[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-m-s-panesar-s-kenya-limited-and-the-kenya-building-construction-timber-furniture-industries-employees-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":176,"content_type_view":177,"extra_breadcrumbs":178,"body":180,"body_blocks":191,"related_pages":195},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":174,"translations":175},{"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-m-s-panesar-s-kenya-limited-and-the-kenya-building-construction-timber-furniture-industries-employees-union","edf85fae-0f6a-11e5-ae1c-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-m-s-panesar-s-kenya-limited-and-the-kenya-building-construction-timber-furniture-industries-employees-union\u002Fmemorandum-of-agreement-between-m-s-panesar-s-kenya-limited-and-the-kenya-building-construction-timber-furniture-industries-employees-union\u002F","Memorandum of Agreement between M\u002Fs Panesar's Kenya Limited and the Kenya Building, Construction, Timber & Furniture Industries Employees’ Union","KEN M\u002FS Panesar’s Kenya Limited - 2015","Kenya - KEN M\u002FS Panesar’s Kenya Limited - 2015","KEN M\u002FS Panesar’s Kenya Limited - 2015 - Manufacturing",{"name":41,"data":42},"CBA-PANESARS- MAY 2015 (1) (1).html","\n              \n              \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 M\u002FS PANESAR’S KENYA LIMITED OF P. O. BOX\n45494 – 00100, NAIROBI (HEREINAFTER REFERRED TO AS THE\n“EMPLOYER\u002FCOMPANY”) OF THE FIRST PART AND THE KENYA BUILDING, CONSTRUCTION,\nTIMBER & FURNITURE INDUSTRIES EMPLOYEES’ UNION (HEREINAFTER REFERRED TO\nAS THE “UNION”) OF THE SECOND PART.\u003C\u002Fh1>\n\n\u003Cp>IN THE MATTERS OF TERMS AND CONDITIONS OF SERVICE SCOPE OF APPLICATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WHEREAS by terms of Recognition and Negotiating procedure Agreement signed\nbetween the Company and the Union, it was agreed that the Company has\nrecognized the Union as a properly constituted body and sole labour\norganization representing the interest of the employees in the employment of\nthe Company and:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WHEREAS it was agreed that the rates of wages and general terms and\nconditions of employment to be paid and provided to employees in the employment\nof the Company shall be as negotiated and agreed between the Company and the\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOW THEREFORE, the Company and the Union having successfully concluded\nnegotiations at their Joint negotiating Committee agree as stated\nhereunder:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART 1 - RATES OF PAY:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cp>(a) Basic minimum wages (exclusive of Housing Allowance).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Job Group\u003C\u002Ftd>\n      \u003Ctd>Minimum Basic w.e.f\n\n        \u003Cp>1.1.2015 to 31.12.2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Minimum Basic w.e.f\n\n        \u003Cp>1.1.2016 to 31.12.2016\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1A\u003C\u002Ftd>\n      \u003Ctd>17,130.00\u003C\u002Ftd>\n      \u003Ctd>18,617.70\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1B\u003C\u002Ftd>\n      \u003Ctd>18,200.60\u003C\u002Ftd>\n      \u003Ctd>19,838.60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>19,608.50\u003C\u002Ftd>\n      \u003Ctd>21,373.20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>22,991.30\u003C\u002Ftd>\n      \u003Ctd>25,060.40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3B\u003C\u002Ftd>\n      \u003Ctd>23,149.80\u003C\u002Ftd>\n      \u003Ctd>25,233.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>25,868.90\u003C\u002Ftd>\n      \u003Ctd>28,197.10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>27,543.40\u003C\u002Ftd>\n      \u003Ctd>30,022.30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerical III\u003C\u002Ftd>\n      \u003Ctd>21,065.30\u003C\u002Ftd>\n      \u003Ctd>22,961.20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerical II\u003C\u002Ftd>\n      \u003Ctd>23,488.00 \u003C\u002Ftd>\n      \u003Ctd>25,601.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Clerical I\u003C\u002Ftd>\n      \u003Ctd>27,999.70\u003C\u002Ftd>\n      \u003Ctd>30,519.70\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cp>(i) The employees earning over and above the rates specified in their\nrespective group shall have their personal rates increased by the percentage\nagreed, thus maintaining their personal differentials.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1st year of the agreement.......... 9%\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2nd year of the agreement......... 9%\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) For the purpose of part I of this Agreement; see Job Classification in\nAppendices ‘A’ and ‘B’ attached to this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) House or Housing Allowance\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee who is not provided with free housing accommodation by the\nemployer shall be entitled to house allowance of 15% of the basic salary or\u003C\u002Fp>\n\n\u003Cp>2,750\u002F- whichever is greater.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) For the purpose of implementation of this clause employees daily\nhousing allowance shall be deemed to be employees group monthly housing\nallowance divided by 26.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PART II: TERMS AND CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. WORKING HOURS\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>(a) The normal working week shall consist of forty-four hours of work spread\nover six or five days a week. Provided that no employee will be required to\nwork beyond 1.00 p.m. on Saturday without being paid overtime.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The normal working week for day watchmen shall consist of 52 hours of\nwork to be spread over 6 or 5 days of the week.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) A Flat rate of (400\u002F-) Four Hundred Shillings per month shall be paid to\nwatchmen over and above their normal monthly wages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. OVERTIME RATES:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>In respect of hours worked in excess of the normal number of hours per week,\novertime shall be payable at the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Working days -1.5 times\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause\" id=\"clause-SCHEDULE_trigger\">\u003Cp>(b) Rest days and gazetted Public holidays -Double rate\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. ANNUAL LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(a) After completion of each period of twelve (12) consecutive months\nservice with an employer, an employee shall be entitled to annual leave for a\nperiod covering twenty eight (28) working days with full pay (including rest\ndays but excluding gazetted Public Holidays that might fall within the leave\nperiod).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where employment is terminated before the completion of any twelve\nmonths leave earning period, an employee shall be entitled to pro-rata leave\nwith full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee shall be entitled to leave pay in advance before he proceeds\non annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Where an employer and an employee mutually agree that the latter should\nnot proceed on his annual leave, shall be paid his leave and further will be\nentitled to his leave travelling allowance in accordance with Sub-clause 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>(a) After each period of twelve (12) months continuous service with an\nemployer, an employee shall be entitled to leave travelling allowance of Kshs\n3,700\u002F- to be payable to an employee proceeding on annual leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee who is requested by the employer to proceed on leave before\nthe expiry of 12 months or to commute his leave to cash shall be entitled to\nfull leave travel allowance. Provided that an employee shall be eligible for\nleave travel allowance only in any consecutive 12 months period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh2>\n\n\u003Cp>a) All Gazetted Public Holidays will be granted as days off with full\npay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee required by his employer to work on Gazetted Public Holiday\nshall be paid overtime at the appropriate overtime rate i.e. Double time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Employment Act 2007 shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>(a) The probationary period shall be three months during which period\nservices may be terminated by three working days notice by either party or\nthree days pay in lieu of notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) After the completion of the probationary period, an employee shall\nbecome a permanent employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. SICK LEAVE AND BENEFITS\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>After the probationary period and subject to the production of certificate\nof incapacity covering any period claimed by the employee signed by a qualified\nmedical practitioner, an employee shall be entitled to sick leave in any one\nperiod of twelve months as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>(a) The first 35 days with full pay and\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Thereafter the next 35 days with half pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) No employee shall be eligible for sick leave in respect of any\nincapacity due to gross negligence on his own part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) In the event of full time hospitalization for a period in excess of 60\ndays, further days (benefits) may be granted subject to discussion between the\nUnion and the Employer bearing in mind seniority and length of Service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee who is absent from work due to illness or other physical\nincapacity, shall continue to be paid housing allowance in full until the\nexpiry of the period stipulated in paragraph (a) and (b) of this Clause.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. INJURY BY ACCIDENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>The provisions of the Work Injury Benefits Act shall apply for any injuries\nreceived whilst on duty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. PAYMENT OF WAGES\u003C\u002Fh2>\n\n\u003Cp>(a) Wages shall normally be paid to the employees at the end of the calendar\nmonth in which they are earned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Should the end of such a month fall on a rest day or a gazetted public\nholiday, the wages shall be paid to the employees prior to such a day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee is entitled to be shown computation of his\u002Fher monthly\nwages, including overtime and deductions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Except in unavoidable circumstances, payment of wages will be made on a\nworking day and during working hours in accordance with the law.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The method or mode of payment of wages shall in no way prejudice the right\nof an employee to enjoy any or all fringe benefits stipulated in this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) For the purposes of tabulation of daily rates of wages for unionized\nemployees, the daily rate shall be deemed to be the unionized employee’s\nmonthly rate of wages divided by 26.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. REDUNDANCY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Union shall be consulted of the reasons for and the extent of the\nintended redundancy;\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall have due regard to seniority in time and to the\nskill, ability and reliability of each employees affected by the redundancy.\u003C\u002Fp>\n\n\u003Cp>(c) Any leave due to any employee who is declared redundant shall be paid\nfor.\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employees shall be entitled to notice as follows;\u003C\u002Fp>\n\n\u003Cp>Upto 3 year’s service - 1 month’s notice or 1 month’s pay in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cp>Over 3 years to 6yrs service - 2 months notice or 2 months pay in lieu of\nnotice.\u003C\u002Fp>\n\n\u003Cp>Over 6 years service - 3 months notice or 3 months pay in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(e) An employee declared redundant shall be entitled to severance pay at the\nrate of twenty six (26) days pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>1. An employee who is required to work away from his principal area of (10%)\nemployment (i.e. outside City or Municipal Boundary) shall be paid subsistence\nand accommodation allowance as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Breakfast……………………………………..……….. Kshs.\n156.09\u003C\u002Fp>\n\n\u003Cp>(b) Lunch…………………………………………..……….. Kshs.\n325.16\u003C\u002Fp>\n\n\u003Cp>(c) Supper…………………………………………….…….. Kshs.\n520.30\u003C\u002Fp>\n\n\u003Cp>(d) For an overnight stop in Nairobi Area and Mombasa Municipality, an\nemployee shall\u003C\u002Fp>\n\n\u003Cp>be entitled to subsistence allowance payable under provisions (a),(b),(c) to\naccommodation\u003C\u002Fp>\n\n\u003Cp>allowance of ……………………………………..…......…KShs.1,\n040.60\u003C\u002Fp>\n\n\u003Cp>(e) For an overnight stop elsewhere, an employee\u003C\u002Fp>\n\n\u003Cp>Shall be entitled in addition to subsistence allowance\u003C\u002Fp>\n\n\u003Cp>Payable under provisions (a), (b) and (c) to\u003C\u002Fp>\n\n\u003Cp>Accommodation allowance of…………………….…….KShs.910.50\u003C\u002Fp>\n\n\u003Cp>(f) For an overnight stop when the employer provides\nAccommodation……………. KShs.780.45\u003C\u002Fp>\n\n\u003Cp>(g) Where the employer meets all expenses, no\u003C\u002Fp>\n\n\u003Cp>safari Allowance Will be paid provided that such\u003C\u002Fp>\n\n\u003Cp>an employee shall be paid inconvenience\u003C\u002Fp>\n\n\u003Cp>Allowance of\n.…………………………………………….KShs.650.40 per day.\u003C\u002Fp>\n\n\u003Cp>(h) An employee who is required to work outside the workshop but within\nNairobi County shall be provided with adequate\u002Fsufficient amount to transport\nhim to and from the place or work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. The subsistence and accommodation allowance payable under Sub-Clause (1)\nof this Clause shall cease to be payable to an employee after sixty consecutive\nday’s absence on duty from his principal area of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NB:- “Vehicles used for transportation are not acceptable as\naccommodation”. The above rates are the minimum but the employer and the\nemployee may agree on an alternative arrangement that may be favorable than the\nabove.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. PROTECTIVE CLOTHING:\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(a) Employees required to wear protective clothing will be provided with\nsuch clothing in accordance with the provisions of the Occupational Health and\nSafety Act 2007. The protective clothing so issued shall be replaced at least\nonce a year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Employees engaged in jobs of an exceptionally dirty nature, covered by\nOccupational Health and Safety Act 2007 should be provided with two suitable\npair of overalls and a pair quality boots, while security guards will be issued\nwith heavy overcoat, whistle and torch.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Overall and uniforms shall be dealt with by the Works Committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Employees, who in course of their work, have their hands exposed to\nmaterials either of a toxic nature or difficult to clean by normal washing,\nshall be provided with protective Clothing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee who is provided with uniform\u002Fprotective clothing will be\nissued with one bar of soap each month for cleaning purposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) An employee who fails to wear the provided protective clothing will be\ndisciplined in accordance with Clause 22 of the Collective Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. RETIREMENT OF EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>(a) An employee may be retired by the employer where such employee has\nreached the age of fifty five (55) years, such age being determined by the\nidentity card or birth certificate of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee has been declared medically unfit to perform his\u002Fher\nduties by a medical practitioner, the employer may retire such an employee on\nmedical grounds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>(c) Where the employer exercises his right in accordance with paragraph (a)\nor (b) above, the following conditions will apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) One month notice of retirement or pay in lieu of notice will be\ngiven.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Any leave and leave travel allowance that may be due will be paid in\naccordance with Clause 3 and 4 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) A retirement benefit equal to 30 day’s gratuity pay for each\ncompleted year of service. The rate of pay at the time of retirement will be\nthe rate used for calculating this benefit.\u003C\u002Fp>\n\n\u003Cp>(iv) After the completion of 3 years, an employee will be entitled to\npro-rata service gratuity for every completed month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The employee has the option of retiring at the age of 50 years provided\nsuch an employee has served for a minimum period of five years and will be\neligible for benefits under this Clause. In such a case, a notice of 3 months\nshould be given,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. NIGHT SHIFT\u003C\u002Fh2>\n\n\u003Cp>a. Where regular shift is in operation and overtime is not payable, night\nshift allowance shall be payable to the employees working on shift between 6.00\npm and 6.00 a.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b. An employee working at night (i.e. between 6.00 p.m. and 6.00 a.m. shall\nbe entitled to a night shift allowance of (30.00) thirty shillings per hour so\nworked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c. The employees working on night shift shall get a cup of tea while on such\nduty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d. Where an employee is required to start or finish work between the hours\nof 7.00 p.m. and 6.00 a.m. he will be provided with transport from or to his\nresidential area.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>16. NATIONAL SOCIAL SECURITY FUND:\u003C\u002Fh2>\n\n\u003Cp>The Law shall be followed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. CERTIFICATE OF SERVICE\u003C\u002Fh2>\n\n\u003Cp>1.Every employee shall be given a certificate of service by his employer\nupon the termination of his employment, unless such employment has continued\nfor a period of less than four consecutive weeks, and every such certificate\nshall contain;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) the name of the employer and his postal address;\u003C\u002Fp>\n\n\u003Cp>(b) the name of the employee;\u003C\u002Fp>\n\n\u003Cp>(c) the date when employment commenced;\u003C\u002Fp>\n\n\u003Cp>(d) the nature and usual place of employment;\u003C\u002Fp>\n\n\u003Cp>(e) the date when employment ceased; and\u003C\u002Fp>\n\n\u003Cp>(f) such other particulars as may be prescribed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Subject to subsection (1) of this section an employer is not bound to\ngive to any employee any testimonial, or reference or certificate relating to\nthe character or performance of an employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Any employer who willfully or by neglect fails to give an employee a\ncertificate of service in accordance to with subsection (1) of this section, or\nwho in a certificate of service includes a statement which he knows to be\nfalse, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. LETTER OF APPOINTMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>On engagement, an employee shall be issued with a letter of appointment by\nhis employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. SUPPLY OF MILK\u003C\u002Fh2>\n\n\u003Cp>The employees working in spray-painting Section and any person who in the\nopinion of the factory inspector requires milk as a prophylactic shall be\nissued with half liter of milk per day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This must be consumed in the factory. Incase milk is not available; payment\nshall be made in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>(a) After the probationary period, employment shall be terminable as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Upto 3 years service -1 month’s notice or 1 month’s salary in\nlieu.\u003C\u002Fp>\n\n\u003Cp>(ii) Over 3 years service – 2 month’s notice or 2 month’s salary in\nlieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Nothing in paragraph (a) of this Clause shall prejudice the right of\neither party to terminate a contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If an employee is summarily dismissed, a copy of the dismissal letter\nshall be sent to the Branch Secretary for information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) In the case of an employee being terminated at the initiative of the\nemployer after completion of one year service such an employee will be entitled\nto gratuity as Clause 14 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Where an employee has served for nine months it will be rounded off to a\nyear for purpose of paying gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. DEATH OF AN EMPLOYEE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(a) When the death of an employee from any cause whatsoever is brought to\nthe notice of his employer the employer shall as soon as practicable thereafter\ngive notice thereof in the prescribed form to the Labour Officer, or if there\nis no labour officer, to the District Commissioner of the District in which the\nemployee was employed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall pay to the Labour Officer or District Commissioner as\nthe case may be all wages due to the employee at the date of his death and\nshall deliver to him all property belonging to the deceased employee for\ntransmission to the person legally entitled thereto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Should any employee during the cause of his\u002Fher employment be killed or\nincapacitated by injury for a period exceeding 3 days, the employer shall as\nsoon as practicable send to the labour officer or district commissioner a\nreport in a prescribed form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The deceased will be considered as an employee who has retired and will\nbe eligible for benefits under the Clause of retirement benefits of this\nagreement to be paid to his or her estate, provided that the cause of death is\nnot covered by the Workmen’s Compensation Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee will be provided with a coffin at the cost of Kshs. 13,000\u002F-\nwhen money is to be given instead of coffin, and Kshs. 30,000.00 or as per\nInsurance Policy whichever is greater.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. WARNING SYSTEM\u003C\u002Fh2>\n\n\u003Cp>Any employee who is guilty of an offence other than gross misconduct or\nother lawful cause of dismissal may be given a written warning which shall be\nentered to the employees employment record card and shall remain valid for a\nperiod of 12 months from the date of issue. If within the twelve months period\nthe employee commits similar or any other offence which does not warrant\ndismissal he will be further warned in writing in his employment record card\nand the two warnings shall remain valid for a period of 12 months from the date\nof second warning. If within this 12 months period the employee commits another\noffence, which does not warrant dismissal, he will be issued with a final\nletter of warning, which will make him liable to summary dismissal for any\nother offence, which he may commit thereafter. A final letter of warning will\nremain valid for a period of one year from the date of issue. A copy of the\nfinal warning shall be sent to the Branch Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. DEFINITION OF A TRAINEE.\u003C\u002Fh2>\n\n\u003Cp>(a) for purpose of this Agreement a trainee shall be a person engaged by the\nemployer in order to be given instructions, which will eventually enable him to\nperform satisfactorily a task within Group 2 of the Job Classification.\u003C\u002Fp>\n\n\u003Cp>(b) The period of training shall not exceed 2 years duration. Any shorter\nperiod shall be solely at the discretion of the employer.\u003C\u002Fp>\n\n\u003Cp>(c) The rate of pay for 1st year of training shall be equal to the rate of\nunskilled labour in Group l(a).\u003C\u002Fp>\n\n\u003Cp>(d) The rate of pay for the second year of training shall be fixed at the\npoint midway between the rates in force for Groups l(a) and 2 irrespective of\nthe level of skill attained. After two years training the rate of pay will be\nas Group 3(a).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. ABSENTEEISM\u003C\u002Fh2>\n\n\u003Cp>(a)An employee is considered absent if he remains away from work without\nprior permission for a whole day.\u003C\u002Fp>\n\n\u003Cp>(b)The formula for calculating the amount to be deducted for absenteeism\nshall be the appropriate monthly rate (excluding house allowance) divided by 26\nand multiplied by the number of days absent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. LATENESS\u003C\u002Fh2>\n\n\u003Cp>(a)An employee who remains away from his place of work without prior\npermission for part of a day shall be considered to be late.\u003C\u002Fp>\n\n\u003Cp>(b)The formula for calculating the amount to be deducted for lateness shall\nbe appropriate monthly rate (excluding house allowance) divided by l9l and\nmultiplied by the number of hours late.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required to work in full acting capacity for a period\nof not less than l5 consecutive days in an occupation or grade for which the\nminimum wage is prescribed in Part l (i) of this Agreement is higher than the\nminimum wage normally earned by the employee, he or she shall be paid acting\nallowance at the rate not less than the difference between such higher minimum\nwage and his or her normal wage for the period after the qualifying period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27.COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cp>1. An employee desiring to take leave on compassionate or religious grounds\nshall by prior arrangement with the employer be granted such leave upto his\nearned leave entitlement under clause 3 of this Agreement and the leave taken\nshall be\u003C\u002Fp>\n\n\u003Cp>subsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. An employee may in addition to the leave provided to the sub clause l of\nthis Clause be granted 5 days compassionate leave without pay in any one\nyear.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>3. Where an employee request for compassionate leave to attend a funeral for\na family member such will be granted one day with full pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>28. LEAVE OF ABSENCE\u003C\u002Fh2>\n\n\u003Cp>Leave of absence without loss of pay may be granted to employees for the\npurpose of attending Union Conference and Educational Seminars in the interest\nof good industrial relations if mutually agreed between the employer and the\nUnion. The Union shall apply to the employer on behalf of the employee for such\nleave l0 days in advance. The application letter shall be signed by the Union\nBranch Secretary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. WATER PROOF-NOTICE BOARD\u003C\u002Fh2>\n\n\u003Cp>The employer shall allow the use of waterproof notice board for the posting\nby accredited Union officers of materials and notice for the conduct of Union\naffairs. The notices will only be posted on the authorized notice board and\nwith prior approval of the Management.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. DISPUTES\u003C\u002Fh2>\n\n\u003Cp>Any dispute arising out of the interpretation of any Clause(s) of this\nAgreement shall be referred to the Joint Industrial Council of the Union and\nthe Company. Failing settlement at the Joint Industrial Council, then such a\ndispute may be referred to the Minister for Labour in accordance with Labour\nRelations Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>31. TOOLS ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Any employee who uses his tools will be paid tools allowance of Shillings\none thousand (1,000\u002F-) per month provided that the said employee has the\nnecessary tools to perform his duties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>32. CHECK OFF SYSTEM\u003C\u002Fh2>\n\n\u003Cp>The employer shall effect deduction of Union dues\u002FAgency fees from wages of\neach Unionisable employee covered by the Collective Bargaining Agreement who is\nnot a member of the Union in accordance with section 49(1) of the Labour\nRelations Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>33. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>The employer undertakes to make arrangements for medical treatment in\nrespect of an employee working for the Company together with his immediate\nfamily of himself, his wife and four children under the age of l8 years. Such\narrangements to be made with an Insurance Company.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>34. SENIORITY WAGE INCREASE (NEW CLAUSE)\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowanceperc1\">\u003Cp>The employer shall recognize an award a seniority wage increase to all\nhis\u002Fher employees with long period of service or as follows.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) 5years to 10years-2.5%\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(ii) 10years to 20years-5%\u003C\u002Fp>\n\n\u003Cp>(iii) Over 20 years-7.5%\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>35. EFFECTIVE DATE AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This Agreement shall be effective from 1st January 2015 and it shall remain\nin force for a period of not less than two years, thereafter it shall continue\nin force pending amendment by mutual agreement. Any party desiring to amend the\nAgreement shall give two month’s written notice setting out in detail the\namendment required.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE EMPLOYER:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………… …………………………..\u003C\u002Fp>\n\n\u003Cp>MR. PANESAR MOHAN \u003C\u002Fp>\n\n\u003Cp>DIRECTOR \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MRS. GRACE NZULA\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE KENYA BUILDING, CONSTRUCTION,\u003C\u002Fp>\n\n\u003Cp>TIMBER AND FURNITURE INDUSTRIES EMPLOYEES’ UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR. JULIUS MAINA\u003C\u002Fp>\n\n\u003Cp>KENYA BUILDING, CONSTRUCTION,\u003C\u002Fp>\n\n\u003Cp>TIMBER AND FURNITURE INDUSTRIES EMPLOYEES’ UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MR. MORRIS MUTETI\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\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>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………………\u003C\u002Fp>\n\n\u003Cp>MR. MOSES OMBOKH\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI, THIS ………………………….DAY\nOF…………………2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>JOB CLASSIFICATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group 1(a) (Unskilled labour)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Packer\u003C\u002Fp>\n\n\u003Cp>2. Sweeper\u003C\u002Fp>\n\n\u003Cp>3. Cleaner\u003C\u002Fp>\n\n\u003Cp>4. Watchmen\u003C\u002Fp>\n\n\u003Cp>5. Driver’s Mate\u003C\u002Fp>\n\n\u003Cp>6. General Labourer\u003C\u002Fp>\n\n\u003Cp>7. Coir an0d Cotton Preparer\u003C\u002Fp>\n\n\u003Cp>8. Mattress Builder Labourer\u003C\u002Fp>\n\n\u003Cp>9. Cotton Pads Labourer\u003C\u002Fp>\n\n\u003Cp>10. Messenger\u003C\u002Fp>\n\n\u003Cp>11. Trainee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group I(b) (Unskilled Labour)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Assistant Machine Operator (See Appendix “B” 1)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group 2 (Semi-skilled Labour)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Storeman\u003C\u002Fp>\n\n\u003Cp>2. Ungraded artisan (See Appendix “R” 1)\u003C\u002Fp>\n\n\u003Cp>3. Motor driver light (not exceeding 4 tons)\u003C\u002Fp>\n\n\u003Cp>4. Machine Operator (See Appendix “8” 3)\u003C\u002Fp>\n\n\u003Cp>5. Assembler\u003C\u002Fp>\n\n\u003Cp>6. Sewing Machinist\u003C\u002Fp>\n\n\u003Cp>7. Forklift truck driver (not exceeding 4 tons)\u003C\u002Fp>\n\n\u003Cp>8. Spring heat treater\u003C\u002Fp>\n\n\u003Cp>9. Degreaser\u003C\u002Fp>\n\n\u003Cp>10. Riveter\u003C\u002Fp>\n\n\u003Cp>11. Chief Watchman\u003C\u002Fp>\n\n\u003Cp>12. Assistant to Group to Group 3 Machine Operator (See Appendix “B”\n4)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Group 3 – (Skilled labour and Artisans)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) 1. Tape Edger\u003C\u002Fp>\n\n\u003Cp>2. Tool Setter\u003C\u002Fp>\n\n\u003Cp>3. Fork Lift Truck Driver (tare weight over 4 tons)\u003C\u002Fp>\n\n\u003Cp>4. Store – keeper\u003C\u002Fp>\n\n\u003Cp>5. Machine Operator (See Appendix “B” 5)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) 1. Artisans with grade III Trade Test Certificate.\u003C\u002Fp>\n\n\u003Cp>2. Lorry Driver, Medium (Over 2 tons t. w. hut less than 8 tons)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 4 (ARTISANS)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Artisans with Grade II Trade Test Certificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 5 (ARTISANS)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Artisans with Grade I Trade Test Certificate.\u003C\u002Fp>\n\n\u003Cp>2. Motor Driver, Heavy (Capacity 8 tons and over)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GROUP 6 (CLERICAL)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Grade III - (See Appendix “B”)\u003C\u002Fp>\n\n\u003Cp>2. Grade II - (See Appendix “B”7)\u003C\u002Fp>\n\n\u003Cp>3. Grade I - (See Appendix “B”8)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “B”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Group (b) Item I Assistant Machine Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A person who is capable of taking over the operation of a machine in the\ntemporary absence of a machine operator.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Group 2 Item 2 Artisan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An artisan is a person who is employed in one of the following trades:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Painters\u003C\u002Fp>\n\n\u003Cp>Carpenter\u003C\u002Fp>\n\n\u003Cp>Polisher\u003C\u002Fp>\n\n\u003Cp>Upholsterer\u003C\u002Fp>\n\n\u003Cp>Mason\u003C\u002Fp>\n\n\u003Cp>Electrician\u003C\u002Fp>\n\n\u003Cp>Welder\u003C\u002Fp>\n\n\u003Cp>Mechanic\u003C\u002Fp>\n\n\u003Cp>Tinsmith\u002FSheet Metal Worker\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Group 2 Item 4 Machine Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sets up and operates automatic, semi-automatic or manual machines used for\ncutting, pressing, bending, joining, drilling, shaping or moulding materials\nlike timber, metal textiles, foam or plastics. Starts machine, feeds machine\nwith materials to be pressed, observes proper flow of material examines product\nand stops machine when product is substandard, adjusts and cleans machine to\nensure product meets required standard.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4. Group 2 Item 12 Assistant to Group 3 Machine Operator\u003C\u002Fp>\n\n\u003Cp>A person who is capable of taking over the operation of a group 3 machine in\nthe temporary absence of a machine operator.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Group 3(a) Item 5 Machine Operator\u003C\u002Fp>\n\n\u003Cp>As defined under group 2 Appendix “B” item 3 but with the addition of\nthe following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>APPENDIX “B” (4)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These Machine operators require extra skill, experience and knowledge to be\nable to operate the following or similar machines, i.e.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Garnet Machine\u003C\u002Fp>\n\n\u003Cp>(ii) Dilo Machine\u003C\u002Fp>\n\n\u003Cp>(iii) Hand Operated Lathe Machine\u003C\u002Fp>\n\n\u003Cp>(iv) Micro quilt Machine\u003C\u002Fp>\n\n\u003Cp>(v) High Frequency Welding\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. Group 6 Item 1 Clerical Grade III\u003C\u002Fp>\n\n\u003Cp>Clerical Grade III task. Tasks which are essentially simple. The tasks are\nsubject to close supervision, scrutinizing and checking and are carried out on\nroutine basis i.e. clock cards, production records, scrap records, sorting,\nroutine forms, filing, receiving and dispatching of correspondence, store\nrecords, telephone operator (Switchboard of 1-5 lines and 1- 40 extensions).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7. Group 6 Item 3 - Clerical Grade 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerical Grade II task. Tasks which are of routine character but require an\nelement of initiative and, therefore, require a degree of experience and or\nspecial aptitude i.e. Receipting, Cash to Bank, Payroll, Payment of wages,\nRoutine correspondence, Goods received reports, purchase invoices clearing and\nforwarding, Copy Typist, Statistical records, Telephone Operator (Switchboard\nof over 5 lines and over 30 extensions).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8. Group 6, Item 3 - Clerical Grade. 1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Clerical Grade I task. Tasks which require considerable experience and\nregular employment of judgment and initiative and which require specialized\nknowledge gained by training, study or experience i.e. Shorthand Typist,\nAccounting and other machine operation, cheque writing, petty cash and postage,\npurchasing, sales invoicing, cash sales, book-keeping, production control,\nstatistics, costing, personnel records, checking the work of junior clerks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"lowwageamount":52,"contracttrialperiod":56,"childcareleave":60,"jobclassifaction1":64,"WAGES_determined":68,"wageincreaseperc1":72,"dayspweek":76,"hourspweek_select":78,"childcare":80,"STRUCINCR_trigger":82,"hourspday":85,"funeralpay":87,"maxsicknesspayperc":91,"pensionfund":94,"OVERTIME_trigger":98,"holidaysdays":102,"healthcareaccess":106,"healthinsurancerelatives":110,"SUNDAY_trigger":112,"ANNLEAVE_trigger":116,"healthandsafetypolicy":120,"overtimeallowanceperc1":124,"hourspweek":127,"contracttrial":129,"sicknesspay":131,"dayspweek_select":135,"healthinsurance":137,"schedulesrestpw":139,"sicknessmaxdaysnr":141,"healthcareaccessrelatives":144,"LOWWAGE_trigger":146,"annleaveallowanceamount1":148,"sundayallowanceperc1":150,"contractseverancepay1":152,"SENIOR_trigger":156,"sicknessmaxdays":160,"paidmaternityleave":162,"contractseverancepay":165,"PAIDLEAV_trigger":169,"longserviceallowanceperc1":171},{"bindId":45,"name":46,"text":47},"disabilitypay","The provisions of the Work Injury Benefi","The provisions of the Work Injury Benefits Act shall apply for any injuries\nreceived whilst on duty.",{"bindId":49,"name":50,"text":51},"hourspday_select","(a) The normal working week shall consis","(a) The normal working week shall consist of forty-four hours of work spread\nover six or five days a week. Provided that no employee will be required to\nwork beyond 1.00 p.m. on Saturday without being paid overtime.",{"bindId":53,"name":54,"text":55},"lowwageamount","(a) Basic minimum wages (exclusive of Ho","(a) Basic minimum wages (exclusive of Housing Allowance).\n\n\n\n\n  \n  \n  \n  \n  \n    \n      Job Group\n      Minimum Basic w.e.f\n\n        1.1.2015 to 31.12.2015\n\n        \n      \n      Minimum Basic w.e.f\n\n        1.1.2016 to 31.12.2016\n\n        \n      \n    \n    \n      1A\n      17,130.00\n      18,617.70\n    \n    \n      1B\n      18,200.60\n      19,838.60\n    \n    \n      2\n      19,608.50\n      21,373.20\n    \n    \n      3\n      22,991.30\n      25,060.40\n    \n    \n      3B\n      23,149.80\n      25,233.30\n    \n    \n      4\n      25,868.90\n      28,197.10\n    \n    \n      5\n      27,543.40\n      30,022.30\n    \n    \n      Clerical III\n      21,065.30\n      22,961.20\n    \n    \n      Clerical II\n      23,488.00 \n      25,601.00\n    \n    \n      Clerical I\n      27,999.70\n      30,519.70",{"bindId":57,"name":58,"text":59},"contracttrialperiod","(a) The probationary period shall be thr","(a) The probationary period shall be three months during which period\nservices may be terminated by three working days notice by either party or\nthree days pay in lieu of notice.",{"bindId":61,"name":62,"text":63},"childcareleave","3. Where an employee request for compass","3. Where an employee request for compassionate leave to attend a funeral for\na family member such will be granted one day with full pay.",{"bindId":65,"name":66,"text":67},"jobclassifaction1","JOB CLASSIFICATION Group 1(a) (Unskilled","JOB CLASSIFICATION\n\n\n\nGroup 1(a) (Unskilled labour)\n\n\n\n1. Packer\n\n2. Sweeper\n\n3. Cleaner\n\n4. Watchmen\n\n5. Driver’s Mate\n\n6. General Labourer\n\n7. Coir an0d Cotton Preparer\n\n8. Mattress Builder Labourer\n\n9. Cotton Pads Labourer\n\n10. Messenger\n\n11. Trainee\n\n\n\nGroup I(b) (Unskilled Labour)\n\n\n\n1. Assistant Machine Operator (See Appendix “B” 1)\n\n\n\nGroup 2 (Semi-skilled Labour)\n\n\n\n1. Storeman\n\n2. Ungraded artisan (See Appendix “R” 1)\n\n3. Motor driver light (not exceeding 4 tons)\n\n4. Machine Operator (See Appendix “8” 3)\n\n5. Assembler\n\n6. Sewing Machinist\n\n7. Forklift truck driver (not exceeding 4 tons)\n\n8. Spring heat treater\n\n9. Degreaser\n\n10. Riveter\n\n11. Chief Watchman\n\n12. Assistant to Group to Group 3 Machine Operator (See Appendix “B”\n4)\n\n\n\nGroup 3 – (Skilled labour and Artisans)\n\n\n\n(a) 1. Tape Edger\n\n2. Tool Setter\n\n3. Fork Lift Truck Driver (tare weight over 4 tons)\n\n4. Store – keeper\n\n5. Machine Operator (See Appendix “B” 5)\n\n\n\n(b) 1. Artisans with grade III Trade Test Certificate.\n\n2. Lorry Driver, Medium (Over 2 tons t. w. hut less than 8 tons)\n\n\n\nGROUP 4 (ARTISANS)\n\n\n\n1. Artisans with Grade II Trade Test Certificate.\n\n\n\nGROUP 5 (ARTISANS)\n\n\n\n1. Artisans with Grade I Trade Test Certificate.\n\n2. Motor Driver, Heavy (Capacity 8 tons and over)\n\n\n\nGROUP 6 (CLERICAL)\n\n\n\n1. Grade III - (See Appendix “B”)\n\n2. Grade II - (See Appendix “B”7)\n\n3. Grade I - (See Appendix “B”8)\n\n\n\nAPPENDIX “B”\n\n\n\n1.Group (b) Item I Assistant Machine Operator\n\n\n\nA person who is capable of taking over the operation of a machine in the\ntemporary absence of a machine operator.\n\n\n\n2. Group 2 Item 2 Artisan\n\n\n\nAn artisan is a person who is employed in one of the following trades:-\n\n\n\nPainters\n\nCarpenter\n\nPolisher\n\nUpholsterer\n\nMason\n\nElectrician\n\nWelder\n\nMechanic\n\nTinsmith\u002FSheet Metal Worker\n\n\n\n3. Group 2 Item 4 Machine Operator\n\n\n\nSets up and operates automatic, semi-automatic or manual machines used for\ncutting, pressing, bending, joining, drilling, shaping or moulding materials\nlike timber, metal textiles, foam or plastics. Starts machine, feeds machine\nwith materials to be pressed, observes proper flow of material examines product\nand stops machine when product is substandard, adjusts and cleans machine to\nensure product meets required standard.\n\n\n\n4. Group 2 Item 12 Assistant to Group 3 Machine Operator\n\nA person who is capable of taking over the operation of a group 3 machine in\nthe temporary absence of a machine operator.\n\n\n\n5. Group 3(a) Item 5 Machine Operator\n\nAs defined under group 2 Appendix “B” item 3 but with the addition of\nthe following:\n\n\n\nAPPENDIX “B” (4)\n\n\n\nThese Machine operators require extra skill, experience and knowledge to be\nable to operate the following or similar machines, i.e.\n\n\n\n(i) Garnet Machine\n\n(ii) Dilo Machine\n\n(iii) Hand Operated Lathe Machine\n\n(iv) Micro quilt Machine\n\n(v) High Frequency Welding\n\n\n\n6. Group 6 Item 1 Clerical Grade III\n\nClerical Grade III task. Tasks which are essentially simple. The tasks are\nsubject to close supervision, scrutinizing and checking and are carried out on\nroutine basis i.e. clock cards, production records, scrap records, sorting,\nroutine forms, filing, receiving and dispatching of correspondence, store\nrecords, telephone operator (Switchboard of 1-5 lines and 1- 40 extensions).\n\n\n\n7. Group 6 Item 3 - Clerical Grade 1\n\n\n\nClerical Grade II task. Tasks which are of routine character but require an\nelement of initiative and, therefore, require a degree of experience and or\nspecial aptitude i.e. Receipting, Cash to Bank, Payroll, Payment of wages,\nRoutine correspondence, Goods received reports, purchase invoices clearing and\nforwarding, Copy Typist, Statistical records, Telephone Operator (Switchboard\nof over 5 lines and over 30 extensions).\n\n\n\n8. Group 6, Item 3 - Clerical Grade. 1\n\n\n\nClerical Grade I task. Tasks which require considerable experience and\nregular employment of judgment and initiative and which require specialized\nknowledge gained by training, study or experience i.e. Shorthand Typist,\nAccounting and other machine operation, cheque writing, petty cash and postage,\npurchasing, sales invoicing, cash sales, book-keeping, production control,\nstatistics, costing, personnel records, checking the work of junior clerks.",{"bindId":69,"name":70,"text":71},"WAGES_determined","On engagement, an employee shall be issu","On engagement, an employee shall be issued with a letter of appointment by\nhis employer.",{"bindId":73,"name":74,"text":75},"wageincreaseperc1","(i) The employees earning over and above","(i) The employees earning over and above the rates specified in their\nrespective group shall have their personal rates increased by the percentage\nagreed, thus maintaining their personal differentials.\n\n\n\n1st year of the agreement.......... 9%",{"bindId":77,"name":50,"text":51},"dayspweek",{"bindId":79,"name":50,"text":51},"hourspweek_select",{"bindId":81,"name":62,"text":63},"childcare",{"bindId":83,"name":74,"text":84},"STRUCINCR_trigger","(i) The employees earning over and above the rates specified in their\nrespective group shall have their personal rates increased by the percentage\nagreed, thus maintaining their personal differentials.\n\n\n\n1st year of the agreement.......... 9%\n\n2nd year of the agreement......... 9%",{"bindId":86,"name":50,"text":51},"hourspday",{"bindId":88,"name":89,"text":90},"funeralpay","(a) When the death of an employee from a","(a) When the death of an employee from any cause whatsoever is brought to\nthe notice of his employer the employer shall as soon as practicable thereafter\ngive notice thereof in the prescribed form to the Labour Officer, or if there\nis no labour officer, to the District Commissioner of the District in which the\nemployee was employed.\n\n\n\n(b) The employer shall pay to the Labour Officer or District Commissioner as\nthe case may be all wages due to the employee at the date of his death and\nshall deliver to him all property belonging to the deceased employee for\ntransmission to the person legally entitled thereto.\n\n\n\n(c) Should any employee during the cause of his\u002Fher employment be killed or\nincapacitated by injury for a period exceeding 3 days, the employer shall as\nsoon as practicable send to the labour officer or district commissioner a\nreport in a prescribed form.\n\n\n\n(d) The deceased will be considered as an employee who has retired and will\nbe eligible for benefits under the Clause of retirement benefits of this\nagreement to be paid to his or her estate, provided that the cause of death is\nnot covered by the Workmen’s Compensation Act.\n\n\n\n(e) An employee will be provided with a coffin at the cost of Kshs. 13,000\u002F-\nwhen money is to be given instead of coffin, and Kshs. 30,000.00 or as per\nInsurance Policy whichever is greater.",{"bindId":92,"name":93,"text":93},"maxsicknesspayperc","(a) The first 35 days with full pay and",{"bindId":95,"name":96,"text":97},"pensionfund","(c) Where the employer exercises his rig","(c) Where the employer exercises his right in accordance with paragraph (a)\nor (b) above, the following conditions will apply:-\n\n\n\n(i) One month notice of retirement or pay in lieu of notice will be\ngiven.\n\n\n\n(ii) Any leave and leave travel allowance that may be due will be paid in\naccordance with Clause 3 and 4 of this Agreement.\n\n\n\n(iii) A retirement benefit equal to 30 day’s gratuity pay for each\ncompleted year of service. The rate of pay at the time of retirement will be\nthe rate used for calculating this benefit.\n\n(iv) After the completion of 3 years, an employee will be entitled to\npro-rata service gratuity for every completed month.\n\n\n\n(d) The employee has the option of retiring at the age of 50 years provided\nsuch an employee has served for a minimum period of five years and will be\neligible for benefits under this Clause. In such a case, a notice of 3 months\nshould be given,",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","In respect of hours worked in excess of ","In respect of hours worked in excess of the normal number of hours per week,\novertime shall be payable at the following rates:-\n\n\n\n(a) Working days -1.5 times\n\n(b) Rest days and gazetted Public holidays -Double rate",{"bindId":103,"name":104,"text":105},"holidaysdays","(a) After completion of each period of t","(a) After completion of each period of twelve (12) consecutive months\nservice with an employer, an employee shall be entitled to annual leave for a\nperiod covering twenty eight (28) working days with full pay (including rest\ndays but excluding gazetted Public Holidays that might fall within the leave\nperiod).",{"bindId":107,"name":108,"text":109},"healthcareaccess","The employer undertakes to make arrangem","The employer undertakes to make arrangements for medical treatment in\nrespect of an employee working for the Company together with his immediate\nfamily of himself, his wife and four children under the age of l8 years. Such\narrangements to be made with an Insurance Company.",{"bindId":111,"name":108,"text":109},"healthinsurancerelatives",{"bindId":113,"name":114,"text":115},"SUNDAY_trigger","(b) Rest days and gazetted Public holida","(b) Rest days and gazetted Public holidays -Double rate",{"bindId":117,"name":118,"text":119},"ANNLEAVE_trigger","(a) After each period of twelve (12) mon","(a) After each period of twelve (12) months continuous service with an\nemployer, an employee shall be entitled to leave travelling allowance of Kshs\n3,700\u002F- to be payable to an employee proceeding on annual leave.",{"bindId":121,"name":122,"text":123},"healthandsafetypolicy","(a) Employees required to wear protectiv","(a) Employees required to wear protective clothing will be provided with\nsuch clothing in accordance with the provisions of the Occupational Health and\nSafety Act 2007. The protective clothing so issued shall be replaced at least\nonce a year.\n\n\n\n(b) Employees engaged in jobs of an exceptionally dirty nature, covered by\nOccupational Health and Safety Act 2007 should be provided with two suitable\npair of overalls and a pair quality boots, while security guards will be issued\nwith heavy overcoat, whistle and torch.\n\n\n\n(c) Overall and uniforms shall be dealt with by the Works Committee.\n\n\n\n(d) Employees, who in course of their work, have their hands exposed to\nmaterials either of a toxic nature or difficult to clean by normal washing,\nshall be provided with protective Clothing.\n\n\n\n(e) An employee who is provided with uniform\u002Fprotective clothing will be\nissued with one bar of soap each month for cleaning purposes.\n\n\n\n(f) An employee who fails to wear the provided protective clothing will be\ndisciplined in accordance with Clause 22 of the Collective Agreement.",{"bindId":125,"name":100,"text":126},"overtimeallowanceperc1","In respect of hours worked in excess of the normal number of hours per week,\novertime shall be payable at the following rates:-\n\n\n\n(a) Working days -1.5 times",{"bindId":128,"name":50,"text":51},"hourspweek",{"bindId":130,"name":58,"text":59},"contracttrial",{"bindId":132,"name":133,"text":134},"sicknesspay","After the probationary period and subjec","After the probationary period and subject to the production of certificate\nof incapacity covering any period claimed by the employee signed by a qualified\nmedical practitioner, an employee shall be entitled to sick leave in any one\nperiod of twelve months as follows:-\n\n\n\n(a) The first 35 days with full pay and\n\n\n\n(b) Thereafter the next 35 days with half pay.\n\n\n\n(c) No employee shall be eligible for sick leave in respect of any\nincapacity due to gross negligence on his own part.\n\n\n\n(d) In the event of full time hospitalization for a period in excess of 60\ndays, further days (benefits) may be granted subject to discussion between the\nUnion and the Employer bearing in mind seniority and length of Service.\n\n\n\n(e) An employee who is absent from work due to illness or other physical\nincapacity, shall continue to be paid housing allowance in full until the\nexpiry of the period stipulated in paragraph (a) and (b) of this Clause.",{"bindId":136,"name":50,"text":51},"dayspweek_select",{"bindId":138,"name":108,"text":109},"healthinsurance",{"bindId":140,"name":114,"text":115},"schedulesrestpw",{"bindId":142,"name":133,"text":143},"sicknessmaxdaysnr","After the probationary period and subject to the production of certificate\nof incapacity covering any period claimed by the employee signed by a qualified\nmedical practitioner, an employee shall be entitled to sick leave in any one\nperiod of twelve months as follows:-\n\n\n\n(a) The first 35 days with full pay and\n\n\n\n(b) Thereafter the next 35 days with half pay.",{"bindId":145,"name":108,"text":109},"healthcareaccessrelatives",{"bindId":147,"name":54,"text":55},"LOWWAGE_trigger",{"bindId":149,"name":118,"text":119},"annleaveallowanceamount1",{"bindId":151,"name":114,"text":115},"sundayallowanceperc1",{"bindId":153,"name":154,"text":155},"contractseverancepay1","(e) An employee declared redundant shall","(e) An employee declared redundant shall be entitled to severance pay at the\nrate of twenty six (26) days pay for each completed year of service.",{"bindId":157,"name":158,"text":159},"SENIOR_trigger","The employer shall recognize an award a ","The employer shall recognize an award a seniority wage increase to all\nhis\u002Fher employees with long period of service or as follows.\n\n\n\n(i) 5years to 10years-2.5%\n\n(ii) 10years to 20years-5%\n\n(iii) Over 20 years-7.5%",{"bindId":161,"name":133,"text":143},"sicknessmaxdays",{"bindId":163,"name":164,"text":164},"paidmaternityleave","Employment Act 2007 shall apply.",{"bindId":166,"name":167,"text":168},"contractseverancepay","Where the employment of an employee is t","Where the employment of an employee is to be terminated on account of\nredundancy, the following principles shall apply:\n\n\n\n(a) The Union shall be consulted of the reasons for and the extent of the\nintended redundancy;\n\n(b) The employer shall have due regard to seniority in time and to the\nskill, ability and reliability of each employees affected by the redundancy.\n\n(c) Any leave due to any employee who is declared redundant shall be paid\nfor.\n\n(d) The redundant employees shall be entitled to notice as follows;\n\nUpto 3 year’s service - 1 month’s notice or 1 month’s pay in lieu of\nnotice.\n\nOver 3 years to 6yrs service - 2 months notice or 2 months pay in lieu of\nnotice.\n\nOver 6 years service - 3 months notice or 3 months pay in lieu of notice.\n\n\n\n(e) An employee declared redundant shall be entitled to severance pay at the\nrate of twenty six (26) days pay for each completed year of service.",{"bindId":170,"name":104,"text":105},"PAIDLEAV_trigger",{"bindId":172,"name":158,"text":173},"longserviceallowanceperc1","The employer shall recognize an award a seniority wage increase to all\nhis\u002Fher employees with long period of service or as follows.\n\n\n\n(i) 5years to 10years-2.5%","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN M\u002FS Panesar’s Kenya Limited - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2017-12-31\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of furniture\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                        M\u002FS Panesar’s Kenya 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 Building, Construction, Timber, Furniture and Allied Employees Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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): → 29 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 70 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: → Yes\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: → 1 days\n            \u003C\u002Fdiv>\n\n            \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: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\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: → 28.0 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                \n                \n                \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 3700.0\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Allowance for seniority: → 2.5 % of basic wage\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[179],{"title":37,"slug":33},[181],{"type":182,"data":183},"call_to_action_body_block",{"title":184,"description":185,"variant":186,"link":187},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":184,"url":188,"description":184,"rel":189,"type":190},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[192],{"type":182,"data":193},{"title":184,"description":185,"variant":186,"link":194},{"title":184,"url":188,"description":184,"rel":189,"type":190},[]]