[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-blue-post-hotel-and-the-kenya-hotels-and-allied-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":188,"content_type_view":189,"extra_breadcrumbs":190,"body":192,"body_blocks":203,"related_pages":207},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":186,"translations":187},{"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-blue-post-hotel-and-the-kenya-hotels-and-allied-workers-union","b8cc1a96-b8e5-11e3-b449-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-blue-post-hotel-and-the-kenya-hotels-and-allied-workers-union\u002Fmemorandum-of-agreement-between-blue-post-hotel-and-the-kenya-hotels-and-allied-workers-union\u002F","Memorandum of Agreement between Blue Post Hotel and the Kenya Hotels and Allied Workers’ Union - 2013","KEN Blue Post Hotel - 2013","Kenya - KEN Blue Post Hotel - 2013","KEN Blue Post Hotel - 2013 - Hospitality, catering, tourism",{"name":41,"data":42},"CBA BLUE POST HOTEL - NEGOTIATED FINAL DRAFT.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 BLUE POST HOTEL AND THE KENYA HOTELS AND\nALLIED WORKERS’ UNION\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties to this Collective Bargaining Agreement meeting together in a\nfree voluntary atmosphere of association, have determined the TERMS AND\nCONDITIONS OF SERVICE, whereby it is agreed to provide as follows:-\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) The terms and conditions of employment set out in this Agreement shall\nbe observed by both parties and shall apply to all unionisable employees\ncovered by the Recognition Agreement between both parties.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) No employee already in the service of the Blue Post shall receive terms\nand conditions of service subsequent to the signing of this Agreement less\nfavourable than the terms and conditions of his\u002Fher service at that date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 1: DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Duration of Agreement – 2 years.This Collective Bargaining Agreement\ncommencing on 1st July, 2013 and shall remain in force for a period of two (2)\nyears, to expire on 30th June 2015.\u003C\u002Fp>\n\n\u003Cp>(b) (i) Either party wishing to amend any clause in the Collective\nBargaining Agreement (CBA) shall give the other one (1) month’s notice in\nwriting prior to the expiry date of the agreement (CBA).\u003C\u002Fp>\n\n\u003Cp>(ii) Discussions on the proposed amendments shall not commence later than\none (1)month before the expiry date of this Collective Bargaining Agreement and\nmay mutually be varied as the case may be.\u003C\u002Fp>\n\n\u003Cp>(iii) During the period of amendment\u002Fnegotiations, this CBA shall remain in\nforce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 2 : ENGAGEMENT\u003C\u002Fh3>\n\n\u003Cp>The employee shall be given two copies of letter of appointment of which\nhe\u002Fshe shall sign original in presence of the third person and return it to the\nemployer. This letter shall indicate the job and wage affixed. The letter of\nappointment shall be in the form set of in Appendix ‘A’.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 3 : APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>The employer shall notify in writing the shop steward of an establishment or\nin the absence of the shop steward other responsible member of the works\ncommittee or in absence of works committee member, the local union\nrepresentative of the appointment of a new unionisable member of staff.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 4 : UNION MEMBERSHIP\u003C\u002Fh3>\n\n\u003Cp>Both parties to this Collective Bargaining Agreement shall be committed to\nthe harmonization of better working industrial relations between the employer\nand the\u003C\u002Fp>\n\n\u003Cp>employees. Responsibilities laid therein would only be fulfilled within the\nlabour standards on freedom of individual choice for membership and such\ndecision should not affect their employment, continued employment or career\nprospects of an individual employee. The union membership for such employees as\nis covered by this Collective Bargaining Agreement should be maintained at a\nhigh level effective on engagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 5 : CESSATION OF WORK\u003C\u002Fh3>\n\n\u003Cp>a) The company and the union recognize that the economic well being of the\ncompany and its employees is dependent upon the maintenance of a harmonious\nrelationship and industrial peace, therefore, with full cognizance of their\nresponsibilities the company and the union agree that in the event of any\ndifferences of opinion arising in respect of any matter explicitly agreed in\nthis document or in the interpretation or application of this Agreement or in\nrespect of any other matter which may arise later which is not referred to in\nthis Agreement, they will enter into conciliatory discussion with the objective\nof endeavoring to seek a settlement satisfactory to both and until those\ndiscussions have been exhausted, no arbitrary action designed to bring about a\nstoppage of work will be taken either by the company or the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) If in spite of their best endeavors to reach a mutually satisfactory\nsettlement the company and the union fail to do so, either party decides that a\nstoppage of work should occur, the procedure laid down in The Labour Relations\nAct, 2007 shall be applicable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 6: ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) All employees are entitled to annual leave upon completion of every\ntwelve (12) consecutive months of service and shall be to a minimum of twenty\nfour (24) working days with full pay will either be taken in full or in\npart.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Where employment is terminated before the completion of twelve (12)\nconsecutive months of service, the employee shall be entitled to pro-rated\nleave of 2 days for each completed month of service.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>(c) An employee proceeding on leave shall be entitled to a minimum of Kenya\nshillings Four Thousand Four Hundred Only (Kshs 4,400\u002F=) prior to the\ncommencement of the leave period. In the event of termination of an employee\nbefore the completion of twelve (12) consecutive months of service, leave\ntraveling allowance shall be paid on prorated basis.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 7 : MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) Female employees shall be entitled to a three (3) months maternity leave\nwith full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(b) Male employees shall be entitled to 14 days paternity leave along side\n(a) above with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(c) Female employee who have taken such maternity leave entitlements, shall\nnot forfeit their Annual Leave due in that same year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 8 : LEAVE FOR TRADE UNION CONFERENCE\u003C\u002Fh3>\n\n\u003Cp>(a) The Union shall seek leave of absence with full pay for unionisable\nemployees, thirty days prior to the commencement of the training, workshop,\nseminar or course, sponsored by the union, the National Labour Centre and or\nthe International Trade Secretariat.\u003C\u002Fp>\n\n\u003Cp>(b) The Union shall furnish the management with a list of its elected\nofficials in appropriate time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 9 : LEAVE FOR EDUCATION SEMINAR AND COURSES\u003C\u002Fh3>\n\n\u003Cp>The company agrees to grant leave with full pay to the union members\nsponsored by them (the union) to attend Educational Seminars and courses for\nthe entire duration of such seminars and courses provided 07 days written\nnotice has been given to the company. Proper reason must be given to the\nemployer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 10 : GAZZETTED PUBLIC HOLIDAY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>(a) Any Gazetted holiday shall be a holiday with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) Where an employee works on a public holiday which is not his\u002Fher rest\nday\u003C\u002Fp>\n\n\u003Cp>he\u002Fshe shall be paid overtime at double rate his\u002Fher hourly rate or be\ngiven\u003C\u002Fp>\n\n\u003Cp>two days off.\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee works on a public holiday, which is also his\u002Fher rest\nday, then he\u002Fshe shall be paid for all hours worked at double rate plus one day\noff day or be given three full days as off duty.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 11 : COMPASIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>The management at its discretion shall grant special leave on compassionate\ngrounds upon application by an employee. Such compassionate leave if granted\nshall be deducted against the normal leave accrued.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 12 : CHANGE OF CLASSIFICATION\u003C\u002Fh3>\n\n\u003Cp>If any employee is permanently transferred to a lower category through no\nfault of his own, his basic pay will not be reduced, provided an agreement has\nbeen reached between the company and the union on the matter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 13 : VACANCIES\u003C\u002Fh3>\n\n\u003Cp>Where vacancies of promotional nature arise, the company shall give first\nconsideration to existing employees taking in to account such considerations as\nrelative ability, experience, qualification and length of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When the fore going procedure has been exhausted and the company decides to\nadvertise in the press e.t.c. copies of the advertisement will be posted on the\nnotice board for the information of the employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 14 : SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>After the probationary period, employees will be entitled to sick leave pay\nin a period of 12 months consecutive service according to length of service as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employee with five (5) years service or less:-\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>(i) The first 42 days with full pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(ii) The next 42 days with half pay and\u003C\u002Fp>\n\n\u003Cp>(iii) Thereafter leave without pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee with over 5 to 10 years’ service:-\u003C\u002Fp>\n\n\u003Cp>(i) The first 42 days with full pay and\u003C\u002Fp>\n\n\u003Cp>(ii) The next 42 days with half pay\u003C\u002Fp>\n\n\u003Cp>(iii) Thereafter leave without pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee with over 10 or more years’ service:-\u003C\u002Fp>\n\n\u003Cp>(i) The first 42 days with full pay and\u003C\u002Fp>\n\n\u003Cp>(ii) The next 42 days with half pay\u003C\u002Fp>\n\n\u003Cp>(iii) Thereafter leave without pay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee shall not be entitled to the payment (referred to in paragraph\n(a) (b) and (c) of this clause) unless he produces to the employer a\ncertificate of incapacity covering the period of leave claimed, signed by a\nduly qualified medical practitioner or a person acting on such practitioner’s\nbehalf in charge of a recognized hospital. In case of dispute of Medical\nreport, Unit’s doctor’s report will be obtained.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee retired on medical grounds shall be entitled to gratuity benefit\nas per this CBA\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 15 : WARNINGS\u003C\u002Fh3>\n\n\u003Cp>An employee who commits an offence other than gross misconduct or other\ncause of lawful dismissal may be given a written warning which shall be entered\nin the employee’s employment record and shall remain valid for a period of\nseven and a half (7.5) months from the date of issuing.\u003C\u002Fp>\n\n\u003Cp>(a) The first and the second warnings will be recorded in the employee’s\nfile and copies to the shop steward and the Union office.\u003C\u002Fp>\n\n\u003Cp>(b) The third and final warning shall be copied to the employee liable to\ntermination, shop steward and the union.\u003C\u002Fp>\n\n\u003Cp>(c) If an employee completes 7 and a half months from the date of the last\nwarning without any further offence, any warning(s) recorded on his\u002Fher file\nshall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 16 : TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After completion of the probationary period, employment shall be terminated\nby either party by giving written notice or by the payment of wages in lieu of\nnotice as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Employees having up to 5 years continuous service one month notice or pay\nin lieu.\u003C\u002Fp>\n\n\u003Cp>b) Employees having more than 5 years but less than 10 years continuous\nservice (2) two months’ notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>c) Employees up to 10 but less than 15 years (3) three months’ notice or\npay in lieu.\u003C\u002Fp>\n\n\u003Cp>d) Employees having 15 years or more continuous service (4) four months’\nnotice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 17 : REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>Where an employee is to be terminated on the account of redundancy, the\nfollowing principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Labour Relations Act, 2007 and The Employment Act 2007, shall be\nadhered to the latter.\u003C\u002Fp>\n\n\u003Cp>(b) The principle of “Last in First out” shall be observed.\u003C\u002Fp>\n\n\u003Cp>(c) The Union shall be informed of the reasons for and the extents of the\nintended redundancy of each employee to be effected with a written notice of\nthree months of the intended termination.\u003C\u002Fp>\n\n\u003Cp>(d) The management shall have due regard to seniority, skill, ability and\nreliability of each employee to be affected.\u003C\u002Fp>\n\n\u003Cp>(e) No employee to be discriminated against, for being, or not being a union\nmember.\u003C\u002Fp>\n\n\u003Cp>(f) Redundant employee shall be entitled to cash payment before work ceases.\nHence the following:-\u003C\u002Fp>\n\n\u003Cp>(i) Notice as provided for under Clause 16 herein;\u003C\u002Fp>\n\n\u003Cp>(ii) Days and overtime worked;\u003C\u002Fp>\n\n\u003Cp>(iii) Leave due;\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>(iv) Severance pay at the rate of twenty (20) days for each completed year\nof service;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(g) The notices shall give\u002Fissued to the employees according to clause 16 of\nthis Agreement;\u003C\u002Fp>\n\n\u003Cp>(h) Where in the event of change in the management or ownership of the\nestablishment the outgoing management shall ensure that the incoming managers,\nmanagement, or owner undertakes to continue the employment of employees with\nfull benefits for past services and the union shall be informed accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 18 : CONTRACTUAL JOBS\u003C\u002Fh3>\n\n\u003Cp>The company undertakes to discuss with the union prior to the company\ndeciding to engage private contractors to do any job which was previously done\nby the company where such contracting out will result in a certain category of\nemployees redundant. Payment under this clause will be based on those\napplicable under clause 1-17 to this agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 19 : RETIREMENT AGE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>(a) An employee who has attained the age of 60 years may retire or be\nretired. On retirement, an employee who has been in the service of the same\nemployer shall be entitled to be paid by his employer retirement benefits in\naddition to the sum due from N.S.S.F.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) On retirement, the employee shall be entitled to be paid by his\u002Fher\nemployer retirement benefits as follows for each completed year of service at\nthe rate of Basic pay applicable at the date of retirement.\u003C\u002Fp>\n\n\u003Cp>(i) Upto 5 years – 16 days per year\u003C\u002Fp>\n\n\u003Cp>(ii) 5 years to 10 years – 18 days per year\u003C\u002Fp>\n\n\u003Cp>(iii) Over 10 years – 22 days per year.\u003C\u002Fp>\n\n\u003Cp>(c) In absence of any official record, proof of an employee’s age shall be\nevidenced by a certificate issued for that purpose by a duly qualified medical\npractitioner.\u003C\u002Fp>\n\n\u003Cp>(d) In all cases of retirement whether upon attaining retirement age or on\nmedical grounds, the employee’s services shall be terminated as per the\nprovisions of clause 16 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 20 : GRIEVANCE PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>STAGE 1: An employee desiring to raise any grievance shall in the first\ninstance discuss the matter with his immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>STAGE II: Failing a satisfactory solution within two working days after the\nmatter has been raised at stage 1, the employee may refer the matter to his\nsenior supervisor. At this stage he may be presented by the appropriate union\nshop-steward.\u003C\u002Fp>\n\n\u003Cp>STAGE III: Failing a satisfactory solution within two days after the matter\nhas been raised at stage II, the employee with or without his union\nrepresentative may raise the matter with the manager\u002Fdepartmental head or his\nnominee. The company will give its decision within two working days of the\nmeeting.\u003C\u002Fp>\n\n\u003Cp>STAGE IV: If a solution is not forth coming at stage III, the union may\nrefer the letter in writing to the management of the company who will schedule\na meeting with the union to discuss the issue involved. This meeting will be\nheld within four working days of receipt of the union’s letter. Within three\nworking days of the date of that meeting the final decision of the management\nwill be communicated to the union in writing.\u003C\u002Fp>\n\n\u003Cp>STAGE V: If any matter has not been resolved on completion of the foregoing\nprocedure, the grievance will be referred to the grievance committee of the\ncompany and the union. The committee will consist of Human Resource manager and\ntwo of his nominees and the union Branch Secretary and two of his nominees,\nwhile the employee will be represented by his shop steward. Decision of the\ngrievance committee will be mutual agreement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 21 : CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>At the termination of employment, the management shall give to the employee\na CERTIFICATE OF SERVICE as prescribed in Section 51 of The Employment Act,\n2007, Laws of Kenya.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 22 : HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>In addition to the basic wages all unionsable employees shall be paid a\nhouse allowance as per attached schedule Grade 1-3 Kshs 5,884\u002F=, Grade 4-5\nKshs.5,998\u002F= and Grade 6-9 Kshs.6,136\u002F= per month if not housed, which is not\ntaken into consideration when calculating over time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 23 : SAFETY AND HEALTH\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>The Work Injury Benefits Act, 2007 will apply to an employee who sustains an\ninjury out the course of his\u002Fher employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 24 : UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>(a) The management shall provide and maintain uniforms.\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall provide two sets of uniform and shoes\u002Fboots to all\nworkers subject to wear and tear. The type and style of uniforms for each\ncategory employee shall be in accordance to the job they perform and shall be\nchangeable at when need arises by the employer.\u003C\u002Fp>\n\n\u003Cp>(d) Where uniforms are not laundered by employer, the employee shall be\nissued with laundry soap of not less than one bar per month to staff who will\nbe responsible for laundering their own uniforms.\u003C\u002Fp>\n\n\u003Cp>(e) Uniforms remain the property of the employer.\u003C\u002Fp>\n\n\u003Cp>(f) The uniforms shall be worn and used during working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 25 : PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>(a) The management shall provide and maintain Personal Protective Equipment\nand uniforms.\u003C\u002Fp>\n\n\u003Cp>(b) Failure by the management to provide uniforms as mentioned in the above\nclause, unionized employees shall be compensated with cash equivalent to the\nmarket price.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 26 : PROBATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>(a) A newly engaged employee shall serve a two (2) months probation\nperiod.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) During the probation period, either party may terminate employment by\ngiving seven (7) days written notice or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 27 : ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to perform work of a high grade than his own\nfor a period of not less than 30 days, he\u002Fshe will be entitled to be paid at\nthe rate of 20% of the higher grade during the time that he\u002Fshe performs that\nwork. Where such acting appointment are as a result of resignation, dismissal\nor permanent transfer the employee acting continuously in that position for at\nleast 3 months shall be confirmed in that position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 28 : HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>(a) The normal working week shall consist of 48 hours spread over 6 days of\nthe week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Normal hourly Rate Calculation:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic Wage\u002FSalary\u003C\u002Fp>\n\n\u003Cp>=Hourly Rate\u003C\u002Fp>\n\n\u003Cp>Ave. Hrs Per year\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 29 : EMPLOYMENT COMMUNICATION\u003C\u002Fh3>\n\n\u003Cp>Communication to an employee in respect of the terms and conditions of\nservice shall be in written form and signed for by the employee as an\nacknowledgement of receipt. Such signatures shall not be instituted acceptance\nof indiscipline barring an appeal, but only as evidencve of receipt of the\nletter.\u003C\u002Fp>\n\n\u003Cp>(b) The employer reserves the right to issue general communication to staff\nthrough circulars, notices and regulations which should be displayed\nconspicuously on the staffs notice board and the content thereof shall be taken\nto be sufficient communication to all employees to this regard.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 30 : OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>(a) Hours worked in excess of the normal working hours 48 hours per week,\nweekly rest days and Gazetted Public Holidays, shall be payable at the rate of\ntwo (2) times the hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) Overtime hourly rate calculation:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic Wage \u002F Salary\u003C\u002Fp>\n\n\u003Cp>X 2 = Double Hourly Rate.\u003C\u002Fp>\n\n\u003Cp>Av. Hrs per year\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 31 : ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Cp>Bonus will be granted at the discretion of the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 32 : MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>MEDICAL BENEFITS:\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>(a) The management shall provide full Medical Treatment as per section 34 of\nThe Employment Act, 2007, Laws of Kenya, any amendment thereof, provided\nthat:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The employer will notify all employees of the recognized\nhospital\u002Fdispensary to which the employees shall attend for medical\ntreatment.\u003C\u002Fp>\n\n\u003Cp>(ii) Where an employee in an emergency attends a recognized\nhospital\u002Fdispensary, then all the expenses shall be met by the employer subject\nto the employee notifying the employer within 72 hours of the hospital in which\nhe\u002Fshe has been admitted. \u003C\u002Fp>\n\n\u003Cp>(b) The Work Injuries Benefits Act, 2007, The Occupational Safety and Health\nAct, 2007 Laws of Kenya, shall apply to an employee who sustains an injury in\nthe course of his\u002Fher employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 33 : SEASONAL EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>The company may employ persons on temporary\u002Fseasonal basis for a period to\nbe specifically advised to the employee, such period not exceeding three\nmonths. Temporary\u002Fseasonal employment may only offered for genuine\ntemporary\u002Fseasonal purposes. Such employees will be subject to the same terms\nand conditions of service as other employees who are subject to this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The employer shall not terminate the service of temporary \u002F seasonal\nemployee after completion of an aggregate of three months service or less, and\nemploy a new employee in his\u002Fher place nor shall the employer re-employ the\ntemporary\u002Fseasonal employee within a short period of time in order to avoid\nemploying the temporary\u002Fseasonal on a permanent basis.\u003C\u002Fp>\n\n\u003Cp>b) Should the temporary\u002Fseasonal employee then be engaged in permanent\nemployment for the company the provision of clause 1-27 of this agreement\nrelating to probationary terms will apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 34 : SERVICE CHARGE\u003C\u002Fh3>\n\n\u003Cp>The company shall undertake to operate a service charge on all sales arising\nfrom rooms, food, drinks, telephone and laundry whether it is by cash or\ncredit. Provided that, the industry shall charge on other revenue items above\ndeclared prices for example, bar sales, telephone, laundry and other such\nservice charges to be collected and distributed in accordance with the\ncollection as here below:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The monies collected through service charge shall be distributed\nequitably to all unionizable employees on terms that shall be agreed upon by\nthe works committee of an individual establishment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A monthly reconciliation in relation to the service charge collected and\ndistributed shall be provided by the management of the industry to the shop\u003C\u002Fp>\n\n\u003Cp>steward and the union branch representative at the time the service charge\nwas distributed to the unionizable employees by the tenth day latest of the\nfollowing\u003C\u002Fp>\n\n\u003Cp>month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The union shall have to appoint a recognized qualified\naccountant\u002Fauditor during the term of this agreement for the purposes of\ncounter checking the books and records of accounts as maintained by the\nindustry on service charge on her own cost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Copies of the audited reports thereof shall be given to both the Union\nBranch Secretary and the Management for an action to be taken on any\ndiscrepancies\u003C\u002Fp>\n\n\u003Cp>arising from the report.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Once the annual audit of the industry; accounts books and records on\nservice charge are done with by her auditors, the audited reconciliation of\nservice charge collection and distribution covering the period shall be\nprovided to the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) A deduction of 10% from the service charge collection shall be retained\nby the industry for administrative purposes; the balance of 90% shall be\ndistributed as per sub-clause (i) herein above and herein under throughout the\nterm of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- 6 % on Beverage.\u003C\u002Fp>\n\n\u003Cp>- 7% on Food and Accommodation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 35 : DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>In the event of the death of an employee, the following amount shall be paid\nto his\u002Fher estate, or to the next of kin recognized by the management:-\u003C\u002Fp>\n\n\u003Cp>(a) Coffin and transport for the body upto a sum of Kshs.24,000\u002F=.\u003C\u002Fp>\n\n\u003Cp>(b) All benefits and entitlements under Clause 42 of this Collective\nBargaining Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 36 : PROMOTION AND DEMOTION\u003C\u002Fh3>\n\n\u003Cp>(a) The Management shall give due preference to the existing employees\nsubject to merit and qualifications whenever such vacancies occur, before\nconsideration of new applicants.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who passes a prescribed examination and there occurs a\nvacancy, shall be appraised and considered for promotion subject to skill,\nmerit and experience.\u003C\u002Fp>\n\n\u003Cp>(c) In case it is necessary to demote an employee to a lower wage grade of\nemployment for disciplinary on justifiable unsatisfactory conduct, he\u002Fshe shall\ncontinue to receive the already earned wage without reduction.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 37 : HIV (AIDS) PROGRAMMES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NATIONAL CODE OF PRACTICE ON HIV & AIDS IN THE WORK PLACE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The National code of practice shall provide a framework for the Employer and\nstaff to improve access to HIV information for all to make informed choice,\ncreate a supportive environment at the work place free of stigma and\ndiscrimination and improve access to treatment, care and support for any\ninfected and affected workers.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 38 : GENERAL WAGE INCREMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>1st year 11% and 2nd year 12%.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 39 : TOOLS ALLOWANCES\u003C\u002Fh3>\n\n\u003Cp>A tool allowance of Kshs. 2,000\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>CLAUSE 40 : ACCIDENT INSURANCE COVERS\u003C\u002Fh3>\n\n\u003Cp>The one existing to continue in place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>CLAUSE 41 : SERVICE GRATUITY\u003C\u002Fh3>\n\n\u003Cp>In the event of any employee leaving employment either through retirement,\ntermination or redundancy shall be entitled to service gratuity as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Three to five years of service:-\u003C\u002Fp>\n\n\u003Cp>10 days basic salary plus house allowance per completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)From five years and ten years of service:-\u003C\u002Fp>\n\n\u003Cp>18 days basic salary plus house allowance per completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii)From ten years of service and above:-\u003C\u002Fp>\n\n\u003Cp>20 days basic salary plus house allowance per completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PARTY SIGNATURES:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF BLUE POST HOTEL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME : JOHN P. OLE NGOSSORR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DESIGNATION : UNIT MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGN:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME : ABISAI O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DESIGNATION : SENIOR EXECUTIVE OFFICER-LEGAL & INDUSTRIAL RELATIONS -\nFEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGN:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF KENYA HOTELS AND ALLIED WORKERS\nUNION(K.H.A.W.U)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>K.H.A.W.U OFFICIALS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME : JOANES OKOTCH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DESIGNATION : SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGN:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NAME: KAMAU GEOFREY KARANJA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DESIGNATION: SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGN:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX \"A\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LETTER OF APPOINTMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Date ...................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dear Sir\u002FMadam,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This letter confirms your appointment as an employee of .................on\nterms and conditions ' of service as contained in the current agreement between\nthis organization and KHAWU applicable to all unionisable members of staff.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A copy of the current agreement is in possession of the shopsteward and you\nare advised to acquaint yourself with its terms before you sign this letter of\nappointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This letter of appointment is to be read at times together with the\nagreement existing between this organization and KHAWU of which you are\neligible for appointment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DUTIES:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You will be employed initially as .............Reporting to\n............altered at the discretion of the management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE OF COMMENCEMENT: .................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TRANSFER:………..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade...........................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>But your functions and duties may be………….\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>You may be transferred from one unit to another during the course of your\nemployment without break of service to perform those duties that may be\nentrusted to you in accordance to the negotiated collective bargaining\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WAGE :\u003C\u002Fp>\n\n\u003Cp>You will be paid a Wage\u002FSalary of Kshs: ....... payable in arreas at the end\nof each month\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HOUSE ALLOWANCE:\u003C\u002Fp>\n\n\u003Cp>The housing allowance under the current collective agreement is Ksh\n...payable in arreas at the end of each month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>GRADE 1: UNSKILLED CATEGORY (PREVIOUS EXPERIENCE NOT REQUIRED)\u003C\u002Fp>\n\n\u003Cp>- CLEANER – (POOL, GARDEN, OFFICE, LAUNDRY, BOAT)\u003C\u002Fp>\n\n\u003Cp>- GARDEN SWEEPER\u003C\u002Fp>\n\n\u003Cp>- GLASS WASHER\u003C\u002Fp>\n\n\u003Cp>- LIFT ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- VALET RUNNER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 2: SEMI-SKILLED CATEGORY\u003C\u002Fp>\n\n\u003Cp>- GARDENER\u003C\u002Fp>\n\n\u003Cp>- HALL PORTER\u003C\u002Fp>\n\n\u003Cp>- LINEN\u002FLAUNDRY ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- OFFICE MESSENGER\u003C\u002Fp>\n\n\u003Cp>- PORTERS\u003C\u002Fp>\n\n\u003Cp>- SANITARY ATTENDANT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 3: LOW SKILLED CATEGORY\u003C\u002Fp>\n\n\u003Cp>- ASST. AIRCRAFT ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- COMMIS\u003C\u002Fp>\n\n\u003Cp>- F&B WAITER\u003C\u002Fp>\n\n\u003Cp>- HEAD CLEANER\u003C\u002Fp>\n\n\u003Cp>- HEAD OFFICE MESSENGER\u003C\u002Fp>\n\n\u003Cp>- ROOM STEWARD\u003C\u002Fp>\n\n\u003Cp>- SALES LADY\u003C\u002Fp>\n\n\u003Cp>- SECURITY GUARD\u003C\u002Fp>\n\n\u003Cp>- SYCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 4: MEDIUM SKILLED CATEGORY\u003C\u002Fp>\n\n\u003Cp>- AIRCRAFT ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- ASSISTANT HEAD PORTER\u003C\u002Fp>\n\n\u003Cp>- BARMAN\u003C\u002Fp>\n\n\u003Cp>- BOILERMAN (WITH TRADE SKILLS)\u003C\u002Fp>\n\n\u003Cp>- BOND ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- CELLARMAN\u003C\u002Fp>\n\n\u003Cp>- COOK (DEMI – CHEF)\u003C\u002Fp>\n\n\u003Cp>- DOG HANDLERS\u003C\u002Fp>\n\n\u003Cp>- DOORMAN\u003C\u002Fp>\n\n\u003Cp>- DRIVER (UNDER 2 TONS)\u003C\u002Fp>\n\n\u003Cp>- GUEST SHOP ASSISTANT\u003C\u002Fp>\n\n\u003Cp>- HAIR DRESSER\u003C\u002Fp>\n\n\u003Cp>- HEAD GARDENER\u003C\u002Fp>\n\n\u003Cp>- JNR STORE CLERK\u003C\u002Fp>\n\n\u003Cp>- KITCHEN HELPER\u002FKITCHEN HAND\u002FKITCHEN STEWARD\u003C\u002Fp>\n\n\u003Cp>- LAUNDRY OPERATOR\u003C\u002Fp>\n\n\u003Cp>- LINEN REPAIRER\u002FSEAMSTRESS\u003C\u002Fp>\n\n\u003Cp>- LINEN\u002FLAUNDRY CLERK\u003C\u002Fp>\n\n\u003Cp>- MFG MACHINE ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- MINI BAR ATTENDANTS (ROOMS)\u003C\u002Fp>\n\n\u003Cp>- PASTRY SHOP ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- PERTROL STATION ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- ROOM SERVICE ORDER TAKER\u003C\u002Fp>\n\n\u003Cp>- SECURITY GUARD\u003C\u002Fp>\n\n\u003Cp>- SENIOR ROOM STEWARD\u003C\u002Fp>\n\n\u003Cp>-SENIOR SALES LADY\u003C\u002Fp>\n\n\u003Cp>- SENIOR WAITER (F&B)\u003C\u002Fp>\n\n\u003Cp>- STAFF SHOPKEEPER\u003C\u002Fp>\n\n\u003Cp>- SWIMMING POOL ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- TRAINEE TELEPHONIST\u003C\u002Fp>\n\n\u003Cp>- UNGRADED ARTISAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 5: MEDIUM\u002FHIGH SKILLED CATEGORY\u003C\u002Fp>\n\n\u003Cp>- ANIMATORS\u003C\u002Fp>\n\n\u003Cp>- ARTISAN (T.T. III)\u003C\u002Fp>\n\n\u003Cp>- BOAT DRIVER\u003C\u002Fp>\n\n\u003Cp>- COPY TYPIST (OVER 40 WPM)\u003C\u002Fp>\n\n\u003Cp>- DRIVER (OVER 2 TONS UNDER 8)\u003C\u002Fp>\n\n\u003Cp>- DRIVER GUIDE\u003C\u002Fp>\n\n\u003Cp>- FLOOR\u002FHJOUSEKEEPING SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- FLORIST\u003C\u002Fp>\n\n\u003Cp>- GYM INSTRUCTOR\u003C\u002Fp>\n\n\u003Cp>- HEAD LINEN KEEPER\u003C\u002Fp>\n\n\u003Cp>- HEAD PORTER\u003C\u002Fp>\n\n\u003Cp>- HEALTH CENTRE ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- JNR ACCOUNTS CLERK\u003C\u002Fp>\n\n\u003Cp>- JUNIOR PERSONNEL CLERK\u003C\u002Fp>\n\n\u003Cp>- KITCHEN CLERK\u003C\u002Fp>\n\n\u003Cp>- LIFE SAVER\u003C\u002Fp>\n\n\u003Cp>- MASSEURS\u003C\u002Fp>\n\n\u003Cp>- MEDICAL DRESSER\u003C\u002Fp>\n\n\u003Cp>- MFG MACHINE OPERATOR\u003C\u002Fp>\n\n\u003Cp>- MINI BAR SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- RESTAURANT HOSTESS\u003C\u002Fp>\n\n\u003Cp>- SENIOR AIRCRAFT ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- SENIOR BARMAN\u003C\u002Fp>\n\n\u003Cp>- SENIOR BOND ATTENDANT\u003C\u002Fp>\n\n\u003Cp>- SENIOUR COOK\u002FCHEF DE PARTIE\u003C\u002Fp>\n\n\u003Cp>- STEWARDING SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- STORES CLERK\u003C\u002Fp>\n\n\u003Cp>- TELEPHONIST “B”\u002FRADIO OPERATOR\u003C\u002Fp>\n\n\u003Cp>- TELEX OF FAX OPERATOR\u003C\u002Fp>\n\n\u003Cp>- TIME KEEPER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 6: HIGHER SKILLED CATEGORY\u003C\u002Fp>\n\n\u003Cp>- ACCOUNTS CLERK (ACNC 1 & II OR EQUIVALENT)\u003C\u002Fp>\n\n\u003Cp>-ARTISAN (TRADE TEST 2)\u003C\u002Fp>\n\n\u003Cp>- ASST. HOUSEKEEPER\u003C\u002Fp>\n\n\u003Cp>- AST. LAUNDRY SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- ASST. STOREKEEPER\u003C\u002Fp>\n\n\u003Cp>- BOND CLERKS\u003C\u002Fp>\n\n\u003Cp>- CAPTAIN(ASST MAITRE DE’HOTEL)\u003C\u002Fp>\n\n\u003Cp>- GUEST SHOPKEEPER\u003C\u002Fp>\n\n\u003Cp>- HEAD BARMAN\u003C\u002Fp>\n\n\u003Cp>- HEAD CELLARMAN\u003C\u002Fp>\n\n\u003Cp>- JUNIOR SOUS CHEF\u003C\u002Fp>\n\n\u003Cp>- MASSAGE SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- MFG SENIOR MACHINE OPERATOR\u003C\u002Fp>\n\n\u003Cp>- PERSONNEL CLERK\u003C\u002Fp>\n\n\u003Cp>- RECEPTIONIST\u003C\u002Fp>\n\n\u003Cp>- RESERVATIONS CLERK\u003C\u002Fp>\n\n\u003Cp>- ROOM SERVICE SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>-SENIOR SECURITY GUARD\u003C\u002Fp>\n\n\u003Cp>- SHORT HAND TYPIST (50\u002F80)\u003C\u002Fp>\n\n\u003Cp>- SLOT MACHINE OPRATOR\u003C\u002Fp>\n\n\u003Cp>- STAFF CANTEEN SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- SWIMMING POOL CASHIER\u003C\u002Fp>\n\n\u003Cp>- TELEPHONIST “A”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 7: QUALIFIED SKILLED CATEGORY\u003C\u002Fp>\n\n\u003Cp>- ACCOUNTS CLERK (CPA I)\u003C\u002Fp>\n\n\u003Cp>- ARTISAN (T.T.1 OR EQUIVALENT EXPERIENCE)\u003C\u002Fp>\n\n\u003Cp>- ASST. CHIEF STEWARD\u003C\u002Fp>\n\n\u003Cp>- BAR SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- COMPUTER OPERATOR\u003C\u002Fp>\n\n\u003Cp>- DRIVERS (VEHICLES OVER 8 TONS)\u003C\u002Fp>\n\n\u003Cp>- FRONT OFFICE CASHIER\u003C\u002Fp>\n\n\u003Cp>- HEAD BOATMAN\u003C\u002Fp>\n\n\u003Cp>- HEAD TELEPHONE OPERATOR\u003C\u002Fp>\n\n\u003Cp>- HEAD WAITER (MAITRE DE’HOTEL)\u003C\u002Fp>\n\n\u003Cp>- HOUSEKEEPER\u003C\u002Fp>\n\n\u003Cp>- LAUNDRY SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- MFG MACHINE SETTER\u003C\u002Fp>\n\n\u003Cp>- NURSE (K.E.N. COMMUNITY NURSE)\u003C\u002Fp>\n\n\u003Cp>- PORT STEWARDS\u003C\u002Fp>\n\n\u003Cp>- RECEPTIONIST\u002FCASHIER\u003C\u002Fp>\n\n\u003Cp>- RESTAURANT CASHIER\u003C\u002Fp>\n\n\u003Cp>- SENIOR BOND CLERK\u003C\u002Fp>\n\n\u003Cp>- SHIFT LEADER RECEPTIONIST\u003C\u002Fp>\n\n\u003Cp>- SNR PERSONNEL CLERK\u003C\u002Fp>\n\n\u003Cp>- SOUS CHEF\u003C\u002Fp>\n\n\u003Cp>- STOREKEEPER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 8: SECTION HEADS\u003C\u002Fp>\n\n\u003Cp>- ASST. CATERING OFFICER\u003C\u002Fp>\n\n\u003Cp>- ASST. HEAD HOUSEKEEPER\u003C\u002Fp>\n\n\u003Cp>- ASST. SECURITY OFFICER\u003C\u002Fp>\n\n\u003Cp>- ASST. TRANSPORT SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- CHIEF BOND CLERK\u003C\u002Fp>\n\n\u003Cp>- CHIEF STEWARD\u003C\u002Fp>\n\n\u003Cp>- DRIVERS (VEHICLES OVER 12 TONS)\u003C\u002Fp>\n\n\u003Cp>- FOOD AND BEVERAGE CONTROLLER\u003C\u002Fp>\n\n\u003Cp>- GUEST RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>- HEAD CASHIER\u003C\u002Fp>\n\n\u003Cp>- HEAD OF LAUNDRY\u003C\u002Fp>\n\n\u003Cp>- HEAD RECEPTIONIST\u003C\u002Fp>\n\n\u003Cp>- HEAD STOREKEEPER\u003C\u002Fp>\n\n\u003Cp>- NIGHT AUDITOR\u003C\u002Fp>\n\n\u003Cp>- RETAIL SHOPKEEPER\u003C\u002Fp>\n\n\u003Cp>- REVENUE CONTROLLER\u003C\u002Fp>\n\n\u003Cp>- SENIOR ACCOUNTS CLERK\u003C\u002Fp>\n\n\u003Cp>- SENIOR COMPUTER OPERATOR\u003C\u002Fp>\n\n\u003Cp>- SENIOR PORT STEWARD\u003C\u002Fp>\n\n\u003Cp>- SENIOUR SOUS CHEF\u003C\u002Fp>\n\n\u003Cp>- SNR SLOT MACHINE ATTENDANT\u002FCASHIER\u003C\u002Fp>\n\n\u003Cp>- TECHNICIAN III\u003C\u002Fp>\n\n\u003Cp>- WORKSHOP\u002FGARAGE FOREMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE 9: SENIOR SECTION HEADS\u003C\u002Fp>\n\n\u003Cp>- ACCOUNTS SUPERVISOR (CPA II)\u003C\u002Fp>\n\n\u003Cp>- COMPUTER PROGRAMMER\u003C\u002Fp>\n\n\u003Cp>- COMPUTER SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- EXECUTIVE\u002FHEAD HOUSEKEEPER\u003C\u002Fp>\n\n\u003Cp>- MAINTENANCE SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>- NURSE (KRN, KRM)\u003C\u002Fp>\n\n\u003Cp>- PERSONNEL ASSISTANT\u003C\u002Fp>\n\n\u003Cp>- SECURITY OFFICER\u003C\u002Fp>\n\n\u003Cp>- STENOGRAPHER (50\u002F100 WPM)\u003C\u002Fp>\n\n\u003Cp>- TRANSPORT SUPERVISOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SPECIAL GRADES\u003C\u002Fp>\n\n\u003Cp>- CHIPPER\u003C\u002Fp>\n\n\u003Cp>- DEALER “C”\u003C\u002Fp>\n\n\u003Cp>- MUSICIAN II (UNABLE TO READ MUSIC)\u003C\u002Fp>\n\n\u003Cp>- MUSICIAN I (ABLE TO READ MUSIC)\u003C\u002Fp>\n\n\u003Cp>- DEALER “B”\u003C\u002Fp>\n\n\u003Cp>- DEALER “A”\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>WAGES- SCHEDULE 1\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Basic Minimum Wage 2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Basic Minimum Wage 2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>1\u003C\u002Fp>\n\n        \u003Cp>2\u003C\u002Fp>\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>5\u003C\u002Fp>\n\n        \u003Cp>6\u003C\u002Fp>\n\n        \u003Cp>7\u003C\u002Fp>\n\n        \u003Cp>8\u003C\u002Fp>\n\n        \u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>7,916\u003C\u002Fp>\n\n        \u003Cp>7,966\u003C\u002Fp>\n\n        \u003Cp>8,221\u003C\u002Fp>\n\n        \u003Cp>10,687\u003C\u002Fp>\n\n        \u003Cp>13,385\u003C\u002Fp>\n\n        \u003Cp>15,001\u003C\u002Fp>\n\n        \u003Cp>18,219\u003C\u002Fp>\n\n        \u003Cp>19,000\u003C\u002Fp>\n\n        \u003Cp>20,000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7,916\n\n        \u003Cp>7,966\u003C\u002Fp>\n\n        \u003Cp>8,221\u003C\u002Fp>\n\n        \u003Cp>10,687\u003C\u002Fp>\n\n        \u003Cp>13,385\u003C\u002Fp>\n\n        \u003Cp>15,001\u003C\u002Fp>\n\n        \u003Cp>18,219\u003C\u002Fp>\n\n        \u003Cp>19,000\u003C\u002Fp>\n\n        \u003Cp>20,000\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WAGES SCHEDULE 2\u003C\u002Fp>\n\n\u003Cp>SPECIAL GRADES\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB TITLE\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Basic Minimum Wage 2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Basic Minimum Wage 2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MUSICIANS\n\n        \u003Cp>Able to read music\u003C\u002Fp>\n\n        \u003Cp>Unable to read music\u003C\u002Fp>\n\n        \u003Cp>Casino staff\u003C\u002Fp>\n\n        \u003Cp>Apron man\u002Fstacker\u003C\u002Fp>\n\n        \u003Cp>Dealer c\u003C\u002Fp>\n\n        \u003Cp>Dealer b\u003C\u002Fp>\n\n        \u003Cp>Dealer a\u003C\u002Fp>\n\n        \u003Cp>Inspector\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>-\n\n        \u003Cp>16,058\u003C\u002Fp>\n\n        \u003Cp>11,346\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>10,202\u003C\u002Fp>\n\n        \u003Cp>12,168\u003C\u002Fp>\n\n        \u003Cp>20,214\u003C\u002Fp>\n\n        \u003Cp>27,008\u003C\u002Fp>\n\n        \u003Cp>34,112\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>-\n\n        \u003Cp>16,058\u003C\u002Fp>\n\n        \u003Cp>11,346\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>10,202\u003C\u002Fp>\n\n        \u003Cp>12,168\u003C\u002Fp>\n\n        \u003Cp>20,214\u003C\u002Fp>\n\n        \u003Cp>27,008\u003C\u002Fp>\n\n        \u003Cp>34,112\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WAGES SCHEDULE 3\u003C\u002Fp>\n\n\u003Cp>SPECIAL GRADES\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB TITLE\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Basic Minimum Wage 2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Basic Minimum Wage 2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>BUTCHERY\n\n        \u003Cp>Head butcher\u003C\u002Fp>\n\n        \u003Cp>Asst. Head Butcher\u003C\u002Fp>\n\n        \u003Cp>Butchers\u003C\u002Fp>\n\n        \u003Cp>Bakery\u003C\u002Fp>\n\n        \u003Cp>Head baker\u003C\u002Fp>\n\n        \u003Cp>Asst head baker\u003C\u002Fp>\n\n        \u003Cp>Bakers\u003C\u002Fp>\n\n        \u003Cp>Asst. Bakers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>-\n\n        \u003Cp>19,452\u003C\u002Fp>\n\n        \u003Cp>12,949\u003C\u002Fp>\n\n        \u003Cp>11,172\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>19,452\u003C\u002Fp>\n\n        \u003Cp>12,949\u003C\u002Fp>\n\n        \u003Cp>11,172\u003C\u002Fp>\n\n        \u003Cp>8,898\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>-\n\n        \u003Cp>19,452\u003C\u002Fp>\n\n        \u003Cp>12,949\u003C\u002Fp>\n\n        \u003Cp>11,172\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>19,452\u003C\u002Fp>\n\n        \u003Cp>12,949\u003C\u002Fp>\n\n        \u003Cp>11,172\u003C\u002Fp>\n\n        \u003Cp>8,898\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A. HOUSING\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">HOUSE ALLOWANCES \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1-3\n\n        \u003Cp>Grade 4-5\u003C\u002Fp>\n\n        \u003Cp>Grade 6-9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,819\n\n        \u003Cp>4,913\u003C\u002Fp>\n\n        \u003Cp>5,025\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>482\n\n        \u003Cp>491\u003C\u002Fp>\n\n        \u003Cp>503\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,301\n\n        \u003Cp>5,404\u003C\u002Fp>\n\n        \u003Cp>5,528\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>583\n\n        \u003Cp>594\u003C\u002Fp>\n\n        \u003Cp>674\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,884\n\n        \u003Cp>5,998\u003C\u002Fp>\n\n        \u003Cp>6,136\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\n\n            \n            \n            \n            \n            \n            \n            ",{"hourspday_select":44,"lowwageamount":48,"contracttrialperiod":52,"maternitydiscrimination":56,"ONCERISE_trigger":60,"wageincreaseperc1":64,"dayspweek":67,"hourspweek_select":69,"childcare":71,"wageincreasetype2":75,"STRUCINCR_trigger":77,"hourspday":79,"funeralpay":81,"pensionfund":85,"paidmaternityleaveduration":89,"discrimination":93,"maxsicknesspayperc":97,"jobclassifaction1":100,"OVERTIME_trigger":104,"holidaysdays":108,"holidaysweeks":112,"healthcareaccess":114,"annleaveallowancetype":118,"SUNDAY_trigger":122,"ANNLEAVE_trigger":124,"healthandsafetypolicy":126,"overtimeallowanceperc1":130,"hourspweek":132,"paidpaternityleavepay":134,"contracttrial":138,"sicknesspay":140,"dayspweek_select":142,"SCHEDULE_trigger":144,"paidpaternityleave":146,"schedulesrestpw":148,"sicknessmaxdaysnr":150,"sundayallowanceperc1":154,"LOWWAGE_trigger":156,"annleaveallowanceamount1":158,"contractseverancepay1":160,"bankholidays1":164,"overtimeallowancetypeperiod":168,"paidmaternityleavepay":170,"sicknessmaxdays":172,"paidmaternityleave":174,"coverunion_trigger":176,"contractseverancepay":180,"PAIDLEAV_trigger":182,"paidpaternityleaveduration":184},{"bindId":45,"name":46,"text":47},"hourspday_select","(a) The normal working week shall consis","(a) The normal working week shall consist of 48 hours spread over 6 days of\nthe week.",{"bindId":49,"name":50,"text":51},"lowwageamount","WAGES- SCHEDULE 1 GRADE Basic Minimum Wa","WAGES- SCHEDULE 1\n\n\n  \n  \n  \n  \n  \n    \n      GRADE\n      Basic Minimum Wage 2012\n      \n      Basic Minimum Wage 2013\n      \n    \n    \n      1\n\n        2\n\n        3\n\n        4\n\n        5\n\n        6\n\n        7\n\n        8\n\n        9\n      \n      7,916\n\n        7,966\n\n        8,221\n\n        10,687\n\n        13,385\n\n        15,001\n\n        18,219\n\n        19,000\n\n        20,000\n      \n      7,916\n\n        7,966\n\n        8,221\n\n        10,687\n\n        13,385\n\n        15,001\n\n        18,219\n\n        19,000\n\n        20,000",{"bindId":53,"name":54,"text":55},"contracttrialperiod","(a) A newly engaged employee shall serve","(a) A newly engaged employee shall serve a two (2) months probation\nperiod.",{"bindId":57,"name":58,"text":59},"maternitydiscrimination","(c) Female employee who have taken such ","(c) Female employee who have taken such maternity leave entitlements, shall\nnot forfeit their Annual Leave due in that same year.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","Bonus will be granted at the discretion ","Bonus will be granted at the discretion of the employer.",{"bindId":65,"name":66,"text":66},"wageincreaseperc1","1st year 11% and 2nd year 12%.",{"bindId":68,"name":46,"text":47},"dayspweek",{"bindId":70,"name":46,"text":47},"hourspweek_select",{"bindId":72,"name":73,"text":74},"childcare","The management at its discretion shall g","The management at its discretion shall grant special leave on compassionate\ngrounds upon application by an employee. Such compassionate leave if granted\nshall be deducted against the normal leave accrued.",{"bindId":76,"name":66,"text":66},"wageincreasetype2",{"bindId":78,"name":66,"text":66},"STRUCINCR_trigger",{"bindId":80,"name":46,"text":47},"hourspday",{"bindId":82,"name":83,"text":84},"funeralpay","In the event of the death of an employee","In the event of the death of an employee, the following amount shall be paid\nto his\u002Fher estate, or to the next of kin recognized by the management:-\n\n(a) Coffin and transport for the body upto a sum of Kshs.24,000\u002F=.\n\n(b) All benefits and entitlements under Clause 42 of this Collective\nBargaining Agreement.",{"bindId":86,"name":87,"text":88},"pensionfund","(a) An employee who has attained the age","(a) An employee who has attained the age of 60 years may retire or be\nretired. On retirement, an employee who has been in the service of the same\nemployer shall be entitled to be paid by his employer retirement benefits in\naddition to the sum due from N.S.S.F.",{"bindId":90,"name":91,"text":92},"paidmaternityleaveduration","(a) Female employees shall be entitled t","(a) Female employees shall be entitled to a three (3) months maternity leave\nwith full pay.",{"bindId":94,"name":95,"text":96},"discrimination","The National code of practice shall prov","The National code of practice shall provide a framework for the Employer and\nstaff to improve access to HIV information for all to make informed choice,\ncreate a supportive environment at the work place free of stigma and\ndiscrimination and improve access to treatment, care and support for any\ninfected and affected workers.",{"bindId":98,"name":99,"text":99},"maxsicknesspayperc","(i) The first 42 days with full pay",{"bindId":101,"name":102,"text":103},"jobclassifaction1","GRADE 1: UNSKILLED CATEGORY (PREVIOUS EX","GRADE 1: UNSKILLED CATEGORY (PREVIOUS EXPERIENCE NOT REQUIRED)\n\n- CLEANER – (POOL, GARDEN, OFFICE, LAUNDRY, BOAT)\n\n- GARDEN SWEEPER\n\n- GLASS WASHER\n\n- LIFT ATTENDANT\n\n- VALET RUNNER\n\n\n\nGRADE 2: SEMI-SKILLED CATEGORY\n\n- GARDENER\n\n- HALL PORTER\n\n- LINEN\u002FLAUNDRY ATTENDANT\n\n- OFFICE MESSENGER\n\n- PORTERS\n\n- SANITARY ATTENDANT\n\n\n\nGRADE 3: LOW SKILLED CATEGORY\n\n- ASST. AIRCRAFT ATTENDANT\n\n- COMMIS\n\n- F&B WAITER\n\n- HEAD CLEANER\n\n- HEAD OFFICE MESSENGER\n\n- ROOM STEWARD\n\n- SALES LADY\n\n- SECURITY GUARD\n\n- SYCE\n\n\n\nGRADE 4: MEDIUM SKILLED CATEGORY\n\n- AIRCRAFT ATTENDANT\n\n- ASSISTANT HEAD PORTER\n\n- BARMAN\n\n- BOILERMAN (WITH TRADE SKILLS)\n\n- BOND ATTENDANT\n\n- CELLARMAN\n\n- COOK (DEMI – CHEF)\n\n- DOG HANDLERS\n\n- DOORMAN\n\n- DRIVER (UNDER 2 TONS)\n\n- GUEST SHOP ASSISTANT\n\n- HAIR DRESSER\n\n- HEAD GARDENER\n\n- JNR STORE CLERK\n\n- KITCHEN HELPER\u002FKITCHEN HAND\u002FKITCHEN STEWARD\n\n- LAUNDRY OPERATOR\n\n- LINEN REPAIRER\u002FSEAMSTRESS\n\n- LINEN\u002FLAUNDRY CLERK\n\n- MFG MACHINE ATTENDANT\n\n- MINI BAR ATTENDANTS (ROOMS)\n\n- PASTRY SHOP ATTENDANT\n\n- PERTROL STATION ATTENDANT\n\n- ROOM SERVICE ORDER TAKER\n\n- SECURITY GUARD\n\n- SENIOR ROOM STEWARD\n\n-SENIOR SALES LADY\n\n- SENIOR WAITER (F&B)\n\n- STAFF SHOPKEEPER\n\n- SWIMMING POOL ATTENDANT\n\n- TRAINEE TELEPHONIST\n\n- UNGRADED ARTISAN\n\n\n\nGRADE 5: MEDIUM\u002FHIGH SKILLED CATEGORY\n\n- ANIMATORS\n\n- ARTISAN (T.T. III)\n\n- BOAT DRIVER\n\n- COPY TYPIST (OVER 40 WPM)\n\n- DRIVER (OVER 2 TONS UNDER 8)\n\n- DRIVER GUIDE\n\n- FLOOR\u002FHJOUSEKEEPING SUPERVISOR\n\n- FLORIST\n\n- GYM INSTRUCTOR\n\n- HEAD LINEN KEEPER\n\n- HEAD PORTER\n\n- HEALTH CENTRE ATTENDANT\n\n- JNR ACCOUNTS CLERK\n\n- JUNIOR PERSONNEL CLERK\n\n- KITCHEN CLERK\n\n- LIFE SAVER\n\n- MASSEURS\n\n- MEDICAL DRESSER\n\n- MFG MACHINE OPERATOR\n\n- MINI BAR SUPERVISOR\n\n- RESTAURANT HOSTESS\n\n- SENIOR AIRCRAFT ATTENDANT\n\n- SENIOR BARMAN\n\n- SENIOR BOND ATTENDANT\n\n- SENIOUR COOK\u002FCHEF DE PARTIE\n\n- STEWARDING SUPERVISOR\n\n- STORES CLERK\n\n- TELEPHONIST “B”\u002FRADIO OPERATOR\n\n- TELEX OF FAX OPERATOR\n\n- TIME KEEPER\n\n\n\n\n\nGRADE 6: HIGHER SKILLED CATEGORY\n\n- ACCOUNTS CLERK (ACNC 1 & II OR EQUIVALENT)\n\n-ARTISAN (TRADE TEST 2)\n\n- ASST. HOUSEKEEPER\n\n- AST. LAUNDRY SUPERVISOR\n\n- ASST. STOREKEEPER\n\n- BOND CLERKS\n\n- CAPTAIN(ASST MAITRE DE’HOTEL)\n\n- GUEST SHOPKEEPER\n\n- HEAD BARMAN\n\n- HEAD CELLARMAN\n\n- JUNIOR SOUS CHEF\n\n- MASSAGE SUPERVISOR\n\n- MFG SENIOR MACHINE OPERATOR\n\n- PERSONNEL CLERK\n\n- RECEPTIONIST\n\n- RESERVATIONS CLERK\n\n- ROOM SERVICE SUPERVISOR\n\n-SENIOR SECURITY GUARD\n\n- SHORT HAND TYPIST (50\u002F80)\n\n- SLOT MACHINE OPRATOR\n\n- STAFF CANTEEN SUPERVISOR\n\n- SWIMMING POOL CASHIER\n\n- TELEPHONIST “A”\n\n\n\nGRADE 7: QUALIFIED SKILLED CATEGORY\n\n- ACCOUNTS CLERK (CPA I)\n\n- ARTISAN (T.T.1 OR EQUIVALENT EXPERIENCE)\n\n- ASST. CHIEF STEWARD\n\n- BAR SUPERVISOR\n\n- COMPUTER OPERATOR\n\n- DRIVERS (VEHICLES OVER 8 TONS)\n\n- FRONT OFFICE CASHIER\n\n- HEAD BOATMAN\n\n- HEAD TELEPHONE OPERATOR\n\n- HEAD WAITER (MAITRE DE’HOTEL)\n\n- HOUSEKEEPER\n\n- LAUNDRY SUPERVISOR\n\n- MFG MACHINE SETTER\n\n- NURSE (K.E.N. COMMUNITY NURSE)\n\n- PORT STEWARDS\n\n- RECEPTIONIST\u002FCASHIER\n\n- RESTAURANT CASHIER\n\n- SENIOR BOND CLERK\n\n- SHIFT LEADER RECEPTIONIST\n\n- SNR PERSONNEL CLERK\n\n- SOUS CHEF\n\n- STOREKEEPER\n\n\n\n\n\nGRADE 8: SECTION HEADS\n\n- ASST. CATERING OFFICER\n\n- ASST. HEAD HOUSEKEEPER\n\n- ASST. SECURITY OFFICER\n\n- ASST. TRANSPORT SUPERVISOR\n\n- CHIEF BOND CLERK\n\n- CHIEF STEWARD\n\n- DRIVERS (VEHICLES OVER 12 TONS)\n\n- FOOD AND BEVERAGE CONTROLLER\n\n- GUEST RELATIONS OFFICER\n\n- HEAD CASHIER\n\n- HEAD OF LAUNDRY\n\n- HEAD RECEPTIONIST\n\n- HEAD STOREKEEPER\n\n- NIGHT AUDITOR\n\n- RETAIL SHOPKEEPER\n\n- REVENUE CONTROLLER\n\n- SENIOR ACCOUNTS CLERK\n\n- SENIOR COMPUTER OPERATOR\n\n- SENIOR PORT STEWARD\n\n- SENIOUR SOUS CHEF\n\n- SNR SLOT MACHINE ATTENDANT\u002FCASHIER\n\n- TECHNICIAN III\n\n- WORKSHOP\u002FGARAGE FOREMAN\n\n\n\n\n\nGRADE 9: SENIOR SECTION HEADS\n\n- ACCOUNTS SUPERVISOR (CPA II)\n\n- COMPUTER PROGRAMMER\n\n- COMPUTER SUPERVISOR\n\n- EXECUTIVE\u002FHEAD HOUSEKEEPER\n\n- MAINTENANCE SUPERVISOR\n\n- NURSE (KRN, KRM)\n\n- PERSONNEL ASSISTANT\n\n- SECURITY OFFICER\n\n- STENOGRAPHER (50\u002F100 WPM)\n\n- TRANSPORT SUPERVISOR\n\n\n\n\n\nSPECIAL GRADES\n\n- CHIPPER\n\n- DEALER “C”\n\n- MUSICIAN II (UNABLE TO READ MUSIC)\n\n- MUSICIAN I (ABLE TO READ MUSIC)\n\n- DEALER “B”\n\n- DEALER “A”",{"bindId":105,"name":106,"text":107},"OVERTIME_trigger","(a) Hours worked in excess of the normal","(a) Hours worked in excess of the normal working hours 48 hours per week,\nweekly rest days and Gazetted Public Holidays, shall be payable at the rate of\ntwo (2) times the hourly rate.",{"bindId":109,"name":110,"text":111},"holidaysdays","(a) All employees are entitled to annual","(a) All employees are entitled to annual leave upon completion of every\ntwelve (12) consecutive months of service and shall be to a minimum of twenty\nfour (24) working days with full pay will either be taken in full or in\npart.",{"bindId":113,"name":110,"text":111},"holidaysweeks",{"bindId":115,"name":116,"text":117},"healthcareaccess","(a) The management shall provide full Me","(a) The management shall provide full Medical Treatment as per section 34 of\nThe Employment Act, 2007, Laws of Kenya, any amendment thereof, provided\nthat:-\n\n\n\n(i) The employer will notify all employees of the recognized\nhospital\u002Fdispensary to which the employees shall attend for medical\ntreatment.\n\n(ii) Where an employee in an emergency attends a recognized\nhospital\u002Fdispensary, then all the expenses shall be met by the employer subject\nto the employee notifying the employer within 72 hours of the hospital in which\nhe\u002Fshe has been admitted. \n\n(b) The Work Injuries Benefits Act, 2007, The Occupational Safety and Health\nAct, 2007 Laws of Kenya, shall apply to an employee who sustains an injury in\nthe course of his\u002Fher employment.",{"bindId":119,"name":120,"text":121},"annleaveallowancetype","(c) An employee proceeding on leave shal","(c) An employee proceeding on leave shall be entitled to a minimum of Kenya\nshillings Four Thousand Four Hundred Only (Kshs 4,400\u002F=) prior to the\ncommencement of the leave period. In the event of termination of an employee\nbefore the completion of twelve (12) consecutive months of service, leave\ntraveling allowance shall be paid on prorated basis.",{"bindId":123,"name":106,"text":107},"SUNDAY_trigger",{"bindId":125,"name":120,"text":121},"ANNLEAVE_trigger",{"bindId":127,"name":128,"text":129},"healthandsafetypolicy","The Work Injury Benefits Act, 2007 will ","The Work Injury Benefits Act, 2007 will apply to an employee who sustains an\ninjury out the course of his\u002Fher employment.",{"bindId":131,"name":106,"text":107},"overtimeallowanceperc1",{"bindId":133,"name":46,"text":47},"hourspweek",{"bindId":135,"name":136,"text":137},"paidpaternityleavepay","(b) Male employees shall be entitled to ","(b) Male employees shall be entitled to 14 days paternity leave along side\n(a) above with full pay.",{"bindId":139,"name":54,"text":55},"contracttrial",{"bindId":141,"name":99,"text":99},"sicknesspay",{"bindId":143,"name":46,"text":47},"dayspweek_select",{"bindId":145,"name":46,"text":47},"SCHEDULE_trigger",{"bindId":147,"name":136,"text":137},"paidpaternityleave",{"bindId":149,"name":46,"text":47},"schedulesrestpw",{"bindId":151,"name":152,"text":153},"sicknessmaxdaysnr","(i) The first 42 days with full pay (ii)","(i) The first 42 days with full pay\n\n(ii) The next 42 days with half pay and\n\n(iii) Thereafter leave without pay.",{"bindId":155,"name":106,"text":107},"sundayallowanceperc1",{"bindId":157,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":159,"name":120,"text":121},"annleaveallowanceamount1",{"bindId":161,"name":162,"text":163},"contractseverancepay1","(iv) Severance pay at the rate of twenty","(iv) Severance pay at the rate of twenty (20) days for each completed year\nof service;",{"bindId":165,"name":166,"text":167},"bankholidays1","(a) Any Gazetted holiday shall be a holi","(a) Any Gazetted holiday shall be a holiday with full pay.",{"bindId":169,"name":106,"text":107},"overtimeallowancetypeperiod",{"bindId":171,"name":91,"text":92},"paidmaternityleavepay",{"bindId":173,"name":152,"text":153},"sicknessmaxdays",{"bindId":175,"name":91,"text":92},"paidmaternityleave",{"bindId":177,"name":178,"text":179},"coverunion_trigger","(a) The terms and conditions of employme","(a) The terms and conditions of employment set out in this Agreement shall\nbe observed by both parties and shall apply to all unionisable employees\ncovered by the Recognition Agreement between both parties.",{"bindId":181,"name":162,"text":163},"contractseverancepay",{"bindId":183,"name":110,"text":111},"PAIDLEAV_trigger",{"bindId":185,"name":136,"text":137},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Blue Post Hotel - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-06-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Hotels and similar accommodation\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                        Blue Post Hotel\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 Hotels and Allied 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 35 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 84 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 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: → 48.0\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: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Ascension Day (fortieth day after Easter), Christmas Day (25th December), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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 4400.0\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: → 200 % 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",[191],{"title":37,"slug":33},[193],{"type":194,"data":195},"call_to_action_body_block",{"title":196,"description":197,"variant":198,"link":199},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":196,"url":200,"description":196,"rel":201,"type":202},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[204],{"type":194,"data":205},{"title":196,"description":197,"variant":198,"link":206},{"title":196,"url":200,"description":196,"rel":201,"type":202},[]]