[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-dunlop-industries-limited-and-kenya-chemical-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":160,"content_type_view":161,"extra_breadcrumbs":162,"body":164,"body_blocks":175,"related_pages":179},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":158,"translations":159},{"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-dunlop-industries-limited-and-kenya-chemical-and-allied-workers-union","2aae159e-bfb6-11e2-b0fc-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-dunlop-industries-limited-and-kenya-chemical-and-allied-workers-union\u002Fmemorandum-of-agreement-between-dunlop-industries-limited-and-kenya-chemical-and-allied-workers-union\u002F","Memorandum Of Agreement Between Dunlop Industries Limited And Kenya Chemical And Allied Workers’ Union - 2012","KEN Dunlop Industries Limited - 2013","Kenya - KEN Dunlop Industries Limited - 2013","KEN Dunlop Industries Limited - 2013 - Manufacturing",{"name":41,"data":42},"DUNLOP 2012.html","\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>New\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\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">DUNLOP\nINDUSTRIES LIMITED (HEREINAFTER REFERRED TO AS THE “COMPANY” OF THE FIRST\nPART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\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;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA\nCHEMICAL AND ALLIED WORKERS’ UNION\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">(HEREINAFTER\nCALLED THE “UNION”) OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Cp>PART 1: TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by the parties to it, and shall apply to all employees covered by the\nRecognition and negotiating procedure agreement signed between the parties.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>All employees shall be considered on probation for a period not exceeding\nthree months from the date of engagement and during this time an employee will\nbe subject to one week’s notice of intention to terminate the employment or\nwill be given one week’s pay in lieu of such notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>(a) The normal working week for all unionisable employees shall consist of\nforty two and a half (42.5) hours spread over six (6) days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any employee of the company who is required to work in excess of hours\nstipulated in this clause shall be entitled to be paid overtime in accordance\nwith the overtime clause of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cp>Overtime payment shall be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For time worked in excess of the normal number of hours of work in a\nweek:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Normal working days – time plus a half\u003C\u002Fp>\n\n\u003Cp>(b) Rest days and Gazetted Public Holidays – Double time\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight focus\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>The employee shall be entitled to 28 working days paid annual leave on\ncompletion of every 12 months service or on pro-rata basis where the period of\n12 months of service is not completed. Gazetted public holidays falling within\nthe leave period will be added on to the leave.\u003C\u002Fp>\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-bankholidays2\">\u003Cp>An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nshall be paid double time worked as provided for by overtime clause.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>An employee may be given 7 days compassionate leave of absence at the\ndiscretion of the company. Such leave, which shall not be unreasonably refused\nnor unnecessarily delayed, shall not normally be paid.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>In the event of illness, absence from work will be permitted for a period of\nup to forty five (45) days with full pay and a further forty five (45) days at\nhalf pay in any calendar year subject to presentation of a medical certificate\nsigned by a registered medical practitioner covering the entire period of\nsickness to the effect that the absence is necessary on medical grounds and is\nnot self inflicted.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>9.MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>A woman employee shall be entitled to three month’s maternity leave with\nfull pay. A woman who has taken two months maternity leave shall not forfeit\nher annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cp>A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) ‘Redundancy’ means the loss of employment, occupation, job or career\nby involuntary means through no fault of an employee involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous, and the practices commonly known as abolition of office, job\nor occupation and loss of employment due to the Kenyanisation of a business,\nbut it does not include any such loss or employment of a domestic servant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the Company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and therefore eligible\nfor the entitlements outlined in clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Consultation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to hold prior discussion\nwith the Union concerning the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In deciding which employees to be declared redundant, the company will\nassess the relative merits, ability and reliability of the affected employees,\nbut when these factors are equal the discharge will be on the basis of first in\nlast out. Membership or non-membership of the union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement\nwhere possible by the company should a vacancy arise according to their\nqualification and the employees offer of themselves for employment, last one\nout will be the first one in.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant, he will be entitled\nto:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The normal notice of pay in lieu of notice as defined in Clause 12 of\nthis Agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and any other remunerations which may be due\nto him calculated up to date on which he\u002Fshe ceases to work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Pro-rata leave and leave allowance entitlement in accordance to this\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:\u003C\u002Fp>\n\n\u003Cp>1-10 years service – 21days pay for each completed year of service\u003C\u002Fp>\n\n\u003Cp>Over 10 years – 24 days pay for every completed year of service\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misconduct which in the opinion of the company does not warrant instant\ndismissal shall be warned in writing and the following procedure shall\napply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first, second and third warning shall be entered in the employee’s\nemployment record and the shopsteward shall be informed accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If an employee who has already received three warnings commits a fourth\nmisconduct he\u002Fshe shall be liable to summary dismissal.\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 third warning without further misconduct any warning\nentered in his employment shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>It shall be a condition of every contract of employment that on successful\ncompletion of the probation period referred to in Clause 2, the contract shall\nbe terminable by not less than one month’s notice for those with 1-10 years\nservice and two month’s notice for those with over 10 years service. The\nnotice shall be given by either party in writing, or otherwise by the payment\nby either part in lieu of notice of equivalent wages, but nothing shall\nprejudice the right of the employer to terminate a contract summarily for\nlawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to wear uniform or overalls by nature of his\nwork or in accordance with the provision of the Factories Act shall be issued\nwith 2 pairs of uniform free of charge by the company. The company shall be\nresponsible for the laundering of uniforms and overalls. All uniforms, overalls\nand protective clothing shall remain the property of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be given a certificate of service by the company upon\nthe termination of his employment unless such employment has continued for a\nperiod 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 company and postal address\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of 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\u003Ch3>15.INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>Provisions of Work Injury Benefits Act 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>All employees are covered by the Group Life Policy with respect to the Last\nExpense Benefit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to perform his work away from his principle\nplace of employment shall be entitled to be paid subsistence allowance as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast- 250.00\u003C\u002Fp>\n\n\u003Cp>Lunch- 300.00\u003C\u002Fp>\n\n\u003Cp>Dinner- 400.00\u003C\u002Fp>\n\n\u003Cp>Accommodation- 1,000.00\u003C\u002Fp>\n\n\u003Cp>1,950.00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.ACTING CAPACITY\u003C\u002Fh3>\n\n\u003Cp>An employee who is entitled to any acting capacity for at least 14 days\nshall be entitled to be paid acting allowance at the rate of the full\ndifference in his salary and of the higher grade in which he\u002Fshe has been\ncalled upon to act. The person in acting capacity will be notified in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>This shall be as per existing medical cover under Avenue Health Care.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.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>When proceeding on annual leave, an employee shall be entitled to\nKshs.5,000\u002F- Leave Travel Allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>This will be at the discretion of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>The provisions of the Employment Act 2007 will apply in respect of summary\ndismissal.\u003C\u002Fp>\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      \u003Ctd>GRADE\u003C\u002Ftd>\n      \u003Ctd>Outgoing\u003C\u002Ftd>\n      \u003Ctd>1ST YEAR (10%)\u003C\u002Ftd>\n      \u003Ctd>2ND YEAR (10%)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1 \n\n        \u003Cp>General Workers, Tea Makers, Messengers, Loaders, turn boys,\n        upgraded artisans\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,003.00\u002F=\u003C\u002Ftd>\n      \u003Ctd>16,503\u002F=\u003C\u002Ftd>\n      \u003Ctd>18,154\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2 \n\n        \u003Cp>Machine Operators, , Artisan Grade III, Receptionists, Copy Typists,\n        drivers (car and light vans)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>18,005.00\u002F=\u003C\u002Ftd>\n      \u003Ctd>19,806\u002F=\u003C\u002Ftd>\n      \u003Ctd>21,786\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3 \n\n        \u003Cp>Artisan Grade II, , storekeepers, Drivers (Medium trucks)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>20,004.00\u002F=\u003C\u002Ftd>\n      \u003Ctd>22,005\u002F= \n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>24,205\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4 \n\n        \u003Cp>Artisan Grade I, Production Supervisor, Quality Control Assistants,\n        Driver (Heavy Commercial vehicles)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>25,006.00\u002F=\u003C\u002Ftd>\n      \u003Ctd>27,507\u002F=\u003C\u002Ftd>\n      \u003Ctd>30,257\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 5 \n\n        \u003Cp>Production Superintendent\u003C\u002Fp>\n\n        \u003Cp>Maintenance Superintendent\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n      \u003Ctd>28,339.00\u002F=\u003C\u002Ftd>\n      \u003Ctd>31,173\u002F=\u003C\u002Ftd>\n      \u003Ctd>34,290\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NB\u003C\u002Fp>\n\n\u003Cp>\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\">\u003Cp>Those whose current wages exceed minimum wage for their grade will have\nannual increments negotiated in the CBA (10% 1st year and 10% 2nd year) applied\non their existing wages.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.GRATUITY\u002FSERVICE BENEFITS\u003C\u002Fh3>\n\n\u003Cp>Upon termination of employment for reasons other than gross misconduct, an\nemployee shall be entitled to receive 22 days pay for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.NIGHT SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>A Night Shift Allowance of Kshs.220\u002F- per shift shall be paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective from 1st January 2013 and shall remain in\nforce for a period of 2 years. Thereafter, the Agreement shall continue in\nforce until it is amended and any party wishing to amend it shall give the\nother one month’s prior notice setting out in detail all the amendments\ndesired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF DUNLOP INDUSTRIES LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>JOSEPHAT WACHIRA MUTUGI\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>GLADYS WANJIKU KAMAU\u003C\u002Fp>\n\n\u003Cp>GROUP FINANCE MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF KENYA CHEMICAL AND ALLIED WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>WERE D. OGUTU, OGW\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 O. OBURAGEORGE GWAKO\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARYRECRUITMENT\u002FI.R. ASSISTANT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….. ……………………………….\u003C\u002Fp>\n\n\u003Cp>FELIX SIGARDOMINIC NYAMAI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD 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>G.R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AT NAIROBI THIS………………….DAY OF………………2012\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\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-dunlop-industries-limited-and-kenya-chemical-and-allied-workers-union\u002Fmemorandum-of-agreement-between-dunlop-industries-limited-and-kenya-chemical-and-allied-workers-union\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"childcareleave":52,"wageincreaseperc1":56,"dayspweek":60,"hourspweek_select":64,"childcare":66,"wageincreasetype2":68,"STRUCINCR_trigger":70,"contracttrialperiod":72,"maternityotherclause":76,"jobclassifaction1":80,"OVERTIME_trigger":84,"holidaysdays":88,"healthcareaccess":92,"annleaveallowancetype":96,"ANNLEAVE_trigger":100,"overtimeallowanceperc1":102,"hourspweek":104,"contracttrial":106,"schedulesrestpw":108,"healthinsurance":110,"paidmaternityleaveall":112,"paidpaternityleave":114,"sicknesspay":118,"sicknessmaxdaysnr":122,"NOCTPREM_trigger":124,"annleaveallowanceamount1":128,"bankholidays2":130,"contractseverancepay1":134,"bankholidays1":138,"overtimeallowancetype":140,"overtimeallowancetypeperiod":142,"sicknessmaxdays":144,"paidmaternityleave":146,"coverunion_trigger":148,"contractseverancepay":152,"PAIDLEAV_trigger":154,"paidpaternityleaveduration":156},{"bindId":45,"name":46,"text":47},"disabilitypay","Provisions of Work Injury Benefits Act 2","Provisions of Work Injury Benefits Act 2007 shall apply.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","9.MATERNITY LEAVE\u002FPATERNITY LEAVE A woma","9.MATERNITY LEAVE\u002FPATERNITY LEAVE\n\nA woman employee shall be entitled to three month’s maternity leave with\nfull pay. A woman who has taken two months maternity leave shall not forfeit\nher annual leave in that year.",{"bindId":53,"name":54,"text":55},"childcareleave","An employee may be given 7 days compassi","An employee may be given 7 days compassionate leave of absence at the\ndiscretion of the company. Such leave, which shall not be unreasonably refused\nnor unnecessarily delayed, shall not normally be paid.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","Those whose current wages exceed minimum","Those whose current wages exceed minimum wage for their grade will have\nannual increments negotiated in the CBA (10% 1st year and 10% 2nd year) applied\non their existing wages.",{"bindId":61,"name":62,"text":63},"dayspweek","(a) The normal working week for all unio","(a) The normal working week for all unionisable employees shall consist of\nforty two and a half (42.5) hours spread over six (6) days of the week.",{"bindId":65,"name":62,"text":63},"hourspweek_select",{"bindId":67,"name":54,"text":55},"childcare",{"bindId":69,"name":58,"text":59},"wageincreasetype2",{"bindId":71,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":73,"name":74,"text":75},"contracttrialperiod","All employees shall be considered on pro","All employees shall be considered on probation for a period not exceeding\nthree months from the date of engagement and during this time an employee will\nbe subject to one week’s notice of intention to terminate the employment or\nwill be given one week’s pay in lieu of such notice.",{"bindId":77,"name":78,"text":79},"maternityotherclause","A woman employee shall be entitled to th","A woman employee shall be entitled to three month’s maternity leave with\nfull pay. A woman who has taken two months maternity leave shall not forfeit\nher annual leave in that year.",{"bindId":81,"name":82,"text":83},"jobclassifaction1","The provisions of the Employment Act 200","The provisions of the Employment Act 2007 will apply in respect of summary\ndismissal.\n\n\n  \n  \n  \n  \n  \n  \n    \n      GRADE\n      Outgoing\n      1ST YEAR (10%)\n      2ND YEAR (10%)\n    \n    \n      Grade 1 \n\n        General Workers, Tea Makers, Messengers, Loaders, turn boys,\n        upgraded artisans\n      \n      15,003.00\u002F=\n      16,503\u002F=\n      18,154\u002F=\n    \n    \n      Grade 2 \n\n        Machine Operators, , Artisan Grade III, Receptionists, Copy Typists,\n        drivers (car and light vans)\n      \n      18,005.00\u002F=\n      19,806\u002F=\n      21,786\u002F=\n    \n    \n      Grade 3 \n\n        Artisan Grade II, , storekeepers, Drivers (Medium trucks)\n      \n      20,004.00\u002F=\n      22,005\u002F= \n\n        \n\n        \n      \n      24,205\u002F=\n    \n    \n      Grade 4 \n\n        Artisan Grade I, Production Supervisor, Quality Control Assistants,\n        Driver (Heavy Commercial vehicles)\n      \n      25,006.00\u002F=\n      27,507\u002F=\n      30,257\u002F=\n    \n    \n      GRADE 5 \n\n        Production Superintendent\n\n        Maintenance Superintendent",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","Overtime payment shall be as follows: Fo","Overtime payment shall be as follows:\n\n\n\nFor time worked in excess of the normal number of hours of work in a\nweek:-\n\n\n\n(a) Normal working days – time plus a half\n\n(b) Rest days and Gazetted Public Holidays – Double time",{"bindId":89,"name":90,"text":91},"holidaysdays","The employee shall be entitled to 28 wor","The employee shall be entitled to 28 working days paid annual leave on\ncompletion of every 12 months service or on pro-rata basis where the period of\n12 months of service is not completed. Gazetted public holidays falling within\nthe leave period will be added on to the leave.",{"bindId":93,"name":94,"text":95},"healthcareaccess","This shall be as per existing medical co","This shall be as per existing medical cover under Avenue Health Care.",{"bindId":97,"name":98,"text":99},"annleaveallowancetype","When proceeding on annual leave, an empl","When proceeding on annual leave, an employee shall be entitled to\nKshs.5,000\u002F- Leave Travel Allowance.",{"bindId":101,"name":98,"text":99},"ANNLEAVE_trigger",{"bindId":103,"name":86,"text":87},"overtimeallowanceperc1",{"bindId":105,"name":62,"text":63},"hourspweek",{"bindId":107,"name":74,"text":75},"contracttrial",{"bindId":109,"name":62,"text":63},"schedulesrestpw",{"bindId":111,"name":94,"text":95},"healthinsurance",{"bindId":113,"name":78,"text":79},"paidmaternityleaveall",{"bindId":115,"name":116,"text":117},"paidpaternityleave","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":119,"name":120,"text":121},"sicknesspay","In the event of illness, absence from wo","In the event of illness, absence from work will be permitted for a period of\nup to forty five (45) days with full pay and a further forty five (45) days at\nhalf pay in any calendar year subject to presentation of a medical certificate\nsigned by a registered medical practitioner covering the entire period of\nsickness to the effect that the absence is necessary on medical grounds and is\nnot self inflicted.",{"bindId":123,"name":120,"text":121},"sicknessmaxdaysnr",{"bindId":125,"name":126,"text":127},"NOCTPREM_trigger","A Night Shift Allowance of Kshs.220\u002F- pe","A Night Shift Allowance of Kshs.220\u002F- per shift shall be paid.",{"bindId":129,"name":98,"text":99},"annleaveallowanceamount1",{"bindId":131,"name":132,"text":133},"bankholidays2","An employee shall normally be granted le","An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nshall be paid double time worked as provided for by overtime clause.",{"bindId":135,"name":136,"text":137},"contractseverancepay1","(iv) Severance pay on the basis of: 1-10","(iv) Severance pay on the basis of:\n\n1-10 years service – 21days pay for each completed year of service\n\nOver 10 years – 24 days pay for every completed year of service",{"bindId":139,"name":90,"text":91},"bankholidays1",{"bindId":141,"name":86,"text":87},"overtimeallowancetype",{"bindId":143,"name":86,"text":87},"overtimeallowancetypeperiod",{"bindId":145,"name":120,"text":121},"sicknessmaxdays",{"bindId":147,"name":50,"text":51},"paidmaternityleave",{"bindId":149,"name":150,"text":151},"coverunion_trigger","The terms and conditions of employment s","The terms and conditions of employment set out in this Agreement shall be\nobserved by the parties to it, and shall apply to all employees covered by the\nRecognition and negotiating procedure agreement signed between the parties.",{"bindId":153,"name":136,"text":137},"contractseverancepay",{"bindId":155,"name":90,"text":91},"PAIDLEAV_trigger",{"bindId":157,"name":116,"text":117},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Dunlop Industries Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-01-01\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 bricks, tiles, glass, ceramic goods, and alike\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                        Dunlop Industries 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        \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: → 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: → No\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: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \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            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 42.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 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            \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 220.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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 5000.0\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: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[163],{"title":37,"slug":33},[165],{"type":166,"data":167},"call_to_action_body_block",{"title":168,"description":169,"variant":170,"link":171},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":168,"url":172,"description":168,"rel":173,"type":174},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[176],{"type":166,"data":177},{"title":168,"description":169,"variant":170,"link":178},{"title":168,"url":172,"description":168,"rel":173,"type":174},[]]