[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-aziz-tanneries-limited-and-kenya-shoe-and-leather-workers-union":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":149,"content_type_view":150,"extra_breadcrumbs":151,"body":153,"body_blocks":164,"related_pages":168},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":147,"translations":148},{"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-aziz-tanneries-limited-and-kenya-shoe-and-leather-workers-union","ac1cef5e-cd58-11e4-8ecf-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-aziz-tanneries-limited-and-kenya-shoe-and-leather-workers-union\u002Fmemorandum-of-agreement-between-aziz-tanneries-limited-and-kenya-shoe-and-leather-workers-union\u002F","Memorandum of Agreement between Aziz Tanneries Limited and Kenya Shoe and Leather Workers Union - 2014","KEN Aziz Tanneries Limited - 2014","Kenya - KEN Aziz Tanneries Limited - 2014","KEN Aziz Tanneries Limited - 2014 - Manufacturing",{"name":41,"data":42},"AZIZ TANNERS 2014.html","\n              \n              \n              \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>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 AZIZ TANNERIES LIMITED AND KENYA SHOE AND\nLEATHER WORKERS UNION \u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this agreement shall be\nobserved by both parties, and shall apply to all unionsable employees covered\nby The Recognition Agreement as provided for by the FKE\u002FCOTU (K.) agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>The normal working week shall consist of 45 hours spread out as follow:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Monday to Friday:8.00am - 1.00pm and 2.00pm — 5.00pm\u003C\u002Fp>\n\n\u003Cp>Saturday, :8.00am - 1.00pm\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Cp>b) OVERTIME\u003C\u002Fp>\n\n\u003Cp>Overtime shall be payable for extra hours in normal working hours of the\nweek\u003C\u002Fp>\n\n\u003Cp>i. Monday to Saturday — time worked plus half.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Sundays and gazatted public holidays shall be paid at double the normal\nrates.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>An employee shall be required to serve a three months probationary period,\nduring which period; employment may be terminated by 7 days notice or pay in\nlieu of notice. The probationary period may be extended for another six months\nif the employee's work is not found totally satisfactory.\u003C\u002Fp>\n\n\u003Cp>A letter of confirmation shall be issued to the employee after\nsatisfactorily completing the probationary period. The confirmation letter\nshall show the employee's position in employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) After the completion of twelve months service with the company an\nemployee shall be entitled to 22 working days annual leave with full pay.\u003C\u002Fp>\n\n\u003Cp>b) In the event of gazetted public holidays falling within the period, such\npublic holidays shall be added to the leave entitlement.\u003C\u002Fp>\n\n\u003Cp>c) The date of an employee's leave shall normally fall after the completion\nof twelve months service from his\u002Fher date of engagement but will be taken at\nthe convenience of the employer.\u003C\u002Fp>\n\n\u003Cp>d) Where employment is terminated 'after two or more completed months of\nservice during the twelve months leave earning period, such employee shall be\nentitled to pro-rata leave of two days per completed month of service.\u003C\u002Fp>\n\n\u003Cp>e) Employees entitled for leave should be informed in writing one month in\nadvance of the date and month when his\u002Fher leave is due to commence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>After completion of the probationary period with the company, an employee\u003C\u002Fp>\n\n\u003Cp>shall be entitled to sick leave up to a maximum of thirty (35) day with full\npay and thereafter up to a maximum of fifteen (15) days with half pay, subject\nto the employee producing a certificate of incapacity covering each period of\nsick leave signed by a medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>a) A female employee shall be entitled to three months maternity leave with\nFull pay. Provided that a female who has taken three months maternity leave\nshall not forfeit her annual leave in that year, the employee shall also be\ngiven her leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>b) In respect to paternity leave a male employee be granted 14 days with\nfull pay, provided the employee does not come and claim again within one year,\nand this paternity leave must be well documented.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desiring to take leave on compassionate grounds, shall, by prior\narrangement with the company, be granted such leave up to his earned\nentitlement under paragraph 4(a) of this agreement, set off against his\u002Fher\nannual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such leave shall not be unreasonably delayed provided satisfactory proof in\nsupport of the request for leave is produced before going or soon are coming\nback.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. HOUSING AND HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is not provided with free housing shall get, in addition his\nor her wages, a housing allowance of 18% of the basic salary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After completion of the probationary period, the contract may be terminated\nby either party giving written notice or pay in lieu as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) One year to five years - One months' notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>b) Over five yearsTwo months' notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>c) Where an employee's services are terminated after completion of the\nprobationary period and for the reasons other than gross misconduct, such an\nemployee shall be entitled to pro-rata leave with full pay\u003C\u002Fp>\n\n\u003Cp>d) An employee whose services are terminated by his employer shall qualify\nfor seventeen (17) days pay for each completed year of service.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who proceeds on annual leave shall be given a travelling\nallowance at the rate of 18% of his\u002Fher basic salary.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) All employees shall be provided with two pairs of protective clothing,\nwith the hand gloves and air respirators early every year.\u003C\u002Fp>\n\n\u003Cp>One pair of gumboots will be replaced half yearly.\u003C\u002Fp>\n\n\u003Cp>b) One bar of soap shall be provided monthly to all employees for the\npurpose of washing their garments.\u003C\u002Fp>\n\n\u003Cp>c) Any employee working with chemicals in the factory shall be given one\npint of milk every day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is officially appointed to act in higher grade than his\nsubstantive grade and assumes the full duties and responsibilities of the\nhigher job shall be entitled to an acting allowance which is equivalent to\nbasic pay of the higher job provided the acting period is one full month.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Employees working on shift shall be entitled to a shift allowance of Kshs.\n55.00 per employee per night. This covers the time between 4.00p.m. and\n8.00p.m.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform work away from his principal place of\nemployment shall be entitled to be paid subsistence allowance as follows:\u003C\u002Fp>\n\n\u003Cp>a) For any such period of duty exceeding six hours but not including an\novernight stop - Kshs.2, 000.00 for drivers and turn boys.\u003C\u002Fp>\n\n\u003Cp>b) For any such period including an overnight stop in Nairobi and Mombasa\nmunicipalities Kshs.3000.00 for drivers and turn boys. Kshs.3, 500.00 for\ndrivers and turn boys.\u003C\u002Fp>\n\n\u003Cp>c) For any such period of duty including an overnight stop elsewhere-Kshs.\n3,500.00 for drivers and turnboys.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. A. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Where an employee is injured arising out of and in the course of his\nemployment, he shall be entitled to compensation in accordance with provisions\nof the Work Injury and Benefits Act 2007,provided that such injury does not\narise from an employees negligence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. B. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>a) The Company undertake to pay for the cost of treatment of its employees\nin accordance with the provisions prescribed by the laws of Kenya, relative to\nemployment of persons medical treatment rules, provided that such illness are\nthose covered by the act.\u003C\u002Fp>\n\n\u003Cp>Such payment shall be made subject to the production of a certificate of\nincapacity, signed by qualified medical practitioner or a person authorized by\nhim on his behalf, in government hospital or local authority hospital or health\ncenter.\u003C\u002Fp>\n\n\u003Cp>b) An employee leaving employment on medical grounds shall be paid 17\nworking days for each completed year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>a. The retirement age for the employees shall be fifty-five years. An\nemployee retiring from the company after attaining the retirement age\u003C\u002Fp>\n\n\u003Cp>I.Normal notice\u003C\u002Fp>\n\n\u003Cp>II.Pro-rata leave\u003C\u002Fp>\n\n\u003Cp>III.Leave traveling allowance\u003C\u002Fp>\n\n\u003Cp>IV.Seventeen (17) days for each complete year of service\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory and who commits an\noffence, which in the opinion of the employer and the Union does not warrant an\ninstant dismissal, shall be\u002Fwarned in writing. The following procedure will be\nfollowed:\u003C\u002Fp>\n\n\u003Cp>a. The first, second and third warnings shall be recorded on his\u002Fher card\nand the shop steward informed.\u003C\u002Fp>\n\n\u003Cp>b. If an employee with three warnings on his\u002Fher card commits an offence,\nhe\u002Fshe shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>c. If an employee completes 292 consecutive days from the date of the last\nwarning(s) recorded on his\u002Fher card will be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>a. For the purpose of this agreement, redundancy shall mean loss of\nemployment through no fault of the employee concerned occasioned by\nre-organization, mechanization or lack of orders.\u003C\u002Fp>\n\n\u003Cp>b. Alternative employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavor to arrange\nalternative employment within the company. This employment may not be of the\nsame grade. If no alternative employment is found, he\u002Fshe will be classified as\nredundant and therefore eligible for the entitlement outlined in clause (f).\u003C\u002Fp>\n\n\u003Cp>c. Consultation\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to inform\u002F notify the\nUnion concerning the 'reasons for the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>d. Selection of redundant employees\u003C\u002Fp>\n\n\u003Cp>Selection of staff to be considered for each department on the basis of\n\"FIRT IN, LAST OUT\" but other factors like education, experience, qualification\nand loyalty shall be put into consideration.\u003C\u002Fp>\n\n\u003Cp>e. Re-engagement of redundant staff\u003C\u002Fp>\n\n\u003Cp>Re-engagement by the company should a vacancy arise according to their\nqualifications.\u003C\u002Fp>\n\n\u003Cp>f. Entitlement of redundant employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant, he will be entitled\nto:\u003C\u002Fp>\n\n\u003Cp>a.The normal notice or pay in lieu of notice as defined in the agreement.\u003C\u002Fp>\n\n\u003Cp>b.Payment of wages and any other remuneration which may be due to him\u002Fher\ncalculated up to the date which he\u002Fshe ceases to work.\u003C\u002Fp>\n\n\u003Cp>C. Pro-rata leave and leave allowance entitlement in accordance with the\nagreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>d. Severance pay on the basis of17 (seventeen) days pay for each year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. ABSENTEEISM\u003C\u002Fh3>\n\n\u003Cp>i)It shall be the responsibility of the employee to submit to the company\u003C\u002Fp>\n\n\u003Cp>adequate proof and evidence showing cause of absence, without which the\ncompany reserves the sole right to terminate the services of such employees as\nit may deem fit\u003C\u002Fp>\n\n\u003Cp>a) Serious illness of employee's immediate family-wife and children provided\nthe employee submits a medical certificate signed by a registered medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>b) Court proceeding - provided a magistrate's warrant is presented to the\ncompany's personnel manager.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>i) In case death occurs of an employee while in the service of the company,\nthe employer shall contribute Ksh.20,000 towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>ii) The employer will pay to the dependants of the deceased workman a\ngratuity for the years of service rendered by the deceased in accordance with\nclause 16 of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. LETTER OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>All employees to be given a well-defined and self-explanatory letter of\nappointment setting out conditions of service and all benefits accrued.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. CHRISTMAS GIFT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>All the time nearing Christmas holidays, each and every employee shall be\ngiven Kshs.900\u002F= for Christmas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>i) Every employee shall be given a certificate of service by his\u002Fher\nemployer upon the termination of his\u002Fher employment unless such employment has\ncontinued for a period of less than four consecutive weeks, and every such\ncertificate shall contain:\u003C\u002Fp>\n\n\u003Cp>a.The name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>b.The name of the employee\u003C\u002Fp>\n\n\u003Cp>c.The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>d.The nature and usual place of employip4n\u003C\u002Fp>\n\n\u003Cp>e.The date when employment ceased\u003C\u002Fp>\n\n\u003Cp>f.Such other particulars as may he prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Subject to subsection (i) of this section, no employer is bound to give\nany testimonial relating to the character or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub-section (i) of this section or\nwho in a certificate of certificate includes a statement he knows false, shall\nbe guilty of an offence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Ch3>24. JOB CLASSIFICATION AND BASIC MINIMUM WAGE FOR NEWLY ENGAGED\nEMPLOYEES.\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AMOUNT (KSHS)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 1\n\n        \u003Cp>General Labour, Packers, Counter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,781.00\u003C\u002Ftd>\n      \u003Ctd>9,791.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP II\n\n        \u003Cp>Machine Attendants i.e. Fleshers, Setters, Selectors, sizers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,912.00\u003C\u002Ftd>\n      \u003Ctd>10,922.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP III\n\n        \u003Cp>Un graded artisans\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>13,202.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,212.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP IV\n\n        \u003Cp>Operators\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>12,655.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12.665.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP V\n\n        \u003Cp>a)Cars and Light Vans\u003C\u002Fp>\n\n        \u003Cp>b)Tractor\u003C\u002Fp>\n\n        \u003Cp>c)Medium sized vehicles\u003C\u002Fp>\n\n        \u003Cp>d)Heavy commercial vehicles.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>13,212.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,222.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP VI\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>General Clerk, telephone operator\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>15,065.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,075.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>25. WAGE INCREAMENT.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-COSTLIV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>In addition to the present basic Minimum wages earned by an individual\nemployees, they shall be a wage increase for all categories of employees as\nunder :-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) In the 1st Year – 10% of the basic wage for all employees.\u003C\u002Fp>\n\n\u003Cp>(b) In the 2nd year – 10% of the basic wage for all employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>To pay Kshs. 2,000\u002F= after an employee has been declared redundant,\ntermination or retirement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Where vacancies of promotion arise, the company will give consideration to\nexisting employees within the department or group in which the vacancy occurs,\ntaking qualification, ability and length of service into consideration. As far\nas possible, all newly engaged employees should start in the lowest grades in\norder\u003C\u002Fp>\n\n\u003Cp>to give chance to the older employees to get the highest grades.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall come into force from 1st April 2014 and shall remain in\nforce for two years and thereafter indefinitely until either party, by giving\none month's notice in writing shall signify intention to revise the\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF AZIZ TANNERIES LIMTED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF KENYA SHOE AND LEATHER WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>L.W KARIUKI\u003C\u002Fp>\n\n\u003Cp>MANAGER, INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED THIS ……………………..DAY OF\n………………………….2014\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"contracttrialperiod":52,"maxsicknesspay":56,"WAGES_determined":60,"ONCERISE_trigger":64,"hourspweek_select":68,"childcare":70,"paidpaternityleavepayperc":74,"STRUCINCR_trigger":78,"hourspday":82,"funeralpay":84,"paidmaternityleaveduration":88,"SKILLEVEL_trigger":92,"jobclassifaction1":96,"OVERTIME_trigger":98,"COSTLIV_trigger":102,"healthcareaccess":104,"SUNDAY_trigger":108,"healthandsafetypolicy":112,"paidpaternityleavepay":116,"contracttrial":118,"sicknesspay":120,"dayspweek_select":122,"paidpaternityleave":124,"sicknessmaxdaysnr":126,"contractseverancepay1":128,"paidmaternityleavepay":132,"sicknessmaxdays":134,"paidmaternityleave":136,"contractseverancepay":139,"PAIDLEAV_trigger":141,"paidpaternityleaveduration":145},{"bindId":45,"name":46,"text":47},"disabilitypay","Where an employee is injured arising out","Where an employee is injured arising out of and in the course of his\nemployment, he shall be entitled to compensation in accordance with provisions\nof the Work Injury and Benefits Act 2007,provided that such injury does not\narise from an employees negligence.",{"bindId":49,"name":50,"text":51},"hourspday_select","The normal working week shall consist of","The normal working week shall consist of 45 hours spread out as follow:\n\n\n\na) Monday to Friday:8.00am - 1.00pm and 2.00pm — 5.00pm\n\nSaturday, :8.00am - 1.00pm",{"bindId":53,"name":54,"text":55},"contracttrialperiod","An employee shall be required to serve a","An employee shall be required to serve a three months probationary period,\nduring which period; employment may be terminated by 7 days notice or pay in\nlieu of notice. The probationary period may be extended for another six months\nif the employee's work is not found totally satisfactory.\n\nA letter of confirmation shall be issued to the employee after\nsatisfactorily completing the probationary period. The confirmation letter\nshall show the employee's position in employment.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","After completion of the probationary per","After completion of the probationary period with the company, an employee\n\nshall be entitled to sick leave up to a maximum of thirty (35) day with full\npay and thereafter up to a maximum of fifteen (15) days with half pay, subject\nto the employee producing a certificate of incapacity covering each period of\nsick leave signed by a medical practitioner.",{"bindId":61,"name":62,"text":63},"WAGES_determined","All employees to be given a well-defined","All employees to be given a well-defined and self-explanatory letter of\nappointment setting out conditions of service and all benefits accrued.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","All the time nearing Christmas holidays,","All the time nearing Christmas holidays, each and every employee shall be\ngiven Kshs.900\u002F= for Christmas.",{"bindId":69,"name":50,"text":51},"hourspweek_select",{"bindId":71,"name":72,"text":73},"childcare","An employee desiring to take leave on co","An employee desiring to take leave on compassionate grounds, shall, by prior\narrangement with the company, be granted such leave up to his earned\nentitlement under paragraph 4(a) of this agreement, set off against his\u002Fher\nannual leave.\n\n\n\nSuch leave shall not be unreasonably delayed provided satisfactory proof in\nsupport of the request for leave is produced before going or soon are coming\nback.",{"bindId":75,"name":76,"text":77},"paidpaternityleavepayperc","b) In respect to paternity leave a male ","b) In respect to paternity leave a male employee be granted 14 days with\nfull pay, provided the employee does not come and claim again within one year,\nand this paternity leave must be well documented.",{"bindId":79,"name":80,"text":81},"STRUCINCR_trigger","In addition to the present basic Minimum","In addition to the present basic Minimum wages earned by an individual\nemployees, they shall be a wage increase for all categories of employees as\nunder :-\n\n\n\n(a) In the 1st Year – 10% of the basic wage for all employees.\n\n(b) In the 2nd year – 10% of the basic wage for all employees.",{"bindId":83,"name":50,"text":51},"hourspday",{"bindId":85,"name":86,"text":87},"funeralpay","i) In case death occurs of an employee w","i) In case death occurs of an employee while in the service of the company,\nthe employer shall contribute Ksh.20,000 towards funeral expenses.\n\nii) The employer will pay to the dependants of the deceased workman a\ngratuity for the years of service rendered by the deceased in accordance with\nclause 16 of this agreement.",{"bindId":89,"name":90,"text":91},"paidmaternityleaveduration","a) A female employee shall be entitled t","a) A female employee shall be entitled to three months maternity leave with\nFull pay. Provided that a female who has taken three months maternity leave\nshall not forfeit her annual leave in that year, the employee shall also be\ngiven her leave travelling allowance.",{"bindId":93,"name":94,"text":95},"SKILLEVEL_trigger","24. JOB CLASSIFICATION AND BASIC MINIMUM","24. JOB CLASSIFICATION AND BASIC MINIMUM WAGE FOR NEWLY ENGAGED\nEMPLOYEES.\n\n\n  \n  \n  \n  \n  \n    \n      GRADE\n      AMOUNT (KSHS)\n    \n    \n      GROUP 1\n\n        General Labour, Packers, Counter\n      \n      9,781.00\n      9,791.00\n    \n    \n      GROUP II\n\n        Machine Attendants i.e. Fleshers, Setters, Selectors, sizers\n      \n      10,912.00\n      10,922.00\n    \n    \n      GROUP III\n\n        Un graded artisans\n      \n      \n\n        13,202.00\n      \n      13,212.00\n    \n    \n      GROUP IV\n\n        Operators\n      \n      \n\n        12,655.00\n      \n      12.665.00\n    \n    \n      GROUP V\n\n        a)Cars and Light Vans\n\n        b)Tractor\n\n        c)Medium sized vehicles\n\n        d)Heavy commercial vehicles.\n      \n      \n\n        13,212.00\n      \n      13,222.00\n    \n    \n      GROUP VI\n\n        \n\n        General Clerk, telephone operator\n      \n      \n\n        15,065.00\n      \n      15,075.00\n    \n  \n",{"bindId":97,"name":94,"text":95},"jobclassifaction1",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","b) OVERTIME Overtime shall be payable fo","b) OVERTIME\n\nOvertime shall be payable for extra hours in normal working hours of the\nweek\n\ni. Monday to Saturday — time worked plus half.\n\nSundays and gazatted public holidays shall be paid at double the normal\nrates.",{"bindId":103,"name":80,"text":81},"COSTLIV_trigger",{"bindId":105,"name":106,"text":107},"healthcareaccess","a) The Company undertake to pay for the ","a) The Company undertake to pay for the cost of treatment of its employees\nin accordance with the provisions prescribed by the laws of Kenya, relative to\nemployment of persons medical treatment rules, provided that such illness are\nthose covered by the act.\n\nSuch payment shall be made subject to the production of a certificate of\nincapacity, signed by qualified medical practitioner or a person authorized by\nhim on his behalf, in government hospital or local authority hospital or health\ncenter.\n\nb) An employee leaving employment on medical grounds shall be paid 17\nworking days for each completed year.",{"bindId":109,"name":110,"text":111},"SUNDAY_trigger","Sundays and gazatted public holidays sha","Sundays and gazatted public holidays shall be paid at double the normal\nrates.",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","a) All employees shall be provided with ","a) All employees shall be provided with two pairs of protective clothing,\nwith the hand gloves and air respirators early every year.\n\nOne pair of gumboots will be replaced half yearly.\n\nb) One bar of soap shall be provided monthly to all employees for the\npurpose of washing their garments.\n\nc) Any employee working with chemicals in the factory shall be given one\npint of milk every day.",{"bindId":117,"name":76,"text":77},"paidpaternityleavepay",{"bindId":119,"name":54,"text":55},"contracttrial",{"bindId":121,"name":58,"text":59},"sicknesspay",{"bindId":123,"name":50,"text":51},"dayspweek_select",{"bindId":125,"name":76,"text":77},"paidpaternityleave",{"bindId":127,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":129,"name":130,"text":131},"contractseverancepay1","d. Severance pay on the basis of17 (seve","d. Severance pay on the basis of17 (seventeen) days pay for each year of\nservice.",{"bindId":133,"name":90,"text":91},"paidmaternityleavepay",{"bindId":135,"name":58,"text":59},"sicknessmaxdays",{"bindId":137,"name":90,"text":138},"paidmaternityleave","a) A female employee shall be entitled to three months maternity leave with\nFull pay. Provided that a female who has taken three months maternity leave\nshall not forfeit her annual leave in that year, the employee shall also be\ngiven her leave travelling allowance.\n\nb) In respect to paternity leave a male employee be granted 14 days with\nfull pay, provided the employee does not come and claim again within one year,\nand this paternity leave must be well documented.",{"bindId":140,"name":130,"text":131},"contractseverancepay",{"bindId":142,"name":143,"text":144},"PAIDLEAV_trigger","a) After the completion of twelve months","a) After the completion of twelve months service with the company an\nemployee shall be entitled to 22 working days annual leave with full pay.\n\nb) In the event of gazetted public holidays falling within the period, such\npublic holidays shall be added to the leave entitlement.\n\nc) The date of an employee's leave shall normally fall after the completion\nof twelve months service from his\u002Fher date of engagement but will be taken at\nthe convenience of the employer.\n\nd) Where employment is terminated 'after two or more completed months of\nservice during the twelve months leave earning period, such employee shall be\nentitled to pro-rata leave of two days per completed month of service.\n\ne) Employees entitled for leave should be informed in writing one month in\nadvance of the date and month when his\u002Fher leave is due to commence.",{"bindId":146,"name":76,"text":77},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Aziz Tanneries Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-03-31\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 leather and related products\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                        Aziz Tanneries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Shoe and Leather 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): → 24 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 50 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: → Yes\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: → 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → 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 9781.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → KES 900.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\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: → 200 %\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",[152],{"title":37,"slug":33},[154],{"type":155,"data":156},"call_to_action_body_block",{"title":157,"description":158,"variant":159,"link":160},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":157,"url":161,"description":157,"rel":162,"type":163},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[165],{"type":155,"data":166},{"title":157,"description":158,"variant":159,"link":167},{"title":157,"url":161,"description":157,"rel":162,"type":163},[]]