[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-elys-chemical-industries-ltd-and-kenya-chemical-and-allied-workers-union---2015":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":157,"content_type_view":158,"extra_breadcrumbs":159,"body":161,"body_blocks":172,"related_pages":176},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":155,"translations":156},{"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-elys-chemical-industries-ltd-and-kenya-chemical-and-allied-workers-union---2015","f75dc524-1edc-11e7-bd10-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-elys-chemical-industries-ltd-and-kenya-chemical-and-allied-workers-union---2015\u002Fmemorandum-of-agreement-between-elys-chemical-industries-ltd-and-kenya-chemical-and-allied-workers-union---2015\u002F","Memorandum of Agreement between Elys Chemical Industries Ltd and Kenya Chemical and Allied Workers' Union - 2015","KEN Elys Chemical Industries Ltd - 2015","Kenya - KEN Elys Chemical Industries Ltd - 2015","KEN Elys Chemical Industries Ltd - 2015 - Manufacturing",{"name":41,"data":42},"ellys chemicals 2015.html","\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>MEMORANDUM OF AGREEMENT BETWEEN ELYS CHEMICAL INDUSTRIES LTD AND KENYA\nCHEMICAL AND ALLIED WORKERS' UNION - 2015\u003C\u002Fh1>\n\n\u003Cp>MEMORANDUM OF AGREEMENT ELYS CHEMICAL INDUSTRIES LTD. (HEREINAFTER CALLED\nTHE \"COMPANY\") OF THE FIRST PART AND KENYA CHEMICAL AND ALLIED WORKERS' UNION\n(HEREINAFTER CALLED THE \"UNION\" OF THE SECOND PART\u003C\u002Fp>\n\n\u003Cp>-------------------------------------XXXXXXXXX--------------------------------------\u003C\u002Fp>\n\n\u003Ch2>1. IN THE MATTER OF WAGES AND OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\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 agreement signed between the parties and as covered by the\ndefinition given by the Union Registered Constitution.\u003C\u002Fp>\n\n\u003Ch2>2. (1)EMPLOYEES IN ACTING CAPACITY\u003C\u002Fh2>\n\n\u003Cp>An employee who is temporarily appointed or promoted to any acting capacity\ncarries a higher rate of pay than the job in which he\u002Fshe is normally employed,\nand shall revert to his\u002Fher former rate of pay immediately on reverting to\nhis\u002Fher former job. Provided that such employee had acted in that capacity for\na period of no less than 14 days before.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>(2) CONTRACT EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>Contract employees shall be paid wages negotiated in the C.B.A. However\ntheir contract shall be for a specific period of time and union should be\ninformed in writing.\u003C\u002Fp>\n\n\u003Ch3>(3) NEW EMPLOYEE WAGES\u003C\u002Fh3>\n\n\u003Cp>All new employees from 01\u002F01\u002F2015 shall be paid the basic minimum wage and\nhousing allowance vacated by new employees of the outgoing C.B.A. The basic\nminimum will thereafter be adjusted by the percentage negotiated by both\nparties in the current and future C.B.A.’s.\u003C\u002Fp>\n\n\u003Ch2>3. WORKING HOURS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of 44 hours spread over 6 days per week, exclusive of the\nmeal break hours, provided that such employee who is required to work in excess\nof such hours shall be paid for such excess hours at the appropriate rate as\nprovided by Clause 4 of this agreement especially when the company has to meet\nGovernment orders, orders for exports, urgent local orders where extra time\nwill be required either to produce or supply the products provided that: -\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Such employees are informed before 6.00 p.m. on Thursday or latest by 4.30\np.m. on Friday. Then the overtime requirement on Saturday shall be mandatory.\nFrom Monday to Friday, if an employee is required to work overtime he\u002Fshe shall\nbe informed by 2.00 p.m. that particular day. In this case, the employee\nconcerned shall be compelled to comply, except where such instructions are\nchanged by mutual agreement by the two parties.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>DAY SHIFT \n\n        \u003Cp>MONDAY - FRIDAY \u003C\u002Fp>\n\n        \u003Cp>SATURDAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>8a.m. - 1 p.m. and 2p.m. - 5p.m.\u003C\u002Fp>\n\n        \u003Cp>8a.m. - 12 noon.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>NIGHT SHIFT \n\n        \u003Cp>MONDAY - FRIDAY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>6.00 pm onward\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(a) For hours worked on week-days in excess of hours set out in Clause 3-\nOne and a half.\u003C\u002Fp>\n\n\u003Cp>(b) For hours worked on Saturdays in excess of hours, set out in Clause 3 -\none and a half.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>(c) For hours worked on Sundays and Gazetted Public Holidays - Double\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>5. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\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 as provided by Clause 4 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. ANNUAL PAID LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) Those employees with less than 5 years of service with the Company shall\nbe entitled to annual paid leave of 24 working days.\u003C\u002Fp>\n\n\u003Cp>(b) Those employees who have completed service of 5 years and over with the\nCompany shall be entitled to 27 working days annual paid leave.\u003C\u002Fp>\n\n\u003Cp>(c) In the event of Gazetted Public Holidays falling within the leave period\nsuch Public Holidays shall be added to the leave entitlement.\u003C\u002Fp>\n\n\u003Cp>(d) The date of an employee's leave shall normally fall after completion of\nevery 12 months service from his\u002Fher date of engagement. But will be taken at\nthe convenience of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. COMPASSIONATE LEAVE AND LEAVE OF ABSENCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee maybe given compassionate leave or leave of absence at the\ndiscretion of the Company. Such leave shall not be unreasonably refused nor\nunnecessarily delayed and shale not normally be paid, but may be paid at the\ndiscretion of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>An employee who is unable to carry out his\u002Fher duties by reason of sickness\nor injury falling without the provisions of the Workmen's Compensation Act\nshall be entitled, in any period of twelve months, to full pay for the first 50\ndays and a further 50 days on half pay subject to the production of a medical\ncertificate testifying the need of such absence. Sick leave with 'pay may be\nextended beyond the period stipulated above at the discretion of the\nCompany.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>9. INJURY BY ACCIDENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>An employee who is injured by accident arising out of, and in the course of\nhis\u002Fher employment shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefit Act, provided that where the Act requires\nthe payment of half pay during a period of certified temporary disability, an\nemployee shall be paid by the Company his\u002Fher full wages.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>On ceasing to be an employee of the company an employee shall be issued with\na certificate of service which shall contain the following information,\nprovided that the company shall reserve the right to withhold any information\nwhich it considers may prejudice the interests of either the company or the\nemployee.\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(b) Identity Card No.\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) Trade of occupation\u003C\u002Fp>\n\n\u003Cp>(e) Ability\u003C\u002Fp>\n\n\u003Cp>(f) Date of termination of appointment\u003C\u002Fp>\n\n\u003Ch2>11. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Except where an employee is summarily dismissed for gross misconduct or\nother lawful cause as prescribed in the Employment Act and provided the\nprobationary period has been completed, either party will be required to\ngive:-\u003C\u002Fp>\n\n\u003Cp>1) Less than 10 years - 1 month\u003C\u002Fp>\n\n\u003Cp>2) Above 10 years - 2 month's\u003C\u002Fp>\n\n\u003Cp>notice of termination of service or pay in-lieu of such notice.\u003C\u002Fp>\n\n\u003Ch2>12. WARNING PROCEDURE AND EMPLOYEE'S RESPONSIBILITIES\u003C\u002Fh2>\n\n\u003Cp>(a) An employee who is guilty of an offence other than of gross misconduct\nor other lawful cause of dismissal may be given warning which shall be recorded\nin his\u002Fher record card or history and which he\u002Fshe will be required to sign.\nThe signature or initial of an employee in history record card shall not mean\nthat employee pleads guilty of the offence recorded against such employee, but\nsimply to confirm that has been recorded during the employee's presence or with\nhis\u002Fher full knowledge of such warning in accordance with the procedure laid\ndown by the Recognition Agreement between the Company and the Union. An\nemployee who receives three such warning may be liable to summary dismissal if\nthe offence or any other lawful cause of which he\u002Fshe seemed to be guilty is\nrepeated provided that all such warnings shall be erased from the history\nrecord card of any employee after a period of twelve months from the date of\nthe last such warnings being given to an employee.\u003C\u002Fp>\n\n\u003Cp>(b) All employees will adhere to the Government of Kenya laws as employees\nof a Pharmaceutical Manufacturing Company, employees responsibilities are\ngreater than any other trade and ethics, the Kenya Pharmacy and Poisons Act,\ngood Manufacturing Practices and other legislation relating to the manufacture\nof drugs has to be observed strictly. In performing their duties, all employees\nare required to strictly adhere to the Good Manufacturing Practices and Company\npolicies relating to the manufacture, packing, storage and handling of all\ncompany property including stocks, record, fixed assets etc. and all employees\nare expected to be mindful of the well-being and welfare of the Company.\u003C\u002Fp>\n\n\u003Cp>(c) All employees of the company will NOT either during the course of the\ncontinuance or termination of employment, disclose secrets and confidential\nmatters to anyone without the written consent of management. Classified\nmaterial or indeed any property belonging to the company may not be taken out\nof the company premises without prior written consent of the management.\u003C\u002Fp>\n\n\u003Cp>(d) All employees are required to be familiar with the Company's rules and\nGood Manufacturing Practices as well as any other amendments to the same which\nmay from time to time be issued by the company, as well as such rules and\npractices shall form the terms and conditions of appointment and employment.\u003C\u002Fp>\n\n\u003Cp>Any contravention of laws of Kenya, Company rules and good Manufacturing\nPractices will be regarded as gross misconduct.\u003C\u002Fp>\n\n\u003Ch2>13. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this period\nservices will be terminable by either party by giving 48 hours notice or pay in\n¬lieu thereof during the 1 st month and 7 days notice during the 2nd and 3rd\nmonths, or pay in-lieu thereof.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) An employee who has completed up to three months probation as from\nhis\u002Fher date of appointment by the company, will be given confirmation letter\nby the company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>14. DEFINITION OF EMPLOYEES\u003C\u002Fh2>\n\n\u003Cp>It is understood and agreed that the word \"employees\" in this agreement\nshall cover all employees regardless of sex unless specifically stated\notherwise.\u003C\u002Fp>\n\n\u003Ch2>15. LEAVE TRAVEL ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>During the validity of this Agreement an employee proceeding on authorized\nannual leave will be entitled to leave travel allowance as follows:-\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1st year \u003C\u002Ftd>\n      \u003Ctd>1.01.2015\u003C\u002Ftd>\n      \u003Ctd>Kshs. 4,850.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2nd year\u003C\u002Ftd>\n      \u003Ctd>1.01.2016\u003C\u002Ftd>\n      \u003Ctd>Kshs. 5,050.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3rd year\u003C\u002Ftd>\n      \u003Ctd>1.01.2017\u003C\u002Ftd>\n      \u003Ctd>Kshs. 5,250.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>16. UNIFORMS OVERALLS AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>An employee who is required to wear uniforms or overalls by nature of\nhis\u002Fher work or in accordance with the provisions of the act shall be issued\nwith two pairs of uniforms or overalls which the company shall be responsible\nfor laundering such uniforms, overalls and protective clothing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. MEDICALTREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cp>The company undertakes to pay the cost of such medical treatment and\u003C\u002Fp>\n\n\u003Cp>medical expenses in accordance with the provisions prescribed by the laws of\nKenya relative to Employment of Persons (Medical Treatment) Rules. The payment\nof medical expenses will be made to all employees of the company, provided that\nsuch illness is that covered by the act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. REDUNDANCY PROBLEMS\u003C\u002Fh2>\n\n\u003Cp>(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 any employee\nare superfluous, and occupation and loss of employment due to the Kenyanization\nof a business, but it does not include any such loss of employment by a\ndomestic servant.\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 the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and, thereafter eligible\nfor the entitlement outlined in paragraph (f) of this Clause.\u003C\u002Fp>\n\n\u003Cp>(c) Consultations\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to hold prior discussions\nwith the Union concerning the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employee is 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\nseniority and membership or non-membership of the Union will not be a\nfactor.\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement\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>(f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of any employee being declared redundant he will be entitled to\n:-\u003C\u002Fp>\n\n\u003Cp>i. Normal notice or pay in lieu of notice as defined in his agreement.\u003C\u002Fp>\n\n\u003Cp>ii. Payment of wages, overtime and any other remuneration which may be due\nto him calculated up to the date on which he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cp>iii. Severance pay on the basis of:-\u003C\u002Fp>\n\n\u003Cp>1) Less than 10 years - 20 days 2) Above 10 years - 24 days pay for each\ncompleted year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-pensionfund\">\u003Cp>Provident Fund and other retirement benefits are in no way affected by these\narrangements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>19. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>A woman employee shall be entitled to two months maternity leave with full\npay.\u003C\u002Fp>\n\n\u003Cp>(a) A woman who has taken two months maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cp>(b) Child-birth in respect of a woman employee shall not be deemed to be\nsickness.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>( c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>20. PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>A male employee shall be entitled to 14 days paternity leave as per the new\nlabour laws.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>All employees in Group 1 of the company will get a house allowance of Kshs.\n5,050.00 for the first year and a further Kshs. 5,300.00 for the second year\nand a further Kshs. 5,550.00 in the third year and of the agreement. All\nemployees in Group 2 of the company will get a house allowance of Kshs.\n4,700.00 for the 1st year and further Kshs. 4,950.00 for the second year, and a\nfurther Kshs 5,200.00 in the third year of the agreement and Group 3 will get\nKshs. 250.00 increment each year for all the categories.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. WAGES\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasefirmperformance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All employees of the company in Group 1, 2 & 3 will get a wage increase\nof 9% w.e.f.1.01.2015 and a further 9% w.e.f. 1.01.2016 and a further 9% w.e.f.\n1.01.2017 based on compounded figures each year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>GROUP l \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Job Grade \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f..\u003C\u002Fp>\n\n        \u003Cp>1.1.2015 \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2015\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2016\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.£.\u003C\u002Fp>\n\n        \u003Cp>1.1.2016\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2017\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.£.\u003C\u002Fp>\n\n        \u003Cp>1.1.2017\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY A\n\n        \u003Cp>1. Cleaner\u003C\u002Fp>\n\n        \u003Cp>2. Tea Maker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>35,551.00 \u003C\u002Ftd>\n      \u003Ctd>5,050.00 \u003C\u002Ftd>\n      \u003Ctd>38,751.00 \u003C\u002Ftd>\n      \u003Ctd>5,300.00 \u003C\u002Ftd>\n      \u003Ctd>42,239.00 \u003C\u002Ftd>\n      \u003Ctd>5,550.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY B\n\n        \u003Cp>1. Liquid Filling & Packaging Attendant\u003C\u002Fp>\n\n        \u003Cp>2. Mixing Machine Attendant\u003C\u002Fp>\n\n        \u003Cp>3. Coating Pan Attendant\u003C\u002Fp>\n\n        \u003Cp>4. Strip Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>5. Blister Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>6. Printing, Labelling & Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>7. General Workers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>44,819.00 \u003C\u002Ftd>\n      \u003Ctd>5,050.00 \u003C\u002Ftd>\n      \u003Ctd>48,853.00 \u003C\u002Ftd>\n      \u003Ctd>5,300.00 \u003C\u002Ftd>\n      \u003Ctd>53,250.00 \u003C\u002Ftd>\n      \u003Ctd>5,550.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY C\n\n        \u003Cp>1. Capsule Filling Machine Operator\u003C\u002Fp>\n\n        \u003Cp>2. Granulating & Dryer Mixer Operator\u003C\u002Fp>\n\n        \u003Cp>3. Driver (Delivery Van)\u003C\u002Fp>\n\n        \u003Cp>4. Tablet Compression Machine Operator)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>50,613.00 \u003C\u002Ftd>\n      \u003Ctd>5,050.00 \u003C\u002Ftd>\n      \u003Ctd>55,168.00 \u003C\u002Ftd>\n      \u003Ctd>5,300.00 \u003C\u002Ftd>\n      \u003Ctd>60,133.00 \u003C\u002Ftd>\n      \u003Ctd>5,550.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY D\n\n        \u003Cp>Copy Typist\u002FClerks\u003C\u002Fp>\n\n        \u003Cp>Store Clerks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>44,819.00 \u003C\u002Ftd>\n      \u003Ctd>5,050.00 \u003C\u002Ftd>\n      \u003Ctd>48,853.00 \u003C\u002Ftd>\n      \u003Ctd>5,300.00 \u003C\u002Ftd>\n      \u003Ctd>53,250.00 \u003C\u002Ftd>\n      \u003Ctd>5,550.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 2\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Job Grade \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f..\u003C\u002Fp>\n\n        \u003Cp>1.1.2015 \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2015\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2016\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.£.\u003C\u002Fp>\n\n        \u003Cp>1.1.2016\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2017\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.£.\u003C\u002Fp>\n\n        \u003Cp>1.1.2017\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY A\n\n        \u003Cp>1. Cleaner\u003C\u002Fp>\n\n        \u003Cp>2. Tea Maker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>30,278.00 \u003C\u002Ftd>\n      \u003Ctd>4,700.00 \u003C\u002Ftd>\n      \u003Ctd>33,003.00 \u003C\u002Ftd>\n      \u003Ctd>4,950.00 \u003C\u002Ftd>\n      \u003Ctd>35973.00 \u003C\u002Ftd>\n      \u003Ctd>5,200.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY B\n\n        \u003Cp>1. Liquid Filling & Packaging Attendant\u003C\u002Fp>\n\n        \u003Cp>2. Mixing Machine Attendant\u003C\u002Fp>\n\n        \u003Cp>3. Coating Pan Attendant\u003C\u002Fp>\n\n        \u003Cp>4. Strip Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>5. Blister Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>6. Printing, Labelling & Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>7. General Workers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>38,118.00 \u003C\u002Ftd>\n      \u003Ctd>4,700.00 \u003C\u002Ftd>\n      \u003Ctd>41,549.00 \u003C\u002Ftd>\n      \u003Ctd>4,950.00 \u003C\u002Ftd>\n      \u003Ctd>45,288.00 \u003C\u002Ftd>\n      \u003Ctd>5,200.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY C\n\n        \u003Cp>1. Capsule Filling Machine Operator\u003C\u002Fp>\n\n        \u003Cp>2. Granulating & Dryer Mixer Operator\u003C\u002Fp>\n\n        \u003Cp>3. Driver (Delivery Van)\u003C\u002Fp>\n\n        \u003Cp>4. Tablet Compression Machine Operator)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>42926.00 \u003C\u002Ftd>\n      \u003Ctd>4,700.00 \u003C\u002Ftd>\n      \u003Ctd>46,789.00 \u003C\u002Ftd>\n      \u003Ctd>4,950.00 \u003C\u002Ftd>\n      \u003Ctd>51,000.00 \u003C\u002Ftd>\n      \u003Ctd>5,200.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY D\n\n        \u003Cp>Copy Typist\u002FClerks\u003C\u002Fp>\n\n        \u003Cp>Store Clerks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>38,118.00 \u003C\u002Ftd>\n      \u003Ctd>4,700.00 \u003C\u002Ftd>\n      \u003Ctd>41,549.00 \u003C\u002Ftd>\n      \u003Ctd>4,950.00 \u003C\u002Ftd>\n      \u003Ctd>45,288.00 \u003C\u002Ftd>\n      \u003Ctd>5,200.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>NEW COMERS - GROUP 3 \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Job Grade \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f..\u003C\u002Fp>\n\n        \u003Cp>1.1.2015 \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2015\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2016\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.£.\u003C\u002Fp>\n\n        \u003Cp>1.1.2016\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Basic\n\n        \u003Cp>w.e.f.\u003C\u002Fp>\n\n        \u003Cp>1.1.2017\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Housing\n\n        \u003Cp>w.e.£.\u003C\u002Fp>\n\n        \u003Cp>1.1.2017\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY A\n\n        \u003Cp>1. Cleaner\u003C\u002Fp>\n\n        \u003Cp>2. Tea Maker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,437.00 \u003C\u002Ftd>\n      \u003Ctd>3,280.00 \u003C\u002Ftd>\n      \u003Ctd>19,006.00 \u003C\u002Ftd>\n      \u003Ctd>3,530.00 \u003C\u002Ftd>\n      \u003Ctd>20,716.00 \u003C\u002Ftd>\n      \u003Ctd>3,780.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY B\n\n        \u003Cp>1. Liquid Filling & Packaging Attendant\u003C\u002Fp>\n\n        \u003Cp>2. Mixing Machine Attendant\u003C\u002Fp>\n\n        \u003Cp>3. Coating Pan Attendant\u003C\u002Fp>\n\n        \u003Cp>4. Strip Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>5. Blister Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>6. Printing, Labelling & Packing Attendant\u003C\u002Fp>\n\n        \u003Cp>7. General Workers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>18,288.00 \u003C\u002Ftd>\n      \u003Ctd>3,350.00 \u003C\u002Ftd>\n      \u003Ctd>19,934.00 \u003C\u002Ftd>\n      \u003Ctd>3,600.00 \u003C\u002Ftd>\n      \u003Ctd>21,728.00 \u003C\u002Ftd>\n      \u003Ctd>3,850.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY C\n\n        \u003Cp>1. Capsule Filling Machine Operator\u003C\u002Fp>\n\n        \u003Cp>2. Granulating & Dryer Mixer Operator\u003C\u002Fp>\n\n        \u003Cp>3. Driver (Delivery Van)\u003C\u002Fp>\n\n        \u003Cp>4. Tablet Compression Machine Operator)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>19,571.00 \u003C\u002Ftd>\n      \u003Ctd>3,450.00 \u003C\u002Ftd>\n      \u003Ctd>21,332.00 \u003C\u002Ftd>\n      \u003Ctd>3,700.00 \u003C\u002Ftd>\n      \u003Ctd>23,252.00 \u003C\u002Ftd>\n      \u003Ctd>3,950.00 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY D\n\n        \u003Cp>Copy Typist\u002FClerks\u003C\u002Fp>\n\n        \u003Cp>Store Clerks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>18,288.00 \u003C\u002Ftd>\n      \u003Ctd>3,350.00 \u003C\u002Ftd>\n      \u003Ctd>19,934.00 \u003C\u002Ftd>\n      \u003Ctd>3,600.00 \u003C\u002Ftd>\n      \u003Ctd>21,728.00 \u003C\u002Ftd>\n      \u003Ctd>3,850.00 \u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. TRANSPORT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>All employees of the company will qualify for transport allowance of\nKshs.1,650.00 per month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>24. NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>All employees working night shift shall be paid Kshs. 115.00 night shift per\nperson.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. BAGGAGE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The company shall pay a baggage allowance of Kshs. 6,500.00 to an employee\nleaving the company on normal retirement or retirement on medical grounds\nonly.\u003C\u002Fp>\n\n\u003Ch2>26. GRATUITY \u002F SERVICE BENEFITS\u003C\u002Fh2>\n\n\u003Cp>An employee may retire or be retired after attaining the age of 55 years. An\nemployee who retires on age grounds, declared medically unfit to perform\nhis\u002Fher duties by a registered medical practitioner, dies while in service or\nterminated at the initiative of the employer, shall be entitled to:-\u003C\u002Fp>\n\n\u003Cp>1) Less than 10 years - 17 days \u003C\u002Fp>\n\n\u003Cp>2) Above 10 years - 20 days pay for each completed year of service by way of\ngratuity \u002F service benefits.\u003C\u002Fp>\n\n\u003Cp>Provided that: -\u003C\u002Fp>\n\n\u003Cp>An employee who is summarily dismissed on the account of gross misconduct\nshall not be entitled to gratuity \u002F service benefits.\u003C\u002Fp>\n\n\u003Ch2>27. EFFECTIVE DATE AND DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be effective from the 1st day of January 2015, and\nshall remain in force for a period of 3 years from that date, and thereafter\nuntil it is amended by mutual agreement between the company and the Union\nprovided that the party desiring to amend the Agreement shall give one month's\nnotice of their intention and shall set out in details the amendments or\nalteration which such party desires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED : FOR AND BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>MR. A. PANDYA\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\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>MARY GESARE\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………………………\u003C\u002Fp>\n\n\u003Cp>MR. W.OGUTU\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY - K.C.A.A.W.U.\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>\u003C\u002Fp>\n\n\u003Cp>MR. GEORGE GWAKO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY NAIROBI, CENTRAL & EASTERN PROVINCES - K.C.A.A.W.U.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY……………………………..\u003C\u002Fp>\n\n\u003Cp>MR. JAMES NJUGUNA NJOROGE SHOPSTEW ARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY. .\u003C\u002Fp>\n\n\u003Cp>MR. SAMUEL KANGETHE MUCHAI ASST. SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>………………………………………….\u003C\u002Fp>\n\n\u003Cp>MR. L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>PRINCIPAL EXECUTIVE OFFICER– F.K.E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS………………..DAY OF…………….2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"ONCERISE_trigger":52,"hourspweek_select":56,"childcare":60,"wageincreasetype2":64,"STRUCINCR_trigger":68,"LOWWAGE_provision":70,"maxsicknesspayperc":74,"pensionfund":78,"OVERTIME_trigger":82,"COMMUTE_trigger":86,"SUNDAY_trigger":90,"ANNLEAVE_trigger":94,"protectiveclothing":98,"commutingallowancetype1":102,"contracttrial":104,"sicknesspay":107,"dayspweek_select":109,"paidpaternityleave":112,"PAIDLEAV_trigger":116,"NOCTPREM_trigger":120,"healthcareaccessrelatives":124,"LOWWAGE_trigger":128,"severance":131,"bankholidays1":135,"wageincreasefirmperformance":139,"paidmaternityleavepay":141,"sicknessmaxdays":145,"paidmaternityleave":147,"contractseverancepay":149,"jobsecuritymothers":151},{"bindId":45,"name":46,"text":47},"disabilitypay","An employee who is injured by accident a","An employee who is injured by accident arising out of, and in the course of\nhis\u002Fher employment shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefit Act, provided that where the Act requires\nthe payment of half pay during a period of certified temporary disability, an\nemployee shall be paid by the Company his\u002Fher full wages.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) All employees shall be considered to","(a) All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this period\nservices will be terminable by either party by giving 48 hours notice or pay in\n¬lieu thereof during the 1 st month and 7 days notice during the 2nd and 3rd\nmonths, or pay in-lieu thereof.",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","All employees in Group 1 of the company ","All employees in Group 1 of the company will get a house allowance of Kshs.\n5,050.00 for the first year and a further Kshs. 5,300.00 for the second year\nand a further Kshs. 5,550.00 in the third year and of the agreement. All\nemployees in Group 2 of the company will get a house allowance of Kshs.\n4,700.00 for the 1st year and further Kshs. 4,950.00 for the second year, and a\nfurther Kshs 5,200.00 in the third year of the agreement and Group 3 will get\nKshs. 250.00 increment each year for all the categories.",{"bindId":57,"name":58,"text":59},"hourspweek_select","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise, a total of 44 hours spread over 6 days per week, exclusive of the\nmeal break hours, provided that such employee who is required to work in excess\nof such hours shall be paid for such excess hours at the appropriate rate as\nprovided by Clause 4 of this agreement especially when the company has to meet\nGovernment orders, orders for exports, urgent local orders where extra time\nwill be required either to produce or supply the products provided that: -\n\nSuch employees are informed before 6.00 p.m. on Thursday or latest by 4.30\np.m. on Friday. Then the overtime requirement on Saturday shall be mandatory.\nFrom Monday to Friday, if an employee is required to work overtime he\u002Fshe shall\nbe informed by 2.00 p.m. that particular day. In this case, the employee\nconcerned shall be compelled to comply, except where such instructions are\nchanged by mutual agreement by the two parties.\n\n\n  \n  \n  \n  \n    \n      DAY SHIFT \n\n        MONDAY - FRIDAY \n\n        SATURDAY\n      \n      \n        8a.m. - 1 p.m. and 2p.m. - 5p.m.\n\n        8a.m. - 12 noon.\n      \n    \n    \n      NIGHT SHIFT \n\n        MONDAY - FRIDAY\n      \n      \n        6.00 pm onward\n      ",{"bindId":61,"name":62,"text":63},"childcare","An employee maybe given compassionate le","An employee maybe given compassionate leave or leave of absence at the\ndiscretion of the Company. Such leave shall not be unreasonably refused nor\nunnecessarily delayed and shale not normally be paid, but may be paid at the\ndiscretion of the Company.",{"bindId":65,"name":66,"text":67},"wageincreasetype2","All employees of the company in Group 1,","All employees of the company in Group 1, 2 & 3 will get a wage increase\nof 9% w.e.f.1.01.2015 and a further 9% w.e.f. 1.01.2016 and a further 9% w.e.f.\n1.01.2017 based on compounded figures each year.",{"bindId":69,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":71,"name":72,"text":73},"LOWWAGE_provision","NEW COMERS - GROUP 3 Job Grade Basic w.e","NEW COMERS - GROUP 3 \n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      Job Grade \n      Basic\n\n        w.e.f..\n\n        1.1.2015 \n      \n      Housing\n\n        w.e.f.\n\n        1.1.2015\n      \n      Basic\n\n        w.e.f.\n\n        1.1.2016\n\n        \n      \n      Housing\n\n        w.e.£.\n\n        1.1.2016\n\n        \n      \n      Basic\n\n        w.e.f.\n\n        1.1.2017\n\n        \n      \n      Housing\n\n        w.e.£.\n\n        1.1.2017\n      \n    \n    \n      CATEGORY A\n\n        1. Cleaner\n\n        2. Tea Maker\n      \n      17,437.00 \n      3,280.00 \n      19,006.00 \n      3,530.00 \n      20,716.00 \n      3,780.00 \n    \n    \n      CATEGORY B\n\n        1. Liquid Filling & Packaging Attendant\n\n        2. Mixing Machine Attendant\n\n        3. Coating Pan Attendant\n\n        4. Strip Packing Attendant\n\n        5. Blister Packing Attendant\n\n        6. Printing, Labelling & Packing Attendant\n\n        7. General Workers\n      \n      18,288.00 \n      3,350.00 \n      19,934.00 \n      3,600.00 \n      21,728.00 \n      3,850.00 \n    \n    \n      CATEGORY C\n\n        1. Capsule Filling Machine Operator\n\n        2. Granulating & Dryer Mixer Operator\n\n        3. Driver (Delivery Van)\n\n        4. Tablet Compression Machine Operator)\n      \n      19,571.00 \n      3,450.00 \n      21,332.00 \n      3,700.00 \n      23,252.00 \n      3,950.00 \n    \n    \n      CATEGORY D\n\n        Copy Typist\u002FClerks\n\n        Store Clerks\n      \n      18,288.00 \n      3,350.00 \n      19,934.00 \n      3,600.00 \n      21,728.00 \n      3,850.00 ",{"bindId":75,"name":76,"text":77},"maxsicknesspayperc","An employee who is unable to carry out h","An employee who is unable to carry out his\u002Fher duties by reason of sickness\nor injury falling without the provisions of the Workmen's Compensation Act\nshall be entitled, in any period of twelve months, to full pay for the first 50\ndays and a further 50 days on half pay subject to the production of a medical\ncertificate testifying the need of such absence. Sick leave with 'pay may be\nextended beyond the period stipulated above at the discretion of the\nCompany.",{"bindId":79,"name":80,"text":81},"pensionfund","Provident Fund and other retirement bene","Provident Fund and other retirement benefits are in no way affected by these\narrangements.",{"bindId":83,"name":84,"text":85},"OVERTIME_trigger","Overtime rates shall be as follows: (a) ","Overtime rates shall be as follows:\n\n(a) For hours worked on week-days in excess of hours set out in Clause 3-\nOne and a half.\n\n(b) For hours worked on Saturdays in excess of hours, set out in Clause 3 -\none and a half.\n\n(c) For hours worked on Sundays and Gazetted Public Holidays - Double\ntime.",{"bindId":87,"name":88,"text":89},"COMMUTE_trigger","All employees of the company will qualif","All employees of the company will qualify for transport allowance of\nKshs.1,650.00 per month.",{"bindId":91,"name":92,"text":93},"SUNDAY_trigger","(c) For hours worked on Sundays and Gaze","(c) For hours worked on Sundays and Gazetted Public Holidays - Double\ntime.",{"bindId":95,"name":96,"text":97},"ANNLEAVE_trigger","During the validity of this Agreement an","During the validity of this Agreement an employee proceeding on authorized\nannual leave will be entitled to leave travel allowance as follows:-\n\n\n  \n  \n  \n  \n  \n    \n      1st year \n      1.01.2015\n      Kshs. 4,850.00\n    \n    \n      2nd year\n      1.01.2016\n      Kshs. 5,050.00\n    \n    \n      3rd year\n      1.01.2017\n      Kshs. 5,250.00",{"bindId":99,"name":100,"text":101},"protectiveclothing","An employee who is required to wear unif","An employee who is required to wear uniforms or overalls by nature of\nhis\u002Fher work or in accordance with the provisions of the act shall be issued\nwith two pairs of uniforms or overalls which the company shall be responsible\nfor laundering such uniforms, overalls and protective clothing.",{"bindId":103,"name":88,"text":89},"commutingallowancetype1",{"bindId":105,"name":50,"text":106},"contracttrial","(a) All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this period\nservices will be terminable by either party by giving 48 hours notice or pay in\n¬lieu thereof during the 1 st month and 7 days notice during the 2nd and 3rd\nmonths, or pay in-lieu thereof.\n\n(b) An employee who has completed up to three months probation as from\nhis\u002Fher date of appointment by the company, will be given confirmation letter\nby the company.",{"bindId":108,"name":76,"text":77},"sicknesspay",{"bindId":110,"name":58,"text":111},"dayspweek_select","An employee shall normally be required to work, whether on shift or\notherwise, a total of 44 hours spread over 6 days per week, exclusive of the\nmeal break hours, provided that such employee who is required to work in excess\nof such hours shall be paid for such excess hours at the appropriate rate as\nprovided by Clause 4 of this agreement especially when the company has to meet\nGovernment orders, orders for exports, urgent local orders where extra time\nwill be required either to produce or supply the products provided that: -",{"bindId":113,"name":114,"text":115},"paidpaternityleave","A male employee shall be entitled to 14 ","A male employee shall be entitled to 14 days paternity leave as per the new\nlabour laws.",{"bindId":117,"name":118,"text":119},"PAIDLEAV_trigger","(a) Those employees with less than 5 yea","(a) Those employees with less than 5 years of service with the Company shall\nbe entitled to annual paid leave of 24 working days.\n\n(b) Those employees who have completed service of 5 years and over with the\nCompany shall be entitled to 27 working days annual paid leave.\n\n(c) In the event of Gazetted Public Holidays falling within the leave period\nsuch Public Holidays shall be added to the leave entitlement.\n\n(d) The date of an employee's leave shall normally fall after completion of\nevery 12 months service from his\u002Fher date of engagement. But will be taken at\nthe convenience of the Company.",{"bindId":121,"name":122,"text":123},"NOCTPREM_trigger","All employees working night shift shall ","All employees working night shift shall be paid Kshs. 115.00 night shift per\nperson.",{"bindId":125,"name":126,"text":127},"healthcareaccessrelatives","The company undertakes to pay the cost o","The company undertakes to pay the cost of such medical treatment and\n\nmedical expenses in accordance with the provisions prescribed by the laws of\nKenya relative to Employment of Persons (Medical Treatment) Rules. The payment\nof medical expenses will be made to all employees of the company, provided that\nsuch illness is that covered by the act.",{"bindId":129,"name":72,"text":130},"LOWWAGE_trigger","NEW COMERS - GROUP 3 \n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      Job Grade \n      Basic\n\n        w.e.f..\n\n        1.1.2015 \n      \n      Housing\n\n        w.e.f.\n\n        1.1.2015\n      \n      Basic\n\n        w.e.f.\n\n        1.1.2016\n\n        \n      \n      Housing\n\n        w.e.£.\n\n        1.1.2016\n\n        \n      \n      Basic\n\n        w.e.f.\n\n        1.1.2017\n\n        \n      \n      Housing\n\n        w.e.£.\n\n        1.1.2017\n      \n    \n    \n      CATEGORY A\n\n        1. Cleaner\n\n        2. Tea Maker\n      \n      17,437.00 \n      3,280.00 \n      19,006.00 \n      3,530.00 \n      20,716.00 \n      3,780.00 \n    \n    \n      CATEGORY B\n\n        1. Liquid Filling & Packaging Attendant\n\n        2. Mixing Machine Attendant\n\n        3. Coating Pan Attendant\n\n        4. Strip Packing Attendant\n\n        5. Blister Packing Attendant\n\n        6. Printing, Labelling & Packing Attendant\n\n        7. General Workers\n      \n      18,288.00 \n      3,350.00 \n      19,934.00 \n      3,600.00 \n      21,728.00 \n      3,850.00 \n    \n    \n      CATEGORY C\n\n        1. Capsule Filling Machine Operator\n\n        2. Granulating & Dryer Mixer Operator\n\n        3. Driver (Delivery Van)\n\n        4. Tablet Compression Machine Operator)\n      \n      19,571.00 \n      3,450.00 \n      21,332.00 \n      3,700.00 \n      23,252.00 \n      3,950.00 \n    \n    \n      CATEGORY D\n\n        Copy Typist\u002FClerks\n\n        Store Clerks\n      \n      18,288.00 \n      3,350.00 \n      19,934.00 \n      3,600.00 \n      21,728.00 \n      3,850.00 \n    \n  \n",{"bindId":132,"name":133,"text":134},"severance","iii. Severance pay on the basis of:- 1) ","iii. Severance pay on the basis of:-\n\n1) Less than 10 years - 20 days 2) Above 10 years - 24 days pay for each\ncompleted year of service.",{"bindId":136,"name":137,"text":138},"bankholidays1","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 as provided by Clause 4 above.",{"bindId":140,"name":66,"text":67},"wageincreasefirmperformance",{"bindId":142,"name":143,"text":144},"paidmaternityleavepay","A woman employee shall be entitled to tw","A woman employee shall be entitled to two months maternity leave with full\npay.\n\n(a) A woman who has taken two months maternity leave shall not forfeit her\nannual leave in that year.\n\n(b) Child-birth in respect of a woman employee shall not be deemed to be\nsickness.\n\n( c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":146,"name":76,"text":77},"sicknessmaxdays",{"bindId":148,"name":143,"text":144},"paidmaternityleave",{"bindId":150,"name":133,"text":134},"contractseverancepay",{"bindId":152,"name":153,"text":154},"jobsecuritymothers","( c) A female employee who takes materni","( c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Elys Chemical Industries Ltd - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2015-01-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of basic pharmaceutical products and pharmaceutical preparations\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                        Elys Chemical Industries Ltd\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        \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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Yes\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): → 42 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 100 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\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: → 8.5 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: → 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: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 20 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 20 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 17437.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2017-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → KES 5050.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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  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 \n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 1650.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[160],{"title":37,"slug":33},[162],{"type":163,"data":164},"call_to_action_body_block",{"title":165,"description":166,"variant":167,"link":168},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":165,"url":169,"description":165,"rel":170,"type":171},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[173],{"type":163,"data":174},{"title":165,"description":166,"variant":167,"link":175},{"title":165,"url":169,"description":165,"rel":170,"type":171},[]]