[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fmemorandum-of-agreement-between-pelican-signs-limited-and-amalgamated-union-of-kenya-metal-workers-":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":166,"content_type_view":167,"extra_breadcrumbs":168,"body":170,"body_blocks":181,"related_pages":185},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":164,"translations":165},{"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-pelican-signs-limited-and-amalgamated-union-of-kenya-metal-workers-","6f75990a-d1b7-11e2-a0e1-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fkenya\u002Fmemorandum-of-agreement-between-pelican-signs-limited-and-amalgamated-union-of-kenya-metal-workers-\u002Fmemorandum-of-agreement-between-pelican-signs-limited-and-amalgamated-union-of-kenya-metal-workers-\u002F","Memorandum of Agreement between Pelican Signs Limited and Amalgamated Union of Kenya Metal Workers - 2012","KEN Pelican Signs Limited - 2012","Kenya - KEN Pelican Signs Limited - 2012","KEN Pelican Signs Limited - 2012 - Legal and market consultancy, business activities",{"name":41,"data":42},"PELICAN SIGNS 2012 7.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 style=\"text-align:center;margin-left:auto;margin-right:auto;\">MEMORANDUM OF\nAGREEMENT\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">BETWEEN\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">PELICAN SIGNS\nLIMITED\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AND\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">AMALGAMATED\nUNION OF KENYA METAL WORKERS\u003C\u002Fh1>\n\n\u003Ch1 style=\"text-align:center;margin-left:auto;margin-right:auto;\">\u003C\u002Fh1>\n\n\u003Ch3>1.PREAMBLE\u003C\u002Fh3>\n\n\u003Cp>The terms and conditions of employment set out in this agreement shall be\nobserved by both parties, and shall apply to all unionisable employees covered\nby the Recognition Agreement and as may be provided for by current Industrial\nRelations Charter duly signed by both Federation of Kenya Employers and Central\nOrganization of Trade Unions (Kenya).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>2.ENGAGEMENT PROBATION AND APPOINTMENT\u003C\u002Fh3>\n\n\u003Cp>All persons engaged by the employer shall be on probation in the first\ninstance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>(a) All persons engaged by the employer shall be on probation for a period\nof 3 months, and within such period the employment can be terminated by either\nparty by giving 7 days notice or pay in lieu of notice of seven days.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) However the probation may be extended by another period of 3 months but\nby mutual understanding by the parties when need arises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c) On satisfaction of completion of probation period, the employer will\nissue in writing an appointment letter indicating the job description and the\nwages offered.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.HOURS OF WORK\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>The normal working week shall consist of 45 hours spread over 6 days of the\nweek as follows:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>(i) Monday to Friday-8 hours per day\u003C\u002Fp>\n\n\u003Cp>(ii) Saturday-5 hours\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that an employee required to work in excess of such hours shall be\npaid for overtime for the excess hours worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>For the time worked in excess of the normal number of hours of work a week,\nthe following rates shall apply:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) During the normal working days - time and half\u003C\u002Fp>\n\n\u003Cp>(b) During normal rest days and public holidays —double hourly rate.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.CASUAL EMPLOYMENT\u003C\u002Fh3>\n\n\u003Cp>(a) A person engaged as a casual employee shall be paid for each day worked\nat the rate of one-twenty second of both the monthly wage and housing allowance\napplicable to the occupation under taken by him as per prescription of the\nbasic minimum wage of the grade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) A casual employee shall be confirmed to regular monthly terms of\nemployment after working consecutively or intermittently for ninety days in any\none year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>When an employee is required to act in a higher grade for period of not less\nthan eight (8) days, he shall be paid in addition to his basic minimum wage an\nacting allowance equal to either twenty five percent (25%) of the wages of the\nperson for whom he is acting or to the full basic wage of that employee\nwhichever is the lesser amount.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>7. MEDICAL TREATMENT\u003C\u002Fh3>\n\n\u003Cp>All employees covered by this agreement shall be provided with medical\ntreatment in the manner described by the Employment Act (Medical Treatment\nRules).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Where in an emergency, an employee attends an approved\u002Fprivate\nhospital\u002Fdispensary, then all expenses incurred shall be met by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Where an employer operates a Medical Scheme or Insurance arrangement\nwith a particular hospital or Medical institution then the employee may be\nrequired to attend the hospital or medical institution.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>After each period of twelve consecutive months services with an employer:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>(a) An employee shall be entitled to twenty four (24) working days leave\nwith full pay.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>(b) An employee whose services are terminated before the completion of any\ntwelve months leave earned period shall be entitled to two days leave with full\npay for each completed month of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. COMPASSIONATE LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Special leave on compassionate grounds may be granted provided that\nsatisfactory proof of the necessity for such leave is produced. This leave will\neither be paid or unpaid or deducted from the annual leave entitlement in the\nlight of the evidence produced before or after the leave by the employee.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>10.MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>(i) A Female employee shall be entitled to three months maternity leave with\nfull pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>(ii) On expiry of a female employee's maternity leave as provided in\nsubsections (i) and (iii), the female employee shall have the right to return\nto the job which she held immediately prior to her maternity leave or to a\nreasonably suitable job on terms and conditions not less favorable than those\nwhich would have applied had she not been on maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) Where:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) the maternity leave has been extended with the consent of employer;\nor\u003C\u002Fp>\n\n\u003Cp>(b) immediately on expiry of maternity leave before resuming her duties a\nfemale employee proceeds on sick leave or with the consent of the employer on\nannual leave; compassionate leave; or any other leave .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cp>(iv) A female employee will be entitled to the rights mentioned in\nsubsections (i),(ii) and (iii) if she gives not less than seven days notice in\nadvance or a shorter period as may be reasonable in the circumstances of her\nintention to proceed on maternity leave on a specific date and to return to\nwork thereafter.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>(v) No female employee shall forfeit her annual leave entitlement under\nsection 28 on account of having taken her maternity leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>(vi) A male employee shall be entitled to two weeks paternity leave with\nfull pay.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The three months maternity leave under subsection (i) shall be deemed to\nexpire on the last day of such extended leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>11. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>After the probationary period, an employee who falls sick shall be granted\nsick leave as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) Up to 5 years service-one month on full pay followed by one month on\nhalf pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) Over 5 years service-two months on full pay followed by two months on\nhalf pay. In each case of the above period may be extended by Management.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In each case a Medical certificate shall be issued by a qualified Medical\nPractitioner following sick leave.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.GAZETTED PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Every employee shall be entitled to leave with full pay for all Gazetted\nPublic Holidays provided that an employee required to work on such holidays\nshall be paid double time hourly rate for the period worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13. SAFARI ALLOWANCE\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>An employee who is required to work away from his normal working place other\nthan on transfer will be entitled to subsistence allowance as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•BreakfastKsh 135\u002F-\u003C\u002Fp>\n\n\u003Cp>•LunchKsh. 200\u002F-\u003C\u002Fp>\n\n\u003Cp>•SupperKsh. 200\u002F-\u003C\u002Fp>\n\n\u003Cp>•AccommodationKsh. 500\u002F-\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. SUSPENSION\u003C\u002Fh3>\n\n\u003Cp>An employee who is charged in a court of law with a criminal offence (other\nthan an offence under the Traffic Act) may be suspended without pay until\njudgment is delivered.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that in the event of the employee being acquitted he shall be\nre-instated without loss of privileges.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.LEAVE TRAVELLING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>An employee when proceeding on annual leave shall be paid leave traveling\nallowance of two thousand Nine hundred only (Kshs 2900\u002F-) for the period of the\nagreement. If an employee's service is terminated before the completion of\ntwelve months consecutive months the leave traveling allowance shall be paid on\npro-rata basis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.REDUNDANCY\u003C\u002Fh3>\n\n\u003Cp>In the event of redundancy the following principle shall apply:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The Union of which the employee is a member as well as the Labour\nofficer of the area shall be informed of the reason for the intended\nredundancy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(b) The employer shall have due regard to seniority in time, the skill,\nability and the reliability of each employee belonging to the particular\ncategory of employees affected 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 an employee declared redundant shall be paid in\ncash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(e) An employee declared redundant shall be entitled to severance pay at the\nrate of 16 days pay for each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Payment in respect of completed months over the above completed year will be\ncalculated on pro rata basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that payment in lieu of notice shall be based on monthly basic wage\nplus monthly house allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.TERMINATION OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>The first three months with an employer shall be treated as probationary\nperiod during this period either party may terminate the contract by giving not\nless than seven (7) days notice in writing or otherwise by the payment of not\nless than seven (7) days wage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(i) An employee who has completed probation period up to 6 years shall be\nterminable by one month’s notice in writing or one month's payment in cash in\nlieu.\u003C\u002Fp>\n\n\u003Cp>(ii) An employee who has served the accompany for over 6 years shall be\nterminated by two month's notice in writing or two (2) month's wages in cash in\nlieu. Notice of termination shall be given by either party.\u003C\u002Fp>\n\n\u003Cp>(iii) An employee who resigns for lawful cause shall not be entitled to\ngratuity payment of 16 days per each completed year of service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. WARNING PROCEDURE\u003C\u002Fh3>\n\n\u003Cp>(i) an employee whose work or conduct is unsatisfactory or who is otherwise\nin a breach of contract which in the of opinion the employer does not warrant\ndismissal, shall be given a warning in writing and each warning shall be\nentered in employee's employment record.\u003C\u002Fp>\n\n\u003Cp>(ii) If any employee receives three warnings within one year he shall on\ncommission of a fourth offence be liable to dismissal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provided that if an employee completes one year from the date of the third\nwarning without further default any warning entered in his employment record\nshall be cancelled and shall not be taken into account in determining only\nfurther question of dismissal under this paragraph.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(iii) All warnings issued shall be subjected to written appeal by the\nemployee to the management within seven (7) days from the date of the warning\nand the Management shall inform the employee in writing within further seven\n(7) days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.CERTIFICATE OF SERVICE\u003C\u002Fh3>\n\n\u003Cp>Every employee shall be given a certificate of service by his \u002F her employer\nupon departure from employment for whatever cause, unless such employment has\ncontinued for a period of less than four consecutive weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every such certificate shall contain:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(a) The name of the employer and his 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\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>20.FUNERAL GRANT\u003C\u002Fh3>\n\n\u003Cp>When an employee dies while in employment the employer shall contribute\nFourteen thousand shillings (Kshs.14,000\u002F-) towards funeral expenses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.RETIREMENT \u002F TERMINATION GRATUITY\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>An employee who dies while in employment or whose services are terminated\nshall be entitled to gratuity payment at the rate of 16 days consolidated wages\nfor each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>An employee who retires after attaining the normal retirement age of 55\nyears shall be entitled to gratuity payment at the rate of 13 days consolidated\nwages for each completed year of service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.PAID EDUCATION LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-trainingprogrammes\">\u003Cp>Upon the request of an employee or through the Union for Education\u002FTraining\nor seminar leave, the employer shall allow such employee to proceed to\nrecognized Education Institution for training with full pay as is necessary.\nSuch leave will not be unreasonably withheld. Only training relevant to the\nnature of his\u002Fher job shall be allowed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.PROTECTIVE CLOTHING \u002F BOOTS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Free protective clothing\u002Fboots shall be issued by the employer to all\nrequisite workers. Two pairs of uniform shall be issued per year and 1 bar of\nsoap per month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24. BAGGAGE ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>On retirement or on being declared redundant, an employee shall be entitled\nto a Baggage Allowance of Kshs. 2,600\u002F- (two thousand six hundred only) to\ncover the cost of transportation of his\u002Fher personal effects.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>25.BASIC MINIMUM WAGES\u003C\u002Fh3>\n\n\u003Cp>the agreed percentage will make the basic Minimum\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>1\u002F6\u002F2012\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1ST YEAR\n\n        \u003Cp>1\u002F6\u002F2013\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 1\n\n        \u003Cp>Sweeper\u002FCleaner, Messengers,\u003C\u002Fp>\n\n        \u003Cp>General Labourer in signs and lighting work\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>8,630\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>9,320\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 2\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Semi skilled workers (description: workers that\u003C\u002Fp>\n\n        \u003Cp>cannot work independently) Electricians, silk-\u003C\u002Fp>\n\n        \u003Cp>Screeners, Metal workers, artisans, maintenance\u003C\u002Fp>\n\n        \u003Cp>and installation workers, Engravers, plastic\u003C\u002Fp>\n\n        \u003Cp>Workers and spray painters\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,200\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,100\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 3\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Skilled un-graded artisan (descriptions workers that cannot work\n        independently, electricians, silk-screeners, Metal workers, artisans,\n        maintenance and installation Workers, engravers, plastic workers, spray\n        painters \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>11,630\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>12,560\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 4\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Graded artisans\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Trade Test Certificate Grade III\u003C\u002Fp>\n\n        \u003Cp>Trade Test Certificate Grade II\u003C\u002Fp>\n\n        \u003Cp>Trade Test Certificate Grade I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,665\u002F=\u003C\u002Fp>\n\n        \u003Cp>15,830\u002F=\u003C\u002Fp>\n\n        \u003Cp>19,460\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>15,840\u002F=\u003C\u002Fp>\n\n        \u003Cp>17,100\u002F=\u003C\u002Fp>\n\n        \u003Cp>21,020\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>GROUP 5\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Clerical Staff\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Telephone Operator, Copy Typist,\u003C\u002Fp>\n\n        \u003Cp>Accounts Clerk, Store-Keeper\u003C\u002Fp>\n\n        \u003Cp>Salesman or Sales Person\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>13,320\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>19,460\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>14,385\u002F=\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>21,020\u002F=\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Every employee who was in service as at 31st May 2012 and whose salary is\nhigher than new basic minimum wages will receive a wage increase of 8% with\neffect from 1st June 2012 on individual salary to cover the first year of\nagreement and a further increase of 8% with effect from 1st June 2013 based on\nan individual’s salary to cover the second year of the agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Every employee who is not provided with free accommodation by the employer\nwill be entitled to a housing allowance of Kshs.2,200\u002F- or 15% of his\u002Fher basic\nsalary whichever is higher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>28.EFFECTIVE DATE AND DURATION OF THE AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>This agreement shall be effective from 1st June 2012 and shall remain in\nforce for a period of 24 months and thereafter it shall continue to be in force\nuntil it is mutually amended by both parties, provided that the party desiring\nto amend the agreement shall give one month’s notice of their intention and\nshall set out in detail the amendments or alterations which such party intends\nto make.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF PELICAN SIGNS LIMITED\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………………\u003C\u002Fp>\n\n\u003Cp>B.R. DEVANI\u003C\u002Fp>\n\n\u003Cp>MANAGING DIRECTOR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………….\u003C\u002Fp>\n\n\u003Cp>DINTA DEVANI\u003C\u002Fp>\n\n\u003Cp>GENERAL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>……………………….\u003C\u002Fp>\n\n\u003Cp>JAMES MBITHI\u003C\u002Fp>\n\n\u003Cp>PERSONNEL MANAGER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNED FOR AND ON BEHALF OF THE UNION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>………………..\u003C\u002Fp>\n\n\u003Cp>JUSTUS MAINA\u003C\u002Fp>\n\n\u003Cp>DEPUTY GENERAL SECRETARY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>…………………………..\u003C\u002Fp>\n\n\u003Cp>BONFACE WAKIGO\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>A.O. 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",{"paidmaternityleavepayperc":44,"contracttrialperiod":48,"maternitydiscrimination":52,"hourspweek_select":56,"childcare":60,"STRUCINCR_trigger":64,"funeralpay":68,"pensionfund":72,"paidmaternityleaveduration":76,"maternityotherclause":78,"maxsicknesspayperc":82,"jobclassifaction1":86,"OVERTIME_trigger":90,"holidaysdays":94,"healthcareaccess":98,"ANNLEAVE_trigger":102,"healthandsafetypolicy":106,"hourspweek":110,"paidpaternityleavepay":113,"contracttrial":117,"sicknesspay":121,"PAIDLEAV_trigger":123,"dayspweek_select":127,"paidpaternityleave":131,"sicknessmaxdaysnr":133,"MAXHOURS_trigger":135,"sicknessmaxdays":137,"bankholidays1":141,"paidmaternityleavepay":145,"trainingprogrammes":148,"paidmaternityleave":152,"contractseverancepay":156,"jobsecuritymothers":160},{"bindId":45,"name":46,"text":47},"paidmaternityleavepayperc","(i) A Female employee shall be entitled ","(i) A Female employee shall be entitled to three months maternity leave with\nfull pay.",{"bindId":49,"name":50,"text":51},"contracttrialperiod","(a) All persons engaged by the employer ","(a) All persons engaged by the employer shall be on probation for a period\nof 3 months, and within such period the employment can be terminated by either\nparty by giving 7 days notice or pay in lieu of notice of seven days.",{"bindId":53,"name":54,"text":55},"maternitydiscrimination","(iv) A female employee will be entitled ","(iv) A female employee will be entitled to the rights mentioned in\nsubsections (i),(ii) and (iii) if she gives not less than seven days notice in\nadvance or a shorter period as may be reasonable in the circumstances of her\nintention to proceed on maternity leave on a specific date and to return to\nwork thereafter.",{"bindId":57,"name":58,"text":59},"hourspweek_select","The normal working week shall consist of","The normal working week shall consist of 45 hours spread over 6 days of the\nweek as follows:\n\n\n\n(i) Monday to Friday-8 hours per day\n\n(ii) Saturday-5 hours\n\n\n\nProvided that an employee required to work in excess of such hours shall be\npaid for overtime for the excess hours worked.",{"bindId":61,"name":62,"text":63},"childcare","Special leave on compassionate grounds m","Special leave on compassionate grounds may be granted provided that\nsatisfactory proof of the necessity for such leave is produced. This leave will\neither be paid or unpaid or deducted from the annual leave entitlement in the\nlight of the evidence produced before or after the leave by the employee.",{"bindId":65,"name":66,"text":67},"STRUCINCR_trigger","Every employee who was in service as at ","Every employee who was in service as at 31st May 2012 and whose salary is\nhigher than new basic minimum wages will receive a wage increase of 8% with\neffect from 1st June 2012 on individual salary to cover the first year of\nagreement and a further increase of 8% with effect from 1st June 2013 based on\nan individual’s salary to cover the second year of the agreement.",{"bindId":69,"name":70,"text":71},"funeralpay","20.FUNERAL GRANT When an employee dies w","20.FUNERAL GRANT\n\nWhen an employee dies while in employment the employer shall contribute\nFourteen thousand shillings (Kshs.14,000\u002F-) towards funeral expenses.",{"bindId":73,"name":74,"text":75},"pensionfund","An employee who retires after attaining ","An employee who retires after attaining the normal retirement age of 55\nyears shall be entitled to gratuity payment at the rate of 13 days consolidated\nwages for each completed year of service.",{"bindId":77,"name":46,"text":47},"paidmaternityleaveduration",{"bindId":79,"name":80,"text":81},"maternityotherclause","(v) No female employee shall forfeit her","(v) No female employee shall forfeit her annual leave entitlement under\nsection 28 on account of having taken her maternity leave.",{"bindId":83,"name":84,"text":85},"maxsicknesspayperc","After the probationary period, an employ","After the probationary period, an employee who falls sick shall be granted\nsick leave as follows:\n\n\n\n(a) Up to 5 years service-one month on full pay followed by one month on\nhalf pay.\n\n\n\n(b) Over 5 years service-two months on full pay followed by two months on\nhalf pay. In each case of the above period may be extended by Management.",{"bindId":87,"name":88,"text":89},"jobclassifaction1","25.BASIC MINIMUM WAGES the agreed percen","25.BASIC MINIMUM WAGES\n\nthe agreed percentage will make the basic Minimum\n\n\n  \n  \n  \n  \n  \n    \n      \n      1ST YEAR\n\n        1\u002F6\u002F2012\n      \n      1ST YEAR\n\n        1\u002F6\u002F2013\n      \n    \n    \n      GROUP 1\n\n        Sweeper\u002FCleaner, Messengers,\n\n        General Labourer in signs and lighting work\n      \n      \n\n        8,630\u002F=\n\n        \n\n        \n      \n      \n\n        9,320\u002F=\n      \n    \n    \n      GROUP 2\n\n        \n\n        Semi skilled workers (description: workers that\n\n        cannot work independently) Electricians, silk-\n\n        Screeners, Metal workers, artisans, maintenance\n\n        and installation workers, Engravers, plastic\n\n        Workers and spray painters\n      \n      \n\n        \n\n        \n\n        11,200\u002F=\n      \n      \n\n        \n\n        \n\n        12,100\u002F=\n      \n    \n    \n      GROUP 3\n\n        \n\n        Skilled un-graded artisan (descriptions workers that cannot work\n        independently, electricians, silk-screeners, Metal workers, artisans,\n        maintenance and installation Workers, engravers, plastic workers, spray\n        painters \n      \n      \n\n        \n\n        11,630\u002F=\n      \n      \n\n        \n\n        12,560\u002F=\n      \n    \n    \n      GROUP 4\n\n        \n\n        Graded artisans\n\n        \n\n        Trade Test Certificate Grade III\n\n        Trade Test Certificate Grade II\n\n        Trade Test Certificate Grade I\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        14,665\u002F=\n\n        15,830\u002F=\n\n        19,460\u002F=\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        15,840\u002F=\n\n        17,100\u002F=\n\n        21,020\u002F=\n      \n    \n    \n      GROUP 5\n\n        \n\n        Clerical Staff\n\n        \n\n        Telephone Operator, Copy Typist,\n\n        Accounts Clerk, Store-Keeper\n\n        Salesman or Sales Person\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        13,320\u002F=\n\n        \n\n        19,460\u002F=\n      \n      \n\n        \n\n        \n\n        \n\n        \n\n        14,385\u002F=\n\n        \n\n        21,020\u002F=\n      \n    \n  \n",{"bindId":91,"name":92,"text":93},"OVERTIME_trigger","For the time worked in excess of the nor","For the time worked in excess of the normal number of hours of work a week,\nthe following rates shall apply:\n\n\n\n(a) During the normal working days - time and half\n\n(b) During normal rest days and public holidays —double hourly rate.",{"bindId":95,"name":96,"text":97},"holidaysdays","(a) An employee shall be entitled to twe","(a) An employee shall be entitled to twenty four (24) working days leave\nwith full pay.",{"bindId":99,"name":100,"text":101},"healthcareaccess","7. MEDICAL TREATMENT All employees cover","7. MEDICAL TREATMENT\n\nAll employees covered by this agreement shall be provided with medical\ntreatment in the manner described by the Employment Act (Medical Treatment\nRules).\n\n\n\n(a) Where in an emergency, an employee attends an approved\u002Fprivate\nhospital\u002Fdispensary, then all expenses incurred shall be met by the\nemployer.\n\n\n\n(b) Where an employer operates a Medical Scheme or Insurance arrangement\nwith a particular hospital or Medical institution then the employee may be\nrequired to attend the hospital or medical institution.",{"bindId":103,"name":104,"text":105},"ANNLEAVE_trigger","An employee when proceeding on annual le","An employee when proceeding on annual leave shall be paid leave traveling\nallowance of two thousand Nine hundred only (Kshs 2900\u002F-) for the period of the\nagreement. If an employee's service is terminated before the completion of\ntwelve months consecutive months the leave traveling allowance shall be paid on\npro-rata basis.",{"bindId":107,"name":108,"text":109},"healthandsafetypolicy","Free protective clothing\u002Fboots shall be ","Free protective clothing\u002Fboots shall be issued by the employer to all\nrequisite workers. Two pairs of uniform shall be issued per year and 1 bar of\nsoap per month.",{"bindId":111,"name":58,"text":112},"hourspweek","The normal working week shall consist of 45 hours spread over 6 days of the\nweek as follows:",{"bindId":114,"name":115,"text":116},"paidpaternityleavepay","(vi) A male employee shall be entitled t","(vi) A male employee shall be entitled to two weeks paternity leave with\nfull pay.",{"bindId":118,"name":119,"text":120},"contracttrial","2.ENGAGEMENT PROBATION AND APPOINTMENT A","2.ENGAGEMENT PROBATION AND APPOINTMENT\n\nAll persons engaged by the employer shall be on probation in the first\ninstance.\n\n\n\n(a) All persons engaged by the employer shall be on probation for a period\nof 3 months, and within such period the employment can be terminated by either\nparty by giving 7 days notice or pay in lieu of notice of seven days.\n\n\n\n(b) However the probation may be extended by another period of 3 months but\nby mutual understanding by the parties when need arises.\n\n\n\n(c) On satisfaction of completion of probation period, the employer will\nissue in writing an appointment letter indicating the job description and the\nwages offered.",{"bindId":122,"name":84,"text":85},"sicknesspay",{"bindId":124,"name":125,"text":126},"PAIDLEAV_trigger","After each period of twelve consecutive ","After each period of twelve consecutive months services with an employer:\n\n\n\n(a) An employee shall be entitled to twenty four (24) working days leave\nwith full pay.\n\n\n\n(b) An employee whose services are terminated before the completion of any\ntwelve months leave earned period shall be entitled to two days leave with full\npay for each completed month of service.",{"bindId":128,"name":129,"text":130},"dayspweek_select","(i) Monday to Friday-8 hours per day (ii","(i) Monday to Friday-8 hours per day\n\n(ii) Saturday-5 hours",{"bindId":132,"name":115,"text":116},"paidpaternityleave",{"bindId":134,"name":84,"text":85},"sicknessmaxdaysnr",{"bindId":136,"name":92,"text":93},"MAXHOURS_trigger",{"bindId":138,"name":139,"text":140},"sicknessmaxdays","11. SICK LEAVE After the probationary pe","11. SICK LEAVE\n\nAfter the probationary period, an employee who falls sick shall be granted\nsick leave as follows:\n\n\n\n(a) Up to 5 years service-one month on full pay followed by one month on\nhalf pay.\n\n\n\n(b) Over 5 years service-two months on full pay followed by two months on\nhalf pay. In each case of the above period may be extended by Management.\n\n\n\nIn each case a Medical certificate shall be issued by a qualified Medical\nPractitioner following sick leave.",{"bindId":142,"name":143,"text":144},"bankholidays1","Every employee shall be entitled to leav","Every employee shall be entitled to leave with full pay for all Gazetted\nPublic Holidays provided that an employee required to work on such holidays\nshall be paid double time hourly rate for the period worked.\n\n\n\n13. SAFARI ALLOWANCE",{"bindId":146,"name":46,"text":147},"paidmaternityleavepay","(i) A Female employee shall be entitled to three months maternity leave with\nfull pay.\n\n\n\n(ii) On expiry of a female employee's maternity leave as provided in\nsubsections (i) and (iii), the female employee shall have the right to return\nto the job which she held immediately prior to her maternity leave or to a\nreasonably suitable job on terms and conditions not less favorable than those\nwhich would have applied had she not been on maternity leave.",{"bindId":149,"name":150,"text":151},"trainingprogrammes","Upon the request of an employee or throu","Upon the request of an employee or through the Union for Education\u002FTraining\nor seminar leave, the employer shall allow such employee to proceed to\nrecognized Education Institution for training with full pay as is necessary.\nSuch leave will not be unreasonably withheld. Only training relevant to the\nnature of his\u002Fher job shall be allowed.",{"bindId":153,"name":154,"text":155},"paidmaternityleave","10.MATERNITY LEAVE (i) A Female employee","10.MATERNITY LEAVE\n\n(i) A Female employee shall be entitled to three months maternity leave with\nfull pay.\n\n\n\n(ii) On expiry of a female employee's maternity leave as provided in\nsubsections (i) and (iii), the female employee shall have the right to return\nto the job which she held immediately prior to her maternity leave or to a\nreasonably suitable job on terms and conditions not less favorable than those\nwhich would have applied had she not been on maternity leave.\n\n\n\n(iii) Where:\n\n\n\n(a) the maternity leave has been extended with the consent of employer;\nor\n\n(b) immediately on expiry of maternity leave before resuming her duties a\nfemale employee proceeds on sick leave or with the consent of the employer on\nannual leave; compassionate leave; or any other leave .\n\n\n\n(iv) A female employee will be entitled to the rights mentioned in\nsubsections (i),(ii) and (iii) if she gives not less than seven days notice in\nadvance or a shorter period as may be reasonable in the circumstances of her\nintention to proceed on maternity leave on a specific date and to return to\nwork thereafter.\n\n\n\n(v) No female employee shall forfeit her annual leave entitlement under\nsection 28 on account of having taken her maternity leave.\n\n\n\n(vi) A male employee shall be entitled to two weeks paternity leave with\nfull pay.\n\nThe three months maternity leave under subsection (i) shall be deemed to\nexpire on the last day of such extended leave.",{"bindId":157,"name":158,"text":159},"contractseverancepay","An employee who dies while in employment","An employee who dies while in employment or whose services are terminated\nshall be entitled to gratuity payment at the rate of 16 days consolidated wages\nfor each completed year of service.",{"bindId":161,"name":162,"text":163},"jobsecuritymothers","(ii) On expiry of a female employee's ma","(ii) On expiry of a female employee's maternity leave as provided in\nsubsections (i) and (iii), the female employee shall have the right to return\nto the job which she held immediately prior to her maternity leave or to a\nreasonably suitable job on terms and conditions not less favorable than those\nwhich would have applied had she not been on maternity leave.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KEN Pelican Signs Limited - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2012-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2014-05-31\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: → Legal and market consultancy, business activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Advertising agencies\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                        Pelican Signs Limited\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        COTU - Amalgamated Union of Kenya Metal Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 25 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 120 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: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → No\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → No provision days\n            \u003C\u002Fdiv>\n\n            \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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 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: → Birthday of the Prophet Muhammad \u002F Prophet PBUH Birthday \u002F Mouloud \u002F Eid Milad-un-Nabi (twelfth day of Rabi) , Christmas Day (25th December), Easter Monday, Easter Sunday (first Sunday after the full moon following 21st March), Army Day \u002F Feast of the Sacred Heart\u002F St. Peter & Paul’s Day (30th June), John Chilembwe Day (15th January)\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → \n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Wage increase starts: → 2012-05\n                \u003C\u002Fdiv>\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 2000.0\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            \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",[169],{"title":37,"slug":33},[171],{"type":172,"data":173},"call_to_action_body_block",{"title":174,"description":175,"variant":176,"link":177},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Kenya across sectors, topics and countries","dark",{"title":174,"url":178,"description":174,"rel":179,"type":180},"\u002Fen-ke\u002Fwork-in-kenya\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[182],{"type":172,"data":183},{"title":174,"description":175,"variant":176,"link":184},{"title":174,"url":178,"description":174,"rel":179,"type":180},[]]