[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-ol-pejeta-ranching-limited-and-kenya-game-hunting-and-safari-workers-union":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":206,"content_type_view":207,"extra_breadcrumbs":208,"body":210,"body_blocks":221,"related_pages":225},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":204,"translations":205},{"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-ol-pejeta-ranching-limited-and-kenya-game-hunting-and-safari-workers-union","9d7a3a5c-0c92-11e3-b0ec-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-ol-pejeta-ranching-limited-and-kenya-game-hunting-and-safari-workers-union\u002Fmemorandum-of-agreement-between-ol-pejeta-ranching-limited-and-kenya-game-hunting-and-safari-workers-union\u002F","Memorandum of Agreement between Ol Pejeta Ranching Limited and Kenya Game Hunting and Safari Workers' Union - 2013","KEN Ol Pejeta Ranching Limited - 2013","Kenya - KEN Ol Pejeta Ranching Limited - 2013","KEN Ol Pejeta Ranching Limited - 2013 - Hospitality, catering, tourism",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT BETWEEN OL PEJETA RANCHING LIMITED AND KENYA GAME HUNTING AND SAFARI WORKERS' UNION.html","\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>New8\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN OL PEJETA RANCHING LIMITED AND KENYA GAME\nHUNTING AND SAFARI WORKERS' UNION \u003C\u002Fh1>\n\n\u003Cp>**************\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE MATTER OF WAGES AND OTHER CONDITIONS OF SERVICE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>THE COMPANY AND THE UNION MEETING TOGETHER IN FREE HEART AND VOLUNTARY\nASSOCIATION AGREE AND ENTER INTO THE FORE GOING COMMON AGREEMENT NEGOTIATED\nBETWEEN THEM AT THE JOINT NEGOTIATING COMMITTEE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PREAMBLE:\u003C\u002Fh2>\n\n\u003Cp>i) WHEREAS by terms of Recognition the Employer and the Union agree that the\nEmployer has recognized the Union as a properly constituted body and the sole\nlabour organization representing the interests of the employees of Ol Pejeta\nRanching Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii) WHEREAS the Employer and the Union wish to enter into a Collective\nBargaining Agreement to cover employees of Ol Pejeta Ranching Ltd. And provided\nthat such Collective Bargaining Agreement conforms to the letter and spirit of\nthe terms of Recognition between the Employer and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) WHEREAS the Employer and the Union, meeting together in free heart and\nvoluntary association enter into this common Agreement in the matters of\nminimum wages, terms and conditions of service for employees of Ol Pejeta\nRanching Ltd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iv) WHEREAS the terms and conditions set out in this Agreement shall be\neffective to all unionisable employees except those defined as managerial,\nsupervisory, confidential, and\u002For all non-unionisable staff as defined in the\nIndustrial relations charter or as agreed between FKE and COTU.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>v) NOW THEREFORE, the Employer and the Union having successfully concluded\nnegotiations at their joint negotiating meetings agree as stated hereunder:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Ch2>1. BASIC MINIMUM WAGES\u003C\u002Fh2>\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\u003C\u002Ftd>\n      \u003Ctd>Min\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1A\u003C\u002Ftd>\n      \u003Ctd>6,000.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1B\u003C\u002Ftd>\n      \u003Ctd>6,600.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1C\u003C\u002Ftd>\n      \u003Ctd>7,900.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2A\u003C\u002Ftd>\n      \u003Ctd>14,600.00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2B\u003C\u002Ftd>\n      \u003Ctd>16,100.00\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\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\">\u003Ch2>2. GENERAL WAGE INCREASE\u003C\u002Fh2>\n\n\u003Cp>All employees who will have been in the employ of the Company on the\neffective date of the CBA shall receive wages increase as follows;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.10% for the 1st and 10% for the 2nd year of the CBA respectively\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. HOUSE ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>All employees who are not provided with houses by the company shall be\nprovided with a House Allowance of KShs.2, 500\u002F= per month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Ch2>4. HOURS OF WORK\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>a) The normal working week for employees shall be 45 hours to be spread over\nnot more than 6 days of the week except for Herdsmen and Night guards which\nshall be 60 hours per week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee who is stopped from working by his\u002Fher employer for any\nreason other than the termination of his\u002Fher employment or dismissal shall be\ndeemed to have worked as if stoppage had not occurred and be paid in full\nnotwithstanding the fact that the stoppage was occasioned by a breakdown of the\nplant or inclement weather conditions and the employer will deploy such\nemployee in other duties related but not confined to their line of work as will\nbe determined by the management in agreement with the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) For notified\u002Fscheduled interruption of work, the employee shall\ncompensate for the hours interrupted at any time to be agreed upon between the\nemployee and the employer.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\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\">\u003Ch2>5. OVERTIME\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be paid as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) For hours worked in excess of the normal number of hours per week, as\nspecified in clause 4, time worked plus a half.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) For hours worked on Gazetted Public Holidays or an employee's normal\nRest Day - double time.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch2>6. ANNUAL LEAVE:\u003C\u002Fh2>\n\n\u003Cp>After the completion of each period of twelve months service with the\ncompany, an employee shall be entitled to annual leave with full pay, which\nwill be given at a time convenient to the management and in accordance with\nlength of service as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) 1 year to 3 years service------------------23 working days\u003C\u002Fp>\n\n\u003Cp>4 years to 10 years service--------------------26 working days\u003C\u002Fp>\n\n\u003Cp>11 years service and above---------------------31 working days\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) Where the contract is terminated before the completion of twelve months\nservice the employee shall be entitled to pro rata leave as defined by\nEmployment Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3) Where the employee is requested to work by the employer, such leave\nshall be paid for in cash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Ch2>7. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>After each completed year of service with the company, an employee\nproceeding on annual leave shall be entitled to leave travelling allowance of\nKshs.4, 250\u002F=.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. COMPASSIONATE LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-childcare\">\u003Cp>a) An employee desirous of taking leave on Compassionate grounds shall by\nprior arrangements with the employer be granted such leave up to his annual\nleave entitlement and the same be offset against his\u002Fher annual leave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) An employee may in addition be granted 8 days compassionate leave without\npay in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch2>9. SICK LEAVE\u003C\u002Fh2>\n\n\u003Cp>After the probationary period and in every twelve months earning period, an\nemployees shall be entitled to sick leave with full pay up to a maximum of\nThirty five days (35) and thereafter to sick leave with half pay to maximum of\nForty (40) days. Such leave shall be supported and recommended by a certified\nmedical practitioner.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Ch2>10. MATERNITY LEAVE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(a) A woman employee shall be entitled to three months maternity Leave with\nfull pay:-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>Provided that a woman who has taken three months maternity leave shall not\nforfeit her annual leave in that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Child birth in respect of female employee shall not be deemed to be\nsickness.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(c) A female employee who has taken maternity leave shall not incur any loss\nof privileges during such period.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>Paternity Leave\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Male employees will be entitled to two (2) weeks paternity leave. Relevant\nsupport documents of fatherhood will be required for such leave to be\napproved.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch2>11. MEDICAL TREATMENT\u003C\u002Fh2>\n\n\u003Cp>(a) An employee requiring medical attention shall be treated at the\ncompany's dispensary and at the company's expense. Treatment given to an\nemployee at a government hospital shall be paid for by the company up to the\napproved individual medical cost limit of Kshs. 6,000\u002F= per annum.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Should any employee fall sick while away from the company and in case\nthere is no company's doctor available, he \u002F she shall be treated by a\nqualified medical practitioner subject to production of relevant receipts to\nthe company in support of the request for refund of the expenses incurred.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>The wife and children of employees may be treated at the company dispensary\nat no expense.\u003C\u002Fp>\n\n\u003Cp>(c) The annual cost medical limit of Kshs. 6,000.00 will be extended to\ndependants of the employee in line with the agreed protocols annex (1).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch2>12. INJURY ON DUTY\u003C\u002Fh2>\n\n\u003Cp>Injuries suffered in the course of employment or occupational diseases,\nshall be dealt with in accordance with the provisions of the Work Injury\nBenefits Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch2>13. DEATH OF EMPLOYEE\u003C\u002Fh2>\n\n\u003Cp>Where an employee dies either in the course of his work, or due to illness\nwhile in the company, the company shall provide a coffin worth Kshs. 8,000.00\nfor the deceased employee and transport the body to the place of burial.\nEmployees are encouraged to join the benevolent scheme to be able to get\nsupport in times of bereavement. The company may also support transportation of\nnot more than 25 employees from the company to attend the burial. The company\nwill also settle mortuary fees for a maximum period of five (5) days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>14. SAFARI ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An employee travelling away from his\u002Fher normal place of work shall be\nprovided with allowance as follows:\u003C\u002Fp>\n\n\u003Cp>Lunch (maximum within Nanyuki and other towns)\n--------------------------------200\u002F-\u003C\u002Fp>\n\n\u003Cp>Lunch (Nairobi\nonly)-----------------------------------------------------------------------------------\n320\u002F-\u003C\u002Fp>\n\n\u003Cp>Overnight accommodation (dinner, bed & breakfast &\nlunch)---------------2,000\u002F=\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The above allowances will become applicable to any employee who undertakes\nduties outside the perimeter borders of the Ol Pejeta Ranching Ltd\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>15. ACTING ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>Where an employee is required to work in full capacity for a period of more\nthan 10 days and if the wage of the employee who is required to act is lower\nthan the minimum wage of the category in which he is acting, then the acting\nemployee will be paid the difference between his wages and that of the employee\nfor which he is acting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch2>16. PROBATIONARY PERIOD\u003C\u002Fh2>\n\n\u003Cp>(a) All employees to be appointed on permanent terms shall be on probation\nfor a period of two months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) During the probationary period, employment shall be terminable by either\nparty by seven days notice in writing or payment of wage in lieu of such\nnotice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>17. TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>After the completion of probationary period and in the normal circumstances\nit shall\u003C\u002Fp>\n\n\u003Cp>be a condition that employment shall be terminated by either party as\nfollows.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) Employees with 1-5 years service -30 days notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>(ii) Employees with 6-10 years service -45 days notice or pay in lieu\u003C\u002Fp>\n\n\u003Cp>iii) Employees with 11 years service and above - 2 months' notice or pay in\nlieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nothing shall prejudice the right of either party to terminate a contract\nsummarily for lawful cause in accordance with clause 19 of this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>18. WARNING PROCEDURE:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\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>\u003C\u002Fp>\n\n\u003Cp>a) The first and second warnings shall be entered in the employee's\nemployment record and the shop steward of his Union shall be informed\naccordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) The second warning shall be copied to the Branch Secretary of his\nUnion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) If an employee who has already received two warnings commits a third\nmisconduct he shall be liable to summary dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)Provided that where an employee completes two hundred and ninety two\nworking days (292) from the date of the warning without further misconduct,\nsuch warning entered in his employment record shall be deemed to be expired.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) If an employee refuses to accept a warning letter, the shop steward will\nbe called to witness. If the employee still refuses to accept in the presence\nof the shop steward, this shall be treated as a serious offence and he\u002Fshe\nshall be liable to disciplinary action in accordance with clause 19 of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>f) An employee served with a warning shall have right of appeal to the\nEmployer within two (2) days from the receipt of the warning and the employer\nwill address the appeal within 5 days as well.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>19.DISMISSAL\u003C\u002Fh2>\n\n\u003Cp>Dismissal of an employee shall be as outlined in Section 35 of the\nEmployment Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch2>20.REDUNDANCY\u003C\u002Fh2>\n\n\u003Cp>(a) In the event of redundancy, the company shall inform the Union of the\nreasons for and the extent of the intended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The principle of last in, first out\" shall be followed in the particular\ncategory of employees affected subject to all other factors, such as skill,\nrelative merit, ability and reliability being equal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The redundant employee shall be entitled to the appropriate period of\nnotice or pay in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) The redundant employee shall qualify severance at the rate of 22 days\npay for every completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>21. PROMOTIONS\u003C\u002Fh2>\n\n\u003Cp>Where vacancies and employment positions arise within the company,\nconsideration and preference will be given to existing staff for promotion into\nsuch positions based on the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(1) Experience\u003C\u002Fp>\n\n\u003Cp>(2) Qualification\u003C\u002Fp>\n\n\u003Cp>(3) Ability\u003C\u002Fp>\n\n\u003Cp>(4) Length of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>22. UNIFORM\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>An employee who is required to wear uniform by company shall be provided\nwith the following:\u003C\u002Fp>\n\n\u003Cp>•Two pairs of Uniform at any one time,\u003C\u002Fp>\n\n\u003Cp>•Appropriate personal protective equipment including boots and cold coats\nwhen working at night.\u003C\u002Fp>\n\n\u003Cp>•One bar of soap per month for cleaning the uniforms and PPE.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>23. CERTIFICATE OF SERVICE:\u003C\u002Fh2>\n\n\u003Cp>All employees leaving employment shall be issued with a certificate of\nservice in accordance with the Employment Act 2007.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Ch2>24. RETIREMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The official retirement age shall be 60 years. A retiring employee will be\nentitled to retirement benefits\u002Fgratuity of 24 days pay for each completed year\nof service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>25. GRATUITY\u003C\u002Fh2>\n\n\u003Cp>All employees in case of termination or resignation shall be paid gratuity\nof 20 days pay for every completed year of service. Employees dismissed on\naccount of gross misconduct shall not be paid gratuity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>26. FIREARM ALLOWANCE\u003C\u002Fh2>\n\n\u003Cp>An allowance of Kshs.1, 200\u002F= will be paid every month to any employee\nhandling a\u003C\u002Fp>\n\n\u003Cp>Firearm as part of his working equipment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>27. OFF DUTIES\u003C\u002Fh2>\n\n\u003Cp>Employees on off days will be provided with transport by the company. An\nemployee going on Annual Leave will be provided with transport from the company\npremises to town where he will take a vehicle to his home.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-longserviceallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Ch2>28. LONG SERVICE WAGE INCREASE\u003C\u002Fh2>\n\n\u003Cdiv id=\"clause-longserviceallowancetype1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype2\" class=\"cbaClause highlight\">\u003Cp>The parties agreed that an employee with 10 years or more should receive\nKshs. 500\u002F- per month for long service rendered.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>29. SHOPSTEWARDS REPRESENTATION\u003C\u002Fh2>\n\n\u003Cp>All sections\u002Funits where workers committee are formed\u002Fcreated for purposes\nof addressing and dealing with work related issues will have representation\nfrom the shopstewards committee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>30. IMPLEMENTATION AND DURATION\u003C\u002Fh2>\n\n\u003Cp>This agreement shall become effective from 1st January, 2013 and shall\nthereafter remain in force for a period of two years upto 31st December 2014.\nAfter the expiry date, the agreement shall continue in force until it is\namended by the parties in agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF OL PEJETA RANCHING LTD.\u003C\u002Fp>\n\n\u003Cp>..........................…………\u003C\u002Fp>\n\n\u003Cp>RICHARD VIGNE\u003C\u002Fp>\n\n\u003Cp>CHIEF EXECUTIVE OFFICER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…..…………………………………..\u003C\u002Fp>\n\n\u003Cp>APOLLO N. KIARII\u003C\u002Fp>\n\n\u003Cp>HUMAN RESOURCES MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF KENYA GAME, HUNTING AND SAFARI WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>.................................\u003C\u002Fp>\n\n\u003Cp>J.M. NDOLO\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...............................\u003C\u002Fp>\n\n\u003Cp>STEPHEN MUKUNDI\u003C\u002Fp>\n\n\u003Cp>CHIEF SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………..……………………………..\u003C\u002Fp>\n\n\u003Cp>GICHINGA MBURU\u003C\u002Fp>\n\n\u003Cp>ORGANISING SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MOSES WAMAE\u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IN THE PRESENCE OF:\u003C\u002Fp>\n\n\u003Cp>...........................\u003C\u002Fp>\n\n\u003Cp>ABISAI O. AMBENGE\u003C\u002Fp>\n\n\u003Cp>SENIOR EXECUTIVE OFFICER - F.K.E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed at Nairobi this ............ day of\n..................................................2013\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var d=encodeURIComponent,f=window,g=document,h=\"documentElement\",k=\"length\",l=\"prototype\",m=\"body\",p=\"&\",s=\"&ci=\",t=\",\",u=\"?\",v=\"Content-Type\",w=\"Microsoft.XMLHTTP\",x=\"Msxml2.XMLHTTP\",y=\"POST\",z=\"application\u002Fx-www-form-urlencoded\",A=\"img\",B=\"input\",C=\"load\",D=\"oh=\",E=\"on\",F=\"pagespeed_url_hash\",G=\"url=\";f.pagespeed=f.pagespeed||{};var H=f.pagespeed,I=function(a,b,c){this.c=a;this.e=b;this.d=c;this.b=this.f();this.a={}};I[l].f=function(){return{height:f.innerHeight||g[h].clientHeight||g[m].clientHeight,width:f.innerWidth||g[h].clientWidth||g[m].clientWidth}};I[l].g=function(a){a=a.getBoundingClientRect();return{top:a.top+(void 0!==f.pageYOffset?f.pageYOffset:(g[h]||g[m].parentNode||g[m]).scrollTop),left:a.left+(void 0!==f.pageXOffset?f.pageXOffset:(g[h]||g[m].parentNode||g[m]).scrollLeft)}};I[l].h=function(a){if(0>=a.offsetWidth&&0>=a.offsetHeight)return!1;a=this.g(a);var b=a.top.toString()+t+a.left.toString();if(this.a.hasOwnProperty(b))return!1;this.a[b]=!0;return a.top\u003C=this.b.height&&a.left\u003C=this.b.width};I[l].i=function(a){var b;if(f.XMLHttpRequest)b=new XMLHttpRequest;else if(f.ActiveXObject)try{b=new ActiveXObject(x)}catch(c){try{b=new ActiveXObject(w)}catch(e){}}if(!b)return!1;b.open(y,this.c+(-1==this.c.indexOf(u)?u:p)+G+d(this.e));b.setRequestHeader(v,z);b.send(a);return!0};I[l].k=function(){for(var a=[A,B],b=[],c={},e=0;e\u003Ca[k];++e)for(var q=g.getElementsByTagName(a[e]),n=0;n\u003Cq[k];++n){var r=q[n].getAttribute(F);r&&(q[n].getBoundingClientRect&&this.h(q[n]))&&!(r in c)&&(b.push(r),c[r]=!0)}if(0!=b[k]){a=D+this.d;a+=s+d(b[0]);for(e=1;e\u003Cb[k];++e){c=t+d(b[e]);if(131072\u003Ca[k]+c[k])break;a+=c}H.criticalImagesBeaconData=a;this.i(a)}};H.j=function(a,b,c){if(a.addEventListener)a.addEventListener(b,c,!1);else if(a.attachEvent)a.attachEvent(E+b,c);else{var e=a[E+b];a[E+b]=function(){c.call(this);e&&e.call(this)}}};H.l=function(a,b,c){var e=new I(a,b,c);H.j(f,C,function(){f.setTimeout(function(){e.k()},0)})};H.criticalImagesBeaconInit=H.l;})();pagespeed.criticalImagesBeaconInit('\u002Fmod_pagespeed_beacon','http:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-ol-pejeta-ranching-limited-and-kenya-game-hunting-and-safari-workers-union\u002Fmemorandum-of-agreement-between-ol-pejeta-ranching-limited-and-kenya-game-hunting-and-safari-workers-union\u002Fannotate','SkBrK9JthN');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"lowwageamount":48,"longserviceallowancetype2":52,"paidmaternityleaveduration":56,"maxsicknesspay":60,"maternitydiscrimination":64,"wageincreaseperc1":68,"dayspweek":72,"longserviceallowanceamount1":76,"childcare":80,"wageincreasetype2":84,"STRUCINCR_trigger":86,"funeralpay":88,"contracttrialperiod":92,"maternityotherclause":96,"longserviceallowancetype":100,"maxsicknesspayperc":102,"pensionfund":104,"OVERTIME_trigger":108,"holidaysdays":112,"SENIOR_trigger":116,"healthcareaccess":118,"annleaveallowancetype":122,"SUNDAY_trigger":126,"hourspweek_select":130,"wageincreasetype":134,"sundayallowancetype":136,"healthandsafetypolicy":138,"overtimeallowanceperc1":142,"hourspweek":144,"contracttrial":146,"sicknesspay":148,"jobsecuritymothers":150,"longserviceallowancetype1":152,"dayspweek_select":154,"healthinsurancerelatives":156,"paidmaternityleaveall":160,"SCHEDULE_trigger":162,"paidpaternityleave":164,"schedulesrestpw":168,"sicknessmaxdaysnr":170,"healthcareaccessrelatives":172,"LOWWAGE_trigger":174,"annleaveallowanceamount1":176,"sundayallowanceperc1":178,"contractseverancepay1":180,"PAIDLEAV_trigger":184,"overtimeallowancetype":186,"overtimeallowancetypeperiod":188,"paidmaternityleavepay":190,"sicknessmaxdays":194,"paidmaternityleave":196,"contractseverancepay":198,"ANNLEAVE_trigger":200,"paidpaternityleaveduration":202},{"bindId":45,"name":46,"text":47},"disabilitypay","12. INJURY ON DUTY Injuries suffered in ","12. INJURY ON DUTY\n\nInjuries suffered in the course of employment or occupational diseases,\nshall be dealt with in accordance with the provisions of the Work Injury\nBenefits Act 2007.",{"bindId":49,"name":50,"text":51},"lowwageamount","1. BASIC MINIMUM WAGES Grade Min 1A 6,00","1. BASIC MINIMUM WAGES\n\n\n  \n  \n  \n  \n    \n      Grade\n      Min\n    \n    \n      1A\n      6,000.00\n    \n    \n      1B\n      6,600.00\n    \n    \n      1C\n      7,900.00\n    \n    \n      2A\n      14,600.00\n    \n    \n      2B\n      16,100.00",{"bindId":53,"name":54,"text":55},"longserviceallowancetype2","The parties agreed that an employee with","The parties agreed that an employee with 10 years or more should receive\nKshs. 500\u002F- per month for long service rendered.",{"bindId":57,"name":58,"text":59},"paidmaternityleaveduration","10. MATERNITY LEAVE (a) A woman employee","10. MATERNITY LEAVE\n\n(a) A woman employee shall be entitled to three months maternity Leave with\nfull pay:-\n\nProvided that a woman who has taken three months maternity leave shall not\nforfeit her annual leave in that year.\n\n\n\n(b) Child birth in respect of female employee shall not be deemed to be\nsickness.\n\n\n\n(c) A female employee who has taken maternity leave shall not incur any loss\nof privileges during such period.",{"bindId":61,"name":62,"text":63},"maxsicknesspay","9. SICK LEAVE After the probationary per","9. SICK LEAVE\n\nAfter the probationary period and in every twelve months earning period, an\nemployees shall be entitled to sick leave with full pay up to a maximum of\nThirty five days (35) and thereafter to sick leave with half pay to maximum of\nForty (40) days. Such leave shall be supported and recommended by a certified\nmedical practitioner.",{"bindId":65,"name":66,"text":67},"maternitydiscrimination","(c) A female employee who has taken mate","(c) A female employee who has taken maternity leave shall not incur any loss\nof privileges during such period.",{"bindId":69,"name":70,"text":71},"wageincreaseperc1","2. GENERAL WAGE INCREASE All employees w","2. GENERAL WAGE INCREASE\n\nAll employees who will have been in the employ of the Company on the\neffective date of the CBA shall receive wages increase as follows;\n\n\n\n1.10% for the 1st and 10% for the 2nd year of the CBA respectively",{"bindId":73,"name":74,"text":75},"dayspweek","a) The normal working week for employees","a) The normal working week for employees shall be 45 hours to be spread over\nnot more than 6 days of the week except for Herdsmen and Night guards which\nshall be 60 hours per week.",{"bindId":77,"name":78,"text":79},"longserviceallowanceamount1","28. LONG SERVICE WAGE INCREASE The parti","28. LONG SERVICE WAGE INCREASE\n\nThe parties agreed that an employee with 10 years or more should receive\nKshs. 500\u002F- per month for long service rendered.",{"bindId":81,"name":82,"text":83},"childcare","a) An employee desirous of taking leave ","a) An employee desirous of taking leave on Compassionate grounds shall by\nprior arrangements with the employer be granted such leave up to his annual\nleave entitlement and the same be offset against his\u002Fher annual leave.\n\n\n\nb) An employee may in addition be granted 8 days compassionate leave without\npay in any one year.",{"bindId":85,"name":70,"text":71},"wageincreasetype2",{"bindId":87,"name":70,"text":71},"STRUCINCR_trigger",{"bindId":89,"name":90,"text":91},"funeralpay","13. DEATH OF EMPLOYEE Where an employee ","13. DEATH OF EMPLOYEE\n\nWhere an employee dies either in the course of his work, or due to illness\nwhile in the company, the company shall provide a coffin worth Kshs. 8,000.00\nfor the deceased employee and transport the body to the place of burial.\nEmployees are encouraged to join the benevolent scheme to be able to get\nsupport in times of bereavement. The company may also support transportation of\nnot more than 25 employees from the company to attend the burial. The company\nwill also settle mortuary fees for a maximum period of five (5) days.",{"bindId":93,"name":94,"text":95},"contracttrialperiod","16. PROBATIONARY PERIOD (a) All employee","16. PROBATIONARY PERIOD\n\n(a) All employees to be appointed on permanent terms shall be on probation\nfor a period of two months.\n\n\n\n(b) During the probationary period, employment shall be terminable by either\nparty by seven days notice in writing or payment of wage in lieu of such\nnotice.",{"bindId":97,"name":98,"text":99},"maternityotherclause","Provided that a woman who has taken thre","Provided that a woman who has taken three months maternity leave shall not\nforfeit her annual leave in that year.\n\n\n\n(b) Child birth in respect of female employee shall not be deemed to be\nsickness.",{"bindId":101,"name":78,"text":79},"longserviceallowancetype",{"bindId":103,"name":62,"text":63},"maxsicknesspayperc",{"bindId":105,"name":106,"text":107},"pensionfund","24. RETIREMENT The official retirement a","24. RETIREMENT\n\n\n\nThe official retirement age shall be 60 years. A retiring employee will be\nentitled to retirement benefits\u002Fgratuity of 24 days pay for each completed year\nof service.",{"bindId":109,"name":110,"text":111},"OVERTIME_trigger","5. OVERTIME Overtime shall be paid as fo","5. OVERTIME\n\nOvertime shall be paid as follows:-\n\n\n\n(a) For hours worked in excess of the normal number of hours per week, as\nspecified in clause 4, time worked plus a half.\n\n\n\n(b) For hours worked on Gazetted Public Holidays or an employee's normal\nRest Day - double time.",{"bindId":113,"name":114,"text":115},"holidaysdays","6. ANNUAL LEAVE: After the completion of","6. ANNUAL LEAVE:\n\nAfter the completion of each period of twelve months service with the\ncompany, an employee shall be entitled to annual leave with full pay, which\nwill be given at a time convenient to the management and in accordance with\nlength of service as follows:-\n\n\n\n(1) 1 year to 3 years service------------------23 working days\n\n4 years to 10 years service--------------------26 working days\n\n11 years service and above---------------------31 working days",{"bindId":117,"name":78,"text":79},"SENIOR_trigger",{"bindId":119,"name":120,"text":121},"healthcareaccess","11. MEDICAL TREATMENT (a) An employee re","11. MEDICAL TREATMENT\n\n(a) An employee requiring medical attention shall be treated at the\ncompany's dispensary and at the company's expense. Treatment given to an\nemployee at a government hospital shall be paid for by the company up to the\napproved individual medical cost limit of Kshs. 6,000\u002F= per annum.\n\n\n\n(b) Should any employee fall sick while away from the company and in case\nthere is no company's doctor available, he \u002F she shall be treated by a\nqualified medical practitioner subject to production of relevant receipts to\nthe company in support of the request for refund of the expenses incurred.\n\n\n\nThe wife and children of employees may be treated at the company dispensary\nat no expense.\n\n(c) The annual cost medical limit of Kshs. 6,000.00 will be extended to\ndependants of the employee in line with the agreed protocols annex (1).",{"bindId":123,"name":124,"text":125},"annleaveallowancetype","7. LEAVE TRAVELLING ALLOWANCE After each","7. LEAVE TRAVELLING ALLOWANCE\n\nAfter each completed year of service with the company, an employee\nproceeding on annual leave shall be entitled to leave travelling allowance of\nKshs.4, 250\u002F=.",{"bindId":127,"name":128,"text":129},"SUNDAY_trigger","Overtime shall be paid as follows:- (a) ","Overtime shall be paid as follows:-\n\n\n\n(a) For hours worked in excess of the normal number of hours per week, as\nspecified in clause 4, time worked plus a half.\n\n\n\n(b) For hours worked on Gazetted Public Holidays or an employee's normal\nRest Day - double time.",{"bindId":131,"name":132,"text":133},"hourspweek_select","4. HOURS OF WORK a) The normal working w","4. HOURS OF WORK\n\na) The normal working week for employees shall be 45 hours to be spread over\nnot more than 6 days of the week except for Herdsmen and Night guards which\nshall be 60 hours per week.\n\n\n\nb) An employee who is stopped from working by his\u002Fher employer for any\nreason other than the termination of his\u002Fher employment or dismissal shall be\ndeemed to have worked as if stoppage had not occurred and be paid in full\nnotwithstanding the fact that the stoppage was occasioned by a breakdown of the\nplant or inclement weather conditions and the employer will deploy such\nemployee in other duties related but not confined to their line of work as will\nbe determined by the management in agreement with the employee.\n\n\n\nc) For notified\u002Fscheduled interruption of work, the employee shall\ncompensate for the hours interrupted at any time to be agreed upon between the\nemployee and the employer.",{"bindId":135,"name":70,"text":71},"wageincreasetype",{"bindId":137,"name":128,"text":129},"sundayallowancetype",{"bindId":139,"name":140,"text":141},"healthandsafetypolicy","An employee who is required to wear unif","An employee who is required to wear uniform by company shall be provided\nwith the following:\n\n•Two pairs of Uniform at any one time,\n\n•Appropriate personal protective equipment including boots and cold coats\nwhen working at night.\n\n•One bar of soap per month for cleaning the uniforms and PPE.",{"bindId":143,"name":110,"text":111},"overtimeallowanceperc1",{"bindId":145,"name":132,"text":133},"hourspweek",{"bindId":147,"name":94,"text":95},"contracttrial",{"bindId":149,"name":62,"text":63},"sicknesspay",{"bindId":151,"name":58,"text":59},"jobsecuritymothers",{"bindId":153,"name":54,"text":55},"longserviceallowancetype1",{"bindId":155,"name":74,"text":75},"dayspweek_select",{"bindId":157,"name":158,"text":159},"healthinsurancerelatives","The wife and children of employees may b","The wife and children of employees may be treated at the company dispensary\nat no expense.\n\n(c) The annual cost medical limit of Kshs. 6,000.00 will be extended to\ndependants of the employee in line with the agreed protocols annex (1).",{"bindId":161,"name":58,"text":59},"paidmaternityleaveall",{"bindId":163,"name":74,"text":75},"SCHEDULE_trigger",{"bindId":165,"name":166,"text":167},"paidpaternityleave","Paternity Leave Male employees will be e","Paternity Leave\n\n\n\nMale employees will be entitled to two (2) weeks paternity leave. Relevant\nsupport documents of fatherhood will be required for such leave to be\napproved.",{"bindId":169,"name":74,"text":75},"schedulesrestpw",{"bindId":171,"name":62,"text":63},"sicknessmaxdaysnr",{"bindId":173,"name":120,"text":121},"healthcareaccessrelatives",{"bindId":175,"name":50,"text":51},"LOWWAGE_trigger",{"bindId":177,"name":124,"text":125},"annleaveallowanceamount1",{"bindId":179,"name":128,"text":129},"sundayallowanceperc1",{"bindId":181,"name":182,"text":183},"contractseverancepay1","20.REDUNDANCY (a) In the event of redund","20.REDUNDANCY\n\n(a) In the event of redundancy, the company shall inform the Union of the\nreasons for and the extent of the intended redundancy.\n\n\n\n(b) The principle of last in, first out\" shall be followed in the particular\ncategory of employees affected subject to all other factors, such as skill,\nrelative merit, ability and reliability being equal.\n\n\n\n(c) The redundant employee shall be entitled to the appropriate period of\nnotice or pay in lieu.\n\n\n\n(d) The redundant employee shall qualify severance at the rate of 22 days\npay for every completed year of service.",{"bindId":185,"name":114,"text":115},"PAIDLEAV_trigger",{"bindId":187,"name":110,"text":111},"overtimeallowancetype",{"bindId":189,"name":110,"text":111},"overtimeallowancetypeperiod",{"bindId":191,"name":192,"text":193},"paidmaternityleavepay","(a) A woman employee shall be entitled t","(a) A woman employee shall be entitled to three months maternity Leave with\nfull pay:-",{"bindId":195,"name":62,"text":63},"sicknessmaxdays",{"bindId":197,"name":58,"text":59},"paidmaternityleave",{"bindId":199,"name":182,"text":183},"contractseverancepay",{"bindId":201,"name":124,"text":125},"ANNLEAVE_trigger",{"bindId":203,"name":166,"text":167},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Ol Pejeta Ranching Limited - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-12-31\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                        Ol Pejeta Ranching Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Kenya 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): → 30 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 75 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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Yes\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            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Yes\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 8 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 60 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: → 23.0 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                \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 4250.0\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → KES 500.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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",[209],{"title":37,"slug":33},[211],{"type":212,"data":213},"call_to_action_body_block",{"title":214,"description":215,"variant":216,"link":217},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":214,"url":218,"description":214,"rel":219,"type":220},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[222],{"type":212,"data":223},{"title":214,"description":215,"variant":216,"link":224},{"title":214,"url":218,"description":214,"rel":219,"type":220},[]]