[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-and-premier-academy-":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":169,"content_type_view":170,"extra_breadcrumbs":171,"body":173,"body_blocks":184,"related_pages":188},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":167,"translations":168},{"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-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-and-premier-academy-","2e647a58-0f45-11e5-ab87-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-and-premier-academy-\u002Fmemorandum-of-agreement-between-kenya-union-of-domestic-hotels-educational-institutions-hospitals-and-allied-workers-and-premier-academy-\u002F","Memorandum of Agreement between  Premier Academy and Kenya Union of Domestic, Hotels, Educational Institutions, Hospitals and Allied Workers - 2015","KEN Premier Academy - 2010","Kenya - KEN Premier Academy - 2010","KEN Premier Academy - 2010 - Education, research",{"name":41,"data":42},"PREMIER ACADEMY 2015.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT: BETWEEN KENYA UNION OF DOMESTIC, HOTELS,\nEDUCATIONAL INSTITUTIONS, HOSPITALS AND ALLIED WORKERS (HEREINAFTER CALLED THE\n“UNION”) OF THE FIRST PART: AND PREMIER ACADEMY (HEREINAFTER CALLED THE\n“ACADEMY”) OF THE SECOND PART\u003C\u002Fh1>\n\n\u003Cp>-------------------------------------------------------\u003C\u002Fp>\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 members of the union covered\nby the Recognition Agreement and as may be provided for by the consent of the\nPremier Academy\u002FKenya Union of Domestic, Hotels, Educational Institutions,\nHospitals and Allied workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I – PROBATION, ENGAGEMENT AND APPOINTMENT:\u003C\u002Fh2>\n\n\u003Cp>(a) Probation:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>All persons engaged by the Academy shall be on probation in the first\ninstance. The probationary period shall not exceed three (3) months duration\nand during the currency of this term, the employment may be terminated by\neither party giving 7 days’ notice of termination in writing or pay in\nlieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On completion of the probationary period, the employee shall be given\ntwo copies of the letter of appointment of which he\u002Fshe will sign the original\nand return it to the Academy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) At all times the employer reserves the right to require an employee to\nsubmit himself\u002Fherself to a medical examination, such examination to be at the\nexpense of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. WAGES:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_determined\">\u003Cp>Wage rate shall be as negotiated and agreed upon between the Union and the\nemployer and shall be part of this Agreement. Provided always that the employer\nshall be at liberty to pay wages at higher rates at his sole discretion in\ncases of outstanding ability.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. HOURS OF WORK:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>All employees shall not work more than 45 hours spread over six (6) days in\none week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. OVERTIME:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(a) Hours worked over and above those set out in clause 3 in any week shall\nbe paid at the rate of one and a half times for hours worked on normal working\nday and double rate for hours worked on a rest day or gazetted Public Holiday,\nor be given equivalent days off.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Overtime hours can be off set against off hours given during school\nholidays throughout the year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. HOUSING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cp>An employee who is not provided with housing accommodation by the Academy\nshall be entitled to a housing allowance of Kshs.6,900\u002F= for the first year and\nKshs.7,200\u002F= for the second year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. WARNING:\u003C\u002Fh2>\n\n\u003Cp>An employee whose conduct is unsatisfactory and\u002For commits an offence which\ndoes not warrant instant dismissal, shall be warned in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first warning shall be recorded in the employee’s file and copied\nto the Shopsteward. When no second has been given within a period of 12 months\nof the date of the first warning, then the first warning shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where a second warning is given in writing, this will be copied to the\nShopsteward and the Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If within this twelve (12) months period the employee commits a further\noffence, which does not warrant dismissal, he will be issued with a final\nwarning letter. A final warning letter shall also be valid for a period of\ntwelve (12) months from the date of issue. Copy of final warning letter shall\nbe sent to the Shopsteward and the Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) If an employee who has received three warnings commits another\nmisconduct, he\u002Fshe shall be liable to summary dismissal and the decision shall\nbe conveyed to the Shopsteward and the Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) If an employee completes twelve (12) consecutive months of service from\nthe date of his\u002Fher last warning letter without any further warning letter,\nthen any warning recorded on his\u002Fher file will be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) All warnings given shall be subject to written appeal by the employee to\nthe Management within seven (7) days of the date of the warning and the\nManagement will within a further seven (7) days respond thereto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. TERMINATION OF EMPLOYMENT:\u003C\u002Fh2>\n\n\u003Cp>After completion of the probationary period, the following notice or pay in\nlieu by either party will apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For employees with up to 5 years service – two (2) months’ notice or\npay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) For employees with between 5 and 10 years service – three (3)\nmonths’ notice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) For employees with over 10 years service – four (4) months’ notice\nor pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that nothing in this clause shall prejudice the right of either\nparty to terminate the employment for lawful cause. Service gratuity shall be\npaid at the rate of 25 days basic salary per each completed year of service or\npension whichever is higher. An employee whose services are terminated shall be\npaid benefits under gratuity clause or pension scheme whichever is higher but\nnot both. Minimum period for the service gratuity (if applicable) is four years\nservice or pension as per the Pension Scheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. REDUNDANCY PROCEDURE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>In the event of redundancy the following principles shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Union shall be informed in writing of the intended redundancy, of\nthe reasons for\u002Fand this information will be given to the Union as early as\npossible bearing all circumstances in mind.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The redundant employees will be entitled to all accumulated leave up to\nthe date of redundancy with pro-rata basis used for uncompleted year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(c) Severance pay shall be at the rate of nineteen (21) days basic salary\nfor each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The principle shall be adopted of “LAST IN, FIRST OUT” in all\nparticular categories of employees affected, subject to all other factors such\nas skill, merit, ability, reliability being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) In the event of change of Management or ownership, the Management will\nencourage the new Management to take over the services of the employees or pay\nall the dues.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>On completion of twelve consecutive months of service employees shall be\nentitled to annual leave of 31 working days which will be taken with the\nconsent of the employer and this leave will normally be during school\nholidays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subject to mutual agreement between the School and the employee in\nexceptional circumstances such annual leave shall be accumulated. Where\nemployment is terminated after two months service the employee will be paid for\nleave on pro-rata basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. LEAVE TRAVELLING ALLOWANCE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee proceeding on annual leave will be entitled to leave traveling\nallowance of Kshs.5,500\u002F= for the first year, and Kshs.5,600\u002F= for the second\nyear of the agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. MATERNITY LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>(a) (i) as per the employment Act 2007 – a female employee shall be\nentitled to three months maternity leave with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(ii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(iii) A female employee taking maternity leave shall be paid her leave\ntravelling allowance for that year, only if the annual leave has not been\ntaken.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(b) (i) A male employee shall be entitled for a 2 weekly paternity leave\nupon his wife giving birth.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) No allowance shall be provided incase of paternity leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. SICK LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>(a) All employees shall be entitled to a maximum of thirty days sick leave\nwith full pay and thereafter thirty days sick leave with half pay in each\nperiod of twelve months consecutive service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee shall not be entitled to such payments unless he\u002Fshe\nproduces to the Academy a certificate of incapacity covering the period of sick\nleave claimed duly signed by a qualified Medical Practitioner in charge of a\ndispensary or medical centre or in a private practice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The employers shall have a right to get an independent doctor to\nvalidate any medical report.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. MEDICAL TREATMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>(a) All employees covered by this Agreement shall be provided with medical\ntreatment as per provisions of Employment Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. UNIFORM:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>All employees shall be provided with one set of uniform per twelve\nconsecutive months of service and Gardeners shall be supplied with gumboots.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The uniforms will be worn and used during working hours only.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Uniforms will remain the property of the Academy and the employer should\nprovide 1 (one) bar of soap of each month for laundry purposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Any loss or willful damage caused by an employee will be charged to the\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Teachers assistants shall be provided with two pairs of trousers, two\npairs of tops and two pairs of shoes per twelve consecutive months of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. SUSPENSION:\u003C\u002Fh2>\n\n\u003Cp>The employer reserves the right to suspend the services of an employee on\nhalf-pay pending investigation by the Management into alleged offences. The\nsuspension shall be without pay if the investigation into alleged offences is\ncarried out by Police, Court of Law or other Statutory authority.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the suspended employee in writing specifying the\nallegations made against him\u002Fher with copies to the Shopsteward and the Branch\nSecretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. RETIREMENT:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(a)A male employee who has attained the age of 55 and a female employee who\nhas attained the age of 50 may retire or be retired. The retired employee will\nbe entitled to gratuity or pension whichever is higher but not both as per\nclause 7(c).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. PUBLIC HOLIDAYS:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>(a) Any gazetted Public Holiday shall be a holiday with full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee works on his\u002Fher rest day, he\u002Fshe shall be paid at the\nrate of double the hourly rate calculated as at Clause 4(a) or 4(b).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where an employee works on a Public Holiday whether or not the day is\nhis\u002Fher rest day, he\u002Fshe shall be paid at the rate of double the hourly rate\ncalculated at Clause 4(a) or 4(b).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. COMPASSIONATE LEAVE:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(a) Upon application, an employee may be granted compassionate leave without\nany loss of benefits to deal with personal problems, such leave shall be\nsubsequently set off against his\u002Fher annual leave for that year. Such\ncompassionate leave shall not be unreasonably withheld by the Academy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If an employee absents himself\u002Fherself from duty except for illness or\nwithout the approval of the Academy, for a period exceeding six (6) working\ndays, his\u002Fher services will be considered as having been terminated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. CERTIFICATE OF SERVICE:\u003C\u002Fh2>\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>\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 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>\u003C\u002Fp>\n\n\u003Cp>(b) Subject to sub-section (a) of this section, no employer is bound to give\nto any employee any testimonial reference or certificate relating to the\ncharacter or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. CHECK-OFF SYSTEM:\u003C\u002Fh2>\n\n\u003Cp>(a) Any employee of the Academy, other than the Management staff and\nteachers, is free to join or not to join the union at the employee’s sole\ndiscretion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee joins the union and gives written authority to the\nAcademy through the union to deduct monthly from his\u002Fher earnings his\u002Fher union\ndues, the Academy shall make such deduction and pay over the amount to the\nunion and COTU (K) as shall be agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Should any employee give written instruction to the Academy to cease\ndeducting union dues from his\u002Fher earnings then such deduction shall cease\nforthwith.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. MINIMUM WAGES PER MONTH (EXCLUSIVE OF HOUSING ALLOWANCE):\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>(a) 1ST YEAR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employee (members) in service as at the effective date will receive a\nwage increase of 10% based on the individual’s basic salary as at 1st\nSeptember, 2013.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) 2ND YEAR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>All employees in service as at 1st September, 2014 will receive a wage\nincrease of 9% based on the individual’s basic salary as at 1st September,\n2014.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\u003Ctd>GRADE \u003C\u002Ftd>\n      \u003Ctd>MINIMUM\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE I\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">Kshs.9,352.20\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cleaners\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Gardeners\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Photocopier\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Carpenter\u003C\u002Ftd>\n      \u003Ctd>Kshs.12,409.65\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE 3\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Storekeeper\u003C\u002Ftd>\n      \u003Ctd>Kshs.14,404.35\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lab. Assistant\u003C\u002Ftd>\n      \u003Ctd>Kshs.14,404.35\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Driver\u003C\u002Ftd>\n      \u003Ctd>Kshs.21,107.85\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Teachers Assistants\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n      \u003Ctd>Kshs.14,404.35\u002F=\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) All employees covered by this agreement shall be eligible for the\nGeneral Wage Increments in (a) and (b) above on the following grounds:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Unionisable employees who enroll as Union members after the beginning\ndate of this agreement shall not be eligible for the increment for the first\nyear of this agreement but will be eligible for increment in the second year of\nthis agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Unionisable employees engaged or employed after the signing date of\nthis agreement and do not enroll as Union members within one month after the\nprobation period shall not qualify for increment for the second year of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The conditions in (i) and (ii) above does not affect any other\nagreement signed between the parties before this agreement came to effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. EFFECTIVE DATE AND DURATION:\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall be effective from 1st September, 2010 and shall remain\nin force for a period of two years. After the expiry date the agreement shall\ncontinue in force until it is amended by mutual consent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any proposed amendments must be given in writing with a two months notice\nand such amendments will become effective only after mutual agreement in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>Upon the death of an employee, the employer shall provide Kshs. 36,000\u002F-\nlump sum pay towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF PREMIER ACADEMY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________\u003C\u002Fp>\n\n\u003Cp>ADMINISTRATOR\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>SECRETARY GENERAL\u003C\u002Fp>\n\n\u003Cp>KUDHEIHA WORKERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>_________________________\u003C\u002Fp>\n\n\u003Cp>Witnessed by:\u003C\u002Fp>\n\n\u003Cp>CHAIRMAN – Works Committee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_________________________\u003C\u002Fp>\n\n\u003Cp>MOSES OMBOKH\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED:_____________ DAY OF: _______________________ 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"hourspday_select":44,"lowwageamount":48,"contracttrialperiod":52,"maternitydiscrimination":56,"WAGES_determined":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":70,"childcare":72,"STRUCINCR_trigger":76,"hourspday":80,"funeralpay":82,"paidmaternityleaveduration":86,"maternityotherclause":90,"maxsicknesspayperc":94,"pensionfund":98,"OVERTIME_trigger":102,"holidaysdays":106,"healthcareaccess":110,"SUNDAY_trigger":114,"ANNLEAVE_trigger":116,"healthandsafetypolicy":120,"overtimeallowanceperc1":124,"hourspweek":126,"contracttrial":128,"sicknesspay":130,"dayspweek_select":132,"SCHEDULE_trigger":134,"paidpaternityleave":138,"schedulesrestpw":142,"sundayallowanceperc1":144,"LOWWAGE_trigger":146,"contractseverancepay1":149,"paidmaternityleavepay":153,"sicknessmaxdays":155,"paidmaternityleave":157,"contractseverancepay":159,"PAIDLEAV_trigger":163,"paidpaternityleaveduration":165},{"bindId":45,"name":46,"text":47},"hourspday_select","All employees shall not work more than 4","All employees shall not work more than 45 hours spread over six (6) days in\none week.",{"bindId":49,"name":50,"text":51},"lowwageamount","GRADE MINIMUM GRADE I Kshs.9,352.20\u002F= Cl","GRADE \n      MINIMUM\n    \n    \n      GRADE I\n      Kshs.9,352.20\u002F=\n    \n    \n      Cleaners\n    \n    \n      Gardeners\n    \n    \n      Photocopier\n    \n    \n      GRADE 2\n      \n    \n    \n      Carpenter\n      Kshs.12,409.65\u002F=\n    \n    \n      GRADE 3\n      \n    \n    \n      Storekeeper\n      Kshs.14,404.35\u002F=\n    \n    \n      Lab. Assistant\n      Kshs.14,404.35\u002F=\n    \n    \n      Driver\n      Kshs.21,107.85\u002F=\n    \n    \n      Teachers Assistants",{"bindId":53,"name":54,"text":55},"contracttrialperiod","All persons engaged by the Academy shall","All persons engaged by the Academy shall be on probation in the first\ninstance. The probationary period shall not exceed three (3) months duration\nand during the currency of this term, the employment may be terminated by\neither party giving 7 days’ notice of termination in writing or pay in\nlieu.",{"bindId":57,"name":58,"text":59},"maternitydiscrimination","(ii) A female employee who takes materni","(ii) A female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":61,"name":62,"text":63},"WAGES_determined","Wage rate shall be as negotiated and agr","Wage rate shall be as negotiated and agreed upon between the Union and the\nemployer and shall be part of this Agreement. Provided always that the employer\nshall be at liberty to pay wages at higher rates at his sole discretion in\ncases of outstanding ability.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","All employees in service as at 1st Septe","All employees in service as at 1st September, 2014 will receive a wage\nincrease of 9% based on the individual’s basic salary as at 1st September,\n2014.",{"bindId":69,"name":46,"text":47},"dayspweek",{"bindId":71,"name":46,"text":47},"hourspweek_select",{"bindId":73,"name":74,"text":75},"childcare","(a) Upon application, an employee may be","(a) Upon application, an employee may be granted compassionate leave without\nany loss of benefits to deal with personal problems, such leave shall be\nsubsequently set off against his\u002Fher annual leave for that year. Such\ncompassionate leave shall not be unreasonably withheld by the Academy.\n\n\n\n(b) If an employee absents himself\u002Fherself from duty except for illness or\nwithout the approval of the Academy, for a period exceeding six (6) working\ndays, his\u002Fher services will be considered as having been terminated.",{"bindId":77,"name":78,"text":79},"STRUCINCR_trigger","(a) 1ST YEAR All employee (members) in s","(a) 1ST YEAR\n\n\n\nAll employee (members) in service as at the effective date will receive a\nwage increase of 10% based on the individual’s basic salary as at 1st\nSeptember, 2013.\n\n\n\n(b) 2ND YEAR\n\n\n\nAll employees in service as at 1st September, 2014 will receive a wage\nincrease of 9% based on the individual’s basic salary as at 1st September,\n2014.",{"bindId":81,"name":46,"text":47},"hourspday",{"bindId":83,"name":84,"text":85},"funeralpay","Upon the death of an employee, the emplo","Upon the death of an employee, the employer shall provide Kshs. 36,000\u002F-\nlump sum pay towards funeral expenses.",{"bindId":87,"name":88,"text":89},"paidmaternityleaveduration","(a) (i) as per the employment Act 2007 –","(a) (i) as per the employment Act 2007 – a female employee shall be\nentitled to three months maternity leave with full pay.",{"bindId":91,"name":92,"text":93},"maternityotherclause","(iii) A female employee taking maternity","(iii) A female employee taking maternity leave shall be paid her leave\ntravelling allowance for that year, only if the annual leave has not been\ntaken.",{"bindId":95,"name":96,"text":97},"maxsicknesspayperc","(a) All employees shall be entitled to a","(a) All employees shall be entitled to a maximum of thirty days sick leave\nwith full pay and thereafter thirty days sick leave with half pay in each\nperiod of twelve months consecutive service.",{"bindId":99,"name":100,"text":101},"pensionfund","(a)A male employee who has attained the ","(a)A male employee who has attained the age of 55 and a female employee who\nhas attained the age of 50 may retire or be retired. The retired employee will\nbe entitled to gratuity or pension whichever is higher but not both as per\nclause 7(c).",{"bindId":103,"name":104,"text":105},"OVERTIME_trigger","(a) Hours worked over and above those se","(a) Hours worked over and above those set out in clause 3 in any week shall\nbe paid at the rate of one and a half times for hours worked on normal working\nday and double rate for hours worked on a rest day or gazetted Public Holiday,\nor be given equivalent days off.",{"bindId":107,"name":108,"text":109},"holidaysdays","On completion of twelve consecutive mont","On completion of twelve consecutive months of service employees shall be\nentitled to annual leave of 31 working days which will be taken with the\nconsent of the employer and this leave will normally be during school\nholidays.",{"bindId":111,"name":112,"text":113},"healthcareaccess","(a) All employees covered by this Agreem","(a) All employees covered by this Agreement shall be provided with medical\ntreatment as per provisions of Employment Act, 2007.",{"bindId":115,"name":104,"text":105},"SUNDAY_trigger",{"bindId":117,"name":118,"text":119},"ANNLEAVE_trigger","An employee proceeding on annual leave w","An employee proceeding on annual leave will be entitled to leave traveling\nallowance of Kshs.5,500\u002F= for the first year, and Kshs.5,600\u002F= for the second\nyear of the agreement.",{"bindId":121,"name":122,"text":123},"healthandsafetypolicy","All employees shall be provided with one","All employees shall be provided with one set of uniform per twelve\nconsecutive months of service and Gardeners shall be supplied with gumboots.\n\n\n\n(a) The uniforms will be worn and used during working hours only.\n\n\n\n(b) Uniforms will remain the property of the Academy and the employer should\nprovide 1 (one) bar of soap of each month for laundry purposes.\n\n\n\n(c) Any loss or willful damage caused by an employee will be charged to the\nemployee.\n\n\n\n(d) Teachers assistants shall be provided with two pairs of trousers, two\npairs of tops and two pairs of shoes per twelve consecutive months of\nservice.",{"bindId":125,"name":104,"text":105},"overtimeallowanceperc1",{"bindId":127,"name":46,"text":47},"hourspweek",{"bindId":129,"name":54,"text":55},"contracttrial",{"bindId":131,"name":96,"text":97},"sicknesspay",{"bindId":133,"name":46,"text":47},"dayspweek_select",{"bindId":135,"name":136,"text":137},"SCHEDULE_trigger","(a) Any gazetted Public Holiday shall be","(a) Any gazetted Public Holiday shall be a holiday with full pay.\n\n\n\n(b) Where an employee works on his\u002Fher rest day, he\u002Fshe shall be paid at the\nrate of double the hourly rate calculated as at Clause 4(a) or 4(b).\n\n\n\n(c) Where an employee works on a Public Holiday whether or not the day is\nhis\u002Fher rest day, he\u002Fshe shall be paid at the rate of double the hourly rate\ncalculated at Clause 4(a) or 4(b).",{"bindId":139,"name":140,"text":141},"paidpaternityleave","(b) (i) A male employee shall be entitle","(b) (i) A male employee shall be entitled for a 2 weekly paternity leave\nupon his wife giving birth.",{"bindId":143,"name":136,"text":137},"schedulesrestpw",{"bindId":145,"name":104,"text":105},"sundayallowanceperc1",{"bindId":147,"name":50,"text":148},"LOWWAGE_trigger","GRADE \n      MINIMUM\n    \n    \n      GRADE I\n      Kshs.9,352.20\u002F=\n    \n    \n      Cleaners\n    \n    \n      Gardeners\n    \n    \n      Photocopier\n    \n    \n      GRADE 2\n      \n    \n    \n      Carpenter\n      Kshs.12,409.65\u002F=\n    \n    \n      GRADE 3\n      \n    \n    \n      Storekeeper\n      Kshs.14,404.35\u002F=\n    \n    \n      Lab. Assistant\n      Kshs.14,404.35\u002F=\n    \n    \n      Driver\n      Kshs.21,107.85\u002F=\n    \n    \n      Teachers Assistants\n      Kshs.14,404.35\u002F=",{"bindId":150,"name":151,"text":152},"contractseverancepay1","(c) Severance pay shall be at the rate o","(c) Severance pay shall be at the rate of nineteen (21) days basic salary\nfor each completed year of service.",{"bindId":154,"name":88,"text":89},"paidmaternityleavepay",{"bindId":156,"name":96,"text":97},"sicknessmaxdays",{"bindId":158,"name":88,"text":89},"paidmaternityleave",{"bindId":160,"name":161,"text":162},"contractseverancepay","In the event of redundancy the following","In the event of redundancy the following principles shall apply:-\n\n\n\n(a) The Union shall be informed in writing of the intended redundancy, of\nthe reasons for\u002Fand this information will be given to the Union as early as\npossible bearing all circumstances in mind.\n\n\n\n(b) The redundant employees will be entitled to all accumulated leave up to\nthe date of redundancy with pro-rata basis used for uncompleted year.\n\n\n\n(c) Severance pay shall be at the rate of nineteen (21) days basic salary\nfor each completed year of service.\n\n\n\n(d) The principle shall be adopted of “LAST IN, FIRST OUT” in all\nparticular categories of employees affected, subject to all other factors such\nas skill, merit, ability, reliability being equal.\n\n\n\n(e) In the event of change of Management or ownership, the Management will\nencourage the new Management to take over the services of the employees or pay\nall the dues.",{"bindId":164,"name":108,"text":109},"PAIDLEAV_trigger",{"bindId":166,"name":140,"text":141},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Premier Academy - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-08-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \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                        Premier Academy\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 Domestic Hotels, Educational Institutes, Hospitals and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → 6 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            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 31.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 9.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2014-09\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 5600.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[172],{"title":37,"slug":33},[174],{"type":175,"data":176},"call_to_action_body_block",{"title":177,"description":178,"variant":179,"link":180},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":177,"url":181,"description":177,"rel":182,"type":183},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[185],{"type":175,"data":186},{"title":177,"description":178,"variant":179,"link":187},{"title":177,"url":181,"description":177,"rel":182,"type":183},[]]