[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-leatherlife-epz-limited-and-the-kenya-chemical-and-allied-workers-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":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-leatherlife-epz-limited-and-the-kenya-chemical-and-allied-workers-union-","245980f6-ca50-11e4-a7f0-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-leatherlife-epz-limited-and-the-kenya-chemical-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-leatherlife-epz-limited-and-the-kenya-chemical-and-allied-workers-union-\u002F","Memorandum of Agreement between Leatherlife (EPZ) Limited  and the Kenya Chemical and Allied Workers Union - 2014","KEN Leatherlife EPZ Limited - 2014","Kenya - KEN Leatherlife EPZ Limited - 2014","KEN Leatherlife EPZ Limited - 2014 - Manufacturing",{"name":41,"data":42},"CBA 2014.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>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 LEATHERLIFE EPZ LIMITED AND THE KENYA\nCHEMICAL AND ALLIED WORKERS UNION \u003C\u002Fh1>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this agreement shall be\nobserved by all parties to it and shall apply to all employees covered by the\nrecognition agreement signed between the parties.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. DEFINITION OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>It is understood and agreed that the word employee in this agreement shall\ncover all employees regardless of sex unless specifically stated otherwise.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>All employees shall be considered to be on probation for a period not\nexceeding six months from the date of engagement, but may be extended for a\nfurther three months with consent of an employee, and during the first month,\nservices can be terminable by either party by giving 48 hours notice or pay in\nlieu of such notice thereof. During the 2nd and 3rd months, services will be\nterminable by 7 days notice or pay in lieu of such notice thereof.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of forty-five (45) hours per week, exclusive of the meal\nbreak hours, provided that an employee who is required to work in excess of\nsuch hours shall be paid for such excess hours at the appropriate overtime\nrates as provided by Clause 5 of this Agreement. For the purposes of this\nagreement, the agreed working hours will be effective from 1st January 2011.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>(a) For hours worked on week-days in excess of hours set in Clause 4 –\nTime and a half.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(b) For hours worked on Saturdays in excess of hours set in Clause 4 –\nTime and a half.\u003C\u002Fp>\n\n\u003Cp>(c) For hours worked on Rest days and Gazetted Public Holidays - Double\ntime.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. EMPLOYEES IN ACTING CAPACITY\u003C\u002Fh3>\n\n\u003Cp>An employee who is temporarily appointed or promoted to any acting capacity\nfor a minimum period of 14 days, shall receive such rate of pay, where such\nacting capacity carries a higher rate of pay than the Job in which he\u002Fshe is\nnormally employed, and shall revert to his\u002Fher former rate of pay immediately\non reverting to his\u002Fher former job.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>An employee shall normally be granted leave with full pay or Gazetted Public\nHolidays, provided that, an employee who is required to work on such holidays,\nshall be paid double as provided by Clause 5 above.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>a) Every employee shall be entitled to 23 working days paid leave for the\nfirst year of this agreement and 24 working days for the second year of the\nagreement except those employees who are currently entitled to over 26 working\ndays shall continue benefitting as such during the period of the agreement\u003C\u002Fp>\n\n\u003Cp>b) In the event of gazetted public holidays falling within the leave period\nsuch gazetted holidays shall be added to the leave entitlement.\u003C\u002Fp>\n\n\u003Cp>c) The date of an employee’s leave shall normally fall after the\ncompletion of every 12 months service from his\u002Fher date of employment but may\nbe taken any time after mutual agreement between the employer and the employee\nconcerned.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. COMPASSIONATE LEAVE AND LEAVE OF ABSENCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>i) An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the employer be granted such leave up to his earned\nleave entitlement under clause 8 and the leave taken shall be subsequently set\noff against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>ii) An employee may in addition to the leave provided for in sub clause (i)\nof this clause be granted 10 days compassionate leave without pay in any one\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is working away from his\u002Fher normal place of work on the\ncompany’s business shall be granted a safari allowance to cover lodgings,\nmeals and expenses incurred as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.......................................1ST YEAR...................2ND\nYEAR\u003C\u002Fp>\n\n\u003Cp>.........................................(Kshs).............................(Kshs)\u003C\u002Fp>\n\n\u003Cp>Breakfast- ......................100.................................150\u003C\u002Fp>\n\n\u003Cp>Lunch-........................... 200................................200\u003C\u002Fp>\n\n\u003Cp>Dinner-..........................200.................................250\u003C\u002Fp>\n\n\u003Cp>Accommodation-.........500..................................55\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>1) Every employee shall be given a certificate of service by his employer\nupon termination of his employment unless such employment has continued for a\nperiod of less than four consecutive weeks and every such certificate shall\ncontain:-\u003C\u002Fp>\n\n\u003Cp>a) the name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>b) the name of the employee\u003C\u002Fp>\n\n\u003Cp>c) the date when employment commenced ; and\u003C\u002Fp>\n\n\u003Cp>d) the date when employment ceased; and\u003C\u002Fp>\n\n\u003Cp>e) Such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) Subject to sub section (1) of this section, the employer is not bound to\ngive any employee any testimonial reference or certificate relating to the\ncharacter of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. The employer if willfully or by neglect fails to give an employee a\nCertificate of Service in accordance with subsection (1) of this section or if\nin a certificate of Service include a statement which he knows to be false\nshall be guilty of an offence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. TERMINATION OF EMPLOYMENT (NOTICE)\u003C\u002Fh3>\n\n\u003Cp>Except where an employee is summarily dismissed for Gross Misconduct or\nother lawful cause as prescribed in the employment act, 2007 and provided the\nprobationary period has been completed either party will be required to give\nnotice of termination of service or pay in lieu of such notice as herein\nunder:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee with between 1-5 years of service- one month notice\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Over 5 years of service- two months notice\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. WARNING SYSTEM\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning which shall be entered\nin the employee’s employment record card and shall remain valid for a period\nof 12 months from the date of issue. If, within the 12 months period the\nemployee commits a similar or any other offence which does not warrant\ndismissal, he will be further warned in his employment record card and the two\nwarnings shall remain valid for a period of 12 months from the date of issue.\nIf, within this 12 months period the employee commits a further offence which\ndoes not warrant dismissal he will be issued with a final letter of warning\nwhich will make him liable to summary dismissal for any other offence which he\nmay commit thereafter. A final letter of warning will remain valid for a period\nof one year from the date of issue. A copy of final warning shall be sent to\nthe General Secretary of the Union.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Ch3>14. MATERNITY\u002F PATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>A woman employee shall be entitled to three months maternity leave with full\npay, while a male employee shall be entitled to two weeks paternity leave with\npay as stipulated in the Law in the Employment Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee proceeding on authorized annual paid leave will be paid leave\ntravel allowance of four thousand shillings (Kshs. 4,000\u002F=) for the first year\nand four thousand five hundred shillings (Kshs 4,500\u002F-) for the second year of\nthe Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. UNIFORMS, OVERALLS AND PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>An employee who is required to wear uniforms or overalls by the nature of\nhis\u002Fher work or in accordance with the provision of the Occupational Safety and\nHealth Act, 2007 shall be issued with proper protective gear and\u002For clothing to\neach employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The Company undertakes to pay the cost of such medical expenses in\naccordance with the provisions prescribed by the Laws of Kenya relative to\nEmployment of persons medical treatment rules. The payment of medical expenses\nwill be made to all employees of the company provided that those illnesses are\nthose covered by the Act, and subject to an employee attending to treatment in\nhospitals appointed by the Company.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>After completion of probationary period successfully, an employee shall be\nentitled to sick leave with full pay to a maximum of 30 days in any one year\nsubject to the employee producing a medical certificate of incapacity covering\nthe period of sick leave claimed signed by a registered Medical Practitioner or\nby a doctor. Such sick leave with pay can be extended beyond the period\nstipulated above at the discretion of the Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. REDUNDANCY\u002FRETRENCHMENT\u003C\u002Fh3>\n\n\u003Cp>a) Definition\u003C\u002Fp>\n\n\u003Cp>“Redundancy” means loss of employment, occupation, Job or career by\ninvoluntary means through no fault of an employee involving termination of\nemployment at the initiative of the employer and practices commonly known as\nabolition of office, of a business, but it does not include any such loss of\nemployment by a domestic servant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the Company will Endeavour to arrange for\nsuitable alternative employment with the Company. This employment may not be of\nthe same grade. If the alternative employment is not acceptable to the employee\nconcerned, he will be classified as redundant and therefore be eligible for the\nbenefit outlined in Clause (f).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Consultations\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the Company undertakes to hold prior discussions\nwith the Union concerning the reasons for and the extent of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employees are to be declared redundant, the Company will\nassess the relative merits, ability and reliability of the affected employees\nand also age, but when these factors are equal the discharge will be on the\nbasis of seniority. Membership of the Union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Re-engagement\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration for re-engagement by\nthe Company should a vacancy arising according to their qualification.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Entitlement of Redundant Employee\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant, he will be entitled\nto:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Normal notice or pay in lieu of notice as defined in Clause 12 of the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>ii) Payment of wages, overtime and any other remuneration due to the\nemployee calculated up to the date on which he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cp>iii) Pro-rata Leave and leave allowance entitlement in accordance with the\nagreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>iv) Severance pay shall be as follows\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) 1- 5 years of service- 15 days for each completed year of service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) over 5 years- 30 days for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provident Fund and any other retirement benefits (if any) are in no way\naffected by these arrangements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. GRATUITY\u002FRETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cp>An employee who retires from the Company’s employment on ground of age of\n60 years or medical grounds, normal termination or death while in service shall\nbe entitled to service\u002Fgratuity payment as follows;-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-8 years of service - 16 days per each completed year of service.\u003C\u002Fp>\n\n\u003Cp>Over 8 years of service – 20 days per each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. DEATH OF EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>In case of an employee dying while in the company service, the Company shall\ncontribute Kshs 25,000\u002F- to cater for funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>When retiring at 60 years of age or on Medical grounds or on being declared\nredundant, an employee will be given a baggage allowance of Kshs 10,000\u002F-\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. TRANSPORT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The Company shall provide transport to the employees reporting on or leaving\nduty after 8.00 pm. A minimum of Kshs 350\u002F- will be paid to the employees who\nqualify to benefit\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>An employee who is injured by accident arising out of and in the course of\nhis\u002Fher duty shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefits Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25. SUMMARY DISMISSAL\u003C\u002Fh3>\n\n\u003Cp>This will be dealt with in accordance with Section 44 of the Employment Act\n2007 which reads as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any of the following matters may amount to gross misconduct so as to justify\nthe summary dismissal of an employee for lawful cause, but the enumeration of\nsuch matters shall not preclude an employer or an employee from respectively\nalleging or disputing whether the facts giving rise to the same, or whether any\nother matters not mentioned in this section, constitute justifiable or lawful\nground for the dismissal:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) if, without leave or other lawful cause, an employee absents himself from\nthe place proper and appointed for the performance of his work;\u003C\u002Fp>\n\n\u003Cp>b) if during working hours, by becoming or being intoxicated, an employee\nrenders himself\u002Fherself unwilling or incapable of performing his work\nproperly;\u003C\u002Fp>\n\n\u003Cp>c) if an employee willfully neglects to perform any work which it was his\nduty to have performed, or if he carelessly and improperly performs any work\nwhich from its nature it was his duty, under his contract, to have performed\ncarefully and properly.\u003C\u002Fp>\n\n\u003Cp>d) If an employee uses abusive or insulting language, or behaves in a manner\ninsulting, to his employer or to a person placed in authority over him by his\nemployer.\u003C\u002Fp>\n\n\u003Cp>e) if, an employee knowingly fails or refuses to obey a lawful and proper\ncommand which it was within the scope of his duty to obey, issued by his\nemployer or a person placed in authority over him by his employer.\u003C\u002Fp>\n\n\u003Cp>f) if, in the lawful exercise of any power of arrest given by or under any\nwritten law, an employee is arrested for a cognizable offence punishable by\nimprisonment and is not within fourteen days either released on bail or on bond\nor otherwise lawfully set at liberty.\u003C\u002Fp>\n\n\u003Cp>g) If, an employee commits, or on reasonable and sufficient grounds is\nsuspected of having committed, a criminal offence against or to the substantial\ndetriment of his employer or his employers’ property.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. TEA\u003C\u002Fh3>\n\n\u003Cp>The company shall continue providing tea as has been the practice.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to a house allowance equivalent to 15% of\none’s basic wage in the first and second year of the agreement. Company will\nimprove this to 20% in the next CBA.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. JOB IDENTIFICATION CARDS\u003C\u002Fh3>\n\n\u003Cp>Each employee will be provided with a job identification card by the\nemployer. If, the employee loses the card, he\u002Fshe will share the cost of\nreplacement\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. BASIC MINIMUM RATES AND GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cdiv class=\"cbaClause\" id=\"clause-COSTLIV_trigger\">\u003Cp>Existing employee of the Company in the categories\u002F grades shown in clause\n30 below shall get a General Wage increase of 18% in the first year of the\nAgreement and a further 21% in the second year of this Agreement\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobwagegroups\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>30. JOB GRADING\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\n\n        \u003Cp>GRADE A\u003C\u002Fp>\n\n        \u003Cp>•General workers including cleaner,\u003C\u002Fp>\n\n        \u003Cp>•Sweeper, messenger, watchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1.5.2010-\n\n        \u003Cp>30.4.2011\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>6221\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1.4.2011-\n\n        \u003Cp>31.3.12= 18%\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>7341.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1.4.12-\n\n        \u003Cp>31.3.13= 21%\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>8883.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE B\n\n        \u003Cp>•Turn Boy\u002F loader, cook\u002F tea maker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>6461\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7624.00\u003C\u002Ftd>\n      \u003Ctd>9225.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade C\n\n        \u003Cp>•Machine Attendants\u003C\u002Fp>\n\n        \u003Cp>•Junior Clerks\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>7112\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>8392.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,154.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade D\n\n        \u003Cp>•Machine Operator\u003C\u002Fp>\n\n        \u003Cp>•Ungraded artisan\u003C\u002Fp>\n\n        \u003Cp>•Drivers (cars& Light Vans)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>8,400\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,912.00\u003C\u002Ftd>\n      \u003Ctd>11,994.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade E\n\n        \u003Cp>•Store Keeper\u003C\u002Fp>\n\n        \u003Cp>•General clerk\u003C\u002Fp>\n\n        \u003Cp>•Telephone operator\u003C\u002Fp>\n\n        \u003Cp>•Receptionist\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>9495\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>11204.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13557.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade F\n\n        \u003Cp>•Artisan Grade 3\u003C\u002Fp>\n\n        \u003Cp>•Driver- medium vehicles\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>10,520\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12,390.00\u003C\u002Ftd>\n      \u003Ctd>14,992.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade G\n\n        \u003Cp>•Artisan Grade 2\u003C\u002Fp>\n\n        \u003Cp>•Shift supervisors\u003C\u002Fp>\n\n        \u003Cp>•Laboratory Assistants\u003C\u002Fp>\n\n        \u003Cp>•Lorry drivers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>11,790\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>13,912.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>16,834.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade H\n\n        \u003Cp>•Artisan Grade 1\u003C\u002Fp>\n\n        \u003Cp>•Heavy commercial driver\u003C\u002Fp>\n\n        \u003Cp>•Cashier\u003C\u002Fp>\n\n        \u003Cp>•Laboratory technician\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>14,319\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>16,896.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>20,444.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NB The above job classification will remain until proper Job evaluation is\ncarried out with the assistance of FKE\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31. EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from the 1st day of April 2011 and it\nshall remain in force for a period of two (2) years, and thereafter until it is\namended by mutual agreement between the two parties, provided that the party\ndesiring to amend or terminate the agreement shall give in writing one\nmonths’ notice of their intention and shall set out in details the amendments\nor alternations which such party so desires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MUMTAZ MUGHAL____________________________\u003C\u002Fp>\n\n\u003Cp>EXECUTIVE DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>HASSAN ABDI\u003C\u002Fp>\n\n\u003Cp>PLANT MANAGER______________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WERE DIBO OGUTU-OGW\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY______________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HEZRON OPIYO\u003C\u002Fp>\n\n\u003Cp>DEPUTY NATIONAL GENERAL SECRETARY_____________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JACKSON NGULU MUEKE\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY- ATHI RIVER ______________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JAMES O. OBURA\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY\u003C\u002Fp>\n\n\u003Cp>NAIROBI, CENTRAL & EASTERN REGIONS _______________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTHUR INGUTIA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD_________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>KENNEDY SHIKAMI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD_________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>LINUS W KARIUKI\u003C\u002Fp>\n\n\u003Cp>MANAGER, INDUSTRIAL RELATION\u003C\u002Fp>\n\n\u003Cp>SERVICES – FKE _________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED: THIS……………………………… DAY\nOF……..……..…………………2014\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"childcareleave":52,"ONCERISE_trigger":56,"hourspweek_select":60,"childcare":64,"paidpaternityleavepayperc":68,"funeralpay":72,"LOWWAGE_provision":76,"SKILLEVEL_trigger":78,"jobclassifaction1":82,"OVERTIME_trigger":85,"COSTLIV_trigger":89,"healthcareaccess":91,"jobwagegroups":95,"COMMUTE_trigger":97,"ANNLEAVE_trigger":101,"healthandsafetypolicy":105,"paidpaternityleavepay":109,"contracttrial":111,"sicknesspay":113,"JOBTYPE_descriptions":117,"paidpaternityleave":119,"jobclassifaction1_txt":123,"bankholidays2":125,"contractseverancepay1":129,"bankholidays1":133,"paidmaternityleavepay":135,"sicknessmaxdays":137,"paidmaternityleave":139,"contractseverancepay":142,"PAIDLEAV_trigger":145,"paidpaternityleaveduration":149},{"bindId":45,"name":46,"text":47},"disabilitypay","An employee who is injured by accident a","An employee who is injured by accident arising out of and in the course of\nhis\u002Fher duty shall be entitled to compensation in accordance with the\nprovisions of the Work Injury Benefits Act 2007.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","All employees shall be considered to be ","All employees shall be considered to be on probation for a period not\nexceeding six months from the date of engagement, but may be extended for a\nfurther three months with consent of an employee, and during the first month,\nservices can be terminable by either party by giving 48 hours notice or pay in\nlieu of such notice thereof. During the 2nd and 3rd months, services will be\nterminable by 7 days notice or pay in lieu of such notice thereof.",{"bindId":53,"name":54,"text":55},"childcareleave","ii) An employee may in addition to the l","ii) An employee may in addition to the leave provided for in sub clause (i)\nof this clause be granted 10 days compassionate leave without pay in any one\nyear.",{"bindId":57,"name":58,"text":59},"ONCERISE_trigger","Existing employee of the Company in the ","Existing employee of the Company in the categories\u002F grades shown in clause\n30 below shall get a General Wage increase of 18% in the first year of the\nAgreement and a further 21% in the second year of this Agreement",{"bindId":61,"name":62,"text":63},"hourspweek_select","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise, a total of forty-five (45) hours per week, exclusive of the meal\nbreak hours, provided that an employee who is required to work in excess of\nsuch hours shall be paid for such excess hours at the appropriate overtime\nrates as provided by Clause 5 of this Agreement. For the purposes of this\nagreement, the agreed working hours will be effective from 1st January 2011.",{"bindId":65,"name":66,"text":67},"childcare","i) An employee desiring to take leave on","i) An employee desiring to take leave on compassionate grounds shall by\nprior arrangement with the employer be granted such leave up to his earned\nleave entitlement under clause 8 and the leave taken shall be subsequently set\noff against his\u002Fher annual leave.\n\nii) An employee may in addition to the leave provided for in sub clause (i)\nof this clause be granted 10 days compassionate leave without pay in any one\nyear.",{"bindId":69,"name":70,"text":71},"paidpaternityleavepayperc","A woman employee shall be entitled to th","A woman employee shall be entitled to three months maternity leave with full\npay, while a male employee shall be entitled to two weeks paternity leave with\npay as stipulated in the Law in the Employment Act, 2007.",{"bindId":73,"name":74,"text":75},"funeralpay","In case of an employee dying while in th","In case of an employee dying while in the company service, the Company shall\ncontribute Kshs 25,000\u002F- to cater for funeral expenses.",{"bindId":77,"name":58,"text":59},"LOWWAGE_provision",{"bindId":79,"name":80,"text":81},"SKILLEVEL_trigger","30. JOB GRADING GRADE A •General workers","30. JOB GRADING\n\n\n  \n  \n  \n  \n  \n  \n    \n      \n\n        GRADE A\n\n        •General workers including cleaner,\n\n        •Sweeper, messenger, watchman\n      \n      1.5.2010-\n\n        30.4.2011\n\n        \n\n        6221\n      \n      1.4.2011-\n\n        31.3.12= 18%\n\n        \n\n        7341.00\n      \n      1.4.12-\n\n        31.3.13= 21%\n\n        \n\n        8883.00\n      \n    \n    \n      GRADE B\n\n        •Turn Boy\u002F loader, cook\u002F tea maker\n      \n      \n\n        6461\n      \n      7624.00\n      9225.00\n    \n    \n      Grade C\n\n        •Machine Attendants\n\n        •Junior Clerks\n      \n      \n\n        7112\n\n        \n\n        \n      \n      \n\n        8392.00\n      \n      10,154.00\n    \n    \n      Grade D\n\n        •Machine Operator\n\n        •Ungraded artisan\n\n        •Drivers (cars& Light Vans)\n      \n      \n\n        \n\n        8,400\n\n        \n      \n      9,912.00\n      11,994.00\n    \n    \n      Grade E\n\n        •Store Keeper\n\n        •General clerk\n\n        •Telephone operator\n\n        •Receptionist\n      \n      \n\n        9495\n      \n      \n\n        11204.00\n      \n      13557.00\n    \n    \n      Grade F\n\n        •Artisan Grade 3\n\n        •Driver- medium vehicles\n      \n      \n\n        10,520\n\n        \n\n        \n\n        \n      \n      12,390.00\n      14,992.00\n    \n    \n      Grade G\n\n        •Artisan Grade 2\n\n        •Shift supervisors\n\n        •Laboratory Assistants\n\n        •Lorry drivers\n      \n      \n\n        11,790\n      \n      \n\n        13,912.00\n      \n      16,834.00\n    \n    \n      Grade H\n\n        •Artisan Grade 1\n\n        •Heavy commercial driver\n\n        •Cashier\n\n        •Laboratory technician\n      \n      \n\n        14,319\n      \n      \n\n        16,896.00\n      \n      20,444.00\n    \n  \n\n\nNB The above job classification will remain until proper Job evaluation is\ncarried out with the assistance of FKE",{"bindId":83,"name":84,"text":84},"jobclassifaction1","30. JOB GRADING",{"bindId":86,"name":87,"text":88},"OVERTIME_trigger","(a) For hours worked on week-days in exc","(a) For hours worked on week-days in excess of hours set in Clause 4 –\nTime and a half.",{"bindId":90,"name":58,"text":59},"COSTLIV_trigger",{"bindId":92,"name":93,"text":94},"healthcareaccess","The Company undertakes to pay the cost o","The Company undertakes to pay the cost of such medical expenses in\naccordance with the provisions prescribed by the Laws of Kenya relative to\nEmployment of persons medical treatment rules. The payment of medical expenses\nwill be made to all employees of the company provided that those illnesses are\nthose covered by the Act, and subject to an employee attending to treatment in\nhospitals appointed by the Company.",{"bindId":96,"name":80,"text":81},"jobwagegroups",{"bindId":98,"name":99,"text":100},"COMMUTE_trigger","The Company shall provide transport to t","The Company shall provide transport to the employees reporting on or leaving\nduty after 8.00 pm. A minimum of Kshs 350\u002F- will be paid to the employees who\nqualify to benefit",{"bindId":102,"name":103,"text":104},"ANNLEAVE_trigger","An employee proceeding on authorized ann","An employee proceeding on authorized annual paid leave will be paid leave\ntravel allowance of four thousand shillings (Kshs. 4,000\u002F=) for the first year\nand four thousand five hundred shillings (Kshs 4,500\u002F-) for the second year of\nthe Agreement.",{"bindId":106,"name":107,"text":108},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniforms or overalls by the nature of\nhis\u002Fher work or in accordance with the provision of the Occupational Safety and\nHealth Act, 2007 shall be issued with proper protective gear and\u002For clothing to\neach employee.",{"bindId":110,"name":70,"text":71},"paidpaternityleavepay",{"bindId":112,"name":50,"text":51},"contracttrial",{"bindId":114,"name":115,"text":116},"sicknesspay","After completion of probationary period ","After completion of probationary period successfully, an employee shall be\nentitled to sick leave with full pay to a maximum of 30 days in any one year\nsubject to the employee producing a medical certificate of incapacity covering\nthe period of sick leave claimed signed by a registered Medical Practitioner or\nby a doctor. Such sick leave with pay can be extended beyond the period\nstipulated above at the discretion of the Company.",{"bindId":118,"name":80,"text":81},"JOBTYPE_descriptions",{"bindId":120,"name":121,"text":122},"paidpaternityleave","14. MATERNITY\u002F PATERNITY LEAVE A woman e","14. MATERNITY\u002F PATERNITY LEAVE\n\nA woman employee shall be entitled to three months maternity leave with full\npay, while a male employee shall be entitled to two weeks paternity leave with\npay as stipulated in the Law in the Employment Act, 2007.\n\n\n\nProvided that:-\n\n\n\na) A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.",{"bindId":124,"name":84,"text":84},"jobclassifaction1_txt",{"bindId":126,"name":127,"text":128},"bankholidays2","An employee shall normally be granted le","An employee shall normally be granted leave with full pay or Gazetted Public\nHolidays, provided that, an employee who is required to work on such holidays,\nshall be paid double as provided by Clause 5 above.",{"bindId":130,"name":131,"text":132},"contractseverancepay1","iv) Severance pay shall be as follows 1)","iv) Severance pay shall be as follows\n\n\n\n1) 1- 5 years of service- 15 days for each completed year of service\n\n\n\n2) over 5 years- 30 days for each completed year of service.",{"bindId":134,"name":127,"text":128},"bankholidays1",{"bindId":136,"name":70,"text":71},"paidmaternityleavepay",{"bindId":138,"name":115,"text":116},"sicknessmaxdays",{"bindId":140,"name":70,"text":141},"paidmaternityleave","A woman employee shall be entitled to three months maternity leave with full\npay, while a male employee shall be entitled to two weeks paternity leave with\npay as stipulated in the Law in the Employment Act, 2007.\n\n\n\nProvided that:-\n\n\n\na) A woman who has taken three months maternity leave shall not forfeit her\nannual leave in that year.",{"bindId":143,"name":131,"text":144},"contractseverancepay","iv) Severance pay shall be as follows\n\n\n\n1) 1- 5 years of service- 15 days for each completed year of service\n\n\n\n2) over 5 years- 30 days for each completed year of service.\n\n\n\nProvident Fund and any other retirement benefits (if any) are in no way\naffected by these arrangements.",{"bindId":146,"name":147,"text":148},"PAIDLEAV_trigger","a) Every employee shall be entitled to 2","a) Every employee shall be entitled to 23 working days paid leave for the\nfirst year of this agreement and 24 working days for the second year of the\nagreement except those employees who are currently entitled to over 26 working\ndays shall continue benefitting as such during the period of the agreement\n\nb) In the event of gazetted public holidays falling within the leave period\nsuch gazetted holidays shall be added to the leave entitlement.\n\nc) The date of an employee’s leave shall normally fall after the\ncompletion of every 12 months service from his\u002Fher date of employment but may\nbe taken any time after mutual agreement between the employer and the employee\nconcerned.",{"bindId":150,"name":70,"text":71},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Leatherlife EPZ Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other activities from manufacturing\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                        Leatherlife EPZ Limited \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Chemical and Allied Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Name other signatories from employees' side: → MUMTAZ MUGHAL, HEZRON OPIYO\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 30 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 10 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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Ascension Day (fortieth day after Easter), Birthday of the Prophet Muhammad \u002F Prophet PBUH Birthday \u002F Mouloud \u002F Eid Milad-un-Nabi (twelfth day of Rabi) , Christmas Day (25th December), Idd – ul – Fitr\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → No\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Once only extra payment: → 18 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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 4000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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  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},[]]