[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-karen-provision-stores-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":134,"content_type_view":135,"extra_breadcrumbs":136,"body":138,"body_blocks":149,"related_pages":153},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":132,"translations":133},{"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-provision-stores-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-","e499561c-c969-11e4-b2f7-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-karen-provision-stores-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-\u002Fmemorandum-of-agreement-between-karen-provision-stores-limited-and-the-kenya-union-of-commercial-food-and-allied-workers-\u002F","Memorandum of Agreement between Karen Provision Stores Limited and the Kenya Union of Commercial, Food and Allied Workers - 2014","KEN Karen Provision Stores Limited - 2014","Kenya - KEN Karen Provision Stores Limited - 2014","KEN Karen Provision Stores Limited - 2014 - Wholesale",{"name":41,"data":42},"KAREN PROVISION STORES CBA 2014.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>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN KAREN PROVISION STORES LIMITED THE KENYA\nUNION OF COMMERCIAL, FOOD AND ALLIED WORKERS IN THE MATTER OF WAGES AND OTHER\nTERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fh1>\n\n\u003Cp>The company and the union meeting together in a free heart and voluntary\nassociation, agree and enter into foregoing agreement negotiated between them\nat the Joint Negotiating Committee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>1 (A) BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSE ALLOWANCE)\u003C\u002Fh3>\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>\u003C\u002Ftd>\n      \u003Ctd>1st Year \n\n        \u003Cp>1.7.2013 \u003C\u002Fp>\n\n        \u003Cp>Kshs p.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1st Year \n\n        \u003Cp>1.7.2013 \u003C\u002Fp>\n\n        \u003Cp>Kshs p.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 1:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>General labourer\n\n        \u003Cp>including cleaner\u003C\u002Fp>\n\n        \u003Cp>and sweeper\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,700\u003C\u002Ftd>\n      \u003Ctd>10,870\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 6:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Shop Assistant, dough maker,\n\n        \u003Cp>Driver (cars and light vans)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,530\u003C\u002Ftd>\n      \u003Ctd>14,630\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 7:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Baker, general clerk)\u003C\u002Ftd>\n      \u003Ctd>16,580\u003C\u002Ftd>\n      \u003Ctd>16,680\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Category 11:\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cashiers\u003C\u002Ftd>\n      \u003Ctd>24,288.05\u003C\u002Ftd>\n      \u003Ctd>26,726.86\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. (B) WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All Unionisable employees in the employment of the company, who are\nconfirmed in their appointment as at 30th June, 2013 will receive a wage\nincrease of 12% from 1st July, 2013 to cover the first year. All unionisable\nemployees in the employment of the company, who are confirmed in their\nappointment as at 30th June 2014 will receive a wage increase of 12% from 1st\nJuly 2014 to cover the second year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every unionisable employee who is not provided with free accommodation by\nthe employer will be entitled to a monthly house allowance 20% of his basic\nsalary, subject to a minimum of Kshs.2,500\u002F-.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. PROBATION PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) All employees shall be required to serve a probation period of three\nmonths before being confirmed in the appointment. During such period the\nemployment may be terminated by either party by giving 14 days notice in\nwriting or pay in lieu of notice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) On initial appointment an employee shall be issued with a letter of\nappointment detailing terms and conditions of his employment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>The normal working week shall consist of 45 hours spread over a period of\nsix days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(a) An employee shall be entitled to not less than one rest day each\nweek.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. PAYMENT OF OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Authorized overtime shall be payable at the following rates:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-overtimeallowancetypeperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cp>(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 4 above, at one and a half (1½) times the normal hourly\nrate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(b) For time worked on the employee's normal rest day and Gazetted Public\nHolidays, at double the normal rate.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(c) For the purposes of computing payment for overtime work, the hourly rate\nshall be 1\u002F195 and multiplied by the monthly salary for all employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>After each period of twelve month's continuous service with the company, an\nemployee shall be entitled to annual leave of twenty four days (24) working\ndays with full pay on the anniversary date of the employee's employment. Where\nemployment is terminated after the completion of two or more consecutive\nmonth's service, the employee will be entitled to two days leave with full pay\nfor each completed month of service. The employee shall receive pay in lieu of\nsuch leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspaytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>After the probationary period, and subject to production of a medical\ncertificate signed by an approved medical practitioner or a company- appointed\ndoctor, an employee will be entitled to sick leave in any one year as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) 35 days with full pay\u003C\u002Fp>\n\n\u003Cp>(ii) 30 days with half pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) A woman employee shall be entitled to maternity leave with full pay as\nprovided by the Employment Act 2007.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cp>(b) Paternity leave for male employees shall be as provided by the\nEmployment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) An employee desiring to take leave on compassionate grounds shall by\nprior arrangements with the company be granted 7 days leave and the leave taken\nshall not be off set from his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>(b) An employee may in addition to leave provided in sub-paragraph (a) of\nthis paragraph be granted ten day's (10) compassionate leave without pay in any\none year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>Employees who are required by the Company to wear uniforms shall be issued\nwith two pairs of such uniform in each year. Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The employee shall wear his\u002Fher uniform at all times while on duty\nunless directed otherwise by the employer.\u003C\u002Fp>\n\n\u003Cp>(b) The employee shall not wear his\u002Fher uniform at any other time other than\nwhen proceeding to or from duty without the express permission from the\ncompany.\u003C\u002Fp>\n\n\u003Cp>(c) The laundering of uniforms shall be at the Company's expense. The\nemployee will nevertheless maintain the uniform in a tidy and clean\ncondition.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Protective clothing will be provided in accordance with the provisions of\nthe Factories Act.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The employer shall identify quality clinics, hospitals for his employees to\nattend.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Medical Treatment Rules to apply as per the Employment Act 2007. The\nemployer shall identify quality clinics and hospitals for referral of his\nemployees\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following shall apply; the company shall, one month prior to\ntaking action, inform the Union of the principles that shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Intended redundancy giving the reasons for, and the extent of such\nredundancy. During the notice period, the Union shall reserve the right to make\nrepresentation to the employer. In any case, all matters concerned with\nredundancy shall be subject to the procedures stipulated in the Employment Act\n2007, Laws of Kenya.\u003C\u002Fp>\n\n\u003Cp>(b) The company shall adopt the principles of \"Last in First out\" provided\nthat, due regard to seniority in the time, skill, ability, and reliability of\neach employee belonging to the particular category of employees affected by the\nredundancy shall be considered.\u003C\u002Fp>\n\n\u003Cp>(c) Any leave due to an employee who is declared redundant shall be paid for\nin cash.\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employee(s) shall be entitled to notice or pay in lieu of\nsuch notice as outlined in Clause 15.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 23 days pay for each complete year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. WARNING\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or commits an offence,\nwhich does not warrant instant dismissal, shall be warned in writing and the\nfollowing procedure shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first and the second warning shall be entered in the employee's\nemployment record and the shopsteward of the union informed accordingly.\u003C\u002Fp>\n\n\u003Cp>(b) The second warning shall be copied to the General Secretary of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>(c) If any employee who has received two written warnings commits a third\noffence he may be liable to termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee completes three hundred and sixty five days,\nfrom the date of the second warning without committing further offence, any\nwarnings entered in his employment record shall be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>After the completion of the probationary period, services may be terminable\nby either party by giving notices as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 - 4 years- 1 month notice\u003C\u002Fp>\n\n\u003Cp>4 - 9 years - 2 months notice\u003C\u002Fp>\n\n\u003Cp>Over 9 years- 3 months notice\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>An employee shall be liable to summary dismissal for gross misconduct\ndefined in the Employment Act, namely:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) If without leave or other lawful cause, an employee absent\nhimself\u002Fherself from the place proper and appointed for the performance of\nhis\u002Fher work.\u003C\u002Fp>\n\n\u003Cp>(ii) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable to perform his work.\u003C\u002Fp>\n\n\u003Cp>(iii) If an employee wilfully neglects to perform any work which it was his\nduty to have performed, or if he carelessly and improperly performs any work\nwhich from its nature it was his duty under contract to have performed\ncarefully and properly.\u003C\u002Fp>\n\n\u003Cp>(iv) If an employee uses abusive or insulting language or behaves in a\nmanner insulting, to his employer or to any person placed in authority over him\nby his employer.\u003C\u002Fp>\n\n\u003Cp>(v) If, an employee knowingly fails, or refuses, to obey any lawful and\nproper command which it was within the scope of his duty to obey, issued by his\nemployer or any person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>(vi) If in the lawful exercise of any arrest given by or under any written\nlaw, and employee is arrested for a cognizable offence punishable by\nimprisonment and is not within ten (10) days either released on bail or bond or\notherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>(vii) If, an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed any criminal offence against or to the\nsubstantial detriment of his employer or his employer's property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. SALARY ADVANCES\u003C\u002Fh3>\n\n\u003Cp>The company agrees to the payment of mid-month advances to those employees\nwho wish, advances should not exceed one half of the net monthly salary of the\nemployee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee travelling on his annual leave shall be entitled to a leave\ntravelling allowance of Kshs.2800\u002F= (Two thousand eight hundred shillings.)\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(i) In the event of death of an employee, the employer will contribute a sum\nof Kshs.35,000\u002F= (thirty five thousand shillings). Other expenses to be\nconsidered on merit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Allow up to two workmates to attend burial.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>This shall be dealt with in accordance with the Employment Act 2007, which\nreads:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) Every employee shall be given a certificate of service by his employer\nupon the termination of his employment unless such employment has continued for\na period of less than four consecutive weeks and every such certificate shall\ncontain:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when the 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, and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>(2) Subject to subsection (1) of this section no employer is bound to give\nany employee any testimonial reference or certificate relating to the character\nor performance of an employee.\u003C\u002Fp>\n\n\u003Cp>(3) Any employer who wilfully or by neglect fails to give an employee a\ncertificate of service in accordance with subsection (1) of this section, or\nthis section, or who in a certificate of service includes a statement which he\nknows to be false, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>21. LUNCH\u002FMEALS\u003C\u002Fh3>\n\n\u003Cp>The custom and practice in place to continue.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. RETIREMENT \u003C\u002Fh3>\n\n\u003Cp>Employees may retire under the following conditions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Compulsory retirement on attaining 55 (fifty five) years\u003C\u002Fp>\n\n\u003Cp>(ii) Voluntary retirement at the age of 50 (fifty) years\u003C\u002Fp>\n\n\u003Cp>(iii) On certified medical grounds at any age.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. PAID LEAVE FOR TRADE UNION FUNCTIONS\u003C\u002Fh3>\n\n\u003Cp>Provided that the union gives reasonable written notice, the employer shall\narrange to release, on full pay, shopstewards who may be required to attend\nscheduled legitimate meetings or seminars and other specific educational\nprogrammes for not more than 7 days in a year. Only two shopstewards at any one\ntime may be released.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. BONUS\u003C\u002Fh3>\n\n\u003Cp>Bonus will be at Management's discretion as per custom and practice in\nplace.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Where an employee is required to perform work in a higher grade than\nhis\u002Fher, he\u002Fshe shall be notified in writing.\u003C\u002Fp>\n\n\u003Cp>(b) If he\u002Fshe performs for not less than 20 consecutive days, he\u002Fshe shall\nbe entitled to an acting point of the grade he\u002Fshe is acting.\u003C\u002Fp>\n\n\u003Cp>(c) If he\u002Fshe acts continuously in that position for a period of three (3)\nmonths he\u002Fshe shall be confirmed in that position permanently.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that initial probation period may be extended by another 3 months\nby the employer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Promotion from one grade to another is not automatic and shall be decided\nupon by the company taking into account the job done and the employee's\neducational attainment, length of service and standard of work. Promotion on\nmerit to be considered.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. GRATUITY\u003C\u002Fh3>\n\n\u003Cp>An employee whose services are terminated by the company on the following\ngrounds shall be paid gratuity at the rate of 22 days for each completed year\nof service;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) Retirement\u003C\u002Fp>\n\n\u003Cp>(2) Normal termination\u003C\u002Fp>\n\n\u003Cp>(3) Medical or death\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. AGENCY FEE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This shall be deducted as and when the Minister issues an order.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st day of July 2014, 2nd year shall\nbe effective from 1st July 2014. The Agreement shall remain in force for a\nperiod of 24 months. There after it shall continue in force until it's amended\nby mutual agreement between the two parties. Provided that any party wishing to\namend it gives the other party one month notice of such intention giving in\nwriting the details of the amendment so required.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>......................................................\u003C\u002Fp>\n\n\u003Cp>SATYAN PATEL\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................................\u003C\u002Fp>\n\n\u003Cp>BONIFACE M KAVUVI\u003C\u002Fp>\n\n\u003Cp>SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................................\u003C\u002Fp>\n\n\u003Cp>MIKE O. ORANGA\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..........................................................\u003C\u002Fp>\n\n\u003Cp>PETER M. MUTUA\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF ....................................................\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>MANAGER, INDUSTRIAL RELATION SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ........................ DAY OF\n..................................... 2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fgnk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"contracttrialperiod":44,"hourspweek_select":48,"childcare":52,"STRUCINCR_trigger":56,"funeralpay":60,"MEALALL_trigger":64,"maxsicknesspayperc":68,"OVERTIME_trigger":72,"maxsicknesspaytype":76,"healthcareaccess":78,"healthandsafetypolicy":82,"overtimeallowanceperc1":86,"contracttrial":90,"sicknesspay":93,"dayspweek_select":95,"SCHEDULE_trigger":97,"schedulesrestpw":101,"LOWWAGE_trigger":103,"contractseverancepay1":107,"overtimeallowancetype":111,"overtimeallowancetypeperiod":113,"sicknessmaxdays":116,"paidmaternityleave":118,"contractseverancepay":122,"PAIDLEAV_trigger":124,"paidpaternityleaveduration":128},{"bindId":45,"name":46,"text":47},"contracttrialperiod","(a) All employees shall be required to s","(a) All employees shall be required to serve a probation period of three\nmonths before being confirmed in the appointment. During such period the\nemployment may be terminated by either party by giving 14 days notice in\nwriting or pay in lieu of notice.",{"bindId":49,"name":50,"text":51},"hourspweek_select","The normal working week shall consist of","The normal working week shall consist of 45 hours spread over a period of\nsix days.",{"bindId":53,"name":54,"text":55},"childcare","(a) An employee desiring to take leave o","(a) An employee desiring to take leave on compassionate grounds shall by\nprior arrangements with the company be granted 7 days leave and the leave taken\nshall not be off set from his\u002Fher annual leave.\n\n(b) An employee may in addition to leave provided in sub-paragraph (a) of\nthis paragraph be granted ten day's (10) compassionate leave without pay in any\none year.",{"bindId":57,"name":58,"text":59},"STRUCINCR_trigger","All Unionisable employees in the employm","All Unionisable employees in the employment of the company, who are\nconfirmed in their appointment as at 30th June, 2013 will receive a wage\nincrease of 12% from 1st July, 2013 to cover the first year. All unionisable\nemployees in the employment of the company, who are confirmed in their\nappointment as at 30th June 2014 will receive a wage increase of 12% from 1st\nJuly 2014 to cover the second year.",{"bindId":61,"name":62,"text":63},"funeralpay","(i) In the event of death of an employee","(i) In the event of death of an employee, the employer will contribute a sum\nof Kshs.35,000\u002F= (thirty five thousand shillings). Other expenses to be\nconsidered on merit.\n\n\n\n(ii) Allow up to two workmates to attend burial.",{"bindId":65,"name":66,"text":67},"MEALALL_trigger","21. LUNCH\u002FMEALS The custom and practice ","21. LUNCH\u002FMEALS\n\nThe custom and practice in place to continue.",{"bindId":69,"name":70,"text":71},"maxsicknesspayperc","After the probationary period, and subje","After the probationary period, and subject to production of a medical\ncertificate signed by an approved medical practitioner or a company- appointed\ndoctor, an employee will be entitled to sick leave in any one year as\nfollows:-\n\n\n\n(i) 35 days with full pay\n\n(ii) 30 days with half pay",{"bindId":73,"name":74,"text":75},"OVERTIME_trigger","Authorized overtime shall be payable at ","Authorized overtime shall be payable at the following rates:\n\n(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 4 above, at one and a half (1½) times the normal hourly\nrate.\n\n(b) For time worked on the employee's normal rest day and Gazetted Public\nHolidays, at double the normal rate.\n\n(c) For the purposes of computing payment for overtime work, the hourly rate\nshall be 1\u002F195 and multiplied by the monthly salary for all employees.",{"bindId":77,"name":70,"text":71},"maxsicknesspaytype",{"bindId":79,"name":80,"text":81},"healthcareaccess","The employer shall identify quality clin","The employer shall identify quality clinics, hospitals for his employees to\nattend.\n\n\n\nMedical Treatment Rules to apply as per the Employment Act 2007. The\nemployer shall identify quality clinics and hospitals for referral of his\nemployees",{"bindId":83,"name":84,"text":85},"healthandsafetypolicy","Protective clothing will be provided in ","Protective clothing will be provided in accordance with the provisions of\nthe Factories Act.",{"bindId":87,"name":88,"text":89},"overtimeallowanceperc1","(a) For time worked in excess of the nor","(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 4 above, at one and a half (1½) times the normal hourly\nrate.",{"bindId":91,"name":46,"text":92},"contracttrial","(a) All employees shall be required to serve a probation period of three\nmonths before being confirmed in the appointment. During such period the\nemployment may be terminated by either party by giving 14 days notice in\nwriting or pay in lieu of notice.\n\n(b) On initial appointment an employee shall be issued with a letter of\nappointment detailing terms and conditions of his employment.",{"bindId":94,"name":70,"text":71},"sicknesspay",{"bindId":96,"name":50,"text":51},"dayspweek_select",{"bindId":98,"name":99,"text":100},"SCHEDULE_trigger","(a) An employee shall be entitled to not","(a) An employee shall be entitled to not less than one rest day each\nweek.",{"bindId":102,"name":99,"text":100},"schedulesrestpw",{"bindId":104,"name":105,"text":106},"LOWWAGE_trigger","1 (A) BASIC MINIMUM WAGES (EXCLUSIVE OF ","1 (A) BASIC MINIMUM WAGES (EXCLUSIVE OF HOUSE ALLOWANCE)\n\n\n  \n  \n  \n  \n  \n    \n      \n      1st Year \n\n        1.7.2013 \n\n        Kshs p.m.\n      \n      1st Year \n\n        1.7.2013 \n\n        Kshs p.m.\n      \n    \n    \n      Category 1:\n      \n      \n    \n    \n      General labourer\n\n        including cleaner\n\n        and sweeper\n      \n      10,700\n      10,870\n    \n    \n      Category 6:\n      \n      \n    \n    \n      Shop Assistant, dough maker,\n\n        Driver (cars and light vans)\n      \n      14,530\n      14,630\n    \n    \n      Category 7:\n      \n      \n    \n    \n      Baker, general clerk)\n      16,580\n      16,680\n    \n    \n      Category 11:\n      \n      \n    \n    \n      Cashiers\n      24,288.05\n      26,726.86\n    \n  \n",{"bindId":108,"name":109,"text":110},"contractseverancepay1","(e) An employee declared redundant shall","(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 23 days pay for each complete year of service.",{"bindId":112,"name":88,"text":89},"overtimeallowancetype",{"bindId":114,"name":88,"text":115},"overtimeallowancetypeperiod","(a) For time worked in excess of the normal number of hours per week, as\nspecified in paragraph 4 above, at one and a half (1½) times the normal hourly\nrate.\n\n(b) For time worked on the employee's normal rest day and Gazetted Public\nHolidays, at double the normal rate.",{"bindId":117,"name":70,"text":71},"sicknessmaxdays",{"bindId":119,"name":120,"text":121},"paidmaternityleave","(a) A woman employee shall be entitled t","(a) A woman employee shall be entitled to maternity leave with full pay as\nprovided by the Employment Act 2007.\n\n(b) Paternity leave for male employees shall be as provided by the\nEmployment Act 2007.",{"bindId":123,"name":109,"text":110},"contractseverancepay",{"bindId":125,"name":126,"text":127},"PAIDLEAV_trigger","After each period of twelve month's cont","After each period of twelve month's continuous service with the company, an\nemployee shall be entitled to annual leave of twenty four days (24) working\ndays with full pay on the anniversary date of the employee's employment. Where\nemployment is terminated after the completion of two or more consecutive\nmonth's service, the employee will be entitled to two days leave with full pay\nfor each completed month of service. The employee shall receive pay in lieu of\nsuch leave.",{"bindId":129,"name":130,"text":131},"paidpaternityleaveduration","(b) Paternity leave for male employees s","(b) Paternity leave for male employees shall be as provided by the\nEmployment Act 2007.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Karen Provision Stores Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\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: → Wholesale\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Wholesale of food, beverages and tobacco\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                        Karen Provision Stores 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 - Kenya Union of Commercial Food and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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): → 28 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 65 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → 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: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Agreed lowest wage per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lowest wage: → KES 10700.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: →  %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 12 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2014-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[137],{"title":37,"slug":33},[139],{"type":140,"data":141},"call_to_action_body_block",{"title":142,"description":143,"variant":144,"link":145},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":142,"url":146,"description":142,"rel":147,"type":148},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[150],{"type":140,"data":151},{"title":142,"description":143,"variant":144,"link":152},{"title":142,"url":146,"description":142,"rel":147,"type":148},[]]