[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-member-companies-of-the-printing-trades-group-of-the-fke-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-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":192,"content_type_view":193,"extra_breadcrumbs":194,"body":196,"body_blocks":207,"related_pages":211},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":190,"translations":191},{"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-member-companies-of-the-printing-trades-group-of-the-fke-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers","c85a93a6-ba30-11e3-9ade-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-member-companies-of-the-printing-trades-group-of-the-fke-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers\u002Fmemorandum-of-agreement-between-member-companies-of-the-printing-trades-group-of-the-fke-and-the-kenya-union-of-printing-publishing-paper-manufacturers-and-allied-workers\u002F","Memorandum of Agreement between Member Companies of the Printing Trades Group of the FKE and the Kenya Union of Printing, Publishing, Paper Manufacturers and Allied Workers","KEN The Member Companies of Kenya Paint Manufacturers Group - 2013","Kenya - KEN The Member Companies of Kenya Paint Manufacturers Group - 2013","KEN The Member Companies of Kenya Paint Manufacturers Group - 2013 - Publishing, printing, media",{"name":41,"data":42},"PRINTING GROUP AGREED CBA 2013-2015.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\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 MEMBER COMPANIES OF THE PRINTING TRADES\nGROUP OF THE FEDERATION OF KENYA EMPLOYERS AND THE KENYA UNION OF PRINTING,\nPUBLISHING, PAPER MANUFACTURERS AND ALLIED WORKERS\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. PREAMBLE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) Group and the Union meeting together in a free and voluntary\nAssociation, agree and enter into an agreement negotiated between them at the\nJoint Negotiation Committee meeting which shall apply to the workers covered by\nthe Recognition Agreement, subject to exclusion of managerial, supervisory and\nconfidential staff as currently agreed upon between F.K.E.\u002FC.O.T.U.(K).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Any other worker(s) or any category of employees who are not Union\nmembers by virtue of their faith or any other reasons and wish to be covered or\nenjoy the benefits achieved and accrued out of this CBA shall have to pay\nAgency fees as provided under Labour Relations, Act 2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. MINIMUM BASIC AND WAGES INCREMENTS TO EXISTING EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>a) MINIMUM BASIC WAGE RATES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties have agreed to form committee to look into the Minimum Wage\nRates and Job Grading within 1 year and their findings will form part of this\nCBA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) WAGE INCREASE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employees who were in the employment of their respective employers as at\n31st August, 2013 will receive the following wage increase -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Employees earning Kshs.20,000\u002F- and above per month will receive a wage\nincrease of 8% for the first year effective 1st September 2013 and a further 7%\nwith effect from 1st September 2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cp>(ii) Employees earning below Kshs. 20,000\u002F= per month will receive wage\nincrease of 10% for the first year effective 1st September 2013 and a further\n10% with effect from 1st September 2014.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) HOUSING ALLOWANCE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition all employees not housed by their respective companies shall\nreceive housing allowance as follows:- All Municipalities and other areas KSh.\n4,500\u002F=.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cp>Working Week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall be forty four hours worked over five full\ndays, or over five full days and one part day, in any seven consecutive days\nsubject however to any Company at present working less than forty four hours\nshall not be increased without prior consultation with the Union in terms of\nthe Memorandum of Recognition Agreement. Provided that those companies who are\ncurrently working less than forty four hours shall not increase their working\nhours as a result of this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal Working Hours\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Printing Trades 5 Days Week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>The maximum hours in a normal full day shall be nine actual working hours\nthat shall be consecutive other than where broken by breaks for meals.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Printing Trades 5½ Days Week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The maximum normal hours in a normal full day shall be eight actual working\nhours that shall be consecutive other than where broken by breaks for meals and\nthe maximum normal hours in a normal part day shall be five hours that shall be\nconsecutive other than where broken by breaks for meals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Kindred Trades 5 and 5½ days Week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The maximum normal hours in a normal day shall be actual working hours that\nshall be consecutive other than where broken by breaks for meals and the\nmaximum normal hours in a normal part day shall be five hours that shall be\nconsecutive other than where broken for meals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Starting and Finishing Times\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The actual starting and finishing times shall be determined by the\nrequirements of each individual employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of the employer's place of work not being made available to the\nemployee at the normal starting time the employee will be entitled to full pay\nfor anytime lost to him there from. The normal hours of work will be given to\nthe employee in writing.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. LATE ARRIVALS\u003C\u002Fh3>\n\n\u003Cp>If an employee reports for work late, that is after the time fixed by his\nemployer for the commencement of work, any deduction for the time lost shall be\ncalculated at the normal hourly rate. Any permission given by an employer to an\nemployee for absence may also be deducted at normal rates.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. OVERTIME\u003C\u002Fh3>\n\n\u003Cp>The basic hourly rate for any employee shall be calculated by the\nformula:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>Employee\u003C\u002Fmi>\n      \u003Cmo>'\u003C\u002Fmo>\n      \u003Cmi>s\u003C\u002Fmi>\n      \u003Cmtext> \u003C\u002Fmtext>\n      \u003Cmi>basic\u003C\u002Fmi>\n      \u003Cmtext>\u003C\u002Fmtext>\n      \u003Cmi>salary\u003C\u002Fmi>\n      \u003Cmtext> \u003C\u002Fmtext>\n      \u003Cmi>per\u003C\u002Fmi>\n      \u003Cmtext> \u003C\u002Fmtext>\n      \u003Cmi>month\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>2288\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee eligible for overtime payment who works longer hours in any day\nhours fixed by his employer in accordance with the terms of agreement shall be\npaid at the rate of 1½ times the basic hourly rate applicable to the\nparticular employee concerned exempting:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>a) Work on the seventh day nominated by the employer or Sunday\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Work on gazetted public holidays (as laid down in the Public Holidays\nAct), which shall be paid at the rate of 2 times basic hourly rate applicable\nto the particular employee concerned.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. SHIFT WORKER\u003C\u002Fh3>\n\n\u003Cp>a) A shift worker shall be an employee who is regularly called to work,\nwholly or partly, hours outside the normal hours laid down by his employer\nsubject to a minimum of 30 hours and to a maximum of forty hours per week and\nthe number of hours each day as specified in Clause 3 (normal hours) of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)\" Regularly\" as in the above clause shall mean a minimum of one normal\nshift working day for a minimum of four consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Any employee who is deemed to be a shift worker in accordance with the\ndefinition here laid down shall be paid a premium of 15% of his salary for all\nthe normal hours of each shift worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Should a shift worker work for hours in excess of the normal hours of a\nshift, he shall be paid for the excess hours at overtime rates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Normal working hours is any time between 7:00 a.m. and 6:00 p.m. provided\nthe current arrangement for shift allowance will remain unchanged.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Overtime rates shall be as laid in Clause 5 (overtime) of this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Shift workers shall not receive shift premium payments for any hours for\nwhich they receive overtime payments.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. RATES ABOVE THOSE LAID DOWN HEREIN\u003C\u002Fh3>\n\n\u003Cp>Any employee of any member of the Group who receives a payment of overtime\nor shift premium at the rate in excess of those laid down in this Agreement\nshall not suffer any deduction in those rates.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>a) Twenty eight (28) consecutive days leave shall be granted for each\ncompleted year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Annual leave may be accumulated to maximum of fifty six (56) consecutive\ndays on the completion of two years service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) The time of taking leave shall, whenever possible, be arranged mutually\nbetween the employer and employee, but shall otherwise be granted and taken at\nthe convenience of the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Any employee with six completed months service or more whose employment\nis terminated or who resigns shall be entitled to pro-rata days paid leave for\neach completed month of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Leave Over Public Holidays\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>The authorised annual leave of any employee that includes within its number\nof consecutive days of the following Public Holidays:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>New Year Day\u003C\u002Fp>\n\n\u003Cp>Idd-Ul-Fitr\u003C\u002Fp>\n\n\u003Cp>Good Friday\u003C\u002Fp>\n\n\u003Cp>Mashujaa Day\u003C\u002Fp>\n\n\u003Cp>Easter Monday\u003C\u002Fp>\n\n\u003Cp>Labour Day\u003C\u002Fp>\n\n\u003Cp>Madaraka Day \u003C\u002Fp>\n\n\u003Cp>Christmas Day\u003C\u002Fp>\n\n\u003Cp>Boxing Day\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>May be extended by the number of Public Holidays as above that are included\nwithin the authorised leave period which falls during such Public Holidays.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee shall be entitled to a travelling allowance of KSh. 4,000\u002F=\npayable in advance when he\u002Fshe qualifies to proceed on his annual leave. Such\nleave allowance will be paid once every year. If any employee does not take\nhis\u002Fher leave at the request of the employer, such allowance will be\naccumulated.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. RELIGIOUS HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>Members of various religions are entitled to religious holidays on days\nscheduled as such for their particular religions by Government, Christians and\nothers are entitled to Public holidays only.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>a) Employees are entitled to 30 days sick leave on full pay and further 30\ndays on half pay per annum subject to a medical certificate and the employer if\nnot satisfied with such certificate produced by employee may refer the employee\nfor examination by a Company Doctor.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Time spent at dispensaries awaiting treatment to be deductible from the\n30 days leave on full pay except where the employer has ordered the employee to\na Company Doctor for re-checking the medical certificates. At the sole\ndiscretion of the employer additional days may be granted to the employee at\neither half or full pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Incase of actual continuous hospitalization, the sick leave will be\nextended up to 30 days with full pay.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>a) Established employees of up to five (5) years service shall be subject to\nnot less than one calendar month's pay in lieu. On resignation the employee\nshall give one calendar month's notice or pay one months salary in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Those with more than five (5) years' service shall be subject to two\ncalendar months notice or two months pay in lieu and on resignation shall give\ntwo calendar months notice or pay two months' salary in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee whose employment has been terminated by the employer shall be\npaid gratuity at 15 days basic salary for each completed year of service except\nwhere such termination is on account of discipline.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employer who operates a pension scheme or provident fund shall not pay\nthe gratuity instead the employee shall get his\u002Fher entitlement under such\nscheme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) An employee may be summarily dismissed for proven gross misconduct and\nonly be paid up to and including the date of dismissal plus accrued leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Where an employee commits any act of misconduct he shall be given a\nwritten warning for each act and on fourth instance his employment may be\nterminated in accordance with paragraph (a) above. An employee shall be\nentitled to refer any such warnings to his Union for appeal. If an employee\ncompletes 12 months from the date of the third warning without further faults,\nany warning recorded on his\u002Fher file will be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>a) Definition of Redundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee or employees in an undertaking may be redundant when that\nundertaking has more employees than it can economically employ, a situation\nthat may arise from mechanization.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Rationalization (Job re-organisation and or simplification) or a decrease\nin the activity of the undertaking due to economic or other causes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Principles for Redundancy\u003C\u002Fp>\n\n\u003Cp>i) The Union shall be informed 3 months in advance of the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>ii) Selection shall be on the basis of \"LAST IN FIRST OUT\" in the particular\ndepartment or classification of employees affected subject to all other\nfactors, such as skill and reliability being in the opinion of the management,\nequal provided that an employee will not be removed solely because of age or\nUnion activities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>c) Compensation for Redundancy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i) For employees up to ten completed years of service (16) sixteen days for\nevery completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) For employees with 10 or more completed years of service 21 days basic\npay at the rate applicable to the redundant employee on the date of receiving\nnotice from his employer for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. CHECK-OFF SYSTEM\u003C\u002Fh3>\n\n\u003Cp>a) That employers in the Group will deduct the present monthly subscription\nof the union from wages\u002Fsalaries of those employees who wish to pay the Union\nmonthly subscription in this way, who sign a declaration to their employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) That should the Union wish to increase the monthly subscription or impose\nany special donation as deemed necessary for the furtherance of the Union's\nobjects, the Union will inform the Group and the Union will arrange for a\ndeclaration to be signed by each employee agreeing to the increased monthly\nsubscription or special donation which declaration shall be handed by the\nemployee to his employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) That in any month in which a strike or notice to strike is given by the\nUnion against the Group or any member, the Group or such member will suspend\nthe operation of the \"Check-off\".\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) That the money deducted by each employer from the wage\u002Fsalaries of his\nemployees in accordance with the terms of this Agreement shall be paid to the\nUnion by cheque not later than the third day after the close of preceding month\nin which the deductions are made in accordance with this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) That the Union will send to each employer monthly, a proper receipt for\nthe monthly subscription or other levies deducted from employees by the\nemployers in the terms of this Agreement such receipts to identify the employee\ncontributing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Nothing in this Agreement shall be construed to mean that the employees\nmust agree to the \"Check-off\" if they do not wish it or to violate the\nprovisions of the Labour Relations Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) This Agreement may be terminated by either party giving the other two\nmonths notice in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>h) Insurance Scheme and Co-operative Society employers will deduct payments\nfor Insurance Scheme and Co-operative Society that are recommended by the Union\nand authorised by the employees. Provided no employer shall be required to\ndeduct payment from the employee's salary and remit it to more than one\nco-operative society. Further, no employee shall be allowed to resign from one\nSociety and join another while in the employment of the same employer.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>(a) A female employee shall be entitled to three months maternity leave with\nfull pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>i) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) Such a female employee shall produce a medical certificate signed by a\nrecognized and duly qualified medical practitioner in charge of a medical aid\ncentre, or a dispensary or by a person acting on her behalf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) Child birth in respect of a female employee shall not be deemed to be\nsickness under the sickness clause in this Agreement and the employer shall not\nbe required to meet medical expenses incurred thereof.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>iv) A female employee who takes maternity leave shall not incur any loss of\nemployment privileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>v) Where a replacement is engaged for the purpose of replacing a female\nemployee who has gone on maternity leave, such employment shall be of a\ntemporary nature only and the services of the replacement employee shall be\nterminated automatically on the return to work of the full time employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) PATERNITY LEAVE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight focus\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>i) A male employee shall be entitled to two weeks paternity leave with full\npay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) A male employee intend on proceeding for paternity leave shall only be\nentitled to the right to paternity leave if he gives not less than seven(7)\ndays notice in advance. The notice herein shall be in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) A male employee seeking to exercise this right shall only avail the\nsame where the birth is of a wife registered with the Company.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. PROBATION\u003C\u002Fh3>\n\n\u003Cp>a) All employees placed on probation shall be informed in writing of the\nlength of their probation period and the period of notice by either party\nwithin the probation period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>b) The period of probation shall be a maximum of three months from the date\nof an employee's engagement and may be extended by a further period of 3 months\nwith agreement of employee, if an employee is not satisfactorily performing. At\nany time prior to the full completion of a probationary period termination\nnotice in writing shall be fourteen days by either employer or employee.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. CASUAL WORKERS\u003C\u002Fh3>\n\n\u003Cp>a) Any temporary or casual worker who completes three consecutive months\nwith an employer shall be absorbed into the permanent establishment. During the\nsaid three months he shall be paid the minimum salary as laid down in this\nAgreement for his particular job. If the employee is discharged during the\nthird month and is recalled within a period of two months he shall become a\nregular worker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Any casual worker absorbed into the permanent establishment will not\nrequire to serve any further probation period.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. MEDICAL BENEFITS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>Employees who have completed their probationary period will be refunded fees\nfor consultation and treatment at dispensaries and Government Hospitals\napproved by the employer and as provided for under the Employment Act (Medical\nTreatment) rules of 2007 in respect of illness or accident to themselves only\nwith the following exceptions:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Illness or injury connected with pregnancy and childbirth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Pregnancy or illness connected with childbirth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Illness shown to have been present prior to commencing\u003C\u002Fp>\n\n\u003Cp>employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) Treatment required as a result of the negligence of the employee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Treatment arising out of drunkenness or fighting\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) Treatment for venereal diseases\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) Treatment necessitated by an accident arising out of or in the course of\nemployment. (When Work Injury Benefits Act 2007 shall apply).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. SAFARI ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cp>a) An employee who is required to perform work away from his principal place\nof employment shall be entitled to safari allowance as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•BreakfastKShs. 180\u002F=\u003C\u002Fp>\n\n\u003Cp>•LunchKShs. 300\u002F=\u003C\u002Fp>\n\n\u003Cp>•DinnerKShs. 300\u002F=\u003C\u002Fp>\n\n\u003Cp>•Accommodation KShs. 1,000\u002F=\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. LEAVE FOR UNION PURPOSES\u003C\u002Fh3>\n\n\u003Cp>a) Employer shall grant seven days paid leave in any one year to an employee\nto attend any Union seminar or business, provided that an individual employer\nshall not be called upon to release more than one employee during any one\nyear.\u003C\u002Fp>\n\n\u003Cp>b) However, where an employee is required to a course or seminar for a\nperiod exceeding seven days, the Union's General Secretary shall write to the\nemployer requesting for extensions of such period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) Union's General Secretary shall notify employer in writing one month\nnotice in advance to grant such leave or release in urgent 15 days in advance\nof the date of release.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee holding an acting appointment with higher salary than his own\nfor minimum consecutive period of three weeks shall receive an acting allowance\nequal to the difference between his normal pay and the minimum rate of the\nhigher salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. TRANSFER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee shall be entitled to disturbance allowance amounting to 30 days\nof his monthly wages payable only on the date of his transfer from one station\nto another.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that the transfer involves movement for over 20 kilometers radius\nbetween the old station and the new station and the movement entails change of\nresidence.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>In addition to the Annual Leave entitlement employees may be granted\ncompassionate leave without pay at the discretion of such employers. Such\ncompassionate leave may be deducted from employee's annual leave entitlement\nsubject to a prior consent by the employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. TRANSPORTATION\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>The member companies shall adopt a reasonable attitude in providing\ntransport to those employees reporting for\u002Fending shift duty after 6:30 p.m.\nand leaving before 6:00 a.m. taking into account the physical safety of such\nemployees and availability to transport facilities.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. PROMOTION\u003C\u002Fh3>\n\n\u003Cp>Where a vacancy of promotional nature arises, the employer shall give first\nconsideration to existing employees within the department or group in which the\nvacancy occurs taking into consideration such factors as qualification and\nability.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided where an employee is to be promoted to a job outside the scope of\nthe Union representation, such employee shall be given his new terms in writing\nand shall signify his acceptance within a period of not more than seven (7)\ndays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. MID MONTH ADVANCES\u003C\u002Fh3>\n\n\u003Cp>Mid-month advances shall be paid on or before the 15th of the month.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>This will be governed by the factories Act. Further an employee who has been\nissued with protective clothing and gear shall be liable for disciplinary\naction that may result in summary dismissal if he\u002Fshe fails to put on the\ngear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. RETIREMENT BENEFITS\u003C\u002Fh3>\n\n\u003Cp>a) Retirement age shall be 55 years and shall be determined by the age\nindicated on the employee's National Identity Card.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee may be retired on medical grounds and such retirement shall\nbe coupled with all benefits stipulated under this clause; Provided that before\nthe em ployee is so retired, a medical report shall be obtained from the\ncompany's doctor. Where desired, an employee shall be entitled to obtain\nhis\u002Fher own medical report on the state of his\u002Fher health from an approved\nGovernment hospital. Where the medical reports differ by way of one doctor\ndeclaring the employee unfit for continued employment, while the other states\nthe opposite, the matter shall be referred to a Government medical Board\ncomposed of at least three (3) doctors. The findings of the Board shall be\nbinding on both parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) In the event of death of an employee whilst in service and who would\notherwise be eligible for retirement his\u002Fher entitlement under this clause\nshall be paid to his\u002Fher legal heirs as nominated by the deceased in his\u002Fher\npersonal file or written will.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) To qualify for any benefits set out on this clause, an employee should\nhave worked with the company for at least ten years after probation period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>e) Immediately the New N.S.S.F. Act comes into operations, all employees\nretirement benefits will be calculated at a rate of 12 days per every completed\nyear worked. This amount will be paid when an employee retires. The amount will\nbe on and above the N.S.S.F benefits accumulated upto the date the Act will be\nimplemented. This clause will not apply to an employee who has an existing\npension, provident or any other retirement benefit scheme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) An employee who resigns or whose services are terminated for gross\nmisconduct shall not be entitled to any benefits under this clause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>g) An employer who operates a Provident or Pension Scheme which either\npension, provident or retirement benefits whichever is higher\u002F greater.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>When an employee dies whilst in employment of the company, the company shall\npay a minimum of KShs.42,500\u002F- towards the burial of an employee. However,\nwhere some companies are paying more money than provided above, such custom and\npractice shall continue to operate and be strictly observed. It is further\nagreed that on the death of an employee or spouse, employees shall contribute\n1,000\u002F-. On the Death of a father or mother or children, employees shall\ncontribute 500\u002F- each.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. PRODUCTIVITY\u003C\u002Fh3>\n\n\u003Cp>(i) The parties shall form a sub-committee of the Central Joint Council to\nprepare measures for productivity improvement and organize a symposium on\nproductivity for the printing, publishing and paper manufacturing sector.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The sub-committee to liaise with the Productivity centre, individual\nCompanies, Federation of Kenya Employers, Central Organization of Trade Unions\n( COTU) and the Union in preparing productivity improvement measures and making\nthe necessary arrangements for the symposium\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) The Sub- committee to make recommendations for consideration by the\nindividual companies and the joint negotiation committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iv) The members of the sub-committee shall be nominated by the Union and\nthe Group Employers to include representatives from Federation of Kenya\nEmployers, productivity experts and Productivity centre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(v) The Sub- Committee shall be formed in April 2014 at a meeting to be\nconvened at Federation of Kenya Employers and it shall submit its report in\nOctober 2014.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31. HIV\u002FAIDS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>(a) The management of the Member Companies of the Group shall through their\nhuman resource departments create continuous awareness amongst staff by use of\neducation and available state assistance to tame the HIV\u002FAIDS scourge among\ntheir employees\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Discrimination of employees who are HIV positive shall be discouraged\namong staff or members of staff\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32. DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall come into force on 1st September, 2013 and shall remain\nin force until 31st August, 2015. Thereafter, it shall continue in force until\neither party by giving two months notice in writing, shall indicate their wish\nto amend or terminate the Agreement. The said notice shall specify the reasons\nfor such decision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE GROUP FOR AND ON BEHALF OF KUPRIPUPA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>............................................................................\u003C\u002Fp>\n\n\u003Cp>J.T. SAVANIRAJABU MWONDI\u003C\u002Fp>\n\n\u003Cp>PRINTPAK.NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................……………………………..\u003C\u002Fp>\n\n\u003Cp>ISAAC WAMBOYEALICE MUTITU\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARYRAMCO PRINTING WORKS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.................................……..……………………………………\u003C\u002Fp>\n\n\u003Cp>RUTH WEKESA JOHN A.B. AROGO\u003C\u002Fp>\n\n\u003Cp>BIZONE LIMITED DIRECTOR OF ORGANISATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….……………………………\u003C\u002Fp>\n\n\u003Cp>WILLIAM GACHENGOGIDEON MUTISO\u003C\u002Fp>\n\n\u003Cp>COLOUR PACKAGING LTD.NATIONAL ASST. GENERAL SEC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>............................................................................\u003C\u002Fp>\n\n\u003Cp>SUSAN KATHUREGABRIEL OLALA\u003C\u002Fp>\n\n\u003Cp>GENRAL PRINTERSBRANCH CHAIRMAN - NAIROBI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….\u003C\u002Fp>\n\n\u003Cp>SYLIVIA MIRENJAMICHAEL MUTANGILI\u003C\u002Fp>\n\n\u003Cp>ENGLISH PRESSBRANCH SECRETARY - NAIROBI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………….........................................\u003C\u002Fp>\n\n\u003Cp>JOHN OSANO GEOFFREY NYOIKE\u003C\u002Fp>\n\n\u003Cp>PRINT PAKAUTO LITHO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>.........................................………………………\u003C\u002Fp>\n\n\u003Cp>REUBEN MUSUNGU PETER MUSYIMI\u003C\u002Fp>\n\n\u003Cp>ENGLISH PRESSRAMCO PRINTING WORKS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………….……………………….\u003C\u002Fp>\n\n\u003Cp>WILLIAM MAYAKA JOHNSTONE OKOTH\u003C\u002Fp>\n\n\u003Cp>C\u002FS GENERAL PRINTERSTHE STANDARD LIMITED\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>.....................................................\u003C\u002Fp>\n\n\u003Cp>G.R. AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS……...... DAY OF.................................\n2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PRINTING INDUSTRY CLASSIFICATION STRUCTURE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE JOB TITLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>101.General Worker\u003C\u002Fp>\n\n\u003Cp>91.Office Messenger\u003C\u002Fp>\n\n\u003Cp>81Watchman\u002FGatekeeper\u003C\u002Fp>\n\n\u003Cp>71.Machine Assistant\u003C\u002Fp>\n\n\u003Cp>2.Scooter Driver\u003C\u002Fp>\n\n\u003Cp>51.Headman\u003C\u002Fp>\n\n\u003Cp>2.Forklift Driver\u003C\u002Fp>\n\n\u003Cp>3.Letter Press Block Maker\u003C\u002Fp>\n\n\u003Cp>41.Mason\u002FPainter\u002FCarpenter\u003C\u002Fp>\n\n\u003Cp>31.Copy Typist\u003C\u002Fp>\n\n\u003Cp>3.Copy Checker\u003C\u002Fp>\n\n\u003Cp>21.Process Colour or Block Retoucher\u003C\u002Fp>\n\n\u003Cp>2.General Clerk\u003C\u002Fp>\n\n\u003Cp>3.Lithographic Web Fed Printing Machine Operator\u003C\u002Fp>\n\n\u003Cp>4.Litho Presensitized Plate Maker\u003C\u002Fp>\n\n\u003Cp>5.Maintenance Artisan (Fitter\u002FTurner\u002FElectrician\u002FMotor Mechanic)\u003C\u002Fp>\n\n\u003Cp>6.Copy Holder\u003C\u002Fp>\n\n\u003Cp>7.Film Assembler (One Colour)\u003C\u002Fp>\n\n\u003Cp>8.Patch-up (One Colour)\u003C\u002Fp>\n\n\u003Cp>9.Binding Machine \u002FSetter Operator\u003C\u002Fp>\n\n\u003Cp>10.Office Equipment Mechanic\u003C\u002Fp>\n\n\u003Cp>11.Gang Stitcher\u003C\u002Fp>\n\n\u003Cp>12.Slitting Machine Operator\u003C\u002Fp>\n\n\u003Cp>13.Gluing Machine Operator (less than 300 meters per minute)\u003C\u002Fp>\n\n\u003Cp>14.Varnishing Machine Operator (Less than 300 metres per minute)\u003C\u002Fp>\n\n\u003Cp>15.Web Offset\u002FNewspaper Compositor\u003C\u002Fp>\n\n\u003Cp>16.Letter Press Machine Operator (One Colour)\u003C\u002Fp>\n\n\u003Cp>17.Litho Machine Operator (One Colour)\u003C\u002Fp>\n\n\u003Cp>18.Guillotine Machine Operator\u003C\u002Fp>\n\n\u003Cp>19.Camera Operator - Single Line\u003C\u002Fp>\n\n\u003Cp>20.Cutting and Creasing Machine Operator (less than 500 impressions)\u003C\u002Fp>\n\n\u003Cp>21.Folding Machine Operator\u003C\u002Fp>\n\n\u003Cp>22.Silk Screen Machine Operator\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>GRADE JOB TITLE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.Litho Plate Maker (Commercial)\u003C\u002Fp>\n\n\u003Cp>2.Letter Press Machine Operator\u003C\u002Fp>\n\n\u003Cp>3.Reader (Indentured 5 years)\u003C\u002Fp>\n\n\u003Cp>4.Artist\u003C\u002Fp>\n\n\u003Cp>5.Book Binder (Indentures 5 years)\u003C\u002Fp>\n\n\u003Cp>6.Flexo\u002FGravure Operator\u002FPrinter\u003C\u002Fp>\n\n\u003Cp>7.Diemaker\u003C\u002Fp>\n\n\u003Cp>8.Film Assembler (Multicolour)\u003C\u002Fp>\n\n\u003Cp>9.Compositor\u003C\u002Fp>\n\n\u003Cp>10.Clerk Grade I\u003C\u002Fp>\n\n\u003Cp>11.Step and Repeat Machine Operator\u003C\u002Fp>\n\n\u003Cp>12.Camera Operator (Multiline Work)\u003C\u002Fp>\n\n\u003Cp>13.Mechanical Typesetter (Hot Metal)\u003C\u002Fp>\n\n\u003Cp>14.Senior Office Equipment Mechanic Operator\u003C\u002Fp>\n\n\u003Cp>15.Programmatic Guillotine Machine Operator\u003C\u002Fp>\n\n\u003Cp>16.Multicolour Machine Operator\u003C\u002Fp>\n\n\u003Cp>17.Photo Typesetter (Less than 50 w.p.m.)\u003C\u002Fp>\n\n\u003Cp>18,Graphic Artist (Less than 5 years' experience)\u003C\u002Fp>\n\n\u003Cp>19.Cutting and Creating Machine Operator (Over 5000 impressions)\u003C\u002Fp>\n\n\u003Cp>20.Gluing Machine Operator (Over 300 metres per minute)\u003C\u002Fp>\n\n\u003Cp>21.Library Assistant\u003C\u002Fp>\n\n\u003Cp>22.Readers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SPECIAL GRADE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Flex\u002FGravure Machine Operator (Over 4 colours)\u003C\u002Fp>\n\n\u003Cp>2.Lithographic Printing Machine Operator (Over 4 colours)\u003C\u002Fp>\n\n\u003Cp>3.Photo Typesetters (Over 50 w.p.m.)\u003C\u002Fp>\n\n\u003Cp>4.Graphic Artist (Over 5 years experience)\u003C\u002Fp>\n\n\u003Cp>5.Camera Operator (Half tone colour separations)\u003C\u002Fp>\n\n\u003Cp>6.Atex Machine Operators\u003C\u002Fp>\n\n\u003Cp>7.Senior Sales Representatives\u003C\u002Fp>\n\n\u003Cp>8.Car\u002FVan Driver\u003C\u002Fp>\n\n\u003Cp>9.Telephone Switchboard Operator\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"hourspday_select":44,"contracttrialperiod":48,"maternitydiscrimination":52,"wageincreaseperc1":56,"dayspweek":60,"hourspweek_select":64,"childcare":66,"STRUCINCR_trigger":70,"hourspday":72,"funeralpay":74,"MEALALL_trigger":78,"pensionfund":82,"paidmaternityleaveduration":86,"maternityotherclause":90,"maxsicknesspayperc":94,"jobclassifaction1":98,"mealvouchersamount":102,"OVERTIME_trigger":104,"holidaysdays":108,"holidaysweeks":112,"wageincreasedate_date":114,"healthcareaccess":116,"COMMUTE_trigger":120,"SUNDAY_trigger":124,"ANNLEAVE_trigger":128,"healthandsafetypolicy":132,"overtimeallowanceperc1":136,"hourspweek":138,"contracttrial":140,"sicknesspay":142,"PAIDLEAV_trigger":144,"SCHEDULE_trigger":146,"paidpaternityleave":148,"schedulesrestpw":152,"sicknessmaxdaysnr":154,"sundayallowanceperc1":156,"annleaveallowanceamount1":158,"contractseverancepay1":160,"bankholidays1":164,"hivpolicy":168,"paidmaternityleavepay":172,"paidmaternityleave":174,"coverunion_trigger":176,"wageincreasedate":180,"contractseverancepay":182,"jobsecuritymothers":184,"paidpaternityleaveduration":188},{"bindId":45,"name":46,"text":47},"hourspday_select","The maximum hours in a normal full day s","The maximum hours in a normal full day shall be nine actual working hours\nthat shall be consecutive other than where broken by breaks for meals.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","b) The period of probation shall be a ma","b) The period of probation shall be a maximum of three months from the date\nof an employee's engagement and may be extended by a further period of 3 months\nwith agreement of employee, if an employee is not satisfactorily performing. At\nany time prior to the full completion of a probationary period termination\nnotice in writing shall be fourteen days by either employer or employee.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","iv) A female employee who takes maternit","iv) A female employee who takes maternity leave shall not incur any loss of\nemployment privileges during such period.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","(ii) Employees earning below Kshs. 20,00","(ii) Employees earning below Kshs. 20,000\u002F= per month will receive wage\nincrease of 10% for the first year effective 1st September 2013 and a further\n10% with effect from 1st September 2014.",{"bindId":61,"name":62,"text":63},"dayspweek","The normal working week shall be forty f","The normal working week shall be forty four hours worked over five full\ndays, or over five full days and one part day, in any seven consecutive days\nsubject however to any Company at present working less than forty four hours\nshall not be increased without prior consultation with the Union in terms of\nthe Memorandum of Recognition Agreement. Provided that those companies who are\ncurrently working less than forty four hours shall not increase their working\nhours as a result of this Agreement.",{"bindId":65,"name":62,"text":63},"hourspweek_select",{"bindId":67,"name":68,"text":69},"childcare","In addition to the Annual Leave entitlem","In addition to the Annual Leave entitlement employees may be granted\ncompassionate leave without pay at the discretion of such employers. Such\ncompassionate leave may be deducted from employee's annual leave entitlement\nsubject to a prior consent by the employer.",{"bindId":71,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":73,"name":46,"text":47},"hourspday",{"bindId":75,"name":76,"text":77},"funeralpay","When an employee dies whilst in employme","When an employee dies whilst in employment of the company, the company shall\npay a minimum of KShs.42,500\u002F- towards the burial of an employee. However,\nwhere some companies are paying more money than provided above, such custom and\npractice shall continue to operate and be strictly observed. It is further\nagreed that on the death of an employee or spouse, employees shall contribute\n1,000\u002F-. On the Death of a father or mother or children, employees shall\ncontribute 500\u002F- each.",{"bindId":79,"name":80,"text":81},"MEALALL_trigger","a) An employee who is required to perfor","a) An employee who is required to perform work away from his principal place\nof employment shall be entitled to safari allowance as follows:-\n\n\n\n•BreakfastKShs. 180\u002F=\n\n•LunchKShs. 300\u002F=\n\n•DinnerKShs. 300\u002F=\n\n•Accommodation KShs. 1,000\u002F=",{"bindId":83,"name":84,"text":85},"pensionfund","e) Immediately the New N.S.S.F. Act come","e) Immediately the New N.S.S.F. Act comes into operations, all employees\nretirement benefits will be calculated at a rate of 12 days per every completed\nyear worked. This amount will be paid when an employee retires. The amount will\nbe on and above the N.S.S.F benefits accumulated upto the date the Act will be\nimplemented. This clause will not apply to an employee who has an existing\npension, provident or any other retirement benefit scheme.",{"bindId":87,"name":88,"text":89},"paidmaternityleaveduration","(a) A female employee shall be entitled ","(a) A female employee shall be entitled to three months maternity leave with\nfull pay.",{"bindId":91,"name":92,"text":93},"maternityotherclause","i) A female employee who has taken mater","i) A female employee who has taken maternity leave shall not forfeit her\nannual leave entitlement in that year.\n\n\n\nii) Such a female employee shall produce a medical certificate signed by a\nrecognized and duly qualified medical practitioner in charge of a medical aid\ncentre, or a dispensary or by a person acting on her behalf.\n\n\n\niii) Child birth in respect of a female employee shall not be deemed to be\nsickness under the sickness clause in this Agreement and the employer shall not\nbe required to meet medical expenses incurred thereof.",{"bindId":95,"name":96,"text":97},"maxsicknesspayperc","a) Employees are entitled to 30 days sic","a) Employees are entitled to 30 days sick leave on full pay and further 30\ndays on half pay per annum subject to a medical certificate and the employer if\nnot satisfied with such certificate produced by employee may refer the employee\nfor examination by a Company Doctor.",{"bindId":99,"name":100,"text":101},"jobclassifaction1","101.General Worker 91.Office Messenger 8","101.General Worker\n\n91.Office Messenger\n\n81Watchman\u002FGatekeeper\n\n71.Machine Assistant\n\n2.Scooter Driver\n\n51.Headman\n\n2.Forklift Driver\n\n3.Letter Press Block Maker\n\n41.Mason\u002FPainter\u002FCarpenter\n\n31.Copy Typist\n\n3.Copy Checker\n\n21.Process Colour or Block Retoucher\n\n2.General Clerk\n\n3.Lithographic Web Fed Printing Machine Operator\n\n4.Litho Presensitized Plate Maker\n\n5.Maintenance Artisan (Fitter\u002FTurner\u002FElectrician\u002FMotor Mechanic)\n\n6.Copy Holder\n\n7.Film Assembler (One Colour)\n\n8.Patch-up (One Colour)\n\n9.Binding Machine \u002FSetter Operator\n\n10.Office Equipment Mechanic\n\n11.Gang Stitcher\n\n12.Slitting Machine Operator\n\n13.Gluing Machine Operator (less than 300 meters per minute)\n\n14.Varnishing Machine Operator (Less than 300 metres per minute)\n\n15.Web Offset\u002FNewspaper Compositor\n\n16.Letter Press Machine Operator (One Colour)\n\n17.Litho Machine Operator (One Colour)\n\n18.Guillotine Machine Operator\n\n19.Camera Operator - Single Line\n\n20.Cutting and Creasing Machine Operator (less than 500 impressions)\n\n21.Folding Machine Operator\n\n22.Silk Screen Machine Operator\n\n\n\n\n\nGRADE JOB TITLE\n\n\n\n11.Litho Plate Maker (Commercial)\n\n2.Letter Press Machine Operator\n\n3.Reader (Indentured 5 years)\n\n4.Artist\n\n5.Book Binder (Indentures 5 years)\n\n6.Flexo\u002FGravure Operator\u002FPrinter\n\n7.Diemaker\n\n8.Film Assembler (Multicolour)\n\n9.Compositor\n\n10.Clerk Grade I\n\n11.Step and Repeat Machine Operator\n\n12.Camera Operator (Multiline Work)\n\n13.Mechanical Typesetter (Hot Metal)\n\n14.Senior Office Equipment Mechanic Operator\n\n15.Programmatic Guillotine Machine Operator\n\n16.Multicolour Machine Operator\n\n17.Photo Typesetter (Less than 50 w.p.m.)\n\n18,Graphic Artist (Less than 5 years' experience)\n\n19.Cutting and Creating Machine Operator (Over 5000 impressions)\n\n20.Gluing Machine Operator (Over 300 metres per minute)\n\n21.Library Assistant\n\n22.Readers\n\n\n\nSPECIAL GRADE\n\n\n\n1.Flex\u002FGravure Machine Operator (Over 4 colours)\n\n2.Lithographic Printing Machine Operator (Over 4 colours)\n\n3.Photo Typesetters (Over 50 w.p.m.)\n\n4.Graphic Artist (Over 5 years experience)\n\n5.Camera Operator (Half tone colour separations)\n\n6.Atex Machine Operators\n\n7.Senior Sales Representatives\n\n8.Car\u002FVan Driver\n\n9.Telephone Switchboard Operator",{"bindId":103,"name":80,"text":81},"mealvouchersamount",{"bindId":105,"name":106,"text":107},"OVERTIME_trigger","An employee eligible for overtime paymen","An employee eligible for overtime payment who works longer hours in any day\nhours fixed by his employer in accordance with the terms of agreement shall be\npaid at the rate of 1½ times the basic hourly rate applicable to the\nparticular employee concerned exempting:",{"bindId":109,"name":110,"text":111},"holidaysdays","a) Twenty eight (28) consecutive days le","a) Twenty eight (28) consecutive days leave shall be granted for each\ncompleted year of service.",{"bindId":113,"name":110,"text":111},"holidaysweeks",{"bindId":115,"name":58,"text":59},"wageincreasedate_date",{"bindId":117,"name":118,"text":119},"healthcareaccess","Employees who have completed their proba","Employees who have completed their probationary period will be refunded fees\nfor consultation and treatment at dispensaries and Government Hospitals\napproved by the employer and as provided for under the Employment Act (Medical\nTreatment) rules of 2007 in respect of illness or accident to themselves only\nwith the following exceptions:\n\n\n\na) Illness or injury connected with pregnancy and childbirth.\n\n\n\nb) Pregnancy or illness connected with childbirth.\n\n\n\nc) Illness shown to have been present prior to commencing\n\nemployment\n\n\n\nd) Treatment required as a result of the negligence of the employee\n\n\n\ne) Treatment arising out of drunkenness or fighting\n\n\n\nf) Treatment for venereal diseases\n\n\n\ng) Treatment necessitated by an accident arising out of or in the course of\nemployment. (When Work Injury Benefits Act 2007 shall apply).",{"bindId":121,"name":122,"text":123},"COMMUTE_trigger","The member companies shall adopt a reaso","The member companies shall adopt a reasonable attitude in providing\ntransport to those employees reporting for\u002Fending shift duty after 6:30 p.m.\nand leaving before 6:00 a.m. taking into account the physical safety of such\nemployees and availability to transport facilities.",{"bindId":125,"name":126,"text":127},"SUNDAY_trigger","a) Work on the seventh day nominated by ","a) Work on the seventh day nominated by the employer or Sunday\n\n\n\nb) Work on gazetted public holidays (as laid down in the Public Holidays\nAct), which shall be paid at the rate of 2 times basic hourly rate applicable\nto the particular employee concerned.",{"bindId":129,"name":130,"text":131},"ANNLEAVE_trigger","An employee shall be entitled to a trave","An employee shall be entitled to a travelling allowance of KSh. 4,000\u002F=\npayable in advance when he\u002Fshe qualifies to proceed on his annual leave. Such\nleave allowance will be paid once every year. If any employee does not take\nhis\u002Fher leave at the request of the employer, such allowance will be\naccumulated.",{"bindId":133,"name":134,"text":135},"healthandsafetypolicy","This will be governed by the factories A","This will be governed by the factories Act. Further an employee who has been\nissued with protective clothing and gear shall be liable for disciplinary\naction that may result in summary dismissal if he\u002Fshe fails to put on the\ngear.",{"bindId":137,"name":106,"text":107},"overtimeallowanceperc1",{"bindId":139,"name":62,"text":63},"hourspweek",{"bindId":141,"name":50,"text":51},"contracttrial",{"bindId":143,"name":96,"text":97},"sicknesspay",{"bindId":145,"name":110,"text":111},"PAIDLEAV_trigger",{"bindId":147,"name":62,"text":63},"SCHEDULE_trigger",{"bindId":149,"name":150,"text":151},"paidpaternityleave","i) A male employee shall be entitled to ","i) A male employee shall be entitled to two weeks paternity leave with full\npay.",{"bindId":153,"name":62,"text":63},"schedulesrestpw",{"bindId":155,"name":96,"text":97},"sicknessmaxdaysnr",{"bindId":157,"name":126,"text":127},"sundayallowanceperc1",{"bindId":159,"name":130,"text":131},"annleaveallowanceamount1",{"bindId":161,"name":162,"text":163},"contractseverancepay1","c) Compensation for Redundancy i) For em","c) Compensation for Redundancy\n\n\n\ni) For employees up to ten completed years of service (16) sixteen days for\nevery completed year of service.\n\n\n\nii) For employees with 10 or more completed years of service 21 days basic\npay at the rate applicable to the redundant employee on the date of receiving\nnotice from his employer for each completed year of service.",{"bindId":165,"name":166,"text":167},"bankholidays1","The authorised annual leave of any emplo","The authorised annual leave of any employee that includes within its number\nof consecutive days of the following Public Holidays:-\n\n\n\nNew Year Day\n\nIdd-Ul-Fitr\n\nGood Friday\n\nMashujaa Day\n\nEaster Monday\n\nLabour Day\n\nMadaraka Day \n\nChristmas Day\n\nBoxing Day",{"bindId":169,"name":170,"text":171},"hivpolicy","(a) The management of the Member Compani","(a) The management of the Member Companies of the Group shall through their\nhuman resource departments create continuous awareness amongst staff by use of\neducation and available state assistance to tame the HIV\u002FAIDS scourge among\ntheir employees\n\n\n\n(b) Discrimination of employees who are HIV positive shall be discouraged\namong staff or members of staff",{"bindId":173,"name":88,"text":89},"paidmaternityleavepay",{"bindId":175,"name":88,"text":89},"paidmaternityleave",{"bindId":177,"name":178,"text":179},"coverunion_trigger","(a) Group and the Union meeting together","(a) Group and the Union meeting together in a free and voluntary\nAssociation, agree and enter into an agreement negotiated between them at the\nJoint Negotiation Committee meeting which shall apply to the workers covered by\nthe Recognition Agreement, subject to exclusion of managerial, supervisory and\nconfidential staff as currently agreed upon between F.K.E.\u002FC.O.T.U.(K).",{"bindId":181,"name":58,"text":59},"wageincreasedate",{"bindId":183,"name":162,"text":163},"contractseverancepay",{"bindId":185,"name":186,"text":187},"jobsecuritymothers","v) Where a replacement is engaged for th","v) Where a replacement is engaged for the purpose of replacing a female\nemployee who has gone on maternity leave, such employment shall be of a\ntemporary nature only and the services of the replacement employee shall be\nterminated automatically on the return to work of the full time employee.",{"bindId":189,"name":150,"text":151},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN The Member Companies of Kenya Paint Manufacturers Group - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-08-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → Not yet ratified\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Other printing\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            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → The Member Companies of Kenya Paint Manufacturers Group\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        Kenya Union of Printing, Publishing, Paper Manufacturers and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 60 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 28.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day (25th December), Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), 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: → 0\u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 10.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2013-09\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 4000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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                 → 300.0 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",[195],{"title":37,"slug":33},[197],{"type":198,"data":199},"call_to_action_body_block",{"title":200,"description":201,"variant":202,"link":203},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":200,"url":204,"description":200,"rel":205,"type":206},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[208],{"type":198,"data":209},{"title":200,"description":201,"variant":202,"link":210},{"title":200,"url":204,"description":200,"rel":205,"type":206},[]]