[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-kenpoly-manufacturers-limited-and-the-kenya-chemical-and-allied-workers-union-":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":196,"content_type_view":197,"extra_breadcrumbs":198,"body":200,"body_blocks":211,"related_pages":215},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":194,"translations":195},{"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-kenpoly-manufacturers-limited-and-the-kenya-chemical-and-allied-workers-union-","2e92be36-0a74-11e3-927c-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kenpoly-manufacturers-limited-and-the-kenya-chemical-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-kenpoly-manufacturers-limited-and-the-kenya-chemical-and-allied-workers-union-\u002F","Memorandum of Agreement Between Kenpoly Manufacturers Limited and The Kenya Chemical and Allied Workers' Union - 2013","KEN Kenpoly Manufacturers Limited - 2013","Kenya - KEN Kenpoly Manufacturers Limited - 2013","KEN Kenpoly Manufacturers Limited - 2013 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENTKENPOLY 2013 1.html","\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>New1\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 KENPOLY MANUFACTURERS LIMITED AND THE KENYA\nCHEMICAL AND ALLIED WORKERS' UNION \u003C\u002Fh1>\n\n\u003Cp>SUBJECT MATTER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by the parties referred to above and shall apply to all employees\ncovered by the definition given by the Union's registered constitution and as\nprovided for by the FKE\u002FCOTU (K) Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART I: WAGES AND HOUSING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>BASIC MINIMUM RATES\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Outgoing Minimum Wages \n\n        \u003Cp>as at \u003C\u002Fp>\n\n        \u003Cp>28\u002F2\u002F2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>New Minimum Wages \n\n        \u003Cp>w.e.f \u003C\u002Fp>\n\n        \u003Cp>1\u002F3\u002F2013\u003C\u002Fp>\n\n        \u003Cp>9% increase\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>New Minimum Wages \n\n        \u003Cp>w.e.f \u003C\u002Fp>\n\n        \u003Cp>1\u002F3\u002F2014\u003C\u002Fp>\n\n        \u003Cp>9% increase\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>New Minimum Wages \n\n        \u003Cp>w.e.f \u003C\u002Fp>\n\n        \u003Cp>1\u002F3\u002F2015\u003C\u002Fp>\n\n        \u003Cp>8% increase\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Special \n\n        \u003Cp>Grade I\u003C\u002Fp>\n\n        \u003Cp>Grade II\u003C\u002Fp>\n\n        \u003Cp>Grade III\u003C\u002Fp>\n\n        \u003Cp>Grade IV\u003C\u002Fp>\n\n        \u003Cp>Grade V\u003C\u002Fp>\n\n        \u003Cp>GradeVI\u003C\u002Fp>\n\n        \u003Cp>GradeVII– Clerical Staff\u003C\u002Fp>\n\n        \u003Cp>Grade I\u003C\u002Fp>\n\n        \u003Cp>Grade II\u003C\u002Fp>\n\n        \u003Cp>Grade III\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>25,921 \n\n        \u003Cp>24,093\u003C\u002Fp>\n\n        \u003Cp>20,665\u003C\u002Fp>\n\n        \u003Cp>19,825\u003C\u002Fp>\n\n        \u003Cp>17,345\u003C\u002Fp>\n\n        \u003Cp>20,665\u003C\u002Fp>\n\n        \u003Cp>15,318\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>24,159\u003C\u002Fp>\n\n        \u003Cp>20,665\u003C\u002Fp>\n\n        \u003Cp>19,825\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>28,254.00 \n\n        \u003Cp>26,261.00\u003C\u002Fp>\n\n        \u003Cp>22,525.00\u003C\u002Fp>\n\n        \u003Cp>21,609.00\u003C\u002Fp>\n\n        \u003Cp>18,906.00\u003C\u002Fp>\n\n        \u003Cp>22,525.00\u003C\u002Fp>\n\n        \u003Cp>16,697.00\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>26,333.00\u003C\u002Fp>\n\n        \u003Cp>22,525.00\u003C\u002Fp>\n\n        \u003Cp>21,610.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>30,797.00 \n\n        \u003Cp>28,625.00\u003C\u002Fp>\n\n        \u003Cp>24,552.00\u003C\u002Fp>\n\n        \u003Cp>23,554.00\u003C\u002Fp>\n\n        \u003Cp>20,608.00\u003C\u002Fp>\n\n        \u003Cp>24,552.00\u003C\u002Fp>\n\n        \u003Cp>18,199.00\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>28,703.00\u003C\u002Fp>\n\n        \u003Cp>24,552.00\u003C\u002Fp>\n\n        \u003Cp>23,554.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>33,260.00 \n\n        \u003Cp>30,915.00\u003C\u002Fp>\n\n        \u003Cp>26,516.00\u003C\u002Fp>\n\n        \u003Cp>25,438.00\u003C\u002Fp>\n\n        \u003Cp>22,257.00\u003C\u002Fp>\n\n        \u003Cp>26,516.00\u003C\u002Fp>\n\n        \u003Cp>19,655.00\u003C\u002Fp>\n\n        \u003Cp>-\u003C\u002Fp>\n\n        \u003Cp>31,000.00\u003C\u002Fp>\n\n        \u003Cp>26,516.00\u003C\u002Fp>\n\n        \u003Cp>25,438.00\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) HOUSING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>Every employee in service will be paid a housing allowance effective from\n1st March, 2013 as outlined hereunder:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W.E.F 1.3.2013-Kshs. 4,400\u003C\u002Fp>\n\n\u003Cp>W.E.F 1.3.2014-Kshs. 4,500\u003C\u002Fp>\n\n\u003Cp>W.E.F 1.3.2015-kshs. 4,600\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cp>(c) GENERAL WAGE INCREASE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st Year w.e.f 1.3.2013\u003C\u002Fp>\n\n\u003Cp>Every employee who was in service as at 1st March, 2013 will be entitled to\na wage increase of 9% of his\u002Fher personal basic rate which he\u002Fshe was earning\nprior to this date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2nd Year w.e.f 1.3.2014\u003C\u002Fp>\n\n\u003Cp>Every employee who will be in service as at 1st March, 2014 will be entitled\nto a general wage increase of 9% on his\u002Fher personal basic rate which he\u002Fshe\nwas earning prior to this date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3rd Year w.e.f 1.3.2015\u003C\u002Fp>\n\n\u003Cp>Every employee who will be in service as at 1st March, 2015 will be given a\ngeneral wage increase of 8% based on the basic rate he\u002Fshe was earning prior to\nthis date.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) CASUAL WORKERS RATE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee employed as a casual worker will be paid at a rate not less than\nthe minimum consolidated for the grade in which he or she is employed as\ncontained in Part I (a) of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART II: OTHER TERMS AND CONDITIONS\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>1. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cp>The first three months of employment shall be treated as probationary\nperiod. For the first month of probation, any party intending to terminate\nservices shall give 48 hours notice or pay in lieu, and the second and third\nmonths, a notice of 7 days or pay in lieu shall be given by either party.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch3>2. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of forty-four hours per week exclusive of meal break hours,\nprovided that an employee who is required to work in excess of 44 hours per\nweek shall be paid for such excess hours at appropriate overtime rates as\nprovided by clause 3 of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Ch3>3. OVERTIME\u003C\u002Fh3>\n\n\u003Cp>Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(a) for hours worked on week-days in excess of hours set out in Clause (2) -\ntime and a half.\u003C\u002Fp>\n\n\u003Cp>(b) for hours worked on an employee's normal rest days and Gazetted Public\nHolidays - double time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>4. GAZETTED PUBLIC HOLIDAY\u003C\u002Fh3>\n\n\u003Cp>An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nshall be paid double for time worked as provided by overtime clause.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>5. ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cp>After each period of twelve consecutive months service with an employer, an\nemployee with less than 5 years service shall be entitled to annual leave of 25\nworking days with full pay, but those employees who have been in the service of\nthe company for 5 years and over shall be entitled to 28 working days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of a statutory public holiday falling within the leave period\nsuch holidays shall be added to the leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>6. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to sick leave up to a maximum of 55 days with\nfull pay, and thereafter to sick leave up to a maximum of 55 days on half pay\nin each period of twelve months continuous service, subject to the employee\nproducing a certificate of incapacity covering each period of sick leave\nclaimed, signed by a Medical Practitioner or a person acting on his behalf in\ncharge of a dispensary or Medical Aid Centre.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>7. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) A female employee shall be entitled to three months maternity leave with\nfull pay, provided that a woman who has taken 3 months maternity leave shall\nnot forfeit her annual leave in that year.\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 as provided for under clause 5 of this Agreement, and the employer\nshall not be required to meet the medical expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>(d) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(1) An employee desiring to take leave on compassionate grounds shall, by\nprior arrangements with the employer, be granted such leave up to his earned\nleave entitlement under paragraph 5 of this Agreement and the leave taken shall\nbe subsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(2) An employee may, in addition to the leave period provided for in\nsubparagraph (1) of this paragraph, be granted five (5) days compassionate\nleave without pay in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>9. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The Company undertakes to pay for the cost of such medical treatment and\nmedical expenses in accordance with the provisions prescribed by the Laws of\nKenya. The payment of such medical expenses will be made to all employees of\nthe Company, provided that such illness are those covered by the Act or the\ncurrent practice whichever is better.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Ch3>10. UNIFORMS\u002FOVERALLS\u002FPROTECTIVE CLOTHING AND EQUIPMENT\u003C\u002Fh3>\n\n\u003Cp>(a) Uniforms and Overalls\u003C\u002Fp>\n\n\u003Cp>An employee who is required to wear uniforms, over coats or overalls by\nnature of his\u002Fher work or in accordance with the provisions of the Occupational\nSafety and Health Act, shall be issued with two pairs of uniforms, overcoats or\noveralls free of charge by the company yearly. The pair will be issued only if\nthe old pair of uniforms is returned. The company shall be responsible for\nlaundering. But if this is not practicable, then the company shall supply\nemployee with 1½ bar of soap per month for washing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Protective Clothing and Equipment\u003C\u002Fp>\n\n\u003Cp>The protective clothing and equipment will be issued in accordance with the\nnature of work as provided by the Factories Act or as recommended by the\nDirector of Occupational Safety and Health. When these are issued, then whoever\nfails to wear them will be issued with a written warning letter as provided for\nby the warning clause of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>11. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cp>In the case of injury covered by the Work Injury Benefits Act, full pay will\nbe given to the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. EMPLOYEE IN ACTING CAPACITY\u003C\u002Fh3>\n\n\u003Cp>An employee temporarily acting in a higher grade\u002Fjob for a period of 14\nconsecutive days or more within one year, shall receive a minimum salary for\nthat grade for those days he\u002Fshe occupies the position.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Ch3>13. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required t o perform his duties away from his principal\nplace of work and as such is unable to take his\u002Fher breakfast, lunch or dinner\nat his\u002Fher home shall be entitled to the following allowances:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast: Kshs. 215\u003C\u002Fp>\n\n\u003Cp>Lunch: Kshs. 280\u003C\u002Fp>\n\n\u003Cp>Dinner: Kshs. 330\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If , in addition, an employee has to spend a night away from his\u002Fher home\nhe\u002Fshe shall get an extra Kshs. 750\u002F= for accommodation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Ch3>14. LEAVE TRAVEL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee travelling on annual leave shall be entitled to leave travel\nallowance as outlined hereunder:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st Year of the agreement -Kshs. 4,000\u003C\u002Fp>\n\n\u003Cp>2nd Year of the agreement -Kshs. 4,150\u003C\u002Fp>\n\n\u003Cp>3rd Year of the agreement -Kshs. 4,300\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. NIGHT TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>Employees who start or leave work after 6.30 p.m. will be provided with\ntransport to agreed points within the City boundaries.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause justifying dismissal may be given a written warning which shall be\nentered in the employee's employment record and shall remain valid for a period\nof twelve months from the date of issue. If, within the twelve months period,\nthe employee commits a similar or any other offence which does not warrant\ndismissal, he\u002Fshe will be further warned in writing and such warning entered in\nhis\u002Fher employment record card and the two warnings shall remain valid for a\nperiod of twelve months from the date of the second warning. If, within twelve\nmonths the employee commits a further offence which does not warrant dismissal\nhe\u002Fshe will be issued with a final letter of warning which will make him\u002Fher\nliable to summary dismissal for any other offence which he\u002Fshe may commit\nthereafter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A final letter of warning will remain valid for a period of one year from\nthe date of issue. A copy of the final warning shall be sent to the General\nSecretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. REDUDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) Definition\u003C\u002Fp>\n\n\u003Cp>Redundancy\" means the loss of employment, occupation, job or career by\ninvoluntary means through no fault of an employee, involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous, and the practices commonly known as abolition of office, or\noccupation and loss of employment due to the Kenyanization of Business.\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavor to arrange\nsuitable alternative employment within the company. This employment may not be\nof the same grade. If the alternative employment is not acceptable to the\nemployee concerned, he will be classified as redundant and therefore eligible\nfor the entitlements outlined in Clause (f).\u003C\u002Fp>\n\n\u003Cp>(c) Consultation\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the Company undertakes to hold prior discussions\nwith the union concerning the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employees are to be declared redundant the Company will\nassess the relative merit, ability and reliability of the affected employees,\nbut when these factors are equal the discharge will be on the basis of\nseniority. Membership or non-membership of the union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe Company should a vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>(f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he will be entitled\nto:-\u003C\u002Fp>\n\n\u003Cp>(i) The normal notice or pay in lieu of notice as defined in the\nAgreement;\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and any other remuneration due when he\u002Fshe\nceases work;\u003C\u002Fp>\n\n\u003Cp>(iii) Cash in lieu of pro-rata leave entitlement in accordance with the\nAgreement;\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>iv) Severance pay on the basis of 29 days pay for each completed year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>(a) After probation period, contract shall be terminable by not less than\none month's notice to be given by either party, or otherwise by the payment of\neither party, in lieu of notice, of not less than one month's pay, except where\nan employee is summarily dismissed for gross misconduct or other lawful cause.\nFor those employees with more than 5 years service 2 months' notice or salary\nin lieu of such notice will be given by either party.\u003C\u002Fp>\n\n\u003Cp>(b) Terminated employee will be paid their terminal dues at a rate of 26\ndays for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>This will be dealt with in accordance with Section 44(4) of the Employment\nAct (2007) which reads as follows;\u003C\u002Fp>\n\n\u003Cp>(a) If, without any leave or other lawful cause, an employee absents himself\nfrom the place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>(b) If, during working hours, by becoming or being intoxicated an employee\nrenders himself unwilling or incapable properly to perform his work;\u003C\u002Fp>\n\n\u003Cp>(c) If, an employee willfully 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>(d) If, an employee uses abusive language or behaves in a manner insulting\nto his employer, or to any person placed in authority over him by his\nemployer;\u003C\u002Fp>\n\n\u003Cp>(e) 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\nhis\u002Fher employer, or any person placed in authority over him\u002Fher by his\u002Fher\nemployer.\u003C\u002Fp>\n\n\u003Cp>(f) If, in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen days either released on bail or on bond\nor otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>(g) 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\u002Fher employer or his employer's property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>20. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>This will be dealt with in accordance with Section 24 of the Employment Act\n(2007).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The normal practice of the Company to provide coffin and Transport shall\ncontinue. Any monetary contribution made by the company shall be given to the\nnext of kin witnessed by one of the Shopstewards and in their absence by a\nUnion official.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>This will be issued in accordance with Section 51 of the Employment Act\n(2007), which reads as follows:\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>(a) the name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>(b) the name of the employee;\u003C\u002Fp>\n\n\u003Cp>(c) the date when employment commenced;\u003C\u002Fp>\n\n\u003Cp>(d) the nature and usual place of employment;\u003C\u002Fp>\n\n\u003Cp>(e) the date when employment ceased; and\u003C\u002Fp>\n\n\u003Cp>(f) such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>(2) Subject to sub-section (1) of this section, no employer is bound to give\nto any employee any testimonial, reference or certificate relating to the\ncharacter or performance of any employee.\u003C\u002Fp>\n\n\u003Cp>(3) Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub-section (1) of this section or\nwho in a certificate of\u003C\u002Fp>\n\n\u003Cp>service includes a statement which he knows to be false shall be guilty of\nan offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cp>An employee who retires on old age or on medical grounds, and has completed\n5 years of service and above, will be entitled to a retirement benefit of 36\ndays pay for each completed year of service. Normal retirement age will be 55\nyears.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This clause will also apply to an employee dying in the service of the\ncompany and such benefit will be paid to the next of kin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Ch3>23. NIGHT SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who works on night shift will be paid a night shift allowance of\nShs. 75\u002F= per night worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall be effective from 1st March, 2013 and shall remain in\nforce for a period of 36 months from that date and thereafter until it is\namended by mutual agreement between the company and the union, provided the\nparty desiring to amend the agreement shall give one month's notice of its\nintention and shall set out in details the amendments or alterations\nrequired.\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>MINAL SHAH \u003C\u002Fp>\n\n\u003Cp>HEAD OF OPERATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………\u003C\u002Fp>\n\n\u003Cp>ASHIT SHAH\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHIEF FINANCIAL OFFICER\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>WERE DIBO OGUTU (OGW)\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………………\u003C\u002Fp>\n\n\u003Cp>JAMES ODORO OBURA\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..…………………………………..\u003C\u002Fp>\n\n\u003Cp> BENEDICT MUTETHIA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>……………………………\u003C\u002Fp>\n\n\u003Cp>GEORGE GWAKO\u003C\u002Fp>\n\n\u003Cp>& IR\u003C\u002Fp>\n\n\u003Cp>ASSISTANT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…..……………………………\u003C\u002Fp>\n\n\u003Cp>SAMSON MUSEMBI RECRUITMENT \u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>……………………………………………..\u003C\u002Fp>\n\n\u003Cp>L. W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS ………………… DAY OF ………………\n2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-JOBTYPE_descriptions\" class=\"cbaClause highlight\">\u003Cp>JOB DESCRIPTION AND ALLOCATION OF DUTIES WITHIN GRADE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (I)\u003C\u002Fp>\n\n\u003Cp>This grade will cover skilled staff carrying out work requiring experience,\nand skilled operation with a minimum of supervision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DUTIES GRADE (I)\u003C\u002Fp>\n\n\u003Cp>Within this grade will come Engineering Staff with technical qualifications\nand long experience e.g. Electricians, Fitters and Tanners., This grade will\nfurther be classified into three:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Employees with Trade Test Certificate Grade I\u003C\u002Fp>\n\n\u003Cp>(b) Employees with Trade Test Certificate Grade II\u003C\u002Fp>\n\n\u003Cp>(c) Employees with Trade Test Certificate Grade III\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (II)\u003C\u002Fp>\n\n\u003Cp>This will cover skilled staff carrying out work requiring experience and\ntechnical ability with moderate supervision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DUTIES GRADE (II) (a)\u003C\u002Fp>\n\n\u003Cp>(a) Senior Injection and blow moulding machine operators responsible for\nadjustments to moulding conditions on their own and other employees machines to\nmaintain the condition set by machine setter.\u003C\u002Fp>\n\n\u003Cp>(b) Senior extrusion supervisors able to carry out adjustments to extrusion\nconditions, to maintain quality standard and where set by machine setter.\u003C\u002Fp>\n\n\u003Cp>(c) Skilled employees who in the engineering section fitters and welders,\nquality controllers whose qualifications or experience do not qualify them for\nentry to the grade (I).\u003C\u002Fp>\n\n\u003Cp>(d) Other employees who although not employed on full time Grade (1) work\npossess special qualifications which the company feel are to their benefit and\nare therefore prepared to give recognition to.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (II) (b)\u003C\u002Fp>\n\n\u003Cp>Junior Injection, blow and extrusion supervisors and similar categories.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (III)\u003C\u002Fp>\n\n\u003Cp>This grade will cover those employees whose duties require some degrees of\nskill and\u002For experience. This grade will be appropriate to those employees\ngaining the necessary qualification for appointment to Grade (II) and such\nemployees will normally be expected to carry out Grade (II) duties with extra\nsupervision during the absence of Grade (II) employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DUTIES GRADE (III)\u003C\u002Fp>\n\n\u003Cp>(a) Those employees who are capable of, and would normally be required to\nassume Grade (II) duties in the absence of the normal Grade (II) Operator,\nmould fixers.\u003C\u002Fp>\n\n\u003Cp>(b) Employees in position requiring some degree of skill but not of the\nlevel required for a Grade (II) Operator. Such capacity employees would include\na competent operator on the Injection and Blow Machines or the Senior employees\nengaged on packing of finished goods.\u003C\u002Fp>\n\n\u003Cp>(c) Any other employee who in the estimation of the company possesses a\nskill, experience or other special attribute worthy of recognition although the\nemployee concerned is not normally engaged on Grade (II) duties.\u003C\u002Fp>\n\n\u003Cp>(d) Newly employed engineering staff who have experience but who require\nsometime to acquire the required experience.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (IV)\u003C\u002Fp>\n\n\u003Cp>This grade will cover personnel directly working on manual and semi\nautomatic machines, cook\u002For night-watchman, mixers and thread twisting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DUTIES GRADE (IV)\u003C\u002Fp>\n\n\u003Cp>(a) All employees not covered above.\u003C\u002Fp>\n\n\u003Cp>(b) Machine attendants who are capable to run their machines without much\ntrouble.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (V)\u003C\u002Fp>\n\n\u003Cp>(a) Car and Light Vans\u003C\u002Fp>\n\n\u003Cp>(b) Medium Sized Vehicles\u003C\u002Fp>\n\n\u003Cp>(c) Heavy Commercial Vehicles\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DUTIES GRADE (V)\u003C\u002Fp>\n\n\u003Cp>DRIVERS\u003C\u002Fp>\n\n\u003Cp>(a) Car and Light Vans not exceeding 2 ton T.W. \u003C\u002Fp>\n\n\u003Cp>(b) Medium sized vehicles - over 2 tons and less than 8 tons T.W. with or\nwithout Trailer.\u003C\u002Fp>\n\n\u003Cp>(c) Heavy Commercial Vehicles - 8 tons T.W. with or without trailer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (VI)\u003C\u002Fp>\n\n\u003Cp>This grade will cover all unskilled and newly recruited casual labour\nworking as cleaning, sweeping, labouring, packing, winding, tea making, drivers\nmate, labeling, wire bending, gardener, day-watchman, messenger etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DUTIES GRADE (VI)\u003C\u002Fp>\n\n\u003Cp>(a) All newly employed unskilled staff.\u003C\u002Fp>\n\n\u003Cp>(b) All those employees engaged in unskilled work and all those newly\nrecruited casual labourers working in cleaning, labouring, packing, thread\ntwisting, tea making, driver's mate etc.\u003C\u002Fp>\n\n\u003Cp>CLERICAL GRADE (I)\u003C\u002Fp>\n\n\u003Cp>Senior Clerks carrying out responsible work, Dispatch\u002FStore Clerks\nresponsible for stock cards system with stocks responsible for Company’s cash\nin keeping and giving out and entering into petty cash books. Preparing\ndelivery notes entering and invoicing with respective details with minimum of\nsupervision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE (II)\u003C\u002Fp>\n\n\u003Cp>General Clerks carrying out any general work with moderate supervision and\ncopy typist with minimum of 60 w.p.m., telephone operator\u002Freceptionist, store\nkeeper.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE III\u003C\u002Fp>\n\n\u003Cp>Junior Clerks with little or no experience to carry out work with extra\nsupervision or newly employed clerks, payroll clerk.\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var d=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",m=\"body\",p=\"&\",s=\"&ci=\",t=\",\",u=\"?\",v=\"Content-Type\",w=\"Microsoft.XMLHTTP\",x=\"Msxml2.XMLHTTP\",y=\"POST\",z=\"application\u002Fx-www-form-urlencoded\",A=\"img\",B=\"input\",C=\"load\",D=\"oh=\",E=\"on\",F=\"pagespeed_url_hash\",G=\"url=\";f.pagespeed=f.pagespeed||{};var H=f.pagespeed,I=function(a,b,c){this.c=a;this.e=b;this.d=c;this.b=this.f();this.a={}};I[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[m].clientHeight,width:f.innerWidth||g[h].clientWidth||g[m].clientWidth}};I[l].g=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[m].parentNode||g[m]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[m].parentNode||g[m]).scrollLeft)}};I[l].h=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.g(a);var b=a.top.toString()+t+a.left.toString();if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};I[l].i=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(x)}catch(c){try{b=new ActiveXObject(w)}catch(e){}}if(!b)return!1;b.open(y,this.c+(-1==this.c.indexOf(u)?u:p)+G+d(this.e));b.setRequestHeader(v,z);b.send(a);return!0};I[l].k=function(){for(var a=[A,B],b=[],c={},e=0;e\u003Ca[k];++e)for(var q=g.getElementsByTagName(a[e]),n=0;n\u003Cq[k];++n){var r=q[n].getAttribute(F);r&&(q[n].getBoundingClientRect&&this.h(q[n]))&&!(r in c)&&(b.push(r),c[r]=!0)}if(0!=b[k]){a=D+this.d;a+=s+d(b[0]);for(e=1;e\u003Cb[k];++e){c=t+d(b[e]);if(131072\u003Ca[k]+c[k])break;a+=c}H.criticalImagesBeaconData=a;this.i(a)}};H.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(E+b,c);else{var e=a[E+b];a[E+b]=function(){c.call(this);e&&e.call(this)}}};H.l=function(a,b,c){var e=new I(a,b,c);H.j(f,C,function(){f.setTimeout(function(){e.k()},0)})};H.criticalImagesBeaconInit=H.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kenpoly-manufacturers-limited-and-the-kenya-chemical-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-kenpoly-manufacturers-limited-and-the-kenya-chemical-and-allied-workers-union-\u002Fannotate','W43cbriFks');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"contracttrialperiod":52,"maxsicknesspay":56,"childcareleave":60,"maternitydiscrimination":64,"wageincreaseperc1":68,"hourspweek_select":72,"childcare":76,"wageincreasetype2":80,"STRUCINCR_trigger":82,"funeralpay":84,"paidmaternityleaveduration":88,"maternityotherclause":92,"maxsicknesspayperc":96,"mealvouchersamount":98,"OVERTIME_trigger":102,"holidaysdays":106,"wageincreasedate_date":110,"healthcareaccess":112,"shiftallowancetype":116,"annleaveallowancetype":120,"SUNDAY_trigger":124,"ANNLEAVE_trigger":126,"sundayallowancetype":128,"healthandsafetypolicy":130,"overtimeallowanceperc1":134,"hourspweek":136,"contracttrial":138,"sicknesspay":140,"JOBTYPE_descriptions":142,"PAIDLEAV_trigger":146,"paidmaternityleaveall":148,"SCHEDULE_trigger":150,"paidpaternityleave":152,"schedulesrestpw":156,"sicknessmaxdaysnr":158,"NOCTPREM_trigger":160,"shiftallowanceamount1":162,"sundayallowanceperc1":164,"LOWWAGE_trigger":166,"annleaveallowanceamount1":168,"contractseverancepay1":170,"bankholidays1":174,"overtimeallowancetype":178,"overtimeallowancetypeperiod":180,"sicknessmaxdays":182,"paidmaternityleave":184,"wageincreasedate":186,"contractseverancepay":188,"jobsecuritymothers":190,"paidpaternityleaveduration":192},{"bindId":45,"name":46,"text":47},"disabilitypay","11. INJURY BY ACCIDENT In the case of in","11. INJURY BY ACCIDENT\n\nIn the case of injury covered by the Work Injury Benefits Act, full pay will\nbe given to the employee.",{"bindId":49,"name":50,"text":51},"lowwageamount","BASIC MINIMUM RATES Outgoing Minimum Wag","BASIC MINIMUM RATES\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      Outgoing Minimum Wages \n\n        as at \n\n        28\u002F2\u002F2013\n      \n      New Minimum Wages \n\n        w.e.f \n\n        1\u002F3\u002F2013\n\n        9% increase\n      \n      New Minimum Wages \n\n        w.e.f \n\n        1\u002F3\u002F2014\n\n        9% increase\n      \n      New Minimum Wages \n\n        w.e.f \n\n        1\u002F3\u002F2015\n\n        8% increase\n      \n    \n    \n      Special \n\n        Grade I\n\n        Grade II\n\n        Grade III\n\n        Grade IV\n\n        Grade V\n\n        GradeVI\n\n        GradeVII– Clerical Staff\n\n        Grade I\n\n        Grade II\n\n        Grade III\n      \n      25,921 \n\n        24,093\n\n        20,665\n\n        19,825\n\n        17,345\n\n        20,665\n\n        15,318\n\n        -\n\n        24,159\n\n        20,665\n\n        19,825\n      \n      28,254.00 \n\n        26,261.00\n\n        22,525.00\n\n        21,609.00\n\n        18,906.00\n\n        22,525.00\n\n        16,697.00\n\n        -\n\n        26,333.00\n\n        22,525.00\n\n        21,610.00\n      \n      30,797.00 \n\n        28,625.00\n\n        24,552.00\n\n        23,554.00\n\n        20,608.00\n\n        24,552.00\n\n        18,199.00\n\n        -\n\n        28,703.00\n\n        24,552.00\n\n        23,554.00\n      \n      33,260.00 \n\n        30,915.00\n\n        26,516.00\n\n        25,438.00\n\n        22,257.00\n\n        26,516.00\n\n        19,655.00\n\n        -\n\n        31,000.00\n\n        26,516.00\n\n        25,438.00",{"bindId":53,"name":54,"text":55},"contracttrialperiod","1. PROBATIONARY PERIOD The first three m","1. PROBATIONARY PERIOD\n\nThe first three months of employment shall be treated as probationary\nperiod. For the first month of probation, any party intending to terminate\nservices shall give 48 hours notice or pay in lieu, and the second and third\nmonths, a notice of 7 days or pay in lieu shall be given by either party.",{"bindId":57,"name":58,"text":59},"maxsicknesspay","6. SICK LEAVE An employee shall be entit","6. SICK LEAVE\n\nAn employee shall be entitled to sick leave up to a maximum of 55 days with\nfull pay, and thereafter to sick leave up to a maximum of 55 days on half pay\nin each period of twelve months continuous service, subject to the employee\nproducing a certificate of incapacity covering each period of sick leave\nclaimed, signed by a Medical Practitioner or a person acting on his behalf in\ncharge of a dispensary or Medical Aid Centre.",{"bindId":61,"name":62,"text":63},"childcareleave","(2) An employee may, in addition to the ","(2) An employee may, in addition to the leave period provided for in\nsubparagraph (1) of this paragraph, be granted five (5) days compassionate\nleave without pay in any one year.",{"bindId":65,"name":66,"text":67},"maternitydiscrimination","(c) A female employee who takes maternit","(c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":69,"name":70,"text":71},"wageincreaseperc1","(c) GENERAL WAGE INCREASE 1st Year w.e.f","(c) GENERAL WAGE INCREASE\n\n\n\n1st Year w.e.f 1.3.2013\n\nEvery employee who was in service as at 1st March, 2013 will be entitled to\na wage increase of 9% of his\u002Fher personal basic rate which he\u002Fshe was earning\nprior to this date.\n\n\n\n2nd Year w.e.f 1.3.2014\n\nEvery employee who will be in service as at 1st March, 2014 will be entitled\nto a general wage increase of 9% on his\u002Fher personal basic rate which he\u002Fshe\nwas earning prior to this date.\n\n\n\n3rd Year w.e.f 1.3.2015\n\nEvery employee who will be in service as at 1st March, 2015 will be given a\ngeneral wage increase of 8% based on the basic rate he\u002Fshe was earning prior to\nthis date.",{"bindId":73,"name":74,"text":75},"hourspweek_select","2. WORKING HOURS An employee shall norma","2. WORKING HOURS\n\nAn employee shall normally be required to work, whether on shift or\notherwise, a total of forty-four hours per week exclusive of meal break hours,\nprovided that an employee who is required to work in excess of 44 hours per\nweek shall be paid for such excess hours at appropriate overtime rates as\nprovided by clause 3 of this Agreement.",{"bindId":77,"name":78,"text":79},"childcare","(1) An employee desiring to take leave o","(1) An employee desiring to take leave on compassionate grounds shall, by\nprior arrangements with the employer, be granted such leave up to his earned\nleave entitlement under paragraph 5 of this Agreement and the leave taken shall\nbe subsequently set off against his annual leave.\n\n(2) An employee may, in addition to the leave period provided for in\nsubparagraph (1) of this paragraph, be granted five (5) days compassionate\nleave without pay in any one year.",{"bindId":81,"name":70,"text":71},"wageincreasetype2",{"bindId":83,"name":70,"text":71},"STRUCINCR_trigger",{"bindId":85,"name":86,"text":87},"funeralpay","20. DEATH OF AN EMPLOYEE This will be de","20. DEATH OF AN EMPLOYEE\n\nThis will be dealt with in accordance with Section 24 of the Employment Act\n(2007).\n\n\n\nThe normal practice of the Company to provide coffin and Transport shall\ncontinue. Any monetary contribution made by the company shall be given to the\nnext of kin witnessed by one of the Shopstewards and in their absence by a\nUnion official.",{"bindId":89,"name":90,"text":91},"paidmaternityleaveduration","7. MATERNITY LEAVE (a) A female employee","7. MATERNITY LEAVE\n\n(a) A female employee shall be entitled to three months maternity leave with\nfull pay, provided that a woman who has taken 3 months maternity leave shall\nnot forfeit her annual leave in that year.\n\n(b) Child-birth in respect of a female employee shall not be deemed to be\nsickness as provided for under clause 5 of this Agreement, and the employer\nshall not be required to meet the medical expenses.\n\n(c) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":93,"name":94,"text":95},"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 as provided for under clause 5 of this Agreement, and the employer\nshall not be required to meet the medical expenses.",{"bindId":97,"name":58,"text":59},"maxsicknesspayperc",{"bindId":99,"name":100,"text":101},"mealvouchersamount","13. SAFARI ALLOWANCE An employee who is ","13. SAFARI ALLOWANCE\n\nAn employee who is required t o perform his duties away from his principal\nplace of work and as such is unable to take his\u002Fher breakfast, lunch or dinner\nat his\u002Fher home shall be entitled to the following allowances:-\n\n\n\nBreakfast: Kshs. 215\n\nLunch: Kshs. 280\n\nDinner: Kshs. 330\n\n\n\nIf , in addition, an employee has to spend a night away from his\u002Fher home\nhe\u002Fshe shall get an extra Kshs. 750\u002F= for accommodation.",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","3. OVERTIME Overtime rates shall be as f","3. OVERTIME\n\nOvertime rates shall be as follows:\n\n(a) for hours worked on week-days in excess of hours set out in Clause (2) -\ntime and a half.\n\n(b) for hours worked on an employee's normal rest days and Gazetted Public\nHolidays - double time.",{"bindId":107,"name":108,"text":109},"holidaysdays","5. ANNUAL PAID LEAVE After each period o","5. ANNUAL PAID LEAVE\n\nAfter each period of twelve consecutive months service with an employer, an\nemployee with less than 5 years service shall be entitled to annual leave of 25\nworking days with full pay, but those employees who have been in the service of\nthe company for 5 years and over shall be entitled to 28 working days.\n\n\n\nIn the event of a statutory public holiday falling within the leave period\nsuch holidays shall be added to the leave entitlement.",{"bindId":111,"name":70,"text":71},"wageincreasedate_date",{"bindId":113,"name":114,"text":115},"healthcareaccess","9. MEDICAL TREATMENT The Company underta","9. MEDICAL TREATMENT\n\nThe Company undertakes to pay for the cost of such medical treatment and\nmedical expenses in accordance with the provisions prescribed by the Laws of\nKenya. The payment of such medical expenses will be made to all employees of\nthe Company, provided that such illness are those covered by the Act or the\ncurrent practice whichever is better.",{"bindId":117,"name":118,"text":119},"shiftallowancetype","23. NIGHT SHIFT ALLOWANCE An employee wh","23. NIGHT SHIFT ALLOWANCE\n\nAn employee who works on night shift will be paid a night shift allowance of\nShs. 75\u002F= per night worked.",{"bindId":121,"name":122,"text":123},"annleaveallowancetype","14. LEAVE TRAVEL ALLOWANCE An employee t","14. LEAVE TRAVEL ALLOWANCE\n\nAn employee travelling on annual leave shall be entitled to leave travel\nallowance as outlined hereunder:\n\n\n\n1st Year of the agreement -Kshs. 4,000\n\n2nd Year of the agreement -Kshs. 4,150\n\n3rd Year of the agreement -Kshs. 4,300",{"bindId":125,"name":104,"text":105},"SUNDAY_trigger",{"bindId":127,"name":122,"text":123},"ANNLEAVE_trigger",{"bindId":129,"name":104,"text":105},"sundayallowancetype",{"bindId":131,"name":132,"text":133},"healthandsafetypolicy","10. UNIFORMS\u002FOVERALLS\u002FPROTECTIVE CLOTHIN","10. UNIFORMS\u002FOVERALLS\u002FPROTECTIVE CLOTHING AND EQUIPMENT\n\n(a) Uniforms and Overalls\n\nAn employee who is required to wear uniforms, over coats or overalls by\nnature of his\u002Fher work or in accordance with the provisions of the Occupational\nSafety and Health Act, shall be issued with two pairs of uniforms, overcoats or\noveralls free of charge by the company yearly. The pair will be issued only if\nthe old pair of uniforms is returned. The company shall be responsible for\nlaundering. But if this is not practicable, then the company shall supply\nemployee with 1½ bar of soap per month for washing.\n\n\n\n(b) Protective Clothing and Equipment\n\nThe protective clothing and equipment will be issued in accordance with the\nnature of work as provided by the Factories Act or as recommended by the\nDirector of Occupational Safety and Health. When these are issued, then whoever\nfails to wear them will be issued with a written warning letter as provided for\nby the warning clause of this Agreement.",{"bindId":135,"name":104,"text":105},"overtimeallowanceperc1",{"bindId":137,"name":74,"text":75},"hourspweek",{"bindId":139,"name":54,"text":55},"contracttrial",{"bindId":141,"name":58,"text":59},"sicknesspay",{"bindId":143,"name":144,"text":145},"JOBTYPE_descriptions","JOB DESCRIPTION AND ALLOCATION OF DUTIES","JOB DESCRIPTION AND ALLOCATION OF DUTIES WITHIN GRADE:\n\n\n\nGRADE (I)\n\nThis grade will cover skilled staff carrying out work requiring experience,\nand skilled operation with a minimum of supervision.\n\n\n\nDUTIES GRADE (I)\n\nWithin this grade will come Engineering Staff with technical qualifications\nand long experience e.g. Electricians, Fitters and Tanners., This grade will\nfurther be classified into three:\n\n\n\n(a) Employees with Trade Test Certificate Grade I\n\n(b) Employees with Trade Test Certificate Grade II\n\n(c) Employees with Trade Test Certificate Grade III\n\n\n\nGRADE (II)\n\nThis will cover skilled staff carrying out work requiring experience and\ntechnical ability with moderate supervision.\n\n\n\nDUTIES GRADE (II) (a)\n\n(a) Senior Injection and blow moulding machine operators responsible for\nadjustments to moulding conditions on their own and other employees machines to\nmaintain the condition set by machine setter.\n\n(b) Senior extrusion supervisors able to carry out adjustments to extrusion\nconditions, to maintain quality standard and where set by machine setter.\n\n(c) Skilled employees who in the engineering section fitters and welders,\nquality controllers whose qualifications or experience do not qualify them for\nentry to the grade (I).\n\n(d) Other employees who although not employed on full time Grade (1) work\npossess special qualifications which the company feel are to their benefit and\nare therefore prepared to give recognition to.\n\n\n\nGRADE (II) (b)\n\nJunior Injection, blow and extrusion supervisors and similar categories.\n\n\n\nGRADE (III)\n\nThis grade will cover those employees whose duties require some degrees of\nskill and\u002For experience. This grade will be appropriate to those employees\ngaining the necessary qualification for appointment to Grade (II) and such\nemployees will normally be expected to carry out Grade (II) duties with extra\nsupervision during the absence of Grade (II) employees.\n\n\n\nDUTIES GRADE (III)\n\n(a) Those employees who are capable of, and would normally be required to\nassume Grade (II) duties in the absence of the normal Grade (II) Operator,\nmould fixers.\n\n(b) Employees in position requiring some degree of skill but not of the\nlevel required for a Grade (II) Operator. Such capacity employees would include\na competent operator on the Injection and Blow Machines or the Senior employees\nengaged on packing of finished goods.\n\n(c) Any other employee who in the estimation of the company possesses a\nskill, experience or other special attribute worthy of recognition although the\nemployee concerned is not normally engaged on Grade (II) duties.\n\n(d) Newly employed engineering staff who have experience but who require\nsometime to acquire the required experience.\n\n\n\nGRADE (IV)\n\nThis grade will cover personnel directly working on manual and semi\nautomatic machines, cook\u002For night-watchman, mixers and thread twisting.\n\n\n\nDUTIES GRADE (IV)\n\n(a) All employees not covered above.\n\n(b) Machine attendants who are capable to run their machines without much\ntrouble.\n\n\n\nGRADE (V)\n\n(a) Car and Light Vans\n\n(b) Medium Sized Vehicles\n\n(c) Heavy Commercial Vehicles\n\n\n\nDUTIES GRADE (V)\n\nDRIVERS\n\n(a) Car and Light Vans not exceeding 2 ton T.W. \n\n(b) Medium sized vehicles - over 2 tons and less than 8 tons T.W. with or\nwithout Trailer.\n\n(c) Heavy Commercial Vehicles - 8 tons T.W. with or without trailer.\n\n\n\nGRADE (VI)\n\nThis grade will cover all unskilled and newly recruited casual labour\nworking as cleaning, sweeping, labouring, packing, winding, tea making, drivers\nmate, labeling, wire bending, gardener, day-watchman, messenger etc.\n\n\n\nDUTIES GRADE (VI)\n\n(a) All newly employed unskilled staff.\n\n(b) All those employees engaged in unskilled work and all those newly\nrecruited casual labourers working in cleaning, labouring, packing, thread\ntwisting, tea making, driver's mate etc.\n\nCLERICAL GRADE (I)\n\nSenior Clerks carrying out responsible work, Dispatch\u002FStore Clerks\nresponsible for stock cards system with stocks responsible for Company’s cash\nin keeping and giving out and entering into petty cash books. Preparing\ndelivery notes entering and invoicing with respective details with minimum of\nsupervision.\n\n\n\nGRADE (II)\n\nGeneral Clerks carrying out any general work with moderate supervision and\ncopy typist with minimum of 60 w.p.m., telephone operator\u002Freceptionist, store\nkeeper.\n\n\n\nGRADE III\n\nJunior Clerks with little or no experience to carry out work with extra\nsupervision or newly employed clerks, payroll clerk.",{"bindId":147,"name":108,"text":109},"PAIDLEAV_trigger",{"bindId":149,"name":90,"text":91},"paidmaternityleaveall",{"bindId":151,"name":104,"text":105},"SCHEDULE_trigger",{"bindId":153,"name":154,"text":155},"paidpaternityleave","(d) A male employee shall be entitled to","(d) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":157,"name":104,"text":105},"schedulesrestpw",{"bindId":159,"name":58,"text":59},"sicknessmaxdaysnr",{"bindId":161,"name":118,"text":119},"NOCTPREM_trigger",{"bindId":163,"name":118,"text":119},"shiftallowanceamount1",{"bindId":165,"name":104,"text":105},"sundayallowanceperc1",{"bindId":167,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":169,"name":122,"text":123},"annleaveallowanceamount1",{"bindId":171,"name":172,"text":173},"contractseverancepay1","iv) Severance pay on the basis of 29 day","iv) Severance pay on the basis of 29 days pay for each completed year of\nservice.",{"bindId":175,"name":176,"text":177},"bankholidays1","4. GAZETTED PUBLIC HOLIDAY An employee s","4. GAZETTED PUBLIC HOLIDAY\n\nAn employee shall normally be granted leave with full pay on Gazetted Public\nHolidays, provided that an employee who is required to work on such holidays\nshall be paid double for time worked as provided by overtime clause.",{"bindId":179,"name":104,"text":105},"overtimeallowancetype",{"bindId":181,"name":104,"text":105},"overtimeallowancetypeperiod",{"bindId":183,"name":58,"text":59},"sicknessmaxdays",{"bindId":185,"name":90,"text":91},"paidmaternityleave",{"bindId":187,"name":70,"text":71},"wageincreasedate",{"bindId":189,"name":172,"text":173},"contractseverancepay",{"bindId":191,"name":90,"text":91},"jobsecuritymothers",{"bindId":193,"name":154,"text":155},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Kenpoly Manufacturers Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-02-28\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 rubber and plastic 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                        Kenpoly Manufacturers 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 Chemical and Allied Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 45 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 110 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: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \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            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 25.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-03\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 75.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 4000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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",[199],{"title":37,"slug":33},[201],{"type":202,"data":203},"call_to_action_body_block",{"title":204,"description":205,"variant":206,"link":207},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":204,"url":208,"description":204,"rel":209,"type":210},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[212],{"type":202,"data":213},{"title":204,"description":205,"variant":206,"link":214},{"title":204,"url":208,"description":204,"rel":209,"type":210},[]]