[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-bags-and-balers-manufactures-k-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-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":166,"content_type_view":167,"extra_breadcrumbs":168,"body":170,"body_blocks":181,"related_pages":185},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":164,"translations":165},{"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-bags-and-balers-manufactures-k-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers","321aca88-0f42-11e5-ae1c-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-bags-and-balers-manufactures-k-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers\u002Fmemorandum-of-agreement-between-bags-and-balers-manufactures-k-limited-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers\u002F","Memorandum of Agreement between Bags and Balers Manufactures (K) Limited and the Kenya Union of Printing, Publishing, Paper Manufacturers and Allied Workers - 2015","KEN Bags and Balers Manufacturer (K) Limited - 2014","Kenya - KEN Bags and Balers Manufacturer (K) Limited - 2014","KEN Bags and Balers Manufacturer (K) Limited - 2014 - Manufacturing",{"name":41,"data":42},"BAGS AND BALERS 2015.html","\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 BAGS AND BALERS MANUFACTURES (K) LIMITED\nAnd THE KENYA UNION OF PRINTING, PUBLISHING, PAPER MANUFACTURERS AND ALLIED\nWORKERS\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>(a) The Company and the Union meeting together in a free and voluntary\nAssociation, agree and enter into an agreement negotiated between them at the\nJoint Negotiation Committee meeting which shall apply to the workers covered by\nthe Recognition Agreement, subject to exclusion of managerial, supervisory and\nconfidential staff as currently agreed upon between F.K.E.\u002FC.O.T.U.(K).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any other worker(s) or any category of employees who are not Union\nmembers by virtue of their faith or any other reasons and wish to be covered or\nenjoy the benefits achieved and accrued out of this CBA shall have to pay\nAgency fees as provided under Labour Relations, Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. MINIMUM BASIC AND WAGES INCREMENTS TO EXISTING EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>a) MINIMUM BASIC WAGE RATES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties have agreed that no employees in any category will get less than\nminimum wages agreed in this agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>b) WAGE INCREASE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) All employees who were in the employment as at 31st August, 2014 will\nreceive the following wage increase shall receive 10% of their salaries w.e.f\nfrom 1st September, 2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) All employees who are in employment as at 31st August, 2015 will\nreceive the following wage increase 10% w.e.f from 1st September, 2015.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) HOUSING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition all employees not housed by the company shall receive housing\nallowance of Kshs 4500 per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cp>Working Week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>(a) The normal working week shall be forty four (44) hours worked over five\nfull days per week provided that an employee who is required to work in excess\nof such hours shall be paid overtime at that appropriate rate provided by the\novertime clause of this agreement\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(b) The Normal working hours from\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monday to Thursday shall be from 8.00 am – 5.30pm\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Friday from 8.00 AM to 4.30 PM.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. LATE ARRIVALS\u003C\u002Fh2>\n\n\u003Cp>If an employee reports for work late, that is after the time fixed by his\nemployer for the commencement of work, any deduction for the time lost shall be\ncalculated at the normal hourly rate. Any permission given by an employer to an\nemployee for absence may also be deducted at normal rates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>The basic hourly rate for any employee shall be calculated by the\nformula:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(Employee's basic salary per month x 12) divided by 2288\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundayallowanceperc1\">\u003Cp>An employee eligible for overtime payment who works longer hours in any day\nhours fixed by his employer in accordance with the terms of agreement shall be\npaid at the rate of 1½ times the basic hourly rate applicable to the\nparticular employee concerned exempting:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Work on the seventh day nominated by the employer or Sunday\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Work on gazetted public holidays (as laid down in the Public Holidays\nAct), which shall be paid at the rate of 2 times basic hourly rate applicable\nto the particular employee concerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) Twenty four (24) working days leave shall be granted for each completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Annual leave may be accumulated to maximum of thirty (30) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. GAZETTED PUBLIC HOLIDAY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>In addition to annual leave employees will be entitled to the following\nPublic Holidays for the duration that they remain gazette as Public\nHolidays.\u003C\u002Fp>\n\n\u003Cp>New Year Day\u003C\u002Fp>\n\n\u003Cp>Idd-Ul-Fitr\u003C\u002Fp>\n\n\u003Cp>Good Friday\u003C\u002Fp>\n\n\u003Cp>Mashujaa Day\u003C\u002Fp>\n\n\u003Cp>Easter Monday \u003C\u002Fp>\n\n\u003Cp>Labour Day\u003C\u002Fp>\n\n\u003Cp>Madaraka Day \u003C\u002Fp>\n\n\u003Cp>Christmas Day\u003C\u002Fp>\n\n\u003Cp>Boxing Day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee shall be entitled to a travelling allowance of KSh. 4,000\u002F=\npayable in advance when he\u002Fshe qualifies to proceed on his annual leave. Such\nleave allowance will be paid once every year. If any employee does not take\nhis\u002Fher leave at the request of the employer, such allowance will be\naccumulated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. RELIGIOUS HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>Members of various religions are entitled to religious holidays on days\nscheduled as such for their particular religions by Government.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Employees are entitled to 30 days sick leave on full pay and further 15 days\non half pay per annum in each period of 12 months continuous service. The sick\nleave is subject to production of a medical certificate of incapacity covering\neach period of sick leave claimed and signed by a medical practitioner or a\nperson acting on behalf of in charge of a dispensary. Where the employer is not\nsatisfied with such certificate produced by employee they may refer the\nemployee for examination by a Company Doctor.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>a. On termination employees with service of up to five (5) years service\nshall be entitled to notice period of one month or a month’s pay in lieu. On\nresignation the employee shall give one calendar month's notice or pay one\nmonths salary in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. Those with more than five (5) years' service shall be subject to two\ncalendar months notice or two months pay in lieu and on resignation shall give\ntwo calendar months notice or pay two months' salary in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. An employee whose employment has been terminated by the employer shall be\npaid gratuity at 15 days basic salary for each completed year of service except\nwhere such termination is on account of discipline.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. DISMISSAL OF EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>(a) An employee may be summarily dismissed for proven gross misconduct as\nprovided for in Employment Act 2007 Section 44. Such an employee will only be\npaid up to and including the date of dismissal plus accrued leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee commits any act of misconduct he\u002F she shall be given a\nwritten warning for each act and on third instance his employment may be\nterminated in accordance with paragraph (a) above. An employee shall be\nentitled to refer any such warnings to his Union for appeal. If an employee\ncompletes 12 months from the date of the second warning without further faults,\nany warning recorded on his\u002Fher file will be cancelled but remain in the\nemployees file\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>a. In an event of Redundancy the employer shall inform the Union and\nMinistry of Labour of the reasons for the existence of the intended redundancy\n1 month in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. The selection of employees affected by redundancy will be conducted with\ndue regard to seniority, skills, ability and reliability of each employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. No employee will be disadvantaged due to union activities\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. The affected employees shall be entitled to appropriate notice provided\nin termination clause 12.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>e. An employee who is declared redundant shall be entitled to severance pay\nat the rate of 18 days for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. CHECK-OFF SYSTEM\u003C\u002Fh2>\n\n\u003Cp>The provision of Labour Relations Act 2007 will apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. MATERNITY LEAVE\u003C\u002Fh2>\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.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Such a female employee shall produce a medical certificate signed by a\nrecognized and duly qualified medical practitioner in charge of a medical aid\ncentre, or a dispensary or by a person acting on her behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>iii) Female employee who takes maternity leave shall not incur any loss of\nemployment privileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(b) PATERNITY LEAVE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>i) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) A male employee intend on proceeding for paternity leave shall only be\nentitled to the right to paternity leave if he gives not less than seven(7)\ndays notice in advance. The notice herein shall be in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) The period of probation shall be a maximum of three months from the date\nof an employee's engagement and may be extended by a further period of 3 months\nwith agreement of employee, if an employee is not satisfactorily performing. At\nany time prior to the full completion of a probationary period termination\nnotice in writing shall be fourteen days by either employer or employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) After successful completion of probation an employee will be issued with\na confirmation letter\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. CASUAL WORKERS\u003C\u002Fh2>\n\n\u003Cp>a)Any temporary or casual worker who completes three consecutive months with\nan employer shall be absorbed into the permanent establishment. During the said\nthree months he shall be paid the minimum salary as laid down in this Agreement\nfor his particular job. If the employee is discharged during the third month\nand is recalled within a period of two months he shall become a regular\nworker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Any casual worker absorbed into the permanent establishment will not\nrequire serving any further probation period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. MEDICAL BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medical treatment will be provided as required by Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. WORK INJURY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Work Injury Benefits Act 2007 shall apply to all cases involving injury\nsustained while on normal duties as long as there was no negligence involved\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. LEAVE FOR UNION PURPOSES\u003C\u002Fh2>\n\n\u003Cp>a) Employer shall grant seven days paid leave in any one year to an employee\nto attend any Union seminar or business\u003C\u002Fp>\n\n\u003Cp>b) However, where an employee is required to a course or seminar for a\nperiod exceeding seven days, the Union's General Secretary shall write to the\nemployer requesting for extensions of such period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Union's General Secretary shall notify employer in writing one month\nnotice in advance to grant such leave or release in urgent 15 days in advance\nof the date of release.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is working an acting appointment on a higher grade than\nhis own for minimum period of one month he shall receive acting allowance equal\nto the difference between his normal pay and the minimum basic rate of the\nhigher grade Where the normal pay is equal or greater than the minimum basic\nrate he should be paid one quarter of the difference between his normal pay and\nthe normal pay of the person of which he is acting. An employee on acting\ncapacity should be notified in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. COURSE TRAINING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>The company will at its own discretion endeavor to organize training courses\nfor its employees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>In addition to the Annual Leave entitlement employees may be granted\ncompassionate leave without pay at the discretion of such employers. Such\ncompassionate leave may be deducted from employee's annual leave entitlement\nsubject to a prior consent by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. TRANSPORTATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Transport will be provided by the employer to all employees leaving duty or\nreporting on duty from 7.00 pm to 6.00 am\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>Where a vacancy of promotional nature arises, the employer shall give first\nconsideration to existing employees within the department or group in which the\nvacancy occurs taking into consideration such factors as qualification and\nability, length of service and experience provided the employee has documented\nqualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Promotional letters shall be given to those employees promoted\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) The company shall provide two (2) overalls per year to the factory\nworkers. One overall will be issued in January and the other at the beginning\nof August each Year. This will not apply to workers on probation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The company will also issue one pair of safety boots each year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The provisions of Occupational Safety and Health Act 2007shall apply in\nregard health and safety of employees in the factory.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Each employee will receive one (1kg) bar standard soap every month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. RETIREMENT BENEFITS\u003C\u002Fh2>\n\n\u003Cp>a) Retirement age shall be 55 years and shall be determined by the age\nindicated on the employee's National Identity Card.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee may be retired on medical grounds and such retirement shall\nbe coupled with all benefits stipulated under the termination clause; Provided\nthat before the employee is so retired, a medical report shall be obtained from\nthe company's doctor. Where desired, an employee shall be entitled to obtain\nhis\u002Fher own medical report on the state of his\u002Fher health from an approved\nGovernment hospital.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) In the event of death of an employee whilst in service and who would\notherwise be eligible for retirement his\u002Fher entitlement under this clause\nshall be paid to his\u002Fher legal heirs as nominated by the deceased in his\u002Fher\npersonal file or written will.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>When an employee dies whilst in employment of the company, the company shall\npay a minimum of KShs.30,000 towards the burial of an employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>Upon termination of employment or leaving the company services an employee\nshall give a certificate of service stating:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Full name of the employee\u003C\u002Fp>\n\n\u003Cp>(b) Date of engagement\u003C\u002Fp>\n\n\u003Cp>(c) Date of termination of employment\u003C\u002Fp>\n\n\u003Cp>(d) Capacity in which he\u002Fshe was employed\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. DURATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall come into force on 1st September, 2014 and shall remain\nin force until 31st August, 2016. Thereafter, it shall continue in force until\neither party by giving two months notice in writing, shall indicate their wish\nto amend or terminate the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch2>31. JOB CLASSSIFICATIONS\u003C\u002Fh2>\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>WEF 1st Sept. 2014\n\n        \u003Cp>10 % increase\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>WEF 1st Sept. 2015\n\n        \u003Cp>10 % increase\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1. (Un-skilled)\n\n        \u003Cp>Cleaners, Messengers, Day and Night Watchman\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12,100\u003C\u002Ftd>\n      \u003Ctd>13,310\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade II. (Semi skilled)\n\n        \u003Cp>Machine attendants, Telephone Operators.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,430\u003C\u002Ftd>\n      \u003Ctd>14,770\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade III (Skilled)\n\n        \u003Cp>Machine Operators, Clerks, Storekeepers\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>16,335\u003C\u002Ftd>\n      \u003Ctd>17,970\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………… ……………………………….\u003C\u002Fp>\n\n\u003Cp>VIREN JOSHI \u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PATRICK NGARE\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………..\u003C\u002Fp>\n\n\u003Cp>MESHACK MWANZIA\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCE 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>…………………………….. ……………………………..\u003C\u002Fp>\n\n\u003Cp>RAJAB MWONDI \u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> DEPUTY G\u002FSECRETARY.\u003C\u002Fp>\n\n\u003Cp>ISAAC WAMBOYE\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>JACOB MUSILI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….\u003C\u002Fp>\n\n\u003Cp>SALIM WA- MWAWAZA\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER – FKE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS……………..DAY OF ………………….2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"paidmaternityleaveduration":52,"hourspweek_select":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":68,"SKILLEVEL_trigger":72,"jobclassifaction1":76,"OVERTIME_trigger":79,"healthcareaccess":83,"jobwagegroups":87,"healthinsurance":90,"COMMUTE_trigger":92,"SUNDAY_trigger":96,"healthandsafetytraining":100,"ANNLEAVE_trigger":104,"healthandsafetypolicy":108,"paidpaternityleavepay":112,"contracttrial":116,"sicknesspay":120,"dayspweek_select":124,"paidpaternityleave":126,"PAIDLEAV_trigger":130,"sundayallowanceperc1":134,"sicknessmaxdays":136,"contractseverancepay1":138,"bankholidays1":142,"paidmaternityleavepay":146,"trainingprogrammes":148,"paidmaternityleave":150,"WAGES_comments_txt":153,"contractseverancepay":156,"jobsecuritymothers":158,"paidpaternityleaveduration":162},{"bindId":45,"name":46,"text":47},"disabilitypay","Work Injury Benefits Act 2007 shall appl","Work Injury Benefits Act 2007 shall apply to all cases involving injury\nsustained while on normal duties as long as there was no negligence involved",{"bindId":49,"name":50,"text":51},"hourspday_select","(b) The Normal working hours from Monday","(b) The Normal working hours from\n\n\n\nMonday to Thursday shall be from 8.00 am – 5.30pm\n\n\n\nFriday from 8.00 AM to 4.30 PM.",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","(a) A female employee shall be entitled ","(a) A female employee shall be entitled to three months maternity leave with\nfull pay.",{"bindId":57,"name":58,"text":59},"hourspweek_select","(a) The normal working week shall be for","(a) The normal working week shall be forty four (44) hours worked over five\nfull days per week provided that an employee who is required to work in excess\nof such hours shall be paid overtime at that appropriate rate provided by the\novertime clause of this agreement",{"bindId":61,"name":62,"text":63},"childcare","In addition to the Annual Leave entitlem","In addition to the Annual Leave entitlement employees may be granted\ncompassionate leave without pay at the discretion of such employers. Such\ncompassionate leave may be deducted from employee's annual leave entitlement\nsubject to a prior consent by the employer.",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","b) WAGE INCREASE (i) All employees who w","b) WAGE INCREASE\n\n\n\n(i) All employees who were in the employment as at 31st August, 2014 will\nreceive the following wage increase shall receive 10% of their salaries w.e.f\nfrom 1st September, 2014.\n\n\n\n(ii) All employees who are in employment as at 31st August, 2015 will\nreceive the following wage increase 10% w.e.f from 1st September, 2015.",{"bindId":69,"name":70,"text":71},"funeralpay","When an employee dies whilst in employme","When an employee dies whilst in employment of the company, the company shall\npay a minimum of KShs.30,000 towards the burial of an employee.",{"bindId":73,"name":74,"text":75},"SKILLEVEL_trigger","31. JOB CLASSSIFICATIONS GRADE WEF 1st S","31. JOB CLASSSIFICATIONS\n\n\n  \n  \n  \n  \n  \n    \n      GRADE\n      WEF 1st Sept. 2014\n\n        10 % increase\n      \n      WEF 1st Sept. 2015\n\n        10 % increase\n      \n    \n    \n      Grade 1. (Un-skilled)\n\n        Cleaners, Messengers, Day and Night Watchman\n\n        \n      \n      12,100\n      13,310\n    \n    \n      Grade II. (Semi skilled)\n\n        Machine attendants, Telephone Operators.\n\n        \n      \n      13,430\n      14,770\n    \n    \n      Grade III (Skilled)\n\n        Machine Operators, Clerks, Storekeepers\n\n        \n      \n      16,335\n      17,970\n    \n  \n",{"bindId":77,"name":74,"text":78},"jobclassifaction1","31. JOB CLASSSIFICATIONS\n\n\n  \n  \n  \n  \n  \n    \n      GRADE\n      WEF 1st Sept. 2014\n\n        10 % increase\n      \n      WEF 1st Sept. 2015\n\n        10 % increase\n      \n    \n    \n      Grade 1. (Un-skilled)\n\n        Cleaners, Messengers, Day and Night Watchman\n\n        \n      \n      12,100\n      13,310\n    \n    \n      Grade II. (Semi skilled)\n\n        Machine attendants, Telephone Operators.\n\n        \n      \n      13,430\n      14,770\n    \n    \n      Grade III (Skilled)\n\n        Machine Operators, Clerks, Storekeepers\n\n        \n      \n      16,335\n      17,970",{"bindId":80,"name":81,"text":82},"OVERTIME_trigger","The basic hourly rate for any employee s","The basic hourly rate for any employee shall be calculated by the\nformula:-\n\n\n\n(Employee's basic salary per month x 12) divided by 2288\n\n\n\nAn employee eligible for overtime payment who works longer hours in any day\nhours fixed by his employer in accordance with the terms of agreement shall be\npaid at the rate of 1½ times the basic hourly rate applicable to the\nparticular employee concerned exempting:\n\n\n\na) Work on the seventh day nominated by the employer or Sunday\n\n\n\nb) Work on gazetted public holidays (as laid down in the Public Holidays\nAct), which shall be paid at the rate of 2 times basic hourly rate applicable\nto the particular employee concerned.",{"bindId":84,"name":85,"text":86},"healthcareaccess","Medical treatment will be provided as re","Medical treatment will be provided as required by Employment Act 2007.",{"bindId":88,"name":74,"text":89},"jobwagegroups","31. JOB CLASSSIFICATIONS\n\n\n  \n  \n  \n  \n  \n    \n      GRADE\n      WEF 1st Sept. 2014\n\n        10 % increase\n      \n      WEF 1st Sept. 2015\n\n        10 % increase\n      \n    \n    \n      Grade 1. (Un-skilled)\n\n        Cleaners, Messengers, Day and Night Watchman\n\n        \n      \n      12,100\n      13,310\n    \n    \n      Grade II. (Semi skilled)\n\n        Machine attendants, Telephone Operators.\n\n        \n      \n      13,430\n      14,770\n    \n    \n      Grade III (Skilled)\n\n        Machine Operators, Clerks, Storekeepers\n\n        \n      \n      16,335\n      17,970\n    \n  \n\n\n\n\nSIGNED FOR AND ON BEHALF OF THE COMPANY",{"bindId":91,"name":85,"text":86},"healthinsurance",{"bindId":93,"name":94,"text":95},"COMMUTE_trigger","Transport will be provided by the employ","Transport will be provided by the employer to all employees leaving duty or\nreporting on duty from 7.00 pm to 6.00 am",{"bindId":97,"name":98,"text":99},"SUNDAY_trigger","An employee eligible for overtime paymen","An employee eligible for overtime payment who works longer hours in any day\nhours fixed by his employer in accordance with the terms of agreement shall be\npaid at the rate of 1½ times the basic hourly rate applicable to the\nparticular employee concerned exempting:\n\n\n\na) Work on the seventh day nominated by the employer or Sunday",{"bindId":101,"name":102,"text":103},"healthandsafetytraining","The company will at its own discretion e","The company will at its own discretion endeavor to organize training courses\nfor its employees.",{"bindId":105,"name":106,"text":107},"ANNLEAVE_trigger","An employee shall be entitled to a trave","An employee shall be entitled to a travelling allowance of KSh. 4,000\u002F=\npayable in advance when he\u002Fshe qualifies to proceed on his annual leave. Such\nleave allowance will be paid once every year. If any employee does not take\nhis\u002Fher leave at the request of the employer, such allowance will be\naccumulated.",{"bindId":109,"name":110,"text":111},"healthandsafetypolicy","(a) The company shall provide two (2) ov","(a) The company shall provide two (2) overalls per year to the factory\nworkers. One overall will be issued in January and the other at the beginning\nof August each Year. This will not apply to workers on probation\n\n\n\n(b) The company will also issue one pair of safety boots each year.\n\n\n\n(c) The provisions of Occupational Safety and Health Act 2007shall apply in\nregard health and safety of employees in the factory.\n\n\n\n(d) Each employee will receive one (1kg) bar standard soap every month.",{"bindId":113,"name":114,"text":115},"paidpaternityleavepay","i) A male employee shall be entitled to ","i) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":117,"name":118,"text":119},"contracttrial","(a) The period of probation shall be a m","(a) The period of probation shall be a maximum of three months from the date\nof an employee's engagement and may be extended by a further period of 3 months\nwith agreement of employee, if an employee is not satisfactorily performing. At\nany time prior to the full completion of a probationary period termination\nnotice in writing shall be fourteen days by either employer or employee.\n\n\n\n(b) After successful completion of probation an employee will be issued with\na confirmation letter",{"bindId":121,"name":122,"text":123},"sicknesspay","Employees are entitled to 30 days sick l","Employees are entitled to 30 days sick leave on full pay and further 15 days\non half pay per annum in each period of 12 months continuous service. The sick\nleave is subject to production of a medical certificate of incapacity covering\neach period of sick leave claimed and signed by a medical practitioner or a\nperson acting on behalf of in charge of a dispensary. Where the employer is not\nsatisfied with such certificate produced by employee they may refer the\nemployee for examination by a Company Doctor.",{"bindId":125,"name":50,"text":51},"dayspweek_select",{"bindId":127,"name":128,"text":129},"paidpaternityleave","(b) PATERNITY LEAVE i) A male employee s","(b) PATERNITY LEAVE\n\n\n\ni) A male employee shall be entitled to two weeks paternity leave with full\npay.\n\n\n\nii) A male employee intend on proceeding for paternity leave shall only be\nentitled to the right to paternity leave if he gives not less than seven(7)\ndays notice in advance. The notice herein shall be in writing.",{"bindId":131,"name":132,"text":133},"PAIDLEAV_trigger","a) Twenty four (24) working days leave s","a) Twenty four (24) working days leave shall be granted for each completed\nyear of service.\n\n\n\nb) Annual leave may be accumulated to maximum of thirty (30) days.",{"bindId":135,"name":98,"text":99},"sundayallowanceperc1",{"bindId":137,"name":122,"text":123},"sicknessmaxdays",{"bindId":139,"name":140,"text":141},"contractseverancepay1","e. An employee who is declared redundant","e. An employee who is declared redundant shall be entitled to severance pay\nat the rate of 18 days for each completed year of service.",{"bindId":143,"name":144,"text":145},"bankholidays1","In addition to annual leave employees wi","In addition to annual leave employees will be entitled to the following\nPublic Holidays for the duration that they remain gazette as Public\nHolidays.\n\nNew Year Day\n\nIdd-Ul-Fitr\n\nGood Friday\n\nMashujaa Day\n\nEaster Monday \n\nLabour Day\n\nMadaraka Day \n\nChristmas Day\n\nBoxing Day",{"bindId":147,"name":54,"text":55},"paidmaternityleavepay",{"bindId":149,"name":102,"text":103},"trainingprogrammes",{"bindId":151,"name":54,"text":152},"paidmaternityleave","(a) A female employee shall be entitled to three months maternity leave with\nfull pay.\n\n\n\ni) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.\n\n\n\nii) Such a female employee shall produce a medical certificate signed by a\nrecognized and duly qualified medical practitioner in charge of a medical aid\ncentre, or a dispensary or by a person acting on her behalf.\n\n\n\niii) Female employee who takes maternity leave shall not incur any loss of\nemployment privileges during such period.",{"bindId":154,"name":144,"text":155},"WAGES_comments_txt","In addition to annual leave employees will be entitled to the following\nPublic Holidays for the duration that they remain gazette as Public\nHolidays.\n\nNew Year Day\n\nIdd-Ul-Fitr\n\nGood Friday\n\nMashujaa Day\n\nEaster Monday \n\nLabour Day\n\nMadaraka Day \n\nChristmas Day\n\nBoxing Day\n\n\n\n8. LEAVE TRAVELLING ALLOWANCE",{"bindId":157,"name":140,"text":141},"contractseverancepay",{"bindId":159,"name":160,"text":161},"jobsecuritymothers","iii) Female employee who takes maternity","iii) Female employee who takes maternity leave shall not incur any loss of\nemployment privileges during such period.",{"bindId":163,"name":114,"text":115},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Bags and Balers Manufacturer (K) Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-08-31\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 rubber and plastic 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                        Bags and Balers Manufacturer (K) 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                        Kenya Union of Printing, Publishing, Paper Manufacturers and Allied 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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 21 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 45 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision 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: → 9.0\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: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Madaraka Day, National Women's Day (9th August)\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-09\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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 4000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → 50 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES  per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[169],{"title":37,"slug":33},[171],{"type":172,"data":173},"call_to_action_body_block",{"title":174,"description":175,"variant":176,"link":177},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":174,"url":178,"description":174,"rel":179,"type":180},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[182],{"type":172,"data":183},{"title":174,"description":175,"variant":176,"link":184},{"title":174,"url":178,"description":174,"rel":179,"type":180},[]]