18. PROTECTIVE CLOTHING:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The employer shall provide protective clothing and gear wherever applicable.\nWhere uniform has been provided the employer shall provide one bar of soap to\nlaunder the uniform.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>19. NIGHT SHIFT ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>Employees scheduled to perform their duties on night shift, shall be paid a\nnight shift allowance of Ksh. 5\u002F= per night. Night shift is defined as hours\nbetween 8.00 p.m. and 6.00 a.m.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. TOOLS:\u003C\u002Fh2>\n\n\u003Cp>It shall be the responsibility of the employer to provide working tools to\nthe employees.\u003C\u002Fp>\n\n\u003Ch2>22. RETIREMENT AGE\u003C\u002Fh2>\n\n\u003Cp>The normal retirement age for all employees shall be 55 years.\u003C\u002Fp>\n\n\u003Ch2>23. REDUNDANCY:\u003C\u002Fh2>\n\n\u003Cp>\"Redundancy\" means the loss of employment, occupation job or career by\ninvoluntary means through no fault of an employee, involving termination of\nemployment at the initiative of the employer, where the services of an employee\nare superfluous, and the practices commonly known as abolition of office, job\nor occupation.\u003C\u002Fp>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply.\u003C\u002Fp>\n\n\u003Cp>(a) The Union of which the employee is a member and the Labour Officer of\nthe area shall be informed of the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall have due regard to seniority in time and to the\nskill, ability and reliability of each employee belonging to a particular\ncategory of employees affected by redundancy.\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be placed at a disadvantage for being or not being a\nmember of a trade union.\u003C\u002Fp>\n\n\u003Cp>(d) Any leave due to any employee who is declared redundant shall be paid\nfor in cash.\u003C\u002Fp>\n\n\u003Cp>(e) A redundant employee shall be entitled to one month's notice or one\nmonth's salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(f) An employee declared redundant shall be entitled to severance pay at the\nrate of twenty (20) day's pay for each completed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>24. GRATUITY\u002F PENSION:\u003C\u002Fh2>\n\n\u003Cp>After completion of two (2) years' service with the employer, an employee\nshall be paid gratuity at 16 days upon termination of employment by the\nemployer, death, normal retirement at 55 years of age or retirement on medical\ngrounds. However, no employee shall qualify for gratuity if he\u002Fshe is dismissed\nfor gross misconduct.\u003C\u002Fp>\n\n\u003Ch2>25. NIGHT TRANSPORT:\u003C\u002Fh2>\n\n\u003Cp>The employer shall provide night transport for employees leaving work after\n8.30 p.m. to a designated drop-off point nearest to their residence provided\nthat those whose who have more favourable arrangements shall continue with such\nalternative arrangement.\u003C\u002Fp>\n\n\u003Ch2>26.DEATH OF AN EMPLOYEE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Upon the demise of an employee while still in service, the employer shall be\nrequired to pay Ksh. 20,000\u002F= towards the funeral and burial arrangements of\nthe dead employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>27. PAID EDUCATIONAL LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The employer shall grant paid educational leave for union activities to the\nshopstewards and union representatives up to a maximum of 14 days in a calendar\nyear. This leave shall be seminars and workshops.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>28. ACTING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>When an employee is required in writing to act in a position of higher grade\nfor a period of ten days and more, he\u002Fshe shall be paid the difference between\nthe basic salary of his\u002Fher grade and the basic salary of the job in which\nhe\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Ch2>29. TARGETS:\u003C\u002Fh2>\n\n\u003Cp>(i) The employer through the expertise of a competent officer like the Time\nand Motion Study Officer or an Industrial Engineer may establish production\ntargets for various styles in the lines and\u002For other areas of operation like\ncutting, washing, finishing e.t.c wherever so fixed, the targets in question\nshall remain constant for the particular style and employees concerned shall be\nrequired to achieve the targets production for the regular hours of the day,\nwithin that time.\u003C\u002Fp>\n\n\u003Cp>(ii)Any employee, who fails to achieve the target for no acceptable reason,\nmay be allowed to do so at his\u002Fher own time on the same day, without overtime\npayment and it shall be within the employer's rights to subject such an\nemployee to disciplinary action for inefficiency if he\u002Fshe refuses to work on\nhis\u002Fher own time to complete the day's target.\u003C\u002Fp>\n\n\u003Cp>(iii) The union will have the right to involve a technical officer from the\nMinistry of Labour for joint adjudication exercise if the set targets are\ndeemed to be high. While such exercise is in process, the employee shall be\nexpected to continue working towards achievement of the set targets.\u003C\u002Fp>\n\n\u003Ch2>30. TERMINATION OF EMPLOYMENT:\u003C\u002Fh2>\n\n\u003Cp>It shall be a condition in every contract that such contract shall be\nterminable by not less than one (1) month's notice to be given by either party\nin writing or otherwise by payment by either party, in lieu of notice. During\nthe probation period, seven days' notice shall be given by either party or an\nequivalent payment in lieu of notice.\u003C\u002Fp>\n\n\u003Ch2>31. SEXUAL HARRASSMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Every employee shall be protected from sexual harassment, any unsolicited or\nunwelcome verbal comment, gesture or physical contact of a sexual nature.\u003C\u002Fp>\n\n\u003Cp>Therefore:\u003C\u002Fp>\n\n\u003Cp>(a) No employee shall be subject to sexual harassment either by somebody in\nauthority over him\u002Fher as a condition of engagement, continued employment,\npromotion, salary progression, reward or any other consideration or by his\u002Fher\nfellow workmates as a condition as social acceptance at work.\u003C\u002Fp>\n\n\u003Cp>Any case of sexual harassment shall be immediately reported by the victim to\na designated officer and perpetrator shall be dealt with in accordance with the\norganization's disciplinary procedures after having been given an adequate\nopportunity to defend himself\u002Fherself against the charges.\u003C\u002Fp>\n\n\u003Cp>(b) Sexual harassment shall include any of the following; if the person\ndoing it, knows or ought to have known that it is unwelcome.\u003C\u002Fp>\n\n\u003Cp>(i) Making a request or exerting pressure for sexual activity or favours.\u003C\u002Fp>\n\n\u003Cp>(ii) Making intentional or careless pressure for sexual activity or\nfavours.\u003C\u002Fp>\n\n\u003Cp>(iii) Making gestures, noises, jokes or comments, including innuendoes,\nregarding another person's sexuality.\u003C\u002Fp>\n\n\u003Cp>Each employer shall appoint a designated person preferably a Senior Lady\nManager to whom the victims of sexual harassment may report the cases for\nappropriate action.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>32. HIV\u002FAIDS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>No employee living with HIV\u002FAIDS shall his\u002Fher services terminated purely on\nhis sero-positive status and there should be no obligation on the part of the\nemployee to inform his employer about his sero-positive status. If fitness to\nwork is impaired by HIV related illness, reasonable alternative working\narrangements should be made for the affected employees. As with many other\nillnesses, persons with HIV-related illnesses should be able to work as long as\nthey are medically fit or available, to work or until they are declared unfit\nto work by a registered medical practitioner.\u003C\u002Fp>\n\n\u003Cp>Provided that nothing in the clause shall derogate the right of the employer\nto terminate for justifiable cause the services of those living with HIV\u002FAIDS\nespecially for continuous non-performance or any other justifiable reasons.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>32. MEDICAL TREATMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>As per section 34 of the Employment Act, 2007\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>33. EFFECTIVE DATE:\u003C\u002Fh2>\n\n\u003Cp>The effective date of this agreement shall be 1st October, 2009.\u003C\u002Fp>\n\n\u003Ch2>34. DURATION OF THE AGREEMENT:\u003C\u002Fh2>\n\n\u003Cp>This agreement shall remain in force for a period two years upto 30th\nSeptember, 2011. Thereafter it shall continue in force until it is amended by\nmutual agreement between the two parties, provided that the party wishing to\namend it gives the other party three (3) months notice of such intension in\nwriting the details of the amendment required.\u003C\u002Fp>\n\n\u003Ch2>35. APPLICABLE LAW:\u003C\u002Fh2>\n\n\u003Cp>The provisions of this agreement shall be construed to be in accordance with\nthe provisions of the Laws of Kenya.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF ALLTEX (EPZ) LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>REV. JOEL K. CHEBII, (OGW) \u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HASSAN ABDULLAHI \u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF TAILORS & TEXTILES WORKERS\u003C\u002Fp>\n\n\u003Cp>MARTHA KEMUNTO \u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS date 27 July 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"sexualhar":44,"healthandsafetypolicy":48,"paidmaternityleave":52,"paidmaternityleaveduration":56,"childcareleave":58,"sicknessmaxdays":62,"hourspday_select":66,"contracttrial":70,"sicknesspay":74,"hivpolicy":78,"paidmaternityleavepay":82,"childcare":85,"trainingprogrammes":88,"dayspweek_select":92,"healthcareaccess":95,"paidmaternityleaveall":99,"contractseverancepay":101,"jobsecuritymothers":105,"hourspweek_select":109,"funeralpay":111,"WAGES_trigger":115,"LOWWAGE_trigger":118,"LOWWAGE_government":120,"STRUCINCR_trigger":124,"wageincreasetxt":127,"NOCTPREM_trigger":131,"OVERTIME_trigger":135,"overtimeallowancetype_general":138,"overtimeallowanceperc1_general":142},{"bindId":45,"name":46,"text":47},"sexualhar","Every employee shall be protected from s","Every employee shall be protected from sexual harassment, any unsolicited or\nunwelcome verbal comment, gesture or physical contact of a sexual nature.\n\nTherefore:\n\n(a) No employee shall be subject to sexual harassment either by somebody in\nauthority over him\u002Fher as a condition of engagement, continued employment,\npromotion, salary progression, reward or any other consideration or by his\u002Fher\nfellow workmates as a condition as social acceptance at work.\n\nAny case of sexual harassment shall be immediately reported by the victim to\na designated officer and perpetrator shall be dealt with in accordance with the\norganization's disciplinary procedures after having been given an adequate\nopportunity to defend himself\u002Fherself against the charges.\n\n(b) Sexual harassment shall include any of the following; if the person\ndoing it, knows or ought to have known that it is unwelcome.\n\n(i) Making a request or exerting pressure for sexual activity or favours.\n\n(ii) Making intentional or careless pressure for sexual activity or\nfavours.\n\n(iii) Making gestures, noises, jokes or comments, including innuendoes,\nregarding another person's sexuality.\n\nEach employer shall appoint a designated person preferably a Senior Lady\nManager to whom the victims of sexual harassment may report the cases for\nappropriate action.",{"bindId":49,"name":50,"text":51},"healthandsafetypolicy","The employer shall provide protective cl","The employer shall provide protective clothing and gear wherever applicable.\nWhere uniform has been provided the employer shall provide one bar of soap to\nlaunder the uniform.",{"bindId":53,"name":54,"text":55},"paidmaternityleave","(i) A female employee shall be entitled ","(i) A female employee shall be entitled to three months maternity leave\n(ninety (90) consecutive days) with full pay and with prior arrangement with\nthe employer may be eligible for additional one month unpaid leave (thirty (30)\nconsecutive days). Such leave will not be unreasonable denied.\n\nProvided that, a female employee who has taken her maternity leave shall NOT\nforfeit her annual leave in that year.",{"bindId":57,"name":54,"text":55},"paidmaternityleaveduration",{"bindId":59,"name":60,"text":61},"childcareleave","(a) An employee may be granted seven (7)","(a) An employee may be granted seven (7) days unpaid compassionate leave on\napplication, at the discretion of the employer. The employer shall not\nunreasonably withhold such request.",{"bindId":63,"name":64,"text":65},"sicknessmaxdays","In any one year as follows:- (a) First 3","In any one year as follows:-\n\n(a) First 35 days with full pay\n\n(b) Next 35 days with half pay.",{"bindId":67,"name":68,"text":69},"hourspday_select","The normal working week shall consist of","The normal working week shall consist of forty five (45) hours of work. From\nMonday to Friday, eight (8) hours and five (5) hours on Saturday.\n\n(i) Except in the case of shift work, an employee's normal working hours\nshall be eight (8) hours per day of five days of the week and five (5) hours on\none day of the week.\n\n(ii) An employee shall be entitled to one rest day in each week.\n\n(iii) The exact arrangement of the working hours\u002Fweek shall be at the\ndiscretion of the management - in consultation with the Union's\nrepresentative.",{"bindId":71,"name":72,"text":73},"contracttrial","The first three months of an employee's ","The first three months of an employee's engagement shall be treated as\nprobationary period after which the employee should be confirmed into permanent\nemployment. Where an employee cannot perform to the expected standards, his\u002Fher\nservices shall be terminated by giving seven (7) day's notice or pay in lieu\nand the Union shall be informed in writing.",{"bindId":75,"name":76,"text":77},"sicknesspay","After three (3) consecutive weeks of ser","After three (3) consecutive weeks of service with the employer and subject\nto production of a medical certificate of incapacity from a medical\npractitioner in a registered hospital or a health center or dispensary approved\nby the employer, an employee shall be entitled to sick leave with pay\n\nIn any one year as follows:-\n\n(a) First 35 days with full pay\n\n(b) Next 35 days with half pay.\n\nProvided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year.",{"bindId":79,"name":80,"text":81},"hivpolicy","No employee living with HIV\u002FAIDS shall h","No employee living with HIV\u002FAIDS shall his\u002Fher services terminated purely on\nhis sero-positive status and there should be no obligation on the part of the\nemployee to inform his employer about his sero-positive status. If fitness to\nwork is impaired by HIV related illness, reasonable alternative working\narrangements should be made for the affected employees. As with many other\nillnesses, persons with HIV-related illnesses should be able to work as long as\nthey are medically fit or available, to work or until they are declared unfit\nto work by a registered medical practitioner.\n\nProvided that nothing in the clause shall derogate the right of the employer\nto terminate for justifiable cause the services of those living with HIV\u002FAIDS\nespecially for continuous non-performance or any other justifiable reasons.",{"bindId":83,"name":54,"text":84},"paidmaternityleavepay","(i) A female employee shall be entitled to three months maternity leave\n(ninety (90) consecutive days) with full pay and with prior arrangement with\nthe employer may be eligible for additional one month unpaid leave (thirty (30)\nconsecutive days). Such leave will not be unreasonable denied.",{"bindId":86,"name":60,"text":87},"childcare","(a) An employee may be granted seven (7) days unpaid compassionate leave on\napplication, at the discretion of the employer. The employer shall not\nunreasonably withhold such request.\n\n(b) Compassionate leave may be by prior arrangement between the employee and\nthe employer, and shall be treated as paid leave and subsequently set-off\nagainst the employee's annual leave, provided the employee has accumulated up\nto 7 days leave.\n\n(c) Subparagraph (b) above shall not be applicable if the employer shuts\ndown its factory for purposes of both annual leave and maintenance of\nmachineries.",{"bindId":89,"name":90,"text":91},"trainingprogrammes","The employer shall grant paid educationa","The employer shall grant paid educational leave for union activities to the\nshopstewards and union representatives up to a maximum of 14 days in a calendar\nyear. This leave shall be seminars and workshops.",{"bindId":93,"name":68,"text":94},"dayspweek_select","The normal working week shall consist of forty five (45) hours of work. From\nMonday to Friday, eight (8) hours and five (5) hours on Saturday.",{"bindId":96,"name":97,"text":98},"healthcareaccess","As per section 34 of the Employment Act,","As per section 34 of the Employment Act, 2007",{"bindId":100,"name":54,"text":55},"paidmaternityleaveall",{"bindId":102,"name":103,"text":104},"contractseverancepay","(f) An employee declared redundant shall","(f) An employee declared redundant shall be entitled to severance pay at the\nrate of twenty (20) day's pay for each completed.",{"bindId":106,"name":107,"text":108},"jobsecuritymothers","(ii) A female employee in receipt of mat","(ii) A female employee in receipt of maternity leave shall not incur any\nloss of privileges or entitlement during such period.",{"bindId":110,"name":68,"text":94},"hourspweek_select",{"bindId":112,"name":113,"text":114},"funeralpay","Upon the demise of an employee while sti","Upon the demise of an employee while still in service, the employer shall be\nrequired to pay Ksh. 20,000\u002F= towards the funeral and burial arrangements of\nthe dead employee.",{"bindId":116,"name":117,"text":117},"WAGES_trigger","16. BASIC MINIMUM WAGES:",{"bindId":119,"name":117,"text":117},"LOWWAGE_trigger",{"bindId":121,"name":122,"text":123},"LOWWAGE_government","With effect from 1st October 2011 the ba","With effect from 1st October 2011 the basic minimum wages shall be as\nfollows:- 10% above the Government General Wages Order of each year",{"bindId":125,"name":126,"text":126},"STRUCINCR_trigger","16. GENERAL WAGE INCREMENT:",{"bindId":128,"name":129,"text":130},"wageincreasetxt","With effect from 1st October 2009 all un","With effect from 1st October 2009 all unionisable employees in the service\nof the employer will receive on their basic wage as at 30th September, 2009 a\ngeneral wage increase of 18% to cover the period 1st October, 2009 to 30th\nSeptember, 2011, to be implemented as follows:-",{"bindId":132,"name":133,"text":134},"NOCTPREM_trigger","19. NIGHT SHIFT ALLOWANCE: Employees sch","19. NIGHT SHIFT ALLOWANCE:\n\nEmployees scheduled to perform their duties on night shift, shall be paid a\nnight shift allowance of Ksh. 5\u002F= per night. Night shift is defined as hours\nbetween 8.00 p.m. and 6.00 a.m.",{"bindId":136,"name":137,"text":137},"OVERTIME_trigger","3. OVERTIME:",{"bindId":139,"name":140,"text":141},"overtimeallowancetype_general","Every employee who works for any time in","Every employee who works for any time in excess of the normal hours of work\nspecified in Clause 4 above, shall be entitled for the overtime, worked out at\nthe following rates:-\n\n(i) One and a half times the basic hourly rate in respect of any time worked\nin excess of the normal hours of work per week.",{"bindId":143,"name":144,"text":145},"overtimeallowanceperc1_general","(i) One and a half times the basic hourl","(i) One and a half times the basic hourly rate in respect of any time worked\nin excess of the normal hours of work per week.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Alltex (EPZ) Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-07-27\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-10-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\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                        Alltex (EPZ) Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Tailors and Textiles Workers Union\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: → Yes\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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 70 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\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: → 7 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \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            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Yes\u003C\u002Fdiv>\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: → 18.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2009-10\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                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES  per month\n                \u003C\u002Fdiv>\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            \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",[151],{"title":37,"slug":33},[153],{"type":154,"data":155},"call_to_action_body_block",{"title":156,"description":157,"variant":158,"link":159},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":156,"url":160,"description":156,"rel":161,"type":162},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[164],{"type":154,"data":165},{"title":156,"description":157,"variant":158,"link":166},{"title":156,"url":160,"description":156,"rel":161,"type":162},[]]