[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-epz-apparel-manufacturers-and-exporters-group-of-f-k-e-and-tailor-and-textile-worker-union---2014-":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":146,"content_type_view":147,"extra_breadcrumbs":148,"body":150,"body_blocks":161,"related_pages":165},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":144,"translations":145},{"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-epz-apparel-manufacturers-and-exporters-group-of-f-k-e-and-tailor-and-textile-worker-union---2014-","41a99816-1208-11e6-8a31-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-epz-apparel-manufacturers-and-exporters-group-of-f-k-e-and-tailor-and-textile-worker-union---2014-\u002Fmemorandum-of-agreement-between-epz-apparel-manufacturers-and-exporters-group-of-f-k-e-and-tailor-and-textile-worker-union---2014-\u002F","Memorandum of Agreement between EPZ Apparel Manufacturers and Exporters Group of F.K.E and Tailor and Textile Worker Union - 2014 ","KEN EPZ Apparel Manufacturers and Exporters Group of F.K.E - 2003","Kenya - KEN EPZ Apparel Manufacturers and Exporters Group of F.K.E - 2003","KEN EPZ Apparel Manufacturers and Exporters Group of F.K.E - 2003 - Manufacturing",{"name":41,"data":42},"EPZ Apparel Manufacturers and Exporters Group of F.K.E - 2014.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>New4\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 EPZ APPAREL MANUFACTURERS AND EXPORTERS\nGROUP OF F.K.E (HEREINAFFER REFERRED TO AS EMPLOYERS) AND TAILOR AND TEXTILE\nWORKER UNION (HEREINAFFER REFERRED TO AS THE UNION)\u003C\u002Fh1>\n\n\u003Cp>IN THE MATTER OF WAGES, SALARIES AND OTHER TERMS AND CONDITIONS OF THE\nSERVICE AT THE COMPANIES OPERATING AT EPZ NAMED ABOVE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Whereas by terms of the Recognition and Negotiating Procedure Agreement\nsigned between the employers and the Union it was agreed that the Employers\nhave recognized the Union as a properly constituted body and sole labour\norganization representing the interests of the employees in the listed group of\ncompanies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Now therefore the Employers and the Union meeting together in a free; heart\nand voluntary association agree to enter into agreement as stated hereunder in\nthe matters of terms and conditions of service negotiated between them at the\nJoint Negotiating Committee.\u003C\u002Fp>\n\n\u003Ch2>1. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall apply to all unionisable employees of the EPZ companies\nnamed in the memorandum of Agreement but; shall exclude employees as may be\ndefined in the Industrial Relations Charter Appendix \"C\".\u003C\u002Fp>\n\n\u003Ch2>2. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The first three months of an employee’s engagement shall be treated as\nprobationary period after which the employee should be confirmed into permanent\nemployment. Where an employee cannot perform to the expected standards, his\u002Fher\nservices shall be terminated by giving seven (7) day’s notice or pay in lieu\nand the Union shall be informed in writing.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>3. APPOINTMENT LETTERS\u002FCONTRACT LETTERS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>The employer shall issuean appointmentletter stipulatingthe terms and\nconditions of service of anemployee upon the employee’s completion of the\nprobationary period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working week shall consist of forty five (45) hours of work from\nMonday to Friday - 8 hours and 5 hours on Saturday,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>i)Except in the case of shift work, an employee’s normal ; working hours\nshall be 8 hours per day on five days of the week and 5 hours on one day of the\nweek.-\u003C\u002Fp>\n\n\u003Cp>ii)An employee shall be entitled to one rest day in each week.\u003C\u002Fp>\n\n\u003Cp>iii)The exact arrangement of the working hours\u002Fweek shall be at the\ndiscretion of individual management - in consultation; with the Union\nrepresentative.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Every employee who works for any time in excess of the normal: hours of work\nspecified in Paragraph 4 above, shall be entitled to be paid for the overtime,\nthereby worked at the following rates:\u003C\u002Fp>\n\n\u003Cp>i) One and a half times the basic hourly rate in respect of any time worked\nin excess of the normal hours of work per week.\u003C\u002Fp>\n\n\u003Cp>ii) For time worked on an employee’s normal rest day and! statutory public\nholidays at twice the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>iii)Employees shall be informed two days in advance when there will be\novertime working on a public holiday or employee’s rest day and incase an\nemployee requests fori permission to be absent on such occasions that request\nshall not be unreasonably denied.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>6. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Every employee who is not provided with free housing accommodation shall be\nentitled to a minimum house allowance of Kshs.750 or 15% of his basic monthly\nsalary-whichever-is greater,\u003C\u002Fp>\n\n\u003Ch2>7. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) After the completion of twelve (12) months’ continuous service with an\nemployer, an employee will be entitled to 24 working days leave with full\npay.\u003C\u002Fp>\n\n\u003Cp>b) Such leave will be taken at a time and duration convenient to the\nemployer but the individual employee’s circumstances i may be taken into\nconsideration.\u003C\u002Fp>\n\n\u003Cp>c) Where employment is terminated after the completion of three (3) or more\nmonths’ continuous service during any leave earning period, an employee shall\nbe entitled to 2 day’s leave with pay for each completed month of service and\npro-rata leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>a. After each period of twelve month’s continuous service an employee will\nbe entitled to Kshs. 1,000 (One thousand) leave travelling allowance when\nproceeding on leave.\u003C\u002Fp>\n\n\u003Cp>b. Where an employee is required to work at the request of his employer\ninstead of taking his\u002Fher annual leave in that year, such an employee shall be\npaid his full leave entitlement in cash, and leave travelling allowance as per\nparagraph (a) of this clause.\u003C\u002Fp>\n\n\u003Ch2>9. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>a) An employee may be granted 7 days unpaid compassionate leave on\napplication at the discretion of the employer. The employer shall not\nunreasonably with hold such requests.\u003C\u002Fp>\n\n\u003Cp>b) Compassionate leave may be by prior arrangement between the employee and\nthe employer, and shall be treated as paid leave and subsequently set off\nagainst the employee’s annual leave provided the employee has accumulated\nupto 7 days leave.\u003C\u002Fp>\n\n\u003Cp>c) Subparagraph (b) above shall not be applicable to members of the group\nwho shut down their factories for purposes of both annual leave and maintenance\nof machineries.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>a) An employee shall be granted gazetted public holidays with j full pay.\u003C\u002Fp>\n\n\u003Cp>b) If an employee works on a public holiday, which is not; his\u002Fher rest day,\nthen he\u002Fshe shall be paid at double his\u002Fher hourly rate.\u003C\u002Fp>\n\n\u003Cp>c) When a Public Holiday falls on an employee’s rest day, the employee\nshall be paid double (2 times) his\u002Fher hourly rate if she\u002Fhe works on the\npublic holiday and rest on another day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>After three (3) consecutive week’s service with an employer and subject to\nproduction of a medical certificate of incapacity from a medical practitioner\nin a registered hospital or a health centre or dispensary approved by the\ncompany, an employee shall be entitled to sick leave with pay in any one year\nas follows:\u003C\u002Fp>\n\n\u003Cp>a) First 35 days with full pay.\u003C\u002Fp>\n\n\u003Cp>b) Next 35 days with half pay\u003C\u002Fp>\n\n\u003Cp>Provided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be given a certificate of service by his; employer upon\ntermination of his employment, unless such: employment has continued for a\nperiod of less than four consecutive weeks. Every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>(a) Name of the employer and postal address\u003C\u002Fp>\n\n\u003Cp>(b) Name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment '(e) The date when employment\nceased.\u003C\u002Fp>\n\n\u003Ch2>13. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>The employer reserves the right to suspend, without pay, an employee from\nemployment up to MAXIMUM of 14 days pending investigations into alleged gross\nmisconduct or other offences.\u003C\u002Fp>\n\n\u003Cp>Should the employee be found to have committed a gross misconduct, then\nhe\u002Fshe shall be summarily dismissed from the date of suspension. Should the\nemployee be found innocent of the gross misconduct, then he\u002Fshe shall be\nreinstated forthwith without loss of privileges and paid for the days he\u002Fshe\nwas suspended.\u003C\u002Fp>\n\n\u003Ch2>14. WARNING\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\ndefault which in the opinion of the employer does not warrant instant dismissal\nshall be warned in writing and the following procedure shall apply.\u003C\u002Fp>\n\n\u003Cp>(i) The first, second and third warnings shall be entered in the employees\nrecord and the shopsteward informed accordingly.\u003C\u002Fp>\n\n\u003Cp>(ii) The third warning shall be copied to the Branch Secretary of his\u002Fher\nunion.\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee who has already received three warnings commits a\nfourth default, he\u002Fshe shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>Provided that an employee completes three hundred and sixty five consecutive\ndays from the date of third warning without further] default, any warning\nentered in his\u002Fher employment record shall be deemed cancelled.\u003C\u002Fp>\n\n\u003Ch2>15. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>A female employee shall be entitled to two months maternity leave (60\nconsecutive days) with full pay and with prioi arrangement with the employer\nmay be eligible for additional one month unpaid leave (30 consecutive days).\nSuch leave will not be unreasonably denied.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Provided that a female, employee who has taken her maternity leave shall\nforfeit her annual leave in that year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>A female employee in receipt of maternity leave shall not incur any loss of\nprivileges or entitlement during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>16. SUMMARY DISMISSAL\u003C\u002Fh2>\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 enumeration of\nsuch matters shall not preclude an employer or an employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nother matters not mentioned in this section, constitute justifiable or| lawful\ngrounds for the dismissal;-\u003C\u002Fp>\n\n\u003Cp>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>If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable properly to perform his work and a\nmedical practitioner confirms the same. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee wilfully neglects to perform any work which it was his\nduty to have performed, or if he carelessly and improperly performs any work\nwhich from its nature it was his duty, under his contract, to have performed\ncarefully and properly;\u003C\u002Fp>\n\n\u003Cp>(d)If, an employee uses abusive or insulting language, or behaves in a\nmanner insulting, to his employer\u002Fcolleague or to a person placed in authority\nover him or his surbodinate staff.\u003C\u002Fp>\n\n\u003Cp>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 ini authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>If, in the lawful exercise of any power of arrest given by or i under any\nwritten law, an employee is arrested for cognizable offence punishable by\nimprisonment and is not within fifteen days either released on bail or on bond\nor otherwise lawfully set at liberty;\u003C\u002Fp>\n\n\u003Cp>If an employee commits, or on reasonable and sufficient grounds is suspected\nof having committed, a criminal offence against or to the substantial detriment\nof his employer or his employer’s property.\u003C\u002Fp>\n\n\u003Ch2>17. EMPLOYMENT MEDICAL TREATMENT RULES I.E. LEGAL NO. 151\u002F77\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Medical Treatment Rules of 1977 (Legal Notice No. 157\u002F1977) shall\napply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSING ALLOWANCE) (NEW ENTRANTS)\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>With effect from 1st October, 2003 the basic minimum wages shall be as\nfollows;-\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>COLUMN 1\u003C\u002Ftd>\n      \u003Ctd>COLUMN 2\u003C\u002Ftd>\n      \u003Ctd>COLUMN 3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Occupation\u003C\u002Ftd>\n      \u003Ctd>Monthly contract per month for Nairobi, Mombasa and Kisumu Cities in\n        Kshs. \u003C\u002Ftd>\n      \u003Ctd>Monthly contract per month for other areas in Kshs.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1. General labourer including cleaner, sweeper, gardener,\n        children’s ayah, house servant, day watchman, messenger\u003C\u002Ftd>\n      \u003Ctd>3,910\u003C\u002Ftd>\n      \u003Ctd>3,608\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. Miner, stone cutter, turnboy, waiter, cook, logger line cutter\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>4,223\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>3,747\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Night watchman\u003C\u002Ftd>\n      \u003Ctd>4,357\u003C\u002Ftd>\n      \u003Ctd>4,044\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4. Machine attendant, sawmill sawyer, machine assistant, mass\n        production machinist, shoe cutter, bakery worker, bakery assistant,\n        tailor’s assistant.\u003C\u002Ftd>\n      \u003Ctd>4,431\u003C\u002Ftd>\n      \u003Ctd>4,124\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5. Machinist (made to measure), shoe upper prepairer, chaplis maker,\n        vehicle service worker (petrol and service stations), bakery plant\n        hand, laundry operator, junior clerk, wheeled tractor driver\n      (light).\u003C\u002Ftd>\n      \u003Ctd>5,057\u003C\u002Ftd>\n      \u003Ctd>4,732\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6. Printing machine operator, bakery machine operator, \n\n        \u003Cp>plywood machine operator, sawmill dresser, shop assistant, machine\n        tool operator, doughmaker, table hand baker or confectioner,\n        copy-typist, driver (cars and light vans)KSh.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,276\u003C\u002Ftd>\n      \u003Ctd>4,870\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>7. Pattern designer (draughtsman), garment and dress cutter,\n        single hand oven man, charge-hand baker, general clerk, telephone\n        operator, receptionist, storekeeper\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>6,021\u003C\u002Ftd>\n      \u003Ctd>5,504\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8. Tailor, driver (medium sized vehicle) \u003C\u002Ftd>\n      \u003Ctd>6,634\u003C\u002Ftd>\n      \u003Ctd>6,099\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>9. Dyer, crawler tractor driver, salesman\u003C\u002Ftd>\n      \u003Ctd>5,276\u003C\u002Ftd>\n      \u003Ctd>4,870\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10. Saw doctor, caretaker (buildings)\u003C\u002Ftd>\n      \u003Ctd>8,105\u003C\u002Ftd>\n      \u003Ctd>7,567\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11. Cashier, driver (heavy commercial vehicle), salesman driver\u003C\u002Ftd>\n      \u003Ctd>8,818\u003C\u002Ftd>\n      \u003Ctd>8,298\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12. Ungraded artisan \n\n        \u003Cp>Artisan Grade III\u003C\u002Fp>\n\n        \u003Cp>Artisan II\u003C\u002Fp>\n\n        \u003Cp>Artisan Grade I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,276 \n\n        \u003Cp>6,634\u003C\u002Fp>\n\n        \u003Cp>7,323\u003C\u002Fp>\n\n        \u003Cp>8,818\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,870 \n\n        \u003Cp>6,099\u003C\u002Fp>\n\n        \u003Cp>6,833\u003C\u002Fp>\n\n        \u003Cp>8,298\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. GENERAL WAGE INCREMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(i) Witheffect from1st October,2003allunionisable employees in the service\nof the employer will receive a general wage increase of 8 % on their basic wage\nas at 30th September, 2003, to cover the period 1st October, 2003 to 30th\nSeptember, 2004.\u003C\u002Fp>\n\n\u003Cp>(ii) Witheffect from1st October,2004allunionisable\u003C\u002Fp>\n\n\u003Cp>employees in the service of the employer will receive a further wage\nincrease of 9% on their basic wage to cover the period 1st October 2004 to 30th\nSeptember, 2005.j\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>20. PAYMENT OF WAGES\u003C\u002Fh2>\n\n\u003Cp>Payment of wages shall be made on a working day and during working hours, at\nor near to the place of employment or at such other place as may be agreed to\nbetween the employer and the! employee. Should such payment day fall on a\nSunday or Public Holiday, such wages shall be paid on the last day prior to\nsuch Sunday or Public Holiday.\u003C\u002Fp>\n\n\u003Ch2>21. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The employer shall provide protective clothing and gear wherever applicable.\nWhere uniform has been provided the employer shall provide one bar of soap or\nlaunder the uniform.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>22. NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Employees scheduled to perform their duties on night shift, shall be paid a\nnight shift allowance of Kshs. 1 \u002F= per hour. Night is defined as hours between\n9:00 p.m. and 6:00 a.m.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>23. TOOLS\u003C\u002Fh2>\n\n\u003Cp>It shall be the responsibility of the employer to provide working tools to\nthe employees of his company.\u003C\u002Fp>\n\n\u003Ch2>24. RETIREMENT AGE\u003C\u002Fh2>\n\n\u003Cp>The normal retirement age for all employees shall be 55 years. 25.\nREDUNDANCY\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, and the practices commonly known as abolition of office, job\nor occupation.\u003C\u002Fp>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply\u003C\u002Fp>\n\n\u003Cp>a) the union of which the employee is a member and the Labour Officer of the\narea shall be informed of the reasons for and the extent of, the intended\nredundancy;\u003C\u002Fp>\n\n\u003Cp>b) the employer shall have due regard to seniority in time and to the skill,\nability and reliability of each employee belonging to a particular category of\nemployees affected by the redundancy;\u003C\u002Fp>\n\n\u003Cp>c) no employee shall be placed at a disadvantage for being or not being a\nmember of a trade union;\u003C\u002Fp>\n\n\u003Cp>d) any leave due to any employee who is declared redundant shall be paid for\nin cash;\u003C\u002Fp>\n\n\u003Cp>e) a redundant employee shall be entitled to one month’s notice or one\nmonth’s salary in lieu of notice;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>f) an employee declared redundant shall be entitled to severance pay at the\nrate of sixteen days’ pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>26. GRATUITY\u002FPENSION\u003C\u002Fh2>\n\n\u003Cp>After completion of 2 years with one employer an employee shall be paid\ngratuity on normal termination, death, normal retirement at 55 years of age or\nretirement on medical grounds. However no employee shall qualify for gratuity\nif he\u002Fshe resigns or is dismissed for gross misconduct.\u003C\u002Fp>\n\n\u003Cp>a) Gratuity payment shall be 16 days pay per each completed year of\nservice;\u003C\u002Fp>\n\n\u003Cp>b) Where pension schemes are in place or where an employer has a Provident\nFund, he shall pay to an employee either gratuity or pension\u002Fprovident fund\nwhichever is greater.\u003C\u002Fp>\n\n\u003Ch2>27. NIGHT TRANSPORT\u003C\u002Fh2>\n\n\u003Cp>The employer shall provide night transport for employees leaving work from\n8.30 p.m. to designated drop off point nearest to their residence provided that\nthose who have more favourable arrangements shall continue with their internal\npractice.\u003C\u002Fp>\n\n\u003Ch2>28. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Upon the demise of an employee while still in service, an employer shall be\nrequired to pay Kshs. 10,000\u002F= towards the funeral and burial arrangements of\nthe dead employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>29. PAID EDUCATIONAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>The employer shall grant paid education leave for union activities to the\nshopstewards and union representatives up to a maximum of 14 days in a calender\nyear. This leave shall be limited to seminars and workshops\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>30. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>When an employee is required in writing to act in a position or a higher\ngrade for a period of ten days and more, he\u002Fshe shall be paid the difference\nbetween the basic minimum salary of his\u002Fher grade and the basic Minimum salary\nof the job in which he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Ch2>31. TARGETS\u003C\u002Fh2>\n\n\u003Cp>(i) The employer through the expertise of a competent officer like the Time\nand Motion Study Officer or an Industrial Engineer, may establish production\ntargets for various styles in the lines and\u002For other areas of operation like\ncutting, washing, finishing etc. whenever so fixed, the targets in question\nshall remain constant for the particular style and employees concerned shall be\nrequired to achieve the targeted production for the regular hours of a day,\nwithin that time.\u003C\u002Fp>\n\n\u003Cp>(ii) Any employee, who fails to achieve the target for no acceptable reason,\nmay be allowed to do so at his\u002Fher own time on the same day, without overtime\npayment and it shall be within the employer’s rights to subject such an\nemployee to disciplinary action for inefficiency if he\u002Fshe refuses to work on\nhis\u002Fher own time to complete the day’s target.\u003C\u002Fp>\n\n\u003Cp>iii) The union will have the right to involve a technical officer from the\nMinistry of Labour for a joint adjudication exercise if the set targets are\ndeemed to be high. While such an exercise is in process, the employee shall be\nexpected to continue working towards achievement of the set targets.\u003C\u002Fp>\n\n\u003Cp>It shall be a condition in every contract that such contracts shall be\nterminable by not less than One months notice to be given by either party in\nwriting or otherwise by payment by either party, in lieu of notice. During\nprobation period, seven days notice shall be given by either party or\nequivalent payment in lieu of notice. '\u003C\u002Fp>\n\n\u003Cp>Nothing in this paragraph shall prejudice the right of either party to\nterminate the services for lawful cause.\u003C\u002Fp>\n\n\u003Ch2>33. SEXUAL HARASSMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Every employee shall be protected from sexual harassment. Sexual harassment\nis any unsolicited or unwelcome verbal comment, gesture or physical contact of\na sexual nature, Therefore,:-\u003C\u002Fp>\n\n\u003Cp>(a) No employee shall be subjected to sexual harassment either by somebody\nin authority over him\u002Fher as a condition i of engagement, continued employment,\npromotion, salary progression, reward or any other consideration or by his\u002Fher\nfellow workmates as a condition of social acceptance at work.\u003C\u002Fp>\n\n\u003Cp>(b) Any case of sexual harassment shall be immediately reported by the\nvictim to a designated officer and a perpetrator shall be dealt with in\naccordance with the organisation’s disciplinary procedures after having been\ngiven an adequate opportunity to defend himself\u002Fherself against the charges.\u003C\u002Fp>\n\n\u003Cp>(c) Sexual harassment shall include any of the following, if the person\ndoing it, knows or ought to have known that it is unwelcome;\u003C\u002Fp>\n\n\u003Cp>(i) Making a request or exerting pressure for sexual activity or favours;\u003C\u002Fp>\n\n\u003Cp>(iii) Making gestures, noises, jokes or comments, including innuendoes,\nregarding another person’s sexuality.\u003C\u002Fp>\n\n\u003Cp>Each employer shall appoint a designated person preferably a Senior Lady\nManager to whom the victims of sexual harassment may report the cases for\nappropriate action.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>34. HIV\u002FAIDS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>No employee living with HIV\u002FAIDS shall have his services terminated purely\non his sero-positive status and there should be no obligation on the part of\nthe employee to inform his employer about his sero-positive status. If fitness\nto work is impaired by HIVC- related illness, reasonable alternative working\narrangements should be made for the affected employees. As with many other\nillnesses, persons with HIV-related illnesses should be able to work as long as\nthey are medically fit for available, appropriate work or until they are\ndeclared unfit to work by a registered medical practitioner:\u003C\u002Fp>\n\n\u003Cp>Provided that nothing in the Clause shall derogate the right of an employer\nto terminate for justifiable cause the services of those living with HIV\u002FAIDS\nespecially for continuous non-performance or any other justifiable\nreasons. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>35. EFFECTIVE DATE\u003C\u002Fh2>\n\n\u003Cp>a) The effective date of the following issues shall be 1st June, 2003.\u003C\u002Fp>\n\n\u003Cp>1. Preamble\u003C\u002Fp>\n\n\u003Cp>2. Application\u003C\u002Fp>\n\n\u003Cp>3. Hours of work\u003C\u002Fp>\n\n\u003Cp>4. Retirement age.\u003C\u002Fp>\n\n\u003Cp>5. Sexual Harassment\u003C\u002Fp>\n\n\u003Cp>6. HIV\u002FAIDS\u003C\u002Fp>\n\n\u003Cp>b) The effective date of Issues listed below shall be 1st October,\u003C\u002Fp>\n\n\u003Cp>1. Wages\u002FBasic Minimum\u003C\u002Fp>\n\n\u003Cp>2. House Allowance\u003C\u002Fp>\n\n\u003Cp>3. Leave Travelling Allowance\u003C\u002Fp>\n\n\u003Cp>4. Night Shift Allowance\u003C\u002Fp>\n\n\u003Cp>5. Overtime\u003C\u002Fp>\n\n\u003Cp>6. Annual leave\u003C\u002Fp>\n\n\u003Cp>7. Maternity leave\u003C\u002Fp>\n\n\u003Cp>8. Death of an employee\u003C\u002Fp>\n\n\u003Cp>9. Acting allowance\u003C\u002Fp>\n\n\u003Cp>10. Redundancy\u003C\u002Fp>\n\n\u003Cp>11. Gratuity\u003C\u002Fp>\n\n\u003Cp>12. Appointment letters\u002FContract letters\u003C\u002Fp>\n\n\u003Cp>13. Compassionate leave\u003C\u002Fp>\n\n\u003Cp>14. Public Holidays\u003C\u002Fp>\n\n\u003Cp>15. Sick leave\u003C\u002Fp>\n\n\u003Cp>16. Suspension\u003C\u002Fp>\n\n\u003Cp>17. Warning\u003C\u002Fp>\n\n\u003Cp>18. Gross Misconduct\u003C\u002Fp>\n\n\u003Cp>19. Protective Clothing\u003C\u002Fp>\n\n\u003Cp>20. Tools Allowance\u003C\u002Fp>\n\n\u003Cp>21. Paid Education leave\u003C\u002Fp>\n\n\u003Cp>22. Targets\u003C\u002Fp>\n\n\u003Cp>23. Termination of employment\u003C\u002Fp>\n\n\u003Cp>24. Employment Medical Treatment Rules Under Legal Notice No. 151\u002F77.\u003C\u002Fp>\n\n\u003Ch2>36. DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>This agreement shall remain in force for a period of two years up to 30th\nSeptember, 2005. Thereafter it shall continue in force until it is amended by\nmutual agreement between the two parties, provided that the party wishing to\namend it gives the other party one months notice of such intension giving in\nwriting the details of the\u003C\u002Fp>\n\n\u003Cp>amendment required.\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of Employers\u003C\u002Fp>\n\n\u003Cp>1. MIRAGE FASHIONWEAR (EPZ) LTD\u003C\u002Fp>\n\n\u003Cp>2. ROLEX GARMENT (EPZ) LTD\u003C\u002Fp>\n\n\u003Cp>3. ALLTEX EPZ LTD\u003C\u002Fp>\n\n\u003Cp>4. GLOBAL APPAREIL EPZ KENYA LTD\u003C\u002Fp>\n\n\u003Cp>5. MRC NAIROBI EPZ LTD\u003C\u002Fp>\n\n\u003Cp>6. RISING SUN EPZ KENYA LTD\u003C\u002Fp>\n\n\u003Cp>7. UNION APPAREIL LTD\u003C\u002Fp>\n\n\u003Cp>8. PROTEX (K) EPZ LTD\u003C\u002Fp>\n\n\u003Cp>9. S.K KANGETHE\u003C\u002Fp>\n\n\u003Cp>10. HELLEN AKELLO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of the Union\u003C\u002Fp>\n\n\u003Cp>WILLIAM M. AKETCH\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FRANCIS MUTHURI\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY (NAIROBI!\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: 24 FEBUARY 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"sexualhar":44,"paidmaternityleaveduration":48,"maternitydiscrimination":52,"WAGES_determined":56,"hourspday_select":60,"hourspweek_select":64,"childcare":67,"STRUCINCR_trigger":71,"funeralpay":75,"severance":79,"jobclassifaction1":83,"OVERTIME_trigger":87,"healthcareaccess":91,"sicknessmaxdays":95,"healthandsafetypolicy":99,"contracttrial":103,"sicknesspay":107,"dayspweek_select":109,"TRADEUNLEAV_trigger":111,"NOCTPREM_trigger":115,"LOWWAGE_trigger":119,"contractseverancepay1":121,"bankholidays1":123,"hivpolicy":127,"paidmaternityleavepay":131,"trainingprogrammes":133,"paidmaternityleave":135,"contractseverancepay":138,"PAIDLEAV_trigger":140},{"bindId":45,"name":46,"text":47},"sexualhar","Every employee shall be protected from s","Every employee shall be protected from sexual harassment. Sexual harassment\nis any unsolicited or unwelcome verbal comment, gesture or physical contact of\na sexual nature, Therefore,:-\n\n(a) No employee shall be subjected to sexual harassment either by somebody\nin authority over him\u002Fher as a condition i of engagement, continued employment,\npromotion, salary progression, reward or any other consideration or by his\u002Fher\nfellow workmates as a condition of social acceptance at work.\n\n(b) Any case of sexual harassment shall be immediately reported by the\nvictim to a designated officer and a perpetrator shall be dealt with in\naccordance with the organisation’s disciplinary procedures after having been\ngiven an adequate opportunity to defend himself\u002Fherself against the charges.\n\n(c) Sexual harassment shall include any of the following, if the person\ndoing it, knows or ought to have known that it is unwelcome;\n\n(i) Making a request or exerting pressure for sexual activity or favours;\n\n(iii) Making gestures, noises, jokes or comments, including innuendoes,\nregarding another person’s sexuality.\n\nEach employer shall appoint a designated person preferably a Senior Lady\nManager to whom the victims of sexual harassment may report the cases for\nappropriate action.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","A female employee shall be entitled to t","A female employee shall be entitled to two months maternity leave (60\nconsecutive days) with full pay and with prioi arrangement with the employer\nmay be eligible for additional one month unpaid leave (30 consecutive days).\nSuch leave will not be unreasonably denied.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","A female employee in receipt of maternit","A female employee in receipt of maternity leave shall not incur any loss of\nprivileges or entitlement during such period.",{"bindId":57,"name":58,"text":59},"WAGES_determined","The employer shall issuean appointmentle","The employer shall issuean appointmentletter stipulatingthe terms and\nconditions of service of anemployee upon the employee’s completion of the\nprobationary period.",{"bindId":61,"name":62,"text":63},"hourspday_select","The normal working week shall consist of","The normal working week shall consist of forty five (45) hours of work from\nMonday to Friday - 8 hours and 5 hours on Saturday,\n\ni)Except in the case of shift work, an employee’s normal ; working hours\nshall be 8 hours per day on five days of the week and 5 hours on one day of the\nweek.-\n\nii)An employee shall be entitled to one rest day in each week.\n\niii)The exact arrangement of the working hours\u002Fweek shall be at the\ndiscretion of individual management - in consultation; with the Union\nrepresentative.",{"bindId":65,"name":62,"text":66},"hourspweek_select","The normal working week shall consist of forty five (45) hours of work from\nMonday to Friday - 8 hours and 5 hours on Saturday,",{"bindId":68,"name":69,"text":70},"childcare","a) An employee may be granted 7 days unp","a) An employee may be granted 7 days unpaid compassionate leave on\napplication at the discretion of the employer. The employer shall not\nunreasonably with hold such requests.\n\nb) Compassionate leave may be by prior arrangement between the employee and\nthe employer, and shall be treated as paid leave and subsequently set off\nagainst the employee’s annual leave provided the employee has accumulated\nupto 7 days leave.\n\nc) Subparagraph (b) above shall not be applicable to members of the group\nwho shut down their factories for purposes of both annual leave and maintenance\nof machineries.",{"bindId":72,"name":73,"text":74},"STRUCINCR_trigger","(i) Witheffect from1st October,2003allun","(i) Witheffect from1st October,2003allunionisable employees in the service\nof the employer will receive a general wage increase of 8 % on their basic wage\nas at 30th September, 2003, to cover the period 1st October, 2003 to 30th\nSeptember, 2004.\n\n(ii) Witheffect from1st October,2004allunionisable\n\nemployees in the service of the employer will receive a further wage\nincrease of 9% on their basic wage to cover the period 1st October 2004 to 30th\nSeptember, 2005.j",{"bindId":76,"name":77,"text":78},"funeralpay","Upon the demise of an employee while sti","Upon the demise of an employee while still in service, an employer shall be\nrequired to pay Kshs. 10,000\u002F= towards the funeral and burial arrangements of\nthe dead employee.",{"bindId":80,"name":81,"text":82},"severance","f) an employee declared redundant shall ","f) an employee declared redundant shall be entitled to severance pay at the\nrate of sixteen days’ pay for each completed year of service.",{"bindId":84,"name":85,"text":86},"jobclassifaction1","With effect from 1st October, 2003 the b","With effect from 1st October, 2003 the basic minimum wages shall be as\nfollows;-\n\n\n  \n  \n  \n  \n  \n    \n      COLUMN 1\n      COLUMN 2\n      COLUMN 3\n    \n    \n      Occupation\n      Monthly contract per month for Nairobi, Mombasa and Kisumu Cities in\n        Kshs. \n      Monthly contract per month for other areas in Kshs.\n    \n    \n      1. General labourer including cleaner, sweeper, gardener,\n        children’s ayah, house servant, day watchman, messenger\n      3,910\n      3,608\n    \n    \n      2. Miner, stone cutter, turnboy, waiter, cook, logger line cutter\n      4,223\n      \n      3,747\n    \n    \n      3. Night watchman\n      4,357\n      4,044\n    \n    \n      4. Machine attendant, sawmill sawyer, machine assistant, mass\n        production machinist, shoe cutter, bakery worker, bakery assistant,\n        tailor’s assistant.\n      4,431\n      4,124\n    \n    \n      5. Machinist (made to measure), shoe upper prepairer, chaplis maker,\n        vehicle service worker (petrol and service stations), bakery plant\n        hand, laundry operator, junior clerk, wheeled tractor driver\n      (light).\n      5,057\n      4,732\n    \n    \n      6. Printing machine operator, bakery machine operator, \n\n        plywood machine operator, sawmill dresser, shop assistant, machine\n        tool operator, doughmaker, table hand baker or confectioner,\n        copy-typist, driver (cars and light vans)KSh.\n      \n      5,276\n      4,870\n    \n    \n      7. Pattern designer (draughtsman), garment and dress cutter,\n        single hand oven man, charge-hand baker, general clerk, telephone\n        operator, receptionist, storekeeper\n      \n      6,021\n      5,504\n    \n    \n      8. Tailor, driver (medium sized vehicle) \n      6,634\n      6,099\n    \n    \n      9. Dyer, crawler tractor driver, salesman\n      5,276\n      4,870\n    \n    \n      10. Saw doctor, caretaker (buildings)\n      8,105\n      7,567\n    \n    \n      11. Cashier, driver (heavy commercial vehicle), salesman driver\n      8,818\n      8,298\n    \n    \n      12. Ungraded artisan \n\n        Artisan Grade III\n\n        Artisan II\n\n        Artisan Grade I\n      \n      5,276 \n\n        6,634\n\n        7,323\n\n        8,818\n      \n      4,870 \n\n        6,099\n\n        6,833\n\n        8,298",{"bindId":88,"name":89,"text":90},"OVERTIME_trigger","Every employee who works for any time in","Every employee who works for any time in excess of the normal: hours of work\nspecified in Paragraph 4 above, shall be entitled to be paid for the overtime,\nthereby worked at the following rates:\n\ni) One and a half times the basic hourly rate in respect of any time worked\nin excess of the normal hours of work per week.\n\nii) For time worked on an employee’s normal rest day and! statutory public\nholidays at twice the normal hourly rate.\n\niii)Employees shall be informed two days in advance when there will be\novertime working on a public holiday or employee’s rest day and incase an\nemployee requests fori permission to be absent on such occasions that request\nshall not be unreasonably denied.",{"bindId":92,"name":93,"text":94},"healthcareaccess","The Medical Treatment Rules of 1977 (Leg","The Medical Treatment Rules of 1977 (Legal Notice No. 157\u002F1977) shall\napply.",{"bindId":96,"name":97,"text":98},"sicknessmaxdays","After three (3) consecutive week’s servi","After three (3) consecutive week’s service with an employer and subject to\nproduction of a medical certificate of incapacity from a medical practitioner\nin a registered hospital or a health centre or dispensary approved by the\ncompany, an employee shall be entitled to sick leave with pay in any one year\nas follows:\n\na) First 35 days with full pay.\n\nb) Next 35 days with half pay\n\nProvided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year.",{"bindId":100,"name":101,"text":102},"healthandsafetypolicy","The employer shall provide protective cl","The employer shall provide protective clothing and gear wherever applicable.\nWhere uniform has been provided the employer shall provide one bar of soap or\nlaunder the uniform.",{"bindId":104,"name":105,"text":106},"contracttrial","The first three months of an employee’s ","The first three months of an employee’s engagement shall be treated as\nprobationary period after which the employee should be confirmed into permanent\nemployment. Where an employee cannot perform to the expected standards, his\u002Fher\nservices shall be terminated by giving seven (7) day’s notice or pay in lieu\nand the Union shall be informed in writing.",{"bindId":108,"name":97,"text":98},"sicknesspay",{"bindId":110,"name":62,"text":66},"dayspweek_select",{"bindId":112,"name":113,"text":114},"TRADEUNLEAV_trigger","The employer shall grant paid education ","The employer shall grant paid education leave for union activities to the\nshopstewards and union representatives up to a maximum of 14 days in a calender\nyear. This leave shall be limited to seminars and workshops",{"bindId":116,"name":117,"text":118},"NOCTPREM_trigger","Employees scheduled to perform their dut","Employees scheduled to perform their duties on night shift, shall be paid a\nnight shift allowance of Kshs. 1 \u002F= per hour. Night is defined as hours between\n9:00 p.m. and 6:00 a.m.",{"bindId":120,"name":85,"text":86},"LOWWAGE_trigger",{"bindId":122,"name":81,"text":82},"contractseverancepay1",{"bindId":124,"name":125,"text":126},"bankholidays1","a) An employee shall be granted gazetted","a) An employee shall be granted gazetted public holidays with j full pay.\n\nb) If an employee works on a public holiday, which is not; his\u002Fher rest day,\nthen he\u002Fshe shall be paid at double his\u002Fher hourly rate.\n\nc) When a Public Holiday falls on an employee’s rest day, the employee\nshall be paid double (2 times) his\u002Fher hourly rate if she\u002Fhe works on the\npublic holiday and rest on another day.",{"bindId":128,"name":129,"text":130},"hivpolicy","No employee living with HIV\u002FAIDS shall h","No employee living with HIV\u002FAIDS shall have his services terminated purely\non his sero-positive status and there should be no obligation on the part of\nthe employee to inform his employer about his sero-positive status. If fitness\nto work is impaired by HIVC- related illness, reasonable alternative working\narrangements should be made for the affected employees. As with many other\nillnesses, persons with HIV-related illnesses should be able to work as long as\nthey are medically fit for available, appropriate work or until they are\ndeclared unfit to work by a registered medical practitioner:\n\nProvided that nothing in the Clause shall derogate the right of an employer\nto terminate for justifiable cause the services of those living with HIV\u002FAIDS\nespecially for continuous non-performance or any other justifiable\nreasons. ",{"bindId":132,"name":50,"text":51},"paidmaternityleavepay",{"bindId":134,"name":113,"text":114},"trainingprogrammes",{"bindId":136,"name":50,"text":137},"paidmaternityleave","A female employee shall be entitled to two months maternity leave (60\nconsecutive days) with full pay and with prioi arrangement with the employer\nmay be eligible for additional one month unpaid leave (30 consecutive days).\nSuch leave will not be unreasonably denied.\n\nProvided that a female, employee who has taken her maternity leave shall\nforfeit her annual leave in that year.\n\nA female employee in receipt of maternity leave shall not incur any loss of\nprivileges or entitlement during such period.",{"bindId":139,"name":81,"text":82},"contractseverancepay",{"bindId":141,"name":142,"text":143},"PAIDLEAV_trigger","a) After the completion of twelve (12) m","a) After the completion of twelve (12) months’ continuous service with an\nemployer, an employee will be entitled to 24 working days leave with full\npay.\n\nb) Such leave will be taken at a time and duration convenient to the\nemployer but the individual employee’s circumstances i may be taken into\nconsideration.\n\nc) Where employment is terminated after the completion of three (3) or more\nmonths’ continuous service during any leave earning period, an employee shall\nbe entitled to 2 day’s leave with pay for each completed month of service and\npro-rata leave travelling allowance.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN EPZ Apparel Manufacturers and Exporters Group of F.K.E - 2003\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2003-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2005-09-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of textiles\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → EPZ Apparel Manufacturers and Exporters Group of F.K.E\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Tailors and Textiles Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 29 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 70 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: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\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: → 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: → No\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: → 7 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\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): → 16 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 16 days\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\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: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 14.0 days\n            \u003C\u002Fdiv>\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 3608.0\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: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2003-10\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  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                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[149],{"title":37,"slug":33},[151],{"type":152,"data":153},"call_to_action_body_block",{"title":154,"description":155,"variant":156,"link":157},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":154,"url":158,"description":154,"rel":159,"type":160},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[162],{"type":152,"data":163},{"title":154,"description":155,"variant":156,"link":164},{"title":154,"url":158,"description":154,"rel":159,"type":160},[]]