[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-optimum-lubricants-limited-and-kenya-petroleum-oil-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":178,"content_type_view":179,"extra_breadcrumbs":180,"body":182,"body_blocks":193,"related_pages":197},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":176,"translations":177},{"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-optimum-lubricants-limited-and-kenya-petroleum-oil-workers-union","a9265726-b9af-11e3-984f-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-optimum-lubricants-limited-and-kenya-petroleum-oil-workers-union\u002Fmemorandum-of-agreement-between-optimum-lubricants-limited-and-kenya-petroleum-oil-workers-union\u002F","Memorandum of Agreement between Optimum Lubricants Limited and Kenya Petroleum Oil Workers Union - 2011","KEN Optimum Lubricants Limited - 2011","Kenya - KEN Optimum Lubricants Limited - 2011","KEN Optimum Lubricants Limited - 2011 - Retail trade, Trade, fuelling and repair of motor vehicles, Wholesale",{"name":41,"data":42},"OPTIMUM 2011.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>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>MEMORANDUM OF AGREEMENT BETWEEN OPTIMUM LUBRICANTS LIMITED AND KENYA\nPETROLEUM OIL WORKERS UNION\u003C\u002Fh1>\n\n\u003Ch1>\u003C\u002Fh1>\n\n\u003Cp>PREAMBLE:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-coverunion_trigger\" class=\"cbaClause highlight\">\u003Cp>The terms and conditions set out of this Agreement shall be observed by the\nCompany and shall apply to all unionisable employees as provided in the\nMemorandum relative to Recognition Agreement within the terms of COTU\u002FFKE\ncurrent Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>1. MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>The minimum wages and housing allowances applicable to the company will be\nas follows:-\u003C\u002Fp>\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>Minimum Wage\u003C\u002Ftd>\n      \u003Ctd>House Allowance\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade I\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Unskilled labourers)\n\n        \u003Cp>Cleaners)\u003C\u002Fp>\n\n        \u003Cp>Day Watchman)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4,159\u003C\u002Ftd>\n      \u003Ctd>2,100 or 16%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IIA\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Night Watchman\u003C\u002Ftd>\n      \u003Ctd>4,991\u003C\u002Ftd>\n      \u003Ctd>2,100 or 16%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IIB\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Turnboy\u003C\u002Ftd>\n      \u003Ctd>4,852\u003C\u002Ftd>\n      \u003Ctd>2,100 or 16%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IIIA\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Plant Operator)\n\n        \u003Cp>Laboratory Attendant)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>7,487\u003C\u002Ftd>\n      \u003Ctd>2,100 or 16%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IIIB\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Driver – vehicles\n\n        \u003Cp>2 to 7 tonnes\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10,537\u003C\u002Ftd>\n      \u003Ctd>2,100 or 16%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade IIIC\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Driver – vehicles\n\n        \u003Cp>Over 8 tonnes\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15,251\u003C\u002Ftd>\n      \u003Ctd>2,100or 16%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grave IVA\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Officer Clerk Junior )\n\n        \u003Cp>Copy Typist)\u003C\u002Fp>\n\n        \u003Cp>Driver – cars and Light vans)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8,734\u003C\u002Ftd>\n      \u003Ctd>2,100 or 16%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grade V\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ungraded Artisans\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n      \u003Ctd>7,903\u003C\u002Ftd>\n      \u003Ctd>2,100 or 16%\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\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>2. WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cp>All employees will receive wage increases for the first year and further\nincreases for the second year of this Agreement calculated on their actual\nearnings. The increases will be at the rate of 10% for the first year and a\nfurther 10% for the second year for employees earning less than Kshs.12,500\u002F=\nper month, 10% for the first year and a further10% for the second year for\nemployees earning between Kshs.12,500\u002F= and above per month.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>3. HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Where the company cannot be able to provide accommodation, the employees\nshall be paid Housing Allowance of 16% of the basic salary with a minimum of\n2,100\u002F-, whichever is higher.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>All employees will be granted 24 working days leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of a gazetted public holiday falling within the leave period,\nthis will be added to the leave entitlement. The date of an employee's leave\nentitlement is the anniversary of the date of his employment.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>5. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee will be entitled to leave travelling allowance of KShs.2400\u002F=\nfor employees with less than 20 years service and Kshs. 2,600\u002F- for employees\nwith over 20 years service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. SICK LEAVE AND MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cp>After two month's continuous service with an employer an employee shall be\nentitled to a maximum of sixty (60) days' sick leave with full pay and 30 days\nwith half pay in each period of twelve month's consecutive period of service.\nProvided that employees with more than 10 years service will be entitled to 35\ndays with half pay\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a)(i) an employee shall not be entitled to such payment unless he produces\nto the employer a certificate of incapacity covering the period of sick leave\nclaimed signed by a medical practitioner in charge of dispensary or medical aid\ncentre, or by a person authorised by him in writing and acting on his\nbehalf;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) an employee shall not be eligible for sick leave under this paragraph\nin respect of any incapacity due to gross neglect on his part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) In cases of prolonged illness, the Company shall notify the Union with a\nview to discussing the fate of the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>(c) Employees shall be treated by a doctor appointed by the employer. The\nemployer will pay medical expenses incurred by the employees subject to a\nmaximum of Kshs.5,000\u002F= for employees with up to 20 years service and Kshs.\n7,000\u002F- for employees with over 20 years and above.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>7. TERMINATION OF EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) It shall be a condition of every contract of employment that the\ncontract shall be terminable by not less than one month's notice to be given by\neither party in writing, or otherwise by the payment, by either party in lieu\nof notice, of not less than one month's wage; but nothing shall prejudice the\nright of either party to terminate a contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Cp>Employees with up to 10 years' service will be entitled to two months notice\nor two months' wages in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees with over 15 years service will be entitled to three months notice\nor three months wages in lieu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, when an employee with service of 15 years and above has to leave on\nmedical grounds, certified by a medical doctor, he\u002Fshe will be entitled to six\nmonths pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees wishing to leave on their own accord after serving for over 15\nyears will be eligible to 3 months' pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) An employee terminated for reasons other than gross misconduct shall be\neligible for payment of terminal benefits at 15 days pay for each completed\nyear of service.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>8. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Overtime shall be payable at the following rates:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) for time worked in excess of the normal number of hours per week at one\nand one-half times the normal hourly rates;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>(b) for time worked on the employee's normal rest day or public holiday at\ntwice the normal hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. HOURS OF WORK\u003C\u002Fh3>\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\">\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>The normal working week shall consist of 44 hours of work spread over five\ndays of the week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>10. PROBATIONARY PERIOD\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>The first three months of engagement shall be treated as probationary\nperiod. During this period, services shall be terminable by either party by 10\ndays notice or pay in lieu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>11. ACTING APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>(a) If an employee is appointed to work in a higher grade for more than a\nday he will be paid acting allowance of the difference between his\u002Fher wage and\nthat of the higher grade in which he\u002Fshe has been appointed to act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) If an employee acts in a higher position for more than three months\nhe\u002Fshe will be confirmed in that position.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>12. PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>The provisions of the Occupational Safety and Health Act 2007 of the Laws of\nKenya will apply. All employees will be provided with protective clothing when\nworn out.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>13. PAID LEAVE FOR TRADE UNION COURSES AND MEETINGS\u003C\u002Fh3>\n\n\u003Cp>(a) The Company agrees at its convenience to grant 3 days paid leave in each\ncalendar year for Union Officials and Delegates appointed by the Union from the\nCompany to attend the Kenya Petroleum and Oil Workers' Union National Trade\nUnion Conference.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The names of the officials and delegates to attend the conference shall be\nsubmitted to the Company in writing not less than 15 days before the leave is\nrequired to commence\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The Company at its convenience agrees to grant leave of up to 7 days\nwith full pay to a union member sponsored by the Union to attend educational\nseminars and courses provided the names of the member shall be submitted to the\nCompany in writing not less than 15 days before leave eave required is to\ncommence. In the event that any particular course lasts for more than 7 days\nthen it shall be a matter of negotiation between the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Such leave under (a) or (b) shall not be accumulated.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>14. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>Redundancy shall be subject to the Labour Relations Act 2007 and the\nEmployment Act 2007 and the following procedure shall apply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) the Union of which the employee is a member and the Labour Officer in\ncharge of the area where the employee is employed shall be notified of the\nreasons for, and the extent of the intended redundancy;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) the employer shall have due regard to seniority in time and to the skill,\nability and reliability of each employee of the particular class of employees\naffected by the redundancy;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) no employee shall be placed at a disadvantage for being or not being a\nmember of the trade union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d) any leave due to any employee who is declared redundant shall be paid off\nin cash;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) an employee declared redundant shall be entitled to one month's notice or\none month's wage in lieu of notice;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>f) an employee declared redundant shall be entitled to severance pay at the\nrate of not less than 16 days pay for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>15. GRIEVANCE PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>Stage I: An employee desiring to raise any grievance shall in the first\ninstance discuss the matter with his immediate supervisor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stage II: Failing a satisfactory solution within two working days after the\nmatter has been raised at Stage I, the employee may refer the matter to his\nsenior Supervisor. At this stage he may be represented by the union\nshopsteward.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stage III: Failing a satisfactory solution within two working days after the\nmatter has been raised at Stage II, the employee will refer the matter to the\nUnion General Secretary for discussions with the Manager. If both parties have\nexhausted the above machinery and fail to reach a settlement, then the\nprovisions of the Trade Disputes Act, shall apply.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>16. GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>The following gazetted Public Holidays are granted with pay:-\u003C\u002Fp>\n\n\u003Cp>(a) New Year's Day(g)Idd-Ul-Fitr\u003C\u002Fp>\n\n\u003Cp>(b) Good Friday(h)Independence Day\u003C\u002Fp>\n\n\u003Cp>(c) Easter Monday(i)Christmas Day\u003C\u002Fp>\n\n\u003Cp>(d) Labour Day(j)Boxing Day\u003C\u002Fp>\n\n\u003Cp>(e) Madaraka Day(k)Mashujaa Day\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>It is also agreed that any Government announcement in respect of Gazetted\nPublic Holidays shall cause automatic amendment to this list to reflect the\ncurrent position.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>17. UNION MEMBERSHIP\u003C\u002Fh3>\n\n\u003Cp>Both parties recognize that this agreement imposes a serious and grave\nresponsibility on the Company, the Union and its members. Both parties realise\nthat the responsibilities imposed on them can only be fulfilled if a high\nstandard of organisation is maintained among employers and employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The question of union membership is entirely a matter of individual choice\nand membership or non-membership is a factor which will not affect either the\nemployment or the continued employment or the career prospects of the\nindividual employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>18. LEVEL OF UNION REPRESENTATION\u003C\u002Fh3>\n\n\u003Cp>The level of union representation shall be in accordance with the provisions\nof the Industrial Relations Charter currently in force or which may come in\nforce.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>19. CHECK OFF\u003C\u002Fh3>\n\n\u003Cp>The check off system will be governed by the Labour Relations Act 2007.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>20. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(1) 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 under paragraph 4 and 2 days out of such leave shall not be\nset off from his annual entitlement where the leave is necessitated by loss of\nimmediate member of family, that is, father, mother, a spouse or children\nregistered with the company. Employees will on return from leave present to\nemployer a letter from their local sub-chief or chief confirming the death.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2) An employee may, in addition to the leave provided for in sub-paragraph\n(1), be granted five days' compassionate leave without pay in any one year.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>21. LOCAL TRANSPORT\u003C\u002Fh3>\n\n\u003Cp>Where an employee is called from his place of residence to work overtime on\nhis rest day, his day off or on a public holiday he will be provided with\ntransport. In the event that transport is not provide the employee shall be\npaid Kshs.60\u002F- for that day.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>22. MATERNITY LEAVE\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>A female employee shall be entitled to three months maternity leave with\nfull pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) a female employee who has taken three months maternity leave shall not\nforfeit her annual leave in that year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) Child-birth in respect of a female employee shall not be deemed to be\nsickness as provided for under paragraph 6, and the employer shall not be\nrequired to meet medical costs incurred thereon.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>iii) a female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.\u003C\u002Fp>\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>iv) a male employee shall be entitled to 14 days paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>23. WARNING LETTER\u003C\u002Fh3>\n\n\u003Cp>An employee whose work or conduct is unsatisfactory or who otherwise commits\na misconduct which, in the opinion of the employer, does not warrant instant\ndismissal shall be warned in writing and the following procedure shall\napply:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) the first and second warnings shall be entered in the employee's\nemployment record and the Branch Secretary and the Shopsteward of his Union\nshall be informed accordingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) the second warning shall be copied to the General 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>Provided that where an employee completes two hundred and ninety two working\ndays from the date of the second warning without further misconduct any warning\nentered in this employment record shall be cancelled.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24. MEAL ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When an employee is required by the Company to work outside his working area\nfor any period which includes any normal meal times or to spend a night away\nfrom his base on Company duty he will be paid the appropriate allowance as\nlisted below:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-mealvouchersamount\" class=\"cbaClause highlight\">\u003Cp>Breakfast (before 6.00 a.m.): 131.00\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-MEALALL_trigger\" class=\"cbaClause highlight\">\u003Cp>Lunch (between 1.00 and 2.00 p.m.): 170.00\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dinner (after 7.30 p.m.): 220.00\u003C\u002Fp>\n\n\u003Cp>Lodging: 465.50\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. HEALTH AND SAFETY\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>The provisions of the Factories Act shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>26. RETIREMENT AGE\u003C\u002Fh3>\n\n\u003Cp>(a) The normal retirement age is as follows:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Men-60 years of age\u003C\u002Fp>\n\n\u003Cp>Women-60 years of age\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The Company shall give three months' notice of retirement to their\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Retiring employees will be entitled to gratuity as follows.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) employees with 5-10 years service - 16 days pay per every completed year\nof service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) employees with over 10 years service - 20 days pay per every completed\nyear of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Final payment will be made to the employee on his last day on the\npayroll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Subject to the consent of the employer, an employee who has served the\ncompany for a minimum period of ten (10) years who retires before attainment of\nthe normal retirement age shall be entitled to gratuity as provided for in\nsub-clause (c) above.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>27. UNIFORMS AND PROTECTIVE CLOTHING\u003C\u002Fh3>\n\n\u003Cp>(a) In cases where uniforms are necessary, such uniforms shall be provided\nby the employer. The type and style of uniforms will be decided by the\nemployer, taking into account local conditions subject to the following\nconditions:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The uniforms shall always be worn and used during working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(ii) The employer will maintain such uniforms (laundry and normal repairs)\nbut loss or wilful damage by the employee will be charged to the employees for\nreplacement or repair as the case may be.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>iii) When a request for replacement of worn out uniform is made, the\nreplacement should be effected immediately.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Safety boots, gloves and other safety gear will be provided to workers\nwhose sections or areas of work necessitate the provision of the same.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) The company will retain old uniforms needed for its use and return the\nbalance to employees for their private use. However, uniforms issued for\nprivate use will be taken home by employees and not use on Company premises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Old uniforms retained by the Company and used on the premises for certain\njobs must be returned to the manager. Old uniforms remain the property of the\nCompany until issued for private use to the employee.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>28. SALARY IN ADVANCE\u003C\u002Fh3>\n\n\u003Cp>While proceeding on annual leave an employee may be paid the equivalent of\n24 working days salary three days before he\u002Fshe proceeds on leave.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>29. ADVANCE PAYMENT\u003C\u002Fh3>\n\n\u003Cp>The Company will consider granting mid-month advances to employees on an\nindividual's application and the merit of his case of up to 40% of the\nemployee’s net earnings.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>30. REFRESHMENTS\u003C\u002Fh3>\n\n\u003Cp>The Company will provide tea to workers twice a day.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>31. SUPPLY OF MILK\u003C\u002Fh3>\n\n\u003Cp>Half litre of milk from KCC or any other recognised company will be supplied\nto employees working in sections where milk is desirable. This must be consumed\non the premises of the Company and no money will be paid in lieu in the event\nthat milk is unobtainable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>32. FUNERAL EXPENSES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>The Company will contribute towards funeral expenses to the immediate family\nof the deceased employee amounts as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees with up to 20 years service – Kshs.22,000\u002F-\u003C\u002Fp>\n\n\u003Cp>Employees with over 20 years service – Kshs.35,000\u002F-\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>33. DURATION OF AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This Agreement shall come into force on the 1st June, 2011 and shall remain\nin force for a period of two years. Thereafter it shall continue in force until\nit is amended by mutual agreement between the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED:FOR AND ON BEHALF OF THE COMPANY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...........................................\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FOR AND ON BEHALF OF THE UNION:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>...................................................................................................\u003C\u002Fp>\n\n\u003Cp>CEPHAS O. OLALAAGNES A. ODONGODAVID CHEGE\u003C\u002Fp>\n\n\u003Cp>GENERAL SECRETARYORG. SECRETARYSHOPSTEWARD\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>H.O. OKECHE\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 IN NAIROBI THIS ........... DAY OF\n................................... 2011\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"lowwageamount":44,"paidmaternityleaveduration":48,"maternitydiscrimination":52,"wageincreaseperc1":56,"dayspweek":60,"hourspweek_select":64,"childcare":66,"STRUCINCR_trigger":70,"funeralpay":72,"MEALALL_trigger":76,"contracttrialperiod":80,"maxsicknesspayperc":84,"jobclassifaction1":88,"mealvouchersamount":91,"OVERTIME_trigger":95,"holidaysdays":99,"holidaysweeks":103,"healthcareaccess":105,"SUNDAY_trigger":109,"ANNLEAVE_trigger":113,"healthandsafetypolicy":117,"overtimeallowanceperc1":121,"hourspweek":123,"contracttrial":125,"sicknesspay":127,"PAIDLEAV_trigger":129,"dayspweek_select":131,"SCHEDULE_trigger":133,"paidpaternityleave":135,"schedulesrestpw":139,"sicknessmaxdaysnr":141,"sundayallowanceperc1":143,"LOWWAGE_trigger":145,"annleaveallowanceamount1":147,"bankholidays2":149,"contractseverancepay1":153,"bankholidays1":157,"paidmaternityleavepay":159,"sicknessmaxdays":162,"paidmaternityleave":164,"coverunion_trigger":166,"contractseverancepay":170,"jobsecuritymothers":172,"paidpaternityleaveduration":174},{"bindId":45,"name":46,"text":47},"lowwageamount","The minimum wages and housing allowances","The minimum wages and housing allowances applicable to the company will be\nas follows:-\n\n\n  \n  \n  \n  \n  \n    \n      \n      Minimum Wage\n      House Allowance\n    \n    \n      Grade I\n      \n      \n    \n    \n      Unskilled labourers)\n\n        Cleaners)\n\n        Day Watchman)\n      \n      4,159\n      2,100 or 16%\n    \n    \n      Grade IIA\n      \n      \n    \n    \n      Night Watchman\n      4,991\n      2,100 or 16%\n    \n    \n      Grade IIB\n      \n      \n    \n    \n      Turnboy\n      4,852\n      2,100 or 16%\n    \n    \n      Grade IIIA\n      \n      \n    \n    \n      Plant Operator)\n\n        Laboratory Attendant)\n      \n      7,487\n      2,100 or 16%\n    \n    \n      Grade IIIB\n\n        \n      \n      \n      \n    \n    \n      Driver – vehicles\n\n        2 to 7 tonnes\n      \n      10,537\n      2,100 or 16%\n    \n    \n      Grade IIIC\n      \n      \n    \n    \n      Driver – vehicles\n\n        Over 8 tonnes\n      \n      15,251\n      2,100or 16%\n    \n    \n      Grave IVA\n      \n      \n    \n    \n      Officer Clerk Junior )\n\n        Copy Typist)\n\n        Driver – cars and Light vans)\n      \n      8,734\n      2,100 or 16%\n    \n    \n      Grade V\n      \n      \n    \n    \n      Ungraded Artisans\n      7,903\n      2,100 or 16%",{"bindId":49,"name":50,"text":51},"paidmaternityleaveduration","A female employee shall be entitled to t","A female employee shall be entitled to three months maternity leave with\nfull pay.\n\n\n\nProvided that:-\n\n\n\n(i) a female employee who has taken three months maternity leave shall not\nforfeit her annual leave in that year.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","iii) a female employee who takes materni","iii) a female employee who takes maternity leave shall not incur any loss of\nprivileges during such period.",{"bindId":57,"name":58,"text":59},"wageincreaseperc1","All employees will receive wage increase","All employees will receive wage increases for the first year and further\nincreases for the second year of this Agreement calculated on their actual\nearnings. The increases will be at the rate of 10% for the first year and a\nfurther 10% for the second year for employees earning less than Kshs.12,500\u002F=\nper month, 10% for the first year and a further10% for the second year for\nemployees earning between Kshs.12,500\u002F= and above per month.",{"bindId":61,"name":62,"text":63},"dayspweek","The normal working week shall consist of","The normal working week shall consist of 44 hours of work spread over five\ndays of the week.",{"bindId":65,"name":62,"text":63},"hourspweek_select",{"bindId":67,"name":68,"text":69},"childcare","(1) An employee desiring to take leave o","(1) 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 under paragraph 4 and 2 days out of such leave shall not be\nset off from his annual entitlement where the leave is necessitated by loss of\nimmediate member of family, that is, father, mother, a spouse or children\nregistered with the company. Employees will on return from leave present to\nemployer a letter from their local sub-chief or chief confirming the death.\n\n\n\n(2) An employee may, in addition to the leave provided for in sub-paragraph\n(1), be granted five days' compassionate leave without pay in any one year.",{"bindId":71,"name":58,"text":59},"STRUCINCR_trigger",{"bindId":73,"name":74,"text":75},"funeralpay","The Company will contribute towards fune","The Company will contribute towards funeral expenses to the immediate family\nof the deceased employee amounts as follows:\n\n\n\nEmployees with up to 20 years service – Kshs.22,000\u002F-\n\nEmployees with over 20 years service – Kshs.35,000\u002F-",{"bindId":77,"name":78,"text":79},"MEALALL_trigger","Lunch (between 1.00 and 2.00 p.m.): 170.","Lunch (between 1.00 and 2.00 p.m.): 170.00",{"bindId":81,"name":82,"text":83},"contracttrialperiod","The first three months of engagement sha","The first three months of engagement shall be treated as probationary\nperiod. During this period, services shall be terminable by either party by 10\ndays notice or pay in lieu.",{"bindId":85,"name":86,"text":87},"maxsicknesspayperc","After two month's continuous service wit","After two month's continuous service with an employer an employee shall be\nentitled to a maximum of sixty (60) days' sick leave with full pay and 30 days\nwith half pay in each period of twelve month's consecutive period of service.\nProvided that employees with more than 10 years service will be entitled to 35\ndays with half pay",{"bindId":89,"name":46,"text":90},"jobclassifaction1","The minimum wages and housing allowances applicable to the company will be\nas follows:-\n\n\n  \n  \n  \n  \n  \n    \n      \n      Minimum Wage\n      House Allowance\n    \n    \n      Grade I\n      \n      \n    \n    \n      Unskilled labourers)\n\n        Cleaners)\n\n        Day Watchman)\n      \n      4,159\n      2,100 or 16%\n    \n    \n      Grade IIA\n      \n      \n    \n    \n      Night Watchman\n      4,991\n      2,100 or 16%\n    \n    \n      Grade IIB\n      \n      \n    \n    \n      Turnboy\n      4,852\n      2,100 or 16%\n    \n    \n      Grade IIIA\n      \n      \n    \n    \n      Plant Operator)\n\n        Laboratory Attendant)\n      \n      7,487\n      2,100 or 16%\n    \n    \n      Grade IIIB\n\n        \n      \n      \n      \n    \n    \n      Driver – vehicles\n\n        2 to 7 tonnes\n      \n      10,537\n      2,100 or 16%\n    \n    \n      Grade IIIC\n      \n      \n    \n    \n      Driver – vehicles\n\n        Over 8 tonnes\n      \n      15,251\n      2,100or 16%\n    \n    \n      Grave IVA\n      \n      \n    \n    \n      Officer Clerk Junior )\n\n        Copy Typist)\n\n        Driver – cars and Light vans)\n      \n      8,734\n      2,100 or 16%\n    \n    \n      Grade V\n      \n      \n    \n    \n      Ungraded Artisans",{"bindId":92,"name":93,"text":94},"mealvouchersamount","Breakfast (before 6.00 a.m.): 131.00 Lun","Breakfast (before 6.00 a.m.): 131.00\n\nLunch (between 1.00 and 2.00 p.m.): 170.00\n\nDinner (after 7.30 p.m.): 220.00\n\nLodging: 465.50",{"bindId":96,"name":97,"text":98},"OVERTIME_trigger","Overtime shall be payable at the followi","Overtime shall be payable at the following rates:-\n\n\n\n(a) for time worked in excess of the normal number of hours per week at one\nand one-half times the normal hourly rates;",{"bindId":100,"name":101,"text":102},"holidaysdays","All employees will be granted 24 working","All employees will be granted 24 working days leave.",{"bindId":104,"name":101,"text":102},"holidaysweeks",{"bindId":106,"name":107,"text":108},"healthcareaccess","(c) Employees shall be treated by a doct","(c) Employees shall be treated by a doctor appointed by the employer. The\nemployer will pay medical expenses incurred by the employees subject to a\nmaximum of Kshs.5,000\u002F= for employees with up to 20 years service and Kshs.\n7,000\u002F- for employees with over 20 years and above.",{"bindId":110,"name":111,"text":112},"SUNDAY_trigger","(b) for time worked on the employee's no","(b) for time worked on the employee's normal rest day or public holiday at\ntwice the normal hourly rate.",{"bindId":114,"name":115,"text":116},"ANNLEAVE_trigger","An employee will be entitled to leave tr","An employee will be entitled to leave travelling allowance of KShs.2400\u002F=\nfor employees with less than 20 years service and Kshs. 2,600\u002F- for employees\nwith over 20 years service.",{"bindId":118,"name":119,"text":120},"healthandsafetypolicy","The provisions of the Factories Act shal","The provisions of the Factories Act shall apply.",{"bindId":122,"name":97,"text":98},"overtimeallowanceperc1",{"bindId":124,"name":62,"text":63},"hourspweek",{"bindId":126,"name":82,"text":83},"contracttrial",{"bindId":128,"name":86,"text":87},"sicknesspay",{"bindId":130,"name":101,"text":102},"PAIDLEAV_trigger",{"bindId":132,"name":62,"text":63},"dayspweek_select",{"bindId":134,"name":62,"text":63},"SCHEDULE_trigger",{"bindId":136,"name":137,"text":138},"paidpaternityleave","iv) a male employee shall be entitled to","iv) a male employee shall be entitled to 14 days paternity leave.",{"bindId":140,"name":62,"text":63},"schedulesrestpw",{"bindId":142,"name":86,"text":87},"sicknessmaxdaysnr",{"bindId":144,"name":111,"text":112},"sundayallowanceperc1",{"bindId":146,"name":46,"text":47},"LOWWAGE_trigger",{"bindId":148,"name":115,"text":116},"annleaveallowanceamount1",{"bindId":150,"name":151,"text":152},"bankholidays2","The following gazetted Public Holidays a","The following gazetted Public Holidays are granted with pay:-\n\n(a) New Year's Day(g)Idd-Ul-Fitr\n\n(b) Good Friday(h)Independence Day\n\n(c) Easter Monday(i)Christmas Day\n\n(d) Labour Day(j)Boxing Day\n\n(e) Madaraka Day(k)Mashujaa Day",{"bindId":154,"name":155,"text":156},"contractseverancepay1","f) an employee declared redundant shall ","f) an employee declared redundant shall be entitled to severance pay at the\nrate of not less than 16 days pay for each completed year of service.",{"bindId":158,"name":151,"text":152},"bankholidays1",{"bindId":160,"name":50,"text":161},"paidmaternityleavepay","A female employee shall be entitled to three months maternity leave with\nfull pay.",{"bindId":163,"name":86,"text":87},"sicknessmaxdays",{"bindId":165,"name":50,"text":51},"paidmaternityleave",{"bindId":167,"name":168,"text":169},"coverunion_trigger","The terms and conditions set out of this","The terms and conditions set out of this Agreement shall be observed by the\nCompany and shall apply to all unionisable employees as provided in the\nMemorandum relative to Recognition Agreement within the terms of COTU\u002FFKE\ncurrent Agreement.",{"bindId":171,"name":155,"text":156},"contractseverancepay",{"bindId":173,"name":54,"text":55},"jobsecuritymothers",{"bindId":175,"name":137,"text":138},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Optimum Lubricants Limited - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2011-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-05-31\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: → Retail trade, Trade, fuelling and repair of motor vehicles, Wholesale\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Maintenance and repair of motor vehicles\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                        Optimum Lubricants 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 Petroleum Oil Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 42 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 90 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → 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: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 44.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 24.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Easter Monday, Human Rights Day \u002F Vernal Equinox Day \u002F Iraq's Spring Day \u002F Namibia Independence Day (21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), Chile Independence Day (18th September), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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 2400.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 150 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 170.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[181],{"title":37,"slug":33},[183],{"type":184,"data":185},"call_to_action_body_block",{"title":186,"description":187,"variant":188,"link":189},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":186,"url":190,"description":186,"rel":191,"type":192},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[194],{"type":184,"data":195},{"title":186,"description":187,"variant":188,"link":196},{"title":186,"url":190,"description":186,"rel":191,"type":192},[]]