[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-chandarana-group-of-supermarkets-and-the-kenya-union-of-commercial-food-and-allied-workers---2011":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":132,"content_type_view":133,"extra_breadcrumbs":134,"body":136,"body_blocks":147,"related_pages":151},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":130,"translations":131},{"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-chandarana-group-of-supermarkets-and-the-kenya-union-of-commercial-food-and-allied-workers---2011","49f2679e-1ed4-11e7-bd10-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-chandarana-group-of-supermarkets-and-the-kenya-union-of-commercial-food-and-allied-workers---2011\u002Fmemorandum-of-agreement-between-chandarana-group-of-supermarkets-and-the-kenya-union-of-commercial-food-and-allied-workers---2011\u002F","Memorandum of Agreement between Chandarana Group of Supermarkets and the Kenya Union of Commercial Food and Allied Workers - 2011","KEN Chandarana Group of Supermarkets - 2011","Kenya - KEN Chandarana Group of Supermarkets - 2011","KEN Chandarana Group of Supermarkets - 2011 - Retail trade",{"name":41,"data":42},"CHANDARANA CBA 2014.html","\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>New\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 CHANDARANA GROUP OF SUPERMARKETS AND THE\nKENYA UNION OF COMMERCIAL FOOD AND ALLIEDWORKERS - 2011\u003C\u002Fh1>\n\n\u003Cp>MEMORANDUM OF AGREEMENT BETWEEN CHANDARANA GROUP OF SUPERMARKETS AND THE\nKENYA UNION OF COMMERCIAL FOOD AND ALLIED\u003C\u002Fp>\n\n\u003Cp>WORKERS (HEREINAFTER REFERRED TO AS THE \"UNION\" OF THE SECOND PART \u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF WAGES AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Group and the Union meeting together in a free and voluntary\nassociation, agree and enter into foregoing agreement negotiated between them\nat the joint negotiating committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>1. A. BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSING ALLOWANCE)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Category\u003C\u002Ftd>\n      \u003Ctd>Minimum Wage\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 1:\n\n        \u003Cp>General Labourer, Cleaner, Messenger\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7,586\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 2\n\n        \u003Cp>Shop assistant, Copy-typist, Driver (car and light vans)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,239\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 3\n\n        \u003Cp>General Clerk, Telephone Operator, Receptionist and Storekeeper)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,684\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 4\n\n        \u003Cp>Driver (medium sized vehicle)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12,877\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 5\n\n        \u003Cp>Salesman, Driver (medium sized vehicle)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,216\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 6\n\n        \u003Cp>Cashier Driver (heavy commercial vehicle)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,118\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. WAGE INCREASE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All unionisable employees in the employment of the group, who are confirmed\nin their appointment as at 30th June, 2011 will receive a salary increase of\n13% to cover the first year and another 13% from 1st July 2012 to cover the\nsecond year of the CBA.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Every unionisable employee who is not provided with free accommodation by\nthe employer will be entitled to 16% of his\u002Fher basic salary.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. CASUAL EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>(a) The daily rate for a casual employee shall be as per the General\nOrder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where a casual employee has remained in employment for a period of more\nthan three (3) continuous months in a year, such a casual employee shall be\nconverted to permanent terms of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) All employees shall be required to serve a probation period of 3 (three)\nmonths before being confirmed into their appointment. During such period, the\nemployment may be terminated by the Company or the employee by giving 14 days\nnotice in writing or pay in lieu of notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On initial appointment, an employee shall be issued with a letter of\nappointment detailing terms and condition of his employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working week shall consist of 45 hours of work, exclusive of meal\nbreaks, provided that:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(a) An employee shall be entitled to not less than one rest day each\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Authorized overtime shall be payable at the following rates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 5 above, at one and half (1½) times the normal hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) For time worked on the employee's rest day and Gazetted Public Holidays,\nat double the normal hourly rate. Provided that employees wishing to opt for\nadditional time off in respect of hours worked during a Public Holiday shall be\ngranted such time off with full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) For the purpose of computing payment for overtime work, the hourly rate\nshall be 1\u002F195 and multiplied by the gross monthly salary for all employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>After each period of twelve month's continuous service with the company, an\nemployee shall be entitled to annual leave of twenty four (24) working days\nwith full pay on the anniversary date of the employee's employment. Where\nemployment is terminated, after completion of three or more consecutive month's\nservice, the employee will be entitled to pro-rata leave with full pay for each\ncompleted month of service in such period. The employee shall receive pay in\nlieu of such leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>After the probationary period, and subject to production of a medical\ncertificate signed by an approved medical practitioner, an employee shall be\nentitled to sick leave in any one year as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) 30 days with full pay\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) 15 days with half pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. MATERNITY LEAVE AND PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>As per the Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desiring leave on compassionate grounds shall, by prior\narrangements with the Company be granted such leave up to his earned\nentitlement under paragraph 7 of this Agreement and the leave taken shall be\nsubsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee may, in addition to leave provided for in sub-paragraph (a)\nof this paragraphs, be granted three (3) days compassionate leave without pay\nin any one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. UNIFORMS\u003C\u002Fh2>\n\n\u003Cp>Employees who are required by the Company to wear uniforms including name\ntags shall be issued with one pair of such uniform in each year, provided\nthat;-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The employee shall wear his\u002Fher uniform at all times while on duty\nunless directed otherwise by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employee shall not wear his\u002Fher uniform at any other time other than\nwhen proceeding to or from duty without express permission from the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The laundering of uniforms, the company shall provide a bar of soap the\nemployee will nevertheless be required to maintain his\u002Fher uniform in a tidy\nand clean condition at all times.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Protective clothing will be provided in accordance with the provisions of\nthe Factories Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medical treatment to all unionisable employees will be subject to Employment\nAct 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) All matters concerned with redundancy shall be subject to the procedures\nstipulated in the Labour Relations Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall adopt the principles of \"Last in first out\" provided\nthat, due to seniority in time, skill, ability and reliability of each employee\nbelonging to the particular category of employees affected by the redundancy\nshall be considered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Any leave due to an employee who is declared redundant shall be paid for\nin cash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employee(s) shall be entitled to notice or pay in lieu of\nsuch notice as outlined in Clause 17.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 18 days' pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. WARNING\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or commits an offence\nwhich does not warrant instant dismissal shall be warned in writing and the\nfollowing procedure shall apply.\u003C\u002Fp>\n\n\u003Cp>(a)The first and the second warning shall be entered in the employee's\nemployment record and the shopsteward of the union informed accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The second warning shall be copied to the General Secretary of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee who has received two written warnings commits a third\noffence he\u002Fshe shall be liable be liable termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee completes three hundred and sixty five days,\nfrom the date of the second warning without committing further offence, any\nwarnings entered in his record shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. TRANSFERS\u003C\u002Fh2>\n\n\u003Cp>(a) The company has the sole right to transfer an employee from one Branch\nto another or from one Department to another in accordance with the exigency of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Internal transfer within the City Municipality etc., employee shall be\ngiven 1 days notice except where there are emergency circumstances, the notice\nwill not hold.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>After the completion of the probationary period, services may be terminable\nby either party by giving notices as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Employees with 1 to 5 years service, 1 month's notice or pay in lieu\nthereof vice-versa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Employees with 6 years and above service - 2 months' notice or pay in\nlieu thereof vice-versa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>An employee shall be liable to summary dismissal for gross misconduct\ndefined in the Employment Act, namely:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i)If without leave or other lawful cause, an employee absent him\u002Fherself\nfrom the place proper and appointed for the performance of his\u002Fher work for a\nperiod exceeding seven days\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable properly to perform his\u002Fher work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) If, employee will fully neglects to perform any work which its his\nduty to have performed, or if he carelessly and improperly performs any work\nwhich from its nature it was his duty under his contract to have performed\ncarefully and properly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) If, an employee uses abusive or insulting language or behaves in a\nmanner insulting, to his employer or to any person placed in authority over him\nby his employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) If, an employee knowingly fails or refuses to obey any lawful and proper\ncommand which it was within the scope of his duty to obey, issued by his\nemployer or to any person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vi)If, in the lawful exercise of any arrest given by or under any written\nlaw, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen (14) days either released on bail or\nbond or otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(vii) If an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his employer or his employer's property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. SALARY ADVANCES\u003C\u002Fh2>\n\n\u003Cp>The company agrees to the payment of mid-month advances to those employees\nwho make a written application for the same, which advances should not exceed\none half of the net month salary of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee travelling on his annual leave shall be entitled to a leave\ntravelling allowance of Kshs.1500\u002F= (shillings one thousand five hundred\nonly).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. FUNERAL EXPENSES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>(i) In the event of death of an employee, the employers will contribute a\nsum of 5,000\u002F- towards the funeral expenses of the deceased employee. The\nemployer shall also provide coffin and transport.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Allow 2 nominated workmates of the deceased to attend burial.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>This shall be dealt with in accordance with section 18 of the Employment\nAct, which reads:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) Every Employee shall be given a certificate of service by his employer\nupon the termination of his employment unless such employment has continued for\na period of less than four consecutive weeks and every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when the employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased, and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) Subject to subsection (i) of this section no employer is bound to give\nto any employee and testimonial reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Any employer who wilfully or by neglect fails to give an employee a\ncertificate of service in accordance with subsection (i) of this section, or\nwho in a certificate of service includes a statement which he knows to be\nfalse, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. ACTING APPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>(a)Where an employee is required to perform work in a higher grade than\nhis\u002Fhers, he\u002Fshe shall be notified in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If he\u002Fshe performs for not less than 20 consecutive days, he\u002Fshe shall\nbe entitled to an acting allowance of not less than the difference between\nhis\u002Fher salary and the entry point of the grade he\u002Fshe shall be entitled to an\nacting allowance of not less than the difference between his\u002Fher salary and the\nentry point of the grade he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If he\u002Fshe acts continuously in that position for a period of three (3)\nmonths he\u002Fshe shall be confirmed in that position permanently, provided that\ninitial probation period may be extended by another 3 months by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>Promotion from one grade to another is not automatic and shall be decided\nupon by the Company taking into account the job done and the employee's\neducational attainment, length of service and standard of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>An employee whose services are terminated by the Company shall be paid\ngratuity at the rate of 16 days for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. RETIREMENT AGE\u003C\u002Fh2>\n\n\u003Cp>Employees may retire under the following conditions;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Compulsory retirement on attaining 55 (fifty five) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Employees must also be retired if declared medically unfit to perform\nthe duties by a dully recognised doctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) An employee may also retire from employment (service) at the age of 55\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Provided a minimum of five (5) years of continuous service with the\ncompany has been completed.\u003C\u002Fp>\n\n\u003Cp>(b) An employee with over five years service shall give\u002Freceive 2 months\nnotice or payment in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee with over 10 years of service shall receive\u002F give 3 months\nnotice or payment in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Employee with more than fifteen (15) years shall receive\u002Fgive 5 months\nnotice or payment in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Payment of wages, overtime and any other remuneration to which the\nemployee may be entitled, calculated until the day on which the employee ceases\nto work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Pro-rata leave entitled shall be paid the completed years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The customs and practice shall continue.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be effective from 1st July, 2011, and it shall remain\nin force for a period of 24 months. Thereafter, it shall continue in force\nuntil it is amended by mutual agreement between the two parties. Provided that\nany party wishing to amend it gives the other party one-month's notice of such\nintention giving in writing the details of the amendment so required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..................................................................\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\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>JACKSON M. KYUNUVE\u003C\u002Fp>\n\n\u003Cp>FOR: SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..................................................................\u003C\u002Fp>\n\n\u003Cp>KENNEDY N. AMIRA\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD - YAYA BRANCH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................................\u003C\u002Fp>\n\n\u003Cp>HENRY MATUNDA\u003C\u002Fp>\n\n\u003Cp>CHIEF STEWARD – LAVINGTON BRANCH\u003C\u002Fp>\n\n\u003Cp>...................................................................\u003C\u002Fp>\n\n\u003Cp>PASTIN OKIAMBA\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD - NGARA BRANCH\u003C\u002Fp>\n\n\u003Cp>................................................................................\u003C\u002Fp>\n\n\u003Cp>MUSEMNI KENNEDY\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD – A.B.C. BRANCH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>....................................................................\u003C\u002Fp>\n\n\u003Cp>CHRISTOPHER MUTUKU\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD - MUTHAIGA BRANCH\u003C\u002Fp>\n\n\u003Cp>.......................................................................\u003C\u002Fp>\n\n\u003Cp>CHUPHI SHAMRI KIMJI\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD – DIANI BRANCH (MOMBASA)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>......................................................................\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>PRINCIPAL EXECUTIVE OFFICER – F.K.E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed at Nairobi this ................... day of\n............................ 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"ONCERISE2_trigger":44,"contracttrialperiod":48,"ONCERISE_trigger":52,"funeralpaytype":55,"childcare":59,"STRUCINCR_trigger":63,"funeralpay":67,"LOWWAGE_provision":70,"maxsicknesspayperc":74,"OVERTIME_trigger":78,"healthcareaccess":82,"hourspweek_select":86,"ANNLEAVE_trigger":90,"protectiveclothing":94,"contracttrial":98,"sicknesspay":101,"paidmaternityleaveall":103,"SCHEDULE_trigger":106,"paidpaternityleave":110,"schedulesrestpw":112,"LOWWAGE_trigger":114,"paidmaternityleavepay":116,"sicknessmaxdays":118,"paidmaternityleave":120,"contractseverancepay":122,"PAIDLEAV_trigger":126},{"bindId":45,"name":46,"text":47},"ONCERISE2_trigger","Every unionisable employee who is not pr","Every unionisable employee who is not provided with free accommodation by\nthe employer will be entitled to 16% of his\u002Fher basic salary.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) All employees shall be required to s","(a) All employees shall be required to serve a probation period of 3 (three)\nmonths before being confirmed into their appointment. During such period, the\nemployment may be terminated by the Company or the employee by giving 14 days\nnotice in writing or pay in lieu of notice.",{"bindId":53,"name":54,"text":54},"ONCERISE_trigger","The customs and practice shall continue.",{"bindId":56,"name":57,"text":58},"funeralpaytype","(i) In the event of death of an employee","(i) In the event of death of an employee, the employers will contribute a\nsum of 5,000\u002F- towards the funeral expenses of the deceased employee. The\nemployer shall also provide coffin and transport.",{"bindId":60,"name":61,"text":62},"childcare","(a) An employee desiring leave on compas","(a) An employee desiring leave on compassionate grounds shall, by prior\narrangements with the Company be granted such leave up to his earned\nentitlement under paragraph 7 of this Agreement and the leave taken shall be\nsubsequently set off against his annual leave.\n\n\n\n(b) An employee may, in addition to leave provided for in sub-paragraph (a)\nof this paragraphs, be granted three (3) days compassionate leave without pay\nin any one year.",{"bindId":64,"name":65,"text":66},"STRUCINCR_trigger","All unionisable employees in the employm","All unionisable employees in the employment of the group, who are confirmed\nin their appointment as at 30th June, 2011 will receive a salary increase of\n13% to cover the first year and another 13% from 1st July 2012 to cover the\nsecond year of the CBA.",{"bindId":68,"name":57,"text":69},"funeralpay","(i) In the event of death of an employee, the employers will contribute a\nsum of 5,000\u002F- towards the funeral expenses of the deceased employee. The\nemployer shall also provide coffin and transport.\n\n\n\n(ii) Allow 2 nominated workmates of the deceased to attend burial.",{"bindId":71,"name":72,"text":73},"LOWWAGE_provision","1. A. BASIC MINIMUM WAGES (EXCLUSIVE OF ","1. A. BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSING ALLOWANCE)\n\n\n\n\n  \n  \n  \n    \n      Category\n      Minimum Wage\n    \n    \n      Category 1:\n\n        General Labourer, Cleaner, Messenger\n      \n      7,586\n    \n    \n      Category 2\n\n        Shop assistant, Copy-typist, Driver (car and light vans)\n      \n      10,239\n    \n    \n      Category 3\n\n        General Clerk, Telephone Operator, Receptionist and Storekeeper)\n      \n      11,684\n    \n    \n      Category 4\n\n        Driver (medium sized vehicle)\n      \n      12,877\n    \n    \n      Category 5\n\n        Salesman, Driver (medium sized vehicle)\n      \n      14,216\n    \n    \n      Category 6\n\n        Cashier Driver (heavy commercial vehicle)\n      \n      17,118",{"bindId":75,"name":76,"text":77},"maxsicknesspayperc","After the probationary period, and subje","After the probationary period, and subject to production of a medical\ncertificate signed by an approved medical practitioner, an employee shall be\nentitled to sick leave in any one year as follows:-\n\n\n\n(i) 30 days with full pay\n\n\n\n(ii) 15 days with half pay",{"bindId":79,"name":80,"text":81},"OVERTIME_trigger","Authorized overtime shall be payable at ","Authorized overtime shall be payable at the following rates:\n\n\n\n(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 5 above, at one and half (1½) times the normal hourly\nrate.\n\n\n\n(b) For time worked on the employee's rest day and Gazetted Public Holidays,\nat double the normal hourly rate. Provided that employees wishing to opt for\nadditional time off in respect of hours worked during a Public Holiday shall be\ngranted such time off with full pay.\n\n\n\n(c) For the purpose of computing payment for overtime work, the hourly rate\nshall be 1\u002F195 and multiplied by the gross monthly salary for all employees.",{"bindId":83,"name":84,"text":85},"healthcareaccess","Medical treatment to all unionisable emp","Medical treatment to all unionisable employees will be subject to Employment\nAct 2007.",{"bindId":87,"name":88,"text":89},"hourspweek_select","The normal working week shall consist of","The normal working week shall consist of 45 hours of work, exclusive of meal\nbreaks, provided that:-",{"bindId":91,"name":92,"text":93},"ANNLEAVE_trigger","An employee travelling on his annual lea","An employee travelling on his annual leave shall be entitled to a leave\ntravelling allowance of Kshs.1500\u002F= (shillings one thousand five hundred\nonly).",{"bindId":95,"name":96,"text":97},"protectiveclothing","Protective clothing will be provided in ","Protective clothing will be provided in accordance with the provisions of\nthe Factories Act.",{"bindId":99,"name":50,"text":100},"contracttrial","(a) All employees shall be required to serve a probation period of 3 (three)\nmonths before being confirmed into their appointment. During such period, the\nemployment may be terminated by the Company or the employee by giving 14 days\nnotice in writing or pay in lieu of notice.\n\n\n\n(b) On initial appointment, an employee shall be issued with a letter of\nappointment detailing terms and condition of his employment.",{"bindId":102,"name":76,"text":77},"sicknesspay",{"bindId":104,"name":105,"text":105},"paidmaternityleaveall","As per the Employment Act 2007.",{"bindId":107,"name":108,"text":109},"SCHEDULE_trigger","(a) An employee shall be entitled to not","(a) An employee shall be entitled to not less than one rest day each\nweek.",{"bindId":111,"name":105,"text":105},"paidpaternityleave",{"bindId":113,"name":108,"text":109},"schedulesrestpw",{"bindId":115,"name":72,"text":73},"LOWWAGE_trigger",{"bindId":117,"name":105,"text":105},"paidmaternityleavepay",{"bindId":119,"name":76,"text":77},"sicknessmaxdays",{"bindId":121,"name":105,"text":105},"paidmaternityleave",{"bindId":123,"name":124,"text":125},"contractseverancepay","(e) An employee declared redundant shall","(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 18 days' pay for each completed year of service.",{"bindId":127,"name":128,"text":129},"PAIDLEAV_trigger","After each period of twelve month's cont","After each period of twelve month's continuous service with the company, an\nemployee shall be entitled to annual leave of twenty four (24) working days\nwith full pay on the anniversary date of the employee's employment. Where\nemployment is terminated, after completion of three or more consecutive month's\nservice, the employee will be entitled to pro-rata leave with full pay for each\ncompleted month of service in such period. The employee shall receive pay in\nlieu of such leave.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Chandarana Group of Supermarkets - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-07-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2011-07-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Department stores and supermarkets\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                        Chandarana Group of Supermarkets\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 Union of Commercial Food 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        \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: → No\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: → Yes\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: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → KES 5000.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -9 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → Not specified 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\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 90 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 18 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 7586.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 13.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2011-06\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 1500.0\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            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[135],{"title":37,"slug":33},[137],{"type":138,"data":139},"call_to_action_body_block",{"title":140,"description":141,"variant":142,"link":143},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":140,"url":144,"description":140,"rel":145,"type":146},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[148],{"type":138,"data":149},{"title":140,"description":141,"variant":142,"link":150},{"title":140,"url":144,"description":140,"rel":145,"type":146},[]]