[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-easy-coach-ltd-and-transport-workers-union-k-":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":204,"content_type_view":205,"extra_breadcrumbs":206,"body":208,"body_blocks":219,"related_pages":223},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":202,"translations":203},{"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-easy-coach-ltd-and-transport-workers-union-k-","ca0f4f52-0c98-11e3-bad0-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-easy-coach-ltd-and-transport-workers-union-k-\u002Fmemorandum-of-agreement-between-easy-coach-ltd-and-transport-workers-union-k-\u002F","Memorandum of Agreement between Easy Coach Ltd and Transport Workers Union - 2013","KEN Easy Coach Limited - 2013","Kenya - KEN Easy Coach Limited - 2013","KEN Easy Coach Limited - 2013 - Transport, logistics, communication",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN EASY COACH LTD And TRANSPORT WORKERS UNION (K).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>New8\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN EASY COACH LTD And TRANSPORT WORKERS UNION\n(K)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1.0 PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>The agreement shall apply to all employees covered by the definition given\nby the Union’s registered constitution and as provided by the recognition\nAgreement signed between the parties and within the Industrial Relations\nCharter. It is further agreed that this Agreement will cover all unionisable\nemployees employed by the company. and shall form the basis of the minimum\nwages, terms and conditions of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Ch2>2.0 BASIC MINIMUM WAGES: 01\u002F05\u002F2013\u003C\u002Fh2>\n\n\u003Cp>2.1 General labourer (cleaner, loader,Messenger).........................\nKsh. 8,923\u002F-\u003C\u002Fp>\n\n\u003Cp>2.2 Day Security staff\n........................................................................Ksh\n9,000\u002F-\u003C\u002Fp>\n\n\u003Cp>2.3 Night Security\nStaff....................................................................\nKshs.9,955\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.3 WORKSHOP STAFF\u003C\u002Fp>\n\n\u003Cp>a) Ungraded Artisan\n..........................................................................Ksh.12,043\u002F-\u003C\u002Fp>\n\n\u003Cp>b) Artisan grade\nIII............................................................................\nKsh.15,147\u002F-\u003C\u002Fp>\n\n\u003Cp>c) Artisan grade\nII.............................................................................\nKsh. 16,359\u002F-\u003C\u002Fp>\n\n\u003Cp>d) Artisan grade I\n..............................................................................Ksh.\n20,134\u002F-\u003C\u002Fp>\n\n\u003Cp>e) Petrol pump attendant\n..................................................................Ksh.\n11,544\u002F-\u003C\u002Fp>\n\n\u003Cp>f) Tyre man\n........................................................................................Ksh.\n11,544\u002F-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.4 DRIVERS\u003C\u002Fp>\n\n\u003Cp>a) Light van –below 2\ntons...............................................................\nKsh.12,043\u002F-\u003C\u002Fp>\n\n\u003Cp>b) Medium size btwn 2 and 8\ntons................................................... Ksh.15,147\u002F-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.5 CLERICAL STAFF:\u003C\u002Fp>\n\n\u003Cp>a) Junior clerk\n...................................................................................Ksh.11,544\u002F-\u003C\u002Fp>\n\n\u003Cp>b) General Clerk, Accounts\u002FComputer clerk\n.................................Ksh.13,744\u002F-\u003C\u002Fp>\n\n\u003Cp>c) Stores clerk\n...................................................................................Ksh.13,744\u002F-\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Note:\u003C\u002Fp>\n\n\u003Cp>(a)Salaries for Grades I, II and III shall apply to the employees employed\non those grades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)The basic salaries for the Collective Bargaining Agreement shall always\nbe 2% above the Government General order.\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\">\u003Ch2>3.0 GENERAL WAGE INCREASE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>Employees who were in service of the company by at 30th April 2013 shall\nreceive a wage increase of 10% with effect from 1st May 2013 for the first year\nand a further 10% for the second year effective from 1st May 2014.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.0 HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Employees who are not provided with free housing Accommodation by the\ncompany shall be entitled to housing allowance of Kshs 1,500per month or 15% of\nthe basic salary whichever is higher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch2>5.0 HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>(1) The normal working week shall consist of 45 hours spread over six days\nof the week.\u003C\u002Fp>\n\n\u003Cp>(2) In respect of the security staff, the working week shall consist of 60\nhours spread over 6 days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3) Employees in the workshop will operate on 2 broken shift a day of 4\nhours each for 6 days in a week. (2 shifts of 4 hours per shift) and shall be\nentitled to shift allowance of Kshs. 125\u002F= per day.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>(4) An employee shall be entitled to one rest day in a week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>(5) Loaders on night shift shall be entitled to shift allowance of Kshs.\n125\u002F= per day.\u003C\u002Fp>\n\n\u003Cp>(6)Workshop employees on night shift shall receive nigh shift allowance of\nKshs. 225\u002F=.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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\">\u003Ch2>6.0 OVERTIME\u003C\u002Fh2>\n\n\u003Cp>Overtime shall be paid at the following rates:\u003C\u002Fp>\n\n\u003Cp>(a) For the hours worked in excess of normal hours per week at one and half\ntimes the normal hourly rate (11\u002F2 times)\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 rest days and gazetted public holidays at double the\nnormal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) Paragraph (a) and (b) of this clause shall not apply to drivers, instead\na monthly fixed overtime of Kshs.1,600\u002F= shall be paid for excess hours worked\nin a month.\u003C\u002Fp>\n\n\u003Cp>(d) Overtime shall be indicated on the employee’s payslip.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch2>7.0 PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>(a) An employee shall be entitled to a public holiday and normal rest day\nwith full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee who is required to work on such Public holidays and normal\nrest days shall be paid at DOUBLE RATE under overtime clause or shall be\ngranted an alternative day to rest with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.0 ENGAGEMENT\u002FAPPOINTMENT\u003C\u002Fh2>\n\n\u003Cp>On engagement, an employee shall be issued with a letter of appointment.\nSuch a letter shall set forthwith the employees job title, salary scale and\nother related matters pertaining to the employees’ terms and conditions of\nemployment as set in this CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch2>9.0 PROBATION\u003C\u002Fh2>\n\n\u003Cp>A newly recruited employee shall be on probation for a period of 6(six)\nmonths.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) During probationary period, either party may terminate the contract by\ngiving 7 days notice or pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Induction: A newly recruited employee shall be given an induction\nrelevant to the basic needs of the job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Confirmation: Upon successful completion of probationary period, the\nemployee shall be confirmed in his\u002Fher appointment in writing.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.0 CASUAL EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>The company retains the right to employ casual labourers\u002Femployees from time\nto time on the basis of its own operational requirements and as provided for in\nthe Employment Act. Casual labourers\u002Femployees shall be paid at the appropriate\nrates applicable as governed by the prevailing General wages guidelines.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No casual employee shall work for more than 3 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11.0 LEAVE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>A) ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a)After completion of twelve (12) months continuous service with the\ncompany, an employee shall be entitled to annual leave of 22 working days with\nfull pay (excluding public holidays).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Such leave may be taken at a time and duration convenient to the\nemployer but the individual employee’s circumstances may be taken into\nconsideration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Two years annual leave may be accumulated by mutual agreement between\nthe employer and the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Any employee who leaves employment after completion of two or more\nconsecutive months, shall be entitled to prorata leave of 2 days in respect of\neach completed month of service or pay in lieu of such leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) The employee will apply for leave at least two weeks in advance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Those travelling on leave shall be given salary advance upon request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B) LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee proceeding on annual leave shall be entitled to a free ticket\nfor those going where the company buses operate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12.0 COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>i) An employee desirous of taking leave on compassionate grounds shall by\nprior arrangement with the employer be granted such leave up to his\u002Fher earned\nleave and the same shall be subsequently set off against his\u002Fher annual\nleave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) An employee may in addition to the leave provided in sub-paragraph (i)\nof this paragraph be granted 5 days compassionate leave without pay in any one\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch2>13.0 SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>After two consecutive months service and subject to production of a\ncertified medical certificate of incapacity covering the period of sick leave\nclaimed, an employee shall be entitled to sick leave in any one period of\ntwelve months as follows: -\u003C\u002Fp>\n\n\u003Cp>(i) A maximum of 30 days with full pay and thereafter to\u003C\u002Fp>\n\n\u003Cp>(ii) A maximum of 30 days with half pay.\u003C\u002Fp>\n\n\u003Cp>(iii) Any payments of salary\u002Fwages to an employee’s next of kin during\nsick leave shall be witnessed by a shop steward.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch2>14.0 MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>i) A female employee shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her normal annual leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>ii) A male employee shall be entitled to 2 weeks paternity leave with full\npay as provided by the Employment Act and on production of medical\ndocuments.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Ch2>15.0 SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cp>Drivers shall be entitled to allowances where their accommodation is\nprovided free as follows.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Meal allowance Ksh............................ 700\u002F=\u003C\u002Fp>\n\n\u003Cp>b) Overstay allowance Ksh. ....................175\u002F=\u003C\u002Fp>\n\n\u003Cp>c) Return Allowance Ksh. .......................300\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16.0 EMPLOYEE IN ACTING CAPACITY\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required to act in full capacity for a period not less\nthan 1 month in a position or grade for which the basic minimum wage is higher\nthan the basic minimum normally earned by the employee, an acting allowance not\nless than the difference between such higher basic and his basic wage shall be\npaid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.0 UNIFORMS & OVERALLS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetypolicy\">\u003Cp>a) An employee who is required to wear uniforms or overalls by nature of his\n\u002Fher work or in accordance with the provisions of the Occupational Safety and\nHealth Act shall be issued with two pairs of uniforms or overalls free of\ncharge by the company. Such uniforms or overalls shall be replaced with a new\npair bi-annually.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Employees shall be responsible for laundering such uniforms and \u002For\noveralls.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) The uniforms remain the property of the company. When his\u002Fher services\nare terminated, the same shall be returned back to the company in a presentable\nstate.\u003C\u002Fp>\n\n\u003Cp>d)The employees shall be expected to be in their official company uniforms\nalways. In the event of loss, a surcharge equivalent to the cost of the uniform\nshall be imposed.\u003C\u002Fp>\n\n\u003Cp>e) Night security staff shall be provided with coats.\u003C\u002Fp>\n\n\u003Cp>f) Safety boots shall be provided to employees where appropriate and in\naccordance with OSH Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18.0 SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Ch3>A)\u003C\u002Fh3>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause but the numeration of\nsuch matters shall not preclude an employer\u002Femployee from respectively alleging\nor disputing whether facts giving rise to the same, or whether any other\nmatters not mentioned in this section constitute justifiable or lawful grounds\nfor the dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) If without leave or other lawful cause an employee absents himself from\nthe place proper and appointed for the performance of his work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) If during working hours by becoming or being intoxicated an employee\nrenders himself unwilling or incapable to perform his work properly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee wilfully neglects to perform any work which it was his duty\nto perform or if he carelessly and improperly performs any work which from its\nnature it was his duty to perform, under his contract to have performed\ncarefully and properly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) If an employee uses abusive or insulting language, or behaves in a manner\ninsulting to his employer or to a person placed in authority over him by his\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) If an employee knowingly fails or refuses to obey a lawful and proper\ncommand which it was within the scope of his duty to obey, issued by his\nemployer or a person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) If, in the lawful exercise of any powers of arrest given by or under any\nwritten law, an employee is arrested for a cognisable offence punishable by\nimprisonment and is not within 14 days either released on bail or bond or\notherwise lawfully set at liberty, or\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) If an employee commits or on reasonable and sufficient grounds is\nsuspected of having committed a criminal offence against or to the substantial\ndetriment of his employer or his employer’s property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B) Entitlement on dismissal\u003C\u002Fh3>\n\n\u003Cp>i)Salary up to the date of dismissal\u003C\u002Fp>\n\n\u003Cp>ii)Pro rata leave\u003C\u002Fp>\n\n\u003Cp>iii)Payment of pending off days and overtime if any\u003C\u002Fp>\n\n\u003Cp>iv)Certificate of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19.0 GRIEVANCES PROCEDURE (RIGHT TO APPEAL)\u003C\u002Fh2>\n\n\u003Cp>Both parties have agreed to adhere to the Industrial Relations Charter and\nthe Recognition Agreement signed between the parties in settling grievances\u002F\ndisputes that may arise by observing the provisions of the Employment Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20.0 WARNING SYSTEM\u003C\u002Fh2>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause for summary dismissal may be given a warning in writing, which\nshall be entered in his\u002Fher employment file\u002Frecord. Such warning shall remain\nvalid for 12 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who receives two such letters and commits another offence he\nshall be liable for summary dismissal- provided that all the three offences\nwere committed within the period of 12 months. A warning letter shall remain\nvalid on an employees record for 12 months. All the warning letters shall be\ncopied to the shop steward and the Branch secretary of the union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21.0 SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>a) Where an employee commits a serious offence warranting investigation, the\ncompany shall suspend the employee for 7 working days without pay and if the\ninvestigation is not completed within 7 working days then he will continue to\nbe on suspension with half pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The outcome of the investigation shall be communicated to the employee in\nwriting and copied to the shop steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Should the employee be found innocent, he\u002Fshe shall be reinstated and the\nwithheld salary paid to him. If the employee is found guilty, he\u002Fshe shall be\ndismissed, terminated or warned depending on the offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22.0 REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>1. a) Definition\u003C\u002Fp>\n\n\u003Cp>Redundancy means the 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 employer, where the services of an employee\nare superfluous as a result of practices commonly known as abolition of office,\njob or occupation and loss of employment.\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. This employment may not be\nof the same grade. If alternative employment is not acceptable to the employee\nconcerned, he will be classified as redundant and therefore eligible for the\nentitlements outlined in this clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Notification.\u003C\u002Fp>\n\n\u003Cp>The employer shall notify the union and the nearest District Labour Officer\nof the reasons for and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Selection of Redundant employees.\u003C\u002Fp>\n\n\u003Cp>In deciding which employees shall be declared redundant, the company will\nassess the relative merits, ability, skill, and reliability of the affected\nemployees, but when these factors are equal the discharge will be on the basis\nof seniority. Refer to sec. 40 (c) of the Employment Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Re engagement of a redundant employee.\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch2>22. Entitlement of redundant employees.\u003C\u002Fh2>\n\n\u003Cp>In the event an employee is being declared redundant he\u002Fshe shall be\nentitled to the following: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) One (1)-month notice in writing or pay in lieu of notice as defined in\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) Payment of wages, overtime and any other remuneration which may be due to\nhim\u002Fher calculated upon the date on which he\u002Fshe ceases to work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Prorata leave entitled in accordance with the agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3) Severance pay at the rate of 16 days pay for each complete year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4) Certificate of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch2>23.0 RETIREMENT:\u003C\u002Fh2>\n\n\u003Cp>a) The normal age for retirement from the service of the company shall be on\nthe attainment of age (60) years for both men and women. Earlier retirement\nwill be at on attainment of 55 years and will be at the discretion of both the\nemployee and employer\u003C\u002Fp>\n\n\u003Cp>b) An employee who retires will be entitled to service pay at the rate of 16\ndays for each completed year. Provided that the employee has served the company\nfor a minimum of (1) year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24.0 TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>a)After the probationary period this contract may be terminated by either\nparty giving one month notice in writing or pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Entitlement on termination\u003C\u002Fp>\n\n\u003Cp>i)Salary for days worked\u003C\u002Fp>\n\n\u003Cp>ii)Accrued leave on Pro-rata basis\u003C\u002Fp>\n\n\u003Cp>iii)Payment for accrued off days\u003C\u002Fp>\n\n\u003Cp>iv)Service pay at 15 days pay for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>v)Certificate of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch2>25.0 MEDICAL TREATMENT:\u003C\u002Fh2>\n\n\u003Cp>a)The Company shall provide free medical attention to its employees in\naccordance with Employment Act-2007 Laws of Kenya. For this purpose, there\nshall be a Company Doctor available within the premises on Mondays, Wednesdays\nand Fridays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)The Company shall identify a Medical facility\u002Fhospital for medical\nattention of its employees.\u003C\u002Fp>\n\n\u003Cp>c)In the event an employee falls sick while on safari, the current practice\nof the Company shall continue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Code on HIV\u002FAIDS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>No employer shall discriminate directly or indirectly, against an employee\nor prospective employee or harass an employee on grounds of their HIV\nstatus.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch2>26.0 INJURY AT THE WORK PLACE\u003C\u002Fh2>\n\n\u003Cp>a) In the case of accident covered by the Work Injury Benefits Act,\ncompensation shall be made to the employee who is affected in accordance to the\nWIBA-2007\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27.0 SHOP STEWARDS EDUCATION\u003C\u002Fh2>\n\n\u003Cp>The Company shall allow time off for the shop stewards and other members to\nattend trade union training courses arranged by TAWU\u002FCOTU (K) with full\ncommunication between the union and the company. Ample notice of not less than\n14 days will be given to the company and the union will endeavour to try to\nsend the shop steward\u002Fmembers at different time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch2>28.0 DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>a)The company will provide Kshs.25,000\u002F= towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)The company shall pay all accrued employment benefits\u002Fdues to the deceased\nemployee to his \u002Fher nominated next of Kin or to the District Labour Officer.\nAll employees to update their next of kin records with the employer.\u003C\u002Fp>\n\n\u003Cp>c)Payments to be witnessed by a shop steward.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch2>29.0: STAFF TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>By mutual agreement, the normal practice of transporting employees from\ntheir place of work will continue. However, employees who work beyond their\nworking hours will be given bus fare.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30.0: CHECK OFF SYSTEM\u003C\u002Fh2>\n\n\u003Cp>The employer shall abide by the provisions of the Labour Relations Act in\nrespect to the check off system and Agency fee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31.0: SHOP STEWARD\u002FJOINT CONSULTATIVE COMMITTEE\u003C\u002Fh2>\n\n\u003Cp>The company shall recognise the role played by the shop stewards and their\nmandate as provided for in the Recognition Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Both the employer and the Union representatives\u002Fshop stewards shall form a\nconsultative committee to solve collective workers grievances and oversee the\nimplementation of the CBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32.0: TRANSFER\u003C\u002Fh2>\n\n\u003Cp>a)If an employee is transferred by the Company from one station to another,\nhe\u002Fshe shall be entitled to transfer allowance equivalent to one (1) month\nsalary or be entitled to free accommodation by the Company.\u003C\u002Fp>\n\n\u003Cp>b)The company will transport the affected employee and his reasonable\npersonal baggage from the old station to the new station.\u003C\u002Fp>\n\n\u003Cp>c)Transfer will be at the discretion of the management and no employee will\nreject a transfer should they be transferred.\u003C\u002Fp>\n\n\u003Cp>d)An employee who is transferred from one station to another will be given 7\ndays notice by the company to prepare to move to his new station expect on\nemergency basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33.0: TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The company shall provide tools for use in the company Worksop\u002Fpremises and\nan employee who is not provided with tools shall be paid tools allowance of\nKshs. 500 per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34.0 EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall come into force from the 1st Day of May 2013 and shall\nremain in force for 24 months (two years). Thereafter the Agreement shall\nremain in force until it is amended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During this period, either party wishing to amend any of the provisions\ntherein will be required to give three months notice setting out in details of\nthe proposed amendments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>AZYM DOSSA\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>PATRICIAH LUGALIA\u003C\u002Fp>\n\n\u003Cp>HR OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION (TAWU)\u003C\u002Fp>\n\n\u003Cp>...…………………………………\u003C\u002Fp>\n\n\u003Cp>TITUS WAMALWA KHAEMBA\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>………………………………\u003C\u002Fp>\n\n\u003Cp>DISHON OGOWA\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….\u003C\u002Fp>\n\n\u003Cp>MORARA OCHENGE\u003C\u002Fp>\n\n\u003Cp>SNR SHOPSTEWARD WORKSHOP\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>JORIM ODHIAMBO OWITI\u003C\u002Fp>\n\n\u003Cp>ASSISTANT CHIEF SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………….\u003C\u002Fp>\n\n\u003Cp>NAFTALI ABUGAH\u003C\u002Fp>\n\n\u003Cp>SNR SHOP STEWARD DRIVERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>STEPHEN RIOBA\u003C\u002Fp>\n\n\u003Cp>SNR SHOP STEWARD-CLERKS\u003C\u002Fp>\n\n\u003Cp>………………………………….\u003C\u002Fp>\n\n\u003Cp>GEORGE MBIJI\u003C\u002Fp>\n\n\u003Cp>SNR SHOP STEWARD (DISPATCH\u002FLOADERS)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF FEDERATION OF KENYA EMPLOYERS\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 EMPLOPYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED: This Day……………………… month of…………….2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var d=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",m=\"body\",p=\"&\",s=\"&ci=\",t=\",\",u=\"?\",v=\"Content-Type\",w=\"Microsoft.XMLHTTP\",x=\"Msxml2.XMLHTTP\",y=\"POST\",z=\"application\u002Fx-www-form-urlencoded\",A=\"img\",B=\"input\",C=\"load\",D=\"oh=\",E=\"on\",F=\"pagespeed_url_hash\",G=\"url=\";f.pagespeed=f.pagespeed||{};var 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",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"maxsicknesspay":56,"maternitydiscrimination":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":72,"childcare":76,"wageincreasetype2":80,"STRUCINCR_trigger":82,"funeralpay":84,"MEALALL_trigger":88,"contracttrialperiod":92,"maxsicknesspayperc":96,"pensionfund":98,"mealvouchersamount":102,"OVERTIME_trigger":106,"holidaysdays":110,"jobclassifaction1":114,"wageincreasedate_date":116,"healthcareaccess":120,"shiftallowancetype":124,"COMMUTE_trigger":128,"SUNDAY_trigger":132,"sundayallowancetype":136,"healthandsafetypolicy":138,"overtimeallowanceperc1":142,"hourspweek":144,"paidpaternityleavepay":146,"contracttrial":150,"schedulesrestpw":152,"dayspweek_select":156,"paidmaternityleaveall":158,"SCHEDULE_trigger":160,"paidpaternityleave":162,"sicknesspay":164,"sicknessmaxdaysnr":166,"NOCTPREM_trigger":168,"shiftallowanceamount1":170,"sundayallowanceperc1":172,"LOWWAGE_trigger":174,"contractseverancepay1":176,"bankholidays1":180,"overtimeallowancetype":184,"overtimeallowancetypeperiod":186,"paidmaternityleavepay":188,"sicknessmaxdays":190,"paidmaternityleave":192,"wageincreasedate":194,"contractseverancepay":196,"PAIDLEAV_trigger":198,"paidpaternityleaveduration":200},{"bindId":45,"name":46,"text":47},"disabilitypay","26.0 INJURY AT THE WORK PLACE a) In the ","26.0 INJURY AT THE WORK PLACE\n\na) In the case of accident covered by the Work Injury Benefits Act,\ncompensation shall be made to the employee who is affected in accordance to the\nWIBA-2007",{"bindId":49,"name":50,"text":51},"lowwageamount","2.0 BASIC MINIMUM WAGES: 01\u002F05\u002F2013 2.1 ","2.0 BASIC MINIMUM WAGES: 01\u002F05\u002F2013\n\n2.1 General labourer (cleaner, loader,Messenger).........................\nKsh. 8,923\u002F-\n\n2.2 Day Security staff\n........................................................................Ksh\n9,000\u002F-\n\n2.3 Night Security\nStaff....................................................................\nKshs.9,955\u002F=\n\n\n\n2.3 WORKSHOP STAFF\n\na) Ungraded Artisan\n..........................................................................Ksh.12,043\u002F-\n\nb) Artisan grade\nIII............................................................................\nKsh.15,147\u002F-\n\nc) Artisan grade\nII.............................................................................\nKsh. 16,359\u002F-\n\nd) Artisan grade I\n..............................................................................Ksh.\n20,134\u002F-\n\ne) Petrol pump attendant\n..................................................................Ksh.\n11,544\u002F-\n\nf) Tyre man\n........................................................................................Ksh.\n11,544\u002F-\n\n\n\n2.4 DRIVERS\n\na) Light van –below 2\ntons...............................................................\nKsh.12,043\u002F-\n\nb) Medium size btwn 2 and 8\ntons................................................... Ksh.15,147\u002F-\n\n\n\n2.5 CLERICAL STAFF:\n\na) Junior clerk\n...................................................................................Ksh.11,544\u002F-\n\nb) General Clerk, Accounts\u002FComputer clerk\n.................................Ksh.13,744\u002F-\n\nc) Stores clerk\n...................................................................................Ksh.13,744\u002F-",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","14.0 MATERNITY LEAVE\u002FPATERNITY LEAVE i) ","14.0 MATERNITY LEAVE\u002FPATERNITY LEAVE\n\ni) A female employee shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her normal annual leave entitlement.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","13.0 SICK LEAVE After two consecutive mo","13.0 SICK LEAVE\n\nAfter two consecutive months service and subject to production of a\ncertified medical certificate of incapacity covering the period of sick leave\nclaimed, an employee shall be entitled to sick leave in any one period of\ntwelve months as follows: -\n\n(i) A maximum of 30 days with full pay and thereafter to\n\n(ii) A maximum of 30 days with half pay.\n\n(iii) Any payments of salary\u002Fwages to an employee’s next of kin during\nsick leave shall be witnessed by a shop steward.",{"bindId":61,"name":62,"text":63},"maternitydiscrimination","i) A female employee shall be entitled t","i) A female employee shall be entitled to three months maternity leave with\nfull pay and shall not forfeit her normal annual leave entitlement.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","3.0 GENERAL WAGE INCREASE Employees who ","3.0 GENERAL WAGE INCREASE\n\nEmployees who were in service of the company by at 30th April 2013 shall\nreceive a wage increase of 10% with effect from 1st May 2013 for the first year\nand a further 10% for the second year effective from 1st May 2014.",{"bindId":69,"name":70,"text":71},"dayspweek","(1) The normal working week shall consis","(1) The normal working week shall consist of 45 hours spread over six days\nof the week.\n\n(2) In respect of the security staff, the working week shall consist of 60\nhours spread over 6 days of the week.",{"bindId":73,"name":74,"text":75},"hourspweek_select","5.0 HOURS OF WORK (1) The normal working","5.0 HOURS OF WORK\n\n(1) The normal working week shall consist of 45 hours spread over six days\nof the week.\n\n(2) In respect of the security staff, the working week shall consist of 60\nhours spread over 6 days of the week.",{"bindId":77,"name":78,"text":79},"childcare","i) An employee desirous of taking leave ","i) An employee desirous of taking leave on compassionate grounds shall by\nprior arrangement with the employer be granted such leave up to his\u002Fher earned\nleave and the same shall be subsequently set off against his\u002Fher annual\nleave.\n\n\n\nii) An employee may in addition to the leave provided in sub-paragraph (i)\nof this paragraph be granted 5 days compassionate leave without pay in any one\nyear.",{"bindId":81,"name":66,"text":67},"wageincreasetype2",{"bindId":83,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":85,"name":86,"text":87},"funeralpay","28.0 DEATH OF AN EMPLOYEE a)The company ","28.0 DEATH OF AN EMPLOYEE\n\na)The company will provide Kshs.25,000\u002F= towards funeral expenses.\n\n\n\nb)The company shall pay all accrued employment benefits\u002Fdues to the deceased\nemployee to his \u002Fher nominated next of Kin or to the District Labour Officer.\nAll employees to update their next of kin records with the employer.\n\nc)Payments to be witnessed by a shop steward.",{"bindId":89,"name":90,"text":91},"MEALALL_trigger","15.0 SAFARI ALLOWANCE Drivers shall be e","15.0 SAFARI ALLOWANCE\n\nDrivers shall be entitled to allowances where their accommodation is\nprovided free as follows.\n\n\n\na) Meal allowance Ksh............................ 700\u002F=\n\nb) Overstay allowance Ksh. ....................175\u002F=\n\nc) Return Allowance Ksh. .......................300\u002F=",{"bindId":93,"name":94,"text":95},"contracttrialperiod","9.0 PROBATION A newly recruited employee","9.0 PROBATION\n\nA newly recruited employee shall be on probation for a period of 6(six)\nmonths.\n\n\n\na) During probationary period, either party may terminate the contract by\ngiving 7 days notice or pay in lieu of such notice.\n\n\n\nb) Induction: A newly recruited employee shall be given an induction\nrelevant to the basic needs of the job.\n\n\n\nc) Confirmation: Upon successful completion of probationary period, the\nemployee shall be confirmed in his\u002Fher appointment in writing.",{"bindId":97,"name":58,"text":59},"maxsicknesspayperc",{"bindId":99,"name":100,"text":101},"pensionfund","23.0 RETIREMENT: a) The normal age for r","23.0 RETIREMENT:\n\na) The normal age for retirement from the service of the company shall be on\nthe attainment of age (60) years for both men and women. Earlier retirement\nwill be at on attainment of 55 years and will be at the discretion of both the\nemployee and employer\n\nb) An employee who retires will be entitled to service pay at the rate of 16\ndays for each completed year. Provided that the employee has served the company\nfor a minimum of (1) year.",{"bindId":103,"name":104,"text":105},"mealvouchersamount","Drivers shall be entitled to allowances ","Drivers shall be entitled to allowances where their accommodation is\nprovided free as follows.\n\n\n\na) Meal allowance Ksh............................ 700\u002F=\n\nb) Overstay allowance Ksh. ....................175\u002F=\n\nc) Return Allowance Ksh. .......................300\u002F=",{"bindId":107,"name":108,"text":109},"OVERTIME_trigger","6.0 OVERTIME Overtime shall be paid at t","6.0 OVERTIME\n\nOvertime shall be paid at the following rates:\n\n(a) For the hours worked in excess of normal hours per week at one and half\ntimes the normal hourly rate (11\u002F2 times)\n\n(b) For hours worked on rest days and gazetted public holidays at double the\nnormal hourly rate.\n\n(c) Paragraph (a) and (b) of this clause shall not apply to drivers, instead\na monthly fixed overtime of Kshs.1,600\u002F= shall be paid for excess hours worked\nin a month.\n\n(d) Overtime shall be indicated on the employee’s payslip.",{"bindId":111,"name":112,"text":113},"holidaysdays","A) ANNUAL LEAVE (a)After completion of t","A) ANNUAL LEAVE\n\n(a)After completion of twelve (12) months continuous service with the\ncompany, an employee shall be entitled to annual leave of 22 working days with\nfull pay (excluding public holidays).",{"bindId":115,"name":50,"text":51},"jobclassifaction1",{"bindId":117,"name":118,"text":119},"wageincreasedate_date","Employees who were in service of the com","Employees who were in service of the company by at 30th April 2013 shall\nreceive a wage increase of 10% with effect from 1st May 2013 for the first year\nand a further 10% for the second year effective from 1st May 2014.",{"bindId":121,"name":122,"text":123},"healthcareaccess","25.0 MEDICAL TREATMENT: a)The Company sh","25.0 MEDICAL TREATMENT:\n\na)The Company shall provide free medical attention to its employees in\naccordance with Employment Act-2007 Laws of Kenya. For this purpose, there\nshall be a Company Doctor available within the premises on Mondays, Wednesdays\nand Fridays.\n\n\n\nb)The Company shall identify a Medical facility\u002Fhospital for medical\nattention of its employees.\n\nc)In the event an employee falls sick while on safari, the current practice\nof the Company shall continue.\n\n\n\nd) Code on HIV\u002FAIDS\n\n\n\nNo employer shall discriminate directly or indirectly, against an employee\nor prospective employee or harass an employee on grounds of their HIV\nstatus.",{"bindId":125,"name":126,"text":127},"shiftallowancetype","(5) Loaders on night shift shall be enti","(5) Loaders on night shift shall be entitled to shift allowance of Kshs.\n125\u002F= per day.\n\n(6)Workshop employees on night shift shall receive nigh shift allowance of\nKshs. 225\u002F=.",{"bindId":129,"name":130,"text":131},"COMMUTE_trigger","29.0: STAFF TRANSPORT By mutual agreemen","29.0: STAFF TRANSPORT\n\nBy mutual agreement, the normal practice of transporting employees from\ntheir place of work will continue. However, employees who work beyond their\nworking hours will be given bus fare.",{"bindId":133,"name":134,"text":135},"SUNDAY_trigger","(b) For hours worked on rest days and ga","(b) For hours worked on rest days and gazetted public holidays at double the\nnormal hourly rate.",{"bindId":137,"name":134,"text":135},"sundayallowancetype",{"bindId":139,"name":140,"text":141},"healthandsafetypolicy","a) An employee who is required to wear u","a) An employee who is required to wear uniforms or overalls by nature of his\n\u002Fher work or in accordance with the provisions of the Occupational Safety and\nHealth Act shall be issued with two pairs of uniforms or overalls free of\ncharge by the company. Such uniforms or overalls shall be replaced with a new\npair bi-annually.\n\n\n\nb) Employees shall be responsible for laundering such uniforms and \u002For\noveralls.\n\n\n\nc) The uniforms remain the property of the company. When his\u002Fher services\nare terminated, the same shall be returned back to the company in a presentable\nstate.\n\nd)The employees shall be expected to be in their official company uniforms\nalways. In the event of loss, a surcharge equivalent to the cost of the uniform\nshall be imposed.\n\ne) Night security staff shall be provided with coats.\n\nf) Safety boots shall be provided to employees where appropriate and in\naccordance with OSH Act 2007.",{"bindId":143,"name":108,"text":109},"overtimeallowanceperc1",{"bindId":145,"name":74,"text":75},"hourspweek",{"bindId":147,"name":148,"text":149},"paidpaternityleavepay","ii) A male employee shall be entitled to","ii) A male employee shall be entitled to 2 weeks paternity leave with full\npay as provided by the Employment Act and on production of medical\ndocuments.",{"bindId":151,"name":94,"text":95},"contracttrial",{"bindId":153,"name":154,"text":155},"schedulesrestpw","(4) An employee shall be entitled to one","(4) An employee shall be entitled to one rest day in a week.",{"bindId":157,"name":70,"text":71},"dayspweek_select",{"bindId":159,"name":54,"text":55},"paidmaternityleaveall",{"bindId":161,"name":154,"text":155},"SCHEDULE_trigger",{"bindId":163,"name":148,"text":149},"paidpaternityleave",{"bindId":165,"name":58,"text":59},"sicknesspay",{"bindId":167,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":169,"name":126,"text":127},"NOCTPREM_trigger",{"bindId":171,"name":126,"text":127},"shiftallowanceamount1",{"bindId":173,"name":134,"text":135},"sundayallowanceperc1",{"bindId":175,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":177,"name":178,"text":179},"contractseverancepay1","22. Entitlement of redundant employees. ","22. Entitlement of redundant employees.\n\nIn the event an employee is being declared redundant he\u002Fshe shall be\nentitled to the following: -\n\n\n\n1) One (1)-month notice in writing or pay in lieu of notice as defined in\nthis agreement.\n\n\n\n1) Payment of wages, overtime and any other remuneration which may be due to\nhim\u002Fher calculated upon the date on which he\u002Fshe ceases to work.\n\n\n\n2) Prorata leave entitled in accordance with the agreement\n\n\n\n3) Severance pay at the rate of 16 days pay for each complete year of\nservice.",{"bindId":181,"name":182,"text":183},"bankholidays1","7.0 PUBLIC HOLIDAYS (a) An employee shal","7.0 PUBLIC HOLIDAYS\n\n(a) An employee shall be entitled to a public holiday and normal rest day\nwith full pay.\n\n\n\n(b) An employee who is required to work on such Public holidays and normal\nrest days shall be paid at DOUBLE RATE under overtime clause or shall be\ngranted an alternative day to rest with full pay.",{"bindId":185,"name":108,"text":109},"overtimeallowancetype",{"bindId":187,"name":108,"text":109},"overtimeallowancetypeperiod",{"bindId":189,"name":62,"text":63},"paidmaternityleavepay",{"bindId":191,"name":58,"text":59},"sicknessmaxdays",{"bindId":193,"name":54,"text":55},"paidmaternityleave",{"bindId":195,"name":118,"text":119},"wageincreasedate",{"bindId":197,"name":178,"text":179},"contractseverancepay",{"bindId":199,"name":112,"text":113},"PAIDLEAV_trigger",{"bindId":201,"name":148,"text":149},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Easy Coach Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-04-30\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: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \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                        Easy Coach 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 - Transport and Allied Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 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: → 180 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            \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: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-05\n                \u003C\u002Fdiv>\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 125.0 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            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 700.0 per meal\n            \u003C\u002Fdiv>\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",[207],{"title":37,"slug":33},[209],{"type":210,"data":211},"call_to_action_body_block",{"title":212,"description":213,"variant":214,"link":215},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":212,"url":216,"description":212,"rel":217,"type":218},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[220],{"type":210,"data":221},{"title":212,"description":213,"variant":214,"link":222},{"title":212,"url":216,"description":212,"rel":217,"type":218},[]]