[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-mount-kenya-game-ranch-ltd-conservancy-and-kenya-game-hunting-and-safaris-workers-union-in-matters-of-terms-and-conditions-of-employment-effective-1st-october-2010-to-30th-september-2012":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":188,"content_type_view":189,"extra_breadcrumbs":190,"body":192,"body_blocks":203,"related_pages":207},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":186,"translations":187},{"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-mount-kenya-game-ranch-ltd-conservancy-and-kenya-game-hunting-and-safaris-workers-union-in-matters-of-terms-and-conditions-of-employment-effective-1st-october-2010-to-30th-september-2012","5138eaca-d8e5-11e2-ab91-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-mount-kenya-game-ranch-ltd-conservancy-and-kenya-game-hunting-and-safaris-workers-union-in-matters-of-terms-and-conditions-of-employment-effective-1st-october-2010-to-30th-september-2012\u002Fmemorandum-of-agreement-between-mount-kenya-game-ranch-ltd-conservancy-and-kenya-game-hunting-and-safaris-workers-union-in-matters-of-terms-and-conditions-of-employment-effective-1st-october-2010-to-30th-september-2012\u002F","Memorandum of Agreement Between Mount Kenya Game Ranch Ltd (Conservancy) and Kenya Game Hunting and Safaris Workers' Union in Matters of Terms and Conditions of Employment - 2010 ","KEN Mount Kenya Game Ranch Ltd (Conservancy) - 2010","Kenya - KEN Mount Kenya Game Ranch Ltd (Conservancy) - 2010","KEN Mount Kenya Game Ranch Ltd (Conservancy) - 2010 - Hospitality, catering, tourism",{"name":41,"data":42},"MOUNT KENYA CBA 2012.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>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MOUNT KENYA\nGAME RANCH LTD (CONSERVANCY)\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">(HEREINAFTER\nREFFERD TO AS THE COMPANY)\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">KENYA GAME\nHUNTING AND SAFARIS WORKERS' UNION\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">(HEREINAFTER\nREFFERED TO AS \"THE UNION\")\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">IN MATTERS OF\nTERMS AND CONDITIONS OF EMPLOYMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">EFFECTIVE 1ST\nOCTOBER 2010 TO 30th SEPTEMBER 2012\u003C\u002Fh1>\n\n\u003Cp style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fp>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set in this agreement shall be\nobserved by both the union and the company and shall apply to all unionisable\nemployees covered by the Recognition Agreement as per the Industrial Relations\nCharter.\u003C\u002Fp>\n\n\u003Ch3>2. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>a) All permanent and pensionable employees will be put on probation for\nthree months irrespective of their grade.\u003C\u002Fp>\n\n\u003Cp>b) During this period, either side can terminate the service by giving seven\ndays notice or pay in lieu thereof.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>3. HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>The company shall pay house allowance of 15% of the basic pay to unionizable\nemployees who are not housed.\u003C\u002Fp>\n\n\u003Ch3>4. HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" 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\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>a) The hours of work shall consist of 45 hours spread over six days of the\nweek. This shall apply to all staff of the conservancy except night guards.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) For the night guards, the hours shall consist of 60 hours spread over six\ndays.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>5. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be paid at the rate of one and a half (1½) for normal\nworking days and double for gazetted Public holidays and on weekly-allocated\nrest days.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>6. BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cp>(A) All unionizable employees upon joining the company will receive minimum\nwages 01 10% over the Regulations of Wages (Agricultural Industry)Order as\namended time to time.\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>GRADE A\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Unskilled employees\u003C\u002Fp>\n\n        \u003Cp>Gardener\u003C\u002Fp>\n\n        \u003Cp>General Labourer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>3,682\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE B\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Watchman\u003C\u002Fp>\n\n        \u003Cp>Stockman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>4,252\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE C\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Foreman\u003C\u002Fp>\n\n        \u003Cp>O p attendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>7,338\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GRADE D\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Supervisor\u003C\u002Fp>\n\n        \u003Cp>Driver\u002FMechanic\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>7,637\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cp>(B).GENERAL GEN ERAL WAGES INCREMENT\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreasedate\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasedate_date\" class=\"cbaClause highlight\">\u003Cp>All unionisable employees who were and are in the employment as at 1\"\nOctober 2010 shall receive general wage increase of 10% to cover the period 1st\nOctober to 30th September 2011. They shall receive a further 10°\u002Fo increment\nwith effect from 1st October 2011, to cover the second year of the\nagreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>7. PROMOTIONS AND GRADES\u003C\u002Fh3>\n\n\u003Cp>a) Whenever vacancies arise, priority will be given to existing employees to\nfill it. Factors such as skills, ability, honesty, length of service and\nqualifications will be taken into account.\u003C\u002Fp>\n\n\u003Cp>b) If a position is not filled from within, the company will opt for\nexternal recruitment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where an employee is required to work for a period of not less than 15 days\nin an occupation or grade for which the basic minimum wage is higher than the\nbasic wage normally earned by the employee, he shall be paid an acting\nallowance at a rate not less than the difference between that of the higher\nbasic minimum wage and his basic wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>a) It shall be a condition of every contract of employment that the contract\nshall be terminable by not less than one month's notice to be given by either\nparty in writing or otherwise by the payment, by either party in lieu of\nnotice, of not less than one month's wages; but nothing shall prejudice the\nright of either party to terminate a contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Cp>b) An employee so terminated is entitled to15 days gratuity for every\ncompleted year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. SYSTEM OF WARNINGS\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misconduct, which, in the opinion of the employer, does not warrant instant\ndismissal, shall be warned in writing and the following procedure shall\napply:\u003C\u002Fp>\n\n\u003Cp>a) The first and second warnings shall be recorded in the employee's\nemployment record and the union shall be informed accordingly.\u003C\u002Fp>\n\n\u003Cp>b) If an employee with two written warnings commits an offence within 12\nmonths from the date of the second warning, an employee will be liable to\nsummary dismissal.\u003C\u002Fp>\n\n\u003Cp>c) If an employee completes 12 months without further warning from the date\nof the second warning, warning records entered in his employment record shall\nbe cancelled.\u003C\u002Fp>\n\n\u003Cp>d) The first and second warnings letters will be copied to the General\nSecretary, Branch Secretary and the Chief Shop Steward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. DISMISSAL FROM EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>a) Dismissal from employment shall be conducted in accordance with the\nEmployment Act, 2007, Section 44.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The union shall be informed of such dismissals with reasons.\u003C\u002Fp>\n\n\u003Cp>c) An employee alleged to have committed gross misconduct shall be allowed\nan opportunity to defend himself within a period of 48 hours of receiving the\npunishment. This period is not necessarily imposed as a rigid maximum but an\nemployee can request for a reasonable extension to enable him complete his\nstatement of explanation. Severance pay will not be payable in cases of summary\ndismissal for gross misconduct.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>a) An employee suspected of having committed a serious offense may\nimmediately be suspended from duty pending investigations.\u003C\u002Fp>\n\n\u003Cp>b) The company shall investigate the reasons leading to suspensions and\nappropriate action taken within 30 days.\u003C\u002Fp>\n\n\u003Cp>c) During the period of investigation the employee shall be entitled to\nhis\u002Fher full pay for the first 15 days and half pay for the next 15 days.\u003C\u002Fp>\n\n\u003Cp>d) Where the employee's case is under investigations by the police or\npending before a court of law, the employee's suspension shall be extended with\nno pay until the results of the police investigations or the court decision are\nmade known. Should the employee be found to have committee the alleged offence\neither through the police or the court of law, the employee shall be summarily\ndismissed with effect from the date of the court's decision or police\nrecommendation.\u003C\u002Fp>\n\n\u003Cp>e) If the employee is found innocent he\u002Fshe shall be reinstated to his\u002F her\nposition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.RESIGNATION FROM EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>When an employee resigns from employment without offence, he\u002Fshe shall be\npaid a gratuity of 15 days for every completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch3>14. RETIREMENT\u003C\u002Fh3>\n\n\u003Cp>a) The retirement age is 60 years.\u003C\u002Fp>\n\n\u003Cp>b) Retirement benefits and gratuity of 15 days for every complete year of\nservice shall be paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>Where the employment of an employee is to be terminated on account of\nredundancy, the following principles will apply:\u003C\u002Fp>\n\n\u003Cp>a) The Union and Labour Officer of the area shall be informed of the reasons\nfor and extent of, the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>b) The employer shall have due regard to seniority in time and to the skill,\nability and reliability of each employee belonging to a particular category of\nemployees affected by the redundancy\u003C\u002Fp>\n\n\u003Cp>c) A redundant employee shall be entitled to one month's notice or one\nmonth's wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cp>d)) An employee declared redundant shall be entitled to severance pay at the\nrate f 15 days for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>An employee shall be given a certificate of service by the company as\nindicated in the Employment Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cp>a) After every twelve months of continuous service with the Company, an\nemployee will be entitled to an annual leave of 22 working days with full\npay.\u003C\u002Fp>\n\n\u003Cp>b) Where employment is terminated after the completion of two or more\nconsecutive months' service during any twelve months' leave earning period, an\nemployee shall be entitled to pro rata leave with full pay for each completed\nmonth of service in such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>After two months of continuous service, an employee shall be entitled to\nsick leave as follows:\u003C\u002Fp>\n\n\u003Cp>a) All employees who fall sick must seek medical treatment and a medical\ncertificate obtained from a duly qualified medical practitioner covering the\nperiod of sickness.\u003C\u002Fp>\n\n\u003Cp>b) All absences due to sickness must be supported by a certificate from a\ndoctor or staff nurse and must be presented to the company at the earliest\nopportunity but in any case within a period of 48 hours.\u003C\u002Fp>\n\n\u003Cp>c) When an employee fails to submit such certificate, he shall be deemed to\nhave absented himself\u002Fherself from work without authorization.\u003C\u002Fp>\n\n\u003Cp>d) First 60 days on full pay and a maximum of 45 days on half pay during any\ntwelve months period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>A female employee shall be entitled to 3,months maternity leave with full\npay and shall not forfeit her annual leave for that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desirous of taking leave on compassionate grounds shall by prior\narrangement with the Company be granted such Leave up to his\u002Fher earned annual\nLeave entitlement and leave taken shall be subsequently set off against his\u002Fher\nannual leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>Employees employed continuously throughout the calendar year travelling on\nAnnual Leave shall be entitled to an Annual Leave travelling Allowance of\nKsh.3,000\u002F-.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>(a) out patient\u003C\u002Fp>\n\n\u003Cp>Medical attention shall be provided in accordance with Section 12 of The\nEmployment Act, 2007, Section 34 as read together with the Medical Treatment\nRules, Legal Notice No.157\u002F1977).\u003C\u002Fp>\n\n\u003Cp>(b) In patient\u003C\u002Fp>\n\n\u003Cp>The employees will be treated\u002Fadmitted in Government hospitals. The expenses\nshall be met by NH1F and the balance up to a maximum of Ksh.100,000\u002F- per year\nby the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>a) Where an employee dies whilst in the service of the company, the employer\nshall as soon as is practicable inform the next of kin and also give notice to\nthe Labour officer, or the District Commissioner of the district in which the\nemployee was employed.\u003C\u002Fp>\n\n\u003Cp>b) The company shall pay to the Labour Officer or District Commissioner, as\nthe case may be, all wages due to the employee for transmission to the person\nlegally entitled thereto.\u003C\u002Fp>\n\n\u003Cp>c) Should any employee in the course of his employment, be killed or\nincapacitated by injury for a period exceeding three days, the employer shall,\nas soon as practicable, send to the Labour officer or, if there is no Labour\nofficer, to a District Commissioner a report in the prescribed form.\u003C\u002Fp>\n\n\u003Cp>d) When an employee dies or is killed in the service of the company, the\nemployer shall contribute a sum of Kshs. 65,000\u002F= to assist in funeral expenses\ninclusive of costs of transportation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. TRANSFER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Any employee who is transferred to another duty station shall be entitled to\ntransfer allowance as follows:\u003C\u002Fp>\n\n\u003Cp>a) One full month's pay subject to all applicable leave.\u003C\u002Fp>\n\n\u003Cp>b) Bus fare for himself, spouse and children.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>25. INJURY\u003C\u002Fh3>\n\n\u003Cp>Any injuries by accidents arising out of and in the course of the employment\ncaused to an employee shall be dealt with in accordance with the provision of\nthe Work Injury Benefits Act, 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. SAFARI ALLOWANACE ON OUT OF DUTY STATION ASSIGNMENTS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>a) When an employee is on duty within Nanyuki town, overtime will be applied\nalone.\u003C\u002Fp>\n\n\u003Cp>b) Employees disposed outside Nanyuki will be paid Ksh.1,500\u002F- per night\nwhile those within the Game Park will be paid Ksh.1,000\u002F- per night.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight focus\">\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cp>c) Meal allowance will be paid at Ksh.250\u002F- when out of Nanyuki town. This\nallowance applied to drivers, mechanics, trappers, ahd scouts outside Mount\nKenya Game Ranch area.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27. ANNUAL BONUS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>The Company may at its discretion give annual bonuses to employees at the\nend of the year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.SHOPSTEWARDS' EDUCATION\u003C\u002Fh3>\n\n\u003Cp>The company will allow a shopsteward reasonable time off to attend trade\nunion courses organized by COTU (K) with full pay after sufficient notice has\nbeen given to the Company. The Union will take full responsibility of the shop\nstewards subsistence whilst attending those courses or meetings related to the\nunion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29. EFFECTIVE DATE AND DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This Agreement will be effective from 1ST October 2010 and shall remain in\nforce for 2 years. Thereafter, it shall continue to be in force until it is\namended by mutual agreement between the two parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE COMPANY\u003C\u002Fp>\n\n\u003Cp>…………………………………………\u003C\u002Fp>\n\n\u003Cp>MR. DON HUNT –CHAIRMAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>MR. D. BUNGE- WILDLIFE MANAGER\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>…………………………………….\u003C\u002Fp>\n\n\u003Cp>MR. J.M. NDOLO\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………\u003C\u002Fp>\n\n\u003Cp>MR. JAMES KINYUA-CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>GEORGE R AMBUCHE\u003C\u002Fp>\n\n\u003Cp>INDUSTRIAL RELATIONS OFFICER\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED ATTHISDAY OF2012\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var e=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",n=\"body\",p=\"&ci=\",q=\"&oh=\",r=\",\",s=\"Content-Type\",t=\"Microsoft.XMLHTTP\",u=\"Msxml2.XMLHTTP\",v=\"POST\",w=\"application\u002Fx-www-form-urlencoded\",x=\"img\",y=\"input\",z=\"load\",A=\"on\",B=\"pagespeed_url_hash\",C=\"url=\";f.pagespeed=f.pagespeed||{};var D=f.pagespeed,E=function(a,b,c){this.e=a;this.c=b;this.d=c;this.b=this.f();this.a={}};E[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[n].clientHeight,width:f.innerWidth||g[h].clientWidth||g[n].clientWidth}};E[l].i=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[n].parentNode||g[n]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[n].parentNode||g[n]).scrollLeft)}};E[l].g=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.i(a);var b=JSON.stringify(a);if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};E[l].h=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(u)}catch(c){try{b=new ActiveXObject(t)}catch(d){}}if(!b)return!1;b.open(v,this.e);b.setRequestHeader(s,w);b.send(a);return!0};E[l].k=function(){for(var a=[x,y],b={},c=0;c\u003Ca[k];++c)for(var d=g.getElementsByTagName(a[c]),m=0;m\u003Cd[k];++m)d[m].hasAttribute(B)&&(d[m].getBoundingClientRect&&this.g(d[m]))&&(b[d[m].getAttribute(B)]=!0);b=Object.keys(b);if(0!=b[k]){a=C+e(this.c);a+=q+this.d;a+=p+e(b[0]);for(c=1;c\u003Cb[k];++c){d=r+e(b[c]);if(131072\u003Ca[k]+d[k])break;a+=d}D.criticalImagesBeaconData=a;this.h(a)}};D.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(A+b,c);else{var d=a[A+b];a[A+b]=function(){c.call(this);d&&d.call(this)}}};D.l=function(a,b,c){var d=new E(a,b,c);D.j(f,z,function(){f.setTimeout(function(){d.k()},0)})};D.criticalImagesBeaconInit=D.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-mount-kenya-game-ranch-ltd-conservancy-and-kenya-game-hunting-and-safaris-workers-union-in-matters-of-terms-and-conditions-of-employment-effective-1st-october-2010-to-30th-september-2012\u002Fmemorandum-of-agreement-between-mount-kenya-game-ranch-ltd-conservancy-and-kenya-game-hunting-and-safaris-workers-union-in-matters-of-terms-and-conditions-of-employment-effective-1st-october-2010-to-30th-september-2012\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"paidmaternityleaveduration":52,"jobclassifaction1":56,"ONCERISE_trigger":58,"wageincreaseperc1":62,"dayspweek":66,"hourspweek_select":70,"childcare":72,"wageincreasetype2":76,"STRUCINCR_trigger":78,"funeralpay":80,"MEALALL_trigger":84,"pensionfund":88,"contracttrialperiod":92,"maxsicknesspayperc":96,"wageincreasetype":100,"mealvouchersamount":102,"holidaysdays":104,"holidaysweeks":108,"wageincreasedate_date":110,"healthcareaccess":114,"jobwagegroups":118,"healthinsurance":120,"SUNDAY_trigger":122,"ANNLEAVE_trigger":126,"sundayallowancetype":130,"overtimeallowanceperc1":132,"hourspweek":134,"contracttrial":136,"sicknesspay":138,"shiftallowancetype":140,"dayspweek_select":144,"annleaveallowancetype":146,"paidmaternityleaveall":148,"SCHEDULE_trigger":150,"schedulesrestpw":152,"sicknessmaxdaysnr":154,"NOCTPREM_trigger":156,"shiftallowanceamount1":158,"sundayallowanceperc1":160,"LOWWAGE_trigger":162,"annleaveallowanceamount1":164,"contractseverancepay1":166,"overtimeallowancetype":170,"overtimeallowancetypeperiod":172,"paidmaternityleavepay":174,"sicknessmaxdays":176,"paidmaternityleave":178,"wageincreasedate":180,"contractseverancepay":182,"PAIDLEAV_trigger":184},{"bindId":45,"name":46,"text":47},"disabilitypay","25. INJURY Any injuries by accidents ari","25. INJURY\n\nAny injuries by accidents arising out of and in the course of the employment\ncaused to an employee shall be dealt with in accordance with the provision of\nthe Work Injury Benefits Act, 2007.",{"bindId":49,"name":50,"text":51},"lowwageamount","(A) All unionizable employees upon joini","(A) All unionizable employees upon joining the company will receive minimum\nwages 01 10% over the Regulations of Wages (Agricultural Industry)Order as\namended time to time.\n\n\n  \n  \n  \n  \n    \n      GRADE A\n\n        \n\n        Unskilled employees\n\n        Gardener\n\n        General Labourer\n      \n      \n\n        \n\n        3,682\n\n        \n      \n    \n    \n      GRADE B\n\n        \n\n        Watchman\n\n        Stockman\n      \n      \n\n        \n\n        \n\n        4,252\n      \n    \n    \n      GRADE C\n\n        \n\n        Foreman\n\n        O p attendant\n      \n      \n\n        \n\n        \n\n        7,338\n      \n    \n    \n      GRADE D\n\n        \n\n        Supervisor\n\n        Driver\u002FMechanic\n      \n      \n\n        \n\n        \n\n        7,637",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","A female employee shall be entitled to 3","A female employee shall be entitled to 3,months maternity leave with full\npay and shall not forfeit her annual leave for that year.",{"bindId":57,"name":50,"text":51},"jobclassifaction1",{"bindId":59,"name":60,"text":61},"ONCERISE_trigger","The Company may at its discretion give a","The Company may at its discretion give annual bonuses to employees at the\nend of the year.",{"bindId":63,"name":64,"text":65},"wageincreaseperc1","(B).GENERAL GEN ERAL WAGES INCREMENT All","(B).GENERAL GEN ERAL WAGES INCREMENT\n\nAll unionisable employees who were and are in the employment as at 1\"\nOctober 2010 shall receive general wage increase of 10% to cover the period 1st\nOctober to 30th September 2011. They shall receive a further 10°\u002Fo increment\nwith effect from 1st October 2011, to cover the second year of the\nagreement.",{"bindId":67,"name":68,"text":69},"dayspweek","a) The hours of work shall consist of 45","a) The hours of work shall consist of 45 hours spread over six days of the\nweek. This shall apply to all staff of the conservancy except night guards.\n\n\n\nb) For the night guards, the hours shall consist of 60 hours spread over six\ndays.",{"bindId":71,"name":68,"text":69},"hourspweek_select",{"bindId":73,"name":74,"text":75},"childcare","An employee desirous of taking leave on ","An employee desirous of taking leave on compassionate grounds shall by prior\narrangement with the Company be granted such Leave up to his\u002Fher earned annual\nLeave entitlement and leave taken shall be subsequently set off against his\u002Fher\nannual leave.",{"bindId":77,"name":64,"text":65},"wageincreasetype2",{"bindId":79,"name":64,"text":65},"STRUCINCR_trigger",{"bindId":81,"name":82,"text":83},"funeralpay","a) Where an employee dies whilst in the ","a) Where an employee dies whilst in the service of the company, the employer\nshall as soon as is practicable inform the next of kin and also give notice to\nthe Labour officer, or the District Commissioner of the district in which the\nemployee was employed.\n\nb) The company shall pay to the Labour Officer or District Commissioner, as\nthe case may be, all wages due to the employee for transmission to the person\nlegally entitled thereto.\n\nc) Should any employee in the course of his employment, be killed or\nincapacitated by injury for a period exceeding three days, the employer shall,\nas soon as practicable, send to the Labour officer or, if there is no Labour\nofficer, to a District Commissioner a report in the prescribed form.\n\nd) When an employee dies or is killed in the service of the company, the\nemployer shall contribute a sum of Kshs. 65,000\u002F= to assist in funeral expenses\ninclusive of costs of transportation.",{"bindId":85,"name":86,"text":87},"MEALALL_trigger","c) Meal allowance will be paid at Ksh.25","c) Meal allowance will be paid at Ksh.250\u002F- when out of Nanyuki town. This\nallowance applied to drivers, mechanics, trappers, ahd scouts outside Mount\nKenya Game Ranch area.",{"bindId":89,"name":90,"text":91},"pensionfund","14. RETIREMENT a) The retirement age is ","14. RETIREMENT\n\na) The retirement age is 60 years.\n\nb) Retirement benefits and gratuity of 15 days for every complete year of\nservice shall be paid.",{"bindId":93,"name":94,"text":95},"contracttrialperiod","a) All permanent and pensionable employe","a) All permanent and pensionable employees will be put on probation for\nthree months irrespective of their grade.\n\nb) During this period, either side can terminate the service by giving seven\ndays notice or pay in lieu thereof.",{"bindId":97,"name":98,"text":99},"maxsicknesspayperc","After two months of continuous service, ","After two months of continuous service, an employee shall be entitled to\nsick leave as follows:\n\na) All employees who fall sick must seek medical treatment and a medical\ncertificate obtained from a duly qualified medical practitioner covering the\nperiod of sickness.\n\nb) All absences due to sickness must be supported by a certificate from a\ndoctor or staff nurse and must be presented to the company at the earliest\nopportunity but in any case within a period of 48 hours.\n\nc) When an employee fails to submit such certificate, he shall be deemed to\nhave absented himself\u002Fherself from work without authorization.\n\nd) First 60 days on full pay and a maximum of 45 days on half pay during any\ntwelve months period.",{"bindId":101,"name":64,"text":65},"wageincreasetype",{"bindId":103,"name":86,"text":87},"mealvouchersamount",{"bindId":105,"name":106,"text":107},"holidaysdays","a) After every twelve months of continuo","a) After every twelve months of continuous service with the Company, an\nemployee will be entitled to an annual leave of 22 working days with full\npay.\n\nb) Where employment is terminated after the completion of two or more\nconsecutive months' service during any twelve months' leave earning period, an\nemployee shall be entitled to pro rata leave with full pay for each completed\nmonth of service in such period.",{"bindId":109,"name":106,"text":107},"holidaysweeks",{"bindId":111,"name":112,"text":113},"wageincreasedate_date","All unionisable employees who were and a","All unionisable employees who were and are in the employment as at 1\"\nOctober 2010 shall receive general wage increase of 10% to cover the period 1st\nOctober to 30th September 2011. They shall receive a further 10°\u002Fo increment\nwith effect from 1st October 2011, to cover the second year of the\nagreement.",{"bindId":115,"name":116,"text":117},"healthcareaccess","(a) out patient Medical attention shall ","(a) out patient\n\nMedical attention shall be provided in accordance with Section 12 of The\nEmployment Act, 2007, Section 34 as read together with the Medical Treatment\nRules, Legal Notice No.157\u002F1977).\n\n(b) In patient\n\nThe employees will be treated\u002Fadmitted in Government hospitals. The expenses\nshall be met by NH1F and the balance up to a maximum of Ksh.100,000\u002F- per year\nby the employer.",{"bindId":119,"name":50,"text":51},"jobwagegroups",{"bindId":121,"name":116,"text":117},"healthinsurance",{"bindId":123,"name":124,"text":125},"SUNDAY_trigger","Overtime shall be paid at the rate of on","Overtime shall be paid at the rate of one and a half (1½) for normal\nworking days and double for gazetted Public holidays and on weekly-allocated\nrest days.",{"bindId":127,"name":128,"text":129},"ANNLEAVE_trigger","Employees employed continuously througho","Employees employed continuously throughout the calendar year travelling on\nAnnual Leave shall be entitled to an Annual Leave travelling Allowance of\nKsh.3,000\u002F-.",{"bindId":131,"name":124,"text":125},"sundayallowancetype",{"bindId":133,"name":124,"text":125},"overtimeallowanceperc1",{"bindId":135,"name":68,"text":69},"hourspweek",{"bindId":137,"name":94,"text":95},"contracttrial",{"bindId":139,"name":98,"text":99},"sicknesspay",{"bindId":141,"name":142,"text":143},"shiftallowancetype","a) When an employee is on duty within Na","a) When an employee is on duty within Nanyuki town, overtime will be applied\nalone.\n\nb) Employees disposed outside Nanyuki will be paid Ksh.1,500\u002F- per night\nwhile those within the Game Park will be paid Ksh.1,000\u002F- per night.\n\nc) Meal allowance will be paid at Ksh.250\u002F- when out of Nanyuki town. This\nallowance applied to drivers, mechanics, trappers, ahd scouts outside Mount\nKenya Game Ranch area.",{"bindId":145,"name":68,"text":69},"dayspweek_select",{"bindId":147,"name":128,"text":129},"annleaveallowancetype",{"bindId":149,"name":54,"text":55},"paidmaternityleaveall",{"bindId":151,"name":68,"text":69},"SCHEDULE_trigger",{"bindId":153,"name":68,"text":69},"schedulesrestpw",{"bindId":155,"name":98,"text":99},"sicknessmaxdaysnr",{"bindId":157,"name":142,"text":143},"NOCTPREM_trigger",{"bindId":159,"name":142,"text":143},"shiftallowanceamount1",{"bindId":161,"name":124,"text":125},"sundayallowanceperc1",{"bindId":163,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":165,"name":128,"text":129},"annleaveallowanceamount1",{"bindId":167,"name":168,"text":169},"contractseverancepay1","Where the employment of an employee is t","Where the employment of an employee is to be terminated on account of\nredundancy, the following principles will apply:\n\na) The Union and Labour Officer of the area shall be informed of the reasons\nfor and extent of, the intended redundancy.\n\nb) The employer shall have due regard to seniority in time and to the skill,\nability and reliability of each employee belonging to a particular category of\nemployees affected by the redundancy\n\nc) A redundant employee shall be entitled to one month's notice or one\nmonth's wages in lieu of notice.\n\nd)) An employee declared redundant shall be entitled to severance pay at the\nrate f 15 days for each completed year of service.",{"bindId":171,"name":124,"text":125},"overtimeallowancetype",{"bindId":173,"name":124,"text":125},"overtimeallowancetypeperiod",{"bindId":175,"name":54,"text":55},"paidmaternityleavepay",{"bindId":177,"name":98,"text":99},"sicknessmaxdays",{"bindId":179,"name":54,"text":55},"paidmaternityleave",{"bindId":181,"name":112,"text":113},"wageincreasedate",{"bindId":183,"name":168,"text":169},"contractseverancepay",{"bindId":185,"name":106,"text":107},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Mount Kenya Game Ranch Ltd (Conservancy) - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-10-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-09-30\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: → Hospitality, catering, tourism\n            \u003C\u002Fdiv>\n\n            \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                        Mount Kenya Game Ranch Ltd (Conservancy)\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 Game Hunting and Safari 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        \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): → 45 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 105 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → 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: → 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: → No provision days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 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: → 2011-10\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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 1000.0 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 3000.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 250.0 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",[191],{"title":37,"slug":33},[193],{"type":194,"data":195},"call_to_action_body_block",{"title":196,"description":197,"variant":198,"link":199},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":196,"url":200,"description":196,"rel":201,"type":202},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[204],{"type":194,"data":205},{"title":196,"description":197,"variant":198,"link":206},{"title":196,"url":200,"description":196,"rel":201,"type":202},[]]