[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-pegant-limited-and-kenya-chemical-and-allied-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":184,"content_type_view":185,"extra_breadcrumbs":186,"body":188,"body_blocks":199,"related_pages":203},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":182,"translations":183},{"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-pegant-limited-and-kenya-chemical-and-allied-workers-union","195e4e3c-0a82-11e3-ad0a-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-pegant-limited-and-kenya-chemical-and-allied-workers-union\u002Fmemorandum-of-agreement-between-pegant-limited-and-kenya-chemical-and-allied-workers-union\u002F","Memorandum of Agreement between Pegant Limited and Kenya Chemical and Allied Workers Union - 2013","KEN Pegant Limited - 2012","Kenya - KEN Pegant Limited - 2012","KEN Pegant Limited - 2012 - Manufacturing",{"name":41,"data":42},"MEMORANDUM OF AGREEMENT PEGANT 1.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>New1\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 PEGANT LIMITED AND KENYA CHEMICAL AND\nALLIED WORKERS UNION \u003C\u002Fh1>\n\n\u003Ch3>1. SUBJECT MATTER\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-coverunion_trigger\">\u003Cp>The terms and conditions of employment set out in this agreement shall be\nobserved by the parties to it, and shall apply to all employees covered by the\nRecognition Agreement signed between the parties and covered by definition\ngiven by the Union's registered constitution.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. ACTING CAPACITY\u003C\u002Fh3>\n\n\u003Cp>An employee who is temporarily appointed or promoted to any acting capacity\ncarrying a higher rate of pay than the job in which he\u002Fshe is normally employed\nshall receive the difference between such higher wage and his\u002Fher normal wage\nand shall revert to his\u002Fher former rate of pay immediately on reverting to\nhis\u002Fher former job provided that such employee has acted in that capacity for a\nperiod not less than twenty five days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Ch3>3. NORMAL WORKING HOURS\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>An employee shall normally be required to work, whether on shift or\notherwise, a total of 48 hours per week, spread over six days in a week.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\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\">\u003Ch3>4. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Cp>An employee who works in excess of the normal number of hours per week, on\nhis\u002Fher normal rest days, or on gazetted public holidays will be eligible for\novertime at the following rates:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal Working Days-Time and a half\u003C\u002Fp>\n\n\u003Cp>Normal Rest Days-Double time\u003C\u002Fp>\n\n\u003Cp>Gazzetted Public Holidays -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\u003Cp>NOTE: For the purpose of calculation of overtime, the hourly rate shall be\n1\u002F208 of an employee's monthly wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Ch3>5. GAZZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cp>a) Employees shall normally be granted leave with full pay on Gazetted\nPublic Holidays, provided that any employee who is required to work on such\nholiday(s) shall be paid overtime at the appropriate rates stipulated by clause\n4 of this agreement.\u003C\u002Fp>\n\n\u003Cp>b) Should an employee's normal rest day fall on a Gazetted public holiday,\nhe\u002Fshe will be given an additional day off within 14 days from such Gazetted\npublic holiday(s) or be paid double for hours worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>6. ANNUAL PAID LEAVE\u003C\u002Fh3>\n\n\u003Cp>a) An employee shall be entitled to 22 working days paid leave after\ncompletion of 12 months service.\u003C\u002Fp>\n\n\u003Cp>b) In the event of the Gazetted Public Holiday(s) falling within the leave\nperiod such public holiday shall be added to the leave entitlement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. COMPASSIONATE LEAVE AND LEAVE OF ABSENCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>An employee desirous of leave on compassionate grounds shall with prior\narrangement with the employer be granted such leave and shall be subsequently\nset off against his\u002Fher annual leave. The leave shall be normally paid.\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\">\u003Ch3>8. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cp>An employee will be granted 35 days with full pay and further 20 days with\nhalf pay in any one calendar year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>9. INJURY BY ACCIDENT\u003C\u002Fh3>\n\n\u003Cp>In the case of accident covered by the Work Injury Benefits Act, the work\nInjury Benefits Act shall apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\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\">\u003Ch3>10. MATERNITY\u002FPATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>A woman employee shall be entitled to maternity leave with full pay as\nprovided for by the employment act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A male employee shall be entitled to 14 days paternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>11. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>The company undertakes to pay the cost of medical treatment and medical\nexpenses in accordance with the provisions prescribed by the law of Kenya\nrelative to employment of persons medical treatment rules. The payment of the\nmedical expenses will be made to those covered by the act and treatment carried\nout in the Government or Local Authority Hospitals.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. DEFINITION OF EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>It is understood and agreed that the word 'employee' in this agreement shall\ncover all employees regardless of sex unless specifically stated otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>13. PROBATION PERIOD\u003C\u002Fh3>\n\n\u003Cp>All employees shall be considered to be under probation for a period not\nexceeding three months from the date of engagement, subject to the provisions\nemployment Act 2007.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. TERMINATION OF EMPLOYEMENT\u003C\u002Fh3>\n\n\u003Cp>After the probationary period and in the normal circumstances, employment\nshall be terminable by either party:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) One month written notice or pay in lieu thereof by either party.\u003C\u002Fp>\n\n\u003Cp>The notice shall be effective from any day of the month, failing which,\nthere shall be paid by the party terminating the contract without notice wages\nequivalent to the notice period applicable in lieu of the notice.\u003C\u002Fp>\n\n\u003Cp>b) Nothing in paragraph (a) of this clause shall prejudice the right of\neither party to terminate a contract summarily for lawful cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be given a certificate of service by his\u002Fher employer\nup to the termination date of his\u002Fher employment unless such employee has\ncontinued for a period of not less than 12 consecutive weeks and every such\ncertificate shall contain the following:-\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his postal address\u003C\u002Fp>\n\n\u003Cp>(b) The name of the employee\u003C\u002Fp>\n\n\u003Cp>(c) The date when employment commenced\u003C\u002Fp>\n\n\u003Cp>(d) The nature and usual place of employment\u003C\u002Fp>\n\n\u003Cp>(e) The date when employment ceased and\u003C\u002Fp>\n\n\u003Cp>(f) Such other particulars as may be prescribed\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subject to sub-section (i) of this section, no employer is bound to give any\nemployee any testimonials reference of certificate relating to the character or\nperformance of an employee. Any employer who willfully or by neglect fails to\ngive an employee certificate of service includes a statement which he\u002Fshe knows\nto be false, shall be guilty of an offence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>(a) Definition\u003C\u002Fp>\n\n\u003Cp>Redundancy means loss of employment, occupation, Job or career by\ninvoluntary means through no fault of an employee, involving termination of\nemployment at the initiative of the employer where the services of an employee\nare superfluous and the practices commonly known as abolition of office, job or\noccupation and loss of employment due to Kenyanization of business but it does\nnot include such loss of employment by domestic servant,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Alternative Employment\u003C\u002Fp>\n\n\u003Cp>In an effort to avoid redundancy, the company will endeavour to arrange\nsuitable alternative employment within the company. This may not be of the same\ngrade. If the alternative employment is not acceptable to the employee\nconcerned, he will be classified as redundant and therefore eligible for\nentitlement outlined in (f) below:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) Consultation\u003C\u002Fp>\n\n\u003Cp>In the event of redundancy, the company undertakes to hold prior\nconsultation with the union concerning the reasons for and the extent of the\nintended redundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(d) Selection of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In deciding which employees shall be declared redundant, the Company will\nassess the relative merits ability and reliability of the affected employee,\nbut when these factors are equal, the discharge will be on the basis of\nseniority. Membership or non-membership of the Union will not be a factor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) Re-engagement\u003C\u002Fp>\n\n\u003Cp>Redundant employees will be given prior consideration by the company should\nany vacancy arise according to their qualifications.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(f) Entitlement of Redundant Employees\u003C\u002Fp>\n\n\u003Cp>In the event of an employee being declared redundant he\u002Fshe shall be\nentitled to the following:-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) The normal notice as defined in this agreement.\u003C\u002Fp>\n\n\u003Cp>(ii) Payment of wages, overtime and other remuneration which may be due to\nher\u002Fhim calculated up to the date he\u002Fshe ceases work.\u003C\u002Fp>\n\n\u003Cp>(iii) Prorata leave in accordance with the agreement\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>iv) Severance pay on the basis of 16 days for each completed year of\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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\">\u003Ch3>17. LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every employee proceeding on his\u002Fher annual paid leave after 12 months\ncontinuous service shall be entitled to leave traveling allowance of Kshs.\n1,900\u002F= for the first year, Kshs. 2,000\u002F= for the second year and Kshs. 2,100\nfor the third year.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee who is retiring from the company's service at the official age\nof retirement, retiring on medical grounds, terminated or declared redundant\nwill be entitled to Kshs. 3000\u002F= as Baggage Allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. GRATUITY\u002FSERVICE BENEFITS\u003C\u002Fh3>\n\n\u003Cp>When an employee retires on reaching the normal age of retiring, retiring on\nmedical grounds, or resigns, he\u002Fshe will be paid as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Severance pay on the basis of 16 days for each completed year of\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>20. DEATH OF AN EMPLOYEE\u003C\u002Fh3>\n\n\u003Cp>The company will give Kshs. 7500\u002F= towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. UNIFORMS AND OVERALLS\u003C\u002Fh3>\n\n\u003Cp>An employee who is required to wear uniform or overalls by the nature of\nhis\u002Fher work in accordance with the provisions of the factory act, shall be\nprovided with two pairs of uniforms or overalls free of charge by the company\nyearly. The company shall be responsible for laundering of such uniforms and\noveralls and where such laundering is impracticable, the company shall supply\nemployees with reasonable washing materials or one piece of washing soap each\nmonth. The company shall have the right to ask for the old uniforms or overalls\nto be produced. Employees working in mixing and oily sections will be provided\nwith safety shoes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. WARNING PROCEDURE.\u003C\u002Fh3>\n\n\u003Cp>An employee who is guilty of an offence other than gross misconduct or other\nlawful cause of dismissal may be given a written warning letter which shall be\nentered in his\u002Fher employment record card and shall remain valid for a period\nof twelve months from the date of issue. If within the 12 months period, the\nemployee commits a similar offence or any other offence which does not warrant\ndismissal, he\u002Fshe shall be issued with a second warning and entered in the\nemployment card and remains valid for 12 months. If within these 12 months\nperiod an employee commits a further offence which does not warrant dismissal\nhe\u002Fshe will be issued with a final letter of warning which will make him\u002Fher\nliable to summary dismissal for any other offence which he\u002Fshe may commit\nthereafter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. RETIRMENT AGE.\u003C\u002Fh3>\n\n\u003Cp>Retirement age of an employee will be 60 years old.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. HOUSE OF ALLOWANCE.\u003C\u002Fh3>\n\n\u003Cp>An employee will be given 15% of his\u002Fher basic salary as house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-shiftallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Ch3>25. SHIFT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>An employee shall receive Kshs. 15\u002F- as shift allowance per night.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26. WAGES\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-lowwageamount\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>Basic Minimum rate of pay (Excluding Housing allowance of each grade for\nnewly recruited employees shall be as stated below).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-wageincreaseperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-wageincreasetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-STRUCINCR_trigger\" class=\"cbaClause highlight\">\u003Ch3>27. JOB TITLES\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd rowspan=\"3\">2ND YEAR\u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\u003C\u002Ftd>\n      \u003Ctd>2ND YEAR\u003C\u002Ftd>\n      \u003Ctd>3RD YEAR\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1ST NOV 2012\u003C\u002Ftd>\n      \u003Ctd>NOV 2013\u003C\u002Ftd>\n      \u003Ctd>NOV 2014\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n      \u003Ctd>9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\n\n        \u003Cp>B\u003C\u002Fp>\n\n        \u003Cp>C\u003C\u002Fp>\n\n        \u003Cp>D\u003C\u002Fp>\n\n        \u003Cp>E\u003C\u002Fp>\n\n        \u003Cp>F\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>General work turn boy, sweepers, messengers, sealing packers.\n\n        \u003Cp>Cook, tea makers, machine assistant, receptionist cum telephone\n        operator\u003C\u002Fp>\n\n        \u003Cp>Lab tech, machine attendant, mass production machinist.\u003C\u002Fp>\n\n        \u003Cp>Drivers\u003C\u002Fp>\n\n        \u003Cp>Maintenance , mechanicals, electricians, heavy commercial vehicles,\n        sales men, printing machine operator\u003C\u002Fp>\n\n        \u003Cp>Existing employees salary will be increased as follows\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8,417\n\n        \u003Cp>9,091\u003C\u002Fp>\n\n        \u003Cp>9,539\u003C\u002Fp>\n\n        \u003Cp>10,890\u003C\u002Fp>\n\n        \u003Cp>11,361\u003C\u002Fp>\n\n        \u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,090\n\n        \u003Cp>9,818\u003C\u002Fp>\n\n        \u003Cp>10,302\u003C\u002Fp>\n\n        \u003Cp>11,762\u003C\u002Fp>\n\n        \u003Cp>12,270\u003C\u002Fp>\n\n        \u003Cp>8%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9,908\n\n        \u003Cp>10,702\u003C\u002Fp>\n\n        \u003Cp>11,230\u003C\u002Fp>\n\n        \u003Cp>12,820\u003C\u002Fp>\n\n        \u003Cp>13,375\u003C\u002Fp>\n\n        \u003Cp>9%\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>28. EFFECTIVE DATE AND DURATION OF THE_AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st November 2012 and run for three\nyears and thereafter, until it is amended by mutual agreement between the\nCompany and the Union provided that the party desiring to amend the agreement\nshall give one month notice of their intention and shall set out in details of\nthe amendment or alteration which such party desires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF PEGANT INDUSTRIES LIMITED\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>P.K SHAH \u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>JITU SHAH\u003C\u002Fp>\n\n\u003Cp>FINANCIAL CONTROLLER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED: FOR AND ON BEHALF OF KENYA CHEMICAL AND ALLIED WORKERS UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………\u003C\u002Fp>\n\n\u003Cp>WERE DIBO OGUTU, OGW\u003C\u002Fp>\n\n\u003Cp>NATIONAL GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WITNESSED BY:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………\u003C\u002Fp>\n\n\u003Cp>JAMES O. OBURA\u003C\u002Fp>\n\n\u003Cp>AREA SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………\u003C\u002Fp>\n\n\u003Cp>GEORGE GWAKO\u003C\u002Fp>\n\n\u003Cp>RECRUITMENT\u002FI.R. ASSISTANT\u003C\u002Fp>\n\n\u003Cp>NAIROBI, CENTRAL & EASTERN PROVINCES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………..\u003C\u002Fp>\n\n\u003Cp>DANIEL SILOBA \u003C\u002Fp>\n\n\u003Cp>SHOPSTEWARD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………………….\u003C\u002Fp>\n\n\u003Cp>KENNEDY TIEMA\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>……………………………………………………….\u003C\u002Fp>\n\n\u003Cp>L.W. KARIUKI\u003C\u002Fp>\n\n\u003Cp>HEAD OF INDUSTRIAL RELATIONS SERVICES\u003C\u002Fp>\n\n\u003Cp>FEDERATION OF KENYA EMPLOYERS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DATED AT NAIROBI THIS………………….DAY\nOF………………………….………2013\u003C\u002Fp>\n\n\u003Cp>\u002Fjan\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-pegant-limited-and-kenya-chemical-and-allied-workers-union\u002Fmemorandum-of-agreement-between-pegant-limited-and-kenya-chemical-and-allied-workers-union\u002Fannotate','W43cbriFks');\n\u002F\u002F]]>\u003C\u002Fscript>\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"lowwageamount":52,"contracttrialperiod":56,"maxsicknesspay":60,"wageincreaseperc1":64,"dayspweek":68,"hourspweek_select":72,"childcare":74,"wageincreasetype2":78,"STRUCINCR_trigger":80,"hourspday":82,"funeralpay":84,"paidmaternityleaveduration":88,"maxsicknesspayperc":92,"OVERTIME_trigger":94,"holidaysdays":98,"healthcareaccess":102,"shiftallowancetype":106,"annleaveallowancetype":110,"SUNDAY_trigger":114,"ANNLEAVE_trigger":118,"sundayallowancetype":120,"overtimeallowanceperc1":122,"hourspweek":124,"contracttrial":126,"schedulesrestpw":128,"jobsecuritymothers":130,"dayspweek_select":132,"paidmaternityleaveall":134,"SCHEDULE_trigger":136,"paidpaternityleave":138,"sicknesspay":140,"sicknessmaxdaysnr":142,"NOCTPREM_trigger":144,"shiftallowanceamount1":146,"sundayallowanceperc1":148,"LOWWAGE_trigger":150,"annleaveallowanceamount1":152,"contractseverancepay1":154,"bankholidays1":158,"overtimeallowancetype":162,"overtimeallowancetypeperiod":164,"paidmaternityleavepay":166,"sicknessmaxdays":170,"paidmaternityleave":172,"coverunion_trigger":174,"contractseverancepay":178,"PAIDLEAV_trigger":180},{"bindId":45,"name":46,"text":47},"disabilitypay","9. INJURY BY ACCIDENT In the case of acc","9. INJURY BY ACCIDENT\n\nIn the case of accident covered by the Work Injury Benefits Act, the work\nInjury Benefits Act shall apply.",{"bindId":49,"name":50,"text":51},"hourspday_select","3. NORMAL WORKING HOURS An employee shal","3. NORMAL WORKING HOURS\n\nAn employee shall normally be required to work, whether on shift or\notherwise, a total of 48 hours per week, spread over six days in a week.",{"bindId":53,"name":54,"text":55},"lowwageamount","Basic Minimum rate of pay (Excluding Hou","Basic Minimum rate of pay (Excluding Housing allowance of each grade for\nnewly recruited employees shall be as stated below).\n\n\n\n27. JOB TITLES\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      2ND YEAR\n      1ST YEAR\n      2ND YEAR\n      3RD YEAR\n    \n    \n      \n      1ST NOV 2012\n      NOV 2013\n      NOV 2014\n    \n    \n      \n      8%\n      8%\n      9%\n    \n    \n      A\n\n        B\n\n        C\n\n        D\n\n        E\n\n        F\n      \n      General work turn boy, sweepers, messengers, sealing packers.\n\n        Cook, tea makers, machine assistant, receptionist cum telephone\n        operator\n\n        Lab tech, machine attendant, mass production machinist.\n\n        Drivers\n\n        Maintenance , mechanicals, electricians, heavy commercial vehicles,\n        sales men, printing machine operator\n\n        Existing employees salary will be increased as follows\n      \n      8,417\n\n        9,091\n\n        9,539\n\n        10,890\n\n        11,361\n\n        8%\n      \n      9,090\n\n        9,818\n\n        10,302\n\n        11,762\n\n        12,270\n\n        8%\n      \n      9,908\n\n        10,702\n\n        11,230\n\n        12,820\n\n        13,375\n\n        9%",{"bindId":57,"name":58,"text":59},"contracttrialperiod","13. PROBATION PERIOD All employees shall","13. PROBATION PERIOD\n\nAll employees shall be considered to be under probation for a period not\nexceeding three months from the date of engagement, subject to the provisions\nemployment Act 2007.",{"bindId":61,"name":62,"text":63},"maxsicknesspay","8. SICK LEAVE An employee will be grante","8. SICK LEAVE\n\nAn employee will be granted 35 days with full pay and further 20 days with\nhalf pay in any one calendar year.",{"bindId":65,"name":66,"text":67},"wageincreaseperc1","27. JOB TITLES 2ND YEAR 1ST YEAR 2ND YEA","27. JOB TITLES\n\n\n\n\n  \n  \n  \n  \n  \n  \n  \n    \n      \n      2ND YEAR\n      1ST YEAR\n      2ND YEAR\n      3RD YEAR\n    \n    \n      \n      1ST NOV 2012\n      NOV 2013\n      NOV 2014\n    \n    \n      \n      8%\n      8%\n      9%\n    \n    \n      A\n\n        B\n\n        C\n\n        D\n\n        E\n\n        F\n      \n      General work turn boy, sweepers, messengers, sealing packers.\n\n        Cook, tea makers, machine assistant, receptionist cum telephone\n        operator\n\n        Lab tech, machine attendant, mass production machinist.\n\n        Drivers\n\n        Maintenance , mechanicals, electricians, heavy commercial vehicles,\n        sales men, printing machine operator\n\n        Existing employees salary will be increased as follows\n      \n      8,417\n\n        9,091\n\n        9,539\n\n        10,890\n\n        11,361\n\n        8%\n      \n      9,090\n\n        9,818\n\n        10,302\n\n        11,762\n\n        12,270\n\n        8%\n      \n      9,908\n\n        10,702\n\n        11,230\n\n        12,820\n\n        13,375\n\n        9%",{"bindId":69,"name":70,"text":71},"dayspweek","An employee shall normally be required t","An employee shall normally be required to work, whether on shift or\notherwise, a total of 48 hours per week, spread over six days in a week.",{"bindId":73,"name":70,"text":71},"hourspweek_select",{"bindId":75,"name":76,"text":77},"childcare","An employee desirous of leave on compass","An employee desirous of leave on compassionate grounds shall with prior\narrangement with the employer be granted such leave and shall be subsequently\nset off against his\u002Fher annual leave. The leave shall be normally paid.",{"bindId":79,"name":66,"text":67},"wageincreasetype2",{"bindId":81,"name":66,"text":67},"STRUCINCR_trigger",{"bindId":83,"name":50,"text":51},"hourspday",{"bindId":85,"name":86,"text":87},"funeralpay","20. DEATH OF AN EMPLOYEE The company wil","20. DEATH OF AN EMPLOYEE\n\nThe company will give Kshs. 7500\u002F= towards funeral expenses.",{"bindId":89,"name":90,"text":91},"paidmaternityleaveduration","10. MATERNITY\u002FPATERNITY LEAVE A woman em","10. MATERNITY\u002FPATERNITY LEAVE\n\nA woman employee shall be entitled to maternity leave with full pay as\nprovided for by the employment act 2007.\n\nA male employee shall be entitled to 14 days paternity leave.",{"bindId":93,"name":62,"text":63},"maxsicknesspayperc",{"bindId":95,"name":96,"text":97},"OVERTIME_trigger","4. OVERTIME An employee who works in exc","4. OVERTIME\n\nAn employee who works in excess of the normal number of hours per week, on\nhis\u002Fher normal rest days, or on gazetted public holidays will be eligible for\novertime at the following rates:\n\n\n\nNormal Working Days-Time and a half\n\nNormal Rest Days-Double time\n\nGazzetted Public Holidays -Double time",{"bindId":99,"name":100,"text":101},"holidaysdays","6. ANNUAL PAID LEAVE a) An employee shal","6. ANNUAL PAID LEAVE\n\na) An employee shall be entitled to 22 working days paid leave after\ncompletion of 12 months service.\n\nb) In the event of the Gazetted Public Holiday(s) falling within the leave\nperiod such public holiday shall be added to the leave entitlement.",{"bindId":103,"name":104,"text":105},"healthcareaccess","11. MEDICAL TREATMENT The company undert","11. MEDICAL TREATMENT\n\nThe company undertakes to pay the cost of medical treatment and medical\nexpenses in accordance with the provisions prescribed by the law of Kenya\nrelative to employment of persons medical treatment rules. The payment of the\nmedical expenses will be made to those covered by the act and treatment carried\nout in the Government or Local Authority Hospitals.",{"bindId":107,"name":108,"text":109},"shiftallowancetype","25. SHIFT ALLOWANCE An employee shall re","25. SHIFT ALLOWANCE\n\nAn employee shall receive Kshs. 15\u002F- as shift allowance per night.",{"bindId":111,"name":112,"text":113},"annleaveallowancetype","17. LEAVE TRAVELLING ALLOWANCE Every emp","17. LEAVE TRAVELLING ALLOWANCE\n\nEvery employee proceeding on his\u002Fher annual paid leave after 12 months\ncontinuous service shall be entitled to leave traveling allowance of Kshs.\n1,900\u002F= for the first year, Kshs. 2,000\u002F= for the second year and Kshs. 2,100\nfor the third year.",{"bindId":115,"name":116,"text":117},"SUNDAY_trigger","An employee who works in excess of the n","An employee who works in excess of the normal number of hours per week, on\nhis\u002Fher normal rest days, or on gazetted public holidays will be eligible for\novertime at the following rates:\n\n\n\nNormal Working Days-Time and a half\n\nNormal Rest Days-Double time\n\nGazzetted Public Holidays -Double time",{"bindId":119,"name":112,"text":113},"ANNLEAVE_trigger",{"bindId":121,"name":116,"text":117},"sundayallowancetype",{"bindId":123,"name":96,"text":97},"overtimeallowanceperc1",{"bindId":125,"name":70,"text":71},"hourspweek",{"bindId":127,"name":58,"text":59},"contracttrial",{"bindId":129,"name":70,"text":71},"schedulesrestpw",{"bindId":131,"name":90,"text":91},"jobsecuritymothers",{"bindId":133,"name":70,"text":71},"dayspweek_select",{"bindId":135,"name":90,"text":91},"paidmaternityleaveall",{"bindId":137,"name":70,"text":71},"SCHEDULE_trigger",{"bindId":139,"name":90,"text":91},"paidpaternityleave",{"bindId":141,"name":62,"text":63},"sicknesspay",{"bindId":143,"name":62,"text":63},"sicknessmaxdaysnr",{"bindId":145,"name":108,"text":109},"NOCTPREM_trigger",{"bindId":147,"name":108,"text":109},"shiftallowanceamount1",{"bindId":149,"name":116,"text":117},"sundayallowanceperc1",{"bindId":151,"name":54,"text":55},"LOWWAGE_trigger",{"bindId":153,"name":112,"text":113},"annleaveallowanceamount1",{"bindId":155,"name":156,"text":157},"contractseverancepay1","iv) Severance pay on the basis of 16 day","iv) Severance pay on the basis of 16 days for each completed year of\nservice.",{"bindId":159,"name":160,"text":161},"bankholidays1","5. GAZZETTED PUBLIC HOLIDAYS a) Employee","5. GAZZETTED PUBLIC HOLIDAYS\n\na) Employees shall normally be granted leave with full pay on Gazetted\nPublic Holidays, provided that any employee who is required to work on such\nholiday(s) shall be paid overtime at the appropriate rates stipulated by clause\n4 of this agreement.\n\nb) Should an employee's normal rest day fall on a Gazetted public holiday,\nhe\u002Fshe will be given an additional day off within 14 days from such Gazetted\npublic holiday(s) or be paid double for hours worked.",{"bindId":163,"name":96,"text":97},"overtimeallowancetype",{"bindId":165,"name":96,"text":97},"overtimeallowancetypeperiod",{"bindId":167,"name":168,"text":169},"paidmaternityleavepay","A woman employee shall be entitled to ma","A woman employee shall be entitled to maternity leave with full pay as\nprovided for by the employment act 2007.",{"bindId":171,"name":62,"text":63},"sicknessmaxdays",{"bindId":173,"name":90,"text":91},"paidmaternityleave",{"bindId":175,"name":176,"text":177},"coverunion_trigger","The terms and conditions of employment s","The terms and conditions of employment set out in this agreement shall be\nobserved by the parties to it, and shall apply to all employees covered by the\nRecognition Agreement signed between the parties and covered by definition\ngiven by the Union's registered constitution.",{"bindId":179,"name":156,"text":157},"contractseverancepay",{"bindId":181,"name":100,"text":101},"PAIDLEAV_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Pegant Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2015-10-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of paper and paper products\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                        Pegant 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 Chemical and Allied 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): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 55 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → 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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Yes\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 13 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → Insufficient data days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 14 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 90 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 22.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.5 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: → 8.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → KES 15.0 per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → KES 1900.0\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: → 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",[187],{"title":37,"slug":33},[189],{"type":190,"data":191},"call_to_action_body_block",{"title":192,"description":193,"variant":194,"link":195},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":192,"url":196,"description":192,"rel":197,"type":198},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[200],{"type":190,"data":201},{"title":192,"description":193,"variant":194,"link":202},{"title":192,"url":196,"description":192,"rel":197,"type":198},[]]