[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-nationwide-electrical-industries-limited-and-amalgamated-union-of-kenya-metal-workers":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":168,"content_type_view":169,"extra_breadcrumbs":170,"body":172,"body_blocks":183,"related_pages":187},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":166,"translations":167},{"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-nationwide-electrical-industries-limited-and-amalgamated-union-of-kenya-metal-workers","06134396-d3f0-11e2-807c-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-nationwide-electrical-industries-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fmemorandum-of-agreement-between-nationwide-electrical-industries-limited-and-amalgamated-union-of-kenya-metal-workers\u002F","Memorandum Of Agreement Between Nationwide Electrical Industries Limited And Amalgamated Union Of Kenya Metal workers - 2011","KEN Nationwide Electrical Industries Limited - 2010","Kenya - KEN Nationwide Electrical Industries Limited - 2010","KEN Nationwide Electrical Industries Limited - 2010 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT - NATIONWIDE ELECTRICALS.html","\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>New\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;\">NATIONWIDE\nELECTRICAL INDUSTRIES LIMITED\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AMALGAMATED\nUNION OF KENYA METALWORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch3>1.SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>The terms and conditions of employment set out in this memorandum of\nAgreement shall be observed and implemented by the company and shall apply to\nall employees covered by this definition given by the Union's registered\nconstitution and as provided by the Memorandum of Agreement relative to\nrecognition and within the terms of Federation of Kenya Employers\u002FCentral\nOrganization of Trade Unions (Kenya) current agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.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-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" 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>Normal working hours shall be 45 hours per week. Any hours worked in excess\nof 45 hours per week shall be treated as overtime and shall be paid as\nspecified in paragraph (3) of this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Monday to Friday-8 hours per day\u003C\u002Fp>\n\n\u003Cp>(b) Saturdays-5 hours per day\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.OVERTIME PAYMENTS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Employees required by the Management to work excess hours hall be paid\novertime as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Monday to Saturday-time plus half the normal hourly rate\u003C\u002Fp>\n\n\u003Cp>(b) Sundays and public holidays-twice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.PROBATION\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>The first three months continuous period of employment shall be considered\nas probationary period within which either party can terminate employment by\ngiving seven (7) days notice in writing or by the payment of seven (7) days\nwages in lieu of such notice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobwagegroups\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Ch3>5.OCCUPATIONAL GRADES AND BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1\u002F11\u002F2010\n\n        \u003Cp>11%\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u002F11\u002F2011\n\n        \u003Cp>11%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group I\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>General Worker, Cleaner\u002FGardener\u003C\u002Fp>\n\n        \u003Cp>Messenger, Watchman\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>8,434.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>9,361.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group II\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Machine Attendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>9,559.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>10,611.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group III\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Machine Tool Operator\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,384.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,636.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group IV\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,384.00\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,636.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Group V\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Ungraded Artisan\u003C\u002Fp>\n\n        \u003Cp>Artisan III\u003C\u002Fp>\n\n        \u003Cp>Artisan II\u003C\u002Fp>\n\n        \u003Cp>Artisan II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,384.00\u003C\u002Fp>\n\n        \u003Cp>14,317.00\u003C\u002Fp>\n\n        \u003Cp>15,805.00\u003C\u002Fp>\n\n        \u003Cp>19,033.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,636.00\u003C\u002Fp>\n\n        \u003Cp>15,892.00\u003C\u002Fp>\n\n        \u003Cp>17,544.00\u003C\u002Fp>\n\n        \u003Cp>21,127.00\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\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>\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\u003Ch3>6.ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>(a) After twelve (12) consecutive months of service, an employee will be\nentitled to twenty five (25) working days leave with full pay. The leave will\nbe exclusive of public holidays and rest days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee whose services are terminated before twelve (12) months\nleave earning period shall be entitled to two (2) days leave per completed\nmonth of service on pro-rata basis.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>(a) An employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement and the leave taken shall subsequently be set off against his\nannual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee may, in addition to leave provided for above, be granted\nfive (5) days compassionate leave without pay in a year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.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>Every employee proceeding on leavr after twelve (12) months continuous\nservice shall receive the sum of Kshs.3,000\u002F- as leave traveling for the first\nyear and Kshs.3,000\u002F- for the second year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.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-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>(i) After two (2) months continuous service, an employee with up to five (5)\nyears continuous service shall be entitled to thirty (30) days sick leave with\nfull pay and thereafter thirty (30) days sick leave with half pay in each\nperiod of twelve (12) months consecutive service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) An employee with more than five (5) years continuous service shall be\nentitled to sixty (60) days sick leave with full pay and thereafter to sixty\n(60) days sick leave with half pay in each period of twelve (12) months\nconsecutive service. Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) An employee shall not be entitled to sick leave unless he produces a\ncertificate of incapacity covering the period of sick leave claimed, signed by\na medical practitioner or a person acting on his behalf, in charge of a\ndispensary or medical center.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee shall not be eligible to sick leave in respect of any\nincapacity due to gross neglected on his part.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.WORK INJURY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>Payment for injuries sustained out and in the course of duty shall be as\nspecified by the Work Injury Benefits Act 2007 and any amendments from time to\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>Termination of service shall be as follows:-\u003C\u002Fp>\n\n\u003Cp>(a) In case of an employee who has completed one month and up to five (5)\ncontinuous service, one month's notice to be given in writing by either party\nor otherwise by the payment of either party in lieu of notice of one month's\nwages plus house allowance.\u003C\u002Fp>\n\n\u003Cp>(b) In case of an employee who has completed more than five (5) years and up\nto fifteen (15) years continuous service, two months (2) months notice to be\ngiven by either party in writing or otherwise by the payment of either party in\nlieu of two (2) months' wages plus house allowance.\u003C\u002Fp>\n\n\u003Cp>(c) In case of an employee who has completed more than fifteen (15)\ncontinuous years of service, three months notice to be given by either party in\nwriting or otherwise by the payment of either party in lieu of three (3)\nmonths' wages plus house allowance.\u003C\u002Fp>\n\n\u003Cp>(d) Reasons for termination shall be given to the affected employee in\nwriting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The termination notice shall include house allowance.\u003C\u002Fp>\n\n\u003Cp>Nothing in this paragraph shall prejudice the right of either party to\nterminate the service summarily for lawful cause\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>In the event of it being necessary for the employer to terminate the service\nof an employee on account of redundancy:\u003C\u002Fp>\n\n\u003Cp>(i) The employer shall inform the Union of such intended action.\u003C\u002Fp>\n\n\u003Cp>(ii) The principle of \"last-in-first-out\" shall apply.\u003C\u002Fp>\n\n\u003Cp>(iii) No employee shall be placed at a disadvantage by reason of membership\nor non-membership of the Union or any other reason.\u003C\u002Fp>\n\n\u003Cp>(iv) An employee shall be paid appropriate wages in lieu of notice.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause\">\u003Cp>(v) A redundant employee, after twelve (12) continuous months of service,\nshall in addition be paid eighteen (18) days pay for each completed year of\nservice or part thereof as severance pay based on the employee's earning at the\ntime of termination on account of redundancy.\u003C\u002Fp>\n\n\u003Cp>(vi) An employee declared redundant shall, in addition to severance pay, be\npaid gratuity at the rate of eighteen (18) days per completed year of service\nbased on current earning.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.WARNING\u003C\u002Fh3>\n\n\u003Cp>(a) An employee who is guilty of an offence other than gross misconduct or\nother lawful cause or dismissal, may be issued with a letter of warning which\nmay be entered on the employee's employment record card and shall remain valid\nfor a period of twelve (12) months from the date of warning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If within that twelve (12) months period the employee commits a similar\nor any other offence which does not warrant dismissal, he will be further\nwarned in writing and the warning recorded on his employment record card and\nthe two warnings shall remain valid for a period of twelve (12) months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) If within this twelve (12) months period the employee commits a further\noffence that does not warrant dismissal, then he\u002Fshe will be issued with a\nfinal letter of warning, which will make him\u002Fher liable to summary dismissal\nfor any offence that he\u002Fshe may commit thereafter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) A final letter of warning will remain valid for a period of one (1) year\nfrom the date of issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Copies of all warning letters shall be sent to the senior shop steward\nof the company or branch, or in his absence to any other person acting as such,\nwho shall notify the General Secretary of the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) An employee who is charged in a court of law with a criminal offence\n(other than an offence under the Traffic Act) may be suspended without pay for\nthe period absent from his employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.RETIREMENT BENEFITS\u002FSERVICE GRATUITY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>(a) An employee who attains the retirement age of 55 years shall opt to\nretire or be retired by the company and on such retirement he\u002Fshe shall be paid\nhis\u002Fher normal notice pay in lieu and in addition, be paid eighteen (18) days\nwages for every completed year of service or part thereof. The employer may by\nmutual consent extend the same.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Provided that an employee whose service are terminated by the company\nfor reasons other than gross misconduct or because of ill health or who dies\nshall qualify for payment provided for in paragraph (a) herein above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) An employee who resigns after five (5) years continuous service shall\nalso be entitled to service \u002Fgratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) An employee who is dismissed for misconduct shall not be entitled to\ngratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) All gratuity payments shall be based at the rate of salary being earned\nat the time of departure.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. PROTECTIVE CLOTHING AND UNIFORMS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>(i) The employer, at his\u002Fher own expense, shall provide all employees whose\nnature of work necessitate the wearing of protective clothing\u002Fboots with two\nsets of such clothing\u002Fboots per year and two bars of soap per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The protective clothing shall remain the property of the employer, but\nthe employees shall be responsible for the cleanliness of the uniforms issued\nto them.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>(a) All employees covered by the Agreement shall be provided with medical\ntreatment in a manner described in the Medical Treatment Rules - Legal Notice\nNo. 157\u002F1977 or any other amendment thereof.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employee in an emergency attends Kenyatta National Hospital or\nany Government General Hospital, the employer shall meet the expense\nincurred.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Where the employer operates a medical scheme or an insurance arrangement\nwith a particular hospital or medical institution, the employer may require an\nemployee to attend such medical institution or hospital.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. GENERAL WAGE INCREMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>(a) An employee in service whose minimum rate of pay as at 31st October,\n2010 was above the rate fixed for his\u002Fher grade shall receive an increase of\n11% effective from 1st November, 2010 for the first year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A further 11% general wage increase will be given to cover the second\nyear effective from 1st November, 2011.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.HOUSE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is not provided with accommodation by the employer shall be\nentitled to Kshs.4,000\u002F- for the first year and kshs.4,000\u002F- per month for the\nsecond year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>When an employee dies while in service, the employer shall contribute\nKshs.36,000\u002F- towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>On retirement or when declared redundant, an employee shall be entitled to a\nbaggage allowance equivalent to one month’s basic pay to cover the cost of\ntransporting personal effects.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.CASUAL EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>The provision of the Employment Act, 2007 shall apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.COMMUTER ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-commutingallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-commutingallowancetype\" class=\"cbaClause focus highlight\">\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee shall be entitled to a commuter allowance of Kshs.500\u002F- per\nmonth.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.EFFECTIVE DATE AND DURATION\u003C\u002Fh3>\n\n\u003Cp>The effective date of this Agreement shall be from 1st November 2010 and\nshall remain in force for a period of twenty four (24) months. Any amendments\nby either party may be submitted in writing to the other, giving thirty (30)\ndays notice and giving out the details of their proposals.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF NATIONWIDE ELECTRICAL INDUSTRIES LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………….…………………………..\u003C\u002Fp>\n\n\u003Cp>NIRAJ SHAHN. WADANDA\u003C\u002Fp>\n\n\u003Cp>DIRECTORPERSONNEL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………..………………………….\u003C\u002Fp>\n\n\u003Cp>MAERO TINDIJUSTUS MAINA OTAKWA\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARYDEPUTY GEN. SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………..\u003C\u002Fp>\n\n\u003Cp>A. LUBIRA\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………….\u003C\u002Fp>\n\n\u003Cp>A.O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED AT NAIROBI THIS ……………… DAY OF ……………… 2011\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-nationwide-electrical-industries-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fmemorandum-of-agreement-between-nationwide-electrical-industries-limited-and-amalgamated-union-of-kenya-metal-workers\u002Fannotate','djXhA43tBd');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            ",{"disabilitypay":44,"hourspday_select":48,"lowwageamount":52,"contracttrialperiod":56,"maxsicknesspay":60,"childcareleave":64,"jobclassifaction1":68,"wageincreaseperc1":70,"dayspweek":74,"hourspweek_select":76,"childcare":78,"wageincreasetype2":80,"STRUCINCR_trigger":82,"hourspday":84,"funeralpay":86,"maxsicknesspayperc":90,"pensionfund":92,"commutingallowancetype":96,"OVERTIME_trigger":100,"holidaysdays":104,"healthcareaccess":108,"jobwagegroups":112,"healthinsurance":114,"COMMUTE_trigger":116,"SUNDAY_trigger":118,"ANNLEAVE_trigger":120,"sundayallowancetype":124,"healthandsafetypolicy":126,"overtimeallowanceperc1":130,"hourspweek":132,"contracttrial":134,"sicknesspay":136,"commutingallowanceamount1":138,"dayspweek_select":140,"annleaveallowancetype":142,"SCHEDULE_trigger":144,"schedulesrestpw":146,"sicknessmaxdaysnr":148,"sundayallowanceperc1":150,"annleaveallowanceamount1":152,"overtimeallowancetype":154,"overtimeallowancetypeperiod":156,"sicknessmaxdays":158,"coverunion_trigger":160,"PAIDLEAV_trigger":164},{"bindId":45,"name":46,"text":47},"disabilitypay","Payment for injuries sustained out and i","Payment for injuries sustained out and in the course of duty shall be as\nspecified by the Work Injury Benefits Act 2007 and any amendments from time to\ntime.",{"bindId":49,"name":50,"text":51},"hourspday_select","Normal working hours shall be 45 hours p","Normal working hours shall be 45 hours per week. Any hours worked in excess\nof 45 hours per week shall be treated as overtime and shall be paid as\nspecified in paragraph (3) of this Agreement.\n\n\n\n(a) Monday to Friday-8 hours per day\n\n(b) Saturdays-5 hours per day",{"bindId":53,"name":54,"text":55},"lowwageamount","5.OCCUPATIONAL GRADES AND BASIC MINIMUM ","5.OCCUPATIONAL GRADES AND BASIC MINIMUM WAGES\n\n\n  \n  \n  \n  \n  \n    \n      \n      1\u002F11\u002F2010\n\n        11%\n\n        \n      \n      1\u002F11\u002F2011\n\n        11%\n      \n    \n    \n      Group I\n\n        \n\n        General Worker, Cleaner\u002FGardener\n\n        Messenger, Watchman\n      \n      \n\n        \n\n        8,434.00\n      \n      \n\n        \n\n        9,361.00\n      \n    \n    \n      Group II\n\n        \n\n        Machine Attendant\n      \n      \n\n        \n\n        9,559.00\n      \n      \n\n        \n\n        10,611.00\n      \n    \n    \n      Group III\n\n        \n\n        Machine Tool Operator\n      \n      \n\n        \n\n        11,384.00\n      \n      \n\n        \n\n        12,636.00\n      \n    \n    \n      Group IV\n\n        \n\n        Drivers\n      \n      \n\n        \n\n        11,384.00\n\n        \n      \n      \n\n        \n\n        12,636.00\n      \n    \n    \n      Group V\n\n        \n\n        Ungraded Artisan\n\n        Artisan III\n\n        Artisan II\n\n        Artisan II\n      \n      \n\n        \n\n        11,384.00\n\n        14,317.00\n\n        15,805.00\n\n        19,033.00\n      \n      \n\n        \n\n        12,636.00\n\n        15,892.00\n\n        17,544.00\n\n        21,127.00",{"bindId":57,"name":58,"text":59},"contracttrialperiod","The first three months continuous period","The first three months continuous period of employment shall be considered\nas probationary period within which either party can terminate employment by\ngiving seven (7) days notice in writing or by the payment of seven (7) days\nwages in lieu of such notice.",{"bindId":61,"name":62,"text":63},"maxsicknesspay","(i) After two (2) months continuous serv","(i) After two (2) months continuous service, an employee with up to five (5)\nyears continuous service shall be entitled to thirty (30) days sick leave with\nfull pay and thereafter thirty (30) days sick leave with half pay in each\nperiod of twelve (12) months consecutive service.\n\n\n\n(ii) An employee with more than five (5) years continuous service shall be\nentitled to sixty (60) days sick leave with full pay and thereafter to sixty\n(60) days sick leave with half pay in each period of twelve (12) months\nconsecutive service. Provided that:\n\n\n\n(a) An employee shall not be entitled to sick leave unless he produces a\ncertificate of incapacity covering the period of sick leave claimed, signed by\na medical practitioner or a person acting on his behalf, in charge of a\ndispensary or medical center.\n\n\n\n(b) An employee shall not be eligible to sick leave in respect of any\nincapacity due to gross neglected on his part.",{"bindId":65,"name":66,"text":67},"childcareleave","(a) An employee desiring to take leave o","(a) An employee desiring to take leave on compassionate grounds shall, by\nprior arrangement with the employer, be granted such leave up to his earned\nleave entitlement and the leave taken shall subsequently be set off against his\nannual leave.\n\n\n\n(b) An employee may, in addition to leave provided for above, be granted\nfive (5) days compassionate leave without pay in a year.",{"bindId":69,"name":54,"text":55},"jobclassifaction1",{"bindId":71,"name":72,"text":73},"wageincreaseperc1","(a) An employee in service whose minimum","(a) An employee in service whose minimum rate of pay as at 31st October,\n2010 was above the rate fixed for his\u002Fher grade shall receive an increase of\n11% effective from 1st November, 2010 for the first year.\n\n\n\n(b) A further 11% general wage increase will be given to cover the second\nyear effective from 1st November, 2011.",{"bindId":75,"name":50,"text":51},"dayspweek",{"bindId":77,"name":50,"text":51},"hourspweek_select",{"bindId":79,"name":66,"text":67},"childcare",{"bindId":81,"name":72,"text":73},"wageincreasetype2",{"bindId":83,"name":72,"text":73},"STRUCINCR_trigger",{"bindId":85,"name":50,"text":51},"hourspday",{"bindId":87,"name":88,"text":89},"funeralpay","When an employee dies while in service, ","When an employee dies while in service, the employer shall contribute\nKshs.36,000\u002F- towards funeral expenses.",{"bindId":91,"name":62,"text":63},"maxsicknesspayperc",{"bindId":93,"name":94,"text":95},"pensionfund","(a) An employee who attains the retireme","(a) An employee who attains the retirement age of 55 years shall opt to\nretire or be retired by the company and on such retirement he\u002Fshe shall be paid\nhis\u002Fher normal notice pay in lieu and in addition, be paid eighteen (18) days\nwages for every completed year of service or part thereof. The employer may by\nmutual consent extend the same.\n\n\n\n(b) Provided that an employee whose service are terminated by the company\nfor reasons other than gross misconduct or because of ill health or who dies\nshall qualify for payment provided for in paragraph (a) herein above.\n\n\n\n(c) An employee who resigns after five (5) years continuous service shall\nalso be entitled to service \u002Fgratuity.\n\n\n\n(d) An employee who is dismissed for misconduct shall not be entitled to\ngratuity.\n\n\n\n(e) All gratuity payments shall be based at the rate of salary being earned\nat the time of departure.",{"bindId":97,"name":98,"text":99},"commutingallowancetype","An employee shall be entitled to a commu","An employee shall be entitled to a commuter allowance of Kshs.500\u002F- per\nmonth.",{"bindId":101,"name":102,"text":103},"OVERTIME_trigger","Employees required by the Management to ","Employees required by the Management to work excess hours hall be paid\novertime as follows:\n\n\n\n(a) Monday to Saturday-time plus half the normal hourly rate\n\n(b) Sundays and public holidays-twice the normal hourly rate.",{"bindId":105,"name":106,"text":107},"holidaysdays","(a) After twelve (12) consecutive months","(a) After twelve (12) consecutive months of service, an employee will be\nentitled to twenty five (25) working days leave with full pay. The leave will\nbe exclusive of public holidays and rest days.\n\n\n\n(b) An employee whose services are terminated before twelve (12) months\nleave earning period shall be entitled to two (2) days leave per completed\nmonth of service on pro-rata basis.",{"bindId":109,"name":110,"text":111},"healthcareaccess","(a) All employees covered by the Agreeme","(a) All employees covered by the Agreement shall be provided with medical\ntreatment in a manner described in the Medical Treatment Rules - Legal Notice\nNo. 157\u002F1977 or any other amendment thereof.\n\n\n\n(b) Where an employee in an emergency attends Kenyatta National Hospital or\nany Government General Hospital, the employer shall meet the expense\nincurred.\n\n\n\n(c) Where the employer operates a medical scheme or an insurance arrangement\nwith a particular hospital or medical institution, the employer may require an\nemployee to attend such medical institution or hospital.",{"bindId":113,"name":54,"text":55},"jobwagegroups",{"bindId":115,"name":110,"text":111},"healthinsurance",{"bindId":117,"name":98,"text":99},"COMMUTE_trigger",{"bindId":119,"name":102,"text":103},"SUNDAY_trigger",{"bindId":121,"name":122,"text":123},"ANNLEAVE_trigger","Every employee proceeding on leavr after","Every employee proceeding on leavr after twelve (12) months continuous\nservice shall receive the sum of Kshs.3,000\u002F- as leave traveling for the first\nyear and Kshs.3,000\u002F- for the second year.",{"bindId":125,"name":102,"text":103},"sundayallowancetype",{"bindId":127,"name":128,"text":129},"healthandsafetypolicy","(i) The employer, at his\u002Fher own expense","(i) The employer, at his\u002Fher own expense, shall provide all employees whose\nnature of work necessitate the wearing of protective clothing\u002Fboots with two\nsets of such clothing\u002Fboots per year and two bars of soap per month.\n\n\n\n(ii) The protective clothing shall remain the property of the employer, but\nthe employees shall be responsible for the cleanliness of the uniforms issued\nto them.",{"bindId":131,"name":102,"text":103},"overtimeallowanceperc1",{"bindId":133,"name":50,"text":51},"hourspweek",{"bindId":135,"name":58,"text":59},"contracttrial",{"bindId":137,"name":62,"text":63},"sicknesspay",{"bindId":139,"name":98,"text":99},"commutingallowanceamount1",{"bindId":141,"name":50,"text":51},"dayspweek_select",{"bindId":143,"name":122,"text":123},"annleaveallowancetype",{"bindId":145,"name":50,"text":51},"SCHEDULE_trigger",{"bindId":147,"name":50,"text":51},"schedulesrestpw",{"bindId":149,"name":62,"text":63},"sicknessmaxdaysnr",{"bindId":151,"name":102,"text":103},"sundayallowanceperc1",{"bindId":153,"name":122,"text":123},"annleaveallowanceamount1",{"bindId":155,"name":102,"text":103},"overtimeallowancetype",{"bindId":157,"name":102,"text":103},"overtimeallowancetypeperiod",{"bindId":159,"name":62,"text":63},"sicknessmaxdays",{"bindId":161,"name":162,"text":163},"coverunion_trigger","The terms and conditions of employment s","The terms and conditions of employment set out in this memorandum of\nAgreement shall be observed and implemented by the company and shall apply to\nall employees covered by this definition given by the Union's registered\nconstitution and as provided by the Memorandum of Agreement relative to\nrecognition and within the terms of Federation of Kenya Employers\u002FCentral\nOrganization of Trade Unions (Kenya) current agreement.",{"bindId":165,"name":106,"text":107},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Nationwide Electrical Industries Limited - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2010-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2012-11-01\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of electrical equipment\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Nationwide Electrical Industries Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Amalgamated Union of Kenya Metal Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 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: → 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 1 % 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: → \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: → \u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 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: → 25.0 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: → 11.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 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            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Allowance for commuting work: → KES 500.0 per month\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[171],{"title":37,"slug":33},[173],{"type":174,"data":175},"call_to_action_body_block",{"title":176,"description":177,"variant":178,"link":179},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":176,"url":180,"description":176,"rel":181,"type":182},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[184],{"type":174,"data":185},{"title":176,"description":177,"variant":178,"link":186},{"title":176,"url":180,"description":176,"rel":181,"type":182},[]]