[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-kapric-apparels-epz-limited-and-tailors-and-textile-workers-union---2013":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":149,"content_type_view":150,"extra_breadcrumbs":151,"body":153,"body_blocks":164,"related_pages":168},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":147,"translations":148},{"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-kapric-apparels-epz-limited-and-tailors-and-textile-workers-union---2013","190f91a4-1f67-11e7-aa20-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kapric-apparels-epz-limited-and-tailors-and-textile-workers-union---2013_1\u002Fmemorandum-of-agreement-between-kapric-apparels-epz-limited-and-tailors-and-textile-workers-union---2013\u002F","Memorandum of Agreement between Kapric Apparels (EPZ) Limited and Tailors and Textile Workers’ Union - 2013","KEN Kapric Apparels (EPZ) Limited - 2013","Kenya - KEN Kapric Apparels (EPZ) Limited - 2013","KEN Kapric Apparels (EPZ) Limited - 2013 - Manufacturing",{"name":41,"data":42},"Kapric Apparels 2013.html","\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>New3\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 KAPRIC APPARELS (EPZ) LIMITED (Hereinafter\nreferred to as \"the employer\") AND TAILORS AND TEXTILE WORKERS’ UNION\n(Hereinafter referred to as \"the union\")\u003C\u002Fh1>\n\n\u003Cp>IN THE MATTER OF WAGES, SALARIES AND OTHER CONDITIONS OF SERVICE AT THE\nCOMPANY\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>WHEREAS by terms of the Recognition and Negotiating Procedure Agreement\nsigned between the employer and the Union it is agreed that the employer has\nrecognized the Union as a properly constituted body and sole Labour\norganization representing the interests of the employees of the Company.\u003C\u002Fp>\n\n\u003Cp>AND WHEREAS it is agreed that the rates of wages, salaries and general terms\nand conditions of employment be paid and provided to employees by the Employer\nshall be as negotiated and agreed between the two parties that is the Employer\nand the Union. Therefore the Employer and the Union meeting together in a free\nheart and voluntary association agree to enter into agreement as stated\nhereunder in the matters of Terms and Conditions of service negotiated between\nthem at the Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Ch2>2. APPLICATION\u003C\u002Fh2>\n\n\u003Cp>I. This agreement shall apply to all unionisable employees of the Employer\nnamed in the Memorandum of Agreement and who are paid up members but shall\nexclude employees defined in the Industrial Relations Charter Appendix \"C\".\u003C\u002Fp>\n\n\u003Cp>II. And those who are not members and are benefitting from this CBA has to\npay agency fee as per Section 49 of Labour Relation Act 2007 which is agreed at\nthe rate of 2.5%.\u003C\u002Fp>\n\n\u003Ch2>3. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) The first three months of an employee's engagement shall be treated as\nprobationary\u003C\u002Fp>\n\n\u003Cp>period. Provided that the probation period may be extended with mutual\nagreement between employer and the Union for a further period of three\nmonths.\u003C\u002Fp>\n\n\u003Cp>(b) On successful completion of the probationary period an employee shall be\nconfirmed on 1 year contract.\u003C\u002Fp>\n\n\u003Cp>(c) 250 ( two hundred and fifty ) employees those who are 4 years and above\nto be made permanent by end of January 2014.\u003C\u002Fp>\n\n\u003Cp>(d) Confirmation on permanent employment shall be in writing.\u003C\u002Fp>\n\n\u003Cp>(e) Either party willing to terminate the contract during the probationary\nperiod shall do so by giving seven (7) days’ notice or paying seven (7) days\nsalary in lieu of notice .\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>4. APPOINTMENT LETTERS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Upon successful completion of the probationary period the Employer shall\nissue an appointment letter stipulating the terms and conditions of service of\nan employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(a) The normal working week shall consist of forty five (45) hours of work\nper week.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b) An employee will be entitled to one rest day during seven ( 7) days\nworking week to be taken or to be scheduled by the employer .\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c) It shall be at the right and discretion of the employer to program work\nschedule for all employ\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>6. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) Every employee ( excluding management staffs) who works for any time in\nexcess of the normal hours of work specified in Clause 5 above shall be\nentitled to be paid for the overtime, thereby worked at the following\nrates:-\u003C\u002Fp>\n\n\u003Cp>(i) One and half times the basic hourly rate in respect of any time worked\nin excess of the normal hours of work per week.\u003C\u002Fp>\n\n\u003Cp>(ii) For time worked on an employee's normal rest day and statutory public\nholidays at twice the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is required to work on a Public Holiday or on his\u002Fher\nrest day the employer will give such an employee one day notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. TARGETS\u003C\u002Fh2>\n\n\u003Cp>(i) The Employer through the expertise of production manager or an\nExperienced Industrial Engineer or a competent production staff shall establish\nproduction targets for various styles in the 1 and \u002F or other areas of\noperation like cutting, washing, finishing etc. whenever so fixed, the targets\nquestion shall remain constant for the particular style and employees concerned\nshall be required to achieve the targeted production for the regular hours of\nthe day, within that time.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee, who fails to achieve the target during the normal time for\nno acceptable reas may be allowed to do so at his \u002Fher own time on the same\nday.\u003C\u002Fp>\n\n\u003Cp>(iii) The union will have the right to involve a technical officer from the\nministry of the labour a joint adjudication exercise if the set targets are\ndeemed to be high. While such an exercise is in process, the employee shall be\nexpected to continue working towards achievement of the set targ\u003C\u002Fp>\n\n\u003Ch2>8. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>Every employee who is not provided with free housing accommodation shall be\nentitled to housing allowance at the rate of Kshs. 1600\u002F= per month or 15% of\nthe basic minimum wage of his\u002Fher grade whichever is higher.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) After the completion of twelve (12) month's continuous service with an\nemployer, an employee will be entitled to 25 working days leave with full\npay.\u003C\u002Fp>\n\n\u003Cp>(b) Such leave will be taken at a time and duration convenient to the\nEmployer but the individual employee's circumstances shall be taken into\nconsideration.\u003C\u002Fp>\n\n\u003Cp>(c) Where employment is terminated after the completion of three (3) or more\nmonths continuous service during any leave earning period, an employee shall be\nentitled to two (2) days pro-rata leave with pay for each completed months of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>7. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(a) After each period of twelve (12) months continuous service an employee\nwill be entitled to Kshs. 1000\u002F= leave travelling allowance when proceeding on\nleave.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is required to work at the request of his Employer\ninstead of taking his\u002Fher annual leave in that year, such an employee shall be\npaid his full leave entitlement in cash, and leave travelling allowance as per\nparagraph (a) of this Clause.\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee encashes his annual leave voluntarily he will\nautomatically forfeit the leave travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>8. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee may be granted unpaid compassionate leave on application at\nthe discretion of the Employer up to a maximum of Ten (10) days in each\ncalendar year.\u003C\u002Fp>\n\n\u003Cp>(b) Compassionate leave may be by prior arrangement between the employee and\nthe Employer and shall be treated as paid leave and subsequently set off\nagainst the employee's annual leave.\u003C\u002Fp>\n\n\u003Cp>(c) The employer shall not unreasonably with-held such request.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>i. An employee shall be granted gazette Public Holidays with full pay.\u003C\u002Fp>\n\n\u003Cp>ii. If public holiday occurs when an employee is on leave, the day will be\nadded to the leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>10. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>After three (3) consecutive week's service with an Employer and subject to\nproduction of a medical certificate of incapacity from a medical practitioner\nin a registered hospital or a health center or dispensary approved by the\nGovernment\u002FCompany, an employee shall be entitled to sick leave with pay in any\none year as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) Sick leave as per section 30 of employment act 2007 with pay in any one\n(1) year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(b) Where an employee is hospitalized, physically ill, or\u002F and isolated\ncases an employee shall be entitled to;\u003C\u002Fp>\n\n\u003Cp>First 30 days with full pay\u003C\u002Fp>\n\n\u003Cp>Next 21 days with half day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Provided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year, provided, also that any sickness leading to\nSICK leave must be brought to the attention of the employer not later than 48\nhours from the time of commencement of the sickness except the cases of\nadmission.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>11. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be given a certificate of service by the Employer upon\ntermination of his employment, unless such employment has continued for a\nperiod of less than four consecutive weeks. Every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>(a) Name of employer and postal address\u003C\u002Fp>\n\n\u003Cp>(b) Name of employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when an 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\u003Ch2>15. WARNING\u003C\u002Fh2>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\ndefault which in the opinion of the Employer does not warrant instant dismissal\nshall be warned in writing and the following procedures shall apply:-\u003C\u002Fp>\n\n\u003Cp>(i) The first, second and third letters of warning shall be entered in the\nemployee's record and the shopsteward informed accordingly. The third warning\nletters shall be copied to the branch secretary of his\u002Fher Union.\u003C\u002Fp>\n\n\u003Cp>(ii) If an employee refuses to accept a warning letter the shopsteward shall\nbe called to witness and if he\u002Fshe refuses to accept in his\u002Fher presence she or\nhe will be given the appropriate notice as per the termination Clause to\nterminate his\u002Fher employment.\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee who has already received THREE warning letters commits\na FOURTH Defaults, he\u002Fshe shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>(iv) Appeals against Warning letters will be done within three (3) working\ndays\u002Fperiod \u003C\u002Fp>\n\n\u003Cp>Provided that an employee who completes three hundred and sixty five\nconsecutive days from the date of last warning without further default, any\nwarning entered in his\u002Fher employment record shall be deemed cancelled.\u003C\u002Fp>\n\n\u003Ch2>16. EMPLOYMENT MEDICAL TREATMENT RULES E.E LEGAL NO. 157\u002F77 \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Medical Treatment Rules of 1997 (Legal Notice No. 157\u002F1977) shall\napply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. MATERNITY AND PATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(I) A female employee shall be entitled to three months (ninety consecutive\ndays)\u003C\u002Fp>\n\n\u003Cp>maternity leave with full pay provided that a female employee who has taken\nher maternity leave shall not forfeit her annual leave in that year. On\nproduction of medical certificate, a female employee maternity leave may be\nextended for another month without pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(ii) A female employee in receipt of the maternity leave shall not incur any\nloss of privileges or entitlement during such period (including leave\nallowance).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(iii) A male employee will be entitled to a paternity leave of two weeks in\nany one year upon production of an acceptable proof (NHIF Card for spouse name)\nthat his wife has delivered a child.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumeration of\nsuch matters shall not preclude the employer or an employee from respectively\nalleging or disputing whether the facts rise to the same, or whether any other\nmatters not mentioned in this section, constitute justifiable or lawful grounds\nfor the dismissal.\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an 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 or being intoxicated, an employee\nrenders himself unwilling or incapable properly to perform his work and a\nmedical practitioner confirms the same.\u003C\u002Fp>\n\n\u003Cp>(c) If, an employee willfully neglects to perform any work which it was\nhis\u002Fher duty to perform, or if he\u002Fshe carelessly and improperly performs any\nwork which its nature it was his\u002Fher duty, under his contract, to have\nperformed carefully and properly.\u003C\u002Fp>\n\n\u003Cp>(d) If an employee uses abusive or insulting language, or behaves in a\nmanner insulting to the Employer or to a person placed in authority over him by\nhis\u002Fher employer.\u003C\u002Fp>\n\n\u003Cp>(e) If an employee knowingly fails, or refuses, to obey a lawful and proper\ncommand which it was within the scope of his duty to obey including being asked\nto work overtime issued by the Employer or a person placed in authority over\nhim 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 for a cognizable offence punishable by\nimprisonment and is not within fourteen days either released on bail or on bond\nor otherwise lawfully set at liberty or\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 the Employer or his employer's property. \u003C\u002Fp>\n\n\u003Ch2>13. BASIC WAGES FDR NEW ENTRANTS\u003C\u002Fh2>\n\n\u003Cp>The basic minimum wage for an employee to be engaged after the commencement\nof this agreement shall be as follows.\u003C\u002Fp>\n\n\u003Cp>BASIC MONTHLY RATES\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>NO .Of CATEGORY\u003C\u002Ftd>\n      \u003Ctd>1-12-2013\u003C\u002Ftd>\n      \u003Ctd>1-12-2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>1. Helpers, Cleaners, General workers, Messengers. Checkers,\n        trimmers and Loaders\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10172\u003C\u002Ftd>\n      \u003Ctd>10,375.62\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2. Line feeders, writers, fmal inspectors, mass production machinist,\n        machine assistant, pressman, Laundry operator.\u003C\u002Ftd>\n      \u003Ctd>11529.13\u003C\u002Ftd>\n      \u003Ctd>11,759.71\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Driver (car, light vans) copy typist, sample makers\u003C\u002Ftd>\n      \u003Ctd>13729.61\u003C\u002Ftd>\n      \u003Ctd>14,004.20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4. Cutters, pattern makers, General clerks, receptionist\u002Ftelephone\n        operator, assistant storekeeper, assistant supervisors\u003C\u002Ftd>\n      \u003Ctd>15667.24\u003C\u002Ftd>\n      \u003Ctd>15980.58\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5. Driver (medium sized vehicles) Supervisor. Quality\n      controllers.\u003C\u002Ftd>\n      \u003Ctd>17266.96\u003C\u002Ftd>\n      \u003Ctd>17,612.29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6. Accountant assistant, Cashier, heavy commercial driver’s\n        salesman Driver.\u003C\u002Ftd>\n      \u003Ctd>22953.79\u003C\u002Ftd>\n      \u003Ctd>23,412.86\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7. Technician\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Ungraded\u003C\u002Ftd>\n      \u003Ctd>13729.61\u003C\u002Ftd>\n      \u003Ctd>14,004.20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Grade three\u003C\u002Ftd>\n      \u003Ctd>17266.96\u003C\u002Ftd>\n      \u003Ctd>17,612.29\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Grade two\u003C\u002Ftd>\n      \u003Ctd>18649.38\u003C\u002Ftd>\n      \u003Ctd>19,002.36\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Grade one\u003C\u002Ftd>\n      \u003Ctd>22953.79\u003C\u002Ftd>\n      \u003Ctd>23.412.86\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>20. GENERAL WAGE INCREAMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All unionisable employees in employment on the effective date of this\nAgreement will be entitled to general wage increase of 4% of their basic wage\nwith effect from 1st December, 2013. Those unionisable employees who will be in\nemployment on 1st Decemeber, 2014 will be entitled to a further wage increase\nof 2% with effect from that date.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>21. PAYMENT OF WAGES\u003C\u002Fh2>\n\n\u003Cp>Payments of wages shall be made on or before 6th of succeeding month, on a\nworking day though bank transaction. Should such payment day fall on a Sunday\nor Public Holiday, such wages shall be paid on the last day prior to such\nSunday or Public Holiday.\u003C\u002Fp>\n\n\u003Ch2>22. PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>The Employer shall provide two pairs of protective clothing, two pairs of\nrubber shoes and one gear wherever applicable to every employee. Where uniform\nhas been provided the employer shall provide one bar of soap per month or\nlaunder the uniform. Protective clothing and gear shall always remain Company's\nproperty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>23. SUSPENSION\u003C\u002Fh2>\n\n\u003Cp>The Employer reserves the right to suspend from employment without pay any\nemployee upto a maximum of SEVEN days pending investigations into alleged gross\nmisconduct or any other offence. Where an employee is exonerated from blame\nhe\u002Fshe be paid his withheld wages. If however he\u002Fshe is found guilty of the\noffence his services will be summarily dismissed from the date of\nsuspension.\u003C\u002Fp>\n\n\u003Ch2>24. NIGHT SHIFT ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee who works on night shift, between 7.30 shift allowance of Ksh.\n5.00 per hour worked and Ksh\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>25. TOOLS\u003C\u002Fh2>\n\n\u003Cp>It shall be responsibility of the Employer to provide working tools to the\nemployees which shall remain always Employer's property.\u003C\u002Fp>\n\n\u003Ch2>26. RETIREMENT AGE\u003C\u002Fh2>\n\n\u003Cp>The normal retirement age for all employees will be 60 years PROVIDED that\nan employee may retire on medical grounds on recommendation by a doctor.\u003C\u002Fp>\n\n\u003Ch2>27. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>” Redundancy \"means the loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee involving termination of\nemployment at the initiative of the employer, the services of an employee are\nsuperfluous, and the practices commonly known as abolition of office, job or\noccupation.\u003C\u002Fp>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>(a) The Union and the Labour Officer of the area shall be informed of the\nreasons for and the extent of, the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>(b) The Employer shall have due regard to Principle of \"LAST IN FIRST OUT”\nseniority in time and to the skill, ability and reliability of each employee\nbelonging to a particular category of employees affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be placed at a disadvantage for being or not being a\nmember of a trade union.\u003C\u002Fp>\n\n\u003Cp>(d) Any leave due to any employee who is declared redundant shall be paid\nfor in cash.\u003C\u002Fp>\n\n\u003Cp>(e) Those affected by redundancy shall be considered for the following:-\u003C\u002Fp>\n\n\u003Cp>ii. Receive normal specified period of notice as per termination Clause.\u003C\u002Fp>\n\n\u003Cp>iii. Receive cash in lieu of accrued leave not taken.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>iv. Receive severance pay at the rate of SEVENTEEN ( 17) days for each\ncompleted year o service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>NB: ANY PERIOD OF SERVICE IN EXCESS OF 10 MONTHS WILL BE COUNTED AS. FULL\nYEAR FOR THE PURPOSE OF CALCULATING REDUNDANCY BENIFITS\u003C\u002Fp>\n\n\u003Ch2>24. PAID EDUCATIONAL LEAVE\u003C\u002Fh2>\n\n\u003Cp>The Employer shall grant paid education leave to shopstewards upon request\nof Union General Secretary up to of 11 days in a year and this shall be limited\nto seminars and workshops related to union activities PROVIDED that where\nspecial considerations dictates, paid education leave may granted upto a\nmaximum of FOURTEEN (14) days.\u003C\u002Fp>\n\n\u003Ch2>25. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Upon the demise of an employee while still in service, the Employer will\nprovide Kshs.\u003C\u002Fp>\n\n\u003Cp>Fifteen thousand shillings only (15, 000\u002F=) towards the funeral and burial\narrangements of the dead employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>26. NIGHT TRANSPORT.\u003C\u002Fh2>\n\n\u003Cp>Employees who are required to end a night shift or overtime between the\nhours of 8.00 p.m. and 5.00 a.m. will be provided with free transport by the\nCompany.\u003C\u002Fp>\n\n\u003Cp>That, in case where the employer cannot provide free transport as stated\nherein above, then the, employer shall pay a night transport allowance of Kshs.\n80 shillings only on each occasion an employee leaves work at such hours of the\nnight.\u003C\u002Fp>\n\n\u003Ch2>27. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>After completion of THREE (3) year of continuous employment with employer,\nan employee shall be entitled to gratuity on death and normal retirement at 60\nyears of age or retirement on medical grounds. However, no employee shall\nqualify for gratuity if he\u002Fshe is dismissed for gross misconduct.\u003C\u002Fp>\n\n\u003Ch2>32. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>When an employee is required in writing to act in a position of a higher\ngrade for a period of 1 month and above, he\u002Fshe shall be paid the different\nbetween the minimum salaries of his\u002Fher grade and the basic minimum salary of\nthe job in which he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Ch2>33. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>Upon successful completion of probationary period and confirmation of\nemployment it shall be a condition that the contract of employment shall be\nterminable by either party by giving:-\u003C\u002Fp>\n\n\u003Cp>i. Where an employee’s service is between 1 to 7 years the notice period\nmust be not less thi one month’s notice to be given by either party in\nwriting or otherwise by payment by either party of one month’s salary in lieu\nof notice.\u003C\u002Fp>\n\n\u003Cp>ii. Where an employee’s service is between 8 and above years the notice\nperiod must be not 1 than two months’ notice to be given by either party in\nwriting or otherwise by payment by either party of one month’s salary in lieu\nof notice.\u003C\u002Fp>\n\n\u003Ch2>34 HIV\u002FAIDS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>The Employer will observe section 5 (3) of the Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>35. SEXUAL HARRASSMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>The Employer shall observe section 6 of the Employment Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>36. EFFECTIVE DATE AND DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The effective date of this agreement shall be 1st December 2013, and it\nshall remain in force for two years. Thereafter, it shall continue in force\nuntil it is amended by mutual agreement between the two parties, provided that\nthe party wishing to amend it gives the other party one month notice of such\nintention giving in writing the details of the amendment required.\u003C\u002Fp>\n\n\u003Ch2>37. BONUS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>Within a period of six (6) months, Ksh. One thousand five hundred(l 500)\nshall be paid as bonus.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BE HALF OF MANAGEMENT\u003C\u002Fp>\n\n\u003Cp>THOMAS PUTHOOR \u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>Mr RAKESH\u003C\u002Fp>\n\n\u003Cp>GENERL MANAGER\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BE HALF OF UNION\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>AG. BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATE: 04 DECEMBER 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"ONCERISE2_trigger":44,"WAGES_determined":48,"sexualhar":52,"hourspweek_select":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":68,"maternityotherclause":72,"OVERTIME_trigger":76,"healthcareaccess":80,"ANNLEAVE_trigger":84,"protectiveclothing":88,"ONCERISE_trigger":92,"sicknesspay":96,"dayspweek_select":100,"SCHEDULE_trigger":102,"contracttrial":106,"paidpaternityleave":110,"schedulesrestpw":114,"NOCTPREM_trigger":116,"bankholidays1":120,"hivpolicy":124,"paidmaternityleavepay":128,"sicknessmaxdays":132,"paidmaternityleave":136,"contractseverancepay":139,"PAIDLEAV_trigger":143},{"bindId":45,"name":46,"text":47},"ONCERISE2_trigger","Every employee who is not provided with ","Every employee who is not provided with free housing accommodation shall be\nentitled to housing allowance at the rate of Kshs. 1600\u002F= per month or 15% of\nthe basic minimum wage of his\u002Fher grade whichever is higher.",{"bindId":49,"name":50,"text":51},"WAGES_determined","Upon successful completion of the probat","Upon successful completion of the probationary period the Employer shall\nissue an appointment letter stipulating the terms and conditions of service of\nan employee.",{"bindId":53,"name":54,"text":55},"sexualhar","The Employer shall observe section 6 of ","The Employer shall observe section 6 of the Employment Act, 2007.",{"bindId":57,"name":58,"text":59},"hourspweek_select","(a) The normal working week shall consis","(a) The normal working week shall consist of forty five (45) hours of work\nper week.\n\n(b) An employee will be entitled to one rest day during seven ( 7) days\nworking week to be taken or to be scheduled by the employer .\n\n(c) It shall be at the right and discretion of the employer to program work\nschedule for all employ",{"bindId":61,"name":62,"text":63},"childcare","(a) An employee may be granted unpaid co","(a) An employee may be granted unpaid compassionate leave on application at\nthe discretion of the Employer up to a maximum of Ten (10) days in each\ncalendar year.\n\n(b) Compassionate leave may be by prior arrangement between the employee and\nthe Employer and shall be treated as paid leave and subsequently set off\nagainst the employee's annual leave.\n\n(c) The employer shall not unreasonably with-held such request.",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","All unionisable employees in employment ","All unionisable employees in employment on the effective date of this\nAgreement will be entitled to general wage increase of 4% of their basic wage\nwith effect from 1st December, 2013. Those unionisable employees who will be in\nemployment on 1st Decemeber, 2014 will be entitled to a further wage increase\nof 2% with effect from that date.",{"bindId":69,"name":70,"text":71},"funeralpay","Upon the demise of an employee while sti","Upon the demise of an employee while still in service, the Employer will\nprovide Kshs.\n\nFifteen thousand shillings only (15, 000\u002F=) towards the funeral and burial\narrangements of the dead employee.",{"bindId":73,"name":74,"text":75},"maternityotherclause","(ii) A female employee in receipt of the","(ii) A female employee in receipt of the maternity leave shall not incur any\nloss of privileges or entitlement during such period (including leave\nallowance).",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","(a) Every employee ( excluding managemen","(a) Every employee ( excluding management staffs) who works for any time in\nexcess of the normal hours of work specified in Clause 5 above shall be\nentitled to be paid for the overtime, thereby worked at the following\nrates:-\n\n(i) One and half times the basic hourly rate in respect of any time worked\nin excess of the normal hours of work per week.\n\n(ii) For time worked on an employee's normal rest day and statutory public\nholidays at twice the normal hourly rate.\n\n(b) Where an employee is required to work on a Public Holiday or on his\u002Fher\nrest day the employer will give such an employee one day notice.",{"bindId":81,"name":82,"text":83},"healthcareaccess","The Medical Treatment Rules of 1997 (Leg","The Medical Treatment Rules of 1997 (Legal Notice No. 157\u002F1977) shall\napply.",{"bindId":85,"name":86,"text":87},"ANNLEAVE_trigger","(a) After each period of twelve (12) mon","(a) After each period of twelve (12) months continuous service an employee\nwill be entitled to Kshs. 1000\u002F= leave travelling allowance when proceeding on\nleave.\n\n(b) Where an employee is required to work at the request of his Employer\ninstead of taking his\u002Fher annual leave in that year, such an employee shall be\npaid his full leave entitlement in cash, and leave travelling allowance as per\nparagraph (a) of this Clause.\n\n(c) Where an employee encashes his annual leave voluntarily he will\nautomatically forfeit the leave travelling allowance.",{"bindId":89,"name":90,"text":91},"protectiveclothing","The Employer shall provide two pairs of ","The Employer shall provide two pairs of protective clothing, two pairs of\nrubber shoes and one gear wherever applicable to every employee. Where uniform\nhas been provided the employer shall provide one bar of soap per month or\nlaunder the uniform. Protective clothing and gear shall always remain Company's\nproperty.",{"bindId":93,"name":94,"text":95},"ONCERISE_trigger","Within a period of six (6) months, Ksh. ","Within a period of six (6) months, Ksh. One thousand five hundred(l 500)\nshall be paid as bonus.",{"bindId":97,"name":98,"text":99},"sicknesspay","After three (3) consecutive week's servi","After three (3) consecutive week's service with an Employer and subject to\nproduction of a medical certificate of incapacity from a medical practitioner\nin a registered hospital or a health center or dispensary approved by the\nGovernment\u002FCompany, an employee shall be entitled to sick leave with pay in any\none year as follows:-\n\n(a) Sick leave as per section 30 of employment act 2007 with pay in any one\n(1) year.\n\n(b) Where an employee is hospitalized, physically ill, or\u002F and isolated\ncases an employee shall be entitled to;\n\nFirst 30 days with full pay\n\nNext 21 days with half day\n\nProvided that an employee shall not be eligible for sick leave in respect of\nany incapacity due to gross negligence on his\u002Fher part and such leave shall not\nbe carried over to the next year, provided, also that any sickness leading to\nSICK leave must be brought to the attention of the employer not later than 48\nhours from the time of commencement of the sickness except the cases of\nadmission.",{"bindId":101,"name":58,"text":59},"dayspweek_select",{"bindId":103,"name":104,"text":105},"SCHEDULE_trigger","(b) An employee will be entitled to one ","(b) An employee will be entitled to one rest day during seven ( 7) days\nworking week to be taken or to be scheduled by the employer .",{"bindId":107,"name":108,"text":109},"contracttrial","(a) The first three months of an employe","(a) The first three months of an employee's engagement shall be treated as\nprobationary\n\nperiod. Provided that the probation period may be extended with mutual\nagreement between employer and the Union for a further period of three\nmonths.\n\n(b) On successful completion of the probationary period an employee shall be\nconfirmed on 1 year contract.\n\n(c) 250 ( two hundred and fifty ) employees those who are 4 years and above\nto be made permanent by end of January 2014.\n\n(d) Confirmation on permanent employment shall be in writing.\n\n(e) Either party willing to terminate the contract during the probationary\nperiod shall do so by giving seven (7) days’ notice or paying seven (7) days\nsalary in lieu of notice .",{"bindId":111,"name":112,"text":113},"paidpaternityleave","(iii) A male employee will be entitled t","(iii) A male employee will be entitled to a paternity leave of two weeks in\nany one year upon production of an acceptable proof (NHIF Card for spouse name)\nthat his wife has delivered a child.",{"bindId":115,"name":104,"text":105},"schedulesrestpw",{"bindId":117,"name":118,"text":119},"NOCTPREM_trigger","An employee who works on night shift, be","An employee who works on night shift, between 7.30 shift allowance of Ksh.\n5.00 per hour worked and Ksh",{"bindId":121,"name":122,"text":123},"bankholidays1","i. An employee shall be granted gazette ","i. An employee shall be granted gazette Public Holidays with full pay.\n\nii. If public holiday occurs when an employee is on leave, the day will be\nadded to the leave entitlement.",{"bindId":125,"name":126,"text":127},"hivpolicy","The Employer will observe section 5 (3) ","The Employer will observe section 5 (3) of the Employment Act 2007.",{"bindId":129,"name":130,"text":131},"paidmaternityleavepay","(I) A female employee shall be entitled ","(I) A female employee shall be entitled to three months (ninety consecutive\ndays)\n\nmaternity leave with full pay provided that a female employee who has taken\nher maternity leave shall not forfeit her annual leave in that year. On\nproduction of medical certificate, a female employee maternity leave may be\nextended for another month without pay.",{"bindId":133,"name":134,"text":135},"sicknessmaxdays","(b) Where an employee is hospitalized, p","(b) Where an employee is hospitalized, physically ill, or\u002F and isolated\ncases an employee shall be entitled to;\n\nFirst 30 days with full pay\n\nNext 21 days with half day",{"bindId":137,"name":130,"text":138},"paidmaternityleave","(I) A female employee shall be entitled to three months (ninety consecutive\ndays)\n\nmaternity leave with full pay provided that a female employee who has taken\nher maternity leave shall not forfeit her annual leave in that year. On\nproduction of medical certificate, a female employee maternity leave may be\nextended for another month without pay.\n\n(ii) A female employee in receipt of the maternity leave shall not incur any\nloss of privileges or entitlement during such period (including leave\nallowance).",{"bindId":140,"name":141,"text":142},"contractseverancepay","iv. Receive severance pay at the rate of","iv. Receive severance pay at the rate of SEVENTEEN ( 17) days for each\ncompleted year o service.",{"bindId":144,"name":145,"text":146},"PAIDLEAV_trigger","(a) After the completion of twelve (12) ","(a) After the completion of twelve (12) month's continuous service with an\nemployer, an employee will be entitled to 25 working days leave with full\npay.\n\n(b) Such leave will be taken at a time and duration convenient to the\nEmployer but the individual employee's circumstances shall be taken into\nconsideration.\n\n(c) Where employment is terminated after the completion of three (3) or more\nmonths continuous service during any leave earning period, an employee shall be\nentitled to two (2) days pro-rata leave with pay for each completed months of\nservice.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Kapric Apparels (EPZ) Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-01-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2013-12-10\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of wearing apparel\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                        Kapric Apparels (EPZ) Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Tailors and Textiles Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \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): → 23 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 51 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → KES 15000.0\n            \u003C\u002Fdiv>\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: → No\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: → 10 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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 85 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 17 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → \n            \u003C\u002Fdiv>\n\n            \n\n            \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: → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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 10172.0\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: → 4.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-12\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → KES 3000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 1000.0\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: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[152],{"title":37,"slug":33},[154],{"type":155,"data":156},"call_to_action_body_block",{"title":157,"description":158,"variant":159,"link":160},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":157,"url":161,"description":157,"rel":162,"type":163},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[165],{"type":155,"data":166},{"title":157,"description":158,"variant":159,"link":167},{"title":157,"url":161,"description":157,"rel":162,"type":163},[]]