[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-alpha-knits-ltd-and-the-tailors-and-textiles-workers-union---2014":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":124,"content_type_view":125,"extra_breadcrumbs":126,"body":128,"body_blocks":139,"related_pages":143},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":122,"translations":123},{"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-alpha-knits-ltd-and-the-tailors-and-textiles-workers-union---2014","549fc936-11f4-11e6-a69b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-alpha-knits-ltd-and-the-tailors-and-textiles-workers-union---2014\u002Fmemorandum-of-agreement-between-alpha-knits-ltd-and-the-tailors-and-textiles-workers-union---2014\u002F","Memorandum of Agreement between Alpha Knits Ltd and the Tailors and Textiles Workers’ Union - 2014","KEN Alpha Knits Ltd - 2014","Kenya - KEN Alpha Knits Ltd - 2014","KEN Alpha Knits Ltd - 2014 - Manufacturing",{"name":41,"data":42},"Alpha Knits Ltd - 2014.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN ALPHA KNITS LTD (HEREINAFTER REFERRED TO AS\nTHE “EMPLOYER”) OF THE FIRST PART AND THE TAILORS AND TEXTILES WORKERS ‘\nUNION (HEREINAFTER REFERRRED TO AS THE “UNION” OF THE SECOND PART IN THE\nMATTER OF WAGES TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE\u003C\u002Fp>\n\n\u003Cp>The Alpha Knits Limited (herein after referred to as the “Employer”) and\nthe Tailors and Textiles Workers’ Union (herein referred to as the\n“UNION” ) meeting together in free heart and voluntary association agree\nto, and enter into the foregoing common Agreement in the matters of Terms and\nConditions of service negotiated between them at the Joint Negotiating\nCommittee.\u003C\u002Fp>\n\n\u003Cp>PART I - TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Ch2>1. PROBATIONARY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The first three months of engagement shall be treated as probationary\nperiod. During this period services of an employee shall be terminated by 12\ndays notice or pay in lieu, given by either party terminating the\nemployment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>2. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(i). The working week for all the employees except Watchman shall consist of\n45 hours of work per week, provided that, except in the case of shift work, an\nemployee’s normal working hours shall be eight hours on one (1) day of the\nweek. \u003C\u002Fp>\n\n\u003Cp>(i) The normal working week for a security staff (Watchmen) will be 54\nhours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(ii) An employee shall be entitled to not less than one and a half (l and\n1\u002F2) rest days in each week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>1. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime shall be paid in the following manner:-\u003C\u002Fp>\n\n\u003Cp>(a) For time worked in excess of the normal working hours per week specified\nin paragraph two of this Agreement, at one and half times the basic hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>(b) For time worked during Gazetted Public Holidays at twice the basic\nhourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>2. HOUSING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Every employee who is not provided with free housing accommodation shall be\nentitled in addition to the basic monthly wages, to appropriate housing\nallowance of Kshs 2,350\u002F-\u003C\u002Fp>\n\n\u003Ch2>3. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) After the completion of 12 months continuous service with an employer,\nan employee will be entitled to 26 working days leave with full pay.\u003C\u002Fp>\n\n\u003Cp>(b) Where employment is terminated after the completion of two or more\nmonths service during leave earning period to 2 days with full pay for each\ncompleted month of service in such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(a) An employee will be entitled to Shs. 2,500\u002F- leave travelling allowance.\nThe money will be given at the time of proceeding on leave.\u003C\u002Fp>\n\n\u003Cp>(b) (i) Where an employee is required to work on the request of the\u003C\u002Fp>\n\n\u003Cp>Employer instead of taking his\u002Fher annual leave, such employee will be paid\nfull wages in lieu of leave not actually taken, plus the travelling allowance\nas per (a) above.\u003C\u002Fp>\n\n\u003Cp>(ii) But, where an employee requests to receive cash in lieu of leave, such\nemployee will not be entitled to leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cp>(i) An employee shall be granted unpaid compassionate leave on application\nat the discretion of the employer. The employer shall not unreasonably withhold\nsuch request.\u003C\u002Fp>\n\n\u003Cp>(ii) Compassionate leave may by prior arrangement by the employee with the\nemployer, be treated as paid leave and subsequently set of against the\nemployee’s annual leave.\u003C\u002Fp>\n\n\u003Ch2>6. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(i) An employee shall be granted Gazetted Public Holidays with full pay.\u003C\u002Fp>\n\n\u003Cp>(ii) If it falls within leave period, the employee will be granted\nadditional paid leave days on top.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>After the completion of the probationary period and subject to production of\na Medical Certificate of incapacity covering the period of sick leave claimed\nsigned by a Medical Practitioner or someone in his \u002F her charge, an employee\nshall be entitled to sick leave with pay in any one year as follows:-\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) First forty five (45) days with full pay;\u003C\u002Fp>\n\n\u003Cp>(b) Next forty five (45) days with half pay;\u003C\u002Fp>\n\n\u003Cp>(c) An employee shall not be liable for sick leave in respect of any\nincapacity due to gross negligence on his\u002Fher own part.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d) After exhausting (a) and (b) above and the sickness persists, such an\nemployee may be retired on Medical Ground as per Clause 27.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>After seven days of acting in a higher category\u002Fgrade than his\u002Fher own, an\nemployee will receive the minimum wages for the category\u002Fgrade he\u002Fshe is acting\non or in the alternative where his\u002Fher basic wages already supersedes the basic\nminimum wages of the job he\u002Fshe shall be given an allowance equivalent to the\ndifference of the two job groups.\u003C\u002Fp>\n\n\u003Ch2>11. WARNING PROCEDURES\u003C\u002Fh2>\n\n\u003Cp>(a) An employee who is guilty of an offence other than gross misconduct or\nother lawful cause of dismissal may be given a written warning which shall\nremain valid for a period of 12 months from the date of issue. If, within the\ntwelve months period, the employee commits a similar or any other offence which\ndoes not warrant dismissal, he\u002Fshe will be further warned in writing and the\nwarning shall be recorded in his\u002Fher employment record card and the two\nwarnings shall remain valid for a period of twelve months from the date of a\nsecond warning. If within this period of twelve months the employee commits a\nfurther offence which does not warrant dismissal he\u002Fshe will be issued with a\nfinal letter of warning which will make him\u002Fher liable to summary dismissal for\nany other offence which he\u002Fshe may commit thereafter.\u003C\u002Fp>\n\n\u003Cp>(b) A final letter of warning will remain valid for a period of one year\nfrom the date of issue. A copy of the final warning shall be sent to the Branch\nSecretary of the Union. The first 2 warnings letters shall be copied to the\nshopsteward.\u003C\u002Fp>\n\n\u003Cp>(c) If an employee refuses to accept the warning letter, the Shopstewards\nshall be called to witness and if he\u002Fshe refuses to accept in the presence of\nthe shopsteward he\u002Fshe will be given appropriate notice as per the Termination\nClause to terminate his\u002Fher employment.\u003C\u002Fp>\n\n\u003Cp>(d) An employee who has been served with a warning has the right to appeal\nwithin 3 days of receipt of the warning letter.\u003C\u002Fp>\n\n\u003Ch2>12. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>After the probation period has expired, one month’s or pay in lieu of\nnotice will be given by either party to terminate employment where services of\nthe employee are below five years. For those employees whose service range\nbetween five and ten years, the period of notice or pay in lieu thereof shall\nbe two months.\u003C\u002Fp>\n\n\u003Ch2>13. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>Any employee who has served for ten to fifteen years shall be entitled to\nthree months’ notice or pay in lieu thereof. While those who have served for\nover fifteen years shall be entitled to four months’ notice or pay in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>(a) On normal termination the Employee will be entitled to a service\nGratuity as follows:-\u003C\u002Fp>\n\n\u003Cp>• 1-5 years = 15 days.\u003C\u002Fp>\n\n\u003Cp>• 6-10 years = 16 days.\u003C\u002Fp>\n\n\u003Cp>• 11 years and above = 18 days.\u003C\u002Fp>\n\n\u003Cp>(b) Summary dismissal Section 44 of the Employment act will apply.\u003C\u002Fp>\n\n\u003Ch2>14. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>(a) In case of redundancy the principle of “Last In, First Out” will\napply for the selection of employees affected by redundancy, taking into\naccount, the question of ability, length of service etc., subject to closer\nconsultation with the Union.\u003C\u002Fp>\n\n\u003Cp>(b) those affected by redundancy shall be considered for the following:-\u003C\u002Fp>\n\n\u003Cp>(i) Be offered other employment if any available\u003C\u002Fp>\n\n\u003Cp>(ii) Receive normal specified period of notice\u003C\u002Fp>\n\n\u003Cp>(iii) Receive cash in lieu of accrued leave not taken\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(iv) Receive severance pay calculated as follows:-\u003C\u002Fp>\n\n\u003Cp>• Employees with 1 - 5 years of Service = 18 days\u003C\u002Fp>\n\n\u003Cp>• Employees with 6-10 years of Service =20 days\u003C\u002Fp>\n\n\u003Cp>• Employees with over 10 years of Service = 24 days for each completed\nyear of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>15. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleave\">\u003Cp>As per the law.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) Two pieces of protective clothing shall be provided to the employee in\naccordance with the Factory Inspector’s recommendation once a year.\u003C\u002Fp>\n\n\u003Cp>(b) Two pieces of uniforms shall be provided to watchmen, driver’s mate\nand office messengers once a year.\u003C\u002Fp>\n\n\u003Cp>(a) Protective clothing and uniforms shall remain the property of the\nCompany.\u003C\u002Fp>\n\n\u003Cp>(b) The Company will provide one bar of soap per month for cleaning\npurposes.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>16. CASUAL EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>As per the law.\u003C\u002Fp>\n\n\u003Ch2>17. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>(a) Although promotions are Management prerogative, where vacancies of a\npromotional nature arise, the employer shall give first consideration to\nexisting employees within the department or group in which the vacancy occurs\ntaking qualifications, merit ability, experience and length of service into\nconsideration.\u003C\u002Fp>\n\n\u003Cp>(b) Where in accordance with Clause (a) above an employer is satisfied that\nan existing employee is fit to fill a vacant post, such decision on the\nemployee’s promotion shall be communicated to him\u002Fher in writing.\u003C\u002Fp>\n\n\u003Ch2>18. INCENTIVE PRODUCTION BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-extrapayfirmperformance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Both the Union and the Management agree in principle for the introduction of\na production bonus scheme to be agreed upon by both parties.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>19. NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>The employees working on night shift which is for the purpose of this\nagreement shall cover, shifts, commencing and ending between 7.00 p.m. and 6.00\na.m. shall be entitled to night shift allowance of Shs. 23.00 per Night shift\nworked, provided that employees working on overtime shall not qualify for night\nshift allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) The employer agrees to pay Cash Kshs 70,000\u002F- towards funeral expenses\nand also pay benefits to the dependants as per retirement Clause No. 27.\u003C\u002Fp>\n\n\u003Cp>(b) The employee will be entitled to a service pay as follows:-\u003C\u002Fp>\n\n\u003Cp>•1 -5 years = 15 days\u003C\u002Fp>\n\n\u003Cp>• 6-10 years = 16 days\u003C\u002Fp>\n\n\u003Cp>• 11 years and above = 18 days\u003C\u002Fp>\n\n\u003Cp>(C ) The body of the dead employee shall be accompanied by three\nemployees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21. JOB CLASSFICATION AND BASIC MINIMUM WAGES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp> (EXCLUDING HOUSE ALLOWANCE) 01\u002F01\u002F2014\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>GROUP \u003C\u002Ftd>\n      \u003Ctd>KSHS.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 1\u003C\u002Ftd>\n      \u003Ctd>19,024.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 2\u003C\u002Ftd>\n      \u003Ctd>210,316.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 3\u003C\u002Ftd>\n      \u003Ctd>311,839.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 4\u003C\u002Ftd>\n      \u003Ctd>412,184.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 5\u003C\u002Ftd>\n      \u003Ctd>513,773.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 6\u003C\u002Ftd>\n      \u003Ctd>615,259.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 7\u003C\u002Ftd>\n      \u003Ctd>717,102.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 8\u003C\u002Ftd>\n      \u003Ctd>820,770.00\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>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 1\u003C\u002Fp>\n\n\u003Cp>Gardener, General Labourer, Trainee Machine Attendant and Trainee Sewing\nMachinist for Six Months, Sanitary Attendance, Sweeper, Turner, Trimmer,\nMender, or Hand Sewn, Ironer, Packer, Labeller, Stampers, Cutter by Hand or\nMachinery Layer, Driver’s Mate, Office Cleaner, Messenger, Machine Attendant\nTrainee for Six Months.\u003C\u002Fp>\n\n\u003Cp>GROUP 2\u003C\u002Fp>\n\n\u003Cp>Knitter Machine Feeder, Boiler Attendant, Winder Knitter, Linters, Watchmen,\nDye Machine Attendant, Sewing machinist, Cutter to Pattern,\u003C\u002Fp>\n\n\u003Cp>Ring Frame Attendant, Special Frame Attendant, Drawing Frame Attendant,\nTwisting Machine Attendant, Bailing Machine Attendant.\u003C\u002Fp>\n\n\u003Cp>GROUP 3\u003C\u002Fp>\n\n\u003Cp>Recorder, Junior Clerks, Stores Clerk.\u003C\u002Fp>\n\n\u003Cp>GROUP 4\u003C\u002Fp>\n\n\u003Cp>Boiler Mechanic Ungraded Artisan (Mechanic, Carpenter, Plumber, Electrician,\nMason) Light and Medium Vehicle Drivers.\u003C\u002Fp>\n\n\u003Cp>GROUP 5\u003C\u002Fp>\n\n\u003Cp>Receptionist, General Clerks, Copy Typists, Pattern Designer, senior\nrecorder. GROUP 6\u003C\u002Fp>\n\n\u003Cp>Mechanic Grade III, Senior Clerk.\u003C\u002Fp>\n\n\u003Cp>GROUP 7\u003C\u002Fp>\n\n\u003Cp>Section Foreman, Store Keeper, Head Mechanic, Head Electrician, Mechanic\nGrade II. Not withstanding the above classification, an employee may be\ntransferred to carry out similar duties or even other unrelated duties in any\nother department if there is no sufficient work in his\u002Fher place of work.\u003C\u002Fp>\n\n\u003Cp>GROUP 8\u003C\u002Fp>\n\n\u003Cp>Artisans with Government Trade Test Certificate Grade I, Heavy Commercial\nDrivers.\u003C\u002Fp>\n\n\u003Ch2>22. GENERAL WAGE INCREASE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) Every employee covered by this Agreement and who was with the employer\nas at the 1st January 2014 and whose monthly wage was below the specified new\nminimum wage as at that date shall be brought to the new minimum rate.\u003C\u002Fp>\n\n\u003Cp>(b) The old permanent employees whose monthly basic wage is above the new\nminimum will be entitled to a general wage increase of 8% with effect from 1st\nJanuary 2014.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype\">\u003Cp>(c) Every employee covered by this Agreement and who will be with the\nCompany as at 1st January 2015 shall be granted a further general wage increase\nof 9% with effect from that date.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>NIGHT TRANSPORT\u003C\u002Fp>\n\n\u003Cp>The existing transport for collecting the employees reporting between 8.00\np.m. and 6.00 a.m. will continue whereby workers will be picked by the company\nvehicle from the following points:-\u003C\u002Fp>\n\n\u003Cp>(i) Free Water\u003C\u002Fp>\n\n\u003Cp>(ii) White House\u003C\u002Fp>\n\n\u003Cp>(iii) Hilton\u003C\u002Fp>\n\n\u003Cp>(iv) Githunguri Main Road Junction.\u003C\u002Fp>\n\n\u003Cp>The vehicle can only fail to reach any of the above points if the road is\nnot passable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Any employee who performs his\u002Fher duties away from Ruiru except Nairobi and\nThika which are routine shall be entitled to meal allowance 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>Breakfast\u003C\u002Ftd>\n      \u003Ctd>Kshs.200.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch\u003C\u002Ftd>\n      \u003Ctd>Kshs.250.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Supper\u003C\u002Ftd>\n      \u003Ctd>Kshs.250.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Night Accommodation \u003C\u002Ftd>\n      \u003Ctd>Kshs.1,500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>26. LEAVE FOR UNION OFFICIALS FOR SEMINARS \u002F COURSES\u003C\u002Fh2>\n\n\u003Cp>Union Officials and shop-stewards shall be granted leave with full pay where\nit is found genuine and on request from the Union. In such cases, the\nManagement will consider the request favourably. However, this is at the\ndiscretion of the Management but will not be denied unreasonably. \u003C\u002Fp>\n\n\u003Ch2>27. RETIREMENT BENEFITS\u003C\u002Fh2>\n\n\u003Cp>(a) When an employee attains normal retirement age of 55 years or His\u002Fher\nservice are terminated on medical grounds due to ill health on production of a\nMedical Certificate duly signed by a registered Medical Practitioner, he\u002Fshe\nshall be entitled to service pay as follows:-\u003C\u002Fp>\n\n\u003Cp>• 1 - 5 years = 15 days\u003C\u002Fp>\n\n\u003Cp>• 6 - 10 years = 16 days\u003C\u002Fp>\n\n\u003Cp>• 11 years and above = 18 days\u003C\u002Fp>\n\n\u003Cp>The provisions of this Clause shall be effective as from 1st November 1989.\nFurther those employees who joined the company in 1984 or afterwards but before\n30th October 1989 will have their benefits calculated from the date of\nappointment. Employees who came from Nakuru are also covered under this\nClause.\u003C\u002Fp>\n\n\u003Ch2>28. EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>This agreement shall come into force on 1st January 2014 and shall remain in\nforce for a period of twenty four (24) Months and from that date thereafter it\nshall continue in force until amended. Either party desiring to amend this\nAgreement shall give one month’s notice in writing to the other expressing\nthe intention and detailing any suggested amendments.\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF ALPHA KNITS LTD\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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"sicknesspay":44,"STRUCINCR_trigger":48,"healthandsafetypolicy":52,"NOCTPREM_trigger":56,"LOWWAGE_provision":60,"LOWWAGE_trigger":64,"extrapayfirmperformance":67,"wageincreasetype":71,"ONCERISE_trigger":75,"contracttrial":77,"OVERTIME_trigger":81,"hourspweek_select":85,"ANNLEAVE_trigger":89,"sicknessmaxdays":93,"paidmaternityleave":97,"bankholidays1":100,"schedulesrestpw":104,"contractseverancepay":108,"PAIDLEAV_trigger":112,"SCHEDULE_trigger":116,"funeralpay":118},{"bindId":45,"name":46,"text":47},"sicknesspay","After the completion of the probationary","After the completion of the probationary period and subject to production of\na Medical Certificate of incapacity covering the period of sick leave claimed\nsigned by a Medical Practitioner or someone in his \u002F her charge, an employee\nshall be entitled to sick leave with pay in any one year as follows:-\n\n(a) First forty five (45) days with full pay;\n\n(b) Next forty five (45) days with half pay;\n\n(c) An employee shall not be liable for sick leave in respect of any\nincapacity due to gross negligence on his\u002Fher own part.\n\n(d) After exhausting (a) and (b) above and the sickness persists, such an\nemployee may be retired on Medical Ground as per Clause 27.",{"bindId":49,"name":50,"text":51},"STRUCINCR_trigger","(a) Every employee covered by this Agree","(a) Every employee covered by this Agreement and who was with the employer\nas at the 1st January 2014 and whose monthly wage was below the specified new\nminimum wage as at that date shall be brought to the new minimum rate.\n\n(b) The old permanent employees whose monthly basic wage is above the new\nminimum will be entitled to a general wage increase of 8% with effect from 1st\nJanuary 2014.\n\n(c) Every employee covered by this Agreement and who will be with the\nCompany as at 1st January 2015 shall be granted a further general wage increase\nof 9% with effect from that date.\n\nNIGHT TRANSPORT\n\nThe existing transport for collecting the employees reporting between 8.00\np.m. and 6.00 a.m. will continue whereby workers will be picked by the company\nvehicle from the following points:-\n\n(i) Free Water\n\n(ii) White House\n\n(iii) Hilton\n\n(iv) Githunguri Main Road Junction.\n\nThe vehicle can only fail to reach any of the above points if the road is\nnot passable.",{"bindId":53,"name":54,"text":55},"healthandsafetypolicy","(a) Two pieces of protective clothing sh","(a) Two pieces of protective clothing shall be provided to the employee in\naccordance with the Factory Inspector’s recommendation once a year.\n\n(b) Two pieces of uniforms shall be provided to watchmen, driver’s mate\nand office messengers once a year.\n\n(a) Protective clothing and uniforms shall remain the property of the\nCompany.\n\n(b) The Company will provide one bar of soap per month for cleaning\npurposes.",{"bindId":57,"name":58,"text":59},"NOCTPREM_trigger","The employees working on night shift whi","The employees working on night shift which is for the purpose of this\nagreement shall cover, shifts, commencing and ending between 7.00 p.m. and 6.00\na.m. shall be entitled to night shift allowance of Shs. 23.00 per Night shift\nworked, provided that employees working on overtime shall not qualify for night\nshift allowance.",{"bindId":61,"name":62,"text":63},"LOWWAGE_provision"," (EXCLUDING HOUSE ALLOWANCE) 01\u002F01\u002F2014 "," (EXCLUDING HOUSE ALLOWANCE) 01\u002F01\u002F2014\n\n\n  \n  \n  \n  \n    \n      GROUP \n      KSHS.\n    \n    \n      GROUP 1\n      19,024.00\n    \n    \n      GROUP 2\n      210,316.00\n    \n    \n      GROUP 3\n      311,839.00\n    \n    \n      GROUP 4\n      412,184.00\n    \n    \n      GROUP 5\n      513,773.00\n    \n    \n      GROUP 6\n      615,259.00\n    \n    \n      GROUP 7\n      717,102.00\n    \n    \n      GROUP 8\n      820,770.00",{"bindId":65,"name":62,"text":66},"LOWWAGE_trigger"," (EXCLUDING HOUSE ALLOWANCE) 01\u002F01\u002F2014\n\n\n  \n  \n  \n  \n    \n      GROUP \n      KSHS.\n    \n    \n      GROUP 1\n      19,024.00\n    \n    \n      GROUP 2\n      210,316.00\n    \n    \n      GROUP 3\n      311,839.00\n    \n    \n      GROUP 4\n      412,184.00\n    \n    \n      GROUP 5\n      513,773.00\n    \n    \n      GROUP 6\n      615,259.00\n    \n    \n      GROUP 7\n      717,102.00\n    \n    \n      GROUP 8\n      820,770.00\n    \n  \n",{"bindId":68,"name":69,"text":70},"extrapayfirmperformance","Both the Union and the Management agree ","Both the Union and the Management agree in principle for the introduction of\na production bonus scheme to be agreed upon by both parties.",{"bindId":72,"name":73,"text":74},"wageincreasetype","(c) Every employee covered by this Agree","(c) Every employee covered by this Agreement and who will be with the\nCompany as at 1st January 2015 shall be granted a further general wage increase\nof 9% with effect from that date.",{"bindId":76,"name":69,"text":70},"ONCERISE_trigger",{"bindId":78,"name":79,"text":80},"contracttrial","The first three months of engagement sha","The first three months of engagement shall be treated as probationary\nperiod. During this period services of an employee shall be terminated by 12\ndays notice or pay in lieu, given by either party terminating the\nemployment.",{"bindId":82,"name":83,"text":84},"OVERTIME_trigger","Overtime shall be paid in the following ","Overtime shall be paid in the following manner:-\n\n(a) For time worked in excess of the normal working hours per week specified\nin paragraph two of this Agreement, at one and half times the basic hourly\nrate.\n\n(b) For time worked during Gazetted Public Holidays at twice the basic\nhourly rate.",{"bindId":86,"name":87,"text":88},"hourspweek_select","(i). The working week for all the employ","(i). The working week for all the employees except Watchman shall consist of\n45 hours of work per week, provided that, except in the case of shift work, an\nemployee’s normal working hours shall be eight hours on one (1) day of the\nweek. \n\n(i) The normal working week for a security staff (Watchmen) will be 54\nhours.",{"bindId":90,"name":91,"text":92},"ANNLEAVE_trigger","(a) An employee will be entitled to Shs.","(a) An employee will be entitled to Shs. 2,500\u002F- leave travelling allowance.\nThe money will be given at the time of proceeding on leave.\n\n(b) (i) Where an employee is required to work on the request of the\n\nEmployer instead of taking his\u002Fher annual leave, such employee will be paid\nfull wages in lieu of leave not actually taken, plus the travelling allowance\nas per (a) above.\n\n(ii) But, where an employee requests to receive cash in lieu of leave, such\nemployee will not be entitled to leave travelling allowance.",{"bindId":94,"name":95,"text":96},"sicknessmaxdays","(a) First forty five (45) days with full","(a) First forty five (45) days with full pay;\n\n(b) Next forty five (45) days with half pay;\n\n(c) An employee shall not be liable for sick leave in respect of any\nincapacity due to gross negligence on his\u002Fher own part.",{"bindId":98,"name":99,"text":99},"paidmaternityleave","As per the law.",{"bindId":101,"name":102,"text":103},"bankholidays1","(i) An employee shall be granted Gazette","(i) An employee shall be granted Gazetted Public Holidays with full pay.\n\n(ii) If it falls within leave period, the employee will be granted\nadditional paid leave days on top.",{"bindId":105,"name":106,"text":107},"schedulesrestpw","(ii) An employee shall be entitled to no","(ii) An employee shall be entitled to not less than one and a half (l and\n1\u002F2) rest days in each week.",{"bindId":109,"name":110,"text":111},"contractseverancepay","(iv) Receive severance pay calculated as","(iv) Receive severance pay calculated as follows:-\n\n• Employees with 1 - 5 years of Service = 18 days\n\n• Employees with 6-10 years of Service =20 days\n\n• Employees with over 10 years of Service = 24 days for each completed\nyear of service.",{"bindId":113,"name":114,"text":115},"PAIDLEAV_trigger","(a) After the completion of 12 months co","(a) After the completion of 12 months continuous service with an employer,\nan employee will be entitled to 26 working days leave with full pay.\n\n(b) Where employment is terminated after the completion of two or more\nmonths service during leave earning period to 2 days with full pay for each\ncompleted month of service in such period.",{"bindId":117,"name":106,"text":107},"SCHEDULE_trigger",{"bindId":119,"name":120,"text":121},"funeralpay","(a) The employer agrees to pay Cash Kshs","(a) The employer agrees to pay Cash Kshs 70,000\u002F- towards funeral expenses\nand also pay benefits to the dependants as per retirement Clause No. 27.\n\n(b) The employee will be entitled to a service pay as follows:-\n\n•1 -5 years = 15 days\n\n• 6-10 years = 16 days\n\n• 11 years and above = 18 days\n\n(C ) The body of the dead employee shall be accompanied by three\nemployees.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Alpha Knits Ltd - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → 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                        Alpha Knits 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 - 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        \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): → 38 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -9 weeks\n            \u003C\u002Fdiv>\n\n            \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            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 18 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 18 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 19024.0\n            \u003C\u002Fdiv>\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: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2015-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 2500.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[127],{"title":37,"slug":33},[129],{"type":130,"data":131},"call_to_action_body_block",{"title":132,"description":133,"variant":134,"link":135},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":132,"url":136,"description":132,"rel":137,"type":138},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[140],{"type":130,"data":141},{"title":132,"description":133,"variant":134,"link":142},{"title":132,"url":136,"description":132,"rel":137,"type":138},[]]