[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-kenya-seed-company-limited-together-with-deacons-k-limited-allied-industries-and-kenya-union-of-commercial-food-and-allied-workers-k-u-c-f-a-w-":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":153,"content_type_view":154,"extra_breadcrumbs":155,"body":157,"body_blocks":168,"related_pages":172},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":151,"translations":152},{"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-kenya-seed-company-limited-together-with-deacons-k-limited-allied-industries-and-kenya-union-of-commercial-food-and-allied-workers-k-u-c-f-a-w-","5434d6bc-c43b-11e2-8f21-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kenya-seed-company-limited-together-with-deacons-k-limited-allied-industries-and-kenya-union-of-commercial-food-and-allied-workers-k-u-c-f-a-w-\u002Fmemorandum-of-agreement-between-kenya-seed-company-limited-together-with-deacons-k-limited-allied-industries-and-kenya-union-of-commercial-food-and-allied-workers-k-u-c-f-a-w-\u002F","Memorandum Of Agreement Between Kenya Seed Company Limited Together With Deacons (K) Limited, Allied Industries And Kenya Union Of Commercial Food And Allied Workers (K.U.C.F.A.W) - 2012","KEN Deacons (K) Limited, KEN Kenya Seed Company Limited - 2012","Kenya - KEN Deacons (K) Limited, KEN Kenya Seed Company Limited - 2012","KEN Deacons (K) Limited, KEN Kenya Seed Company Limited - 2012 - Agriculture, forestry, fishing",{"name":41,"data":42},"KENYA SEED - Deacons CBA 2012- 2014 - Memo of Agreement (2).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>New1\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\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA SEED\nCOMPANY LIMITED TOGETHER WITH DEACONS (K) LIMITED, ALLIED INDUSTRIES\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 UNION\nOF COMMERCIAL FOOD AND ALLIED WORKERS (K.U.C.F.A.W)\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">TERMS AND\nCONDITIONS OF SERVICE\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE\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 both parties and shall apply to all unionisable employees of Kenya\nSeed Company Limited, Deacons (K) Limited and Allied Industries, members\nengaged in retailing, franchise agency dealerships marketing and distribution\nof goods.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. PROBATION PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>Employees in categories 1 - 3 inclusive shall be regarded as on probation\nfor one month. All persons engaged in category 4 and above shall be on\nprobation for three months.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the first one month of probation, the contract may be terminated by\nthe employer or employee by giving 48 hours' notice or pay in lieu of such\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the second and third months of probation, the contract may be\nterminated by the employer or employee by giving seven consecutive days' notice\nor pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Both appointment on probation and subsequent confirmation shall be in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 42½ hours (exclusive of meal\nbreaks), provided that the normal working week for Shop Assistants and Shop\nWorkers shall be of 45 hours (exclusive of meal breaks).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This clause shall not apply to Watchmen. The hours for Day Watchmen shall be\n52 hours per week and those fro Night Watchmen should be 60 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that where an employee shall be required to work hours in excess of\nthose stipulated then he shall be remunerated in accordance with the succeeding\nclause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.OVERTIME PAYMENTS\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 shall be paid as follows: -\u003C\u002Fp>\n\n\u003Cp>a) For the time worked in excess of the normal working hours per week: time\nand a half per hour.\u003C\u002Fp>\n\n\u003Cp>b) For the time worked on statutory Public Holidays and on rest days: double\ntime per hour.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>A safari allowance shall be paid as follows to employees who travel on the\nemployer's business:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Breakfast- Kshs. 350\u002F=\u003C\u002Fp>\n\n\u003Cp>Lunch- Kshs. 600\u002F=\u003C\u002Fp>\n\n\u003Cp>Dinner- Kshs. 600\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If, in addition where an employee has to spend a night out he\u002Fshe shall get\nan extra Kshs. 2,200\u002F= for accommodation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that where arrangements have been made to provide the employee with\nmeals and\u002For accommodation no allowance shall be paid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.HOUSING\u003C\u002Fh3>\n\n\u003Cp>a) With effect from 1st December, 2012, all employees shall be entitled to\nKshs. 9,500\u002F= per month during the period of this Collective Bargaining\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Should an employee be in occupation of a company house then one month's\nnotice of intention to terminate the employee's contract shall be deemed to\ninclude notice to quit the employer's accommodation not later than the time of\nexpiry of the notice of termination of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being subject to summary dismissal, or being\npaid one month's pay in lieu of notice to terminate the contract, then he shall\nvacate the accommodation provided by the employer within seven days of\nreceiving such notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) An employee serving on probation shall vacate accommodation provided by\nthe employer, within seven days of the expiry of his contract.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>An employee shall be entitled in any twelve months to sixty days sick leave\non full pay and to the next sixty days of sickness on half pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that sick leave shall not be granted:-\u003C\u002Fp>\n\n\u003Cp>a) In the absence of a registered medical practitioner confirming the need\nfor such sick leave; and\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Where the sickness or injury arises through the employee's own neglect or\nmisconduct.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.INJURY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>In all cases involving injury sustained while on normal duties, the\nrequirements of the Work Injury Benefits Act 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>A female employee shall be entitled to three months' maternity leave with\nfull pay provided that a woman who has three months' maternity leave shall not\nforfeit her annual leave in that year and she shall be entitled to her leave\ntravelling allowance for that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cp>On completion of twelve months' continuous service, employees will be\nentitled to their annual leave as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st year of service – 24 working days inclusive of Saturdays\u003C\u002Fp>\n\n\u003Cp>1-3 years of service – 26 working days inclusive of Saturdays\u003C\u002Fp>\n\n\u003Cp>3-5 years of service – 28 working days inclusive of Saturdays\u003C\u002Fp>\n\n\u003Cp>5 or more years of service - 30 working days inclusive of Saturdays\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>All employees shall be entitled to Kshs. 9,500\u002F= per annum within the period\nof this Collective Bargaining Agreement when proceeding on annual leave. This\nshall also apply to female employees proceeding on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Compassionate leave shall be granted at the discretion of the employer. Such\nleave will not be unreasonably refused.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.RELIGIOUS HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>Members of various religious beliefs shall be entitled to religious holidays\nwhich are gazetted by the Government as Public Holidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.TRANSFER AND DISTURBANCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is permanently transferred from one centre to another\ngeographical location outside a radius of 25 miles for the continuance of his\nemployment, the employer shall bear the travelling costs of the employee, his\nor her spouse, their natural offspring and personal effects to the new place of\nemployment plus Kshs. 11,600\u002F= (shillings nine thousand five hundred only).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required in writing to act in a category of employment of\na higher position than his substantive employment and is able to assume the\nentire function and responsibility of the higher position shall be granted an\nacting allowance. The allowance shall not be less favourable than the\ndifference between the minimum basic wages of the employee's substantive\nposition and grade on which he is required to act. No period of less than 14\nconsecutive days shall qualify for this allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where an employee has acted in a higher vacant position for a period of\nthree consecutive months, he should be considered for confirmation in that\nposition. In the event of him not being confirmed in that position, he shall be\ngiven reasons why he was not confirmed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.PROMOTION TO ANOTHER GRADE\u003C\u002Fh3>\n\n\u003Cp>Although promotion is a management prerogative, where vacancies of a\npromotional nature arise, the employer shall give first consideration to\nexisting employees within a department or group in which the vacancy occurs\ntaking qualification, merit, ability, experience and length of service into\nconsideration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>Where employees are to be declared redundant, the employer shall notify the\nUnion and the Labour Officer of the area of the reasons for and the extent of\nthe intended redundancy, not less than one month prior to the date of the\nintended termination on account of redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition to any other provision of this agreement to which a redundant\nemployee may be entitled then:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) An employee shall be paid severance pay on redundancy at the rate of 28\ndays pay for every completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>b) Where a Provident Fund Scheme is in operation an employee on redundancy\nshall be entitled to the employer's contribution irrespective of the fact\nwhether or not the employee is entitled to the total so arrived at is less than\n(a).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.WARNING PROCEDURES\u003C\u002Fh3>\n\n\u003Cp>If an employee commits an offence which in the opinion of the company does\nnot warrant dismissal, such employee shall be warned in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following procedure will be followed:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) The 1st and 2nd warnings will be recorded on his\u002Fher record.\u003C\u002Fp>\n\n\u003Cp>b) If an employee with two warnings on his record commits a third offence\nwithin 365 consecutive days from the date of the 2nd warning, such employee\nshall liable to termination.\u003C\u002Fp>\n\n\u003Cp>c) If an employee completed 365 days from the date of the last warning\nwithout any further offence the warning letter shall be expunged from his\nrecord.\u003C\u002Fp>\n\n\u003Cp>d) Copies of the 1st and 2nd letters of warning shall be sent to the\nShopsteward and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Established employees of up to five years service shall be subject to not\nless than one month's notice of termination of employment or one month's gross\nsalary pay inclusive of house allowance in lieu. On resignation the employee\nshall give one month’s notice or pay one month’s gross salary inclusive of\nhouse allowance in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Established employees with more than five years but up to 10 years service\nshall be subject to two month's notice or two months gross salary pay inclusive\nof house allowance in lieu and on resignation shall give two months notice or\npay two months salary in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Established employees with more than 10 years' service shall be subject to\nthree months notice or three months pay in lieu and on resignation shall give\nthree months notice or pay three months gross salary inclusive of house\nallowance in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such notices shall be in writing. The foregoing shall not be construed so as\nto derogate the right of the employer from dismissing an employee summarily for\ndue and just cause or to issue warnings.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Where an employee leaves the company's service such employee shall be issued\nwith a certificate of service detailing position held, length of service\netc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.PROVIDENT FUND, PENSION, GRATUITY AND OTHER RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>a) Employees will be entitled to the following gratuity:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i.1-5 completed years - 16 days’ pay for each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii.Over 5 completed years of service - 23 days’ pay for each completed\nyear of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The employees’ years of service for this scheme will be counted from\n1st December 1990.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) An employee who loses his job due to gross misconduct will not be\nentitled to benefit from this scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Where an employee has a Provident or Pension Fund, an employee will be\nentitled to benefit from such a Fund or this gratuity whichever is more\nfavourable. Provided that for purpose of comparison the employers’\ncontribution only will count.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.MEDICAL\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>All employees shall be entitled to medical treatment obtained within Kenya\nas provided by the company medical scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.COMMUTER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>All employees shall be entitled to payment of commuter allowance of\nKshs.2,000\u002F-per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Ch3>23.MINIMUM WAGES\u002FSALARIES EXCLUDING HOUSING ALLOWANCE DURING THE DURATION\nOF THE AGREEMENT\u003C\u002Fh3>\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>Job title\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>Minimum Wage w.e.f. 1\u002F12\u002F2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1.Labs – Ordinary including\n\n        \u003Cp>Sweepers, Cleaners, Shop staff\u003C\u002Fp>\n\n        \u003Cp>And others not specified below\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11,015.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2.Office Messenger\u003C\u002Ftd>\n      \u003Ctd>11,015.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3.Heavy Duty Labourers\u003C\u002Ftd>\n      \u003Ctd>10,927.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>4.Watchman\u003C\u002Ftd>\n      \u003Ctd>11,451.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>5.Artisan Unqualified\u003C\u002Ftd>\n      \u003Ctd>11,888.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>6.Headman\u003C\u002Ftd>\n      \u003Ctd>11,965.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7.Mechanical Messengers\u003C\u002Ftd>\n      \u003Ctd>12,021.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>8.Drivers - Light\u003C\u002Ftd>\n      \u003Ctd>12,021.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9.Drivers – Medium\u003C\u002Ftd>\n      \u003Ctd>13,801.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.Drivers – Heavy\u003C\u002Ftd>\n      \u003Ctd>18,338.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.Headman – Senior\u003C\u002Ftd>\n      \u003Ctd>13,654.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>12.Qualified Artisan\u002FMechanic\n\n        \u003Cp>(Grade III TTC)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,840.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>13.Qualified Artisan\u002FMechanic\n\n        \u003Cp>(Grade II TTC)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,424.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>14.Qualified Artisan\u002FMechanic\n\n        \u003Cp>(Grade I TTC)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>21,290.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>15.Grade I (Telephone)\n\n        \u003Cp>Switchboard Operators\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,831.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>16.Grade II (Telephone)\n\n        \u003Cp>Switchboard Operators\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,060.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>17.Grade III (Telephone)\n\n        \u003Cp>Switchboard Operators\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17,424.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>18.Salesmen\n\n        \u003Cp>(a)Grade I whilst on 3 months\u003C\u002Fp>\n\n        \u003Cp>Probation\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>12,323.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>(b)If confirmed in appointment\n\n        \u003Cp>for next 3 months\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,577.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>(c)After 6 months satisfactory\n\n        \u003Cp>Service\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14,840.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>19.Grade II\u003C\u002Ftd>\n      \u003Ctd>16,307.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>20.Grade III\u003C\u002Ftd>\n      \u003Ctd>18,318.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>21.Grade IV\u003C\u002Ftd>\n      \u003Ctd>18,014.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>22.Grade V\u003C\u002Ftd>\n      \u003Ctd>22,163.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>23.Shop assistants\u002Fcounter\n\n        \u003Cp>Salesmen\u003C\u002Fp>\n\n        \u003Cp>(a)Trainee (on first appointment)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,759.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>(b)After 3 months on successful\n\n        \u003Cp>Completion of training period\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12,235.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>(c)After 6 months on completion\n\n        \u003Cp>And hereafter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13,309.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>24.Clerical employees\u002FJunior\n\n        \u003Cp>Clerks Grade I (cover probation\u003C\u002Fp>\n\n        \u003Cp>Clerks and confirmed clerks)\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>(a)On probation for 3 months\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,759.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>(b)Clerks confirmed\u003C\u002Ftd>\n      \u003Ctd>13,010.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>25.Clerk II\u003C\u002Ftd>\n      \u003Ctd>14,609.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>26.Clerk III\u003C\u002Ftd>\n      \u003Ctd>16,147.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>27.Clerk IV\u003C\u002Ftd>\n      \u003Ctd>16,584.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>28.Clerk V\u003C\u002Ftd>\n      \u003Ctd>17,427.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>29.Clerk VI\u003C\u002Ftd>\n      \u003Ctd>20,027.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>30.Clerk VII\u003C\u002Ftd>\n      \u003Ctd>21,727.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>31.Clerk VIII\u003C\u002Ftd>\n      \u003Ctd>22,705.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>32.Typist Grade I\u003C\u002Ftd>\n      \u003Ctd>14,587.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>33.Typist Grade II\u003C\u002Ftd>\n      \u003Ctd>16,307.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>34.Typist Grade III\u003C\u002Ftd>\n      \u003Ctd>18,318.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>35.Typist Grade IV\u003C\u002Ftd>\n      \u003Ctd>20,027.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>36.Typist Grade V\u003C\u002Ftd>\n      \u003Ctd>23,840.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Accounting Machine Operators\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>37.Grade I\u003C\u002Ftd>\n      \u003Ctd>16,584.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>38.Grade II\u003C\u002Ftd>\n      \u003Ctd>18,318.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>39.Grade III\u003C\u002Ftd>\n      \u003Ctd>20,027.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>40.Grade IV\u003C\u002Ftd>\n      \u003Ctd>22,130.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>24.WAGE AND SALARY INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>i) All unionisable employees who were in employment on 30th November, 2012,\nwill be awarded a salary increase of 12% on their salaries as at that date with\neffect from 1st December, 2012.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) All unionisable employees who shall be in employment on 30th November,\n2013 will be awarded a salary increase of 12% on their wages as at that date\nwith effect from 1st December, 2013.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This agreement shall come into force with effect from 1st December, 2012 and\nshall remain in force for a period of two years from that date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Thereafter the agreement shall continue in force, until such time as either\nparty by giving of three months notice in writing shall signify their wish to\nterminate or amend this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF DEACONS (K) LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………\u003C\u002Fp>\n\n\u003Cp>MUCHIRI WAHOME\u003C\u002Fp>\n\n\u003Cp>CHIEF EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………..\u003C\u002Fp>\n\n\u003Cp>FREDRICK NG’ANG’A\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF KENYA SEED LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………\u003C\u002Fp>\n\n\u003Cp>T.M. NGIRA\u003C\u002Fp>\n\n\u003Cp>HR & ADMINISTRATION MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………..\u003C\u002Fp>\n\n\u003Cp>STEPHEN MALAKWEN\u003C\u002Fp>\n\n\u003Cp>CHIEF HUMAN RESOURCES OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE KENYA UNION OF COMMERCIAL FOOD AND ALLIED\u003C\u002Fp>\n\n\u003Cp>WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….\u003C\u002Fp>\n\n\u003Cp>CHARLES EGESA\u003C\u002Fp>\n\n\u003Cp>DEPUTY SECRETARY GENERAL KUCFAW\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………….\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>BENEDICT KIPKOSGEI MARITIM\u003C\u002Fp>\n\n\u003Cp>SIMLAW SEEDS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………….\u003C\u002Fp>\n\n\u003Cp>RICHARD NDOMBI OWINYO\u003C\u002Fp>\n\n\u003Cp>KENYA SEED COMPANY LIMITED – KITALE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………….\u003C\u002Fp>\n\n\u003Cp>JAPHETH RONOH\u003C\u002Fp>\n\n\u003Cp>DEACONS (K) LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>….………….............\u003C\u002Fp>\n\n\u003Cp>DAN OMONDI\u003C\u002Fp>\n\n\u003Cp>EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED IN NAIROBI THIS 19TH DAY OF DECEMBER 2012\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 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",{"disabilitypay":44,"contracttrialperiod":48,"maternitydiscrimination":52,"wageincreaseperc1":56,"hourspweek_select":60,"childcare":64,"wageincreasetype2":68,"STRUCINCR_trigger":70,"pensionfund":72,"paidmaternityleaveduration":76,"jobclassifaction1":78,"ANNLEAVE_trigger":82,"OVERTIME_trigger":86,"holidaysdays":90,"holidaysweeks":94,"healthcareaccess":96,"annleaveallowancetype":100,"COMMUTE_trigger":102,"wageincreasetype":106,"overtimeallowanceperc1":108,"hourspweek":110,"paidpaternityleavepay":112,"contracttrial":116,"sicknesspay":118,"paidpaternityleave":122,"sicknessmaxdaysnr":124,"LOWWAGE_trigger":127,"annleaveallowanceamount1":129,"contractseverancepay1":131,"overtimeallowancetype":135,"overtimeallowancetypeperiod":137,"paidmaternityleavepay":139,"sicknessmaxdays":141,"paidmaternityleave":143,"contractseverancepay":145,"PAIDLEAV_trigger":147,"paidpaternityleaveduration":149},{"bindId":45,"name":46,"text":47},"disabilitypay","In all cases involving injury sustained ","In all cases involving injury sustained while on normal duties, the\nrequirements of the Work Injury Benefits Act 2007 shall apply.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","Employees in categories 1 - 3 inclusive ","Employees in categories 1 - 3 inclusive shall be regarded as on probation\nfor one month. All persons engaged in category 4 and above shall be on\nprobation for three months.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","A female employee shall be entitled to t","A female employee shall be entitled to three months' maternity leave with\nfull pay provided that a woman who has three months' maternity leave shall not\nforfeit her annual leave in that year and she shall be entitled to her leave\ntravelling allowance for that year.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","i) All unionisable employees who were in","i) All unionisable employees who were in employment on 30th November, 2012,\nwill be awarded a salary increase of 12% on their salaries as at that date with\neffect from 1st December, 2012.\n\n\n\nii) All unionisable employees who shall be in employment on 30th November,\n2013 will be awarded a salary increase of 12% on their wages as at that date\nwith effect from 1st December, 2013.",{"bindId":61,"name":62,"text":63},"hourspweek_select","The normal working week shall consist of","The normal working week shall consist of 42½ hours (exclusive of meal\nbreaks), provided that the normal working week for Shop Assistants and Shop\nWorkers shall be of 45 hours (exclusive of meal breaks).\n\n\n\nThis clause shall not apply to Watchmen. The hours for Day Watchmen shall be\n52 hours per week and those fro Night Watchmen should be 60 hours per week.",{"bindId":65,"name":66,"text":67},"childcare","Compassionate leave shall be granted at ","Compassionate leave shall be granted at the discretion of the employer. Such\nleave will not be unreasonably refused.",{"bindId":69,"name":58,"text":59},"wageincreasetype2",{"bindId":71,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":73,"name":74,"text":75},"pensionfund","a) Employees will be entitled to the fol","a) Employees will be entitled to the following gratuity:-\n\n\n\ni.1-5 completed years - 16 days’ pay for each completed year of service\n\n\n\nii.Over 5 completed years of service - 23 days’ pay for each completed\nyear of service\n\n\n\nb) The employees’ years of service for this scheme will be counted from\n1st December 1990.\n\n\n\nc) An employee who loses his job due to gross misconduct will not be\nentitled to benefit from this scheme.\n\n\n\nd) Where an employee has a Provident or Pension Fund, an employee will be\nentitled to benefit from such a Fund or this gratuity whichever is more\nfavourable. Provided that for purpose of comparison the employers’\ncontribution only will count.",{"bindId":77,"name":54,"text":55},"paidmaternityleaveduration",{"bindId":79,"name":80,"text":81},"jobclassifaction1","23.MINIMUM WAGES\u002FSALARIES EXCLUDING HOUS","23.MINIMUM WAGES\u002FSALARIES EXCLUDING HOUSING ALLOWANCE DURING THE DURATION\nOF THE AGREEMENT\n\n\n  \n  \n  \n  \n  \n    \n      \n      Job title\n      Minimum Wage w.e.f. 1\u002F12\u002F2012\n      \n    \n    \n      \n      1.Labs – Ordinary including\n\n        Sweepers, Cleaners, Shop staff\n\n        And others not specified below\n      \n      11,015.00\n    \n    \n      \n      2.Office Messenger\n      11,015.00\n    \n    \n      \n      3.Heavy Duty Labourers\n      10,927.00\n    \n    \n      \n      4.Watchman\n      11,451.00\n    \n    \n      \n      5.Artisan Unqualified\n      11,888.00\n    \n    \n      \n      6.Headman\n      11,965.00\n    \n    \n      \n      7.Mechanical Messengers\n      12,021.00\n    \n    \n      \n      8.Drivers - Light\n      12,021.00\n    \n    \n      \n      9.Drivers – Medium\n      13,801.00\n    \n    \n      \n      10.Drivers – Heavy\n      18,338.00\n    \n    \n      \n      11.Headman – Senior\n      13,654.00\n    \n    \n      \n      12.Qualified Artisan\u002FMechanic\n\n        (Grade III TTC)\n      \n      14,840.00\n    \n    \n      \n      13.Qualified Artisan\u002FMechanic\n\n        (Grade II TTC)\n      \n      17,424.00\n    \n    \n      \n      14.Qualified Artisan\u002FMechanic\n\n        (Grade I TTC)\n      \n      21,290.00\n    \n    \n      \n      15.Grade I (Telephone)\n\n        Switchboard Operators\n      \n      15,831.00\n    \n    \n      \n      16.Grade II (Telephone)\n\n        Switchboard Operators\n      \n      15,060.00\n    \n    \n      \n      17.Grade III (Telephone)\n\n        Switchboard Operators\n      \n      17,424.00\n    \n    \n      \n      18.Salesmen\n\n        (a)Grade I whilst on 3 months\n\n        Probation\n      \n      \n\n        12,323.00\n      \n    \n    \n      \n      (b)If confirmed in appointment\n\n        for next 3 months\n      \n      13,577.00\n    \n    \n      \n      (c)After 6 months satisfactory\n\n        Service\n      \n      14,840.00\n    \n    \n      \n      19.Grade II\n      16,307.00\n    \n    \n      \n      20.Grade III\n      18,318.00\n    \n    \n      \n      21.Grade IV\n      18,014.00\n    \n    \n      \n      22.Grade V\n      22,163.00\n    \n    \n      \n      23.Shop assistants\u002Fcounter\n\n        Salesmen\n\n        (a)Trainee (on first appointment)\n      \n      \n\n        \n\n        12,759.00\n      \n    \n    \n      \n      (b)After 3 months on successful\n\n        Completion of training period\n      \n      12,235.00\n    \n    \n      \n      (c)After 6 months on completion\n\n        And hereafter\n      \n      13,309.00\n    \n    \n      \n      24.Clerical employees\u002FJunior\n\n        Clerks Grade I (cover probation\n\n        Clerks and confirmed clerks)\n\n        \n\n        (a)On probation for 3 months\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        12,759.00\n      \n    \n    \n      \n      (b)Clerks confirmed\n      13,010.00\n    \n    \n      \n      25.Clerk II\n      14,609.00\n    \n    \n      \n      26.Clerk III\n      16,147.00\n    \n    \n      \n      27.Clerk IV\n      16,584.00\n    \n    \n      \n      28.Clerk V\n      17,427.00\n    \n    \n      \n      29.Clerk VI\n      20,027.00\n    \n    \n      \n      30.Clerk VII\n      21,727.00\n    \n    \n      \n      31.Clerk VIII\n      22,705.00\n    \n    \n      \n      32.Typist Grade I\n      14,587.00\n    \n    \n      \n      33.Typist Grade II\n      16,307.00\n    \n    \n      \n      34.Typist Grade III\n      18,318.00\n    \n    \n      \n      35.Typist Grade IV\n      20,027.00\n    \n    \n      \n      36.Typist Grade V\n      23,840.00\n    \n    \n      \n      Accounting Machine Operators\n      \n    \n    \n      \n      37.Grade I\n      16,584.00\n    \n    \n      \n      38.Grade II\n      18,318.00\n    \n    \n      \n      39.Grade III\n      20,027.00\n    \n    \n      \n      40.Grade IV\n      22,130.00",{"bindId":83,"name":84,"text":85},"ANNLEAVE_trigger","All employees shall be entitled to Kshs.","All employees shall be entitled to Kshs. 9,500\u002F= per annum within the period\nof this Collective Bargaining Agreement when proceeding on annual leave. This\nshall also apply to female employees proceeding on maternity leave.",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger","Overtime shall be paid as follows: - a) ","Overtime shall be paid as follows: -\n\na) For the time worked in excess of the normal working hours per week: time\nand a half per hour.\n\nb) For the time worked on statutory Public Holidays and on rest days: double\ntime per hour.",{"bindId":91,"name":92,"text":93},"holidaysdays","On completion of twelve months' continuo","On completion of twelve months' continuous service, employees will be\nentitled to their annual leave as follows:\n\n\n\n1st year of service – 24 working days inclusive of Saturdays\n\n1-3 years of service – 26 working days inclusive of Saturdays\n\n3-5 years of service – 28 working days inclusive of Saturdays\n\n5 or more years of service - 30 working days inclusive of Saturdays",{"bindId":95,"name":92,"text":93},"holidaysweeks",{"bindId":97,"name":98,"text":99},"healthcareaccess","All employees shall be entitled to medic","All employees shall be entitled to medical treatment obtained within Kenya\nas provided by the company medical scheme.",{"bindId":101,"name":84,"text":85},"annleaveallowancetype",{"bindId":103,"name":104,"text":105},"COMMUTE_trigger","All employees shall be entitled to payme","All employees shall be entitled to payment of commuter allowance of\nKshs.2,000\u002F-per month.",{"bindId":107,"name":58,"text":59},"wageincreasetype",{"bindId":109,"name":88,"text":89},"overtimeallowanceperc1",{"bindId":111,"name":62,"text":63},"hourspweek",{"bindId":113,"name":114,"text":115},"paidpaternityleavepay","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":117,"name":50,"text":51},"contracttrial",{"bindId":119,"name":120,"text":121},"sicknesspay","An employee shall be entitled in any twe","An employee shall be entitled in any twelve months to sixty days sick leave\non full pay and to the next sixty days of sickness on half pay.",{"bindId":123,"name":114,"text":115},"paidpaternityleave",{"bindId":125,"name":120,"text":126},"sicknessmaxdaysnr","An employee shall be entitled in any twelve months to sixty days sick leave\non full pay and to the next sixty days of sickness on half pay.\n\n\n\nProvided that sick leave shall not be granted:-\n\na) In the absence of a registered medical practitioner confirming the need\nfor such sick leave; and\n\n\n\nb) Where the sickness or injury arises through the employee's own neglect or\nmisconduct.",{"bindId":128,"name":80,"text":81},"LOWWAGE_trigger",{"bindId":130,"name":84,"text":85},"annleaveallowanceamount1",{"bindId":132,"name":133,"text":134},"contractseverancepay1","Where employees are to be declared redun","Where employees are to be declared redundant, the employer shall notify the\nUnion and the Labour Officer of the area of the reasons for and the extent of\nthe intended redundancy, not less than one month prior to the date of the\nintended termination on account of redundancy.\n\n\n\nIn addition to any other provision of this agreement to which a redundant\nemployee may be entitled then:-\n\n\n\na) An employee shall be paid severance pay on redundancy at the rate of 28\ndays pay for every completed year of service.",{"bindId":136,"name":88,"text":89},"overtimeallowancetype",{"bindId":138,"name":88,"text":89},"overtimeallowancetypeperiod",{"bindId":140,"name":54,"text":55},"paidmaternityleavepay",{"bindId":142,"name":120,"text":126},"sicknessmaxdays",{"bindId":144,"name":54,"text":55},"paidmaternityleave",{"bindId":146,"name":133,"text":134},"contractseverancepay",{"bindId":148,"name":92,"text":93},"PAIDLEAV_trigger",{"bindId":150,"name":114,"text":115},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Deacons (K) Limited, KEN Kenya Seed Company Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-01\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: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Support activities to agriculture and post-harvest crop activities\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                        Deacons (K) Limited, Kenya Seed Company Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Union of Commercial Food and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 50 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\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: → No provision 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: → 42.5\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \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                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-11\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 9500.0\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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 2000.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[156],{"title":37,"slug":33},[158],{"type":159,"data":160},"call_to_action_body_block",{"title":161,"description":162,"variant":163,"link":164},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":161,"url":165,"description":161,"rel":166,"type":167},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[169],{"type":159,"data":170},{"title":161,"description":162,"variant":163,"link":171},{"title":161,"url":165,"description":161,"rel":166,"type":167},[]]