[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-kartasi-industries-limited-and-kenya-union-of-printing-publishing-paper-manufacturers-pulp-and-packaging-industries---2013":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":142,"content_type_view":143,"extra_breadcrumbs":144,"body":146,"body_blocks":157,"related_pages":161},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":140,"translations":141},{"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-kartasi-industries-limited-and-kenya-union-of-printing-publishing-paper-manufacturers-pulp-and-packaging-industries---2013","e91619ca-f297-11e5-9503-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kartasi-industries-limited-and-kenya-union-of-printing-publishing-paper-manufacturers-pulp-and-packaging-industries---2013\u002Fmemorandum-of-agreement-between-kartasi-industries-limited-and-kenya-union-of-printing-publishing-paper-manufacturers-pulp-and-packaging-industries---2013\u002F","Memorandum of Agreement between Kartasi Industries Limited and Kenya Union of Printing, Publishing, Paper Manufacturers Pulp and Packaging Industries - 2013","KEN Kartasi Industries Limited - 2013","Kenya - KEN Kartasi Industries Limited - 2013","KEN Kartasi Industries Limited - 2013 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN KARTASI INDUSTRIES LIMITED And KENYA UNION OF PRINTING.html.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New8\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 KARTASI INDUSTRIES LIMITED And KENYA UNION\nOF PRINTING, PUBLISHING, PAPER MANUFACTURERS PULP AND PACKAGING INDUSTRIES\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF WAGES TERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>The parties to this agreement, meeting together in the free heart and\nvoluntary association, agree and enter into Agreement in the matters of wages,\nterms and conditions of employment between them. However, all unionsable\nemployees will not get conditions of service or any other benefits which are\nless favourable than provided under this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. PROBATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>The period of probation shall be maximum of three months from the date of an\nemployee's engagement. At any time prior to the full completion of a probation\nperiod, the notice of termination of employment shall be 7 days by either\nparty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(a) The normal working week shall be 44 hours, worked over five full days,\nor five full days and one day in part, in any seven consecutive days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The actual starting and finishing times shall be determined by the\nrequirements of the employer, which shall be given in writing.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a)Overtime shall be paid as follows in respect of the hours worked over the\nabove normal working hours per week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monday to Saturday: One and half times.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sunday and Gazetted Public Holidays: Two times.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)The basic hourly rate for any employee shall be calculated by the\nfollowing formula:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employee's Basic salary per month x 12\u002F2288\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a)Twenty nine (29) consecutive days leave shall be granted for each\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Annual leave may be accumulated to a maximum of fifty eight consecutive\ndays on completion of two years service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The time of taking leave shall, whenever possible be arranged mutually\nbut shall otherwise be granted and taken at the convenience of the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Proportionate leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any employee whose services are terminated or who resigns giving the\nappropriate notice shall be entitled to pro-rata days leave for each completed\nmonth of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>(e)Leave Over Public Holidays\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The authorised annual leave of any employee that includes within its number\nof consecutive days any of the following Public Holidays:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>New Year Day-\u003C\u002Fp>\n\n\u003Cp>Mashujaa Day\u003C\u002Fp>\n\n\u003Cp>Good Friday-\u003C\u002Fp>\n\n\u003Cp>Independence Day\u003C\u002Fp>\n\n\u003Cp>Easter Monday \u003C\u002Fp>\n\n\u003Cp>-Christmas Day\u003C\u002Fp>\n\n\u003Cp>Id-Uil-Fitr-\u003C\u002Fp>\n\n\u003Cp>Madaraka Day\u003C\u002Fp>\n\n\u003Cp>Labour Day-\u003C\u002Fp>\n\n\u003Cp>Boxing Day\u003C\u002Fp>\n\n\u003Cp>May be extended by the employee by the number of Public Holidays as above\nthat are included within the authorised leave period which fall during such\nleave period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee shall be entitled to a leave travelling allowance of Shs.3,190\u002F=\nw.e.f. 1.1.2013, payable in advance when he\u002Fshe qualifies to proceed on his\u002Fher\nannual leave. Such leave allowance will be paid once a year. If any employee\ndoes not take his\u002Fher leave at the request of the employer, such allowance will\nbe accumulated on the completion of two years service only. After that it will\nnot be paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>(a) Employees are entitled to 30 days sick leave on full pay and a further\n30 days on half pay, per annum subject to a medical certificate and the\nemployer if not satisfied with such certificate produced by employee may refer\nthe employee for examination by a company doctor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Time spent at dispensaries awaiting treatment is to be deductable from\nthe 30 days leave on full pay except where the employer has ordered the\nemployee to go to a company doctor for re-checking the medical certificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the sole discretion of the employer, additional days maybe granted to the\nemployee with either full pay or half pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)In case of actual continuous hospitalisation the sick leave will be\nextended by up to 30 days with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveall\">\u003Cp>A woman employee shall be entitled to three months maternity leave with full\npay provided that-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(a) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) Child-birth in respect of a female employee shall not be deemed to be\nsickness under the sickness clause in this Agreement and the employer shall not\nbe required to meet medical expenses incurred thereof.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(c) A female employee who takes maternity leave shall not incur any loss of\nemployment\u002Fprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(d)A male employee shall be entitled to 2 weeks paternity leave with fully\npay once every year when a wife registered with the employer gives birth.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cp>(a)An employee desirous of taking leave on compassionate grounds shall by\nprior arrangements with the employer be granted such leave upto his earned\nleave entitlement under paragraph 5 of this agreement and the leave taken shall\nbe subsequently set off against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)An employee may, in addition to the leave provided in sub-paragraph (a)\nof this paragraph be granted five days compassionate leave without pay in any\none year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medical treatment shall be given according to the provisions of the\nEmployment Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. INJURY BY ACCIDENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>In case of accident covered by the Work Injury Benefits Act, 2007 payment\nwill be made in accordance with the Laws.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than 29 days in an occupation or grade for which the basic minimum\nwage prescribed under clause 26 of this agreement is higher than the basic wage\nnormally earned by the employee, he shall be paid acting allowance at a rate\nnot less than the difference between such basic minimum wage and his\u002Fher normal\nbasic wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>The company will provide a reasonable accommodation or pay a housing\nallowance of Kshs.3,400\u002F= per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) Uniforms\u002FProtective Clothing will be provided to an employee (two pairs\nas required under the Occupational Safety and Health Act, 2007 and will remain\nthe property of the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) One bar of washing soap per month shall be provided or laundry will be\nundertaken by the company for the uniform\u002Fprotective clothing. No soap shall be\nissued when an employee is on leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If, it is observed that the uniform\u002Fprotective clothing is not kept\nclean and tidy or not washed, disciplinary action will be taken against the\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>(a) Established employees of upto (5) five years service, shall be subject\nto not less than one calendar month notice of termination of employment or one\nmonth's pay in-lieu thereof. On resignation the employee shall give one\ncalendar month notice or pay of one month's salary in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Those with more than (5) years service shall be subject to two calendar\nmonths' notice of termination of employment or two months' pay in lieu. Such\nnotice shall be in writing and shall take effect from the date it is\ntendered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any employee may be summarily dismissed for proven gross misconduct and\npaid up to and including the date of dismissal plus accrued leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee commits any act of misconduct he shall be given a\nwritten warning for each act and on the third instance his\u002Fher employment may\nbe terminated summarily. An employee shall be entitled to refer any such\nwarning to his\u002Fher union for appeal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee completes 12 months from the date of the second warning\nwithout further faults, any warnings recorded on his\u002Fher file will be\ncancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. TERMINAL PAYMENT\u003C\u002Fh2>\n\n\u003Cp>(a)An employee on completion of two years continuous service with an\nemployer shall be entitled to a minimum of 17 days pay for every completed year\nof service by way of gratuity to be based on the employee's wages at the time\nof termination of his\u002Fher services.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)An employee who resigns shall also be entitled to gratuity. An employee\nwho is dismissed on proven gross misconduct will not be entitled to\ngratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. LEAVE FOR UNION PURPOSES\u003C\u002Fh2>\n\n\u003Cp>(i)The company will grant 7 days paid leave to an employee to attend Union\nSeminars provided that the company shall not be called upon to grant such leave\nto more than one employee in any particular year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)The Union Secretary General shall notify the employer one month in\nadvance to grant such leave or in urgent cases 15 days notice in advance of the\ndate of release will suffice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. RETIREMENT BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-pensionfund\">\u003Cp>(a) The normal retirement age shall be 55 years; however an employee may\nretire earlier on certifiable medical grounds.\u003C\u002Fp>\n\n\u003Cp>(b) An employee who retires as provided above shall be entitled to a minimum\nof 17 days pay for every completed year of service by way of gratuity to be\nbased on the employee's wages at the time of termination of his\u002Fher\nservices.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19.REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>(a)Definition of Redundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee or employees in an undertaking may be redundant when that\nundertaking has more employees than it can economically employ, a situation\nthat may arise from mechanisation rationalization (job reorganisation and\u002For\nsimplification) or a decrease in the activity of the undertaking due to\neconomic or other causes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b)Principles of Redundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i)The Union shall be informed 3 months in advance of the reasons for and\nthe extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii)Selection shall be on the basis of \"Last In, First Out\" in the\nparticular department or classification of employees affected subject to all\nother factors such as skills and reliability being in the opinion of the\nmanagement equal. Provided that an employee will not be removed solely because\nof age or union activities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(c)Compensation for Redundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Upon Completion of 2 years and above of continuous service with the company\nan employee shall be entitled to severance pay at the rate of 17 days wages for\nevery completed year of service based on the wages being earned at time being\ndeclared redundant.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. SUMMARY DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumeration of\nsuch matters shall not preclude an employer or an employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nother matters not mentioned in this section, constitute justifiable or lawful\ngrounds for such dismissal:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) If, without leave or other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated, an employee\nrenders himself unwilling or incapable for the performance of his work\nproperly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)If, an employee wilfully neglects to perform any work which it was his\nduty to have performed or if he carelessly and improperly performs any work\nwhich from its nature it was his duty under his contract, to have performed\ncarefully and properly\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) 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>\u003C\u002Fp>\n\n\u003Cp>(e) If, an employee uses abusive or insulting language or behaves in a\nmanner insulting to his employer or any person placed in authority over him by\nhis employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) If, in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within ten days either released on bail or on bond or\notherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g)If, any 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's property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>The company shall issue to an employee a certificate of service upon\ntermination of his employment, unless the employment has continued for a period\nof less than four consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>The certificate of service issued under this section shall contain only the\nfollowing particulars:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee;\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment of the employee commenced;\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment of the employee;\u003C\u002Fp>\n\n\u003Cp>(e) The date when the employment of the employee ceased; and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed by the Minister for Labour\nfrom time to time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subject to the foregoing the employer is not bound to give to an employee a\ntestimonial, reference or certificate relating to the character or performance\nof that employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. CHECK OFF SYSTEM\u003C\u002Fh2>\n\n\u003Cp>Check off system will continue to be operated by the Company in accordance\nwith the provisions of the Labour Relations Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. PROMOTION\u003C\u002Fh2>\n\n\u003Cp>Where a vacancy of promotional nature arises, the employer shall give first\nconsideration to existing employees within the group or department in which the\nvacancy occurs, subject to each employees qualifications, ability, length of\nservice, experience and other relevant merits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. LUNCH BREAK\u003C\u002Fh2>\n\n\u003Cp>Shall be provided for all workers and every employee shall be given half an\nhour for lunch.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. INSURANCE AND CO-OPERATIVE SCHEME\u003C\u002Fh2>\n\n\u003Cp>Upon the employee requesting the management to deduct; the employer will\ndeduct payments for insurance schemes and co-operative society that are\nrecommended by the union and authorised by the employees. Provided that the\nemployer shall ensure that all deductions shall not exceed two thirds of the\nemployee’s salary for any month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. DEATH\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In case an employee dies whilst in the company employment, the company shall\npay Kshs.13,000\u002F- towards funeral expenses.\u003C\u002Fp>\n\n\u003Cp>Each employee will contribute Kshs.100\u002F- towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch2>27. JOB CLASSIFICATIONS\u003C\u002Fh2>\n\n\u003Cp>W.E.F. 1st January, 2012 to 30th April, 2014\u003C\u002Fp>\n\n\u003Cp>5% above minimum wage based on the 2012 wages guidelines as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Basic Minimum Wages\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade\n(a)----------------------------------------------------------------------------------------Ksh.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Driver - Medium Size\nVan..........................................................15,292\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade (b)\u003C\u002Fp>\n\n\u003Cp>Telephone\nOperator......................................................................13,876\u003C\u002Fp>\n\n\u003Cp>General\nClerk.................................................................................13,876\u003C\u002Fp>\n\n\u003Cp>Store Keeper13,876\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade (c)\u003C\u002Fp>\n\n\u003Cp>Driver - Car & Light\nVan................................................................12,159\u003C\u002Fp>\n\n\u003Cp>Copy Typist12,159\u003C\u002Fp>\n\n\u003Cp>Tape Printing Machine\nOperator................................................12,159\u003C\u002Fp>\n\n\u003Cp>Stencil Machine\nOperator............................................................12,159\u003C\u002Fp>\n\n\u003Cp>Label Die Cutting\u002FPrinting Machine\nOperator...........................12,159\u003C\u002Fp>\n\n\u003Cp>Exercise Book Machine\nOperator.................................................12,159\u003C\u002Fp>\n\n\u003Cp>Ruling Machine\nOperator..............................................................12,159\u003C\u002Fp>\n\n\u003Cp>Cutting Machine Operator (Schnider\u002FThree Knife)....................12,159\u003C\u002Fp>\n\n\u003Cp>Off Set Printing Machine\nOperator...............................................12,159\u003C\u002Fp>\n\n\u003Cp>Computer Printing Machine\nOperator..........................................12,159\u003C\u002Fp>\n\n\u003Cp>Fork lift\nDriver..................................................................................12,159\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade (d)\u003C\u002Fp>\n\n\u003Cp>Tape Slitting Machine\nOperator......................................................11,656\u003C\u002Fp>\n\n\u003Cp>Core Rewinder Machine\nOperator...................................................11,656\u003C\u002Fp>\n\n\u003Cp>Computer Collating Machine\nOperator...........................................11,656\u003C\u002Fp>\n\n\u003Cp>Folding Machine\nOperator...............................................................11,656\u003C\u002Fp>\n\n\u003Cp>Auto Mina Binder Machine\nOperator...............................................11,656\u003C\u002Fp>\n\n\u003Cp>Platen Machine\nOperator..................................................................11,656\u003C\u002Fp>\n\n\u003Cp>Paper Slitting Machine\nOperator......................................................11,656\u003C\u002Fp>\n\n\u003Cp>Paper Clip\u002FStaple Machine\nOperator...............................................11,656\u003C\u002Fp>\n\n\u003Cp>Sewing\u002FStiching Machine\nOperator.................................................11.656\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade (e)\u003C\u002Fp>\n\n\u003Cp>Label\nPrinter........................................................................................10,211\u003C\u002Fp>\n\n\u003Cp>Core\nSlitter..........................................................................................\n10,211\u003C\u002Fp>\n\n\u003Cp>Stencil Punching\nMachine...................................................................\n10,211\u003C\u002Fp>\n\n\u003Cp>Tape Recovery Winder\u002FLabel Rewinder\nMachine..............................10,211\u003C\u002Fp>\n\n\u003Cp>Spiral\u002FPunching Machine\n...................................................................10,211\u003C\u002Fp>\n\n\u003Cp>Glueing Machine\n.................................................................................10,211\u003C\u002Fp>\n\n\u003Cp>Rubber Band Slitting Machine\n............................................................10,211\u003C\u002Fp>\n\n\u003Cp>Emborsing (Gold Foil)\nMachine........................................................ 10,211\u003C\u002Fp>\n\n\u003Cp>Insulating Tape\nmachine......................................................................\n10,211\u003C\u002Fp>\n\n\u003Cp>Laminating\nMachine...........................................................................\n10,211\u003C\u002Fp>\n\n\u003Cp>Packaging\nMachine.............................................................................\n10,211\u003C\u002Fp>\n\n\u003Cp>Perforating\nMachine.............................................................................10,211\u003C\u002Fp>\n\n\u003Cp>Assistant Machine\nOperator...............................................................\n10,211\u003C\u002Fp>\n\n\u003Cp>and or Machine Attendant\u003C\u002Fp>\n\n\u003Cp>Cutting\nMachine.................................................................................10,211\u003C\u002Fp>\n\n\u003Cp>Knife Sharpening Machine\nOperator...............................................10,211\u003C\u002Fp>\n\n\u003Cp>Creasing\u002FCasing Machine\nOperator...................................................10,211\u003C\u002Fp>\n\n\u003Cp>Benison Sealing (Packing) Machine\nOperator...................................10,211\u003C\u002Fp>\n\n\u003Cp>Auto Print Machine\nOperator..............................................................10,211\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade (f)\u003C\u002Fp>\n\n\u003Cp>General\nWorkers...................................................................................9,009\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade (g)\u003C\u002Fp>\n\n\u003Cp>Ungraded\nArtisan.................................................................................12,160\u003C\u002Fp>\n\n\u003Cp>Artisan Grade\nIII....................................................................................15,292\u003C\u002Fp>\n\n\u003Cp>Artisan Grade\nII......................................................................................16,517\u003C\u002Fp>\n\n\u003Cp>Artisan Grade\nI.......................................................................................20,329\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>28..WAGE INCREASE\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>All employees will receive a general wage increase as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Low income earners groupUpper income earners group\u003C\u002Fp>\n\n\u003Cp>(Those earning less than KShs.13,000\u002F=)(Those earning more than\nKShs.13,000\u002F=)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12% w.e.f. 1.1.20138% w.e.f. 1.1.2013\u003C\u002Fp>\n\n\u003Cp>12% w.e.f. 1.1.20148% w.e.f. 1.1.2014\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. SHIFT WORKING\u003C\u002Fh2>\n\n\u003Cp>(a) A shift worker shall be an employee who is regularly called to work,\nwholly or partially hours outside the normal hours laid down by his employer\nsubject to a minimum of 30 hours and to a maximum of 44 hours per week and\nnumber of hours each day as specified in Clause 3 (normal hours) of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Regularly as in the above clause shall mean a minimum of normal shift\nworking day for a minimum of four consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Any employee who is deemed to be a shift worker in accordance with the\ndefinition here laid down shall be paid a premium of 16% basic salary for all\nthe normal hours of each shift worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Should a shift worker work for hours in excess of the normal hours of a\nshift he shall be paid for the excess hours at overtime rates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e).Normal working hours is any time between 7.00 a.m. and 6.00 p.m.\nprovided that the current arrangements for shift allowance will remain\nunchanged.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Overtime rates shall be as laid down in Clause 4 (Overtime) of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(g) Shift workers shall not receive shift premium payments for any hours for\nwhich they receive overtime payments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. DURATION OF THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>The Agreement is effective from 1st January, 2013 and will remain in force\nfor two years until 31st December, 2014. Any party wishing to amend the\nagreement will give 3 months notice setting out in details all the amendments\nso required.\u003C\u002Fp>\n\n\u003Cp>\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>S.J. SHAH\u003C\u002Fp>\n\n\u003Cp>DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION:\u003C\u002Fp>\n\n\u003Cp>....................................\u003C\u002Fp>\n\n\u003Cp>I. WAMBOYE\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................................\u003C\u002Fp>\n\n\u003Cp>MICHAEL MUTANGILI\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HELLEN MWANGANGI\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>....................................\u003C\u002Fp>\n\n\u003Cp>SIMON M. MOTUKA\u003C\u002Fp>\n\n\u003Cp>SHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>...................................\u003C\u002Fp>\n\n\u003Cp>DAN OMONDI)\u003C\u002Fp>\n\n\u003Cp>EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dated this ................................ day of\n..................................................... 2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"jobclassifaction1":48,"hourspweek_select":52,"STRUCINCR_trigger":56,"funeralpay":60,"maternityotherclause":64,"LOWWAGE_provision":68,"pensionfund":70,"OVERTIME_trigger":74,"healthcareaccess":78,"ANNLEAVE_trigger":82,"healthandsafetypolicy":86,"paidpaternityleavepay":90,"contracttrial":94,"sicknesspay":98,"dayspweek_select":102,"paidmaternityleaveall":104,"paidpaternityleave":108,"PAIDLEAV_trigger":110,"LOWWAGE_trigger":114,"contractseverancepay1":116,"bankholidays1":120,"paidmaternityleavepay":124,"sicknessmaxdays":128,"paidmaternityleave":131,"contractseverancepay":134,"jobsecuritymothers":136},{"bindId":45,"name":46,"text":47},"disabilitypay","In case of accident covered by the Work ","In case of accident covered by the Work Injury Benefits Act, 2007 payment\nwill be made in accordance with the Laws.",{"bindId":49,"name":50,"text":51},"jobclassifaction1","27. JOB CLASSIFICATIONS W.E.F. 1st Janua","27. JOB CLASSIFICATIONS\n\nW.E.F. 1st January, 2012 to 30th April, 2014\n\n5% above minimum wage based on the 2012 wages guidelines as follows:\n\n\n\nBasic Minimum Wages\n\n\n\nGrade\n(a)----------------------------------------------------------------------------------------Ksh.\n\n\n\nDriver - Medium Size\nVan..........................................................15,292\n\n\n\nGrade (b)\n\nTelephone\nOperator......................................................................13,876\n\nGeneral\nClerk.................................................................................13,876\n\nStore Keeper13,876\n\n\n\nGrade (c)\n\nDriver - Car & Light\nVan................................................................12,159\n\nCopy Typist12,159\n\nTape Printing Machine\nOperator................................................12,159\n\nStencil Machine\nOperator............................................................12,159\n\nLabel Die Cutting\u002FPrinting Machine\nOperator...........................12,159\n\nExercise Book Machine\nOperator.................................................12,159\n\nRuling Machine\nOperator..............................................................12,159\n\nCutting Machine Operator (Schnider\u002FThree Knife)....................12,159\n\nOff Set Printing Machine\nOperator...............................................12,159\n\nComputer Printing Machine\nOperator..........................................12,159\n\nFork lift\nDriver..................................................................................12,159\n\n\n\nGrade (d)\n\nTape Slitting Machine\nOperator......................................................11,656\n\nCore Rewinder Machine\nOperator...................................................11,656\n\nComputer Collating Machine\nOperator...........................................11,656\n\nFolding Machine\nOperator...............................................................11,656\n\nAuto Mina Binder Machine\nOperator...............................................11,656\n\nPlaten Machine\nOperator..................................................................11,656\n\nPaper Slitting Machine\nOperator......................................................11,656\n\nPaper Clip\u002FStaple Machine\nOperator...............................................11,656\n\nSewing\u002FStiching Machine\nOperator.................................................11.656\n\n\n\nGrade (e)\n\nLabel\nPrinter........................................................................................10,211\n\nCore\nSlitter..........................................................................................\n10,211\n\nStencil Punching\nMachine...................................................................\n10,211\n\nTape Recovery Winder\u002FLabel Rewinder\nMachine..............................10,211\n\nSpiral\u002FPunching Machine\n...................................................................10,211\n\nGlueing Machine\n.................................................................................10,211\n\nRubber Band Slitting Machine\n............................................................10,211\n\nEmborsing (Gold Foil)\nMachine........................................................ 10,211\n\nInsulating Tape\nmachine......................................................................\n10,211\n\nLaminating\nMachine...........................................................................\n10,211\n\nPackaging\nMachine.............................................................................\n10,211\n\nPerforating\nMachine.............................................................................10,211\n\nAssistant Machine\nOperator...............................................................\n10,211\n\nand or Machine Attendant\n\nCutting\nMachine.................................................................................10,211\n\nKnife Sharpening Machine\nOperator...............................................10,211\n\nCreasing\u002FCasing Machine\nOperator...................................................10,211\n\nBenison Sealing (Packing) Machine\nOperator...................................10,211\n\nAuto Print Machine\nOperator..............................................................10,211\n\n\n\nGrade (f)\n\nGeneral\nWorkers...................................................................................9,009\n\n\n\nGrade (g)\n\nUngraded\nArtisan.................................................................................12,160\n\nArtisan Grade\nIII....................................................................................15,292\n\nArtisan Grade\nII......................................................................................16,517\n\nArtisan Grade\nI.......................................................................................20,329",{"bindId":53,"name":54,"text":55},"hourspweek_select","(a) The normal working week shall be 44 ","(a) The normal working week shall be 44 hours, worked over five full days,\nor five full days and one day in part, in any seven consecutive days.\n\n\n\n(b) The actual starting and finishing times shall be determined by the\nrequirements of the employer, which shall be given in writing.",{"bindId":57,"name":58,"text":59},"STRUCINCR_trigger","All employees will receive a general wag","All employees will receive a general wage increase as follows:-\n\n\n\nLow income earners groupUpper income earners group\n\n(Those earning less than KShs.13,000\u002F=)(Those earning more than\nKShs.13,000\u002F=)\n\n\n\n12% w.e.f. 1.1.20138% w.e.f. 1.1.2013\n\n12% w.e.f. 1.1.20148% w.e.f. 1.1.2014",{"bindId":61,"name":62,"text":63},"funeralpay","In case an employee dies whilst in the c","In case an employee dies whilst in the company employment, the company shall\npay Kshs.13,000\u002F- towards funeral expenses.\n\nEach employee will contribute Kshs.100\u002F- towards funeral expenses.",{"bindId":65,"name":66,"text":67},"maternityotherclause","(b) Child-birth in respect of a female e","(b) Child-birth in respect of a female employee shall not be deemed to be\nsickness under the sickness clause in this Agreement and the employer shall not\nbe required to meet medical expenses incurred thereof.",{"bindId":69,"name":50,"text":51},"LOWWAGE_provision",{"bindId":71,"name":72,"text":73},"pensionfund","(a) The normal retirement age shall be 5","(a) The normal retirement age shall be 55 years; however an employee may\nretire earlier on certifiable medical grounds.\n\n(b) An employee who retires as provided above shall be entitled to a minimum\nof 17 days pay for every completed year of service by way of gratuity to be\nbased on the employee's wages at the time of termination of his\u002Fher\nservices.",{"bindId":75,"name":76,"text":77},"OVERTIME_trigger","(a)Overtime shall be paid as follows in ","(a)Overtime shall be paid as follows in respect of the hours worked over the\nabove normal working hours per week.\n\n\n\nMonday to Saturday: One and half times.\n\n\n\nSunday and Gazetted Public Holidays: Two times.\n\n\n\n(b)The basic hourly rate for any employee shall be calculated by the\nfollowing formula:-\n\n\n\nEmployee's Basic salary per month x 12\u002F2288",{"bindId":79,"name":80,"text":81},"healthcareaccess","Medical treatment shall be given accordi","Medical treatment shall be given according to the provisions of the\nEmployment Act, 2007.",{"bindId":83,"name":84,"text":85},"ANNLEAVE_trigger","An employee shall be entitled to a leave","An employee shall be entitled to a leave travelling allowance of Shs.3,190\u002F=\nw.e.f. 1.1.2013, payable in advance when he\u002Fshe qualifies to proceed on his\u002Fher\nannual leave. Such leave allowance will be paid once a year. If any employee\ndoes not take his\u002Fher leave at the request of the employer, such allowance will\nbe accumulated on the completion of two years service only. After that it will\nnot be paid.",{"bindId":87,"name":88,"text":89},"healthandsafetypolicy","(a) Uniforms\u002FProtective Clothing will be","(a) Uniforms\u002FProtective Clothing will be provided to an employee (two pairs\nas required under the Occupational Safety and Health Act, 2007 and will remain\nthe property of the company.\n\n\n\n(b) One bar of washing soap per month shall be provided or laundry will be\nundertaken by the company for the uniform\u002Fprotective clothing. No soap shall be\nissued when an employee is on leave.\n\n\n\n(c) If, it is observed that the uniform\u002Fprotective clothing is not kept\nclean and tidy or not washed, disciplinary action will be taken against the\nemployee.",{"bindId":91,"name":92,"text":93},"paidpaternityleavepay","(d)A male employee shall be entitled to ","(d)A male employee shall be entitled to 2 weeks paternity leave with fully\npay once every year when a wife registered with the employer gives birth.",{"bindId":95,"name":96,"text":97},"contracttrial","The period of probation shall be maximum","The period of probation shall be maximum of three months from the date of an\nemployee's engagement. At any time prior to the full completion of a probation\nperiod, the notice of termination of employment shall be 7 days by either\nparty.",{"bindId":99,"name":100,"text":101},"sicknesspay","(a) Employees are entitled to 30 days si","(a) Employees are entitled to 30 days sick leave on full pay and a further\n30 days on half pay, per annum subject to a medical certificate and the\nemployer if not satisfied with such certificate produced by employee may refer\nthe employee for examination by a company doctor.\n\n\n\n(b) Time spent at dispensaries awaiting treatment is to be deductable from\nthe 30 days leave on full pay except where the employer has ordered the\nemployee to go to a company doctor for re-checking the medical certificate.\n\n\n\nAt the sole discretion of the employer, additional days maybe granted to the\nemployee with either full pay or half pay.\n\n\n\n(c)In case of actual continuous hospitalisation the sick leave will be\nextended by up to 30 days with full pay.",{"bindId":103,"name":54,"text":55},"dayspweek_select",{"bindId":105,"name":106,"text":107},"paidmaternityleaveall","A woman employee shall be entitled to th","A woman employee shall be entitled to three months maternity leave with full\npay provided that-\n\n\n\n(a) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.",{"bindId":109,"name":92,"text":93},"paidpaternityleave",{"bindId":111,"name":112,"text":113},"PAIDLEAV_trigger","(a)Twenty nine (29) consecutive days lea","(a)Twenty nine (29) consecutive days leave shall be granted for each\ncompleted year of service.\n\n\n\n(b) Annual leave may be accumulated to a maximum of fifty eight consecutive\ndays on completion of two years service.\n\n\n\n(c) The time of taking leave shall, whenever possible be arranged mutually\nbut shall otherwise be granted and taken at the convenience of the employer.",{"bindId":115,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":117,"name":118,"text":119},"contractseverancepay1","(c)Compensation for Redundancy Upon Comp","(c)Compensation for Redundancy\n\n\n\nUpon Completion of 2 years and above of continuous service with the company\nan employee shall be entitled to severance pay at the rate of 17 days wages for\nevery completed year of service based on the wages being earned at time being\ndeclared redundant.",{"bindId":121,"name":122,"text":123},"bankholidays1","(e)Leave Over Public Holidays The author","(e)Leave Over Public Holidays\n\n\n\nThe authorised annual leave of any employee that includes within its number\nof consecutive days any of the following Public Holidays:\n\n\n\nNew Year Day-\n\nMashujaa Day\n\nGood Friday-\n\nIndependence Day\n\nEaster Monday \n\n-Christmas Day\n\nId-Uil-Fitr-\n\nMadaraka Day\n\nLabour Day-\n\nBoxing Day\n\nMay be extended by the employee by the number of Public Holidays as above\nthat are included within the authorised leave period which fall during such\nleave period.",{"bindId":125,"name":126,"text":127},"paidmaternityleavepay","(a) A female employee who has taken mate","(a) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.",{"bindId":129,"name":100,"text":130},"sicknessmaxdays","(a) Employees are entitled to 30 days sick leave on full pay and a further\n30 days on half pay, per annum subject to a medical certificate and the\nemployer if not satisfied with such certificate produced by employee may refer\nthe employee for examination by a company doctor.",{"bindId":132,"name":106,"text":133},"paidmaternityleave","A woman employee shall be entitled to three months maternity leave with full\npay provided that-\n\n\n\n(a) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.\n\n\n\n(b) Child-birth in respect of a female employee shall not be deemed to be\nsickness under the sickness clause in this Agreement and the employer shall not\nbe required to meet medical expenses incurred thereof.\n\n\n\n(c) A female employee who takes maternity leave shall not incur any loss of\nemployment\u002Fprivileges during such period.",{"bindId":135,"name":118,"text":119},"contractseverancepay",{"bindId":137,"name":138,"text":139},"jobsecuritymothers","(c) A female employee who takes maternit","(c) A female employee who takes maternity leave shall not incur any loss of\nemployment\u002Fprivileges during such period.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Kartasi Industries Limited - 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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of paper and paper products\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                        Kartasi Industries 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                        Kenya Union of Printing, Publishing, Paper Manufacturers and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 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: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 29.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Idd – ul – Fitr, John Chilembwe Day (15th January), Madaraka Day\n            \u003C\u002Fdiv>\n\n            \n\n            \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 9009.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 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 3190.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[145],{"title":37,"slug":33},[147],{"type":148,"data":149},"call_to_action_body_block",{"title":150,"description":151,"variant":152,"link":153},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":150,"url":154,"description":150,"rel":155,"type":156},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[158],{"type":148,"data":159},{"title":150,"description":151,"variant":152,"link":160},{"title":150,"url":154,"description":150,"rel":155,"type":156},[]]