[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-medivet-products-limited-and-kenya-chemical-and-allied-workers-union-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":149,"content_type_view":150,"extra_breadcrumbs":151,"body":153,"body_blocks":164,"related_pages":168},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":147,"translations":148},{"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-medivet-products-limited-and-kenya-chemical-and-allied-workers-union-","1d5f3ec6-1375-11e5-815b-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-medivet-products-limited-and-kenya-chemical-and-allied-workers-union-\u002Fmemorandum-of-agreement-between-medivet-products-limited-and-kenya-chemical-and-allied-workers-union-\u002F","Memorandum of Agreement between Medivet Products Limited and Kenya Chemical and Allied Workers Union - 2014 ","KEN Medivet Products Limited - 2014","Kenya - KEN Medivet Products Limited - 2014","KEN Medivet Products Limited - 2014 - Manufacturing",{"name":41,"data":42},"MEDIVETCBA 2015.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 MEDIVET PRODUCTS LIMITED (HEREINAFTER\nREFERRED TO AS THE 'COMPANY' OF THE FIRST PART) AND KENYA CHEMICAL AND ALLIED\nWORKERS UNION (HEREINAFTER REFERRED TO AS THE 'UNION' OF THE SECOND PART)\u003C\u002Fh1>\n\n\u003Ch2>1. Subject Matter\u003C\u002Fh2>\n\n\u003Cp>The terms and conditions of employment set out in the agreement shall be\nobserved by parties to it, and shall apply to all employees covered by the\nRecognition Agreement signed between the parties and as covered by definition\ngiven by the Union registered constitution.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. Acting Capacity\u003C\u002Fh2>\n\n\u003Cp>An employee who is temporarily appointed or promoted to any acting capacity\ncarries a higher rate of pay than the job in which he\u002Fshe is normally employed\nand shall revert to his\u002Fher former rate of pay immediately on reverting to\nhis\u002Fher former job provided that such employee has acted in that capacity for a\nperiod not less than fourteen days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. Normal Working Hours\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>An employee shall normally be required to work, whether on shift or\notherwise, a total of 45 hours per week, exclusive of meal break time hours,\nprovided that an employee who is wishing to work in excess of such hours shall\nbe paid for such excess hours at the appropriate rate as provided by clause 4\nof this agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. Overtime\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Overtime rates shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cp>a) For hours worked on week days in excess of hours set out in clause 3 -\ntime and a half.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) For hours worked on Saturdays in excess of hours set in clause 3 time and\na half.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\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 highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>c) For hours worked on Sundays and Gazetted Public Holidays will be double\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. Gazetted Public Holiday\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays provided that an employee who is required to work on such holidays\nshall be paid double as provided by clause 4 above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. Annual Paid Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>a) An employee will be entitled to 28 working days paid leave after\ncompletion of 12 months service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) In the event of the Gazetted Public Holidays falling within the leave\nperiod such public holidays shall be added to the leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. Compassionate Leave and Leave of Absence \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desirous of leave on compassionate grounds shall with prior\narrangement with the employer be granted such leave and shall be subsequently\nset off against his\u002Fher annual leave. The leave taken shall be normally\npaid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. Sick Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>An employee will be granted Fifty (50) days with full pay and further Fifty\n(50) days with half pay in any one calendar year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>In the case of an accident covered by the Work Injury Benefits Act (WIBA),\nfull pay will be given to the employee and where the act requires the payment\nof half pay during a period of certified temporally disability an employee\nshall be paid by the company his\u002Fher wages.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. Maternity\u002FPaternity Leave\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleave\">\u003Cp>A woman employee shall be entitled to maternity leave with full pay as\nprovided for by the Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>A male employee shall be entitled to paternity leave as provided for by the\nEmployment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. Medical Treatment\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Medical Treatment Rules to be adopted as per the Employment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. Definition of Employees\u003C\u002Fh2>\n\n\u003Cp>It is understood and agreed that the word 'employee' in this agreement shall\ncover all employees regardless of sex unless specifically stated otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. Probation\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement. Either party can terminate\nemployment by giving 7 days notice or pay in lieu on thereof.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. Termination of Employment\u003C\u002Fh2>\n\n\u003Cp>Except where an employee is summarily dismissed for gross misconduct or\nother lawful cause as prescribed in the Employment Act 2007 and provided the\nprobationary period has been completed either party will be required to give\none months notice on termination of service or pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. Certificate of Service\u003C\u002Fh2>\n\n\u003Cp>Every employee shall be given a certificate of service by his\u002Fher employer\nupto the termination date of his\u002Fher employment unless such employee has\ncontinued for a period of not less than 12 consecutive weeks and every such\ncertificate shall contain the followings:-\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>\u003C\u002Fp>\n\n\u003Cp>b) the name of employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) the date when employment commenced\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) the nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) the date when employment ceased\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Such other particulars as may be prescribed by the Minister\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. Subject to subsection (1) above of this section, the employer is not\nbound to give any employee any testimonials, reference or certificate relating\nto the character or performance of an employee.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>16. Redundancy\u003C\u002Fh2>\n\n\u003Cp>a) Definition\u003C\u002Fp>\n\n\u003Cp>Redundancy means loss of employment, occupation, career by involuntary means\nthrough no fault of the employee, involving the termination of employment at\nthe initiative of the employer where the services of an employee are\nsuperfluous and the practices commonly known as abolition of office, job or\noccupation and loss of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This may not be of the same\ngrade. If the alternative employment is not acceptable to the employee\nconcerned, he will be classified as redundant and therefore eligible for\nentitlement outlined in (f) below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Consultation\u003C\u002Fp>\n\n\u003Cp>The Union will be informed of the reason(s) for and the extent of the\nintended redundancy, provided that nothing in this paragraph prejudices the\nUnion from raising matter on the principles of redundancy as per the\nRecognition Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration by the company should\nany vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe shall be\nentitled to the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) the normal notice as defined in this Agreement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) payment of wages, overtime and other remuneration which may be due to\nher\u002Fhis calculated up to the date he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Prorata leave in accordance with the Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>iv) Severance pay on the basis of 23 days for each completed year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. Leave Travelling Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Cp>Every employee proceeding on his\u002Fher annual paid leave after 12 months\ncontinuous service shall be entitled to leave travelling allowance of\nKshs.4,200\u002F= for the first and further Kshs.4,500\u002F= for the second year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. Baggage Allowance\u003C\u002Fh2>\n\n\u003Cp>An employee who is retiring from the company's service at the official age\nof retirement, retiring on medical grounds or declared redundant will be\nentitled to Kshs.10,000\u002F= as Baggage Allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19. Gratuity\u002FService Benefits\u003C\u002Fh2>\n\n\u003Cp>When an employee retires on reaching the normal age of retiring, retiring on\nmedical grounds or terminated, he\u002Fshe will be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) Up to 5 years – 22 days for each completed year of service\u003C\u002Fp>\n\n\u003Cp>ii) Over 5 years – 30 days for each completed year of service\u003C\u002Fp>\n\n\u003Cp>iii) Retirement benefits payable under this agreement will be in respect of\nthe years of service since engagement\u003C\u002Fp>\n\n\u003Cp>iv) In the case of death of an employee while in the service of the\nemployer, the employer will pay the dependant relatives of the deceased the sum\nof money calculated in accordance with the above clause and entered in his\u002Fher\nrecord of service\u003C\u002Fp>\n\n\u003Cp>v) The clause will cover an employee who will be normally terminated by the\nemployer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>20. Death of an Employee\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>The company will give Kshs.40, 000\u002F= towards funeral expense\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) When the death of an employee from any cause whatsoever is brought to the\nnotice or comes to the knowledge of his employer, the employer shall as soon as\npracticable thereafter give notice thereof in the prescribed form to the Labour\nOfficer or to the District Commissioner a report in the prescribed form.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. Uniforms, Overall and Protective Clothing\u003C\u002Fh2>\n\n\u003Cp>The company shall wash the uniforms and will not provide any soap. Uniforms\nshall be replaced when they are no longer useable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. Warning Procedure\u003C\u002Fh2>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning letter which shall be\nentered in his\u002Fher employment record card and shall remain valid for a period\nof twelve months from the date of issue. If within the 12 months period, the\nemployee commits a similar or any other offence which does not warrant\ndismissal, he\u002Fshe shall be issued with a second warning and entered in the\nemployees record and shall remain valid for 12 months. If within these twelve\nmonths period an employee commits a further offence which does not warrant\ndismissal he\u002Fshe will be issued with a final letter of warning which will\nrender him\u002Fher liable for summary dismissal for any other offence which he\u002Fshe\nmay commit thereafter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. Wages Minimum Basic Rate\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>a) Shall be given as per the outgoing Agreement plus 9% first year and 9%\nsecond year as per attached schedule.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>24. House Allowance\u003C\u002Fh2>\n\n\u003Cp>15% or Ksh. 3,800 whichever is higher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. Shift Allowance\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>An employee shall receive Kshs.85\u002F= as shift allowance per night.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. Effective Date and Duration of the Agreement\u003C\u002Fh2>\n\n\u003Cp>This agreement shall be effective from 1st May 2014 and shall remain in\nforce for a period of two years from the date and thereafter until it is\namended by mutual agreement between the company and the Union provided that the\nparty desiring to amend the agreement shall give one months notice to the other\nparty of their intention and shall set out details of the amendment or\nalteration which such party desires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE MEDIVET PRODUCTS LTD.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.................................\u003C\u002Fp>\n\n\u003Cp>MANISH DODHIA\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE UNION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................\u003C\u002Fp>\n\n\u003Cp>MR. WERE DIBO OGUTU (OGW)\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................\u003C\u002Fp>\n\n\u003Cp>MR. JACKSON NGULI MUEKE\u003C\u002Fp>\n\n\u003Cp>NATIONAL ASSISTANT GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................................................................\u003C\u002Fp>\n\n\u003Cp>MR. GEORGE GWAKO \u003C\u002Fp>\n\n\u003Cp>RIRA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ABEL NYAMAMBA\u003C\u002Fp>\n\n\u003Cp>BRANCH SECRETARY - RUIRU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>................................\n.........................................\u003C\u002Fp>\n\n\u003Cp>MR. EDWARD ATUNGA\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ALFRED MAGARE\u003C\u002Fp>\n\n\u003Cp>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>\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>MANAGER, INDUSTRIAL RELATIONS\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 OF\n................................... 2015\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  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOB TITLES \u002F GRADING\u003C\u002Ftd>\n      \u003Ctd>OUTGOING\u003C\u002Ftd>\n      \u003Ctd>BASIC RATE\n\n        \u003Cp>W.E.F\u003C\u002Fp>\n\n        \u003Cp>1ST MAY 2014\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>HOUSE\n\n        \u003Cp>ALLOWANCE\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>TOTAL\n\n        \u003Cp>BASIC PLUS\u003C\u002Fp>\n\n        \u003Cp>HOUSE ALLOWANCE\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>BASIC RATE\n\n        \u003Cp>W.E.F\u003C\u002Fp>\n\n        \u003Cp>1ST MAY 2015\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>HOUSE\n\n        \u003Cp>ALLOWANCE\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>TOTAL\n\n        \u003Cp>BASIC PLUS\u003C\u002Fp>\n\n        \u003Cp>HOUSE ALLOWANCE\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY A\n\n        \u003Cp>GENERAL LABOURERS INCLUDING CLEANERS, SWEEPERS, MESSENGERS,\u003C\u002Fp>\n\n        \u003Cp>TEA MAKERS, LOADERS, DELIVERY PERSONS, MAINTENANCE ATTENDANTS,\u003C\u002Fp>\n\n        \u003Cp>DISPENSERS, GARDENERS, PACKERS, OFF LOADERS, DAY\u003C\u002Fp>\n\n        \u003Cp>WATCHMEN, STORE ATTENDANTS, DELIVERY VAN ATTENDANTS, LABORATORY\u003C\u002Fp>\n\n        \u003Cp>WORKER ATTENDANTS, STORE CLERKS AND ANY OTHER GENERAL WORKERS\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15178\u002F=\u003C\u002Ftd>\n      \u003Ctd>16544\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>20344\u002F=\u003C\u002Ftd>\n      \u003Ctd>18033\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>21833\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY B\n\n        \u003Cp>ALL MACHINE ATTENDANTS INCLUDING ALL PHARMACEUTICAL MACHINERY\u003C\u002Fp>\n\n        \u003Cp>ATTENDANTS INCLUDING PRINTING AND LABELLING MACHINE ATTENDANTS,\n        LIQUID\u003C\u002Fp>\n\n        \u003Cp>FILLING AND MIXING MACHINE ATTENDANTS, DRY POWDER AND BLENDING\n        MACHINE\u003C\u002Fp>\n\n        \u003Cp>ATTENDANTS, CAPSULE FILLING AND BLENDING MACHINE ATTENDANTS, ROTARY\n        OIL\u003C\u002Fp>\n\n        \u003Cp>AND CREAM MACHINE ATTENDANTS, BLISTER AND STRIP PACKING MACHINE\u003C\u002Fp>\n\n        \u003Cp>ATTENDANTS, MIXER ATTENDANTS AND JUNIOR CLERKS\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17348\u002F=\u003C\u002Ftd>\n      \u003Ctd>18909\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>22709\u002F=\u003C\u002Ftd>\n      \u003Ctd>20611\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>24411\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY C\n\n        \u003Cp>STORES ASSISTANTS, COPY TYPISTS, CARS AND LIGHT AND DELIVERY VAN\n        DRIVERS,\u003C\u002Fp>\n\n        \u003Cp>QUALITY ASSURANCE OFFICERS, SUPERVISORS, ALL MACHINE\u003C\u002Fp>\n\n        \u003Cp>OPERATORS INCLUDING ALL PHARMACEUTICAL MACHINERY OPERATORS\n        INCLUDING\u003C\u002Fp>\n\n        \u003Cp>PRINTING AND LABELLING MACHINE OPERATORS, LIQUID FILLING AND MIXING\n        MACHINE\u003C\u002Fp>\n\n        \u003Cp>OPERATORS, DRY POWDER AND BLENDING MACHINE OPERATORS, CAPSULE\n        FILLING\u003C\u002Fp>\n\n        \u003Cp>AND BLENDING MACHINE OPERATORS, MIXER OPERATORS\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>20481\u002F=\u003C\u002Ftd>\n      \u003Ctd>22324\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>26124\u002F=\u003C\u002Ftd>\n      \u003Ctd>24333\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>28133\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY D\n\n        \u003Cp>QUALITY CONTROL ANALYSTS, IN - PROCESS ANALYSTS,\u003C\u002Fp>\n\n        \u003Cp>LABORATORY TECHNICIANS, MICROBIOLOGICAL ANALYSTS,\u003C\u002Fp>\n\n        \u003Cp>RAW MATERIAL ANALYSTS, FINISHED GOODS ANALYSTS\u003C\u002Fp>\n\n        \u003Cp>QUALITY ASSURANCE ANALYSTS, ASSISTANT SUPERVISORS\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>17664\u002F=\u003C\u002Ftd>\n      \u003Ctd>19254\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>23054\u002F=\u003C\u002Ftd>\n      \u003Ctd>20987\u002F=\u003C\u002Ftd>\n      \u003Ctd>3800\u002F=\u003C\u002Ftd>\n      \u003Ctd>24787\u002F=\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORY E\n\n        \u003Cp>MEDIUM SIXE VEHICLE DRIVERS\u003C\u002Fp>\n\n        \u003Cp>SALESMAN\u003C\u002Fp>\n\n        \u003Cp>HEAVY COMMERCIAL VEHICLE DRIVERS, SALESMAN DRIVER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>23330\u002F=\u003C\u002Fp>\n\n        \u003Cp>26137\u002F=\u003C\u002Fp>\n\n        \u003Cp>31746\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>25430\u002F=\u003C\u002Fp>\n\n        \u003Cp>28489\u002F=\u003C\u002Fp>\n\n        \u003Cp>34603\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>3815\u002F=\u003C\u002Fp>\n\n        \u003Cp>4273\u002F=\u003C\u002Fp>\n\n        \u003Cp>5190\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>29245\u002F=\u003C\u002Fp>\n\n        \u003Cp>32762\u002F=\u003C\u002Fp>\n\n        \u003Cp>30793\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>27719\u002F=\u003C\u002Fp>\n\n        \u003Cp>31053\u002F=\u003C\u002Fp>\n\n        \u003Cp>37717\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>4158\u002F=\u003C\u002Fp>\n\n        \u003Cp>4658\u002F=\u003C\u002Fp>\n\n        \u003Cp>5658\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>31877\u002F=\u003C\u002Fp>\n\n        \u003Cp>35711\u002F=\u003C\u002Fp>\n\n        \u003Cp>43375\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>NB: NEW EMPLOYEES TO START AT 25% ABOVE THE GENERAL WAGES ORDER IN FORCE\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\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"contracttrialperiod":48,"wageincreaseperc1":52,"hourspweek_select":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":66,"paidmaternityleaveduration":70,"maxsicknesspayperc":74,"OVERTIME_trigger":78,"holidaysdays":82,"healthcareaccess":86,"SUNDAY_trigger":90,"ANNLEAVE_trigger":94,"overtimeallowanceperc1":98,"hourspweek":102,"contracttrial":104,"sicknesspay":106,"SCHEDULE_trigger":108,"paidpaternityleave":110,"schedulesrestpw":114,"sicknessmaxdaysnr":116,"NOCTPREM_trigger":118,"shiftallowanceamount1":122,"sundayallowanceperc1":124,"annleaveallowanceamount1":126,"contractseverancepay1":128,"bankholidays1":132,"sicknessmaxdays":136,"paidmaternityleave":138,"contractseverancepay":140,"PAIDLEAV_trigger":142,"paidpaternityleaveduration":145},{"bindId":45,"name":46,"text":47},"disabilitypay","In the case of an accident covered by th","In the case of an accident covered by the Work Injury Benefits Act (WIBA),\nfull pay will be given to the employee and where the act requires the payment\nof half pay during a period of certified temporally disability an employee\nshall be paid by the company his\u002Fher wages.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","All employees shall be considered to be ","All employees shall be considered to be on probation for a period not\nexceeding three months from the date of engagement. Either party can terminate\nemployment by giving 7 days notice or pay in lieu on thereof.",{"bindId":53,"name":54,"text":55},"wageincreaseperc1","a) Shall be given as per the outgoing Ag","a) Shall be given as per the outgoing Agreement plus 9% first year and 9%\nsecond year as per attached schedule.",{"bindId":57,"name":58,"text":59},"hourspweek_select","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise, a total of 45 hours per week, exclusive of meal break time hours,\nprovided that an employee who is wishing to work in excess of such hours shall\nbe paid for such excess hours at the appropriate rate as provided by clause 4\nof this agreement.",{"bindId":61,"name":62,"text":63},"childcare","An employee desirous of leave on compass","An employee desirous of leave on compassionate grounds shall with prior\narrangement with the employer be granted such leave and shall be subsequently\nset off against his\u002Fher annual leave. The leave taken shall be normally\npaid.",{"bindId":65,"name":54,"text":55},"STRUCINCR_trigger",{"bindId":67,"name":68,"text":69},"funeralpay","The company will give Kshs.40, 000\u002F= tow","The company will give Kshs.40, 000\u002F= towards funeral expense\n\n\n\ni) When the death of an employee from any cause whatsoever is brought to the\nnotice or comes to the knowledge of his employer, the employer shall as soon as\npracticable thereafter give notice thereof in the prescribed form to the Labour\nOfficer or to the District Commissioner a report in the prescribed form.",{"bindId":71,"name":72,"text":73},"paidmaternityleaveduration","A woman employee shall be entitled to ma","A woman employee shall be entitled to maternity leave with full pay as\nprovided for by the Employment Act 2007.",{"bindId":75,"name":76,"text":77},"maxsicknesspayperc","An employee will be granted Fifty (50) d","An employee will be granted Fifty (50) days with full pay and further Fifty\n(50) days with half pay in any one calendar year.",{"bindId":79,"name":80,"text":81},"OVERTIME_trigger","Overtime rates shall be as follows:- a) ","Overtime rates shall be as follows:-\n\n\n\na) For hours worked on week days in excess of hours set out in clause 3 -\ntime and a half.\n\n\n\nb) For hours worked on Saturdays in excess of hours set in clause 3 time and\na half.\n\n\n\nc) For hours worked on Sundays and Gazetted Public Holidays will be double\npay.",{"bindId":83,"name":84,"text":85},"holidaysdays","a) An employee will be entitled to 28 wo","a) An employee will be entitled to 28 working days paid leave after\ncompletion of 12 months service.",{"bindId":87,"name":88,"text":89},"healthcareaccess","Medical Treatment Rules to be adopted as","Medical Treatment Rules to be adopted as per the Employment Act 2007.",{"bindId":91,"name":92,"text":93},"SUNDAY_trigger","c) For hours worked on Sundays and Gazet","c) For hours worked on Sundays and Gazetted Public Holidays will be double\npay.",{"bindId":95,"name":96,"text":97},"ANNLEAVE_trigger","Every employee proceeding on his\u002Fher ann","Every employee proceeding on his\u002Fher annual paid leave after 12 months\ncontinuous service shall be entitled to leave travelling allowance of\nKshs.4,200\u002F= for the first and further Kshs.4,500\u002F= for the second year.",{"bindId":99,"name":100,"text":101},"overtimeallowanceperc1","a) For hours worked on week days in exce","a) For hours worked on week days in excess of hours set out in clause 3 -\ntime and a half.\n\n\n\nb) For hours worked on Saturdays in excess of hours set in clause 3 time and\na half.",{"bindId":103,"name":58,"text":59},"hourspweek",{"bindId":105,"name":50,"text":51},"contracttrial",{"bindId":107,"name":76,"text":77},"sicknesspay",{"bindId":109,"name":92,"text":93},"SCHEDULE_trigger",{"bindId":111,"name":112,"text":113},"paidpaternityleave","A male employee shall be entitled to pat","A male employee shall be entitled to paternity leave as provided for by the\nEmployment Act 2007.",{"bindId":115,"name":92,"text":93},"schedulesrestpw",{"bindId":117,"name":76,"text":77},"sicknessmaxdaysnr",{"bindId":119,"name":120,"text":121},"NOCTPREM_trigger","An employee shall receive Kshs.85\u002F= as s","An employee shall receive Kshs.85\u002F= as shift allowance per night.",{"bindId":123,"name":120,"text":121},"shiftallowanceamount1",{"bindId":125,"name":92,"text":93},"sundayallowanceperc1",{"bindId":127,"name":96,"text":97},"annleaveallowanceamount1",{"bindId":129,"name":130,"text":131},"contractseverancepay1","iv) Severance pay on the basis of 23 day","iv) Severance pay on the basis of 23 days for each completed year of\nservice.",{"bindId":133,"name":134,"text":135},"bankholidays1","An employee shall normally be granted le","An employee shall normally be granted leave with full pay on Gazetted Public\nHolidays provided that an employee who is required to work on such holidays\nshall be paid double as provided by clause 4 above.",{"bindId":137,"name":76,"text":77},"sicknessmaxdays",{"bindId":139,"name":72,"text":73},"paidmaternityleave",{"bindId":141,"name":130,"text":131},"contractseverancepay",{"bindId":143,"name":84,"text":144},"PAIDLEAV_trigger","a) An employee will be entitled to 28 working days paid leave after\ncompletion of 12 months service.\n\n\n\nb) In the event of the Gazetted Public Holidays falling within the leave\nperiod such public holidays shall be added to the leave entitlement.",{"bindId":146,"name":112,"text":113},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Medivet Products Limited - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2014-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2016-04-30\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 basic pharmaceutical products and pharmaceutical preparations\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                        Medivet Products Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya Chemical and Allied Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 42 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 100 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → 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: → Yes\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: → Insufficient data 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: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Ascension Day (fortieth day after Easter), Christmas Day (25th December), 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)\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            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 85.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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 4500.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[152],{"title":37,"slug":33},[154],{"type":155,"data":156},"call_to_action_body_block",{"title":157,"description":158,"variant":159,"link":160},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":157,"url":161,"description":157,"rel":162,"type":163},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[165],{"type":155,"data":166},{"title":157,"description":158,"variant":159,"link":167},{"title":157,"url":161,"description":157,"rel":162,"type":163},[]]