[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-m-s-thika-motor-dealers-limited-and-amalgamated-union-of-kenya-metal-workers":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":198,"content_type_view":199,"extra_breadcrumbs":200,"body":202,"body_blocks":213,"related_pages":217},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":196,"translations":197},{"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-thika-motor-dealers-limited-and-amalgamated-union-of-kenya-metal-workers","5aad8b54-e24c-11e2-841f-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-m-s-thika-motor-dealers-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fmemorandum-of-agreement-between-m-s-thika-motor-dealers-limited-and-amalgamated-union-of-kenya-metal-workers\u002F","Memorandum Of Agreement Between M\u002FS. Thika Motor Dealers Limited And Amalgamated Union Of Kenya Metal Workers - 2012","KEN M\u002FS. Thika Motor Dealers Limited KEN M\u002FS. Thika Motor Dealers Limited - 2012","Kenya - KEN M\u002FS. Thika Motor Dealers Limited KEN M\u002FS. Thika Motor Dealers Limited - 2012","KEN M\u002FS. Thika Motor Dealers Limited KEN M\u002FS. Thika Motor Dealers Limited - 2012 - Retail trade, Transport, logistics, communication, Wholesale",{"name":41,"data":42},"THIKA MOTOR DEALERS CBA 2012.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">M\u002FS. THIKA\nMOTOR DEALERS LIMITED (HEREINAFTER REFERRED TO AS THE “EMPLOYER” OF THE\nFIRST PART)\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AMALGAMATED\nUNION OF KENYA METAL WORKERS' - (HEREINAFTER REFERRED TO AS THE \"UNION\" OF THE\nSECOND PART)\u003C\u002Fh1>\n\n\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">___________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>(a) The parties to this agreement, meeting together in free and voluntary\nassociation have determined to regulate the relations between them in the\ninterest of promotion of sound industrial relations, the economic well-being of\nthe company, its workers and Management. In order to achieve these aims they\nhave agreed to provide:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Machinery for speedy settlement of Industrial disputes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) A channel of communication between the Management and their\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) RECOGNITION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer accords full recognition to the Union as a properly constituted\nand representative body and the sole labour Organization representing interests\nof workers who are in the employment of the company concerning rates of pay,\novertime, hours of work method of wages payment, paid leave, duration of\nemployment, gratuity payment, principle of redundancy and general accepted\nterms and conditions of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) LOCAL NEGOTIATING COMMITTEE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A local Negotiating Committee consisting of Shopstewards and Management\nrepresentatives shall meet as and when necessary to consider claims and\ngrievances raised by the employee(s) and in case settlement is not reached at\nthe Local Negotiating Committee, the issue shall be referred to the Local\nBranch Secretary by the Shopstewards. The Local Negotiating Committee shall\nregulate its own procedure to elect its chairman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.PROBATIONARY PERIOD AND APPOINTMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>(a) All persons engaged by the employer shall be on probation in the first\nmonths of appointment. The probation period shall not exceed three months\nduration and during this period, the employment may be terminated by either\nparty giving 7 days written notice or pay in lieu of such notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) On engagement the employees shall be given a letter of appointment which\nshall clearly indicate the job and wages offered.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch3>3.WORKING HOURS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>(a) The normal working week for all employees will be 44 hours per week\nexcept watchmen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The normal working week for day watchmen shall consist of not more than\n48 hours spread over not more than 6 days shift of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be payable in respect of hours worked in excess of the normal\nworking hours per day, based on the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For hours worked on weekdays- time worked plus half\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) For hours worked on Sundays\u003C\u002Fp>\n\n\u003Cp>and Gazetted Public Holidays - Double time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All unionisable employees of the company shall be entitled to a monthly\nhouse allowance of Kshs.3,000.00 per month or 16% of basic pay whichever is\nhigher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>6.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>(a) After the completion of each period of twelve months continuous service\nand up to 5 years service with employer, employee shall be entitled to annual\nleave covering a period of 23 working days (exclusive of Gazetted public\nholidays) with full pay. Those with over 5 years service shall have annual\nleave of 27 working days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In case the employer desires not to allow an employee to proceed on\nleave because of employers own reasons, employer shall pay to the employee an\namount equivalent to his\u002Fher leave days plus travelling allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Contrary to (b) if it is the employee who desires to sell his\u002Fher annual\nleave days to the employer, such employee shall be paid for his\u002Fher days\nwithout travelling allowance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee proceeding on leave shall be paid leave travelling allowance at\n12% of his basic salary or Kshs.3,200.00 annually whichever is higher.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>(a) An employee desirous of taking leave on compassionate grounds shall by\nprior arrangement with the employer be granted such leave upto his earned\nentitlement under clause 6 of this agreement and the leave taken shall be\nsubsequently set off against his annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>(b) An employee may in addition to leave provided for in sub-paragraph (a)\nabove be granted seven days compassionate leave without pay in any one year.\nProvided that necessity should be proved.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Compassionate leave shall not be unreasonably be withheld.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>9.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>After the probationary period an employee who falls sick subject to\nproduction of medical certificate of incapacity issued by medical doctor shall\nbe granted sick leave as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Up to 2 years service -One month on full pay\u003C\u002Fp>\n\n\u003Cp>followed by one month on half\u003C\u002Fp>\n\n\u003Cp>pay; in each period of 12 months consecutive service\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) From 2 to 5 years service-One month on full pay\u003C\u002Fp>\n\n\u003Cp>followed by two months on\u003C\u002Fp>\n\n\u003Cp>half pay in each period of 12 months consecutive service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) From 5 years onwards-2 months on full pay followed\u003C\u002Fp>\n\n\u003Cp>by three months on half pay in each period of 12 months consecutive\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>10.MEDICAL TREATMENT EXPENSES\u003C\u002Fh3>\n\n\u003Cp>Medical treatment of employees shall be governed by Employment (medical\ntreatment) Rules L\u002FN.159\u002F1977\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch3>11.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>A woman employee shall be entitled to three months maternity leave with full\npay, and a woman who has taken her three months maternity leave shall not\nforfeit her annual leave in that particular year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>A male employee shall be entitled to two weeks paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvoucherstype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Ch3>12.SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to work away from his normal principal area of\nemployment other than transfer shall be entitled to the following subsistence\nallowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Breakfast–Kshs.170.00\u003C\u002Fp>\n\n\u003Cp>(b) Lunch–Kshs.230.00\u003C\u002Fp>\n\n\u003Cp>(c) Supper–Kshs.300.00\u003C\u002Fp>\n\n\u003Cp>(d) Accommodation –Kshs.760.00\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to act in a higher grade than his\u002Fher own\ngrade for a period of not less than (8) or more days he\u002Fshe shall be informed\nin writing and be paid his\u002Fher own salary plus 25% of the basic salary for the\nemployee for whom he is acting or to the full basic wage of that employee,\nwhichever is the lesser amount.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.CERTIFICATION OF SREVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be given a certificate of service by his\u002Fher employer\nupon termination or retirement, unless such employment has been continuous for\na period of not less than four consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every such certificate shall contain;-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his 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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>An employee who has worked and whose conduct is unsatisfactory and who\ncommits an offence which does not warrant summary dismissal shall be warned in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The first warning shall be on record in the employees file and copied to\nthe shopstewards. When no second warning has been issued within 12 months, then\nthe first warning shall be cancelled from record.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The second, third and final warnings shall be copied to the shopsteward\nand the General Secretary respectively.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c In case within this twelve months period the employee commits a further\noffence which does not warrant dismissal, he\u002Fshe will be issued with a\nfinal\u002Flast letter of warning which will make him\u002Fher liable to termination of\nhis\u002Fher service for any other offence which he\u002Fshe may commit thereafter. This\nfinal letter of warning shall be copied to the Union Branch Secretary, and will\nremain valid for a period of twelve months from the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) All warning letters issued shall be subject to written appeal by the\nemployee within 7 days of the date of warning and management shall inform the\nemployee within 14 days of the result of the appeal. If the management fails to\ncommunicate in writing to the appellant the result of the appeal, the warning\nshall be deemed to have been withdrawn.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every contract of employment shall be terminated in the following\nmanner:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) In case of employee who has completed one month and up o 5 years service\none month’s notice or one month’s salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In case of employee who has completed more than 5 years and up to 10\nyears service two months notice or two months salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) In case of employee who has completed more than 10 years service three\nmonths notice or three months salary in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch3>17.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) In the event of redundancy the employer shall inform the union the\nreasons for and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>(b) The principal of LAST IN FIRST OUT shall be followed in the particular\ncategory of employees affected subject to all other factors such as merit,\nability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The redundant employee shall be entitled to pay in lieu of notice as\nprovided for under the clause on termination of service above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) An employee shall qualify for severance pay after the completion of one\nyear’s continuous service with the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Subject to sub-paragraph (d) above and in case where the service of an\nemployee is terminated on grounds of redundancy, the employer shall pay the\nemployee severance pay at the rate of 26 days’ basic pay for each completed\nyear of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.UNIFORMS\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who may be required to wear uniforms due to the nature of\nhis work shall be provided with two uniforms per annum provided that the two\nold uniforms are returned back for inspection before new uniforms are\nissued.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Employer shall take the uniforms to laundry.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-apprenticeships\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Ch3>19.WORKERS EDUCATION\u003C\u002Fh3>\n\n\u003Cp>At the discretion of the management, the company shall give\nshopstewards\u002Fworkers time off with full pay to attend Trade union meetings,\ncourses, seminars organized by the Amalgamated Union Of Kenya Metal\nWorkers\u002FC.O.T.U. (K) provided that the Union shall give a prior 14(fourteen)\ndays notice to the company. Provided that the period requested for shall be\nreasonable and that there shall always be documentary proof of the union\nmeeting.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>20.RETIREMENT\u002FGRATUITY BENEFITS\u003C\u002Fh3>\n\n\u003Cp>An employee who retires\u002Fretired after attaining the retirement age of 55\nyears or who is prematurely retired on grounds of ill-health or whose services\nare terminated by the company or; who dies while in employment shall be\nentitled to appropriate payment in lieu of notice and service gratuity as\nfollows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Up to 6 years’ service- 16 days gross pay for each year of\u003C\u002Fp>\n\n\u003Cp>part thereof.\u003C\u002Fp>\n\n\u003Cp>(b) over 6 years’ service- 17 days gross pay for each\u003C\u002Fp>\n\n\u003Cp>completed year of service or part thereof\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.SANITARY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Those who are assigned work of cleaning washrooms (toilets) shall be paid\nsanitary allowance of Ksh.290\u002F= per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.UNION OFFICIALS\u003C\u002Fh3>\n\n\u003Cp>Without upsetting management’s prerogative to transfer or terminate the\nservice of employees, employers are asked to advise the union whenever\npossible, when a union official is to be transferred or to be declared\nredundant\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.DISTURBANCE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>When an employee is transferred from one town to another, he shall be paid\nthe sum of Kshs.5, 500\u002F- for the duration of the Agreement, by way of\ndisturbance allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.HEAVY DUTY ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee engaged in repair of vehicles of tare weight in excess of tare\nweight of 8960 1b shall be entitled to heavy duty allowance of Kshs.180\u002F= per\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.CASUAL EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) A person employed as a casual workers shall be paid for each day at the\nrate of one-twenty second of both the monthly basic wage and housing allowance\napplicable to him having regard to his occupation and area of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A casual employee shall be confirmed into regular monthly terms of\nservice after working consecutively for ninety (90) days in one year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Ch3>26.BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1st Year\u003C\u002Ftd>\n      \u003Ctd>2nd Year\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP I – GENERAL LABOURER;\n\n        \u003Cp>Cleaners, Messengers)\u003C\u002Fp>\n\n        \u003Cp>Tea Makers, Watchmen)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Kshs.8,132\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>9,027\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP II – UNGRADED ARTISANS;\n\n        \u003Cp>Panel Beaters, Mechanics)\u003C\u002Fp>\n\n        \u003Cp>Spray Painters, Electricians)\u003C\u002Fp>\n\n        \u003Cp>Welders,Driver light van)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>Kshs.10,842\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>12,035\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP III – GRADED ARTISANS\n\n        \u003Cp>G.T.T.C. III\u003C\u002Fp>\n\n        \u003Cp>G.T.T.C II-\u003C\u002Fp>\n\n        \u003Cp>G.T.T.C. I-\u003C\u002Fp>\n\n        \u003Cp>Heavy Commercial Vehicle\u003C\u002Fp>\n\n        \u003Cp>Driver-\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>12,876\u002F=\u003C\u002Fp>\n\n        \u003Cp>15,587\u002F=\u003C\u002Fp>\n\n        \u003Cp>16,890\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>16,890\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>14,292\u002F=\u003C\u002Fp>\n\n        \u003Cp>17,301\u002F=\u003C\u002Fp>\n\n        \u003Cp>18,748\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>18,748\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP IV \n\n        \u003Cp>Telephonist-\u003C\u002Fp>\n\n        \u003Cp>Receptionist-\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>14,231\u002F=\u003C\u002Fp>\n\n        \u003Cp>14,231\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>15,796\u002F=\u003C\u002Fp>\n\n        \u003Cp>15,796\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP V \n\n        \u003Cp>Sales clerk, stores clerk,\u003C\u002Fp>\n\n        \u003Cp>Accounts clerk cashier-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,095\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>15,645\u002F=\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Ch3>27.GENERAL WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cp>All unionisable employees of the company as at 1st February, 2010, shall be\ngiven a wage increase of 10% on their individual basic salary to cover the\nfirst year of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As at 1st March, 2011, all unionisable employees of the company shall be\ngiven another wage increase of 11% on their basic salary. This second increment\nshall be calculated on the resultant salary after the 1st year increase.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>28.DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>(a) When the death of an employee while in service from any cause whatsoever\nis brought to the knowledge of the employer, the employee shall pay to the\ndependant relatives of the deceased the sum of money calculated in accordance\nwith the clauses herein and entered on his\u002Fher record of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Should an employee, during the course of his employment be killed or\nincapacitated by injury for a period exceeding three days, his employer shall\nas soon as practicable, send to the labour officer, or a District Labour\nCommissioner a report in the prescribed form.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The employer, through an insurance, will pay Kshs.50,000\u002F- towards\nfuneral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall become effective from 1st February 2012 and shall\nremain in force for a period of two years and thereafter it shall continue to\nbe in force until such time as it shall be amended by Agreement of both\nparties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF M\u002FS THIKA MOTOR DEALERS LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................……………………………….\u003C\u002Fp>\n\n\u003Cp>GEORGE K. WAMBUGUJOHN M. KABENA\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTORDIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF AMALGAMATED UNION OF KENYA METAL WORKERS:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………..………………………………….\u003C\u002Fp>\n\n\u003Cp>MAERO TINDIJUSTUS MAINA OTAKWA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARYCHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.................................................\u003C\u002Fp>\n\n\u003Cp>MAURICE OKELLO\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\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>LINUS W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATION SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED THIS ………. DAY OF  2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-m-s-thika-motor-dealers-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fmemorandum-of-agreement-between-m-s-thika-motor-dealers-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            ",{"lowwageamount":44,"paidmaternityleaveduration":48,"maxsicknesspay":52,"childcareleave":56,"pensionfund":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":72,"childcare":76,"wageincreasetype2":80,"STRUCINCR_trigger":82,"funeralpay":84,"MEALALL_trigger":88,"contracttrialperiod":92,"maternityotherclause":96,"maxsicknesspayperc":100,"wageincreasetype":102,"mealvouchersamount":104,"mealvoucherstype1":106,"OVERTIME_trigger":108,"holidaysdays":112,"jobclassifaction1":116,"wageincreasedate_date":118,"healthcareaccess":122,"healthinsurance":126,"SUNDAY_trigger":128,"ANNLEAVE_trigger":130,"sundayallowancetype":134,"overtimeallowanceperc1":136,"hourspweek":138,"contracttrial":140,"schedulesrestpw":142,"annleaveallowancetype":144,"dayspweek_select":146,"apprenticeships":148,"paidmaternityleaveall":152,"SCHEDULE_trigger":154,"paidpaternityleave":156,"sicknesspay":160,"sicknessmaxdaysnr":162,"sundayallowanceperc1":164,"LOWWAGE_trigger":166,"annleaveallowanceamount1":168,"sicknessmaxdays":170,"contractseverancepay1":172,"PAIDLEAV_trigger":176,"overtimeallowancetype":178,"overtimeallowancetypeperiod":180,"paidmaternityleavepay":182,"trainingprogrammes":184,"paidmaternityleave":186,"wageincreasedate":188,"contractseverancepay":190,"jobsecuritymothers":192,"paidpaternityleaveduration":194},{"bindId":45,"name":46,"text":47},"lowwageamount","26.BASIC MINIMUM WAGES 1st Year 2nd Year","26.BASIC MINIMUM WAGES\n\n\n  \n  \n  \n  \n  \n    \n      \n      1st Year\n      2nd Year\n    \n    \n      GROUP I – GENERAL LABOURER;\n\n        Cleaners, Messengers)\n\n        Tea Makers, Watchmen)\n      \n      \n\n        \n\n        Kshs.8,132\u002F=\n      \n      \n\n        \n\n        9,027\u002F=\n      \n    \n    \n      GROUP II – UNGRADED ARTISANS;\n\n        Panel Beaters, Mechanics)\n\n        Spray Painters, Electricians)\n\n        Welders,Driver light van)\n      \n      \n\n        Kshs.10,842\u002F=\n      \n      \n\n        12,035\u002F=\n      \n    \n    \n      GROUP III – GRADED ARTISANS\n\n        G.T.T.C. III\n\n        G.T.T.C II-\n\n        G.T.T.C. I-\n\n        Heavy Commercial Vehicle\n\n        Driver-\n\n        \n      \n      \n\n        12,876\u002F=\n\n        15,587\u002F=\n\n        16,890\u002F=\n\n        \n\n        16,890\u002F=\n      \n      \n\n        14,292\u002F=\n\n        17,301\u002F=\n\n        18,748\u002F=\n\n        \n\n        18,748\u002F=\n      \n    \n    \n      GROUP IV \n\n        Telephonist-\n\n        Receptionist-\n\n        \n      \n      \n\n        14,231\u002F=\n\n        14,231\u002F=\n      \n      \n\n        15,796\u002F=\n\n        15,796\u002F=\n      \n    \n    \n      GROUP V \n\n        Sales clerk, stores clerk,\n\n        Accounts clerk cashier-\n      \n      \n\n        \n\n        14,095\u002F=\n      \n      \n\n        \n\n        15,645\u002F=",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","11.MATERNITY LEAVE A woman employee shal","11.MATERNITY LEAVE\n\nA woman employee shall be entitled to three months maternity leave with full\npay, and a woman who has taken her three months maternity leave shall not\nforfeit her annual leave in that particular year.",{"bindId":53,"name":54,"text":55},"maxsicknesspay","9.SICK LEAVE After the probationary peri","9.SICK LEAVE\n\nAfter the probationary period an employee who falls sick subject to\nproduction of medical certificate of incapacity issued by medical doctor shall\nbe granted sick leave as follows:-\n\n\n\n(a) Up to 2 years service -One month on full pay\n\nfollowed by one month on half\n\npay; in each period of 12 months consecutive service\n\n\n\n(b) From 2 to 5 years service-One month on full pay\n\nfollowed by two months on\n\nhalf pay in each period of 12 months consecutive service.\n\n\n\n(c) From 5 years onwards-2 months on full pay followed\n\nby three months on half pay in each period of 12 months consecutive\nservice.",{"bindId":57,"name":58,"text":59},"childcareleave","(b) An employee may in addition to leave","(b) An employee may in addition to leave provided for in sub-paragraph (a)\nabove be granted seven days compassionate leave without pay in any one year.\nProvided that necessity should be proved.",{"bindId":61,"name":62,"text":63},"pensionfund","20.RETIREMENT\u002FGRATUITY BENEFITS An emplo","20.RETIREMENT\u002FGRATUITY BENEFITS\n\nAn employee who retires\u002Fretired after attaining the retirement age of 55\nyears or who is prematurely retired on grounds of ill-health or whose services\nare terminated by the company or; who dies while in employment shall be\nentitled to appropriate payment in lieu of notice and service gratuity as\nfollows:-\n\n\n\n(a) Up to 6 years’ service- 16 days gross pay for each year of\n\npart thereof.\n\n(b) over 6 years’ service- 17 days gross pay for each\n\ncompleted year of service or part thereof",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","27.GENERAL WAGE INCREASE All unionisable","27.GENERAL WAGE INCREASE\n\nAll unionisable employees of the company as at 1st February, 2010, shall be\ngiven a wage increase of 10% on their individual basic salary to cover the\nfirst year of this Agreement.\n\n\n\nAs at 1st March, 2011, all unionisable employees of the company shall be\ngiven another wage increase of 11% on their basic salary. This second increment\nshall be calculated on the resultant salary after the 1st year increase.",{"bindId":69,"name":70,"text":71},"dayspweek","(a) The normal working week for all empl","(a) The normal working week for all employees will be 44 hours per week\nexcept watchmen.\n\n\n\n(b) The normal working week for day watchmen shall consist of not more than\n48 hours spread over not more than 6 days shift of the week.",{"bindId":73,"name":74,"text":75},"hourspweek_select","3.WORKING HOURS (a) The normal working w","3.WORKING HOURS\n\n(a) The normal working week for all employees will be 44 hours per week\nexcept watchmen.\n\n\n\n(b) The normal working week for day watchmen shall consist of not more than\n48 hours spread over not more than 6 days shift of the week.",{"bindId":77,"name":78,"text":79},"childcare","(a) An employee desirous of taking leave","(a) An employee desirous of taking leave on compassionate grounds shall by\nprior arrangement with the employer be granted such leave upto his earned\nentitlement under clause 6 of this agreement and the leave taken shall be\nsubsequently set off against his annual leave.\n\n\n\n(b) An employee may in addition to leave provided for in sub-paragraph (a)\nabove be granted seven days compassionate leave without pay in any one year.\nProvided that necessity should be proved.\n\n\n\n(c) Compassionate leave shall not be unreasonably be withheld.",{"bindId":81,"name":66,"text":67},"wageincreasetype2",{"bindId":83,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":85,"name":86,"text":87},"funeralpay","28.DEATH OF AN EMPLOYEE (a) When the dea","28.DEATH OF AN EMPLOYEE\n\n(a) When the death of an employee while in service from any cause whatsoever\nis brought to the knowledge of the employer, the employee shall pay to the\ndependant relatives of the deceased the sum of money calculated in accordance\nwith the clauses herein and entered on his\u002Fher record of service.\n\n\n\n(b) Should an employee, during the course of his employment be killed or\nincapacitated by injury for a period exceeding three days, his employer shall\nas soon as practicable, send to the labour officer, or a District Labour\nCommissioner a report in the prescribed form.\n\n\n\n(c) The employer, through an insurance, will pay Kshs.50,000\u002F- towards\nfuneral expenses.",{"bindId":89,"name":90,"text":91},"MEALALL_trigger","12.SAFARI ALLOWANCE An employee who is r","12.SAFARI ALLOWANCE\n\nAn employee who is required to work away from his normal principal area of\nemployment other than transfer shall be entitled to the following subsistence\nallowance.\n\n\n\n(a) Breakfast–Kshs.170.00\n\n(b) Lunch–Kshs.230.00\n\n(c) Supper–Kshs.300.00\n\n(d) Accommodation –Kshs.760.00",{"bindId":93,"name":94,"text":95},"contracttrialperiod","(a) All persons engaged by the employer ","(a) All persons engaged by the employer shall be on probation in the first\nmonths of appointment. The probation period shall not exceed three months\nduration and during this period, the employment may be terminated by either\nparty giving 7 days written notice or pay in lieu of such notice.\n\n\n\n(b) On engagement the employees shall be given a letter of appointment which\nshall clearly indicate the job and wages offered.",{"bindId":97,"name":98,"text":99},"maternityotherclause","A woman employee shall be entitled to th","A woman employee shall be entitled to three months maternity leave with full\npay, and a woman who has taken her three months maternity leave shall not\nforfeit her annual leave in that particular year.",{"bindId":101,"name":54,"text":55},"maxsicknesspayperc",{"bindId":103,"name":66,"text":67},"wageincreasetype",{"bindId":105,"name":90,"text":91},"mealvouchersamount",{"bindId":107,"name":90,"text":91},"mealvoucherstype1",{"bindId":109,"name":110,"text":111},"OVERTIME_trigger","Overtime shall be payable in respect of ","Overtime shall be payable in respect of hours worked in excess of the normal\nworking hours per day, based on the following rates:-\n\n\n\n(a) For hours worked on weekdays- time worked plus half\n\n\n\n(b) For hours worked on Sundays\n\nand Gazetted Public Holidays - Double time.",{"bindId":113,"name":114,"text":115},"holidaysdays","6.ANNUAL LEAVE (a) After the completion ","6.ANNUAL LEAVE\n\n(a) After the completion of each period of twelve months continuous service\nand up to 5 years service with employer, employee shall be entitled to annual\nleave covering a period of 23 working days (exclusive of Gazetted public\nholidays) with full pay. Those with over 5 years service shall have annual\nleave of 27 working days.\n\n\n\n(b) In case the employer desires not to allow an employee to proceed on\nleave because of employers own reasons, employer shall pay to the employee an\namount equivalent to his\u002Fher leave days plus travelling allowance.\n\n\n\n(c) Contrary to (b) if it is the employee who desires to sell his\u002Fher annual\nleave days to the employer, such employee shall be paid for his\u002Fher days\nwithout travelling allowance.",{"bindId":117,"name":46,"text":47},"jobclassifaction1",{"bindId":119,"name":120,"text":121},"wageincreasedate_date","All unionisable employees of the company","All unionisable employees of the company as at 1st February, 2010, shall be\ngiven a wage increase of 10% on their individual basic salary to cover the\nfirst year of this Agreement.\n\n\n\nAs at 1st March, 2011, all unionisable employees of the company shall be\ngiven another wage increase of 11% on their basic salary. This second increment\nshall be calculated on the resultant salary after the 1st year increase.",{"bindId":123,"name":124,"text":125},"healthcareaccess","10.MEDICAL TREATMENT EXPENSES Medical tr","10.MEDICAL TREATMENT EXPENSES\n\nMedical treatment of employees shall be governed by Employment (medical\ntreatment) Rules L\u002FN.159\u002F1977",{"bindId":127,"name":124,"text":125},"healthinsurance",{"bindId":129,"name":110,"text":111},"SUNDAY_trigger",{"bindId":131,"name":132,"text":133},"ANNLEAVE_trigger","An employee proceeding on leave shall be","An employee proceeding on leave shall be paid leave travelling allowance at\n12% of his basic salary or Kshs.3,200.00 annually whichever is higher.",{"bindId":135,"name":110,"text":111},"sundayallowancetype",{"bindId":137,"name":110,"text":111},"overtimeallowanceperc1",{"bindId":139,"name":74,"text":75},"hourspweek",{"bindId":141,"name":94,"text":95},"contracttrial",{"bindId":143,"name":110,"text":111},"schedulesrestpw",{"bindId":145,"name":132,"text":133},"annleaveallowancetype",{"bindId":147,"name":70,"text":71},"dayspweek_select",{"bindId":149,"name":150,"text":151},"apprenticeships","19.WORKERS EDUCATION At the discretion o","19.WORKERS EDUCATION\n\nAt the discretion of the management, the company shall give\nshopstewards\u002Fworkers time off with full pay to attend Trade union meetings,\ncourses, seminars organized by the Amalgamated Union Of Kenya Metal\nWorkers\u002FC.O.T.U. (K) provided that the Union shall give a prior 14(fourteen)\ndays notice to the company. Provided that the period requested for shall be\nreasonable and that there shall always be documentary proof of the union\nmeeting.",{"bindId":153,"name":50,"text":51},"paidmaternityleaveall",{"bindId":155,"name":110,"text":111},"SCHEDULE_trigger",{"bindId":157,"name":158,"text":159},"paidpaternityleave","A male employee shall be entitled to two","A male employee shall be entitled to two weeks paternity leave.",{"bindId":161,"name":54,"text":55},"sicknesspay",{"bindId":163,"name":54,"text":55},"sicknessmaxdaysnr",{"bindId":165,"name":110,"text":111},"sundayallowanceperc1",{"bindId":167,"name":46,"text":47},"LOWWAGE_trigger",{"bindId":169,"name":132,"text":133},"annleaveallowanceamount1",{"bindId":171,"name":54,"text":55},"sicknessmaxdays",{"bindId":173,"name":174,"text":175},"contractseverancepay1","17.REDUNDANCY (a) In the event of redund","17.REDUNDANCY\n\n(a) In the event of redundancy the employer shall inform the union the\nreasons for and the extent of the intended redundancy.\n\n(b) The principal of LAST IN FIRST OUT shall be followed in the particular\ncategory of employees affected subject to all other factors such as merit,\nability and reliability being equal.\n\n\n\n(c) The redundant employee shall be entitled to pay in lieu of notice as\nprovided for under the clause on termination of service above.\n\n\n\n(d) An employee shall qualify for severance pay after the completion of one\nyear’s continuous service with the employer.\n\n\n\n(e) Subject to sub-paragraph (d) above and in case where the service of an\nemployee is terminated on grounds of redundancy, the employer shall pay the\nemployee severance pay at the rate of 26 days’ basic pay for each completed\nyear of service.",{"bindId":177,"name":114,"text":115},"PAIDLEAV_trigger",{"bindId":179,"name":110,"text":111},"overtimeallowancetype",{"bindId":181,"name":110,"text":111},"overtimeallowancetypeperiod",{"bindId":183,"name":98,"text":99},"paidmaternityleavepay",{"bindId":185,"name":150,"text":151},"trainingprogrammes",{"bindId":187,"name":50,"text":51},"paidmaternityleave",{"bindId":189,"name":120,"text":121},"wageincreasedate",{"bindId":191,"name":174,"text":175},"contractseverancepay",{"bindId":193,"name":50,"text":51},"jobsecuritymothers",{"bindId":195,"name":158,"text":159},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN M\u002FS. Thika Motor Dealers Limited KEN M\u002FS. Thika Motor Dealers Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-02-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade, Transport, logistics, communication, Wholesale\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Wholesale of other machinery, equipment and supplies\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. Thika Motor Dealers Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_2\">\n\n                \n                    \n                    \u003Cdiv>\n                        Names employers: → \n                        M\u002FS. Thika Motor Dealers Limited\n                    \u003C\u002Fdiv>\n                \n            \n                \u003Cdiv id=\"display-CBA_MNCOMPA_2_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Amalgamated Union of Kenya Metal Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 33 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → 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: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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: → 23.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January), Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March)\n            \u003C\u002Fdiv>\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: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2011-03\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 3200.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 230.0 per meal\n            \u003C\u002Fdiv>\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",[201],{"title":37,"slug":33},[203],{"type":204,"data":205},"call_to_action_body_block",{"title":206,"description":207,"variant":208,"link":209},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":206,"url":210,"description":206,"rel":211,"type":212},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[214],{"type":204,"data":215},{"title":206,"description":207,"variant":208,"link":216},{"title":206,"url":210,"description":206,"rel":211,"type":212},[]]