[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-gourmet-meat-products-and-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":178,"content_type_view":179,"extra_breadcrumbs":180,"body":182,"body_blocks":193,"related_pages":197},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":176,"translations":177},{"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-gourmet-meat-products-and-kenya-union-of-commercial-food-and-allied-workers","981f1cce-10d9-11e5-ab52-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-gourmet-meat-products-and-kenya-union-of-commercial-food-and-allied-workers\u002Fmemorandum-of-agreement-between-gourmet-meat-products-and-kenya-union-of-commercial-food-and-allied-workers\u002F","Memorandum of Agreement between Gourmet Meat Products and Kenya Union of Commercial, Food and Allied Workers - 2014","KEN Gourmet Meat Products - 2014","Kenya - KEN Gourmet Meat Products - 2014","KEN Gourmet Meat Products - 2014 - Agriculture, forestry, fishing, Retail trade",{"name":41,"data":42},"GOURNMENT 2014.html","\n              \n              \n              \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>New2\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 GOURMET MEAT PRODUCTS (HEREINAFTER CALLED\nTHE “COMPANY”) OF THE FIRST PART AND KENYA UNION OF COMMERCIAL, FOOD AND\nALLIED WORKERS (HEREINAFTER CALLED THE “UNION”) OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by both parties and shall apply to all Unionisable employees as\ncovered by the Recognition Agreement and as provided for by current\nF.K.E\u002FC.O.T.U (K) Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>An employee shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this period\nservices will be terminable by 48 hours notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>The normal working week shall consist of 45 hours spread over six days of\nthe week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) Normal working day – Time plus a half\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b) Rest days and gazetted Public Holidays – Double time\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) After the completion of 12 months continuous service with the company,\nan employee shall be entitled to 31 working days annual leave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) In the event of Gazetted Public Holidays falling within the leave period\nthese shall be added to leave.\u003C\u002Fp>\n\n\u003Cp>(c) The date of an employee’s leave shall normally fall after the\ncompletion of every 12 months service at the convenience of the employer.\u003C\u002Fp>\n\n\u003Cp>(d) Where employment is terminated after 2 or more completed months of\nservice during any leave earning period, such employee shall be entitled to\nproportionate leave of 2.5 days for each completed month of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. GAZETED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>An employee shall normally be granted leave with pay on gazetted Public\nHolidays. Provided that an employee who is required to work on such holidays\nshall be paid at double the rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After the completion of the probationary period, employment may be\nterminated by either party as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) 1-5 years-1 month’s notice or pay in-lieu\u003C\u002Fp>\n\n\u003Cp>(b) Over 5 years-2 month’s notice or pay in-lieu\u003C\u002Fp>\n\n\u003Cp>(c) On cessation of employment in accordance to (a) and (b) above the\nemployee shall be entitled to payment of gratuity as follows:\u003C\u002Fp>\n\n\u003Cp>(i) For service between 1-5 years – 23 days for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>(ii) For service of between 5-10 years – 25 days for each completed year\nof service.\u003C\u002Fp>\n\n\u003Cp>(iii) For service over 10 years – 29 days for each complete year of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>An employee who is injured by accident arising out of and in the course of\nhis employment shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefit Act, 2007 provided that such injury does\nnot arise out of the employee’s own negligence.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>In the event of redundancy, the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Union shall be informed by the employer the reasons for and the\nextent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>(b) The principle shall be adopted of “Last In, First Out” in the\nparticular category of employees affected subject to all other factors being\nequal.\u003C\u002Fp>\n\n\u003Cp>(c) The redundant employee will be entitled to the appropriate period of\nnotice of pay in-lieu.\u003C\u002Fp>\n\n\u003Cp>(d) Pro-rata leave shall be paid to the employee affected and any other\nremuneration that she\u002Fhe is entitled to.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(e) The affected employee will be entitled to severance pay for every\ncompleted year of service as listed below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Service between 1-5 years-23 days\u003C\u002Fp>\n\n\u003Cp>(ii) Service between 5-10 years-26 days\u003C\u002Fp>\n\n\u003Cp>(iii) Service over 10 years-29 days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee proceeding on annual leave shall be entitled to Kshs.5, 500\u002F-\nleave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>An employee who is unable to carry out his\u002Fher duty due to sickness shall be\nentitled, in any period of twelve months to 50days sick leave with full pay,\nand thereafter half pay for the next succeeding 50 days subject to the\nproduction of a certificate from registered medical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>The provisions of Section 44 of the Employment Act, 2007 will apply as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\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 course 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>\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause can employee absents himself\nfrom the place proper and appointed for the performance of his work.\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming intoxicated, an employee renders\nhimself unwilling or incapable properly to perform his work.\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 form its nature it was his duty, under this contract to have performed\ncarefully or properly.\u003C\u002Fp>\n\n\u003Cp>(d) If an employee uses abusive language or behaves in a manner insulting to\nhis employer or to a person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>(e) If an employee knowingly fails or refuses to obey a lawful and proper\ncommend which it was within the scope of his duty to obey, issued by his\nemployer or a person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>(f) If in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested or a cognisable offence punishable by\nimprisonment as it not within fourteen (14) days either released on bail or\nbond or otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>(g) If an employee commits or on reasonable and sufficient grounds is\nsuspected of having committed a criminal offence against or to the substantial\ndetriment of his employer or his employer’s property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13. UNIFORM\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Every employee will be issued with two pairs of uniform and the company will\nbe responsible for laundering of such uniform. Drivers will be issued with a\npair of Kaunda Suit and a pair of shoes.\u003C\u002Fp>\n\n\u003Cp>Each employee working in the cold rooms will in addition receive 2 warm\nT-Shirts per year which will be laundered by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. WARNING SYTEM\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who is guilty of an offence other than gross misconduct or\nother lawful cause of dismissal may be given a written warning which shall be\nnoted on the employee’s employment record card and if, the employee commits a\nsimilar or any other offence which does not warrant a summary dismissal, he\nwill be further warned in his employment record card. If the employee commits a\nfurther (third) offence, he will be issued with a summary dismissal letter, a\ncopy of which will be sent to the General Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee completes one hundred and forty six (146) working days\nfrom the date of the second warning without further misconduct any warnings\nentered in his employment record shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Company undertakes to pay the cost of medical treatment provided that\nsuch illness is covered by the Employment Act, 2007. Such medical treatment\nshall be obtained from a Government Hospital.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is not provided with free housing accommodation by the\ncompany shall be entitled to a house allowance of Kshs.6, 500\u002F- per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. PAYSLIP\u003C\u002Fh3>\n\n\u003Cp>Every employee of the company will be given a payslip at the end of every\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(a) The retirement age shall be 60 years to be proved with the National\nIdentify Card.\u003C\u002Fp>\n\n\u003Cp>(b) Employees who retire from the Company will be paid retirement benefits\nfor each completed year of service as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(I) Service 1-5 years – 23 days\u003C\u002Fp>\n\n\u003Cp>(II) Service 5-10 years – 25 days\u003C\u002Fp>\n\n\u003Cp>(III) Over 10 years service – 29 days\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. MINIMUM WAGE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>Category W.e.f. 1st July 2014\u003C\u002Fp>\n\n\u003Cp>(a) 9,960\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) 12,740\u003C\u002Fp>\n\n\u003Cp>(c) 11,220\u003C\u002Fp>\n\n\u003Cp>(d) 16,560\u003C\u002Fp>\n\n\u003Cp>(e) 13,270\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20. WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>An employee whose salary is over the minimum wages set out above at clause\n19 will get wage increase as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) 1st July, 2014-12%\u003C\u002Fp>\n\n\u003Cp>(b) 1st July, 2015-12%\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(a) Every employee shall be given a certificate of service by the employer\nupon the termination of his employment unless such employment has continued for\na period of less than four consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>Every certificate shall contain:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee;\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced;\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment;\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Safari allowance shall be paid to employees who travel on employer’s\nbusiness as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast- 200\u003C\u002Fp>\n\n\u003Cp>Lunch- 250\u003C\u002Fp>\n\n\u003Cp>Dinner- 300\u003C\u002Fp>\n\n\u003Cp>Accommodation-1200\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. LETTER OF APPOINTMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>The Company shall issue a letter of appointment to their employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>When an employee dies while on duty, the company shall provide coffin and\ntransport his body including his belongings to his burial place.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25. MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>The provisions of Section 29 of the Employment Act will apply as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>A woman employee shall be entitled to three months maternity leave with full\npay:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(I) A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\n\n\u003Cp>(II) Childbirth in respect to a woman employee shall not be deemed to be\nsickness and employer shall not be requested to meet medical costs incurred\nthereon.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(III) A female employee who takes maternity leave shall not be incurred any\nloss of privileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(IV) A male employee shall be entitled to two weeks paternity leave with\nfull pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work for a period not less than 14 days in\nan occupation or grade for which the minimum wage prescribed is higher than the\nbasic wage normally earned by the employee, he shall be paid an acting\nallowance at a rate not less than the difference between the higher basic\nminimum wage and his basic wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27. TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>The Company undertakes to provide transport to staff at pick up and drop off\npoints as shall be determined by the management. However those employees who\ncannot utilise the facility due to greater distances or detached locations will\nreceive monetary assistance to help offset their transport costs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28. LUNCH\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-mealvouchers\">\u003Cp>The Company undertakes to provide lunches at its discretion.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29. EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective from 1st July 2014 and it shall remain in\nforce for a period of 24 months. Thereafter the Agreement shall continue in\nforce until it is amended. Provided that any party desiring to amend it shall\ngive three months notice in writing of such amendment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...............................................................................\u003C\u002Fp>\n\n\u003Cp>S. SALLE\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..........................................................................................\u003C\u002Fp>\n\n\u003Cp>DAVID LUTTAH\u003C\u002Fp>\n\n\u003Cp>FOR: SECRETARY GENERAL\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>ANTHONY MBUTHIA PETER MUTESHI\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................................\u003C\u002Fp>\n\n\u003Cp>DAN OMONDI\u003C\u002Fp>\n\n\u003Cp>EXECUTIVE OFFICER – FKE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS .......................... DAY OF\n........................... 2014\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"lowwageamount":52,"contracttrialperiod":56,"WAGES_determined":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":70,"STRUCINCR_trigger":72,"hourspday":75,"funeralpay":77,"paidmaternityleaveduration":81,"LOWWAGE_provision":85,"maxsicknesspayperc":89,"pensionfund":93,"OVERTIME_trigger":97,"holidaysdays":101,"healthcareaccess":105,"SUNDAY_trigger":109,"ANNLEAVE_trigger":113,"healthandsafetypolicy":117,"overtimeallowanceperc1":121,"hourspweek":124,"paidpaternityleavepay":126,"contracttrial":130,"sicknesspay":132,"PAIDLEAV_trigger":134,"dayspweek_select":136,"SCHEDULE_trigger":138,"paidpaternityleave":140,"sicknessmaxdaysnr":142,"sundayallowanceperc1":144,"LOWWAGE_trigger":146,"contractseverancepay1":148,"bankholidays1":152,"mealvouchers":156,"sicknessmaxdays":160,"paidmaternityleave":162,"contractseverancepay":166,"jobsecuritymothers":170,"paidpaternityleaveduration":174},{"bindId":45,"name":46,"text":47},"disabilitypay","An employee who is injured by accident a","An employee who is injured by accident arising out of and in the course of\nhis employment shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefit Act, 2007 provided that such injury does\nnot arise out of the employee’s own negligence.",{"bindId":49,"name":50,"text":51},"hourspday_select","The normal working week shall consist of","The normal working week shall consist of 45 hours spread over six days of\nthe week.",{"bindId":53,"name":54,"text":55},"lowwageamount","Category W.e.f. 1st July 2014 (a) 9,960","Category W.e.f. 1st July 2014\n\n(a) 9,960",{"bindId":57,"name":58,"text":59},"contracttrialperiod","An employee shall be considered to be on","An employee shall be considered to be on probation for a period not\nexceeding three months from the date of engagement and during this period\nservices will be terminable by 48 hours notice.",{"bindId":61,"name":62,"text":63},"WAGES_determined","The Company shall issue a letter of appo","The Company shall issue a letter of appointment to their employees.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","An employee whose salary is over the min","An employee whose salary is over the minimum wages set out above at clause\n19 will get wage increase as follows:\n\n\n\n(a) 1st July, 2014-12%",{"bindId":69,"name":50,"text":51},"dayspweek",{"bindId":71,"name":50,"text":51},"hourspweek_select",{"bindId":73,"name":66,"text":74},"STRUCINCR_trigger","An employee whose salary is over the minimum wages set out above at clause\n19 will get wage increase as follows:\n\n\n\n(a) 1st July, 2014-12%\n\n(b) 1st July, 2015-12%",{"bindId":76,"name":50,"text":51},"hourspday",{"bindId":78,"name":79,"text":80},"funeralpay","When an employee dies while on duty, the","When an employee dies while on duty, the company shall provide coffin and\ntransport his body including his belongings to his burial place.",{"bindId":82,"name":83,"text":84},"paidmaternityleaveduration","A woman employee shall be entitled to th","A woman employee shall be entitled to three months maternity leave with full\npay:-",{"bindId":86,"name":87,"text":88},"LOWWAGE_provision","Category W.e.f. 1st July 2014 (a) 9,960 ","Category W.e.f. 1st July 2014\n\n(a) 9,960\n\n(b) 12,740\n\n(c) 11,220\n\n(d) 16,560\n\n(e) 13,270",{"bindId":90,"name":91,"text":92},"maxsicknesspayperc","An employee who is unable to carry out h","An employee who is unable to carry out his\u002Fher duty due to sickness shall be\nentitled, in any period of twelve months to 50days sick leave with full pay,\nand thereafter half pay for the next succeeding 50 days subject to the\nproduction of a certificate from registered medical practitioner.",{"bindId":94,"name":95,"text":96},"pensionfund","(a) The retirement age shall be 60 years","(a) The retirement age shall be 60 years to be proved with the National\nIdentify Card.\n\n(b) Employees who retire from the Company will be paid retirement benefits\nfor each completed year of service as follows:-\n\n\n\n(I) Service 1-5 years – 23 days\n\n(II) Service 5-10 years – 25 days\n\n(III) Over 10 years service – 29 days",{"bindId":98,"name":99,"text":100},"OVERTIME_trigger","(a) Normal working day – Time plus a hal","(a) Normal working day – Time plus a half\n\n(b) Rest days and gazetted Public Holidays – Double time",{"bindId":102,"name":103,"text":104},"holidaysdays","(a) After the completion of 12 months co","(a) After the completion of 12 months continuous service with the company,\nan employee shall be entitled to 31 working days annual leave with full pay.",{"bindId":106,"name":107,"text":108},"healthcareaccess","The Company undertakes to pay the cost o","The Company undertakes to pay the cost of medical treatment provided that\nsuch illness is covered by the Employment Act, 2007. Such medical treatment\nshall be obtained from a Government Hospital.",{"bindId":110,"name":111,"text":112},"SUNDAY_trigger","(b) Rest days and gazetted Public Holida","(b) Rest days and gazetted Public Holidays – Double time",{"bindId":114,"name":115,"text":116},"ANNLEAVE_trigger","An employee proceeding on annual leave s","An employee proceeding on annual leave shall be entitled to Kshs.5, 500\u002F-\nleave travelling allowance.",{"bindId":118,"name":119,"text":120},"healthandsafetypolicy","Every employee will be issued with two p","Every employee will be issued with two pairs of uniform and the company will\nbe responsible for laundering of such uniform. Drivers will be issued with a\npair of Kaunda Suit and a pair of shoes.\n\nEach employee working in the cold rooms will in addition receive 2 warm\nT-Shirts per year which will be laundered by the employee.",{"bindId":122,"name":99,"text":123},"overtimeallowanceperc1","(a) Normal working day – Time plus a half",{"bindId":125,"name":50,"text":51},"hourspweek",{"bindId":127,"name":128,"text":129},"paidpaternityleavepay","(IV) A male employee shall be entitled t","(IV) A male employee shall be entitled to two weeks paternity leave with\nfull pay.",{"bindId":131,"name":58,"text":59},"contracttrial",{"bindId":133,"name":91,"text":92},"sicknesspay",{"bindId":135,"name":103,"text":104},"PAIDLEAV_trigger",{"bindId":137,"name":50,"text":51},"dayspweek_select",{"bindId":139,"name":111,"text":112},"SCHEDULE_trigger",{"bindId":141,"name":128,"text":129},"paidpaternityleave",{"bindId":143,"name":91,"text":92},"sicknessmaxdaysnr",{"bindId":145,"name":111,"text":112},"sundayallowanceperc1",{"bindId":147,"name":87,"text":88},"LOWWAGE_trigger",{"bindId":149,"name":150,"text":151},"contractseverancepay1","(e) The affected employee will be entitl","(e) The affected employee will be entitled to severance pay for every\ncompleted year of service as listed below:\n\n\n\n(i) Service between 1-5 years-23 days\n\n(ii) Service between 5-10 years-26 days\n\n(iii) Service over 10 years-29 days",{"bindId":153,"name":154,"text":155},"bankholidays1","An employee shall normally be granted le","An employee shall normally be granted leave with pay on gazetted Public\nHolidays. Provided that an employee who is required to work on such holidays\nshall be paid at double the rate.",{"bindId":157,"name":158,"text":159},"mealvouchers","The Company undertakes to provide lunche","The Company undertakes to provide lunches at its discretion.",{"bindId":161,"name":91,"text":92},"sicknessmaxdays",{"bindId":163,"name":164,"text":165},"paidmaternityleave","The provisions of Section 29 of the Empl","The provisions of Section 29 of the Employment Act will apply as follows:\n\n\n\nA woman employee shall be entitled to three months maternity leave with full\npay:-\n\n\n\nProvided that:\n\n\n\n(I) A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\n\n(II) Childbirth in respect to a woman employee shall not be deemed to be\nsickness and employer shall not be requested to meet medical costs incurred\nthereon.\n\n(III) A female employee who takes maternity leave shall not be incurred any\nloss of privileges during such period.\n\n(IV) A male employee shall be entitled to two weeks paternity leave with\nfull pay.",{"bindId":167,"name":168,"text":169},"contractseverancepay","In the event of redundancy, the followin","In the event of redundancy, the following principles shall apply:-\n\n\n\n(a) The Union shall be informed by the employer the reasons for and the\nextent of the intended redundancy.\n\n(b) The principle shall be adopted of “Last In, First Out” in the\nparticular category of employees affected subject to all other factors being\nequal.\n\n(c) The redundant employee will be entitled to the appropriate period of\nnotice of pay in-lieu.\n\n(d) Pro-rata leave shall be paid to the employee affected and any other\nremuneration that she\u002Fhe is entitled to.\n\n(e) The affected employee will be entitled to severance pay for every\ncompleted year of service as listed below:\n\n\n\n(i) Service between 1-5 years-23 days\n\n(ii) Service between 5-10 years-26 days\n\n(iii) Service over 10 years-29 days",{"bindId":171,"name":172,"text":173},"jobsecuritymothers","(III) A female employee who takes matern","(III) A female employee who takes maternity leave shall not be incurred any\nloss of privileges during such period.",{"bindId":175,"name":128,"text":129},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Gourmet Meat Products - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-06-30\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: → Agriculture, forestry, fishing, Retail trade\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Gourmet Meat Products\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): → 42 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 100 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → 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: → \u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\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: → 31.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → 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 9960.0\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: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-07\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 5500.0\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Yes\n            \u003C\u002Fdiv>\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",[181],{"title":37,"slug":33},[183],{"type":184,"data":185},"call_to_action_body_block",{"title":186,"description":187,"variant":188,"link":189},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":186,"url":190,"description":186,"rel":191,"type":192},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[194],{"type":184,"data":195},{"title":186,"description":187,"variant":188,"link":196},{"title":186,"url":190,"description":186,"rel":191,"type":192},[]]