[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-auto-ancillaries-and-the-amalgamated-union-of-kenya-metal-workers":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":174,"content_type_view":175,"extra_breadcrumbs":176,"body":178,"body_blocks":189,"related_pages":193},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":172,"translations":173},{"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-auto-ancillaries-and-the-amalgamated-union-of-kenya-metal-workers","77d3da94-0c9f-11e3-892b-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-auto-ancillaries-and-the-amalgamated-union-of-kenya-metal-workers\u002Fmemorandum-of-agreement-between-auto-ancillaries-and-the-amalgamated-union-of-kenya-metal-workers\u002F","Memorandum of Agreement between Auto Ancillaries and the Amalgamated Union of Kenya Metal Workers - 2013","KEN M\u002FS. Auto Ancillaries - 2013","Kenya - KEN M\u002FS. Auto Ancillaries - 2013","KEN M\u002FS. Auto Ancillaries - 2013 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN AUTO ANCILLARIES AND THE AMALGAMATED UNION OF KENYA METAL WORKERS.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New8\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 M\u002FS. AUTO ANCILLARIES AND THE AMALGAMATED\nUNION OF KENYA METAL WORKERS \u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE:\u003C\u002Fh2>\n\n\u003Cp>The Terms and Conditions of Employment set out in this Agreement shall be\nobserved by both parties and shall apply to employees covered by the\nRecognition Agreement and as may be provided for by the current FKE\u002FCOTU (K)\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-WORKHOURS_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 44 hours of work spread over six\ndays of the week:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Monday to Fridays-8 hours\u003C\u002Fp>\n\n\u003Cp>Saturdays-4 hours\u003C\u002Fp>\n\n\u003Cp>(b) Day Watchman-52 hours per day\u003C\u002Fp>\n\n\u003Cp>week spread over 6 days\u003C\u002Fp>\n\n\u003Cp>(c) Night Watchman-10 hours per day – 60 hours per\u003C\u002Fp>\n\n\u003Cp>week spread over 6 days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. OVERTIME:\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MAXHOURS_trigger\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Overtime will be paid only when the number of hours worked exceed the\nstandard working hours (shown above).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Sundays and Public Holidays - Time worked x 2 hourly rate\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowancetype1\" class=\"cbaClause highlight\">\u003Cp>Mondays to Saturdays inclusive - Time worked x 1½ hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. REST PERIOD\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>At least one rest period of not less than thirty minutes shall be allowed in\nthe course of any working day or shift of at least 7 working hours duration.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cp>a) All employees shall be entitled to 26 working days leave with full pay\nfor each period of 12 consecutive months' service. Sundays and Public Holidays\nare exclusive.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) For the purpose of this clause, it is accepted and agreed by both parties\nthat Saturday is a working day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Travelling period shall be within the employees leave period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Leave shall be taken and may be rescheduled at the discretion of the\nCompany. Leave shall not be unduly withheld by the Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) After 12 months' consecutive service the employee shall be entitled to\nthe full period of annual leave. Any other leave shall be taken at the\ndiscretion of the Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) After completion of probationary period and on termination of service\nwhere an employee is given pay in lieu of notice he will be paid for the leave\ndue to him on pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Accumulation of leave will be at the discretion of the Company but will\nnot exceed 18 months leave entitlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Annual leave shall be taken either 3 months before or 6 months after the\nemployee’s anniversary date of engagement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on annual leave shall be entitled to Kshs.3,000\u002F= as\nleave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Special leave on compassionate grounds may be granted provided that\nsatisfactory proof of the necessity for such leave is produced. This leave will\neither be paid, unpaid or deducted from the annual leave entitlement in the\nlight of evidence produced before or after the leave by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-bankholidays2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>Employees shall normally be granted leave with full pay for all gazetted\nPublic Holidays, provided that an employee who is required to work on such\nholidays shall be paid double time for the period worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>A woman employee shall be entitled to 3 months maternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>ii) Child-birth in respect of a woman employee shall not be deemed to be\nsickness as provided for in Clause 10 of this Agreement and the employer shall\nnot be required to meet medical costs incurred thereon\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cp>iii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>iv) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspaytype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>After probationary period, an employee who is unable to carry out his\u002Fher\nduties due to sickness shall be entitled in any period of 12 months to a\nmaximum of 60 days sick leave with full pay and half pay for the next\nsucceeding 30 days, subject to the production of a medical certificate to that\neffect, signed by a qualified medical practitioner or an authorised person\nacting on his behalf, in an aided medical centre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. MEDICAL\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>The Company shall undertake to pay for the cost of medical treatment of all\nits employees in accordance with the provisions prescribed by the Laws of Kenya\nrelative to the Employment of Persons Medical Treatment Rules to a maximum of\nKShs.9,500\u002F= per year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>When an employee is required to proceed on duty away from his principle area\nof work, other than on transfer, he shall be entitled to the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast...........................................................KShs.\n250\u002F=\u003C\u002Fp>\n\n\u003Cp>Lunch...............................................................KShs.\n300\u002F=\u003C\u002Fp>\n\n\u003Cp>Dinner..............................................................KShs.\n300\u002F=\u003C\u002Fp>\n\n\u003Cp>Night stop...........................................................KShs.\n850\u002F=\u003C\u002Fp>\n\n\u003Cp>Total for 24 hours...............................................KShs.\n1,700\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required to act in a higher grade than his own for a\nperiod of not less than eight days, he shall be paid in addition to his basic\nwage an acting allowance equal to 25% of the basic minimum wage of that higher\ngrade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14.PROBATION\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>i) The first three months of employment with the employer will be treated as\na probationary period and during such probationary period the contract will be\nterminable by either party giving seven days notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for a lawful cause.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. WARNING SYSTEM\u003C\u002Fh2>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal will be warned in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following procedures will be followed:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The 1st and 2nd warning letters shall be recorded on the employee's\nrecord and the shopsteward informed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee with two warnings recorded in his\u002Fher record card who commits\na third offence will be issued with a last and final letter of warning and the\nsecretary General of the Union will be given a copy of the warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) If he\u002Fshe commits a further misconduct, the employee will be liable to\nsummary dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) If an employee completes 365 consecutive days from the date of the last\nwarning without further fault, any warning(s) recorded in his\u002Fher card will be\ncancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Where an employee is summarily dismissed for lawful cause, he\u002Fshe shall\nbe paid on dismissal all monies, allowances and benefits due to him\u002Fher up to\nthe date of his\u002Fher dismissal. (Section 44 of the Employment Act 2007).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16.TERMINATION OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>After completion of probationary period termination of employment shall be\nby either party giving the other party a written notice or upon payment in lieu\nthereof as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• An employee with service between 1 and 10 years - One month’s notice\nperiod or pay in lieu of notice of one month’s basic salary plus house\nallowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• An employee with service between 10 and 15 years - Two months’ written\nnotice or pay in lieu of notice of 2 months consolidated salary (basic plus\nhouse allowance).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• An employee with service over 15 years – 3 months written notice or\npay in lieu of notice of 3 months consolidated salary (Basic plus monthly house\nallowance).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Both the employer and the employee should not terminate employment while\non annual leave unless notice is given before proceeding on leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>It is accepted by both parties that, in accordance with Section 40 of the\nEmployment Act 2007, all cases of redundancy shall be subject to the\nfollowing:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Definition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\"Redundancy\" means the loss of employment occupation, job or career by\ninvoluntary means through means no fault of an employee involving termination\nof employment at the initiative of the employer and the practices commonly\nknown as abolition of office, job or occupation and loss of employment due to\nthe Kenyanization of a business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the Company will endeavour to arrange\nsuitable alternative employment within the Company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and, therefore, eligible\nfor the entitlements outlined in Clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In deciding which employees shall be declared redundant the Company will\nassess the relative merits, ability, skill and reliability of the affected\nemployees, but when these factors are equal the discharge will be on the basis\nof seniority.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Re-Engagement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant, he shall be entitled\nto:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i)pay in lieu of notice as defined in clause 16 of the Agreement.\u003C\u002Fp>\n\n\u003Cp>ii)payment of wages, overtime and any other remuneration which may be due to\nhim calculated upon the date on which he\u002Fshe ceases work;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Pro-rata leave and leave allowance entitlement in accordance with the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>iv) Severance pay at the rate of 22 days for every completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v) In calculation of severance pay, any duration served above 9 months will\nbe treated as a complete year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>Free protective clothing will be issued by the employer to all manual\nworkers subject to the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The protective clothing shall remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The employer shall have the right to decide whether or not employees are\nrequired to keep the protective clothing issued for their use at their place of\nwork.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Employers are recommended to make arrangements for protective clothing to\nbe laundered but if this is impracticable and the employees are required to\nwash the protective clothing issued to them, two bars of soap will be supplied\nfor this purpose.\u003C\u002Fp>\n\n\u003Cp>Two pairs of overall shall be issued to such individual employees during\neach 12 months period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) One pair of safety boots shall be issued to deserving employees and\nshall be replaced when need arises in consultation with union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Other details and rules governing the use and maintenance of protective\nclothing shall be decided by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. RETIREMENT BENEFITS\u003C\u002Fh2>\n\n\u003Cp>(a) When an employee retires upon attaining retirement age of 60 years he\nshall be entitled to 22 days salary per each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee retired on medical grounds shall be entitled to benefits as\nprovided under (a) above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Appropriate notice or pay in lieu of notice as defined in clause 16 of\nthis agreement shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>(d) Provident Fund – The Company will establish a Provident Fund for\nemployees who leave the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. ABSENTEEISM\u003C\u002Fh2>\n\n\u003Cp>Any employee absenting himself from duty, without first having obtained the\nproper approval of the Company shall forfeit any pay entitlement for such\nperiod of absence and shall also be subject to disciplinary action, which may\ninclude dismissal in accordance with the Employment Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Without prejudice to the foregoing, any employee who absents himself\u002Fherself\non account of being held in police custody or remand for a continuous period of\n14 days or more shall be regarded as having by his\u002Fher own volition, terminated\nhis own employment subject to having no reasonable excuse acceptable to the\nCompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. CASUAL EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>a) Casual employment shall be undertaken for a period not exceeding three\nconsecutive months.\u003C\u002Fp>\n\n\u003Cp>b) Casual employees shall be paid at the end of each day worked except where\nthe employee has indicated to the Company in writing that payment be made\nweekly of on the last day of the contract. The rates of pay shall be based on\nthe minimum basic wages for the jobs they are performing plus the House\nAllowance of that job as negotiated in this collective agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) The calculation of the hourly rates of casuals shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hourly pay = (grade minimum + house allowance) 191\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>a) In the event of death of an employee, the company shall contribute\nKShs.30,000\u002F= towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) In the event of death of an employee, the next of kin will be entitled to\nthe employee's benefits under clause 19 (a).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. JOB GRADING, MINIMUM WAGES AND HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-SKILLEVEL_trigger\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>JOB TITLES\u002FOCCUPATIONS\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">MINIMUM WAGE (1\u002F4\u002F2013 to 1\u002F4\u002F2014)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Kshs.\u003C\u002Ftd>\n      \u003Ctd>Kshs.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade I\u003C\u002Ftd>\n      \u003Ctd>(a) Messengers, Cleaners, Gardeners \n\n        \u003Cp>Blackeners, Loaders, Packer, Day Watchman\u003C\u002Fp>\n\n        \u003Cp>(b) Night Watchman\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,830.00 \n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>10,962.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,224.00 \n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,948.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade II\u003C\u002Ftd>\n      \u003Ctd>Auto-turners, Drillers, Tappers, \n\n        \u003Cp>Millers, Hardness Testers\u003C\u002Fp>\n\n        \u003Cp>Spring Grinders, Bush Fitters,\u003C\u002Fp>\n\n        \u003Cp>Assistant Spring Assemblers, Reamers\u003C\u002Fp>\n\n        \u003Cp>Assistant eye Rollers\u003C\u002Fp>\n\n        \u003Cp>Assistant spray painters\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,136.00\u003C\u002Ftd>\n      \u003Ctd>12,138.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade III\u003C\u002Ftd>\n      \u003Ctd>Machine Operator \n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>a) Centreless Grinders,\u003C\u002Fp>\n\n        \u003Cp>Press Operators, Forging Press,\u003C\u002Fp>\n\n        \u003Cp>Springs Assemblers, Thread Rollers,\u003C\u002Fp>\n\n        \u003Cp>Spring Eye Rollers\u003C\u002Fp>\n\n        \u003Cp>b) Spray Painters,\u003C\u002Fp>\n\n        \u003Cp>Copy Typists\u003C\u002Fp>\n\n        \u003Cp>c) Car & Light Vans up to 4000\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>13,252.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>13,252.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>13,252.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,445.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,445.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,445.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IV\u003C\u002Ftd>\n      \u003Ctd>a) Furnace Operator \n\n        \u003Cp>b) Furnace Attendance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,252.00 \n\n        \u003Cp>11,136.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,445.00 \n\n        \u003Cp>12,138.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade V\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>a) Ungraded Artisans\u003C\u002Fp>\n\n        \u003Cp>b) Artisan Grade III\u003C\u002Fp>\n\n        \u003Cp>c) Artisan Grade II\u003C\u002Fp>\n\n        \u003Cp>d) Artisan Grade I\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,252.00 \n\n        \u003Cp>16,653.00\u003C\u002Fp>\n\n        \u003Cp>17,982.00\u003C\u002Fp>\n\n        \u003Cp>22,110.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,445.00 \n\n        \u003Cp>18,152.00\u003C\u002Fp>\n\n        \u003Cp>19,600.00\u003C\u002Fp>\n\n        \u003Cp>24,100.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade VI\u003C\u002Ftd>\n      \u003Ctd>Junior Clerks, Assistant Inspectors\u003C\u002Ftd>\n      \u003Ctd>12,705.00\u003C\u002Ftd>\n      \u003Ctd>13,848.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade VII\u003C\u002Ftd>\n      \u003Ctd>General Clerks, Telephone \n\n        \u003Cp>Operator, Receptionists,\u003C\u002Fp>\n\n        \u003Cp>Storekeeper\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,115.00\u003C\u002Ftd>\n      \u003Ctd>16,475.00\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. JOB GRADING, MINIMUM WAGES AND HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>JOB TITLES\u002FOCCUPATIONS\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">HOUSE ALLOWANCE (1\u002F4\u002F2013 to 1\u002F4\u002F2014)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Kshs.\u003C\u002Ftd>\n      \u003Ctd>Kshs.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade I\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>(a) Messengers, Cleaners, Gardeners \n\n        \u003Cp>Blackeners, Loaders, Packer, Day Watchman\u003C\u002Fp>\n\n        \u003Cp>(b) Night Watchman\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,065.00\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,065.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,415.00\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,421.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade II\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>MACHINE ATTENDANTS \n\n        \u003Cp>Auto-turners, Drillers, Tappers,\u003C\u002Fp>\n\n        \u003Cp>Millers, Hardness Testers\u003C\u002Fp>\n\n        \u003Cp>Spring Grinders, Bush Fitters,\u003C\u002Fp>\n\n        \u003Cp>Assistant Spring Assemblers, Reamers\u003C\u002Fp>\n\n        \u003Cp>Assistant eye Rollers\u003C\u002Fp>\n\n        \u003Cp>Assistant spray painters\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,071.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,421.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade III\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Machine Operator \n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>a) Centreless Grinders,\u003C\u002Fp>\n\n        \u003Cp>Press Operators, Forging Press,\u003C\u002Fp>\n\n        \u003Cp>Springs Assemblers, Thread Rollers,\u003C\u002Fp>\n\n        \u003Cp>Spring Eye Rollers\u003C\u002Fp>\n\n        \u003Cp>b) Spray Painters,\u003C\u002Fp>\n\n        \u003Cp>Copy Typists\u003C\u002Fp>\n\n        \u003Cp>c) Car & Light Vans up to 4000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,105.00\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>3,105.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,105.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,455.00\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>3,455.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,455.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IV\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>a) Furnace Operator \n\n        \u003Cp>b) Furnace Attendance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,112.00\n\n        \u003Cp>3,071.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,455.00\n\n        \u003Cp>3,421.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade V\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>a) Ungraded Artisans \n\n        \u003Cp>b) Artisan Grade III\u003C\u002Fp>\n\n        \u003Cp>c) Artisan Grade II\u003C\u002Fp>\n\n        \u003Cp>d) Artisan Grade I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,105.00\n\n        \u003Cp>3,130.00\u003C\u002Fp>\n\n        \u003Cp>3,150.00\u003C\u002Fp>\n\n        \u003Cp>3,217.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,450.00\n\n        \u003Cp>3,480.00\u003C\u002Fp>\n\n        \u003Cp>3,500.00\u003C\u002Fp>\n\n        \u003Cp>3,421.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade VI\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Junior Clerks, Assistant Inspectors\u003C\u002Ftd>\n      \u003Ctd>3,118.00\u003C\u002Ftd>\n      \u003Ctd>3,468.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade VII\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>General Clerks, Telephone \n\n        \u003Cp>Operator, Receptionists,\u003C\u002Fp>\n\n        \u003Cp>Storekeeper\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,130.00\u003C\u002Ftd>\n      \u003Ctd>3,480.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>An employee may be suspended from duty for any reason for a period of 14\ndays with full pay until either lifted or services terminated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>An employee whose services terminated or resigns from employment shall be\nentitled to gratuity at the rate of 22 days basic salary for each completed\nyear of service. An employee who is dismissed for gross misconduct or absconds\nduty shall not be entitled to gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. BAGGAGE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>On retirement an employee will be entitled to Kshs.1,200\u002F- as Baggage\nAllowance to cover the cost of transportation of household effects.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. WAGES\u003C\u002Fh2>\n\n\u003Cp>a)Every unionisable employee in the service of the company as at 31st March,\n2013 will be brought to the new Basic Minimum Wage or given a wage increase of\n12% of his basic rate whichever is higher with effect from 1st April, 2013 for\nthe first year of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)With effect from 1st April, 2014 every unionisable employee shall receive\na further 12% wages increase for the second year of the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into force on 1st April, 2013 and shall remain in\noperation for a further period of 24 months. Thereafter the Agreement shall\ncontinue to be in force until such a time as either party desiring to amend it\nshall by giving one month's notice in writing to the other indicating their\nwish to amend or terminate the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D. NDERUA.\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. LUYALI\u003C\u002Fp>\n\n\u003Cp>PERSONNEL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JUSTUS MAINA OTAKWA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>.................................................................\u003C\u002Fp>\n\n\u003Cp>ELIAS NYAWADE CLEMENT\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>.......................................\u003C\u002Fp>\n\n\u003Cp>A.O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER,\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS........................... DAY OF\n.............Jan................................. 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var d=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",m=\"body\",p=\"&\",s=\"&ci=\",t=\",\",u=\"?\",v=\"Content-Type\",w=\"Microsoft.XMLHTTP\",x=\"Msxml2.XMLHTTP\",y=\"POST\",z=\"application\u002Fx-www-form-urlencoded\",A=\"img\",B=\"input\",C=\"load\",D=\"oh=\",E=\"on\",F=\"pagespeed_url_hash\",G=\"url=\";f.pagespeed=f.pagespeed||{};var H=f.pagespeed,I=function(a,b,c){this.c=a;this.e=b;this.d=c;this.b=this.f();this.a={}};I[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[m].clientHeight,width:f.innerWidth||g[h].clientWidth||g[m].clientWidth}};I[l].g=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 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",{"hourspday_select":44,"contracttrialperiod":48,"maxsicknesspay":52,"maternitydiscrimination":56,"dayspweek":60,"hourspweek_select":63,"childcare":65,"WORKHOURS_trigger":69,"PAIDLEAV_trigger":71,"funeralpay":75,"maternityotherclause":79,"SKILLEVEL_trigger":83,"maxsicknesspayperc":87,"pensionfund":89,"OVERTIME_trigger":93,"holidaysdays":97,"maxsicknesspaytype":99,"healthcareaccess":101,"holidaysweeks":105,"SUNDAY_trigger":107,"ANNLEAVE_trigger":111,"sundayallowancetype":115,"healthandsafetypolicy":117,"overtimeallowancetype1":121,"paidpaternityleavepay":125,"contracttrial":129,"sicknesspay":131,"sundayallowancetype1":133,"SCHEDULE_trigger":135,"paidpaternityleave":139,"sicknessmaxdaysnr":141,"overtimeallowancetype_general":143,"MAXHOURS_trigger":145,"bankholidays2":147,"contractseverancepay1":151,"bankholidays1":155,"overtimeallowancetypeperiod":157,"paidmaternityleavepay":159,"paidmaternityleave":163,"contractseverancepay":166,"jobsecuritymothers":168,"paidpaternityleaveduration":170},{"bindId":45,"name":46,"text":47},"hourspday_select","The normal working week shall consist of","The normal working week shall consist of 44 hours of work spread over six\ndays of the week:\n\n\n\n(a) Monday to Fridays-8 hours\n\nSaturdays-4 hours\n\n(b) Day Watchman-52 hours per day\n\nweek spread over 6 days\n\n(c) Night Watchman-10 hours per day – 60 hours per\n\nweek spread over 6 days",{"bindId":49,"name":50,"text":51},"contracttrialperiod","i) The first three months of employment ","i) The first three months of employment with the employer will be treated as\na probationary period and during such probationary period the contract will be\nterminable by either party giving seven days notice.\n\n\n\nii) Nothing in this paragraph shall prejudice the right of either party to\nterminate a contract summarily for a lawful cause.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","After probationary period, an employee w","After probationary period, an employee who is unable to carry out his\u002Fher\nduties due to sickness shall be entitled in any period of 12 months to a\nmaximum of 60 days sick leave with full pay and half pay for the next\nsucceeding 30 days, subject to the production of a medical certificate to that\neffect, signed by a qualified medical practitioner or an authorised person\nacting on his behalf, in an aided medical centre.",{"bindId":57,"name":58,"text":59},"maternitydiscrimination","iii) A female employee who takes materni","iii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":61,"name":46,"text":62},"dayspweek","The normal working week shall consist of 44 hours of work spread over six\ndays of the week:",{"bindId":64,"name":46,"text":62},"hourspweek_select",{"bindId":66,"name":67,"text":68},"childcare","Special leave on compassionate grounds m","Special leave on compassionate grounds may be granted provided that\nsatisfactory proof of the necessity for such leave is produced. This leave will\neither be paid, unpaid or deducted from the annual leave entitlement in the\nlight of evidence produced before or after the leave by the employee.",{"bindId":70,"name":46,"text":47},"WORKHOURS_trigger",{"bindId":72,"name":73,"text":74},"PAIDLEAV_trigger","a) All employees shall be entitled to 26","a) All employees shall be entitled to 26 working days leave with full pay\nfor each period of 12 consecutive months' service. Sundays and Public Holidays\nare exclusive.\n\n\n\nb) For the purpose of this clause, it is accepted and agreed by both parties\nthat Saturday is a working day.\n\n\n\nc) Travelling period shall be within the employees leave period.\n\n\n\nd) Leave shall be taken and may be rescheduled at the discretion of the\nCompany. Leave shall not be unduly withheld by the Management.\n\n\n\ne) After 12 months' consecutive service the employee shall be entitled to\nthe full period of annual leave. Any other leave shall be taken at the\ndiscretion of the Management.\n\n\n\nf) After completion of probationary period and on termination of service\nwhere an employee is given pay in lieu of notice he will be paid for the leave\ndue to him on pro-rata basis.\n\n\n\ng) Accumulation of leave will be at the discretion of the Company but will\nnot exceed 18 months leave entitlement.\n\n\n\nh) Annual leave shall be taken either 3 months before or 6 months after the\nemployee’s anniversary date of engagement.",{"bindId":76,"name":77,"text":78},"funeralpay","a) In the event of death of an employee,","a) In the event of death of an employee, the company shall contribute\nKShs.30,000\u002F= towards funeral expenses.\n\n\n\nb) In the event of death of an employee, the next of kin will be entitled to\nthe employee's benefits under clause 19 (a).",{"bindId":80,"name":81,"text":82},"maternityotherclause","ii) Child-birth in respect of a woman em","ii) Child-birth in respect of a woman employee shall not be deemed to be\nsickness as provided for in Clause 10 of this Agreement and the employer shall\nnot be required to meet medical costs incurred thereon",{"bindId":84,"name":85,"text":86},"SKILLEVEL_trigger","GRADE JOB TITLES\u002FOCCUPATIONS MINIMUM WAG","GRADE\n      JOB TITLES\u002FOCCUPATIONS\n      MINIMUM WAGE (1\u002F4\u002F2013 to 1\u002F4\u002F2014)\n    \n    \n      \n      \n      Kshs.\n      Kshs.\n    \n    \n      Grade I\n      (a) Messengers, Cleaners, Gardeners \n\n        Blackeners, Loaders, Packer, Day Watchman\n\n        (b) Night Watchman\n\n        \n      \n      9,830.00 \n\n        \n\n        \n\n        \n\n        10,962.00\n      \n      10,224.00 \n\n        \n\n        \n\n        \n\n        11,948.00\n      \n    \n    \n      Grade II\n      Auto-turners, Drillers, Tappers, \n\n        Millers, Hardness Testers\n\n        Spring Grinders, Bush Fitters,\n\n        Assistant Spring Assemblers, Reamers\n\n        Assistant eye Rollers\n\n        Assistant spray painters\n\n        \n      \n      11,136.00\n      12,138.00\n    \n    \n      Grade III\n      Machine Operator \n\n        \n\n        a) Centreless Grinders,\n\n        Press Operators, Forging Press,\n\n        Springs Assemblers, Thread Rollers,\n\n        Spring Eye Rollers\n\n        b) Spray Painters,\n\n        Copy Typists\n\n        c) Car & Light Vans up to 4000\n\n        \n\n        \n      \n      \n\n        \n\n        \n\n        13,252.00\n\n        \n\n        \n\n        \n\n        13,252.00\n\n        \n\n        13,252.00\n      \n      \n\n        \n\n        \n\n        14,445.00\n\n        \n\n        \n\n        \n\n        14,445.00\n\n        \n\n        14,445.00\n      \n    \n    \n      Grade IV\n      a) Furnace Operator \n\n        b) Furnace Attendance\n      \n      13,252.00 \n\n        11,136.00\n      \n      14,445.00 \n\n        12,138.00\n      \n    \n    \n      Grade V\n      a) Ungraded Artisans\n\n        b) Artisan Grade III\n\n        c) Artisan Grade II\n\n        d) Artisan Grade I\n\n        \n\n        \n      \n      13,252.00 \n\n        16,653.00\n\n        17,982.00\n\n        22,110.00\n      \n      14,445.00 \n\n        18,152.00\n\n        19,600.00\n\n        24,100.00\n      \n    \n    \n      Grade VI\n      Junior Clerks, Assistant Inspectors\n      12,705.00\n      13,848.00\n    \n    \n      Grade VII\n      General Clerks, Telephone \n\n        Operator, Receptionists,\n\n        Storekeeper\n\n        \n      \n      15,115.00\n      16,475.00",{"bindId":88,"name":54,"text":55},"maxsicknesspayperc",{"bindId":90,"name":91,"text":92},"pensionfund","(d) Provident Fund – The Company will es","(d) Provident Fund – The Company will establish a Provident Fund for\nemployees who leave the Company.",{"bindId":94,"name":95,"text":96},"OVERTIME_trigger","Overtime will be paid only when the numb","Overtime will be paid only when the number of hours worked exceed the\nstandard working hours (shown above).\n\n\n\nSundays and Public Holidays - Time worked x 2 hourly rate\n\n\n\nMondays to Saturdays inclusive - Time worked x 1½ hourly rate.",{"bindId":98,"name":73,"text":74},"holidaysdays",{"bindId":100,"name":54,"text":55},"maxsicknesspaytype",{"bindId":102,"name":103,"text":104},"healthcareaccess","The Company shall undertake to pay for t","The Company shall undertake to pay for the cost of medical treatment of all\nits employees in accordance with the provisions prescribed by the Laws of Kenya\nrelative to the Employment of Persons Medical Treatment Rules to a maximum of\nKShs.9,500\u002F= per year.",{"bindId":106,"name":73,"text":74},"holidaysweeks",{"bindId":108,"name":109,"text":110},"SUNDAY_trigger","Sundays and Public Holidays - Time worke","Sundays and Public Holidays - Time worked x 2 hourly rate",{"bindId":112,"name":113,"text":114},"ANNLEAVE_trigger","An employee proceeding on annual leave s","An employee proceeding on annual leave shall be entitled to Kshs.3,000\u002F= as\nleave travelling allowance.",{"bindId":116,"name":109,"text":110},"sundayallowancetype",{"bindId":118,"name":119,"text":120},"healthandsafetypolicy","Free protective clothing will be issued ","Free protective clothing will be issued by the employer to all manual\nworkers subject to the following:\n\n\n\na) The protective clothing shall remain the property of the employer.\n\n\n\nb) The employer shall have the right to decide whether or not employees are\nrequired to keep the protective clothing issued for their use at their place of\nwork.\n\n\n\nc) Employers are recommended to make arrangements for protective clothing to\nbe laundered but if this is impracticable and the employees are required to\nwash the protective clothing issued to them, two bars of soap will be supplied\nfor this purpose.\n\nTwo pairs of overall shall be issued to such individual employees during\neach 12 months period.\n\n\n\n(d) One pair of safety boots shall be issued to deserving employees and\nshall be replaced when need arises in consultation with union\nrepresentatives.\n\n\n\ne) Other details and rules governing the use and maintenance of protective\nclothing shall be decided by the employer.",{"bindId":122,"name":123,"text":124},"overtimeallowancetype1","Mondays to Saturdays inclusive - Time wo","Mondays to Saturdays inclusive - Time worked x 1½ hourly rate.",{"bindId":126,"name":127,"text":128},"paidpaternityleavepay","iv) A male employee shall be entitled to","iv) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":130,"name":50,"text":51},"contracttrial",{"bindId":132,"name":54,"text":55},"sicknesspay",{"bindId":134,"name":109,"text":110},"sundayallowancetype1",{"bindId":136,"name":137,"text":138},"SCHEDULE_trigger","At least one rest period of not less tha","At least one rest period of not less than thirty minutes shall be allowed in\nthe course of any working day or shift of at least 7 working hours duration.",{"bindId":140,"name":127,"text":128},"paidpaternityleave",{"bindId":142,"name":54,"text":55},"sicknessmaxdaysnr",{"bindId":144,"name":95,"text":96},"overtimeallowancetype_general",{"bindId":146,"name":95,"text":96},"MAXHOURS_trigger",{"bindId":148,"name":149,"text":150},"bankholidays2","Employees shall normally be granted leav","Employees shall normally be granted leave with full pay for all gazetted\nPublic Holidays, provided that an employee who is required to work on such\nholidays shall be paid double time for the period worked.",{"bindId":152,"name":153,"text":154},"contractseverancepay1","iv) Severance pay at the rate of 22 days","iv) Severance pay at the rate of 22 days for every completed year of\nservice.\n\n\n\nv) In calculation of severance pay, any duration served above 9 months will\nbe treated as a complete year.",{"bindId":156,"name":149,"text":150},"bankholidays1",{"bindId":158,"name":95,"text":96},"overtimeallowancetypeperiod",{"bindId":160,"name":161,"text":162},"paidmaternityleavepay","A woman employee shall be entitled to 3 ","A woman employee shall be entitled to 3 months maternity leave with full\npay.",{"bindId":164,"name":161,"text":165},"paidmaternityleave","A woman employee shall be entitled to 3 months maternity leave with full\npay.\n\n\n\nprovided that:\n\n\n\ni) A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\n\n\n\nii) Child-birth in respect of a woman employee shall not be deemed to be\nsickness as provided for in Clause 10 of this Agreement and the employer shall\nnot be required to meet medical costs incurred thereon\n\n\n\niii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\n\n\n\niv) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":167,"name":153,"text":154},"contractseverancepay",{"bindId":169,"name":58,"text":59},"jobsecuritymothers",{"bindId":171,"name":127,"text":128},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN M\u002FS. Auto Ancillaries - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of electrical equipment\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                        M\u002FS. Auto Ancillaries\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 - Amalgamated Union of Kenya Metal Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 42 %\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 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: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 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: → Christmas Day (25th December), Good Friday, Easter Monday, Idd – ul – Fitr\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 3000.0\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[177],{"title":37,"slug":33},[179],{"type":180,"data":181},"call_to_action_body_block",{"title":182,"description":183,"variant":184,"link":185},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":182,"url":186,"description":182,"rel":187,"type":188},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[190],{"type":180,"data":191},{"title":182,"description":183,"variant":184,"link":192},{"title":182,"url":186,"description":182,"rel":187,"type":188},[]]