[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-karen-country-club-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-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":210,"content_type_view":211,"extra_breadcrumbs":212,"body":214,"body_blocks":225,"related_pages":229},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":208,"translations":209},{"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-karen-country-club-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-","5561f49c-ef7f-11e2-83d3-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-karen-country-club-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002Fmemorandum-of-agreement-between-karen-country-club-and-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-\u002F","Memorandum Of Agreement Between Karen Country Club And Kenya Union Of Domestic, Hotels, Educational Institutions, Hospitals And Allied Workers - 2012","KEN Karen Country Club - 2013","Kenya - KEN Karen Country Club - 2013","KEN Karen Country Club - 2013 - Entertainment, culture, sports",{"name":41,"data":42},"KAREN COUNTRY CLUB 2012.html","\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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN KAREN COUNTRY CLUB (HEREINAFTER REFERRED TO\nAS THE \"EMPLOYER\" OF THE FIRST PART: AND KENYA UNION OF DOMESTIC, HOTELS,\nEDUCATIONAL INSTITUTIONS, HOSPITALS AND ALLIED WORKERS (HEREINAFTER REFERRED TO\nAS THE UNION) OF THE SECOND PART:\u003C\u002Fh1>\n\n\u003Cp>In the matter of wages and other terms and conditions of service\u003C\u002Fp>\n\n\u003Ch2>PREAMBLE:\u003C\u002Fh2>\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 Union members covered by the\nRecognition Agreement between the parties.\u003C\u002Fp>\n\n\u003Cp>This Agreement supersedes all previous agreements governing terms and\nconditions of employment which shall be deemed to have expired upon the signing\nof this Agreement and shall remain in force for a period of two years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.NOTE:\u003C\u002Fh3>\n\n\u003Cp>(a)This Agreement has been reached taking the current individual minimum\nwages as minimum salary\u002Fwages for newly employed employees.\u003C\u002Fp>\n\n\u003Cp>(b)Notwithstanding wages laid down in this Agreement, the Club will abide by\nany general order in case where it may be necessary to adjust wages accordingly\nwhenever it comes into effect, if it overtakes the current minimum wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.CURRENT MONTHLY MINIMUM WAGES:\u003C\u002Fh3>\n\n\u003Cp>(a)The monthly minimum wages for employees shall be those laid down in this\nAgreement, with a mid-monthly advance not exceeding half of the employee's net\nsalary payable to any employee who wishes.\u003C\u002Fp>\n\n\u003Cp>(b)Any employee who uses a motorized grass cutting equipment will in\naddition to his current minimum wages be granted an allowance of Kshs 700\u002F- per\nmonth for 2013 and Kshs 750\u002F- for 2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.GENERAL INCREMENT:\u003C\u002Fh3>\n\n\u003Cp>An employee who will be in the service of the Club as at 31st December 2012\nwill receive a wage increase of 10% with effect from1st January 2013 and in the\nfollowing year 1st January 2014 receive 10% wage increase.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.EMPLOYER MAY PAY HIGHER WAGES:\u003C\u002Fh3>\n\n\u003Cp>Wages rates shall be as negotiated and agreed upon between the Union and the\nemployer. However, the employer shall be at liberty to pay higher rate(s) to\nany individual employee(s) at his absolute discretion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PART II - OTHER TERMS AND CONDITIONS OF SERVICE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch3>1.HOURS OF WORK:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 50 hours for indoor staff and 46\nhours for the outdoor staff spread over 6 days of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Ch3>2.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be payable for hours worked in excess of the normal hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>(a)For hours worked on normal working days at double the normal hourly\nrate.\u003C\u002Fp>\n\n\u003Cp>(b)For hours worked on normal rest days and Gazetted Public Holiday's time\noff on another working day or payment at twice the normal hourly rate by mutual\nagreement. Such agreement to be undertaken between the employer and\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(c)For the purpose of calculating payment of overtime the normal hourly rate\nshall be taken as one hundred and ninety nine 1\u002F199 of an employees monthly\nbasic wage (outdoor staff).\u003C\u002Fp>\n\n\u003Cp>(d)For the purpose of calculating payment of overtime for the indoor staff\nthe normal hourly rate shall be taken as 1\u002F217th) of an employee’s monthly\nbasic wage (indoor staff).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>3.ANNUAL LEAVE:\u003C\u002Fh3>\n\n\u003Cp>After completion of each period of 12 months' consecutive service with the\nemployer, an employee shall be entitled to annual leave covering a period of 28\nworking days with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>(a)When proceeding, on annual leave, an employee shall be entitled to\nKshs.5,500\u002F= as leave travelling allowance for the year 2013 and Kshs.5,500\u002F=\nfor the year 2014.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b)Where Management requires leave to be accumulated, leave-traveling\nallowance shall be accumulated as well.\u003C\u002Fp>\n\n\u003Cp>(c)Leave application shall be applied thirty days in advance prior to\ncommencement unless under circumstances which may not allow a 30 days\nnotification.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.COMPASSIONATE LEAVE:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a)An employee desirous of taking leave on compassionate grounds may, by\nprior arrangements with the employer be granted such leave up to his earned\nentitlement under paragraph 3 of this agreement and the leave taken shall be\nsubsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>(b)An employee may in addition to the leave provided for in subparagraph (a)\nof this paragraph be granted five (5) days compassionate leave without pay in\nany one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.HOUSE ALLOWANCE:\u003C\u002Fh3>\n\n\u003Cp>(a)An employee who is not provided with free housing accommodation by the\nemployer shall be entitled in addition to his\u002Fher current wage to a housing\nallowance of Kshs 6,500\u002F- for the year 2013 and Kshs 6,500\u002F- for the year 2014.\nProvided always that no employee shall receive a lower house allowance after\nsigning of this Agreement than the amount already being paid.\u003C\u002Fp>\n\n\u003Cp>b) Where the employee's services are terminated before the completion of one\nmonth\u003C\u002Fp>\n\n\u003Cp>he\u002Fshe shall be paid house allowance on pro-rata basis according to the\nnumber of days\u003C\u002Fp>\n\n\u003Cp>worked in that month, as long as he\u002Fshe is no housed by the employer.\u003C\u002Fp>\n\n\u003Cp>(b)For the purpose of paragraph (a) of this clause the word employee shall\nmean any member of the Union working in the Club regardless of his\u002Fher sex.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>7.SICK LEAVE:\u003C\u002Fh3>\n\n\u003Cp>After the probationary period, employees shall be entitled to sick leave\nwith pay in any period of 12 months consecutive service according to length of\nservice provided the employer is advised in writing within 5 days of the\nsickness as follows: -\u003C\u002Fp>\n\n\u003Cp>(a) An employee with 5 years’ service or less: -\u003C\u002Fp>\n\n\u003Cp>(i).The first 30 days with full pay and\u003C\u002Fp>\n\n\u003Cp>ii) Thereafter the next 30 days with half pay.\u003C\u002Fp>\n\n\u003Cp>(b) An employee shall not be entitled to the payment (referred to in\nparagraph (a) of this clause unless he produces to the employer a certificate\nof incapacity covering the period of sick leave claimed, signed by a duly\nqualified medical practitioner or person acting on such practitioner’s behalf\nin charge of a dispensary or Medical Aid Center. The employer reserves the\nright to appoint a qualified medical practitioner to verify the incapacity.\u003C\u002Fp>\n\n\u003Cp>(c) An employee shall not be eligible to sick leave under this clause in\nrespect of any incapacity due to gross negligence on his part.\u003C\u002Fp>\n\n\u003Cp>(d) After the expiry of sick leave as detailed in a,b, and c above, the\nemployee will be entitled to a further 30 days sick leave without pay. After\nthis period, if it is apparent from the medical reports that the employee\ncannot resume work by the end of 30 days, then the employee will be retired on\nmedical grounds as per clause 19 of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>8.MATERNITY \u002F PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a)Female employees shall be entitled to three months maternity leave with\nfull pay provided that a female employee who has taken three months maternity\nleave shall not forfeit her annual leave for that year, but shall be paid her\nleave traveling allowance.\u003C\u002Fp>\n\n\u003Cp>(b)Childbirth in respect of female employees shall not be deemed to be\nsickness as provided for under clause 7 of part II of this Agreement and the\nemployer should not be required to meet medical costs incurred thereby.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(c)A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(d)Where a replacement is engaged for the purposes of replacing a female\nemployee who has gone on maternity leave, such engagement shall be of a\ntemporary nature only and the service of the replacement will be terminated\nautomatically on the return of the full time employee.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(e)A male employee will be entitled to two weeks paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>9.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>(a)Employees covered by this Agreement shall be provided with medical\ntreatment in the manner prescribed by the Employment Act 2007 as may be amended\nfrom time to time.\u003C\u002Fp>\n\n\u003Cp>(b)In case of emergency, an employee shall attend any recognized\nHospital\u002Fdispensary approved by the Government (recognized by N.H.I.F) and by\nthe employer then the employer shall meet expenses up to Kshs. 450,000\u002F- for\ninpatient and 40,000\u002F- for outpatient as per the insurance cover taken by the\nClub. Exclusions in the medical cover will be met by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>All permanent staff will be provided with uniforms subject to the following\nconditions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Such uniforms shall remain the property of the employer and may only be\nworn by the employee when on duty.\u003C\u002Fp>\n\n\u003Cp>(b) Uniforms will be returned to the employer upon new ones being issued.\u003C\u002Fp>\n\n\u003Cp>(c) An issue of soap of one bar per month will be provided to staff that are\nresponsible for the cleanliness of their own uniforms. Where the employer\nlaunders the uniforms no such soap issue will be issued.\u003C\u002Fp>\n\n\u003Cp>(d) All uniformed staff will have two uniforms per annum to allow for a\nchange during laundering.\u003C\u002Fp>\n\n\u003Cp>(e) One tin (40 ml) of shoe polish will be provided to Waiters\u002FWaitresses.\nBarmen, Caddie Master, Housekeeping Attendants, Receptionists, Chefs, cooks and\nstewards once a month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>Where an employee is to work in full acting capacity for a period of not\nless than twenty one (21) days in an operation or grade for which the minimum\nwage is higher than the minimum wage he normally earns he shall be paid acting\nallowance, which shall be the difference between such higher minimum wage and\nhis normal minimum wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>12.GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>(a) Employees will be granted leave with full pay on all Gazetted Public\nHolidays, provided that they do not absent themselves from work without\npermission on the proceeding day and subject to their reporting to duty on the\nday following the Gazetted Public Holiday.\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee is required to work on Public Holiday which falls on\nhis\u002Fher rest day, he will be paid for the hours worked at twice his minimum\nhourly rate, and be given another day off in lieu of his\u002Fher rest day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Ch3>13.WEEKLY REST DAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cp>An employee shall be entitled to one rest day in every period of seven (7)\ndays provided that:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employer and an employee may, by mutual consent, agree to the\ndeferment of the employees rest days in alternate weeks, up to a maximum of 14\ndays may be accumulated under this agreement.\u003C\u002Fp>\n\n\u003Cp>(b) The days accumulated in accordance with paragraph (a) will be taken at\none time as leave with full pay, in addition to annual leave provided for in\nclause 3 part of part II of this Agreement.\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee's rest days are deferred in accordance with paragraph\n(a) of this clause such employee's working hours shall not exceed 58 hours in\nany week for indoor staff and 53 hours for outdoor staff.\u003C\u002Fp>\n\n\u003Cp>(d) Where an employee's off day falls on a gazetted public holiday and the\nemployee does not work on that day his\u002Fher rest day shall be deemed to have\nbeen deferred. If however, he works on his\u002Fher rest day, which falls on, a\ngazetted public holiday he\u002Fshe will be paid at double his\u002Fher normal rate and\nthe rest day is deemed to have been deferred.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.ENGAGEMENTS PROBATION AND APPOINTMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>(a) All persons engaged by the employer shall be on probation of not more\nthan three (3) months, with a provision for extension for a further period of\nnot more than three (3) months.\u003C\u002Fp>\n\n\u003Cp>(b) During the probationary period either party may terminate employment by\ngiving fifteen (15) days notice or wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>(c) On engagement, an employee shall be given two copies of a letter of\nappointment of which, he shall sign copy and return it to the employer,\nindicating acceptance of the terms and conditions therein.\u003C\u002Fp>\n\n\u003Cp>(d) On successful completion of the probationary period, an employee shall\nautomatically be confirmed in his\u002Fher appointment and shall be placed on\nmonthly terms of employment.\u003C\u002Fp>\n\n\u003Cp>(e)The employer shall, at all times reserve the right to require an employee\nto submit himself for medical examination. Such examination shall be an expense\nof the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.WARNING PROCEDURE:\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause for summary dismissal may be given a written warning which shall\nbe entered in the employee's employment record and shall remain valid for a\nperiod of 270 days from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first and second warnings will be recorded in the employees file\ncopies to the shop steward and the Union office.\u003C\u002Fp>\n\n\u003Cp>(b) The third and final warning shall be copied to both Shop steward and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>(c) An employee who commits a fourth offence within 270 days from the date\nof the third warning shall be summarily dismissed.\u003C\u002Fp>\n\n\u003Cp>(d) If an employee completes 270 days from the date of the last warning\nwithout any further offence, any warning(s) recorded on his file shall be\ncancelled.\u003C\u002Fp>\n\n\u003Cp>(e) All warnings issued shall be subject to written appeal by the employee\nwithin 7 days of the date of the warning.The employer shall reply within\n14days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) After the completion of the probationary period employment shall be\nterminable by either party by giving written notice or by the payment of wages\nin lieu of notice as follows: -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i). For employees with up to 5 years’ continuous service – one\nmonth’s notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>(ii). For employees with over 5 years continuous service but less than 10\nyears – two (2) months notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>(iii). For employees with 10 years but less than 20 years three (3) months\nnotice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>(iv). For employees with 20 years and above service four (4) months notice\nor pay in lieu\u003C\u002Fp>\n\n\u003Cp>(v). Where the employee's services are terminated before the completion of\none month he\u002Fshe shall be paid according- to the number of days worked in that\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Nothing in this clause shall prejudice the right of either party to\nterminate employment summarily for a lawful cause\u003C\u002Fp>\n\n\u003Cp>(b) On termination of services or summary dismissal, reasons shall be given\nin writing to the employee with copies to the shop steward and the union\noffices.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.CERTIFICATE OF SERVICE:\u003C\u002Fh3>\n\n\u003Cp>On termination of employment for any reason, an employee shall be given a\ncertificate of service. The certificate of service shall state the following\nparticulars:\u003C\u002Fp>\n\n\u003Cp>(a) Full name of the employee;\u003C\u002Fp>\n\n\u003Cp>(b) Date of engagement and termination;\u003C\u002Fp>\n\n\u003Cp>(c) Wages on termination;\u003C\u002Fp>\n\n\u003Cp>(d) Nature of work done by employee;\u003C\u002Fp>\n\n\u003Cp>(e) The date on which the employment ceased:\u003C\u002Fp>\n\n\u003Cp>(f) The name of the employer and his\u002Fher address.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\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 in writing at least one month in advance of\nthe reasons for and the extent of the intended redundancy\u003C\u002Fp>\n\n\u003Cp>(b) The principle of “LAST IN, FIRST OUT” shall be adopted in the\nparticular category of employees affected, subject to all other factors such as\nskill, merit, ability and reliability being equal\u003C\u002Fp>\n\n\u003Cp>(c) The redundant employee shall be entitled to the appropriate period of\nnotice or pay in lieu of notice and other terminal benefits covered by this\nagreement\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employee shall be entitled to severance pay at the rate of\n30 days wages for each completed year of service\u003C\u002Fp>\n\n\u003Cp>(e) The notice shall be given\u002Fissued to the employees according to clause 16\nof this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cp>An employee who has attained the age of 60 years (55 years in case of\nfemales) will retire or be retired. On retirement, an employee shall be paid\nretirement benefits at the rate of 28 days salary for each completed year of\nservice at the rate of pay applicable at the date of retirement\u003C\u002Fp>\n\n\u003Cp>(a) In absence of any official record, a certificate issued for that purpose\nby a duly qualified medical practitioner should evidence proof of an employee's\nage.\u003C\u002Fp>\n\n\u003Cp>(b) An employee will also claim payment for his N.S.S.F contributions from\nN.S.S.F\u003C\u002Fp>\n\n\u003Cp>(c) Either party shall give appropriate notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.CHECK-OFF\u003C\u002Fh3>\n\n\u003Cp>(a) The employer shall deduct Union subscription monthly from the wages of\nthose employees who are members of the Union. The subscriptions so deducted by\nthe employer shall be paid direct to a Bank Account nominated by the Union not\nlater than the tenth day of the month immediately following that in which\ndeductions have been made subject to such regulations as may be made by the\nMinister for Labour from time to time.\u003C\u002Fp>\n\n\u003Cp>(b) No employee shall revoke the Check-Off unless he\u002Fshe resigned his\u002Fher\nmembership from the union in writing with a copy to the Shop steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.DEATH OF AN EMPLOYEE WHILE IN EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>(a)If an employee is killed or dies while in employment the employer shall,\nat his expense, provide a coffin and transport the deceased as well as his\u002Fher\nbelongings to his\u002Fher place of burial. The maximum funeral expenses will be\nKsh. 60,000\u002F as per the insurance policy and the balance will be handed to the\nnext of kin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-longserviceallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Ch3>22.LONG SERVICE AWARD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-longserviceallowancetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype1\" class=\"cbaClause highlight\">\u003Cp>All employees upon completion of the periods of service listed below will\nreceive a one off long service award upon reaching the length of service\nindicated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For 2012, 2013, and 2014 respectively.\u003C\u002Fp>\n\n\u003Cp>(i). 5 years-Kshs 2,700\u002F=→2,800→2,800\u003C\u002Fp>\n\n\u003Cp>(ii). 10 years-Kshs 4,000\u002F= →4,100→4,100\u003C\u002Fp>\n\n\u003Cp>(iii). 15 years-Kshs 5,000\u002F=→5,100→5,100\u003C\u002Fp>\n\n\u003Cp>(iv). 20 years -Kshs 7,500\u002F=→8,000→8,000\u003C\u002Fp>\n\n\u003Cp>(v). 25 years-Kshs10,500\u002F=→11,000→11,000\u003C\u002Fp>\n\n\u003Cp>(vi). 30 years-Kshs 11,500\u002F=→12,000→12,000\u003C\u002Fp>\n\n\u003Cp>(vii). 35 years-Kshs 12,500\u002F=→13,000→13,000\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.TOOL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The employer shall provide tools for working.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.EMPLOYEES COMMUNICATION\u003C\u002Fh3>\n\n\u003Cp>An employer's written communication to an employee concerning the terms and\nconditions of employment should be delivered to or collected by the employee\nwho should sign and date a copy to acknowledge receipt thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.SUSPENSION\u002FINTERDICTION\u003C\u002Fh3>\n\n\u003Cp>The employer reserves the right to suspend an employee from employment with\nfull pay up to a maximum of 30 days pending investigations into alleged gross\nmisconduct. Should the employee be found guilty of gross misconduct or other\noffenses, and then he\u002Fshe shall be summarily dismissed or terminated with\neffect from the date of suspension.\u003C\u002Fp>\n\n\u003Cp>Should the employee be found innocent of gross misconduct or other offenses,\nthen the suspension will be lifted and the employee resumes normal duties.\nWhere the employee's case is under investigation by the police or is pending\nbefore a criminal court, the employee suspension shall be extended without pay\nuntil the result of the police investigation or court action is known.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Ch3>26.NIGHT AND DAY TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>(a) Employees living away from the employer's premises will be provided with\ntransport so that they may safely reach their residences\u002Fplace of work when\ncalled for duty before 0700 hours or kept on duty after 1900 hours.\u003C\u002Fp>\n\n\u003Cp>(b) Where there is existing transport arrangements provided by the\nemployer,thiswill continue\u003C\u002Fp>\n\n\u003Cp>(c) Where an establishment fails to provide transport as per the contents of\nthis clause compensation shall be Kshs. 350\u002F= per morning\u002Fnight to the affected\nemployees.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Ch3>27.PAID EDUCATIONAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>Upon the request of an employee for leave for educational\u002Ftraining of a\nnature which will enable him\u002Fher to better perform his\u002Fher job the employer may\nallow such employee to proceed to a recognized educational institution for\ntraining and grant such leave with full pay as is necessary; as long as\nsufficient documentation of admission to the said institution is provided.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.DISCRIMINATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The employer shall not discriminate directly or indirectly against an\nemployee or prospective employee on grounds of race\n,colour,sex,religion,political or other opinion nationality,ethinic or social\norigin,disability, pregnanacy,mental status or HIV status.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Whenever any vacancies for promotion shall fall within the Club, this will\nbe posted on the notice Board as far as possible preference will be given to\nany suitable employee(s) in service for such promotion. But selection will be\ndone at the discretion of the Management and successful candidates shall\nreceive written communication on the promotion before commencement on the new\nposition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchers\" class=\"cbaClause highlight\">\u003Ch3>30.MEALS\u003C\u002Fh3>\n\n\u003Cp>The Club will provide one meal to the employees who will be required to work\nfull shift without a break.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>31.PENSION SCHEME\u002FGRATUITY\u003C\u002Fh3>\n\n\u003Cp>The Club has put all staff on Pension Scheme. Currently it is on process of\ntransferring gratuity payment of affected staff who have been both in Pension\nand\u003C\u002Fp>\n\n\u003Cp>Gratuity to Pension.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32.DURATION AND EFFECTIVE DATE\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st January 2013 to 31st December\n2014. After the expiry date, this agreement shall continue in operation until\nsuch a time as either party by giving three months written notice shall signify\ntheir wish to amend or review.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE KAREN COUNTRY CLUB\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………..……………… ……………..…………….\u003C\u002Fp>\n\n\u003Cp>MR. S.A MWAI MR. LEE KIMANI\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGERFINANCIAL CONTROLLER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>JUDITH MUMO (MRS)\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF KUDHEIHA WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………………..….………..\u003C\u002Fp>\n\n\u003Cp>MR. COLENEL A. OUNDAH MR. PAUL M. KAGOTHO\u003C\u002Fp>\n\n\u003Cp>SENIOR DEPUTY SEC GENERAL2ND ASST. SEC GENENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………..…………\n……………………………………….\u003C\u002Fp>\n\n\u003Cp>MR. HENRY O. ORUKO MR. FRANCIS I. ALEMBI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD CHAIRMAN WORKS COMMITTEE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……..…………………… …. …………………………\u003C\u002Fp>\n\n\u003Cp>MR. FRED OTWORI MR. PETER MWANGI\u003C\u002Fp>\n\n\u003Cp>WORKS COMITTEE WORKS COMITTEE\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>MR. GEORGE R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT FKE (NAIROBI) THIS …….……….DAY OF NOVEMBER 2012.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>THE BASIC MINIMUM MONTHLY WAGES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1: WAGES\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE 1\u003C\u002Ftd>\n      \u003Ctd>BASIC MIN WAGE AS AT 31.12.2012\u003C\u002Ftd>\n      \u003Ctd>BASIC MIN WAGES INCLUDING 10% WAGE INCREASE AT 1.1.2013\u003C\u002Ftd>\n      \u003Ctd>BASIC MIN WAGES INCLUDING 10% WAGE INCREASE AT 1.1.2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a)Head Cashier \u003C\u002Ftd>\n      \u003Ctd>32,160.78\u003C\u002Ftd>\n      \u003Ctd>35,376.86\u003C\u002Ftd>\n      \u003Ctd>38,914.54\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b)Head Receptionist\n\n        \u003Cp>Head Housekeeper\u003C\u002Fp>\n\n        \u003Cp>Head Security Guard \u003C\u002Fp>\n\n        \u003Cp>Head of Maintenance\u003C\u002Fp>\n\n        \u003Cp>Head in charge of all staff\u003C\u002Fp>\n\n        \u003Cp>Head Storekeeper\u003C\u002Fp>\n\n        \u003Cp>Gym Instructor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>30,805.91\u003C\u002Ftd>\n      \u003Ctd>33,886.50\u003C\u002Ftd>\n      \u003Ctd>37,275.15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c)Head Cook \u003C\u002Ftd>\n      \u003Ctd>32,795.05\u003C\u002Ftd>\n      \u003Ctd>36,074.56\u003C\u002Ftd>\n      \u003Ctd>39,682.01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Head barman\n\n        \u003Cp>Head waiter\u003C\u002Fp>\n\n        \u003Cp>Assistant Head Cook\u003C\u002Fp>\n\n        \u003Cp>Telephone Operator\u003C\u002Fp>\n\n        \u003Cp>Chief Clerk\u003C\u002Fp>\n\n        \u003Cp>Receptionist\u003C\u002Fp>\n\n        \u003Cp>Purchasing Officer\u002F Clerk\u003C\u002Fp>\n\n        \u003Cp>Store man,\u003C\u002Fp>\n\n        \u003Cp>Store Clerk \u003C\u002Fp>\n\n        \u003Cp>Wages Clerk\u003C\u002Fp>\n\n        \u003Cp>Ledger Clerk\u003C\u002Fp>\n\n        \u003Cp>Bond Clerk\u003C\u002Fp>\n\n        \u003Cp>Book-keeper\u002FAccounts Clerk\u003C\u002Fp>\n\n        \u003Cp>Electrician\u003C\u002Fp>\n\n        \u003Cp>Swimming Instructor\u002FLifeguard\u003C\u002Fp>\n\n        \u003Cp>Pool Cashier\u003C\u002Fp>\n\n        \u003Cp>Typist\u003C\u002Fp>\n\n        \u003Cp>Housekeeper\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>26,963.11\u003C\u002Ftd>\n      \u003Ctd>29,659.42\u003C\u002Ftd>\n      \u003Ctd>32,625.36\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 3\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) Room Service Clerk\n\n        \u003Cp>Linen Room Clerk\u003C\u002Fp>\n\n        \u003Cp>Boat Driver\u003C\u002Fp>\n\n        \u003Cp>Head Porter\u003C\u002Fp>\n\n        \u003Cp>Head Grounds man\u003C\u002Fp>\n\n        \u003Cp>Asst. Head Waiter\u003C\u002Fp>\n\n        \u003Cp>Ordinary Cook\u003C\u002Fp>\n\n        \u003Cp>Tractor Driver\u003C\u002Fp>\n\n        \u003Cp>Grounds Cutting \u003C\u002Fp>\n\n        \u003Cp>Barman\u003C\u002Fp>\n\n        \u003Cp>Dhobi\u003C\u002Fp>\n\n        \u003Cp>Head Messenger\u003C\u002Fp>\n\n        \u003Cp>Head Steward\u003C\u002Fp>\n\n        \u003Cp>Head Caddy Master\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>19,158.82\u003C\u002Ftd>\n      \u003Ctd>21,074.70\u003C\u002Ftd>\n      \u003Ctd>23,182.17\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Assistant Housekeeper\n\n        \u003Cp>Assistant Storekeeper \u003C\u002Fp>\n\n        \u003Cp>Asst. Swimming Pool Cashier\u003C\u002Fp>\n\n        \u003Cp>Librarian\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>23,500.00\u003C\u002Ftd>\n      \u003Ctd>25,850.00\u003C\u002Ftd>\n      \u003Ctd>28,435.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c)Snooker\n\n        \u003Cp>Room attendant cum Cashier \u003C\u002Fp>\n\n        \u003Cp>and Badminton Court Attendant\u003C\u002Fp>\n\n        \u003Cp>Cum Cashier\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>26,493.00\u003C\u002Ftd>\n      \u003Ctd>29,142.30\u003C\u002Ftd>\n      \u003Ctd>32,056.53\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 4\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a)Office Messenger\n\n        \u003Cp>Asst. Cook\u003C\u002Fp>\n\n        \u003Cp>Cellar Man \u003C\u002Fp>\n\n        \u003Cp>Florist\u003C\u002Fp>\n\n        \u003Cp>Steward\u003C\u002Fp>\n\n        \u003Cp>Asst. Electrician\u003C\u002Fp>\n\n        \u003Cp>Wine Waiter\u003C\u002Fp>\n\n        \u003Cp>Dining Room Waiter\u003C\u002Fp>\n\n        \u003Cp>Bar Waiter\u003C\u002Fp>\n\n        \u003Cp>Room Service Waiters\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,321.95\u003C\u002Ftd>\n      \u003Ctd>19,054.15\u003C\u002Ftd>\n      \u003Ctd>20,959.56\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b)Head Gardener\n\n        \u003Cp>Head room steward\u003C\u002Fp>\n\n        \u003Cp>Cleaner Supervisor \u003C\u002Fp>\n\n        \u003Cp>Clerk Under Training\u003C\u002Fp>\n\n        \u003Cp>Floor Supervisor\u003C\u002Fp>\n\n        \u003Cp>Boiler Man\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,939.44\u003C\u002Ftd>\n      \u003Ctd>19,733.38\u003C\u002Ftd>\n      \u003Ctd>21,706.72\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 5\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Motor Grass Hand Propelled Cutting\n\n        \u003Cp>Equipment\u003C\u002Fp>\n\n        \u003Cp>Room Servant\u003C\u002Fp>\n\n        \u003Cp>Pantry Kitchen or Kitchen helper\u003C\u002Fp>\n\n        \u003Cp>Cloak Room Attendant\u003C\u002Fp>\n\n        \u003Cp>Grass Cutter\u003C\u002Fp>\n\n        \u003Cp>Green Pitch Workers\u003C\u002Fp>\n\n        \u003Cp>Gardeners\u003C\u002Fp>\n\n        \u003Cp>Ground Cutter\u003C\u002Fp>\n\n        \u003Cp>Swimming Pool Attendant\u003C\u002Fp>\n\n        \u003Cp>Sanitary Sweeper\u003C\u002Fp>\n\n        \u003Cp>Locker Room Attendant\u003C\u002Fp>\n\n        \u003Cp>Badminton Attendant\u003C\u002Fp>\n\n        \u003Cp>Courts Attendant\u003C\u002Fp>\n\n        \u003Cp>Squash Attendant\u003C\u002Fp>\n\n        \u003Cp>Snooker Attendant\u003C\u002Fp>\n\n        \u003Cp>Balls Collector\u003C\u002Fp>\n\n        \u003Cp>Attendants\u003C\u002Fp>\n\n        \u003Cp>Caddy Master\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,376.00\u003C\u002Ftd>\n      \u003Ctd>15,813.60\u003C\u002Ftd>\n      \u003Ctd>17,394.96\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 6\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) ARTISANS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>i)Ungraded Artisan\u003C\u002Ftd>\n      \u003Ctd>19,218.77\u003C\u002Ftd>\n      \u003Ctd>21,140.65\u003C\u002Ftd>\n      \u003Ctd>23,254.71\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iii)Artisan with TTC Grade III\u003C\u002Ftd>\n      \u003Ctd>20,787.06\u003C\u002Ftd>\n      \u003Ctd>22,865.77\u003C\u002Ftd>\n      \u003Ctd>25,152.34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iv)Artisan with TTC II\u003C\u002Ftd>\n      \u003Ctd>26,693.34\u003C\u002Ftd>\n      \u003Ctd>29,362.67\u003C\u002Ftd>\n      \u003Ctd>32,298.94\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>v)Artisan with TTC I\u003C\u002Ftd>\n      \u003Ctd>32,143.99\u003C\u002Ftd>\n      \u003Ctd>35,358.39\u003C\u002Ftd>\n      \u003Ctd>38,894.23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) DRIVERS\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>i) Cars\u002Flight vans\u003C\u002Ftd>\n      \u003Ctd>19,218.77\u003C\u002Ftd>\n      \u003Ctd>21,140.65\u003C\u002Ftd>\n      \u003Ctd>23,254.71\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ii) Medium Sized vehicles\u003C\u002Ftd>\n      \u003Ctd>24,177.84\u003C\u002Ftd>\n      \u003Ctd>26,595.62\u003C\u002Ftd>\n      \u003Ctd>29,255.19\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iii) Heavy Commercial\n\n        \u003Cp>Vehicle\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>32,143.99\u003C\u002Ftd>\n      \u003Ctd>35,358.39\u003C\u002Ftd>\n      \u003Ctd>38,894.23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) WATCHMEN\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Day watchman and\n\n        \u003Cp>Night Watchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,898.74\u003C\u002Ftd>\n      \u003Ctd>17,488.61\u003C\u002Ftd>\n      \u003Ctd>19,237.48\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d) Cashier\u003C\u002Ftd>\n      \u003Ctd>32,143.09\u003C\u002Ftd>\n      \u003Ctd>35,357.40\u003C\u002Ftd>\n      \u003Ctd>38,893.14\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-END-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"lowwageamount":44,"longserviceallowancetype2":48,"contracttrialperiod":52,"maxsicknesspay":56,"maternitydiscrimination":60,"wageincreaseperc1":64,"dayspweek":66,"longserviceallowanceamount1":70,"childcare":74,"SENIOR_trigger":78,"STRUCINCR_trigger":80,"funeralpay":82,"paidmaternityleaveduration":86,"longserviceallowancetype":90,"discrimination":92,"maxsicknesspayperc":96,"pensionfund":98,"commutingallowancetype":102,"OVERTIME_trigger":106,"holidaysdays":110,"jobclassifaction1":114,"healthcareaccess":116,"annleaveallowancetype":120,"COMMUTE_trigger":124,"SUNDAY_trigger":126,"ANNLEAVE_trigger":130,"sundayallowancetype":132,"overtimeallowanceperc1":134,"hourspweek":136,"contracttrial":140,"sicknesspay":142,"commutingallowanceamount1":144,"longserviceallowancetype1":146,"dayspweek_select":148,"paidmaternityleaveall":150,"SCHEDULE_trigger":152,"paidpaternityleave":156,"schedulesrestpw":160,"sicknessmaxdaysnr":164,"sundayallowanceperc1":166,"lowwageperiod":168,"annleaveallowanceamount1":170,"trainingprogrammes":172,"contractseverancepay1":176,"bankholidays1":180,"overtimeallowancetype":184,"LOWWAGE_trigger":186,"hourspweek_select":188,"mealvouchers":190,"sicknessmaxdays":194,"paidmaternityleave":196,"overtimeallowancetypeperiod":198,"contractseverancepay":200,"PAIDLEAV_trigger":202,"paidpaternityleaveduration":204,"jobsecuritymothers":206},{"bindId":45,"name":46,"text":47},"lowwageamount","THE BASIC MINIMUM MONTHLY WAGES PART 1: ","THE BASIC MINIMUM MONTHLY WAGES\n\n\n\nPART 1: WAGES\n\n\n  \n  \n  \n  \n  \n  \n    \n      GRADE 1\n      BASIC MIN WAGE AS AT 31.12.2012\n      BASIC MIN WAGES INCLUDING 10% WAGE INCREASE AT 1.1.2013\n      BASIC MIN WAGES INCLUDING 10% WAGE INCREASE AT 1.1.2014\n    \n    \n      a)Head Cashier \n      32,160.78\n      35,376.86\n      38,914.54\n    \n    \n      b)Head Receptionist\n\n        Head Housekeeper\n\n        Head Security Guard \n\n        Head of Maintenance\n\n        Head in charge of all staff\n\n        Head Storekeeper\n\n        Gym Instructor\n      \n      30,805.91\n      33,886.50\n      37,275.15\n    \n    \n      c)Head Cook \n      32,795.05\n      36,074.56\n      39,682.01\n    \n    \n      GRADE 2\n      \n      \n      \n    \n    \n      Head barman\n\n        Head waiter\n\n        Assistant Head Cook\n\n        Telephone Operator\n\n        Chief Clerk\n\n        Receptionist\n\n        Purchasing Officer\u002F Clerk\n\n        Store man,\n\n        Store Clerk \n\n        Wages Clerk\n\n        Ledger Clerk\n\n        Bond Clerk\n\n        Book-keeper\u002FAccounts Clerk\n\n        Electrician\n\n        Swimming Instructor\u002FLifeguard\n\n        Pool Cashier\n\n        Typist\n\n        Housekeeper\n      \n      26,963.11\n      29,659.42\n      32,625.36\n    \n    \n      GRADE 3\n      \n      \n      \n    \n    \n      a) Room Service Clerk\n\n        Linen Room Clerk\n\n        Boat Driver\n\n        Head Porter\n\n        Head Grounds man\n\n        Asst. Head Waiter\n\n        Ordinary Cook\n\n        Tractor Driver\n\n        Grounds Cutting \n\n        Barman\n\n        Dhobi\n\n        Head Messenger\n\n        Head Steward\n\n        Head Caddy Master\n      \n      19,158.82\n      21,074.70\n      23,182.17\n    \n    \n      b) Assistant Housekeeper\n\n        Assistant Storekeeper \n\n        Asst. Swimming Pool Cashier\n\n        Librarian\n      \n      23,500.00\n      25,850.00\n      28,435.00\n    \n    \n      c)Snooker\n\n        Room attendant cum Cashier \n\n        and Badminton Court Attendant\n\n        Cum Cashier\n      \n      26,493.00\n      29,142.30\n      32,056.53\n    \n    \n      GRADE 4\n      \n      \n      \n    \n    \n      a)Office Messenger\n\n        Asst. Cook\n\n        Cellar Man \n\n        Florist\n\n        Steward\n\n        Asst. Electrician\n\n        Wine Waiter\n\n        Dining Room Waiter\n\n        Bar Waiter\n\n        Room Service Waiters\n      \n      17,321.95\n      19,054.15\n      20,959.56\n    \n    \n      b)Head Gardener\n\n        Head room steward\n\n        Cleaner Supervisor \n\n        Clerk Under Training\n\n        Floor Supervisor\n\n        Boiler Man\n      \n      17,939.44\n      19,733.38\n      21,706.72\n    \n    \n      GRADE 5\n      \n      \n      \n    \n    \n      Motor Grass Hand Propelled Cutting\n\n        Equipment\n\n        Room Servant\n\n        Pantry Kitchen or Kitchen helper\n\n        Cloak Room Attendant\n\n        Grass Cutter\n\n        Green Pitch Workers\n\n        Gardeners\n\n        Ground Cutter\n\n        Swimming Pool Attendant\n\n        Sanitary Sweeper\n\n        Locker Room Attendant\n\n        Badminton Attendant\n\n        Courts Attendant\n\n        Squash Attendant\n\n        Snooker Attendant\n\n        Balls Collector\n\n        Attendants\n\n        Caddy Master\n      \n      14,376.00\n      15,813.60\n      17,394.96\n    \n    \n      GRADE 6\n      \n      \n      \n    \n    \n      a) ARTISANS\n      \n      \n      \n    \n    \n      i)Ungraded Artisan\n      19,218.77\n      21,140.65\n      23,254.71\n    \n    \n      iii)Artisan with TTC Grade III\n      20,787.06\n      22,865.77\n      25,152.34\n    \n    \n      iv)Artisan with TTC II\n      26,693.34\n      29,362.67\n      32,298.94\n    \n    \n      v)Artisan with TTC I\n      32,143.99\n      35,358.39\n      38,894.23\n    \n    \n      b) DRIVERS\n      \n      \n      \n    \n    \n      i) Cars\u002Flight vans\n      19,218.77\n      21,140.65\n      23,254.71\n    \n    \n      ii) Medium Sized vehicles\n      24,177.84\n      26,595.62\n      29,255.19\n    \n    \n      iii) Heavy Commercial\n\n        Vehicle\n\n        \n      \n      32,143.99\n      35,358.39\n      38,894.23\n    \n    \n      c) WATCHMEN\n      \n      \n      \n    \n    \n      Day watchman and\n\n        Night Watchman\n      \n      15,898.74\n      17,488.61\n      19,237.48\n    \n    \n      d) Cashier\n      32,143.09\n      35,357.40\n      38,893.14",{"bindId":49,"name":50,"text":51},"longserviceallowancetype2","All employees upon completion of the per","All employees upon completion of the periods of service listed below will\nreceive a one off long service award upon reaching the length of service\nindicated.\n\n\n\nFor 2012, 2013, and 2014 respectively.\n\n(i). 5 years-Kshs 2,700\u002F=→2,800→2,800\n\n(ii). 10 years-Kshs 4,000\u002F= →4,100→4,100\n\n(iii). 15 years-Kshs 5,000\u002F=→5,100→5,100\n\n(iv). 20 years -Kshs 7,500\u002F=→8,000→8,000\n\n(v). 25 years-Kshs10,500\u002F=→11,000→11,000\n\n(vi). 30 years-Kshs 11,500\u002F=→12,000→12,000\n\n(vii). 35 years-Kshs 12,500\u002F=→13,000→13,000",{"bindId":53,"name":54,"text":55},"contracttrialperiod","(a) All persons engaged by the employer ","(a) All persons engaged by the employer shall be on probation of not more\nthan three (3) months, with a provision for extension for a further period of\nnot more than three (3) months.\n\n(b) During the probationary period either party may terminate employment by\ngiving fifteen (15) days notice or wages in lieu of notice.\n\n(c) On engagement, an employee shall be given two copies of a letter of\nappointment of which, he shall sign copy and return it to the employer,\nindicating acceptance of the terms and conditions therein.\n\n(d) On successful completion of the probationary period, an employee shall\nautomatically be confirmed in his\u002Fher appointment and shall be placed on\nmonthly terms of employment.\n\n(e)The employer shall, at all times reserve the right to require an employee\nto submit himself for medical examination. Such examination shall be an expense\nof the employer.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","7.SICK LEAVE: After the probationary per","7.SICK LEAVE:\n\nAfter the probationary period, employees shall be entitled to sick leave\nwith pay in any period of 12 months consecutive service according to length of\nservice provided the employer is advised in writing within 5 days of the\nsickness as follows: -\n\n(a) An employee with 5 years’ service or less: -\n\n(i).The first 30 days with full pay and\n\nii) Thereafter the next 30 days with half pay.\n\n(b) An employee shall not be entitled to the payment (referred to in\nparagraph (a) of this clause unless he produces to the employer a certificate\nof incapacity covering the period of sick leave claimed, signed by a duly\nqualified medical practitioner or person acting on such practitioner’s behalf\nin charge of a dispensary or Medical Aid Center. The employer reserves the\nright to appoint a qualified medical practitioner to verify the incapacity.\n\n(c) An employee shall not be eligible to sick leave under this clause in\nrespect of any incapacity due to gross negligence on his part.\n\n(d) After the expiry of sick leave as detailed in a,b, and c above, the\nemployee will be entitled to a further 30 days sick leave without pay. After\nthis period, if it is apparent from the medical reports that the employee\ncannot resume work by the end of 30 days, then the employee will be retired on\nmedical grounds as per clause 19 of this Agreement.",{"bindId":61,"name":62,"text":63},"maternitydiscrimination","(c)A female employee who takes maternity","(c)A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":65,"name":46,"text":47},"wageincreaseperc1",{"bindId":67,"name":68,"text":69},"dayspweek","The normal working week shall consist of","The normal working week shall consist of 50 hours for indoor staff and 46\nhours for the outdoor staff spread over 6 days of the week.",{"bindId":71,"name":72,"text":73},"longserviceallowanceamount1","22.LONG SERVICE AWARD All employees upon","22.LONG SERVICE AWARD\n\nAll employees upon completion of the periods of service listed below will\nreceive a one off long service award upon reaching the length of service\nindicated.\n\n\n\nFor 2012, 2013, and 2014 respectively.\n\n(i). 5 years-Kshs 2,700\u002F=→2,800→2,800\n\n(ii). 10 years-Kshs 4,000\u002F= →4,100→4,100\n\n(iii). 15 years-Kshs 5,000\u002F=→5,100→5,100\n\n(iv). 20 years -Kshs 7,500\u002F=→8,000→8,000\n\n(v). 25 years-Kshs10,500\u002F=→11,000→11,000\n\n(vi). 30 years-Kshs 11,500\u002F=→12,000→12,000\n\n(vii). 35 years-Kshs 12,500\u002F=→13,000→13,000",{"bindId":75,"name":76,"text":77},"childcare","(a)An employee desirous of taking leave ","(a)An employee desirous of taking leave on compassionate grounds may, by\nprior arrangements with the employer be granted such leave up to his earned\nentitlement under paragraph 3 of this agreement and the leave taken shall be\nsubsequently set off against his annual leave.\n\n(b)An employee may in addition to the leave provided for in subparagraph (a)\nof this paragraph be granted five (5) days compassionate leave without pay in\nany one year.",{"bindId":79,"name":72,"text":73},"SENIOR_trigger",{"bindId":81,"name":46,"text":47},"STRUCINCR_trigger",{"bindId":83,"name":84,"text":85},"funeralpay","(a)If an employee is killed or dies whil","(a)If an employee is killed or dies while in employment the employer shall,\nat his expense, provide a coffin and transport the deceased as well as his\u002Fher\nbelongings to his\u002Fher place of burial. The maximum funeral expenses will be\nKsh. 60,000\u002F as per the insurance policy and the balance will be handed to the\nnext of kin.",{"bindId":87,"name":88,"text":89},"paidmaternityleaveduration","8.MATERNITY \u002F PATERNITY LEAVE (a)Female ","8.MATERNITY \u002F PATERNITY LEAVE\n\n(a)Female employees shall be entitled to three months maternity leave with\nfull pay provided that a female employee who has taken three months maternity\nleave shall not forfeit her annual leave for that year, but shall be paid her\nleave traveling allowance.\n\n(b)Childbirth in respect of female employees shall not be deemed to be\nsickness as provided for under clause 7 of part II of this Agreement and the\nemployer should not be required to meet medical costs incurred thereby.\n\n(c)A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\n\n(d)Where a replacement is engaged for the purposes of replacing a female\nemployee who has gone on maternity leave, such engagement shall be of a\ntemporary nature only and the service of the replacement will be terminated\nautomatically on the return of the full time employee.\n\n(e)A male employee will be entitled to two weeks paternity leave.",{"bindId":91,"name":72,"text":73},"longserviceallowancetype",{"bindId":93,"name":94,"text":95},"discrimination","The employer shall not discriminate dire","The employer shall not discriminate directly or indirectly against an\nemployee or prospective employee on grounds of race\n,colour,sex,religion,political or other opinion nationality,ethinic or social\norigin,disability, pregnanacy,mental status or HIV status.",{"bindId":97,"name":58,"text":59},"maxsicknesspayperc",{"bindId":99,"name":100,"text":101},"pensionfund","31.PENSION SCHEME\u002FGRATUITY The Club has ","31.PENSION SCHEME\u002FGRATUITY\n\nThe Club has put all staff on Pension Scheme. Currently it is on process of\ntransferring gratuity payment of affected staff who have been both in Pension\nand\n\nGratuity to Pension.",{"bindId":103,"name":104,"text":105},"commutingallowancetype","26.NIGHT AND DAY TRANSPORT (a) Employees","26.NIGHT AND DAY TRANSPORT\n\n(a) Employees living away from the employer's premises will be provided with\ntransport so that they may safely reach their residences\u002Fplace of work when\ncalled for duty before 0700 hours or kept on duty after 1900 hours.\n\n(b) Where there is existing transport arrangements provided by the\nemployer,thiswill continue\n\n(c) Where an establishment fails to provide transport as per the contents of\nthis clause compensation shall be Kshs. 350\u002F= per morning\u002Fnight to the affected\nemployees.",{"bindId":107,"name":108,"text":109},"OVERTIME_trigger","2.OVERTIME Overtime shall be payable for","2.OVERTIME\n\nOvertime shall be payable for hours worked in excess of the normal hourly\nrate.\n\n(a)For hours worked on normal working days at double the normal hourly\nrate.\n\n(b)For hours worked on normal rest days and Gazetted Public Holiday's time\noff on another working day or payment at twice the normal hourly rate by mutual\nagreement. Such agreement to be undertaken between the employer and\nemployee.\n\n(c)For the purpose of calculating payment of overtime the normal hourly rate\nshall be taken as one hundred and ninety nine 1\u002F199 of an employees monthly\nbasic wage (outdoor staff).\n\n(d)For the purpose of calculating payment of overtime for the indoor staff\nthe normal hourly rate shall be taken as 1\u002F217th) of an employee’s monthly\nbasic wage (indoor staff).",{"bindId":111,"name":112,"text":113},"holidaysdays","3.ANNUAL LEAVE: After completion of each","3.ANNUAL LEAVE:\n\nAfter completion of each period of 12 months' consecutive service with the\nemployer, an employee shall be entitled to annual leave covering a period of 28\nworking days with full pay.",{"bindId":115,"name":46,"text":47},"jobclassifaction1",{"bindId":117,"name":118,"text":119},"healthcareaccess","9.MEDICAL TREATMENT (a)Employees covered","9.MEDICAL TREATMENT\n\n(a)Employees covered by this Agreement shall be provided with medical\ntreatment in the manner prescribed by the Employment Act 2007 as may be amended\nfrom time to time.\n\n(b)In case of emergency, an employee shall attend any recognized\nHospital\u002Fdispensary approved by the Government (recognized by N.H.I.F) and by\nthe employer then the employer shall meet expenses up to Kshs. 450,000\u002F- for\ninpatient and 40,000\u002F- for outpatient as per the insurance cover taken by the\nClub. Exclusions in the medical cover will be met by the employee.",{"bindId":121,"name":122,"text":123},"annleaveallowancetype","(a)When proceeding, on annual leave, an ","(a)When proceeding, on annual leave, an employee shall be entitled to\nKshs.5,500\u002F= as leave travelling allowance for the year 2013 and Kshs.5,500\u002F=\nfor the year 2014.",{"bindId":125,"name":104,"text":105},"COMMUTE_trigger",{"bindId":127,"name":128,"text":129},"SUNDAY_trigger","Overtime shall be payable for hours work","Overtime shall be payable for hours worked in excess of the normal hourly\nrate.\n\n(a)For hours worked on normal working days at double the normal hourly\nrate.\n\n(b)For hours worked on normal rest days and Gazetted Public Holiday's time\noff on another working day or payment at twice the normal hourly rate by mutual\nagreement. Such agreement to be undertaken between the employer and\nemployee.",{"bindId":131,"name":122,"text":123},"ANNLEAVE_trigger",{"bindId":133,"name":128,"text":129},"sundayallowancetype",{"bindId":135,"name":108,"text":109},"overtimeallowanceperc1",{"bindId":137,"name":138,"text":139},"hourspweek","1.HOURS OF WORK: The normal working week","1.HOURS OF WORK:\n\nThe normal working week shall consist of 50 hours for indoor staff and 46\nhours for the outdoor staff spread over 6 days of the week.",{"bindId":141,"name":54,"text":55},"contracttrial",{"bindId":143,"name":58,"text":59},"sicknesspay",{"bindId":145,"name":104,"text":105},"commutingallowanceamount1",{"bindId":147,"name":50,"text":51},"longserviceallowancetype1",{"bindId":149,"name":68,"text":69},"dayspweek_select",{"bindId":151,"name":88,"text":89},"paidmaternityleaveall",{"bindId":153,"name":154,"text":155},"SCHEDULE_trigger","13.WEEKLY REST DAYS An employee shall be","13.WEEKLY REST DAYS\n\nAn employee shall be entitled to one rest day in every period of seven (7)\ndays provided that:\n\n\n\n(a) An employer and an employee may, by mutual consent, agree to the\ndeferment of the employees rest days in alternate weeks, up to a maximum of 14\ndays may be accumulated under this agreement.\n\n(b) The days accumulated in accordance with paragraph (a) will be taken at\none time as leave with full pay, in addition to annual leave provided for in\nclause 3 part of part II of this Agreement.\n\n(c) Where an employee's rest days are deferred in accordance with paragraph\n(a) of this clause such employee's working hours shall not exceed 58 hours in\nany week for indoor staff and 53 hours for outdoor staff.\n\n(d) Where an employee's off day falls on a gazetted public holiday and the\nemployee does not work on that day his\u002Fher rest day shall be deemed to have\nbeen deferred. If however, he works on his\u002Fher rest day, which falls on, a\ngazetted public holiday he\u002Fshe will be paid at double his\u002Fher normal rate and\nthe rest day is deemed to have been deferred.",{"bindId":157,"name":158,"text":159},"paidpaternityleave","(e)A male employee will be entitled to t","(e)A male employee will be entitled to two weeks paternity leave.",{"bindId":161,"name":162,"text":163},"schedulesrestpw","An employee shall be entitled to one res","An employee shall be entitled to one rest day in every period of seven (7)\ndays provided that:",{"bindId":165,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":167,"name":128,"text":129},"sundayallowanceperc1",{"bindId":169,"name":46,"text":47},"lowwageperiod",{"bindId":171,"name":122,"text":123},"annleaveallowanceamount1",{"bindId":173,"name":174,"text":175},"trainingprogrammes","27.PAID EDUCATIONAL LEAVE Upon the reque","27.PAID EDUCATIONAL LEAVE\n\nUpon the request of an employee for leave for educational\u002Ftraining of a\nnature which will enable him\u002Fher to better perform his\u002Fher job the employer may\nallow such employee to proceed to a recognized educational institution for\ntraining and grant such leave with full pay as is necessary; as long as\nsufficient documentation of admission to the said institution is provided.",{"bindId":177,"name":178,"text":179},"contractseverancepay1","In the event of redundancy the following","In the event of redundancy the following principles shall apply: -\n\n\n\n(a) The Union shall be informed in writing at least one month in advance of\nthe reasons for and the extent of the intended redundancy\n\n(b) The principle of “LAST IN, FIRST OUT” shall be adopted in the\nparticular category of employees affected, subject to all other factors such as\nskill, merit, ability and reliability being equal\n\n(c) The redundant employee shall be entitled to the appropriate period of\nnotice or pay in lieu of notice and other terminal benefits covered by this\nagreement\n\n(d) The redundant employee shall be entitled to severance pay at the rate of\n30 days wages for each completed year of service\n\n(e) The notice shall be given\u002Fissued to the employees according to clause 16\nof this agreement.",{"bindId":181,"name":182,"text":183},"bankholidays1","12.GAZETTED PUBLIC HOLIDAYS (a) Employee","12.GAZETTED PUBLIC HOLIDAYS\n\n(a) Employees will be granted leave with full pay on all Gazetted Public\nHolidays, provided that they do not absent themselves from work without\npermission on the proceeding day and subject to their reporting to duty on the\nday following the Gazetted Public Holiday.\n\n(b) Where an employee is required to work on Public Holiday which falls on\nhis\u002Fher rest day, he will be paid for the hours worked at twice his minimum\nhourly rate, and be given another day off in lieu of his\u002Fher rest day.",{"bindId":185,"name":108,"text":109},"overtimeallowancetype",{"bindId":187,"name":46,"text":47},"LOWWAGE_trigger",{"bindId":189,"name":138,"text":139},"hourspweek_select",{"bindId":191,"name":192,"text":193},"mealvouchers","30.MEALS The Club will provide one meal ","30.MEALS\n\nThe Club will provide one meal to the employees who will be required to work\nfull shift without a break.",{"bindId":195,"name":58,"text":59},"sicknessmaxdays",{"bindId":197,"name":88,"text":89},"paidmaternityleave",{"bindId":199,"name":108,"text":109},"overtimeallowancetypeperiod",{"bindId":201,"name":178,"text":179},"contractseverancepay",{"bindId":203,"name":112,"text":113},"PAIDLEAV_trigger",{"bindId":205,"name":158,"text":159},"paidpaternityleaveduration",{"bindId":207,"name":88,"text":89},"jobsecuritymothers","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Karen Country Club - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Entertainment, culture, sports\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                        Karen Country Club\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 Domestic Hotels, Educational Institutes, Hospitals 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        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 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: → Yes\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: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 50.0\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: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.5 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\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: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-01\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 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: → 200 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 350.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → KES 2800.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[213],{"title":37,"slug":33},[215],{"type":216,"data":217},"call_to_action_body_block",{"title":218,"description":219,"variant":220,"link":221},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":218,"url":222,"description":218,"rel":223,"type":224},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[226],{"type":216,"data":227},{"title":218,"description":219,"variant":220,"link":228},{"title":218,"url":222,"description":218,"rel":223,"type":224},[]]