[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-fox-theatres-ltd-springfield-properties-ltd-thika-road-properties-ltd-and-queensway-properties-limited-and-the-kenya-union-of-commercial-food-and-allied-workers":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":156,"content_type_view":157,"extra_breadcrumbs":158,"body":160,"body_blocks":171,"related_pages":175},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":154,"translations":155},{"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-fox-theatres-ltd-springfield-properties-ltd-thika-road-properties-ltd-and-queensway-properties-limited-and-the-kenya-union-of-commercial-food-and-allied-workers","6fcf91ee-c1d6-11e2-99a4-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-fox-theatres-ltd-springfield-properties-ltd-thika-road-properties-ltd-and-queensway-properties-limited-and-the-kenya-union-of-commercial-food-and-allied-workers\u002Fmemorandum-of-agreement-between-fox-theatres-ltd-springfield-properties-ltd-thika-road-properties-ltd-and-queensway-properties-limited-and-the-kenya-union-of-commercial-food-and-allied-workers\u002F","Memorandum Of Agreement Between Fox Theatres Ltd, Springfield Properties Ltd, Thika Road Properties Ltd and Queensway Properties Limited and The Kenya Union Of Commercial, Food And Allied Workers - 2012","KEN Fox Theatres Ltd, KEN Queensway Properties Limited, KEN Springfield Properties Ltd, KEN Thika Road Properties Ltd - 2012","Kenya - KEN Fox Theatres Ltd, KEN Queensway Properties Limited, KEN Springfield Properties Ltd, KEN Thika Road Properties Ltd - 2012","KEN Fox Theatres Ltd, KEN Queensway Properties Limited, KEN Springfield Properties Ltd, KEN Thika Road Properties Ltd - 2012 - Entertainment, culture, sports, Real estate, renting, call centres",{"name":41,"data":42},"FOXTHEAT COLLECTIVE BARGAINING AGREEMENT 2012.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">Between\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">FOX THEATRES\nLTD, SPRINGFIELD PROPERTIES LTD, THIKA ROAD PROPERTIES LTD AND QUEENSWAY\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">PROPERTIES\nLIMITED\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">(Hereafter\nreferred to as the \"Employer\") of the one part\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">and\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">THE KENYA\nUNION OF COMMERCIAL, FOOD AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">(Hereinafter\nreferred to as the \"Union\") of the other part.\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties held a voluntary meeting and had cordial discussions and came to\nthe following agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.SCOPE AND APPLICATION OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>The terms of this Agreement shall be observed in Kenya by the Employers and\nby all unionisable employees of the Employers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.EFFECTIVE DATE AND DURATION OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>a) This Agreement shall become effective on 1st January, 2012 and shall be\nin force for a period of two years from 1st January, 2012.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) This Agreement may be amended, modified or altered by either party giving\nto the other 3 month's notice of its intention to amend, modify or alter the\nAgreement. Such notice shall give details of proposed amendment, modification\nor alteration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) This Agreement shall continue to be in force until any amendments,\nmodifications or alterations have been agreed upon and signed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.DEFINITIONS\u003C\u002Fh3>\n\n\u003Cp>a) Unionised employee means a person who is the member of the Union and\nwhose Union dues are deducted through the company's payroll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee will become a unionised employee, when the company starts to\nmake monthly deduction of the Union dues from the employee's wages. The\nemployee ceases to be unionised employee when the deduction of the Union dues\nthrough the company's payroll are stopped or terminated for whatsoever\nreasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Casual employee means a person who is employed in any capacity on an\nhourly basis for not more than fifty two hours per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Temporary employees: These are employees who are paid for specific duties\nor jobs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Overtime means any time worked in excess of the ordinary hours prescribed\nunder Clause 9 below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Theatre Vendor means an employee working on a commission basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Admits persons into theatre - a person is said to have been admitted into\ntheatre immediately after he passes the Cinema Attendant at the cinema door.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Terminal Benefits means earned salary, outstanding leave and\u002For pro-rata\nleave travelling allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Ch3>4.JOB CLASSIFICATION\u003C\u002Fh3>\n\n\u003Cp>The jobs of all permanent employees covered under this agreement are\nclassified in grades as stated in Appendix \"A\" hereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. i)Minimum Wages\u003C\u002Fh3>\n\n\u003Cp>Monthly basic minimum wages (exclusive of house allowance) shall be as\nfollows:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Grade A\u003C\u002Ftd>\n      \u003Ctd>KShs.19,360\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade B\u003C\u002Ftd>\n      \u003Ctd>KShs.15,730\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade C\u003C\u002Ftd>\n      \u003Ctd>KShs.13,215\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade D\u003C\u002Ftd>\n      \u003Ctd>KShs.11,580\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade E\u003C\u002Ftd>\n      \u003Ctd>KShs.9,572\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade F\u003C\u002Ftd>\n      \u003Ctd>KShs.8,580\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Housing Allowance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall pay full time employees a monthly housing allowance of\nKShs.1,900\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Clause 5 (ii) shall not pay full time employees who are provided with\nfree housing accommodation by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.BASIC WAGE AND INCREMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>All permanent employees will receive wage increment of 5% with effect from\n1st January, 2012 and 5% wef 1st January 2013. For avoidance of doubt, the\nincrease each year is 5%.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to act in higher grade for a period of not\nless than fifteen consecutive days, he\u002Fshe will be entitled to be paid the\nperiod so worked at the prescribed minimum wage laid for that grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.PAYMENT OF WAGES\u003C\u002Fh3>\n\n\u003Cp>i) Wages and the remuneration for overtime of employees shall become due and\nbe paid not later than the last day of each month or on termination of\nemployment if this occurs prior to the last working day of each month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) For the purpose of determining hourly rates of pay for overtime the\nbasic monthly wage prescribed shall be divided by two hundred and eight\n(208).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>iii) No deduction of any description (unless specifically authorised by an\nemployee in writing) shall be made against employees' wages other than for:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cp>a) Sick insurance, provident or pension funds;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Where an employee is absent from work without permission of the\nemployers, a pro-rata amount be deducted for the period of absence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Where the employer is compelled by law or legal processes to make payment\nfor and on behalf of any employee's wages;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) In the case of a Cashier, Booking Attendant, Catering Attendants any\namount or amounts of cash or stocks or assets shortages as provided in clause\n11 thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>iv) Any employee if required to work overtime shall be paid overtime at the\nrate of time and one half on ordinary working days and double the rest days and\nGazetted Public Holidays. Every employee shall be entitled to at least one rest\nday in every period of seven days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>Hours of work shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) For all permanent employees the normal hours of work will be forty eight\nper week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Notwithstanding the provision of paragraph 9 (i) the normal working week\nof a person employed on night work shall consist of not more than fifty two\nhours of work per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) The working hours will be determined by the employer and these can be\nflexible to suit the company's operational needs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>i) The first three months of service shall be probationary period during\nwhich employment may be terminated by either side giving seven days notice or\npayment in lieu. The probationary period may be extended for not more than\nthree months, if it is found that the performance of an employee during the\nthree months is not satisfactory, the employee whose term is extended may have\nhis service terminated by either side giving the other seven days notice or\npayment in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) After completion of probationary period the employee becomes a regular\nemployee and shall receive a letter of confirmation. His length of service and\nentitlement to annual leave shall be determined as from the original date of\nengagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.EMPLOYEE’S LIABILITY\u003C\u002Fh3>\n\n\u003Cp>Booking Attendants, cashiers, or Catering Attendants shall be personally\nliable for all cash, assets and stocks under their control and shall make good\nany deficiency in all respects thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>After twelve consecutive months of service, an employee shall be entitled to\nannual leave, with leave pay as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) All permanent employees will be entitled to 24 working days. (excluding\npublic holidays) per year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Annual leave will be taken at the discretion of the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Leave pay for the period of leave shall be paid not later than the last\nworking day before the date of commencement of such leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>When an employee is proceeding on his annual leave, travelling allowance\nwill be paid at KShs.1,400\u002F= to all permanent unionised employees irrespective\nof their grades. This allowance is not retrospective to leave due prior to the\ndate of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) A female employee shall be entitled to three months maternity leave with\nfull pay. Provided that a woman has taken three months maternity leave shall\nnot forfeit her annual leave in that year. She will be paid the leave\ntravelling allowance when proceeding on maternity leave, provided that this\nallowance shall not be paid twice in one year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(b) A male employee shall be entitled to two weeks paternity with full pay.\nMale employees shall register their spouses with the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>The employer shall grant to an employee, who is absent due to illness, a\nmaximum of 40 days sick leave at full pay and thereafter to a maximum of 40\ndays sick leave with half pay in each period of twelve month's consecutive\nservice provided that:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) An employee shall not be entitled to such payment unless he produces to\nthe employer a certificate of incapability covering the period of sick leave\nclaimed signed by a medical practitioner in charge of a dispensary or medical\naid centre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) The employer may nominate their own medical practitioner, in which event\nsuch expenses shall be borne by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) An employee shall not be eligible under this paragraph in respect of\nany incapability due to own negligence or wilful default.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>This may be granted at the employer's discretion. This leave may be deducted\nfrom the annual leave at the employer's discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17.REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy the following procedure shall apply;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The employer shall notify the Union of the reasons and the extent of the\nintended redundancy;\u003C\u002Fp>\n\n\u003Cp>\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 the particular category\nof employees affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Employee affected by redundancy shall be paid all his terminal benefits\n(salary, outstanding leave (or pro-rata) leave travelling allowance).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>d) A redundant employee shall be entitled to one months notice or one months\nwages in lieu of notice. In addition to (c) above such employee shall be paid\nseverance pay at the rate of nineteen (19) day's pay for each completed year of\nservice. Calculation of severance pay shall be based on the basic salary earned\nat the time of termination of employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.TRANSPORT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>The employer shall provide transport to the vicinity of place of residence\nof employee who finishes work out of normal public transport hours. In the\nevent of a breakdown in the normal transport the employer will make suitable\nalterative arrangements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.UNIFORM\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide two uniforms and\u002For overalls to employees whose\nnature of their work requires them to wear such uniforms. The Laundry of the\nuniforms will be done regularly by the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.UPGRADING\u003C\u002Fh3>\n\n\u003Cp>If an employee is moved to a job in a higher grade he will immediately\nreceive not less than the minimum prescribed wage for that grade. The\nappointment to the higher grade will be subject to a probationary period of\nthree months, during which period reversion to the lower grade together with\nthe previous salary may be affected by the employer. After completion of\nprobationary period, the employee shall receive a letter confirming his\nappointment in the higher grade and his length of service in this grade shall\nbe calculated as from the date of elevation.\u003C\u002Fp>\n\n\u003Ch3>21.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Employment may be terminated by either party giving notice as\nfollows;\u003C\u002Fp>\n\n\u003Cp>(i) Employees with upto 10 years service – 1 month\u003C\u002Fp>\n\n\u003Cp>(ii) Employees with over 10 years service – 2 months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee whose employment has been terminated shall be entitled to\nall terminal benefits.\u003C\u002Fp>\n\n\u003Ch3>22.DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>An employee shall be liable to instant dismissal if an employee;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) is convicted of criminal offence which involves a prison sentence;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) without authority, and for his own use makes use of and damages\nemployer's property;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) wilfully or wilful breach of duty or by drunkenness or causes loss or\ndamage to the employer's property;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) without just cause or permission absents himself for seven working\ndays;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) discloses any company secrets or other confidential matters to anyone who\nis not liable to receive them;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) admits persons into the theatre without official tickets or retains the\nwhole ticket;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) defrauds or attempts to defraud the company of funds, stocks or assets by\nwhatsoever means.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>The employer shall give to any employee upon termination of service a\ncertificate of service if requested for by the employee, detailing the name of\nthe employer and employee, the employee's occupation, the employee's date of\nengagement, the date and reason for termination of employment and the last rate\nof wage paid to the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.DISTRIBUTION OF COLLECTIVE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>Each Shopsteward shall be entitled to a copy of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.CHECK OFF\u003C\u002Fh3>\n\n\u003Cp>The employer shall deduct normal Union dues from wages of members and pay\ndirect to the Union under the provisions of the Trade Disputes Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.RECOGNITION\u003C\u002Fh3>\n\n\u003Cp>A National Official or Shopsteward of the Union elected by the employees of\nthe employer shall have the right of access at request and with prior confirmed\nappointment to the General Manager or other officers of the employer to discuss\nany matter affecting the employee(s) covered under the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>If an employee commits an offence of which a warning is deemed necessary,\nthe 1st warning and 2nd warnings shall be recorded on the employee's file and\nthe shopsteward shall be informed accordingly. The second warning shall be\ncopied to the Union. If the employee commits a 3rd offence, the employee shall\nbe liable to termination of service but there shall be no need to give a notice\nof one month or payment in lieu of such notice. Such an employee shall be paid\nfor the days worked plus leave pay if due, calculated on pro-rata basis for the\nperiod worked, and any other benefits. Provided that where an employee\ncompletes three hundred and sixty five consecutive days from the date of the\nsecond warning without further misconduct the second warning entered in his\nemployment record shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>a) Where an employee is suspected of having committed an offence which needs\nfurther investigation, the employee shall be suspended pending the conclusion\nof such investigations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) A suspended employee shall be entitled to payment of half salary for the\nperiod of suspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Under normal circumstances suspension shall not exceed two months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) An employee whose case is subject to investigation by the Police or is\nout on Court Bond\u002FBail pending the conclusion of the investigation or court\ncase shall not be allowed to carry out his normal duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) An employee who is on suspension shall be reinstated and paid for the\nwhole period of suspension if no offence is proved against him.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.RETIREMENT GRATUITY\u003C\u002Fh3>\n\n\u003Cp>An employee who has served the Company for five years and\u002For over is retired\nshall be given the normal notice of termination and paid all other terminal\nbenefits and in addition he shall be paid nineteen (19) days salary for every\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>The company shall contribute 18,000\u002F- towards funeral expenses of an\nemployee who dies while on employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31.MEDICAL EXPENSES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>Medical treatment rules to apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32.INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>An employee who is injured by accident arising in the course of his\u002Fher\nemployment shall be entitled to compensation in accordance with the provisions\nof the Workmen’s Compensation Act of the Laws of Kenya.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employers and the Trade Union having arrived at the Agreement set forth\ntherein, the undersigned official hereby declare that the foregoing in the\nAgreement arrived at and affix their signature thereto.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>33.AGENCY FEES\u003C\u002Fh3>\n\n\u003Cp>Deduction of Agency Fees from employees who enjoy the benefits of this\nCollective Bargaining Agreement shall be done in accordance with Section 49 of\nthe Labour Relations Act of 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>COMPANIES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................................................\u003C\u002Fp>\n\n\u003Cp>ANIL KAPILAMAJOR M.N. KINYUA\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGEROPERATIONS MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KENYA UNION OF COMMERCIAL, FOOD AND ALLIED WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..................................................................................\u003C\u002Fp>\n\n\u003Cp>CLLR DAVID LUTTA GEORGE OTENG’O\u003C\u002Fp>\n\n\u003Cp>ASS. SECRETARY GENERALSHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>............................................\u003C\u002Fp>\n\n\u003Cp>JOSEPH NJOROGE NJAU\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\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>G. R AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ............. DAY OF ................. 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX 'A'\u003C\u002Fp>\n\n\u003Cp>•Grade 'A'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cashier\u003C\u002Fp>\n\n\u003Cp>Artisans with Grade I\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Grade 'B'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Projectionist\u003C\u002Fp>\n\n\u003Cp>Artisans with Grade II\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Grade 'C'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistant Projectionist\u003C\u002Fp>\n\n\u003Cp>Telephone Operator\u003C\u002Fp>\n\n\u003Cp>Receptionist\u003C\u002Fp>\n\n\u003Cp>Driver 1\u003C\u002Fp>\n\n\u003Cp>Artisans with Grade III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Grade 'D'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver II\u003C\u002Fp>\n\n\u003Cp>Fundi without Grade Test\u003C\u002Fp>\n\n\u003Cp>Booking Attendant\u003C\u002Fp>\n\n\u003Cp>Barman\u003C\u002Fp>\n\n\u003Cp>Catering Attendant 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Grade 'E'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cinema Attendant\u003C\u002Fp>\n\n\u003Cp>Catering Attendant II\u003C\u002Fp>\n\n\u003Cp>Watchman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Grade 'F'\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Messenger\u003C\u002Fp>\n\n\u003Cp>Cleaners\u003C\u002Fp>\n\n\u003Cp>Gardener\u002FShambaman\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var 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by accident arising in the course of his\u002Fher\nemployment shall be entitled to compensation in accordance with the provisions\nof the Workmen’s Compensation Act of the Laws of Kenya.\n\n\n\nThe employers and the Trade Union having arrived at the Agreement set forth\ntherein, the undersigned official hereby declare that the foregoing in the\nAgreement arrived at and affix their signature thereto.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(a) A female employee shall be entitled ","(a) A female employee shall be entitled to three months maternity leave with\nfull pay. Provided that a woman has taken three months maternity leave shall\nnot forfeit her annual leave in that year. She will be paid the leave\ntravelling allowance when proceeding on maternity leave, provided that this\nallowance shall not be paid twice in one year.",{"bindId":53,"name":54,"text":55},"pensionfund","iii) No deduction of any description (un","iii) No deduction of any description (unless specifically authorised by an\nemployee in writing) shall be made against employees' wages other than for:\n\n\n\na) Sick insurance, provident or pension funds;",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","All permanent employees will receive wag","All permanent employees will receive wage increment of 5% with effect from\n1st January, 2012 and 5% wef 1st January 2013. For avoidance of doubt, the\nincrease each year is 5%.",{"bindId":61,"name":62,"text":63},"hourspweek_select","Hours of work shall be as follows:- i) F","Hours of work shall be as follows:-\n\n\n\ni) For all permanent employees the normal hours of work will be forty eight\nper week.\n\n\n\nii) Notwithstanding the provision of paragraph 9 (i) the normal working week\nof a person employed on night work shall consist of not more than fifty two\nhours of work per week.",{"bindId":65,"name":66,"text":67},"childcare","This may be granted at the employer's di","This may be granted at the employer's discretion. This leave may be deducted\nfrom the annual leave at the employer's discretion.",{"bindId":69,"name":58,"text":59},"wageincreasetype2",{"bindId":71,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":73,"name":58,"text":59},"wageincreasetype",{"bindId":75,"name":76,"text":77},"funeralpay","The company shall contribute 18,000\u002F- to","The company shall contribute 18,000\u002F- towards funeral expenses of an\nemployee who dies while on employment.",{"bindId":79,"name":80,"text":81},"contracttrialperiod","i) The first three months of service sha","i) The first three months of service shall be probationary period during\nwhich employment may be terminated by either side giving seven days notice or\npayment in lieu. The probationary period may be extended for not more than\nthree months, if it is found that the performance of an employee during the\nthree months is not satisfactory, the employee whose term is extended may have\nhis service terminated by either side giving the other seven days notice or\npayment in lieu.",{"bindId":83,"name":84,"text":85},"jobclassifaction1","4.JOB CLASSIFICATION The jobs of all per","4.JOB CLASSIFICATION\n\nThe jobs of all permanent employees covered under this agreement are\nclassified in grades as stated in Appendix \"A\" hereto.",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger","iv) Any employee if required to work ove","iv) Any employee if required to work overtime shall be paid overtime at the\nrate of time and one half on ordinary working days and double the rest days and\nGazetted Public Holidays. Every employee shall be entitled to at least one rest\nday in every period of seven days.",{"bindId":91,"name":92,"text":93},"holidaysdays","After twelve consecutive months of servi","After twelve consecutive months of service, an employee shall be entitled to\nannual leave, with leave pay as follows:-\n\n\n\ni) All permanent employees will be entitled to 24 working days. (excluding\npublic holidays) per year.\n\n\n\nii) Annual leave will be taken at the discretion of the employer.",{"bindId":95,"name":96,"text":96},"healthcareaccess","Medical treatment rules to apply.",{"bindId":98,"name":99,"text":100},"annleaveallowancetype","When an employee is proceeding on his an","When an employee is proceeding on his annual leave, travelling allowance\nwill be paid at KShs.1,400\u002F= to all permanent unionised employees irrespective\nof their grades. This allowance is not retrospective to leave due prior to the\ndate of this Agreement.",{"bindId":102,"name":103,"text":104},"COMMUTE_trigger","The employer shall provide transport to ","The employer shall provide transport to the vicinity of place of residence\nof employee who finishes work out of normal public transport hours. In the\nevent of a breakdown in the normal transport the employer will make suitable\nalterative arrangements.",{"bindId":106,"name":99,"text":100},"ANNLEAVE_trigger",{"bindId":108,"name":88,"text":89},"overtimeallowanceperc1",{"bindId":110,"name":62,"text":63},"hourspweek",{"bindId":112,"name":80,"text":81},"contracttrial",{"bindId":114,"name":88,"text":89},"schedulesrestpw",{"bindId":116,"name":117,"text":118},"healthinsurance","a) Sick insurance, provident or pension ","a) Sick insurance, provident or pension funds;",{"bindId":120,"name":50,"text":51},"paidmaternityleaveall",{"bindId":122,"name":88,"text":89},"SCHEDULE_trigger",{"bindId":124,"name":125,"text":126},"paidpaternityleave","(b) A male employee shall be entitled to","(b) A male employee shall be entitled to two weeks paternity with full pay.\nMale employees shall register their spouses with the company.",{"bindId":128,"name":129,"text":130},"sicknesspay","The employer shall grant to an employee,","The employer shall grant to an employee, who is absent due to illness, a\nmaximum of 40 days sick leave at full pay and thereafter to a maximum of 40\ndays sick leave with half pay in each period of twelve month's consecutive\nservice provided that:",{"bindId":132,"name":129,"text":133},"sicknessmaxdaysnr","The employer shall grant to an employee, who is absent due to illness, a\nmaximum of 40 days sick leave at full pay and thereafter to a maximum of 40\ndays sick leave with half pay in each period of twelve month's consecutive\nservice provided that:\n\n\n\ni) An employee shall not be entitled to such payment unless he produces to\nthe employer a certificate of incapability covering the period of sick leave\nclaimed signed by a medical practitioner in charge of a dispensary or medical\naid centre.",{"bindId":135,"name":99,"text":100},"annleaveallowanceamount1",{"bindId":137,"name":138,"text":139},"contractseverancepay1","d) A redundant employee shall be entitle","d) A redundant employee shall be entitled to one months notice or one months\nwages in lieu of notice. In addition to (c) above such employee shall be paid\nseverance pay at the rate of nineteen (19) day's pay for each completed year of\nservice. Calculation of severance pay shall be based on the basic salary earned\nat the time of termination of employment.",{"bindId":141,"name":88,"text":89},"overtimeallowancetype",{"bindId":143,"name":88,"text":89},"overtimeallowancetypeperiod",{"bindId":145,"name":129,"text":133},"sicknessmaxdays",{"bindId":147,"name":50,"text":51},"paidmaternityleave",{"bindId":149,"name":138,"text":139},"contractseverancepay",{"bindId":151,"name":92,"text":93},"PAIDLEAV_trigger",{"bindId":153,"name":125,"text":126},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Fox Theatres Ltd, KEN Queensway Properties Limited, KEN Springfield Properties Ltd, KEN Thika Road Properties Ltd - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Entertainment, culture, sports, Real estate, renting, call centres\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Activities of amusement parks and theme parks\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                        Fox Theatres Ltd, Queensway Properties Limited, Springfield Properties Ltd, Thika Road Properties 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 Union of Commercial Food and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 33 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 80 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → 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: → 1 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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 8580.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 1400.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[159],{"title":37,"slug":33},[161],{"type":162,"data":163},"call_to_action_body_block",{"title":164,"description":165,"variant":166,"link":167},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":164,"url":168,"description":164,"rel":169,"type":170},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[172],{"type":162,"data":173},{"title":164,"description":165,"variant":166,"link":174},{"title":164,"url":168,"description":164,"rel":169,"type":170},[]]