[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-deluxe-inks-limited-and-kenya-chemcial-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":155,"content_type_view":156,"extra_breadcrumbs":157,"body":159,"body_blocks":170,"related_pages":174},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":153,"translations":154},{"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-deluxe-inks-limited-and-kenya-chemcial-and-allied-workers-union-","bcd6b7ca-c158-11e2-b4ea-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-deluxe-inks-limited-and-kenya-chemcial-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-deluxe-inks-limited-and-kenya-chemcial-and-allied-workers-union-\u002F","Memorandum Of Agreement Between Deluxe Inks Limited And Kenya Chemical And Allied Workers’ Union - 2012","KEN Deluxe Inks Limited - 2011","Kenya - KEN Deluxe Inks Limited - 2011","KEN Deluxe Inks Limited - 2011 - Manufacturing",{"name":41,"data":42},"DELUXE INK CBA 2012.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT BETWEEN DELUXE INKS LIMITED (HEREIN AFTER REFERRED TO AS THE\n‘COMPANY’) OF THE FIRST PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA\nCHEMCIAL AND ALLIED WORKERS’ UNION (HEREINAFTER REFERRED TO AS THE\n‘UNION’) OF THE SECOND PART.\u003C\u002Fh1>\n\n\u003Ch3 style=\"text-align:left;margin-left:0;margin-right:auto;\">1.Subject\nMatter\u003C\u002Fh3>\n\n\u003Cp>The Terms and Conditions of Employment set our in this Agreement shall be\nobserved by both parties and shall apply to all unionisable employees covered\nby the Recognition Agreement as provided for by the current Industrial\nRelations Charter between FKE\u002FCOTU (K).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Ch3>2. (a) BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003Ctd>Grade\u003C\u002Ftd>\n      \u003Ctd>Title\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1st year w.e.f\n\n        \u003Cp>1st Dec. 2010\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1.(a )\u003C\u002Ftd>\n      \u003Ctd>Supervisors\u003C\u002Ftd>\n      \u003Ctd>BASIC\u003C\u002Ftd>\n      \u003Ctd>13,175 – 21,358\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II (a)\u003C\u002Ftd>\n      \u003Ctd>Senior machine operators, vanish plant operator, senior\n        store-keepers, senior drivers\u003C\u002Ftd>\n      \u003Ctd>BASIC\u003C\u002Ftd>\n      \u003Ctd>9,787 – 18,530\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>Mixers, Batch Weighers, store-keepers, drivers, dispatch clerk\u003C\u002Ftd>\n      \u003Ctd>BASIC\u003C\u002Ftd>\n      \u003Ctd>7,963 – 10,570\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III (a)\u003C\u002Ftd>\n      \u003Ctd>machine operators, weighers, general artisan\u003C\u002Ftd>\n      \u003Ctd>BASIC\u003C\u002Ftd>\n      \u003Ctd>7,963 – 10,570\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>Loaders, office messengers \u003C\u002Ftd>\n      \u003Ctd>BASIC\u003C\u002Ftd>\n      \u003Ctd>7,963 – 10,570\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>Cleaner\u003C\u002Ftd>\n      \u003Ctd>BASIC\u003C\u002Ftd>\n      \u003Ctd>10,518\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>b) General Wage Increase\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cp>All employees existing as at 1st Dec. 2009 will get general wages increase\nof 11% in First year of the agreement and another 12% wage increase in the\nsecond year of the agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Housing Allowance\u003C\u002Fh3>\n\n\u003Cp>All employees shall be entitled to a house allowance of 17% of his\u002Fher basic\npay per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Working Hours\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>An employee shall normally be required to work whether on shift or\notherwise, a total of 45 hours per week, excluding meal breaks. An employee who\nis required to work in excess of such hours shall be paid overtime for such\nexcess hours at the appropriate rate as provided for by clause 5 of this\nagreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Overtime\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime rates shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) For hours worked on weekdays – time plus half.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>b) For hours worked on Gazetted Public Holidays and Rest days – Double\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Gazetted Public Holidays\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>An employee shall normally be granted full pay on Gazetted Public Holidays,\nbut an employee who is required to work on such holidays, shall be paid for\ntime worked as provided by clause 5 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.Compassionate Leave and Leave of Absence\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangement with the company, be granted such leave up to his\u002Fher earned\nentitlement under clause 8 of this agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>b) An employee may in addition to the leave provided for in paragraph (a) of\nthis clause be granted seven days compassionate leave with out pay in any one\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.Annual Paid Leave\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee shall be entitled to annual leave of 26 working days every year\non completion of 12 months from the anniversary date of his\u002Fher employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>A female employee shall be entitled to three (3) months maternity leave, in\nany one year and shall not forfeit her annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>In the event that she is unfit to resume duty after expiry of Three (3)\nMonths leave, then the provisions of clause Ten (10) shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.Sick Leave\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight focus\">\u003Cp>An employee shall be entitled to sick leave up to a maximum of forty Five\n(45) days with full pay, and thereafter to sick leave up to a maximum of forty\nFive (45) days with half pay, in each period of twelve months continuous\nservice. The employee shall produce a certificate of incapacity covering each\nperiod of sick leave claimed, signed by a medical practitioner or a person\nacting on his behalf in charge of a dispensary or medical aid centre, and\nprovided that the probationary period has been completed. Management may\nincrease the above period at its own discretion.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.Leave Travelling Allowance\u003C\u002Fh3>\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>An employee proceeding on authorized annual leave to his home shall be paid\na leave travel allowance of 2,400\u002F= for the first year and Kshs.2,800\u002F= the\nsecond year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.Medical Treatment\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cp>Medical Treatment Rules to apply.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.Injury by Accident\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>In the event of accident covered by the Workmen’s Compensation Act, full\npay will be given to the employee and where the Act requires payment of half\npay during a period of certified temporary disability, an employee shall be\npaid by the company his\u002Fher full wages.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.Safari Allowance\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform his duties away from his principal\nplace of work, and as such is unable to take his breakfast, lunch or dinner at\nhis home shall be entitled.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Breakfast\u003C\u002Ftd>\n      \u003Ctd>Kshs. 80.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch\u003C\u002Ftd>\n      \u003Ctd>Kshs. 130.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dinner\u003C\u002Ftd>\n      \u003Ctd>Kshs. 150.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Accommodation\u003C\u002Ftd>\n      \u003Ctd>Kshs. 500.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Total\u003C\u002Ftd>\n      \u003Ctd>Kshs. 860.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.Employee in Acting Capacity\u003C\u002Fh3>\n\n\u003Cp>An employee who is appointed to any acting capacity for a period of at least\nseven (7) days shall be paid an acting allowance at the rate of the full\ndifference in his salary and the higher grade in which he\u002Fshe has been called\nupon to act. The person in acting capacity will be notified in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.Certificate of service\u003C\u002Fh3>\n\n\u003Cp>This will be issued in accordance with Section 51 of the Employment Act\n2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.Termination of Employment.\u003C\u002Fh3>\n\n\u003Cp>Except where an employee is summarily dismissed for misconduct or other\nlawful causes as prescribed in the Employment Act 2007 and provided the\nprobationary period has been completed, the company will be required to give\nthe following notice to its employee and an employee must give similar notice\nof resignation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Up to 5 years service – 1 month notice or 1 month salary in lieu\nthereof.\u003C\u002Fp>\n\n\u003Cp>ii) Over 5 years service – 2 months notice or 2 months pay in lien\nthereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.Warning System\u003C\u002Fh3>\n\n\u003Cp>A permanent employee who is guilty of an offence other than gross misconduct\nor other lawful cause for dismissal may be given a warning in writing which\nhe\u002Fshe shall be required to sign. The signature or initial of an employee on\nthe history record card shall not mean that the employee is pleading guilty to\nthe offence recorded against such employee but simply to confirm that it has\nbeen recorded in the employee’s presence or with his\u002Fher full knowledge. The\nemployee shall be free to make an appeal against such warning in accordance\nwith the procedure laid down in the Recognition Agreement between the Union and\nthe Company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Should the employee’s appeal be upheld, the warning will be erased from\nthe history record card. An employee who receives three such warnings shall be\nliable to summary dismissal on the fourth incident, provided that all such\nwarnings shall be erased from the history record card of an employee after a\nperiod of 12 months from the date of the last warning. The union shall be\nadvised of a second warning being given to an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.Redundancy:\u003C\u002Fh3>\n\n\u003Cp>Definition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Redundancy means, Loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee involving termination of\nemployment at the initiative of the company where the service of an employee\nare superfluous and the practices commonly known as abolition of office, job or\noccupation due to Kenyanization of a business, but it does not include any such\nloss of employment by a domestic servant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. If the\u003C\u002Fp>\n\n\u003Cp>Employment is not acceptable to the employee concerned, he will be\nclassified as redundant and therefore, eligible for the entitlements outlined\nin paragraph (f), of this clause, except where alternative employment offered\nis of the same grade, in which case, the redundancy benefits will only be paid\nat the discretion of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Consultation\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to consult the union\nconcerning the reasons for and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employees shall be declared redundant, the company will\nassess the relative merits and abilities of the affected employees, but when\nthese factors are equal, the discharge will be on the basis of seniority and\nreliability. Membership or non-membership of the union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Re-Engagement\u003C\u002Fp>\n\n\u003Cp>Redundant employees shall be given first consideration for re-engagement by\nthe company according to their qualifications, should a vacancy arise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe shall be\nentitled to:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) The normal notice or pay in lieu as defined in this Agreement,\ntermination of employment, clause 17.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Payment of wages, overtime and any other remuneration which may be due\nto him calculated upto the date on which he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Pro-rata leave and leave allowance entitlement in accordance with the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>iv) Severance pay on the basis of 20 days pay for every completed year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.Probation\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>An employee shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this time either\nparty shall be subject to 7 days notice of intention to terminate employment or\nwill be paid 7 days pay in lieu thereof.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.Retirement Benefits\u002FGratuity Payments\u003C\u002Fh3>\n\n\u003Cp>Employees who terminate employment with the company for whatever reason\nother than an act of gross misconduct shall be paid service gratuity\u002Fservice\nbenefits at the rate of 20 days pay for each year of service based on his\u002Fher\nbasic pay at the time of leaving employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.Termination of Employment on Medical Grounds.\u003C\u002Fh3>\n\n\u003Cp>Employees who leave employment with the company on medical grounds shall be\npaid service gratuity at the rate of 20 days pay for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.Death of Employee Whilst in Employment.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>In the unfortunate event of death of a unionsable employee, the company\nshall provide Kshs. 30,000\u002F= to assist in the funeral expenses of the deceased\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.Uniforms and Protective Clothing.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>An employee who is required to wear uniform or protective clothing by nature\nof his\u002Fher work in accordance with the provisions of the Factories Act shall be\nissued with two pairs of uniform or protective clothing each year free of\ncharge by the company. The company shall be responsible for such laundries.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.Baggage Allowance\u003C\u002Fh3>\n\n\u003Cp>On retiring at normal age or on medical grounds, or on being declared\nredundant, an employee shall be given a baggage allowance of Kshs. 13,000\u002F= to\nassist with transportation of his\u002Fher belongings to his\u002Fher home.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.Casual Employees\u003C\u002Fh3>\n\n\u003Cp>a) Rates of pay will be commensurate with the job the casual is employed to\ndo and as set out in this Agreement. Where the rates of pay are deconsolidated\nthere will be 15% of the basic pay as housing allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Subject to availability of work\u002Fjob, confirmation into permanent terms\nshall be after completion of three (3) month’s service.\u003C\u002Fp>\n\n\u003Ch3>27.Summary Dismissal\u003C\u002Fh3>\n\n\u003Cp>Provision of Section Forty Four (44) of the Employment Act 2007, will apply\nin respect to Summary Dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.Shift Allowance\u003C\u002Fh3>\n\n\u003Cp>An employee working on shift roster shall be entitled to a shift allowance\nof Kshs. 100\u002F= per Night worked to compensate him\u002Fher for the inconvenience of\nworking on shift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.Effective Date and Duration of the Agreement\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective from 1st Dec. 2011 and shall remain in\nforce thereafter for a period of 24 months until 30th Nov. 2013. The agreement\nmay be amended or terminated at the end of the period by either party giving\nOne month written notice of the desire to amend or terminate and by stating the\namendments proposed.\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>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>WERE DIBO OGUTU\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………..\u003C\u002Fp>\n\n\u003Cp>JAMES ODORO OBURA – AREA SECRETARY\u003C\u002Fp>\n\n\u003Cp>NAIROBI, CENTRAL & EASTERN PROVINCES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>GEORGE GWAKO – RECRUITMENT & INDUSTRIAL REALTION ASSISTANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>ERNEST MUSINDE\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………………..\u003C\u002Fp>\n\n\u003Cp>L. W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL SERVICES – FKE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS ………………… DAY OF ………………\n2012\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-deluxe-inks-limited-and-kenya-chemcial-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-deluxe-inks-limited-and-kenya-chemcial-and-allied-workers-union-\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"childcareleave":52,"wageincreaseperc1":56,"hourspweek_select":60,"childcare":64,"wageincreasetype2":68,"STRUCINCR_trigger":70,"funeralpay":72,"paidmaternityleaveduration":76,"maternityotherclause":80,"wageincreasetype":82,"OVERTIME_trigger":84,"holidaysdays":88,"healthcareaccess":92,"jobwagegroups":95,"annleaveallowancetype":99,"SUNDAY_trigger":103,"ANNLEAVE_trigger":107,"sundayallowancetype":109,"healthandsafetypolicy":111,"overtimeallowanceperc1":115,"contracttrial":117,"PAIDLEAV_trigger":119,"sicknessmaxdaysnr":121,"healthcareaccessrelatives":125,"annleaveallowanceamount1":127,"sundayallowanceperc1":129,"contractseverancepay1":131,"bankholidays1":135,"overtimeallowancetype":139,"overtimeallowancetypeperiod":141,"sicknessmaxdays":143,"paidmaternityleave":145,"contractseverancepay":147,"jobsecuritymothers":149},{"bindId":45,"name":46,"text":47},"disabilitypay","In the event of accident covered by the ","In the event of accident covered by the Workmen’s Compensation Act, full\npay will be given to the employee and where the Act requires payment of half\npay during a period of certified temporary disability, an employee shall be\npaid by the company his\u002Fher full wages.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","An employee shall be considered to be on","An employee shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this time either\nparty shall be subject to 7 days notice of intention to terminate employment or\nwill be paid 7 days pay in lieu thereof.",{"bindId":53,"name":54,"text":55},"childcareleave","b) An employee may in addition to the le","b) An employee may in addition to the leave provided for in paragraph (a) of\nthis clause be granted seven days compassionate leave with out pay in any one\nyear.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","All employees existing as at 1st Dec. 20","All employees existing as at 1st Dec. 2009 will get general wages increase\nof 11% in First year of the agreement and another 12% wage increase in the\nsecond year of the agreement.",{"bindId":61,"name":62,"text":63},"hourspweek_select","An employee shall normally be required t","An employee shall normally be required to work whether on shift or\notherwise, a total of 45 hours per week, excluding meal breaks. An employee who\nis required to work in excess of such hours shall be paid overtime for such\nexcess hours at the appropriate rate as provided for by clause 5 of this\nagreement.",{"bindId":65,"name":66,"text":67},"childcare","a) An employee desirous of taking leave ","a) An employee desirous of taking leave on compassionate grounds shall, by\nprior arrangement with the company, be granted such leave up to his\u002Fher earned\nentitlement under clause 8 of this agreement and the leave taken shall be\nsubsequently set off against his\u002Fher annual leave.\n\nb) An employee may in addition to the leave provided for in paragraph (a) of\nthis clause be granted seven days compassionate leave with out pay in any one\nyear.",{"bindId":69,"name":58,"text":59},"wageincreasetype2",{"bindId":71,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":73,"name":74,"text":75},"funeralpay","In the unfortunate event of death of a u","In the unfortunate event of death of a unionsable employee, the company\nshall provide Kshs. 30,000\u002F= to assist in the funeral expenses of the deceased\nemployee.",{"bindId":77,"name":78,"text":79},"paidmaternityleaveduration","A female employee shall be entitled to t","A female employee shall be entitled to three (3) months maternity leave, in\nany one year and shall not forfeit her annual leave in that year.",{"bindId":81,"name":78,"text":79},"maternityotherclause",{"bindId":83,"name":58,"text":59},"wageincreasetype",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","Overtime rates shall be as follows:- a) ","Overtime rates shall be as follows:-\n\n\n\na) For hours worked on weekdays – time plus half.\n\nb) For hours worked on Gazetted Public Holidays and Rest days – Double\ntime.",{"bindId":89,"name":90,"text":91},"holidaysdays","An employee shall be entitled to annual ","An employee shall be entitled to annual leave of 26 working days every year\non completion of 12 months from the anniversary date of his\u002Fher employment.",{"bindId":93,"name":94,"text":94},"healthcareaccess","Medical Treatment Rules to apply.",{"bindId":96,"name":97,"text":98},"jobwagegroups","2. (a) BASIC MINIMUM WAGES Grade Title 1","2. (a) BASIC MINIMUM WAGES\n\n\n  \n  \n  \n  \n  \n  \n    \n      Grade\n      Title\n      \n      1st year w.e.f\n\n        1st Dec. 2010\n      \n    \n    \n      1.(a )\n      Supervisors\n      BASIC\n      13,175 – 21,358\n    \n    \n      II (a)\n      Senior machine operators, vanish plant operator, senior\n        store-keepers, senior drivers\n      BASIC\n      9,787 – 18,530\n    \n    \n      II\n      Mixers, Batch Weighers, store-keepers, drivers, dispatch clerk\n      BASIC\n      7,963 – 10,570\n    \n    \n      III (a)\n      machine operators, weighers, general artisan\n      BASIC\n      7,963 – 10,570\n    \n    \n      IV\n      Loaders, office messengers \n      BASIC\n      7,963 – 10,570\n    \n    \n      V\n      Cleaner\n      BASIC\n      10,518\n    \n  \n",{"bindId":100,"name":101,"text":102},"annleaveallowancetype","An employee proceeding on authorized ann","An employee proceeding on authorized annual leave to his home shall be paid\na leave travel allowance of 2,400\u002F= for the first year and Kshs.2,800\u002F= the\nsecond year.",{"bindId":104,"name":105,"text":106},"SUNDAY_trigger","b) For hours worked on Gazetted Public H","b) For hours worked on Gazetted Public Holidays and Rest days – Double\ntime.",{"bindId":108,"name":101,"text":102},"ANNLEAVE_trigger",{"bindId":110,"name":105,"text":106},"sundayallowancetype",{"bindId":112,"name":113,"text":114},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniform or protective clothing by nature\nof his\u002Fher work in accordance with the provisions of the Factories Act shall be\nissued with two pairs of uniform or protective clothing each year free of\ncharge by the company. The company shall be responsible for such laundries.",{"bindId":116,"name":86,"text":87},"overtimeallowanceperc1",{"bindId":118,"name":50,"text":51},"contracttrial",{"bindId":120,"name":90,"text":91},"PAIDLEAV_trigger",{"bindId":122,"name":123,"text":124},"sicknessmaxdaysnr","An employee shall be entitled to sick le","An employee shall be entitled to sick leave up to a maximum of forty Five\n(45) days with full pay, and thereafter to sick leave up to a maximum of forty\nFive (45) days with half pay, in each period of twelve months continuous\nservice. The employee shall produce a certificate of incapacity covering each\nperiod of sick leave claimed, signed by a medical practitioner or a person\nacting on his behalf in charge of a dispensary or medical aid centre, and\nprovided that the probationary period has been completed. Management may\nincrease the above period at its own discretion.",{"bindId":126,"name":94,"text":94},"healthcareaccessrelatives",{"bindId":128,"name":101,"text":102},"annleaveallowanceamount1",{"bindId":130,"name":105,"text":106},"sundayallowanceperc1",{"bindId":132,"name":133,"text":134},"contractseverancepay1","iv) Severance pay on the basis of 20 day","iv) Severance pay on the basis of 20 days pay for every completed year of\nservice.",{"bindId":136,"name":137,"text":138},"bankholidays1","An employee shall normally be granted fu","An employee shall normally be granted full pay on Gazetted Public Holidays,\nbut an employee who is required to work on such holidays, shall be paid for\ntime worked as provided by clause 5 above.",{"bindId":140,"name":86,"text":87},"overtimeallowancetype",{"bindId":142,"name":86,"text":87},"overtimeallowancetypeperiod",{"bindId":144,"name":123,"text":124},"sicknessmaxdays",{"bindId":146,"name":78,"text":79},"paidmaternityleave",{"bindId":148,"name":133,"text":134},"contractseverancepay",{"bindId":150,"name":151,"text":152},"jobsecuritymothers","In the event that she is unfit to resume","In the event that she is unfit to resume duty after expiry of Three (3)\nMonths leave, then the provisions of clause Ten (10) shall apply.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Deluxe Inks Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-11-30\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of chemicals and chemical products\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Deluxe Inks Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Chemical 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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 37 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \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: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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 7963.0\n            \u003C\u002Fdiv>\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                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 2800.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 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",[158],{"title":37,"slug":33},[160],{"type":161,"data":162},"call_to_action_body_block",{"title":163,"description":164,"variant":165,"link":166},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":163,"url":167,"description":163,"rel":168,"type":169},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[171],{"type":161,"data":172},{"title":163,"description":164,"variant":165,"link":173},{"title":163,"url":167,"description":163,"rel":168,"type":169},[]]