[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-kentainers-limited-and-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":162,"content_type_view":163,"extra_breadcrumbs":164,"body":166,"body_blocks":177,"related_pages":181},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":160,"translations":161},{"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-kentainers-limited-and-kenya-chemical-and-allied-workers-union-","43fc14fc-c2e9-11e2-8478-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kentainers-limited-and-kenya-chemical-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-kentainers-limited-and-kenya-chemical-and-allied-workers-union-\u002F","Memorandum Of Agreement Between Kentainers Limited And Kenya Chemical And Allied Workers' Union - 2013","KEN Kentainers Limited - 2012","Kenya - KEN Kentainers Limited - 2012","KEN Kentainers Limited - 2012 - Manufacturing",{"name":41,"data":42},"KENTAINERS CBA 2012.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT BETWEEN KENTAINERS LIMITED (HEREINAFTER REFERRED TO AS THE 'COMPANY')\nOF THE FIRST PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA\nCHEMICAL AND ALLIED WORKERS' UNION (HEREINAFTER REFERRED TO AS THE 'UNION') OF\nTHE SECOND PART\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch3 style=\"text-align:center;margin-left:auto;margin-right:auto;\">1.Subject\nMatter\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this Agreement shall be\nobserved by the parties to it, and shall apply to all employees covered by the\nRecognition Agreement signed between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Working Hours\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspmonth\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspmonth_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>An employee shall normally be required to work a total of 195 hours\nexclusive of the meal break, provided that an employee who is required to work\nin excess of such hours shall be paid for such excess hours at the appropriate\nrate as provided by Clause 3 of this Agreement. This is equivalent to 45 hours\na week on an annualized basis. This remains necessary because of the shift\npatterns of the company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Overtime Rates\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime rates shall be as follows:\u003C\u002Fp>\n\n\u003Cp>For hours worked in excess of the normal number of hours set out in Clause 2\n— at one and a half times the normal hourly rate.\u003C\u002Fp>\n\n\u003Cp>For hours worked on employee's normal rest days and Gazetted Public Holidays\nat twice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Gazetted Public Holidays\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 as provided by Clause 3 above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Employees in Acting Capacity\u003C\u002Fh3>\n\n\u003Cp>An employee who is temporarily appointed or promoted to any acting capacity\nfor a period of not less than 14 days, shall receive minimum rate of pay, where\nsuch acting capacity carries a higher minimum rate pay than the job in which\nhe\u002Fshe is normally employed, and shall revert to his\u002Fher former rate of pay\nimmediately on reverting to his\u002Fher former job.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Compassionate Leave and leave of absence.\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>(a)Any employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement under paragraph 6, and the leave taken shall be subsequently\nset off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>(b)An employee may, in addition to the leave provided for in sub-paragraph\n(a), be granted five days' compassionate leave without pay in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. Sick Leave\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>After the completion of probationary period an employee shall be entitled to\nsick leave up to maximum of 45 days with full pay and thereafter to sick leave\nof up to a maximum of 45 days with half pay, subject to the production of a\nmedical certificate of incapacity covering the period of such sick leave\nclaimed signed by a Registered Medical Practitioner in a Government of Local\nAuthority Hospital or Health Centre. The employee must be cleared by a\nRegistered Medical Practitioner before returning to duty.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. Injury by Accident\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>This will be dealt with as per the Work injury benefits Act 2007.That means\nin the case of temporary injury, employees will receive periodical salary\nequivalent to his\u002Fher monthly salary so long as temporary disability continues.\nHowever, the payment should not exceed 12 months. After 12 months, the employee\nshould get a doctor's report to either that the employee is fit enough to\nresume duty or certify that the employee has suffered permanent incapacity in\nwhich case the employee will be retired on medical grounds and paid terminal\ndues on permanent disability.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. Maternity Leave\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) A woman employee shall be entitled to 3 months maternity leave with\nfull\u003C\u002Fp>\n\n\u003Cp>pay and shall not forfeit her annual leave in that year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(b) A female employee who takes maternity leave shall not incur any loss\nof\u003C\u002Fp>\n\n\u003Cp>privileges during that period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. Paternity leave\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>Our Laws recognizes only one wife. A male employee shall be entitled to two\nweeks paternity leave when his wife delivers a child. The applicant will\nprovide, for proof purposes, a photo of the wife, National identity, birth\nnotification from the Hospital where the child was born and a marriage\ncertificate and where one is not available provide a letter from the local\nAdministration confirming the marriage. If there are changes nullifying the\nmarriage, the staff should advise the management accordingly.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. Definition of Employees\u003C\u002Fh3>\n\n\u003Cp>It is understood and agreed that the word 'employee' in this Agreement shall\ncover all employees regardless of sex unless specifically stated otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. Probationary period\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>The first three months of employment shall be treated as probationary\nperiod. For the first month probation, any party intending to terminate\nservices shall give 48 hours notice or pay in lieu, and the second and third\nmonths, either party shall give notice of 7 days or pay in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13. Termination of Employment\u003C\u002Fh3>\n\n\u003Cp>Except where an employee is summarily dismissed for gross misconduct or\nother lawful cause as prescribed in the Employment Act 2007, and provided the\nprobationary period has been completed, either party will be required to give\nnotice of termination of service as under:\u003C\u002Fp>\n\n\u003Cp>Less than 7 yearsone month's notice or one month's salary in lieu of\nnotice\u003C\u002Fp>\n\n\u003Cp>7years and aboveTwo months notice or 2 months pay in lieu of notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.Meals and Tea\u003C\u002Fh3>\n\n\u003Cp>The Company is currently offering a meal and 2 teas per shift of work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15 . Certificate of Service\u003C\u002Fh3>\n\n\u003Cp>(a) Every employee shall be given a certificate of service by his\u002Fher\nemployer upon the termination of his\u002Fher employment unless such employment has\ncontinued for a period of less than four consecutive weeks, and every such\ncertificate shall contain:-\u003C\u002Fp>\n\n\u003Cp>(i) the name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>(ii) the name of the employee.\u003C\u002Fp>\n\n\u003Cp>(iii) the date when employment commenced.\u003C\u002Fp>\n\n\u003Cp>(iv) The nature and usual of place of employment.\u003C\u002Fp>\n\n\u003Cp>(v) the date when employment ceased, and\u003C\u002Fp>\n\n\u003Cp>(vi) such other particulars as may be prescribed\u003C\u002Fp>\n\n\u003Cp>(b) Subject to subsection (a) of this section, no employer is bound to give\nto any employee any testimonial or certificate relating to the character or\nperformance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance with sub-section (a) of this section or\nwho in a certificate of service includes a statement which he knows to be false\nshall be guilty of an offence.\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 of dismissal will be given a written warning letter 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 will be further warned in writing in his employment card, and the\ntwo warning shall remain valid for a period of 12 months from the date of the\nsecond warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If, within this twelve months period the employee commits a further offence,\nwhich does not warrant dismissal, he\u002Fshe will be issued with a final letter of\nwarning which will make him\u002Fher liable to summary dismissal for any other\noffence which he\u002Fshe may commit thereafter. A final letter of warning will\nremain valid for a period of 12 months from the date of issue. A copy of all\nwarnings will be passed to the shop steward for record with the union. A copy\nof the final warning shall be sent directly to the General Secretary of the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. Redundancy\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, job\nor occupation and loss of employment due to the Kenyanisation of a employment\nby a domestic servant.\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.\u003C\u002Fp>\n\n\u003Cp>This employment may not be of the same grade. If the alternative employment\nmay not acceptable to the employee concerned, he will be classified as\nredundant, and therefore eligible for the entitlement 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 shall be declared redundant the Company will\nassess the relative merits, ability and reliability of the affected employee,\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>\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 arising 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 shall be entitled\nto:-\u003C\u002Fp>\n\n\u003Cp>i) the normal notice or pay in lieu of notice as defined in the agreement\u003C\u002Fp>\n\n\u003Cp>ii) payment of wages, overtime and any other remuneration which may be due\nto him\u002Fher\u003C\u002Fp>\n\n\u003Cp>iii) pro rata leave and allowance entitlement in accordance with the\nagreement\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight focus\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>iv) severance pay shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Less than 6 years-23 days for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>c) 6 years and above-30 days for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. Funeral Expenses\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>These expenses are covered up to a value of Kshs .55,000\u002F= in the Life\nAssurance Policy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. Uniforms\u002FOveralls and Protective Clothing\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>The company shall issue an employee, who is required to wear uniforms or\noveralls by nature of his work or in accordance with the provisions of the\nFactories Act, with two pairs of uniforms or overalls free of charge. Such\nuniforms or overalls shall be replaced with new pairs every year provided old\nones are returned to the company. The employee shall bear responsibility for\nlaundering such uniforms and overalls and shall be given soap specifically for\nthis purpose.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20. Safari Allowance\u003C\u002Fh3>\n\n\u003Cp>An employee who is absent from his\u002Fher principal area of employment on\ncompany's business, shall be granted a safari allowance to cover lodgings,\nmeals and expenses appropriate to the employee's employment with the company.\nThe minimum to be provided to any employee will be Kshs. 1,750\u002F= safari inside\nKenya per day.\u003C\u002Fp>\n\n\u003Cp>For safari outside Kenya, this was left at the discretion of management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. Leave Traveling Allowance\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on an authorized annual leave will be paid leave\ntravel allowance of Kshs. 3,600 for the duration of this agreement.\u003C\u002Fp>\n\n\u003Cp>Kshs.3,200\u002F-I or the duration of this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. Shift Allowance\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>The Company will pay Kshs.-75\u002F= for every night shift worked by an\nemployee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. Retirement\u002FGratuity Benefits\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>The retirement age shall remain 60 years.\u003C\u002Fp>\n\n\u003Cp>An employee who retires on age ground, declared medically unfit to perform\nhis\u002Fher duties by a registered medical practitioner, dies while in service or\nis terminated at the initiative of the employer shall be entitled to the\nfollowing retirement\u002Fgratuity benefits:\u003C\u002Fp>\n\n\u003Cp>a) Less than 7 years-25 days for each completed year of service,\u003C\u002Fp>\n\n\u003Cp>b) 7 years and above-30 days for each completed year of service\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. Baggage Allowance\u003C\u002Fh3>\n\n\u003Cp>An employee who retires on normal age or on ill health or is declared\nredundant will be paid Kshs„.14,000\u002F- as baggage allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is dismissed or has his\u002Fher services terminated or resigns\nwill not be entitled to this allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25. Wage increase\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>Basic minimum rates of pay (excluding housing allowance) of each grade shall\nbe as follows:-\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>First Year 13%\u003C\u002Ftd>\n      \u003Ctd>Second year 12%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 4\u003C\u002Ftd>\n      \u003Ctd>24,668\u002F=\u003C\u002Ftd>\n      \u003Ctd>27,628\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 3\u003C\u002Ftd>\n      \u003Ctd>21,308\u002F=\u003C\u002Ftd>\n      \u003Ctd>23,865\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 2\u003C\u002Ftd>\n      \u003Ctd>17,376\u002F=\u003C\u002Ftd>\n      \u003Ctd>19,461\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade 1\u003C\u002Ftd>\n      \u003Ctd>14,801\u002F=\u003C\u002Ftd>\n      \u003Ctd>16,577\u002F=\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, while this remains the minimum increment in each category, the\nCompany has the right to offer differential increments each year with a view to\nrewarding better than average performance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. House allowance\u003C\u002Fh3>\n\n\u003Cp>An employee of the Company shall be paid a minimum housing allowance of Kshs\n3,600\u002F- per Month or 15% of the basic Salary whichever is more.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27. Casual employees.\u003C\u002Fh3>\n\n\u003Cp>This will be applied as per the employment Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28. Annual Bonus\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Company shall pay the employee an annual discretionary bonus which will\nbe paid at such a time as may be convenient to the Company and will reflect the\nperformance of the individual.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29. Annual paid leave\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>a) An employee who has completed 12 months service with the company but with\nless than 7 years shall be entitled to annual leave of 26 working days.\u003C\u002Fp>\n\n\u003Cp>b) An employee who has completed 7 years or more with the Company shall be\nentitled to annual leave of 30 working days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>c) In the event of Gazetted Public Holidays falling within the Leave period,\nsuch Gazetted Public Holidays shall be added to the leave entitlement.\u003C\u002Fp>\n\n\u003Cp>d) The date of an employee's leave shall normally fall after the completion\nof every 12 months service from his\u002Fher date of employment but may be taken at\nthe mutual agreement between the employer and the employee concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30. Summary Dismissal\u003C\u002Fh3>\n\n\u003Cp>This will be dealt with in accordance with Employment Act 2007, which reads\nas follows:\u003C\u002Fp>\n\n\u003Cp>a) If, without leave or other lawful cause, an employee absents himself from\nthe\u003C\u002Fp>\n\n\u003Cp>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 of 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 proper\ncommand which it was within the scope of his duty to obey, issued 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\u003C\u002Fp>\n\n\u003Cp>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 employer's property.\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\u002Fher employer's property.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31. Employees Saving and Cooperative\u003C\u002Fh3>\n\n\u003Cp>The Company is committed to the employees ability to save on a long term\nbasis and to this end will promote and enable the employee to access a\nCooperative Credit and savings society for the purpose of long term saving and\nborrowing. All employees earning less than Kshs 8,000 will receive a boost of\nKshs 500 and all those earning between Kshs 8,000 and Kshs 10,000 a boost of\nKshs 250 to enable them save the mandatory monthly minimum Kshs 1,000 in the\nSACCO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32. Employees Welfare\u003C\u002Fh3>\n\n\u003Cp>The Company shall support the employees to run an employee Welfare Society\nand Account. This will enable quick contribution of funds amongst employees\nduring such events as death the employee's nuclear family.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>33. Medical Treatment\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>The company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the laws of Kenya\nrelative to Employment of Persons Medical Treatment Rules.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>34. Life Assurance\u003C\u002Fh3>\n\n\u003Cp>The Company shall provide the employees with an annual life Assurance cover\nthat is suitable provided the employee meets the conditions stipulated by the\ninsurer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NB :- Life Assurance clause to continue to be negotiated properly later and\nonce agreed to be registered later.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>35.Transportation\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The Company is not in a position to offer General transportation to and from\nthe factory to employees. Where employees have worked beyond the shift time of\n6.00 pm, fare will be provided based on distance to be traveled.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>36. DURATION AND EFFECTIVE DATE OF PAYMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall remain in force for a period of 2 years as from 1st\nApril 2012.There after the agreement shall continue to be in force until it is\namended by mutual agreement between the parties. Provided that the party\nintending to amend it gives one month's notice in writing setting out in\ndetails all the amendments required. The Company is not expected to provide any\nother further benefit beyond what is stipulated in this agreement within the\nperiod of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNEDFOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>..........................................................\u003C\u002Fp>\n\n\u003Cp>NIKHIL SHAH\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………….\u003C\u002Fp>\n\n\u003Cp>Witnessed by\u003C\u002Fp>\n\n\u003Cp>DAVID MUTHAMA\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER\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>……………………………………………….\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>\u003C\u002Fp>\n\n\u003Cp>…………………………………………..\u003C\u002Fp>\n\n\u003Cp>HEZRON OPIYO\u003C\u002Fp>\n\n\u003Cp>DEPUTY NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………..\u003C\u002Fp>\n\n\u003Cp>JAMES O OBURA\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………..……………………………………\u003C\u002Fp>\n\n\u003Cp>POLYCAP ARINGO FRED WANYONYI\u003C\u002Fp>\n\n\u003Cp>SHOP STEWARDSHOP STEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNSSED BY :-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GEORGE R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ………….. DAY OF\n………………………2013\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kentainers-limited-and-kenya-chemical-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-kentainers-limited-and-kenya-chemical-and-allied-workers-union-\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"paidmaternityleaveduration":48,"maternitydiscrimination":52,"ONCERISE_trigger":56,"hourspweek_select":60,"childcare":64,"hourspmonth_select":68,"funeralpay":70,"contracttrialperiod":74,"maternityotherclause":78,"pensionfund":80,"OVERTIME_trigger":84,"holidaysdays":88,"hourspmonth":92,"healthcareaccess":94,"shiftallowancetype":98,"annleaveallowancetype":102,"COMMUTE_trigger":106,"ANNLEAVE_trigger":110,"healthandsafetypolicy":112,"overtimeallowanceperc1":116,"hourspweek":118,"contracttrial":120,"sicknesspay":122,"paidpaternityleave":126,"sicknessmaxdaysnr":130,"NOCTPREM_trigger":132,"shiftallowanceamount1":134,"LOWWAGE_trigger":136,"annleaveallowanceamount1":140,"contractseverancepay1":142,"overtimeallowancetype":146,"overtimeallowancetypeperiod":148,"sicknessmaxdays":150,"paidmaternityleave":152,"contractseverancepay":154,"PAIDLEAV_trigger":156,"paidpaternityleaveduration":158},{"bindId":45,"name":46,"text":47},"disabilitypay","This will be dealt with as per the Work ","This will be dealt with as per the Work injury benefits Act 2007.That means\nin the case of temporary injury, employees will receive periodical salary\nequivalent to his\u002Fher monthly salary so long as temporary disability continues.\nHowever, the payment should not exceed 12 months. After 12 months, the employee\nshould get a doctor's report to either that the employee is fit enough to\nresume duty or certify that the employee has suffered permanent incapacity in\nwhich case the employee will be retired on medical grounds and paid terminal\ndues on permanent disability.",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","(a) A woman employee shall be entitled t","(a) A woman employee shall be entitled to 3 months maternity leave with\nfull\n\npay and shall not forfeit her annual leave in that year.\n\n(b) A female employee who takes maternity leave shall not incur any loss\nof\n\nprivileges during that period.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","(b) A female employee who takes maternit","(b) A female employee who takes maternity leave shall not incur any loss\nof\n\nprivileges during that period.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","The Company shall pay the employee an an","The Company shall pay the employee an annual discretionary bonus which will\nbe paid at such a time as may be convenient to the Company and will reflect the\nperformance of the individual.",{"bindId":61,"name":62,"text":63},"hourspweek_select","An employee shall normally be required t","An employee shall normally be required to work a total of 195 hours\nexclusive of the meal break, provided that an employee who is required to work\nin excess of such hours shall be paid for such excess hours at the appropriate\nrate as provided by Clause 3 of this Agreement. This is equivalent to 45 hours\na week on an annualized basis. This remains necessary because of the shift\npatterns of the company.",{"bindId":65,"name":66,"text":67},"childcare","(a)Any employee desiring to take leave o","(a)Any employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement under paragraph 6, and the leave taken shall be subsequently\nset off against his annual leave.\n\n(b)An employee may, in addition to the leave provided for in sub-paragraph\n(a), be granted five days' compassionate leave without pay in any one year.",{"bindId":69,"name":62,"text":63},"hourspmonth_select",{"bindId":71,"name":72,"text":73},"funeralpay","These expenses are covered up to a value","These expenses are covered up to a value of Kshs .55,000\u002F= in the Life\nAssurance Policy.",{"bindId":75,"name":76,"text":77},"contracttrialperiod","The first three months of employment sha","The first three months of employment shall be treated as probationary\nperiod. For the first month probation, any party intending to terminate\nservices shall give 48 hours notice or pay in lieu, and the second and third\nmonths, either party shall give notice of 7 days or pay in lieu.",{"bindId":79,"name":54,"text":55},"maternityotherclause",{"bindId":81,"name":82,"text":83},"pensionfund","The retirement age shall remain 60 years","The retirement age shall remain 60 years.\n\nAn employee who retires on age ground, declared medically unfit to perform\nhis\u002Fher duties by a registered medical practitioner, dies while in service or\nis terminated at the initiative of the employer shall be entitled to the\nfollowing retirement\u002Fgratuity benefits:\n\na) Less than 7 years-25 days for each completed year of service,\n\nb) 7 years and above-30 days for each completed year of service",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","Overtime rates shall be as follows: For ","Overtime rates shall be as follows:\n\nFor hours worked in excess of the normal number of hours set out in Clause 2\n— at one and a half times the normal hourly rate.\n\nFor hours worked on employee's normal rest days and Gazetted Public Holidays\nat twice the normal hourly rate.",{"bindId":89,"name":90,"text":91},"holidaysdays","a) An employee who has completed 12 mont","a) An employee who has completed 12 months service with the company but with\nless than 7 years shall be entitled to annual leave of 26 working days.\n\nb) An employee who has completed 7 years or more with the Company shall be\nentitled to annual leave of 30 working days.",{"bindId":93,"name":62,"text":63},"hourspmonth",{"bindId":95,"name":96,"text":97},"healthcareaccess","The company undertakes to pay the cost o","The company undertakes to pay the cost of such medical treatment and medical\nexpenses in accordance with the provisions prescribed by the laws of Kenya\nrelative to Employment of Persons Medical Treatment Rules.",{"bindId":99,"name":100,"text":101},"shiftallowancetype","The Company will pay Kshs.-75\u002F= for ever","The Company will pay Kshs.-75\u002F= for every night shift worked by an\nemployee.",{"bindId":103,"name":104,"text":105},"annleaveallowancetype","An employee proceeding on an authorized ","An employee proceeding on an authorized annual leave will be paid leave\ntravel allowance of Kshs. 3,600 for the duration of this agreement.\n\nKshs.3,200\u002F-I or the duration of this agreement.",{"bindId":107,"name":108,"text":109},"COMMUTE_trigger","The Company is not in a position to offe","The Company is not in a position to offer General transportation to and from\nthe factory to employees. Where employees have worked beyond the shift time of\n6.00 pm, fare will be provided based on distance to be traveled.",{"bindId":111,"name":104,"text":105},"ANNLEAVE_trigger",{"bindId":113,"name":114,"text":115},"healthandsafetypolicy","The company shall issue an employee, who","The company shall issue an employee, who is required to wear uniforms or\noveralls by nature of his work or in accordance with the provisions of the\nFactories Act, with two pairs of uniforms or overalls free of charge. Such\nuniforms or overalls shall be replaced with new pairs every year provided old\nones are returned to the company. The employee shall bear responsibility for\nlaundering such uniforms and overalls and shall be given soap specifically for\nthis purpose.",{"bindId":117,"name":86,"text":87},"overtimeallowanceperc1",{"bindId":119,"name":62,"text":63},"hourspweek",{"bindId":121,"name":76,"text":77},"contracttrial",{"bindId":123,"name":124,"text":125},"sicknesspay","After the completion of probationary per","After the completion of probationary period an employee shall be entitled to\nsick leave up to maximum of 45 days with full pay and thereafter to sick leave\nof up to a maximum of 45 days with half pay, subject to the production of a\nmedical certificate of incapacity covering the period of such sick leave\nclaimed signed by a Registered Medical Practitioner in a Government of Local\nAuthority Hospital or Health Centre. The employee must be cleared by a\nRegistered Medical Practitioner before returning to duty.",{"bindId":127,"name":128,"text":129},"paidpaternityleave","Our Laws recognizes only one wife. A mal","Our Laws recognizes only one wife. A male employee shall be entitled to two\nweeks paternity leave when his wife delivers a child. The applicant will\nprovide, for proof purposes, a photo of the wife, National identity, birth\nnotification from the Hospital where the child was born and a marriage\ncertificate and where one is not available provide a letter from the local\nAdministration confirming the marriage. If there are changes nullifying the\nmarriage, the staff should advise the management accordingly.",{"bindId":131,"name":124,"text":125},"sicknessmaxdaysnr",{"bindId":133,"name":100,"text":101},"NOCTPREM_trigger",{"bindId":135,"name":100,"text":101},"shiftallowanceamount1",{"bindId":137,"name":138,"text":139},"LOWWAGE_trigger","Basic minimum rates of pay (excluding ho","Basic minimum rates of pay (excluding housing allowance) of each grade shall\nbe as follows:-\n\n\n  \n  \n  \n  \n  \n    \n      \n      First Year 13%\n      Second year 12%\n    \n    \n      Grade 4\n      24,668\u002F=\n      27,628\u002F=\n    \n    \n      Grade 3\n      21,308\u002F=\n      23,865\u002F=\n    \n    \n      Grade 2\n      17,376\u002F=\n      19,461\u002F=\n    \n    \n      Grade 1\n      14,801\u002F=\n      16,577\u002F=",{"bindId":141,"name":104,"text":105},"annleaveallowanceamount1",{"bindId":143,"name":144,"text":145},"contractseverancepay1","iv) severance pay shall be paid as follo","iv) severance pay shall be paid as follows:\n\n\n\nb) Less than 6 years-23 days for each completed year of service.\n\nc) 6 years and above-30 days for each completed year of service.",{"bindId":147,"name":86,"text":87},"overtimeallowancetype",{"bindId":149,"name":86,"text":87},"overtimeallowancetypeperiod",{"bindId":151,"name":124,"text":125},"sicknessmaxdays",{"bindId":153,"name":50,"text":51},"paidmaternityleave",{"bindId":155,"name":144,"text":145},"contractseverancepay",{"bindId":157,"name":90,"text":91},"PAIDLEAV_trigger",{"bindId":159,"name":128,"text":129},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Kentainers Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-04-01\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                        Kentainers 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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 37 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 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: → 45.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspmonth\">\n                Working hours per week: → 195.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 26.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \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            \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: → 12.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Yes\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 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 3200.0\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",[165],{"title":37,"slug":33},[167],{"type":168,"data":169},"call_to_action_body_block",{"title":170,"description":171,"variant":172,"link":173},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":170,"url":174,"description":170,"rel":175,"type":176},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[178],{"type":168,"data":179},{"title":170,"description":171,"variant":172,"link":180},{"title":170,"url":174,"description":170,"rel":175,"type":176},[]]